• The Journal of the Korea Contents Association
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• v.22 no.6
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• pp.701-711
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• 2022

This study tried to examine the relationship between superior leadership and emotional support from co-workers on task performance through performance evaluation fairness and self-efficacy in order to find factors that affect the task performance of a company in an uncertain market environment. For this purpose, 500 copies of questionnaire data were collected from corporate employees, and the research hypothesis was verified using Smart PLS 3.0. As a result of the study, superior leadership and emotional support from co-workers showed a positive (+) effect individually on the fairness of employee performance evaluation, Performance evaluation fairness showed a positive (+) effect on self-efficacy. Through this study, it was found that the fairness and self-efficacy of the performance evaluation accepted by employees affects work performance, providing a theoretical foundation for subsequent researchers. Practical implications are suggested to inspire employees to take on a challenge by managing them properly. In future research, based on the results of this study, various studies are needed on the factors that an organization must have for task performance.

• Korean Journal of Construction Engineering and Management
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• v.18 no.3
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• pp.42-51
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• 2017

Measuring and evaluating project progress and performance are the key element of the construction project success. Construction progress is typically measured quantitatively by evaluating cost and time allocated to the project deliverable, and thus properly integrating cost and time is essential to the project management. This research was performed to propose an alternative methodology to integrate the cost and time and provide a framework for the progress measurement. The researchers developed a typical work process for the cost and schedule planning and also developed an alternative cost-schedule integration method by using progress integration units (PIU). A discipline of a construction phase served as a common level for WBS and CBS integration, so the PIUs'were defined under discipline. A case study project was selected to validate the developed methodology. The result showed the proposed method improved efficiency of cost and time integration. The result also showed the excluding material for the progress measurement purpose significantly reduced the bias of progress measurement.

• Journal of Distribution Research
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• v.13 no.2
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• pp.59-78
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• 2008

The purpose of this study is to investigate the effect of vendor perceived equity on the performance of retailer-vendor relationship. The empirical study of 386 vendors identified the following results. First, retailers' ethical management positively influenced on vendors' perception on procedural justice and interactional equity, whereas boundary personnel's ethical management positively influenced only on interactional equity. Second, distributive equity was positively influenced by procedural equity and interactional equity. Third, the performance of retailer-vendor relationship was directly affected by distributive equity and interactional equity, whereas procedural equity indirectly influenced on the relationship via distributive equity.

• Journal of the Korean Institute of Gas
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• v.18 no.6
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• pp.32-39
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• 2014

To ensure the reliability of the safety system so that handing large quantities of hazardous materials in chemical plant is considered basic information in chemical process design. However, the reliability of the production system may be reduced when the reliability of the safety system emphasized in order to ensure the safety of chemical process. It is necessary to balance the reliability of the production system and reliability of the safety. In this study, a quantitative risk assessment was performed by selecting the furnace process, which is widely used in the chemical plant in order to suggest a way to ensure the safety and productivity of chemical process, based on the quantitative data. Quantitative risk assessment methodology have been used directed graph analysis methodology. It is possible to evaluate the reliability of the safety system and the production system. In this study, the optimum system design requirement to improve the safety and the productivity of the furnace is two-out-of-three logic for TT and PT.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.16 no.5
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• pp.143-158
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• 2021

The purpose of this study is to suggest a direction for enhancing the mutual trust level between employees and managers by examining the effect of job satisfaction of electric power companies's employees and performance-oriented remuneration paid to them on awareness level of organizational justice and a trust in manager. Based on a significant positive relationship between employee's job satisfaction and trust in a manager, a significant positive relationship between employee's job satisfaction and perception of organizational justice, and a positive relationship between organizational justice and trust in manager, it was possible to confirm the mediating role of organizational justice between job satisfaction and a trust in manager. In addition, although performance-oriented remuneration did not have a significant effect on trust in manager directly, it was found to have a significant negative effect on distributive justice and procedural justice, but for interactional justice did not appear to have a significant influence. Because the autonomy of the labor budget is quite limited due to the government's total regulation on the size of the labor budget for public enterprises and due to the government's evaluation of management of public enterprises, it can be explained as having a negative effect on the perception of organizational justice. In addition, since the partial mediating effect of distributive justice and interactional justice was confirmed in the relationship between job satisfaction and trust in manager, the mediating effect of procedural justice was insignificant, it was confirmed that the need to establish and operate an internal HR management system based on smooth communication that employees can satisfy and accept can have a significant impact on trust in manager. On the other hand, because the negative complete mediating effect of distributive justice and procedural justice between performance-oriented remuneration and trust in manager was significantly confirmed, It is showing that employees' negative perceptions of performance distribution procedures and distribution results had a negative effect on trust in manager. The results of this study suggest that employees will perceive the organization as fair, and trust the manager who is the decision maker, when they are fully rewarded for their performance, with job satisfaction, a fair evaluation of their efforts, even if there are various factors that can influence managers to be trusted by their employees.

• Proceedings of the Korean Vacuum Society Conference
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• 2012.02a
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• pp.235-235
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• 2012

반도체/디스플레이 공정의 설치 layout의 단순화와 전체 공정 cost의 저감을 위하여 대용량, 고진공 성능의 진공시스템 수요가 증대되고 있다. 이로써 고진공 펌프 국산화의 일환으로 터보분자 펌프와 크라이오 펌프 개발이 진행 중이다. 개발 시제품의 최종 상용화 단계에 진입하기 위한 목적으로 핵심부품의 진공, 기계적 특성평가, 운전상태 및 진공 특성평가, 신뢰성 확보/공정대응성 평가를 위한 관련 기술 및 장치가 개발되었다. 본 연구에서는 터보분자펌프의 공정별 gas load 다변화에 따른 기계적 안정성과 작동 신뢰성의 확인을 위해 내구성 평가 장치를 설계/제작하였다. 상용화 제품의 성능 테스트를 통한 RPM, 소비전력, 압력 그리고 온도 등의 패턴을 확인하여 내구성 평가시스템의 신뢰성을 확인하고 터보분자펌프의 성능 특성 변화를 고찰하고자 한다. 본 연구는 지경부 산업원천기술개발사업 중 "초고진공펌프 개발" 사업의 제 3 세부과제인 "고진공펌프 종합특성평가시스템 개발(과제번호: 11201044)" 및 "스마트형 진공 배기 진단 제어 시스템 개발(과제번호: 11201038)" 과제에서 수행된 연구결과의 일부임.

• Korean Journal of Construction Engineering and Management
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• v.12 no.3
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• pp.140-149
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• 2011

The government introduced private infrastructure projects in order to reduce its financial burden by introducing private sectors efficiency and creativity and by utilizing their funds. Through revision, the act on the private investment of the infrastructure, many changes were made in the private investment system. The evaluation task to assess the project proposer's capability and to select a promoter is regarded as the most important process for fairness and transparency of the project. In this study, the improvement of project plan evaluation task of current private infrastructure projects is proposed based on the standard guideline for evaluation procedure of private infrastructure projects provided by Korea Development Institute. In addition, software program for evaluation procedure is made to improve the efficiency and enableconvenient evaluation task.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.7 no.6
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• pp.1348-1355
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• 2006

This is a study of small & venture business ethical management on finance performance. We cheesed 200 venture company or pre-venture company and surveyed. The indexes of ethical management consisted of CEO's intend fur ethical management, fairness, That is developed by The Institute for Industrial Policy Studies and used to assess big business company. The dependent variable is fiscal net profit. We analyzed the correlation and regression. The finding is that the fairness is the major factor.

• Journal of Industrial Convergence
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• v.20 no.1
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• pp.35-42
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• 2022

This study divided employee performance factors into individual, organizational, and institutional factors, and empirically analyzed their relationship with performance evaluation results. Based on the final 417 samples, the results using the SPSS and AMOS are summarized as follows. Among the performance factors, job satisfaction and a fair performance system showed a significant positive (+) relationship with the individual performance evaluation results, and it was difficult to find a clear correlation with stable interpersonal relationships. Job satisfaction (β= 0.432, t= 7.375^***) had the greatest impact, followed by a fair performance system (β= 0.127, t= 2.406^*). This can be said to be the case where the cause of performance is satisfaction with the job and the recognition that the organization's performance system is fair. However, it was found that stable interpersonal relationships, that is, interpersonal relationships that have smooth relationships with other people and are accompanied by psychological stability, are not a performance factor. Based on the empirical analysis results, a discussion on performance factors, implications of this study, and future research directions are presented.

• Journal of Industrial Convergence
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• v.6 no.2
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• pp.57-74
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• 2008

This study investigates the relationship among Appraisal outcome Satisfaction. Perceived Organization Support and Perceived Appraisal Justice. Several important findings emerge from this research. First. both distributive and procedural justice have a significant power in accounting for Perceived Organization Support. Second, it is evidenced that perceiving justice has a positive relationship with perceived organization support. Third, appraisal outcome satisfaction was higher, the level of distributive, procedural. interactional justice and perceived organization support were high. Future study. therefore. have to concentrate on the survey of casual relations among each concept in the framework of a longitudinal study. And to apply the results of this study to practical management, it is suggested that replicate research on various populations and through various experiments should be mand in the future.