• 한국정보시스템학회지:정보시스템연구
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• 제29권3호
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• pp.179-195
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• 2020

Purpose & Design/methodology/approach Amidst the COVID-19 spread, interest in telework has been increasing as a way to respond to environmental changes and improve organizational performance. In this study, causal loop diagram, thinking process, and four principles of TRIZ were used to find various ways to achieve work-life balance for workers and firms in teleworking environment. Findings The result of the causal loop diagram shows that keeping work-life balance is needed to provide free extra time for workers and achieve the firm's performance through efficient coordination between departments in teleworking environment. Using thinking process of TOC, we proposed a evaporating cloud for work-life balance and reviewed assumptions and premises to maintain extra free time for workers and achieve firm's performance paradoxically, and suggested solutions through the breakdown of the assumptions and premises. Resolving the contradiction(RC) by spatial separation is to divide working spaces into home, smart center, and mobile work types, to find both ways to achieve the organizational performance, and to provide extra time for workers. RC by temporal separation is to divide working time into various unit time, and to find ways to achieve organizational performance through doing work at office or home periodically or shiftly according to a predetermined schedule and time setting. RC by situational separation is to give options of flexible methods of performing work according to the conditions of the company or the worker. RC by separation between part and a whole is to find ways to organize and do the work so that the entire work can be completed efficiently even if each work is performed separately in teleworking way. This study is meaningful in that it provides basic thinking framework for achieving work-life balance in teleworking environment and proposes ways to resolve conflict from various perspectives, but it is limited in that it has not been tested empirically.

• 지식경영연구
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• 제16권1호
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• pp.95-115
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• 2015

This paper attempts to delineate and analyze the relationship between organizational search activities and organizational ambidexterity. A growing number of studies confirm that organizational ambidexterity is important for firm survival and long-term prosperity. However, research on how to achieve ambidexterity is still limited. To date, structural separation, contextul ambidexterity, and top management team attributes are proposed and examined as major antecedents of organizational ambidexterity. In this paper, I argue that orgnizational search may influence ambidexterity through its effect on exxploratory innovation and exploitative innovation. Since little study has been paid to uncover the relationship between knowledge search and ambidexterity, I develop theoretical arguments and propose some propositions rather than examine hypotheses. The propositions developed in the study are as follows; P1: The breadth of internal search is positively associated with exploratory innovation; P2: The breadth of external search has a reverse U-shaped relationship with exploratory innovation; P3: The depth of internal search is positively associated with exploitative innovation; P4: The depth of external search has a reverse U-shaped relationship with exploitative innovation; P5: The interaction between internal search breadth and internal search depth is positively associated with organizational ambidexterity; P6: The interaction between external search breadth and external search depth is positively associated with organizational ambidexterity. Based on the above propositions, I suggest some considerations for empirical research and propose avenues for future research.

• 동서간호학연구지
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• 제13권1호
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• pp.22-30
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• 2007

Purpose: This study was to analyze the differences of job satisfaction, organizational commitment, nursing organization culture and intention of separation between national/public and private hospital nurses and thereby, provide for some basic data useful to effective management of nursing human resources and improve the organizational performances. Method: The researcher sampled 464 clinical nurses working for 4 national/public hospitals and the same number of private hospitals in Seoul and Gyeonggi Province. The data collected from the questionnaire survey were statistically processed using the SPSS PC 12.0 program for $X^2$-test, T-test and ANCOVA. Result: 1) There was found no significant difference of job satisfaction scores between national/public hospitals and private hospitals. 2) National/public hospital nurses scored significantly higher than private hospital nurses on the organizational commitment scale. 3) There was no significant difference of nursing organization culture scores between national/public hospitals and private hospitals. 4) In the area of job experience, national/public hospital nurses scored lower than private hospital nurses, but such a difference was not significant. Conclusion: Difference between two groups was significant only in the area of organizational commitment. In terms of sub-areas, the difference between two groups was significant in professionalism conducive to job satisfaction.

• 한국도서관정보학회지
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• 제39권2호
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• pp.227-247
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• 2008

한국의 경우 대학 내 도서관과 전자계산소 등의 조직통합의 발전방향은 미국의 선례에 자극을 받아 그 통합이 추진되는 경향을 보여 왔다. 1990년대 중반 이 후 일부 대학들이 도서관과 전자계산소를 통합하였으며 점차 확대되어나갈 것으로 추측된다. 그러나 최근 미국의 추세를 보면 과거 도서관과 전자계산소가 통합되어 운영되고 있던 대학도서관들이 통합 이전으로 다시 분리되고 있는 현상이 일어나고 있다. 이에 본 연구에서는 2006년 통합이전으로 분리된 미국의 명문사학인 사례대학의 도서관을 대상으로 그들이 경험한 도서관과 전자계산소의 통합운영에 대한 부분을 조직통합의 목적과 배경, CIO의 역할과 리더쉽, 자원에 대한 갈등의 세 가지 측면에서 조사하여 분석하고자 하였다.

• 한국컴퓨터정보학회논문지
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• 제15권1호
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• pp.167-175
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• 2010

임무분리(Separation of Duty: 이하 SoD)는 위임(delegation)과 더불어 접근제어 분야에서 중요한 보안 정책 중의 하나이다. 기존의 역할 기반 접근제어 모델을 기반으로 한 과거 임무분리모델은 역할기반 접근제어 모델의 여러 제한적인 구성 요소(역할계층, 역할계승 등)에 의해 조직 내에서 관리하는 정보의 무결성 침해 가능성에 대한 최소화를 충분히 해결하지 못하고 있다. 본 논문에서는 관리적 역할기반 접근제어 모델인 OS-RBAC 모델과 임무분리 정책을 통합한 조직 구조 기반의 임무분리 관리모델(OS-SoDAM)을 제시한다. OS-SoDAM은 분산 기업 환경의 관리 행위의 범위 기준을 역할 계층과는 구별된 조직 구조로 정의하고 있어 역할계층 및 역할계승에 제한적인 임무분리의 한계를 극복하고 자유롭게 임무분리 정책을 접근제어 모델에 적용할 수 있는 유연성을 제공한다.

• 한국통신학회논문지
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• 제38C권1호
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• pp.78-88
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• 2013

국내에서는 규제에 의해 관로, 전주 및 케이블 등 필수설비를 경쟁사업자에게 제공해주고 있는 유선 기존사업자의 도매사업 부서와 가입자 모집 및 유지 등 소매활동을 담당하는 부서 사이의 독립성을 보장할 수 있는 제도적 장치가 아직까지 마련되어 있지 않고 있다. 이에 의무제공사업자의 도매부서는 소매사업부와 연계하여 경쟁사업자의 설비제공 요청을 의도적으로 방해할 유인이 존재하며, 궁극적으로 의무설비제공 대상설비에 대한 액세스 동등성이 확보되지 못하게 되어 국내의 설비제공 활성화를 저해하는 근본적인 요인으로 작용할 우려가 있다. 따라서 본 논문은 주요국의 액세스망 분리 사례를 분석하고, 설비제공 활성화를 위한 장기적 방안을 제안하고자 한다.

• 디지털산업정보학회논문지
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• 제18권2호
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• pp.111-125
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• 2022

The general view of the division of affiliates of many large corporations is a reorganization of the governance structure, and the smooth division of affiliates is often well wrapped up in a beautiful breakup. However, the parties to the breakup are not only the owners of the company, but all employees as well. Separation of the owner family can be done with joy and good feelings, because they are separated according to the will of the owner family, and each becomes the owner of the company. As Commitment decreases and turnover behavior appears, it is necessary to take a strategic approach to members, along with consideration. This study looked into the recent separation of LG Group's affiliates based on this point of view. To this end, we focused on the case of LX Hausys of LX Group, which was separated from LG Group. To this end, through a meeting with the person in charge of LX Hausys, the company's response to the division was investigated, and FGI was conducted for retired and current members. As a result, it was confirmed through the person in charge that no appropriate measures were taken due to the separation of the company. Through FGI with the retirees and incumbents, the psychological resistance of the members and the decrease in organizational commitment and the increase in turnover intention was confirm.

• Nuclear Engineering and Technology
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• 제44권6호
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• pp.653-662
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• 2012

We evaluate the technical and organizational aspects of the severe accident management guideline (SAMG), focusing on the decision-making process in the technical support center (TSC). From the technical aspects, we conclude that the present SAMG is a good tool that can assist the TSC in efficiently managing probable severe accidents. However, we suggest that the clear separation of the emergency operating procedure (EOP) and SAMG, which shifts plant control from the main control room (MCR) to the TSC, might not be an effective framework from an organizational perspective. Studies on organizational behavior demonstrate that a group decision made under a risky situation might be polarized in either a risky or cautious way. We recognize that we cannot be free from the polarization effect since the current SAMG recommends that the TSC evaluate the advantages and disadvantages of strategies to be implemented and choose the best one based on a group decision process. Illustrative examples of accident management under risky conditions are recapitulated from previous studies of the authors and we propose that the SAMG should be more proceduralized to remove this polarization from the decision-making process.

• 한국실내디자인학회논문집
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• 제41호
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• pp.96-103
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• 2003

The historical separation between organization studies and architecture area created a design environment in which wort processes are evaluated separately from setting where they occur. The impact of separation has been parallel yet disconnected development in th two disciplines in which the advance in one arena have not precipitated advances in the other. This is the unfortunate loss as each discipline has the potential to contribute directly to the other. With the emergence of new economy the opportunity to realign the tow disciplines is once again presented as new ways of working have enhanced this opportunity. It is important to revisit the historical development of the tow disciplines and to discuss how the misalignment of their respective concerns contributed to the establishment of our current situation. What happened to create an environment in which organizations assume that one of their largest capital expenditures the cost of providing work spaces for employees is unrelated to their work process\ulcorner what recent developments offer opportunities to rectify this dilemma\ulcorner In this study it is presented a historical review of organization studies and architecture. Through examination of these areas across time it becomes quite apparent that it is now appropriate to pose new questions about organization and their architecture. The comparison of two parallel developments explains how the current design environment is separated from organization studies and offers compelling evidence for why it is important to revisit this separation in light of contemporary theories on collaborative work, organizational learning and communities of practice.

• 대순사상논총
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• 제40집
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• pp.77-114
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• 2022

이 연구의 목적은 대한민국헌법에 구현된 법체계의 기본원리를 기준으로 『도헌』의 사상적 배경과 법률적 구성, 그리고 제도적 장치의 권력분립에 대해 분석하는 것이다. 『도헌』의 사상적 배경은 대순진리이다. 대순진리에는 선천의 상극적인 신의 의지로 인해 상극적인 자연법, 상극적인 자연 상태, 상극적인 인간으로 이루어진 진멸할 위기의 세상을 상제가 상생의 자연법, 상생의 자연 상태, 상생의 인간으로 개벽하는 우주 자연의 질서에 대한 패러다임의 전환이 설명되어 있다. 패러다임의 전환 시기 상제는 인간에게 상생적 인간이 되도록 신의 의지를 밝혔다. 따라서 『도헌』은 인간에게 부여된 상제의 의지를 도인의 사명으로 받아들여 실행하기 위한 '도인의 권리와 의무'에 기초한 근본규범이다. 『도헌』의 법률적 구성은 본문, 부록으로 되어 있고, 본문은 총칙, 도인의 권리와 의무, 연원, 제도적 장치로 구성되어 있다. 제도적 장치에는 중앙본부의 체계, 중앙종의회, 포정원, 정원, 종무원, 사업, 재정, 감사원, 도헌 개정 등으로 구성되어 있다. 『도헌』의 법률적 구성은 헌법의 법률 구성과 유사하다. 차이점은 헌법이 '최대권리 최소의 무의 원칙'이 적용된 데 반해 『도헌』에는 도인의 사명 완수를 위해 권리보다 의무가 더 많이 규정되어 있다. 『도헌』의 제도적 장치에는 권력분립의 원리가 적용되어 있다. 『도헌』상 중앙본부의 조직 형태는 도전의 별세 이전과 이후로 나누어서 살펴보았다. 도전의 별세 이전 중앙본부의 조직 형태는 입헌군주제와 유사하다. 『도헌』 상 도전의 별세 이후 중앙본부의 조직 형태는 의원내각제와 유사하다. 그리고 중앙본부의 기능 간 권력분립은 입법권(중앙종의회), 행정권(종무원), 사법권(감사원) 등 삼권분립의 원리이다. 중앙정부의 기능 내 권력분립은 첫째, 중앙종의회와 종무원 간에는 입법부 우위형(의회정부제), 둘째, 중앙종의회와 감사원 간에는 입법부 우위형(의회정부제), 셋째, 종무원과 감사원 간에는 사법부 우위형이다. 그리고 중앙본부와 방면 조직 간에는 수직적 권력분립의 원리가 작용하고 있다.