• 기술사
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• 제33권1호
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• pp.12-28
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• 2000

This paper presents several important status and strategic rotes for APEC Engineer Framework. Every technologies and engineering services are opened to the world and freely competed under WTO system after 1995. Most developed economics have been organized and coordinated each other within the common economic zone, such as EU, NAFTA for the mutual recognition agreement for professional engineers . Asia Pacific Economic Cooperation Engineers ( APEC Engineers) has been organizing to proceed the mutual recognition agreement for professional engineers among the Asia and Pacific economic including Korea from 1996. Therefore, Korean government and civil organization, such as KPEA must monitor and investigate the activities and managements of APEC Engineers.

• 품질경영학회지
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• 제49권2호
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• pp.183-200
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• 2021

Purpose: This study is to investigate the effects of job instability and job stress on the turnover intention of sports facility workers in the COVID-19 situation, considering the moderating effects of perceived organizational support. Methods: This study surveyed service workers working at public sports facilities in Seoul, Gyeonggi Province and North Chungcheong Province, South Korea. The multi-regression and hierarchical regression analysis were employed to analyze the collected data. Results: The results indicate that all of the factors constituting job instability (organizational, job, and personal factors) had a significant influence on the factors constituting job stress (job characteristic, roll-related, and human relationship factors), except for only the relationship between organizational factor and rol-related factor. Job characteristic and roll-related factors constituting job stress significantly affected turnover intention of sports facility workers. Also, it was found that the perceived organizational support moderated the relationship between job characteristic factors of job stress and turnover intention. Conclusion: Although the COVID-19 created an environment with very high job instability, the negative impacts of job instability and job stress can be minimized through consideration and support for service workers of the organization, reducing turnover intention.

• 건축역사연구
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• 제3권2호
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• pp.29-46
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• 1994

The KAMYOUNG is the supreme local government office in CHOSEON dynasty. This study aims to propose the new methodology on research of local government office's prototype in CHOSEON dynasty. Especially this study is the zoning plan of the KAMYOUNG in the late CHOSEON dynasty, It is meant to present the first trial that pursue to total frame of local government in CHOSEON dynasty through the new methodology. The 18th century is the transitional era when the system of norm was deconstructed. The institution and organization of the supreme lacal government office(KAMYOUNG) was united nationwidely and at the same time its deconstruction was carried out in the 18th century. The domain of the governer has fixed in the 18th century, though the scale of 街e KAMYOUNG was enlarged. These domain expressed a strong symbolization according to hierarchy in exterior appearance of the traditional architecture. With the entire execution of a local government coming soon, the concerns about the localization have been increased rapidly. Under this time situation, as the discussion centered on the creation or change of the local self-governing community, so the concerns regarding the traditional aspects of a local government office have been increasing. Hower, without the recognition of this history, as the research of these existing historical materials has been progressed, so the misunderstanding is still left. Especially, because the government office of CHOSEON is a Confucian nation thinking much of a hierarchy based on Yae - Jae, the hierarchy of this architecture has a deep correlation with the organization of an office. The method of this study is like following: Firstly, prescribed characteristic of KAMYOUNG tough syudys of hierarchy in a local government system, human and material composition. secondly, as the changing progress of KAMYOUNG is compared and analyzed with organization of an office in the center. So characteristics of KAMYOUNG are abstracted. And finally, from this, the interpretation methodology of KAMYOUNG is revealed, with a deep correlation between specific characters of organization and architectural structurals. And also, with these methodologies, the interpretation method of the local government office and normative frame in CHOSEON dynasty are suggested.

• Asian-Australasian Journal of Animal Sciences
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• 제26권10호
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• pp.1490-1495
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• 2013

Texture and 'tenderness' in particular, is an important sensory characteristic for consumers' satisfaction of beef. Objective and detailed sensory measurements of beef texture have been needed for the evaluation and management of beef quality. This study aimed to apply the sensory scales defined in ISO11036:1994 to evaluate the texture of beef. Longissimus and Semitendinosus muscles of three Holstein steers cooked to end-point temperatures of $60^{\circ}C$ and $72^{\circ}C$ were subjected to sensory analyses by a sensory panel with expertise regarding the ISO11036 scales. For the sensory analysis, standard scales of 'chewiness' (9-points) and 'hardness' (7-points) were presented to the sensory panel with reference materials defined in ISO11036. As a result, both 'chewiness' and 'hardness' assessed according to the ISO11036 scales increased by increasing the cooking end-point temperature, and were different between Longissimus and Semitendinosus muscles. The sensory results were in good agreement with instrumental texture measurements. However, both texture ratings in this study were in a narrower range than the full ISO scales. For beef texture, ISO11036 scales for 'chewiness' and 'hardness' are useful for basic studies, but some alterations are needed for practical evaluation of muscle foods.

• 한국전자거래학회지
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• 제16권4호
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• pp.97-108
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• 2011

소규모 IT 서비스 기업은 대기업에 비하여 상대적으로 한정된 자원과 인력으로 기업 활동을 수행하고 있으며, 실제 가치를 창출하는 방법에 따라 다양하게 분류될 수 있다. 그러나 현재까지의 정보보호에 관한 연구는 기업규모 및 비즈니스 특성을 고려하지 않은 일반적인 정보보호 대책수립 과정을 진행하여 왔다. 따라서 본 연구에서는 보안대책 수립에 기초가 되는 핵심 정보자산식별 과정을 소규모라는 기업규모와 IT 서비스라는 비즈니스 특성을 고려하여 추출 분류하였다. 세부적으로 정성적 관찰 작업을 통하여 비즈니스 서비스 시나리오 설계에 따른 핵심 정보자산을 식별하고, 통계적 방법을 통하여 식별된 핵심 정보자산에 대한 검증작업을 수행하였다. 향후 본 연구는 소규모 IT 서비스 기업을 위한 특화된 정보보호 대책 개발과정에서 기초자료로 활용될 수 있을 것으로 예상된다.

• 한국실내디자인학회논문집
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• 제23권4호
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• pp.257-266
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• 2014

This study has been performed to come up with any rational way for responding to the functions of fire-fighting spaces newly required by the changing social paradigms and to seek for the approach to designing fire-fighting spaces by taking into account the psychological and behavioral factors of fire-fighters who are exposed stress of operations. In particular, it is to satisfy any physical and functional requirements as special working-spaces and to reflect the psychological and behavioral approach to the workers who are forced to be at standby for a long time, which is the characteristic of their operation, to designing. Accordingly, for fundamental appreciation of whether or not such space programs as space organization needed for operational function are being practiced actively, the fire-fighting headquarters of Incheon City has been selected for the research. First, in the process of assessing the trend of organizing the space at safety centers for the recent 20 years, those built more than 20 years ago were left out from the space selection for the research. Second, those with less than 20 operators also were excluded. Third, among those completed in the same year, only one was selected, which was to avoid overlapping, with the consideration its regional representative nature for applying the safety centers in the jurisdiction of the headquarters equally. The study was performed through the visits to and the actual inspections by surveys at the selected 119 Safety Centers as well as the reviews of literature based on case studies. And for the assessment of significance, surveys and analysis of reliability and factors were carried out. The actual users of Safety Centers were picked as objects for the assessment of significance of space factors at 119 Safety Centers, which revealed that there are five types of dimensions for factor-analyzing standard with which users estimate any significance, which are "Area of Mobilization Preparation and Return" "Area of Standby" "Area of Working Activities" "Area of Employ Welfare" and "Area of Support".

• 산업융합연구
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• 제13권4호
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• pp.11-28
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• 2015

A company have to grow constantly. If a company does not grow and stagnant, it will be finally out of the market. The contemporary companies fully make use of M&A to search for new growth engines. The reason of companies using M&A as a important tool of a business strategy is the fastest way to achieve technology power, market power, competitiveness. The form of M&A was that leading companies take over smaller companies or merger and acquisition between small companies in the middle of 2000. But now, Mega mergers between industry leading companies often occur and especially domestic of course M&A of foreign companies occurs actively. These days the boom of stock market and the big companies are pouring on sale by restructuring, privatization and the basis of low interest will make the M&A market continuously. In this study, I suggest a solution of actual human resources management by analyzing proven M&A cases and search for various problems of a gap in the leadership and communication in connection with integration of organization culture after M&A. First of all, I arrange the theoretical concept of the subject and analyze the key factors of the success M&A cases, lastly I suggested a HR strategy after M&A. After M&A, HR strategy is ; First, a company have to build a organization culture which is that merger company accommodate a excellent organizational characteristic of predecessor company with consideration of culture difference. Second, M&A must proceed to remove of anxiety about the future and employment stability by excellent leaderships. Third, organization integration after M&A is influenced by the level of integration for that reason it was verified that M&A have to make progress by communication of each 2 organizations.

• 수산경영론집
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• 제40권3호
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• pp.107-125
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• 2009

Research on culture has been widespread across social science researches. But there has not been any cultural research in the fisheries industry. This study tried to identify whether the culture of the fishery organization had a convergent or divergent characteristic. To do so, fishery distributors and wholesalers, who affiliated with their professional associations or wholesale seafood markets, were surveyed across supplying and consuming areas(Busan and Seoul). If fishery organizations have always been culture-bound, rather than culture free, then their members show the divergent characteristic of culture. Despite a similarity in tasks, size and market segments, if this fact is proved, fishery distributors and wholesalers in different areas will differ in many of their managerial practices such as marketing policies, communication patterns, motivation techniques, etc. And it is expected that national and industrial cultures are major determinants of their behaviors. Depending on the results of this study, fishery distributors and wholesalers had a divergent characteristic. So, it was concluded that fishery distributors and wholesalers of wholesale seafood markets in supplying area were different from those in consuming area. It was found that this difference was attributed to individualism/collectivism and masculinity/femininity dimensions. In individualism/collectivism dimension, fishery distributors and wholesalers of consuming area were stronger than those of supplying area. That is, fishery distributors and wholesalers of consuming area were more collective than those of supplying area. But in masculinity/femininity dimension, fishery distributors and wholesalers of supplying area were stronger than those of consuming area. And the divergent characteristic was moderated by demographic variables (gender, age, education level, career). Especially, masculinity/femininity dimension was more moderated by demographic variables than individualism/ collectivism dimension.

• 산업경영시스템학회지
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• 제4권5호
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• pp.15-26
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• 1981

While one characteristic of modern enterprises is that their forms are mostly stock company type profit organization the other characteristic is that such modern enterprises have mostly been managing under separation between capital and management. The term "Separation of ownership and Management" means that a company is controlled and managed not by its financier or investor but by the professional manager equipped with scientific management skill and knowledge. Nowadays, separation between capital and management could be adopted by advent of professional managers, and the enterprises are managed not exclusively by the interested group of stockholders but by the professional managers Professional managers can manage their enterprises in such a way as to guarantee to achieve sociality and public interests required in the modern enterprises. The purpose of this study is to formalize management ideology of enterprises in Daegu Area by means of comparative study on the degree of separation of ownership and management among enterprises in the United States, Japan and Daegu Area, thus to advise enterprising men of management idea-logy formalized. Findings from the comparative study are as follows 1. There are differences in staffing and financing between enterprises of the United States and those of Japan and Daegu Area. 2. Degree of Separation of ownership and management in Japan and Daegu Area is much less than that of the United States, and 3. The degree of separation of ownership and management is higher in open enterprises in Daegu Area. Accordingly. enterprises in Daegu Area should adopt up-to-data management theory and techniques in order to be developed themselves, and furthermore, to contribute to both the nation and the local community in economic development. In modern industrial society, the scale enterprise organization is growing very rapidly and the managerial circumstances are very much complicate and variable , thus the demand for the competent managers equipped with management knowledge and ability are high. The necessity of systematic and efficient managerial training is social demand needed urgently in modern industrial society. Therefore, it is necessary for the enterprising men in Daegu Area to establish cooperation system between university and industry in which they can participate voluntarily.luntarily.

• 한국콘텐츠학회논문지
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• 제12권1호
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• pp.400-408
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• 2012

일부지역 치과위생사를 대상으로 일반적 특성 및 근무특성, 직무스트레스, 사회심리 스트레스와의 관련성을 파악하기 위해 치과위생사 219명을 대상으로 최종분석결과 치과위생사의 직무스트레스 총점은 $47.41{\pm}7.46$이었고, 사회심리적 스트레스의 총점은 $23.05{\pm}7.49$이었다. 연령이 낮을수록 직위가 낮을수록 미혼일수록 물리환경, 직무자율성, 부상부적절에 대한 직무스트레스가 높았고, 수입, 학력이 낮을수록 직무경력기간이 짧을수록 직무자율에 대한 스트레스가 높게 나타났다. 일평균근무시간이 길수록 물리환경, 직무요구에 대한 스트레스가 높았다. 물리환경, 직무요구, 직무자율성, 직무불안정, 보상부적절, 직장문화에 대한 직무스트레스가 높을수록 사회심리 스트레스가 높아지는 양의 상관관계를 가졌다. 직무불안정, 조직체계, 보상부적절, 직급이 높을수록 물리환경 스트레스가 많을수록 사회심리 스트레스에 영향을 미치는 것으로 나타났다.