• Industry Promotion Research
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• v.1 no.2
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• pp.27-32
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• 2016

This study analyzed the effect of small maufacturing businesses' company culture on organizational performance. The study results showed that personal culture(one's organizational commitment) positively affected job satisfaction and improving creativity. Organizational culture(harmony of organization) and environmental culture(importance of environmental factors) didn't significantly affected organizational perfirmance. Also, organizational commitment was varied by employee's position, harmony of organization was varied by age, education and continuous service year, job satisfaction and creativity was varied by education. This study provided implications for analyzing the importance of personal organizational environmental factors and dicovering individual diffrences of the employees.

• Korean Journal of Social Welfare Studies
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• v.43 no.2
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• pp.113-139
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• 2012

Under the goal of investigating the difference of staff perceptions in performance evaluations at local self-sufficiency centers, this study set out to examine whether differences would be found between team leaders or those in higher positions and the common staff in criteria, procedures, implementation, rewards, and feedback of performance evaluations. For that purpose, the investigator conducted a survey by mail with staff working for local self-sufficiency centers in 15 cities and provinces across the nation from September 6 to 30, 2010. Of 672 questionnaires that were distributed, 439 were returned. Of these, a total of 432 were used in latent mean analysis. The major findings are as follows: first, the staff at local self-sufficiency centers had a relatively negative perception of performance evaluation in terms of rewards for evaluation results. Secondly, the team leaders or those in higher positions had a more negative perception of performance evaluation in terms of evaluation criteria and rewards for evaluation results than common staff. Based on those findings, the study offered some implications with regard to performance evaluation systems at local self-sufficiency centers.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.6
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• pp.188-200
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• 2019

The purpose of this study is to extend the research on the development of the performance indicators for the Education Welfare Priority Support Project and to secure the content validity for the application to the school site. The performance index of the Education Welfare Priority Support Project used in this study was originally consisted of 6 area, 33 sub-area, and 233 items. Two expert meetings were held for five doctoral professionals in the field of educational welfare. Delphi surveys were conducted for a group of 99 educational welfare workers who worked at the site for more than five years. The item selection criteria ($CVR{\geq}.29$, $CVI{\geq}.80$, convergence <.50, agreement ${\geq}.05$, stability ${\leq}.80$, $M{\geq}3.00$, SD <.80, reliability ${\geq}.6$) were applied. The 6 area, 23 sub-areas, and 93 items were verified and finally 90 items were selected from removing 3 items with low level of reliability. Providing suggestions and follow-up studies for the better use of the performance indicators for the Education Welfare Priority Support Project in the field.

• Proceedings of the Korea Information Processing Society Conference
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• 2003.05c
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• pp.2101-2104
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• 2003

최근 인터넷의 급성장에 따라 유 무선 네트워크를 기반으로 하여 사용자 정보를 이용한 안전한 보안 서비스가 요구되고 있다. 그러나 서비스 사용자의 증가에 따른 개인 정보의 안전성 부분에 대한 해결책은 아직 미비한 상태이다. 본 연구에서는 사용자의 임시 정보를 이용한 안전한 키 분배 기법을 제안한다. 제안된 방식은 기존의 사용자 정보를 기반으로 이루어지는 키 분배 프로토콜의 취약성을 보완하면서 확장이 가능한 새로운 방식을 제안함으로써 안전성과 확장성을 보장하고 있다. 제안 방식은 기존에 제시된 사용자 정보 기반의 키 분배 프로토콜과 비교 분석함으로서 안전성과 효율성을 검증한다.

• Proceedings of the Korea Information Processing Society Conference
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• 2011.11a
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• pp.1059-1060
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• 2011

녹색 성장을 위한 전기 자동차 실용화에 대한 다양한 방법들이 제시되고 있다. 이를 효과적으로 운영 관리 하기 위한 시스템들이 개발되고 있다. 기존 연구는 무선 급집전 전기 자동차와 인프라의 특성을 반영하고 접근 편의성에 어려움이 있다. 본 연구에서는 한국과학기술원에서 연구개발 중인 OLEV 시스템을 근거리에서 운영관리 하기 위한 설계를 제안한다. 무선 인트라넷 환경을 구축함을 통해 이동하는 차 안에서 차량의 상태와 동작 중인 충전 인프라의 상태를 함께 관제할 수 있도록 하였다. 이동성과 개인 사용성을 위해 모바일 기기를 이용하여 관리의 유용성과 일반인들의 전기 자동차에 대한 이해를 향상시켰다. 시스템의 유용성을 입증하기 위해 서울대공원 코끼리 전기열차와 한국과학기술원 문지 캠퍼스에서 주행 실험을 수행하였다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.10
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• pp.3733-3739
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• 2010

This paper suggests the measurement method of evaluation of management performance factors in health organization using AHP and Factor Analysis technique. To achieve this goal, this study applies AHP method to different size of hospitals. AHP method is deployed in three steps. At first step, the major factors, which indicate the management performance in health organizations, will be formed through factor analysis. At second step, the pairwise comparison between two factors will be performed to calculate the weights of each variables. At the last step, the order of priority of all factors will be determined. This order list will be used in measurement of the management performance in health organization. The results of this paper show that the financial factors take the top position, and followed by customer related factors, process factors and education & growth factors. This result could be the milestone for the measurement of management performance of medical organization in Korea.

• Journal of Digital Convergence
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• v.16 no.4
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• pp.11-22
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• 2018

The Social Economy including social enterprise is solving various social problems of our society by innovative business Nevertheless, social economic companies have limited investment ingrowth due to insufficient capital. There are various attempts to solve the limit of capital investment by social finance. Social iImpact bonds that introduced performance-based compensation into financial system is recognized as a new means of procuring that capital lacks. 89 social impact bonds were issued in 19 countries around the world. )f the 22 social impact bonds reporting performance, 21 bonds report positive performance. The twelve bonds paid incentives to investors. It can be said that the government provides incentives to review the issuance of social impact bonds at the government level, which is difficult to expand the social welfare budget. This study confirmed the performance of the social impact bonds and confirmed the possibility of introducing it in korea. There is a limit to continuously increasing the government's social expenditure to meet demand. Therefore, in order to support the growth of social economy based on private investment, the issuing of social impact bonds should create a virtuous circle of social financial market.

• Journal of Venture Innovation
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• v.4 no.1
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• pp.51-65
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• 2021

The HR policy in the public sector was closed and operated mainly on written tests, but in 2006, a new evaluation, promotion and education system based on competence was introduced in the promotion and selection system of civil servants. In particular, the seniority-oriented promotion system was evaluated based on competence by operating an Assessment Center related to promotion. Competency evaluation is known to be the most reliable and valid evaluation method among the evaluation methods used to date and is also known to have high predictive feasibility for performance. In 2001, 19 government standard competency models were designed. In 2006, the competency assessment was implemented with the implementation of the high-ranking civil service team system. In the public sector, the purpose of the competency evaluation is mainly to select third-grade civil servants, assign fourth-grade civil servants, and promotion fifth-grade civil servants. However, competency assessments in the public sector differ in terms of competency assessment objectives, assessment processes and competency assessment programmes compared to those in the private sector. For the purposes of competency assessment, the public sector is for the promotion of candidates, and the private sector focuses on career development and fostering. Therefore, it is not continuously developing capabilities than the private sector and is not used to enhance performance in performing its duties. In relation to evaluation items, the public sector generally operates a system that passes capacity assessment at 2.5 out of 5 for 6 competencies, lacks feedback on what competencies are lacking, and the private sector uses each individual's competency score. Regarding the selection and operation of evaluators, the public sector focuses on fairness in evaluation, and the private sector focuses on usability, which is inconsistent with the aspect of developing capabilities and utilizing human resources in the right place. Therefore, the public sector should also improve measures to identify outstanding people and motivate them through capacity evaluation and change the operation of the capacity evaluation system so that they can grow into better managers through accurate reports and individual feedback

• Journal of the Korea Society of Computer and Information
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• v.25 no.5
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• pp.159-168
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• 2020

This study was designed to ask experienced nurses at local and regional emergency medical centers for their awareness of paramedics and for their opinions on a paramedic's proper duties in emergency medical centers. The questionnaire consisted of 61 questions in total, including general questions, questions about awareness of paramedics, and questions about the duties of paramedics in emergency medical centers. For data analysis, SPSS 21.0 was applied to conduct frequency and correlation analyses. Regarding the duties of paramedics in emergency medical centers, there were positive answers in 33 questions of the questionnaire. The need for paramedics who work for emergency medical centers and the importance of their duties in emergency medical centers were high in the questionnaire. In addition, there were positive answers to the questions about the need for the professionalism of paramedics and the nees for increasing the number of paramedics in emergency medical centers. There was no difference between the groups.

• Korean Journal of Social Welfare Studies
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• v.47 no.4
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• pp.333-360
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• 2016

Social Impact Bonds(SIBs) has emerged as a promising way to finance proven social services programs, fund what works, and drive government accountability and has increased fast. In this context, this study examines and classifies the structure of SIB focusing key criteria of the main steps through two-step cluster analysis. Analysis results are as follows. First, the main commissioners of SIB are the ministries of the central government. And in terms of the stage of invest, there are usually two or three investors mainly consisting of social finance organizations. Second, in terms of target and age of SIB beneficiaries, it focuses on the adolescent and youth. Third, in the outcome evaluation stage, the results show that in most cases outcome payments are determined by a validation of service provider or government administrative data. However, the rate of payments are based on the comparison of the program beneficiaries to other comparable groups is 23.8%. Finally, The results of two-step cluster analysis are as; 'mix of central government and social finance organization', 'multiple agent including private organization', and 'multiple social provider'. Among three types, 'multiple agent including private organization' shows the most active participation between agents and the most systematic outcome measurement and management. The results of this study imply that the importance of the method to manage and measure outcome in SIB structure. Moreover, the consist of commissioners or investors is needed to expanded more.