• Korean Journal of Human Ecology
• /
• v.13 no.6
• /
• pp.917-926
• /
• 2004

This study examines the effects of consumer counseling education on the work performance and work satisfaction of consumer counselors, controlling the effects of other variables. The results of this study is as below: First, approximately 70% of consumer counselors have not had any education pertinent to their work. The level of work performance was highest in listening to customers' complaints, and then consistence of counseling work and explanation for counseling were next. Professionality was the last in order. Second, consumer counseling education did not affect the work performance. Instead, the number of counselors and work experience, along with whether the counselor majored in consumer studies, were more likely to increase the performance. Finally, educating counseling skills did not affect the level of work satisfaction. Instead, the work performance affected the level of work satisfaction. The number of workers and income were positively related with the level of work satisfaction.

• International conference on construction engineering and project management
• /
• 2013.01a
• /
• pp.359-366
• /
• 2013

Although many research efforts have been conducted to address the effect of crew members' work skills (e.g., technical and planning skills) on work performance (e.g., work duration and quality) in construction projects, the relationship between skill and performance has generated a great deal of controversy in the field of management (Inkpen and Crossan 1995). This controversy can lead to under- or over-estimations of the overall project schedule, and can make it difficult for project managers to implement appropriate managerial policies for enhancing project performance. To address this issue, the following aspects need to be considered: (a) work performances are determined not only by individual-level work skill but also by the group-level work skill affected by work team members, each member's role, and any working behavior pattern; (b) work planning has significant effects on to what extent work skill enhances performance; and (c) different types of activities in construction require different types of work, skill, and team composition. This research, therefore, develops a system dynamics (SD) model to analyze the effects of both individual-and group-level (i.e., multi-level) skill on performances by utilizing the advantages of SD in capturing a feedback process and state changes, especially in human factors (e.g., attitude, ability, and behavior). The model incorporates: (a) a multi-level skill evolution and relevant behavior development mechanism within a work group; (b) the interaction among work planning, a crew's skill-learning, skill manifestation, and performances; and (c) the different work characteristics of each activity. This model can be utilized to implement appropriate work planning (e.g., work scope and work schedule) and crew management policies (e.g., work team composition and decision of each worker's role) with an awareness of crew's skill and work performance. Understanding the different characteristics of each activity can also support project managers in applying strategic work planning and crew management for a corresponding activity, which may enhance each activity's performance, as well as the overall project performance.

• Convergence Security Journal
• /
• v.22 no.5
• /
• pp.81-87
• /
• 2022

The purpose of this paper is to take a look the effect of the physical security level of companies possessing national core technology on security performance and work efficiency. To this end, a survey was set out for about 200 security officers for a month. In the survey, the independent variable was physical security level, the parameter was security performance, and the dependent variable was work efficiency. Reliability analysis, validity analysis, discriminant validity analysis, etc. were analyzed for causality through SPSS. As a result, "Physical Security Level ⇒ Security Performance, Security Performance ⇒ Work Efficiency" was adopted, but "Physical Security Level ⇒ Work Efficiency" was rejected. Therefore, it was found that the physical security level affects work efficiency through security performance, which is a parameter. However, it was found that the physical security level did not directly affect work efficiency. In order to improve work efficiency in the future, improving security performance should be a priority.

• Korean Journal of Occupational Health Nursing
• /
• v.22 no.2
• /
• pp.75-82
• /
• 2013

Purpose: This study is to investigate the effect of nurse's competency empowerment and boss' job competency recognition on work performance. Methods: 216 nurses participated for data collection which was conducted from September 1, 2011 to September 10, 2011. The collected data were analyzed with SPSS/WIN 16.0 and with frequency test, ANOVA, Scheff$\acute{e}$ test and Multiple regression. Results: Firstly, the work performance in accordance with subject's general characteristics was found to be significant in the 50s, graduate school or higher education, Roman Catholic, charge nurse and 21-years or older. Secondly, the correlation among nurse's competency empowerment, boss' competency recognition and work performance was found to be positively related (r=.501~.639, p<.001). Thirdly, competency empowerment was found to be the most effective factor for work performance, followed by boss' competency recognition and career year, and these factors accounted for 63.5%. Conclusion: As the results show that the work performance is highly affected by the nurse's competency empowerment, boss' competency recognition level and career level in clinical environment, effective education programs are required to provide an appropriate experience to both entry-level and experienced nurses, as well as to enhance boss' competency empowerment at the same time.

• Korean Journal of Construction Engineering and Management
• /
• v.11 no.3
• /
• pp.115-124
• /
• 2010

Along with the recent economic downturn, domestic construction companies have also faced with many difficulties and obstacles. To overcome this situations, now they are trying to continuous efforts to improve efficiency and productivity of project performance through many means including the reduction of fixed cost expenditures. Level of work performance of construction field managers is very important factor of productivity improvement for successive performance of construction project. This study attempts to analyse level and influence factors for work performance of field managers in construction companies through analysis of work burden and level of work performance. Also this study attempts to present basic data of the improvement directions for enhancing construction efficiency and productivity in future.

• Journal of Families and Better Life
• /
• v.18 no.2
• /
• pp.29-44
• /
• 2000

The purpose of this study was to investigate how household work was transmitted from mothers to their married daughters. The results of this study were as follows: First, mothers reported generally higher scores than their married daughters regarding the consciousness and performance of household work an exception in the usage level of home equipments. Second, married daughters' consciousness and performance of household work were positively correlated with those of mothers. The highest correlation was found in the usage level of home equipments and the lowest correlation was in the amount of time using household work helper. Third, married daughter's consciousness and performance of household work were significantly influenced by their mothers. It was especially so in daughter's usage level of home equipments. Accordingly, the results of this study support the existence of generational transmission of household work from mothers to their married daughters with regard to its c nsciousness and performance.

• Journal of Korea Society of Digital Industry and Information Management
• /
• v.14 no.4
• /
• pp.189-204
• /
• 2018

The purpose of this study is to examine an organizational performance difference by individual utilization level of the smart work. The Smart work help minimizing business process and improving organization productivity based on information technology. This new technology provides a flexible way of the task through smart-work center, videoconferencing, telecommuting, mobile(remote control) and business-only messenger. This investment changes organizational culture, institutions and behavior by new technology applying. The organization system change due to smart work has trouble between alteration preferences and existing maintains a group. In response, the organization should make investment justification of smart work for institutional and culture stabilized by a new system in organization. I set up the analytical process of four stages for empirical research. It will analyze an operation difference of the smart work between pre and post investment in the first-step analysis. The two-step analysis will conduct a text mining analysis of smart work operations. The three-step analysis will identify organization performance differences among individual levels in smart work. The four-step analysis will identify a factor difference in organizational performance by individual utilization level on smart work. According to the study, It has been revealed a difference between the pre and post investment performance on smart work. The text mining analyses many appeared an improvement opinion of organizational culture. Next, there is a difference in organization performance among utilize groups of smart work. Furthermore, the factors of organizational performance among groups appeared differently. The theoretical contribution of this study provided to expand the organizational theory of organization change and resistance. The practical implications provided to require a strong guideline an organizational culture and institution for smart work.

• Korean Journal of Social Welfare
• /
• v.61 no.4
• /
• pp.137-161
• /
• 2009

In an effort to identify predictors of job performance, research studies in social work administration has been so far on the individual practitioners' levels of knowledge and skills, which could be used in a workplace. As the theoretical concept of organizational environment was fully introduced into social work administration research, however, studies on practitioners' job performance began to have interest in the team or the organizational level variables as well as individual level variables. Along the course of this tendency, this study attempted to test the effect of individual, team, and organizational level variables on the job performance of human service workers. The individual level variables consisted of knowledge, skills, job satisfaction, personality, and counter-productive work behaviors of workers. The team or the organizational level variables included situational constraint, organizational justice, job characteristics, government-dependency, and inter-organizational cooperation. Multi-level complex survey data collected by cluster sampling method from 314 practitioners in 23 organizations were analyzed using Hierarchial Linear Model. Results showed that both task and contextual performance were affected by individual, team, and organizational level variables in various ways.

• Journal of Information Technology Applications and Management
• /
• v.23 no.1
• /
• pp.61-77
• /
• 2016

This study derived research model about the influencing factors of the successful performance of smart work. Research model is composed of four perspectives: technology perspective like system quality and usage level of information technology, interaction perspective like innovational climate, institutional perspective like personnel evaluation, and individual perspective like self-control. This study collected 155 survey data from K public company and M global software company. As a result of data analysis, all of four perspectives influenced smart work performance. Technology perspective had the strongest effect on smart work performance, the second was institution perspective, the third was interaction perspective, and the last was individual perspective. In conclusion, smart work is not an IT project. We have to reconsider the thinking that just only the introduction of cutting-edge IT increases business performance. Smart work project should be pursued in harmony with institution and climate in the organizational perspective and self-control in the personal perspective. Also, to maximize business performance in smart work environment, organizations should strengthen the positive factors and overcome the negative factors.

• Industry Promotion Research
• /
• v.4 no.2
• /
• pp.19-28
• /
• 2019

This study analyzed the effect of the improvement of the work environment of the worker on the performance of the individual. A total of 50 questionnaires were analyzed for SME workers. First, the correlation between the work environment of the worker and the work performance of the individual is -388, the correlation coefficient between the salary level and the contribution is .566, the salary level and the job satisfaction .586, The results of this study were as follows. First, it was confirmed that there was a significant relationship between the contribution and the peer relationship -.331, p <.05, and the job satisfaction and peer relationship .373, the working environment and working time were .442, And it was found to be significant at p>.01 level. Second, job performance had a significant effect on job performance (p <.05, ${\beta}=.340$) and peer relationship (p <.05, ${\beta}=.320$) (P <.001, ${\beta}=.465$) were found to have a significant effect on the level of achievement and contribution, but not statistically significant. Third, it was confirmed that there was no difference between the groups in terms of work performance. The results of this study are as follows. First, we analyzed the effect of improvement of work environment on individual work performance by analyzing the work environment and work performance perceived by SME workers.