• The Journal of the Convergence on Culture Technology
• /
• v.7 no.1
• /
• pp.111-116
• /
• 2021

Frequent restructuring of the organization according to the rapidly changing business environment, and increasing of employment insecurity made the employees have a cynical attitude toward the organization. The organizational cynicism is believed to hinder the supportive climate and negatively affect organizational effectiveness. This paper analyzed the effects of the cynicism of employees on the supportive climate and organizational effectiveness. Data were collected through questionnaire instruments from 172 employees of a public service. To test the hypothesis, structural equation modeling was employed. The analysis results showed that the supportive climate had a positively significant effect on the organizational effectiveness. And the organizational cynicism had a negative effect on the supportive climate. Finally, cynicism had a negative indirect effect on organizational effectiveness through a organizational climate.

• The Journal of the Korea Contents Association
• /
• v.18 no.3
• /
• pp.279-285
• /
• 2018

Recently, having many studies have reported that positive psychology in the workplace have a positive relation with performance, organizations have been trying to develop and main the positive psychology and emotion. The companies have started to support the systematic health promotion program which was considered the individual domains. Also, the company has emphasized the importance of leaders' health promotion behavior. Therefore, we have conducted the empirical analysis for the relationship between leaders' health promotion behavior perceived team performance. Additionally we have analyzed the moderating effect of team climate between leaders' health promotion behavior and perceived team performance. For this analysis, we have collected the 253 data from business people of IT manufacturing firm and did hierarchical regression analysis. As a result, wellness leadership showed the positive relations on perceived team performance. Team climate for the health promotion moderated between wellness leadership and perceived team performance. Finally. we have proposed the academic and practical implications in terms of business.

• The Journal of the Korea Contents Association
• /
• v.16 no.1
• /
• pp.568-577
• /
• 2016

The purpose of this study is to verify the moderating effect of perceived wellness climate in the relationship where work-family conflict influences individual engagement. For this, survey was executed on employees of 11 companies including IT, service, manufacturing and etc. After the survey was executed, statistical analysis was executed. This study executed validity test, credibility test, and Hierarchical Linear Regression. The analysis result is as follows. First, work-family (family-work) conflict gives negative (-) influence on individual engagement. Second, perceived wellness climate was marginally significant in the relationship between work-family conflict and individual engagement. And the control effect of perceived wellness climate in the relationship between family-work conflict and individual engagement was significant according to statistics. The conclusion states the implications and limitations of this study, and suggests directions on future studies.

• Journal of Digital Convergence
• /
• v.11 no.9
• /
• pp.79-86
• /
• 2013

I have empirically investigated the relationship between work-family facilitation and perceived team performance and the moderating effect of wellness climate between work-family facilitation and perceived team performance. For testing hypothesis, hierarchical linear regression was conducted. The results of analysis are followings; hypothesis 1, work-family facilitation is positively related to perceived team performance, was significantly supported. Hypothesis 2, wellness climate moderates the association between work-family facilitation and perceived team performance. The results imply that when the HR practitioners design job and welfare program of employees should consider work-family facilitation. Additionally, to improve the performance of organization should consider not only work-family facilitation but also climate of organization supporting work-family facilitation, wellness climate.

• Proceedings of the CALSEC Conference
• /
• 2000.08a
• /
• pp.385-401
• /
• 2000

◆ 최고경영층의 관심과 적극적인 지원 ▶ 추진력 부여와 투자지원 ◆ 지식경영 추진을 위한 충분한 자원확보 ▶ 충분한 인력 및 예산 확보 ◆ 팀장 및 임직원의 적극적인 참여 유도 ▶ TFTeam ＋ XXXX팀＋XXX팀 ▶"XXXX가 주체"라는 의식 필요 ◆ 지식 공유 및 활용에 우호적인 조직 분위기 조성 ;KM활성화 방안(Change managing program) ▶ 홍보 및 교육확대 ▶ 신바람 나는 평가와 보상 ◆ 시스템이 아니라 지식중심으로(중략)

• KAPE Magazine
• /
• s.227
• /
• pp.4-6
• /
• 2015

아직은 6월호 전북지원에 담뿍 젖어있을 무렵인 지난 6월 10일, 강원지원 독립사무실 개원식이 개최됐다. 개원식에 맞춰 취재를 가려고 이제나저제나 하고 있던 차였기에 빨라도 2~3주는 뒤에 하게 될 본격적인 취재에 앞서 사전방문을 하게 됐다. 그래서인가 마음 한편 왠지 모를 조급함을 품고 지원 사무실을 찾았었다. 하지만 이날 개원식은 메르스의 여파로 인해 차분하면서도 새 시작의 설렘을 느끼기 충분한 분위기였다. 작은 조급함 따윈 금세 날려버리고 이리저리 신나게 이후 취재계획을 짜게 할 만큼 기분 좋은 첫인상이었다.

• The Journal of the Korea Contents Association
• /
• v.21 no.3
• /
• pp.258-269
• /
• 2021

This research examines the effects of family-friendly organizational climate(FFOC) on innovative behavior. In addition, this study analyzed the moderated moderation effect of members' gender and resilience in the relationship between FFOC and innovative behavior. The results of this study, which empirically analyzed 1,026 employees of manufacturing companies in South Korea using SPSS regression analysis and PROCESS macro, are as follows. First, the FFOC showed a positive effect on innovative behavior. Second, gender had a moderating effect on the relationship between FFOC and innovative behavior. Specifically, men showed higher innovative behavior than women at the low FFOC level, but women showed higher innovative behavior than men at the high FFOC level. Finally, this research demonstrated the moderated moderation effect of gender and resilience in the relationship between FFOC and innovative behavior. ① When the FFOC was high, in the employee group with a low level of resilience, women's innovative behavior was higher than that of men. On the other hand, men's innovative behavior remained at a certain level regardless of FFOC. ② Also, in the employee group with a high level of resilience, the innovative behavior of men was higher than women regardless of FFOC. Based on the results of this study, theoretical and practical implications, research limitations, and future research directions were discussed.

• The Korean Publising Journal, Monthly
• /
• s.176
• /
• pp.6-6
• /
• 1995

고구려 백제 신라 삼국은 같은 문화적 기반 위에 성립됐지만 각기 다른 민족 구성과 풍토에서 불교를 수용한 결과 동질성과 함께 지역적 특성을 그대로 나타낸다. 고구려는 힘으로 충만된 양감과 자유분방함, 백제는 세련되며 온화하고 정적인 분위기, 신라는 자유분방하고 치졸한 양식이 각각 특색으로 드러나 있다.

• The Science & Technology
• /
• v.11 no.6 s.109
• /
• pp.27-29
• /
• 1978

한국과학재단(이사장: 최형섭 과학기술장관)은 5월20일 9개분야의 기초연구 활동지원 대상과제 81건을 선정하고 모두 2억 9천2백40만원을 지급하기로 확정했다. 지식과 혁신의 원천인 대학의 기초연구를 적극적으로 지원하여 대학에서의 연구분위기를 쇄신하고 나아가 산업기술혁신은 물론, 우리나라 과학기술진흥에 이바지할 목적으로 77년 5월18일 특별법으로 설립을 보게된 한국과학재단은 그동안 체제의 정비를 하고 1주년을 맞아 이번에 제 1차로 78년도 연구사업 지원대상을 결정하게 된 것이다.선정된 과제에 대한 연구비는 6월중에 지급된다.

• Journal of Korea Fair Competition Federation
• /
• no.77
• /
• pp.18-25
• /
• 2002

공정위는 기업들이 자율적으로 자율준수규범을 마련한 것을 공정거래협회 등을 통해 적극 지원해주고 이런 사회분위기가 마련되도록 지원해 주는 것이 우리 사회에 공정거래질서를 빠른 시일내에 확립하는 기회가 될 것이므로 이와 같은 노력을 더욱 강화해야 할 것이다. 그래서 공정거래질서의 유지는 기업들의 자율적인 노력과 협회 등 관련기관들이 노력할 부분으로 남겨두고 공정위는 보다 정책적인 면에 대해 힘을 쓰는 것이 바람직하다고 생각된다.