• Journal of Information Technology Applications and Management
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• 제26권1호
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• pp.77-93
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• 2019

Recently, office workers are increasingly aware of the right to disconnect because of the pressure from strong connections with Internet messengers. In this study, we examined the reason why the perception of the right to disconnect increases and how to deal with it. This research model is that smart working and psychological attachment from work affect right to disconnect, and that open communication and gender moderate the intensity of these effects. To verify this research model, survey questionnaires were distributed to workers in smart working environments, and 400 data were collected and analyzed using Smart-PLS. As results of data analysis, it was verified that smart working and psychological attachment from work had a significant influence on right to disconnect, that open communication group had a lesser effect of psychological attachment from work on right to disconnect than closed communication group, and that women had a lesser effect of psychological attachment from work on right to disconnect than men. Organizations need to maintain a desirable level of right to disconnect in order to improve the quality of working life. But, if it is impossible, They need to change the way of communication more openly so as to absorb the burden of strong connection by Internet. And they need to perform task assignment or stress relief policy reflecting gender characteristics.

• 한국초지조사료학회지
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• 제15권3호
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• pp.222-230
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• 1995

This study was canied out to ddermine optimum areas for various sizes of land coverage of the farm machinery utilization in 1993-1994. A kind of machinery size and work systems were classed as the power tiller of 10HP+man power, the tractor of 35~46HP (tractor of 64~86HP and attachment were leased to harvest work), 64-86HP+ attachment and 90- 105HP+ attachment, respectively. \ulcornerhe results are summarized as follows: 1. The optimum areas of tractors of 90~105HP, 64~86HP and the power tiller of lOHP were estimated as 21.9 (corn-rye cropping system)- 26.9ha (sorghum $\times$ sudangrass - rye cropping system), 14.7 - 22.8ha and 1.2 - 1.61ha, respectively. The break-even-point areas of the tractors of 90-105HP. 64-86HP and the power tiller of lOHP were 16.6 (corn-rye cropping system)- 19.9ha (sorghum $\times$ sudangrass - rye cropping system), 12.5 - 16.lha and 0.12-0.13ha, respectively. 2. The optimum areas (land sizes, annual field capacity) for 50 cows by feeding rate(%) of roughage to concentrate were 6.8ha, 13.6ha in the 4060, 8.5ha, 17.0ha in the 5050 and 10.2ha, 20.4ha in the 60:40, and in case of 30 cows, it were 4.lha, 8.2ha in the 40:60, respectively. In the former case for the form of work system was the trador of 90-105HP+attachment and 64~86HP+ attachment, and the latter was the tractor of 35~46HP (tractor of 64~86HP and attachment were leased to harvest work) and 64-86HP+ attachment. 3. Productiori cost for corn-rye cropping system reducted to 51.8% in 102.9 wonkg dry matter the tractor of 90~ 105HP+ attachment with 213.4 wonkg dry matter the power tiller of 10HP+ man power.

• 한국산학기술학회논문지
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• 제18권2호
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• pp.514-523
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• 2017

본 연구는 여성 관리자가 경험하는 일과 가족 간 이중부담과 조직문화와의 관계가 조직애착 형성에 작용하는 기제를 파악하는데 목적을 두고 있다. 이를 위해 여성 관리자 패널자료 중 4차, 5차 자료를 취합하고, 5차 자료 중 근속 여성 1,627명을 대상으로 분석을 시행하였다. 분석 결과 첫째, 조직애착에 있어 일-가족 간 긍정관계 형성은 주요한 요인으로 밝혀졌다. 일하는 여성으로서 경험하는 조직과 가족의 지원은 여성 관리자가 경력을 유지함에 있어 가장 큰 동력이 됨을 확인하였다. 둘째, 여성 관리자의 조직애착은 일에서의 부정전이보다 가족에서의 부정전이에 더 영향을 받는 것으로 나타났다. 즉, 근로자임에도 가족 내 여성으로서의 지위에서 자유롭지 못하고, 이에 가족에서 발생하는 갈등관계는 여성의 조직애착에 더 큰 영향을 주는 것이다. 셋째, 3단계 모델에서 일-가족전이와 조직문화 간 상호작용 변수를 추가 투입한 결과, 조직애착에 대한 일-가족전이 및 조직문화의 독립적 영향력은 거의 나타나지 않고, 상호작용에 의한 영향력만 감지되었다. 구체적으로, 합리적 조직문화일 경우에 가족-일 긍정전이는 조직애착에 정적(+) 영향을 미치며, 일-가족 부정전이는 부적(-) 영향을 미치는 것으로 나타났다. 또한 가족-일 부정전이와 합리적 조직문화의 결합은 조직애착을 높이는 반면, 전통적 조직문화의 경우 가족-일 부정전이는 부적 영향을 가짐을 보여 주었다. 연구결과가 시사하는 바는 여성이 경험하는 가족에서 일로의 부정전이가 조직애착을 약화시킬 수 있는데, 합리적 조직문화와 결합할 경우 오히려 여성의 조직애착에 긍정적으로 기여할 수 있으리라는 점이다. 한편, 일에서 가족으로의 부정전이가 일어나는 상황에서는 이와 같은 조절효과가 나타나지 않았는데, 이처럼 전이의 방향성에 따른 상이한 효과에 대해서는 추후 연구에서 밝혀져야 할 것으로 보인다. 향후 조직문화와 일-가족전이의 통합모델을 더욱 확대하여 관련 변수들을 보다 포괄적으로 고려하고, 여성 관리자 하위그룹 분석을 통해 여성 관리자 내부의 차이를 밝혀낼 필요가 있다.

• 대한건축학회논문집:구조계
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• 제34권11호
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• pp.45-54
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• 2018

The primary objective of this study is to develop a conceptual design of all-in-one attachment based steel pipe pile cutting robot that improves the conventional work in safety, quality, convenience and productivity. For this, the following research works are conducted sequentially; 1)literature review, 2)field investigation, 3)selection of element technology for conceptual design, 4)deduction of conceptual design and its work process, 5)technical feasibility analysis of the conceptual design and its work process. As a result, leveling laser and laser detector, plasma cutter, rotary grapple are selected as core technologies. Futhermore, a conceptual design and work process of an all-in-one attachment based steel pipe pile cutting robot are developed based on the core technologies. According to the technical feasibility analysis result, at least 76.8% of the respondents are selected positive answer about each device of the all-in-one attachment based steel pipe cutting robot. It is expected that the application range and impact on the construction industry will be enormous due to the increasing trend of the steel pipe pile market.

• 한국치위생학회지
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• 제19권6호
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• pp.993-1001
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• 2019

Objectives: The purpose of this study was to investigate the effects of dental hygienists' recognition of sponsorship on their organizational attachment and turnover and to improve their attachment affinity according to the working environment. Methods: Dental hygienists working at dental clinics distributed 220 questionnaires from the date of approval to October 31, 2019, at the dental hygienist maintenance training site and online. Data were analyzed using the IBM SPSS Statistics 20.0 program with a significance level of 0.05. Results: Dental hygienists' perception of sponsorship, organizational attachment, and turnover intention were 2.97, 2.86, and 3.43, respectively. The turnover intention was higher when participants were unmarried, had high work intensity, a clinical career of 4-6 years, low organizational attachment, and a 53.7% explanation. Conclusions: To reduce the turnover intention, it is necessary to make appropriate compensations according to the long-term root of the experienced person, to adjust the work intensity, and to make efforts to increase the workers' attachment so that workers and organizations have the same values.

• 해양환경안전학회지
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• 제29권7호
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• pp.871-878
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• 2023

이 연구는 해양경찰공무원의 환경 적합성이 조직 및 직무 애착에 미치는 영향을 검증하기 위해 해양경찰공무원 150명을 대상으로 연구를 진행하였다. 이 연구의 독립변수인 환경 적합성의 하위변인은 조직 적합성, 직무 적합성, 상사 적합성으로 분류하였다. 연구 결과 조직 애착에 영향을 미치는 독립변인은 조직 적합성만이 유일하였고, 직무 애착의 경우 조직 적합성, 상사 적합성, 직무 적합성 모두 영향을 미치는 것으로 나타났다. 이러한 결과를 통해 해양 경찰 조직의 발전을 위한 제언 및 향 후 개인적 특성에 따른 후속 연구를 제안하였다.

• 아동학회지
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• 제20권1호
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• pp.147-164
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• 1999

The purpose of this study was to investigate (1) intergenerational transmission from mother's internal working model of relationships formed in her childhood and infant's attachment patterns and (2) the associations among maternal working models, maternal sensitivity, and infant attachment patterns. The subjects were twenty 12- to 20-month-old infants and their mothers. The Adult Attachment Interview (1996) was used to assess mother's internal work model of relationships. Interviews were audio-recorded and transcribed verbatim. Each dyad was videotaped in the modified Ainsworth Strange Situation(1978) and filmed for 3 minutes in the Questionaire Situation of Smith and Pederson (1988). Mothers were classified as autonomous(F), dismissing(Ds), preoccupied(E), or unresolved/disorganized(Ud). Infants were classified as secure(B), insecure-avoidant(A), or insecure-resistant(C). Exact A/B/C/D and Ds/F/E/Ud agreement was observed in 55% of the dyads. Maternal sensitivity was related to infant attachment patterns but not to maternal working models.

• 가정과삶의질연구
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• 제20권3호
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• pp.27-37
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• 2002

The Pattern of Young Child-Mother Attachment and the Self-Concept in Young Children. This work sheds light on the patterns of chi1dren's attachment to their mother and the self-concept of young children. Ninety-two participants were selected from kindergarten and nurseries in the city of Taegu. All the children were from 3 to 5 clears old. The measurement instruments were the attachment story completion task, created by Cassidy, and the self-concept test, designed and used by Bently and Yeatts. The data was analyzed by using frequencies, percentages, independent-samples t-test, one-way ANOVA, and the Scheffe test. The study's major findings are as follows: First, in the area of young child-mother attachments, the most common pattern was a secure attachment. The percentage of insecure-avoidant attachment was similar to that of the insecure-ambivalent attachment. Second, in terms of gender, there were no significant differences in self-concept among young children. Third, the self-concept held by young children varied significantly according to age. The younger the age, the more positive was the self-concept. Finally, the self-concept of children varied greatly according to the pattern of child-mother attachment. Those children who were more securely attacked to their mothers evidenced a more positive self-concept than those children who were insecurely attached to their mother.

• International Journal of Contents
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• 제8권4호
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• pp.88-94
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• 2012

The present study aims to explore career maturity and influencing factors among elementary schoolers from poor families in Korea. Data are from 249 welfare recipient children in 10 administrative districts of Incheon. Scores of the work attitudes subdomain was lower than other aspects of career maturity including planning, self-appraisal, and independence in career decision-making. In the full sample, those in the higher academic years showed greater career maturity, planning, and self-appraisal, and those with greater parent attachment showed higher levels of self-appraisal. In separate analyses by gender, parent attachment showed greater influence on girls' career maturity. Finding from the separate analyses on lower vs. higher academic years (i.e. grades) revealed that parent attachment and female were associated with career maturity among lower graders, while academic achievement was associated with career maturity, planning, and self-appraisal among those in higher graders. Findings lend support to parental involvement in career education. Poor children might have limited perceptions of career focused on satisfying economic necessities. Career education should pay attention in helping them expand perceptions of the values of career.

• 한국콘텐츠학회논문지
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• 제10권3호
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• pp.355-363
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• 2010

본 연구의 목적은 이론적 배경과 선행연구를 통해 호텔직원의 근로가치관이 직무몰입에 미치는 영향을 살펴보는 것이다. 본 연구를 위해 회귀분석이 이용되었는데, 연구결과는 내적근로가치관이 직무애착, 직무책임감, 직무중요성에 유의한 영향을 주었고, 외적근로가치관도 직무애착, 직무책임감, 직무중요성에 유의한 영향을 주었다. 이 연구는 개인의 태도와 행동에 영향을 주는 근로가치관에 대한 이해와 분석, 활용을 통하여 조직목표 달성을 위한 조직구성원들의 행동관리의 효과를 높일 수 있을 뿐 아니라 가치관에 대한 분석을 통해 조직 내에 서로 다른 가치관을 소유하고 있는 조직구성원들의 문제를 이해하고 해결하는데 직접적으로 활용할 수 있을 것이다.