• Korean Journal of Human Ecology
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• 제18권2호
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• pp.419-429
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• 2009

The purpose of this study was to research the preference for the entertainers image and imitation behavior. The research was a survey and the subjects were 1,034 middle and high school students. The collected data was analyzed using frequency, statistics analysis, t-test, crosstab, ANOVA, factor analysis and multiple regression analysis. Result were as follows; The preference for the entertainment, most of the adolescents loved the singer and the TV talent. The feminine and urban image was their favorite image for the entertainer. The favorite image was significantly different according to the gender and age. Star entertainer imitation behaviors showed the differences according as adolescent's gender and age. The unique marketing strategy is required as the job in the entertainment business, so the tend to follow up and imitate all attractive factors and favorite image of the entertainer. This study was for helping the adolescent who are very sensitive and going to set up their identification to get the role model as the fair way to be the social member, helping the one to set up the image-making way for each entertainment's job, and helping the enterprise who want to use the image of the star in their promotion.

• Journal of the Korea Fashion and Costume Design Association
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• 제18권3호
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• pp.1-19
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• 2016

This study tried to find out implementation factors of internal marketing for a cosmetic retailer, and to look into their effects on Salesperson's job satisfaction, organization commitment, customer orientation and sales performance. For this, this study inquired into the concepts and relationships of internal marketing, job satisfaction, organization commitment, customer orientation and sales performance through literature review; and tested the relationships between the variables by setting up a research model and hypotheses. The findings of this study may be summarized as follows: First, it was found that the better the education & training, the supervisor support and the compensation system among internal marketing factors of a cosmetic retailer were, the higher a door-to-door salesperson's job satisfaction was. Second, it was found that the better internal communication and the education & training among internal marketing factors of a cosmetic retailer were, the higher a door-to-door salesperson's organization commitment was. Third, the higher the job satisfaction of a door-to-door salesperson in a cosmetic retailer was, the higher the organization commitment was. Fourth, it was found that the higher the organization commitment of a door-to-door salesperson in a cosmetic retailer was, the higher the customer orientation was. Fifth, it was found that the higher the organization commitment and customer orientation of a door-to-door salesperson in a cosmetic retailer were, the higher the sales performance was. In conclusion, the internal marketing increases door-to-door Salesperson's job satisfaction, and enhances the sense of belonging to their cosmetic retailer. Further, they come to have a customer-oriented attitude in serving customers, which is directly connected to sales performance, and thus the retailer can create profits through internal marketing. Therefore, a cosmetic retailer will need to strengthen internal communication activities through diverse methods, expand and activate employees' professional education, and develop fair and just compensation system; and supervisors will need to give support to employees, trusting their judgment.

• Journal of Convergence for Information Technology
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• 제10권1호
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• pp.82-92
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• 2020

This study analyzed the factors affecting organizational adaptation among the members of SMEs. Until now, research on organizational adaptation has been mainly conducted in large corporations or public institutions. Very little research has been conducted on SME members. Factors affecting the organizational adaptation of employees were set by individual factors and job environment factors. In the individual factors, the sub-variables were set as self-efficacy, optimism, and resilience, and in the job environment factors, organizational fairness and organizational culture. The sample data were surveyed using a survey method such as visit, telephone call, e-mail and fax. 98 data were used for the analysis. Statistical analysis was performed using regression analysis. As a result, self-efficacy, optimism, and resilience of individual factors were analyzed as positive variables for organizational adaptation of employees, and organizational fairness in the job environment was analyzed as variables that did not positively affect organizational adaptation of employees. However, the organizational culture of the job environment was analyzed as a variable that positively affects organizational adaptation of employees. These results showed that the fair application of wage level, workload, compensation, and opinion reflection did not affect the organizational adaptation of employees. On the other hand, in the preceding studies, organizational adaptability was conducted mainly in large corporations, but this study was able to suggest practical implications in analyzing organizational adaptability among SME members.

• The Journal of the Korea Contents Association
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• 제19권10호
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• pp.487-510
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• 2019

The purpose of this study is to examine the impact of Ethical Leadership on job engagement, organizational commitment and unethical pro-organizational behavior and to analyze the dual mediation effect of job engagement and organizational commitment. We used 565 questionnaires collected by members in domestic companies. The result of the analyses are as follows: First, Ethical Leadership has no positive effect on unethical pro-organizational behavior. Second, in the relationship between Ethical Leadership and unethical pro-organizational behavior, job engagement does not play a mediating role, but organizational commitment plays a mediating role. Third, in the relationship between Ethical Leadership and unethical pro-organizational behavior, job engagement and organizational commitment play a dual mediating role. The theoretical implication is that this study once again confirmed the behavior patterns such as cognition, emotion, attitude and behavior of members in the organization. In addition, this study can contribute to theoretical expansion by explaining that these behavior patterns are identified by social exchange theory. The practical implication is that this study confirmed that members in the actual management field are willing to perform unethical pro-organizational behavior in order to achieve the organization's goal efficiently and effectively. Therefore, it is suggested that active efforts should be made to recognize these negative influences and possibilities at the organization level and to create a clean and fair organizational culture and environment that everyone can recognize at the social level.

• Journal of Korean Institute of Industrial Engineers
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• 제2권1호
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• pp.85-92
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• 1976

In this paper, the employment planning model is developed which is a decision-making model for determining the optimum employment level with respect to varying net manpower requirement for each planing period such that total cost in a planning horizon is minimized. It is constructed as a nonlinear programming model and a dynamic programming model on the basis of studies in the areas of production smoothing and manpower scheduling. Costs for a planning period are categorized into regular wage cost, hiring cost, and overtime cost. The first is a linear function. The other two cost functions are of quadratic nature. The planning horizon of this planning model is intermediate range (five years) for which a fair planning accuracy can be guaranteed. The model considers learning period for each job class. It is simple and an optimum solution can be easily obtained by direct search techniques.

• Proceedings of the KAIS Fall Conference
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• 한국산학기술학회 2009년도 추계학술발표논문집
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• pp.427-431
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• 2009

취업박람회에서 참관객에게 제공되고 있는 박람회의 서비스품질, 가치, 그리고 만족 등의 이론적 배경을 바탕으로 인과관계를 나타내는 구조적 관계를 분석하였다. 개최 도시의 지각된 품질 요인은 정보의 확신성, 인적서비스, 접근성, 물리적 환경 그리고 관광매력성의 총 5개의 요인으로 총 16개의 항목을 Likert 5점 척도로 측정하였으며, 변수들의 집중 타당도와 판별 타당도를 확보하였다. 분석결과 관광매력성, 물리적환경, 인적서비스, 정보의 확신성 순으로 취업박람회 참가자의 지각된 가치에 영향을 미치는 것으로 나타났다. 이러한 연구결과는 박람회 주최자가 사용자 관점에서 좀 더 효율적으로 행사를 준비함과 동시에 참가 업체의 보다 나은 서비스 지원으로 기업의 가치인식 제고에도 기여할 것으로 기대된다.

• Journal of the Korea Fashion and Costume Design Association
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• 제21권3호
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• pp.25-35
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• 2019

The purpose of this study was to identify the relationships among credibility toward publicity (CP), the attitude toward publicity (AP), enterprise images, ethical obligations, and purchase intention, and then to demonstrate the differences in the relationships according to the three socially valuable creations: job creation, environmental protection, and fair trade. The hypotheses of this study were empirically tested with data collected via an online survey. The results of path analysis indicated that CP and AP positively affected enterprise images and ethical obligations respectively. Purchase intention was influenced by AP, enterprise images, and ethical obligations, but not by CP. In addition, this study highlighted the lack of a difference in consumer responses to publicity according to the three types of socially valuable creations. These findings provide guidelines for publicity strategies to induce consumers to purchase social enterprise products for marketing managers and entrepreneurs operating social enterprises.

• Proceedings of the Korea Information Processing Society Conference
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• 한국정보처리학회 2023년도 춘계학술발표대회
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• pp.5-7
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• 2023

한국과학기술정보연구원(KISTI)의 슈퍼컴퓨터 보조시스템인 Neuron은 이기종 가속기인 GPU가 탑재된 클러스터 시스템으로 작업관리 소프트웨어인 SLURM을 통해 국내 연구자들에게 서비스되고 있다. 본 논문에서는 SLURM 작업관리 소프트웨어의 작업 스케줄링 정책을 이용하여 연구자들이 제출하는 복수 개의 대기작업을 공정하게 처리하는 방안에 대해서 소개한다.

• Korean Journal of Social Welfare
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• 제53권
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• pp.257-283
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• 2003

The main objective of this study is to examine antecedents and outcome of organizational cynicism. This paper focuses on organizational commitment of social worker as outcome variable. Thus, this study attempts to examine structural relation of variables of organizational level(personnel management), job level(job characteristics), and individual level(level of self-control) on the level of organizational commitment, with special concern about the mediating effect of organizational cynicism. The study conducted mail survey and collected information for data analysis from 330 social workers working at 173 social welfare organizations in Seoul and Kyong-gi area, The study used structural equation modeling(SEM) method for analyzing the constructed model. Main results are as follows: (1) evaluation about personnel management is negatively related to organizational cynicism; (2) evaluation about job characteristics is negatively related to organizational cynicism; (3) evaluation about self-control is negatively related to organizational cynicism; (4) organizational cynicism exerts negative effect on the level of organizational commitment; and (5) evaluation about personnel management, evaluation about job characteristics, and evaluation about self-control exerts positive effect on the level of organizational commitment. Among the results of this study, this paper focuses on the function of personnel management system on organizational cynicism. This paper emphasizes that social welfare organizations must make a lot of efforts for making fair personnel system in order to reduce social workers' organizational cynicism and ultimately promote their organizational commitment.

• Journal of Venture Innovation
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• 제6권4호
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• pp.41-62
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• 2023

Given that SME workers are the driving force of national competitiveness and the basis and cornerstone of the industry, it is meaningful to study workers' job satisfaction and the factors that affect job satisfaction. In addition to variables related to corporate competitiveness and organizational justice, this study introduced variables such as environmental(E) activities, social(S) activities, and governance(G) activities, which th national government uses as major management evaluation indicators. Therefore, a literature study and empirical analysis were conducted on how self-efficacy affects job satisfaction when workers are faced with a changed work environment. To conduct this study, 300 copies of data were collected from workers in small and medium-sized enterprises and used for analysis. For data analysis, the SPSS statistical program (Ver. 25.0) was used. The study finds, first, that product or service quality and employee competency among corporate competitiveness had a significant positive(+) effect on job satisfaction. Secondly, among ESG management activities, social(S) activities and governance(G) activities were found to have a significant positive(+) effect on job satisfaction. Third, among organizational justice, distribution justice and procedural justice were found to have a positive(+) effect on job satisfaction. Fourth, self-efficacy was found to mediate the effect of product or service quality, employee competency, social(S) and governance(G) activities among ESG management activities, and procedural justice among organizational justice on job satisfaction. The academic value of this study is that it empirically analyzed the factors that ESG management activities affect workers' jobs,. As a result, it was confirmed that workers were satisfied with their jobs by actively showing interest in social(S) activities and governance(G) activities among ESG management activities and participating in corporate management. In addition, workers sensitive to changes in the external environment can become satisfied with their jobs through self-efficacy when SMEs actively enhance corporate competitiveness, execute ESG management activities, and provide a fair organizational culture. Finally, this study suggests that there's a possibility of improving the competitiveness of SMEs through a virtuous cycle created by a change in perception of job conversion and a decrease in turnover.