• The Journal of Korean Institute for Practical Engineering Education
• /
• v.3 no.2
• /
• pp.136-141
• /
• 2011

The current tendency on development and change of equipment system in the factory are overlapped with the specific field of the existing systems such as PLC, DCS and SCADA, and the limited portion of the systems in the specific field stands in their own field. Specially, systematic integration, inspection control system and manufacturing management system, management information system are getting closely linked and therefore we increasingly need the open system. Meeting the needs, manufacturing automated equipments in the factory overcoming the shortcomings of unlinked unit equipment recently are getting changed to the phase closely linking with other systems. The training systems for the university, however, have not kept up with the needs from the industry, in spite that fused complex function and performance are asked in the field. To solve the problems, we suggest that the training courses and the equipment designed for the undergraduate education.

• Journal of Korea Technology Innovation Society
• /
• v.17 no.1
• /
• pp.68-94
• /
• 2014

SMEs in Korea are suffering from severe manpower shortage due to poor incentive system and employees' frequent change of jobs. So far, the government has made continuous efforts to solve these problems, but SMEs still have the same problem. It is critical for SMEs to maintain core employees for long term who can directly contribute to the business performance. However, Korean manpower policies for SMEs has mainly focused on hiring new recruits and attracting experienced high caliber employees to SMEs. Relatively, policies for attracting in-house employees to work for longer term were insufficient. This paper focuses on providing strategic policy options to make core employees stay in the company for longer term. For this, it identifies the concept and features of core employees and reviews the necessity of introducing the Mutual Aid Project. Also, it suggests the way to enhance the effectiveness of policy by analyzing current Mutual Aid Fund programs in Korea.

• Knowledge Management Research
• /
• v.13 no.4
• /
• pp.101-116
• /
• 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.

• Culinary science and hospitality research
• /
• v.23 no.5
• /
• pp.92-100
• /
• 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.

• Korea Journal of Hospital Management
• /
• v.7 no.2
• /
• pp.1-23
• /
• 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.

• Asia-Pacific Journal of Business
• /
• v.3 no.1
• /
• pp.39-47
• /
• 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.

• The Korean Journal of Food And Nutrition
• /
• v.21 no.3
• /
• pp.355-365
• /
• 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).

• The Korean Journal of Food And Nutrition
• /
• v.26 no.4
• /
• pp.967-974
• /
• 2013

The purpose of this study is to measure the priority items according to attributes and analyze the differences between the importance and satisfaction rates through the IPA for the university service. The results in the study are as follow: First, from the result of the factorial analysis, 5 factors are included First, the possibilities for development of universities, universities' physical environment, Universities' administrative (employee) services, majors' educational services, and majors' laboratory environment. Second, as the total average value for important attributes of the universities is 3.50 and the average value of satisfaction is 2.91, there were significant differences (p<0.001). Third, in the analytical result of IPA, the 1st quadrant includes faster developments than other universities, departments' characterization, etc. The 2nd quadrant includes the convenience to issue all kinds of certificates, kindness of administrative staffs, etc. The 3rd quadrant includes convenience of the procedure to improve unsatisfactory services, development efforts to benchmark advanced universities, etc. Finally, the 4th quadrant includes heavy investments in education and environment, efforts to reflect students' demands, and needs, etc. Even though the importance of research subjects related to university services for these attributes is high, they are not fully satisfied, and there are plenty of dissatisfied students. Therefore, urgent supplementations to increase students' satisfaction rates are important. Form the results of the study, it has been found that urgent efforts to improve satisfaction rates of university students who major in catering cooking in the university services are essential and special plans to build competitive systems which can provide high-quality services are also necessary.

• The Journal of Asian Finance, Economics and Business
• /
• v.7 no.9
• /
• pp.697-706
• /
• 2020

The relationship between education and work is of the greatest concern to individuals and society because they are the key drivers of growth and development. In the context of Industry 4.0, labor and educators are facing the challenges of big changes in the workplace. How to prepare undergraduate students for the world of employment has become the most important mission of higher education providers. This paper explored the competency gap in the labor market in Vietnam from the perspective of employees who have been dissatisfied with the current status. First, a qualitative method with the Delphi technique was applied to confirm this consensus in an employees' competency model. Then, the satisfaction level for each competency criterion was explored by applying the advance quantitative method, namely, best non-fuzzy performance approach. Lifelong learning was ranked first, followed by creativity and innovation, foreign languages, expertise and digitalization, adaptability, and finally, organizing and managing ability. Critical thinking and problem-solving were perceived to have the biggest gap. The order of competency satisfaction is useful in explaining the mismatch between education quality and labor market demand. The findings provide valuable guidelines for education managers who seek to bridge the competency gap and improve education quality.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.18 no.10
• /
• pp.580-587
• /
• 2017

Recently, as the education population of Korea has been rapidly declining, many changes have been taking place in the university environment. Especially, community colleges linked to local communities have responded to these crises through various educational changes, such as three-year study transfers, work-parallelism, and employee commissioned education. However, such changes in the contents of education are causing a new type of classroom allocation problem, in which it is difficult to assign the limited number of classrooms to the major courses. In this paper, we classified the constraints involved in assigning classrooms into absolute constraints and relative constraints, mathematically modeled them, and allocated the classrooms optimally through optimization software. The results were satisfactory and enabled us to obtain superior results in terms of the various performance indices (classroom utilization rate, teacher satisfaction, etc.) than when assigning classrooms in the normal way.