• 경영과학
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• 제29권1호
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• pp.73-88
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• 2012

Much of knowledge that can retain a company's competitive advantage remains within the organization. However, identifying, finding and leveraging knowledge in an organization is still problematic [17]. Although knowledge is the key to success, it is simply too valuable to be left in an organization [59]. The CoP (Community of Practice) within an organization is a practical way to manage knowledge in an organization as systematically as other critical assets in order to deploy and share it [59]. However, research related with CoP, has focused on the value of CoP. Therefore, we developed not only a holistic and systematic method for understanding and assessing the current position of CoP but also a method for extracting the core strategies and CSFs of CoP based on performance evaluation. We developed strategies, CSF (Critical Success Factor) and PM (Performance Measure)s of CoP based on BSC (Balanced Scorecard) process. Specifically, CSFs and strategies of CoP were extracted based on maturity model and type of CoP. According to the procedure from the methodology to evaluate the performance of CoP, three different industrial cases were adopted to validate the evaluation methodology.

• 산업융합연구
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• 제6권2호
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• pp.1-27
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• 2008

This thesis is to analyze and investigate the influence of behaviors towards an organization of public officials due to the way their parents raised them. I tried to find out how their parents' raising way influences the individual characteristics, the human relationship, the job satisfaction, and the organizational commitment. It is proved that the personal characteristics of the organization members affect the human relationship in organization strongly. It is also proved that the way their parents raised them affects the personal characteristics. Therefore I can suggest that the way parents raised children affects the organizational behavior strongly. In addition to that, the personal characteristics of each public official highly affect the human relationship such as the relationship with seniors, colleagues, and subordinates in organization. I know that the way their parents raised them strongly affects the human relationships in organization. In order to find out the influence of organizational behavior of public officials due to the way their parents raised them, I used the Pearson's correlation analysis. I find that the public officials who lived with positive parents have high job satisfaction and organizational commitment, and have high self-esteem, self-control, responsibility, and have good relationship with their senior and colleagues administrative public official. Also, from this study we can find out the influence which parents' attitude has on children's satisfaction and devotion as adults. Therefore this study can suggest a new direction of public administration.

• 농촌계획
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• 제2권2호
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• pp.67-80
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• 1996

Less Favored Area(LFA) is a newly shaped regional concept and just appearing as a new community design target, where the topogeographical, industry-locational condition and the daily living environment have been outstandingly inferior to any other regions. Community Design(CD) principles that cover a spatial order of settlements are introduced in this study when the CD concept is applied to the LFA. The study puts a great stress on the horizontal and vertical order of communal spatial units and living activities oriented to residents'socio-economic activities, on which a CD district and an inner spatial organization of community is based. Therefore the various relationships between residents' activities and particular places, such as that between agricultural production and land, access to living services and community-outer settlements, is analysed through the field study. The emphatic point is that the spatial unit and organization of community, namely settlement order is casted not only by the horizontal coverage but also by the vertical hierarchy forming a cubic-like spatial order. Applying the CD idea to LFA has limit because the CD has been oriented on urban architectural style and community participation process. Nevertheless, that has a new possibility to understand the fundamental and archetypical change of a spatial pattern of community uncovering the accumulated layer of settlement order especially in the drastically changed mountain community from past to now.

• 한국콘텐츠학회논문지
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• 제8권5호
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• pp.215-223
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• 2008

본 연구는 세무공무원들을 대상으로 세무업무의 전문분야의 특성상 전문인으로서의 자긍심과 외부이미지 그리고 조직 동일시가 조직몰입에 어떤 영향을 미치는지를 실증적으로 검증한 연구이다. 검증결과, 자긍심과 외부이미지 그리고 조직 동일시에 대한 만족도가 높을수록 조직몰입도가 높아진다는 것을 알 수 있었다. 높아져가는 국민들의 세금에 대한 관심과 시대적인 요구에 적극적으로 부응하기 위해서는 세무전문인으로서의 자긍심과 세무행정의 외부이미지 제고를 위한 본질적이고 실질적인 노력이 필요하다. 그리고 조직이 효과적으로 기능하기 위해 조직 구성원간에 조직 동일시를 일으킬 수 있도록 하여 조직몰입을 증대시킨다면 조직성과의 향상을 가져올 수 있을 것으로 판단된다.

• 융합보안논문지
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• 제14권1호
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• pp.23-32
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• 2014

이 연구는 대통령경호실이 출범한 1963년 제3공화국부터 박근혜 정부에 이르기까지 대통령경호실에 대한 신문 또는 인터넷 등의 언론매체의 내용을 중심으로 NVivo 10을 활용하여 질적 연구를 수행하였다. 연구결과는 다음과 같다. 첫째, 내부적으로는 조직의 활동영역 확장으로 내실을 다지고 외부적으로는 그 동안 일부 특권층에게만 신변보호를 제공하여 이질감을 떨치고 대중으로 다가설 필요가 있다. 둘째, 업무특성과 지위 우월성을 악용한 범죄행위나 이권개입과 관련된 외압행위를 방지하기 위해 "대통령 등의 경호에 관한 법률"제 10조의 직권면직의 사유에 범죄와 관련된 사유 신설이 요구된다. 셋째, 임무수행과 관련하여 업무태만 및 허위사실 보고 등에 대해 "대통령 등의 경호에 관한 법률 시행령" 제31조의 "공무원 징계령" 적용과 더불어 대통령경호실이라는 특수성과 중요성에 입각하여 징계 수위를 "공무원 징계령" 보다 엄격히 규정함으로써 정부의 타 조직과의 차별성을 두어 매우 중요한 조직으로 인식시킬 필요가 있다.

• 수산해양교육연구
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• 제23권3호
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• pp.515-525
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• 2011

Due to changes in internal and external environment of coastal & offshore fishery such as decrease in coastal & offshore fishery resources, rising labor costs, rising gas prices, rising turnover rate of seamen, and intensified avoiding 4D types of business, the domestic seamen's avoidance of going to sea is being intensified. In order to solve the problems of domestic seamen shortage, coastal & offshore fishery businesses prefer to employ foreign seamen whose wages are relatively low, so employment of foreign seamen continues to increase. However, the foreign seamen system has the problems in selecting and managing seamen but these problems have been not adequately dealt with, so damages to fishery business continue to occur due to the seamen's deserting. The cases, in which foreigners who entered the country to take the sea in coastal & offshore fishing boats deserted their workplace, recorded 36.4% as of 2010. So in order to achieve the purpose of the foreign seamen system itself through rational management of foreign seamen, the exclusive organization to manage foreign seamen should be established and the system to rationally select foreign seamen who have experiences of fishery should be established. The utilization of foreign seamen during off season needs to be maximized by establishing the employment connection system for the management of foreign seamen and employment stabilization, and the exclusive organization for education of foreign seamen and the organization for nurturing domestic seamen need to be established and operated.

• 가족자원경영과 정책
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• 제19권4호
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• pp.163-181
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• 2015

This study focused on the Healthy Family Support Center and Multicultural Family Support Center, which supervise the main field of family resource management with institutional household factors. Our research objective was to present datas demonstrating an improvement in the organizational effectiveness of the Multicultural Family Support Center. The burn out average of employees working for the non-profit organization was 2.45, emotional burnout was 2.87, achievement was 2.43, and dehumanization was 2.06. The effectiveness average of the nonprofit organization was 3.56, profitability was 3.65, job satisfaction was 3.58, and organizational commitment was 3.45. The generic characters that caused burnout were age, information, and professionalism in research. The generic characters and burnout that affected the organizational effectiveness included a lack of accomplishment, and emotional exhaustion, and depersonalization, lack of information and professionalism, lack of external resources in that order. The purpose of this research was to determine the effects of burnout in order to prevent job changes and to provide basic data for the improvement of organizational effectiveness.

• 경영정보학연구
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• 제13권3호
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• pp.165-183
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• 2011

IT 조직은 비즈니스 및 기술의 변화에 대응하기 위해 끊임없이 변화를 요구받고 있으나, 이러한 변화 수용을 위한 IT 조직 재설계에 관한 현실적인 방법론이나 가이드라인은 부족한 실정이다. 이에 본 연구에서는 최근 IT 조직을 근본적으로 재설계한 K공사 사례를 중심으로 하여 IT 조직의 재설계 방법 및 절차에 대해 살펴보았다. 본 연구의 사례 대상기업인 K공사에서는 IT 조직 재설계를 위해 직무분석을 통한 IT 조직의 To-Be 모형을 설계하였으며, 이를 바탕으로 직무 재설계를 실시하여, K공사의 IT 조직 및 인원을 산정하였다. 1) 직무분석에서는 핵심업무를 도출하여 96개의 표준 업무(Task)를 도출하였고 2) To-Be 조직 설계를 통해 IT 지원팀, IT 개발팀, IT 운영팀 등 3개 팀과 부경 및 제주발매팀 등 지역 2개팀으로 구분하였다. 3) 직무 재설계를 통해 기존의 직무체계를 재구성하였으며, IT 조직 인원을 FTE를 활용하여 산정한 후 내부 검토를 걸쳐 최종적으로 확정하였다. 이를 통해 IT공사는 운영중심의 IT 업무를 축소하고 대신 IT 기획업무를 강화하였으며, 타사 대비 낮은 수준의 IT 관리 프로세스를 개선하였고, IT 아웃소싱 관리체계 향상과 함께 IT 사용자의 만족도를 개선시켰다. 본 연구는 IT 조직을 어떠한 방식과 과정을 통해 재설계해야하는지에 대해 고민하는 많은 기업들에게 현실적인 시사점을 줄 수 있을 것이다.

• Genomics & Informatics
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• 제18권2호
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• pp.23.1-23.6
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• 2020

The Human Phenotype Ontology (HPO) is the de facto standard ontology to describe human phenotypes in detail, and it is actively used, particularly in the field of rare disease diagnoses. For clinicians who are not fluent in English, the HPO has been translated into many languages, and there have been four initiatives to develop Japanese translations. At the Biomedical Linked Annotation Hackathon 6 (BLAH6), a rule-based approach was attempted to determine the preferable Japanese translation for each HPO term among the candidates developed by the four approaches. The relationship between the HPO and Mammalian Phenotype translations was also investigated, with the eventual goal of harmonizing the two translations to facilitate phenotype-based comparisons of species in Japanese through cross-species phenotype matching. In order to deal with the increase in the number of HPO terms and the need for manual curation, it would be useful to have a dictionary containing word-by-word correspondences and fixed translation phrases for English word order. These considerations seem applicable to HPO localization into other languages.

• 품질경영학회지
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• 제46권3호
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• pp.569-592
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• 2018

Purpose: The study is aimed to understand the influence of the authentic leadership in the military organization on the collective and personal level of effectiveness and to examine the impact of authentic leadership on job satisfaction and the organizational citizenship behavior in the military. Methods: The empirical test are based on an effective survey with 337 respondents who are military officers in order to verify the hypothesis of the research. Results: The results of this study found that the authentic leadership has partial positive impact on the job satisfaction. The job satisfaction has positive impact on organizational citizenship behavior. Conclusion: According to the results of this study, leaders must be educated through personal education in order to express themselves honestly. Education should be carried out so that they ca develop qualities that can truly reward mental rewards for good work and praise. The self-examination should be done with the self-examination.