• 한국사회복지학
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• 제48권
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• pp.271-301
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• 2002

This paper is to provide the legitimacy of the recruit system of professional social welfare workers in public sector with government by analyzing the evaluation results of the supervisors. In order to evaluate the public welfare workers recruit system, 500 supervisors are selected randomly from the universe of 2,880 supervisors working in the public welfare field. They are not a professional social worker, but an administrative supervisor in hierarchical structure. Among them 302 supervisors give their views on the recruit system, social welfare workers' job achievement, job attitude, ability, and professional values. They assess the workers' job achievement very positively, which are affected by job attitude, ability, and professional values. They agree that it is very valuable to exist the recruit system of professional social welfare workers in public sector, because it has contributed to increasing the workers' job achievement level in the public welfare field. This study concludes that it is successful to adopt the recruit system of social welfare workers in public sector, and suggests that the system be developed further in public welfare field. Besides, this paper insists that professional public welfare workers recognize that they are one of the members of the organization and they work together with administrative staffs.

• 대한디지털의료영상학회논문지
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• 제6권1호
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• pp.19-23
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• 2003

In recent years, many computer systems that are used for patient diagnostic and treatment purpose s are being introduced within hospitals. Therefore, being in a position to manage the hospital entirely, efforts to integrate their own unique system into one have started. A system values humans and creates the surrounding atmosphere into one which maximizes the abilities of individuals. For this, a scientific integration management operation system is required. The type of system that is demanded due to this requirement is an ERP(Enterprise Resource Planning) system. Lately, even the hospital industry is beginning to show interest in efficient administrative methods. To deliver more predominant medical services, hospitals are trying to introduce scientific administrative methods, whose superiority were proven in enterprises, to the operation system of the hospital organization. ERP values humans over systems, and within a superior system, emphasizes the efficiency of the organization. This sort of process does not just evaluate and manage the working abilities of individuals, but provides an advanced working environment that increases the abilities of members within the organization by fold. Therefore, this research estimates through questionnaires and introductive cases how the introduction of ERP may change the work of customers within hospitals such as the radiologic technology department, and how it may also change the environment of medical services, thus striving to create a radiologic technology department that will not fall behind the times.

• 디지털산업정보학회논문지
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• 제19권1호
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• pp.23-30
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• 2023

According to the government's plan for cloud conversion and integration of information resources for administrative and public institutions, work is underway to convert administrative and public institutions to the cloud by 2025. In addition, in the private sector, companies in many fields, including finance, are already using cloud services, and the usage is expected to expand more and more. As a result, changes have occurred in security control activities using security systems, it is required to secure visibility for encrypted traffic when building a cloud control environment. In this paper, an analysis was conducted on the way to provide visibility in the cloud service environment. Ways to provide visibility in the cloud service environment include methods of using load balancer, methods of using security systems, and methods of using equipment dedicated to SSL/TLS decryption. For these methods, Performance comparison was performed in terms of confidentiality, functionality (performance), cost. Through this, the pros and cons of each visibility provision method were presented.

• The Journal of Asian Finance, Economics and Business
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• 제9권3호
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• pp.311-318
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• 2022

Nepotism practices have had a severe impact on the social, ethical, and economic culture of not only corporations but also countries in the modern world. Nepotism behavior not only discourages the determined and motivated employee, but also has a detrimental impact on the worker's satisfaction, performance, and contribution to the firm's success. This increases economic tensions due to workers' dissatisfaction with their jobs and occasionally withdrawal intentions, resulting in poor economic activity and a decline in society as a whole. The purpose of this study is to see how organizations' nepotism affects individual work happiness, withdrawal behavior, social and ethical values, and the country's economic development. The study's target audience was private-sector employees, including managers, non-managerial staff, and middle and lower-level employees. Convenient sampling was used to ensure that the target population was accessible and available. The findings demonstrated that organizational nepotism causes substantial harm not only to employees but also to businesses and the economy. The employee who is happy with his or her job and working environment is less likely to withdraw.

• 한국식생활문화학회지
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• 제23권3호
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• pp.366-376
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• 2008

The purpose of this study was to examine the job satisfaction of foodservice managers at schools in Jeju, Korea, according to the organizational culture and commitment of the school foodservice and administrative departments. The subjects included 144 (98.6%) dieticians from Jeju schools. The data were analyzed by descriptive analysis, reliability analysis, factor analysis, ttests, ANOVA, and Pearson's correlation coefficients, using the SPSS Win 12.0 program. In terms of organizational culture, the dieticians perceived the 'human relations model' and 'internal process model' as the strongest types for the school foodservice departments and administrative departments, respectively. However, for both types, a gap existed between the organizational culture that was perceived and that which was expected. In particular, the subjects expected that the 'human relations model' and 'open systems model' were the most important organizational culture types. In terms of the subjects' organizational commitment scores, loyalty and pride scored highest whereas unity scored lowest. For the level of job satisfaction, the performed work itself scored highest and was deemed most important. Additionally, organizational culture was positively correlated to the factors affecting organizational commitment and job satisfaction. Finally, the surveyed managers had high demands for a human relations-oriented organizational culture to enhance job satisfaction.

• 보건의료산업학회지
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• 제1권1호
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• pp.31-44
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• 2007

The purpose of this study is to shed light on the effect of work-family conflict on organizational effectiveness, focusing on the moderating effect of organizational support among married working women of health services organizations. Data were collected from 149 married working women of health services organizations located in Busan Metropolitan areas by structured self-administered questionnaire. Main results of this study is as the following: First, based on the type of work-household conflicts, namely time-based conflict(2.82 points), strain-based conflict(2.81 points) and behavior-based conflict(2.69 points), working women mainly experienced time and strain-based conflicts. The level of work-household conflicts was significantly higher among younger groups, highly educated, nurses, and regular workers. Second, the perceived organizational effectiveness found to be an above-average. Especially scores were high in the subcategories of customer orientation(3.84), followed by organizational commitment (3.42) and job satisfaction(3.19). The level of organizational effectiveness was significantly higher among older groups, medical technician and administrative job holders, day-time workers, and higher income groups. Third, the results of the regression analysis on the effects of work-household conflicts on organizational effectiveness showed that strain-based conflicts have a significant negative effect on organizational effectiveness such as job satisfaction and organizational commitment. Fourth, organizational support found to have a strong controlling effect for strain-based conflicts on organizational effectiveness. Above results imply that practical family-supportive policies for lessening the work-household conflicts is crucial for enhancing organizational effectiveness in health services organization.

• Safety and Health at Work
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• 제9권4호
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• pp.454-461
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• 2018

Background: Working conditions and psychosocial work factors have acquired an important role explaining the well-being and performance of professional drivers, including those working in the field of public transport. This study aimed to examine the association between job strain and the operational performance of public transport drivers and to compare the expositions with psychosocial risk at work of three different types of transport workers: taxi drivers, city bus drivers, and interurban bus drivers. Method: A sample of 780 professional drivers was drawn from three transport companies in Bogota (Colombia). The participants answered the Job Content Questionnaire and a set of sociodemographic and driving performance questions, including age, professional driving experience, work schedules, and accidents and penalties suffered in the last 2 years. Results: Analyses showed significant associations between measures of socio-labor variables and key performance indicators such road traffic accidents and penalties. Furthermore, multiple linear regression analysis contributed to explain significantly suffered accidents from key variables of the Job Demand-Control model, essentially from job strain. In addition, throughout post-hoc analyses, significant differences were found in terms of perceived social support, job strain, and job insecurity. Conclusion: Work stress is an issue that compromises the safety of professional drivers. This research provides evidence supporting a significant effect of job strain on the professional driver's performance. Moreover, the statistically significant differences between taxi drivers, city bus drivers, and interurban bus drivers in their expositions to work-related stress suggest the need for tailored occupational safety interventions on each occupational group.

• 한국건설관리학회논문집
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• 제5권6호
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• pp.118-128
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• 2004

공동주택의 비중이 점차 확대되고, 고층화되는 추세에 따라 공동주택 유지관리의 중요성이 강조되고 있다. 이러한 필요성에 의해 최근 기존 건축물의 종합성능 평가모델이 개발되었으나, 업무의 분석이 미흡한 한계가 있다. 따라서 본 연구는 공동주택 유지관리 성능평가의 기반이 되는 유지관리 업무를 분석하여 성능평가 대상항목 도출을 목적으로 한다 유지관리 성능평가 후보항목은 기존문헌과 업무체계를 분석하여 도출하였고, 학계 전문가 및 주택관리사를 대상으로 설문을 실시하여 성능평가의 용이성, 체계성을 보완하였다. 최종적으로 결정된 성능평가 대상항목은 운영적 유지관리 성능평가 항목 14개와 기술적 유지관리 성능평가 항목 15개 항목이다.

• 한국의사학회지
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• 제33권1호
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• pp.21-30
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• 2020

'Medical officials of State Council' (議政府藥房) (MOSC) were bureaucrats who was part of a State Council and provided regular medical care to the State Council's bureaucracy. The Manual for Medical Officials of State Council (議政府藥房式例) (MMOSC) is a rare resource that records the actual work of the MOSC in the 19th century. This paper examines the changing history of the title of 'medical official' (藥房, yakbang) in the Joseon Dynasty and analyzes the role of MOSC by examining the contents of MMOSC. It argues: 1) The MOSC system was established before other similar medical office systems. Subsequently, the Medical Office of Ritual Minister (禮曹藥房) and Medical Office of Patriots and Veterans Minister (忠勳府藥房) were established, followed by Medical Office of General Office (都總府藥房) and Medical Office of Managing Royal Family (宗親府藥房). 2) The MMOSC was first written in 1812 and was augmented in 1832 and 1840. This timeline can be verified through written seal at the end of the literature. 3) In addition to the medicine-related work, the medical office also did the administrative work of the government office.

• 한국IT서비스학회지
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• 제11권4호
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• pp.39-50
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• 2012

With the obligation of information system supervision and an increase in supervision demands, the quality improvement in information system supervision has been of significance, and the supervision system has been enhanced in the way of preventing information systems from being poorly established. In the meantime, recently the supervision industry has received administrative punishment due to violation of supervision guidelines and false reports. As a result, the introduction of the responsible supervision of information systems to strengthen the rights and duties of supervisors and supervision corporations has been discussed by supervision corporations. Therefore, this work was intended to propose success factors to introduce responsible supervision in the information system supervision sector, and thereby contribute to the introduction of responsible supervision system that plays a successful role in preventing poor supervision and establishing information system business. The success factors of the responsible supervision of information systems, proposed in this work, were categorized into legal system, standardization of supervision work, those concerned with supervision. And, detailed success factors of each category were proposed, and on the basis of that, the success model to introduce responsible supervision successfully was proposed.