• 마케팅과학연구
• /
• 제17권2호
• /
• pp.31-54
• /
• 2007

첨단산업의 기업들은 환경의 변화에 효과적으로 대응하는 것을 기업 성패에 중요한 요인으로 여기고 있다. 하지만 첨단산업의 환경 동태성이 공급체인 구성원 간 관계 결속에 미치는 영향에 관한 연구가 부족하여, 환경 변화에 효과적인 대응을 어렵게 하고 있다. 본 연구는 첨단산업에서 환경 동태성이 공급체인의 결속에 영향을 미치는 메커니즘에 대해 규명하고 있다. 좀 더 구체적으로 말하면, 첫째, 첨단산업의 고객, 경쟁, 기술 동태성이 공급체인의 결속에 어떠한 영향을 미치는지, 둘째, 공급체인의 유연성과 의존성이 이러한 영향에 어떠한 조절효과를 가지는 지 실증하고 있다. 구조방정식 모형에 의한 가설검정 결과 첨단산업의 고객 동태성은 공급체인의 결속을 약화시켰지만 경쟁 동태성은 강화시키는 역할을 하였다. 한편 유연성과 의존성은 고객과 경쟁 동태성에 유의적인 조절 효과를 가졌다.

• 한국안전학회지
• /
• 제36권2호
• /
• pp.39-48
• /
• 2021

This study was conducted to suggest a direction in which safety managers can concentrate on industrial accident prevention and safety management for the organization. The job resources of safety managers were divided into organizational and individual levels, and the magnitude of the impact on organizational commitment was compared. Furthermore, job demands were classified into environmental risk factors and personal psychological factors to confirm their effect on organizational commitment. The moderating effect of job resources and sub-factors of the variable in the relationship between job demands and organizational commitment was verified. In this study, a questionnaire survey was conducted on 193 safety managers in the domestic electric construction business, data were collected, and a questionnaire of 180 people was used for the final analysis. Based on the results, organization-level resources among the sub-factors of job resources and individual psychological factors among the sub-factors of job demand had a more significant influence on organizational commitment. In the relationship between job resources and organizational commitment, the moderating effect of job demand was verified, confirming that job demand had a negative moderating effect. Individual psychological factors had a modulating effect, whereas environmental factors did not. The significance, implications, and limitations of this study are discussed based on the research results.

• Safety and Health at Work
• /
• 제14권4호
• /
• pp.415-424
• /
• 2023

Background: Occupational safety & health management (OSH) has garnered greater attention for its significance in promoting corporate sustainability for organizations in recent decades. The construction industry, in particular, is a major contributor to Malaysia's thirst for corporate sustainability in order to provide long-term support for the country. Thus, the main tenet of this study is to examine the mediating effect of employee affective commitment on the relationship between OSH and corporate sustainability. Methods: A questionnaire was administered to 273 full-time employees of listed construction companies in Malaysia. Smart PLS software version 3 was used to test the proposed model and hypotheses. Both the measurement model and the structural model were evaluated. Results: According to the findings, OSH and its dimensions are positively related to employee affective commitment. Employee affective commitment, on the other hand, has been found to be significantly related to corporate sustainability and its dimensions: economic, social, and environmental sustainability. Apart from this, the prominent results reveal that employee affective commitment partially mediates the relationship between OSH and corporate sustainability and its dimensions: economic, social, and environmental sustainability. Conclusion: This empirical finding adds to the existing literature in explaining how OSH and affective commitment led to corporate sustainability. Several implications are offered to various stakeholders, such as construction companies, policymakers, and relevant regulators.

• 한국조리학회지
• /
• 제21권5호
• /
• pp.72-87
• /
• 2015

본 연구의 목적은 호텔의 최고경영자의 친환경적인 태도가 호텔 직원들과 직속상사와 동료그룹들에게 Sobel z 테스트를 사용하여 녹색경영 프로세스를 구현하는 동안 어떻게 영향을 미치는지에 대한 조사이다. 첫째, 최고경영자의 환경적인 태도는 직속상사와 동료그룹의 환경적인 태도에 상당히 긍정적인 효과가 있다. 둘째, 직속상사와 동료그룹의 환경적인 태도, 호텔고용의 녹색 경영은 가치적 사명감 또는 규범적 사명감에 상당한 긍정적인 효과를 가지고 있다. 셋째, 직속상사와 동료그룹의 환경적인 태도와 최고경영자의 친환경적인 태도 그리고 호텔 직원의 가치적 사명감과 규범적 사명감 사이에는 긍정적인 매개 효과가 있다. 따라서 호텔의 최고 경영자의 녹색경영의지의 구현에서 직속상사와 동료그룹의 강력한 지원이 업무현장에서의 호텔 고용을 위하여 필요하다는 결론을 내릴 수 있다.

• Water Engineering Research
• /
• 제1권4호
• /
• pp.279-291
• /
• 2000

A mathematical model using dynamic programming approach is applied to an optimal unit commitment problem. In this study, the units are treated as stages instead of as state dimension, and the time dimension corresponds to the state dimension instead of stages. A considerable amount of computer time is saved as compared to the normal approach if there are many units in the basin. A case study on the Lower Colorado River Basin System is presented to demonstrate the capabilities of the optimal scheduling of hydropower units.

• 벤처창업연구
• /
• 제3권3호
• /
• pp.89-123
• /
• 2008

본 연구에서는 정규직과 비정규직간 차별적 처우에 대한 실태를 조사 및 분석한 후 차별적 처우가 근로자의 직무만족과 조직몰입에 어떠한 영향을 미치는지를 알아보는 연구이다. 서울지역 유통업체에 종사하는 정규 비정규 근로자를 대상으로 직접 또는 우편을 이용하여 설문조사를 실시하였다. 총 400부의 설문지플 배포하여 회수된 195부의 설문지(결측치 제외)가 본 연구의 분석에 사용되었으며, SPSS 12.0을 이용하여 분석하였다. 연구결과는 첫째, '고용형태(정규직 비정규직)에 따라 직무만족 조직몰입에 차이가 있을 것이다.'에서는 직무만족 조직몰입 중에서 고용형태에 따라 차이를 보인 요인은 인간관계 만족도와 규범적 몰입도로 비정규직의 만족도가 낮게 나타난 반면 직무환경만족도, 직무내용만족도, 인사정책만족도, 지속적 몰입도, 정서적 몰입 도는 정규직과 비정규직 간에 별 다른 차이가 없는 것으로 나타났다. 둘째, '고용환경요인(소득, 고용안정성, 근로조건, 기업복지)이 진무만족 조직몰입에 유의한 영향을 미칠 것이다.'에서는 정규직과 비정규직의 모든 고용형태에서 지속적 몰입 도를 높이기 위해서는 기업복지, 소득 등이 향상되어야 하며, 정서적 몰입 도를 향상시키기 위해서는 기업복지, 고용안정성의 상향개선이 필요하다고 나타났다. 마지막으로 규범적 몰입도 향상을 위해서는 기업복지, 소득, 근로조건, 고용안정성의 모든 요인의 향상이 필요하다고 나타났다.

• 보건행정학회지
• /
• 제11권1호
• /
• pp.62-86
• /
• 2001

This study purports to Investigate the determinant of job satisfaction and the organizational commitment of medical insurance review nurses working at Korean hospitals. The independent variables contain three groups of determinants: organizational characteristics variables(job autonomy, work unit control, role variety, role ambiguity, role conflict, workload, resource inadequacy, coworker support, supervisor support, distributive justice, promotional chances, job security, and job hazard), environmental variables(job opportunity, spouse support, and parent support), and psychological variables (met expectation, work involvement, positive affectivity, and negative affectivity). The sample used in this study consisted of 445 medical insurance review nurses from 89 hospitals nationwide. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of the study are as follows : 1) the following variables, listed in order of size, have significant effects on job satisfaction : role ambiguity(－), distributive justice(＋), work involvement(＋), role variety(＋), met expectation(＋), negative affectivity(－), job autonomy(＋), and positive affectivity(＋). 2) the following variables, listed in order of size, have significant effects on organizational commitment: met expectation(＋), work involvement(.＋), distributive justice(＋), job security(＋), role variety(＋), positive affectivity(＋), negative affectivity(－), resource inadequacy(＋), and tenure(－). 3) the variance of job satisfaction and organizational commitment explained by the variables used in the study are 30.0% and 39.1% respectively. 4) In comparison to the results of other studies on the determinants of job satisfaction and organizational commitment of clinical nursing staff working at hospitals, the results of this study indicate that three variables of distributive justice, work involvement, and role variety are especially important for improving the level of job satisfaction and organizational commitment of medical insurance review nurses.

• Journal of information and communication convergence engineering
• /
• 제1권2호
• /
• pp.93-97
• /
• 2003

This paper proposes a new generation scheduling algorithm which can consider total quantity of contamination and energy limits based on Lagrangian Relaxation. First, we formulate a Lagrangian function which consider quantity of contamination including substitution of fuel, and quantity of fuel. Second, we developed Multi-state S.U.D.P. which can treat multiple fuels. Third, we propose an effective generation scheduling algorithm including Multi-state S.U.D.P.. As a results, unit commitment and generating power can be obtained to meet the environmental and fuel constraints with fuel substitution. By applying it to the test system, effectiveness of the method is verified.

• 한국산업보건학회지
• /
• 제19권3호
• /
• pp.250-260
• /
• 2009

To improve work environment for health managers, it was investigated about effect of job stress, psychosocial stress and job satisfaction of health managers on job commitment. The sample used in this study consisted of 166 persons of industrial health managers. The data were collected with self-administered questionnaires between November 2007 and January 2008, and the results analyzed with ANOVA and multiple regression analysis. Job stress was evaluated by using a Korean Occupational Stress Scale(KOSS), and Psychosocial wellbeing index-Short Form(PWI-SF) was used for a psychosocial stress level evaluation. Organized commitment evaluated loyalty, compensation, welfare, job immersion, external employment opportunity, total agreement with employer and personal ability development. In path analyses, interpersonal conflict, lack of reward, psychosocial distress were associated with job satisfaction. And psychosocial distress, job demand, job insecurity, organizational system, occupational climate were associated with organizational commitment. In considering above findings, the health program for psychosocial distress, improvement of job demand, job insecurity, organizational system, occupational climate would be implemented to increase organizational commitment of Health manager.

• 한국IT서비스학회지
• /
• 제19권6호
• /
• pp.55-82
• /
• 2020

This study examined the factors that influence the turnover intention, job performance of call center representatives based on the adaptive structuration theory (AST). This study intended to empirically examine how individual characteristics of representative affect the technological and task adaptation, how they affect job performance and turnover intention. On the other hand, this study also explains how rational culture and organization a reputation which are considered as dimensions of organizational characteristics affects organizational commitment, and verifies the relationship between organizational commitment and job performance and turnover intention. Finally this paper aim to provide academic and practical implications. In order to solve the above research problems, this research proposed a model based on the adaptive structuration theory. In order to identify the relationship between the proposed variables and the AST for individual, we conducted an empirical test on the call center representatives. The structural equation model was used to verify the research model and hypotheses. The results of the empirical analysis show that the personal characteristics of counselors, such as communication skills, multitasking abilities, and innovativeness have a positive effect on skill adaptation, and skill adaptation has a positive effect on task adaptation, furthermore, it influences on job performance and turnover intention Respectively. In addition, among the factors of organizational environmental dimensions of the call center, it was found that organizational reputation not only increase continuance commitment but also increase normative commitment. Contrary to our expectations, perceived rational culture didn't have a positive effect on organizational commitment. Also, continuance commitment and normative commitment are valid predictors of job performance, but they have nothing to do with turnover intention. On the contrary, emotional commitment is the only one variable among three dimensions of organizational commitment have a positive effect on turnover intention, but is not a valid predictor of job performance.