• Knowledge Management Research
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• v.17 no.4
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• pp.77-104
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• 2016

The effective management of R&D employees is critical for a small or medium sized firm's sustainable growth. R&D employees have professional skills and choose expertise-oriented or management-oriented careers in the process of organizational socialization. This study synthetically verifies the direct and indirect effects of R&D employees' social network and self-esteem on their career orientation by organizational commitment based on social network theory and social recognition theory. The research model has been analyzed through structural equation modeling using survey responses from 220 R&D employees at small- and medium-sized firms in Korea. The analysis results show that internal network activities have direct and indirect impacts on organizational commitment and career orientation, but external network activities do not have significant effects on self-esteem, organizational commitment, or career orientation. There is no consensus in prior studies on whether expert orientation and management orientation are distinct concepts. In this study, these two types of orientation are verified as distinct concepts. It is also found that R&D employees' internal network activities are significant factors for a company's growth. A company should implement an educational system of roles and duties using which individuals can pursue career progression. In addition, it is necessary to provide career development programs such as job rotation, mentoring, and career counseling.

• Journal of the Korea Safety Management & Science
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• v.16 no.3
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• pp.101-110
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• 2014

This study tried to identify the effects of ergonomic risk factors for absence from work of fire fighters in Korea. A self-administered questionnaire was prepared for this study. The questionnaire consisted of several parts such as 'general information', 'work-related factors', 'physical & chemical risk factors', 'ergonomic risk factors', and 'absence information'. A total of 7,098 fire fighters participated in this study. The data obtained from the survey was mainly analyzed by logistic regression. A total of 856 out of 7,098 fire fighters experienced absence from work. The risk factors such as gender, age, marital status, education level, total work year, work area. position, job rotation, noise, dust, organic solvent, skin contact with chemical substance, toxic waste, regional vibration, manual material handling, continuous standing posture, awkward working posture were associated with absence from work. Specifically, awkward working posture and manual material handling from ergonomic risk factors were major risk factors for absence from work.

• Journal of Technology Innovation
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• v.2 no.1
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• pp.89-115
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• 1994

Japanese firms have developed their own distinctive human resource management(HRM) practices for R&D scientists and engineers. These practices consist of homogeneity of work group, standardized in-house training programs, great standardization and company control of careers, and broad job rotation following the process of commercialization of developed technology. These practices facilitate human and informational exchange and sharing between basic laboratories and development departments as well as between R&D and marketing department which contribute to the ket competitive advantage of Japanese products. But recently Japanese firm are forced to change their HRM practices. They face some srious problems in continuing their long0standing strategy of being a rapid and skillful‘ technology follower’,drawing on the basic research performed in the advanced nations and embodying it in products that are produced with high quality at relatively lower cost. There is a growing trend of strengthening basic research among Japanese firms today. In accordance with the emphasis on basic research, Japanese firms have been adopting new HRM practices for scientists and engineers which are in the opposite direction of the traditional one. These newly developed practices stress on individual vitality rather than group cohesiveness from the fusion of individual difference. These include heterogeneity of work group, multiple career paths to be chosen by individuals, incentive plan based individual performance.

• Journal of the Korean Society of Safety
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• v.33 no.6
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• pp.85-92
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• 2018

This study aimed to reduce of traps incident of metro train door by suggesting preventive actions throughout analyzing why railway drivers and passengers commit unsafe behaviors which are human factors making occurrence of the incidents. The incident cases were analyzed and Incident Tree was structured by brainstorming with safety experts. In addition, the questionnaire survey was conducted for comparison with the analysis results. As the result, this study suggested driver's factors, passenger's factors, and public relation plan for safe use of metro in order to reduce the frequency of the incidents. For driver's factors, implementing job-rotation systems between railway and non-railway drivers, installing Object Detection Sensors between the metro doors and PSD, and flexible operation of dwell time were suggested. For passenger's factors, placing a platform safety person, installing a safety fence in front of the stairs and the elevators, and country wide public relations through mass media were suggested.

• Journal of Information Technology Applications and Management
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• v.28 no.3
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• pp.109-125
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• 2021

For the government of president Moon's AI SW HRD policy, he proclaimed AI democracy that anyone can utilize artificial intelligence technology to spread AI education for the people of the country. Through cognitive map analysis, this study presents expected policy outcomes due to the input of policy factors to overcome crisis factors and utilize opportunity factors. According to the cognitive guidance analysis, first, the opportunity factor is recognized as accelerating the digital transformation to Covid 19 if AI SW HRD is well nurtured. Second, the crisis factor refers to the rapid paradigm shift caused by the intelligence information society, resulting in job losses in the manufacturing sector and deepening imbalance in manpower supply and demand, especially in the artificial intelligence sector. Third, the comprehensive cognitive map shows a circular process for creating an AI SW ecosystem in response to threats caused by untact caused by Corona and a circular process for securing AI talent in response to threats caused by deepening imbalance in manpower supply and demand in the AI sector. Fourth, in order to accelerate the digital circulation that has been accelerated by Corona, we found a circular process to succeed in the Korean version of digital new deal by strengthening national and corporate competitiveness through AI-utilized capacity and industrial and regional AI education. Finally, the AI utilization empowerment strengthening rotation process is the most dominant of the four mechanisms, and we also found a relatively controllable feedback loop to obtain policy outputs.

• The Journal of Industrial Distribution & Business
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• v.15 no.1
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• pp.19-29
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• 2024

Purpose: It is necessary to look at the reasons why the Korean government has failed in boosting mom and pops, even though many aid programs for independent retailers have been introduced. Furthermore, this research will provide policy makers and practitioners with new insight to improve the performance of government policies. Research design: the researcher has had an interview with the 26 practitioners to gather the right information. Furthermore, interview results have been categorized into the government-related issues, support programs and shop owner-related issues, from a practitioner's perspectives. Results: The researcher found that the confusion of governmental support organization, the lack of retail marketing experts, frequent job rotation, the lack of cooperation between bureaucrats and associations, concerned about the governmental-related issues, are failure reasons. In terms of support program issues, the research found the following reasons: no blueprint, the lack of retail experts, relevance to budget scale, and the complexity of budget implementation. Associated with shop owner-related issues, the author found that the causes of failure are closely related to aging shopkeepers, the absence of a successor and increasing dependence on a government. Conclusions: The author proposes that a government has to rebuild existing support programs for small shop owners.

• 대한공업교육학회지
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• v.35 no.2
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• pp.82-111
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• 2010

The goal of this paper was to understand the skill-up experiences of ex-participants of the customized training program in Technical High Schools for Small and Medium Business during first 2 years in Company through qualitative interviews with 3 purposefully selected ex-participants. Their core skill-up experience in this period was assumed as the shift from' dependent worker' to 'independent worker' on the base of literature review. The results of this study were following : 1. The small and medium companies offered a few formal training for newcomers, production-site orientation through short job rotation, linking them with skilled workers and job manuals or job standards. 2. Authentic skill-up experiences were combined with a structured reprimand, peer learning, deep learning through reflection on one's own experiences. 3. There were a few handicap conditions that disturbed their skill-up activities: the skilled worker don't open their skill toward new corner; the ex-participants in company had no time to learn anything meaningful to up-grade their competency.

• Journal of the Ergonomics Society of Korea
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• v.36 no.3
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• pp.183-196
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• 2017

Objective: The purpose of this research was to assess the agreement between job physical risk factor analysis by ergonomists using ergonomic methods and physical examinations made by occupational physicians on the presence of musculoskeletal disorders of the upper extremities. Background: Ergonomics is the systematic application of principles concerned with the design of devices and working conditions for enhancing human capabilities and optimizing working and living conditions. Proper ergonomic design is necessary to prevent injuries and physical and emotional stress. The major types of ergonomic injuries and incidents are cumulative trauma disorders (CTDs), acute strains, sprains, and system failures. Minimization of use of excessive force and awkward postures can help to prevent such injuries Method: Initial data were collected as part of a larger study by the University of Utah Ergonomics and Safety program field data collection teams and medical data collection teams from the Rocky Mountain Center for Occupational and Environmental Health (RMCOEH). Subjects included 173 male and female workers, 83 at Beehive Clothing (a clothing plant), 74 at Autoliv (a plant making air bags for vehicles), and 16 at Deseret Meat (a meat-processing plant). Posture and effort levels were analyzed using a software program developed at the University of Utah (Utah Ergonomic Analysis Tool). The Ergonomic Epicondylitis Model (EEM) was developed to assess the risk of epicondylitis from observable job physical factors. The model considers five job risk factors: (1) intensity of exertion, (2) forearm rotation, (3) wrist posture, (4) elbow compression, and (5) speed of work. Qualitative ratings of these physical factors were determined during video analysis. Personal variables were also investigated to study their relationship with epicondylitis. Logistic regression models were used to determine the association between risk factors and symptoms of epicondyle pain. Results: Results of this study indicate that gender, smoking status, and BMI do have an effect on the risk of epicondylitis but there is not a statistically significant relationship between EEM and epicondylitis. Conclusion: This research studied the relationship between an Ergonomic Epicondylitis Model (EEM) and the occurrence of epicondylitis. The model was not predictive for epicondylitis. However, it is clear that epicondylitis was associated with some individual risk factors such as smoking status, gender, and BMI. Based on the results, future research may discover risk factors that seem to increase the risk of epicondylitis. Application: Although this research used a combination of questionnaire, ergonomic job analysis, and medical job analysis to specifically verify risk factors related to epicondylitis, there are limitations. This research did not have a very large sample size because only 173 subjects were available for this study. Also, it was conducted in only 3 facilities, a plant making air bags for vehicles, a meat-processing plant, and a clothing plant in Utah. If working conditions in other kinds of facilities are considered, results may improve. Therefore, future research should perform analysis with additional subjects in different kinds of facilities. Repetition and duration of a task were not considered as risk factors in this research. These two factors could be associated with epicondylitis so it could be important to include these factors in future research. Psychosocial data and workplace conditions (e.g., low temperature) were also noted during data collection, and could be used to further study the prevalence of epicondylitis. Univariate analysis methods could be used for each variable of EEM. This research was performed using multivariate analysis. Therefore, it was difficult to recognize the different effect of each variable. Basically, the difference between univariate and multivariate analysis is that univariate analysis deals with one predictor variable at a time, whereas multivariate analysis deals with multiple predictor variables combined in a predetermined manner. The univariate analysis could show how each variable is associated with epicondyle pain. This may allow more appropriate weighting factors to be determined and therefore improve the performance of the EEM.

• Journal of Korean Academy of Nursing
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• v.29 no.2
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• pp.215-224
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• 1999

The study was conducted to centum the construct of individual perception and preference for work characteristics as personal factors influencing Korean nurses' job satisfaction. The subjects of the study were 231 nurses who are currently working in intensive care units and have been for a minimum of 6 months. The study used the Staff Perception and Preference Scale(Song et al., 1997) to measure the individual's perception and preference on the technical. practice. and management components of the ideal work environment. The Korean version of the Staff Perception and Preference Scale consists of 16 items on perception and 13 on preference with each item related on a scale from 1(not at all) to 4(a great deal). Psychometric testing revealed that the preference and perception scale is internally consistent with Chronbach's alphas of .83 for perception scale arid .80 for preference scale. The subscales of the perception and preference scale also showed acceptable reliability for the early stage of the development of the instruments with Chronbach alphas of .62-.76 and .69-.83 respectively. Criterion-related validity of the scale was tested by examining correlations with individual growth need that is conceptually close to individual preference. but not to individual perception. Individual growth need was significantly related to individual preference(r＝.63, p<.05), but the correlation with the perception scale was not significant. A separate factor analysis for the each of perception and preference scales was performed with a three-factor loading solution based on a previous study. The results on the staff perception scale confirmed with varimax rotation that the items were cleanly and strongly loaded on technique. practice and management components, which together explained 50.7% of the variance. The factor analysis on the staff preference scale also yielded a three factor solution that explained 56.7% of the variance. but items on technique and management components were loaded together. This phenomena may due to the current nursing delivery system in Korea where nurses never experience either shared governance nor case management, and as a results they may not be able to consider management roles as their potential extended roles. Therefore, more efforts should be given to enhance nurses' autonomy and decision making in the technique, practice and management components of their work environment. Meanwhile, there is a need for continuously confirming and developing tools for individual perception and preferences to effectively enhance job satisfaction among Korean nurses through innovative work environments.

• Journal of Korean Institute of Industrial Engineers
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• v.30 no.3
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• pp.181-189
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• 2004

The purpose of this study was to investigate the effects of sleep/wake behavior for shift workers in the iron and steel industry using wrist actigraph for 59 male workers on a continuous full-day three-team three-shift system of backward rotation including on-duty and off-duty periods. The wrist actigraph data were recorded for 15 days (l shift cycle) for each subject. The sleep length at home during night shift decreased significantly as compared to the morning or evening shifts. The night shift nap length increased significantly in all sections as compared to the morning or evening shifts. The nap length in the Steel Manufacturing Process and Rolling Process during night shift decreased significantly as compared to the Machine Maintenance Section, the Forwarding of Products Section, and the Field Management Section. However, the sleep length at home while off-duty period increased significantly. The percentage of nap length during night shift in the Rolling Process, Steel Manufacture Process, and the other three types of jobs was 16.0%, 20.4%, and about 50.0%, respectively. The nap length during night shift for the above 50 year olds increased significantly as compared to the below 50 year olds. Finally, we discussed the role of nap-taking during the burden on night shift workers and the increased difficulty in continuing their job.