• 예술인문사회 융합 멀티미디어 논문지
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• 제8권7호
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• pp.137-147
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• 2018

우리나라는 OECD 회원국 가운데에서도 정부규제의 수준이 가장 높은 나라들 중의 하나로 인식되고 있다. 정부규제가 강할수록 민간부문의 경제 및 각종 사회활동들이 위축되고 이러한 현상은 국가 경쟁력을 약화시키는 요인으로 인식되고 있다. 정부규제는 여러 가지 형태로 수행될 수 있는 바, 이러한 정부규제는 정부경쟁력에 영향을 미치고 정부경쟁력은 국가경쟁력에 영향을 미칠 수 있다. 본 연구에서는 정부규제와 국가경쟁력 간에 작용하는 많은 요소들을 인과관계론적으로 검토하고, 이를 시스템사고 관점에서 인과지도를 작성한다. 이를 통하여 정부규제와 국가경쟁력 간에 작용하는 피이드 백 루프를 탐색하고 향후 정부규제와 국가경쟁력이 균형을 이루면서 선 순환적으로 강화될 수 있는 정책적 제안을 하는데 연구의 목적이 있다. 연구결과 강화루프 (Reinforcing Loop) 2개와 균형루프(Balancing Loop) 4개가 각각 발견되었다. 이러한 루프들은 규제와 국가경쟁력간의 관계에서 실질적으로 중요한 역할을 하는 관계라는 점이며, 정책결정자 입장에서는 이러한 루프들을 잘 활용하여 양자간의 관계를 균형있게 발전시킬 수 있도록 노력할 필요가 있다는 점을 시사해 준다.

• 한국프랜차이즈경영연구
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• 제7권1호
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• pp.13-20
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• 2016

Purpose - In the past, the chain hotel chefs only serve food to their customers. However recently, the hotel chefs play a pivotal role in hotel including considering various customer preferences, safety and nutrition of food, and increasing profits through effective human resource management and inventory control. With the change of the chain hotel chef's' roles, pygmalion leadership, one of new leadership styles, focuses on the effect that leader's positive expectation let subordinates have motivation and more engage in work. This study investigates the effect of chain hotel chef's pygmalion leadership on leader trust and organizational trust. Research design, data, and methodology - This study was to investigate the structural relationships among chain hotel restaurant chefs' pygmalion leadership, hotel restaurant cooks' leader trust, organizational trust, and teamwork, and how leader trust and organizational trust play mediating roles in the relationship between pygmalion leadership and teamwork. In this model, pygmalion leadership includes 4 dimensions: Climate, Feedback, Input, and Output. Data were collected using self-administered questionnaire survey on cooks of Deluxe hotel restaurants located in Seoul and Gyonggi-Do. The samples for data analyses were 243 excepting unusable responses. Result - The findings can be summarized as follows: First, climate and feedback had a positive effect on leader trust, respectively. Second, feedback and output had a statistically positive effect on organizational trust, respectively. Third, leader trust had positive effects on organizational trust and teamwork. Fourth, organizational trust had a significant effect on teamwork. Conclusions - As a chain hotel chef treats his/her staffs sincerely, they will be more engaged in work by establishing trust in their leader. Ultimately, it leads to higher sales profit and customer satisfaction. In addition, a hotel can encourage chefs and other staffs to treat each other as if the student-instructor relations, not just commanding staffs. Then, cooks build up their trust to their leader and organization for its sustained growth and development, and the internal bond in organization including teamwork is strengthened. Therefore, to strengthen teamwork and organizational trust, there should be active communication, knowledge sharing, goal sharing, and cooperation between chefs and cooks.

• 한국프랜차이즈경영연구
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• 제11권4호
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• pp.45-57
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• 2020

Purpose: The purpose of this study is to determine the importance and priority arising from the relationship between MRO-office supplies franchisor ("franchisor") and franchisees through an in-depth investigation. In particular, with respect to the MRO-Office franchise industry, we would like to make meaningful contributions in the decision-making process by comparing and contrasting factors that affect the importance and priority of communication, conflict, support and satisfaction through AHP analysis. Research design, data, and methodology: After completion of AHP analysis, the study will also identify factors in order of priority and factors of importance between the franchisor and franchisees. Another purpose of this study is to evaluate and propose business relationship strategies between the franchisor and franchisees. Through AHP analysis, this study will facilitate the relationship between the franchisor and franchise, and determine the factors of importance and factors in order of priority. Result: This study evaluates the differences and priorities of the two groups arising from the relationship between the franchisor and the franchisees through AHP analysis after separately analyzing the franchisor. In this study, the franchisees find that communication is the most important factor, then support as the second most important factor between the two groups. In contrast, the franchisor finds that support is the most important factor followed by communication between the two groups. Conclusions: This analysis demonstrates the discrepancy in evaluating important factors from the perspectives of the franchisor and the franchisees. The largest discrepancy between the franchisor and franchisees comes from an information system related to communication factors. This effectively means that the franchisor has an understanding of this inadequate information system on the part of franchisees but this understanding is not deemed an important factor. The franchisees recognize and focus on the need to obtain feedback from the franchisor regarding management improvement as the most important factor rather than the ability of the franchisor to guide them through the franchisees' operations. To this end, the franchisor should be more flexible in dealing with the problem of improving the work required by the franchisees. For this study, a survey was conducted on employees of MRO-office supplies franchisor, franchisees, and employees and completed based on AHP analysis.

• 융합보안논문지
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• 제14권6_2호
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• pp.63-72
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• 2014

이 연구는 경찰공무원의 조직문화와 직무특성 및 직무지속의지를 규명하는데 있다. 이 연구는 2012년 수도권소재(서울) 경찰공무원들을 연구대상으로 선정한 후 판단표집법(judgment sampling method)을 이용하여 최종분석에 이용된 사례 수는 총 187명이다. 분석방법은 SPSSWIN 18.0을 이용하여 빈도분석, 요인분석, 신뢰도분석, 다중회귀분석 등을 실시하였다. 결론은 다음과 같다. 첫째, 경찰공무원의 조직문화는 직무특성에 영향을 미친다. 즉, 개발합의적 문화, 위계적 문화가 형성될수록 피드백은 증대되며, 위계적 문화, 합리적 문화가 형성될수록 직무중요성은 높다. 또한, 개발합의적 문화가 형성될수록 자율성은 높다. 둘째, 경찰공무원들의 조직문화는 직무지속의지에 영향을 미친다. 즉, 개발합의적 문화가 형성되면 직무기대만족은 증대 되는 반면 고의적불성실은 감소한다. 또한 위계적 문화가 형성될수록 위기지각 행동은 증가한다. 셋째, 경찰공무원의 직무특성은 직무지속의지에 영향을 미친다. 즉, 피드백과 직무중요성이 부각되면 직무기대만족은 증대되는 반면, 기능다양성은 감소한다. 또한 피드백 기능이 부각되면 위축요인을 감소한다. 직무중요성을 높게 인식할수록 고의적불성실을 증대되는 반면, 기능다양성은 감소한다. 기능다양성을 높게 인식할수록 대안기대는 증가하며, 직무중요성, 자율성, 기능다양성을 높게 인식할수록 위기지각은 증대된다.

• 과학교육연구지
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• 제39권1호
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• pp.113-131
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• 2015

이 논문은 중학교 지구과학 수업에서의 교사-학생 간 교실 상호작용 유형을 분석하여 지구과학 전공 교사와 비전공 교사의 담화 유형 차이를 확인하고, 교사의 질문 유형과 담화 양상 사이의 관계를 알아보는 것을 목적으로 하였다. 이를 위해 서울의 3개 중학교에 근무하는 4명의 과학 교사 수업을 연구 대상으로 하였으며, 두 단계로 자료를 분석하였다. 첫 번째 단계로 교사와 학생의 상호작용을 Mortimer & Scott(2003)의 틀을 사용하여 담화 유형을 범주화 하였다. 두 번째 단계에서는 교사의 질문 유형과 담화 양상 사이의 관계를 알아보기 위해 McNeill & Pimentel(2009)의 분석틀을 이용하여 교사의 질문을 4가지 유형의 질문으로 분류하여 분석하였다. 연구 결과, 중학교 지구과학 수업에서 모든 교사가 상호작용적이며 권위적인 담화를 가장 많이 사용하였다. 그리고 담화 양상은 교사의 질문 유형 보다는 학생의 반응에 대한 피드백과 더 관계있는 것으로 나타났다. 즉, 교사가 학생의 반응에 긍정적인 수용의 태도로 지연 피드백을 사용할 때 대화적 담화가 더 잘 나타났다.

• 대한의용생체공학회:의공학회지
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• 제43권2호
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• pp.81-93
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• 2022

Proprioception training has been considered a secondary method to facilitate postural control ability. This study investigated the effects of two different proprioception training methods - the proprioceptive neuromuscular facilitation (PNF) and visual feedback-based joint position and force reproduction (VF) - on postural control advancements. Sixteen healthy people volunteered for this study, and they randomly grouped two. Each group participated in the PNF and VF training for three weeks. We evaluated each subject's proprioception levels and balance ability before and after the training. We used a clinometer and electromyogram (EMG) for VF training. The joint position reproduction test was also used to evaluate the position and force aspects of the proprioception level. We analyzed the trajectory of the center of pressure (COP) while subjects were standing on the firm floor and balance board with one leg using a pressure mat. The improvement of the position aspect of the proprioception level of the VF group (4.93±4.74°) was larger than that of the PNF group (-0.43±2.08°) significantly (p=0.012). The improvement of the anterior-posterior COP velocity of the PNF group (0.01±0.01 cm/s) was larger than that of VF group(0.002±0.01 cm/s) significantly (p=0.046). Changes of position error in the PNF group (rho=0.762, p=0.028) and tibialis anterior force reproduction error in the VF group showed a significantly strong relationship with balance ability variables. These results showed that different PNF and VF have different effects on improving two aspects of proprioception and their relationship with the balance ability. Therefore, these results might be useful for selecting proprioception or balance rehabilitation considering the clinical and patients' situation.

• 한국산학기술학회논문지
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• 제21권10호
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• pp.558-566
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• 2020

급변하고 융·복합화되는 비즈니스 환경 속에서 기업의 생존과 지속적 성장을 위해 신제품 개발은 필수적이며, 신제품 개발 성과 향상을 위해서 기업이 내·외부 파트너와 협업하는 것은 매우 중요하다. 본 연구에서는 신제품 개발(부서간 협업, 공급자 협업) 및 협업 커뮤니케이션(형식성, 상호피드백)이 협업 성과와의 통합적인 관계를 규명하는 것을 목적으로 하였다. 연구대상은 신제품 개발 경험이 있는 1년 이상의 제조업 종사자를 대상으로 실시하였다. 272부의 표본자료를 사용하여 신뢰성, 타당성 분석을 실시하였다. 연구결과를 요약하면 다음과 같다. 첫째, 신제품개발 협업의 요인인 부서간 협업과 공급자 협업은 각각 형식성에 통계적으로 정(+)의 영향을 미치는 것으로 나타났다. 둘째 형식성은 상호피드백에 통계적으로 정(+)의 영향을 미치는 것으로 나타났다. 셋째 형식성은 협업 성과에 정(+)의 영향을 미치는 것으로 나타났다. 넷째 상호피드백은 협업 성과에 정(+)의 영향을 미치는 것으로 나타났다. 따라서, 성공적인 신제품 개발을 위해 제조기업은 효율적인 경영전략을 세우고, 공급자간 상호 협업관계를 기반으로 기업의 생산성과 효율을 극대화할 수 있도록 공식적이고 상호 호혜적으로 의사소통하는 것이 중요하다. 이를 위해 기업은 내외부 파트너의 요구에 민첩하게 대응하기 위해 효과적인 의사소통 전략을 계획할 필요가 있음을 의미한다.

• 대한영양사협회학술지
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• 제3권1호
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• pp.9-22
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• 1997

Purposes of the study were to : (a) measure the levels of job satisfaction, (b) investigate the degree of job characteristics, (c) determine the levels of organizational commitment, (d) investigate relationships between demographic variables and job satisfaction, and (e) examine the relationship between organizational commitment, job characteristics and job satisfaction. Questionnaire was developed and mailed to 300 dietitians who are currently working in school, hospital and industry foodservices. A total of 177 questionnaires were usuable : resulting in a 59% response rate. Results of this study were summarized follows : 1. Approximately half of the respondents(46.9%) indicated that the were 26 to 30 years old. A total of 112 respondents(63.3%) were unmarried. A bachelor's degree was reported as the most common education level(46.9%) while 6.2% of the participants reported a master's degree. Years of employment in professional practices were ranged from 2 to 5. Approximately 40% of the respondents had earned over \900,000 per month. 2. Work itself of the JDI was with the highest job satisfaction mean score followed by supervision, co-workers, wage and promotion. 3. In total job satisfaction score, dietitians in school foodservices were a significant lower than dietitians in industry foodservices and hospital foodservices. 4. A significant relationship was found for demographic factors and four job facets in terms of job itself, co-workers, and promotion. 5. A work itself was the most improtant facet th the dietitian followed by wage and promotion. 6. Task identity of the JCI facets was the most prevalent job characteristics followed by variety, dealing with others, feedback and friendship. 7. Three groups of dietitians had no significant difference in total job characteristics score. 8. A group of dietitians with a higher job satisfaction score had a significant higher score in job variety and job autonomy. 9. Organizational commitment mean score with dietitians was 1.88. 10. Job satisfaction score for five facets and total job satisfaction were significantly correlated with organizational commitment score.11. Job charateristics with job variety, job autonomy, feedback, task identity, friendship were positively correlated with organizational commitment.

• 대한가정학회지
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• 제35권5호
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• pp.73-102
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• 1997

The purpose of this study was to identify the specific and empirical contents in terms of first-married stepmother about her stress and efforts to adapt to her stepfamily. This studies relied on the qualitative research method in order to approach stepmother's subjective experience. There were 6 stepmother respondents who were 6 first-marrieds living in Seoul or Kyoungki area. The data was collected by in-depth personal interview.‘Open coding process’, a part of grounded theory procedures were used to analyzed the data. The major findings can be summarized as follows: 1. When focused o stressors, the stress of stepmothers were categorized into 4 categories. Those were the following: 1 When focused on stressors, the stress of stepmothers were categorized into 4 categories. Those were the following: (1) Stepmother's own problem such as stepmother' identity problem; (2) Problems within stepfamily such as problems about relations with husbands, stepchildren, and her own children; (3) Problems of stepmother family's kin such as relational problems with former spouses, in-laws, and her parent; (4) Problems of social relationship such as isolation and alienation in social relationship and neighbors' prejudice about stepmother. 2. In overcoming stress from stepfamily life and adapting to it, 4 categories were identified as important. Contents of 4 categories were such like this: (1) Stepmother's own efforts - (a) give a positive meaning to marriage or remarriage (b) flexible personality (c) situation-accepting attitude (d) exclusive management of household income (e) job (f) perseverance for time to adaptation; (2) Positive feedback within stepfamily - (a) supportive husband (b) sense of unity as a couple (c) psychological reward from stepchildren (d) existence of stepmother's own child (e) behavior for family solidarity (f) family-centered religious life; (3) Stepfamily's relationship with former spouses such as breakdown in relationship with ex-wives or ex-husbands; (4) Support from stepmothers' kin and people in social network with stepmothers. It was concluded that to reduce stress and to help adapt to stepfamily, stepmother should make an effort, and that her stepfamily and her kin should cooperate and support. In addition, negative stereotype of stepmother and stepfamily should disappeared. It was suggested that studies on stepfamily should be vitalized and that programs for preparing remarriage and counseling for stepfamily should be spread.

• 기술혁신학회지
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• 제21권3호
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• pp.969-991
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• 2018

본 논문은 정부출연연구소 연구인력의 직무특성과 조직몰입과의 관계에서 조직공정성의 매개효과를 알아보고자 하는데 목적을 두고 있다. 이를 위해 국가과학기술연구회 소속 정부출연연구소 25곳에 근무하는 연구직 362명을 대상으로 설문조사를 실시하여, 이들 관계를 알아보기 위한 다중회귀분석을 시행하였다. 그 결과, 자율성과 피드백 직무특성이 조직몰입에 정(+)의 영향을 나타내었으며 직무특성 중 자율성만이 조직공정성의 매개효과를 갖는 것으로 나타났다. 본 연구는 기존 연구에서 거의 다루지 않았던 정부출연연구소의 연구인력을 대상으로 직무특성을 발견하고 조직공정성과 조직몰입의 관계에 대한 매개효과를 실증분석한 점에서 의의를 찾을 수 있다.