• Journal of Convergence for Information Technology
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• v.11 no.11
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• pp.95-114
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• 2021

This study is to study the effect of corporate performance compensation system on organizational effectiveness and motivation, and the effect of organizational effectiveness and motivation on corporate performance, targeting employees of automobile maintenance service companies. 430 questionnaires obtained through the survey were used for the study. As a result of testing the research hypothesis, tangible reward had a significant positive (+) effect on job satisfaction, but intangible reward had a positive (+) effect on job satisfaction, but it was not significant. Also, tangible and intangible rewards have a significant positive (+) effect on organizational commitment and motivation. Job satisfaction has a significant positive (+) effect on productivity and service quality. However, organizational commitment had a significant positive (+) effect on productivity, but had a positive (+) effect on service quality, but was not significant. Lastly, motivation has a significant positive (+) effect on productivity and service quality. Through the research results, the relationship structure between the performance compensation system, organizational effectiveness and motivation, and corporate performance was identified, and the application of the performance compensation system to employees in the automobile industry was presented.

• Journal of Venture Innovation
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• v.7 no.1
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• pp.183-200
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• 2024

Recently, with the MZ generation's entry into society and the social participation of the female population, conflicts are occurring between workplace groups that value WLB and existing groups that emphasize collaboration due to differences in work orientation. Public institutions and companies that utilize work-life balance support systems show differences in job Commitment depending on the nature of the work and the activation of the support system. Accordingly, it is necessary to verify the effectiveness of the WLB support system actually operated by the company and present universally valid standards. The purpose of this study is, first, to verify the effectiveness of the support system for work-life balance and to find practical consensus amid changes in policies and perceptions of the working environment. Second, the influence of work-life balance level and job immersion according to work characteristics was analyzed to verify the mutual influence in order to establish standards for WLB operation that reflects work characteristics. For the study, a 2X2 matrix model was used to analyze the impact of work-life balance and work characteristics on job commitment, and four hypotheses were established. First, analysis of the job involvement level of conflict-type group members, second, analysis of the job involvement level of leading group members, third, analysis of the job involvement level of agreeable group members, and fourth, analysis of the job involvement level of cooperative group members. To conduct this study, an online survey was conducted targeting employees working in public institutions and large corporations. The survey was conducted for a total of 9 days from October 23 to 31, 2023, and 163 people responded, and the analysis was based on a valid sample of 152 people, excluding 11 copies that were insincere responses or gave up midway. As a result of the study's hypothesis testing, first, the conflict type group was found to have the lowest level of job engagement at 1.43. Second, the proactive group showed the highest level of job engagement at 4.54. Third, the conformity group showed a slightly lower level of job involvement at 2.58. Fourth, the cooperative group showed a slightly higher level of job involvement at 3.80. The academic implications of the study are that it subdivides employees' personalities into factors based on the level of work-life balance and nature of work. The practical implications of the study are that it analyzes the effectiveness of WLB support systems operated by public institutions and large corporations by grouping them.

• Journal of the Korean Society of Marine Environment & Safety
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• v.24 no.1
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• pp.18-28
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• 2018

As the Korean navy's capabilities increase, it becomes increasingly necessary to develop sufficient navigational capabilities and train proficient seafarers. However, in terms of securing personnel resources, seafarers will need to be utilized more effectively due to the population decline of recent years. This paper reviews the use of civilian maritime personnel to research potential resources and uses the U.S. military sealift command as a benchmark. As a result, it has been found that it is possible to increase naval combat capability through the establishment of like a military sealift command organization to operate defense civilian support vessels. In addition, it is possible to train civilian seafarers by utilizing the current national education system through existing maritime universities. Furthermore, taking these actions will allow the ROK navy to operate its onboard ship reserve service and designated international ship system more efficiently.

• Fire Science and Engineering
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• v.24 no.5
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• pp.68-78
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• 2010

The purpose of this study, fire officials during the field activities find causes fugitive dust of containing asbestos is the seriousness of the phenomenon is a threat case and through questionnaires, during on-site activities to prevent exposure to asbestos is effectively. Analysis of the relationship to field activities of fire officials and about the dangers of asbestos dust, asbestos cancer caused by asbestos, and to protect fire officials from the same disease like malignant mesothelioma, by varying the conditions of irrational, fire officials at the scene activities in advance of a deadly hazard is aimed to eliminate through optimization of organizational management and a safe and pleasant working conditions for fire officials through the deadly hazards at the scene of action is aimed to obviate. Also according to asbestos exposure by wearing protective equipment as well as thoroughly strengthen firefighting, firefighting awards to recognize the seriousness of the hazard factors, disease and provide compensation to the legal system, for diseases not yet recognized officially recognized by disaster supplemented by institutional, fire officials to improve morale and working conditions, etc. versus expectations is to improve public services.

• Journal of the Korea Convergence Society
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• v.6 no.5
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• pp.23-31
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• 2015

The aim of this study is to show how much career management system of hospital affect the psychological state and career effectiveness for hospital employees. The research was dealing the issues about hospital's career management system which affect organizational engagement. Moreover, these psychological factors have to be analyzed in the relation of career effectiveness. Finally, based on the analyzed results, this study has provide useful information for hospital management to establish efficient and productive human resources-management measures in therms to increase in organizational engagement and career commitment of employees as well. Questionnaires were distributed to employees who are working in hospital located in Seoul city. We found that career management support systems have a significant effect on job engagement. In addition, job engagement influences significantly career commitment. Conclusion and implications are discussed.

• Fire Science and Engineering
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• v.28 no.1
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• pp.58-63
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• 2014

This study was performed to propose measures to improve and secure safety in the scene activities of firefighters. First, the majority of firefighters thought that working environment and equipment in fire station were inadequate for perforeming work tasks safely. Second, influential factors threatening safe scene activities mainly arose externally such as insecure working conditions of firefighting or emergency scene. Third, improvement in working environments was pointed out as the most urgent issue to secure safety. Firefighters recognized the expansion of field workforce in system, personnel management and the foundation of hospitals for firefighters hospital in working environment, and the development and distribution of safe equipment and change and inspection of air respirator facepiece on regular basis in equipment as urgent issues to be improved.

• The Journal of the Korea Contents Association
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• v.15 no.11
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• pp.263-273
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• 2015

The purpose of this study was to investigate an effect of resilience of clinical nurses on their job stress and burnout. A convenience sample of 166 subjects were recruited from one general hospital. The mean score of resilience, job stress, burnout were 2.48, 4.00, and 2.98 respectively. The relation between resilience and burnout was effected with the negative correlation. The explanation power of resilience of clinical nurses on burnout was 24.8%. In conclusion, we found that resilience decreased clinical nurse's burnout. From this result, we suggest resilience improvement programs for clinical nurses will be developed and implemented.

• The Journal of the Korea Contents Association
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• v.21 no.9
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• pp.622-631
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• 2021

This study was conducted to verify the effects of individual psychological capital, spousal support, and organization's family-friendly work culture on work-life balance in social workers. For this purpose, married social workers working in social welfare facilities in Chungcheongbuk-do were surveyed, and 331 collected responses were used in the analysis. Multiple regression analysis revealed that resilience and optimism in individual psychological capital, spousal support, and expectations on working hours in organizations' family-friendly work culture were significantly associated with the work-life balance. In addition, there were different factors influencing the level of work-life balance according to gender and age. The findings suggest that efforts to enhance awareness and improve working conditions, such as the development of self-care program, education on the necessity of work-life balance, and implementation of work-life balancing system, are needed to improve the work-life balance of social workers.

• Journal of Korean Clinical Nursing Research
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• v.25 no.2
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• pp.107-119
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• 2019

Purpose: The purpose of this study was to investigate the welfare status of nurses and the status of fixed night shifts and flexible work arrangements in both general hospitals and advanced general hospitals in Korea. Methods: A total of 167 hospitals participated in this study, done from April to October 2018. Results: There were 103 hospitals utilizing the fixed night shift system, 22 in the two-shift system, 3 in the fixed holiday shift, 79 in the fixed shift system, and 39 in the short-time working system. The average welfare benefits for nurses increased to 33.02 million won on average. However, welfare services for the nurses were poor: 41.8% of the respondents had a nurses' lounge, 81.7% were given dormitory space at their place of employment, 41.8% had access to welfare facilities, and 56.4% were provided with welfare support countermeasures. Conclusion: The results show an increasing trend of hospitals to utilize fixed night shift and flexible work arrangements. An institutional strategy at the national policy level should be established to implement flexible work arrangements including the fixed night shift system, which has a poor level of welfare.

• Asia-Pacific Journal of Business
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• v.12 no.4
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• pp.193-209
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• 2021

Purpose - The purpose of this study is to specify the relationship between demographic cohesion and firm performance by examining the roles of HR practices, such as job rotation and flexible work arrangement. Design/methodology/approach - This study samples 1,093 firms in Korea and collects their data between 2007 and 2017 from Workplace Panel Survey, a database from Korea Labor Institute. The demographic cohesion is measured using the Herphindal-Hershman index and the firm performance is measured with net incomes. This study employs a fixed-effects model for the estimation of firm performance with respect to demographic cohesion, job rotation, and flexible work arrangement. Findings - There is a positive relationship between demographic cohesion and net incomes. And the relationship is positively moderated by job rotation. However, flexible work arrangement shows a mixed moderation. Research implications or Originality - Differentiated from the studies on demographic diversity, this study shows that demographic cohesion has a mixed impact on firm performance. While demographic cohesion can improve firm performance through trust building, in-group favoritism, and collective identity it entails internal conflicts. However the link between demographic cohesion and firm performance is moderated by job rotation and flexible work arrangement. While there is a positive moderation of job rotation, there is a negative moderation of flexible work arrangement.