• Journal of Korean Society of Industrial and Systems Engineering
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• v.19 no.39
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• pp.177-192
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• 1996

The organization of business included many a factors that gave rise to the stress. The modem peoples in this organization lived in the flood of the stress. Job stress was an important factors which injured of the employee health, the employee health injured reduce the organizational function. The factors such as personal differences, stressors, personality, cognitive traits etc. should be considered in the study of job stress. The cognitive appraisal is an important factor in the study of job stress and a process of coping strategy. Job stress can be controlled and coped by organizational and personal ability. The coping strategy of job stress is also determined by the personal differences rather than by the intensity of stress symptoms. In copying the stress, to be considered the factors such as interpersonal correlation, organizational climate, career development, job redesign, selection and placement, training. However, these factors should be managed in the scientific, objective, reasonable manner effectively.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.1
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• pp.1-12
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• 2005

Purpose: The purpose was to analyze the effects of internal marketing activity factors on nurse's turnover intention, nursing task performance and nursing productivity. Methods: The subjects were 355 nurses who were working at the 3 universities hospital over 1 year. The instruments were used of internal marketing activity factors(Lee, 2001), turnover intension(Lee, 1995), nursing task performance(Park, 1988) and nursing productivity(McNeese-Smith, 1996). Results: The mean score of internal marketing activity factors was 2.79, education and training 2.97, individualization 2.93, communication 2.87, promotion 2.76, work environment 2.63, reward system 2.62, and management vision for employee 2.61. The turnover intention was 3.12, nursing task performance 3.49, and nursing productivity 3.38. The internal marketing activity factors were negatively correlated with turnover intention(r=-0.37, p<0.0001), and positively correlated with nursing task performance(r=0.29, p<0.0001) and nursing productivity(r=0.30, p<0.0001). The key predictor of turnover intension was reward system, education and training, communication, and salary. They explained 35.0% of the total variance. In nursing task performance, communication, management vision for employee, salary and unit explained 26.0% of the total variance. In nursing productivity, communication, reward, education and training, salary, and position explained 24.0%. Conclusions: To increase nurse's nursing task performance and nursing productivity and to decrease turnover intention, it is necessary to concentrate on improving communication and reward system in the internal marketing activity factors. Through these activities, the effectiveness of internal marketing strategies will be enhanced and finally, nursing organizational outcome will be increased.

• Management & Information Systems Review
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• v.32 no.4
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• pp.103-126
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• 2013

Growing serious on the required conditions for the On-the-Job Education Training at the firm field, a large number of firm make a plan for implementation and pushing ahead of the On-the-Job Education Training. Further, A lot of firms effort to attract multi-professional person at an firm level recently. However, there were little information about the what for the reason to choose the OJET, come what may on the OJET and how to thinking on the outcome for the latent employee. On the basis of these issues, this study discovered the motivations from the employee point, finding out the factors on the effect of the choice as the OJET type and the integration point of view. The study results found out significant variables of the OJET type factor, the business for which one is responsible factor, OJET participation reason factor, business environment factor and individual background factor on the OJET decision plan. On the basis of the results, this article further discusses what we need to do for the intensity of participation invigoration at a firm level.

• Journal of Distribution Science
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• v.18 no.4
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• pp.27-37
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• 2020

Purpose: This exploratory research is to give managerial implication to sales personal management. This study focused on antecedents of job satisfaction and organizational commitment specially in HRD programs and system by participation and effect toward job. Research design, data and methodology: This research focuses on relationship analysis among job satisfaction, organizational commitment and HRD programs of logistics and sales personnel in Korea. HRD program consider two parts one is participation and other is effect toward job. And three HRD program is included education & training, system and self-directed Learning. This study used 7th HCCP data from KRIVET and 748 employee data is analyzed. SPSS18 is used and frequency, reliability, correlation and regression analysis are conducted. Results: Result shows that job satisfaction is positively affected by education & training participation, HRD system participation and HRD system effect toward job. Organizational commitment is positively affected by education & training participation, HRD system participation, education & training effect toward job and HRD system effect toward job. However self-directed Learning participation negatively affect organizational commitment. Lastly job satisfaction partially mediates between HRD and organizational commitment. Conclusions: Based on the results, this paper provide implication to academic, practical HRD and suggest feature research.

• The Journal of Korean Academic Society of Nursing Education
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• v.14 no.1
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• pp.108-116
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• 2008

Purpose: The purpose of this study was to identify the experiences of Team-Spirit training in new nurses. Method: Data was collected through open-ended and self-reported questionnaires which were received from 47 new nurses who had finished team-spirit training for 2 days. The content analysis method was used to derive the core-category, categories and concepts of Team-Spirit training for new nurses. Result: The care category identified in new nurses trained in Team-Spirit was upgrade myself and our team. The following 4 categories also emerged; companion, interdependency, importance of community, and future growth of myself and our community. The derived 12 subcategories were intimacy, importance of companions, binding, partaking in difficulties, empowerment, observing rules, cooperation, consensus, self-pledge as a subordinator, motivating vision formation, developing professionalism, contribution and devotion. The 34 concepts were derived from the new nurses' statements. Conclusion: These results imply that Team-Spirit Training for nurses could contribute to companionship, interdependency, importance of community, and future growth of oneself and the hospital team.

• Journal of the Korea Society of Computer and Information
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• v.23 no.11
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• pp.75-84
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• 2018

Social engineering attack means to get information of Social engineering attack means to get information of opponent without technical attack or to induce opponent to provide information directly. In particular, social engineering does not approach opponents through technical attacks, so it is difficult to prevent all attacks with high-tech security equipment. Each company plans employee education and social training as a countermeasure to prevent social engineering. However, it is difficult for a security officer to obtain a practical education(training) effect, and it is also difficult to measure it visually. Therefore, to measure the social engineering threat, we use the results of social engineering training result to calculate the risk by system asset and propose a attack graph based probability. The security officer uses the results of social engineering training to analyze the security threats by asset and suggests a framework for quick security response. Through the framework presented in this paper, we measure the qualitative social engineering threats, collect system asset information, and calculate the asset risk to generate probability based attack graphs. As a result, the security officer can graphically monitor the degree of vulnerability of the asset's authority system, asset information and preferences along with social engineering training results. It aims to make it practical for companies to utilize as a key indicator for establishing a systematic security strategy in the enterprise.

• 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.

• Culinary science and hospitality research
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• v.1
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• pp.5-23
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• 1995

Management of kitchen is consist of various management factor, for instance, physical resources, financial resources, information resources, and human resources. Because these kind of resources determine efficiency of kitchen management, human resource management is important aspect of kitchen operation. In this paper of view, recently human resource management has been considered by kitchen manager. Kitchen Managers who are interested in human resource, focus on efficiency. Also human resource management underlined not only efficiency, but interrelationship of emplyee. Today, considering with the environment of management, operation of kitchen is important section on hotel management in relation to the profit of it. In the future, therefore kitchen will be strategic profit center on hotels. According to in this tendency, as profit business center kitchen assumed a aspect of efficiency mechanism. This thesis aimcs to point out the actual status of human resource management in the hotels, and suggests the improvement there of by analyzing the system. This research is organized into five sections. section one introduces its objectives. scope and mothodology. Section two provides the theory of human resource management on the kitchen of hotels. And section these analyzed about the factors of human resource management. Section four, suggests the alternatives of the improvement on human resource management, section Five describes the conclusion of this thesis. Today, importance of human resource is viewed multipoint aspects in relation to efficiency of organization and interrelationship of employee, especially the arrangement of human resource is fairly handle and allocation of the human resource and personal appraisal. On the other hand, human resource managers have to be responsible for the cost control and customer's attraction by developing human resources. In order to advance human resource management on kitchen of hotels, following alternatives are considered with efficiency of management and interrelation of employee. The first, the manager of hotels has to consider the passive support of development of human resource. The second, the manager of hotels should develop the various training program for the extonsive ability of employee. The third, in order to improvement of human resource management, manager should establish the system for human resource management view of efficiency and employee's interrelationship.

• Journal of the Korean Society of Safety
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• v.18 no.4
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• pp.130-135
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• 2003

This study is planned to investigate the compliance of small sized enterprises of under 5 employees directed by Industrial Safety and Health Act. Occupational safety regulation can be required for employer and employee to comply because that all members of workplace should be involved to protect worker's health. When all members of workplace comply with safety regulation, effectiveness of regulation will be realized as expectation. The study subject is composed of three groups as 501 employers, 501 employees of small sized enterprises of under 5 employees and 107 safety inspectors sampled by stratified random sampling for comparison. Data for analysis is collected from each sample using interview with structured questionnaires. Compliance is measured by 5 point scale composed by 8 sub items such as general perception, understanding, clearness, necessity, relevancy, implementation, penalty, and general compliance of the regulation. Among sub items of employer's compliance, the level of perception of regulation, necessity of regulation, relevancy of penalty are differentiated among three groups. The level of all 8 items of employee's compliance also differentiated among three groups. These results show that strategies for ensuring the same level of compliance among three groups will be needed through education, training and evaluation of regulation and feedback.

• Journal of Korea Society of Industrial Information Systems
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• v.27 no.5
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• pp.99-117
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• 2022

This study examines the effect of customer experience management capability of a bank and job satisfaction and customer orientation of the frontline employee in bank. The proposed research model and developed hypotheses were tested using structural equations modeling based on data collected from 321 employees working in banks. The results of the study confirm the positive effects of employee training, employee empowerment, employee evaluation, cross functional work of customer experience management capability is job satisfaction and customer orientation. But channel integration is not supported job satisfaction and customer orientation. Performance management influenced customer orientation through job satisfaction. The study provides On a theoretical level valuable insights into the customer experience management competency at the organizational unit and but there is also a limitation that firms the is limited.