• 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.

• 한국화재소방학회논문지
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• 제23권5호
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• pp.173-180
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• 2009

최근 도시의 밀집화, 다양화, 대형화에 따라 소방산업은 첨단소방기술이 요구되어지고 있어 점차 생산집약형 산업에서 지식기반산업으로 전환이 시도 되어지고 있다. 이러한 시점에서 소방산업을 지식기반형 고부가가치 산업으로 육성시키기 위해서는 산업혁신역량이 요구되며, 산업혁신역량은 인적자원의 경쟁력에 의해 크게 좌우된다. 따라서 본 연구에서는 소방산업 인력을 단순현장기능인력, 고급기술인력, 전문연구인력으로 세 가지로 분류하여 국내 소방산업 인력양성 현황을 살펴보고, 각 분류에 따른 인력양성에 대한 문제점과 개선방안을 제시하고자 한다.

• 한국항해학회지
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• 제22권2호
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• pp.53-63
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• 1998

This study aims at suggesting a concepturla model of personnel elitism, and at evaluating the model based on a shipping company case. Specifically, it asks whether the company has met the conditions nessary for the attainment of personnel litism prescribed by the conceptural model. In order to evalutate the model, questionnaire and interview methods were adopted. The area of survey includes the quality of personnel , the efficiency level of work processes. and the level of work load. This study concludes that the rationalization of work processes and training and development of personnel are necessary for a company to realize personnel elitism.

• 의료법학
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• 제24권3호
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• pp.3-26
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• 2023

의료인이 환자에게 직접 조제한다는 이유로 의약품공급자로부터 의약품을 취득하여 보관하고 있다가 스스로에게 투약한 경우의 약사법상 쟁점을 검토하였다. 의료인이 자가 투약 행위를 한 경우 의약품공급자나 의료인이 약사법에 따라 형사처벌될 수 있다. 그 가벌성은 약사법에서 규정한 의약품 유통 질서 훼손에 있다. 첫째, 의약품공급자가 의료인에게 의약품을 판매하는 것은 약사법 제47조 제1항 제1호 나목 위반죄의 구성요건에 해당한다. 다만, 약사법상 허용되는 직접 조제를 위해 판매한 경우 형법상 정당행위에 해당하여 위법성이 조각된다. 그러나 의약품공급자가 의료인의 자가 투약 목적을 알면서도 의약품을 판매한다면 위법성이 조각되지 않아서 형사처벌될 수 있다. 둘째, 의료인이 약사법상 직접 조제를 위하여 의약품을 취득한다고 명시적, 묵시적으로 의약품공급자를 기망하고 의약품을 취득하여 자가 투약한 경우, 기망에 의한 의약품 교부로 의료인에게 형법상 사기죄가 성립할 수 있다. 셋째, 의료인의 자가 투약 시 약사법상 조제 행위가 수반되므로 약사법 제23조 제1항 위반죄의 구성요건에 해당한다. 이때 위법성이 조각되지 않는다. 왜냐하면 의료인의 자가 투약 행위는 약사법에서 의료인에게 부여한 특별한 지위를 남용한 것으로 의약품 유통 질서를 해치고 의약분업의 취지를 훼손하는 것이어서 형법상 정당행위로 볼 수 없기 때문이다.

• 한국철도학회:학술대회논문집
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• 한국철도학회 2003년도 춘계학술대회 논문집
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• pp.159-164
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• 2003

The purpose of this article is to comparatively depict the organizational effectiveness of two rail firms based on the cognitive response of employees(group of drivers). To attain this purpose, several aspects of current personnel and organization management system and organizational culture are surveyed through questionaire and analyzed by SPSS. The questionaire includes two parts of items. First, it includes items on personnel-related factors such as evaluation system, job, wage, role, leadership and job satisfaction. Second, it includes items on organizational culture model suggested by Rousseau. The major findings are : 1) In general, the cognitive response of drivers in two firms concerning personnel-related aspects is to a certain degree negative. 2) The cognitive response of drivers in two firms concerning culture-related aspects is also awfully negative. 3) Job satisfaction of drivers in the firm A is highly related to role and leadership factors in terms of personnel-related aspects, on the one hand, and to achievement factor in terms of culture, on the other hand. In case of the firm B, job satisfaction of drivers is highly related to personnel evaluation factor as well as role and leadership factors in terms of personnel-related aspects, on the one hand, and to affiliation, power, and bureaucracy factors in terms of culture, on the other hand.

• 정보기술과데이타베이스저널
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• 제8권2호
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• pp.61-69
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• 2001

System Integration Projects, especially in public sector, have a tendency of growing in size and duration. Under such environment the effects of IT personnel turnover becomes a serious problem. In addition a high rate of turnover hinders shill accumulation and competitiveness obtainment. In this research we explored the reasons of turnover by way of tracing IT personnel who have involved in large-scale SI projects and moved or quit before the completion of the projects. Based on previous research we identified three dimensions of variables that affected turnover : task-related dimension, human relations dimension, treatment-related dimension. We used these dimensions as a guideline for the interview and questioning exploration. Implications from the research for improving IT Personnel management are also elaborated.

• 보건의료산업학회지
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• 제11권4호
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• pp.67-76
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• 2017

Objectives : This study compared Value added to personnel expenses between 12 private general hospitals and 12 regional public hospitals, based on location and size, to examine industry competitiveness in terms of management. Methods : From 2011 to 2015, the value added and value added to personnel expenses were calculated by year. and a SPSS statistical program was used to determine and influential factors between private general hospitals and regional public hospitals. Results : The total value added to personnel expenses was 26.85 percent lower than general hospitals compared to regional public hospitals. The product category most influenced by the value added to personnel expenses was Stationeries & expendables at general hospitals and Outsourcing at regional public hospitals. Conclusions : Regional public hospitals have relatively low value added to personnel expenses compared to the general hospitals. Therefore, it is necessary for hospital management to reexamine gross revenue relative to total manpower.

• 한국IT서비스학회지
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• 제16권4호
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• pp.65-75
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• 2017

The purpose of this study is to investigate how software policy shows the moderating effects between organizational capability maturity and organizational performance. The software policy includes the proportions of development personnel and development budget that can affect organizational performance. It is important to empirically identify whether the ratios of budget and personnel, which are some of the main policy indexes of the organization can promote the causal relationship between organizational maturity and organizational performance. These personnel and budget may be assumed to affect the causal relationship between organizational capability maturity and organizational performance. The results of this study shows that the moderating effects of software policy are partially proved. The two policy indexes, personnel ratio and budget ratio, showed a moderating effect between process implementation and organizational performance, but did not show any moderating effect between quantitative management and organizational performance. This is because the companies participating in the survey are still in the early stages of quantitative process management and quantitative management does not show the differentiated results among the participating organizations. The significance of this study is as follows. In the academic aspect, the causal relationship between organizational maturity and organizational performance was examined empirically, and it was analyzed whether the two adopted policy indicators have a moderating effect between organizational maturity and organizational performance. On the practical side, the analysis suggested that the ratios of budget and personnel emphasized by the government or organization played a role of facilitating the organizational maturity and organizational performance.

• 한국철도학회:학술대회논문집
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• 한국철도학회 2002년도 춘계학술대회 논문집
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• pp.142-146
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• 2002

The purpose of this article is to depict the organizational effectiveness of "A" Subway Corporation based on the cognitive response of employees(subway drivers). To attain this purpose, several aspects of current personnel aid organization management system and organizational culture are surveyed through questionaire and analyzed by SPSS. The questionaire includes two parts of items. First, it includes items on personnel-related factors such as evaluation system job, wage, role, leadership and job satisfaction. Second, it includes items on organizational culture model suggested by Rousseau. The major findings are : 1) In general the cognitive response of driven concerning personnel-related aspects is to a certain degree negative. 2) The cognitive response of drivers concerning culture-related aspects is awfully negative. 3) Job satisfaction of drivers is highly related to role and leadership factors in terms of personnel-related aspects, on the one hard, and to achievement factor in terms of culture, on the other hand.

• 한국의료질향상학회지
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• 제9권2호
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• pp.148-163
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• 2002

Background : The personnel of emergency department have been under tremendous pressure to manage unexpected emergency situations and excited patients. And interpersonal conflict has existed always, because emergency department was consisted of various personnel of their own specialty. The patient's satisfaction has to come from the personnel's satisfaction. The purpose of this study was to evaluate emergency department personnel's job satisfaction and its related factors and to improve quality of emergency medical service Methods : A self-administered questionnaire survey to the emergency department personnel was conducted between September 1 and October 31, 2001. The response rate was 90.2%. Using SAS program (Version 6.12), the collected data was analyzed by frequency, ANOVA, multiple comparison, Pearson correlation procedure, and stepwise multiple regression analysis. Result : The analysis of related factors of job satisfaction showed high score of interpersonal interaction (3.246), professional prestige (3.095), autonomy (2.916), task requirements (2.701), organizational requirements (2.444), and pay (1.953) in order of item mean. Professional prestige (0.498), task requirements (0.464), and organizational requirements (0.408) were highly positive correlated with overall level of job satisfaction. The factors influencing the job satisfaction were professional prestige and task requirements which explaining efficacy were 37.6% and 32.2% respectively. The total explaining efficacy was 33.6%. Conclusion : It was found out that emergency department personnel's job satisfaction can be raised by promoting professional prestige and task requirements. The personnel of emergency department have to be satisfied through their job, and the administration of the hospital has to pay more attention to their employees' job satisfaction and it related factors.