• 동아시아경상학회지
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• 제5권2호
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• pp.1-11
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• 2017

This study attempts to verify effects of CEO' supports, compensation and educational training and those of individual annual salaries and company's sales on promotion of knowledge management expected to contribute to enhancing construction industry's competitiveness, from the perspective of person-organization fit. For the analysis, a total of 368 effective questionnaires were used to conduct independent sample t-test, regression analysis and hierarchical moderated regression analysis. The findings show that individual annual salaries have a positive relationship with company's performance and company's sales also have positive relationships with both knowledge management activities and company performance, and CEO's supports, compensation and educational training are important factors that can improve knowledge management activities. In addition, the principle that the rich get richer and the poor get poorer is also operated in construction industry, as in other industries. Therefore, members in a company should conduct optimal strategies to enhance the knowledge management activities through selection and concentration, while governmental agencies require the establishment of IT system for it and supports for related cost and consulting of it.

• 한국콘텐츠학회논문지
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• 제17권10호
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• pp.360-375
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• 2017

공공기관이 제공하는 서비스 질에 대한 사람들의 요구 수준이 높아지면서, 공공서비스의 질을 향상시키기 위한 내부 구성원의 만족도 향상에 관심이 높아지고 있다. 이러한 맥락에서 본 연구는 공공기관 구성원들의 직무만족과 인지된 직무성과에 영향을 미치는 선행요인을 확인하는데 목표를 두고 있다. 선행요인으로서 공공봉사동기, 직무자율성, 인사제도의 적합성을 제시하였고, 각각의 효과를 확인하기 위하여 창원시 보건소 직원들을 대상으로 설문조사를 실시하고 회귀분석을 통해 분석을 실시하였다. 그 결과 독립변수인 공공봉사동기, 직무자율성, 인사제도의 적합성 모두 종속변수인 직무만족과 인지된 성과에 유의미한 영향을 미치는 것으로 나타났으며, 공공봉사동기와 직무자율성은 직무만족에, 인사제도의 적합성은 인지된 성과에 상대적으로 더 높은 영향력을 미치는 것으로 나타났다. 특히, 창원시 보건소 조직은 인위적인 조직통폐합을 통해 만들어진 조직으로서 위에서 밝혀진 결과는 향후 공공기관 조직 개편의 상황에서 조직의 안정적인 성과 창출을 위한 구성원 관리에 시사점을 제공하고 있다.

• 디지털융복합연구
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• 제19권12호
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• pp.79-89
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• 2021

본 연구는 정부의 조직성과와 목적달성을 제고하고자 공무원의 직무열의에 있어 개인-조직/직무적합성, 자기효능감이 어떤 영향을 미치는지 살펴보며, 자기효능감이 어떤 매개효과를 가지는 지 살펴보고자 하였다. 연구 대상과 방법으로는 경기도 3개의 시(P, U, Y시)의 공무원 248명을 대상으로 설문조사를 실시하였으며, 수집된 설문조사에 대해 구조방정식 분석을 활용하였다. 연구결과 공무원의 개인-조직적합성이 직무열의에 긍정적인 영향을 미치고 있었으며, 자기효능감은 개인 조직적합성과 직무열의에서 부분매개효과가 있는 것으로 나타났다. 개인 직무적합성의 경우에는 직무열의에 유의하지 않았으며, 자기효능감은 완전매개효과를 가지고 있었다. 이러한 연구 결과를 바탕으로 행정조직의 일선 공무원에 대한 직무열의를 제고하는 행정적·정책적 시사점을 제시하였다.

• 한국조리학회지
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• 제19권4호
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• pp.56-76
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• 2013

직원들의 긍정적인 조직행동을 이끌어야 하는 의무가 있는 호텔 산업에서 심리적 계약 모델을 확장시켜야 할 필요성이 제기되었다. 이 연구는 심리적 계약위반을 인지된 계약위반과 경험된 계약위반으로 나누어, 인지된 계약위반의 하위 개념들이 경험된 계약위반으로 전이되는지와 경험된 계약위반이 호텔직원의 조직행동에 영향을 미치는지를 구조모형방정식을 이용하여 규명하였다. 특 1급 호텔 근무자를 대상으로 하여, 178부의 설문이 최종 분석에 이용되었으며 데이터 분석을 위해 SPSS 19.0과 AMOS 4을 이용한 구조모형방정식을 통해 연구가설의 유의성을 측정하였다. 연구 결과로, 긍정적인 업무관계와 교육과 커리어 개발과 같은 관계지향적인 계약의 위반은 경험된 계약 위반에 정(+)의 영향을 미치는 것으로 나타났다. 반면, 임금과 복리후생과 같은 거래지향적 계약위반은 경험된 계약위반에 영향을 미치지 않는 것으로 나타났다. 또한, 높은 이직의도, 낮은 직무만족과 개인 조직 적합성을 포함한 조직행동은 경험된 계약위반에 의해 영향을 받았다. 결과적으로, 인지된 계약위반은 부분적으로 경험된 계약위반으로 전이되며 호텔 관리자는 계약항목을 명료화 하고 부합되지 못한 계약 등에 대하여 대응할 준비를 할 필요가 있다.

• 유통과학연구
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• 제12권6호
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• pp.41-48
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• 2014

Purpose - This study aims to investigate a solution to reduce the negative reactions arising from the performance of duties or the job distress of workers in the service industry, because human resource statistics regarding workers in the service sector have been unreported, while concerns regarding exposure to emotional exertion and poor working conditions have been continuously increasing. Research design, data, and methodology - This study specifically focused on workers in highway service areas. It differs from previous studies because it involves the perspective of the person-organization fit and regards workers' cognition of leaders through the psychological distance toward the leader and the contact frequency between workers and leaders within the framework of the leader-individual fit. Moreover, this study highlights the role of the self-leadership of workers as an important factor that becomes manifested in the individual-level fit to the organization. Hence, this study investigates whether the positive role of the above factors, in turn, could reduce job distress. Workers from highway service areas in Gyeonggi-do province provided data; 141 valid questionnaires are collected. SPSS 19.0 and AMOS 19.0 were used to test the reliability and validity of constructs. Simple regression, multiple regression, and 3 step mediation tests were used to test the hypotheses after the correlation tests. Results - Results indicated that leader-member contact frequency and psychological distance have negative effects on job distress but positive effects on self-leadership. A mediation test revealed that self-leadership, in the relationships between contact frequency and job distress and between psychological distance and job distress, resulted in partial mediation and full mediation, respectively. Conclusions - The result can be understood through two different possible explanations. First, service area workers generally possess a positive perspective toward their leaders. This can be interpreted to mean that increased contact frequency and psychological distance would be considered as supports from the leader, rather than intrusive controls or management schemes. Therefore, the management in highway service areas should invest efforts in increasing contact frequency as well as maximizing psychological similarities by adopting the viewpoints of workers in terms of moral and ethical management, to reduce the workers' job distress. The results relating to self-leadership also indicate that increased contact frequency must be accompanied by intentions for the effective promotion of workers' self-leadership. It also signifies the necessity of a strategic approach by leaders to induce workers to perceive "in-group"ness as suggested both by the similarity-attraction theory and by the social identity theory. In addition, the results of the mediation test of self-leadership indicate that because workers' self-leadership activates upon increased contact frequency by the leader, it should not be a means of control and should not be utilized only from the perspective of management. It is also suggested that strategies such as transfer of authority could have a positive effect in promoting the expansion of self-influence from workers.

• 한국전문물리치료학회지
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• 제27권3호
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• pp.212-219
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• 2020

Background: Although the original version of the health-related quality of life (HRQOL) questionnaires are found to be acceptable, the cross-culturally adapted versions may not be comparable to their original version. Objects: To examine dimensionality and construct validity of two Korean versions of the brief version of the World Health Organization Quality of Life (WHOQOL-BREF) and EuroQOL-5 dimension (EQ-5D) questionnaires. Methods: A total of 77 cancer survivors undergoing palliative rehabilitation programs from two rehabilitation institutes was recruited from April 16, 2018 to June 26, 2019. The WHOQOL-BREF and the EQ-5D were filled out by the various cancer survivors following a particular session of rehabilitation programs. The scores were analyzed with Winsteps Rasch analysis computer program using the rating scale model. Rasch fit statistics were used to determine the dimensionality and the item difficulty calibrations of WHOQOL-BREF and EQ-5D. Results: All items except two, negative feeling, need treatment function and pain prevent activity (mean square [MnSq] = 2.42, 1.82 and 2.51, respectively), were found to be acceptable, while two items of the EQ-5D, anxiety/depression and self-care, were misfit (infit MnSq = 1.65 and 0.38, respectively). Item difficulty calibrations of WHOQOL-BREF match person ability measures (i.e., HRQOL) fairly well. However, the person ability distribution showed obvious ceiling effects for EQ-5D. All items of EQ-5D were appeared to be less challenged in comparison with those of WHOQOL-BREF. Conclusion: Item-level analysis using the Rasch model supports the quality of culturally adapted items used to measure the HRQOL one exception; that is, whether or not to include misfit items as part of the HRQOL measurements. Additionally, cancer survivors undergoing palliative rehabilitation programs appear to have more of a tendency to view the EQ-5D items as being more challenging than the WHOQOL-BREF.

• 한국전문물리치료학회지
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• 제30권2호
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• pp.120-127
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• 2023

Background: In general, measurement qualities of cross-culturally adapted quality of life (QOL) measures are altered in many aspects, although versions of them are well-validated measures. The latent trait and measurement qualities of the QOL measures for cancer-related samples should be considered when developing cross-culturally adapted measures. Objects: To investigate the latent trait of the translated into Korean World Health Organization Quality of Life-BREF (WHOQOL-BREF) administered to different cancer survivors who had palliative rehabilitation care service (PRCS). Methods: A cross-sectional study with 139 cancer survivors who had an experience of cancer survivorship with PRCS were conducted with a two-step analytic procedure including exploratory factor analysis (EFA) to confirm the latent trait and Rasch rating scale modeling to investigate the measurement qualities of the cross-culturally adapted WHOQOL-BREF measure. Results: While the original WHOQOL-BREF measure constitutes a 4-latent trait, the EFA reveals that 24 items constitute six substantial factors. The item loadings are predominantly spread over factors 1 through 4 in a mixed manner of the latent traits, while the loadings of 'physical health' and 'environmental health' latent traits show similarity to what the original measure intended to assess. The latent trait of the cross-culturally adapted WHOQOL-BREF measure administered to different cancer survivors is likely to reveal more dimensions than the original WHOQOL-BREF measure. Person reliability (i.e., analogous to Cronbach's alpha) and separation are measured with 0.92 and 3.48, respectively. All items except the one item (medical treatment item) fit the Rasch rating model. Conclusion: Findings suggest that the latent trait and the measurement qualities of the cross-culturally adapted WHOQOL-BREF measure should be taken into consideration when applying versions of it to various populations.

• 한국병원경영학회지
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• 제12권4호
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• pp.96-118
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• 2007

This study were tried to suggest basic materials for making education and training plan, and members of organization were researched about thinking of education and training effectiveness and perceptible level. The subjects of this study were 762 hospital employee selected from ten of university hospitals in Seoul, Incheon, and Kyung Gi which are doing an education and training, and conducted a self-completion questionnaire. As a result of study and plan for raising the effectiveness were indicated following statements. Firstly, according to the general specific, training effectiveness was appeared similar. So, it requires suitable alternatives to make educational programs. Secondly, according to analysis of education and training necessity, achieving a goal for education and training have difference. it needs to be scientific analysis about necessity of education and training. Thirdly, when contents of education and training program are satisfied to educatee and fit for them, thinking of education and training effectiveness is higher. Therefore, establishing the goal of education training is concrete, realistic, and measurable for increasing learning motivation. Next to, thinking of education and training effectiveness is higher, when education and training person in charge taught to educatee very well, and they were satisfied about teaching. Consequently, they who nourishment of education and training person in charge within company have to improve their ability. And then, when educatee fit for teaching technique and satisfied about it, thinking of education and training effectiveness is higher. So, education and training were tried to find many of technique for fitting the desire of educatee. Sixth, the more education and training environment is satisfactory, the more educatee have high thinking of education and training effectiveness. CEO in hospitals have to think about many-sided solution for employee. Seventh, the more education and training have correct achieving organizational goal, the more educatee have high thinking of education and training effectiveness. Accordingly, hospital management should make up for education and training system. Then, thinking of education and training effectiveness is higher, when education and training measure an effect, and reflect to personnel management and assessment of an employee's performance. It should be the feedback for using information which is planning education and training. In conclusion, when result of measurement of education and training reflect to make a education and training plan, thinking of education and training effectiveness is higher, and result of measurement of education and training should reflect to make a education and training plan.

• 벤처창업연구
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• 제9권5호
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• pp.205-219
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• 2014

'국가균형발전'이라는 정부정책에 따라 지방이전을 해야 하는 공공기관 종사자들은 가족의 생활터전이 바뀌거나 단신 부임으로 가족과 떨어져 별거생활을 해야 하는 등 새로운 근무환경과 생활환경에 적응해야 하는 상황이다. 이러한 조직변화에 대한 이전기관 종사자들의 인식을 개인-조직 적합성(P-O fit)이론에 적용하여 파악하고, 긍정적 인식 또는 부정적 인식에 따라 직무태도인 조직몰입과 이직의도에 어떠한 영향을 미치는지 알아보고자 하였다. 또한 공직자들 고유의 내재적 동기인 공공봉사동기가 조직변화에 대한 인식과 직무태도간의 관계에서 긍정적인 매개효과가 있을 것으로 예상되는 바, 전력공기업의 지방이전 대상자들을 중심으로 실증분석을 통해 이를 확인하였다. 본 연구는 조직변화에 대한 인식은 조직몰입과는 직접적인 관계가 없으나, 이직의도와 공공봉사동기에는 직접적인 영향을 미치는 원인으로 작용한다는 점과 공공봉사 동기는 조직몰입과는 정(+)의 관계를 형성하고 있으나, 이직의도에는 영향을 주지 못한다는 점, 그리고, 조직몰입은 이직의도와 부(-)적인 관계를 형성하고 있다는 점을 입증하였다. 또한, 공공봉사 동기는 조직변화에 대한 인식과 조직몰입 및 이직의도에 모두 유의한 영향을 미치는 매개효과를 나타낸다는 점과, 조직몰입 또한 공공봉사동기와 이직의도 간에 매개효과가 존재한다는 점을 실증적으로 규명하였다.

• 한국조리학회지
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• 제18권3호
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• pp.32-45
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• 2012

본 연구에서는 특급 호텔 조리사의 스트레스 대처 전략이 반생산적 행동 및 이직의도에 미치는 영향력을 고찰하였다. 총 345의 표본을 가지고, 2개의 가설을 AMOS 프로그램을 이용한 구조방정식 모형을 통하여 검증하였다. 최종 모형의 적합도 지수는 ${\chi}^2$=736.474 (p<.001), df=233, CMIN/DF=3.161, GFI=.853, NFI=.901, CFI=.930, RMSEA=.079로 조사되었다. 가설 $1^a$는 특급 호텔 조리사의 스트레스 대처 전략이 동료에 대한 반생산적 행동에 유의한 영향을 준다고 설정하였으며, 검증결과 회피 대처(${\beta}$=.325), 감정 대처(${\beta}$=.261), 직무대처(${\beta}$=-.203)가 동료에 대한 반생산적 행동에 유의한 영향을 주는 것으로 나타나 채택되었다. 가설 $1^b$는 조리사의 스트레스 대처 전략이 조직에 대한 반생산적 행동에 유의한 영향을 준다고 설정하였는데, 직무 대처(${\beta}$=-.307), 회피 대처(${\beta}$=.262), 감정 대처(${\beta}$=.146) 등의 조직에 대한 반생산적 행동에 유의한 영향을 주는 것으로 조사되어 역시 채택되었다. 가설 2는 조리사의 반생산적 행동이 이직의도에 유의한 영향을 준다고 설정하였는데, 반생산적 행동 중 동료에 대한 반생산적 행동(${\beta}$=.431)은 이직의도 유의한 영향을 주었으나, 조직에 대한 반생산적 행동(${\beta}$=.101)은 유의한 영향을 주지 않는 것으로 나타나 부분 채택되었다.