• 한국건축시공학회지
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• 제13권2호
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• pp.159-168
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• 2013

Construction projects have become increasingly complex in recent years, resulting in substantial safety hazards and frequent fall accidents. In an attempt to prevent fall accidents, various safety management systems have been developed. These systems have mainly been evaluated qualitatively and subjectively by practitioners or supervisors, and there are few tools that can be used to quantitatively evaluate the performance of safety management systems. We propose an expertise-based safety performance evaluation model (EXSPEM), which integrates a fuzzy approach-based analytic hierarchy process and a regression approach. The proposed model uses S-shaped curves to represent the degree of contribution by subjective expertise and is verified by a genetic algorithm. To illustrate its practical application, EXSPEM was applied to evaluate the safety performance of a newly developed real-time mobile detector monitoring system. It is expected that this model will be a helpful tool for systematically evaluating the application of a robust safety control and management system in a complex construction environment.

• 대한안전경영과학회지
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• 제14권3호
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• pp.39-48
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• 2012

Risk Assessment to list possible safety disasters and their probability and severity is the starting point for effective safety management on construction project site. However, the safety managers in owners, construction supervisors, contractors, and sub-contractors still have difficulties in judging the priorities of safety activities and preparing responses to each potential safety disasters. Therefore, this study aimed to suggest a systematic method in assessing safety risk prior to commencement with the agreement of stakeholders. FMECA(failure mode effects and criticality analysis) was selected as a main assessment tool and it was modified according to the characteristics of construction projects and trades. Each risk is, firstly, evaluated with occurrence probability, possible loss and impacts to projects, and detections, and then risk priority number(RPN) is calculated. Subsequently, the managers of each stakeholder discuss the types, timing, and responsibilities of responses as a group decision-making process.

• 한국경영과학회지
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• 제25권1호
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• pp.105-124
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• 2000

The purpose of this paper is to investigate the relationships among transformatonal leadership, gropefficacy, and group performance. A total of 321 empolyees of a fire and marine insurance frim in Seoul anonymously completed the Multifactor Leadership Questionnaire-Form V, which consists of three factors(charisma, individualized consideration and intellectual stimulation) for transformational leadership, and two factors(contingent reward and management by exception) for transactional leadership. The sample, which largely consists of sales supervisors and salesmen, includes 41 sales office branches. The findings of the study are as follows. Transformational leadership is closely associated with group-efficacy and group performance. That is, there are significant correlations between transformational factors and group-efficacy, between the factors and group performance, and between group-efficacy and group performance. A stepwise multiple regressio analysis revealed that transformational leadership augmented the subordinates's extra efforts. It was also found that group-efficacy was mediating the relationship between transformational leadership and group performance. The managerial implications of these findings and future directions of research are also discussed.

• 한국식품조리과학회지
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• 제13권4호
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• pp.402-409
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• 1997

Understanding the satisfaction and dissatisfaction of employees has been deemed important for smooth and efficient food service management. The aim of this study was to examine the relationship between the dishwashing employees' job satisfaction and the operational and managerial factors in hospital foodservice systems. A survey of twenty conventional hospital food service systems was undertaken and detailed information was collected from 280 dishwashing employees through mailed questionnaires. Dishwashing employees' satisfaction was evaluated by measuring their job attitudes towards four aspects of their job using the modified Job Description Index (JDI). Descriptive analysis and Pearson product moment correlation analysis were used to analyze the data. The dishwashing workers were found to be more satisfied with their interpersonal relations with co-workers than with work content, pay or promotional opportunities. The demographic variables including education, type of employment and work experience were significantly related to job satisfaction. As the ratio of supervisors to dishwashing workers increased, the degree of satisfaction in dishwashing workers increased significantly.

• Journal of Information Technology Applications and Management
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• 제13권1호
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• pp.117-135
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• 2006

This research surveys how much firms are satisfied with the graduates of the MIS Department of C University. The subjects of this research are the graduates of the department who are working as full time workers and their supervisors, coworkers and subordinate workers evaluate how much they are satisfactory regarding their ability and knowledge to do their jobs successfully. The subjects are classified into IS practitioners and non-IS practitioners based on the tasks they are currently taking charge of. The results show that the IT - related part of the curriculum of the department provides a relative advantage for non-IS practitioners and that the management-related part of the curriculum provides a relative advantage for IS practitioners. The results also show that the curriculum does not provide the graduates enough technical proficiency to develop a successful carrier as IS specialists.

• 대한안전경영과학회지
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• 제12권3호
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• pp.1-11
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• 2010

Establishing a framework, to explain the path to safety accidents considering major safety management factors such as physical conditions including on-site activities and workplace, as well as human factors as to labor, supervisors, or managers, would be effective as the basis to control project's risks by preventing disasters. Therefore, this study aimed to clarify the mechanism in safety management and disaster occurrence. In order to accomplish the purpose, it identified and classified the factors related to accidents, reviewed the causal relationships among them, and suggested the influence diagram. The results of this research are expected to contribute to reinforcing the preventive management, and facilitating the development of integrated site control system based on safety risks.

• 한국안전학회지
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• 제27권6호
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• pp.151-159
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• 2012

This study implemented self-management technique to improve supervisory behaviors at a construction site. Self-management in the current study consisted of goal setting, self-monitoring and providing reward for two supervisory behaviors; (1) conducting safety observations of workers safety behavior and (2) providing safe related feedback. Two supervisors severed as participants. An AB within-group design was adopted. After baseline(A), self-management technique was implemented(B). Results suggested that self-management was effective in increasing the two supervisory behaviors. Moreover, the increased supervisory behaviors were associated with improvement in workers' safety performance.

• 한국산학기술학회:학술대회논문집
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• 한국산학기술학회 2006년도 추계학술발표논문집
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• pp.99-101
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• 2006

As the industry of 21C has been developed, the gas industry has grown and it has not only the convenience but also the riskiness for using. Therefore, we designed the outlet to prevent from collapse of booth by the explosion pressure in installing the explosion booth for test in order to train safety supervisors the riskiness of gas explosion. The outlet was designed based on the exhaust model of NFPA 68.

• 한국콘텐츠학회:학술대회논문집
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• 한국콘텐츠학회 2008년도 춘계 종합학술대회 논문집
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• pp.236-241
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• 2008

경찰공무원은 공직의 체계상 특정직으로 분류된다. 대부분의 특정직은 별도의 인사법규에 근거하여 개별적 인사행정이 이루어지고 있다. 조직과 임무가 특수한 만큼 일반직에 대한 인사행정을 적용햐는데 한계가 있기 때문이다. 경찰 근무성적평정도 이러한 논리로 타 공직과는 상이한 형태로 실시되고 있다. 본 연구에서는 경찰 근무성적평정 제도의 보다 바람직한 운영을 도모하기 위해서 평정결과에 대한 검증절차를 도입할 것을 제안하였다. 다만, 제도시행 초기에는 검증대상을 최종 평정권자의 결과만으로 한정하는 것이 바람직할 것이다.

• The Journal of Asian Finance, Economics and Business
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• 제2권2호
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• pp.35-38
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• 2015

Managers, supervisors, executives and others whose office is to get work done by staff in organizations would desire a motivated workforce. Despite the advances in technology, any system has tot have motivated people to achieve its goals and at some time or other, no one in charge of a unit has failed to wonder, 'How best do I get individuals and groups motivated'? What is motivation, how can employees be motivated to direct their energies towards execution of the job and how is this achieved on a sustained on-going basis? Is a highly motivated employee necessarily an ace performer? These are the issues which the author would address in the present paper. The authors has conducted an empirical study by administering motivational test and collected data from 100 corporate of Bhopal region.