• 한국정보시스템학회지:정보시스템연구
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• 제31권1호
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• pp.271-287
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• 2022

Purpose This research aims to study the changes in recruitment needed for the growth and survival of companies in the rapidly changing industry. In particular, we built a real company's worklist accounting for the rapidly advancing data-driven digital transformation, and presented the capabilities and conditions required for work. Design/methodology/approach we selected 37 jobs based on NCS to develop the employment search requirements by analyzing the business characteristics and work capabilities of the industry and company. The business specification indicators were converted into a matrix through the TF-IDF process, and the NMF algorithm is used to extract the features of each document. Also, the cosine distance measurement method is utilized to determine the similarity of the job specification conditions. Findings Companies tended to prefer "IT competency," which is a specification related to computer use and certification, and "experience competency," which is a specification for experience and internship. In addition, 'foreign language competency' was additionally preferred depending on the job. This analysis and development of job requirements would not only help companies to find the talents but also be useful for the jobseekers to easily decide the priority of their specification activities.

• 농촌계획
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• 제26권4호
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• pp.117-129
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• 2020

The purpose of this study is to verify the effect of the authentic leadership of social enterprise leaders on the happiness and job crafting of employees, the mediation effect of job crafting in the authentic leadership of the leader and the happiness of the employees, and the coordination effect by the Grit of the employees. For verification, the relationship between authentic leadership and job crafting, happiness and grit and seven research theories were established. In addition, 47 questionnaires were drawn through prior research on happiness, authentic leadership, job crafting, and grit, and five executives and workers of social enterprises in Chungcheongbuk-do(Province) were surveyed on a five-point Likert scale. The collected survey data were conducted through the SPSS and AMOS for basic statistical analysis. The Macro Process of the bootstrap method was used to verify the mediation effects, the regulated effects. This study has conducted exploratory and confirmatory factor analysis, correlation analysis, structural model analysis through the survey results and the analysis results verify the hypothesizes. The study found that authentic leadership affects the happiness and job crafting of employees, and that job crafting affects the happiness of employees, and the relationship between authentic leaders and employees affects job crafting. It has also been shown that the Grit of its employees affects their job crafting and happiness and also has a mediation effect on job crafting and happiness. In the policy environment of the changing rural development project, the social economy establishment plan for the virtuous circle of resources in the region should be considered, and education programs should be introduced to improve the authentic leadership of the leaders.

• 한국컴퓨터정보학회논문지
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• 제27권8호
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• pp.123-133
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• 2022

본 논문에서는 NCS에서 정의된 직무를 기반으로 직무의 수준을 고려한 수준별 마이크로디그리 직무능력인증 모델을 제안한다. 4차 산업혁명 등 빠르게 변화하는 기술환경을 따라가지 못하는 대학교육의 문제로 인해 인력의 미스매치가 발생하고 있다. 이를 해결하기 위해 고안된 나노디그리와 마이크로 디그리 체계를 사이버보안 인력의 직무능력 인증에 활용한다. NCS의 세분류 분야별 직무를 마이크로 디그리, 능력단위별 세부직무를 나노디그리로 정의하고, 수준별로 구분된 능력단위의 수준을 마이크로 디그리에 동일하게 적용한다. 그리고 이를 학위기반의 대학 학력에 상응하는 직무능력을 인증하는 체계이다. 이러한 체계를 영남이공대학교 사이버보안스쿨의 교육과정에 적용하여 NCS직무 기반으로 나노디그리 과정을 구성하는 방안을 제안하였다. 본 논문에서 제안하는 방법은 최근 들어 많은 대학들이 도입하고 있는 나노디그리와 마이크로디그리의 직무역량 인증을 위한 방법으로 사용가능하다.

• 한국병원경영학회지
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• 제17권4호
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• pp.71-86
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• 2012

The study was a descriptive research to investigate the effect of job satisfaction and self-leadership of members of small and middle-sized hospital on organizational commitment. Collection of data was conducted throughout members of small and middle-sized hospitals with explanation of purpose from 2011, Oct, 1st to 10th. Collected data was analyzed by T-test, ANOVA, Scheffe test and hierarchical regression analysis with utilizing SPSS Win 16.0. As a result of the expected effect, a degree of effect on organizational commitment has explanation 65.1%(F=183.804) on job satisfaction and self leadership. Also, it was job satisfaction that was found to be more effective, where explanation for it was ${\beta}$=.755 and self-leadership ${\beta}$=.264. With considering these facts, both factors are effective for organizational commitment. Therefore, to improve organizational commitment, it pays systemized strategies and ever more proactive efforts. To strengthen the self leadership, it needs changes in cultural aspects of hospitals to enlarge accessibility to information and opportunities for education and to expand freedom in their responsibility. Great effort on changing in cultural aspects of hospital would, based on effective interrelationship with members, improve efficacies of organization and efficiency of management.

• 수산해양교육연구
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• 제25권1호
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• pp.211-232
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• 2013

This study concerns the importance of workforce on job satisfaction, organizational commitment, and customer orientation through the change of global logistics industry and the operational condition of Busan port and Busan new port container terminals such as below. The purpose of this study is to firstly, that understand the current facilities and situation of container terminals in Busan port and Busan new port, and its changing environment of port industry. Secondly, provide basic information through the seeking whether the concept of importance of workforce is able to apply into container terminals. Thirdly, establish the theoretical system through the literature consideration on workforce on job satisfaction, organizational commitment, and customer orientation in container terminals. Finally, draw useful suggestions for managing container terminals through the structural relationship among variables, which are workforce on job satisfaction, organizational commitment, and customer orientation in container terminals.

• 한국의료질향상학회지
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• 제7권2호
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• pp.244-261
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• 2000

Background : In order to cope with changes in the management environment at hospitals, increased interests are drawn in patient foodservice system on Continuous Quality Improvement Activity as the method of approaching a quality food service and effective management. Thus, as a part of this activity, this study was conducted to evaluate job flow improvement that was already performed and the results of that process at the dietetic department of a university hospital, focusing on improving management. Method : On February 15 of 1998. the dietetic department formed a job flow-improvement to decide on the priority of job flow improvement, and prepared specific action strategies and schedule of the priority: after a 5 month process period, job improvement achieved on June 15. 1998. Also, economic achievement of the task was evaluated through labor productivity analysis and cost-benefit analysis. Results : The patient food service system which was managed decentralized at the present hospital was centralized, some steps of the food service process were integrated, and quality of patient food was improved. Also, as a solution of the problems expected when conducting job flow improvement was made on food service equipments and utensils. The result of evaluating the job flow improvement that labor productivity improved by 18.2% compared to before the improvement and the result of the analysis of cost-benefit showed that Benefit-Cost (B/C) ratio was 2.22. showing financial merit on the investment. Conclusions : Continuous Quality Improvement Activity needs to be initiated and conducted in the future in various areas of hospital foodservice system in order to actively adopt to ever changing hospital management environment. In order to achieve this goal, many researches and more efforts need to be put in by people in charge of hospital food service management, and interests and support are needed from hospital policy makers.

• 한국콘텐츠학회논문지
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• 제13권12호
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• pp.786-796
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• 2013

본 연구는 지역아동센터 종사자들을 대상으로 그들의 직무성과와 관련 변인들 간의 관계를 분석함으로써 직무성과를 향상시키기 위한 접근방안을 모색하고자 한다. 이를 위하여 직무성과와 관련 변수들의 특성과 변인들 간의 관계를 탐색하고, 직무성과에 영향을 미치는 요인들을 분석하였다. 연구결과, 임파워먼트 요인, 네트워크 요인, 직무특성 요인에 따라 직무성과에 유의미한 차이가 있어 직무성과와 각 관련 요인들 간의 관련성을 확인할 수 있었다. 또한 위계적 회귀분석 결과, 각 단계마다 새로운 변수군을 투입하여 각 모델의 변화를 확인하였다. 그리하여 변수들의 영향력, 유의미성, 모델 전체의 설명력 변화를 통하여 임파워먼트 요인, 네트워크 요인, 직무특성 요인 등의 변수들이 직무성과에 영향을 미치고 있음을 검증할 수 있었다.

• 한국치위생학회지
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• 제3권2호
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• pp.183-196
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• 2003

Purpose: This study sought to identify factors associated with dental hygienists' decisions to leave one dental office and commence practice in another. In addition to, the reasons dental hygienists stay in the profession were investigated. Demographic descriptors, including education level, marital status and age, and employment setting were also examined. Methods: Currently practicing dental hygienists in Korea were surveyed from March to May 2003. Data were collected through a questionnaire. The survey collected information concerning the 461 respondents' personal characteristics and reasons associated with changing positions and staying. Data were analyzed using frequency distributions, independent t-tests and chi-square analyses. All statistical analyses were conducted using the Statistical Package for Social Scientists(SPSS v.10, Chicago, Illinois). Results: The primary reasons for taking up another employment were found to be better offer, inadequate salary and personal conflict with dentist. Secondary reasons stated for changing their job revealed additional factors including inadequate salary, better offer, and lack of benefits. The primary influence in deciding to remaining in the practice of dental hygiene was self-development. Family responsibility, safe environment and professional collaboration were also important factors in deciding to remain in workforce. Conclusion: The position changes of dental hygienists are primarily influenced by better offer. Inadequate salary and conflict with dentist were also important factors in deciding to change employment positions. The findings suggest that dental hygienists who remain in the workforce are positively influenced mainly by self-development. Employers of dental hygienists should be aware of these factors in employing process. If more hygienists could remain longer in their positions, the manpower situation would be affected positively.

• 한국프랜차이즈경영연구
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• 제12권3호
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• pp.7-19
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• 2021

Purpose: The hotel industry needs a leader who can actively demonstrate leadership to respond to and accept changes in the organization in a highly competitive and fast-changing environment. Therefore, the role of leaders who instill clear vision and goals of the organization in their members, listen to their opinions, and empathize is paramount. Leaders should encourage successful organizational activities based on active participation by employees and create the best environment for working with a sense of mission and responsibility. This study aims to identify the relationship between empathy leadership and job engagement as a result variable of team cohesion in the hotel culinary department and conduct empirical studies on the role of empathy leadership and job engagement. Research design, data, and methodology: The data were collected from employees who work in culinary department at a five-star franchise hotel located in the Seoul metropolitan area. Because it is difficult to conduct a survey through face-to-face contact with employees due to the COVID-19 pandemic, the online survey was conducted from February 1 to February 28, 2020. A total of 330 questionnaires through online were distributed and 268 employees completed the survey, yielding a response rate of 81%. Of the 268 returned responses, 27 responses were not usable due to missing information. Thus, a total of 241 responses were used for analysis. Results: The study results are as follows. First, it has been shown that the empathy leadership of culinary department in hotel companies has a significant positive impact on the job engagement. Second, it has been shown that job engagement has a significant positive effect on members' team cohesiveness. Third, empathy leadership of hotel companies' culinary department has a significant positive impact on members' team cohesiveness. Fourth, job engagement has a significant positive (+) mediating effect in the relationship between empathy leadership and team cohesiveness in culinary department. Conclusion: This study supports the theory that an emotional and empathic leader's behavior or ability can change the effectiveness or atmosphere of a rapidly changing hotel culinary team organization by presenting a research model on the effect of empathic leadership on job engagement and team cohesiveness. And hotel chefs should be more aware of the importance of empathic leadership and make them a human resource of the organization through formal and informal communication with culinary employees.

• 문화기술의 융합
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• 제4권3호
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• pp.51-62
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• 2018

과거와 다르게 문화 예술이 경쟁우위 획득을 위한 핵심요소로 인식되면서, 문화 예술에 대한 접근방식과 향유 방식에 변화가 나타나고 있다. 이에 본 연구는 M금융사 임직원을 대상으로 문화 예술 활동 참여가 조직의 궁극적인 목표라 할 수 있는 업무성과에 어떠한 영향을 주는지 알아보고자 진행되었다. 연구결과 첫째, 창작활동은 직무몰입에 긍정적 영향을 미치지만, 감상활동은 직무몰입에 통계적으로 유의미한 영향을 주지 않는 것으로 나타났다. 둘째, 감상활동은 창의적 행동에 긍정적 영향을 미치지만, 창작활동은 창의적 행동에 통계적으로 유의미한 영향을 미치지 않는 것으로 확인되었다. 셋째, 직무몰입은 창의적 행동에 유의미한 영향을 미치는 것으로 나타났다. 넷째, 직무몰입과 업무성과 간의 관계는 직무몰입이 업무성과에 긍정적 영향을 미치며, 창의적 행동역시 업무성과에 긍정적 영향을 미치는 것으로 나타났다. 마지막으로 문화 예술 활동 참여와 업무성과 간의 매개효과를 직무몰입과 창의적 행동으로 살펴본 결과, 직무몰입과 창의적 행동이 창작활동과 업무성과 사이를 완전 매개하는 것으로 나타났으나, 감상활동과 업무성과 사이는 매개하지 않는 것으로 나타났다. 반면 직무몰입과 업무성과 사이의 창의적 행동에 대한 매개효과는 부분 매개하는 것으로 나타났다.