• 제목/요약/키워드: Job compatibility

검색결과 25건 처리시간 0.019초

해양경찰공무원의 환경적합성이 조직 및 직무 애착에 미치는 영향 연구 (A Study on the Impact of Environmental Suitability of Coast Guard Officers on Organizational and Job Attachment)

  • 김종길
    • 해양환경안전학회지
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    • 제29권7호
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    • pp.871-878
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    • 2023
  • 이 연구는 해양경찰공무원의 환경 적합성이 조직 및 직무 애착에 미치는 영향을 검증하기 위해 해양경찰공무원 150명을 대상으로 연구를 진행하였다. 이 연구의 독립변수인 환경 적합성의 하위변인은 조직 적합성, 직무 적합성, 상사 적합성으로 분류하였다. 연구 결과 조직 애착에 영향을 미치는 독립변인은 조직 적합성만이 유일하였고, 직무 애착의 경우 조직 적합성, 상사 적합성, 직무 적합성 모두 영향을 미치는 것으로 나타났다. 이러한 결과를 통해 해양 경찰 조직의 발전을 위한 제언 및 향 후 개인적 특성에 따른 후속 연구를 제안하였다.

The Impact of Human Resource Management Activities on the Compatibility and Work Results

  • NGUYEN, Duc Trung;HA, Van Dung;DANG, Truong Thanh Nhan
    • The Journal of Asian Finance, Economics and Business
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    • 제7권9호
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    • pp.621-629
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    • 2020
  • This research focuses on determining the impact of human resource management activities on the compatibility and work results of employees of Ho Chi Minh Stock Exchange (HOSE) listed companies. The paper includes five parts: introduction, literature review, research methodology, research results, and conclusion and policy implications. The data are collected from the survey of 350 listed companies in HOSE, in which 315 survey notes filled with sufficient information are used for analysis. The paper employs both qualitative method and quantitative method. Group discussion of 10 experts is for qualitative research. Quantitative method performs analysis of Statistics, Cronbach's Alpha, EFA analysis, CFA analysis and SEM model. The results of the research clearly indicate that human resource management (HRM) activities are measured through improving the ability, improving the motivation and improving the opportunity. While compatibility is measured through suitability, connection and sacrifice; whereby HRM activities of ability improvement have a positive effect on the job suitability and connection; HRM activities of motivation improvement have a positive effect on the job suitability, connection and sacrifice; and HRM activities of opportunity improvement have a positive effect on the job suitability, sacrifice and connection; Finally, the job suitability, sacrifice and connection positively affect the work results of employees.

사회복지기관 기혼 여성 사회복지사의 일과 가정 양립을 위한 가족 친화적 조직문화에 대한 연구 (The Study on the Family-Friendly Organizational Culture for Enhancing the Job Engagement of the Married Female Social Worker in the Social Welfare Organization)

  • 송유미;이선자;이제상
    • 한국사회복지학
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    • 제65권4호
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    • pp.317-340
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    • 2013
  • 본 논문은 가족 친화적 조직문화가 사회복지기관 기혼 여성 사회복지사의 직무열의에 미치는 영향과, 양자 간에 일-가정 갈등이 가진 매개효과를 규명하고, 이를 바탕으로 사회복지기관의 바람직한 가족 친화적 조직문화 조성을 위한 방안을 제시하는데 목적이 있다. 연구결과, 가족 친화적 조직문화는 직무열의에 직접적인 영향을 미치고, 일-가정 갈등을 매개로 직무열의에 간접적인 영향을 미치는 것으로 나타났다. 이로써 일-가정 갈등이 가족 친화적 조직문화와 직무열의 간의 매개효과가 있음을 알 수 있었다. 따라서 가족 친화적 조직문화가 기혼 여성 사회복지사의 일-가정 갈등을 경감시키고 직무열의를 향상시키는 좋은 방안임을 확인할 수 있었다. 이 결과를 바탕으로 사회복지기관의 가족 친화적 조직문화를 형성하기 위해서는 일과 가정의 조화를 중시하는 가치를 공유하는 수준을 넘어, 조직 내 모든 근로자에게 적용되는 탄력근무제와 직무표준화, 성과관리제 그리고 인사시스템 등을 갖추어져야 한다고 제언했다.

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The Influence of Women Dental Hygienists' Work - Family Balance on Happiness Level in Dental Clinics

  • Im, Ae-Jung;Kim, Yun-woo;Kim, Su-jung;Kim, Seung-yeon;Kim, Eo-jin;Moon, So-dam;Shin, Su-min;Jeong, Hae-in;Jeong, Hee-Ae;Lim, Hee-Jung
    • 치위생과학회지
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    • 제21권3호
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    • pp.158-167
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    • 2021
  • Background: To identify work-family balance and level of happiness among married women dental hygienists in Seoul and Gyeonggi Province. The goal of this study is to use the outcome as basic data to determine the compatibility of dental hygienists with work and family, systems, and improvement of happiness levels. Methods: From July 3 to August 10, 2020, 250 dental hygienists in Seoul and Gyeonggi Province were targeted. The questionnaire comprised 65 questions, including general characteristics (perception of work-family balance, perception of work-family balance system, job satisfaction, parenting type, happiness level) whether or not they were implemented. The results were obtained through a self-control questionnaire. Results: The perception of work-family balance was significantly different in job rank and average income, while that of the work-family balance system had significant differences in workplace type, total work experience, current job work experience, childcare system status, and parental leave period. Happiness level and job satisfaction were significantly different in job rank, average income, and childcare system status. Additionally, the perception of work-family balance and that of the work-family balance system showed a positive correlation with job satisfaction and happiness level. Finally, the perception of married women dental hygienists toward work-family compatibility was determined, where the higher the satisfaction with the job, the higher the level of happiness. Conclusion: To improve the work-family balance and job satisfaction of dental hygienists and their levels of happiness, changes in social perception and improvement of the working environment such as proper staffing, flexible work systems, and incentive systems should be considered.

대체공정을 고려한 Job Shop 일정계획 수립을 위한 유전알고리즘 효율 분석 (Efficiency Analysis Genetic Algorithm for Job Shop Scheduling with Alternative Routing)

  • 김상천
    • 한국컴퓨터산업학회논문지
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    • 제6권5호
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    • pp.813-820
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    • 2005
  • 대체공정을 고려한 Job Shop 일정계획을 수립하기 위한 유전알고리즘을 개발하기 위하여 다음과 같이 유전알고리즘 효율분석을 실시하였다. 첫째, 대체공정을 고려한 job shop 일정계획을 수립하기 위한 유전 알고리즘을 제시하고 둘째, 전통적인 job shop 일정계획에 대한 벤치마크 문제에 대해 유전 알고리즘의 타당성을 확인하고 셋째, Park[3] 문제에 대해 유전알고리즘과 작업배정규칙을 적용한 결과를 비교하였다.

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Job Satisfaction of Industrial Women Specializing in STEM in The Busan-Ulsan-Gyeongnam Region

  • Chung, Sook-Hyun;Park, Sung-Mi
    • 공학교육연구
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    • 제13권2호
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    • pp.59-63
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    • 2010
  • A survey was conducted on 300 working women(one woman/company) who specialize in STEM(Science, Technology, Engineering and Mathematics) in the Busan region(south of Korea) to determine their job satisfaction. The overall response of women working in industry is relatively positive although they do experience a certain limit as female workers. The serious difficulties are long work hours and restriction of behavior in consequence of being the minority. Respondents anticipate an increase in number of working women in the STEM field due to the enforcement of women resource policies in Korea. Survey results about career development show that some of the most important factors in professionalism are responsibility, gumption and cooperation. The expectation of promotion is very low. Sexual discrimination is distinctly appearing in wages and promotions. If they decide to quit their job in the midstream, the key reason is in the difficulties of compatibility between home and occupation. Survey results about job satisfaction to work in industry reveal that 31.0% of respondents are satisfied because their job is consistent with their specialty; 30.7% of respondents are working where they wanted. Among respondents who intend to change their job, only 20.7% of respondents wanted to keep their specialties. Two factors involved in the respondents' satisfaction during work are special technical achievement and practical application of their knowledge. But, they are unsatisfied in terms of implementing their leadership.

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유연근무제도가 기혼여성의 일-가정 갈등 및 촉진, 직무만족에 미치는 영향: 패널분석 방법을 이용하여 (The effects of flexible work arrangements on work-family conflict and facilitation, and job satisfaction for married working women: A longitudinal analysis)

  • 한영선;정영금
    • 가족자원경영과 정책
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    • 제18권4호
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    • pp.1-26
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    • 2014
  • This study analyzes the effects of the three types of flexible work arrangements (part-time, flexitime, and reduced working hours for childcare) available in Korea on work-family conflict, facilitation, and job satisfaction for married working women ages 15-49. The study employs a panel analysis based on the first to the fourth data from the Korean Longitudinal Survey of Women & Families (KLoWF). The major results are as follows. First, the availability of part-time jobs and reduced working hours to facilitate childcare is significantly related to work-family conflict for married women. If a married woman is employed in a part-time position or if reduced working hours for childcare are available, the conflict within the family caused by the job is reduced. Second, none of the three types of flexible work arrangements have a statistically significant influence on work-family facilitation for married women. Third, the availability of reduced working hours for childcare has a positive effect on the job satisfaction of married women. In conclusion, flexible working hours for women who are raising children are the main factor in reducing the negative effect of a job on a woman's family life as they contribute to work and family compatibility.

임상 치과위생사의 직무배태성, 조직시민행동 및 이직의도와의 관련성 (Relationships between job embeddedness, organizational citizenship behavior, and turnover intention in clinical dental hygienists)

  • 민경혜;민희홍
    • 한국치위생학회지
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    • 제19권5호
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    • pp.835-843
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    • 2019
  • Objectives: This study presents job embeddedness as the principal factor that reduces turnover intention of clinical dental hygienists. The study also promotes the utilization of job embeddedness for efficient human management in dental organizations. Methods: A self-reported questionnaire was completed by 200 dental hygienists from June 1 to July 15, 2019. Data were analyzed using SPSS 20.0. An independent t-test, a one-way ANOVA, Scheffe post-hoc test, and Pearson's correlation coefficients were employed, and a multiple regression analysis was conducted. Results: The dental hygienists scored 3.25 points for job embeddedness, 3.81 points for organizational citizenship behavior, and 3.40 points for turnover intention. The variables that influenced their turnover intention were those related to job embeddedness. These factors showed 24.6% variance among the dental hygienists. Conclusions: Efficient human management of clinical dental hygienists requires increased interaction and compatibility within dental organizations. It is also necessary to create a variety of benefits and support systems.

생산자동화 네트워크를 위한 MMS 프로토콜에 관한 연구 (A Study on the MMS Protocol for Factory Automation Network)

  • 강문식;고우곤;박민용;이상배
    • 전자공학회논문지A
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    • 제28A권10호
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    • pp.774-781
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    • 1991
  • A communication network protocol among programable devices built-i manufacturing field, MAP (Manufacturing Automation Protocol), has to provide the job transfer service carrying out a lot of jobs distributively, and the MMS( manufacturing message specification) defines the above application layer protocol. In this paper user software required in job transfer was implemented. So as to provide each service with compatibility and extension, each module was designed according to the functions. A method is selected in double-assigning their domain and program applicable even in complex process, which loads and proceeds several programs sequentially. In order to confirm the logical validity of the designed protocol, local applying test is accomplished for the application layer of response station. Modelling the job flow process, each serice module is verified with the I/O primitives.

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대졸자의 자격보유가 취업과 일자리적합도에 미치는 영향 분석 (Analysis of the effects of college graduates' qualifications on employment and job suitability)

  • 임미정
    • 한국융합학회논문지
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    • 제11권7호
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    • pp.223-230
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    • 2020
  • 본 연구는 자격을 보유하고 있는 대졸자들의 특성을 파악하고, 학교소재지에 따른 취업과 일자리적합도 분석을 통해 자격의 경제적, 비경제적 효과를 확인하고자 하였다. 이를 위해 2016년 "대졸자직업이동경로조사" 자료를 SPSS 25를 사용하여 기초통계, 로지스틱회귀분석을 실시하였다. 본 연구를 통해 선행연구에서 밝힌 취업의 효과성을 재확인하였으며, 특히, 비 서울권 대졸자의 자격보유는 취업 및 일자리적합도를 높이는데 일부 긍적적인 영향을 주는 것으로 조사되었다. 결론적으로, 개인속성과 학교소재지에 따른 자격의 효과성은 다를 수 있으나, 이를 고려한 적절한 자격보유 독려와 취득 지원은 대졸자의 취업과 일자리적합도에 도움을 줄 수 있음을 시사한다.