Earticle

본 연구의 목적은 기관유형별 어린이집 원장의 직무수행인식, 직무스트레스, 직무만족도를 살펴봄으 로써 어린이집 원장의 직무에 대한 이해를 돕고, 효율적인 보육시설 운영 및 보육의 질 향상에 필요한 기초자료를 제공하는 것이었다. 이를 위해 서울과 경기도 소재 어린이집 원장 174명을 대상으로 설문 조사를 실시하였다. 연구 결과 첫째, 기관유형별 어린이집 원장들의 직무수행에 대한 인식은 가정 어 린이집 원장이 가장 높았고, 고유 업무를 가장 많이 하고 있는 것으로 나타났다. 또한 고유 업무 수행 에 대한 인식은 국공립 어린이집 원장이 가장 높았고, 지원 업무와 교사 활동 수행에 대한 인식은 가 정 어린이집 원장이 가장 높은 것으로 나타났다. 둘째, 기관유형별 어린이집 원장들의 직무수행에 따 른 직무스트레스는 민간 어린이집 원장이 가장 높았고, 가정, 민간 어린이집 원장이 국공립 어린이집 원장 보다 더 직무스트레스를 받는 것으로 나타났다. 또한 하위영역인 고유 업무, 지원 업무, 교사 활 동에서도 민간, 가정 어린이집 원장이 국공립 어린이집 원장 보다 더 많은 직무스트레스를 받는 것으 로 나타났다. 셋째, 기관유형별 어린이집 원장들의 전체 직무만족도는 국공립 어린이집 원장이 가장 높았다. 그리고 하위영역에서는 전문지식 및 능력에서의 만족도가 가장 높았고, 그 다음으로 인간관계, 근무환경, 시설․설비, 사회적 인정 순이었으며, 보수에 대한 만족도가 가장 낮은 것으로 나타났다. 또 한 근무환경, 전문지식 및 능력, 직무자체에 대한 만족도는 국공립 어린이집 원장이 가장 높은 것으로 나타났다.

The purpose of this study was to examine the child-care center directors’ perception of job performance, job stress, job satisfaction by types of child-care center. Participants were 174 Child-care center directors in a public, private, and home child-care center located in Seoul and Kyunggi-do, and the data was collected through survey. Study results show that, First, the home child-care center directors turned out to have more job performances in original, supporting business and teaching activity than those of public and private center. Second, the home and private child-care center directors turned out to have more job stress in original, supporting business and teaching activity than those of public center. Third, the degree of job satisfaction of child-care center director was higher in the public child-care center directors than those of private and home center, and in sub-variables, all directors by types of center have a high job satisfaction for human relationship, ability and expertise. But tney showing a low job satisfaction for a pay and job itself.

This study investigated the influence of job motivation on job performance of library personnel in university libraries in Oyo State, Nigeria. Descriptive survey research design type was used for the study. The population of the study consisted of 164 library personnel in university libraries in Oyo State. An adapted questionnaire was used as the instrument for data collection. The data collected were analyzed using both descriptive and inferential statistics. PPMC were used for hypotheses testing at a 0.05 level of significance. The findings of the study revealed that the level of job performance of library personnel among university libraries in Oyo State was high ( x =2.85) and that the level of job motivation (promotion, compensation, conducive work environment) of library personnel among the sampled universities was also high ( x =2.77). More so, the findings of the hypothesis disclosed that there is a significant and positive relationship between job motivation (p= 0.029 < 0.05) and job performance of library personnel among universities in Oyo State. It was recommended that library leadership should make provision for motivational ingredients that can serve as an encouragement for the library personnel to enhance the level of their job performance.

Purpose: This study was conducted in order to understand the correlation between professionalism, job satisfaction, and job performance of physical therapists Methods: Subjects included 148 physiotherapists. We conducted a questionnaire survey on professionalism, job satisfaction, and business performance. We then performed a correlation analysis. Results: The highest 'compliance of professional organization' in professionalism, the lowest 'vocation awareness of the profession'. In job satisfaction, the highest satisfaction was reported for 'supervisor', and the lowest satisfaction for 'duty'. Professionalism and job satisfaction/job satisfaction and job performance showed a clear positive correlation, and professionalism and job performance showed a weak positive correlation. Conclusion: The results of this study indicate that, in order to improve the job performance of the physical therapist, it is necessary to improve professionalism and job satisfaction. Physical therapists should improve their professionalism in order to improve job performance. In addition, research to improve job satisfaction and job performance of the physical therapist should be continued.

Purpose: This study was conducted in order to understand the influence of professionalism on job satisfaction and job performance of the physical therapist. Methods: Subjects were 148 physical therapists. We conducted a questionnaire survey on professionalism, job satisfaction, and job performance. Professionalism questions were 'Compliance of professional organization', 'Beliefs about public service', 'Autonomy', 'Beliefs about self-regulation', and 'Vocation awareness of the profession'. A regression analysis was then performed. Results: The subjects' average score for professionalism was $3.18{\pm}0.31$ points. The lowest score for satisfaction was observed for 'Compliance of professional organization'. Professionalism had an effect on job satisfaction. 'Vocation awareness of the profession (${\beta}=0.44$, p<0.001)', 'Beliefs about public service (${\beta}=0.25$, p<0.01)', and 'Autonomy (${\beta}=0.17$, p<0.05)' had an effect on job satisfaction. R square=0.46 (adjusted R square=0.45). Professionalism had an effect on job performance. 'Autonomy (${\beta}=0.29$), p<0.001)', 'Vocation awareness of the profession (${\beta}=0.22$, p<0.05)', and 'Beliefs about self-regulation (${\beta}=0.18$, p<0.05)' had an effect on job performance. R square=0.25 (adjusted R square=0.22). Conclusion: The results of this study indicate that in order to improve job satisfaction and job performance, it is necessary to improve professionalism. Therefore physical therapists should improve their professionalism ('Compliance of professional organization', 'Beliefs about public service', 'Autonomy', 'Beliefs about self-regulation', and 'Vocation awareness of the profession') in order to improve their job satisfaction and job performance. In addition, research to improve professionalism of the physical therapist should be continued.

A person's job performance is the result of their efforts, influenced by their skills, personality, and perceptions of their role. Job performance is the execution of statutory obligations or functions based on the area of expertise of library personnel that are directed toward achieving the library's goals. The purpose of this study was to investigate the impact of staff motivation and self-efficacy on the job performance of library personnel in Kwara State, Nigeria. The descriptive survey approach of correlational type was used in this investigation. To cover all the library personnel at the participating public libraries in Kwara State, Nigeria, total enumeration or census survey methodologies were used. Eight objectives are used to steer this investigation. The findings demonstrated a significant correlation between staff motivation and job performance, while self-efficacy and job performance have a significant negative relationship. The authors recommend that library personnel who receive training, particularly training focused on providing them with development chances, may perceive that the organization values them as individuals, which increases their sense of self-worth and, as a result, helps them create stronger job performance.

This study explores the potential of LLM-based AI assistants to alleviate labor shortages in East Asia, with a focus on South Korea, by attracting foreign workers. Previous research indicates that AI assistants can enhance job performance and adaptability. Through case studies and semi-structured interviews with a unique sample of seven foreign workers in South Korea who utilize AI assistants in their roles, along with three local colleagues, this study reveals that the advantages of AI assistants are particularly pronounced among foreign employees. All participants noted that AI assistants significantly improved communication and translation, leading to enhanced job performance and adaptability. The findings suggest that AI was beneficial across all levels of Korean language proficiency, with those possessing lower proficiency relying on it more heavily. The study advocates for further research to quantitatively validate these results, especially concerning foreign workers in other multilingual environments.

This study was designed to investigate organizational culture and emotional intelligence as predictors of job performance among library personnel in Edo state, Nigeria. The survey research design was employed for the study with a population size of 181 library personnel in the 15 academic libraries under study, and due to the manageable population size, total enumeration was adopted as the sampling technique. The questionnaire was used to elicit data from the respondents. Of the 181 copies of the questionnaire administered, 163 copies were retrieved and found valid for analysis constituting a 90% response rate. Four research questions and four null hypotheses (tested at 0.05 level of significance) were formulated to guide the study. The tool used to analyze the research question was descriptive statistics (percentage, mean, and standard deviation) and inferential statistics (correlation and multiple regression) for testing the hypotheses. The findings of the study revealed that there is a high level of job performance, good organizational culture, and high level of emotional intelligence among the personnel. Organizational culture and emotional intelligence jointly and significantly predict job performance of personnel. There is significant positive correlation between organizational culture and job performance. The linear combination of emotional intelligence and organizational culture predict job performance of library personnel in the academic libraries under study. The research concludes that there is a need for high job performance in libraries which is predicted by the organizational culture of the library and the level of emotional intelligence of the library personnel.

This study aims to find out the effects of intervention through photo exhibition and imitation dance movement demonstration in the home on the performance of beauty assistance job skills for high school students with intellectual disabilities. Participants are currently in the first year of high school at a special school. The experimental environment consisted of a dyeing space in a hair salon located in the community, including a room in the home where the participants actually reside, where intervention and evaluation were applied. The multiple probe design across participants belonging to a single subject research was composed of research design techniques. Intervention through photo exhibitions and imitation dance demonstrations in the home belonging to independent variables consisted of comprehensive photography of performance facilities, tools, and materials by participants approaching beauty salons in the community. In addition, in connection with the photo exhibition table above, the instructor's reaction promotion and the procedure for participants to imitate the photo scene and demonstrate the dance movement were linked. The dependent variable is the performance of participants directly dyeing the hair of customers in beauty salons. As a result of the study, participants effectively acquired and generalized the performance of beauty assistance job skills through intervention.

The purpose of the study is to investigate the influence of demographic factors (age and job status), level of ICT skills possessed by respondents and ICT use on task performances of library personnel. The study employed correlation design. Thirteen public universities were purposely selected while total enumeration was adopted to study 248 library personnel made up of librarians and library officers in public university libraries in South-west, Nigeria. Data was collected by questionnaire. The study established significant positive correlation between age, job status, ICT skills and task performance. Also, Anova test found significant joint influence of age, job status, ICT skills and ICT use on task performances of respondents. The study further indicated that age, job status, ICT skills possessed by respondents and ICT use had relative significant influence on task performances of respondents. It is therefore recommended that, library personnel must leverage their demographics positively to bring about positive disposition to their jobs while all categories of staff must ensure they possessed the requisite ICT skills that will ginger ICT use for effective task performance.

This study explores whether American employees have different psychological contracts with subsidiary Korean companies than do Chinese employees, and if so, whether the different psychological contracts influence the job performance, job satisfaction, and job retention of employees of different nationalities. A survey of Chinese and American employees was conducted in China and in the USA during the summer of 2016. The 480 usable responses were analyzed with Hierarchical Multiple Regression. The results revealed significant differences in employees’ psychological contracts with Korean companies between American employees and Chines employees, indicating that psychological contracts with subsidiary Korean companies influenced job performance, job satisfaction, and job retention for all employees. However, national culture affected job performance more strongly for Chinese employees than for Americans. This result also indicated that subculture significantly influenced work efficiency and productivity. However, job satisfaction and job retention based on employees’ perceived psychological contracts was the same for Chinese and American employees. The study results implied that psychological contracts are measurable and are related to important organizational outcomes. However, interpretation of the results should be limited to study populations and Korean subsidiary companies.

본 연구는 일터 영성이 직무 성과에 미치는 영향을 직무 만족의 조절 효과를 중심 으로 검증하는 데 목적을 두고 있다. 설문조사를 통해 중국 내 기업 종사자로부터 유 효 표본 457부를 수집하였으며, 이론적 연구를 바탕으로 일터 영성, 과업 성과, 맥락 성과, 직무 만족에 대한 가설모형을 설정하여 4가지 주요 연구가설을 제시하였다. 가 설검증을 위해 SPSS 23.0 프로그램을 사용하였으며, 요인분석, 상관분석, 회귀분석을 통해 정량분석을 시행한 결과 일터 영성은 과업 성과와 맥락 성과에 유의한 상관관계 를 보였으며, 직무 만족은 일터 영성, 과업 성과, 맥락 성과 간에 조절 효과를 보였다. 이와 같은 연구결과에 대한 실증적 결과는 다음과 같다. 조직은 직무에서 영성을 강 조해야 하며, 관리자는 직무 만족을 높이기 위해 다양한 방법을 장려하여 직무 성과 에 미치는 영향을 강화해야 한다. 본 연구는 일터 영성이 직무 성적에 미치는 영향 메커니즘을 어느 정도 밝혀냈으며, 상업 교육의 활용 방향이라는 측면에서 상업 교육 에 중요한 역할을 할 것이다.향후 상업 교육 분야와 관련된 설문과 연구 대상에 대해 중요한 의사 결정에 참고가 된다.

The aim of this study is to verify the influence of workplace spirituality on job performance and the moderating effect of job satisfaction. Through the questionnaire survey, a total of 457 valid samples were received from employees of Chinese enterprises. On the basis of theoretical research, 4 key research hypotheses are proposed and the hypothesis models of workplace spirituality, task and contextual performance ，job satisfaction are established. SPSS 23.0 software was used to conduct hypothesis testing by using factor analysis, correlation analysis, regression analysis and other methods for quantitative analysis. The results show that workplace spirituality has a significant correlation with task and contextual performance. Job satisfaction has a moderating effect between workplace spirituality with task performance. The empirical results suggest that organizations should emphasize workplace spirituality at work, and managers should encourage more methods to improve employees' perception of job satisfaction, so as to strengthen the impact of workplace spirituality on job performance. To a certain extent, this study reveals the influence mechanism of workplace spirituality on job performance, which will play an important role in business education from the perspective of the active application direction of business education. It provides an important reference for decision-making of the questionnaire and research objects in the field of business education in the future.

리더는 기업에서 없어서는 안 될 역할을 가지고 있다. 본 논문에서는 변혁적 리더를 검토 대상으로 하여 직원의 직무 만족도와 직무 성과 변수를 도입하였다. 변혁적 리더십이 직원의 직무성과와 직무만족도에 미치는 영향을 탐색하 고, 또한 변혁적 리더십이 종업원의 직무성과에 영향을 미치는 요인을 찾고자 하였다. 본 연구에서는 설문 조사 방법 을 채택하여 378개의 설문결과를 이용, SPSS23.0으로 조사 결과를 분석하였다. 연구결과에 의하면 변혁적 리더의 네 가지 구성변수는 직무성과와 직무만족도에 각각 서로 다른 영향을 미치는 것으로 나타났다. 기업의 리더는 리더십 스타일의 선택에 주의를 기울여야하며 직원의 업무 태도에 각별한 관심을 기울여야 한다. 본 연구는 기업의 인적 자원 관리 업무를 수행하는데 유익한 시사점을 제공한다. 본 연구에서는 직무만족도가 변혁적 리더십과 직무성과 사이의 중개 역할을 하는지는 검증되지 않았으며, 향후 연구에서 보완해야 할 필요가 있다.

The leader has an indispensable role in the enterprise. This article takes transformational leadership as the research object and introduces job satisfaction and job performance as variables. It is aimed to explore the impact of various dimensions of transformational leadership on employee performance and satisfaction, and to try to find the acting mechanism of the effect of transformational leadership on employee performance. The study used a questionnaire survey method and SPSS23.0 for statistical analysis. Through the analysis of 378 questionnaire surveys, it was found that the four constituent variables of transformational leadership would have different degrees of influence on job performance and satisfaction. Enterprise leaders should put emphasis on the choice of leadership style and pay special attention to the work attitude of employees. This study provides useful enlightenment for companies to carry out human resource management work. However, this study did not verify whether job satisfaction has an intermediary role in between transformational leadership and job performance, which is also an area that needs to be further studied in the future.

본 연구는 종합병원 간호사를 대상으로 의사소통능력이 간호업무성과에 미치는 영향을 확인하고자 수행되었다. 연구 대상은 2024년 12월 15일부터 30일까지 K시에 위치한 2개 종합병원에서 근무하는 간호사 217명이었으며, 자료는 자기기입식 설문지를 통해 수집되었다. 수집된 자료는 SPSS 26.0 프로그 램을 이용하여 분석하였다. 연구 결과, 의사소통능력과 간호업무성과의 평균 점수는 각각 3.57점과 3.82 점으로 나타났다. 두 변수 간에는 유의한 정적 상관관계가 확인되었다(r = .53, p < .001). 간호업무성과는 개인적 특성과 직무 관련 특성에 따라 유의한 차이를 보였다. 다중회귀분석 결과, 수간호사 이상 직위, 임상경력, 의사소통능력이 간호업무성과에 유의한 영향을 미치는 요인으로 나타났으며, 이들 변수는 간호업무성과 변량의 39%를 설명하였다. 본 연구 결과를 통해 종합병원 간호업무성과 향상을 위해 간호사의 의사소통능력 강화와 경력 개발, 근무환경에 대한 체계적인 지원의 중요성이 확인되었다.

This study examined the effects of communication competence on nursing job performance among nurses working in general hospitals. Data were collected from 217 nurses at two general hospitals in K city between December 15 and 30, 2024, using a selfadministered questionnaire and analyzed with SPSS version 26.0. The mean scores for communication competence and nursing job performance were 3.57 and 3.82, respectively, and a significant positive correlation was found between the two variables (r= .53, p <.001). Nursing job performance differed significantly according to individual and jobrelated characteristics. Multiple regression analysis showed that holding a position of charge nurse or higher, greater clinical experience, and higher communication competence had significant effects on nursing job performance, explaining 39% of the variance. These results highlight the importance of enhancing nurses’ communication competence and supporting career development and work environments to improve nursing job performance in general hospitals.

Amid the escalating tensions between the United States and China, alongside growing geopolitical uncertainties, the global economy and financial sectors face increased risks of fragmentation. In response to these challenges, China has focused on enhancing the management quality and capabilities within its financial sector, emphasizing the gradual but steady opening up of its financial industry to global markets. However, there is still a significant gap in the current literature concerning the positive influence of transformational leadership on employee happiness within the financial sector. Addressing this gap, our study introduces and evaluates a pioneering research model aimed at exploring the mediating role of organizational commitment in the relationship between transformational leadership and key outcomes such as job performance and employee happiness. To conduct this comprehensive analysis, data were meticulously collected from 334 employees working across a diverse array of financial institutions in China including a comparative analysis between banks and other financial institutions using AMOS 24. Utilizing SPSS 26.0 for correlation and regression analysis our findings substantiate the proposed hypotheses. Key outcomes include: transformational leadership significantly boosts organizational commitment; enhances job performance; elevates employee happiness, notably within the banking sector compared to other financial areas; and organizational commitment serves as a crucial intermediary in the relationship between transformational leadership, job performance, and employee happiness. Furthermore, our research highlights the nuanced differences in the impact of transformational leadership across various types of financial institutions, underscoring the unique challenges and opportunities presented within the banking sector compared to other financial domains. This research underscores the urgent need for adaptive leadership strategies in the financial sector to navigate contemporary challenges, offering fresh insights into fostering a resilient and thriving organizational culture amidst global uncertainties.

본 논문의 목적은 지식근로자의 직무성과에 영향을 미치는 비물질적 인센티브가 심리계약으로 서 어떠한 매개역할을 하는 지에 관해 연구하기 위한 것이다. 본 논문의 연구대상은 중국 허베이성 지역에 기반을 둔 지식근로자를 대상으로 하였으며 설문조사에서는 총 560개의 설문지 가 배포되었고 52개의 설문지를 제외한 508개의 유효설문지가 최종적으로 회수되어 분석의 필요를 기본적으로 충족시켰다. 본 연구에서는 Guo Wei(2015)의 비물질적인 인센티브 척도를 바탕으로 연구에 적합하게 수정 및 보완해 실시하였으며 개별 인센티브, 직무 인센티브, 조직환경 인센티브의 3가지 차원으로 구분하였다. 또한 직무성과의 측정척도는 주로 Goodman&Svyantek (1999년)에서 설계한 측정 방법을 위주로 하였으며, 상황별 성과척도 선정에서는 Smith, Organ, Near(1983)가 제안한 척도를 주로 활용하였다. 심리계약은 Rousseau(1998,2000)와 같은 학자에 의해 설계되거나 사용된 척도로서 인지된 조직책임과 종업원책임의 두 가지 차원으로 구분하였다. 이러한 척도는 Lee Tinsley(1999), Robinson Turnley(1995), Chen California 등에서도 많이 활용된 바 있다. 따라서 선행연구 사용된 심리계약 척도를 기초로 적절한 조정을 거쳐 최종 측정척도로 사용되었다. 설문지는 네 부분으로 구성되어 있다. 첫 번째 부분은 성별, 연령, 혼인 여부, 교육 수준, 직급 등 7개 질문을 포함해 설문조사와 응답자 기본정보에 대한 설문조사 내용을 간략하게 설명한 것이며, 두 번째 부분은 14개의 질문을 포함하는 비물질적 인센티브에 관한 내용을 주로 하였다. 세 번째 부분은 심리계약에 관한 것으로써 20개의 설문으로 구성되어 있다. 네 번째 부분은 8개의 설문이 포함된 직무성과와 관련한 설문으로 구성되었다. 본 연구의 분석방법은 상관관계분석, 구조 방정식 및 기타 통계 기법을 사용하여 측정된 데이터를 처리함으로써 비물질적 인센티브, 심리계약 및 직무성과 간의 관계를 파악하고 모델에서 심 계약의 매개 효과를 검증하였다. 분석의 결과에 의하면 심리계약은 직무성과에 대한 비물질적 인센티브의 영향을 중재하는 역할을 한다는 것으로 나타났다. 중재영향분석 결과에 의하면 심리계약 및 조직책임, 종업원책임의 두 가지 차원이 직무성과에 미치는 비물질적 인센티브의 영향에서 중재역할을 하고 있었다. 마지막으로 본 연구에서는 다음과 같은 몇 가지를 제안해 보았다. (1) 조직은 공정하고 정의로운 급여관리체계 를 구축하고 유연한 복지제도를 시행할 필요가 있다. (2) 조직은 종업원의 경력계획을 수립해야 한다. (3) 조직은 종업원들에 대한 인간관계를 중시하는 관리를 강화하고 조화로운 관계를 구축해야 한다. (4) 조직은 종업원들에게 자율성을 부여하고 업무 재설계를 강화해야 한다. (5) 종업원은 조직에 대한 책임감을 높이고 동시에 심리적 기대를 맞출 필요가 있다.

This article aims to study the mediating role of psychological contract in the process of immaterial incentives influencing job performance. This paper investigates knowledge workers in Hebei province by network questionnaire. In this survey, a total of 560 questionnaires were issued, 52 invalid questionnaires were excluded, and 508 valid questionnaires were finally recovered. In this study, the Chinese scholar Guo Wei (2015) immaterial incentive scale was adopted and modified on this basis. The measurement scale of job performance mainly refers to the measurement method designed by Goodman & Svyantek (1999), and it is adjusted according to the actual situation. The psychological contract scales designed or used by scholars like Rousseau (1998, 2000), Lee Tinsley (1999) and Wang Pei (2018) were referred to in the selection of the scales. The questionnaire consists of four parts. The first part is a brief description of the survey and a survey of the basic information of the respondents, including seven questions, such as gender, age, marital status, education level and job position. The second part is the immaterial incentives questionnaire. The third part is the psychological contract questionnaire. The fourth part is the job performance questionnaire. Correlation analysis, structural equation and other statistical techniques were used to process the measured data, so as to verify the mediating effect of psychological contract in the model. According to the results of the mediating influence test, some discussions are made : (1) The organization needs to establish a fair and just salary management system and implement flexible welfare system. (2) The organization shall develop career plans for employees. (3) The organization should strengthen humanistic care for employees and build a harmonious relationship. (4) The organization should give employees autonomy and strengthen work redesign. (5) Employees should enhance their sense of responsibility and adjust their psychological expectations of the organization.

목적: 본 연구는 네일 아티스트의 성장 마인드셋, 직무소진, 직무성과 간의 구조적 관계를 파악하여 미용 서비스의 제공자 측면에서 서비스 품질을 향상시킬 수 있는 방안을 모색하고자 하였다. 방법: 서울 및 경기권에 위치한 네일 샵 운영인, 혹은 네일 아티스트로 근무하고 있는 성인남녀 194명을 표본 집단으로 설정하여 2023년 1월 1일부터 15일까지의 15일간 온라인 링크 기반 설문을 통해 자료를 수집하고, SPSS 28.0 및 AMOS 28.0을 활용하여 수집된 자료에 대한 구조방정식모형에 따른 경로분석을 시행하였다결. 과: 첫째, 네일 아티스트들의 성장 마인드셋 중 지능 마인드셋은 직무소진에 대해 유의한 부(-)의 영향을 미치고, 직무성과에 유의한 정 (+)의 영향을 미치는 것으로 나타났다. 둘째, 성격 마인드셋은 각 직무소진과 직무성과에 유의한 영향을 미치지 않는 것으로 나타났 다. 마지막으로, 네일 아티스트들의 직무소진은 직무성과에 유의한 부(-)의 영향을 미치는 것으로 나타났다. 결론: 네일 아티스트 들의 지능 마인드셋을 향상시켜줄 수 있는 교육적 차원의 제도적 지원이 필요하다. 또한, 서비스 제공자 관점에서의 서비스 질 향상 을 위한 후속연구들이 다수 수행될 필요성이 있다.

Purpose: This study aimed to determine ways for improving the service quality of beauty service providers by understanding the structural relationship between the growth mindset, burnout, and job performance of nail artists. Methods: The sample groups comprised 194 adult men and women working as nail shop operators or nail artists in Seoul and Gyeonggi provinces, and data were collected via an online web-based survey over 15 days from January 1 to 15, 2023. Path analysis was conducted using SPSS 28.0 and AMOS 28.0 according to the structural equation model for the collected data. Results: First, in the growth mindset of nail artists, the intelligent mindset was found to have a significantly negative (−) effect on burnout and a significantly positive (+) effect on job performance. Second, the personality mindset had no significant effect on either burnout or job performance. Finally, burnout had a significantly negative (−) effect on the job performance of nail artists. Conclusion: Educational institutions must provide support to improve the intelligent mindset of nail artists. Further follow-up studies are necessary to enhance the quality of service from the perspective of service providers.

目的: 本研究旨在通过了解美甲师的成长心态、职业倦怠和工作绩效之间的结构关系，确定美容服务方面提高服 务质量的方案。方法: 样本组由首尔和京畿道从事美甲店经营者或美甲师的 194 名成年男性和女性组成，通过 在线网络调查收集数据，时间为2023年1月1日至15日，历时15天。使用SPSS 28.0和AMOS 28.0对收集的数据 进行结构方程模型分析。结果: 首先，在美甲师的成长心态中，发现聪明心态对职业倦怠有显着的负面（-）影 响，对工作绩效有显着的正面（+）影响。其次，人格心态对倦怠或工作绩效没有显着影响。最后，职业倦怠对 美甲师的工作表现有显着的负面（-）影响。结论: 教育机构必须提供支持，以提高美甲师的智力思维。还需要 进一步的后续研究，从服务提供者的角度提升服务质量。

교육발전의 거시적 환경 변화와 더불어 고등교육기관간의 경쟁압력하에서 어떻게 대학교 교원의 급여만족 도를 제고하고 제한된 학교자원과 교육투자하에서 최대의 효익을 발휘하여 우수한 인재를 유인하고 교육성과 를 극대화할 것인지가 대학교원의 보수제도 개혁의 핵심이 된다. 대학교원의 업무 적극성과 업무성과는 대학 의 수업의 질과 연구 산출물에 커다란 영향을 미친다. 임금 인센티브 제도는 인적자원 관리에서 필수불가결한 부분이다. 대학 교원의 급여만족도는 자신의 업무 투입에 영향을 미치고, 대학 교원의 학교에 대한 소속감과 기여도에 영향을 미친다. 본 연구는 이러한 관점에서 관련 문헌의 이론을 귀납적으로 분석하고, 본 연구와 관련된 개념과 관련이 있 는 국내외 연구성과 및 최신 연구방향을 체계적으로 살펴보고, 이를 중심으로 연구방법과 구체적인 연구내용 및 혁신방안을 제시하였다. 본 연구에서 제시한 대학교원의 급여만족도와 업무 성과에 영향을 미치는 매커니 즘간의 관계에서는 직무몰입을 매개변수로 추가하고, 관련 변수의 연구 모형을 구축하여 연구 가설을 추가로 제시하였다. 설문조사를 통하여 SPSS25.0과 AMOS25.0 소프트웨어를 이용하여 실증적인 분석을 실시하여 각 변수들 간의 상관관계를 살펴 본 결과, 대학교원의 급여만족도와 업무 성과간에는 뚜렷한 상관관계가 있으 며, 직무몰입이 급여 만족도와 업무 성과 간의 매개 역할을 한다는 것을 입증하였다. 연구를 통해 얻어진 결 론에 근거하여 몇 가지의 제안점을 살펴보면 우선 대학교원의 급여 만족도를 제고하여 대학교원의 업무 성과 를 향상시켜야 하며, 이를 통해 대학교 관리계층에서 이루어지는 의사결정에 대한 근거와 이론적 뒷받침을 제 공해야 할 필요가 있을 것으로 보여 진다.

Under the macro environment of education development and the pressure of competition among higher education institutions, how to improve the pay satisfaction of university teachers and maximize the effectiveness with limited school resources and education investment, so as to attract and motivate outstanding talents, has become a major focus for the improvement of university teachers’ pay system. The motivation and performance of university teachers deeply affect the quality of teaching and research output in universities. The pay incentive system is an integral part of human resource management, and the pay satisfaction of college teachers affects their commitment to their work and their sense of belonging to their schools and thus their willingness to contribute to their schools. This study theoretically summarizes and analyzes the relevant literature and theories, systematically reviews the domestic and international research results on the concepts and interrelationships related to this study as well as the latest research development directions, proposes the article research content and specific research methods, and then plans the overall research line of the article. In exploring the mechanism of the influence of pay satisfaction and job performance in higher education, the role of work engagement mediating variables was added to construct a research model of the variables of interest and further develop the research hypothesis. In this paper, a questionnaire was used to investigate the problem using SPSS25.0 and AMOS25.0. The empirical analysis was conducted by using SPSS25.0 and AMOS25.0 software, and the correlations between the variables were obtained, and the significant correlation between pay satisfaction and job performance and the mediating role of job commitment between pay satisfaction and job performance were demonstrated. Based on the findings obtained, several references are targeted, aiming to improve college teachers’ pay satisfaction to enhance college teachers’ job performance, provide a basis and theoretical support for college administrators’ relevant decisions, enrich the theory of education economics, and expand the research field of human capital theory.

본 논문은 AMO 이론을 기반으로 한 실증적 분석 방법을 통하여 리더십 행동과 직원의 성과에 대하여 분석하였 다. 본 연구에서는 변혁적 리더십과 부하 직원의 직무 성과의 관계를 분석하기 위해 리더의 능력(A), 직무동기(M) 및 기회(O)를 요인으로 선택하였고, 개인 차원에서는 자기효율성(O)과 내재적 동기(M)를 조직 차원에서는 팀 분위기(O) 를 선택하여 연구 모형을 구축하였다. 설문조사를 통해 507건의 유효 데이터를 확보하였고 SPSS23을 이용하여 통계 적 분석을 실시하였다. 연구 결과 변혁형 리더가 종업원의 성과에 현저한 영향을 미치는 것으로 나타났다. 본 연구는 종업원의 업무수행에 대한 리더의 행동을 이해할 수 있는 실증적 이론의 연구결과를 제공하고, 기업의 인적자원관리에 도 시사점을 제시 하고 있다.

This paper analyzed leadership behavior and employee performance through empirical analysis method based on AMO theory. In this study, the ability of the leader (A), task motivation (M), and opportunity (O) were chosen as factors to analyze the relationship between transformative leadership and job performance of the subordinate staff, and the self-efficiency (O) and intrinsic motivation (M) were selected at the individual level and team atmosphere (O) at the organizational level to build a research model. 507 valid data were obtained from the survey and statistical analysis was conducted using SPSS23. Studies have shown that transformative leaders have a significant impact on employee performance. This study provides research results of empirical theory to understand the behavior of the leader in the performance of the employees and also suggests implications for the management of the company's human resources.

본 연구에서는 객실승무원이 지각하는 진정성리더십이 부하의 심리적 웰빙과 직무성과에 어떠한 영향을 미치는 지 논의하고자 한다. 가설을 검증하기 위하여 국내에 운항중인 대형항공사 객실승무원을 대상으로 2018년 10월 1일부 터 12월 5일까지 약 2개월 간 설문조사를 실시하였다. 설문지는 총 200부를 배포하여 180부가 회수 되었으며, 총159 부를 실증분석에 이용하였다. 본 연구의 자료 통계분석은 SPSS 22.0과 AMOS 21.0을 이용하였다. 분석결과는 아래와 같다. 첫째, 진정성 리더십 중 균형적 정보처리, 자아인식, 내면화된 도덕관점은 심리적 웰빙에 유의한 영향을 미치는 것으로 나타나 채택되었다. 반면 진정성리더십 중 관계적 투명성은 심리적 웰빙에 유의한 영향을 미치지 않는 것으로 나타나 기각되었다. 둘째, 항공사 승무원이 지각하는 심리적 웰빙은 직무성과에 유의한 영향을 미칠 것 이라는 유의한 경로계수를 보여 채택되었다. 따라서 본 연구에서 설정한 가설 중 가설 1-3을 제외한 나머지 가설은 모두 채택되었다.

This study intends to examine how authentic leadership affects psychological well-being and job performance among flight attendants. To test hypotheses, this study performed survey to flight attendants of big airlines in Korea for about two months from October 1 to December 5, 2018. 200 copies of the questionnaire was distributed, and 180 were collected. Among them, 21 copies where many questions were unanswered or not very seriously answered were discarded. So, 159 copies in total were used for analysis. Statistical analysis was done with SPSS 22.0 and AMOS 21.0. The results are as follows. First, balanced information processing, self–awareness, self–awareness have significant effect on psychological well-being, while relational transparency have not. Second, psychological well-being have significant effect on job performance. Consequently, all the hypotheses in this study except for hypothesis 1-3 were adopted.