• 한국병원경영학회지
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• 제20권1호
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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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• 제13권2호
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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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• 제8권2호
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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.

• 한국조리학회지
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• 제6권2호
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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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• 제16권2호
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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.

• 한국시뮬레이션학회논문지
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• 제23권4호
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• pp.219-228
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• 2014

분산 환경에 존재하는 다양한 이기종의 계산 자원은 가상화 기술을 통해 통합된 고성능 컴퓨팅 환경을 구축한다. 최근, 사용자 수준의 향상으로 인해 복잡한 응용 작업의 처리에 대한 요구가 증가하고 있으며, 이는 고성능 컴퓨팅에 대한 수요로 이어지고 있다. 사용자가 요구하는 각각의 작업에는 데이터가 포함되어 있고, 각각의 데이터는 고유의 특성을 가지고 있으므로, 작업의 분류와 처리는 데이터의 특성이 고려되어야 한다. 본 논문에서는 분산 환경에서 계산 자원의 효율 증대를 위한 데이터 특성 기반의 작업 분류방법(JCDT : Job Classifying method based on Data Traits for Increased Efficiency of Computational Resources in Distributed Environment) 을 제안한다. 제안하는 JCDT 는 사용자가 요구하는 작업이 지닌 데이터의 특성을 기반으로 작업을 분류하여, 계산 자원의 효율 증대와 작업 처리속도를 향상시킬 수 있을 것으로 기대한다.

• 한국산학기술학회논문지
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• 제16권2호
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• pp.1273-1283
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• 2015

본 연구는 임상간호사를 대상으로 감정노동, 긍정자원 및 직무소진의 수준을 확인하고 이들의 관계를 파악하기 위하여 시도되었다. 연구 대상자는 서울소재 일 공립병원에 근무하는 간호사 217명이며, 자료수집은 2014년 10월 6일 부터 10월 30일 까지 실시하였다. 수집된 자료는 PASW statistics 18.0 프로그램을 이용하여 전산통계 처리하였으며, 빈도, 백분율, 평균, 표준편차, t-test, ANOVA 및 사후검증, Pearson's correlation으로 분석하였다. 감정노동은 5점 중 평균 3.5점, 긍정자원은 5점 중 평균 3.4점, 그리고 직무소진은 5점 중 평균 2.8점으로 나타났다. 감정노동과 직무소진간은 유의한 양의 상관관계(r=.342, p<.001)를 나타냈고, 긍정자원과 직무소진간은 유의한 음의 상관관계(r=-.606, p<.001)를 나타냈다. 본 연구 결과는 임상간호사의 직무소진을 예방하기 위하여 긍정자원을 증가시키고 감정노동을 감소시키기 위한 중재 프로그램 개발이 필요함을 보여주었다.

• 한국컴퓨터정보학회논문지
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• 제12권5호
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• pp.49-56
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• 2007

계산 그리드 컴퓨팅은 수많은 컴퓨팅 자원들을 이용하여, 슈퍼 컴퓨팅이나 이전의 분산 컴퓨팅으로 해결 할 수 없는 대용량의 연산 문제를 해결한다. 계산 그리드 컴퓨팅 환경에서의 자원은 이 기종으로 구성되어, 효율적인 작업 처리를 위해서는 스케줄링 기법이 필요하다. 본 논문에서는 계산 그리드에서 효율적인 작업 스케줄링을 위하여 퍼지로직 기반의 그리드 작업 스케줄링 모델을 제안한다. 퍼지로직 기반의 그리드 작업 스케줄링 모델은 퍼지로직을 이용하여 자원의 효율성을 평가하며, 평가된 기반으로 그룹을 구성하여 작업을 할당하는 모델이다. 우리는 DEVS 모델링 & 시뮬레이션 환경에서 시뮬레이션 모델을 구성하고 Random 스케줄링과 MCT 스케줄링 모델과의 비교 실험을 통하여 제안된 퍼지로직 기반의 그리드 작업 스케줄링 모델이 작업완료시간, 작업손실, 통신량을 개선함으로써 더욱 더 안정적이고 빠른 작업 처리 서비스를 그리드 사용자에게 제공할 수 있다는 사실을 증명하였다.

• 정보관리학회지
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• 제28권3호
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• pp.47-64
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• 2011

본 연구는 도서관 현장에서의 요구하는 인력 현황을 살펴보고, 정보조직학 교육의 개선 방안을 모색하기 위하여 정보조직 사서직에서 필요로 하는 역량과 직무 유형을 분석하였다. 미국 도서관의 채용공고 298건을 대상으로 조사 분석한 결과 기존의 자격요건들의 수요가 지속되고 있으며, 새로운 환경 변화를 반영한 표준 및 전자자원 관련 요구가 추가되었음을 확인하였다. 정보조직 직무 유형은 크게 전통적인 정보조직의 특성이 반영된 것과 전자자원, 정보기술의 특성이 반영된 것으로 나눌 수 있었다. 또한 정보조직 교육의 개선을 위하여 전자자원 교육의 확대, 이론과 실습의 조화, 정보기술 활용의 강화, 새로운 교수 방법의 적용을 제안하였다.

• International Journal of Knowledge Content Development & Technology
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• 제8권3호
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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.