• Quality Improvement in Health Care
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• v.7 no.2
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• pp.244-261
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• 2000

Background : In order to cope with changes in the management environment at hospitals, increased interests are drawn in patient foodservice system on Continuous Quality Improvement Activity as the method of approaching a quality food service and effective management. Thus, as a part of this activity, this study was conducted to evaluate job flow improvement that was already performed and the results of that process at the dietetic department of a university hospital, focusing on improving management. Method : On February 15 of 1998. the dietetic department formed a job flow-improvement to decide on the priority of job flow improvement, and prepared specific action strategies and schedule of the priority: after a 5 month process period, job improvement achieved on June 15. 1998. Also, economic achievement of the task was evaluated through labor productivity analysis and cost-benefit analysis. Results : The patient food service system which was managed decentralized at the present hospital was centralized, some steps of the food service process were integrated, and quality of patient food was improved. Also, as a solution of the problems expected when conducting job flow improvement was made on food service equipments and utensils. The result of evaluating the job flow improvement that labor productivity improved by 18.2% compared to before the improvement and the result of the analysis of cost-benefit showed that Benefit-Cost (B/C) ratio was 2.22. showing financial merit on the investment. Conclusions : Continuous Quality Improvement Activity needs to be initiated and conducted in the future in various areas of hospital foodservice system in order to actively adopt to ever changing hospital management environment. In order to achieve this goal, many researches and more efforts need to be put in by people in charge of hospital food service management, and interests and support are needed from hospital policy makers.

• Industry Promotion Research
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• v.8 no.1
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• pp.47-53
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• 2023

This study is an empirical study on the effect of eco-friendly management activities of small and medium-sized manufacturers on job improvement. The summary of the analysis results is as follows. first. Among the eco-friendly management activities of SMEs, it was analyzed that social activities did not have a statistically significant effect on job improvement, and second. Environmental activities were found to have a significant effect on work productivity with 𝛽= .394 (p<.001), and job satisfaction showed a low causal relationship with 𝛽=.216, p<.05, and third. Economic management activities were found to have a significant effect on job satisfaction, with 𝛽= .388 (p<.001). In addition, a low causal relationship was confirmed with 𝛽= .267 (p<.01) in work productivity. Therefore, among the effects on job improvement, it was found that environmental activities affect job productivity and economic management activities affect job satisfaction. This study is meaningful in creating an environment for SMEs' eco-friendly management activities, presenting competitive strategic directions, and providing basic data for research.

• Journal of the Korea Safety Management & Science
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• v.20 no.1
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• pp.23-31
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• 2018

Industrial disasters cause lots of damages from individuals to companies and country. Especially, damages caused by constructional disasters take very large portion in the whole industry and are accompanied by huge personal physical damages. For the prevention of disasters, roles of safety manager are very important and especially, effects of disaster prevention can be changed by occupational ability of construction safety manager. To improve job abilities of safety manager, job education is very important. This research suggested a model for job education management of construction safety manager and proposed improvements as a study on improvement of curriculum for vitalization of job education of construction safety manager so as to improve occupational ability of safety manager. To achieve them, this research examined standard and operation status of current job education of safety manager and the problems and suggested a model materializing job educational contents as a measure to vitalize job education system of safety manager.

• Journal of the Korea Safety Management & Science
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• v.7 no.1
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• pp.167-178
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• 2005

This study was analyzed to job satisfaction of 318 Instructors who are teaching HapKiDo, a martal art. The analysis is based on social and economic variables such as age, occupation, educational background, income, size of gymnasiums, the number of students, a length of training and the rank of skills (DAN). The study also made some helpful suggestions for better treatment to HapKiDo Instructors. To explore Instructors degree of satisfaction with their jobs. I considered their human relationship, job task, working conditions, compensation, the improvement of professionalism and social status. The study drew some important results.: First, Job satisfaction in terms of human relationship is very high(3.88). wheres the satisfaction in terms of compensation is very low(3.10). Second, the differences in job satisfaction were partially significant in terms of human relationship, job tasks, working conditions, compensation, the improvement professionalism and social status.

• Quality Improvement in Health Care
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• v.5 no.2
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• pp.278-294
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• 1998

This study was planned to provide basic data for activating quality improvement by genera hospital with more than 400 beds across the country, of which 65 coordinators answered. Main results of the study are as follows.. 1. Job satisfaction and organizational commitment by individual characteristics were compared. It was revealed that the sense of self-efficacy was related to job satisfaction positively. But job satisfaction and organizational commitment by locus of control showed no significant difference. 2. In terms of the characteristics of QI activities, the active participation of QI coordinators in QI planning process and smooth communication among hospital staffs were showed positive relationship to job satisfaction significantly. 3. Also support system was proposed as most significant variable related to the job satisfaction and the organizational commitment of QI coordinators. Especially support to QI activities by CEO's, seniors, and other hospital staff was a factor to enhance the job satisfaction and organizational commitment of QI coordinators. 4. In the aspect of organizational culture, culture which were tendency to be recognized high autonomy in their work and organizational identity strongly and to operate reasonable compensation system were related to job satisfaction and organizational commitment positively. The more formalized climate, supportive communication, cooperative teamwork and promoting creative/risk take behavior, it showed the higher organizational commitment. 5. For the aspect of QI job characteristics, QI coordinators' job satisfaction was high when QI office was arranged for independent department which was exclusively in charge of QI activities and their role is exclusively in charge of QI. It can be concluded that organizational support in the aspect of relation and finance and efforts of encouraging their motivation and providing on the job training program are need.

• KDI Journal of Economic Policy
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• v.34 no.3
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• pp.133-186
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• 2012

This paper analyzes the effectiveness of social networks in finding jobs and estimates the value of job search network using the Korean Laber and Income Panel Study (KLIPS) dataset and utilizing the Difference-in-Difference Propensity Score Matching (PSM) methodology (Heckman et al., 1997). While the wide use of social networks in the Korean labor market is often perceived as 'nepotism,' this study confirms that social networks, by serving as an effective information transmitter between job search and recruitment, make a significant contribution to improving the adequacy of job matching in the domestic labor market. In order to verify the effectiveness of using social networks for getting jobs, this study looks into the cases of labor turnover using social networks and also not using it. In the aspect of individual satisfaction improvement relating to workplace and job duties, both cases of turnover turn out to experience an increased satisfaction by 2~3 points (on a 100-score scale). Meanwhile, as for the educational and technical adequacy improvement, no positive effects are found in the case of turnover without social networks, whereas the educational and technical adequacy improvement turns out to increase by 2.13 and 2.52 points, respectively, in the case of turnover using social networks. The effect of income increase through turnover using social networks registered 40,074 Korean won per month (as of 2010), which can be considered as the result from the improved educational and technical adequacy. Of all things being considered, the value of job search network per wage worker in the Korean society is estimated to be 18.72 million won in terms of life-cycle wage improvement, and 758.2 scores in terms of the improvement of working life satisfaction. Provided that the cash value of satisfaction score 1 is equivalent to 'n' times 10,000 won, the aggregate value of job search network is estimated to be 18.72+7.582n million won, which means the total amount of costs that a wage worker in the Korean society willingly pays to maintain and manage job networks for lifetime.

• Proceedings of the KSR Conference
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• 2008.11b
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• pp.1943-1954
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• 2008

The Seoul Metro has been playing a vital role in public transportation for last 35 years as the feet of 10 millions of Seoul citizens. It currently takes charge of over 45% of the national subway transit and transports 4 millions of citizens a day. The purpose of this study is to suggest a plan for crew members' working condition improvement and job satisfaction improvement which will lead to the finest quality of service to the citizens. We examined the working conditions of the crew members and surveyed crew members about the working conditions and the extent of job satisfaction. The results of our study can also be used as basic materials for building the road map to the management improvement.

• International Journal of Contents
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• v.13 no.2
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• pp.35-43
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• 2017

This study sought to measure the influence of HIMs' work environment changes on job stress, and to explore measures for improving job satisfaction among them. A total of 275 hospital HIMs' were surveyed using a structured questionnaire. Significant job stress impact variables were sorted out using a simple linear regression analysis. Then, through multiple linear regression analysis, multicollinearity was tested. Significant impact factors were identified from among the control variables, and job stress impact was measured. The survey revealed that in public hospitals where the EMR system has been implemented for a longer period, depression scores in HIMs' were increased. HIMs' job stress level was found to be affected by the following factors: computerization of their working environment, experience of depression, unemployment, and manpower reduction, as well as, their lifestyles, including leisure activities. The results of this study suggest that HIMs' job stress can be reduced through work environment improvement and improvement of their personal lifestyle habits.

• Journal of the Korea Safety Management & Science
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• v.5 no.4
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• pp.245-256
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• 2003

Job characteristics have influence on the organizational effectiveness. The job characteristics are the core job dimension and organizational effectiveness. Aptitude and personality also act on job characteristics. In this study, we investigate chinese characters by province and city. The purpose of this study is to develop the job characteristics and organizational effectiveness model for chinese by province and city. Consequently, we suggest to be applied the model to korean finns strategically, which push into China, by view of improvement of organizational effectiveness and adaptation in China.

• Journal of Fisheries and Marine Sciences Education
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• v.25 no.2
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• pp.349-363
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• 2013

Using data from 286 employees who were working in medium and small company in Busan, the study analyzed the influence of educational training program traits perceived by employee on organizational effectiveness and job performance. The main results were as the followings. First, for organizational effectiveness, job relation and objective setting among educational training program traits had statistically significant influence on job satisfaction and involvement in organization after controlling the employee's characteristics. Second, for job performance, after controling the employee's characteristics, job relation, educational method, educational training environment, and objective setting had statistically significant influence on active participation, the improvement of task performance ability and confidence, or professional knowledge improvement. Additionally, among the employee's characteristics, the number of educational training participation was statistically significant predictor for job performance. Based on the main results, some suggestions and the limitations of the study were discussed.