• Journal of the Korea Safety Management & Science
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• v.17 no.3
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• pp.97-104
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• 2015

The study is conducted in order to identify whether there is difference in laboratory safety management committee and safety manager appointment for type of institutes(university, research institute, enterprise institute). The study conducted statistical analysis of 2484 institutes (university, research institute, enterprise institute) that attended 'current status of laboratory safety management' by year(number of current status participation). As a result, university showed increase in forming safety management committee as the number of current status(year) increases. The number of safety management committee held were the highest amongst all institutes being 2 held/2 year. Furthermore, period of safety management committee held at university and research institutes are decreasing stately. For 2014, the rate of hosting periodic committee and temporary committee simultaneously when necessary are increasing. The rate of appointing safety manager who is in charge of laboratory safety is increasing in university, but it is decreasing in research institute and enterprise institute. The work pattern of safety manager in university is increase in exclusive duties and decrease in adjunct duties, while work pattern in research institute and enterprise institute is more on the contract duties.

• Journal of Cadastre & Land InformatiX
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• v.48 no.2
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• pp.51-64
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• 2018

The paper reviews the adoption of ISO 19152, Land Administration Domain Model (LADM) for the enhancement of the current Mongolian cadastral system. It can be said that the current cadastral system is developed for the pure purpose of land registration. There is a need for a comprehensive data model for not only this reason but also reflecting the current problems in the Mongolian cadastral system. The LADM was published by the International Organization for Standardization later in 2012 as an International Standard for modeling cadastral and land administration information for the purpose of providing a common vocabulary(ontology) and efficient system development. This study examined possibilities of adopting the LADM to the cadastral system for Mongolia focused on Land Manager system. Data model of the Land Manager was examined against the corresponding LADM classes and as a result, gaps between each data model have been drawn. Lastly we proposed the LADM-based new data model for Mongolian cadastral system ensuring that the current problems be reflected.

• Convergence Security Journal
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• v.18 no.2
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• pp.69-76
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• 2018

The purpose of this study is to prevent cyber crime in private company systems by applying secure coding and identify its problems. Three experiments were conducted. In Experiment 1, a security manager was participated and gave advise to the developer to follow secure coding guidelines. In Experiment 2, a security manager did not participate, but let the developer himself committed on secure coding. In Experiment 3, a security manager provided reports on weaknesses of each package source to the developer and the developer was only focused on source development. The research results showed that the participation of a security manager on development raised secure coding compliance rate and finished the project within a given periods. Furthermore, it was better to entrust a security manager with the task of following the secure coding guide than the developer, which raised secure coding compliance rate and achieved project objectives faster. Further implications were discussed.

• Journal of the Korean Society of Food Culture
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• v.24 no.6
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• pp.702-710
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• 2009

The purpose of this study was to identify the competing values leadership of restaurant general managers and to investigate the impact of their competing values leadership on employee job satisfaction and turnover intention. A sample of full-time restaurant employees (n=360, 36% response) completed an e-mail survey. The results showed that among the eight sub-dimensions of competing values leadership roles, the monitor (4.04), producer (4.01), and director (3.99) roles were perceived as the most frequently used leadership styles of managers compared to broker (3.78), innovator (3.83), and mentor (3.91) roles (p <0.001). Additional T-test results suggested that an employees' gender had an influence on how he/she perceived the leadership style of their manager. Male employees were more likely to perceive that the director and mentor roles (4.19) were performed very well by their managers, while female employees perceived that their managers concentrated more on monitor (3.98) and producer (3.96) roles rather than on broker (3.73) and innovator (3.79) roles (p<0.05). It was found that manager competing values leadership had a significant correlation with employee job satisfaction, and the mentor, coordinator, and innovator manager roles explained the relationship with 42.1% based on multiple regression analysis (p<0.001). In further findings, the manager competing values leadership roles had an effect on employee turnover intention. The results of the data were as follows: mentor and facilitator roles promoted a decrease in employee turnover intention and the director role caused employee turnover intention to increase. Ultimately, this study will be useful for restaurant managers to guide the application of appropriate competing values leadership roles in order to strengthen employee job satisfaction and to reduce turnover intention.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2000.10a
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• pp.364-367
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• 2000

As computer system and information/communication technology develop rapidly, nowadays CSCW(Computer Supported Collaborative Work) system appears, through which it is available to work on virtual space without any restriction of time and place. Most of Un systems depend on a special network and groupware. The systems of graphics and CAD are not so many because they are characterized by Hardware and application software. In this paper, we propose a web-based collaborative CAD system which can be jointly worked on Internet WWW being independent from any platforms. It can generate and handle objects easily using lava 3D, and it can transmit, print, and store them. The interactive work for designing objects can be also carried out through dialling with each other. This system is executed in the environment of Client/server. Clients connect to the server through lava applet on WWW. The server is implemented by lava application, and it consists of three components : connection manager which controls the contact to users, work manager which keeps viewing in concurrency and provides virtual work space sharing with others, and solid modeler which generates 3D object.

• Journal of Distribution Science
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• v.13 no.1
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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.

• Research in Community and Public Health Nursing
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• v.6 no.1
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• pp.34-54
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• 1995

Occupational health services in Korea have been operated as dual types: one is operated by occupational health care manager and the other is health care agency without their own personnel. The performance of occupational health service should be different due to the variety of characteristics of health care manager and workplace, qualification of health care manager. This study is to analyze performance of occupational health care services with a particular consideration of job, based on comparing those two types of health care management to show on the basic data for the settlement of more qualitative. health care management system at workplace. For this study, total 391 places in Seoul and Inchon city area: 154 places (39.4%) managed by designated. health care manager and 237 places (60.6%) by the agency with their commission are selected as research samples. Tools for data collection are questionnares have been investigated during the period of 20 September 1993-20 December 1993. Those data are compared with percentiles, mean, standard deviation due to the characterstics of each variable and analyzed for impacting factors with relation to the using multiple regression analysis using SPSS PC program, especially using t -test method in order to compare each type of health care management. Conclusions observed from the tests and each comparison could be summerized as follows : 1. Occupational health care have been accomplished at workplaces with designated people than with agencies people, and coverage rate of the occupational health care services has differences, due to management types. The reason of these results is due to visit only one or two times monthly by the agencies, while their own health care manager obsess, at the workplaces all the times. 2. The common sickness management is the most accomplished item in health care area of occupational health care services, while the preventive care and control for the workers who have serious health problems are insufficient in workers health care area. 3. An insufficient accomplishment of overall health education has been shown because it is difficult to perform health education due to almost no chance of the direct introduction at workplaces. Therefore a strong support system for making and supplying the media is necessary in order to activate indirect health education by means of media. 4. Because health care managers and the agencies managers where take the workplaces for this study are almost nurses who have been comparatively high work site rounding rate about an environmental management at the workplaces, that non-profession can also do it, the activities about the professional area not enough. Therefore, an appropriate referral system should be established in order to complement professional area. 5. Two factors which have an effect on the coverage rate of occupational health care services are : one is those from the workplaces such as type of services, the number of workers, the number of harzadous factors and safety & health committee, the other from health care organization about whether there is its own manager or not.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.32 no.1
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• pp.64-77
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• 2022

Objectives: The purpose of this study is to objectify the level of case management performance and the factors influencing performance, to improve the case management performance at the Korea Worker's Compensation & Welfare Service (KWCWS) on the basis of the recognition of the objective realities of case management by job coordinators at the KWCWS, to develop a model of case management fit for the KWCWS, and to provide a basis for establishing guidelines for standardized case management. Methods: A total of 156 questionnaires were distributed to job coordinators at the KWCWS's headquarters, six regional headquarters, and 55 branches. One hundred forty-one questionnaires were collected and 126 were analyzed statistically using SPSS 21.0. Factor analysis and reliability analysis were conducted to verify the validity and reliability of the main measurement items in the research model. Frequency analysis was conducted for general characteristics of survey subjects. Frequency analysis or descriptive statistics were conducted to identify the level of independent variables (case manager's individual variables, job variables, institutional and organizational variables). Dependent variables (case management performance) and the degree of correlation were analyzed through correlation analysis between research variables. Multiple regression analysis and hierarchical regression analysis were conducted to examine the effect of independent variables on case management performance. Results: The results of the study showed that the level of overall performance in the five stages of case management was ordinary, with an average level of 3.45 on a 5-point scale. Levels of performance by step were institutional approach and intake (3.69), assessment (3.63), goal setting and intervention planning (3.46), implementation of intervention plan (3.32), and evaluation and termination (3.20), in that order. The explanatory power of case management performance (overall) by case managers with the KWCWS was case manager's institutional and organizational variables, job variables, and individual variables, in that order. At each stage of case management, the explanatory power of a case manager's institutional and organizational variables was found to be the greatest. The model changes at each stage of case management assume similar aspects statistically. In hierarchical regression analysis, it was institutional support that had a significant effect on case management performance (overall), and institutional support had the greatest effect. The results of multiple regression analysis in which all variables are input simultaneously showed that institutional support and expertise as well as self-efficacy had a positive effect. However, case management work experience, expertise (technology), and autonomy were found to have a negative effect during the stage of case management performance. Conclusions: As a result of the study, it was confirmed that raising the case manager's expertise and support from the institution and organization are important factors to improve the level of case management performance. The research also derived practical ways of reinforcement of case manager capacity, institutional and organizational support, operation of rehabilitation-case management teams, and occupational health-related aspects.

• Convergence Security Journal
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• v.4 no.2
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• pp.1-7
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• 2004

The growth of incidents on the Internet has reflected growth of the internet itself and growth of the computing Power. while in Previous years, external attacks tended to originate from those interested trend in exploring the Internet for its own sake and testing their skills, there is an increasing trend towards intrusions motivated by financial, Political, and military objectives. so, attacks on the nation's computer infrastructures are becoming an increasingly serious problem. Even though the problem is ubiquitious, government agencies are particularly appealing targets and they tend to be more willing to reveal such events than commercial organizations. The threat of damage made necessity of security's recognition, as a result, many researches have been carried out into security of system actively. Intrusion Detection technology is detection of intrusion using audit data differently from using traditional simple filtering and informs manager of it. It has security manager of system deal with the intrusion more quickly. but, cause current environment of Internet manager can't doing response Intrusion alert immediately That's why IPS needed. IPS can response automatically the intrusion alert. so, manager is more comfortable and can response quickly.

• Korean Journal of Construction Engineering and Management
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• v.5 no.6 s.22
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• pp.191-202
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• 2004

In this study, the project manager-oriented organization model has been verified by analysing it with forming a clear definition of detailed unitary duty entity to develop current non-efficient CM system constituted by functional organization with the decentralized responsibility and apply the model As a result from verification that the model provides valid solutions by comparing it with the existing, the model is better than the existing in cost savings, target profit sales rate, total rate of new on sales. Moreover, various activities in cost savings and cases where improvement is feasible are executed. However, the model caused some problems in organizational operation, project management and in division of duties so this study proposed improving management method