• 한국관광식음료학회지:관광식음료경영연구
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• 제9권
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• pp.93-116
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• 1998

In the 21st century the service industry, particularly the hospitality industry, has the potential to develop into its golden age. In preparation for this hotels must maximize management proficiency by introducing reasonable and scientific systems into their current operations. The hotel industry takes it for granted that it can meet the final business goal by way of effective management of human resources. However, comprehensive papers on the subject of employee satisfaction have not appeared or been presented in Korean business studies. And although papers from abroad have touched on the subject they are not focused on the specialized domain of human resources as it applies to the comprehensive matters relating to job satisfaction as a corelationship to business success. This study focuses on some problems that must be overcome in achieving business objectives while striving at the same time to maintain satisfaction. The purpose of this study is to find the factors that measure employee job satisfaction in the hotel industry. To establish the purpose I reviewed the definition of the job satisfaction. An antecedent study of job satisfaction and Questionnaires were used to acquire data, specifically, hotel employees were selected randomly from the six super-deluxe hotels in Seoul to respond to thorough questionnaires. As a result of the study on the variables of Sex, Position, Length of Service, Opportunity for Promotion, Working Conditions, Wages and Hotel Situation. As a whole, promotional opportunity, wages and working conditions were frequently cited as negative factors in the responses. A comprehensive approach that includes improving wages and that reflects management's sincere concern with the working conditions of the employees is urgently needed. Hotel management that is willing to examine employee satisfaction periodically and provide proper solutions can prevent dissatisfied employees from separating from their jobs. This study has some limitation in that it is restricted geographically and in research method. That is, only six super-deluxe hotels in Seoul were selected as the subject of study and only the questionnaire method of obtaining data was used out of various available research methods.

• 정보처리학회논문지C
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• 제12C권7호
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• pp.1015-1024
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• 2005

권한의 위임은 그리드 컴퓨팅과 같은 대규모의 분산 환경에서 사용자가 원하는 작업을 처리하기 위해 해당 노드에 권한을 부여하는 중요한 과정 중의 하나이다. 하지만, 기존의 권한 위임 기법들은 작업에 대한 적절한 권한을 부여하지 못하거나, 위임의 범위를 세분화하지 못하고, 작업의 처리 과정에 대한 위임이 아닌 자원 자체에 대한 접근 권한의 위임만이 존재한다. 또한 시스템 자원의 예약이나 실행 전 ·후의 호스트 접근 등 작업의 실행 전 후의 위임이 필요한 과정에 대하여 적절한 위임을 적용하지 못한다. 따라서 본 논문에서는 분산 환경에서의 제약적인 위임을 위한 방법 및 명세를 제안한다. 제안한 방법은 위임을 작업 측면과 권한 측면으로 분리하고, 위임의 명세 및 절차를 XM L스키마와 UML을 이용하여 표현하며, 분산 컴퓨팅 환경에서의 제한적인 위임 시나리오를 제시한다.

• 산업진흥연구
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• 제2권2호
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• pp.7-13
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• 2017

본 연구는 프랜차이즈 요식업 종사자의 인적자원관리가 경영성과에 미치는 영향을 분석하였다. 첫째, 프랜차이즈 종사자의 채용관리가 경영성과에 통계적으로 유의한 영향을 미치지 않았다. 둘째, 평가관리(p<.05, ${\beta}=1.887$)가 업무향상에는 유의한 영향을 미친 것으로 나타났으나, 재무성과에는 유의한 영향을 미치지 않았다. 셋째, 경력관리(p<.05, ${\beta}=1.715$)는 재무성과에 영향을 미친 것으로 나타났으나, 업무향상에는 유의한 영향을 미치지 못한 것으로 분석되었다. 넷째, 업무향상과 채용관리(.441), 업무향상과 평가관리(.476)는 p<.01 유의 수준으로 다소 높은 상관관계가 있는 것으로 나타났고, 재무성과와 채용관리(.375), 재무성과와 평가관리(.356), 재무성과와 경력관리(.371)는 p<.05 유의 수준의 상관관계가 있는 것으로 분석되었다. 본 연구는 프랜차이즈 요식업 종사자의 인적자원관리가 경영성과에 미치는 영향을 분석함으로써 채용관리, 경력관리, 평가관리가 업무향상, 재무성과에 대한 특성 요인의 중요도를 파악하고 특성요인의 효과성을 검증하는데 연구의 의의가 있다.

• 한국정보과학회논문지:컴퓨팅의 실제 및 레터
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• 제11권6호
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• pp.465-476
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• 2005

본 논문에서는 Cactus와 Globus 기반의 그리드 컴퓨팅 환경에서 응용프로그램 수준의 체크 포인팅을 사용한 동적 재구성(Dynamic Reconfiguration) 기법을 새로이 제안하였다. 기존의 동적 재구성은 특정 하드웨어와 운영체제에 종속적이었으나 제안한 방법은 특정 하드웨어와 운영체제의 지원 없이 동적재구성이 가능하고 응용프로그램도 동적 재구성을 고려할 필요 없이 프로그래밍이 가능하다. 제안한 동적 재구성 기법에서 초기 연산자원의 구성을 갖고 실행되는 작업은 실행 중에 동적으로 발견된 새로운 연산자원을 포함하여 계속 연산을 수행한다. 본 연구에서 제안된 방법은 새롭게 발견된 연산자원의 프로세서 성능과 유휴 메모리를 고려하여, 해당 연산자원을 수행중인 연산에 포함할 것인가 여부를 결정한다 연산중 연산 결과의 실시간 가시화를 가능하도록 하고 운영체제에 종속적이지 않은 응용프로그램 수준의 체크 포인팅 기법을 사용하여 중간 연산결과를 저장한다. 새롭게 발견된 유휴사이트, 유휴프로세서를 포함하도록 연산자원의 구성을 재구성한 후 체크 포인팅 파일을 사용하여 작업을 계속 실행한다. 제안한 동적 재구성 기법은 K*Grid 환경에서 연산시간을 단축함을 확인하였다.

• 무역학회지
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• 제46권2호
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• pp.55-74
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• 2021

Despite the growing importance of the logistics industry, it has been socially recognized as a 3D job and is perceived as a field of lower professional identity since the workers themselves think that they are engaged in a less important job. According to the related researches, it shows that professional identity affects the quality of service to customers, and applying it to the workers who are engaged in the logistics industry should be a meaningful subject of research. Therefore, this study intends to look into the impact of professional identity by managers in logistics centers on their service orientation and job engagement. To this end, this study surveyed managers in logistics centers across the country and conducted exploratory factor analysis, confirmatory factor analysis, and path analysis through structural equation models. The results of this study are summarized as follows. First, among the sub-factors of professional identity, recognition of professionalism did not have a significant effect on service orientation and job engagement, while acquisition recognition and range cognition had significant effects on it. Second, service orientation had a significant effect on job engagement. It believes that this study suggested implications for educational institutions and logistics companies that develop human resources of logistics in the aspect of that it presented the importance of developing human resources of logistics as well as the directivity to where the working environment such as the autonomy in their works and the extension of their authority should take their way.

• Safety and Health at Work
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• 제14권4호
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• pp.425-430
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• 2023

Background: It is acknowledged that legislation acts as a motivator for organizational action on psychosocial risks. Our study aims to provide evidence on the relationship between key occupational safety and health (OSH) policy principles and organizational action on work-related stress, and, in turn, with reported employee job demands and resources and their experience of work-related stress. We focus on Italy where specific legislation and practices on work-related stress were introduced in 2008 which are underpinned by these key OSH policy principles. Methods: Secondary analysis of the Italian samples from the employer ESENER-2 and employee 6th EWCS surveys was conducted, using path analysis in structural equation modeling (SEM) linking the two datasets. Results: We found a strong statistically significant relationship between OSH policy principles and organizational action on work-related stress (C.I. = .62-.78 p < .001). The existence of an organizational action plan on work-related stress was found to be significantly associated with more reported job resources (C.I. = .02-.24, p < .05) but these were not found to be significantly associated with less work-related stress. No significant association was found between having an organizational action plan for work-related stress and reported job demands. However, job demands were significantly related to reported work-related stress (C.I. = .27-.47, p < .001). Conclusions: Findings add support to the call for specific legislation on work-related psychosocial risks and highlight how an organizational OSH culture underpinned by key OSH principles, and awareness/competence development on psychosocial risk management can have a positive effect on organizational action. However, further support needs to be provided to organizations around developing primary prevention interventions at the organizational level with the aim of reducing job demands.

• 임상간호연구
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• 제22권3호
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• pp.352-358
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• 2016

Purpose: This study was a methodological research implemented to establish basic data for controlling the job rotation stress of nurses and effectively managing human resources by reflecting the Nurse Job Rotation Stress Scale (NJRS) developed by Huang and others into the domestic nursing environment and verifying the use of measurement tools. Methods: The study selected nurses working at four hospitals, with over 300 beds, in Seoul, Gyeongi-do, and Busan, as its research subjects and verified the content validity, construct validity, concurrent validity, and internal consistency reliability of the measurement tool. Results: The results ultimately formed eight questions from three sub-factors (3 emotional response questions, 2 daily life questions, and 3 communication questions). In terms of reliability, emotional response issued a Cronbach's of .78, daily life issued a Cronbach's of .75, and communication issued a Cronbach's of .86. Conclusion: This study is expected to be used as basic data for achieving effective human resource management by calculating the stress of clinical nurses resulting from job rotation, but the researcher believes that the measurement tools must be expanded by confirming additional job rotation stress questions which reflect the organizational culture of Korea.

• Nutrition Research and Practice
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• 제5권1호
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• pp.80-87
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• 2011

The objectives of the study were to investigate job burnout and leader-member exchange (LMX) levels as well as to evaluate buffering effects of LMX on burnout among dietitians and chefs at institutional foodservices. Hypotheses were proposed based on the Job Demands-Resources model and LMX theory. The study population consisted of dietitians and chefs who were in charge of managing unit operations in a nationwide contract management company. Positive/negative affectivity, workload, job burnout, and LMX scales that bad been validated in previous research were adopted A total of 552 questionnaires were distributed and 154 responses were returned. Results indicated that respondents' burnout levels were moderate and emotional exhaustion was greater than cynicism. In terms of LMX, the surveyed dietitians and chefs showed higher respect toward their supervisors than loyalty. When positive affectivity and negative affectivity were controlled, workload influenced emotional exhaustion and professional efficacy significantly. With affectivity and workload controlled, however, LMX did not influence any dimensions of burnout. The moderating effect of LMX on the relationship between workload and cynicism was significant. That is, the effect of workload on cynicism was weak if the dietitians and chefs perceived the relationship with their supervisor positively. Based on the findings and literature reviewed, how to mitigate job burnout among foodservice managers is discussed.

• 한국실천공학교육학회논문지
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• 제4권1호
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• pp.119-131
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• 2012

본 연구에서는 미국의 그린직업훈련체계 및 정책동향을 연방정부 및 주정부 차원에서 분석하고, 다양한 그린스킬 수요에 대응한 수준별 훈련프로그램체계와 관련 사례들을 조사하였다. 이러한 조사 분석에 기반 하여 우리나라 신성장동력분야의 향후 인력양성 정책방향을 다각도에서 제시하였다. 신성장동력분야는 우리나라의 경쟁력을 제고시킬 고부가가치 산업이지만, 첨단 기술력이 요구되고 투자 위험성이 크며 신속한 시장대응이 필요하기 때문에 적절한 인력공급체계를 갖추기 어려운 실정이다. 따라서 본 연구결과가 정부 인력양성정책의 문제점을 찾고 개선방안을 모색하는데 도움이 될 것으로 기대한다.

• 한국시뮬레이션학회논문지
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• 제21권2호
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• pp.59-67
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• 2012

그리드 컴퓨팅은 하나의 대용량 작업을 처리하도록 물리 자원을 구성하고 있지만 최근에는 데이터의 급속한 증가로 인해서 복수개의 작업을 처리하는 방법이 필요하다. 일반적으로 대용량 작업을 요청하면 각 물리 자원들이 작업을 분할하게 되며, 자원의 성능과 거리에 따라 처리 시간이 다르다. 성능에 따라 먼저 완료된 유효자원은 어떠한 작업도 하지 않으며, 모든 작업이 끝났을 경우에 다음 작업을 처리한다. 이에 본 논문에서는 먼저 처리가 완료된 자원을 다른 작업에 할당할 수 있는 동적 자원 재배치 스케줄링 모델(DRRSM: Dynamic Resource Reallocation Scheduling Model)을 제안한다. DRRSM은 먼저 처리가 완료된 자원을 다른 작업에 자원의 성능과 거리에 따라 작업을 재배치시키는 방법이다. DRRSM은 여러 개의 대용량 작업을 처리하는데 효과적이다.