• Korea Journal of Hospital Management
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• v.20 no.1
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• pp.1-12
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• 2015

This study aims to examine the effect of a change of leadership on internal environment and organization effectiveness and suggest measures on effective organizational management by analyzing a change of leadership before and after 2nd generation management. There was analysis of a difference of leadership type, organizational structure, organizational culture, management resources, job satisfaction, and organizational commitment between the period of the founders and the period of 2nd generation successors by collecting data from employees of 6 hospitals in Seoul. Also there was analysis of the effect of a change of leadership on internal environment and organizational effectiveness. According to the analysis, it was demonstrated that the factor affecting job satisfaction during the period of the founder was complexity of organizational structure, and there were no factors affecting organizational commitment. In contrast, during the period of the 2nd generation successors, it was revealed that transformational leadership, centralism of organizational structure, and human resources of management resources affect job satisfaction, and transformational leadership, complexity of organizational structure, hierarchical culture of organizational culture, and human resources of management resources affect organizational commitment. Further, after the succession from the founders to 2nd generation successors, as transformational leadership increased, job satisfaction rose, and as developmental culture was reinforced and human resources increased, organizational commitment was heightened. Furthermore, as transformational leadership increased and developmental culture was reinforced, organizational commitment was heightened. Namely, as transformational leadership was reinforced resulting from the succession to 2nd generation, employees' job satisfaction and organizational commitment increased, with circumstances aiming for the actual change.

• International Journal of Human Ecology
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• v.13 no.2
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• pp.39-52
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• 2012

The purpose of this study is to compare the economic burden and cost of child rearing, mainly between families with job-holding mothers and job-exit mothers. The sample consisted of 665 mothers with at least one child aged one year or less from the 2009 Panel Study on Korean Children. We found social capital reduced the child rearing costs for both job-holding and job-exit mothers, while community resources significantly reduced the costs of child rearing only for job-holding mothers. Based on these results, implications for family policy for families with young children are suggested.

• Plant Resources
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• v.8 no.2
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• pp.161-166
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• 2005

This study was conducted evaluate the control effect of fungicides on control of Leaf blight, growth characteristics, and dry yield in the cultivation of Job's tears. All fungicides treated had no effect on the growth of Job's tears. The major fungicides were mancozeb Wp, $75\%$, chlorothalonil Wp, $75\%$, dithianon Wp, $43\%$, difenoconazole Wp, $10\%$, benomyl Wp, $50\%$, and propineb Wp, $70\%$. Dry seed yield were increased largely with chlorothalonil Wp, $75\%\;(33g/20\ell)$, fungicide than the other fungicides and control. All fungicides had no injury with standard dosage. On the other hand all fungicides had slight injury in the double dosage level for the Job's tears.

• Culinary science and hospitality research
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• v.6 no.2
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• pp.79-95
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• 2000

In the modern industrial society, the management of human resources is regarded as an area as much important as the management itself. The development of human capacity is required to accomplish upgrading human resources quality. The objective of this study aims to seek the way to solve the problem of the job satisfaction of diner out company employee. The collecting data is analyzed by sass which is one of the computer. programs. This empirical research result shows some facts as follows : First, Significant differences between male and female in regard to job satisfaction were found. Second, No significant differences between unmarried and married in regard to job satisfaction were found. Third, Significant differences were found in the accomplishment and communication factor of job satisfaction according to the age, Fourth, Significant differences were found in the hard work environment and accomplishment factor of job satisfaction according to the education Fifth, Significant differences were found in the hard work environment factor of job satisfaction according to the major. Sixth, Significant differences were found in the wages, accomplishment , communication factor of job satisfaction according to the position. Seventh, Significant differences were found in the accomplishment and affinity factor of job satisfaction according to the period of the job. Eighth, Significant differences were found in the duty trait factor of jobs satisfaction according to the level of the pay. Ninth, Significant differences were found in the duty trait factor of job satisfaction according to the kind of the job. Tenth, Significant differences were found in job satisfaction according to the kind of diner out company.

• Asia Marketing Journal
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• v.16 no.2
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• pp.1-14
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• 2014

This study applies the job-demands resource (JD-R) model to investigate the interactive effect of job demands and job resources in predicting the development of service employee work engagement and customer-oriented attitude. This paper proposed a theoretical model that suggests that the service employee's work engagement is the consequence of the employee's perceived support from the organization and its customers (customer participation) and leads to a customer-oriented attitude. However, the effect of organizational support is somewhat hindered by job insecurity, demonstrating the inability of an organizationally provided job resource to overcome the job demand of job insecurity. As a type of job demand from customer's perspective, customer crowding is suggested as a negative moderator in the link between customer participation and work engagement. As such, this article proposes how different elements of a service employee's work environment interact to ultimately influence the service employee's customer-oriented attitude. Specifically, the current research focuses on how the negative contextual elements of job insecurity and job crowding (i.e., job demands) interact with the potentially positive elements of organizational support and customer participation (i.e., job resources), as well as with an employee's customer orientation, to ultimately develop a customer-oriented attitude. This study concludes with some propositions for potential causal relationships among key constructs that can be empirically tested in future research, as well as implications of the current study for both managers and researchers.

• Journal of the Korea Society for Simulation
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• v.23 no.4
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• pp.219-228
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• 2014

Various computational resources in distributed environment are to build a high-performance computing environments through virtualization technology. Recently, there is a growing need for a complicated process due to the improvement of the user-level application, which has led to demand for high-performance computing. The requested job from users is composed of data. And because of each data has own characteristics, the classifier may consider the features of data. In this paper, we propose Job Classifying method based on Data Traits for Increased Efficiency of Computational Resources in Distributed Environment (JCDT). JCDT classifies the job by data traits of the users' request, is expected to improve the job processing time and increase the processing speed of the calculation resources.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.2
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• pp.1273-1283
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• 2015

This study was to investigate the relationships of emotional labor, positive resources and job burnout. The participants were 217clinical nurses are working on a hospital in Seoul. The mean score of emotional labor, positive resources, and job burnout were 3.5, 3.4, 2.8 respectively. Job burnout showed positive correlation with emotional labor(r=.342, p<.001) and showed negative correlation with positive resources(r=-.606, p<.001). The finding of this study indicate a need to develop program to increase positive resources and control the emotional labor in order to prevent job burnout.

• Journal of the Korea Society of Computer and Information
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• v.12 no.5
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• pp.49-56
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• 2007

This paper deals with grid job allocation and grid resource scheduling to provide a stable and quicker job processing service to grid users. In this paper, we proposed a fuzzy logic-based grid job scheduling model for an effective job scheduling in computational grid environment. The fuzzy logic-based grid job scheduling model measures resource efficiency of all grid resources by a fuzzy logic system based on diverse input parameters like CPU speed and network latency and divides resources into several groups by resource efficiency. And, the model allocates jobs to resources of a group with the highest resource efficiency. For performance evaluation, we implemented the fuzzy logic-based grid job scheduling model on the DEVS modeling and simulation environment and measured reduction rates of turnaround time, job loss, and communication messages in comparison with existing job scheduling models such as the random scheduling model and the MCT(Minimum Completion time) model. Experiment results that the proposed model is useful to improve the QoS of the grid job processing service.

• Journal of the Korean Society for information Management
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• v.28 no.3
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• pp.47-64
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• 2011

This study analysed the librarian competencies and job type to identify the present state of required librarians and to suggest the direction for education in the organization of information. As the result of investigation 278 job announcement, the traditional qualifications and the knowledge of new standard and S/W related electronic resources are required. The job type divided between cluster for the traditional demands and cluster for electronic resources and information technology. It proposed the expansion of education related electronic resources and information technology, the balance of theory and practice, and the adoption of new teaching method for education in the organization of information.

• International Journal of Knowledge Content Development & Technology
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• v.8 no.3
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• pp.29-40
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• 2018

This paper discussed motivation, some theories of motivation and motivation of library personnel. The most important aspect of any organization is its workforce. Motivation arouses, energizes, influences and sustains behaviour and performance of employees. Motivating factors include extrinsic factors which pertain to the conditions under which a job is performed and intrinsic motivators which contribute to job satisfaction and subsequently increase productivity. Two levels of motivation were identified in the library: the need-factor motivation and the profession-related motivation. Need-factor motivation is well-pronounced in the lower cadre of library staff such as library assistants, clerical staff, and porters who set their priority on economic needs. The profession-related motivation occurs among professionally trained librarians whose motivation hinges self-fulfillment derived from professional growth and development. Other motivating factor in the library is job design which includes job rotation, job enlargement, and job enrichment. Job design specifies the contents or methods of any job in such a way that various requirements of a job can be effectively satisfied. Adequate motivation of library employees lies with the managers because they generally control work distribution, freedom and autonomy, work challenge Remove, staff development and training, and advancement opportunities. The managers are urged to create enabling environment to ensure improved commitment, satisfaction, and productivity of employees in the library.