• 산경연구논집
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• 제9권9호
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• pp.35-44
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• 2018

Purpose - In endless competition, companies pursue cost reduction and work efficiency. So, entrepreneurs try to increase job intensity, which may lead to job stress and high turnovers because of job burnout. But, Information systems are acknowledged as a work support tool that secures work convenience and the productivity of employees. In this study, we aimed to confirm the effects of information systems in reduing the work overload of employees in a human resource intensive industry. Research design, data and methodology - This is based on the job demands-resources model, conducting an empirical analysis of surveys given to hospital employees working in a human resource intensive industry. Results - The research revealed that information systems reduced the work overload of employees in a human resource intensive industry. Conclusion - This study confirmed the effects of information systems as a job resource based on JD-R theory, and presentation of empirical results indicated that information systems alleviate employee job overload and increases job satisfaction in the medical services industry. In the medical services industry, using electronic health record system decreases in work overload, which results in employees gaining time for self-development and time management, reducing job stress, and leading to job satisfaction.

• 가족자원경영과 정책
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• 제16권3호
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• pp.35-51
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• 2012

The purpose of this study was to assess middle-aged married men and women's access to family resources (economic and relationship) and to examine how this affects their life satisfaction. Data were drawn from the second wave of the Korean Longitudinal Study of Ageing (KLoSA). The sample consisted of 3,265 middle-aged married men and women aged between 45 and 60, who had children. The collected data were analyzed using multiple regression, ANOVA and the Scheff$\acute{e}$ctest using SPSS 18.0 The results showed that there was significant difference between men and women in terms of their access to economic and human relationship resources. In addition, the life satisfaction of the middle-aged was found to be significantly predicted by their access to economic and human relationship resources. In particular, the life satisfaction of group (A), who had low economic resource access but high family relationship satisfaction, was found to be higher than that of group (B), who had access to high economic resources but had low family relationship satisfaction This result indicated that there was an interaction effect between family resources. A number of policy implications were made.

• 한국시스템다이내믹스연구
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• 제8권1호
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• pp.5-24
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• 2007

This study explores the partnership between government and human service nonprofits in the United States from the perspective of resource dependence theory and extends the theory with system dynamics in order to better explain government-nonprofit service delivery. The article is structured as follows. First, I introduce the historical development of the government-nonprofit partnership in service delivery in the United States. Second, I present an overview of resource dependence theory for government-nonprofit service delivery, including assumptions, key elements, claims, how well it explains the government-nonprofit service delivery, and limitations. Third, I highlight the advantages of system dynamics along with the limitations of resource dependence theory, as an attempt to revise the theory. Finally, I conclude with a summary and suggestions for the next steps in theoretical development and research.

• 기술혁신연구
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• 제10권2호
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• pp.69-90
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• 2002

This paper investigates the determinants of the firm's decision to carry out innovative activities in terms of the resource-based view(RBV) in strategic management. Two types of resources are distinguished: tangible(financial autonomy, firm size, capital intensity) and intangible(human resource, entrepreneurship, and commercial resource). R&D intensity and patent statistics are used as proxies for innovative activity. Specific hypotheses about their effect on the probability of a firm carrying out innovative activities are derived and tested on a sample of 337 listed firms in Korean manufacturing industry for the year 1999, using the logistic regression model. Empirical findings suggest that firm size and human resource are the main determinants of firm's internal innovative activities. The results show that the hypotheses concerning financial autonomy, debt ratio, capital intensity, entrepreneurship, and commercial resource are rejected.

• 가족자원경영과 정책
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• 제12권2호
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• pp.31-55
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• 2008

Human capital theory and social capital theory provide a framework for analyzing economic well-being. The purpose of this study was to investigate the effects of human capital and social capital on the economic well-being of the elderly. The data from the 1st wave of KLoSA (Korean Longitudinal Study of Aging) were used (n=3,426). The major findings were as follows: First, human capital and social capital are both resources that can contribute to increasing the economic well-being of the elderly. Second, the effects of human capital on the economic well-being of the elderly were relatively higher than the effects of social capital. Third, the relative contributions of human capital and social capital to increasing economic well-being varied by sex, age, and region. Based on the empirical results, the implications for social investment in human capital and social capital were provided.

• 한국조리학회지
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• 제6권3호
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• pp.5-23
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• 2000

This study aims at suggesting an alternative plan on the efficient management of human resource of Hotel Foodservice Industry. The study breaks down into education/training, wage. welfare benefits. and human relations as is shown below; First Education/training should be conducted systematically in accordance with the contents and targets of the education & training program and directly be 1inked with personnel evaluation, so that the employees who faithfully devoted themselves to the program can get a fair reward. Second, job-evaluation-based wage system should be added flexibly to the seniority system to rationalize the current wage system and thereby resolve the problems inherent in the seniority system. Third, employees are required to participate in welfare benefit program and should be encouraged to use the program as a way of making good use of spare time. the introduction of education/training system is intended to recharge the spirits of employees and induce active life style, thereby contributing to the improvement of productivity. Fourth, Human Relations Program is needed to foster good human relations. Especially called for is the program which can lead to the improved productivity of the organization and provide incentives to human resource.

• 산업경영시스템학회지
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• 제39권3호
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• pp.100-108
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• 2016

The purpose of this study is to present a business strategy plan to increase organizational effectiveness of small and medium-sized enterprises. The research investigated in the level of human resource activity, such as recruitment, education, evaluation, compensation and development for the employees and executives who are working at small and medium-sized enterprises where located in Busan and Gyongnam province. With this, the research carried out actual proof analysis on the level of human resource activity effects on organization effectiveness like job satisfaction and organizational commitment. The following implications can be acquired from the result of multiple regression analysis on the 201 employees of small and medium enterprises. First, small and medium-sized enterprises should carry out human resource management activities and improve research and development capacity to enhance organization effectiveness. Second, in order to improve job satisfaction of the members of small and medium-sized enterprises, the management should concentrate on recruitment activity and reward maintenance management activity and come up with strategies to enhance learning ability and external network ability. Third, in order to enhance organizational commitment of the members of small and medium-sized enterprises, recruitment activity, training activity, and reward maintenance management activity should be carried out and the management should come up with strategies to enhance learning ability and external network ability. In this research, the objective was only to find out antecedents of organization effectiveness, but considering that causality might arise among the antecedents, in the studies hereafter, the verification on the structural relationship of various factors will be needed.

• 한국철도학회논문집
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• 제14권3호
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• pp.300-311
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• 2011

본 연구에서는 현재 국내 도시철도운영기업 12개 기업을 중심으로 통합적 인적자원관리 유형에 따른 노사협력, 그리고 기업성과의 차이를 조사하고 노사협력이 기업성과에 미치는 영향을 실증적으로 검증하였다. 분석결과, 폐쇄적 몰입형과 개방적 탄력형이 보수적 관리형이나 빈약한 관리형에 비해 노사협력과 기업성과가 높게 나타났다. 또한, 노사협력이 기업성과에 미치는 영향에 대한 분석 결과, 노사협력 요인 가운데 근로자 개별적 노사협력 변인은 운행안정성, 고객만족, 운영혁신, 자립경영, 직무만족 등 모든 기업성과 변인에 유의한 정(+)적 영향을 미치는 것으로 분석되었으나, 집단적 노사협력 변인은 기업성과 변인 가운데 운영혁신, 직무만족 요인에만 유의한 정(+)적 영향을 미치는 것으로 나타났다.

• 한국병원경영학회지
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• 제16권2호
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• pp.53-77
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• 2011

This study is focused on analyzing whether strategic human resource management practices influence organizational effectiveness such as organizational citizenship behavior and customer orientation. In addition, it also aims to analyze the mediating effect of perceived organizational support between strategic human resource management practices and organizational citizenship behavior and customer orientation. The samples are from five Veterans Hospital and of 344 questionnaires collected, 311 were used in the final analysis. SPSS(18.0) and AMOS(16.0) were employed to describe data and test hypotheses. The findings are as follows: First of all, it is found that education and training and hiring management have positive effects on perceived organizational support while only education and training has a positive effect on organizational citizenship behavior. Secondly, results reveal that career management and hiring management influences customer orientation while only perceived organizational support does organizational citizenship behavior and customer orientation affects organizational citizenship behavior. Thirdly, it is also found that perceived organizational support mediates the relationship between career management and organizational citizenship behavior and that between hiring management and organizational citizenship behavior. In other words, perceived organizational support is a full mediator between career management and organizational citizenship behavior and between hiring management and organizational citizenship behavior because there is no direct effect of career management and hiring management on organizational citizenship. However, results show that any perceived organizational support doesn't mediate the relationship between all strategic human resource management practices and customer orientation.

• 직업교육연구
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• 제29권3호
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• pp.157-185
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• 2010

이 연구의 목적은 조직의 성과 향상과 개인의 성장을 추구하는 인재개발에서 사이버 기반의 교육 프로그램에 대한 개선과 계속성 여부 등 의사결정에 관련한 유용한 가치 판단을 위하여 필요한 정보를 획득, 기술, 제공하는 과정에서 활용할 수 있는 과정중심 평가준거를 개발하는 데 있었다. 이 연구의 결론은 다음과 같다. 첫째, 문헌고찰 등 이론적 탐색과 내용분석법 적용을 통하여 인재개발 사이버 교육 프로그램의 과정중심 평가준거를 4개 차원, 13개 대영역, 29개 하위영역, 125개 평가문항으로 도출하였다. 둘째, 도출한 평가준거에 대하여 세 차례의 델파이 조사를 통하여 4개 차원, 13개 대영역, 29개 하위영역, 93개 평가문항을 최종 개발하였다. 셋째, 개발된 평가준거의 내용타당도 비율(CVR)은 .31~1.00으로 나타났으며 합의도는 .75이상, 수렴도는 .5이하로 나타나 개발한 평가문항이 타당한 것으로 확인하였다. 이러한 평가문항의 신뢰도 Cronbach's ${\alpha}$는 .980으로 나타나 내적일치도가 만족스러우며 신뢰도는 높은 것으로 나타났다.