• Journal of the Korea Convergence Society
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• v.9 no.9
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• pp.105-115
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• 2018

The study selected two regional public medical centers(G, N) in Jeollabuk-do to recognize problems and provide solutions for regional medical centers. The medical centers were analyzed, focusing on availability of medical personnel, budget and management thereof, medical treatment performance, public project performance, and patient satisfaction. The results showed that the medical centers were understaffed with doctors compared to private hospitals or national university hospitals and suffering financial debt. The number of patient with medical benefit was increasing in the medical center G, whereas it was decreasing in the medical center N. Patient satisfaction survey showed that the medical center G was scoring similar to the national average, whereas the medical center N was scoring slightly less than the average. Policies needed for development and efficient management of Regional public medical centers are clarification of Regional medical centers identity, modernization of medical equipment and facilities, recruitment of competent medical personnels, specialization of hospitals and establishment of stronger referral system. The regional medical centers should secure financial supports for public service from regional and national governments, and establish revenues from funerary service, leasing service, and national projects participation.

• Korean Journal of Construction Engineering and Management
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• v.14 no.5
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• pp.35-43
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• 2013

Nowadays the widely used media in architecture include visualizations, animations and three-dimensional models. 3D digital methods using active CAM(Computer Aided Manufacturing) and CNC(Computerized Numerical Control) imaging have been developed for accurate shape and 3D measurements in freeform buildings. In contrast to a conventional building using auto CAD system and others, the proposed digital optimization method is based on a combination of 3D numerical data and parametric 3D model for design and construction. The objective of this paper is therefore to present digital optimization process for constructability of freeform building. The method can be useful in the effective implementation of an error-proofing process of freeform building during design and construction phase. 3D digital coordinate data can be used effectively to identify correct size of structural and finish members and installation location of each members in construction field. In addition, architects, engineers and contractors can evaluate design, materials, constructability and identify error-proofing opportunities. Other project participants can also include representatives from all levels of management, departments as well as workers and key subcontractors' personnel, if necessary. The 3D digital optimization process is therefore appropriate to serious variations in freeform shape. For future study, the developed digital optimization method is necessary to be carried out to verify the robustness and accuracy for constructability in construction field.

• Journal of the Korean Society for Railway
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• v.16 no.4
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• pp.340-347
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• 2013

This paper studied the causes of job stress of driving crews working in Metropolitan Transit Authorities in Daejeon, Daegu, Seoul Metro Line 9, and Incheon, analyzing psychological, physical, and environmental factors, along withdriving crews' assignments. Regarding driving crews' assignments, it was found that driving crews had strong senses of obligation for their job, and hence their aptitude for their job was in accordance, and also it was found that most driving crews worked devotedly with a desirable occupational view and pride. However, psychological and physical factors that contributed to stress were identified: lack of sleep, high task burden, physical fatigue, and boring daily life. Furthermore, the driving crews' irregular working conditions and irregular meal time and burden related to on-time transit service with prolonged immobilization raised their stress levels. In terms of external environmental factors, it was found that driving crews' anxiety due to possible accidents caused a roughly four-fold increase in stress levels compared to other factors. Furthermore, personnel system and salary issue were also found to be closely related to the driving crews' job stress.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.33 no.1
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• pp.371-401
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• 2022

If the blockchain means storing information in a distributed environment that cannot be forged or altered, it is mentioned that this is similar to what librarians collect, preserve, and share authoritative information. In this way, this study examined blockchain technology as a way to collect and provide reliable information, increase work efficiency inside and outside the library, and strengthen cooperative networks. This study attempted to propose various ways to utilize blockchain technology in book relations based on literature surveys and case studies in other fields. To this end, this study first analyzed the field and cases of blockchain application to confirm the possibility and value of blockchain application in the library field, and proposed 12 ways to utilize it based on this. The utilization model was proposed by dividing it into operation and service sectors. In the operation sector, it is a digital identity-based user record storage and authentication function, transparent management and traceable monitoring function, voting-based personnel and recruitment system, blockchain governance-based network efficiency function, and blockchain-based next-generation device management and information integration function. The service sector includes improved book purchase and sharing efficiency due to simplification of intermediaries, digital content copyright protection and management functions, customized service provision based on customer behavior analysis, blockchain-based online learning platforms, sharing platforms, and P2P-based reliable information sharing platforms.

• Journal of Korea Society of Industrial Information Systems
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• v.29 no.2
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• pp.133-151
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• 2024

The purpose of this study is to analyze the core values of Donghwa Pharmaceutical, which has been in the pharmaceutical industry in South Korea for 126 years, and examine the core competencies that have consistently enabled it to maintain a competitive advantage. When applying the VRIO Framework, various general pharmaceuticals, including Donghwa Pharmaceutical's 'Hwalmyeongsoo,' which has maintained the top position in the liquid digestive medicine market for 126 years, are identified as powerful resources (Value) that generate 'sustained competitive advantage.' The principles of ethical management based on the Donghwa spirit, the long-standing principles of trust and belief, and the entrepreneurial spirit possess rarity. Having won four Guinness World Records and holding numerous new drug patents, Donghwa Pharmaceutical has consistently secured the top position in the digestive medicine category of the Korean Industrial Brand Power for 19 consecutive years. The company has been designated as a 'Golden Brand,' and its products have high levels of awareness, making them highly difficult to imitate. Lastly, the organization is structured to efficiently utilize resources such as a transparent hierarchical system, fair personnel management, diverse training programs, and high employee welfare and salaries. This study systematically analyzes the core values of Donghwa Pharmaceutical from a managerial perspective and proposes directions for the company to evolve into a long-lasting enterprise. The research outcomes will provide valuable insights for formulating long-term management strategies.

• Journal of the Korean Institute of Landscape Architecture
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• v.42 no.5
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• pp.52-63
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• 2014

This is the study on users' perception gap about the effects of leisure space development of the Han River Citizen Park according to leisure constraints and was to identify leisure constraints expressed when using Han River Citizen Park and identify perception on positive and negative impacts according to use behavior characteristics of Han River Citizen Park and leisure space development. In order to compare and analyze the perception gap about the leisure space development of Han River Citizen Park users according to leisure constraints, we classified information and resources, economic affordability, free time on leisure activities in Han River Citizen Park into high influence group and low influence group and did an in-depth analysis. The results are as follows. First, Han River Citizen Park has the nature of neighborhood use with little influence on leisure constraints such as jogging and marathon, biking etc. including walking and relaxation and was a place to visit for simple exercises. Second, in the effects according to leisure space development of Han River Citizen Park, affordable leisure activity costs and ease of access were evaluated the most highly and congestion due to increasing users, increase in administrative operating budget and management personnel were concerned the most. Third, the leisure constraints in Han River Citizen Park were affected in the order of free time, economic affordability, information and resources. There were also perception gaps in congestion due to an increase in administrative operating budget and management personnel, increase in users including improvement of various leisure opportunities and leisure levels, encouragement of pride and attachment for Han river, affordable leisure activity costs depending on the degree of the influence of leisure constraints. Therefore, this study can be said to have the meaning in that we could identify leisure constraints affecting Han River Citizen Park users and resulting perception in leisure space development and revealed that the degree of the influence of leisure constraints varies in the use behavior of leisure space development of Han River Citizen Park and perception of positive and negative development impact. In addition, in order to resolve leisure complaints according to leisure constraints, we studied the need of accompaniment of leisure space operation and management system, development of various customized programs, introduction of recreational space and facilities prioritizing public interest rather than private interest with public relations and information delivery about leisure space of Han River Citizen Park.

• The Korean Nurse
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• v.36 no.1
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• pp.77-96
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• 1997

The duty shifts of hospital nurses not only affect nurses' physical and mental health but also present various personnel management problems which often result in high turnover rates. In this context a study was carried out from October to November 1995 for a period of two months to find out the status of hospital nurses' duty shift patterns, and preferred duty hours and fixed duty shifts. The study population was 867 RNs working in five general hospitals located in Seoul and its vicinity. The questionnaire developed by the writer was used for data collection. The response rate was 85.9 percent or 745 returns. The SAS program was used for data analysis with the computation of frequencies, percentages and Chi square test. The findings of the study are as follows: 1. General characteristics of the study population: 56 percent of respondents was (25 years group and 76.5 percent were "single": the predominant proportion of respondents was junior nursing college graduates(92.2%) and have less than 5 years nursing experience in hospitals(65.5%). For their future working plan in nursing profession, nearly 50% responded as uncertain The reasons given for their career plan was predominantly 'personal growth and development' rather than financial reasons. 2. The interval for rotations of duty stations was found to be mostly irregular(56.4%) while others reported as weekly(16.1%), monthly(12.9%), and fixed terms(4.6%). 3. The main problems related to duty shifts particularly the evening and night duty nurses reported were "not enough time for the family, " "afraid of security problems after the work when returning home late at night." and "lack of leisure time". "problems in physical and physiological adjustment." "problems in family life." "lack of time for interactions with fellow nurses" etc. 4. The forty percent of respondents reported to have '1-2 times' of duty shift rotations while all others reported that '0 time'. '2-3 times'. 'more than 3 times' etc. which suggest the irregularity in duty shift rotations. 5. The majority(62.8%) of study population found to favor the rotating system of duty stations. The reasons for favoring the rotation system were: the opportunity for "learning new things and personal development." "better human relations are possible. "better understanding in various duty stations." "changes in monotonous routine job" etc. The proportion of those disfavor the rotating 'system was 34.7 percent. giving the reasons of"it impedes development of specialization." "poor job performances." "stress factors" etc. Furthermore. respondents made the following comments in relation to the rotation of duty stations: the nurses should be given the opportunity to participate in the. decision making process: personal interest and aptitudes should be considered: regular intervals for the rotations or it should be planned in advance. etc. 6. For the future career plan. the older. married group with longer nursing experiences appeared to think the nursing as their lifetime career more likely than the younger. single group with shorter nursing experiences ($x^2=61.19.{\;}p=.000;{\;}x^2=41.55.{\;}p=.000$). The reason given for their future career plan regardless of length of future service, was predominantly "personal growth and development" rather than financial reasons. For further analysis, the group those with the shorter career plan appeared to claim "financial reasons" for their future career more readily than the group who consider the nursing job as their lifetime career$(x^2$= 11.73, p=.003) did. This finding suggests the need for careful .considerations in personnel management of nursing administration particularly when dealing with the nurses' career development. The majority of respondents preferred the fixed day shift. However, further analysis of those preferred evening shift by age and civil status, "< 25 years group"(15.1%) and "single group"(13.2) were more likely to favor the fixed evening shift than > 25 years(6.4%) and married(4.8%)groups. This differences were statistically significant ($x^2=14.54, {\;}p=.000;{\;}x^2=8.75, {\;}p=.003$). 7. A great majority of respondents(86.9% or n=647) found to prefer the day shifts. When the four different types of duty shifts(Types A. B. C, D) were presented, 55.0 percent of total respondents preferred the A type or the existing one followed by D type(22.7%). B type(12.4%) and C type(8.2%). 8. When the condition of monetary incentives for the evening(20% of salary) and night shifts(40% of. salary) of the existing duty type was presented. again the day shift appeared to be the most preferred one although the rate was slightly lower(66.4% against 86.9%). In the case of evening shift, with the same incentive, the preference rates for evening and night shifts increased from 11.0 to 22.4 percent and from 0.5 to 3.0 percent respectively. When the age variable was controlled. < 25 yrs group showed higher rates(31.6%. 4.8%) than those of > 25 yrs group(15.5%. 1.3%) respectively preferring the evening and night shifts(p=.000). The civil status also seemed to operate on the preferences of the duty shifts as the single group showed lower rate(69.0%) for day duty against 83. 6% of the married group. and higher rates for evening and night duties(27.2%. 15.1%) respectively against those of the married group(3.8%. 1.8%) while a higher proportion of the married group(83. 6%) preferred the day duties than the single group(69.0%). These differences were found to be statistically all significant(p=.001). 9. The findings on preferences of three different types of fixed duty hours namely, B, C. and D(with additional monetary incentives) are as follows in order of preference: B type(12hrs a day, 3days a wk): day shift(64.1%), evening shift(26.1%). night shift(6.5%) C type(12hrs a day. 4days a wk) : evening shift(49.2%). day shift(32.8%), night shift(11.5%) D type(10hrs a day. 4days a wk): showed the similar trend as B type. The findings of higher preferences on the evening and night duties when the incentives are given. as shown above, suggest the need for the introductions of different patterns of duty hours and incentive measures in order to overcome the difficulties in rostering the nursing duties. However, the interpretation of the above data, particularly the C type, needs cautions as the total number of respondents is very small(n=61). It requires further in-depth study. In conclusion. it seemed to suggest that the patterns of nurses duty hours and shifts in the most hospitals in the country have neither been tried for different duty types nor been flexible. The stereotype rostering system of three shifts and insensitiveness for personal life aspect of nurses seemed to be prevailing. This study seems to support that irregular and frequent rotations of duty shifts may be contributing factors for most nurses' maladjustment problems in physical and mental health. personal and family life which eventually may result in high turnover rates. In order to overcome the increasing problems in personnel management of hospital nurses particularly in rostering of evening and night duty shifts, which may related to eventual high turnover rates, the findings of this study strongly suggest the need for an introduction of new rostering systems including fixed duties and appropriate incentive measures for evenings and nights which the most nurses want to avoid, In considering the nursing care of inpatients is the round-the clock business. the practice of the nursing duty shift system is inevitable. In this context, based on the findings of this study. the following are recommended: 1. The further in-depth studies on duty shifts and hours need to be undertaken for the development of appropriate and effective rostering systems for hospital nurses. 2. An introduction of appropriate incentive measures for evening and night duty shifts along with organizational considerations such as the trials for preferred duty time bands, duty hours, and fixed duty shifts should be considered if good quality of care for the patients be maintained for the round the clock. This may require an initiation of systematic research and development activities in the field of hospital nursing administration as a part of permanent system in the hospital. 3. Planned and regular intervals, orientation and training, and professional and personal growth should be considered for the rotation of different duty stations or units. 4. In considering the higher degree of preferences in the duty type of "10hours a day, 4days a week" shown in this study, it would be worthwhile to undertake the R&D type studies in large hospital settings.

• Proceedings of the Korean DIstribution Association Conference
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• 2001.11b
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• pp.125-141
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• 2001

In this paper, the current problems of logistics industry in Korea and their possible solutions were discussed. With Korea Telecoms KT-Logis, the supplier and demander of logistics service would not have to invest large sum of money into their computer system. All they need is just a computer with internet connected. What KT-Logis influence on the logistics industry are the following; 1. Many logistics service supplier and demander can do the business on the web with one computer system. 2. This web based computer system does not only work on the office but also apply on the field worker such as delivery personnel or even the forwarder with mobile phone. 3. KT-Logis is an integrated system which cover the broad arrange of logistics management from truck management to customer relations management. 4. Finally, KT-Logis is web based systems which suits for current e-business and mobile environment. In future, more studies should be done to develop more progressive integrated logistics information systems with enterprise resource planning(ERP) and supply chain management(SCM).

• Health Policy and Management
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• v.10 no.3
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• pp.19-49
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• 2000

This study was conducted to help staff members of health centers manage personnel by examining the staff members' recognition level of organization structure of health centers, their motivation, their job satisfaction level and its related factors. Data were collected from 471 staff members of 14 health centers from March 3, 1999 to April 30, 1999. The results of this study are summarized as follows. In recognition levels of organization structure of health centers, the recognition level of necessity of discretion right was highest(3.55 points on the base of 5 points), while the recognition level of the location of decision making right was lowest(2.77 points). The general recognition of organization structure of health centers was 3.06 points, the suitability of division of duties was 3.05 points, and the optimum of manpower and budget was 2.93 points. The staff members' general recognition level of the organization structure appeared significantly higher in case of the groups of small and medium sized cities, above fifties, below high school graduate, above the sixth grade, public service experience of above 20 years, service period of below 2 years at present post, and average monthly salary of one million, eight hundred and ten thousand won. In the recognition level of the location of decision making right, the groups of big cities, male, the married, above the sixth grade, health and administration posts, average monthly salary of one million, three hundred and ten thousand won to one million, and eight hundred thousand won were significantly higher than the other groups. The recognition level of necessity of discretion right was higher in case of the groups of the twenties, the unmarried, above college graduate, nursing post, public service experience of below 5 years, service period of below 2 years at present post, and average monthly salary of below eight hundred thousand won. In the recognition level of suitability of division of duties, the groups of small and medium sized cities, the married, medical technicians, public service experience of above 20 years, and service period of below 4 years at present post were significantly higher than the other groups. In the staff members' recognition levels of organization management, the recognition level of opinion response when making decision was highest(2.92 points). The recognition level of rationality of the target amount establishment method was 2.88 points and the recognition level of personnel management was 2.63 points. The recognition level of personnel management was significantly higher in case of the groups of small and medium sized cities, the forties, above the sixth grade, medical technicians, public service experience of above 20 years, service period of below 2 years at present post, and average monthly salary of above one million, eight hundred and ten thousand won. In the recognition level of opinion response when making decision, the groups of small and medium sized cities, female, the eighth grade, health and administration posts, and service period of below 2 years at present post were higher than the other groups. The recognition level of rationality of the target amount establishment method was significantly higher in case of the groups of above fifties, below high school graduate, above the sixth grade, medical service post, and public service experience of 15 to 20 years. The factors significantly influencing sanitation were sex, education level, the period of public service experience, general recognition of organization structure, recognition of necessity of discretion right, recognition of suitability of division of duties, and recognition of opinion response when making decision. The factors which significantly influenced motivation were marital status, grade, recognition of the location of decision making right, recognition of necessity of discretion right, recognition of division of duties, recognition of opinion response when making decision, and sanitation. Sex, education level, recognition of suitability of division of duties, recognition of the target amount establishment method, and motivation influenced job satisfaction significantly. The factors significantly influencing organization culture were age, the period of public service experience, service period at present post, recognition of optimum of manpower and budget, recognition of suitability of division of duties, recognition of opinion response when making decision, and recognition of rationality of the target amount establishment method. In the coming days, the staff members' job satisfaction level must be increased through motivation and efficient conduct of duty must be accomplished through rational organization structure and management. Moreover, change of the staff members' consciousness and administrative system which are suitable for local autonomy system have to be established with increase of local residents' consciousness level and education level. Forming organization culture by reformative idea which fits the new era, public health service by the Community Health Act and health education service by the Health Promotion Act must be carried out efficiently. In doing so, financial support of central government and active efforts and concerns of local governments have to be devoted in order to get public health service in which peculiarity of the community is considered to be pursued well.

• Management & Information Systems Review
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• v.31 no.2
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• pp.41-59
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• 2012

ERP is a new technique of process innovation. It indicates enterprise resource planning whose purpose is an integrated total management of enterprise resources. ERP can be also seen as one of the latest management systems that organically connects by using computers all business processes including marketing, production and delivery and control those processes on a real-time basis. Currently, however, it's not easy for local enterprises to have operators who will be in charge of ERP programs, even if they want to introduce the resource management system. This suggests that it's urgently needed to train such operators through ERP education at school. But in the field of education, actually, the lack of professional ERP instructors and less effective learning programs for industrial applications of ERP are obstacles to bringing up ERP workers who are competent as much as required by enterprises. In ERP, accounting is more important than any others. Accountants are assuming more and more roles in ERP. Thus, there's a rapidly increasing demand for experts in ERP accounting. This study examined previous researches and literature concerning ERP education, identified problems with current ERP education at college and proposed how to solve the problems. This study proposed the ways of improving ERP education at college as follows. First, a prerequisite learning of ERP, that is, educating the principle of accounting should be intensified to make students get a basic theoretical knowledge of ERP enough. Second, lots of different scenarios designed to try ERP programs in business should be created. In association, students should be educated to get a better understanding of incidents or events taken place in those scenarios and apply it to trying ERP for themselves. Third, as mentioned earlier, ERP is a system that integrates all enterprise resources such as marketing, procurement, personnel management, remuneration and production under the framework of accounting. It should be noted that under ERP, business activities are organically connected with accounting modules. More importantly, those modules should be recognized not individually, but as parts comprising a whole flow of accounting. This study has a limitation because it is a literature research that heavily relied on previous studies, publications and reports. This suggests the need to compare the efficiency of ERP education between before and after applying what this study proposed to improve that education. Also, it's needed to determine students' and professors' perceived effectiveness of current ERP education and compare and analyze the difference in that perception between the two groups.