This thesis attempts to propose a question on the job satisfaction of employees of event company, and how it effects the changes of their occupations.
This study will evidentially examine the aspects that influencing job satisfaction and job movement ...
This thesis attempts to propose a question on the job satisfaction of employees of event company, and how it effects the changes of their occupations.
This study will evidentially examine the aspects that influencing job satisfaction and job movement of event company workers in order to enhance efficient management techniques, which may result in decrease of job movement.
Hence, the aspects are established and categorized as four variables, that are;
1) Work Environmental Characteristics Variable
2) Job Functional Characteristics Variable
3) Individual Characteristics Variable
Concrete study details are as follows;
Hereupon in this study the population-sociological characteristic variable, work environment variable, job characteristic variable, and individual characteristic variable are established as factors of exerting influences on the satisfaction of job and job movement propencity for event company's personnels.
The sample survey is conducted by total inspection of people working in event business, which are registered inSeoul Metropolitan City. And structured questionnaires are used.
The surveyed questionnaires were analyzed and studied through SPSSWIN 10.0, reliability analysis, factor analysis, frequency analysis, correlation, and distribution analysis and t-test were conducted to figure out the population statistical difference
To observe the mutual relationship between job satisfaction and job movement propencity as dependent variable and independent variable, the result of corelation analysis as a summary is as follows;
Job environment characteristcs and job satisfaction tends to be plus(+) corelation in job environment characteristics variable, and minus (-) corelation in job movement propencity. To be concrete, job satisfaction tends to be higher when satisfaction on promotion and training is high (β=.466, p<.001), satisfaction on welfare system is high (β=.166, p<.05). As a contrast, job movement propensity tends to be high when satisfaction on welfare system is low (β=-.270, p<.01).
Regarding job characteristics variable, corelation between job functional characteristics and job satisfaction, job movement propensity tends to be plus (+). To be concrete, job satisfaction tends to be high when job functional characteristics is intense and job identity (β=.524, p<.001), variety of techniques (β=.422, p<.001) are high. However, job movement propensity also shows high when job functional characteristics, variety of techniques, job identity is high.
Regarding Individual characteristics variable, corelation between job satisfaction and job movement propensity shows plus(+). To be concrete, job satisfaction level tends to be high when three hierachial factors as desire of accoplishment (β=.531, p<.001), absorption to organization (β=.305, p<.001), internal dicipline (β=.297, p<.001) levels are high. As a contrary, the result of recurrence analysis on individual characteristics'influence on job movement characteristics did not show any significance because recurrence formula shows p>.05.
At this point followings are suggestions according to the results of this study.
First, states of marriage and levels of wage are presented as factors in relation to population sociological characteristic variable, which all effect job satisfaction job movement propencity. Therefore opportunity of promotion and payment increase should be offered after due consideration of family support or career and a well-organized wage system should be provided according to these.
Second, Regarding work environment variable, each company should provide opportunities with education and training to workers that they can participate in actively. Also welfare system should be fixed in order to decrease job movement propensity.
Third, in relation with job functional characteristics variable, Job Design method or Job Analysis method should be introduced that are commonly used in general organizations. This helps the companies to secure specialized human resources and also helps event company's personnels to establish job identity within his/her own specialized work area.
Finally, regarding individual characteristics variable, the level of individual absorption into organization effects job satisfaction and job movement propensity. Thus, event company and management have to pay keen attention to satisfy individual desire by job-functional positioning of each personnel, keep interest on workers' welfare, keep workers independent and responsible by appropriate duty-distribution, and keep them updated with organization's objective, so that each personnel can understand and concentrate into organization.
The discussion on job satisfactionand job movement propencity of the people in event companies, which is the core subject of this study, may be able to suggest fundamental evidences to prepare systematic 'Human Resources Administration' of event business, which provide human services in changes of event services.
Moreover, this study helps to understand overall job satisfaction and job movement tendency of event company personnels and provides importance meaning to human resouces administration of event companies if further studies are executed on causes of job satisfaction and job movement propensity.