• The Journal of the Korea Contents Association
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• v.21 no.9
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• pp.666-683
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• 2021

Organizational humor is generally perceived as a phenomenon that helps to develop happy feelings and positive workspace. While humor may affect organizational members in diverse ways, the ambiguous nature of humor may create uncertainty and unexpected outcomes. In particular, humor used by and between organizational members in diverse organizational situations (including physical office context and work hours) may influence individual's perception of space. Findings suggest that humor interaction acts as a form of deviant behavior that diverts from work. This momentary non-work event (humor) may serve as a ritual to influence individual's perception of space, from work to personal domain, and vice versa. The quality of interpersonal relationships between the communicators may also be influenced by humor. This shift in the nature of interaction (from work to non-work) may lead to blurring boundaries of work and work experiences. Therefore, organizational humor may provide insights into how workers interact, perceive, and manage work and personal space within organizational contexts.

• The Journal of the Korea Contents Association
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• v.19 no.6
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• pp.553-564
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• 2019

In order to understand the difficulties and overcoming effort in teachers of Employer-Supported Child-Care Center in the attitude of parents, this study explored seven teachers of Soie Child-Care Center that operated for 18 hours a day, 365 days a year. Seven teachers were interviewed and the data were analyzed utilizing content analysis. The results of the study came out that Teachers experience difficulties such as parents' non-regulations, excessive use, excessive individual demands, excessive sensitivity in case of safety accidents, the connection of parental rank to the classroom, excessive service demands. In order to overcome this problem, participants used methods such as identifying sensitive parts of parents, seeking advice, objectifying situations, and enhancing professionalism. This will be basic data for the expanding operation of Employer-Supported Child-Care Center and the development of programs to support teachers.

• Journal of the Korea Society of Computer and Information
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• v.27 no.11
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• pp.271-276
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• 2022

A company or organization introduces various management techniques and systems to achieve performance in a situation where it does not provide or fails to provide motivating factors such as the provision of parts required or required by employees to achieve desired results. It puts a burden on the employees mentally and physically. If this situation continues for a long time, it can be called job burnout. Job burnout is due to long-term exposure to increase in production based on new management techniques and new technologies implemented by companies or organizations for survival and to achieve excessive work demands through overtime and holiday work to achieve this. It is defined as a state of emotional and mental exhaustion. Therefore, this study investigated how mental and work-related bullying affects job burnout and job commitment, and how they affect turnover intention. As a result, workplace bullying has a positive effect on job burnout and has a direct effect on turnover intention. Therefore, in the case of dental clinics, it is judged that a lot of effort should be put into workplace bullying and job burnout in order to prevent the turnover of excellent talents.

• Journal of Digital Convergence
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• v.20 no.3
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• pp.367-376
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• 2022

The purpose of this study is to investigate the current status of work performance of public health doctors(PHDs) involved in quarantine of COVID-19, and to suggest a plan to support PHDs for effective national epidemic prevention and control in the future. As a result of the study, it was found that PHDs mainly performed sample collection, interview, and treatment. 39% of PHDs worked in places without negative pressure facilities, and personal protective equipment and welfare support were poor. In addition, it was investigated that they experienced high-risk infectious diseases, mental distress, exclusion from the decision-making process, conflicts with officials, problems with work guidelines, and lack of prior education. For effective infectious disease management, it is necessary to assign appropriate ranks and to participate in the decision-making process for quarantine, to specify appropriate compensation and regulations, to education, and to support mental health.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.1
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• pp.464-469
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• 2019

A remote monitoring panel and control system was developed to control various valves and access control chambers, including gas shutoff valves used in CBR(Chemical, Biological and Radiological) facilities. The remote monitoring panel consisted of a main panel installed in the NBC (Nuclear, Biological and Chemical) control room and auxiliary panel installed in the clean room, and the size was divided into pure control and control including CCTV. This system can be monitored and controlled remotely according to the situation where an explosion door and gas barrier door can occur during war and during normal times. This system is divided into normal mode and war mode. In particular, it periodically senses the operation status of various valves, sensors, and filters in the CBR facilities to determine if each apparatus and equipment is in normal operation, and remotely alerts situation workers when repair or replacement is necessary. Damage due to the abnormal operation of each device in the situation can be prevented. This enables control of the blower, supply and exhaust damper, emergency generator, and coolant pump according to the state of shutoff valve and positive pressure valve in the occurrence of NBC, and prevents damage caused by abrupt inflow of conventional weapons and nuclear explosions.

• Proceedings of the Korea Technology Innovation Society Conference
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• 2017.08a
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• pp.17-30
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• 2017

지역단위의 분권화에 따라 각 지역적 상황과 산업적 시장적 환경과 내생적인 역량을 바탕으로 혁신클러스터 성장전략을 수립하는 것이 국가 및 지역의 발전전략에 필요한 보편적인 혁신전략이 되었다. 본 연구는 부산지역 혁신시스템의 구성요소인 대기업 및 벤처기업 근무자를 대상으로 혁신클러스터의 평가요인에 대하여 정책적 지원 제도, 사회적 인프라, 혁신주체 간 네트워크 환경과 각 요인별 세부 항목에 대하여 중요성을 판단하고 정책적인 시사점을 획득하고자 하였다. 방법적으로는 부산지역 대기업 및 벤처기업 종사자 20명을 대상으로 한 설문 응답 결과를 AHP(Analytic Hierarchy Process)를 이용하여 결과를 도출하였고, 그 결과 혁신주체 간 네트워크 환경이 가장 중요한 요소이며 그 중 공동연구 및 기술협력 부문이 가장 중요한 것으로 나타났다. 본 연구를 통하여 부산지역의 특성을 충분히 고려한 지역혁신시스템의 강점과 취약점을 분석하고 정책적으로 더 강화시켜나가야 할 부분을 확인할 수 있다.

• Journal of Advanced Navigation Technology
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• v.15 no.5
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• pp.871-878
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• 2011

Airline pilots are known as a high stressed group and they are exposed to physical, and psychological stressors. Pilots are important components of airline company and require a significant amount of finances and time for assession training and maintaining certified license validity. The purpose of this study is to examine the correlation between job stress perceived by airline pilots and their turnover intension. The results are as follows: organizational stress and reward stress had impacts on turnover intention. In conclusion, this study is meaningful to improve the efficiency of pilots organization and suggest better ways of human resource strategies and eventually for the success of airline company.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2015.07a
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• pp.79-81
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• 2015

해사노동협약이 2013년 8월 20일부로 발효되었다. 해사노동협약의 여러 규정들 중에 최소휴식시간 규정은 선원의 근로조건과 직결되는 사항이기도 하며 선주의 비용적 측면에서도 중요한 사항이다. 본 연구에서는 국내에서 최소휴식시간 규정이 어떻게 적용되고 있는지를 실제 선박에 승선하고 있는 선원들을 대상으로 설문을 시행하여 208명의 응답을 분석하였다. 응답자의 80% 이상이 국제항해에 종사하는 선원이었으며 설문결과 73% 이상의 선원이 해사노동협약에 대한 이해도를 어느 정도 가지고 있었다. 그러나 70% 정도의 응답자가 최소휴식시간 규정이 준수되지 않고 있다고 응답하였으며 그러한 이유로 바쁜 선박일정과 이로인하 과도한 업무부하를 지적하였다. 그럼에도 응답자의 90% 이상이 최소휴식시간규정 미 준수에 대한 보상은 거의 이루어지고 있지 않다고 응답고 근무시간도 실제로 작성하기 보다는 관련 검사를 통과하기 위해서 실제와는 다르게 축소하여 작성하는 경우가 90% 이상 이었다. 이러한 문제점들에 대한 해결하는 방법으로 해사노동협약에서 언급하고 있는 선원불만 고충처리 제도를 활용한 경우는 4%에 불과 했다. 전체적으로 국내 선원들은 최소휴식시간과 관련된 규정과 이의 적용에 대해서 매우 부정적인 생각을 가지고 있는 상황이었고 선원들은 이에 대한 해결 방안으로 승무정원 증가, 선원노조의 충실한 역할, 선주의 인식 변화 등을 제시하였다.

• Proceedings of the KAIS Fall Conference
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• 2012.05a
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• pp.406-410
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• 2012

최근 기업들의 고객만족은 단발성 고객 유치를 넘어 고객의 기업 충성도를 높이기 위한 '고객 감동 서비스'를 강조하고 있다. 이러한 모토 하에서 많은 기업들은 직원들의 친절 매뉴얼을 만들어 CS(Consumer Service) 근로자들의 서비스 교육을 강화하고 있다. 고객센터에 근무하는 근로자 및 텔레마케터 등으로 대표되는 서비스직 종사자들은 무조건적인 고객을 향한 친절은 물론이고 고객만족을 이끌어 내고 고객을 유치하기 위해 기업들은 근로자들에게 강제적 감정 표현을 강요하기에 이르렀다. 예를 들어 근로자가 실제 느끼는 감정과는 별도로 그 어떤 '진상 고객'을 만나더라도 웃음을 잃지 않고 화를 내지 않기를 교육받는 것이다. 이를 통한 감정노동과 감정지능에 대한 연구가 최근 들어 활발해 지고 있다. 사실 감정노동이라는 것 자체는 서비스산업이 발달하면서 나타나는 불가피한 현상이기는 하다. 서비스산업 노동 자체가 고객과의 대면 상황을 전제로 하기 때문이다. 그러나 자연스러운 수준에서 일어나는 감정 관리, 다분히 인간적인 수준에서의 표정 관리 이상을 서비스산업 노동자들이 강요받고 있다는 것이다. 또한 최근에는 조직구성원의 감성이 조직생활에 영향을 미침을 인식하게 되면서 조직 내의 감성에 대한 관심이 높아지고 있으며 사람, 돈, 정보 등의 물리적 자원 등과 같은 조직을 구성하는 핵심요소와 함께 지식과 감성과 같은 비가시적인 자원 또한 조직을 구성하는 중요한 요소라는 주장이 제기되었다. 본 연구에서는 서비스 산업의 주된 감정노동과 조직 내에서 중요한 요소로 자리를 잡아가고 있는 감성지능에 대한 개념과 정의를 제시하고 감정노동과 감성지능에 대한 차이점 및 직무스트레스에 주는 영향에 대하여 연구하고자 한다.

• Culinary science and hospitality research
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• v.19 no.2
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• pp.111-129
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• 2013

The purpose of this study is to understand the interrelationships among hotel employees' perception of job stress, burnout and counterproductive work behavior in a deluxe hotel. A total of 362 employees working for deluxe hotels in Korea participated. The results showed a positive relationship between employees' perceptions of job stress and burnout. Participants who reported a high level of burnout were more likely to manifest counterproductive work behavior. In addition, employees' prevention focus showed that moderating effects in the causal relationships between employees' burnout and counterproductive work behavior. Limitations and future research directions are also discussed.