Purpose This study attempted to investigate the difference on job satisfaction and service quality between non-regular and regular workers in commercial sports facilities. Methods With the purpose of the study, the purposive sampling as the non-probability sampling method was used to intentionally select the representative cases. We conducted through utilizing in-depth interviews with 6 non-regular and regular workers, respectively, who have worked for more than a year at total commercial sports facilities holding more than 3 programs with more than 500 memberships. This study aimed to explain real phenomena as much as possible by utilizing NVivo 11, one of qualitative research method programs, on the basis of raw data. Results In conclusion, non-regular and regular employment types in commercial sports facilities did not affect service quality provided for customers. However, it was derived that there was a slight difference between regular and non-regular workers on job satisfaction. Conclusion It is necessary to improve the wage and compensation system for regular workers as well as the labor policy to improve treatment of the wage according to the qualification of non-regular workers in commercial sports facilities. In spite of the instability of non-regular workers, the effort of converting into regular workers would evoke organizational commitment, loyalty, and attachment of non-regular workers, when properly acknowledged.
Purpose This research was to empirically analyze the relationship between a commercial sports center customer-perceived employees' emotion labor (deep acting, surface acting) and sports center emotion, service quality & relationship retention through structural equation model analysis. Methods For this purpose, this study set 270 members at the two commercial sports centers(facilities equipped with more than 3 events) located in Suwon as the research subjects. In an effort to verify the proposed structural model, this study used SPSSWIN Ver. 21.0 and AMOS 18.0. Results first, this study found that deep acting had a positive effect on positive emotion. Second, it was found that surface acting had a positive effect on negative emotion. Third, deep acting was found to have a positive effect on service quality. Fourth, surface acting was found to have a negative effect on service quality. Fifth, the results showed that positive emotion didn't have a positive effect on relationship retention. Sixth, negative emotion was found to have a negative effect on relationship retention. Seventh, service quality was found to have a positive effect on relationship retention. Conclusion This findings indicate that the management of emotional labor is critical from the aspects of personnel management in sport centers.
The purpose of this study is to empirically inquire into the relationship between a commercial sports center employee's person-environment fit(person-organization fit., person-job fit) & perceived service climate and organizational identification, organizational citizenship behavior and service performance through structural equation model analysis. For this purpose, this study conducted a questionnaire survey of 207 employees working at 12 commercial sports center(a facility in possession of more than 3 events). In an effort to verify the proposed structural model, this study used SPSSWIN Ver. 21.0 and AMOS 18.0. The research results are as follows: First, it was found that person-organization fit had an influence on organizational identification. Second, person-job fit was found to have an influence on organizational identification. Third perceived service climate was found not to have a positive influence on organizational identification. Fourth, organizational identification was found not to have a positive influence on organizational citizenship behavior, either. Fifth, organization identification was also found not to have a positive influence on service performance. Sixth, organizational citizen's action was found to have a positive influence on service performance.
