• 한국지능시스템학회논문지
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• 제11권3호
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• pp.191-199
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• 2001

유전자알고리듬(Genetic Algorithm)은 확률적인 집단 탐색법이고 적응도함수의 형태에 관계없는 직접 탐색법이기 때문에 최근 최적화 방법으로 주목을 받고 있다. 본 논문에서는 Job-shop Schedule Problem에 대하여 교배방법으로 JOX를 사용하며, 효율적인 탐색을 위하여 탐색범위를 축소시키는 강제조작을 형질유전을 고려한 형질유전GT법을 제안하고, 세대교체에 있어 모집단의 다양성을 유지하기 위하여 집단 내에 동일한 개체를 배제하는 방법을 제안한다. 제안 알고리듬을 Fisher & Thompson의 FT10$\times$10 및 FT20$\times$5 문제에 적용하여 유효성을 실험적으로 검증한다.

• 대한인간공학회지
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• 제25권3호
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• pp.77-83
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• 2006

The purpose of this study is to assess the organizational types and the job stress factors that affect the procedure-based job performances in nuclear power plants(NPPs). We derived 24 organizational factors affecting to the job stress in NPPs from the job stress analysis models of NIOSH(1989), Cooper(1990), and Karasek(1990). onsidering the safety characteristic in operating tasks of NPPs, we individuate among the tasks in NPPs through the division of duty and the analysis of cost activity. Through the questionnaire survey, a structured interview with the responsible employees, and expert panels, we assess 70 tasks among 777 tasks managed officially under the procedures. They are the representative tasks to the duties of each division and are directly related to the safety. We utilize the OPTI(organizational personality type indicators) to characterize the personality type of each organization in NPPs.

• 한국조리학회지
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• 제7권2호
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• pp.195-215
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• 2001

This study is of an analysis of the kinds of influences on the subordinate variables through the adjusting variables by the independent variables which serve as the perception factor of job stress. also This study, with taking the workers for the hotel employees who are in the room, food & beverage and cook, was carried out so as to analyze deeply and throughly the stress of work they experience in doing their job and the tension incited from this stress and the strategy used for meeting this stress to grope for raising plan for the degree of satisfaction with their job of the workers for the hotel. In order for, this study ran paralled with literature study and research study, taking 615 workers who are now working in hotel. Job stress is easily negligible in hotel business not only because it is hard to identify and measure its concrete entity on account of its intangible characteristic but also because it is impossible to check physically the relationship with each direct behavior. If job stress continue, however, it can cause neglect of duty, change of occupation, deterioration of service quality and eventually aggravate the cost of a hotel business and decrease the hotel sales. Consequently, it is highly necessary to increase job satisfaction by identifying systematically and eliminating the stress factor of hotel employees in order to accomplish particularly experience unique job stress in the course of contact since they should provide the customer with their services.

• 한국콘텐츠학회논문지
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• 제11권7호
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• pp.306-315
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• 2011

이 연구는 민간경비업 종사자의 직무특성이 특성불안 및 과업수행에 미치는 영향을 규명하고자 하였다. 이 연구는 2011년 서울 소재 경찰청에 등록된 민간경비 회사에 재직하고 있는 민간경비원을 대상으로 선정한 후 판단표집법(judgment sampling method)을 이용하여 총 300명을 표집하였으나, 최종 분석에 투입된 사례수는 266명이다. 이 연구에서는 설문지의 타당도 및 신뢰도를 검증하기 위하여 신뢰도분석의 알파값과 공변량구조분석의 최대우도법을 이용하였다. 이상과 같은 연구방법 및 절차를 통해 이 연구에서 도출한 결론은 다음과 같다. 첫째, 민간경비업 종사자의 과업중요성은 특성불안에 부적인 영향을 미친다. 둘째, 민간경비업 종사자의 피드백은 특성불안에 부적인 영향을 미친다. 셋째, 민간경비업 종사자의 직무자율성은 특성불안에 부적인 영향을 미친다. 넷째, 민간경비업 종사자의 피드백은 과업수행에 정적인 영향을 미친다. 다섯째, 민간경비업 종사자의 직무자율성은 과업수행에 정적인 영향을 미친다. 여섯째, 민간경비업 종사자의 기술다양성은 과업수행에 정적인 영향을 미친다. 일곱째, 민간경비업 종사자의 특성불안은 과업수행에 정적인 영향을 미친다.

• 유통과학연구
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• 제14권5호
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• pp.39-50
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• 2016

Purpose - The purpose of this study was to substantiate the relationship between on-the-job training (OJT) characteristic factors and OJT outcomes and the moderating effect of the tie strength between a trainer and a trainee on the relationship. OJT characteristic factors were composed of a unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support. OJT outcomes included job satisfaction and organizational commitment in the research. The tie strength means a sense of intimacy with a trainer. All of the OJT characteristic factors, OJT outcomes, and the tie strength were defined operationally as the perceived ones by a trainee. Research design, data, and methodology - This study analyzed the data of 302 employees in a domestic travel agency as early career for seven years or less. The main methods for the analysis were multiple linear regression analysis and moderating effect analysis. The whole process of the data analysis was conducted using the SPSS 21.0 for windows. Results - The results of the study are as follows: First, every five element of OJT, including unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support, showed positive influence on OJT outcomes - job satisfaction and organizational commitment. Second, the tie strength between a trainer and a trainee was positively related with OJT outcomes. Finally, the strength of ties between the trainer and the trainee was found positively to moderate the relationship of a unit of work to be learned, OJT design, or OJT support, with OJT outcomes. However, the moderating effect of the tie strength was not significant statistically between the trainee's motivation or the trainer's ability, and OJT outcomes. Conclusion - In the study, it was demonstrated that every OJT characteristic factors have a positive contribution to job satisfaction and organizational commitment for early career employees. In addition, the study showed the need to pay attention to improve the quality of relationships between trainers and trainees, in order to increase the impact of a unit of work to be learned, OJT design, and OJT support. These findings suggest the implications in the three factors as external factors that constitute OJT. The three factors are made by HRD practitioners who are involved in design and operation of the program as well as their interventions to improve the quality of the relationship between trainers and trainees. On the other hand, it was demonstrated in the research that trainee's motivation and trainer's ability, regardless of their tie strength, have a direct impact on OJT outcomes by itself. Moreover, the trainee's motivation and trainer's ability are intrinsic characteristics, rather than external factors that constitute OJT. Therefore, they are unlikely to be changed by HRD practitioners' interventions. In conclusion, it was argued in the research that the trainee's motivation and trainer's ability should be a consideration in selecting and matching partners in OJT participants before starting OJT.

• 한국산학기술학회논문지
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• 제21권10호
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• pp.222-230
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• 2020

본 연구는 보육교사의 회복탄력성과 관련하여 지난 10여년 간 국내에서 연구된 석·박사 학위논문과 학술지 논문을 중심으로 관련요인들의 효과크기를 메타분석을 통해 검증하였다. 검증결과는 다음과 같다. 첫째, 보호요인의 전체효과크기는 큰효과크기를 보였고, 보호요인군 별 효과크기는 모두 큰 효과크기로 개인특성요인군이 가장 큰 것으로 나타났고 그다음 직무특성요인군, 조직특성요인군 순이었다. 둘째, 보호요인군 중 개인특성요인군의 하부요인의 효과크기는 모두 큰효과크기를 보였고, 조직특성요인군과 직무특성요인군은 중간효과크기를 보인 원장리더십과 정서노동을 제외한 모든 하부요인이 큰효과크기를 보였다. 셋째, 위험요인 전체효과크기는 큰효과크기를 보였고, 직무특성 위험요인군인 소진은 큰효과크기, 직무특성 위험요인군인 직무스트레스는 중간효과 크기로 소진이 상대적으로 직무스트레스보다 더 큰 효과크기를 보였다. 결론적으로 본 연구는 지난 20년간의 보육교사의 회복탄력성과 관련하여 선행된 연구들을 통합적으로 정리하여 객관적 결과를 살피기 위한 수량적 통합을 시도했다는데 의의가 있으며, 보육교사의 회복탄력성 증진을 위한 프로그램 개발과 정책수립에 기초적 자료를 제공하였다는데 의의가 있다.

• 경영과정보연구
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• 제2권
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• pp.355-390
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• 1998

The purpose of this study was to determine the conflict plan of the foreign worker in Korea. The concrete purpose of this study as follows : First, To Analyze Conflict factor of job according to the foreign worker conflict. Second, To present rethinking plan of job and efficiency management foreign worker in Korea. The Subject of this study were consisted of 308 foreign worker form 408 small and medium business in taejon city, Chung-Nam. Conflict factor of job was measured according to questionare used in precedent study. Statistical treatment were the mean, Standard, Deviation, One-way ANOVA analysis. The conclusions of the paper research were as follows. First, Foreign worker showed occasionally lower degree conflict of job. Second, Woman foreign worker had higher conflict of job than man foreign worker in wage, working condition, human relation, communication. Third, The foreign worker is short In Job-experience. therefore, efficiency management of job was fall. Fourth, The relationships between Korea-worker and foreign-worker were conflict in communication, human relation. Fifth, The relationships between Korea-worker and foreign-worker were conflict wage-discrimination. Sixth, The more education-level had lower conflict. Seventh, According to cultural characteristic had different.

• 대한간호학회지
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• 제22권2호
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• pp.174-184
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• 1992

This study was done to Identify the relationship between the organiaational characteristrics of hospital nursing and job satisfaction. The factors used for the organizational characteristics of hospital nursing were leadership of the head nurse, leadership of supervisor and others in higher authority positions with supervisors and organizational climate. The subjects consisted of 243 staff nurses from seven general hospitals in Seoul. The data was collected from August 1. to August 31. 1991. The tools used for measurement in this study were Park and Yoon's scale of the Perception of Organizational Characteristics and Stamp' Scale of the Job Satisfaction. The results are summarized as follows ; 1. There were significant differences between for the three nursing units organizational characteristic factors, leadership of supervisors, other higher authorities, interaction with supervisors and organizational climate and job satisfaction(p＜0.05) 2. There was a correlation between organizational chatacteristics of hospital nursing and job satisfaction. (r＝0.32－0.65) 3. The factor explaining the highest proportion of variance was interaction with supervisor. (39.8%) In conclusion, there was significant correlation between of the organizational characteristics hospital nursing and Job satisfaction. And there were significant differences in the organizational characteristics of hospital nursing and job satisfaction for different nursing units.

• 공학교육연구
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• 제23권2호
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• pp.49-60
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• 2020

The purpose of this study is to empirically verify whether there are differences according to group characteristics in the effect of job characteristic requirements on practice performance in university long-term on-site training. Specifically, the relationship between job characteristics (job scope, job content, coaching, benefits), practical satisfaction, and occupational competencies was examined according to the group characteristics (gender types, major types, corporation types). For this purpose, the survey data were collected and analyzed for 752 students who participated in K university long-term on-site training. As a result of the analysis, first, it was found that the job characteristics (job scope job content, coaching, benefits) had structural relationship affecting occupational competence through mediation of practice satisfaction. Second, As for the differences according to the group characteristics, there were differences in the relations. Based on the result, theoretical and practical implications and follow-up studies were proposed.

• 한국산학기술학회논문지
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• 제14권8호
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• pp.3704-3714
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• 2013

일반병원과 특수 전문병원의 직무스트레스의 유형과 특성을 파악함으로써 각 병원별 특성에 맞는 스트레스 극복을 통해 안정된 직원관리와 완화프로그램의 방향을 제시하고자 하였다. 본 연구의 참여자는 일반병원종사자 109명, 특수 전문병원종사자 117명이 설문에 참여하였으며, 측정도구는 한국산업안전보건연구원에서 지난 2004년 정책연구사업의 일환으로 진행된 '한국인 직무 스트레스 측정 도구의 개발 및 표준화 연구'에 따른 한국형 직무스트레스요인 측정도구를 사용하였다. 본 연구결과 일반병원과 특수 전문병원간의 환경과 조직체계에 따른 서로 다르게 나타나는 스트레스의 특성이 파악되었으며 향후 이 연구 결과를 토대로 각 병원특성에 맞는 스트레스 극복 프로그램의 개발의 기초 자료로 활용되기 바란다.