• Proceedings of the KSR Conference
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• 2003.05a
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• pp.159-164
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• 2003

The purpose of this article is to comparatively depict the organizational effectiveness of two rail firms based on the cognitive response of employees(group of drivers). To attain this purpose, several aspects of current personnel and 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 drivers in two firms concerning personnel-related aspects is to a certain degree negative. 2) The cognitive response of drivers in two firms concerning culture-related aspects is also awfully negative. 3) Job satisfaction of drivers in the firm A is highly related to role and leadership factors in terms of personnel-related aspects, on the one hand, and to achievement factor in terms of culture, on the other hand. In case of the firm B, job satisfaction of drivers is highly related to personnel evaluation factor as well as role and leadership factors in terms of personnel-related aspects, on the one hand, and to affiliation, power, and bureaucracy factors in terms of culture, on the other hand.

• 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.

• Child Health Nursing Research
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• v.28 no.4
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• pp.299-309
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• 2022

Purpose: Safe sleep practices (SSP) are among the main strategies to reduce sleep-related sudden unexplained infant death (SUID). Daycare personnel must be knowledgeable and trained in SSP related to SUID. This study explored the experience, knowledge, and confidence regarding SSP associated with SUID of daycare personnel. Methods: A cross-sectional survey was conducted with 395 staff members at 61 daycare centers to measure their experience related to SSP (10 items), related to sleep position and location, bedding materials, and other topics; knowledge of SSP (18 items); and confidence in SSP (1 item) related to SUID. Results: A substantial proportion (23.6%) of respondents used the lateral or prone positions for infant sleep. On average, 4.5 bedding materials were used for infant sleep. Participants showed a lack of knowledge about SSP as indicated by a 56.6% knowledge of SSP related to SUID correct answer rate. Personnel who received SUID education were more knowledgeable and had more confidence regarding SSP than those who did not. More knowledge and confidence related to SSP were associated with better adherence to SSP. Conclusion: Standard SSP guidelines should be developed based on South Korea's culture of childcare for educating both childcare professionals and parents at home.

• Quality Improvement in Health Care
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• v.9 no.2
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• pp.148-163
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• 2002

Background : The personnel of emergency department have been under tremendous pressure to manage unexpected emergency situations and excited patients. And interpersonal conflict has existed always, because emergency department was consisted of various personnel of their own specialty. The patient's satisfaction has to come from the personnel's satisfaction. The purpose of this study was to evaluate emergency department personnel's job satisfaction and its related factors and to improve quality of emergency medical service Methods : A self-administered questionnaire survey to the emergency department personnel was conducted between September 1 and October 31, 2001. The response rate was 90.2%. Using SAS program (Version 6.12), the collected data was analyzed by frequency, ANOVA, multiple comparison, Pearson correlation procedure, and stepwise multiple regression analysis. Result : The analysis of related factors of job satisfaction showed high score of interpersonal interaction (3.246), professional prestige (3.095), autonomy (2.916), task requirements (2.701), organizational requirements (2.444), and pay (1.953) in order of item mean. Professional prestige (0.498), task requirements (0.464), and organizational requirements (0.408) were highly positive correlated with overall level of job satisfaction. The factors influencing the job satisfaction were professional prestige and task requirements which explaining efficacy were 37.6% and 32.2% respectively. The total explaining efficacy was 33.6%. Conclusion : It was found out that emergency department personnel's job satisfaction can be raised by promoting professional prestige and task requirements. The personnel of emergency department have to be satisfied through their job, and the administration of the hospital has to pay more attention to their employees' job satisfaction and it related factors.

• Journal of Technology Innovation
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• v.5 no.2
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• pp.155-177
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• 1997

Since 1995 the Korean Ministry of Science and Technology has introduced and implemented a project based system (PBS) for awarding R&D funds. While capital investments for national laboratories such as buildings and research facilities are supported by the government, normal operating expenses including personnel expenses should be earned by national laboratories through open competition under PBS. The project budget includes both direct research costs and indirect costs. The purpose of this paper is to examine the components of indirect costs and to examine determinants of indirect costs of national laboratories in Korea. The indirect costs of nineteen national laboratories are examined. The direct personnel costs and indirect personnel costs out of total personnel costs are 72% and 28%, respectively. The average indirect cost rate is 74.1% of direct personnel costs. Major components of indirect costs are general operating costs, indirect personnel costs, taxes and dues, and expenses related to the usage of equipment. The significant determinants of indirect cost are indirect personnel ratio. the ratio of unique projects, the type of national laboratories (pure research laboratories or other), and asset activity ratio measured as research divided by total assets. The high indirect personnel ratio, the high ratio of unique projects, the laboratories classified as other, the low asset activity ratio are related to high indirect cost rates.

• Journal of Information Technology Services
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• v.12 no.4
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• pp.91-108
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• 2013

In this study, we empirically examine cross-sectional determinants of IT personnel size of Korean listed companies from year 2004 to year 2009. Also, cross-sectional determinants of IT personnel size involved in managing internal control over financial reporting (hereafter, "ICFR") were examined. IT personnel or IT workers are recognized as critical intangible resources comprising firm's IT capability. Although IT personnel are regarded as important resources, there are not much information about factors explaining the size of firms' IT personnel. Fortunately, the Korean governmant regulates that every listed companies should dislclose the number of IT workers and ICFR-related IT personnel in their annual reports. This study utilizes the mandatorily disclosed IT personnel data to analyze cross-sectional determinants of korean listed companies' IT personnel size. Empirical results show that profitability, uncertainty, leverage, industry types are statistically significant factors associated with the size of IT personnel.

• Journal of the Korean Society of School Health
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• v.17 no.1
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• pp.55-69
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• 2004

Purpose ： To describe epidemiological characteristics and related factors in school personnel with hypertension. Method ： 5,384 school personnel (2,638 males and 2,746 females) received physical examination at the Seoul School Health Center in 2002. blood pressure(BP) was classified by JNC 7th report. Normal BP is systolic BP <120 and diastolic BP<80, prehypertension BP is 120-139 or 80-89mmHg, stage 1 hypertension BP is 140-159 or 90-99, and stage 2 hypertension >=160 or >=100 mmHg. each group was evaluated by gender. We used multiple regression and logistic regression. Results ： Normotension was 20.13% in males and 48.65% in female, prehypertension 43.4% in males and 38.06% in females, stage 1 hypertension 26.38% in males and 10.99% in females, stage2 hypertension 9.59% in males and 3.2% in females. the older age group had higher distribution of stage 1 hypertension and stage 2 hypertension. The means and abnormal rates of BMI, blood sugar, total cholesterol, GOT, GPT, and GTP was higher when their blood pressure was higher. However, an alcohol habit among lifestyle factors had an inverse effect. Higher Bp was correlated to a higher BMI, FBS, and cholesterol-like dose response. In stage 1 hypertension, the related factors of hypertension for males were BMI, amount of cigarettes smoked, exercise, blood sugar, total cholesterol, and GTP. In stage 1 hypertension, age, BMI, exercise, blood sugar, total cholesterol were related factors in female. In stage 2 hypertension, age and smoking were related factors in male, and age, BMI, and cholesterol in female. Conclusions ： It is possible to intervene in all related factors of hypertension except age through life-style modification and appropriate medical management. Active health promotion is needed in School personnel.

• Asia pacific journal of information systems
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• v.7 no.1
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• pp.49-66
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• 1997

Matching individual career desire and career path is desirable for individual motivation and organizational effectiveness. Some studies reported that major career orientations of MIS personnel are technical and managerial orientation. Furthermore, dual ladder system is based on the same notion above. However, subsequent research conclusions of this issues have been contradictory. Mnwhile, past studies on the work value of MIS personnel are mainly concentrated on the differences between MIS personnel and other occupations. To date, the study on the differences in the values of job factors between major career orientations is rare. The purpose of this study is to find out major career orientation of Korean MIS personnel and the differences of values of job factors between major orientations. The research result is two conclusions. First, major career orientations of Korean MIS personnel are technical and managerial orientation. Second, both group do not have different values about job property related factors, but managerial orientation group gives high values to the some organization related factors such as company policy, responsibility, authority, salary level and opportunity of promotion.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.19 no.6
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• pp.153-160
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• 2009

This study is to develop a human resource (HR) security framework, and related HR security indicators in the context of information security. The HR security framework consists of three constructs, personnel assurance, personnel competence, and personnel security control. Based on the framework, HR security management indicators are derived as 26 indicators in 9 items out of 3 categories. An empirical research has been performed to verify the relevance and consistency between the indicators by conducting a questionnaire-based survey. Also, interrelationships between the proposed indicators and HR related security level were analyzed by the multiple regression analysis. As a result, the proposed hypothesis were mostly accepted, showing the significant relationships between the indicators and security level.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.6
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• pp.13-24
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• 2022

The purpose of this study is to examine whether the existence of related personnel in KOSDAQ technology special listed firms has a signal effect on the market and affects performance when listed. The KOSDAQ technology special listing system is a system introduced to enable future growth by securing financing through corporate public offering based on the technology and marketability of technology-based startups and venture companies. As a result of analyzing 135 special technology companies listed from 2005 to 21 (excluding SPAC mergers and foreign companies) whether or not related personnel affect corporate value and listing period when they are listed, it was analyzed that the presence of related personnel did not significantly affect corporate value or listing period. The same was found in the results of the verification by reducing the scope to related personnel such as public officials and related agencies. However, under certain conditions, significant results were derived from the presence of related personnel on the listing of companies listed in special technology cases. It was found that the presence of related personnel and VC investment had a significant effect on corporate value, and in the case of bio-industry, there was a slight significant effect on the duration of listing. This study is significant in that it systematically analyzed the signal effect of the existence of related personnel for the first time for all 135 companies. In addition, as a result of the analysis, the results suggest that internalized efforts to secure technology and marketability are more important, such as parallel to VC investment, rather than simply recruiting related personnel.