• The Journal of Industrial Distribution & Business
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• v.13 no.8
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• pp.19-27
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• 2022

Purpose: CEOs develop policies through their effective decision-making while employees implement the policies so that a business realizes the expected returns. This research focuses on the importance of the CEO's sustainable leadership to distribute environmental education culture to improve employees' environmental performance. Research design, data and methodology: The PRISMA that is selected by the present research is an evidence-based minimum group of entities for reporting in systematic reviews and meta-analyses. The core focus of the concept is to note studies that evaluate the impacts of intervention and can also be utilized as a basis for writing systematic reviews rather than intervention evaluations. Results: The current investigation indicates that there are four kinds of suggestions (a. Increased organizational learning, b. Open communication, c. Participative decision making, d. Psychological empowerment) how the management should develop sustainable leadership for distributing green culture and improving employee green performance. Conclusions: Based on four solutions, the present research concludes that sustainable leadership for CEOs is not only of advantage in terms of protecting the environment and the people, but it fosters increased organizational learning. Increased organizational learning leads to better employee sustainable performance, which includes financial performance and the social and environmental initiatives the organization implements.

• Journal of Nutrition and Health
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• v.24 no.6
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• pp.547-559
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• 1991

The purposes of this study were to : a)determine the percentage of labor activities expen-ded in various work functionsof hospital foodservice b)estimate the labor time utilized in each work functions c)investigate the overall work patterns of hospital foodservice and d)provide the basic data for effective labor control This study was conducted in two hospitals with 1300 and 1200 ed capacities and every employees of the dietary department were included in 10days work measurement. Work sampling methodology developed by Donaldson and Ostenso was modified and used for observing overall activities of hospital dietary department. Consistency of data and observa-tion period were verified by 3$\delta$ control chart and control chart. Observed data were satisfied with confidence level of 95% and confidence interval of $\pm$0.05, The results of this study were as follows: 1) The direct work function indirect work function and delay were 74.8%, 9.2%, 16.0% respectively with A hospital and 82.2% 7.2%, 10.6% respectively with B hospital 2) The productivity indices of direct work indirect work and delay were 9.05 min/meal 1.12 min/meal 1.94 min/meal respectively and total 12.11 minutes were utilized per meal served in A hospital and 10.72 min/meal 0.94 min/meal 1.38 min/meal respectively and total 13.04 minutes were utilized per meal served in B hospital 3) Full time equivalent(FTE) utilized in daily work of irect work indirect work and delay were 62.24 men 7.69 men 13.35 men respectively in A hospital and 64.09 men 5.63 men 8.22 men respectively in B hospital. 4) The contents of work activities of each employee group showed that delay time of the service personnel group was more than any other employee groups in both A hospital and B hospital 5) Examination of daily work schedule by time intervals showed that transportation work function was carried out all day so it is necessary to improve this work.

• Journal of the Korean Dietetic Association
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• v.19 no.1
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• pp.82-94
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• 2013

The purposes of this study were to measure the service mind and customer orientation of employees and to identify the effect of service mind on customer orientation in elementary school foodservices. The questionnaires were distributed to foodservice employees of the 19 elementary schools, but collected from 12 schools in Gwangju, Gyeonggi. The statistical data analysis was completed using SPSS (ver. 18.0) for the independent sample t-test, ANOVA, Cronbach's alpha, principal component analysis, hierarchical & K-means cluster analysis, Pearson' correlation analysis, and multiple regression analysis. Foodservice employees highly rated their service mind (3.94 out of 5 points), especially their perceptions on the importance of service (4.13 points). The effort to provide service was significantly different depending on the serving place (P<0.05). Employees had a high level of customer orientation (4.02 points), which was significantly influenced by age, position, or career (P<0.05), and cook license (P<0.01). As a result of cluster analysis for service mind, employees were divided into two groups: a low-service mind group (cluster 1) and a high-service mind group (cluster 2). Cluster 2 had a significantly higher overall customer orientation than cluster 1 (P<0.001). The pride in providing services (${\beta}$=0.390, P<0.01) and the perception of the importance of services (${\beta}$=0.297, P<0.05) showed a significant and positive effect on customer orientation.

• Journal of Internet of Things and Convergence
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• v.7 no.4
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• pp.69-75
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• 2021

This study investigated the status of disaster response, focusing on modern architecture. The modern architecture is drawing more attention and being more used in the local community among the architectural heritage in downtown collective. The railway employee residence area in Soje-dong, Daejeon is a collective building group, and the efforts to evaluate and preserve its historical, cultural, and architectural values have been underway. However, the area is now an undesignated cultural property that does not receive institutional protection. It carries significance in preserving it as a collective building group. Yet, since the main structure is made of wood, the risk of being destroyed by fire or disaster is high, and disaster prevention measures are insufficient. Therefore, this study examined the structural and non-structural conditions such as the arrangement and architectural characteristics of official residence buildings, and looked into measures of the construction of a disaster prevention system and residents' participation. To preserve the urban historical environment created as a collective architectural heritage, it is necessary that the area reinforces its own disaster prevention capabilities, such as establishing an effective disaster prevention system considering village characteristics, strengthening disaster prevention capabilities based on residents' participation, and forging formal and informal governance in the local community.

• Journal of Venture Innovation
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• v.5 no.2
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• pp.111-127
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• 2022

With the progress of the 4th industrial revolution, interest in smart factories is increasing. The government is implementing a smart factory support project for small and medium-sized manufacturing companies. Therefore, in this study, factors influencing small and medium-sized enterprises(SME's) intention of smart factory acceptance were analyzed. In particular, it focused on how the perception of government support affects intention of smart factory acceptance. For the empirical analysis, a research model was established by reflecting the characteristics of SMEs and the technical factors of the smart factory centering on the technology acceptance theory. Based on the model set in this way, a questionnaire survey was conducted for employees of SMEs. In this study, a total of 231 samples of valid data were used for analysis. The empirical analysis results are as follows. It was analyzed that performance expectancy, social influence, technology utilization capability, CEO will, and employee resistance to innovation, all introduced as research variables, had a significant effect on the use intention of smart factory acceptance. In particular, it was found that employees' resistance to innovation had a negative (-) effect on their use intention. Meanwhile, to analyze the moderating effect of government support, it was divided into a group with high expectations for government support and a group with low expectations. As a result, it was found that there was a difference in the effect of CEO's will, employees' resistance to innovation, and social influence on the use intention. On the other hand, no significant difference was found in the relationship between performance expectancy, technology utilization capability on the use intention. Based on the empirical analysis results, the academic and practical implications of this study were presented.

• Journal of Digital Convergence
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• v.16 no.9
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• pp.29-37
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• 2018

The purpose of this study was to investigate factors affecting self-directed learning of workers. For this purpose, 335 workers were surveyed in two cities in the northwestern part of Chungcheongnamdo. The research was carried out by difference test to identify the diffrence of self-directed learning according to general characteristics and by correlation analysis of main variables. Also in order to identify the effect of hope and growth mindset on self-directed learning, hierarchical regression analysis was conducted by diving the group into employee-level and higher employee-level. The main results are as follows. First, Self-directed learning differed by gender. Second, correlation analysis revealed that hope, growth mindset and self-directed learning were positively correlated. Third, regression analysis showed that the pathway thinking of hope and the intelligence of the growth mindset influenced self-directed learning of employee-level workers. And it showed that the pathway thinking of hope influenced self-directed learning of higher employee-level workers. Finally, we discussed policies to enhance workers' self-directed learning based on positions.

• Journal of Labour Economics
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• v.29 no.3
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• pp.75-112
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• 2006

We found following evidences from our empirical analysis with the Workplace Panel Survey data of the Korea Labor Institute with reference to 'discord hypothesis' which insists that employee participatory high performance work practices would strengthen not only an enterprise focus in labor-management relations but also the enterprise unionism in the labor union system or collective bargaining structures, so they would probably come into conflict with the superenterprise-oriented industrial solidarity spirit in labor unionism. First, even though there are significant positive management performance effects of high performance work practices, especially in case of mining and manufacturing industries, the positive performance effects of employee participatory work practices such as job rotation ratio of workers and 6-sigma activities were much strengthened relatively in case of non-unionized establishments. Second, the superenterprise-oriented collective bargaining system is also found to give very strong and statistically significant negative performance effects to the introduction and implementation of work teams and performance-related payment systems such as profit sharing, group incentive pay system and so on. Although there are some careful reservations in interpreting the results of our analysis because of data insufficiency, they may have important implications that the industrial labor unionism or the superenterprise-oriented collective bargaining practices exercise the bargaining power to make individual firms be negative or feel it nearly impossible to introduce the employee participatory work practices which can be very favorable to improving those management performance.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.20 no.41
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• pp.61-78
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• 1997

Traditionally most of studies on voluntary turnover have focused on identifying the determinants of it under the implicit assumption that negative attitudue raises turnover rate and, in turn, it undermines organizational effectiveness. But, recently many scholars have argued that more focus be placed on the functionalty than the frequency of turnover. Based on the recent trend of voluntary turnover, this paper is to analyse the differences of the Intention to Leave(IL) level according to job characteristics(job variety, job importance, job autonomy, job identity, feedback)$\times$functionality(employee ability, attitude). Resulting from 2-way ANOVA, the Negative-attitude Group(NG) is found to expose significantly high IL level than the Affirmative-attitude Group(AG) in low job variety, low job autonomy, low job importance.

• Proceedings of the Safety Management and Science Conference
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• 2008.04a
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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.

• Korean Journal of Community Nutrition
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• v.8 no.1
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• pp.71-82
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• 2003

In this study, hygiene knowledge and recognition on job performance levels of foodservice employees at different degrees of HACCP application had been compared. As for the comparison of hygiene knowledge for HACCP application, foodservice employees at "Appointed" showed significantly higher HACCP knowledge (p < 0.01) . As for recognition on job performance levels, this status also assured the significant difference between the comparison groups (p < 0.01) : "Appointed" showed the highest point of 4.24 while "Voluntary applying" and "Non-applying" showed 3.39 and 2.53 respectively. The "Appointed" group showed the well performance of most of the surveyed items. "Voluntary applying" group showed unsatisfactory performance in various log recordings and some part of surveyed items. As for "Non-applying", many items were performed under the average score as they do not apply HACCP.ems were performed under the average score as they do not apply HACCP.