• 품질경영학회지
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• 제45권2호
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• pp.157-173
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• 2017

Purpose: This study analyzed the effects of employees' perception of fairness and organizational commitment on productive behavior in firms. In addition, we analyzed how the employment patterns(full-time vs part-time) of employees adjust the relationship of each variable. Methods: In order to carry out the research, we surveyed about 400 people working in domestic large corporations and global corporations and analyzed them empirically Results: According to the empirical analysis, Fairness perception has a positive (+) effect on organizational commitment and productive behavior, and organizational commitment has a positive (+) effect on employee's productive behavior. In particular, the relationship between fairness perception and organizational commitment and productive behavior varies according to the employee's employment pattern(full-time vs part-time). Conclusion: this study is to increase the organizational commitment of employees in the process of organizational socialization, to ensure fairness in procedures, distribution and interactions to drive productive behavior, Suggesting that employees should be provided motivation and welfare benefits without discrimination.

• 대한치과기공학회지
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• 제40권3호
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• pp.151-162
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• 2018

Purpose: The main purpose of this study is to develop assessment measures for the quality of service for dental labs. Methods: In order to construct the measure of service quality assessment for dental labs, relevant modifications were extracted around theoretical studies, and the survey was conducted on dental technician workers through internet survey. final scale questions were extracted through exploratory factor analysis and confirmed factor analysis of measurement variables, the demographic characteristics of the subjects and the perceptual difference of dental labs were analyzed for the extracted variables. Results: The final five variants of the interactive factor analysis that include the ability to change employee growth, reliability, responsiveness, materiality, interoperability, confirmatory factor analysis excludes variations in employee growth wages, welfare benefits, by changing its name to network capabilities, the quality of service factors for the final dental labs consisted of five variations: network competence, reliability, responsiveness, materiality and interoperability. Conclusion : The service quality of the dental labs showed that the reliability of the product related to the dental materials and the product production responsiveness related to the production order, the Materiality of the materials and equipment of the dental labs, the Interoperability responsiveness related to dental orders, And the importance of network capability to form a mutual network.

• 한국사회복지학
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• 제57권1호
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• pp.121-146
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• 2005

일본은 근대적 사회복지제도를 도입 운영하기 시작한 이후 자신의 정치사회적 환경과 경제력 등에 기초한 지속적 제도개혁을 통하여 $1960{\sim}70$년대를 전후하여 소위 일본형 사회복지제도를 일단락 지웠다. 당시의 사회복지제도는 조치제도라는 행정처분행위에 기초한 행정기관의 우월적 지위와 복지대상자의 피동성이 전제되었다. 하지만 이와 같은 모습의 사회복지체제와 이용구조는 1990년을 전후하여 근본적 수준의 개혁 요구에 직면하였다. 여기에는 고령사회로의 진입에 따른 복지대상자 중심의 사회복지서비스의 이용구조, 즉 사회복지서비스의 자립지원기능과 이용자본위의 이념이 자리하였다. 이와 같은 흐름 속에서 등장한 것이 사회복지서비스의 이용을 도와주는 이용지원체제이었다. 이용지원체제의 등장은 일본 사회복지체제의 패러다임의 변화로까지 지적된다. 본 글에서는 이용지원체제의 구조적 특징을 확인하는 차원에서 분석모형을 설정하고 이를 준거틀로 하여 기왕에 이용지원기능을 핵심적 역할로 삼고 있는 관련 제도를 살펴보았다. 이를 통하여 확인된 이용지원체제의 구조와 특징으로는 크게 사회복지대상자의 자기실현과 인권보장에 대한 적극적 기여, 사회복지시설 등과 같은 복지공급체제와 내부조직관계의 형성, 사업운영과정에서 있어서의 케어매니지먼트와 케어플랜의 중시, 케어메이저와 같은 전문가 중심의 운영, 이용지원영역의 제한적 개방성(bounded openness)으로 인한 복지공급 체제간의 내부거래의 가능성이 나타나고 있다.

• 동아시아경상학회지
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• 제9권4호
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• pp.1-15
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• 2021

Purpose - In a difficult time for a firm, it seems impossible to change circumstances by a firm. Nevertheless, the firm must do whatever it can do by however it can do. Therefore, the purpose of this study is to analyze the effect of HRM practice on organizational effectiveness with the status quo of the firm as a moderator. Based on the result of this study, the managerial implication could be suggested as a contextual response to each status quo of the firm in improving and managing organizational effectiveness by HRM practice. Research design, data, and methodology - This study measured organizational effectiveness with employee satisfaction and organizational commitment. HRM practice includes two HR management areas, HR system, and HR attitude. HR system includes education & training and additional wage welfare. HR attitude includes employee stress and empowerment. As for the status quo of the firm, this study considered three construct; firm feature, strategic feature, environment change feature. This study analyzed 397 employees of 24 company data from the 7th HCCP of KRIVET. Result - Hypothesis 1 through Hypothesis 3 were partially supported. The results of this study suggest that to increase organizational effectiveness(job satisfaction and organizational commitment), employee stress and education & training participation need to be managed. And circumstance of an organization as given the Status Quo of the firm needs to be managed differently like firm size, environment change in demand, and technology. Conclusion - This study suggests best-practice implications based on the result between HRM practice and organizational effectiveness. And also suggest differentiation in management to increase the best-fit in management.

• 한국실내디자인학회논문집
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• 제19권3호
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• pp.242-250
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• 2010

Recently, the long-term care insurance for the elderly was carried out according to the elderly is increased rapidly and the formation of sympathy that a nation and society try commonly to share health and welfare promotion of the elderly. The purpose of this study is to analyze the present status of nursing home after that the long-term care insurance is enforced in chungcheongbuk-do and to utilize as basic data. The study limited its survey to those facilities that refer to the Ministry of Health and Welfare data, that had the capacity of more than 50 people. The result are as followings. Firstly, most of the nursing home were located on the outskirts of the city. But it must be constructed in the city center if the recent deinstitutionalization trend is reflected. Secondly, notwithstanding the provisions of the Elderly Welfare Law, if the Livability and amenity are considered, the plan of a single or a twin room is needed. The ondol(溫突) system bedroom for the safety of the elderly had to be planned and for the color planning of a bedroom, a heating, the furniture, the form of a door, corridors, etc. should be partly improved. The fastener in which it is appropriate for the main exit, a stair, an elevator, the lighting device, and etc. is needed and the installation of a wandering path for the dementia patient and etc. is required. Thirdly, most of the dining room arranged on the first floor but it is not nearly used and it used for employee or the other use. Therefore, we have to consider the system in which it can deliver the meal to a bedroom. If the smell of the elderly and etc. is considered, the sufficient height of the floor should be reflected for the ventilation equipment. Lastly, The improvement of the existing law are required.

• 가족자원경영과 정책
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• 제19권1호
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• pp.139-161
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• 2015

The number of Healthy Family Support Centers has increased and the services for enhancement of family strength have extended during the past ten years since the Framework Act on Healthy Families was enacted. It is time to pay attention to the empowerment for Healthy Family Specialist because their capability is directly linked to improve the quality of services, which means the satisfaction of family services and the quality of family policy. In this context, this study investigate organizational experience of Healthy Family Specialists and suggest the empowerment plan to enhance their capability. We conducted in-depth interviews for 9 Healthy Family Specialists who is currently working at Healthy Family Support Centers as a manager status during June 2014. We analyzed organizational experiences through job commitment and job satisfaction and empowerment plans through their strength and weakness. Our findings revealed that job commitment and job satisfaction of Healthy Family Specialist are relatively low due to a poor working condition and a low brand awareness. Also, the capability of Healthy Family Specialists is an important factor to determine their job commitment and job satisfaction, and it can impact on the long service. These results suggest that the payroll system, increment of salary, career recognition, employee benefit, systematic operation, and motivation are needed to improve their job satisfaction. There are various ways to improve professional capability of Healthy Family Specialists besides education program. This study contributes to make the plan of empowerment for Healthy Family Specialists and it also contributes to improve the service quality of family policy.

• 산업융합연구
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• 제20권4호
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• pp.79-84
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• 2022

본 연구는 노인여가복지시설 종사자들의 슈퍼비전과 직무몰입의 관계에서 전문성인식의 매개효과를 분석하였다. 대전과 충남에 소재한 15개 노인여가복지시설 267명의 종사자들을 대상으로 설문조사를 진행하였다. 주요 분석방법은 SPSS와 AMOS 통계프로그램을 이용한 확인적 요인분석과 구조방정식모형분석이다. 분석결과, 슈퍼비전의 직무몰입에 대한 영향과 전문성인식의 매개효과가 검증되었다. 종사자들의 직무몰입을 향상시키기 위해 슈퍼비전과 전문성인식을 개선할 필요가 있다. 종사자들에 대한 슈퍼비전을 활성화시키기 위해 교육적 슈퍼비전의 강화, 슈퍼비전의 체계화, 슈퍼바이저 교육의 강화 등이 필요하다. 종사자들의 전문성인식의 증진을 위해 우수인력에 대한 시상 등의 프로그램, 사회적 지지의 제공, 클라이언트를 고려한 종사자교육 등이 필요하다. 향후 노인여가복지시설의 종사자들을 대상으로 직무몰입을 비롯한 인적자원관리를 위한 다양한 변수들에 대한 조사연구들이 이어지기를 기대한다.

• 한국콘텐츠학회논문지
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• 제21권12호
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• pp.662-675
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• 2021

본 연구는 전라북도 사회복지심부름센터의 효과성을 평가하기 위해 이용자의 개인특성 및 종사자 직무환경특성이 이용만족도에 미치는 영향을 파악함에 주목한 연구이다. 분석 자료는 전라북도 각 시·군 사회복지심부름센터 11개소의 이용자 및 종사자를 대상으로 수집한 서베이 자료이다. 구체적인 분석에서는 이용자들의 개인특성은 1수준 독립변수, 종사자의 직무환경 특성은 2수준 독립변수, 이용만족도를 종속변수로 설정한 다음 위계적 선형모형분석 모델을 적용하였다. 분석결과 장애인 가구, 직무가치감, 직무스트레스, 역할과다, 급여만족도가 이용자의 서비스 만족도에 유의미한 영향을 미침을 확인할 수 있었다. 이와 같은 분석결과는 종사자의 직무환경특성이 서비스 이용자들의 만족도에 주요한 영향을 보여주는 바로, 사회복지심부름센터 이용자들의 만족도를 높이기 위해서는 직무가치감, 직무스트레스, 역할과다, 급여만족도 등의 종사자의 직무환경 측면들에의 개선이 적극 필요함을 시사하여 준다.

• 사회복지연구
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• 제41권1호
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• pp.65-84
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• 2010

불평등 지수의 분해란 사회 전체의 불평등을, 이에 영향을 미치는 개별원천들로 분해하여, 그 원인을 밝히고자 하는 것이다. 기존에는 개별요인들이 전체 불평등에서 정량적으로 차지하는 절대적 기여도에만 관심을 가져왔다. 그러나 불평등 완화를 위한 정책을 효과적으로 수행하기 위해서는, 개별원천들이 가지고 있는 한계적인 불평등 효과를 아는 것이 더 중요할 것으로 생각된다. 본 연구에서는 이를 위하여 대표적인 불평등 지수라 할 수 있는 지니계수를 소득원천별 혹은 사회복지 프로그램별로 분해하고, 각각의 Gini Income Elasticity(GIE)를 계산하였다. 분석결과에 따르면, '상용근로자 소득'과 '고용주 및 자영자 소득'의 GIE가 각각 1.205와 1.867로, 이들의 증가는 사회 전체의 불평등을 악화시킬 수 있는 소득원천들로 분류되었다. 이러한 GIE를 이용한 분석방법은 소득원천 혹은 사회복지 프로그램들의 불평등 효과를 분석하는데 있어서 하나의 유용한 방법의 될 수 있을 것이다.

• 한국조리학회지
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• 제23권6호
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• pp.78-88
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• 2017

The main goal of this study was to demonstrate the causal relationships between multi-dimensional work-values, job satisfaction and task performance of Y generational employee in the Korean hotel industry. In order to achieve the purpose, the data were collected from Y generational employees working in the major cities in Korea. To analyze the data, frequency, exploratory factor analysis, reliability analysis, PROCESS Macro analysis and simple regression analysis were undertaken by using SPSS 18.0. The results were as follows; 1. Work-values were found out as five factors; Prestige workvalues, Personal development work-values, Work condition work-values, Personal welfare work-values, Social/ Altruistic work-values. 2. All five factors were found to be significant in enhancing job satisfaction. 3. Two factors which were prestige work-values and personal welfare work-values were found to be significant in facilitating task performance. 4. Job satisfaction was revealed as a mediator between all work-value factors and task performance. This study provided practical information about work-values of Y generational hoteliers to positively affect their job satisfaction and task performance. This study also confirmed that it is important to enhance job satisfaction in order to make employees perform their service duties better.