• 경영과정보연구
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• 제19권
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• pp.145-170
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• 2006

The purpose of this study is to examine the relationship between core factor of Knowledge Management(KM) and organizational effectiveness. The objects of study are middle manager in hosing construction and civil engineering and construction industry, and the sample size is 228. The core factor of KM and indicator of organizational effectiveness are drawn by literature survey. The core factors are classified into human capital, organizational capital, structural capital, (to put it concretely), job capability, human relation, strategy, information technology, process, sharing culture, leadership, measurement. The indicator of organizational effectiveness are measured by job satisfaction, organization loyalty, competitiveness. The main results of this study can be summarized as the following. 1) The core factor of KM has a positive relationship to organizational effectiveness. Especially, the core factor of sharing culture and leadership are strongly relationship with organizational effectiveness. 2) There was a high positive correlation between job satisfaction and organization loyalty. 3) Human, structural, and structural capital had a different affect on organizational effectiveness. 4) The more job position and educational level high, the more they recognized that KM is necessary for their organization. 5) Among the success factor in KM, the factor of job capability was well perceived to respondent. According to this study, we can analyzed the relationship between success factor and organizational effectiveness, and drawn the most influence success factor on organizational effectiveness. Concurrently, the results of this study will be useful guidelines for shaping the KM operation framework in construction industry.

• 복식문화연구
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• 제23권6호
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• pp.1021-1037
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• 2015

This study analyzed the impact of sense of self-efficacy on job satisfaction and organizational commitment among technical designers in order to acquire information needed for human resources management in the field of technical design. The study was implemented through a normative-descriptive survey method using a questionnaire. The sample consisted of 217 technical designers working at vendors and agents located in Seoul. The results revealed that there were significant differences in the sense of self-efficacy levels among technical designers according to age and work experience. Personal self-efficacy had a positive influence on both intrinsic and extrinsic job satisfaction, but also on affective, continuance, and normative organizational commitment. In addition, personal self-efficacy had a greater influence on extrinsic job satisfaction than social self-efficacy. Both personal and social self-efficacy influenced continuance commitment while there was no relationship between social self-efficacy and affective organizational commitment. However, a clear relationship was found between both social and personal self-efficacy and normative organizational commitment. Nevertheless, social self-efficacy had a greater influence on normative organizational commitment than personal self-efficacy. This fact demonstrates the need to exert more effort to promote the sense of personal self-efficacy of technical designers. These results could be used to provide appropriate proposals for human resources management in the field of technical design.

• 웰빙융합연구
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• 제3권3호
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• pp.1-13
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• 2020

Human resource management has always been the most important part of any organization (corporate and government-owned). Until whenever improvement in human resource management is always the background of every problem that occurs in the organization. This study aims to examine the relationship of procedural justice and organizational commitment to OCB satisfaction and job satisfaction in the Public Works Office of Kutai Kartanegara Regency. Sampling involved the entire population, i.e. 109 informants. They are employees who have goods and services certificates. Hypothesis test carried out with the SEM-PLS model in two stages (outer model and inner model). After that, the survey data was used SMART PLS 3.0. Based on empirical findings, we find that procedural justice has a positive and significant effect on OCB, while organizational commitment does not. Procedural justice, organizational commitment, and OCB have had a positive and significant effect on job satisfaction. The novelty of the study lies in the originality value that describes the conditions in a government agency with different benchmarks (variables and indicators) from previous studies, so it is very interesting and varied.

• Asia pacific journal of information systems
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• 제9권4호
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• pp.163-179
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• 1999

MIS personnel should not only be capable of developing technically sounded systems, but also act as the companion role of strategic management. For this reason, it is important to direct efficient human resource management for MIS personnel. For directing efficient MIS human resource management, this paper studies the relationship of major types of MIS career orientation, job satisfaction and organizational commitment based on the work area of MIS personnel, Based on the empirical analysis using questionnaires answered from MIS personnel of Korean public and private enterprises, the hypotheses of this study were proved. The result of this research shows most of the domestic MIS personnel tends to line up with technology and management favoritism for their career orientation. If an individual career orientation and his or her work area are matched, it presents higher job satisfaction. Furthermore, a group of management orientation shows higher organizational commitment than a group of technology arientation among MIS personnel with identical job satisfaction. Therefore, this study suggests that career orientation of MIS personnel affect the job satisfaction and organizational commitment. In the future, a career management system suitable to the MIS personnel should be developed to improve the effectiveness of MIS organization.

• 한국철도학회:학술대회논문집
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• 한국철도학회 1999년도 추계학술대회 논문집
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• pp.81-90
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• 1999

This study focuses on what factors influence the job satisfaction of KNR. For solving this research question, three important factors affected job satisfaction are selected through literature review : harmonics communication, fairness of personnel management, satisfaction of human relations. This study tests that the cognitive degrees of above factors are defending on different personal characteristics, and also searches the relationship between job satisfaction and the three factors. This study makes the hypothesis based on a conceptual model elicited from the outline of the previous study. To verify the hypothesis, using SPSS WIN 7.5 package is practiced.

• 디지털융복합연구
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• 제6권3호
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• pp.53-63
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• 2008

This paper examined the relationship between job stressor and job satisfaction according to the general property of disabled workers. Role ambiguity, role conflict, and role overload were cast as the factors of job satisfaction to explore their relationship with the general property and type of disabled workers. The results revealed that role ambiguity had the strongest meaningful relationships with job satisfaction and role conflict, role overload had not shown the meaningful relationships with their Job satisfaction. The reason of this results seemed to be from the fact that the work type available or not available to disabled worker was determined beforehand according to their disability type. Finally, these findings provide a guidelines of efficiency human resource management and strategic development program for the disabled workers.

• 한국융합학회논문지
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• 제8권6호
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• pp.337-348
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• 2017

본 연구는 장애인의 인적, 사회문화적 자본이 경제적 자립과 생활만족도에 미치는 영향력과 상호 인과관계를 밝히는 데 목적을 갖고 실증 분석하였다. 그 결과를 종합하면 전체적으로 인적 자본은 경제적 자립에 긍정적인 영향을 미치고, 사회문화적 자본 또한 경제적 자립과 생활만족도에 긍정적인 영향을 미치는 것으로 나타났다. 반면 인적 자본이 생활만족도에 미치는 영향력과 경제적 자립이 생활만족도에 미치는 영향은 기각됨으로써 인적 자본만으로 바로 생활의 활력소가 되지 못하고, 또한 경제적 자립만으로 바로 생활만족도를 높여주는 기제로서 상호관계성은 갖지 않음을 확인하였다. 본 결과를 바탕으로 실용적이고 다변화된 인적 및 사회문화적 연계망 활성화를 논하였다.

• The Journal of Asian Finance, Economics and Business
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• 제8권3호
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• pp.605-618
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• 2021

The use of human resources determines the success of enterprises. This study applies the questionnaire design method to analyze the relationship between job stress, job satisfaction, and job performance, noting that few studies have comparatively examined these variables between industries, especially between high-tech and traditional industries. The proposed assessment model in this study can facilitate decision-makers' ability to make the optimal business decisions through their personnel systems, thereby improving employee satisfaction and increasing job performance. This study found that in the traditional and high-tech industries, some demographic variables have significant differences in the job stress, job satisfaction and job performance, but the demographic variables that can significantly affect the differences in these job's variables are differences between industries. This study acknowledges that job stress and performance have a significantly negative correlation, and traditional industries will have more stress factors than high-tech industries. In addition, support for traditional industries exist in job satisfaction and performance has a significantly positive correlation, but not in high-tech industries. Job stress for performance has a significantly negative correlation in two industries. This study reconfirmed the relationship between job stress, satisfaction and performance, found some differences in this relationship and the respective industrial characteristics.

• 디지털융복합연구
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• 제11권12호
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• pp.835-843
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• 2013

사회적기업은 사회적 미션에도 불구하고, 급변하는 글로벌 환경에서 경제적 성과 목표에도 응해야 한다. 이러한 상황은 인적자원관리 전략이 중요한 역할을 지님을 의미한다. 특히 경쟁력있는 효율성을 유지하기 위한 과제는 근로자 이직을 낮추는데 달려 있다. 본 연구는 사회적기업 근로자를 대상으로 재직 의도에 영향을 끼치는 직무불안, 직무만족, 고객과의 관계의 영향력을 검증하고자 한다. 조사 대상은 서울 경기 지역의 36곳의 사회적기업 여성 근로자 271명으로 삼았고, 이항로짓회귀분석(Binominal Logistic regression)을 적용하였다. 연구결과, 사회적기업 근로자의 재직 의도는 상당히 긍정적인 수준으로 높게 나타났다. 하지만 사회적기업 근로자의 직무불안정성은 재직 의도에 부정적인 영향을 끼치는 반면 직무만족과 고객와의 관계는 재직 의도에 긍정적인 요인으로 밝혀졌다. 결론적으로 사회적기업의 지속가능성을 위한 근로자의 근속 유지를 위해서는 인적자원 관리가 중요한 역할을 할 수 있음을 밝히고 직무 환경 개선을 위한 관리적 함의를 도출하였다.

• 한국산학기술학회논문지
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• 제21권4호
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• pp.410-418
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• 2020

본 연구는 임상실습 경험이 있는 간호대학생의 인권감수성, 대인돌봄행위와 생명의료 윤리의식 정도를 파악하고, 세 변수들 간의 상관관계를 규명하기 위한 서술적 조사연구이다. 경기도와 충청도 소재 3개 대학에 재학 중이며 임상실습 경험이 있는 간호학과 3~4학년을 대상으로 2018년 9월 10일부터 10월 12일까지 구조화된 설문지를 이용하여 자료를 수집하였다. 본 연구 결과 간호대학생의 인권감수성, 대인돌봄행위, 생명의료 윤리의식은 평균 112.23점, 3.95점, 2.03점으로 나타났다. 인권감수성은 전공 만족도(t=3.320. p=.001), 임상 실습 만족도(t=2.557, p=.012), 실습 동료와의 관계(t=4.234, p=.000)에 따라 통계적으로 유의한 차이가 있었다. 대인돌봄행위는 전공 만족도(t=3.423. p=.001), 임상실습 만족도(t=4.364, p=.000), 실습 동료와의 관계(t=3.708, p=.001)에 따라 통계적으로 유의한 차이가 있었다. 생명의료 윤리의식은 전공 만족도(t=-2.404, p=.018)에 따라 통계적으로 유의한 차이가 있었다. 대상자의 인권감수성은 생명의료 윤리의식(r=.27, p<.01)과, 대인돌봄행위는 생명의료 윤리의식(r=.17, p<.05)과 양적 상관관계를 보였다. 이러한 연구 결과를 토대로 간호대학생의 인권감수성을 강화하고, 대인돌봄행위 및 생명의료 윤리의식을 강화시키기 위한 체계적인 간호교육 프로그램 개발이 필요하다.