• 산업경영시스템학회지
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• 제2권2호
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• pp.33-38
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• 1979

This thesis aimed at studying the development of the engineering manpower in industrial society today. In order to achieve the purpose, we must to be supported by its training to be based on the continuous government planning for the development of manpower It is proper that strategic management should be conducted for the vocational engineer training. In the view of the present situation, we dare assert that the following management should be followed ; 1. We believe that the motives of the engineer will be caused by the law of official rearing, 2. For the manager's concern, it is need for the system of accounting in the manpower to be established, 3. For the efficiency each other, it is urgent to take a trianqular position for the confidence through the value of rationalism above all mentioned words are concerned with having high morale and a normal act for the engineer.

• Asia pacific journal of information systems
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• 제34권1호
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• pp.321-350
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• 2024

When a competent employee leaves an organization, the technical skills and know-how possessed by that employee also disappear, which may lead to various problems, such as a decrease in organizational morale and technology leakage. To address such problems, it is important to increase employees' job satisfaction. Due to the advancement of both information and communication technology and social media, many former and current employees share information regarding companies in which they have worked or for which they currently work via job portal websites. In this study, a web crawl was used to collect reviews and job satisfaction ratings written by all and incumbent employees working in nine industries from Job Planet, a Korean job portal site. According to this analysis, regardless of the industry in question, organizational culture, welfare support, work system, growth capability and relationships had significant positive effects on job satisfaction, while time and attendance management, performance management, and organizational flexibility had significant negative effects on job satisfaction. With respect to the path difference between former and current employees, time and attendance management and organizational flexibility have greater negative effects on job satisfaction for current employees than for former employees. On the other hand, organizational culture, work system, and relationships had greater positive effects for current employees than for former employees.

• 품질경영학회지
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• 제31권2호
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• pp.82-97
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• 2003

The study attempts to review TQM models used in the health care sector and the obstacles to the application of TQM in the sector. Even though the TQM models in the manufacturing and service sectors were successfully applied, the applicability of TQM in the health care sector is still in question. The reason is the unique characteristics of the medical sector such as medical and management practices. The most of the TQM models in the health care sector come from manufacturing industries. The importance of the professional groups is, however, more emphasized in the sector than in manufacturing sector. The role of the groups are idiosyncratic to the sector. They generate some obstacles to the application of TQM in the sector. The barriers include cultural obstacles of health care organization. It naturally follows that the TQM in the health care sector requires the change of the organizational culture of the sector. The culture embraces the norms, rules, regulations, compensation system, morale, practices, and common experiences. To change the culture needs long term effort and modification of the rules, regulations, compensation system, and practices. It also requires staffs' training in the problem solving methods. The TQM in the health care sector needs that the interested parties should change. Since doctors group and nurses group are controlled in the bureaucratic and authoritative manner, they should learn the problem solving techniques which require the interaction with other groups. The management also needs to learn management skills and get thorough training on them.

• 한국식품조리과학회지
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• 제14권5호
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• pp.482-491
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• 1998

The objectives of this study were to characterize the food service managements in university food services. In a survey involving university food service centers throughout the country, the importance, performance scores and policies for food service management were investigated. Of the total 40 institutions surveyed, 23 were run directly by the institution, eight by contract, and nine by rental. Data were analyzed by t-test, ANOVA using the SPSS program. Management system was evaluated separately for organization, human resources, finance, nutrition education, purchasing, quality control, sanitation and safety, and marketing for their relative importance, degree of performance, and policy establishment. It was found that the relative importance scored higher than the degree of performance and policy establishment. When rhe relative importance for the direct, contract and rental operations was compared, the rental operation scored the highest. Performance score of direct was the highest in direct operation. The findings of this research suggest that the university food service should be creative through systematic management, and further research is needed to evaluate various variables that influence productivity, such as employee morale, pleasant working environment, customer satisfaction, and introduction of TOM for university food services.

• 한국조리학회지
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• 제4권
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• pp.317-345
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• 1998

According to this study, Korean food department rather than Western food department and business department rather than food & beverage department is more separated with the greater difference. It is surveyed that the main reason to separate from food service is dissatisfaction to wage followed by six reasons. In the light of management the separation of employees gives management a positive aspect, but the separation of necessary employees bring about a big problem. That the separation rate of food service industry which greatly depends on personal service is high causes many bottleneck to development of food service industry. If the saparation rate of employees is high, it is difficult to maintain consistency of service quality. It is impossible to think that immature service new employee gives customer strong impression. Subsequently the spending of time and cost to train new employees and management reproaching supervisors makes morale of employees dropped. That is why the very this influences selling. To improve the vicious cycle of that serve absence in food service Operators of food service industry should be escaped from their fixed ideas. It is time to need management consciousness which wants to have real content rather than external growth. It is revealed that more than 80% of investment of most of food service industry goes to facility investment. A part of the investment cost should be invested to foster professional manpower. And if employees can have owner consciousness by continuous support and positive investment in training which can give real intention to their lives and vocational pride, it is believed that the future of food service industry in Korea is promising.

• 한국경영정보학회:학술대회논문집
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• 한국경영정보학회 2007년도 International Conference
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• pp.551-556
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• 2007

This paper attempts to develop a framework for interrelationships among human resources information systems (HRIS), outsourcing, and corporate culture. This research investigates impacts of outsourcing HRIS on corporate culture. In this paper, we hypothesize that outsourcing corporate HRIS is less appealing (1) if the quality of product and customer service matters for a firm, (2) if a firm is concerned with a loss of intellectual property, and (3) if a firm requires maintenance of a distinctive human resource service function that is capable of meeting the challenges of fast changing customer demands in a dynamic business environment. In addition, this study argues companies must be aware of the total costs associated with HRIS before outsourcing its human resource functions. Finally, the impact on employee morale and performance must also be considered By outsourcing HRIS, managers will be able to spend more time and resources dedicated to an employee's professional career development.

• 농촌지도와개발
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• 제3권2호
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• pp.167-176
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• 1996

Localization process of agricultural extension personnel in Korea were in progress with insufficient debates for effective personnel management. Although the members of the Korean Agricultural Extension Society were strongly opposed to the plan to decentralize agricultural extension personnel from central to local government status, the administrative action took place to localize as of January 1997. The Korean Agricultural Extension Society filed the petition against to the plan pinpointing lowered morale of extension personnel, the financial burden of local governments, jeopardizing stability, undermining efficiency, and people`s attitude towards central and local government. The dangers of decentralization of agricultural extension services may cause serious problems in varied areas. More extensive debates would be needed in deciding the future directions of agricultural extension services analyzing the basic characteristics of agricultural extension, linkages of research and extension, financial burden of local government, specialization of extension personnel, and unnecessary duplication of investment among local governments.

• International Journal of Computer Science & Network Security
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• 제22권7호
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• pp.371-382
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• 2022

The trend of Bring Your Own Device (BYOD) is gaining popularity all over the world with its innumerable benefits such as financial gain, greater employee satisfaction, better job efficiency, boosted morale, and improved flexibility. However, this unstoppable and inevitable trend also brings its own challenges and risks while managing and controlling corporate data and networks. BYOD is vulnerable to attacks by viruses, malware, or spyware that can reach sensitive data and disclose information, modify access policies, disrupt services, create financial issues, minimise productivity, and entail some legal implications. The key focus of this research is how Saudi Arabia has approached BYOD with the help of their 5-step solution model and quantitative research methodology. The result of this study is a statement about what users know about this trend, their opinions about it, and suggestion to increase the employee awareness.

• 한국병원경영학회지
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• 제18권2호
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• pp.33-56
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• 2013

The purpose of this study is to analyze the change of hospitals that patients safety and quality improvement by accreditation process and to examine the impact or interrelation of leadership, organizational culture, hospital management activities and recognition of hospital management performances. The data were collected through a review of the literature, and selfadministered survey with a structured questionnaires to 714 subjects from several medical staff members, administration staff members, nursing staff members, medical technicians and other staff members working in 23 accredited hospitals in Korea. In this analysis hierarchical multiple regression and structural equation model were used. The conclusion of this study provides a theoretical model for understanding organizational changes brought about by accreditation system. Factor on improvement of efficiency and raise the morale, rather than increase of medical income and reduce of the cost factors, had a stronger influence on the accreditation process. In the future, the hospital's participation to induce the accreditation program voluntarily will come up with an alternative policy concern about financial perspective. Also, the hospitals which preparing accreditation program to achieve the goal efficiently, will make use of transformational leadership through enhancing individual consideration and intellectual development to leading members participation. Additionally, non-accredited hospitals should aim at professional culture by innovative and creative approaches, and inviting members to learning and growth in the organization.

• 한국콘텐츠학회논문지
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• 제13권12호
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• pp.212-220
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• 2013

본 연구는 공공조직 인사제도의 공정성이 직무만족도와 직무성과에 미치는 영향에 대하여 분석하였다. 이를 위해 충청남도에서 운영 중인 4가지 인사제도를 대상으로 인사제도의 만족도와 문제점, 개선방안에 대하여 조사하였으며 이와 함께 직무만족도와 성과의 상관성을 분석하였다. 인사공정성은 공무원들의 직무만족과 성과에 긍정적 영향을 미치는 것으로 자신의 경력과 업무난이도, 본인의 노력을 감안한 인사가 이루질 때 직무만족과 성과가 높아진다고 할 수 있다. 이는 공정한 인사운영이 조직과 직원들의 사기에 중요한 역할을 한다는 것을 보여주는 것으로 충청남도의 경우 다양한 인사제도가 운영되고 있는 만큼 공무원들의 인사시 객관적 평가자료와 동일한 원칙을 가진 절차에 따라 이루어진다는 것을 인지시켜야 한다. 본 연구의 한계가 있으나 충청남도에서 현재 운영 중인 인사제도의 실제적 대상인 공무원들의 인식을 분석한 만큼 향후 제도운영 방향을 제시하는 것에 의의를 지닌다.