• International Journal of Computer Science & Network Security
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• 제21권7호
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• pp.103-107
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• 2021

The article analyzes the theoretical aspects of the relationship between the right to medical secrecy and the employer's right to receive information on the employee's state of health, resulting in a more complete description of the implementation of the right to medical secrecy and the employer's right to information on the employee's health state and the possibilities of protecting violated rights. The limits of permissible restrictions on the right to secrecy of health in terms of ensuring the person's performance of their job function have been clarified.

• 유통과학연구
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• 제19권6호
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• pp.21-28
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• 2021

Purpose: Facing numerous challenges, organizational management is one of the most important research areas for organizations which handles workers' behaviors when they are within their workplace and organization to make more profits. The current research aims to analyze the effect of organizational management factors on direct employee consultation in distribution channels. Research design, data, and methodology: To achieve the purpose of the study and provide adequate empirical results, the current authors conducted the structural equation analysis using IBM AMOS 24.0 and collected 387 U.S employees in distribution channels (Wholesale and Retail shops). Results: Investigating the relationships between three organizational management factors and direct employee consultation, we found out that organizational practitioners in distribution channels face numerous challenges that must be resolved to ensure effective direct employee consultation to benefit employees. Empirical findings suggest that practitioners and leaders in distribution channels should focus on developing employee psychological management and utilizing direct employee consultation. Conclusions: In sum, the present research concludes that it must ensure that the employee in distribution channels should be a comfortable environment to appropriately respond to consultations. An approachable management team is ideal for employee consultations to find the right ways to keep employees at par with the consultation issues.

• 통상정보연구
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• 제9권3호
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• pp.205-229
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• 2007

This study analyzed relation with risk recognition degree by customs business of customs brokers and actuality insurance accident occurrence. These study finding that risk recognition by customs work area of customs brokers and actuality insurance accident occur did not agree. So customs brokers more elevate risk recognition of entry field, origin/trademark right, HS and customs tariff application, customs refund, price estimation that are high the insurance accident rate. and they may have to do emphasis administration through employee education and ability elevation. Specially, operation risk that is produced from charge employee's simplicity mistake who tax invoice omission, a tax use mistake, document nondelivery, notice dispatch delayed action, may have to manage through moral management and employee bylaws and education, employee guidance etc. Also, they publicize these contents to import and export enterprise, and practice risk management of high risk business in priority through education and public information. so we will have to make can do more effective risk management.

• The Journal of Asian Finance, Economics and Business
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• 제8권12호
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• pp.233-239
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• 2021

The objective of this study is to find out the factors affecting the employees' loyalty in private joint-stock commercial banks in Mekong Delta, Vietnam. Then, possible solutions can be proposed, which can be implemented to improve employees' engagement in private joint-stock commercial banks in Mekong Delta, Vietnam, in the future. The author conducted a survey of 300 employees at 6 private joint-stock commercial banks in 6 provinces in Mekong Delta: An Giang, Tra Vinh, Can Tho, Ben Tre, Soc Trang, and Tien Giang. The author also used the Cronbach Alpha reliability analysis method, exploratory factor analysis (EFA), and multivariate regression analysis. The results show the degree of influence of factors on employees' loyalty - according to decreasing importance: Income, Job characteristics, Working environment, Colleagues, Leadership. The authors propose some solutions based on the research findings, including focusing on assigning the right employees to the right jobs, creating a competitive and fair working environment, focusing on a reasonable income policy, and transparency in working relationships to help bank managers in the Mekong Delta, Vietnam improve human resource management to improve employee loyalty to private joint-stock commercial banks in Vietnam.

• 한국조리학회지
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• 제9권4호
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• pp.13-36
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• 2003

The aim of this study was to understand how the employee satisfaction effect to their turnover trends through the survey on the employee satisfaction and the turnover trend in the pastry and bakery department on the objection of the employee of the bakers of the luxurious hotels in Seoul area. The study was selected to study the luxurious hotels located in Seoul area and make the objection of the employee in the pastry and bakery kitchen. As the contents of the assumption of the study, the independent variable was ' the pastry and bakery employee's organizational factor ', and the dependant variables were ' job satisfaction of the pastry and bakery employee ', ' turnover trends of the pastry and bakery employee ' and implicates the comparison and the mutual relationship between variables to shows the confirmation of them. As the measurement tools, it adopted the reliability analysis, the technical statistics analysis, the frequency analysis, cross-section analysis and on the verification of the assumption, it was used linear regression analysis. The result of the study showed that the satisfaction degree toward the work schedule showed to be as the personal elements while the systematic organizational establishment and the management policy, the work capacity and the job placement, the cooperation with other parts and the operation of the work time showed to be as the organizational elements. The job satisfaction elements showed as the satisfaction on the system and the rule of the job, the satisfaction on the right and belonging, the satisfaction on the achievement and the communication. As regarded to the job turnover, the turnover intention concerned the opportunity, disappointment of assignment, general complaint, and work condition. Those were shown to be elements of the job satisfaction and the turnover of the employee. And also, that were necessary to manage the job satisfaction and the turnover of the employee concerning these factors.

• 경영과학
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• 제10권2호
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• pp.145-161
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• 1993

Human Resource Management (HRM) performs numerous activities in organizations including employee recruitment, selection, placement, job analysis, training and development, and labor relations. POSCO (Pohang Steel Company) has concerned with employee management related to job placement and analysis among these activities because of the problems of over-complexity of placement precedures for the variety of recruits, the frequency of selection, a large amount of job descriptions / specifications, and their changes. This study, as a phase of developing the entire HRM systems in the organization, briefly summarizes the preliminary information related and describes an implementation of expert system as a means for effective job placement based on the principle of right-person-in-right-place with identifying aptitudes and personalities of employees. Thus, a new approach for developing a job description/specification using a formal specification language like Z is also proposed. The result of this study will cultivate the performance of personnel, prevent conflicts between labor and management, promote overall productivity of organization, as well as helpfully verify job analysis.

• 한국산학기술학회논문지
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• 제15권11호
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• pp.6669-6675
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• 2014

대학에서 교수의 연구활동을 통해서 창출되는 발명은 직무발명으로서 그 발명에 대한 특허 받을 권리는 대학의 산학협력단에 승계되고, 교수는 그 대가로 정당한 보상을 받을 권리를 갖는다. 교수의 연구활동은 교수가 단독으로 수행하는 경우보다는 대부분이 학생의 직 간접적인 기여나 참여를 통해 수행된다. 대학에서 학생의 발명자 기여분은 직무발명으로 취급될 수도 있지만, 경우에 따라서는 교수의 직무발명과 달리 자유발명으로 취급될 수도 있다. 따라서 학생의 특허 받을 권리에 대한 산학협력단의 일방적인 승계는 향후 학교와 학생 간의 분쟁의 여지를 발생시킨다. 이에 본 연구에서는 학생의 발명자 기여분에 대한 처리에 있어서 전국 80개 대학의 지식재산권 관리규정을 조사한 후 문제점을 확인하고 이에 대한 바람직한 방향을 제시한다.

• 법제연구
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• 제41호
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• pp.337-366
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• 2011

본고는 신국립극장운영재단사건 및 INAX메인트넌스（メンテナンス）사건(事件)에서의 일본 최고재판소의 판결을 소재로 하여 이른바 개인도급계약형식에 따라 노무제공을 한 자의 노동조합법상의 근로자성을 검토한 것이다. 일본 최고재판소의 판결에 관한 연구결과는 세 가지의 문제로 집약할 수 있을 것이다. 첫째, 근로자성을 인정한 결론에 있어서는 평가할만하다는 것이다. 특히 우리나라의 판례법리, 즉 독립된 계약자 형태의 노무제공에 대하여 지나치게 법적인 관점에서 파악함으로써 그 판단결과는 노무제공의 실태와는 괴리가 있다는 것이다. 근로기준법상의 근로자성 판단에서와 같이 노동관계법에서도 완화된 종속성 내지는 실태에 입각한 판단이 요청된다고 하겠다. 둘째, 노동조합법상의 근로자성 판단에 대한 일반법리가 전개되지 못하였다는 것이다. 종래의 CBC관현악단사건에서와 같은 종합적인 판단이라는 방법을 취함으로써 사례판단에 한정되어, 명확성 및 예측가능성이 결여되고 있다는 것이다. 둘째, 노동조합법 제3조의 근로자 개념과 동법 제7조 2호의 고용하는 근로자 등과의 단체교섭문제에 있어서 최고재판소는 이들 두 규정의 관계에 대하여 명확한 입장을 밝힌 바가 없다. 학설상 다수의 입장은 동 법 제3조의 근로자와 동 법 제7조 2호의 근로자는 전자가 넓은 의미로 보아야 하고, 후자는 자회사 근로자의 모회사와의 관계 등을 포함하여 일정한 고용관계가 형성되는 경우에는 부당노동행위의 구제신청과 관련하여 이를 인정할 수 있는 것으로 해석한다. 그럼에도 불구하고 최고재판소는 수급인 근로자들의 도급인에 대한 단체교섭권을 인정하고 있다는 것은 우리나라에 시사하는 바가 크다고 하겠다.

• 무역상무연구
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• 제77권
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• pp.285-304
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• 2018

With the development of market economy, it has been a legislative trend to establish a system for vicarious liability of employers. China also established Tort Liability Law of People's Republic of China in 2009 and ruled responsibility of the employers for the acts for their employees through Art. 35. First, the employer's right to indemnity to an employee should be recognized, because employer's superintendence is much weak and economic power is similar between them. Second, an employer should take a responsibility for an unpaid employee as vicarious liability, because the Law did not exclude them from employees. Lastly, in case the Law conflicts with Interpretation of the Supreme People's Court on Certain Issues Concerning the Application of Law in Trying Cases Involving Compensation for Personal Damage, the Law should be regarded it has priority based on several related Principles. Regarding these matters, this study guides you to an analysis of vicarious liability of employers in China, benefits with a view to the perfection of the vicarious liability regime.

• 한국조리학회지
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• 제13권3호
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• pp.207-219
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• 2007

The purpose of this study is finding the right direction to make the best career development systems for the employees in hotel industry in Korea. The condition of the best career development system is satisfaction from companies and employees each other. However, making that condition is not easy for every industry as well as for hotel industry over the world. In this respect, we can find the three directions of career development for applying the systems to the employees like strategy direction oriented, development direction oriented and employee satisfaction oriented. Among those directions, we have to find the best direction for individual satisfaction and organizational company satisfaction. This study will help to make and execute the plan for career development in real hotel industry fields, especially for the policy of human resources management. In this study, we can see the importance of employees' satisfaction for managing a hotel. The increasing productivity of the hotel eventually will be made from career development through employee satisfaction.