• 한국IT서비스학회지
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• 제19권1호
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• pp.173-185
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• 2020

It is very important to evaluate training because it can systematically grasp the current status of training. Evaluation includes getting ongoing feedback from the learner, trainer and learner's supervisor, to improve the quality of the training and identify if the learner achieved the goals of the training. It also provides a justification for the implementation of training. Nonetheless, there is a lack of studies that attempt to evaluate information security training programs. In this study, we utilize the Philips model to evaluate the public training programs for the people who are in charge of the information security duties in the public sector and propose the training improvement plans. Research result has shown that it is necessary to evaluate the level of the trainees in advance and conduct training programs according to the information security skill level. In addition, it needs to conduct training according to duties such as information security management, information security operate and maintain. The limitation of this study is that each education program was not assessed individually because this study had developed an evaluation tool that could be used comprehensively.

• 한국농공학회:학술대회논문집
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• 한국농공학회 2001년도 학술발표회 발표논문집
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• pp.156-161
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• 2001

Currently, agricultural facilities are evaluated using either basic inspections or detailed analysis. However, conventional analyses as well as methods based on fuzzy logic and rule of thumb have not been very successful in providing a clear relationship between rating and real state of agricultural facilities, because they can't provide exactly acceptable reliability of degraded structures with manager or supervisor. Therefore, in this stage, we must define probabilistic variables for representing degradation of structures being given damages during a survival time. This paper describes the application of neural network system in developing the relation between subjective ratings and parameters of agricultural reservoir as well as that between subjective and analytical ratings. It is shown that neural networks can be trained and used successfully in estimating a rating based on several parameters. The specific application problem for agricultural reservoir in the rural area of Korea is presented and database is constructed to maintain training data set, the information of inspection and facilities. This study showed that a successful training of a neural network could be useful, especially if the input data set for target problem contains parameters with a diverse combination of inter-correlation coefficients. And the networks had a prediction rating of about $^{\ast}^{\ast}^{\ast}%$. The neural network system is expected to show high performance fairly in estimate than statistical method to use equation that is consisted of very lowly interrelated variables.

• 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.

• 한국주거학회:학술대회논문집
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• 한국주거학회 2009년 춘계학술발표대회 논문집
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• pp.217-221
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• 2009

With the increase in individual income and leisure time, those urban residents who want to stay in farmland on weekend are being increased. On the contrary, rural economic situation is getting worse due to the lack of labor and income. For this, as a win-win strategy between urban and rural life, a Kleingarten(below 'KG') has been attracted by local government such as Kyunggi prefecture in Korea. This article exam the situation of KG, a weekend farm where one can stay the night in a log cabin, from the perspective of Multi-habitation. For this purpose, this study surveyed four KG areas; two cases at Yangpyung and Yeonchoen in Korea, the rest are at Kasama and Yachiyo in Japan. The findings are as following. First, a standard regulation for the application and management of users in KG should be established as soon as possible. Second, the exchange between users in KG and local residents around KG should be activated in terms of well organized exchange program. Third, a sufficient budget by public sectors or an economic scheme where private sectors can participate in this program should be arranged. Lastly, a use of post occupancy should be well managed by user themselves in KG and well monitored by supervisor of KG simultaneously.

• 한국화재소방학회논문지
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• 제30권3호
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• pp.117-123
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• 2016

본 연구는 재난관리 교육훈련의 전이효과에 대한 충분한 연구가 이루어지지 못하고 있다는 문제 제기 하에 교육훈련의 전이에 영향을 미치는 요인들을 경기도 소방공무원들의 인식을 토대로 실증적으로 규명하고자 한다. 연구목적 달성을 위해 본 연구는 국내 외의 선행연구 검토를 통해 교육훈련의 전이에 영향을 미치는 요인들을 도출하여 이러한 요인들이 실제로 소방공무원들의 교육훈련 전이에 영향을 미치고 있는지를 실증적으로 규명하는데 그 목적이 있다. 연구의 결과, 교육훈련 전이효과에 대한 영향을 미치는 정도에 유의미한 변수는 업무관련성, 학습문화, 동료지원, 자기 효능감, 학습동기, 학습능력, 교육방법 순으로 교육훈련 전이효과에 영향력이 있는 변수로 나타났다.

• 패션비즈니스
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• 제3권4호
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• pp.67-81
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• 1999

Fashion designers and fashion merchandisers are the experts who play critical roles in the apparel industry. But their job turnover rate is quite high compared with other industries and/or other positions. The purpose of the study was to investigate the level and the major causes of job stress, and the causes of the high rate of job turnover of fashion merchandisers and fashion designers. The study also compared differences between the levels of job stress, job results and job turnover rate which perceived by fashion designers and fashion merchandisers. The results of the study were as follows: 1. The designers felt more role conflict than merchandisers during job and feel more job stress about career development and their income. 2. The designers feel their job achievement more positively than merchandisers. 3. The designers have their turnover intentions more frequently than merchandisers. This study, on the basis of the above conclusion, is expected to contribute to make fashion merchandisers and fashion designers recognize the importance of managing their job stress and their supervisor obtain the directions for the efficient management of personnel by offering them better working environment.

• 한국조리학회지
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• 제13권2호
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• pp.292-302
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• 2007

This is an empirical study on Korean traditional restaurant service providers and customers who get direct service from them. This study focuses on the service performance determiners; customer satisfaction, service quality, service providers' satisfaction and loyalty. In order to meet its purpose, we survey 1,000 customers who have visited Korean traditional restaurants. This survey uses the SERVPERF service quality measuring theory. The results are as follows: First, the service providers' satisfaction have an effect on service quality, so the supervisor of a Korean traditional restaurant should construct a HRM (Human Resources Management) system for increasing employees' satisfaction. Second, employees' loyalty is significant, but its effect is lower than their satisfaction. Third, service quality affects customers' satisfaction and loyalty significantly. Fourth, employees' satisfaction and loyalty considerably influences customers' satisfaction and loyalty. Consequently, restaurant managers put their effort into increasing employees' satisfaction, loyalty, and service quality.

• 디지털융복합연구
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• 제9권3호
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• pp.145-163
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• 2011

본 연구는 R&D 조직문화와 조직성과 간의 관련성을 실증분석하고 신뢰가 R&D 조직문화와 조직성과 간의 관계에서 매개역할을 하는지 살펴보았다. 분석 결과 첫째, R&D 조직문화가 조직성과 변수인 기술혁신, 조직몰입, 직무만족에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, R&D 조직문화와 조직성과 변수와의 관계에서 신뢰의 부분매개효과가 검증되었다. 따라서 조직의 성과달성을 위해 개별조직의 특성에 맞는 창의적인 문화구축과 조직 내 신뢰형성의 중요성을 인식하고 이를 통해 조직구성원의 태도개선과 조직성과 향상에 실제적 관리지침을 마련하여야 할 것이다.

• The Journal of Asian Finance, Economics and Business
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• 제8권10호
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• pp.29-35
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• 2021

The current study's objective isto determine the impact of organizational climate on organizational reputation in the context of organizational health as a mediating variable, in a case study of textile enterprises in Jordan that are listed on the Industrial Qualified zones. The study population contains (12) companies, according to the industrial qualified zones, with 317 employees who are working at CEO, deputy CEO, and supervisor positions chosen through convenience sampling. While the final sample of the current study consists of 174. Furthermore, to test the current study's hypotheses, the Smart Partial Least Square (PLS) technique was applied. Additionally, the current study concludes that there is a positive impact of organizational climate on organizational reputation. The current study shows that organizational climate has a positive impact on organizational health and organizational health has a positive impact on organizational reputation. Moreover, there is the mediation impact of organizational health on the relationship between organizational climate and organizational reputation. Based on the results of the current study, the study proposes that the level of organizational climate, organizational health, and organizational reputation in the examined companies be enhanced and increased.

• 한국직업건강간호학회지
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• 제11권1호
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• pp.63-80
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• 2002

Objectives: The objective of this study is to evaluate the job characteristics of container terminal workers by applying the Job Strain model, and to assess the relationship among the general characteristics, job characteristics and psychosocial distress. Methods: A self-administrated questionnaire survey was performed to the container terminal workers in Pusan. Among the 200 male workers who answered the questionnaires, white-collar workers and blue-collar workers were 100, respectively. Karaseks Job Content Questionnaire was utilized to evaluate the job characteristics and Psychosocial well-being index (PWI) was applied to measure the extent of their psychosocial stress. Results: In white-collar workers, the skill discretion, created skill, decision-making authority, decision-making latitude, psychological job demand, and supervisor support of the job characteristics were significantly high, while in blue-collar workers physical exertion was significantly high. The result of Psychosocial well-being index (PWI) reveals that blue-collar workers were more stressed than white-collar workers, especially, the indices of depression (factor 2), sleeping disturbance and anxiety (factor 3), General well-being and vitality (factor 4) were significantly increased; whereas, in white-collar workers, only the index of social performance and self-confidence (factor 1) was significantly increased. And PWI scores were significantly increased in the lower social support and psychological job demand. By the multiple logistic regression analysis for PWI, blue-collar workers had increased odds ratio of 2.66(95% CI;1.11-6.41) compared with white-collar workers. The unmarried workers increased odds ratio of 3.54(95% CI;1.18-10.62) compared with married workers. And workers who have not own house increased odds ratio of 2.35(95% CI;1.15-4.79) compared with workers who have own house. Particularly, odds ratio of work-shift in blue-collar workers was 11.10(2.14-57.64). Conclusion: Skill discretion, created skill, decision-making authority, decision-making latitude, psychological job demand, and supervisor support were increased in white-collar workers. Decreased skill discretion and increased physical exertion were found in blue-collar workers, which is supported the Job Strain model. Job stress of blue-collar workers was comparatively higher than that of white-collar workers, especially, skill discretion, decision-making authority, decision-making latitude, job insecurity, physical exertion were noticeable factors. Especially, sleeping, smoking, and work shifting turned out to be a main cause that increases stress. Therefore, in order to decrease the job stress, a health promotion program to change the health behaviors should be activated and an organized job stress management program should be introduced. Especially, working condition for blue-collar such as physical exertion and work-shift should be improved.