• 한국의사학회지
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• 제34권2호
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• pp.45-63
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• 2021

This study considers the stages of curriculum development for the integrated curriculum of Pusan National University Graduate School & Hospital of Korean Medicine, and specifically the KAS2021 (announced in 2019), improvement measures for the curriculum of the College of Traditional Korean Medicine, and the case of the College of Medicine. The introduction of integrated curriculum in the College of Traditional Korean Medicine starts from the members (doers)' agreement. In the process of development, the organization that represents the members, the organization that sets up a goal and designs the curriculum, and the organization that executes them should fulfill their own roles. The stage of development and operation should have the support system for manpower, institution, administration, and finance. The curriculum (draft) should be concrete enough to be operated in reality. For the smooth operation of integrated education, it is necessary to secure more full-time teachers than before, and it is also necessary to have an organization fully in charge of monitoring and improving the operation. For the introduction and operation of integrated curriculum in Traditional Korean Medicine education, the members' agreement, institutional change, support system, and the cultivation of manpower for the operation/evaluation/development of curriculum should be considered.

• 대한방사선기술학회지:방사선기술과학
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• 제42권3호
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• pp.231-238
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• 2019

Medical institutions are abundant in human resources and have a unique structure with diverse professions and various organizational cultures coexist. This organizational culture influences organizational effectiveness and influences the effectiveness of the organization as a factor of leadership and organizational culture. Leadership is an important factor in linking employee behavior to organizational commitment to achieve job satisfaction. The purpose of this study was to analyze the effect of organizational effectiveness on organizational culture, leadership perception, and job stress in a special organization called radiologist. As a result, organizational culture and transformational leadership showed high correlation with 0.627. Among the organizational effectiveness variables, organizational commitment showed the highest influence with transformational leadership(${\beta}=0.284$, p<0.001), and job satisfaction was also the highest with transformational leadership (${\beta}=0.440$, p<0.001). The results showed that the expectation of transformational leadership affects organizational commitment and job satisfaction. In order to expect a positive change in the effectiveness of the organization, the radiologist culture requires an organizational culture that can fully demonstrate autonomy and creativity, and transformational leadership is required for this.

• The Journal of Asian Finance, Economics and Business
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• 제8권8호
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• pp.37-45
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• 2021

The purpose of this study to examine the effect of strategic innovation on organization development, organizational effectiveness, and firm performance of companies in the Industrial Estate of Thailand. The sample of this study was 360 companies and data was collected by distributing questionnaires through mail and Google form. Out of the 360 questionnaires, 192 responses were received and usable. The study period was November 2020 to February 2021. Structural equation modeling (SEM) was used to test hypotheses regarding the influence of strategic innovation on organization development, organizational effectiveness, and firm performance. The results of this study show that strategic innovation has a positive direct effect on organization development, organizational effectiveness, and firm performance. Organizational development has no significant relationship with organizational effectiveness and firm performance, and organizational effectiveness has no significant relationship with firm performance. Strategic innovation has a strong direct positive effect on the company's performance. It indicated that strategic innovation is essential for organizations to drive business growth, generate value for the company and its customers, and create a competitive advantage. This type of innovation is essential for organizations to adapt to the speed of technology change. In addition, theoretical contributions, managerial contributions, limitations, and future research recommendations were presented in this study, including conclusions were shown.

• The Journal of Asian Finance, Economics and Business
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• 제8권6호
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• pp.447-453
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• 2021

Human resources play a key role in developing and enhancing the manner in which an organization change. In fact, the role of human resource-related quality management has contributed greatly to the growth of the organization in both the short and long term. The purpose of the current study is to identify factors that influence human resource retention in Hanoi in the backdrop of growing economic performance of Hanoi in Vietnam's economy. Primary data was collected through questionnaires of 280 respondents from the four districts in Hanoi, including 25.2% of respondents working in Cau Giay district, 21.2% in Dong Da district, 34.2% in Ha Dong district, and 19.4% in Thanh Xuan district. After applying Cronbach's Alpha and Explore Factor Analysis (EFA) analysis, Durbin-Watson test, empirical results demonstrate that relationship among co-workers has a significant and positive contribution on the maintenance of human resources in the organization. Additionally, higher welfare facilities for an employee are more likely to impact the maintenance of human resources in the organization. Factors such as working environment, job placement, and leadership relationship have no adverse effect on the maintenance of human resources, although a positive impact could be established in all cases.

• 한국경영과학회:학술대회논문집
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• 한국경영과학회 2005년도 추계학술대회 및 정기총회
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• pp.299-320
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• 2005

To rapidly respond to uncertainties in the business environment whilst remaining competitive, every organization needs to be able to successfully introduce and manage organizational change. Cognizant of the role of information systems (IS) as an enabler of organizational change, many organizations have paid attention to Enterprise Resource Planning (ERP) systems for successful organizational change primarily because of their change-driving forces across organizations. In this study, we focus attention on the role of readiness for change in the ERP systems adoption. Readiness for change described as views about the need for organizational change is posited to be and antecedent of two expectancies about the need for organizational change is posited to be an antecedent of two expectancies about the system. performance expectancy and effort expectancy, which lead to actual system use. In order to further establish th relevance of readiness for change as a determinant of two expectancies, computer self-efficacy is considered to be other key predictor as well. In addition, this study proposes that the personal characteristics of organizational commitment and perceived personal competence play roles of important determinants of readiness for change. Based on data gathered from the users of the ERP systems, structural equation analysis using LISREL provides significant support for the proposed relationships. Theoretical and practical implications are discussed along with limitations.

• 산업경영시스템학회지
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• 제19권37호
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• pp.279-288
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• 1996

The purpose of this study is to investigate the usefulness of organizational development techniques for the behavioral change of employees and to inform organizational developer useful information for decision making. The scope of this study be limited to the techniques for the individual behavioral change among the organizational development The methodology of this study used the questionaire, and the sampling objected to the white class of manufactures. To verify the hypothesis, statistical methods used are Regression Analysis, T-test, Chi- square.

• 한국건설관리학회:학술대회논문집
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• 한국건설관리학회 2003년도 학술대회지
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• pp.369-372
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• 2003

우리나라 기업들은 허근 경제 위기를 겪으면서 대외적으로 커다란 환경변화의 요구에 직면해 왔다. 사실 이러한 변화요구는 굳이 경제 위기가 아니라 할지라도 치열한 생존경쟁에 있는 현대의 기업들에게 있어서는 필수요소라 할 수 있다. 이에 대응하여 기업들은 구조조정, 혁신, 조직개선 등의 이름으로 다양한 변화노력을 기울이고 있지만 이와 같은 변화의 노력에 대해 그 진행과정이나 결과에 대해서는 현명한 검토가 있어야 할 것이다. 즉, 기업의 성장에 도움이 되지 않는 조직 구조는 오히려 기업에 역효과로 작용하게 되므로 기업은 가치를 높일 수 있는 조직구조를 갖추어야 한다. 이차 같은 현상은 일부 기업에게만 국한되는 것이 아니라 건설기업에도 마찬가지로 적용됨 수 있다. 따라서 본 연구에서는 효율적인 조직구조를 갖추기에 앞서서 건설 기업의 조직구조를 전략 및 경영성과와 비교${\cdot}$분석하여 조직의 특성을 파악하고자 한다.

• 한국전문물리치료학회지
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• 제15권3호
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• pp.1-7
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• 2008

Multi-sensory systems, including the visual, somatosensory, and vestibular ones, are involved in maintaining standing balance. The organization of these sensory systems is as important as the efficiency of each individual system in maintaining optimal balance. The purpose of the present experiment was to investigate the developmental changes in static standing balance and sensory organization under altered sensory conditions. This study involved 64 children (from 4 to 15 years of age) and 17 young adults. The children were divided into four age groups: 4~6, 7~9, 10~12, and 13~15 years. Static standing balance was assessed with the one-leg standing test under four different sensory conditions: the children stood on a firm surface with (1) eyes open or (2) closed, and they stood on a foam surface with eyes (3) open or (4) closed. In balancing ability, the age groups exhibited significant differences. The function of sensory organization for balance control was poorer for the children than for the young adults. The functional efficiency of the somatosensory system of the children aged 7~9 years was at the young adults' level, and the visual function of the children aged 10~12 years had also reached the young adults' level. However, the functional efficiency of the vestibular system of children was significantly lower than that of the young adults, even at the age of 15 years. This may indicate that sensory organization and standing balance are still developing after the age of 15 years.

• Nuclear Engineering and Technology
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• 제49권1호
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• pp.1-5
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• 2017

The heavy water zero power reactor (HWZPR), which is a critical assembly with a maximum power of 100 W, can be used in different lattice pitches. The last change of core configuration was from a lattice pitch of 18-20 cm. Based on regulations, prior to the first operation of the reactor, a new core was simulated with MCNP (Monte Carlo N-Particle)-4C and WIMS (Winfrith Improved Multigroup Scheme)-CITATON codes. To investigate the criticality of this core, the effective multiplication factor ($K_{eff}$) versus heavy water level, and the critical water level were calculated. Then, for safety considerations, the reactivity worth of $D_2O$, the reactivity worth of safety and control rods, and temperature reactivity coefficients for the fuel and the moderator, were calculated. The results show that the relevant criteria in the safety analysis report were satisfied in the new core. Therefore, with the permission of the reactor safety committee, the first criticality operation was conducted, and important physical parameters were measured experimentally. The results were compared with the corresponding values in the original core.

• 한국건설관리학회:학술대회논문집
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• 한국건설관리학회 2007년도 정기학술발표대회 논문집
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• pp.213-218
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• 2007

최근 FTA체결 등 세계건설 시장의 개방으로 인한 국내외적인 주변 건설환경의 급속한 변화속에서 국제경쟁력을 갖추기 위해서는 건설업체의 품질향상을 위한 품질 및 조직관리가 중요하게 대두되고 있다. 그러므로 이에 대한 실태분석을 통하여 개선방안을 마련, 양질의 건축물을 소비자에게 제공함으로써 고객만족을 이룩할 수 있는 품질 및 조직관리 측면에서 연구가 필요하여 실시한 것이다. 품질관리를 위한 전담부서의 조직은 중소건설업체가 크게 미비함으로 인하여 전담부서가 절실히 필요한것으로 나타나 이를 개선하기 위하여 AHP분석을 통한 CEO 직속의 품질전담부서의 조직구조형태가 유지관리측면에서 비용절감효과 등 품질과 조직의 운영이 뛰어난 효과를 가져올 수 있는 것으로 분석되어, 중소건설업체에 품질전담부서를 조직하여 품질개선과 함께 경쟁력 우위를 점해야 할 것으로 사료되어 실시하였다.