• 지식경영연구
• /
• 제18권3호
• /
• pp.37-62
• /
• 2017

Most of the managers know that knowledge sharing has to be precede to create knowledge which has competitive advantage of organizations. Until now the study on knowledge management placed emphasis on knowledge creation and knowledge sharing but there is few study on knowledge hiding. This study investigates the factors implicate on knowledge hiding intention and knowledge transfer intention of front-line workers and office workers and the implication on job performance of knowledge hiding intention and knowledge transfer intention. We collected sample data from 100 front-line workers and 250 office workers and verified hypotheses using Multiple Linear Regression. The result described that factors affect active and passive knowledge hiding intentions and factors affect knowledge hiding intentions of front-line workers and office workers are different.

• 한국조리학회지
• /
• 제12권2호
• /
• pp.39-56
• /
• 2006

This study was intended for getting information on the job satisfaction and consciousness of 305 cooks working at deluxe hotels in Busan to improve culinary arts training and an efficient man power control program. The results were as follows. Most of the cooks were males(67.2%) and less than 40 years old(85.6%), 59.5% were cooks, 67.0% were graduated from college and 74.8% earned less than 1.5 million won in a month. 39.5% had not changed their workplace. The male cooks had transferred to some other workplace more than 2 times than female ones. The higher their age, job classification and monthly income were, the more frequently they transferred their workplace. The frequency of job transfer was the most significant factor in the age of $30{\sim}39$. 37.0% of the cooks were unsatisfied with their pay. They preferred the more highly ranked hotels(36.5%) and being independent(26.0%) if transferring workplace. They thought devotion was the most important factor for good cooks. They thought efforts, skills and human relationships were important for developing cooks. They answered pay suitable for their work was an important factor to improve the food enterprise. They thought Japanese and Korean cooking had the best prospect, and qualifications for a good cook were sincerity, efforts, careers and skills.

• 경영과정보연구
• /
• 제12권
• /
• pp.77-99
• /
• 2003

This study has uncovered some important relationships among employees perceptions of distributive justice and procedural justice and organizational commitment and job satisfaction and organizational effectiveness. The present study attempts, first, to identify the perceived justice in promotion and transfer, performance evaluation, pay raise, job allocation and job fire. Second, to determine the relative importance of DJ(distributive justice) and PJ(procedural justice). Add to that two's justice's impact organizational committment, job satisfaction and to examine relationships of organizational committment, job satisfaction. Third, to examine relationships of organizational committment, job satisfaction and organizational effectiveness. The research is the identification of a modest but significant relationship between the two justice and organizational commitment and job satisfaction and organizational effectiveness. The result make it clear that employee find that right personnel management of fairness.

• 전자공학회논문지A
• /
• 제28A권10호
• /
• pp.774-781
• /
• 1991

A communication network protocol among programable devices built-i manufacturing field, MAP (Manufacturing Automation Protocol), has to provide the job transfer service carrying out a lot of jobs distributively, and the MMS( manufacturing message specification) defines the above application layer protocol. In this paper user software required in job transfer was implemented. So as to provide each service with compatibility and extension, each module was designed according to the functions. A method is selected in double-assigning their domain and program applicable even in complex process, which loads and proceeds several programs sequentially. In order to confirm the logical validity of the designed protocol, local applying test is accomplished for the application layer of response station. Modelling the job flow process, each serice module is verified with the I/O primitives.

• 한국항해항만학회지
• /
• 제28권8호
• /
• pp.721-726
• /
• 2004

본 연구에서는 장치장 운영규칙의 현실성을 높이기 위해서 트랜스퍼 크레인의 작업운영체계를 분석하고 작업우선순위의 적용을 위한 운영규칙의 적용방법을 설명하였다. 또한 장치장에서 주행로의 특성에 따른 트럭의 대기 및 주행로 점거형태를 분석하여 블록에 진입하여 대기할 수 있는 최대 대기차량수를 도출할 수 있는 산정식을 정리하고 공간의 제약상태를 분석하였다. 또한 공간의 제약사항 극복하기 위해서 공간자원을 정의할 수 있는 다작업원칙을 제시하고 그 원칙을 위한 해법과 순서도를 묘사하였다.

• 산경연구논집
• /
• 제11권7호
• /
• pp.19-28
• /
• 2020

Purpose: In this study, we would like to confirm that the transfer of young workers may be a means of enhancing their internal satisfaction, not to get a better job, by setting work-related characteristics that are highly relevant to job-related factors. Research design, data, and methodology: In this study, preparation for turnover was set as dependent variables to identify factors related to the turnover of young people, and the type of business, employment type, debt status, job satisfaction, job difficulty compared to education level, job difficulty, job degree, job major agreement, debt status, and other demographic social characteristics were selected as independent variables. Results: The characteristics related to personal criteria in job-seeking process were significant in the form of business, employment type, job satisfaction, work difficulty compared to the level of education, work difficulty compared to the level of technology, job major matching, and debt status. Conclusions: This study confirmed that young people's turnover may not simply be a means to get a better job, but to increase satisfaction in the internal aspects of their jobs, and that for young people, a job is an important development process that represents their identity and needs to be approached from a life-cycle perspective.

• 한국항해항만학회:학술대회논문집
• /
• 한국항해항만학회 2004년도 춘계학술대회 논문집
• /
• pp.451-456
• /
• 2004

본 연구에서는 장치장 운영규칙의 현실성을 높이기 위해서 트랜스퍼 크레인의 작업운영체계를 분석하고 작업우선순위의 적용을 위한 운영규칙의 적용방법을 설명하였다. 또한 장치장에서 주행로의 특성에 따른 대기 및 주행로 점거형태를 분석하여 블록에 진입하여 대기할 수 있는 최대 대기차량수를 도출할 수 있는 산정식을 정리하고 공간의 제약상태를 분석하였다. 또한 공간의 제약사항 극복하기 위해서 공간자원을 정의할 수 있는 다작업원칙을 제시하고 그 원칙을 위한 해법과 순서도를 묘사하였다.

• 한국정보과학회논문지:컴퓨팅의 실제 및 레터
• /
• 제15권8호
• /
• pp.525-533
• /
• 2009

그리드 환경에서 작업에 필요한 파일은 스테이징 기법에 의해서 전송된다. 이때 요구되는 파일이 대용량일 경우 전송에 걸리는 시간이 늘어나 작업의 시작 시간을 지연시키게 되다. 또한, 이는 작업의 전체 실행 시간을 증가시키는 요인이 되어서 작업처리량을 감소시키는 결과를 가져오게 된다. 따라서 이러한 파일 전송 시간 때문에 생기는 오버헤드를 줄인다면 그리드에서 실행되는 작업의 효율을 상당히 향상 시킬 수 있다. 이러한 사실에 근거하여 본 논문에서는 그리드에서 효율적인 작업 처리를 위한 파일 프로비저닝 기법으로서 다음과 같은 두 가지 방법을 제안한다. 첫째, RA-RFT라는 방법을 제안한다. RA-RFT는 Globus Toolkit에서 파일 전송을 담당하는 RFT가 리플리카를 관리하는 RLS의 정보를 이용할 수 있도록 RFT를 확장한 것이다. RA-RFT는 파일 전송 시 가용한 리플리카들로부터 파일을 분할 전송함으로써 대용량 파일 전송 시간을 단축시킬 수 있다. 둘째 리모트 링크라는 방법을 제안한다. 리모트 링크는 파일을 계산 노드로 직접 전송하지 않고 계산 노드에서 파일에 원격 접근할 수 있는 방법을 제공한다. 원격 접근 방법을 이용함으로써 계산 노드의 저장 공간을 절약할 수 있고 선반입을 통해서 효율적인 파일 프로비저닝을 가능하게 한다. 우리는 이러한 두 가지 방법이 기존 그리드 환경에서 사용하고 있는 스테이징 방식보다 우월한 성능을 보여준다는 것을 다양한 실험을 통해서 증명한다.

• 대한인간공학회지
• /
• 제32권1호
• /
• pp.77-85
• /
• 2013

Objective: The aim of this study sets factors from previous research known to impact transfer effects as the independent variables, and examines their relationship with the dependent variables, near transfer effects and far transfer effects. Background: Transfer of Training refers to the application of what learners acquire knowledge and skills in training programs to their job. The ultimate goal of training is to apply what employees learn in training sessions to their workplace. In this sense, transfer of training has been a vital concern for training effectiveness. For training to be effective, trainees(learners) should be able to use what they learn in training program back on the job. Method: For this research purpose, this study conducted a survey on 170 nuclear operators in nuclear education and training center. Of these, survey result from the 167 recruits were sampled. Theoretical model of this study is based on Holton & Baldwin's(2003) distance model of transfer effects. This study sets transfer effects(near transfer, far transfer) as the main dependent variables. Meanwhile, the independent variables are trainee characteristics, training characteristics, organizational transfer climate. Each independent variable has subordinate variables. Subordinate variables of trainee characteristics are self-efficacy, motivation to learn, motivation to transfer and ability to transfer. Subordinate variables of training characteristics are training contents, ability of trainers, training design, training climate. The last Subordinate variables of organizational transfer climate are support of supervisors, support of peer, support of organization. Conclusion: As a analysis result, trainee characteristics appeared to be in effect only significant influence near far transfer of training, the effect of the far transfer of training, there is no significant. In addition, the training characteristics appeared to be having a significant influence on near and far transfer effects. Organizational transfer climate appeared to be having a significant influence on near and far transfer effects. Finally, near transfer effect appeared to be having a significant influence on far transfer effects. Application: Results of this analysis in the study to training organization and training characteristics of the transition environment effects on nuclear power institutions and operators training organization having a significant impact that says. The transfer of knowledge and technology, as well as that can be applied to a new situation in terms of education and training are important characteristics.

• 중환자간호학회지
• /
• 제15권3호
• /
• pp.12-22
• /
• 2022

Purpose : This study aimed to examine the relationships of burnout and compassion competency with job satisfaction among nurses working in the intensive care units and emergency rooms. Methods : A correlational survey was conducted from August 1 to August 14, 2018 and involved in 102 nurses working at four university hospitals for more than 1 year. A structured questionnaire was used to measure burnout, compassion competency, and job satisfaction, and data were analyzed using hierarchical multiple regression and mediation effect analysis. Results : The mean scores of burnout, compassion competency, and job satisfaction were 2.58, 4.35, and 2.95, respectively. Burnout and compassion competency along with working night shifts and a wish to transfer explained 35.3% of variance in job satisfaction. Compassion competency showed a small but significant mediating effect in the relationship between burnout and job satisfaction (indirect effect -.0446, 95% CI -.1133, -.0075). Conclusion : Burnout and compassion competency were the significant influencing factors of job satisfaction among nurses working in intensive care units and emergency rooms. Since compassion competency showed a significant mediating effect, further studies should focus on intervention strategies for compassion competency to improve job satisfaction in this population.