• Journal of Information Technology Applications and Management
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• 제31권1호
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• pp.45-55
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• 2024

How to create high levels of employee engagement and how to avoid burnout in the workplace is main issue in human resource management. According to Job Demands-Resources (JD-R) model, this study aims to investigate when self-efficacy plays as a mitigator on the impact of job demand on burnout, and explains why job resources are translated into work engagement. A sample of 237 Mongolian employees is used to test hypotheses. Results show that self-efficacy does offset the relationship between job demands and burnout. Meanwhile, self-efficacy plays as a mediator on the impact of job resources on work engagement. The implications of these findings for the context of JD-R model are discussed.

• 보건행정학회지
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• 제12권1호
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• pp.21-53
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• 2002

The purpose of this study is to measure the resource use of the elderly in long-term care services and to examine the effects of patient and facility characteristics on their use of resources. The data were collected from 510 old people over sixty years of age, residing in five long-term care hospitals and two skilled nursing homes during the period between December 1, 2000 and February 28, 2001. For a full sample, when the first level of RUG(Resource Use Group)-III categories were employed as the proxy of patient severity, facility characteristics, such as location, size and ownership, have large effects on the resource use measured by service intensity, whereas patient characteristics such as severity have little or no effect. The resource use is significantly high if the facility: (1) is located in rural areas (gun): (2) has mare than 200 beds; (3) is a long-term care hospital; (4) is private; and (5) has a low percentage of medical aid patients. The analysis of the resource use in each RUG-III categories, for which ADL(Ability of Daily Living) were employed as the prosy of patient severity, shows a similar result. The loose relationship between the needs of residents and the resource use seems to be closely associated with the ineffective reimbursement system for providers. The current reimbursement system has no provision for quality improvement and reimburses facilities simply according to their types: fee-for-service for long-term care hospitals, and monthly-flat-rate or full-coverage-national-aid for skilled nursing facilities. It will be necessary to develop a more reasonable reimbursement system that takes patient's severity into account and gives incentives for long-term care providers to offer cost-effective services.

• 한국지역지리학회지
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• 제22권1호
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• pp.49-63
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• 2016

자본주의 사회의 확립 이후 전 지구적 차원의 환경오염과 경제적 양극화 등 다양한 사회문제가 야기되고 있다. 이에 대한 대안으로 공유자원에 대한 논의가 증가하고 있는데, 공유자원 관리의 제도적 원리를 분석한 엘리너 오스트롬과 공동체 내부의 상호관계를 강조한 마리아 미즈가 대표적이다. 같은 맥락으로 이 논문에서는 과도한 자본주의 체제 안에서 야기되는 사회문제를 공유자원 관리체계를 통해 해결할 수 있음을 증명하고자 하며, 더 나아가 성공적으로 운영되는 공유자원제도의 원리를 파악함으로써 대량소비사회가 일으킬 자원부족시대의 대비방안을 살펴보고자 한다. 이를 위하여 제주해녀 공동체의 공유어장관리를 우수사례로 선정하여 원리를 분석하였으며, 질적 조사를 통한 추가적인 원리 추출 및 확대적용 방법을 모색하였다. 제주해녀 문화에 대한 본질적 이해 및 향후 보전전략에도 일부 긍정적인 영향을 줄 수 있을 것으로 기대한다.

• KSII Transactions on Internet and Information Systems (TIIS)
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• 제12권4호
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• pp.1415-1435
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• 2018

Resource allocation in device-to-device (D2D) aided cellular systems, in which the proximity users are allowed to communicate directly with each other without relying on the intervention of base stations (BSs), is investigated in this paper. A new uplink resource allocation policy is proposed by exploiting the relationship between D2D-access probability and channel gain among variant devices, such as cellular user equipments (CUEs), D2D user equipments (DUEs) and BSs, etc., under the constraints of their minimum signal to interference-plus-noise ratio (SINR) requirements. Furthermore, the proposed resource-allocation problem can be formulated as the cost function of "maximizing the number of simultaneously activated D2D pairs subject to the SINR constraints at both CUEs and DUEs". Numerical results relying on system-level simulations show that the proposed scheme is capable of substantially improving both the D2D-access probability and the network throughput without sacrificing the performance of conventional CUEs.

• 지식경영연구
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• 제7권2호
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• pp.35-52
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• 2006

Increasing competitive pressure, the constantly accelerating transformation of the economy, and a stronger focus on value creation have initiated the search for sustainable sources of competitive advantage in organizations. In this context, the concept of treating organizational knowledge as a valuable strategic resource has become quite popular recently. Knowledge has become the most critical component in the struggle for sustained competitive advantage and knowledge management (KM) has also been described for its possible role in creating sustainable competitive advantage. In order to examine the contingency between KM resources, KM strategies, and KM performance of organizations, a contingency model of KM, which is based on resource-based theory as well as knowledge-based theory, is developed from the information systems and strategic management literature in order to assess the following questions: (i) What KM resources affect the organization's KM strategies? (ii) Is there a relationship between KM strategies and organizational performance enhanced by KM? A detailed exploratory analysis of survey responses from 79 Korean companies provides the following significant findings: (i) This study found support for the proposed contingency model of KM; (ii) The organization's KM strategies are determined by social resources and its capabilities; (iii) An organization with a culture-based KM strategy is more likely to enhance organizational KM performance than an organization with a technology-based KM strategy.

• 한국도서관정보학회지
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• 제43권1호
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• pp.99-122
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• 2012

통본 연구는 미래 서지기술의 국제적 표준으로 등장한 RDA를 대상으로 하여 RDA에서 개발의 목적으로 지칭하고 있는 이용자 과업(user task)을 다룬다. RDA는 FRBR-FRAD 모델을 기반으로 하여 이용자 과업의 실현방안을 모색하고 있다. 이용자 과업이란 이용자가 정보탐색과정에서 발생하는 자원의 발견, 식별, 선정, 입수의 영역과 자원과 관련된 개체(개인, 기족, 단체, 개념 등)의 발견, 식별, 확인, 이해의 두 영역이다. 본 연구는 RDA의 개념모델인 FRBR-FRAD를 통해 RDA에서 어떻게 자원을 개체와 속성, 그리고 관계의 모델로 정의하고 있는지 분석함과 더불어 이를 근거로 RDA가 어떻게 이용자과업을 지원하고자 하는지 그 방법들을 밝혀보고자 한다.

• 농촌계획
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• 제12권1호
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• pp.59-66
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• 2006

The purposes of this study were to identify leadership competences of rural leaders and to analyze leadership competency of leaders. The study carried out by questionnaire and focus group interview on expert panels. To analyze leadership competency, the data was collected from 273 rural leaders by stratified random sampling. SPSSWIN/ver10 program was used for analyzing data with t-test and IPA method. The study suggests twenty low types of leadership competences which were information, vision, decision making, motivation communication, education residents, managing residents, loaming, flexibility, problem solving, presentation program management, customer orientation service knowledge, making relationship, creative idea, business understanding, brand development, conflict resolution negotiation, assessment, business management, coaching and feed back. Whereas leaders with middle school educational career required developing program management, maintaining achievement and benchmarking, leaders with high school were morel likely to develope self-learning, to benchmark their knowhow and brand development competency. Whereas leader with less low years experiences as leader have been considered as developing coaching/feedback brand development and program development, leaders with more five years as leader should consider developing benchmarking, resident education, and brand development. The study suggests that the extension agents on public should develop leadership program according to the competency differences of leaders.

• Safety and Health at Work
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• 제11권3호
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• pp.353-360
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• 2020

Background: Urban bus drivers work under conditions that are among the most demanding, stressful, and unhealthy with higher rates of mortality and morbidity as well as absenteeism and turnover. Methods: Drawing on the job demand-resource model, this study investigates the impacts of job characteristics on emotional exhaustion and the effects of emotional exhaustion on job outcomes (including job satisfaction, life satisfaction, organizational commitment, and turnover intention) in the context of bus drivers. Results: Using self-reported survey data collected from a sample of 320 Taiwanese urban bus drivers, results reveal that role overload and work-family conflict (as job demand factors) positively relate to emotional exhaustion, and organizational support (as a job resource factor) is negatively associated with emotional exhaustion. Emotional exhaustion has negative effects on both job satisfaction and organizational commitment. Job satisfaction positively leads to life satisfaction, whereas organizational commitment negatively relates to turnover intention. Conclusion: This study concludes that role overload and work-family conflict as two stressors related to job demands and organizational support as the job resource factor to affect emotional exhaustion which further influence well-being in bus driver context. The moderating effects of both extraversion and neuroticism on the relationship between job demands and emotional exhaustion are evident.

• Carbon letters
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• 제13권3호
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• pp.133-138
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• 2012

According to kinetic mechanisms, liquid phase polymerization and solid phase polymerization are different in acrylonitrile (AN) polymerization, and so the relationship between the contribution ratio and molecular weight distribution (MWD) was obtained through theoretic analysis. The precipitation homopolymerization of AN was carried out in a mixture solution of dimethyl sulfoxide (DMSO) and water at $50{\sim}65^{\circ}C$ using ${\alpha}$,${\alpha}^{\prime}$-azobisisobutyronitrile as an initiator. The contribution ratio decreased and approached 0; the MWD also decreased and approached 2 with the increase of the $H_2O$/DMSO ratio from 10/90 to 90/10. The experimental data were found to coincide well with the theoretical equation derived from the mechanisms.

• 가족자원경영과 정책
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• 제11권1호
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• pp.21-36
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• 2007

The main purpose of the current research was to induce the importance of manners through the relationship between the level of transformational leadership in the family and the degree of job satisfaction in workers. It also examined positive variants that can enhance the degree of job satisfaction. The data from 250 questionnaires were used for the final analysis. The main results of the present study are as follows: First, the level of transformational leadership in the family tended to be relatively low, although it was good at the intellectual stimulus leadership among the sub-dimension of the "Family Multifactor Leadership Questionnaire." Moreover, communication, status, and education level turned out to be most influential background variables. Secondly, the score for job satisfaction that is recognized by the workers appeared to be less than average. It seemed that relative comparison in the level of life, communication and education level were the most influential variables. Indeed, the result of stepwise regression analysis showed that transformational leadership made a comparatively high contribution to job satisfaction. Therefore, it is important to keep in mind that a worker's leadership development is a main source of maintaining job satisfaction.