• Title/Summary/Keyword: 근무

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The Impact of Corporate Culture on Job Stress : A Mediating Variable of Overtime and Organizational Trust (기업문화가 직무스트레스에 미치는 영향 : 주당 초과 근로시간과 조직신뢰의 매개변수)

  • Jeon, Young-jun
    • Journal of Venture Innovation
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    • v.6 no.3
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    • pp.149-164
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    • 2023
  • Today, when innovation and creativity become increasingly important, management of human resources is a key factor for corporate performance and competitive advantage. Corporate are implementing and introducing various types of support methods for members to achieve goals and improve organizational performance. Organizational culture and organizational trust affect the cognitive and emotional state of members. Furthermore, it can bring about changes in organizational performance such as job stress and job satisfaction. From an institutional point of view, work-life balance is also a major factor affecting organizational performance. The imbalance between work and life leads to a decline in organizational performance, such as decreased morale and dissatisfaction with work. In relation to work-life balance, the low birth rate problem intensified and the importance began to emerge. Therefore, the government has implemented various policy support for workers' work-life balance, and the "52-hour workweek" is a representative example. This study analyzed the effect of organizational culture applying the competitive value model on workers' job stress. In addition, the mediating effects of overtime work per week and organizational trust were analyzed. Job stress corresponds to a prerequisite stage that affects job commitment, job satisfaction, and turnover intention. However, research measuring job stress by organizational performance is insufficient. In addition, there are few studies analyzing the relationship between overtime and organizational performance. Considering this, it is necessary to understand the influence relationship. The results of the study are as follows. First, a hierarchical culture increases the job stress of workers. On the other hand, innovation-oriented, relationship-oriented, and competition-oriented corporate culture reduce job stress. Second, a hierarchical culture has reduced trust in the organization, and other organizational cultures have increased trust in the organization. Third, relationship-oriented and competition-oriented organizational culture reduced overtime. Innovation-oriented, hierarchical-oriented culture increased overtime Fourth, organizational trust and overtime have the effect of mediating organizational culture and job stress. Based on these analysis results, this study presented academic and political implications.

The Development of an Aggregate Power Resource Configuration Model Based on the Renewable Energy Generation Forecasting System (재생에너지 발전량 예측제도 기반 집합전력자원 구성모델 개발)

  • Eunkyung Kang;Ha-Ryeom Jang;Seonuk Yang;Sung-Byung Yang
    • Journal of Intelligence and Information Systems
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    • v.29 no.4
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    • pp.229-256
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    • 2023
  • The increase in telecommuting and household electricity demand due to the pandemic has led to significant changes in electricity demand patterns. This has led to difficulties in identifying KEPCO's PPA (power purchase agreements) and residential solar power generation and has added to the challenges of electricity demand forecasting and grid operation for power exchanges. Unlike other energy resources, electricity is difficult to store, so it is essential to maintain a balance between energy production and consumption. A shortage or overproduction of electricity can cause significant instability in the energy system, so it is necessary to manage the supply and demand of electricity effectively. Especially in the Fourth Industrial Revolution, the importance of data has increased, and problems such as large-scale fires and power outages can have a severe impact. Therefore, in the field of electricity, it is crucial to accurately predict the amount of power generation, such as renewable energy, along with the exact demand for electricity, for proper power generation management, which helps to reduce unnecessary power production and efficiently utilize energy resources. In this study, we reviewed the renewable energy generation forecasting system, its objectives, and practical applications to construct optimal aggregated power resources using data from 169 power plants provided by the Ministry of Trade, Industry, and Energy, developed an aggregation algorithm considering the settlement of the forecasting system, and applied it to the analytical logic to synthesize and interpret the results. This study developed an optimal aggregation algorithm and derived an aggregation configuration (Result_Number 546) that reached 80.66% of the maximum settlement amount and identified plants that increase the settlement amount (B1783, B1729, N6002, S5044, B1782, N6006) and plants that decrease the settlement amount (S5034, S5023, S5031) when aggregating plants. This study is significant as the first study to develop an optimal aggregation algorithm using aggregated power resources as a research unit, and we expect that the results of this study can be used to improve the stability of the power system and efficiently utilize energy resources.

The Effects of Organization's Entrepreneurial Orientation on Creative Behavior: The Role of Knowledge Sharing Behavior and Leader-Member Exchange (조직의 창업지향성이 창의적 행동에 미치는 영향: 지식공유행동과 리더-구성원 교환관계의 역할)

  • Sang-Jun Lee;Jong-Keon Lee
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.18 no.2
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    • pp.157-169
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    • 2023
  • This study examined the effect of entrepreneurial orientation on creative behavior and the mediating effect of knowledge sharing behavior in the relationship between entrepreneurial orientation and creative behavior. In particular, this study examined the moderating effect of leader-member exchange (LMX) in the relationship between entrepreneurial orientation and creative behavior. In this study, after distributing 500 questionnaires to executives and employees working at small and medium-sized companies in Seoul and Gyeonggi-do, 259 questionnaires were used for hypothesis verification, excluding 38 unfaithful or missing responses. The analysis results are as follows. First, it was found that entrepreneurial orientation had a significant positive (+) effect on creative behavior. Second, it was found that entrepreneurial orientation had a significant positive (+) effect on knowledge sharing behavior. Third, knowledge sharing behavior was found to have a significant positive (+) effect on creative behavior. Fourth, knowledge sharing behavior was found to play a partial mediating role in the relationship between entrepreneurial orientation and creative behavior. Finally, it was found that LMX strengthened the positive (+) relationship between entrepreneurial orientation and creative behavior. The theoretical implications of this study are as follows. First, this study makes a theoretical contribution in that it revealed the mediating effect of knowledge-sharing behavior in the relationship between entrepreneurial orientation and creative behavior through empirical analysis of corporate members. Next, this study has theoretical implications in that it revealed that LMX strengthens the positive (+) relationship between entrepreneurial orientation and creative behavior. On the other hand, the practical implications of this study are as follows. First, companies need to find ways to strengthen the entrepreneurial orientation. Next, companies need to find ways to improve the quality of LMX between bosses and subordinates. Finally, this study discussed research limitations and future research directions.

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A Study on the Effects of Retirement Expectations & Social Supports & Entrepreneurial Intention for Employees Engaged in Financial Business on the Preparation for their Old Age (금융업 종사자의 은퇴기대, 사회적 지지 및 창업의지가 노후준비에 미치는 영향에 관한 연구)

  • Kim, Hyong-Sok;Kang, Shin-Kee
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.17 no.1
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    • pp.251-265
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    • 2022
  • According to the 2019 statistics of the National Statistical Office, the population of old people over 65 is 7.69 million which consists of 14.9% of total population in Korea, and the world's fastest compressed-aging is being processed. Employees engaged in financial business as representative high-wage workers tend to choose voluntary retirement regardless of their business types, and rarely get a new job or establish their own business successfully. This study analyzes the effects of retirement expectations, social supports, and entrepreneurial intention for employees engaged in financial business, and the differences by individual characteristics on the preparation for their old age. The subjects include 280 people working at Seoul metropolitan and Daegu area. The data were analyzed with the SPSS Win Ver. 18.0 for frequency analysis, reliability analysis, factor analysis, regression analysis, etc. and the results of the study are as follows. First, the result of analyzing the effect of retirement expectations of employees engaged in financial business on the preparation for old age shows that the retirement expectations of the people who consider retirement is a new start meaningfully affect the financial and physical preparations for old age. Second, it is shown that family relations for employees engaged in financial business meaningfully affect the financial preparation, and family relations and friendship relations meaningfully affect the emotional and social preparations, despite social supports do not relevantly affect the financial preparation for old age. Third, it is also shown that the entrepreneurial intention of employees engaged in financial business does not relevantly affect the financial and physical preparations, but meaningfully affects the emotional and social preparations for old age. Fourth, the result of analyzing the effect of the individual characteristics of employees engaged in financial business on the preparation for their old age shows that age, marital status, and job grade do not relevantly affect, but the experience of entrepreneurship education more affects the preparation for old age than no-experience.

The Effect of Start-up Accelerating Manager's Enabling Characteristics on Their Full Commitment & Performance to Start-up Support Groups: In The Center of Manager's Self-Efficacy (창업지원 매니저의 역량 특성이 창업지원단 몰입도와 업무성과에 미치는 영향: 매니저의 자기효능감을 중심으로)

  • Kang, Hye Jung;Yang, Young Seok;Kim, Myung Seuk
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.17 no.1
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    • pp.13-28
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    • 2022
  • Korean Government Budget Supports for startups have been spiked and resulted in increasing the number and scaling up Startup Accelerating managers. It have skyrocketed the strong demand for their qualified roles. However, unclear role description and gap between required role and their capability have discouraged startup manager's self-efficacy resulted in declining their full commitment and causing poor role performance. The focus of this research falls on empirical analysis to the effect of startup accelerating manager's capability characteristics on their full commitment and performance to start-up support groups. This research is expected to deliver diverse policy alternatives to build up manager's core competencies to accelerate their self-efficacy leading their full role commitments and finally pushing up policy performance. In addition, this research will found more strong literature review for the following researches in this emerging fields. This research is brought four highlighting results with respect to four research problems. First, it propose proper concept of startup accelerating manager based upon its legal entitlement. Second, it drive required core competencies of manager for successful their accountability. Third, it analyze the unique features of startup accelerating manger's capabilities against business incubation manger. Fourth, it empirically analyze in coming with government startup funding, the effect of self-efficacy including employment status, job environment, etc. on their organizational commitment and job performance. This research reveal the required unique core competencies of manger into founder sourcing ability, project managing ability, startup proving and pivoting ability, consulting ability for successful investment raising. As of this empirical research results, First, manager's ability have positively effect on their job performance, full commitment, and self-efficacy. Second, self-efficacy have a mediating effect on manager's ability, job performance, full commitment. This research derive key policy implication of requiring to build up more accelerating ability, of manager from the basics to advance level by customized and algorithm based traing program. This accelerating ability buildup program will not only surge self-efficacy of manger resulting in making full commitment and better job performance, but also devote to categorizing the unique new feature and position of manger as seed investment and supporter.

Work & Life Balance and Conflict among Employees : Work-life Balance Effect that Reflects Work Characteristics (일·생활 균형과 구성원간 갈등관계 : 직장 내 업무 특성을 반영한 WLB 효과 중심으로)

  • Lee, Yang-pyo;Choi, Chang-bum
    • 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.

A Study on Effect of Psychological Capital on Turnover Intention & Mediating Effect of Organizational Commitment: Focusing on Construction Industry Workers (심리적 자본이 이직의도에 미치는 영향과 조직몰입의 매개효과에 대한 연구 : 건설업 종사자를 중심으로)

  • Lee, Su-jin
    • Journal of Venture Innovation
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    • v.7 no.1
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    • pp.151-166
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    • 2024
  • The global economic growth rate has been slowed due to changes in the economic and social environment related to the recent trends in the construction market and construction industry, prolonged inflation, intense tensions among countries, and increased interest rates. Since the workers in the construction industry, due to the nature of the industry, move to another site after the completion of an awarded project rather than staying for a long time while performing work at one workplace, various issues are brought out such as poor working environment resulting from unfairness in construction contracts, aging of workers, their anxiety, and job instability. The previous studies on the turnover intention of construction industry workers mainly dealt with external aspects such as leadership, job embeddedness, and organizational citizenship behavior, while the psychological impact was overlooked. The purpose of this study was to develop a measure to reduce or alleviate turnover intention of construction industry workers by verifying empirically the relationship among psychological capital, organizational commitment, and turnover intention among them. For the purpose, whether psychological capital influences organizational commitment and turnover intention, the impact of organizational commitment on turnover intention, and whether organizational commitment has a mediating effect in the relationship between psychological capital and turnover intention, among 310 construction industry workers in the metropolitan area. The results are as follows: First, hope and self-efficacy were found to have a negative (-) effect on turnover intention, while resilience and optimism from psychological capital did not have a significant effect. Second, hope, resilience, and optimism from psychological capital were found to have a positive (+) effect on organizational commitment, while self-efficacy from psychological capital had no significant effect. Third, organizational commitment was found to have a significant mediating effect on the relationship between hope from psychological capital and turnover intention. The results of this study showed that, in construction industry workers, psychological capital affects turnover intention through the mediating effect of organizational commitment. While previous studies mainly considered external influences on the turnover intention of construction industry workers, this study has academic implications in that it sought to strengthen organizational commitment and alleviate turnover intention by approaching psychological aspects. As a practical implication, it was found that higher self-efficacy and hope for work in the organization, from psychological capital, in the construction industry workers were found to lower turnover intention through job performance in a psychologically stable state. It is considered, therefore, that various systems, including job autonomy and flexible work, should be established to improve self-efficacy and hope.

Trends in the Use of Assessment Tools by Korean Occupational Therapists: Focus on Adult and Older Adult Populations (한국 작업치료사의 평가도구 사용 동향: 성인 및 노인 분야를 중심으로)

  • Ha, Yae-Na;Jeong, Ji-In;Kang, Byoung-Ho;Yoo, Eun-Young
    • Therapeutic Science for Rehabilitation
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    • v.13 no.3
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    • pp.51-67
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    • 2024
  • Objective : This study investigated trends in the use of assessment tools by occupational therapists working with adults and older adults. Methods : Occupational therapists were surveyed to gather data on general characteristics, assessment tool usage, assessment time and frequency, usage trends by area, and education. The tools were categorized by the Occupational Therapy Practice Framework (OTPF) into Activities of Daily Living (ADL), Instrumental Activities of Daily Living (IADL), and play and leisure for occupations, and cognitive functions, motor functions, and psychosocial aspects for client factors. Data from 98 respondents were analyzed using frequency analysis and one-way ANOVA with SAS. Results : Most surveyed occupational therapists worked in university or general hospitals (40.82%). The assessment time per patient was under 30 min (62.25%), and re-assessment frequency was one~three months (68.38%). The most frequently used assessment tools by the OTPF were as follows: ADL: Modified Barthel Index (94.90%), IADL: Canadian Occupational Performance Measure (31.63%), cognitive functions: Mini-Mental Status Examination (89.80%), visual perception: Motor-free Visual Perception Test (56.12%), dementia: Global Deterioration Scale (63.27%), motor functions: Jamar Dynamometer & Pinch Gauge (59.18%), dysphagia: Video Fluoroscopic Swallowing Study (28.57%), physical examination: Range of Motion (59.18%), and psychosocial: Geriatric Depression Scale (33.67%). Conclusion : This study identified the use and rationale of assessment tools for occupational therapy in adults and older adults. These findings aim to enhance the curriculum and continuing education of occupational therapists.

A Study on the Trip Pattern of Workers at Gwangyang Port : Focusing on home-based work(HBW) trip Using Mobile Carrier Big Data (광양항 근로자의 통행 패턴에 관한 연구 : 모바일 통신사 빅데이터를 활용한 가정기반 통근(HBW) 통행을 중심으로)

  • So, Ae-Rim;Shin, Seung-Sik
    • Journal of Korea Port Economic Association
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    • v.39 no.4
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    • pp.1-21
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    • 2023
  • This study analyzed workers' residence and home-based work(HBW) trip by utilizing data from mobile carrier base stations of Gwangyang Port and terminal workers. In the past, research on port-related traffic or trip patterns mainly focused on cargo-based movement patterns for estimating cargo volume and port facilities, but this study analyzed trip patterns for workers in Gwangyang Port ports and related industries. As a result of the analysis, the average number of regular workers in the port hinterland Gwangyang Port was 1,295 per month, and the residence of workers was analyzed in Gwangyang City (66.1%)>Suncheon City (26.6%)>Yeosu City (3.1%). The average number of temporary workers in the hinterland was 2,645 per month, and Gwangyang City (45.8%)>Suncheon City (20.1%)>Yeosu City (5.7%). Next, the average number of regular workers at Gwangyang Port terminals was 753 per month, and Gwangyang City (66.1%)>Suncheon City (28.9%)>Yeosu City (3.3%) was analyzed. The average number of temporary workers at Gwangyang Port terminals was 1,893 per month, and Gwangyang City (50.8%)>Suncheon City (19.7%)>Yeosu City (9.8%). This study is expected to calculate the number of workers based on individual traffic using actual mobile carrier data to estimate the actual number of workers if the workplace address and actual work place are different, such as in port-related industries. This study is the first to be conducted on workers at Gwangyang Port. It is expected to be used as basic data for settlement conditions and urban planning, as well as transportation policies for port workers, by identifying the population coming from areas other than Gwangyang, where Gwangyang Port is located.

A Study of Decrease Exposure Dose for the Radiotechnologist in PET/CT (PET-CT 검사에서 방사선 종사자 피폭선량 저감에 대한 방안 연구)

  • Kim, Bit-Na;Cho, Suk Won;Lee, Juyoung;Lyu, Kwang Yeul;Park, Hoon-Hee
    • Journal of radiological science and technology
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    • v.38 no.1
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    • pp.23-30
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    • 2015
  • Positron emission tomography scan has been growing diagnostic equipment in the development of medical imaging system. Compare to 99mTc emitting 140 keV, Positron emission radionuclide emits 511 keV gamma rays. Because of this high energy, it needs to reduce radioactive emitting from patients for radio technologist. We searched the external dose rates by changing distance from patients and measure the external dose rates when we used shielder investigate change external dose rates. In this study, the external dose distribution were analyzed in order to help managing radiation protection of radio technologists. Ten patients were searched (mean age: $47.7{\pm}6.6$, mean height: $165.5{\pm}3.8cm$, mean weight: $65.9{\pm}1.4kg$). Radiation was measured on the location of head, chest, abdomen, knees and toes at the distance of 10, 50, 100, 150, and 200 cm, respectively. Then, all the procedure was given with a portable radiation shielding on the location of head, chest, and abdomen at the distance of 100, 150, and 200 cm and transmittance was calculated. In 10 cm, head ($105.40{\mu}Sv/h$) was the highest and foot($15.85{\mu}Sv/h$) was the lowest. In 200 cm, head, chest, and abdomen showed similar. On head, the measured dose rates were $9.56{\mu}Sv/h$, $5.23{\mu}Sv/h$, and $3.40{\mu}Sv/h$ in 100, 150, and 200 cm, respectively. When using shielder, it shows $2.24{\mu}Sv/h$, $1.67{\mu}Sv/h$, and $1.27{\mu}Sv/h$ in 100, 150, and 200 cm on head. On chest, the measured dose rates were $8.54{\mu}Sv/h$, $4.90{\mu}Sv/h$, $3.44{\mu}Sv/h$ in 100, 150, and 200 cm, respectively. When using shielder, it shows $2.27{\mu}Sv/h$, $1.34{\mu}Sv/h$, and $1.13{\mu}Sv/h$ in 100, 150, and 200 cm on chest. On abdomen, the measured dose rates were $9.83{\mu}Sv/h$, $5.15{\mu}Sv/h$, and $3.18{\mu}Sv/h$ in 100, 150, and 200 cm, respectively. When using shielder, it shows $2.60{\mu}Sv/h$, $1.75{\mu}Sv/h$, and $1.23{\mu}Sv/h$ in 100, 150, and 200 cm on abdomen. Transmittance was increased as the distance was expanded. As the distance was further, the radiation dose were reduced. When using shielder, the dose were reduced as one-forth of without shielder. The Radio technologists are exposed of radioactivity and there were limitations on reducing the distance with Therefore, the proper shielding will be able to decrease radiation dose to the technologists.