• 지능정보연구
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• 제20권3호
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• pp.133-149
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• 2014

대학은 교육을 통한 인재육성과 더불어, 사회적 가치를 창출할 수 있는 새로운 지식 및 아이디어를 창출하는 것을 주요한 목적으로 한다. 이러한 지적 자원은 비단 교수들이 생산하는 논문에 국한되지 않으며, 학생들로부터 창출되는 창의적인 아이디어, 독창적 문제인식 및 솔루션을 포괄하고 있다. 대학에서 창출되는 주요한 지적자원은 학술적인 지식인 '논문', 교육적 용도의 '강의자료', 텀프로젝트, 공모전 등을 통해 창출되는 창의적 형태의 '아이디어', 그리고 법적인 지적재산권이 확보된 '특허'등이 있다. 그러나, 이러한 대학의 지적 자원은 대부분 강의실 이외의 공간으로 유통되지 못하고 있으며, 대학 내에서조차 체계적으로 관리되지 못한다. 본 연구는 인문사회계열의 대학에서 창출되는 다양한 형태의 지적 자원을 기업에 유통시키고, 이를 통하여 대학의 인적자원이 기업에 연계될 수 있도록 하는 새로운 형태의 시스템 플랫폼을 제안한다. 즉, 대학의 지적자원을 실제로 이를 활용할 기업에게 시스템적으로 유통시킬 수 있는 방안을 연구하였으며, 이와 더불어 대학에서 배출되는 우수한 인재들의 정보를 기업에 함께 전달하여, 산학연계를 공고히 할 수 있는 시스템의 플랫폼을 설계하였다. 이를 위해, 본 연구에서는 시스템의 주요 사용자인 학생 및 교수, 그리고 기업의 실무담당자 총 100명에 대한 사용자 요구도를 조사하고, 이를 토대로 대학의 지적/인적자원에 대한 유통플랫폼 및 이에 대한 그래픽 사용자 인터페이스 (Graphic User Interface) 프로토타입을 구성하였다. 마지막으로, 제안된 플랫폼을 효과적으로 운영할 수 있는 방안에 대한 정책적 시사점을 제안하였다.

• The Journal of Asian Finance, Economics and Business
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• 제8권11호
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• pp.277-284
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• 2021

This study was conducted to determine the factors affecting employees' engagement in Information Technology (IT) enterprises in Vietnam. Quantitative method was used to test the research model. Research data is collected through a survey of 205 employees working in Ho Chi Minh City - Vietnam IT enterprises. The research results show that all seven factors affecting OC are ability, remuneration, training/development, challenging work, teamwork relationship, company policy, and culture, and work environment all make sense. In which, WOE, TER, REM factors are the three most influential factors, while company CPC, T&D, CHW, ABI have a lower impact. The proposed management implications include building, providing, ensuring a good working environment for employees, building/developing relationships within the company, having a policy of salary, bonus, support, and incentives. In addition, appropriate, competitive remuneration, adequate incentives, and rewards for the efforts that the employee has made, training and development of skills and soft skills suitable for each type of work, development orientations for employees, as well as frequent rotation of positions and jobs, in addition to improving employees' capacity, also avoid causing boredom and loss of motivation at work, thereby increasing OC of employees in IT enterprises in Vietnam.

• 한국정보시스템학회지:정보시스템연구
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• 제17권2호
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• pp.73-94
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• 2008

Knowledge is a fundamental assets, therefore, the ability to create, acquire, integrate, and share knowledge has emerged as a fundamental organizational capability(Sambamurthy and Subramani, 2005). This apaper reports the results of an empirical study investigating the factors of acceptance and the moderating role of resistance in Knowledge Management Systems(KMS). The research model is based on the theory of planned behavior(TPB) and technology acceptance model(TAM). It includes the perceived usefulness instead of attitude, subjective norm, perceived behavior control and intention of acceptance of KMS. Also, three external variables namely task-technology fit, organizational support, and perceived rewards are added. In the research model, all hypothrses of the baseline model and the moderating effects of resistance were found to be significant. The authors also of fred several implications based chi the findings.

• 한국건설관리학회:학술대회논문집
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• 한국건설관리학회 2003년도 학술대회지
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• pp.254-257
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• 2003

It is common to experience delays during construction projects. Delays can ca use substantial damages to an owner as well as contractors and is the sources of frequent disputes and claims. Many studies have been carried out to assess the causes of delays in construction projects. They are found to be almost similar, except some prevailed local condition. Most of the common construction delay factors are attributed to design faults, incompetent contractor, lack of team accountability etc. To minimize or eliminate the delay we have to follow the recognized fundamental principles of management such as: cost-time relationship, time priority, accountability, rewards, innovative thinking etc. The root causes of delays found out in this paper are not so much different than other previous study. If the implementing agencies properly followed the, fundamental management principles and some other related corrections as recommended in the paper, much construction delays can be avoided.

• 보건의료산업학회지
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• 제7권4호
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• pp.233-241
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• 2013

The purpose of this study is to investigate factors affecting workers' knowledge sharing on knowledge sharing and innovation behavior in general hospitals. This study is based on factors of knowledge sharing such as incentives, reciprocal benefits, behavioral control, and subjective norm, CEO's support, rewards system, IT system, and trust. Data were assessed using 148 workers who work in 3 hospitals in Seoul, Kyunggi, Chunkcheong-do. Data were collected with self-administered questionnaires from April 1 to 31 in 2013 and analyzed SPSS 18 and SEM(structural equation modeling). The results of the study were as follows. First, knowledge sharing intention as well as innovation behavior was statistically significant in behavioral control and IT system. Second, knowledge sharing intention turned out to be positive effect for innovation behavior. This study identified a couple of factors affecting workers' knowledge sharing on knowledge sharing intention and innovation behavior. The the implications of these factors are discussed and areas for developing hospital's knowledge management strategies are fostered and knowledge sharing intention and innovation behavior.

• 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.

• Asia pacific journal of information systems
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• 제23권4호
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• pp.151-175
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• 2013

This study investigates the potential components for academic research collaboration, and the factors that make it possible to achieve higher academic productivity. The components include collaboration factors and a collaboration model. We use two major collaboration factors to develop a framework for understanding the mechanisms that influence academic research collaborations: motivational factors and mediating factors. Motivational factors include self-motivation and trust whereas mediating factors are collaboration orientation and peer support. We analyze the effect for use of e-collaboration with research performance, reward, and satisfaction with e-research output. A survey of academicians was conducted, and by using the factor analysis and the structural equation model with SPSS 20 AMOS, we illustrate the possible influence of these factors on research performance and satisfaction. We discovered that both motivational and mediating factors play important roles on the success of academic research. This study offers several implications for academicians. We develop a parsimonious research model, which is related to e-collaboration in academic research. This unique model offers academicians to achieve good publication output from the research team. The motivational factor, self-motivation and trust, are important factors which has received positive impact of mediating factor collaboration orientation and peer support. Our research sheds light on the crucial factors for use of e-collaboration which offer the ultimate effect on performance and satisfaction with e-research output. Satisfaction motivates people to work more and more on the field of their interest, thereby influencing the performance of academicians. Rewards should be distributed according to performance of the individual, which will motivate the person to become more enthusiastic for his work of interest. Our evidence suggests that in understating the collaborative process, one must account for the context in which the collaboration occurs, the motivation of the collaborators, the scope and nature of the project, the roles and activities undertaken, and interpersonal processes such as trust. Researchers' motivations for engaging in collaboration were both instrumental and intrinsic.

• 간호행정학회지
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• 제2권2호
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• pp.109-120
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• 1996

Nurses' job satisfaction was influenced by intrinsic factors and extrinsic factors. According to motivation theory, job satisfaction is determined by the degree of discrepancy between employees' expectation and rewards to employees that meet their basic needs. Spiritual wellbeing is a combination of religious wellbeing and existential wellbeing. It is not simply religious but one of the essentials among basic human needs. The purpose of this study was to examine the relationship between spiritual wellbeing and job satisfaction for nurses. The subjects consisted of 306 nurses who were employed in Wonju Christian Hospital. A positive relationship between spiritual wellbeing and job satisfaction was found. (r=.48, p<.001) Both spiritual wellbeing and job satisfaction were affected by the length of experience and by marital status and religion. The degree of satisfaction which was measured by one overall question and spiritual wellbeing were found to explain 35.63% of the total job satisfaction variance in regression analysis. From above the results, spiritual wellbeing can be considered as one of the important factors to improve job satisfaction for nurses. In order to improve job satisfaction, administrators must pay attention to the assessment of spiritual wellbeing for nurses who are employed in the hospital and develope programs to raise the level of spiritual wellness.

• 한국안전학회지
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• 제30권3호
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• pp.123-134
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• 2015

This study was conducted with the following three study objectives. First, effects of safety awareness level of lab researchers to the improvement of safety culture in the organization Second, effects of organizational safety behaviors to the improvement of safety culture Third, test of mediating effects of organizational safety behaviors in the relationship between safety awareness level and the improvement of safety culture. The results show that organizational safety behavior is an indispensable factor for the improvement level of safety culture. Especially, the factors in safety training activities, safety compliance and management system are mediating variables which affect the safety awareness level and improvement level of safety culture, which shows these variables are very important factors in reducing safety accidents through the improvement of safety culture. Therefore, safety behaviors in the organization should be considered with priority. If the organization leads to improve safety awareness through regular safety training and rewards and punishes according to the test results, safety awareness could be improved. This study was conducted to identify the necessary factors to improve the overall safety culture in the organization and contribute to the diffusion of safety culture by improving the safety training awareness of the researchers.

• 한국직업건강간호학회지
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• 제29권4호
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• pp.262-272
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• 2020

Purpose: This study aims to investigate the degree of job demand, job resources, burnout, and the organizational commitment of administrative nurses based on the job demands-resources model. Further, it seeks to confirm the influencing factors affecting nurses' burnout and organizational commitment. Methods: The participants were 188 administrative nurses working at hospitals (one tertiary hospital and six general hospitals) located in D City. The collected data were analyzed with IBM SPSS Statistics 23.0 using frequency, percentage, mean, standard deviation, t-tests, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. Results: The influential factors of burnout were role conflict (β=.50), job demand (β=.18), job position (β=-.17, team leaders and above), and social support (β=-.15). The regression model had an explanatory power of 59%. The influential factors of organizational commitment were appropriate rewards (β=.59), job position (β=.15, team leader or above), working department (β=.14, referral center and health screening administration department), and social support (β=.18). The regression model had an explanatory power of 59.5%. Conclusion: The results support the job demands-resources model, and interventions should be developed to decrease job demand and provide sufficient job resources.