• 혜화의학회지
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• 제22권2호
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• pp.47-56
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• 2014

Objectives : The purpose of this study is to raise the proper recognition of Qigong and expand the area of Medical Qigong in the korean Medicine by investigating and analyzing the current state of Javaldonggong training which has a high medical value but there has not been little research on. Method : The survey of this study was conducted by doing a search on the internet - Naver(www.naver.com) and Daum(www.daum.net), Nate(www.nate.com), trying question-and-answer on the websites and over the phone, visiting the organizations and reading their publications. Results : None of the teachers of these selected organizations are doctors. One thing all these organizations have in common is that they are, ultimately, aiming to gain the individual enlightenment and to contribute to public welfare although the terms they use are different. As for training contents, most of these organizations use breathing, meditation, gymnastics, circuit training in addition to Javaldonggong training and they work on Javaldonggong training programs to prevent problems that Qigong training can result in. 7 organizations have published the books of the theories, which are based on their own Javaldonggong training experience. Conclusions : Applying Javaldonggong training to the therapy for the diseases is the role of a doctor of Korean medicine. A further study of and a great interest in Javaldonggong training are required for Korean medical doctors to gain a firm foothold in using it as the medical Qigong therapy.

• 경영과학
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• 제13권1호
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• pp.29-46
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• 1996

In the past decade, considerable effort has been devoted unsuccessfully to the development of information technology (IT) evaluation frameworks in the information systems area. Based on the literature review in this area and the decision analysis field, two competing evaluation frameworks are developed in this study: the direct evaluation framework and the indirect evaluation framework. A case study on Firm K shows that the latter is more practically efficient and theoretically appropriate but requires the adequate training for practitioners in order not to get confused the weight of an evaluation variable with the product of this weight and the score of the variable. Another finding is that Weill's conversion effectiveness is neither possible nor necessary to measure in the process of evaluating an IT although it is in theory an important concept.

• Asia pacific journal of information systems
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• 제13권1호
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• pp.119-140
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• 2003

The business value of IT has been the focus of the academic and business field in recent years, along with the massive IT investment. Unfortunately, those studies have not been able to demonstrate strong linkages between the IT investment and performance. The impact of IT investment on performance is an important research topic that needs to consider the role of key contextual factors and intermediate factors. This study develops an integrated model for IT investment, with the mediating effects of production/coordination performance towards firm performance. In addition, the model is moderated by some factors like ISP(Information Systems Planning), Business Planning alignment, top management support, IT education and training, and process innovation. The empirical result, based on the moderating regression analysis, indicates that the relationship between IT Investment and production/coordination performance is significantly positive depending on moderating factors. However, production/coordination performance is partially related to firm performance.

• 한국시뮬레이션학회논문지
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• 제11권1호
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• pp.59-70
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• 2002

This article presents the results of research to develop a descriptive model of firm-level productivity that will allow a myriad of factor interactions to be directly accounted for. The model is a linked set of equations that attempt to capture how changes in one-factor influences the level of another factor. and ultimately bottom-line performance. The model is coded in SIMAN. It is used to determine the best use of an infusion of funds should they go for additional automation, or training etc. An application of the model to U.S. industry is presented based on parameter values obtained through a national survey.

• 품질경영학회지
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• 제8권1호
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• pp.25-31
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• 1980

This paper describes the role of TQC and its present issues as a management tool, especially in regard of Korean firm's environment. The author, participating in TQC activity for himself, stresses that the introduction and driving programs of TQC activity must include such plans as policy control, reorganization, training, standardization, quality assurance, QC circle activity, office management and auditing. The keypoints and problems in performing these plans are reviewed. And as the future hopeful direction of TQC activity, he remarks that a true recognition of quality control as a management tool in "total" concept and the adoption of industry - wide quality control policy.

• Educational Technology International
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• 제8권2호
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• pp.141-152
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• 2007

The purpose of this paper is to describe about the issues concerning student teachers' perceptions of ICT use and obstacles they experience during the teaching. Student teacher experience conflicts with ICT in particular, and lack of confidence in using ICT. Furthermore, pre-service teachers experience various conflicts while teaching during student teaching. Main conflicts student teachers experience are reported that their lack of confidence in using ICT, especially in front of the student body during the class, and firm belief on ICT and its effects. Student teachers lack systematic training during their professional development. As a conclusion, the teacher training programs need to have systematic approach in their curriculum to assist pre-service teachers to use ICT before their student teaching to give them first hand experience in classrooms.

• 한국컴퓨터정보학회지
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• 제2권2호
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• pp.83-100
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• 1996

본 논문은 한국 기업의 해외 자회사 관리자의 선발 및 교육, 훈련에 대한 실증 연구다. 선발등과 국제인사관리 실태에 영향을 끼치는 요인들을 비교문화적(cross-cultural), 경영 관리적(managerial), 개인적(personal), 배우자 및 가족(spous) 등의 관점에서 살펴본 결과 전반적으로 한국기업들은 선진다국적 기업과 유사한 점이 많은 것으로 나타났다. 또 이를 선발자와 피선발자간의 분석에서는 해외파견 경험자가 배우자와 문화적 요인의 더욱 중요하게 강조하며, 고급관리자는 의사결정, 기업이윤 관리능력에, 중하급 관리자는 개인적요인에 상대적 비중을 보이며, 선진국으로 파견보다 개도국으로 파견시 비교문화적, 개인적 요인을 중요시하는 것으로 나타났다. 끝으로 설문과 면담을 통하여 한국 기업들의 해외 파견인 교육 및 배우자, 가족교육 프로그램 그리고 파견중과 귀국 후의 훈련에 관해 조사한 결과 선진 다국적 기업에 비교하면 초보적 단계인 것으로 나타났다.

• 유통과학연구
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• 제13권1호
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• pp.35-46
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• 2015

Purpose - This paper attempted to investigate the relationships among the perception of job insecurity and organizational effectiveness, and it examines these relationships while considering the moderating effect of trust in the manager and self-efficacy. Job insecurity is an independent variable, organizational effectiveness aspects (job satisfaction, organizational commitment, and turnover intention) are dependent variables, and trust and self-efficacy are moderators. Research design, data, and methodology - Regression analysis was used to verify the effects. The measurement items were already deemed as reliable and valid in the previous study, but for this purpose, some modifications were made. To examine the model, this study relied on the samples chosen from Korean employees in the six franchise business firms. The survey was conducted on 288 workers. Each question is based on a 5-point Likert type scale. The data were analyzed using SPSS 18.0. Results - The results of the study are summarized as follows. First, job insecurity has an influence on organizational effectiveness aspects (negatively on job satisfaction, negatively on organizational commitment, and positively on turnover intention). Second, analyzing the moderating effect of trust, trust in manager is mediated between job insecurity and organizational effectiveness aspects (on organizational commitment and on turnover intention). However, employees' trust in manager had no significant moderating effect on the job insecurity-job satisfaction relationship. Third, self-efficacy is mediated between job insecurity and organizational effectiveness aspects (on job satisfaction, on organizational commitment, and on turnover intention). Conclusions - First, it is necessary to be aware of the seriousness of employees' job insecurity in franchise firms, which have played a pivotal role in national economic growth, and to create a detailed plan for reducing insecurity and actively implementing it. To this end, the franchise companies should implement efficiency efforts such as obtaining an appropriate capacity of equipped personnel and a training program. Second, there are moderating effects of self-efficacy and trust in the relationship between job insecurity and organizational effectiveness. Depending on business conditions, stability and instability can only be experienced in the organizations of franchise companies. This can give rise to instability in employment. Therefore, it is necessary to develop and utilize a system that can be minimized with a change in the new awareness of employment instability. After all, a good leader (manager) must accumulate personal trust and build up a core competence that is necessary to become competent in the field himself. Even if you lack the material resources to improve performance, if the leader with the core competencies (e.g., technical/management /organization/marketing/design) can gain the trust of the supervisor, you can get a good organizational performance. Therefore, you should foster a healthy organizational culture through education such as leadership training and employee training to be built on trust between the leaders and the employees. In addition, you need to focus on HRD&M training in order to increase the self-efficacy of the supervisor.

• 한국안전학회지
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• 제34권6호
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• pp.76-87
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• 2019

This study was conducted to check the cabin crew's safety perception in relation to the airline's safety climate and cabin crew's safety action and to verify that the safety perception's mediation effects. The results of the study confirmed that all three factors of the safety climate have a significant impact on safety perception, and among them, safety practice is the most significant. Accordingly, Airlines need to establish a community that enables real-time information exchange for air accidents so that the cabin crew can present real-time examples of safety-related accidents. In addition, it will be necessary to work with external safety agencies to form an active attitude for the establishment of safety procedures in order to prevent recurrence of safety problems while considering the causes of such incidents internally in the event of an airline safety accident. In addition, it was confirmed that safety training was the most significant factor to safety action, among which all three elements of the safety climate had a significant effect on safety action. Therefore, airlines need to expand practical training on aircraft to full-scale safety training to build an immediate resolution for cabin crews in the event of an air accident. In addition, safety training should be established to encourage collaboration among aviation safety-related personnel to participate in safety training together to address aviation safety from a diverse point of view. Safety perception was has a significant effect on safe action. Therefore, airlines should reinforce the airline's safety management system by checking the status of the cabin crew's safety perception extending the level of punishment to the scope of retirement or disqualification to establish a firm awareness of safety. Finally, the safety perception has demonstrated partial mediation effects in relation to the safety climate and safety action. Therefore, the airline needs to improve the duties of the cabin crew that interferes with cabin safety duties. In addition, airlines should utilize advertisements emphasizing that safety is first.

• 한국경영과학회지
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• 제13권1호
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• pp.29-29
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• 1988

In the past decade, considerable effort has been devoted unsuccessfully to the development of information technology (IT) evaluation frameworks in the information systems area. Based on the literature review in this area and the decision analysis field, two competing evaluation frameworks are developed in this study: the direct evaluation framework and the indirect evaluation framework. A case study on Firm K shows that the latter is more practically efficient and theoretically appropriate but requires the adequate training for practitioners in order not to get confused the weight of an evaluation variable with the product of this weight and the score of the variable. Another finding is that Weill's conversion effectiveness is neither possible nor necessary to measure in the process of evaluating an IT although it is in theory an important concept.