• 경영과정보연구
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• 제35권1호
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• pp.23-50
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• 2016

본 연구의 목적은 국방 지식공유시스템인 '이지샘' 사용자들의 지식제공행위에 영향을 주는 요인들을 조사함으로써 국방지식공유시스템 사용의 활성화를 위한 시사점을 제공하는데 있다. 국방부에서는 '이지샘'이라는 지식공유시스템을 구축하여 구성원들의 지식공유와 지식의 활용을 돕고 있다. 하지만, '이지샘'사용의 활성화 정도는 제한적이며 사용 활성화를 위한 실증적인 연구 또한 부족한 실정이다. 따라서 본 연구는 '이지샘'에 지식을 제공하는 조직구성원의 행위에 영향을 주는 요인을 연구하였다. 행위의 동기 기회 능력이론에 근거하여 국방 지식공유시스템에 지식을 제공하는 행위에 영향을 주는 동기요인으로 '돕는 즐거움'과 '보상기대일치'를, 기회요인으로 '시스템 접근성'을, 능력요인으로 '자기전문가 인식'과 '관련분야 경력'을 적용하여 연구모형과 가설을 제시하였다. 또한, 이들 변수관계에서 '시스템 사용 자발성'의 조절효과를 검증하기 위한 가설도 포함하였다. 설문분석 결과, '돕는 즐거움'과 '보상기대 일치'(동기요인), '시스템 접근성'(기회요인), '자기전문가 인식'(능력요인)은 '이지샘' 시스템상의 지식제공행위에 긍정적인 영향을 주는 것으로 밝혀졌다. 하지만 '해당분야 근무기간'은 유의한 영향이 없는 것으로 나타났다. 자발성의 조절효과는 '돕는 즐거움', '관련분야 경력', '시스템 접근성'과 지식제공 행위와의 관계에서 유의하게 나타났다. 본 연구는 이론적 측면에서 국방 지식공유시스템 상에서 사용자의 지식제공행위에 영향을 주는 결정요인들을 동기 기회 능력요인 측면에서 제시하였다는 것이며, 실무적으로는 국방 지식공유시스템의 사용을 활성화하기 위해 관리자와 국방시스템 설계자가 관심을 가져야 할 요인들을 실증하였다는데 의의가 있다.

• 한국항공운항학회지
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• 제23권1호
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• pp.85-95
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• 2015

A responsibility of superior management in an airline has become enormous due to rapid increase of airline's organization and its network. Even though a leadership of superior management is believed to be an important factor, it is almost impossible for management to be responsible for all the areas of an airline organization. This is why leadership should be go down to working level people. Self-leadership means that working level people possess leadership, delegated by their superior persons, and improve their work environment with the leadership as well as related right and responsibility. This paper has tried to find out the components of self-leadership perceived by foreign cabin crews and analyzed the impact of self leadership into airline's organizational effectiveness. Based on empirical research results, this paper would suggest administrative and operational implications of managing foreign cabin crews in K-airline. It was found out foreign cabin crews perceive that self reward and self evaluation have a positive impact on self observation factor. The self observation factor has a significant effect on self goal. The self goal is analyzed as a major factor which results in organizational effectiveness.

• 보건행정학회지
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• 제24권3호
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• pp.291-300
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• 2014

Background: The efficient knowledge management in hospital organization is generally known as the important activities relevant to employees' knowledge sharing behavior and work performance. This research examined factors affecting employees' knowledge sharing behavior and work performance in top 4 university hospitals. This study is based on individual factors such as incentives, reciprocity, behavioral control, and subjective norms. Also, there are organizational factors such as CEO support, learning climate, IT system, rewards system, and trust. Methods: Data was collected from employees who are working at 3 hospitals university in Seoul and 1 university hospital in Gyeonggi-Do through the self-administered questionnaires. A total of 779 questionnaires were analyzed by PASW SPSS ver. 18.0. (SPSS Inc., Chicago, IL, USA). Results: The significant variables affecting knowledge sharing behavior are behavioral control (in individual factor) and CEO, IT system, and trust (in organization factor). Also the significant variables affecting work performance are incentives, reciprocity, subjective norms, and behavioral control (in individual factor) and CEO support, IT system, reward system, and trust (in organization factor). Conclusion: The personality and organization characteristics factors is important to improve knowledge sharing behavior and work performance of hospital employees. Therefore, to make more efficient knowledge management is to build and system knowledge sharing culture, system, and leadership and to develop practical strategies.

• 대한안전경영과학회지
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• 제16권4호
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• pp.275-284
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• 2014

Decision Tree is one of analysis techniques which conducts grouping and prediction into several sub-groups from interested groups. Researcher can easily understand this progress and explain than other techniques. Because Decision Tree is easy technique to see results. This paper uses CART algorithm which is one of data mining technique. It used 273 variables and 70094 data(2010-2011) of working environment survey conducted by Korea Occupational Safety and Health Agency(KOSHA). And then refines this data, uses final 12 variables and 35447 data. To find satisfaction factor in working environment, this page has grouped employee to 3 types (under 30 age, 30 ~ 49age, over 50 age) and analyzed factor. Using CART algorithm, finds the best grouping variables in 155 data. It appeared that 'comfortable in organization' and 'proper reward' is the best grouping factor.

• Child Health Nursing Research
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• 제27권3호
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• pp.256-265
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• 2021

Purpose: This study presents a translation, cultural adaptation, and psychometric evaluation of two instruments of the Fertility Awareness and Attitudes Towards Parenthood (FAAP) questionnaire (Conditions and Life changes) for use in South Korea. Methods: This methodological study included 166 university students for psychometric evaluation in the sixth step. The first five steps included forward translation, backward translation, committee review, assessment of content validity, and a pre-test. In the sixth step, psychometric properties, including internal consistency, construct validity, and criterion validity, were evaluated. Exploratory factor analysis and confirmatory factor analysis were conducted to identify the structure of the tool and to assess its validity. Results: The Korean version showed acceptable internal consistency. Cronbach's α was .73 for FAAP-Conditions and .83 for FAAP-Life changes. FAAP-Conditions showed a four-factor structure (social conditions, relationship with partner, external environment, and child-rearing support) and FAAP-Life changes had a two-factor structure (reward and burden). In the confirmatory analysis, CMIN/DF, TLI, IFI, SRMR, CFI, and RMSEA were satisfactory. Conclusion: This study provided preliminary evidence of the acceptability, reliability, and validity of the Korean version of the FAAP questionnaire in university students in South Korea. Nonetheless, further evaluation among Korean young adults is warranted to validate this instrument.

• 시큐리티연구
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• 제44호
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• pp.59-83
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• 2015

이 연구는 민간경비원의 직무자원동원성 영향요인을 실증적으로 분석하여, 민간경비원의 직무자원동원성을 향상시킬 수 있는 효율적 방안을 제시하고자 함에 그 목적이 있다. 이를 위하여 직무자원동원성에 관한 선행연구를 통해 보상체계, 직원개발기회, 의사결정참여, 개인통제와 대인통제, 성취욕구, 자아존중감을 직무자원동원성 영향요인으로 선택하였으며, 직무자원동원성 영향요인을 분석하기 위하여 서울, 인천, 경기지역 민간경비원들을 대상으로 설문지를 배포하여 총 248부를 최종분석에 사용하였다. 연구결과, 보상체계, 의사결정참여, 개인통제와 대인통제, 성취욕구, 자아존중감은 민간경비원의 직무자원동원성에 정적(+)인 영향을 미치는 것으로 나타났다. 이는 민간경비원의 조직 및 개인특성을 향상시킬 수 있는 다양한 교육프로그램의 개발과 이러한 특성을 객관적으로 평가할 수 있는 여러 장치가 개발되어야 할 것을 시사하고 있다. 그러나 직원개발기회는 직무자원동원성에 유의미한 영향을 미치지 않는 것으로 나타났다. 이 연구에서는 이러한 연구결과에 근거하여 향후 민간경비 조직 운영 및 관리방안에 필요한 제언을 제시하였다.

• 한국조리학회지
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• 제23권2호
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• pp.146-158
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• 2017

본 연구는 조리전공 대학생들의 셀프리더십이 진로결정 자기효능감과 진로준비행동과의 영향관계를 분석하기 위해 설문조사를 실시하였다. 수집된 data는 SPSS 16.0 Version 통계 패키지 프로그램을 활용하여, 빈도분석, 요인분석, 신뢰도분석, 다중회귀분석을 실시하였고, 다양한 결과들을 도출하였다. 첫째, 모든 셀프리더십의 하위요인(행동준비전략, 자연보상 및 건설적 사고전략)은 진로결정 자기효능감의 하위요인(직업정보, 목표설정, 계획수립, 문제해결, 자기평가)에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 모든 셀프리더십 하위요인은 진로준비행동 하위요인(진로탐색활동, 목표달성활동)에 정(+) 영향을 미치는 것으로 나타났다. 결과적으로, 조리전공 대학생들의 셀프리더십의 강화는 진로결정 자기효능감과 진로준비행동으로 발전에 매우 중요하다는 것을 확인하였다.

• 한국치위생학회지
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• 제15권5호
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• pp.849-856
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• 2015

Objectives: The purpose of the study is to investigate the influence of social characteristics and self leadership on stress coping method in the dental hygiene students. Methods: A self-reported questionnaire was completed by 436 dental hygiene students in J area from November 10 to December 10, 2013. The questionnaire consisted ofsocial characteristics of the subjects, self leadership, and stress coping method. The reliability was evaluated by Cronbach alpha. Data were analyzed by frequency, one-way ANOVA, multiple regression analysis using the SPSS 12.0 statistical package program. The self leadership was developed by Mans and adapted and modified by Kim and Park. The leadership included 18 questions of self expectation, rehearsal, goal setting, self reward, self criticism, and constructive area. The stress coping method was developed by Folkman and Lazarus, and adapted and modified by Park. The stress coping method included 24 questions of problem focused coping, seeking social support, emotion focused coping, and wishful thinking. Results: The best stress coping method was wishful thinking and the score was 2.81. The priority order of stress coping method included social support, problem focused coping, and emotion focused coping. The self-expectation, goal setting, self-criticism proved to be highly relevant factors. The explanation power of stress coping method was 29.1 percent. The self expectation, rehearsal, self reward, and self criticism were passive coping methods and the explanation power was 15.4 percent. Conclusions: The self leadership is the most important factor to fulfill the interpersonal relationship abilities, major satisfaction, and satisfaction with clinical practice. The self leadership leads to stress coping ability.

• KDI Journal of Economic Policy
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• 제33권2호
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• pp.41-79
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• 2011

본고는 은행 임원에 대한 주식기준 보상, 특히 스톡옵션과 은행의 위험추구 간의 관계를 이론적으로 검토하고, 국내 은행 자료를 이용하여 실증적으로 분석한다. 이론적으로 은행의 주주는 유한책임(limited liability)의 특성으로 인해 사회적 최적 수준보다 위험한 자산 포트폴리오를 선택할 가능성이 있다. 이는 포트폴리오의 범위 확대에 따른 기대수익 증가가 수익 변동성의 폭 증가보다 크지 않을 경우 발생한다. 이 경우 주주는 스톡옵션 형태의 성과보상을 통해 경영자의 위험추구를 유도할 수 있다. 이러한 이론적 예측과는 달리 국내 은행 자료를 이용한 실증분석 결과는 스톡옵션 부여가 위험추구를 유도한다는 가설을 지지하지 않았다. 은행 임원에게 부여한 스톡옵션은 가격기준 위험지표와 투자기준 위험지표 모두에 유의한 영향을 미치지 못한 것으로 분석되었다. 이는 미국에서의 선행연구 결과와는 상반된 것으로, 분석 자료가 포함하지 않는 형태의 보상이나 규제효과 등 국내 은행업의 특수성에 기인한 것으로 볼 수 있다.

• 한국치위생학회지
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• 제21권5호
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• pp.655-666
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• 2021

Objectives: A systematic review and a meta-analysis were performed investigate the factors related to turnover intention of dental hygienists in Korea. Methods: Literature between 2000 and January 2021 were used to support the meta-analysis, which focused on 21 factors extracted from 50 articles using a random effects model. The correlation coefficient, r, in the effect size was calculated. Results: Substantial literature was published after 2011 (76%); in academic journals (74%); and targeted nonmetropolitan areas (40%). Lawler's turnover intention tool was used in several studies. The effect size for each ecosystem was in the order of microsystem (r=0.325), mesosystem (r=0.307), macrosystem (r=0.259), exosystem (r=0.176), and individuals (r=0.171). The random-effects model indicated an overall average of r=0.311. The factor that showed a large effect size in relation to turnover intention was organizational commitment of the microsystem (r=-0.594). Furthermore, mesosystem reward (r=- 0.416), microsystem burnout (r=0.464), job stress (r=0.408), and job satisfaction (r=-0.405) were identified as other major factors. Conclusions: To lower the turnover rate of dental hygienists, it is important to focus on factors belonging to the microsystem, and mesosystem reward.