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

• 한국콘텐츠학회논문지
• /
• 제13권12호
• /
• pp.212-220
• /
• 2013

본 연구는 공공조직 인사제도의 공정성이 직무만족도와 직무성과에 미치는 영향에 대하여 분석하였다. 이를 위해 충청남도에서 운영 중인 4가지 인사제도를 대상으로 인사제도의 만족도와 문제점, 개선방안에 대하여 조사하였으며 이와 함께 직무만족도와 성과의 상관성을 분석하였다. 인사공정성은 공무원들의 직무만족과 성과에 긍정적 영향을 미치는 것으로 자신의 경력과 업무난이도, 본인의 노력을 감안한 인사가 이루질 때 직무만족과 성과가 높아진다고 할 수 있다. 이는 공정한 인사운영이 조직과 직원들의 사기에 중요한 역할을 한다는 것을 보여주는 것으로 충청남도의 경우 다양한 인사제도가 운영되고 있는 만큼 공무원들의 인사시 객관적 평가자료와 동일한 원칙을 가진 절차에 따라 이루어진다는 것을 인지시켜야 한다. 본 연구의 한계가 있으나 충청남도에서 현재 운영 중인 인사제도의 실제적 대상인 공무원들의 인식을 분석한 만큼 향후 제도운영 방향을 제시하는 것에 의의를 지닌다.

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

• International Journal of Computer Science & Network Security
• /
• 제22권2호
• /
• pp.283-289
• /
• 2022

The main purpose of the study is to determine the main aspects of the introduction of modern technologies in the personnel management system in the context of the development of the digital economy. The human factor is one of the most important resources of any organization, which has a significant impact on the success of its activities. It is people who are the source of advantages that provide the company with victory in the competition. Therefore, the primary task of the organization's management should be the formation of effective personnel management systems. As a result, the main features of the introduction of modern technologies into the personnel management system in the context of the development of the digital economy were identified.

• 경영과정보연구
• /
• 제12권
• /
• pp.101-116
• /
• 2003

After and before the education of business ethics, the recognitive response and interpretation of personnel and information ethics to the standards of business ethics are as follows. 1. In case of personnel ethics, before the education of business ethics, selfishness is at its peak and utilitarianism is in the lowest. It can be understood that it is faithful to the principles of capitalism. 2. In case of personnel ethics, before the education of business ethics, relativism is in the highest level and utilitarianism is in the lowest. Because it means not agreeing on standardized economic equality and the choice of proper ethical standards. It can be understood that the education of business ethics has an effect on ethical making-decision. 3. In case of information ethics, after and before the education of business ethics, righteousness is at its peak and utilitarianism is in the lowest level. I can be interpreted that it means thinking highly of the value of justice and not agreeing to standardized economic equality. 4. The above results show that the education of business ethics has an influence on the recognition of personnel ethics and is effectively used to improve the recognition of personnel and information ethics.

• Asia pacific journal of information systems
• /
• 제29권1호
• /
• pp.83-116
• /
• 2019

Given the critical role of information technology (IT) in achieving organizations' strategic goals, it becomes increasingly important for organizations to develop and retain a competent IT workforce. We investigate how organizations make IT personnel feel content with their job, motivate them to perform at their best, and consequently retain them. We develop a model in which IT leadership, conceptualized as "transformational" and "transactional" IT leader behaviors, influences IT personnel's perceptions of requisite soft skills and IT personnel's Quality-of-Work-Life (QWL), and how IT personnel's QWL in turn affects IT personnel's intention to stay. Using survey data from 205 IT professionals, we found that IT leadership behaviors, particularly transformational leadership behaviors, positively influence IT personnel's intention to stay. We also found that this relationship is fully mediated by IT personnel's QWL. In addition, we found that transformational leadership behaviors positively influence IT personnel's perceptions of requisite soft skills. We discuss the implications of our findings for theory and practice.

• 한국콘텐츠학회논문지
• /
• 제18권3호
• /
• pp.550-556
• /
• 2018

본 연구는 지방공무원 인사혁신에 대한 정책우선순위를 통해 인적자원관리의 방향성을 모색하기 위해 AHP 분석을 실시하였다. 연구결과는 다음과 같다. 첫째, 측정영역에서는 인사교류시스템, 보직관리시스템, 채용관리시스템, 교육훈련시스템 중에서 인사교류시스템이 가장 중요한 평가요소로 분석되었다. 둘째, 평가항목의 관점에서 보면, 인사교류시스템에서는 직무와 성과중심의 인사관리 전환, 보직관리시스템에서는 전문직위제 지정 및 확대, 채용관리시스템에서는 민간에서 시행중인 인성, 적성 검사도입, 교육훈련시스템에서는 맞춤형 교육과정프로그램 개발 등이 가장 중요하게 평가되었다.

• 한국병원경영학회지
• /
• 제7권1호
• /
• pp.121-130
• /
• 2002

As a hospital deals with people in their particular states, namely patients, computerization and automation in organization systems are very limited. Even though state-of-the-art medical systems such as the OCS, the HIS, the EMR, and the FACS are facilitating the computerization and informatization processes, they are for convenience and effectiveness. Ultimately, however, we should depend on specialists including doctors, nurses, pharmacists, and medical engineers. Therefore, a hospital is a representative labor-intensive body. Like other similar organizations, hospitals require a lot of manpower. But they are quite different in that hospital people hold variety and complexity in their qualifications and licenses. In personnel management, a hospital is twice controlled owing to the special characteristics that human life is at stake. First, the quota of medical manpower should be obeyed lest the quality of medical services should be lowered, and their roles and interrelations are even regulated. Second, in spite of the peculiarity of hospitals, the duties of obligatory employment and social insurances should not be neglected like other companies. In order that each hospital can preserve the proper level of medical services, securing the appropriate level of medical personnel has to be regulated. However, as the personnel cost is one of the important indices of hospital management, too much regulation in manpower supply can lead to poor hospital management and, in the end, the drop of the quality of medical services. In sum, as far as hospital personnel is concerned, some autonomy ought to be given to each hospital so that it can control the quality of hospital services. In addition to this minimum regulation of personnel, certain incentive and reward systems like the graded nursing system need to be prepared.

• International Journal of Computer Science & Network Security
• /
• 제23권12호
• /
• pp.123-128
• /
• 2023

The main purpose of the study is to analyze the features of the influence of Agile management on the competence of the personnel of the socio-economic system in the digital economy. The research methodology implies the use of modern methods of analysis. Improving the business processes of an organization is associated with improving activities, the formation of effective management systems and processes, especially the organization's policy in the field of quality, rational use of resources, increasing the responsibility of management, social responsibility of the organization, etc. The modern knowledge economy places high demands on the effectiveness of behavioral models of employees of the organization. The role of the human factor in the production system is becoming more and more obvious. Therefore, it is important to study the competence of the personnel of any socio-economic system. Based on the results of the study, the key features of the influence of Agile management on the competence of the personnel of the socio-economic system in the digital economy were identified.

• International Journal of Computer Science & Network Security
• /
• 제23권12호
• /
• pp.161-166
• /
• 2023

The main purpose of the study is to analyze the features of the influence of Agile management on the competence of the personnel of the socio-economic system in the digital economy. The research methodology implies the use of modern methods of analysis. Improving the business processes of an organization is associated with improving activities, the formation of effective management systems and processes, especially the organization's policy in the field of quality, rational use of resources, increasing the responsibility of management, social responsibility of the organization, etc. The modern knowledge economy places high demands on the effectiveness of behavioral models of employees of the organization. The role of the human factor in the production system is becoming more and more obvious. Therefore, it is important to study the competence of the personnel of any socio-economic system. Based on the results of the study, the key features of the influence of Agile management on the competence of the personnel of the socio-economic system in the digital economy were identified.