• Asian Journal of Innovation and Policy
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• 제11권3호
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• pp.363-396
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• 2022

This study focuses on the happiness of the generation MZ of innovative enterprises, which are evaluated as the driving force of economic growth at a time when the value of happiness is emerging. Happiness is related to the prosperity and performance of the organization. However, MZ generation office workers, who account for 45% of the economically active population, are considered unhappy at work. Therefore, this study attempted to explore the preceding factors (organizational factors, relationship and communication factors, and personal factors) of happiness for the generation MZ of innovative enterprises and to examine the effect of happiness on employee engagement. For the study, 300 usable responses were collected from generation MZ working in innovative enterprises through an online survey. Research hypotheses and research questions were verified using SPSS 26.0 and AMOS 23.0. As a result, it was confirmed that procedural justice among the organizational factors, rewarding co-worker/supervisor relationship among the relationship/communication factors, and personal factors (meaningfulness of work, personal accomplishment) positively affected the MZ generation's workplace happiness. In particular, the meaningfulness of work, which corresponds to personal factors, exerted the most significant influence. In addition, in the case of happiness at the workplace, there was a positive effect on employee engagement, which was stronger in organizational engagement than in job engagement. As a result of examining the structural relationship between variables used in the study, it was found that procedural justice, rewarding co-worker/supervisor relationships, the meaningfulness of work, and personal accomplishment positively affected employee engagement through happiness. Through research, the importance of happiness at the workplace was suggested by systematically reviewing the preceding variables of happiness at the workplace and grasping the positive effects of happiness. In addition, the management measure of generation MZ employees of innovative enterprises was discussed, the necessity of research on happiness at the workplace was emphasized, and follow-up studies were proposed.

• 한국건설관리학회논문집
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• 제24권6호
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• pp.3-11
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• 2023

건설산업의 높은 재해율을 줄이고자, VR 기반 건설안전교육의 도입이 장려되고 있다. 그러나 학습자의 특성을 고려하지 않은 교육방식으로 인해, 학습자의 개인특성에 맞는 효과적인 교육을 수행하지 못하는 한계가 있다. 본 연구에서는, VR 기반 건설안전교육에서 학습성과에 영향을 미치는 개인특성을 분석하는 것으로 목표로 하였고, 이를 위해 머신러닝과 SHAP 기법을 활용하였다. SHAP 분석 결과, 연령이 학습성과에 가장 많은 영향을 미치는 것으로 나타났고, 경력이 가장 작은 영향을 미치는 것으로 나타났다. 또한, 연령은 학습성과와 음(-)의 상관관계를 보이고 있어, VR 기반 건설안전교육의 도입은 낮은 연령에게 더 효과적일 수 있는 것으로 나타났다. 반면, 학력, 자격, 경력은 양(+)의 상관관계를 보였다. 학력이 낮은 학습자에게 더욱 이해하기 쉬운 컨텐츠를 제공함으로써, 학습성과를 향상시킬 필요가 있다. 또한, 자격과 경력이 낮은 학습자의 특성은 학습성과에 영향을 거의 미치지 않으므로, 그 이외의 학습자 특성에 집중함으로써, 학습자 맞춤형 교육 컨텐츠를 제공할 수 있을 것으로 기대된다. 본 연구를 통해, 여러 개인특성이 학습성과에 서로 다른 영향을 미칠 수 있음을 확인했고, 이러한 결과를 활용함으로써, 건설근로자의 개인특성을 고려한 효과적인 안전교육의 기회를 제공할 수 있을 것으로 기대된다.

• 동아시아식생활학회지
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• 제21권5호
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• pp.746-755
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• 2011

A survey on the status of sanitary education and recognition and perceived performance of cooking operations related to sanitation for cooks at nine deluxe hotels in the Seoul area was conducted. The frequency of a food sanitary training program inside the hotel was 94.0%, and the frequency of training was 'once a month' at 68.5%. The program was taught by a hygienist in the hotel (62.7%), and 64.2% of cooks always attended. Cooks' recognition of HACCP was 3.52, and the importance of education on HACCP was higher at 3.77. Cook's' level of sanitary management was satisfactory with an average of 3.83 out of 5 in a Likert scale. The results showed a high average (4.08) for importance of personal hygiene during cooking, but satisfaction of personal hygiene was rather low at 3.92. Cooks' recognition of food sanitation in work field was very high at 4.15. The average scale of recognition on personal hygiene was 4.36, and out of 10 items related to personal hygiene, 'maintaining hand hygiene' showed the highest recognition (4.43). In a performance scale, the average was 4.24, and 'performing annual health examination' was the highest at 4.38. Perceived recognition of 18 items related to food sanitation had an average of 4.41, whereas the average for performance was lower at 4.31. Perceived recognition of 12 items related to cooking equipments had an average of 4.39, and average scale of performance was 4.28. Therefore, cooks' high recognition of food sanitation but rather low recognition of satisfaction of personal hygiene and perceived performance indicated that systematic sanitation management monitoring tools are necessary for higher performance.

• 대한안전경영과학회지
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• 제5권4호
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• pp.195-208
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• 2003

All managers should consider both of job performance and job satisfaction as influential key results to be achieved by people at work. One without the other is simply insufficient to meet the high standards of today's workplace. Some workers achieve a sense of personal satisfaction from their jobs while others do not. the others achieve high levels of task performance while others do not. The test of a manager's skill in building value added jobs is to discover what work means to other people, and then to create work environments that help them achieve high levels of both performance and satisfaction. this study set out to investigate the job satisfaction of the employees at work station along with the needs resulting from exploding population of salary citizens. This paper aims to survey and analyze the job satisfaction of the workers and a potent influence factors of Job stress for organization management.

• Asian Journal for Public Opinion Research
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• 제5권3호
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• pp.175-191
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• 2018

This exploratory study considers the difference between personal and perceived societal values related to South Korean women's role in the home, workplace, and society using eight items asked on the Korean Academic Multimode Open Survey (KAMOS), May-July 2017. Factor analysis showed that these eight items could be grouped into two categories: women's role in her family and women's in the outside world. Of the 2,000 respondents, 54.1% personally agreed that "Both the husband and wife should contribute to their family income." People in their 30s felt the largest gap between their personal and societal values; women also felt a larger gap than men. Those who watched television more were generally more conservative than those who used the Internet more. People who felt a smaller gap between societal and personal values were more likely to feel proud to be a Korean citizen. People who believe that it is better not to marry felt a bigger gap between some societal and personal values on items relating to whether a wife should work, whether a woman's housework or paid job is more valuable, and whether women's job performance is equal to men's. People who believe that divorce is sometimes acceptable were also more likely to feel a bigger difference in two items: the item about job performance and an item about whether a married woman's social status is dependent on her husband's.

• 중환자간호학회지
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• 제17권2호
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• pp.83-95
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• 2024

Purpose : This study aimed to investigate the impact of clinical reasoning competence, positive psychological capital, and nursing work environment on nursing performance of intensive care unit (ICU) nurses in tertiary general hospitals. Methods : Data were collected from 169 ICU nurses in tertiary general hospitals in Busan, South Korea, from July 27 to August 15, 2023, using a self-report questionnaire. After excluding 12 questionnaires with insufficient responses, 157 responses were analyzed. Descriptive statistics, independent t-test, one-way ANOVA, Pearson's correlation coefficient, and stepwise multiple regression analysis were employed. Results : Factors influencing nursing performance included clinical reasoning competence (β=.51, p <.001), hope as a subfactor of positive psychological capital (β=.31, p <.001), and the nursing foundations for quality of care in the nursing work environment (β=.21, p <.001). The explanatory power of the regression model was 62% (F=87.41, p <.001). Conclusion : The study underscores the importance of improving clinical reasoning competence among ICU nurses to enhance nursing performance and foster a hopeful attitude through reflective practices and personal growth. Organizational interventions, such as educational and psychological support programs, along with creating a supportive nursing environment, are crucial for improving nursing performance among intensive care unit nurses.

• 한국컴퓨터산업학회논문지
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• 제4권12호
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• pp.999-1012
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• 2003

소프트웨어 개발자가 우수한 품질의 소프트웨어를 생산하기 위해서는 먼저 소프트웨어 품질에 대해서 확실하게 인지하고 있어야만 하며, 고품질의 소프트웨어는 개발자의 사소한 실수도 포함 되어서는 안된다. 프로그램을 개발하는 모든 소프트웨어 엔지니어들은 모두가 다른 개발 습관을 가지고 있으며, 각자의 개발 방법을 개선하기 위한 노력 또한 모두가 다르다. 보다 효율적인 소프트웨어 개발이 되기 위해서는 모든 개발자들은 자신이 현재 진행하고 있는 작업에 대한 개발 계획을 수립해야 하는데, 이러한 개발 계획은 반드시 자신의 과거 개발 경험에 근거한 개발 계획이어야 한다는 것이다. 소프트웨어 개발자가 이러한 경험 요소를 반영하여 자신의 개발 능력을 지속적으로 향상시키기 위해서는 사전에 잘 정의되고 평가가 가능한 개선 방법을 사용해야만 한다. Personal Software Process(PSP)는 소프트웨어 엔지니어가 자신의 작업을 조절하고 관리하여 그들의 작업 방식을 개선할 수 있도록 지원하기 위한 것이다. PSP에서는 소프트웨어를 개발하기 위해 필요한 각종 양식, 이 양식을 작성하기 위한 작성법, 그리고 개발 절차가 포함되어 있다. PSP를 적절하게 사용한다면, PSP는 개발자에게 과거의 경험 자료를 축적하고 분석한 결과를 제공함으로써 개발을 진행함에 있어 요구되는 여러 가지 개발 계획을 효과적으로 수립하고 이를 준수할 수 있도록 해 줄 수 있다. 따라서 PSP는 프로그래밍 언어 교육 과정에 있는 학생들에게 프로그램 훈련을 시키기에 아주 유용한 도구이다. 본 논문에서는 PSP에 대한 전체적인 개념을 설명하고 각종 프로그래밍 언어 교육 과정에서 PSP를 적용하는 방안을 제시한다.

• 품질경영학회지
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• 제32권1호
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• pp.40-62
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• 2004

Recently, salaried company employees have a low desire to work and their quality of work life is deteriorating due to the reorganization of companies, high unemployment rates and insecure factors in politics, economy and society As individuals and companies are pursuing high performance and productivity In severe competition, the quality of personal life is despised. We need to reconsider this phenomenon and prepare for the countermeasures. With these backgrounds, this study performed a literature review and survey together to identify the current status of work desire, demographical differences in the sub factors of work desire and correlation between the sub factors of work desire, and between the work desire lowering factors and Improvement methods in order to improve the quality of work life of salaried company employees in the country.

• 대한영양사협회학술지
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• 제14권3호
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• pp.243-258
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• 2008

This study was conducted to gather basic data on the tasks and roles of nutrition teachers by analyzing the changes inwork importance, performance frequency, and organizational environment after dietitians were transposed to nutrition teachers. E-mail surveys were sent to 100 newly assigned nutrition teachers who previously served as dietitians in Gyeonggi province. A total of 72 teachers responded to the survey. The respondents were asked the importance and frequency of 9 work-related duties performed as a dietitian and nutrition teacher, respectively. They were also surveyed regarding their satisfaction perceptions for 5 organizational changes. The majority of respondents were 36 to 40 years old (48.6%) and had 10$\sim$20 years of work experience (58.3%). Significant differences were found for work importance after changing to the role of nutrition teacher (p<0.001). In addition, work performance frequency differences were found for the categories of nutrition education, nutrition counseling, and dietary guidance. These results were attributable to the differences in work importance and performance frequency by now being a nutrition teacher rather than a dietitian. The respondents had increased satisfaction levels after changing from dietitian to nutrition teacher (p<0.001) in terms of 'pride for change in work', 'satisfaction level for pay', and 'satisfaction level for change in the organizational environment'. In order for nutrition teachers to have effective work performance, 'personal capabilities' and 'school manager support' should be coordinated. Overall, the results of this study suggest that effective training programs should be developed for nutrition teachers they can effectively complete newly assigned work tasks.

• 한국컴퓨터정보학회논문지
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• 제17권2호
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• pp.225-230
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• 2012

스마트폰 확산에 따라 스마트 사회가 진행되면서 개인의 일상생활 방식이 변하고 있으며, 업무수행 방식도 스마트 워크화 되어감에 따라 업무 담당자는 시간과 장소의 제약 없이 원격지에서도 업무처리가 가능해지고 있다. 이러한 사회전반에 걸친 스마트화에 따라, 업무관련 구성원과 시스템은 상호 연결되어 개인화된 서비스를 받을 수 있는 환경으로 바뀌면서 유연한 근무가 가능해졌다. 본 논문에서는 중소기업 근로자의 업무인지와 업무수행간 스마트워크 환경의 조절효과를 탐색하고자 한다. 탐색연구 결과 업무가 복잡할 때 스마트워크 환경 수용은 협업 업무수행을 증가시키는 조절효과가 있다는 것을 알 수가 있었다.