• Korean Management Science Review
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• v.8 no.1
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• pp.71-89
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• 1991

최근 기업에서는 사무생산성을 향상시키기 위하여 조직의 특성에 맞는 사무자동화 기기를 도입하여 운영하고 있다. 조직에 따라 OA추진 방식이 다양하므로 OA 추진현황을 분석하여 성공적으로 OA를 추진할 수 있는 방안을 제시할 수 있다면 의미가 있다고 하겠다. 본 연구에서는 현재 우리나라의 OA현황을 조사분석하여 기업이 OA를 추진하는데 가장 적합한 추진방향을 제시하는 것을 목적으로 한다. 따라서 개략적인 OA추진운영 현황을 파악한 후 추진특성별 운영방식과 추진운영별 도입성과를 확인하여 OA도입성과를 극대화하는 추진방향을 제시하고자 한다. 연구조사를 위해 OA 추진 업체와 OA 관련 종사자를 대상으로 우편 설문조사를 실시하여 자료를 수집하였다. 연구결과는 대기업의 경우 OA가 일정수준에까지 도달하였으며, 대부분 장단기계획을 수립한 후에 OA를 추진하고 있으나 투자비용 제한, 개발인력 부족, OA기기에 대한 저항감과 같은 문제점을 안고 있는 실정이므로 이러한 문제점을 해결할 수 있는 방안을 마련하여 OA를 활성화하는 것이 바람직하다. OA실무자는 단순반복업무를 담당하고 있어 업무처리와 관리방식 개선과 같은 근본적인 업무를 거의 하지 못하고 있다. OA도입성과를 극대화하여 성공적으로 OA를 추진운영하기 위해서는 장기계획을 수립하여 추진하고 실무자의 의견을 반영하여 중대형 컴퓨터와 연계활용해야 하는 것으로 나타났다.

• Proceedings of the KAIS Fall Conference
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• 2007.11a
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• pp.403-405
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• 2007

본 연구는 선행 논문들을 통하여 치과위생사들의 업무 및 관리체계에 영향을 미칠 것으로 예상되는 요인들을 확인하고, 각 요인들을 치과위생사의 업무 및 관리체계의 향상과 전문적인 업무영역의 확립을 위한 자료로 제공하고자 수행하였다. 본 연구를 위한 도구는 2004년 대한 치과위생사협회에서 보고한 치과위생사의 업무확장에 관한 조사연구를 기초로 하였다, 향후 치과위생사들 스스로 보다 전문성을 갖춘 치과위생사로서 교육자, 연구자, 관리자등 다양한 역할 수행을 할 수 있을 것이다.

• Journal of dental hygiene science
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• v.11 no.5
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• pp.463-469
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• 2011

The purpose of this study was to investigate effect of gap between expected job and performed job on job satisfaction and turnover intention in clinical dental hygienists. A total 292 hygienist in dental hospitals and dental offices in nationwide completed a questionnaire on their daily routine job and job which they expected and measured gap between expected job and performed job, such as chairside assisting, preventive care, consultation, reception. The study showed the gap on chairside assisting job among age, career and showed the gap on consultation among age, education, career and showed the gap on reception among age, career. gap on chairside assisting, salary satisfaction, personal day affected job satisfaction and gap on chairside assisting, children, salary satisfaction affected turnover intention. The study showed that salary satisfaction and gap on chairside assisting associated with turnover intention and job satisfaction. Personal day affected job satisfaction but did not affect turnover intention.

• The Journal of the Korea Contents Association
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• v.8 no.12
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• pp.386-395
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• 2008

The purpose of this study is to understand the cognitive power from user who have used hotel management information system and to search contribution level for hotel management. The survey results are : There are different cognitions, between PKG and developed user system, short term employee and long term employee, reservation part and front office part. Specially IT service management parts(mostly outsourcing) have low degree cognition, because of lated supporting and being short of IT service management system. Hotel information system construction gives us to be easy management operating and to be fast management but Hotel information system has to lead value creation, to support decision making, to present advavced management for hotel.

• Journal of the Korea Convergence Society
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• v.11 no.9
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• pp.287-296
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• 2020

The purpose of this study is to analyze, medical institutions wanted to investigate what caused the shortage of opticians' manpower and suggest solutions. This study was conducted on 31 opticians (11 male and 20 female) working at medical institutions through a self-reporting method survey. Through the survey, basic information of the subjects and the information and satisfaction level of the medical institution on duty were investigated and analyzed. There were many people who had a license for optometrist but did not do optometrist work, and the married people were less satisfied with their work and the proportion of people who did not do optometrist work was higher. The cause of these problems was salary. Opticians who needed higher salaries for marriage and other reasons were able to increase their salaries by adding other tasks in their own areas. This unsatisfactory salary at medical institutions has led to a shortage of optometrists at ophthalmic clinics.

• Proceedings of the Korean Society of Computer Information Conference
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• 2014.07a
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• pp.131-134
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• 2014

본 연구의 목적은 직장인의 주관적 안녕감에 대한 업무 효능감/의미감의 역할을 조사하는 것이다. 이를 위해 본 연구는 긍정 정서, 부정 정서, 삶의 만족과 같은 주관적 안녕감의 구성요인들과 업무 효능감, 업무 의미감으로 구성된 이론모형을 제안하였다. 설문방법을 이용하여 자료를 수집하였고, 구조방정식모형을 사용하여 자료를 분석하였다. 분석결과 첫째, 예상대로 긍정 정서는 삶의 만족에 긍정적인 영향을 미치는 반면 부정 정서는 삶의 만족에 부정적인 영향을 미치는 것으로 나타났다. 둘째, 업무 효능감과 업무 의미감은 긍정/부정 정서와 삶의 만족 간의 관계를 매개하는 것으로 나타났다. 업무 효능감 및 의미감이 직장인의 행복감에 의미 있는 영향을 미친다는 본 연구의 결과는 조직 관리자들이 효과적인 지휘 전략을 수립하는데 기초 자료가 될 것으로 기대된다.

• Journal of Korean Library and Information Science Society
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• v.33 no.2
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• pp.79-108
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• 2002

The purpose of this study is a survay and analysis about the curriculum for assistant librarian. for this pupose, first a literature study was done along with interviews with assistant libraian, second a questionnaries survay was conducted among professor, library administriatiors and assistant librarians, and the survey data were analysed by SAS packages.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.5
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• pp.216-224
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• 2018

The purpose of this study was to measure the depressive symptoms and to determine their relationship with job stress content and social support of manufacturing male workers. A total of 428 male workers were surveyed from July 1 to August 31, 2017 using self-administered questionnaires. For the results, the rate of the depression group was 25.1%. In terms of the CES-D scores by job stress contents, CES-D scores were higher in the high job demand group than in the low group and higher in the low job control group than in the high group. In terms of CES-D scores by social support, CES-D scores were higher in the low supervisor support and coworker support group than in the high group. CES-D scores showed a significant positive correlation with job demand but a negative correlation with job control, supervisor support, and coworker support. In terms of hierarchical multiple regression analysis, higher job demand was associated with lower job control, and lower support of supervisors and coworkers gave high depression scores. Explanatory power for depression score significantly increased by 18.4% according to job demand and added job controls. Explanatory power increased by 14.1% with the support of supervisors and coworkers. The above results suggest that the level of depressive symptoms is highly correlated with job demand, job control, and support of supervisors and coworkers.

• The Journal of the Korea Contents Association
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• v.19 no.4
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• pp.256-266
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• 2019

There are many different job skill evaluation scales, but the development of the job skill scale for the workers in the local child care centers has much to be improved. The purpose of this study is to develop and validate the job skill scales for the workers of local child care centers. It is also the purpose of this study to specify the scope of work for such workers and define the job skills to develop a tool to evaluate the job skills of them, eventually. As for the study method, the researcher conducted literature review and Delphi survey to extract the job skill factors. Then, after going through a discussion with an expert, the researcher developed the preliminary questions to verify the validity of the contents and the certification validity. For this, a survey was conducted with the workers in local child care centers across the country, and a total of 221 questionnaires have been used for analysis. With this, a total of five job skill factors for such workers were identified, based on which 20 questions were developed to constitute the scale. The sub-factors identified were student supervision, program planning, child education, administrative works, and link-up with the local community. The confidence level of the scale developed in this study was Cronbach ${\alpha}=.940$(N=221). With the scale of the job skills of the workers in local child care centers, it would be possible to develop various job skill programs. And, this would be able to be used for evaluating the job skill levels of not only the workers in the local child care centers but also other child-care service providers.

• KLA journal
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• v.22 no.6
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• pp.32-49
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• 1981