• 산경연구논집
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• 제9권7호
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• pp.71-82
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• 2018

Purpose - This study examined the effects of intrinsic and extrinsic motivation on employee creativity. Past research has consistently shown that intrinsic motivation is positively related to creativity. Yet conflicting results have been reported about the relationship between extrinsic motivation and creativity. To explore the reason why extrinsic motivation can either help or hurt creativity, we examined the role of contingent rewards as a moderator and tested whether either tangible or intangible rewards contingent upon creative performance significantly impact the relationship between extrinsic motivation and creativity. Research design, data, and methodology - Survey data was collected from employees working for diverse organizations in Korea through online research firm. Only employees who reported their job or organization provided opportunities to use their creativity were allowed to continue the survey. Out of 305 initial responses collected, those with too much missing data were deleted, which finally left 278 responses for statistical analyses. To examine the validity of the measurements, confirmatory factor analysis was first conducted. Next, to test the hypothesized relationships, multiple hierarchical regression analyses were conducted. Results - As hypothesized, both intrinsic and extrinsic motivation had positive effects on creativity. It was shown that contingent rewards did not influence the positive relationship between intrinsic motivation and creativity, but did significantly moderate the relationship between extrinsic motivation and creativity in a way that tangible rewards strengthened the relationship while intangible rewards mitigated the same relationship. Conclusions - This research enhances our understanding on the relationship between motivation type, rewards, and creativity. Intrinsically motivated employees showed a high level of creativity regardless of whether rewards were expected or not. In contrast, extrinsically motivated employees showed more or less creative behavior depending on whether they were expected to have tangible or intangible rewards. As extrinsic motivation is typically associated with tangible rewards such as pay, promotion, etc., tangible rewards were seen to be more effective in promoting creative performance from extrinsically motivated employees than intangible rewards. Our findings make a significant theoretical contribution to reconcile prior inconsistent findings. Furthermore, they provide useful insights for managers and organizations into developing effective strategies for facilitating employee creativity.

• 한국콘텐츠학회논문지
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• 제19권8호
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• pp.544-555
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• 2019

최근 급변하는 기업경영환경 속에서 인적자원관리에 대한 중요성은 커지고 있으며, 조직 내 업무효율성에 대한 관심도 증가하고 있다. 종업원은 조직에서 가장 중요하고 가치 있는 인적자원이라 할 수 있으며, 조직에서 목표 및 목적을 달성하는 데 가장 핵심적인 역할을 한다. 이에 본 연구에서는 직무만족을 인지적 만족도와 정서적 만족도로 구분하여 직무만족과 직무성과 간의 어떠한 관련성이 존재하는지 확인하다. 또한 리더십 유형이 만족도와 직무성과간에 어떤 조절효과가 있는지도 분석하였다. 인지적 만족도와 정서적 만족도가 직무성과에 영향을 주는지를 분석한 결과, 모두 영향을 주는 것으로 나타났다. 특히, 직무만족 중에서 정서적 만족도의 영향이 더 높게 나타났다. 다음으로, 리더십 유형의 영향력을 분석한 결과, 리더십이 직접적으로 조직성과에는 영향을 주지는 않는 것으로 나타났지만, 직무만족과 직무성과 사이에서 조절효과를 주는 것으로 나타났다. 즉, 거래적 리더십이 높을수록 정서적 만족도가 직무성과에 미치는 영향력이 더 높아지는 것으로 나타났다.

• 대한안전경영과학회:학술대회논문집
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• 대한안전경영과학회 2008년도 춘계학술대회
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• pp.19-33
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• 2008

The study on semiconductor industrial accident in korea has been focused on frequencies of each type, employee, characteristics, cause and un-safety condition, behaviour and so on. Those attributes of semiconductor industrial accidents were usually analyzed independently, so that it was hard to provides a well-process and systematic guide lines for efficient safety management. There fore, there were a few studies based on comprehensive survey in terms of sharp-type of safe management. The questionnaire survey carried out for the workers(284) who were responsible for safety management in to center with corporate company with semiconductor industry the factor analysis showed that there were three factor of safety management. They were 1) Investment and operation and management for accident prevention, 2) Unsafe, safety management 3) General human error and behavior the industries of respondents were correlative with three group. Three Groups showed a statistically significant differences on the number of cases. Actually, the group with the larger investment and the better unsafe cause, human error a of accident prevention had a smaller cause of accident cases.

• Asia pacific journal of information systems
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• 제34권1호
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• pp.209-225
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• 2024

This research aims to use machine learning technology in human resource management to predict employees' work-life balance. The study utilized a dataset from IBM Watson Analytics in the IBM Community for the machine learning analysis. Multinomial dependent variables concerning workers' work-life balance were examined, categorized into continuous and categorical types using the Generalized Linear Model. The complexity of assessing variable roles and their varied impact based on the type of model used was highlighted. The study's outcomes are academically and practically relevant, showcasing how machine learning can offer further understanding of psychological variables like work-life balance through analyzing employee profiles.

• 가정과삶의질연구
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• 제26권5호
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• pp.27-37
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• 2008

The main objective of this study was to examine the effects of family-friendly culture in various organizations in the private sectors on employee self-reported work-family balance and qualities of lives. It also attempted to clarify whether employee perceived work-family culture would vary according to size and type of organization, gender, and dual career partnership. The data came from 365 married full-time workers employed in a wide variety of organizations located in Seoul and GyeongGi-Do. The major findings of this study were as follows: Work-family culture was perceived more family-friendly in large-sized organizations and consumer industries. Female employees and workers in dual-career partnerships perceived the work-family culture of their organizations less family-friendly. The hierarchical multiple regression analyses revealed that firm size, supervisory support for employees' family activities, and the perception of negative career development opportunities as a consequence of utilizing family-friendly policies significantly predicted employees' work-family balance and qualities of lives, while organizational time demands having no significant effects on them. The implications of study results were discussed.

• 한국식품영양학회지
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• 제19권4호
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• pp.435-447
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• 2006

This study was carried out to investigate foodservice management of child care centers in Ansan and to suggest the basic data for foodservice management improvement. A questionnaire survey of 48 child care centers in Ansan was undertaken. Child care centers were categorized large (children eve. 100) and small(children less than 100) by size and public and private by type. Survey questionnaires consisted of general background, employee, food inspection and storage, kitchen, cooking facilities, food distribution and hygiene utensils. The results of this study are summarized as follows: because 46.9% to 56.3% of the centers took a dietitian in employment, foodservices in most of centers were not managed by professionals. The average of employee were 0.77 persons in smalll centers and 1.65 persons in large centers. The average space of kitchen were 3.86 pyung in smalll center, 6.06 pyung (1 pyung=$3.3058m^2$) in large centers. According to the data analyzed from Food inspection and storage, kitchen, cooking facilities, food distribution and hygiene utensils, the results indicate that the foodservice management of child care centers were in a relatively poor state. The director in child care centers should recognize the importance of the sanitation management and pay more attention to food service facilities. To improve foodservice performance at child care centers, it is required fur the Ministry of Gender Equality and Family to develop both the kitchen facility model based on the general sanitation standards and guidelines for child care centers.

• 한국자동차공학회논문집
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• 제16권6호
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• pp.184-191
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• 2008

In this paper, it was performed to protect the remanufacturing industry of domestic automobile part and grasp the latest tendency of remanufacturing industry of domestic automobile part for development of remanufacturing technology and economical support of government. Research on the present statue of the remanufacturing industry was indicated that the number of remanufacture enterprises about automobile part, the annual, the number of employee in remanufacture and the type of remanufacturing. The general problems were presented which blocked the activities of domestic automobile part. It was also presented that problem of remanufacturing technology side and quality assurance of remanufactured automobile part and found out solution.

• 한국병원경영학회지
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• 제15권2호
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• pp.61-83
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• 2010

The purpose of this study is to analyze the effects of the introduction of 'business performance evaluation program' on the changes in organizational culture and employee commitment. The data for this study were collected three times, in 2006, 2008, and 2009 from the employees at a public hospital in Korea. The main findings of this study are as follows. 1. Organizational culture has gradually changed as the 'business performance evaluation program' was introduced and implemented. Regarding the changes in the different type of culture, we can see that group culture, developmental culture and rational culture has been stronger and, on the other hand, the introduction of 'the program' did not have as much impact on the hierarchical culture as on the other types of culture. 2. The group culture has have more impact on the organizational commitment than other types of culture. In case of the hierarchical culture, however, statistically significant relationships could not be found between the organizational commitment and the introduction of business performance evaluation program.

• Safety and Health at Work
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• 제6권4호
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• pp.279-288
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• 2015

Background: In this study, the measurement of job stress of electric overhead traveling crane operators and quantification of the effects of operator and workplace characteristics on job stress were assessed. Methods: Job stress was measured on five subscales: employee empowerment, role overload, role ambiguity, rule violation, and job hazard. The characteristics of the operators that were studied were age, experience, body weight, and body height. The workplace characteristics considered were hours of exposure, cabin type, cabin feature, and crane height. The proposed methodology included administration of a questionnaire survey to 76 electric overhead traveling crane operators followed by analysis using analysis of variance and a classification and regression tree. Results: The key findings were: (1) the five subscales can be used to measure job stress; (2) employee empowerment was the most significant factor followed by the role overload; (3) workplace characteristics contributed more towards job stress than operator's characteristics; and (4) of the workplace characteristics, crane height was the major contributor. Conclusion: The issues related to crane height and cabin feature can be fixed by providing engineering or foolproof solutions than relying on interventions related to the demographic factors.

• 대한안전경영과학회지
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• 제16권2호
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• pp.81-90
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• 2014

Flexible production system has been expanded to all sectors of economy with the change of labor market and diversification of employment. The unstable employment with irregular work has replaced stable employment with regular work. This study has investigate the impact pathway of the type of employment on health status especially ill-health symptoms experiences. Among the first Korean Working Conditions Survey data, the employee's response data was used to analyze the path way with multiple regression analysis. The result has shown the direct effect of the type of employment on ill-health symptoms experience. Indirect effect of the type of employment was found the pathway via the exposure to noise, high temperature, low temperature, dust, skin contact to chemicals, painful posture, heavy material handling, standing position, repetitive movement of hands. However the exposure to the other hazardous factors such as organic solvent, wholebody vibration, radiation, lifting people, infectious materials were not influenced by the type of employment.