• Proceedings of the Korea Contents Association Conference
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• 2011.05a
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• pp.203-204
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• 2011

이 연구의 목적은 민간경비원의 조직문화와 직무스트레스 및 조직몰입의 관계를 규명하는데 있다. 이 연구는 2011년 수도권소재(인천) 공항에서 재직하고 있는 민간경비원들을 모집단으로 설정한 후 유의표집법을 이용하여 최종분석에 이용된 사례 수는 총 203명이다. 연구에 사용된 설문지는 총 56문항으로 구성되었다. 분석방법은 SPSSWIN 18.0을 이용하여 빈도분석, 요인분석, 신뢰도분석, 회귀분석 등을 실시하였다. 설문지의 신뢰도는 Cronbach's ${\alpha}$값이 .671이상으로 나타났다. 결론은 다음과 같다. 첫째, 민간경비원의 조직문화는 직무스트레스에 영향을 미친다. 즉, 개발적, 위계적 문화가 형성 되지 않는다면, 보상경력개발에 대한 직무스트레스는 증가한다. 반면, 개발적, 합의적 문화가 형성 되면, 직무특성, 인간관계, 역할과 관련된 직무스트레스는 감소한다. 둘째, 민간경비원의 조직문화는 조직몰입에 영향을 미친다. 즉, 개발적, 위계적 문화가 형성 되면, 정서적, 근속적, 규범적 몰입은 높아진다. 셋째, 민간경비원의 직무스트레스는 조직몰입에 영향을 미친다. 즉, 보상경력개발이 불공정하게 이루어질수록 정서적, 근속적 규범적 몰입은 낮아진다. 반면, 현재 자신의 직무가 능동적으로 이루어진다면, 정서적, 근속적, 규범적 몰입은 높아진다.

• Journal of Engineering Education Research
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• v.11 no.4
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• pp.109-114
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• 2008

The purpose of this study was to investigate the relationship between self-leadership and teamwork in cooperative learning of capstone design. The results showed significant relationship between self-leadership and teamwork, with high self-leadership group obtaining higher teamwork scores than low self-leadership group. The results of stepwise analysis suggested that cognitive-oriented strategies, including cooperating more pleasant and enjoyable features into a given task, focusing on the task's inherently rewarding aspects, and focusing thoughts on positive aspects of the task, were the best predictors of overall teamwork. Therefore, it would be useful to provide the engineering students with the opportunities to develop their cognitive-oriented self-leadership strategies.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.6
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• pp.167-175
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• 2015

The purpose of this study is to review the relationship between managerial system(CEO support, pay system, education & training) and knowledge management, and the moderating effect of decentralization and formalization in small business. In order to verify and achieve the purposes mentioned above, questionnaire data are gathered and analysed from 227 subjects in Kangwon-do province. Multiple regression and multiple hierarchical regression analysis were applied to test the proposed hypotheses: 1) the relationship between managerial system and knowledge acquisition, 2) the relationship between managerial system and knowledge transfer, 3) the moderating effects of decentralization on the relationship between managerial system and knowledge management, 4) the moderating effects of formalization on the relationship between managerial system and knowledge management. Empirical survey's findings are as follows; First, knowledge acquisition and transfer appeared to be positively related with CEO support and education & training. Second, education & training was verified to be more positively related with knowledge transfer in higher decentralization group than in lower group. Third, CEO support and education & training were more positively with knowledge acquisition in lower formalization group than in higher group. Fourth, pay system were more positively with knowledge transfer in lower formalization group than in higher group.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.14 no.5
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• pp.127-139
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• 2019

The purpose of this study is to analyze the effects of emotional labor on job stress using emotional dissonance as a mediator. Emotional labor is classified into the deep acting and the surface acting, and job stress is classified into sub - variables of the lack of reward and the relationship conflict. We conducted an empirical analysis of 400 questionnaires collected mainly from actors living in Seoul and Gyeonggi provinces. The results of the analysis using SPSS v22.0 and Process macro v3.0 showed that only the surface acting had a significant effect on the lack of reward, and both the deep acting and the surface acting had significant effects on relationship conflict. Second, only the surface acting had a significant effect on emotional dissonance. Third, it has been shown that emotional dissonance has a significant positive effect on both the lack of reward and the relationship conflict. Fourth, the indirect effect of the surface acting on the job stress through mediating emotional dissonance was significant. Subsequent studies will likely require studies to find other mediators other than emotional dissonance or to analyze moderated mediation effect by introducing moderators.

• Journal of the Korea Society of Computer and Information
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• v.20 no.3
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• pp.125-137
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• 2015

Information technology enables home-based working which is a new way to satisfy the firm and its employees. Firms are under pressure of cost reduction, and employees want to maintain balance of life between work and family. Considering the organization's capability can be the core competency, firm's efforts to acquire workers' commitment have been important issue in human resource management. However, researches to increase the workers' loyalty and commitment within home-base working have not been widely studied. This study tries to identify the relationships among firms' rewards supporting strategies and workers' perceived commitment with the working system as a context. Results confirm that the organization's extrinsic and intrinsic rewards affect the worker's continuous commitment, and the mediating role of normative commitment between workers' perceived affective commitment and continuous commitment has been found. Also, we empirically identify the moderating role of working systems(i.e., home-based, vs. office-based) within organization's rewards supporting strategies and workers' commitment perceptions.

• Transactions of the Korean Society of Mechanical Engineers
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• v.16 no.12
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• pp.2407-2414
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• 1992

Constant temperature hot wire air flow meter for automobiles requires temperature compensation system because hot wire output signal is sensitive to ambient temperature variations as well as fluid velocity. The objectives of the present study are to design an air flow meter circuit which is capable of compensating the hot wire output signal for ambient temperature variations and to investigate the mechanism of such temperature compensation. This circuit is composed of platinum hot wire, platinum resistor, two variable resistors, a constant resistor and a DC-amplifier. In particular, by simply replacing a constant resistor in one of the bridge arms of the conventional circuit with platinum resistor and a variable resistor for the purpose of temperature compensation, the deviation of output signal with respect to ambient temperature variations between 27deg. C 70deg. C could be reduced to less than 2.5% for mass flow rate and to less than 5% for velocity respectively. The mechanism of temperature compensation against ambient temperature variations was explained by means of measuring the heat transfer coefficient with hot wire temperature variations and analyzing and analyzing conventional empirical equations qualitatively.

• 한국노년학
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• v.32 no.3
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• pp.851-867
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• 2012

The purpose of this study was to identify the caregiving reward of grandmothers raising their infant grandchildren and to examine factors influencing rewards in double-earner households. Data were collected from 323 grandmothers raising infant grandchildren who are under 6 years of age in double-earner households in Seoul, Gyeonggi-do and six metropolitan cities. According to the hierarchy multiple regression analysis, grandmothers' caregiving reward was found to be significantly high. It was also appeared that main factors of the rewards of grandmother were grandparents meaning, relationship with adult children and economic level. This study implies that improving grandparents meaning, relationship with adult children, and economic support may be a strategy to enhance the reward of grandmothers raising infant grandchildren. These findings suggest that there is a need to provide intervention and welfare policy for elderly caregiver.

• Journal of the Korean Society of Marine Environment & Safety
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• v.26 no.7
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• pp.838-844
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• 2020

The purpose of this study is to examine whether personality and reward affect PSM of new maritime police officer recruits. Results are as follows. First, among the personality factors, the neuroticism sub-factor had significant positive effect on PSM sub-factors favorable perception towards public policy, commitment to public interest, and empathy. Also, the extroversion sub-factor had significant effect only on the self-sacrifice sub-factor of PSM. Second, the reward factor mostly didn't have significant effect on PSM. The internal reward sub-factor had significant effect on the empathy sub-factor of PSM. These results confirm that personality factors have significant impact on public service motivation. This implicates the need for policy improvements to reflect this result, and further empirical studies on the relationship between reward and public service motivation.

• Journal of dental hygiene science
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• v.3 no.2
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• pp.71-76
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• 2003

The purpose of this study was to investigate the relationship of job satisfaction and self-esteem of dental hygienists and nurse's aides. Data were obtained from 327 dental hygienists and nurse's aides who were working at dental clinics, hospitals located in Seoul city. The results, derived from using the SPSS 10.0, were as follows: (1) The level of job satisfaction was 3.02 point, the level of self-esteem was 3.41 point. (2) Service organization and types of occupation have influenced meaningfully on job satisfaction. Hospitals(3.14) are higher than dental clinics(3.0), dental hygienists(3.14) are higher than nurse's aides(2.92). (3) Service organization and types of occupation have influenced meaningfully on self-esteem. Hospitals(3.55) are higher than dental clinics(3.39), dental hygienists(3.52) are higher than nurse's aides(3.31). (4) The correlation between job satisfaction and self-esteem of dentistry employee showed statistically significant correlation.

• Management & Information Systems Review
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• v.35 no.1
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• pp.287-305
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• 2016

This study confirms that there is a correlation between managers' incentive-compensation system(introduction of the compensation committee) and corporate governance mechanisms (ownership structure, proportion of outside directors, debt ratio, competitive strength), and analyzes whether firm value is affected by corporate governance mechanisms. The purpose of this paper are empirically tested using 318 firm-year data listed on the KRX from 2001 to 2010 and 2SLS(two-stage least square method) were used for the analysis of the hypotheses. The results of empirical tests are as follows. Firstly, there is no correlation between introduction of the compensation committee and corporate governance mechanisms. In addition, the results show that there is a causal relationship between some variables. Secondly, results from the analysis of the impact of corporate governance mechanisms on firm value, only introduction of the compensation committee and foreign investors ownership were analyzed as a positive impact on the firm value. This result means that most domestic firm don't actively used for managers' incentive-compensation system as a useful control device for improving corporate governance.