• Industry Promotion Research
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• v.1 no.1
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• pp.59-64
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• 2016

This study verified the effect of the experience of job-training on youth employees' wage by analyzing panal data. The study results showed that the objective of job-training(enhancing job performance, ${\beta}=.336$), satisfaction of job-training(${\beta}=.-.256$) and the type of job-training(cyber lecture, ${\beta}=.334$) significantly affected youth employees' wage. Also, age, education, marital status, hour of job-training, objective of job-training and satisfaction of job-training significantly affected the differences between groups. This study provided practical implication to prepare effective job-training policy by confirming the effect of the experience of job-training on youth employees' wage and verifying the effectiveness of job-training.

• Journal of the Korean Crystal Growth and Crystal Technology
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• v.22 no.2
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• pp.105-113
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• 2012

Maintenance training is generally provided to teach employees new knowledge and techniques in order to increase their qualities. It means that the purpose of maintenance training is to increase an employee's knowledge or technique level and to maintain or increase their performance level through continuous training in their field, and the methods, contents and the level of training vary depending on the type of job they perform. Maintenance training is more important for jobs that require continuous technical increases or research, or for professional jobs that continuously require new knowledge and techniques. The purpose of this study is to provide quality service to consumers by responding to the rapidly changing jewelry distribution environment and to quickly and accurately acquire new and advanced jewelry inspection and appraisal techniques, and to contribute to the healthy consumption culture through a general quality increase in the jewelry industry.

• Survey Research
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• v.1 no.1
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• pp.45-71
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• 2000

This paper presents two cases of organizational studies and deals with the issue of the level of analysis in the study of organizational phenomena. The first study focuses on the individual level of analysis and examines the effect of a merit pay system on employee attitudes, In this study data were collected using questionnaires from 195 employees across 18 companies. Analyses were are performed using 195 questionnaires at the individual level of analysis. On the other hand, the second study focuses on the group level of analysis examines the relationship between transformational leadership and group performance. In this study data were collected using questionnaires from 320 employees embeded in 40 groups in an insurance company. The 320 questionnaires were aggregated by groups and analyses were performed based on the aggregated scores at the group level of analysis. The importance of the level of analysis in the study of organizational phenomena was discussed.

• Journal of Digital Convergence
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• v.9 no.3
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• pp.133-144
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• 2011

The purpose of this study are as follows. First, to analyze relative LQ index of the No. of game company, the No. of employee and the amount of revenue. Second, to analyze personal competence, resource competence, performance competence, network competence and environmental competence of regional game contents R&D. The results are as follows. The LQ index results of company are highest in seoul and Kyunggi area' And In case of except of seoul & kyunggi, the competence of R&D which is daekyung, dongnam, chungcheong are in order. In case of 5 game R&D competence, chungchung, seoul & kyunggi, honam region are in order. The core competence of chungchung region are ideal venture ecosystem among inter-supportive R&D research center, ETRI, university and company.

• Journal of Information Technology Applications and Management
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• v.12 no.2
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• pp.79-106
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• 2005

This study, by adopting case study methodology, is focused on examining the present state and analyzing the cause of the digital divide, and suggesting policies for bridging the divide, specifically in view of SMEs. We have taken cases of manufacturing companies, visiting and interviewing 18 SMEs in 10 APEC member economies which show sharp difference in usage of ICT. In order to analyze the digital gap among SMEs, we used 5 variables that are composed of computer hardware, computer software, Internet, readiness of ICT, and performance of ICT adoption, while categorizing the cases into low and high tier based on the national ICT index. From a computer hardware perspective, the high tier (0.66) has almost double the number of PC’s per employee, compared with the low tiers (0.34). This gap can be explained by financial availability of low income and high tariff in the developing economies. In the computer software perspective, the SMEs in the low tier had some restrictive use of computer applications such as financial and accounting management and document management, while those in the high tier enjoyed more diversity in the use of applications such as inventory management, sales management, financial and accounting management, procurement management, CRM, and ERP. In view of the readiness of ICT, the difference in ICT infrastructure and financial status between the low and high tier was far wider than any other variables. As a result of ICT adoption, SMEs benefited in view of learning and growth, internal business processes, customer service, and financial affairs. To effectively bridge the digital divide between the low and high tier, actions such as setting up a secondary market of used computers among cooperating developed and developing countries, developing and diffusing good business applications, and building speedy, low-cost telecommunication infrastructures should be taken.

• Health Policy and Management
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• v.17 no.3
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• pp.68-86
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• 2007

This study was performed to explore the effect of customer satisfaction and switching barriers on customer royalties in medical services. 900 households, 1% sample were randomly selected from K city located in Kangwon province. Interview survey was performed with structured questionnaire for the entire people, 923 persons who experienced medical service utilization during one year before survey on time, september, 2002. In comparison of switching barriers by sociodemographic characteristics, lower income group and lower educated group showed the higher level of recognition level on availability of changing the service provider significantly. In terms of economic loss as one of switching barriers, the group of over aged 61, the lower income group and the lower educated group felt higher than other groups. Also, the time loss of switching barrier was recognized in 41-60 aged group and employee in service industry highly. For the perceived risk factor as another switching barrier, the high educated group showed the higher recognition level in performance risk and felt higher social risk than other groups. In analysis of customer satisfaction and loyalty levels by switching barrier components, the lower level of availability of changing the service provider and the higher level of recognition for economic and time loss, they showed the higher satisfaction and loyalty levels. In final step, multiple regression analysis showed the positive relationship between customer satisfaction, switching barrier and customer loyalties. Besides, the moderating effect of switching barrier in relationship between customer satisfaction and loyalties was significant and this results suggests that the influence of customer satisfaction to customer loyalties might be weakened in high level of recognition for switching barrier. In conclusion, perceived risk of economic and time loss as switching barrier is an important factor and should be considered in planning of marketing strategy carefully in terms of defensive marketing.

• Safety and Health at Work
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• v.1 no.1
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• pp.19-28
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• 2010

Industrial Safety and Health Law (ISH Law) of Japan requires abnormalities identified in evaluations of worker health and working environments are reported to occupational physicians, and employers are advised of measures to ensure appropriate accommodations in working environments and work procedures. Since the 1980s, notions of a risk assessment and occupational safety and health management system were expected to further prevent industrial accidents. In 2005, ISH Law stipulated workplace risk assessment using the wording "employers shall endeavor." Following the amendment, multiple documents and guidelines for risk assessment for different work procedures were developed. They require ISH Laws to be implemented fully and workplaces to plan and execute measures to reduce risks, ranking them from those addressing potential hazards to those requiring workers to wear protective articles. A governmental survey in 2005 found the performance of risk assessment was 20.4% and common reasons for not implementing risk assessments were lack of adequate personnel or knowledge. ISH Law specifies criminal penalties for both individuals and organizations. Moreover, under the Labor Contract Law promulgated in 2007, employers are obliged to make reasonable efforts to ensure employee health for foreseeable and avoidable risks. Therefore, enterprises neglecting even the non-binding provisions of guidelines are likely to suffer significant business impact if judged to be responsible for industrial accidents or occupational disease. To promote risk assessment, we must strengthen technical, financial, and physical support from public-service organizations, encourage the dissemination of good practices to reduce risks, and consider additional employer incentives, including relaxed mandatory regulations.

• Journal of Digital Convergence
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• v.19 no.12
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• pp.193-206
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• 2021

In this research, Collectivism's influence on Singaporean employee's volunteerism in Multinational Enterprise (MNE) was investigated with an individual empathy mediating. Most research on Hofstede's cultural dimensions were examined at national levels. However, in this study, Yoo's Cultural value Scale (CVSCALE) was used to analyze collectivistic tendencies at individual levels and its influence on volunteerism. A total of 200 self-administering online surveys was distributed to MNE employees in Singapore for three weeks period. 180 usable surveys were collected and analyzed with SPSS 21.0. Research outcomes indicated collectivism positively influenced volunteerism in Singaporeans with empathy as possible antecedent of volunteerism. In conclusion and application, the significance of this research lies in indicating collectivism's positive impact on volunteerism and empathy as possible antecedents of volunteerism in Singaporeans even though Singapore has exhibited stronger individualism and often defined as one of the most westernized country in the Asian continent. Also findings suggest further developing emotional education to increase both individual and group level performance.

• Journal of Korea Society of Digital Industry and Information Management
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• v.15 no.3
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• pp.207-223
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• 2019

This study aims to explore the casual relation between construction company employees' Self-Leadership and two variables: Organization Citizenship Behaviour and Organizational Trust through Psychology Empowerment. To explain in details, this study examines how the independent variable, Self Leadership, with its behavior-focused, natural reward and constructive thought pattern strategies, affects the dependent variable, Organization Citizenship Behavior and Organizational Trust through the intervening variable, Psychology Empowerment. A survey was conducted on current employees of construction companies in metropolitan areas to empirically examine the research model. The result of study hypothesis on Self-Leadership is as follows; first, Self-Leadership showed a positive effect on Psychology Empowerment, Organization Citizenship Behaviour and Organizational Trust. Second, Psychology Empowerment showed a positive effect on Organization Citizenship Behaviour. Third, Psychology Empowerment showed a positive effect on Organizational Trust. The capacity of individuals is critical when it comes to competitiveness of construction companies. When employees willingly participate in building trust within the company, the work place will become more and more constructive; based on trust, efficiency will increase because people from different processes can work together and performance will also improve even when project managers are absent because others could help their role instead, thus driving more efficient human resource management to the company. To conclude, a company's vision can be spread wide and far when their employees engage themselves in Learning Organization with Self Leadership. They will also be satisfied with their work through improving interpersonal relationship at work.

• International Journal of Computer Science & Network Security
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• v.22 no.2
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• pp.15-22
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• 2022

Modern technology drives the world, increasing performance while reducing labor and time expenses. Tanzania Atomic Energy Commission (TAEC) tracks employee's levels of exposure to radiation sources using dosimeters. According to legal compliance, workers wear dosimeters for three months and one month at the workplace. However, TAEC has problems in tracking, issuing and returning dosimeters because the existing tracking is done manually. The study intended to develop a Personal Dose Management System (PDMS) that processes and manages the data collected by dosimeters for easy and accurate records. During the requirements elicitation process, the study looked at the existing system. PDMS' requirement gathering included document reviews, user interviews, and focused group discussions. Development and testing of the system were implemented by applying the evolutionary prototyping technique. The system provides a login interface for system administrators, radiation officers, and Occupational Exposed Workers. The PDMS grants TAEC Staff access to monitor individual exposed workers, prints individual and institutional reports and manages workers' information. The system reminds the users when to return dosimeters to TAEC, generate reports, and facilitates dispatching and receiving dosimeters effectively. PDMS increases efficiency and effectiveness while minimizing workload, paperwork, and inaccurate records. Therefore, based on the results obtained from the system, it is recommended to use the system to improve dosimeter data management at the institution.