• Journal of Digital Convergence
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• v.8 no.2
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• pp.131-145
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• 2010

The speed of change on information technology is very fast, so it demands a continuous competency development in IT human resource management. If the competency development for IT personnel can not keep up with the change of Technology, IT personnel cannot accomplish their IT job under new IT environment. For this reason, many companies have tried to manage IT organization separately and IT job system on the technology basis. Although the training of IT is different from that of other field in feature, few studies about IT human resources system have been conduced. Therefore this study focuses on the training system of IT personnel and suggests the framework for institutionalizing the operation policy and the individual process through a case study methodology. This paper chose one company as a case study which implemented the training system of IT personnel recently, and the proposed framework based on the literature review from this study applied to a company. The study shows that IT job system needs to be reasonably established, job descriptions should be appropriate to IT job, and there exist two training paths according to two career path - Specialist and Generalist. For the purpose of high performance in IT division, the training manager should understand IT job system, the people who need training, and keep an eye on the IT trends and new IT skills.

• The Journal of Information Technology
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• v.1 no.2
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• pp.81-102
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• 1998

It is common description that modern society is In the era of limitless competition. In order to challenge the change of economy and its management at home and abroad, organization should be changed anew, and in this case, there accompanies conflict or trouble whether the subject of change wants it or not. Therefore, according to change, we should concern with settlement of small troubles as well as big ones, and by managing the conflict or trouble productively and originally, it should be utilized as new fatality and chance to develop something in organization. In the system organized by people, there exist various conflicts in accordance with the target and want of the system, therefore giving no freedom to each Individual member of the system, and this is an unavoidable tate in consideration of the modem society where the survival of mankind and human systems should be guaranteed. Therefore, it determines the coordinates of success of any of organizations to manage conflict or trouble well, and so, when decreasing or increasing conflicts so that the organization exerts its full influence, it is note worthy that conflict itself should be rationally and efficiently managed. In a view point of the theory of organization and its behavior, relating job satisfaction with the performance and validity of organization, the influence of individual conflict is so great on the rate of job transfer within an organization or nonattendance, even on the productivity of the organization. So, the manager to cope with conflict within an organization should devise following three plans to manage conflict for job satisfaction and conflict settlement. In conclusion, it is suggested that in order to manage conflict within an organization well, some plans to control conflict should be well utilized while giving more efforts to improving management of individual conflict, job satisfaction, validity of organization, productivity, etc and all the members of organization should remember that the Issue of conflict within an organization be recognized ad an opportunity of new development and a way to settle a trouble within an organization, and a direction of conflict management should be suggested so that new innovation ca be created.

• Journal of Digital Convergence
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• v.14 no.11
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• pp.333-345
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• 2016

This study was to determine the relationship between nurse DISC personality types, self-efficacy, clinical performance. Data were collected from 302 nurses in 5 hospitals in K city. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient. With regard to self-efficacy and clinical performance, D type showed a higher score than type I type and S type. The lower region of the clinical performance showed the nursing process, nursing skills, higher score than the D Type S Type in professional development. With regard to personality and self-efficacy, and clinical performance, the type D (r=.56, p<.01), I type (r=.66, p<.01), S type (r=.6, p<.01) showed a positive correlation with type C (r=.52, p<.01). As shown by these results, each personality type has a different correlation with self-efficacy and clinical performance ability. This factor should be considered in the assignment of nurses to departments or individual training programs so that they can deliver the most effective job performance.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.7 no.1
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• pp.233-244
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• 2012

This study investigates the effects on the performance of women workers' work-family relationship. As reduced conflict with maintain a harmonious relationship between work and family of women workers, improving the quality of work of women workers, look into an effective support system for maximizing the effectiveness of women workers. The final sample size for this study was 500. The results were as follows. First, the harmonious relationship between work and family have significant positive effects on the job satisfaction and organizational commitment of women workers. This implies that companies should make an effort to maintain harmonious work-family relationship for women employees and can enhance individual atisfaction and ultimately lead to corporate performance. Second, according to the result of verifying the second hypothesis that conflictive work-family relationship will affect employees' satisfaction negatively, there was partial support. In other words, conflictive work-family relationship influenced job satisfaction negatively, but it showed no correlation with organizational commitment. This result suggests that it has direct relationship with the job that is being actually carried out and indirect relationship with the organization. Third, based on the result of verifying the hypothesis on the moderate effect of non-occupational supporting systems which proved to be partially moderate effect. In short, this study has proved the importance of women workers' work-family relationship. Furthermore, the study results imply that it is necessary to establish supporting systems to minimize women workers' conflictive work-family relationship. It is also particularly urgent for companies to make non-occupational supporting systems.

• Journal of the military operations research society of Korea
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• v.33 no.2
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• pp.101-113
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• 2007

The period of military personnel service will be phased down by 2014 according to 'The law of National Defense Reformation' issued by the Ministry of National Defense. For this reason, the ROK army provides discrimination education to 'newly recruited privates' for more effective individual performance in the on-the-job training. For the training to be more effective, it would be essential to predict the degree of achievements by new privates in the training. Thus, we used data mining techniques to develop a classification model which classifies the new privates into one of two achievements groups, so that different skills of education are applied to each group. The target variable for this model is a binary variable, whose value can be either 'a group of general control' or 'a group of special control'. We developed four pure classification models using Neural Network, Decision Tree, Support Vector Machine and Naive Bayesian. We also built four hybrid models, each of which combines k-means clustering algorithm with one of these four mining technique. Experimental results demonstrated that the highest performance model was the hybrid model of k-means and Neural Network. We expect that various military education programs could be supported by these classification models for better educational performance.

• Management & Information Systems Review
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• v.2
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• pp.209-235
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• 1998

Traditional cost system is distorted due to the using unit-based measure. It is being criticized that it do a poor job of attributing the expenses of support resources to the production and sales of individual product. Activity Based Cost System expend the range of second-stage cost assignment drivers beyond the traditional measures of labor and machine times, units produced, and material quantities to allow for drivers that measure the amount of batch-level, product-sustaining, and facility-sustaining activities performed. It is a resources consumption model of organization, not just a more complex cost accounting of cost allocation system. This paper proposes a enterprise resource planning by activity based management. To effective performance system for company that want to be setting competitive levels, the information systems must support a fast moving, rapidly changing. Activity based management is a process of accumulating and tracing cost and performance da to a firm's activities and providing feedback of actual results against the planned cost to initiate corrective action where required. Therefore this system provides a highly powerful decision-making tool. To construct this system, we need Enterprise Resource Planning System. Since ERP is designed around the idea that rapid change and a degree of unhandled change is normal, it allows driving the customer's rapidly needs much deeper through the business cycle.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.24 no.3
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• pp.26-36
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• 2016

The purpose of this paper is to analyze the relationship between the perception of organizational citizenship behavior and that of safety culture by airline pilots. Finding factors which composed of organizational citizenship behavior, this paper will prove the effects of those factors to the safety culture of an airline. Organizational citizenship behavior means the activities of members, based on their free will, to enhance organization's overall productivity and performance, which are, however, not officially and apparently approved by the organization. Safety culture is to contain the concept in the organization's protocol, procedure and policy affecting safety performance of the organization. According to the analysis, it was proven compliance of organizational citizenship behaviors has a positive effect on safety culture through job satisfaction. Moreover, altruism and individual initiative have a direct positive effect on safety behavior of pilots.

• Human Ecology Research
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• v.56 no.3
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• pp.263-282
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• 2018

This study is used to understand the characteristics of home economics teachers that could to help develop personal development in home economics teacher and home economics education. The questionnaire survey was conducted on 150 home economics teachers who belong to either the home economics teachers' study association or Korean home economics education essociation. The survey was processed with frequency analysis, standard deviations, factor analysis, independent sample t-test, and reliability analysis using SPSS 12.0 depending on the contents of the research. The study results are as follows. First, for home economics teachers' conscious teaching, they build their own identities as experts, and have a vocation and sense of duty for their job. The culture of research and investigation community to study education and to maintain collaborative relationships with teachers of home economics teachers' associations has evolved. Second, home economics teachers have the ability to analyze and manage students' demands in order to perform teaching activities, and understand individual student characteristics. They understand new study trends and curriculum, develop sources for class, use appropriate teaching and learning theories, and create students' reflective activities. In addition, they grow their learning ability as specialist and study in self-oriented ways.

• The Journal of the Korea Contents Association
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• v.18 no.1
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• pp.90-107
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• 2018

The purpose of this study is to specify a structural relationship among learning goal orientation(LGO), creativity, working smart, working hard, and work performance of salespersons, verify the direct and indirect effect of variables, and examine impacts of the five factors at the same time. Also, this carried out the study to understand the relationship between the salesperson's creativity and work performance. This study targeted for salespersons who were working in various industries and total 588 were participated via on-line. According to the study, the result is as follows. First of all, There are direct effects among LGO, creativity, working smart, and work performance. However, working hard didn't have any direct effect with any other variables. Creativity and working smart have indirect effects on the relationship between LGO and job performance. In addition, the mediating effect of the model with creativity was higher than that of the model without creativity. Therefore, creativity is an individual competency that should be continuously developed to improve the work performance of a salesperson.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.1
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• pp.612-627
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• 2020

This is a case study of Korea Airports Corporation(KAC) examining the effects of pre- and post-employment experience factors on individual and organizational priority. This study surveyed 240 employees of KAC and analyzed the results. The influence of pre-employment experience (number of times applying to public sector, reason to choose public sector, and job changing experience) and post-employment experience (years of employment, position, and job types) on personal value (authority, achievement, welfare, vacation, and personal life) and organizational value (responsibility, obligation, performance, compensation, and participation) was studied. The results indicated that organizational value is generally greater than personal value. Preference value (=organizational value/personal value) was greater than one for every group. Education, years of employment, position, reason to choose public sector were confirmed to influence preference value. For pre-employment factors, as an employee chooses to work in the public sector because of better balance of work-personal life, preference value was confirmed to be lower. For post-employment factors, when the years of employment are longer and the position is higher, preference value is significantly higher. The results imply that an organization should establish a fair evaluation and compensation system to help employees display their full capability to produce maximum performance.