• 유통과학연구
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• 제19권6호
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• pp.21-28
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• 2021

Purpose: Facing numerous challenges, organizational management is one of the most important research areas for organizations which handles workers' behaviors when they are within their workplace and organization to make more profits. The current research aims to analyze the effect of organizational management factors on direct employee consultation in distribution channels. Research design, data, and methodology: To achieve the purpose of the study and provide adequate empirical results, the current authors conducted the structural equation analysis using IBM AMOS 24.0 and collected 387 U.S employees in distribution channels (Wholesale and Retail shops). Results: Investigating the relationships between three organizational management factors and direct employee consultation, we found out that organizational practitioners in distribution channels face numerous challenges that must be resolved to ensure effective direct employee consultation to benefit employees. Empirical findings suggest that practitioners and leaders in distribution channels should focus on developing employee psychological management and utilizing direct employee consultation. Conclusions: In sum, the present research concludes that it must ensure that the employee in distribution channels should be a comfortable environment to appropriately respond to consultations. An approachable management team is ideal for employee consultations to find the right ways to keep employees at par with the consultation issues.

• 산경연구논집
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• 제14권12호
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• pp.23-31
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• 2023

Purpose: The primary objectives of this research are: (1) To examine the current situation of employee welfare in diverse workplace settings. (2) To explore and identify the different challenges that affect employees' overall well-being. (3) To examine and establish the importance of consultation as a strategic tool in addressing these challenges and enhancing employee welfare. Research design, data and methodology: The first step of the research design is the identification of databases, search terms, and filters. A thorough search will be conducted across respectable academic databases, journals, and pertinent sources using keywords and controlled vocabulary about consultation, employee welfare, and related concepts. The next step is full-text assessment, which verifies compliance with the research question and assesses the caliber of the methodology. Results: According to the previous evidence, the significant benefits of effective consultation for employee welfare have been highlighted: 1. positive impact on productivity in the workplace, 2. Effective consultation Improves employee's engagement, 3. Effective consultation Increases employee retention, and 4. Effective consultation facilitates trust in a corporate communication. Conclusions: The study has identified four main advantages: enhanced productivity, enhanced engagement, increased retention, and enhanced trustbuilding. These findings provide insightful information for practitioners looking to foster positive workplace cultures and improve organizational success.

• 산경연구논집
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• 제14권6호
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• pp.9-16
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• 2023

Purpose: The relationship between employee consultations and job/workplace stress remains one of the most consequential owing to its impact on the well-being of the employees and their final output. The current study aims to look closely at the connection employee consultation and job stress, investigating the prior and present literature dataset to explore employee consultations' approaches, effects, and impacts in reducing job stress. Research design, data and methodology: The current research has conducted literature content analysis, and all collected prior studies were selected and screened thoroughly by the topic and keywords of the research. Results: The result of this study shows that meaningful consultations for workers are pertinent and essential in addressing the causes of workers' job stress, thus critical in reducing them as follows: Mitigation of Workers' Stressful Concerns, Booting Interpersonal Relationships at Work, Employees Personal Improvement, and Proper Communication Tendencies and Culture. Conclusions: All in all, this study concludes that employee consultation equally deals with positive aspects such as areas of strengths and achievements of employees. It entails discussing ways to maintain or consistently improve a worker's abilities and performance. Through the above dimensions, employee consultation reduces job stress and improves performance and outcomes.

• 동아시아경상학회지
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• 제10권1호
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• pp.59-69
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• 2022

Purpose - Burnouts cause the workers to quit their jobs because with the heavy workloads that the employees get subjected to, they feel that they have little control over what they have to accomplish in the workplace. The purpose of this research is to provide adequate solutions using brief consultation process, reducing negative psychological factors. Research design, Data, and methodology - The current research conducted the 'Qualitative Content Analysis' (QCA), which is one of the most employed analytical tools; it has been used widely all over the globe in various research applications in library science and information. Primarily, this analysis is often used as a method in the quantitative tool until the recent decade. Result - Based on ultimate systematic literature analysis, excessive workloads can get addressed by finding proper solutions to the issues of depression, anxiety, irritability, and discouragement. The solutions are (1) Combating Excessive Workloads using Effective Employee Selection, (2) Employee Effective training, and (3) Job redesigning. Conclusion - Selecting or recruiting employees that have skills for the given job also makes it possible for the organization to run its employees effectively and with minimal cases of workload as an organization understands the capabilities and capacities of workload an employee can complete.

• 산경연구논집
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• 제14권7호
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• pp.19-26
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• 2023

Purpose: This study explores the intrinsic and extrinsic stress factors that affect employees' job satisfaction. The study reviews the literature on three intrinsic and three extrinsic stress factors that influence the job satisfaction level of employees, establishing the various research findings on the factors and finding the relevant links that such findings have to current research. Research design, data and methodology: The present researcher collected the relevant prior studies via literature content approach that was used by numerous previous works. The researcher transcribed the data gathered from the participants. The next analyst would code the different features of data systematically across the entire set of data, thereby collecting the relevant data for each of the codes. Results: The investigation suggests six stress factors to be connected to job satisfaction, such as Hours of Work Employee Job Satisfaction, Communication and Employee job Satisfaction, Leadership Style Employee Job Satisfaction, Competition Employee Job Satisfaction, Career Development Opportunities Employee Job Satisfaction, Strikes and employee Job Satisfaction Conclusions: This research concludes that organizations with proper communication channels will certainly influence their employees positively and hence give them job satisfaction. Overall, this qualitative research has found that intrinsic and extrinsic factors influence the job satisfaction level of employees in a workplace.

• 한국산학기술학회논문지
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• 제21권6호
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• pp.461-467
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• 2020

산업자문은 교원이 경영 또는 기술적으로 산업체 등을 컨설팅 하는 일종의 인적용역으로, 통상 산학협력단이 주체가 되어 계약을 하고 교원이 책임자로 자문을 수행한다. 산학협력단이 자문의 대가로 교원에게 지급하는 산업자문료의 소득세 과세가 최근 논란이 되는바, 세무 전문 인력이 부족한 상황에서 동일한 성격의 금원에 대해 대학별로 다르게 원천징수하고 있어 합리적인 과세 기준 제시를 통해 대학의 혼란을 방지할 필요가 있다. 본 연구에서는 산업자문의 속성을 살펴본 후, 우리나라 법령과 과세 사례를 중심으로 논의하고 비판적 고찰을 통해 대학 현장에서 용인될 수 있는 과세 기준을 제시하고자 하였다. 교원에게 지급하는 산업자문료는 산학협력단과 교원 간에 실질적인 고용관계가 없다는 점을 감안할 때 일반 과세 이론상 근로소득으로 취급하기는 어렵다. 다만, 산학협력법 및 회계 관행 상 자문료의 지급 근거가 직무발명 보상금과 동일하고, 통상 산업자문 과정에서 직무발명이 자연스럽게 도출되는바, 현행 법 하에서 교원의 산업 자문료는 직무발명 보상금과 동일하게 취급해 소득세법 제20조제1항제5호에 따른 근로소득으로 보는 것이 타당할 것이다. 산업자문을 연구용역과 유사하다고 보아 연구수당처럼 기타소득으로 과세해야 한다는 견해는 산업자문에 대해 별도의 관리규정을 두어 엄밀하게 관리·감독하는 것은 아니어서 소득세법 상 인정되기는 어렵다. 산업자문료의 근로소득 과세는 높은 세율로 인해 산학협력 활동의 위축으로 이어질 수 있는바, 정책 당국의 조속한 과세 체계 정비가 요구되며, 소득세법 시행령 개정을 통해 산업자문을 연구용역과 동일하게 산학협력 유형의 일종으로 규정함으로써 기타소득으로 과세하는 방안이 타당하다.

• 산경연구논집
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• 제14권12호
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• pp.33-41
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• 2023

Purpose: This study's primary goal is to investigate and evaluate the critical contributions made by industrial-organizational psychologists to raising worker job satisfaction. The study aims to offer insights that can enhance workplace environments, improve organizational processes, and increase employees' general well-being by looking at the particular contributions made by this field. Research design, data and methodology: The study design, data collection strategies using the literature content analysis allow for a thorough analysis and synthesis of the body of knowledge about industrial-organizational psychologists' contributions to improving worker job satisfaction. This method entails a sequential procedure that includes formulating research questions and locating pertinent studies. Results: Numerous previous works have indicated that industrial-organizational psychologists are essential in determining how an organization is run and how satisfied its workforce is with their jobs. The four major roles (Job Design, Leadership, Workplace Culture, and Employee Development) that were found after a thorough analysis of the body of current literature are presented in this section. Conclusions: In sum, the roles found in this study provide organizations with a framework for creating work environments that prioritize the well-being and overall growth of the people who make up the organization while also helping them negotiate the complexity of the modern workplace.

• 대한간호학회지
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• 제16권3호
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• pp.38-66
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• 1986

Based on the statistical data of FKMIS during five years from 1981 to 1985, the major findings of studying on the treatments of employee's modical insurance covered people were made as follows. 1. During five years, the total number of trratment case was increased 25.14% annually, and so doubled. The consultation rate was increased from 2.086 to 2.856, showng annual increase of 8.17% and total increase of 36.91%. In the cafe, of in-patient, the rate was from 0.056 to 0.602, . showing annual increase of 2.58%. And in out-patient, the rate was from, 2.030 to 2.794, showing annual increase of 8.31%. The male: female ratio of treatment case was changed from 1 : 1.1 to 1 : 1.2. 2. Case of chronic disease was on the increase .every year. The ratio of medical expenditure of that disease to the total medical expenditure was increased from 22.99% in 1984 to 25.0% in 1985. 3. As a whole, the consultation rate of circulatory disease was increased from 26.10 in 1981 to 46.53 in 1985, showing an nual increase of 15.55 %. The rate of in-patient was increased from 2.06 to 2.94, showing annual increase of 9.30%. The rate of out-patient wag from. 24.04 to 43.59, showing annual increase of 16.04%. 4. The duration (days) of circulatory disease in 1985 by types is as follows. In the case of in-patient, rheumatic fever rheumatic heart disease, (22. 67), ischaemic disease (17.39), cerebrovascular disease (17.18), disease of pulmonary circulation and other from of heart disease (15.82), hypertensive disease (13.18), other disease of circulatory disease(11.55). In the case of out-patient, visiting day (11.57 day) and medical expenditure per case (7,853 won) is lower than that of other diseases (4.39 day, 4,361 won). 5. Cases of circulatory chronic disease were two times as many as those of non-chronic disease. Incidence of the out-patient was shown higher than that of in-patient. In the case of duration per case, the chronic disease(12.92 days) was longer that of non-chronic disease (9.8 day). 6. The male: female ratio of chronic rheumatic heart disease is 34.56 : 65.44 (in-patient) and 34. 67 : 65.33 (out-patient). The consultation rate(case per 1,000 persons) was increased from 1.11 in 1983 to 1.30 in 1985, showing annual increase of 8.22 %. The duration, visiting day, was decreased slightly, but medication day wasincreased from 13.93 in 1983 to 16.72 in 1985, showing annual increase of 9.56%. 7. The male: female ratio of hypertensive disease (case) was 39.36 : 60.64(in-patient) and 40.67 : 59.33 (out-patient). The consultation rate was increased from 19.59 in 1983 to 25.36 in 1985, showing annual increase of 13.78%. Duration, visting day was decreased slightly, but medication day was increased from 11.82 in 1983 to 12.77 in 1985, showing annual increase of 3.94%. 8. The male： female ratio of chronic pulmonary-ischaemic heart disease (case) was 48.90 : 51.10 (in-patient) and 43.66 : 56.34 (out-patient). The consultation rate of chronic pulmonary-ischaemic heart disease was increase from 0.69 in 1983 to 1. 12 in 1985, showing annual increase of 27.40％. Duration, visiting day, was decreased from 2.67 in 1983 to 2.36 in 1985, and medication day was decreased from 0.69 in 1983 to 1.12 in 1985, showing annual decrease of 2.09%. 9. The male: female ratio of cerebrovascular disease (case) was 47.90 : 52.10 (in-patient) and 52.28 : 47.72 (out: patient). The consulatation rate was increased from 2.12 in 1983 to 2.89 in 1985, showing annual increase of 16.76%, Duration, visiting day, was decreased slightly, but medication day was increased from 12. 67 in 1983 to 13.85 in 1985, showing annual increase of 4.55%. 10. In case of artery and capillary disease, the male: female ratio of case was 61.80 : 38.20 (in-patient) and 51.77 : 48.23 (out-patient). But durntion, visiting day, was increased from 3.45 in 1983 to 3.60 in 1985, showing annual increase of 2.15 % and the medication day was increased from 10. 06 to 10.18, showing annual increase of 0.59%.

• World Technopolis Review
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• 제5권1호
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• pp.71-82
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• 2016

This paper explores, explains and describes a framework for analyzing collaborative governance, decent work and innovation as fundamental elements of sustainable workplaces through case study of Philippine science and technology (S & T) parks. Rules, or the legal infrastructure, are particularly significant considerations that facilitate or hinder collaboration. Industrial relations/human resource (IR/HR) practices are essential to collaboration and decent work. Employee consultation and labor-management council or committee are examples of IR/HR practices that might contribute to collaboration and decent work in firms and workplaces in S & T parks as they are team approaches to production, too. Collaboration and decent work enhance the capacity to innovate. In the long run, collaborative governance, decent work and innovation tend to converge in the concept of sustainable development. The interdependencies and interactions among collaborative governance, decent work and capacity to innovate in firms operating in S & T parks make possible new solutions to new problems (i.e., innovation) and, thus, sustainable workplaces.

• 한국콘텐츠학회논문지
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• 제19권7호
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• pp.67-81
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• 2019

본 연구는 대학 행정 직원의 다양한 직무스트레스와 그 영향 요인에 대해 실증적으로 분석하여 대학 행정직원의 근로환경에 대한 이해를 높이고 사회복지적 개입을 모색하는데 목적이 있다. 연구를 위해 2017년 3월부터 약 5주간 서울 소재 4년제 대학교에 근무하는 행정 직원 250명을 대상으로 편의 표집하여 설문조사를 실시하였으며, 이 중 227부를 최종 분석에 활용하였다. 연구 결과, 조직적 특성(조직몰입, 조직문화, 조직 지원)과 직무 특성(직무만족, 직무 통제, 감정노동)은 직무 스트레스에 유의미한 영향을 미치는 것으로 나타났다. 이에 따른 제언으로 첫째, 통합적이고 다양한 문제에 적합한 서비스를 제공하기 위해 근로자지원프로그램(EAP) 도입이 필요하다. 둘째, 대학이 갖고 있는 자원 및 인프라를 활용한 다양한 형태의 복지 서비스(상담, 여가활동 기회 제공, 역량 강화 교육 등) 제공이 요구된다. 마지막으로 대학 행정 직원의 업무환경 개선을 위한 지자체 및 교육청의 정책적 지원이 필요하다.