• The Journal of the Korea Contents Association
• /
• v.13 no.2
• /
• pp.244-253
• /
• 2013

This research explores the impacts on the recognition of organizational justice for public employees organizational citizenship behavior during the public-sector reformation. Research results are summarized as follows. The first, the job satisfaction and organizational citizenship behavior of public employees relate with procedural justice, interactional justice. but distributive justice not impact. The second interactional justice relations impact organizational citizenship behavior. The third, job satisfaction does the intermediate role between the organizational justice and organizational citizenship behavior of public employees. These result contribute to the explanation of how public employees organizational citizenship behavior work in the public sector reform process.

• Proceedings of the Korean Information Science Society Conference
• /
• 2000.04a
• /
• pp.528-530
• /
• 2000

소프트웨어 시스템에 대한 요구사항이 증가하고 그 규모가 점차 거대.복잡해짐에 따라 시스템을 개발하기 위한 절차, 방법 등이 무수히 생겨나게 되었다. ISO/IEC 12207 소프트웨어 생명주기 공정 표준은, 존재하고 있는 소프트웨어 개발 및 유지보수에 대한 절차 및 방법에 대한 일반적인 지침을 제시하기 위해 제정되었다. 이 표준은 표준 자체의 특성의 하나인 보편성을 유지하기 위해, 특정 프로세서 모델에 치우치지 않고 기반 표준(Base Standard)의 성격을 갖는다. 결국 표준은, 어떠한 프로젝트에서 어떠한 프로세스 모델을 사용하고 임의의 방법론을 사용하든 모든 경우에 적용될 수 있어야 한다. 그런데 최근 소프트웨어 산업의 새로운 패러다임으로 받아들여지고 있는 컴포넌트 기반 소프트웨어 개발(CBSD)환경에서는, 전통적인 개발환경과 많은 차이점을 지적하며 새로은 개발 프로세서들이 제안되고 있다.[4]. 따라서 본 논문에서는 CBSD환경에서의 ISO/IEC 12207 표준의 적용성을 고찰해보고 표준의발전, 개선 방향에 대해 모색해 보고자한다.

• Journal of the Korean Institute of Gas
• /
• v.3 no.1
• /
• pp.27-32
• /
• 1999

Chemical processes are highly nonlinear, multivariable systems and have complex structures. However, the controllability evaluation procedures are complicated, and the required information is very often unknown at the early design stage. Therefore, it is necessary to develop a procedure to evaluate and enhance controllability while designing processes and plants. To evaluate controllability in the design stage, it is most efficient to analyze process structure. Relative order can be used as a measure of 'physical closeness' between input and output variable. Structural controllability analysis using relative order is shown to be effective in a case study of heat exchanger network synthesis.

• Korean Journal of Construction Engineering and Management
• /
• v.21 no.3
• /
• pp.76-84
• /
• 2020

The rate of application of the modular plant in the plant industry is increasing, and for the success of the modularization projects, it is essential to develop and implement a systemized methodology across all phases of the project. However, Korean EPC firms lack project management capability when it comes to apply standardized methodology. Therefore, it is important to establish and systematize the cost/schedule integrated management method which are the two core elements of project management technology. This study was conducted to develop a methodology and guidelines for integrated management process for modular plant projects. The researchers developed a methodology for planning and managing cost and schedule, and integrated by module unit. Integrated cost and schedule methodology and guidelines developed can be used for various EPC modular plant projects to enhance the efficiency of project management.

• Knowledge Management Research
• /
• v.22 no.2
• /
• pp.269-288
• /
• 2021

In a rapidly changing corporate environment, the relationship among organizational justice, job attitude, and cynicism as factors influencing exit, voice, loyalty, and neglect that can promote the performance improvement of organizational members was analyzed with the PLS (Partial Least Squares) structural equation in two stage approach. Organizational justice constitutes a formative secondary factor by the first order of distributional justice, procedural justice, and interactional justice, and job attitude is a formative secondary factor of job satisfaction and organizational commitment. We analyze the direct and indirect effects by mediating relationships of cynicism and job attitude on the factors such as exit, voice, loyalty, and neglect. From the perspectives of knowledge management, we analyzed how the perception of organizational justice affects the overall performance of the organization through the improvement of the employees' performance.

• The Journal of the Korea Contents Association
• /
• v.9 no.3
• /
• pp.288-295
• /
• 2009

This study empirically analyzed how the organizational fairness perceived by revenue officers affect the empowerment and employee efforts. The result of the analysis revealed that as for job fairness, distribution fairness and interaction fairness, with the exception of process fairness, have significant influence on the empowerment while the empowerment, in turn, has significant influence on the employee efforts. This finding confirms that a high level of organizational fairness perceived by revenue officers in their job processes results in a high level of empowerment, which then produces heightened employee efforts, eventually contributing to the efficiency of revenue officers' job performance and the improvement of satisfaction with service quality. Therefore, it is necessary that administrators of revenue offices allow their subordinates to develop their potentials by empowering the employees and delegating authority.

• Korean Journal of Social Welfare Studies
• /
• v.42 no.4
• /
• pp.239-262
• /
• 2011

The Korean government's recent large-scale termination and modification of welfare benefits revealed a procedural problem under the National Basic Living Security Act. Under the Act, welfare recipients have a legal right to make complaints only after the termination or modification is enforced; the Act fails to provide the recipients with an opportunity for a hearing before termination or modification, and this creates serious threats to the recipients, whose livelihoods are dependent on welfare benefits. Korean jurisprudence has adopted the due process of law principle. The principle originated from the due process in US jurisprudence, and Korea has applied it broadly to any government actions that restrict individuals' constitutional or legal rights. This paper reviews the termination or modification procedure under the Act with the lens of the due process principle and criticizes that the current law is not in compliance with the principle. In supporting that such termination and modification procedure infringes on welfare recipients' protected rights, this paper discusses two theories as to what rights are protected. First, termination or modification of welfare benefits can be considered as deprivation of property. The 'property' theory may be weak under Korean jurisprudence, because the concept of property under the Korean Constitution is narrowly construed. Second, this paper relies on the constitutional provision that recognizes "the right to a life worthy of human beings," which requires the State to guarantee minimum standard of living for all. As welfare recipients are deemed to receive benefits as a right under the Constitution, any deviation from the minimum requirement would constitute a violation of constitutional rights. In any case, termination or modification of welfare benefits that are concretized under the Act should be protected under the due process principle, because the principle would cover any government actions that restrict established legal rights. This paper argues that the procedural due process requires the recipients be guaranteed an opportunity to have a hearing before the termination or modification is enforced. An independent decision-maker should hear the proceedings, and the recipients should have an option to orally present their opinions in front of the decision-maker. The hearing process under the Administrative Procedures Act of Korea offers elements that would satisfy these procedural requirements. Thus, this paper concludes that the National Basic Living Security Act should be amended to adopt the hearing process under the Administrative Procedures Act in its termination and modification procedure.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.14 no.3
• /
• pp.73-84
• /
• 2019

Despite decades of work experience, workers at small- and medium-sized enterprises(SME) here have yet to make inroads into the self-employed sector that utilizes the job competency they have accumulated at work after retirement. Unlike large companies, SME do not have a proper system for improving the long-term job competency of their employees as they focus on their immediate performance. It is necessary to analyse the independent variables affecting the job competency of employees of SME to derive practical implications for the personnel of SME. In the preceding studies, there are independent variable analyses that affect job competency in specialized industries, such as health care, public officials and IT, but the analysis of workers at SME is insufficient. This study set the person-job fit and organizational justice based on the prior studies of the independent variables that affect the job competency of SME general workers as a dependent variable. The sub-variables of each variable derived knowledge, skills, experience, and desire for person-job fit, and distribution, procedural and deployment justice for organizational justice, respectively. The survey of employees of SME in Korea was conducted from February to March 2019 by Likert 5 scales, and the survey was retrieved from 323 people and analyzed in a demonstration using the SPSS and AMOS statistics package. Among the four sub-independent variables of person-job fit, knowledge, skills and experience were shown to have a significant impact on the job competency, and desire was not shown to be so. Among the three sub-independent variables of organizational justice, deployment justice has a significant impact on job competency, but distribution and procedural justices have not. Personnel managers of SME need to improve the job competency of their employees by appropriately utilizing independent variables such as knowledge, skills, experience and deployment at each stage, including recruitment, deployment, and promotion. Future job competency modeling studies are needed to overcome the limitations of this study, which fails to objectively measure job competency.

• 한국벤처창업학회:학술대회논문집
• /
• 2023.04a
• /
• pp.39-44
• /
• 2023

우리나라에서는 벤처생태계의 구성이 태생적으로 정부 주도로 법제화된 정부자금의 지원이 기초가 되어 이루어지면서 공적 자금의 정책적 목적에 따라 운영되어왔다. 따라서 벤처투자기구에 대해서 이해상충 가능성 배제, 고도의 윤리성, 공정성 및 투명성 등을 요구하는 등 강한 규제가 반영되게 되었다. 이러한 공적규제가 일면 타당성이 있을 수 있으나, 공적규제 위주의 관리감독 체계는 규제의 영향을 크게 받는 한국 벤처투자 시장의 성격상 민간자금의 유입을 제한할 수 있다. 민간 중심의 벤처투자 시장으로 전환하기 위해서는 공적규제를 강화하기보다는 자율규제 영역을 확대하여 업계의 전문성과 효율성에 친화적인 규제 환경을 조성할 필요가 있다. 따라서 본 연구에서는 벤처투자 시장의 자율규제 가능 영역을 살펴보고, 벤처투자기구의 운용사 관점에서의 자율규제 방안을 제시하였다. 구체적 방안 중 하나로는 출자자 사이의 자치적 규범이라고 할 수 있는 규약의 표준이 참여자의 전문적인 식견을 최대한 반영하여 마련된 것이므로, 펀드 결성 이후 출자자 사이의 규약을 둘러싼 분쟁이 발생하는 경우 이를 자율적으로 해결할 수 있는 1차적인 분쟁 조정 절차를 마련해 볼 수 있다.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.16 no.11
• /
• pp.7648-7655
• /
• 2015

Nursing service quality can vary depending on the work attitude and behavior of nurses. Nursing attitude and behavior that can be described as voluntary and proactive organizational citizenship behavior(OCB). OCB affects the work performance of nurses in clinical practice is very important and organizational justice is an important influencing factors of OCB. The purpose of this study was to determine the influential factors of organizational justice on OCB of nurses. The descriptive-correlational method was applied. The study was carried out less than a 500-bed hospital. Participants of the study included 230 nurses working in secondary hospitals. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient and multiple regression with the 18.0 SPSS/Window program. Considering the components of organizational justice, there was a significant positive correlation(r=.172~.540, p=.000) between OCB and distributive, procedural and interactional justice. Also, Total organizational justice explained 29.1% of total OCB with influencing factor (${\beta}$=.540) and was statistically significant(F=93.777, p=.000). The influencing factors to OCB were distributive justice(${\beta}$=.283) and interactional justice(${\beta}$=.249) except procedural justice. The findings suggest that strategies of nursing management are needed to focus on distributive justice for compensation and interactional justice for social relationship in order to induce nurses' organizational citizenship behavior.