• The Journal of Industrial Distribution & Business
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• v.6 no.3
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• pp.9-17
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• 2015

Purpose - The study's aim is to assess performance quality delivered through a performance management system. The case study first measures the effectiveness of the present performance management system of Bhushan Steel Ltd. (BSL), and then secondarily analyzes the employee training impact. Research design, data, and methodology - A case study research approach using a survey was followed. The final sample size was 50, with a simple random sampling technique used. Primary data came from the company itself and the secondary from books, the Internet, journals, etc. Results - BSL employee appraisals are used for many developmental aspects such as competence in the present job, improvements, performance development, and training needs. The results indicate that individual performance can improve if employees perceive the system as more transparent (i.e., not so confidential). Conclusions - Overall, the BSL employees think that the company appraisal system is useful; however, to make it better the company has to improve many aspects including appraisals based on supervisor observations. The company could use a self-appraisal and a 360-appraisal approach to improve such assessments.

• The Journal of the Korea Contents Association
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• v.12 no.6
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• pp.497-507
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• 2012

This study aims to verify how the characteristics of organizational supporting unit affect the effectiveness of company-wide HRD Education & Training program. To achieve this objective, we performed an empirical analysis, with the characteristics of organizational supporting unit comprising supervisor's support, job support, and company support as independent variables, and with the level of reaction stage, learning stage, transfer stage, and result stage as dependent variables. Empirical data was collected during the period from August 16, 2011 to September 9, 2011 by sending out questionnaires to employees of 5 securities firms listed on KOSDAQ where online and offline education & training program is running year-round with headquarter in Seoul. A total of 340 questionnaires were sent out three times for the survey, and total of 164 questionnaires were sampled for the final analysis. According to the outcome of the analysis, regarding the first hypothesis that tries to reveal how the characteristics affect the level of reaction stage, it is verified that all of supervisor's support, job support and company support have positive impact on the level of reaction stage with p value less than 0.01. In regard to the second hypothesis that tries to see how the characteristics affect the level of learning stage, it is confirmed that supervisor's support, job support and company support have significant impact on the level of learning stage with p value less than 0.05 or 0.01, respectively. Concerning the third hypothesis that aims to investigate how the characteristics affect the level of transfer stage, it is appeared that all of supervisor's support, job support and company support have positive impact on the level of transfer stage. And lastly, as for the fourth hypothesis that tries to see how the characteristics affect the level of result stage, it is analyzed that supervisor's support, job support and company support have positive impact on the level of result stage with p value less than 0.01. This study reconfirm the outcomes of previous research, which is that the effectiveness of company-wide education & training program depends not only on the contents and quality of education & training program, but also more importantly on the role of organizational supporting unit, and the working environment where what is learned in classroom can be applied to real business. Companies or experts that run education & training program in real world should recognize that the performance of training is dependent more significantly on the characteristics of organizational supporting unit rather than the design or features of education & training program.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.3
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• pp.495-505
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• 2003

Purpose: The purpose of this study was to develop 360 feedback for nursing unit manager based on the current personnel evaluation system and to evaluate the new tool according to evaluation subjects. Total of 277 subjects of nurse unit managers and staff nurses were participated in this study. Method: The study was conducted in three phases each for development, application, and analysis of 360 feedback. SAS program was utilized for data analysis with descriptive statistics, t-test, and analysis of variance. Result: The evaluation criteria of the developed 360 feedback tool consisted of 13 subscales such as professional knowledge, apprehension & judgement, job performance, applicability, creativity, leadership, responsibility, promptness & accuracy, administrative ability & sense of mission, activeness, cooperation, communicability, and general attitude. The internal consistency of the tool was Cronbach's alpha .939. The evaluation score by! peers(M=4.30) was the highest one, followed by self-evaluation(M=4.23), evaluation by supervisor(M=4.17), and evaluation by subordinate(M=4.10). The differences in the total evaluation scores among the subjects supervisor, self, peer, and subordinate were not statistically significant, but significant differences were found in some subscales scores. Conclusion: Further research is required to test the reliability and validity of the $360^{\circ}$ feedback tool, and to test the outcome and the process of $360^{\circ}$ feedback system.

• Journal of Auto-vehicle Safety Association
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• v.5 no.1
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• pp.37-43
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• 2013

This paper describes an investigation into coordinated control of electronic stability control (ESC) and active roll control system (ARS). The coordinated control is suggested to improve the vehicle stability and agility features by yaw rate control. The proposed integrated chassis control algorithm consists of a supervisor, control algorithms, and a coordinator. The supervisor monitors the vehicle status and determines desired vehicle motions such as a desired yaw rate and desired roll motion based on control modes to improve vehicle stability. According to the corresponding the desired vehicle dynamics, the control algorithm calculated a desired yaw moment and desired roll moment, respectively. Based on the desired yaw moment and the desired roll moment, the coordinator determines the brake pressures and the ARC motor torques based on control strategies. Closed loop simulations with a driver-vehicle-controller system were conducted to investigate the performance of the proposed control strategy using CarSim vehicle dynamics software and the integrated controller coded using Matlab/Simulink.

• Journal of the Korean Society of Costume
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• v.62 no.4
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• pp.1-14
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• 2012

Ever since the year 2000, Korea's musical markets has invited famous overseas license performances and have therefore cooperated with staffs working overseas in regards to stage costumes. This study aims to suggest the methodology of the stage costume making process according to the present advanced production system of Korea's musical market. The researcher participated in the stage costume making work of 'Chicago' as a costume supervisor. It took place at the Opera House of Seongnam Art Center from January 10, 2010 to February 28, 2010. Furthermore, there was significance in reinforcing academic values and implementing practical making process of stage-costumes based on the actual field work. The method of this research was carried out through a theoretical research and a case study that focused on empirical research. As for the research scope, it was limited to the actual stage-costumes that the researcher fully engaged with as a costume supervisor of the musical 'Chicago.' The results of this study were as follows. The stage costume making process of the musical 'Chicago' was categorized according to the classification of production system in the performance. For pre-production, it was divided according to the information of the actor and the analysis of the bible. Rehearsal period was divided according to the product clothes and fitting. Production week & preview were divided according to the changeover of clothes and the arrangement of dressers. The Run was divided according to the inspection of the situation concerning clothes in general during the performance. Post-Production Period was divided according to the collection of clothes and the implemented database. This study eventually suggested appropriate stage-costume making processes for the costumes making environment according to the expansion of overseas license musical market. However, it has a limitation of the research scope to the musical 'Chicago.' The creative performances of the domestic version are planned in diverse forms and come to abroad animate by the Korean Wave. Therefore, the field of stage-costume is necessary for the establishment of practical schemes of the system and copyright in accordance with the environment.

• Management & Information Systems Review
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• v.33 no.3
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• pp.129-154
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• 2014

We are making products and services that we didn't easily think or even imagine when young and living using them. Consumer needs become more diversified, markets and technologies are being constantly changed, and corporate global competitiveness is getting intensified. Now, companies that don't change nor create new values cannot survive. The cycle of new products is faster, and therefore corporations should improve previous products continuously or create new values according to such a trend. This era requires 'creativity' for companies to overcome uncertainty and survive. Corporate creativity is not easily activated as financial and physical compensation unlike the work ability or performance. When there is an environment that people with various abilities, experiences and backgrounds can express their opinions freely, it becomes possible. Despite the importance, the studies have focused on creativity education so far instead of the viewpoint of corporate business administration. In addition, most studies have dealt with job characteristics and employees' personality factors rather than the process that is connected to actual performance. In other words, the studies on environmental factors that can lead motivation as situational characteristics of the employee's company in a current non-monetary and non-physical way are very insufficient. Therefore, this study aims to comprehensively examine the process of creating creative performance in the environment inside the company that the employee could approach most closely from the corporate deinstitutional perspective. As the major variables, job characteristics and supervisor's ethical leadership were selected, and the process that is connected to the creative performance was explained by means of motivation necessary to understand creativity of the organization and creative process engagement(CPE). The summary of the verification results is following. First, job characteristics and supervisor's attitude(ethical leadership) had positive effects on intrinsic motivation and creativity process engagement. Second, intrinsic motivation and creativity process engagement had positive effects on creative performance. Third, intrinsic motivation and creativity process engagement had mediated the relationship between job characteristics, supervisor's attitude and intrinsic motivation, creativity process engagement

• Journal of the Korean Society for Library and Information Science
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• v.48 no.4
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• pp.345-376
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• 2014

This study examined (1) what effect emotional labor has on an university library, focusing on (2) the relationship among a supervisor's emotional intelligence, the extent of social support and the level of library service on job performance. The survey period took place from 14 Oct. to 4 Nov. 2013. 533 librarians at 13 public and 28 private university libraries were included in the survey. Of the 533 surveys distributed, 529 were returned and used in the final analysis. SPSS Win 21.0 was used for statistical analysis, factor analysis, regression analysis and differential analysis. The survey also shows that a librarian's emotional labor affects emotional intelligence of supervisor, social support and library service level positively. This finding is not the case for the employees in the general service industry. Because the librarian is professional and manages stress better than general employees. This research suggest the following practical measures. Educational programs for librarian's emotional intelligence should be planned in order to improve library service.

• Korean Journal of Occupational Health Nursing
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• v.21 no.2
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• pp.125-133
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• 2012

Purpose: This study is to identify factors associated with performance of occupational health services in small-sized workplaces in Korea. Methods: The data were collected from a random sample of 1,158 occupational health managers working for small-sized workplaces across the nation in which occupational health services were supported by Korean Industrial Health Association. A structured questionnaire was self-administrated by occupational health managers about characteristics of workplaces, occupational health managers, and performance level of occupational health services. Results: Stepwise multiple regression analyses revealed that factors associated with performance of occupational health services in small-sized workplaces included supervisor being designated, occupational health manager having received safety and health training, and employer's concern with activities of health management. Conclusion: Government should make efforts to raise the level of employer's concern to occupational health activities. And it is needed to promote health managing staff as a core personnel to self-management for occupational health system.

• The Korean Journal of Food And Nutrition
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• v.21 no.3
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• pp.355-365
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• 2008

The purpose of this study was to investigate the food sanitation awareness and performance of foodservice industry employees. Based on a literature review, a questionnaire was developed to identify the food sanitation education, experience, knowledge, and food sanitation practices of the employees. A total of 376 Korean food industry employees participated, and there were 344 usable questionnaires. In the analysis of food sanitation knowledge, the statements "clip fingernails short and do not use nail polish", and "if feeling sick, even with a minor cold, speak to your supervisor immediately", had the highest and lowest percentages of correct answers, respectively. In assessing employee sanitary management practices, many correctly acknowledged "clip fingernails short and do not use nail polish" and "wash hands after using the toilet", which received high scores; however, "use hands to pick up ice" and "if feeling sick, even with a minor cold, speak to your supervisor immediately" had low scores. The sanitary knowledge and practice levels of the employees were not significantly different according to gender, age, work area, job title, or duration of duty. Among the surveyed industries, employees of special restaurants had the least sanitary knowledge(p<0.05) and practice scores(p<0.001). Employees who had worked for $1{\sim}3$ years presented the least sanitary management practice level scores(p<0.05).). In addition, college students and participants without hygiene educational experience showed the least levels of sanitary knowledge(p<0.01). Scores for sanitary management practice were higher when hygiene education was regularly conducted more than once per month. Employees showed significantly higher knowledge and sanitary management practice levels when they were required to use a sanitary checklist(p<0.001), and employees who were trained in HACCP had significantly higher sanitary checklist scores(p<0.05). In foodservices that applied HACCP, the employees showed higher knowledge and sanitary management practice levels(p<0.001).

• Korea Journal of Hospital Management
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• v.18 no.4
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• pp.54-77
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• 2013

This paper is a comparison study about leadership training transfer factors between physicians working in large scale hospitals and managers working in firms. To fulfill this purpose, this study conducted a regression analysis on 101 managers and 59 physicians who had attended similar leadership training programs more than 16 hours recently in order to identify the differences on the learning transfer factors. 6 factors such as Learner readiness, Performance self-efficacy, (so far as Trainee Characteristics group), Organization Culture, Supervisor's tangible incentives and Supervisor's intangible support, (so far as Work environment group), Content Validity & Transfer Design (so far Training Design group) were used as independent variables while the personal Managerial Capability Increase and Leadership Capability Increase were used as dependent variables. And also we used 5 factors as control variables ; Job style (Manager or Physician), Age, Gender, Working years and Organization size. Here are the summary of major findings ; first, there were statistically significant differences between the learning transfer factors in leadership training programs for managers and those of physicians. Second, there were also statistically significant differences among trainees' working years and their organization size factors while age and gender do not affect the learning transfer factors. Third, for the physician's leadership training the practitioners should focus on two factors ; Organization Culture and Learner readiness.