• 디지털융복합연구
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• 제13권8호
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• pp.301-313
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• 2015

현대의 기업경영에서 생산성과 효율성을 높이기 위해 제조 현장에 로봇기술의 도입은 핵심적인 기업경영사항 중에 하나이다. 이에 본 연구는 국내 중소 제조기업을 대상으로 지능형 로봇 기술 도입이 기술, 조직, 환경특성의 총 6개 변수(인지된 직접적 유익성, 인지된 간접적 유익성, 혁신성, 위험감수성, 인지된 산업압력, 인지된 정부압력)가 기업의 프로세스 혁신에 어떤 영향을 미치는지 검증하고자 하였다. 총 77개의 중소 제조기업의 자료로 Partial Least Square(PLS) 접근방법을 사용하여 연구모형의 변수간 인과관계를 분석하였다. 연구결과, 인지된 정부압력을 제외한 총 5가지 요소들이 기업 프로세스 혁신에 중요한 영향을 미치는 것으로 나타났다. 이러한 연구결과를 바탕으로 지능형 로봇을 도입하여 기업 프로세스 혁신을 위한 이론적, 실무적 시사점을 제시하였다.

• 벤처창업연구
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• 제11권2호
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• pp.135-144
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• 2016

중소기업청은 대학 및 연구기관의 인적(교수, 연구원) 물적(설비, 공간) 자원을 활용하기 위하여 1998년부터 최근까지 약 4,000여억원의 예산을 투입하여 창업보육센터(Business Incubator, BI)의 건립 및 운영을 지원하여 왔다. 그 결과 2013년 말 기준으로 5,500여개의 기업이 보육공간에 입주하여 매출 1조 6천억원과 고용인력 1만 6천여명을 성과를 창출하였다. 하지만 이러한 양적인 성장에도 불구하고 하드웨어 중심의 지원, 기관 내 자원의 활용부족, 민간부문과의 협력부족, 스타기업 발굴 부진 등의 여러 문제점이 노출되었다. 본 연구는 이러한 질적 성장의 한계점에 봉착한 창업보육센터의 역량강화 및 혁신방안을 모색하기 위하여 창의성 개념을 도입하여 센터의 개선방향을 제시하고자 한다. 특히 죽음의 계곡을 극복하는 방법으로서 기술사업화의 관점에서 역량, 제품, 시장이라는 CPM(Capability, Product, Market) 조합이 원활히 될 수 있도록 보육센터의 역할을 제시하였다. 또한 대학 내 자원의 유기적 연계를 제안하였다.

• 간호행정학회지
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• 제10권1호
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• pp.63-81
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• 2004

Purpose: To identify job satisfaction of hospital employees and the relating factors Methods: The study sample was a total of 1,031 healthcare workers(doctors, nurses, pharmacists, medical engineers, office workers, etc) at a tertiary teaching hospital. The data were collected using a questionnaire developed by a expert group. The questionnaire consisted of 21 items including job characteristics, organizational culture, and personal characteristics on the five Likert scale. Results: The overall satisfaction on job characteristics was 3.24 on the five Likert scale. The satisfaction of each item was 4.14 in role clarity, 3.26 in communication participating rate, 3.10 in work variety, 3.06 in autonomy, and 2.64 in workload. The overall satisfaction on organizational culture was 3.00. Particularly, the satisfaction on collaboration was 3.83, co-worker's support. 3.73, identity, 3.62, education/training opportunity, 3.12, pay, 2.62, welfare, 2.35, promotion, 2.34, and organizational conflict, 2.00. The level of satisfaction on personal characteristics was 3.00. In the satisfaction of each item, the score of disposition was 3.83, contribution to the hospital, 3.75, pride as a member of hospital, 3.70, and attitude on job performance, 3.68. The correlation between satisfaction and other variables was statistically significant with the exception of work variety. The satisfaction related significantly to loyalty index(r=.486, p=.000), autonomy(r=.415, p=.000), pride as a member of hospital(r=.411, p=.000), supervisor support(r=.364, p=.000). Conclusions: The results showed developing organizational strategy to promote job satisfaction can decrease the turnover rate and increase loyalty to the organization. It will contribute to enhance productivity in hospital.

• 한국실천공학교육학회논문지
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• 제3권2호
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• pp.136-141
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• 2011

제조현장에서 활용되는 생산 장비들의 시스템 발전 및 변화 추세는 PLC, DCS, SCADA 등 기존 시스템의 특성화된 영역들과 함께하고 있고 일부에서만 특성화된 영역이 고유의 영역으로 위치를 지키고 있다. 특히 시스템 간 통합, 감시제어시스템과 생산관리시스템, 경영정보시스템이 서로 연계 되어 가고 있으며 이러한 연계는 Open System을 요구하고 있는 현실이다. 이에 맞추어 최근 산업현장에서의 생산 자동화장비들은 단위기계의 자동화 단계를 벗어나 전체 공정의 흐름을 연계하여 생산하는 단계로 변해가고 있으며 급격히 융복합화된 기능과 성능을 요구하고 있지만 대부분의 학부 교육은 현장의 교육 요구 사항을 만족하지 못하고 있는 것이 현실이다. 본 연구에서는 이러한 문제점들을 해결할 수 있도록 관련 학부 교육과 재직자 교육을 연계하여 보다 현장감 있는 교육을 실시할 수 있도록 설계한 장비와 교육과정을 제안한다.

• 기술혁신학회지
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• 제17권1호
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• pp.68-94
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• 2014

우리나라 중소기업들은 열악한 보상체계와 근로자의 이직 등으로 인해 심각한 인력부족 현상에 시달리고 있다. 지금까지 정부차원에서 중소기업의 인력 문제를 해결하기 위해 꾸준히 노력해 왔지만, 중소기업들의 인력난은 해소되고 있지 못하다. 중소기업 입장에서 경영성과에 직접적으로 기여할 수 있는 핵심인력의 장기재직은 매우 중요한 사안이다. 하지만 우리나라 중소기업 인력지원 정책은 주로 신규 채용과 우수 인력의 중소기업 유입을 중심으로 이루어져 왔으며, 아직까지 기존 우수 인력들이 중소기업에 장기간 근무할 수 있도록 유인하는 정책은 상대적으로 미흡한 실정이다. 이에 본 연구에서는 중소기업 핵심인력의 장기재직을 유인하기 위한 정책방안을 모색하고자 하였다. 이를 위해 먼저, 핵심인력에 대한 개념을 정립하고 특징을 파악하였으며, 공제사업 도입의 필요성을 검토하였다. 아울러 본 연구에서는 현재 우리나라에서 운영되고 있는 공제사업에 대한 심층적인 현황분석을 통해 정책의 효과를 높일 수 있는 지원방안을 제시하고자 하였다.

• 지식경영연구
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• 제13권4호
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• pp.101-116
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• 2012

Knowledge management system is crucial for increasing organizational performance. However, despite this importance of knowledge management system, many companies fail to facilitate individual employees' knowledge sharing. One of reasons for this failure is the lack of consideration of how individual employees' characteristics and their interpersonal relationship influence on individual-level knowledge sharing. To explain individual-level knowledge sharing, this study investigates the mechanism that employees engage in knowledge sharing activities with their coworkers from the social exchange perspective. We have two purposes of study. First, we examine whether coworker's task-related help seeking affects employee's knowledge sharing with them. Second, we investigate the influence of help-seeker' characteristics as moderators on the relationship between task-related help seeking and knowledge sharing. Specifically, we considered coworker's maladjustment, LMX, and ability as moderators. Our analysis of 192 employees shows that the main effect of coworker's task-related help seeking on knowledge sharing is not significant. However, coworker's maladjustment and LMX moderate the relationship between task-related help seeking and knowledge sharing. The positive relationship between task-related help seeking and knowledge sharing is stronger when help seeker's maladjustment is high than when it is low. And the positive relationship between task-related help seeking and knowledge sharing is weaker when help seeker's LMX is high than when LMX is low. The results of this study have theoretical implications that enrich our understanding of individual-level knowledge sharing, and managerial implications that suggest employees' appropriate attitudes to facilitate knowledge sharing in a coworker relationship.

• 한국조리학회지
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• 제23권5호
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• pp.92-100
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• 2017

The purpose of this study was to analyze the current status of 30 restaurants targeted for customized-visit consulting. For this process, experts visited restaurants and conducted consulting to improve the effectiveness of management for restaurants. A frequency analysis was used for general details, and a questionnaire survey was conducted to consult employees and customer groups. The analysis and consulting results were as follows: Firstly,menu need to be improved through restaurants' sanitary state and menu quality improvement. New menu should be developed through continuous training for restaurant operators, the relevant organizations, and cooking skill experts. Secondly, restaurants' cooking skill and knowledge should be secured by training of restaurant operators from the relevant organizations and experts to acquire cooking skills. In conclusion, restaurants' capability needs to be consolidated through persistent and cyclical process to maintain competitive menus and cooking skills. The results also showed that employee group's MOT, foods, menu, and facility education/training should be fortified. In order to reinvigorate the restaurant industry, marketers need to offer continuous education/training and consulting for employees to improve their satisfaction.

• 한국병원경영학회지
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• 제7권2호
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• pp.1-23
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• 2002

D. W. Organ(1977) published a paper about the importance of Organizational Citizenship Behavior(OCB) in an organization. Since then, the studies of OCB have been continuously increased. As recent business environment has changed with rapidity and uncertainty, OCB for the improvement performance of organization should be more emphasized. Role behaviors of organization are divided into two parts such as in-role behavior and extra-role behavior. In recent, although the researches about extra-role behavior have been studied, they are still not sufficient. This study attempted to examine relationships between organizational culture, organizational commitment and organizational citizenship behavior, Sample was 193 employee engaged in hospitals of Pusan. In this study I chose four factor(affective, conservative, task and innovative culture) of organizational culture and three factors (affective, continuous and normative commitment) of organizational commitment and five factors(altruism, conscientiousness, courtesy, civic virtue and sportsmanship) with regard to organization citizenship behavior. The major findings of the empirical research are as follows ; 1. The Causal relation of dimensions of organizational culture and dimensions of OCB. 1) Affective culture has significant impact on courtesy, civic virtue of OCB. 2) Conservative culture has no significant impact on all of OCB. 3) Task culture has significant impact on conscientiousness, civic virtue, sportsmanship of OCB. 4) Innovative culture has no significant impact on courtesy, civic virtue of OCB. 2. The Causal relation of dimensions of organizational commitment and dimensions of OCB. 1) Affective commitment has significant impact on all of OCB. 2) Continuous commitment has no significant impact on all of OCB. 3) Normative commitment has significant impact on courtesy, civic virtue of OCB. In brief, though this study has several limitations in research design and methods, the results suggest that organizational culture of hospitals and organizational comitment of hospitals shows a strong relationship to the organization citizenship behavior.

• 아태비즈니스연구
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• 제3권1호
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• pp.39-47
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• 2012

Organizations pursue a CRM strategy for the purpose of increasing business performance and value. However, firms face a multitude of organizational challenges associated with this endeavor. To reduce their risk of failure, it is suggested that firms undertake a deep analysis of organizational readiness prior to committing to a CRM initiative. Insurance sector is no exception to this fact. There is an increased need to concentrate on the various challenges thrown open by the public insurance firms in implementing CRM. Many insurance firms have invested into customer driven CRM but research indicates varying outcomes (Schmith 2004). While it is clear that there are significant issues involved in the CRM implementation and success and environment faced by the public sector. It is clear that business should have an easier time in applying CRM systems is the strategic value for public sector. With customers demanding more service and accessibility from administrators, public sector CRM software technologies have to offer best solutions for achieving process and cost objectives (Souder 2001). With results which go far beyond improved service delivery and include sustained cost reductions, increased customer knowledge and better employee morale, CRM software implementation and post product environments offer great upside value. Although there are material differences in public sector use of CRM strategy, they share at least one glaring similarity - they have much to gain from proven CRM software technology. As business methods cross over in the public sector, many government bodies are investigating how they can adopt and adapt various CRM models (Bleyer 2003). There is a need to understand the similarities and differences in public sector CRM to foster shared knowledge, business processes and planning functions to integrate disparate technologies and software platforms and then, of course, the organizational culture to support knowledge sharing (Peters 1997). For the public sector, there are clearly identified CRM processes which have resulted in increased profits and improved efficiency. These have focused on sales, marketing and customer service activities, which often operate along fundamentally different lines in various public sector insurance companies. Thus the present research paper makes an attempt to explore how public sector CRM methods can be adopted and subsequently adapted.

• 한국식품영양학회지
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• 제21권3호
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• pp.355-365
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• 2008

The purpose of this study was to investigate the food sanitation awareness and performance of foodservice industry employees. Based on a literature review, a questionnaire was developed to identify the food sanitation education, experience, knowledge, and food sanitation practices of the employees. A total of 376 Korean food industry employees participated, and there were 344 usable questionnaires. In the analysis of food sanitation knowledge, the statements "clip fingernails short and do not use nail polish", and "if feeling sick, even with a minor cold, speak to your supervisor immediately", had the highest and lowest percentages of correct answers, respectively. In assessing employee sanitary management practices, many correctly acknowledged "clip fingernails short and do not use nail polish" and "wash hands after using the toilet", which received high scores; however, "use hands to pick up ice" and "if feeling sick, even with a minor cold, speak to your supervisor immediately" had low scores. The sanitary knowledge and practice levels of the employees were not significantly different according to gender, age, work area, job title, or duration of duty. Among the surveyed industries, employees of special restaurants had the least sanitary knowledge(p<0.05) and practice scores(p<0.001). Employees who had worked for $1{\sim}3$ years presented the least sanitary management practice level scores(p<0.05).). In addition, college students and participants without hygiene educational experience showed the least levels of sanitary knowledge(p<0.01). Scores for sanitary management practice were higher when hygiene education was regularly conducted more than once per month. Employees showed significantly higher knowledge and sanitary management practice levels when they were required to use a sanitary checklist(p<0.001), and employees who were trained in HACCP had significantly higher sanitary checklist scores(p<0.05). In foodservices that applied HACCP, the employees showed higher knowledge and sanitary management practice levels(p<0.001).