• Journal of the Korean BIBLIA Society for library and Information Science
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• v.29 no.4
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• pp.161-178
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• 2018

The purpose of this study is to explore how the Expert Power of archivists has influence on the job engagement and job satisfaction of record management personnel. The data were collected by survey with 103 record management personnel of office of education in Gwangju from September 2017 to October 2017. To analyze the research data, this study adopted several statistical analysis methods such as factor analysis, reliability analysis, correlation analysis, multiple regression analysis, independent sample T-test, and one-way analysis of variance. Results revealed that professionalism and influence tactics among professionalism, influence tactics, influence requirement be to the archivists Expert Power factors affect the job engagement and job satisfaction of record management personnel. Based on the results of the research, this study suggested the extension of educational training about record management and communication with record mangement personnel.

• Korean Security Journal
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• no.25
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• pp.109-130
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• 2010

As many countries in the world including the Republic of Korea have used all their national resources in the accelerating economic information warfare, illegal leakage of industrial technologies and information has increased rapidly. The costs required for damage prevention from 2007 to 2008 are estimated at approximately KRW 180 trillion which is expected to increase gradually in future. Because the tricks of leaking key technologies are also getting increasingly systematized, sophisticated and bigger, e.g., simple theft at the individual level or the conspiracy of all the staff taking part in the research activities, we should pay special attention to technology security in addition to technology development. While there are several factors affecting such the brain drain, they usually include personal, social, political and cultural factors, for instance, very heavy educational expenditure of children compared to relatively low pay, the speedy labor market circulation for experienced personnel, or political restrictions on researches. In this context, as part of efforts made to prevent the outflow of core personnel, individual companies and research institutes should establish systematically appropriate core personnel management systems for their own organizational or business goals and principles which are intented to ensure to give better treatment and benefit to core personnel and to exercise closer supervision over them. Furthermore, the conventional personnel management system should be radically and flexibly improved in the manner of encouraging the core personnel returning to the organization to combine their external experiences with practices, instead of penalizing them. At the same time, it is necessary to train and educate core personnel through mutual collaboration and in-house training facilities as well as external academic programs operated jointly at the level of the industry. Finally, as the issues concerning the outflow of core personnel are not just problems of relevant companies and other advanced countries have devoted their best efforts to secure their own key technologies at the national level, it is urgent for the industry and the competent authorities to cooperate closely.

• Journal of Practical Engineering Education
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• v.14 no.3
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• pp.579-591
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• 2022

This study analyzed the effect of career development system and personnel management equity on career success for workers who experienced various career change environments. The results of empirical study were as follows: First, it was found that career adaptation partially mediated career development system and career success relationship. Second, it was found that the moderating effects of personnel management equity on career success and career adaptation respectively. Third, it was found that the moderating effect of personnel system fairness was mediated by career adaptability in the relationship between career development system and career success. The analysis results confirm the importance of career adaptability and personnel system fairness for individual career success and suggest that the effectiveness of the career development system can be increased when the characteristics of career development and the personnel system are combined.

• Korea Journal of Hospital Management
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• v.19 no.1
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• pp.43-53
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• 2014

The objective of this research is to survey of knowledge management in hospitals and to search the factors to impact the knowledge sharing and innovation behavior among employees. The data is collected with hospital employees by questionnaire method. Total number of analysis is 779 cases, and the collected data is analyzed by SEM(structural equation model). The work performance(WP) make influence the innovation behavior(IB) through knowledge sharing(KS) intention. The KS intention and IB are different in sex, age, education, work duration and work level. But, WP is different only in sex. The only personnel and organizational factors to affect KS intention, WP and IB are reciprocity(in personnel factor) and trust(in organization factor). Those factors mean the mental or psychological relationship among employees. So, to make more developed knowledge management in hospitals is to need more personal relationship than any other system management or incentives.

• Journal of radiological science and technology
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• v.11 no.2
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• pp.27-64
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• 1988

Most hospital administrators in our country have doubted whether or not the size of their hospital personnel staffs, and the personnel management styles implemented are efficient or not. Actually, increased personnel expenditures due to sophisticated specialization of medical practices has become the biggest hospital expense. Therefore, it is said that hospitals can be run move efficiently by implementing reasonable management strategies for hospital personnel management. In this paper, the departments of diagnostic radiography in 16 general hospitals in Seoul, which were classified into 4 groups by the scale of hospital beds, were used as sample cases. Then, the data for the number of X-ray examination by diagnostic item was collected from sample hospitals. The unit hour spent on X-ray examinations in each diagnostic service was quoted from "A Study on setting-up of the relative value units of medical services and on the structure of current fee schedules" written by Mr. Ik Je Seong. The data analysis results are as follows; First, the number of hours per day spent on X-ray examinations in 13 hospitals out of 16 hospitals, was shorter than the general daily working hours (8 hours). Second, in the morning there was not enough time to work for X-ray examinations required, with the available manpower. In the afternoon, however, the situation was diametrically opposed to that in the morning. Third, in light of above results, though most hospitals employ sufficient personnel for the quantity of the actural work, they were always short-handed where their works were performed Fourth, this study tells us that there is a maldistribution of the work in the schedule : too much work for the available personnel in the morning. The following recommendations are resulted from the data analysis described above. First, it is recommended that all out-patients coming again, except specific patients(G. B. or I.V.P. etc) who have to have their X-ray examinations on an empty stomach in the morning among out-patients, be required to visit the hospital in the afternoon. Second, it is recommended that all new out-patients be required to make a reservation in order to equalize the number of patients throughout the day. Third, it is recommended that all in-patients, except specified patients, be arranged to have their X-ray examinations in the afternoon. Fourth, it is recommended that part time workers be employed during peak hours. This recommendation, if applied in a wider scale, would allow hospitals to overcome the problem of the maldistribution of work and personnel, and then more efficient hospital management through the appropirate personnel management procedures could be expected.

• Fire Science and Engineering
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• v.21 no.2 s.66
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• pp.24-29
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• 2007

This research is accomplished for the purpose of providing fundamental materials to improve the level of prevention consciousness by deducting awareness difference through analyzing awareness level about terror preparation of members of crisis management system - the public service personnel in charge of crisis management in a self-governing body and the fire fighting public service personnel. For this research, That is measured through the priority order survey about a specialty of public service personnel in charge of crisis management and a level of crisis prepartion and a cooperation between crisis management system and etc. As a result of analysis, it is revealed that there is a difference about the priority order of measurement variable to terror preparation but all the members are recognizing the importance of that.

• Journal of Korea Society of Digital Industry and Information Management
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• v.4 no.3
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• pp.45-53
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• 2008

As internet is wide spread, the number of internet service provider is increased. Internet service providers gather the personnel information with inhabitants registration identification number for the user management and the adult authentication. The personnel information is spreaded thorough the Internet by the system hacking, mismanagement and malicious resale. And the personnel information is used for spam email, phishing scams, etc. by malicious others. So the Ministry of Information and Communication Republic of Korea developments I-PIN system of the personnel identification. But, I-PIN has some problem the guideline for it and the method of 5 I-PIN services. In this paper, we analyze the problem about the guideline for I-PIN and the method of 5 I-PIN services. And we propose the countermeasure about the problem.

• Management & Information Systems Review
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• v.12
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• pp.101-116
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• 2003

After and before the education of business ethics, the recognitive response and interpretation of personnel and information ethics to the standards of business ethics are as follows. 1. In case of personnel ethics, before the education of business ethics, selfishness is at its peak and utilitarianism is in the lowest. It can be understood that it is faithful to the principles of capitalism. 2. In case of personnel ethics, before the education of business ethics, relativism is in the highest level and utilitarianism is in the lowest. Because it means not agreeing on standardized economic equality and the choice of proper ethical standards. It can be understood that the education of business ethics has an effect on ethical making-decision. 3. In case of information ethics, after and before the education of business ethics, righteousness is at its peak and utilitarianism is in the lowest level. I can be interpreted that it means thinking highly of the value of justice and not agreeing to standardized economic equality. 4. The above results show that the education of business ethics has an influence on the recognition of personnel ethics and is effectively used to improve the recognition of personnel and information ethics.

• Korean Journal of Community Nutrition
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• v.12 no.5
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• pp.630-638
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• 2007

The purpose of this study is to investigate an efficient use of labor in personnel scheduling for the restaurant industry. More specifically, this study attends to reduce overall labor cost while not sacrificing both full-time and part-time employees' schedules. The customers' demands were measured by sales in this analysis. Historically, server scheduling in the restaurant has been practiced by manager's experience and intuition; however, those practices provided drawbacks because managers often fail to consider external factors such as a employees' working conditions and change in a restaurant's size. The result of a new method in personnel scheduling provided significant cost saving compared to a previous scheduling technique. This study found that a new method in personnel scheduling allowed the restaurant to save labor cost. The outcome of this study should of for important strategic implication for the restaurant managers.

• Proceedings of the KSR Conference
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• 2002.05a
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• pp.142-146
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• 2002

The purpose of this article is to depict the organizational effectiveness of "A" Subway Corporation based on the cognitive response of employees(subway drivers). To attain this purpose, several aspects of current personnel aid organization management system and organizational culture are surveyed through questionaire and analyzed by SPSS. The questionaire includes two parts of items. First, it includes items on personnel-related factors such as evaluation system job, wage, role, leadership and job satisfaction. Second, it includes items on organizational culture model suggested by Rousseau. The major findings are : 1) In general the cognitive response of driven concerning personnel-related aspects is to a certain degree negative. 2) The cognitive response of drivers concerning culture-related aspects is awfully negative. 3) Job satisfaction of drivers is highly related to role and leadership factors in terms of personnel-related aspects, on the one hard, and to achievement factor in terms of culture, on the other hand.