• Journal of Digital Convergence
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• v.11 no.11
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• pp.219-231
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• 2013

Many companies are adopting performance measurement systems(PMS) in order to acquire competitive advantage the promote long-term growth in Coping with the rapidly changing business environment. Prior research has focused on the relation between PMS and organizational performance. However, there is limited empirical research that examines the behavioural consequences of PMS. Further, there is little empirical research that examines whether measurement diversity have direct and/or indirect effects on work performance. As such, I examine how the relation between measurement diversity and managerial performance can be explained by the intervening variables of justice and organizational citizenship behaviour. This study is summarized as follows: this study finds that measurement diversity affect managerial performance indirectly through justice and organizational citizenship behaviour.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2006.05a
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• pp.1663-1666
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• 2006

현행 철도관련기관에 종사하는 안전업무종사자(기관사, 관제사 등)의 업무적성평가제도는 나름의 논리적 토대 하에 설계되어 안전업무종사자의 업무적성검증과 역량의 개발 및 보존에 기여하는 바가 크다. 그러나 한편 조직 내외적인 여러 요인으로 인해 사회, 기술, 가치관(욕구) 등의 제반 환경적 변화추세를 적시에 제도적으로 반영하는데 일정한 한계가 있을 수 있다. 본 논문에서는 이 같은 점을 고려하면서 특히 기관사를 대상으로 한 직무분석결과를 토대로 현행 업무적성평가제도와의 적합관계를 분석하여 바람직한 제도적 틀을 설계하기 위한 기초정보를 제시하려는데 그 목적이 있다.

• Social Economics & Policy Studies
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• v.9 no.4
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• pp.119-146
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• 2019

The purpose of this study is to develop social performance measures of social enterprises and to verify the validity of developed measures. In order to achieve the purpose of this study, first, previous studies on the concept, components, and scale development of social performance were analyzed. After developing a scale suitable for measurement, the validity was verified. The preliminary questions on the social performance scale were 15 items, and after the exploratory factor analysis, 3 items were removed and classified into 2 factors. The sub-factors of the social performance measure were named community development, contribution and community spirit. As a result of confirmatory factor analysis based on 15 items, 3 items were removed. Finally, the social performance scale consisted of 12 questions, divided into two factors.

• The Journal of the Korea Contents Association
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• v.16 no.12
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• pp.667-676
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• 2016

The purpose of study was to determine the differences in organizational culture between social enterprises and commercial enterprises and assess the impact on organizational performance in Korea. Main results are as follows. First, Social enterprises employ a lot of low-imcome women and the elderly worker. Second, rational culture is high in profit businesses, but cultural group is high in social enterprises. In commercial enterprise, productivity and efficiency, planning and goal setting, assessing goals and looking for the evaluation of the performance are important. and in social enterprise, affinity and participation, employees individual development and group morale and cohesion, emphasis on mutual cooperation and trust are important. In addition, both social performance and economic performance, social enterprises are higher than in commercial enterprises. Social enterprises are operating transparently based on workers participation and understanding is expected that economic performance is also highly recognized. Third, social performance is higher development and group culture are higher in commercial enterprises, and development, group and hierarchy culture are higher in social enterprises. Economic performance is higher reasonal culture is lower in commercial enterprises, and group culture is higher in social enterprises. Therefore, the social enterprise workers are recognizing social and economic performance are higher than commercial enterprise workers. In short, social enterprises is making discriminatory organizational culture, and this is contributing to achieving organizational performance.

• Transactions of Materials Processing
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• v.13 no.7
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• pp.570-579
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• 2004

정상상태 압연공정의 오일러리안 공정해석 모델에 관한 연구들을 종합 정리하였다 본 연구의 유한요소해석 모델은 집합조직의 발전에 따른 이방성과 미세기공의 성장에 따른 기계적 성질의 열성화를 평형방정식에 직접 결합하였다 따라서 집합조직의 발전 및 기공률의 변화를 예측하고 동시에 이방성과 기계적성질의 열성화를 해석에 반영할 수 있다. 더불어 오일러리안 해석에서 형상예측을 위하여 자유곡면 수정법과 유선추적법을 유한요소해석 모델에 결합하였다 본 연구의 공정해석 모델을 평판 압연, 클래드압연, 삼차원 사각단면봉의 압연 및 형상압연에 적용하여 집합 조기의 발전, R-값, 항복곡면, 결함성장 등의 기계적성질의 변화 예측과 클래드 압연시에 이중재 접촉면 형상, 배불림, 형상압연 시의 단면변화 등의 형상변화 예측을 보여주었다.

• Food Science and Preservation
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• v.8 no.4
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• pp.434-441
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• 2001

The purpose of this research is the establishment of optimal processing and the quality improvement of confectionary analysis of the damaged starch content of flour. I studied the rheological and bread making properties of the dough containing different damaged starch content. I examined rheological and physico- chemical characteristic farinograph, extensograph and amylograph with DNS, CWRS and SW containing 6.5%, 8.2%, 9.0%, 9.0% and 10.5% of damaged starch. And I measured the hardness and specific volume and performed the functional survey by rheometer for quality control. In the amylogram, at the damaged starch content 9.5% at such the maximum viscosity was 900 B.U. the volume of bread fermention tolerance were increased. In addition, the extensegram after 135 min showed that maximum resistance of the dough were 570 B.U at the damaged starch contents of 9.5% and the bread had homogeneous air cells and internal structures at the damaged starch contents of 9.5% at which the area(A), resistance(R) and R/E value of the dough were highest.

• Product Safety
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• s.46
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• pp.22-25
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• 1996

팀제란 종래의 자리중심의 계층별조직이나 일과 사람이 획일적으로 정해지는 부, 과제의 모순에서 탈피하여 능력과 적성에 따라 탄력적으로 인재를 팀에 소속시키면서 팀장을 중심으로 일을 해나가는 것이다. 조직체계도 담당-대리-과장부서장에서 이제는 담당자-팀장으로 간소화되어 팀내에서는 모든 정보가 공유된다.

• Proceedings of the Materials Research Society of Korea Conference
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• 1994.05a
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• pp.64-64
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• 1994

• Journal of The Korean Association of Information Education
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• v.6 no.3
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• pp.279-287
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• 2002

These days, school education is making every possible effort to bring up a human able to opposed creatively to 21 century social, because of society is global and informational step by step. For this, the special activity in the seventh curriculum is expended and reorganized from three areas to five areas. On the other hand, the special activity is pushed ahead with the developmental activity in consideration of student's ability and aptitude. However, the teachers are difficult to organize of the developmental activity in based on student's ability and aptitude. Because of developmental activity is organized in the beginning of a term, not only the teachers are fallen to realize student's ability and aptitude but also students ignore ability and aptitude themselves. Therefore this paper designs a program based on MI(Multiple Intelligence) theory to compose developmental activity effectively. Up to now, MI is introduced nine kinds of intelligence, Linguistic Intelligence, Logical-Mathematical Intelligence, Musical Intelligence, Spatial Intelligence, Bodily-Kinesthetic Intelligence, Interpersonal Intelligence, Intrapersonal Intelligence, Naturalist Intelligence, and Existentialist intelligence. this paper designs the K-MIDAS test[1] based on seven kinds of intelligence areas and implements developmental activity program suit to student's ability and aptitude based on the MI test result.

• The Journal of the Korea Contents Association
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• v.12 no.4
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• pp.426-437
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• 2012

The purpose of this study is to investigate the relationship between internal service quality, internal customer satisfaction and management outcome of airport security agents. This study had selected special securities from Incheon airport of October, 2011 for population. Using judgment sampling method, 282 samples were drawn and were used for the final analysis. Questionnaire used in study is composed of total 43 questions and using SPSSWIN 18.0, frequency analysis, factor analysis, reliability analysis, multiple regression analysis and path analysis were performed. Cronbach's ${\alpha}$ value which shows the reliability of the survey came out to be over .686. The conclusion is following: First, internal service quality of airport security agents affects internal customer satisfaction. That is, as corporality, responsiveness and empathy increase, internal supply satisfaction and job satisfaction also increase. Second, internal service quality of airport security agent affects job performance. That is, as corporality, reliability and responsiveness increase, non-financial performance and financial performance also increase. However, when empathy is not activated well, financial performance is decreased. Third, airport security agent…s internal customer satisfaction affects job performance. That is, as activation of internal supply satisfaction increases, nonfinancial performance and financial performance are increased. Fourth, airport special security agent…s inside quality of service exerts direction indirect effect in inside customers satisfaction and management result. That is, inside customers satisfaction is an important variable that mediate inside quality of service and management result.