• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.23 no.3
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• pp.35-43
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• 2023

The purpose of this study is to research digital twin policies for the use of administrative services. The study was conducted through a mobile survey of 1,000 participants, and the results are as follows. First, in order to utilize digital twin technology, it is necessary to first identify appropriate services that can be applied from the perspective of Gyeonggi Province. Efforts to identify digital twin services that are suitable for Gyeonggi Province's field work should be prioritized, and this should lead to increased efficiency in the work. Second, Gyeonggi Province's digital twin administrative services should prevent duplication with central government projects and establish a model that can be connected and utilized. It should be driven around current issues in Gyeonggi Province and the demands of citizens for administrative services. Third, to develop Gyeonggi Province's digital twin administrative services, a standard model development plan through participation in pilot projects should be considered. Gyeonggi Province should lead the project as the main agency and promote it through a collaborative project agreement. It is suggested that a support system for the overall project be established through the Gyeonggi Province Digital Twin Advisory Committee. Fourth, relevant regulations and systems for the construction, operation, and management of dedicated departments and administrative services should be established. To achieve the realization of digital twins in Gyeonggi Province, a dedicated organization that can perform various roles in project promotion and operation, as well as legal and institutional improvements, is necessary. To designate a dedicated organization, it is necessary to consider expanding and reorganizing existing departments and evaluating the operation of newly established departments. The limitation of this study is that it only surveyed participants from Gyeonggi Province, and it is recommended that future research be conducted nationwide. The expected effect of this study is that it can serve as a foundational resource for applying digital twin services to public work.

• Korean Journal of Labor Studies
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• v.17 no.1
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• pp.1-36
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• 2011

The purpose of this study is to analyze the effect to financial outcome and workers' outcome, using the manufacturing industry database of Human Capital corporate Panel from Korea Research Institute for Vocational Education & Training. Especially, this study used the typology of Lean production and Autonomous team production, that are the typical form of alternative work organization, to analyze. In the case of domestic manufacturing industry, individual participation practices, that have the main characteristics such as QC or suggestion system, is expanded. Therefore, with the reference of Lean production, Autonomous Team Production and the Taylor system are compared and analyzed, considering the characteristics of Socio-technical System. As a result, it is showed that the Lean production and Autonomous Team Production as a alternative work organization are more positive about the organizational performance and workers' outcome than the taylor system. However, when Lean production and Autonomous Team Production are compared, it is showed unsignificant distinction to the effect of organizational performance. Meanwhile, Lean production showed more negative effect on the every dependent variables such as working hours, income, job satisfaction, and organizational commitment as workers' performance than the Autonomous Team Production. Although the common ideas and belief is that the Lean Production is superior for the quality and organizational performance improvement, it is implied the possibility that there is some damaged workers' performance on the hidden side of that mechanism.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.2
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• pp.129-145
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• 2005

Purpose: This research was, by investigating the relations between the cultural types of a nursing organization in military hospital and performance, to ascertain the cultural types to be able to improve performance. Method: The date were gathered from 255 nurse officers who were in 19 military hospitals by using the self-report type of questionnaire. The period of data collection was from April 20, 2003 to July 15, 2003. For this research, the following tools were used: the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment. For data analysis the SPSS Win 12.0 program was used. Result: 1) Most of the cultural types of a nursing organization in military hospital is Relation-oriented. 2) In the relation between general the characteristics of subject and the organizational cultural type, there was a difference in the innovation-oriented, relation-oriented, hierarchy-oriented, and task-oriented culture according to nurse officers careers, hospital types, year in hospital, marital status, and unit(p<0.05). 3) In the relation between general characteristics of subject and organizational performance, there was a difference in the job satisfaction, affective commitment, transactional commitment, and normative commitment according to nurse officers careers, education, madrigal status and unit(p<0.05). 4) In the relationship between the of a military hospital were correlated with the type of each culture(p=0.00), 5) In the relation between the organizational culture type of military hospital and its performance, there was a positive correlation among job satisfaction and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with job satisfaction(p<0.05). There was a positive correlation among affective commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with affective commitment(p<0.05). There was no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture. The types to have an influence upon nurse officers' job satisfaction were relation-oriented culture and innovation-oriented culture(p=0.00). And relation-oriented culture and innovation-oriented culture were major variances for affective commitment and only relation-oriented culture was influential variance for normative commitment(p=0.00). Conclusion: The organizational culture type was found which had an influence upon nurse officers' job satisfaction and organizational commitment. These result are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• Industry Promotion Research
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• v.5 no.3
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• pp.11-22
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• 2020

Recently, developed countries have been suffering from a weakening sense of community due to low birthrate, aging population, rapid population movement, rapid urbanization, and industrialization. As a result, participation in local autonomy of residents in advanced countries such as the U.S. and Japan is forming community organizations at the regional level. The purpose of this study is to study the legal system of American and Japanese village enterprises. We would also like to analyze the legal system of village enterprises in the United States and Japan and examine the examples of the legal system of village enterprises in the United States and Japan. Specifically, the first is to consider the concept, background, and type of village enterprise based on prior research. Second, review the institutional characteristics of American and Japanese village enterprises. Third, I would like to analyze the cases of legal systems for village businesses such as Seattle City in the U.S. and Setaga Baseball in Tokyo, Japan. Fourth, suggest implications according to the results of the study. The results of the study suggested the following. First, the village development project should be set up and subdivided into dedicated administrative organizations. This should establish a segmented administrative organization system to support village development by establishing branch offices to support administrative services tailored to each region. Second, the village-building project should secure independent financial resources. In other words, there is an excuse to seek ways to continuously secure independent funds without relying on the administration financially for the village development project. Third, village-building should be carried out in phases. The government should support the activities of residents and promote continuous projects through phased project implementation. Fourth, a foundation must be laid for the universities and specialized high schools in the community to operate programs for regional innovation, such as social innovation.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.3
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• pp.441-456
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• 2002

Purpose : This research is, by investigating the relations between the cultural types of a nursing organization in a hospital and performance, to ascertain the cultural types to be able to improve performance. Method : The data were gathered from 487 nurses and 328 patients who were in eight general hospitals by using the self-report type of questionnaires. The period of data collection was from August 10, 2000 to September 10, 2000. For this research, the following tools were used; the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment, and the tool for measuring patients' satisfaction. For data analysis the SPSS Win 7.5 program was used. Result : 1) There was a significant difference in the organizational culture type according to the establishment type of hospital. 2) In the relationship between organization characteristics and organizational culture of a hospital were correlated with the type of each culture(p=0.00). 3) In the relation between the organizational culture type of hospital and its performance, there was a strong positive correlation between innovation-oriented culture and job satisfaction. And relation-oriented culture and task-oriented culture showed that they had a weak positive correlation with job satisfaction(p=0.00). There were a positive correlation between affective commitment and relation-oriented, innovation-oriented cultures(p=0.00), and there were no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture(p=0.00). 4) The types to have an influence upon nurses' job satisfaction were innovation-oriented culture and relation-oriented culture. These had 34.5% of influence with job satisfaction.. The type of organizational culture did not influence continuance commitment, but it had an influence on affective commitment and normative commitment. And relation-oriented culture and innovation-oriented culture had 21% of an influence with affective commitment, and they had 9.5% of an influence with normative commitment. Conclusion : As the above mentioned research results, the organizational culture type was found which had an influence upon nurses' job satisfaction and organizational commitment and patients' satisfaction in nursing service. These results are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• Journal of Korean social welfare administration
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• v.21 no.2
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• pp.257-285
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• 2019

This study attempts to examine effect of personality traits and organizational support and fairness on turnover intention. For the examination, this study uses survey data from 380 social workers of 28 community social service agencies in Seoul, Gyeonggi, Incheon areas and utilizes hierarchical multiple regression analysis. The major findings are as follows: first, in the model including personality trait and excluding organizational factors, only agreeableness was statistically significant for turnover in negative relationship; and secondly, in the full model with personality trait and organizational factors, only perceived organizational support and distributive fairness (outcome fairness) were statistically significant for turnover intention in negative relationship. Thus, controlling for other factors in the full model, personality trait was not significant factor for turnover intention and only organizational support and fairness were significant factors for turnover intention. Based on these results, this study discusses theoretical and practical implications for advanced human resource management of social service agencies.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.10
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• pp.4935-4942
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• 2013

The purpose of this study is to verify the effects of hospital employees' communication satisfaction on their perceived organizational effectiveness. Four research hypothesis are established for the purpose of this study. The subject of this study were 473 employees who were working at 10 general hospitals in Korea. The survey was done with structured questionnaire from January 3 to February 8, 2013. The results of stepwise regression analysis show that hospital employees' communication satisfaction positively affected organizational effectiveness. Interaction effects between employees' communication satisfaction and work types had stronger effect on organizational growth than organizational stability. It can be pointed out as an important issue that communication satisfaction score of medical support occupation is the lowest level(3.11 points out of 5 points). If hospitals want an integration of organization, it is required to develop method or skill to increase communication satisfaction among employees.

• Proceedings of the Korea Water Resources Association Conference
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• 2016.05a
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• pp.580-580
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• 2016

기후변화의 영향으로 전세계적으로 이상 기후 및 자연재해가 증가하면서 재난을 효과적으로 관리하기 위한 법체계 및 제도에 대한 관심이 높아지고 있다. 그럼에도 불구하고 재난관리의 법과 제도적 측면에 대한 연구는 공학 및 기술적 연구에 비해 충분히 이루어지지 않고 있다. 특히 재난관리에 대해 많은 경험을 축적해온 선진국가의 재난관리체제에 대한 연구는 아직 미비한 수준이라 할 수 있다. 따라서 본 연구는 영국의 재난관리체제를 법과 제도를 중심으로 분석하고 한국에 필요한 시사점을 도출한다. 영국의 재난관리 체제는 지방정부가 재난대응에 있어서 주도적인 역할을 수행하고 중앙정부는 대응 가이드라인을 제시하고 지원 및 조정업무를 수행하는 분산적 재난대응체제라 할 수 있다. 중앙정부에는 재해를 전담하는 조직이 별도로 구성되어 있지 않고 지방행정조직이 지역특정에 맞게 위기관리계획을 수립하고 집행한다. 지역별로는 지방정부, 기업, 시민단체로 구성된 민관협력체인 위기관리포럼을 형성하여 재난에 대처한다. 반면 한국의 재난대응체제는 중앙집권적이며 국민안전처가 재해전담조직으로서 역할을 하고 있으나 영국과 같은 민관협력체는 발달하지 않았다는 차이점을 발견할 수 있다. 영국과 한국의 재난관리체제를 비교해 볼 때 다음과 같은 법 제도적 개선방안을 제시할 수 있다. 첫째, 분산되어 있는 재난관리 기본법을 하나로 통폐합할 필요가 있다. 둘째, 지방정부의 재난대응권한을 강화해야 하며 특히 인력과 예산이 재난에 적절히 대응할 수 있는 수준으로 조정되어야 한다. 세째, 지방수준에서 재난대응 관련 기관들간 조정 및 협력을 할 수 있는 체제가 강화되어야 한다. 네째, 민간단체를 재난대응체제에 조직적으로 참여시킬 수 있도록 해야 한다. 이를 위해서는 주민단위의 방재조직이 공공부분과 효과적으로 협조할 수 있도록 할 수 있는 제도적 틀이 필요하다. 다섯째, 재난대응단계 설정에 있어 예방에 앞서 지역의 특성에 따라 예방업무를 효과적으로 수행할 수 있도록 진단하는 평가단계를 추가하는 것을 고려해야 한다.

• Journal of Technology Innovation
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• v.29 no.2
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• pp.1-30
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• 2021

Recent years have witnessed various attempts of firms to acquire new knowledge. Purchasing intellectual property or merger and acquisition (M&A) can be such attempts, but joint venture can also be an effective way internalizing new complementary assets from external partners. However, due to difficulties in the formation and implementation of learning strategies, many joint ventures have failed to acquire necessary knowledge. In this respect, based on contingency theory and dynamic capability, the current research aims to investigate the failure case of knowledge transfer in an international joint venture - KEFICO established by Hyundai motors and BOSCH. Case firm optimized for hardware technology but did not establish a differentiated learning strategy and organizational structure to acquire software skills, which are intellectuals of different natures. Due to this inconsistency, it was not able for KEFICO to absorb new type of knowledge (skills related to engine control system). This study suggests the theoretical framework illustrating the case and provides some important implications for organizational learning.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.269-274
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• 2022

With the advent of the Fourth Industrial Revolution modern society demands global convergence talent with expertise. The purpose of this study is to suggest the Person-organizational Fit can be enhanced only when university institutions enhance the learning flow and learning interest of Chinese students. Only when the suitability of Chinese students and Univ. is good will it be of great help to the educational performance and administrative management of international students, and the learning atmosphere and university image can be promoted. However, international students with excessive self-efficacy may have a negative effect on Person-organizational Fit to making it difficult to educate and manage students. On the other hand, for international students with low self-efficacy, the higher the immersion in learning, the higher the individual-organization (Univ) suitability.