• Journal of the Korea Convergence Society
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• v.8 no.8
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• pp.105-114
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• 2017

The purpose of this study was to identify the convergent interaction effects of work environment on the relation between patients related stress and nurse's burnout. Data were collected with a convenience sample of 168 nurses at hospital in Seoul, Korea from 1 July to 15 July 2014. The structured questionnaires measured patients related stress, work environment, and burnout. In the results, patients related stress enhanced burnout. The analysis of moderating effect of work environments to relation between patients related stress to burnout showed that high control, rewards, fairness, and value and low overload reduced the influence of patients related stress to burnout. And community had main effect to burnout. Based on these results, it is necessary to develop nurse's work environment improvement strategies for relieving burnout.

• Proceedings of the Korean Society for Quality Management Conference
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• 2010.04a
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• pp.209-217
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• 2010

The importance of performance management has been on the rise, which led to public sectors utilizing BSC performance management system as a tool for adaptability, effectiveness, efficiency, and reorganizational abilities by the public sectors. However, due to lack of fairness of evaluation of performance management, it is difficult to expect high level of acceptance by organizations. Therefore, the purpose of the research is to analyze the acceptance of performance management system by organizations via stabilizing the system within the organization group. The research will utilize BSC performance management system of private sectors to introduce the system to public sectors to show the correlation between fairness of performance management and acceptance of performance management. Theoretical background for correlation between fairness of performance management and acceptance of performance management was created through reviews of documents and theories focusing on performance management. The methodology of the research was shaped through surveying members of organizations of public sectors. To analyze the findings of the data SPSS was exploited to find the statistics regarding frequency, degree of reliability, relevance, and recurrence. To summarize the research findings, the perception of performance management by organization members of public sectors shows positive correlation between fairness and acceptance of performance management, also acceptance of performance management shows positive correlation regards to organization performance. In spite of the findings of the research, the fairness and distribution of performance management was not great. Limitation occurred due to lack of perception and knowledge of performance management of respondents of the survey.

• Proceedings of the Korean Association for Survey Research Conference
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• 2001.06a
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• pp.95-108
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• 2001

One of the most important things in channel of distribution is the management of intrachannel conflict. In this study, I tried to find out the major sources of conflict among distribution channel members of petroleum industry and home electronic industry which have two types of distribution channels - sales branch and agency, and also investigate how the level of conflict influence the business performance. The results of the study showed that the imbalance of power, nonfulfillment of roles by manufacturers, nonfulfillment of roles by dealer, divergence in perceptions, intrachannel communication noise have positive relation but role clarity has negative relation with conflict. The results indicate that the more power manufacturer exerts upon dealer, the less manufacturer and dealer practice their roles, and the more communications noise there is, there will be more conflict between channel members. I also analyzed the relationship between conflict and business performance and the result came out as expected, the more conflict there is the less business performance. Little difference was found in sales branch and agency on that aspect.

• International Commerce and Information Review
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• v.10 no.2
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• pp.325-348
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• 2008

The purpose of this study is to find out the relationship between job fitness, organizational justice(distributive, procedural, interactional), job satisfaction, organizational trust, organizational commitment, and voluntary turnover intention in private organization such as in small fire in Korea. To identify the these relationships, the secondary data or past studies that were related with job fitness, organizational justice, job satisfaction, organizational trust, organizational commitment, voluntary turnover intention was collected and theoretically arranged. I made the theoretical proposed model to explain these relationships between the constructs, identify the operational definitions and 18 hypotheses was established, there was executed the survey of 262 in employees. Using the collected data, previous performances to confirm the construct validity and internal consistency by EFA(Exploratory Factor Analysis); i.e. factor analysis by SPSS, reliability by cronbach's a, and by the CFA(Confirmative Factor Analysis) and structural equations modelling the proposed model was tested by LISREL v. 8.52. The research came to the conclusions as follows: First, three perceived justice had the positive effect to the job satisfaction empirically. Second, procedural justice in three perceived justice only had the positive effect to the organizational trust empirically. Third, distributive justice in three perceived justice only had the positive effect to the organizational commitment empirically. Forth, job fitness had the positive effect to the organizational commitment, organizational trust, job satisfaction empirically in perspective. Fifth, I found the relationship between job satisfaction and organizational commitment, between job satisfaction and organizational trust was positive, between organizational commitment and trust. Finally, job satisfaction, organizational trust had not the positive effect directly, but indirect effect via organizational commitment was identified in voluntary turnover intention by empirical test.

• Journal of Information Technology Services
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• v.18 no.4
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• pp.1-22
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• 2019

Companies have attempted to build a rational and future-oriented new personnel system in order to adapt and survive in a rapidly changing environment. Recently, Samsung, LG, SK, and CJ, which are large domestic corporations, have been introducing new types of simplified personnel systems competitively. Although there are several prior studies that tried to classify these simplified personnel systems from a strategic point of view, there is a lack of empirical research in terms of the specific types from the perspective of employees. Therefore, in this study, an empirical study on the simplified personnel system which has currently been highlighted was carried out. The relationship between perceived justice (i.e., distributive justice and procedural justice) and organizational effectiveness (i.e., organizational commitment and innovative behavior) were tested. In addition, the mediating role of cognitive attitude as well as the moderating role of cognitive intensity in the simplified personnel system were investigated. The results of structural equation model using 157 survey data show that both distributive and procedural justice have a positive effect on cognitive attitude toward the simplified personnel system, which in turn leads to increased organizational commitment and innovative behavior. Interestingly, it is found that cognitive intensity intensifies the effect of distributive justice on cognitive attitude, whereas it attenuates the influence of procedural justice as expected. This study is among one of the first empirical studies focusing on the simplified personnel system and expands the concept of related variables such as perceived justice, cognitive attitude, and cognitive intensity in this context. Moreover, by clarifying the causal relationship between perceived justice and organizational effectiveness through the roles of cognitive attitude and cognitive intensity, it could provide several practical implications to managers who are interested in the introduction and early settlement of simplified personnel systems in a successful manner.

• Journal of Korea Game Society
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• v.21 no.1
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• pp.149-160
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• 2021

Recently in the gaming market, immoral game behaviors such as flaming, trolling, and illegal program use have drawn attention as serious problems. With 209 gamers of , this study analyzed the effects of perception toward in-game rules, social identity, moral identity, and moral positioning with control of gender and gaming time. Results showed that moral identity and formal moral perception toward in-game rules had positive effects while moral positioning and social identity had negative effects on immoral behavior. Notably, moral identity had interaction effect with moral positioning.

• Journal of Convergence for Information Technology
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• v.11 no.3
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• pp.77-86
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• 2021

This study aims to systematically review literature on organizational socialization in the field of nursing. The keywords of 'organizational socialization' and 'nursing' were combined with the AND operator, and the author analyzed the total of 26 journal articles published between 2010 and 2020. The number of journal articles on organizational socialization has increased since 2016, and all the articles took an descriptive study approach. It was found that the variables of resilience, role stress, perception of justice, bullying, professional self-concept, and organizational climate could affect organizational socialization, and the variables of intention to leave, intention on retention, resilience, and organizational commitment could be affected by organizational socialization. The result of this study can be used for guiding organizational socialization research in nursing.

• Journal of the Korean Applied Science and Technology
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• v.35 no.4
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• pp.1120-1133
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• 2018

The purpose of this study is to validate the failure attribution factors affecting emotional changes after a failed service by local restaurant users, and the relapse effects of the perceived failure of a customer's brand relationship. In this study, the implications of this study can be divided into the null theory and the homogenous theory, in which the study of the relationship between individual belief that influences the null theory and the post-gender emotional response is minimal. The independence of the crash response (angerous VS compassion) has been equally validated as building a belief-gathering-emotion three-step model. First, emotional BRQ (intimate and love) has a reduction effect on controllable geeks, and behavioral BRQ (relative existence) has an extended effect on controllable geeks. From a management perspective, restaurant managers should be less aware of the repeatability of a customer's service failure and call for customer sympathy. Integratedly, restaurant managers must control the customer's perception of service failure and restore the impact of the customer's BRQ on emotional reactions. A variety of service recovery measures should be established and the cerumen should be controlled. In addition, since BRQs have different effects on anger and sympathy (extended VS), different service failure recovery plans should be presented depending on the characteristics of the customer BRQ. For example, measures such as monetary compensation or fair dealing, emotional distribution to close and loving customers, and persuasion of reciprocal benefits to interdependent customers should be developed according to circumstances. This study explored the effectiveness of the geeks after a service failure and has limitations that do not take into account the various regulatory factors in the BRQ-return-Empression process. Thus, in further studies, the effects of adjusting service failure strength should be considered and a more complete model should be built.

• 전기의세계
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• v.41 no.12
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• pp.21-30
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• 1992

내연기관의 가솔린자동차보다 역사가 오래된 전기자동차는 상대적으로 주생성능과 가격 경쟁력의 열세로 그 자취를 감추었고 최근까지 주로 특수목적의 단거리 저속차량으로 사용되고 있다. 그러나 1890년대 후반부터 전세계가 자동차배기가스에 의한 대기오염과 지구온난화 현상등의 문제를 심각하게 공감하게 되었고 마침내 미국 캘리포니아주에서는 전가자동차의 강제판매를 규정화하게 이르렀다. 이 규정에 의하면 1998년도부터 차량 판매대수의 2%를 전기자동차 판매로 강제요구하고 있다. 이 비율은 2000녀도에 5% 2003년에는 10%로 늘어날 계획이다. 따라서 미국에 많은 자동차를 수출하고 있는 일본, 독일 및 여러 유럽국가에서는 이 사업에 막대한 자금을 투자하며 개발에 몰두하고 있다. 미국의 Big3도 에너지성의 도움으로 최근 USABC를 결성하여 전기자동차 개발에 박차를 가하고 있다. 지금까지 기존의 가솔린자동차 기술에 있어서 일본과 독일에 상대적 열세에 있었던 미국도 이번 캘리포니아주의 전기자동차 강제판매 규정에 따른 전기자동차 사업으로 미국자동차 시장의 새로운 판도를 조성하겠다는 의도인듯하다. 국내에서도 정부가 이 사업의 중요성을 심각히 인식하고 G7사업과제의 하나로 선정하여 산, 학, 연 각층의 전문가가 참여하여 성공적으로 개발을 마칠 수 있도록 적극 지원하고 있다. 지금까지의 평균주행성능을 보면 최고속도 100-120km/h, 일층전 최대주행거리 150-200km 정도이며, 아직 양산체제에 돌입하지 않았기 때문에 가격면에서 경쟁력이 없는 실정이다. 그러나 1990년도에 들면서 각종 요소부품들의 기술수준이 급성장을 이루어서 앞으로 10년정도 후면 성능과 가격면에서 가솔린자동차와 대등한 수준의 전기자동차 개발이 실현될 수 있으리라 예측된다.는 영향받지 않았다. Clonidine의 심박수 감소작용은 .뇌실내및 정맥내 diltiazem이나 nifedipine 처리후에 감약되었다. 5). 뇌실내 clonidine$(30{\mu}g)$ 처 리후 뇌실내 diltiazem$(400{\mu}g)$과 nifedipine$(350{\mu}g)$의 혈압하강및 심박수 감소효과는 영향 받지 않고 그대로 나타났다. 이상의 결과로 diltiazem과 nifedipine은 가토뇌내에서 methoxamine에 의한 혈압상승의 작용점인 alrfia-1 adrenoceptor의 흥분에는 영향을 미치지 못하나 clonidine의 작용점인 alpha-2 adrenoceptor의 흥분에 의한 혈압하강및 심박수 감소효과는 억제한다고 추론하였다.thin 함량은 110.6 mg/L로서 산업적인 생산성이 있는 것으로 나타났다. 이번 연구를 통하여 개발된 변이주 B76 및 이의 대량 발효를 위한 최종조건의 정립은 향후 astaxanthin의 산업적 생산공정에 필요한 기초자료로 이용될 것으로 기대된다.색총말내에 소형의 도형, 소형의 장형 연접소포 및 DENSE CORE VESICLE의 3가지 연접소포를 가지고 있었고 출현빈도수는 촉각엽에서 가장 큰 33%이었다. 제5형 신경연접은 축색종말내에 중등도크기의 원형, 대형의 원형연접소포 및 DENSE CORE VESICLE을 포함하였고 13%의 출현빈도수로 관찰되었다. 배추횐나비의 촉각에 있는 지각신경세포가 뇌의 촉각엽으로 뻗어 들어가 위의 5가지 신경연접중 어느 형을 형성하는지를 관찰하기 위하여 좌측 촉각의 기부를 제거하여 지각신경세포를 절단하였는데 그 결과, 좌측 촉각엽에서 제4형의 신경연접이 퇴행성 변화를 나타내었다.

• Journal of Digital Convergence
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• v.17 no.10
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• pp.59-66
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• 2019

The purpose of this study was to investigate the effect of empowerment on organizational commitment and team performance after establishing their relationship through research on empowerment, organizational commitment, and team performance. The main results were as follows: First, empirical results showed that organizational commitment and team performance had a significant influence on the relationship between empowerment and organizational effectiveness. Second, the role of empowerment The results of this study suggest that empowerment has a positive effect on organizational commitment and team performance when the perceived fairness perception is high. In order for the company to continue to grow, the most important thing is that the cycle of continuous empowerment of its employees as a human resource is considered as an alternative to sustain the continuous growth of the organization. To this end, companies offer their future vision and goals that they can share I think we should continue to pursue changes in the organization. Based on the results of the study, the implications and limitations of the research and future direction of the research were suggested.