• The Journal of the Korea Contents Association
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• v.20 no.5
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• pp.476-499
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• 2020

The impacts of internal marketing in the security firms have not been studied much. This study analyzes the impact of internal marketing on job satisfaction, job commitment, customer orientation, and job performance for the security firm's branches using multiple mediation model which differs from simple mediation model. The data were collected from 263 employees of securities firm's branches in Seoul, Busan and other Korean metropolitan cities. The research hypothesis was validated by the tools of SPSS 22.0 and AMOS 22.0. The results are as follows. First, among the internal marketing factors, delegation of authority, reward systems and education training had a significant effect on job satisfaction. And internal communications were shown to have a significant effect on job commitment and customer orientation. Second, job satisfaction have a significant direct impact on the job commitment, customer orientation. And customer orientation have direct impact on the job performance. Also, delegation of authority and reward systems were found to have a significant indirect effect on the job performance in mediation of job satisfaction and customer orientation. These results imply that internal marketing factors affect job performance mainly through the mediation of job satisfaction, job orientation and that specially delegation of authority and reward system affect on the performance much, which are different from other industry cases.

• Journal of Korea Port Economic Association
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• v.40 no.2
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• pp.119-136
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• 2024

This study examined the impact of internal and external motivation (enjoyment, challenge, sense of accomplishment, recognition, reward) and psychological ownership of members of a land transportation company on organizational effectiveness (job satisfaction, organizational commitment), and internal and external motivation and organizational commitment. We aim to analyze the moderating effect of psychological ownership in the relationship between effectiveness. To this end, a survey was conducted targeting employees working at land transportation companies, and the results of the analysis are summarized as follows. First, among the intrinsic motivation factors of land transportation companies, challenge and sense of accomplishment had a significant impact on job satisfaction of organizational effectiveness, and enjoyment was confirmed to have an impact at a significant level. And only the sense of accomplishment had a significant effect on organizational commitment, while enjoyment and challenge had no effect. Second, recognition, an extrinsic motivator, had a significant effect on both job satisfaction and organizational commitment of organizational effectiveness, and compensation had an effect on job satisfaction but had no effect on organizational commitment. Third, psychological ownership had a significant effect on both job satisfaction and organizational commitment. Fourth, psychological ownership was found to have no moderating effect in the relationship between intrinsic motivation and organizational effectiveness, enjoyment in the relationship between challenge, job satisfaction, and organizational commitment, and to have a moderating effect in the relationship with a sense of accomplishment. Fifth, psychological ownership had a moderating effect in the relationship between extrinsic motivation and organizational effectiveness, recognition, compensation, and job satisfaction, but was found to have no moderating effect in the relationship with organizational commitment. Therefore, there is a need to improve management performance by inducing organizational commitment through job satisfaction and subsequently leading to psychological ownership.

• Industry Promotion Research
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• v.8 no.4
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• pp.17-27
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• 2023

This study aims to examine how the organizational satisfaction affects the desired period of service in the current workplace among young employees. Among detailed organizational satisfaction variables with nine sub-categories, a level of satisfaction with (1) tasks and (2) compensation and recognition policies have a positive effect on the desired period of service in the current workplace. In addition, there is gender difference in the determinants of the desired period of service in the current workplace. For male employees, (1) leadership, (2) tasks and (3) compensation and recognition policies positively affect the desired period of service in the current workplace. For female employees, (1) environment and (2) career and HR training have a positive impact on the desired period of service in the current workplace. Using these results this research suggests implications that how company prevents the outflow of human resource by increasing the desired period of service of young employees.

• Land and Housing Review
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• v.7 no.3
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• pp.137-145
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• 2016

This study aims to empirically verify the positive impacts of PB(performance-based) HRM on the organizational effectiveness in a public corporation. The independent variables are 'PB staffing', 'PB appraisal', 'PB compensation'. The dependent variables are 'JS(job satisfaction)', 'OC(organizational commitment)'. The results are as follows. 'PB staffing' shows positive impact on both 'JS' and 'OC', but 'PB compensation' doesn't show positive impact on both 'JS' and 'OC'. Also, it is found that both 'PB appraisal' and 'PB compensation' do not show positive impact on 'OC'. 'PB appraisal' shows positive impact on 'JS', though. From the empirical analysis, the positive effects of the PB-HRM on the organizational effectiveness are partially verified. It is thought that these mixed results are originated from the particular situation in which the surveyed corporation is placed. After the merger of the corporation in 2009, even though it has introduced various PB-HRM systems, it has been through a harsh time such as wage freeze and return as measures of business normalization. This organizational situation may influence the verification of effectiveness of the normal PB-HRM.

• Journal of Chest Surgery
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• v.32 no.12
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• pp.1106-1110
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• 1999

배경: 다한증의 치료에 있어서 흉강경을 이용한 교감신경절제술의 시술 빈도가 급증하고 있다. 그러나 액와부 다한증의 경우 수장부나 안면 두부다한증에 비하여 절제범위가 광범위하여 이에 따른 보상성 다한증 및 기타 합병증의 발생의 높고 액취증이 동반되어있는 경우 장기적인 만족도가 낮아서 크게 각광 받지 못해왔다. 대상 및 방법: 본 교실에서는 1997년 3월부터 1999년 4월까지 45례의 액와부 다한증 환자에서 2 mm 흉강내시경을 이용하여 흉부교감신경절제술 또는 잘단술을 시행하였다. 남자 28례 여자 17례로 평균연령은 28(13-46세) 였고 평균추적기간은 10개월(1-24)이었다. 24례가 액와부에만 국한된 과도발한을 호소 하였고 2례에서 수술 전 심한 액취증이 동반되어있었다. 21례의 T3,4 교감신경절제술, 20례의 T2,4 교감신경단술 그리고 4례의 T4 교감신경절제수을 시행하여 즉각적인 증상치유효과 보상성 다한증 및 장기적 만족도를 비교 분석하였다. 중등도 이상의 흉막유착으로 5mm 내시경이 필요했던 2례을 제외한 전 환자에서 2mm 트로카 2개를 사용하여 수술을 하였다 결과: 평균수술시간은 T3,4 교감신경절제술이 46.2$\pm$11분 T2, 4 교감신경절단술이 32.5$\pm$23분 T4 교감신경절제술이 53.8$\pm$18분이 소요되었고 수술직후의 효과는 T3,4 교감신경절제술과 T2,4 교감신경절단술에서 '전혀땀이 나지 않는다'가 17례(81%) 와 12례(60%) '수술전보다 감소했으나 약간땀이 난다'가 4례(19%) 와 8례(40%) 로 모든 환자에서 효과가 있었으나 T4 교감신경절제술은 4례중3례(75%)에서 전혀 효과가 없었다. 보상성 다한증은 T3,4교감신경절제술과 T2,4 교감신경절단술에서 각각 67%, 60%로 나타났고 생활에 불편을 줄 정도의 심한경우는 10% 5%에 불과했으며 장기적인 만족도는 T3,4 교감신경절제술이 86% T2,4 교감신경절단술이 89%로 나타나 높은 성공률을 보았다 결론 : 액와부다한증의 치료에 있어서 T3,4 교감신경절제술과 T2,4교감신경절단술은 증상치유효과가 높고 절제범위의 제한에 따른 보상성 다한증의 감소로 장기적 만족도가 우수한 효과적인 방법이다. 액취증이 동반된 경우 이에대한 충분한사전 설명과 원인 감별후 적절한 보조요법을 병행함으로써 환자의 만족도를 높힐수 있다고 본다.

• Journal of Chest Surgery
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• v.35 no.2
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• pp.127-132
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• 2002

Video-assisted thoracic sympathicotomy is a safe and effective therapy for the treatment of essential hyperhidrosis with immediate symptomatic improvement. However, this is offset by the occurrence of a high rate of side effects, such as embarrassing compensatory hyperhidrosis. Therefore, by comparing and assessing the degree of symptomatic improvement or compensatory sweating following sympathicotomy at various levels and the extent of block, we are to determine the optimal level of sympathicotomy and which method will result in minimal side effects and maximal benefits. Material and Method: From January 1998 to June 2001, the thoracoscopic sympathicotomy was performed in 150 patients suffering from essential hyperhidrosis in the Dept. of Thoracic and Cardiovascular Surgery, Wonkwang University Hospital. The patients were divided into three groups. GroupI(n=50): patients having undergone 72,3,4 sympathicotomy, GroupII (n=50): patients having undergone 72 sympathicotomy which consist of blocking the interganglionic neural fiber on the second rib, and group 111(n=50): patients having undergone 73 sympathicotomy which consist of blocking the interganglionic neural fiber on the third rib. The parameters were composed of the satisfaction rate of treatment, the degree of compensatory sweating, postoperative complications, and changes of plantar sweating. Results: There was no difference in age and sex among the groups. All of the treated patients obtained satisfactory alleviation of essential hyperhidrosis in immediate postoperative period. However the rate of long-term satisfaction were 80%, 92%, and 96% in groupsI,II, and III respectively(p<0.05). More than embarrassing compensatory hyperhidrosis was present in 50%, 28%, and 18% in groups I,II ,and III respectively(p<0.05). Slight but comfortable amounts of palmar humidness was expressed in decreasing order, group III(34%), groupII(6%), and group I(4%) respectively(p<0.05). In regard to plantar sweating, decrease in sweating was expressed in each of the three groups, but was not significant between the groups.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.1
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• pp.89-106
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• 2022

Recently, in Korea, the number of unemployed people who have lost their jobs involuntarily due to closure of workplaces, layoffs, and poor management stood at 788,000 in October 21, an increase of 44,000 from last August (Statistics Office, 2021). The average retiring age of workers is 49.7, so regardless of their intention, they often end up retiring early unavoidably. Meanwhile, it has been found that eight out of ten workers have startup intention; therefore, now their startup is regarded to be essential, not selective. The purpose of this study is to investigate if workers' entrepreneurial orientation, continuous learning, satisfaction with remuneration, and employment prospect are correlated with entrepreneurial intention and examine if innovative behavior mediates the relations. To sum up the results, first, innovativeness and risk sensitivity in entrepreneurship are found to have positive effects on workers' entrepreneurial intention. Restless challenges and innovative thinking at work are crucial variables to enhance entrepreneurial intention. Second, satisfaction with remuneration influences entrepreneurial intention positive effects, and continuous learning and employment prospect, too, have positive effects on entrepreneurial intention. As employment instability is increasing at work due to the rapidly changing corporate environment, Considering whether the current organization will strive for survival or prepare to start a business for sustainable economic activity, it is judged that there is a willingness to start a business for better compensation even if the satisfaction of compensation is high. In addition, it was confirmed that the possibility of employability with the career desired by the organization as well as the securing of practical competency and expertise through continuous learning are important variables in increasing the will to start a business. Third, relations between entrepreneurial orientation, satisfaction with remuneration, continuous learning, employment prospect, and entrepreneurial intention are found to be mediated by innovative behavior; however, its mediative effect in relations between innovativeness, risk sensitivity, and entrepreneurial intention in entrepreneurship is dismissed. Innovative behavior at work are found to be major variables to elevate entrepreneurial intention in relations between continuous learning, employment prospect, and satisfaction with remuneration.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 1995.09a
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• pp.293-294
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• 1995

최근 보험회사의 경영환경은 WTO체제의 출범과 OECD가입으로 국제화, 개 방화, 자율화의 방향으로 바뀌고 있어 생존전략의 필요성이 과거 어느 때보 다 강조되고 있다. 특히 자동차 보험은 높은 사고발생률과 낮은 보험료 수준 으로 만성적인 적자가 심화되고 있는 상황이며 가격자유화의 단계적 시행을 앞두고 있어 자동차 보험 보상처리 업무는 보험업계에 있어 핵심 프로세스 로 등장하게 되었다. 즉, 자동차 보상 처리 프로세스를 리엔지니어링 함으로 써 고객에게는 만족한 서비스를 제공하고 기업의 입장에서는 손해율을 개선 하고 적정한 보험금을 지급함으로써 시장점유율 확대와 기업의 수지에 결정 적인 기여를 할 수 있게 된다. 자동차 보상 프로세스의 혁신 내용은 크게 세 가지로 구성되어 있는데 고객을 위한 초일류 보험서비스 제공, 자동차보험 손해율의 획기적 개선, 그리고 앞서가는 최고의 경영관리시스템이다. 각 혁 신내용별 혁신모듈을 살펴보면 다음과 같다.

• Proceedings of the KAIS Fall Conference
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• 2001.05a
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• pp.269-272
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• 2001

실리콘 마이크로머시닝 기술과 바이폴라 공정으로 집적화된 압력센서를 제작하고 동작특성 평가를 수행하였다. 센서부 보상파라미터를 추출하였고 트리밍 공정을 통하여 출력전압의 보상을 수행하였다. 센서 특성은 압저항 위치, 마스크 정렬 오차, 다이어프램 정밀두께제어 정도, 보호막의 과도식각 정도 등에 의하여 민감하게 좌우됨을 알 수 있었다. 웨이퍼별 샘플추출을 통하여 센서부 감도는 평균 0.653mV/kPa, 감도의 온도계수는 -2078.8ppm/℃, 옵셋 전압은 30.78mV, 옵셋전압의 온도계수는 32.11㎶/℃로 측정되었다. 추출된 샘플의 다이어프램 두께오차는 27±2.5㎛였다. 센서부 특성평가 결과를 통하여 신호처리회로의 옵셋 및 스팬보상, 온도보상을 위한 트리밍 공정을 수행한 결과 개발사양을 만족하는 결과를 얻을 수 있었다.

• Environmental and Resource Economics Review
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• v.13 no.3
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• pp.367-385
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• 2004

This study offers the possibility of water allocation between upstream and downstream regions by side payment. In the case of river water, water use of an upstream region affect a downstream region's water use but not vise versa. In this case, the downstream region wants to secure stable water by suggesting side payment to the upper region. We examine the maximum compensation of the downstream region for acquiring additional water. Also we compare each region's total benefits between the cases with and without cooperation. The result of empirical study show that there was a Pareto improvement when two region cooperate in the water use. Also the amount of side payment depend on the degree of shortage of water and both regions are satisfied with the water allocation result by voluntary negotiation.