• 한국병원경영학회지
• /
• 제6권3호
• /
• pp.46-68
• /
• 2001

The study was to examine the relationships among those variables related to total quality management and to reveal those variables affecting total quality management in Health-Care Organizations. To study the relationship, a questionaire was designed and sent to 220 hospitals of which the number of beds is over 200 beds. Out of 660 questionaire, 263 questionaire were collected. Data analysis were conducted by using t-test, ANOVA, Pearson correlation coefficients and stepwise multiple regression. The result were as follows: 1. TQM was significantly different according to activities of QI, department of QI, age, and position. 2. Leadership was significantly different according to activities of QI, department of QI, age, and position. 3. Significant differences in the level of satisfaction of employee were found according to activities of QI, department of QI, age, position, and duration of employ. 4. Significant differences in the level of participation of employee were found according to activities of QI, department of QI, and position. 5. Education trainning was significantly different according to amount of bed, activities of QI, department of QI, level of education, kind of job, and position. 6. Medical technique was significantly different according to activities of QI, department of QI, and position. 7. Quality of work was significantly different according to activities of QI, department of QI, age, and position. 8. Significant differences in the level of investigation's system in satisfaction of client were found according to activities of QI, department of QI, kind of job, and position. 9. Positive correlations were observed between TQM and those variables related to TQM. 10. TQM was significantly predicted by the level of satisfaction of employee(40.9%), participation of employee(7.0%), investigation's system in satisfaction of client(2.7%), leadership(1.4%), and medical technique(1.1%), respectively.

• 경영과정보연구
• /
• 제6권
• /
• pp.205-226
• /
• 2001

Under the pressure of competition and efficiency in the 21st century, many firms need to adapt the system of new labor relationship, labor management' innovation. In global economy and information time, country and company have become a business imperative core strategy. Industrial and Labor management culture is more innovation and sustain, development. Therefore, This paper review, the new era of 21st century of knowledged based information society, new labor management culture's shape and the possibility of strong corporate culture's impact. This study suggested several improvement ways of Labor Management. The directions of participation in decisions in labor relation as follows: A manager and employee cope with partnership each other, open management is to successfully operate. Then investment enlarge human resource development, career development, education & training's enforcement etc. Employee are creativity and innovation task centered interested in the working conditions. First of all, employee has to not only effort to productivity improvement, but also voluntarily capacity improvement. These changes are hot issues to employee as well as to manager. Also, Government role is very important. They provide to constructive infra and human resource management should be develop as well as supported to knowledge based employee in socially responsible management. Finally, new labor relations culture' practice can effort the growth to improve upgrading strategy the sound labor-manager.

• Journal of Preventive Medicine and Public Health
• /
• 제33권2호
• /
• pp.150-156
• /
• 2000

Objective : To analyze the factors affecting the participation rate in the health screening program of medical insurance. Method : We investigated the factors associated with the participation rate in the health screening program in Korea. Data were collected at the aggregate level from 145 employee health insurance societies and 227 self-employed health insurance societies from 1995 to 1997 Data were also collected at the individual level from four health insurance societies. This study hypothesized that the participation rate of the health screening program was related to 1) the characteristics of its members and the size of the health insurance society; 2) the specifications of the health screening program; 3) the venue of the health screening institution and the interests of individuals in the health screening program; and 4) the activities of the health insurance society. We used bivariate and multiple regression models to examine the factors on the participation rate of the health screening program. Results : First, in the case of dependents of on employee health insurance society, the ratio of dependents 40 years old and over, the average monthly contribution per household, the interest and satisfaction level of individuals in health screening, and the level of refunds for over-payment were all associated with the participation rate in the health screening program, accounting for 54.4% of the participation rate. Second, in case of those insured by the self-employed health insurance society, the interest and satisfaction level of individuals in health screening, the level of refunds for over-payment, and the performance level of on-the-spot health screening were statistically significant, accounting for 40.1% of the participation rate. Conclusion : The factors concerning the participation rate in the health screening program of medical insurance, in both a health insurance society and for individuals, were closely related to the age and gender of individuals and household contributions.

• 정보학연구
• /
• 제8권1호
• /
• pp.63-81
• /
• 2005

The purpose of this study is primarily to analyse empirically the productivity effects of worker participation in capital by Korean employee stock ownership plan that had taken newly effect on and after January 1,2002, and secondarily to examine the impact of unionization on productivity. The analysis data are those of 150 firms that listed or registered on the stock market, and introduced ESOP. The result of this study can be summarized as follows. First, the worker participation in capitia have significantly a positive effect on productivity, but the magnitude of those effects vary according to estimation models and sectors. The elasticity of stock share owned by employees on productivity is from 0.03 to 0.24. Second, there is no unitary relationship between unionization and productivity. The coefficients of union dummy variable are positive or negative according to models and sectors as well as insignificant.

• 유통과학연구
• /
• 제18권4호
• /
• pp.27-37
• /
• 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.

• 한국콘텐츠학회논문지
• /
• 제17권1호
• /
• pp.145-156
• /
• 2017

기업의 문화예술 지원활동을 지칭하는 메세나(mecenat)는 고객, 이해관계자, 지역사회와 더불어 기업문화 강화는 물론 사회공헌과 문화마케팅 도구로 활용되면서 단순 예술후원이나 협찬의 개념을 넘어 기업 경영의 다양한 활동에 영향력을 행사할 수 있는 전략적 도구로 자리잡고 있다. 이에 본 연구는 기업 내 조직원들에게 미치는 조직의 메세나 관심 및 조직원 참여의 영향관계를 파악하기 위해 국내 기업 임직원 438명을 대상으로 조직과 개인의 메세나에 대한 관심도가 조직원들의 메세나 활동 참여도를 통해 조직 신뢰, 애착, 충성도에 어떤 영향을 미치는지 실증 분석하고자 했다. 결과적으로 메세나에 대한 조직의 관심이 높을수록 조직원 개인의 메세나 관심도에 긍정적 영향을 미쳤다. 또한 관심도가 높은 직원의 메세나 참여도가 높았으며, 결국 조직 신뢰와 애착, 충성도에 긍정적 영향을 미치는 것으로 확인되었다. 이같은 분석결과는 기업의 메세나 활동이 조직문화 강화에 효과적이며, 단순히 기부나 후원활동이 아니라 내부 조직원의 관심과 참여와 함께하는 능동적인 활동으로 발전할 수 있음을 시사한다.

• 경영과정보연구
• /
• 제32권4호
• /
• pp.103-126
• /
• 2013

기업현장에서 현직교육훈련에 대한 요구가 점점 커지고 있고, 많은 기업들이 현직교육훈련을 실시하고 있거나 추진을 계획하고 있다. 더욱이 최근 기업은 우수인재를 확보 유지를 하기 위해서 기업차원에서 다양한 노력을 기울이고 있다. 하지만 실제구성원들이 어떤 이유에서 현직교육훈련을 선택하고, 이를 시행하는데 어떤 어려움을 겪고 있으며, 성과에 대해서 어떻게 생각하고 있는지에 대한 정보는 미미한 실정이다. 본 연구는 이러한 문제의식을 바탕으로 구성원의 관점에서 현직교육훈련 참여동기 요인을 찾아보고, 현직교육훈련을 선택하는데 영향을 주는 요인을 현직교육훈련 유형 및 통합적인 관점에서 밝히고자 하였다. 분석 결과, 구성원들이 현직교육훈련 참여강도에 영향을 미치는 변인은 OJET 유형 요인, 담당업무 요인, OJET 참여이유 요인, 기업환경 요인 그리고 개인특성 요인들이 이에 유의한 변인으로 밝혀졌다. 분석결과를 기초로 해서, 본 논문은 기업차원에서 현직교육훈련 참여를 활성화할 수 있는 정책적, 제도적 모색방안을 제시하였다.

• 한국항공운항학회지
• /
• 제25권1호
• /
• pp.11-22
• /
• 2017

Aviation/tourism industry has a unique characteristic of high inter-dependance between customer and service-provider. It is the mental condition of service-provider that could influence on the attitude of the service-provider. Thus, it is important to manage the mental condition of the service employees to enhance a company's financial performance. This paper tries to analyze the combined model of both policy acceptance and service profit chain(SPC) models. First, service policy acceptance model tells how the service policy acceptance, which consists of policy compliance, trust, participation and policy failure, would influence on SPC model. According to empirical research, it was found that both the employees' policy compliance and the policy trust have a positive significant impact on their participation on service policy. In the policy acceptance model, the employee's voluntary participation based on their trust and compliance of the policy was proven to have a positive effect on increasing job satisfaction and customer orientation. Regarding SPC model, their participation in the policy had the strongest impact among variables on customer orientation. Such results implies the employees' participation on the policy could become the starting point to enhance the customer value.

• The Journal of Asian Finance, Economics and Business
• /
• 제9권7호
• /
• pp.273-280
• /
• 2022

The study aimed to determine the impact of societal participation on the customer loyalty of Saudi banks and identify the statistical differences in customer loyalty according to sex, age, education level, and occupation type. The independent variable is corporate societal participation, and the dependent represents customer loyalty. Corporate societal programs have two dimensions: social participation and philanthropic participation. The research population consists of Saudi workers in three sectors: government, military, and private reached 3.58 million people in 2021. The unit of analysis is the Saudi employee in one formal industry and dealing with the Saudi banks that offered corporate societal participation programs. The research used the appropriate stratified sampling method, and the recommended sample size reached 387 respondents. A fully structured questionnaire is used. The study concluded that corporate social programs have not impacted customer loyalty, while corporate philanthropy programs strongly affected customer loyalty. On the other hand, there are no differences in customer loyalty according to demographics (sex, age, education, and occupation type). Finally, the study presents a set of recommendations in the field of corporate social responsibility and develops the local communities.

• 간호행정학회지
• /
• 제5권3호
• /
• pp.425-444
• /
• 1999

The purpose of this study is to survey evaluation of the nurse on the current Performance Appraisal System. the need for future performance of the nurse and the opinions about the job rotation, and suggest the direction of improvement by obtaining basic data to improve personnel management of the nurse in a hosipial, the subject of the investigation. The study was conducted self-reporting questionniare survey of 330 nurses working at C hospital located in Chonbuk Province and the data was collected from May 4. 1999 through May 14. The research used measuring instrument developed by researcher for evalution about the present performance appraisal. the need for the future performanc appraisal system and the opinion of job rotaion. The analysis of the collected data was computerized using SPSS/PC+ program, calculated frequency, percentage, the mean and standard deviation and used Pearson, s Correlation Coefficients, t-test, chi- square test. Major findings are as follows. 1) As for the purpose of the current performanc appraisal, the appraiser recognized it as a security of promotion standard, while the employee saw it as a means for control as guidance and supervison of work. 2) With regard to use the result of the present performance appraisal, appraiser picked ambiguous appraisal standard, employees recognized unilateral evaluation of superior eliminated the participation of them as the highest priority. 3) In relation to the current criteria for promotion of the nurse, both appraisers and employees placed more weight on the length of clinical than performance appraisal score. 4) There is much possibility of the appraiser making an error to evaluate considering the length of performance appraisal. 5) Both appraisers and employees indicated that prospective result of performance appraisal should be used for the ability development & motivation of the individual. 6) Concerning employee's participation for performance appraisal both sides wanted by far more participation. 7) Regarding the most ideal appraisal method, both parties favored most the way added up the evaluation of the head nurse and peer review and followed by the manner the revaluation of the head nurse by considering self-evaluation. 8) As to the individual interview after the appraisal, more than 60% of appraisers responded it's not necessary, while above 88.5% of employees answered it is essential so that it is showed significantly difference between the appraisers and the employees. 9) As far as open of the evaluation result is concerned. 75% of the appraiser were against it but 80% of the employee were for it so that it showed significantly between them. The most principal reason that the employee want is that it motivates the individual's ability development and the fairness of the appraisal increases. 10) Whether the periodical rotation is necessary or not, 80% of appraisers and employees answered it's necessary, however, over 70% of them did not want the rotation. 11) Work-group Cohesiveness level within the nursing unit was attentive different from desire of the rotation, that is, the work group cohesiveness level of nurses wanting rotation was significantly lower than that of the group not desiring it.