• 한국건축시공학회:학술대회논문집
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• 한국건축시공학회 2023년도 봄 학술논문 발표대회
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• pp.365-366
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• 2023

The purpose of this study is to prevent dispute due to change orders in construction projects and to handle change orders smoothly. For this purpose, this study analyzed arbitration cases caused by change order handled by the Korea Commercial Arbitration Board. Based on this, dispute factors were analyzed and change order management factors and management plans were presented. Change order management factors were derived from responsibility, contract, design, process, construction cost, and schedule management, and a detailed management plan according to the relevant factor was presented.

• The Journal of Asian Finance, Economics and Business
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• 제7권11호
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• pp.479-489
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• 2020

The purpose of this paper is to uncover whether and how contextual factors (information exchange, participation, trust in management, and training), relate to resistance to change. It also explores the mediating effect of perceived impact of change on the relations between contextual factors and resistance to change. This study is conducted in several manufacturing plants in food processing industry in Vietnam, which is implementing a top-down large-scale change - Lean transformation, adopting Total Productive Maintenance (TPM) program, to be specific. The findings suggest that all four contextual factors are negatively associated with resistance to change, in which training had the strongest impact. Also, the perceived change impact partially mediates the relationships between the four contextual factors and resistance to change. The practical implications of this paper are that employees who receive adequate, timely and useful information relating to change are less likely to show opposing behaviors towards change. Fostering trust in management among employees, and employee involvement in decision-making, also have a significant influence when addressing employee resistance to change. Employees who are well-trained, well-equipped with tools and knowledge about the change, are less likely to resist as they view the benefits of changes more significant than the risks.

• 대한안전경영과학회지
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• 제19권3호
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• pp.151-164
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• 2017

This study is an empirical study on the relationships among success factors of six sigma(support of top management, education and training, performance-based reward, customer and quality focused thought) on change management activity and business performance. In particular, mediating effect of change management activity on the relationship between success factors of six sigma and business performance is empirically analysed to find causes and impacts among these variables. The study results are as follows: First, there were positive relationships between critical success factors of six sigma(except support of top management) and change management activity. Second, there was also a positive relationship between change management activity and business performance. Third, there were also positive relationships between critical success factors of six sigma and business performance. Finally, change management activity was partial mediating effects on the relationship between critical success factors of six sigma(education and training, performance-based reward, customer and quality focused thought) and business performance. On the other hand, support of top management had no mediating effect on business performance.

• 농업과학연구
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• 제49권4호
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• pp.707-717
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• 2022

As the variability of recent rainfall is increasing, it is becoming important to recognize the possibility of changes in the current reservoir state in advance and to inspect the stability based on accurate evaluation standards. However, the evaluation standards for the state change factors of reservoirs are still not suitable for agricultural reservoirs and thus much improvement is needed. Therefore, in this study, the evaluation criteria for state change factors specialized for small reservoirs were categorized and standards were prepared by considering factors that may cause state changes on the dam crest, upstream slope, and downstream slope of the embankment. The categorized results were configured based on the number of mentions of the precision safety inspection report on major defects in 102 reservoirs and the defect factors found in field investigations. The findings of the study indicated that the current state change standards require many revisions for excessive or unnecessary state change factors in the reservoir. Specifically, the deletion of measurement gauges not applicable to the reservoir, the addition of defects found in the reservoir, and the scope of use of the term were proposed. The results of this study can contribute to efficient system operation and management by improving the deficiencies in the system and introducing a new state change factor.

• 한국IT서비스학회지
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• 제6권2호
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• pp.35-47
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• 2007

The purpose of this thesis is to analyze the success factors of ERP system in corporations and to know what is different in the factors depending on organizational culture and size. Considering there are various results from introduction of the same information technology(IT), it is implied that organizational characteristics make a difference. In this thesis we did factor analysis and multiple regression about the factors based on the previous studies and analyzed the priorities depending on organizational culture and size. The results show that mechanistic organization has key success factors of work process change, project team abilities, and determination of CEO while organic organization has those of work process change and project team abilities. Plus bigger sized organization has success factors of work process change, project team abilities, and determination of CEO while small sized organization has those of work process change and project team abilities.

• 문화기술의 융합
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• 제7권4호
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• pp.879-892
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• 2021

수주생산 환경에서 제조업체의 견적정보는 다양한 고객요구에 대응하여, 프로젝트의 입찰, 수주, 그리고 생산할 제품의 기초정보로 사용하는 중요한 정보이다. 이 견적정보는 고객요구, 제품생산 환경의 변화, 기술제휴사의 도면정보 변경, 그리고 제품의 기술 개선 등의 여러 요인에 의해 변경된다. 이러한 변경으로 인하여, 제조사가 고객의 요구사항을 반영하여 작성중인 견적정보에 다양한 변경이 발생한다. 이러한 다양한 변경요인에 따른 견적정보의 변경은 수주생산 기업의 입장에서 견적관리업무에 많은 부담을 주고 있다. 특히, 견적의 변경요인으로 인한 견적정보 변경은 고객중심의 주문생산 환경에서 고객의 요구사항에 의해 불가피하고 빈번하게 발생한다. 본 논문에서는 견적생성 프로세스를 기준으로 견적변경 프로세스를 제시하고, 일관적이고 효율적인 견적변경처리 방안을 제시하고자 한다. 이를 위하여, 견적의 변경이 발생하는 요인을 정의하고, 각 요인에 대한 변경유형을 정의하였다. 그리고 견적변경에 대한 발생 요인별 사례를 통하여 견적변경 프로세스가 견적관리시스템에 적용되는 과정을 보여준다. 또한 제안된 견적변경 요인, 견적변경 유형, 견적변경 프로세스, 그리고 견적체계 관리의 유용성을 보여주기 위하여, 고객 중심의 수주생산기업인 'H'사의 선박엔진 부문의 통합 견적관리시스템에서의 견적변경처리 기능 및 절차에 적용하였다. 그 결과, 견적변경 요인에 따른 견적변경 처리 및 관리가 효율적으로 수행됨을 확인하였다.

• 사상체질의학회지
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• 제34권2호
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• pp.1-14
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• 2022

Objectives The aim of this study was to investigate the change in Sasang constitution prediction value in 2 years and find the factors associated with it. Methods Cohort data from Korean medicine data center was used. Using Korean Sasang Constitutional Diagnostic Questionnaire (KS-15) which consist of questions related to body shape, temperament, and symptoms, participants were categorized into Tae-Yang (TY), Tae-Eum (TE), So-Yang (SY), and So-Eum (SE). Sasang constitution was assessed on the baseline and after two years. Result Total 5,784 participants were analyzed. (TE 3, 341; SE 911; SY 1,532). Among them, 1,402 participants (24.2%) showed different prediction value in KS-15 after two years. The proportion of participants showing different prediction value in two years was the highest in SY, and the lowest in TE group. The factors associated with the change in Sasang constitution prediction value were different by constitution type. The change in feeling after sweating was significantly associated with the change in prediction value in TE and SY groups, not in SE group. Although temperament was not significantly associated with the change in prediction value from TE to SE, it was significantly associated with that in the change from TE to SY. The change in BMI and appetite were associated with the change in constitution prediction value in all three constitution types. Conclusion Although the factors associated with the change in prediction value of Sasang constitution were different by each constitution type, BMI and appetite were significant in all three types. These factors could be useful for developing Sasang constitution questionnaire and deciding re-prediction needs of Sasang constitution. Further research about the factors related to Sasang constitution diagnosis need to be conducted.

• 대한안전경영과학회지
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• 제8권1호
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• pp.85-96
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• 2006

The oriental life change unit(LCU) models differ from the western LCU model in human behavior, life style, ideas, culture, and psychology factors. Especially, the cause and effect models by behavior scientific approach method have provided the accident proneness concept through the LCU factors. Therefore this paper describes the analytical results of the oriental LCU model and western LCU model. Especially, the death of parents and death of close friend in Korean LCU model feel more acute stress than the western factors. In the case of Korean LCU models between the unmarried and married workers living in the middle area of Korea, death of parents, change in family member's health, change to different line of work, and change in work hours and condition are significant at the significance level of 5%. The priority of life change factors in these models is approved in the order of death of parents, death of spouse, death of close family member, and death of close friend. Finally, the result of this paper can be easily used in order to minimize the industrial accidents by the job stress with the worker and safety manager in real fields.

• 간호행정학회지
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• 제11권2호
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• pp.195-207
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• 2005

Purpose: The purpose of this study was to confirm the change of nursing organizational characteristics and to define the difference of organizational outcome by measuring the organizational commitment and job satisfaction perceived by nursing staffs and patient satisfaction before and after organizational redesign. Method: The structured questionnaires of which contained organizational characteristics, organizational commitment and job satisfaction were developed from previous published studies after modification by researcher. The questionnaires were distributed to 1,200 and 679 nurses before and after nursing organizational change. patient satisfaction were measured before and after organizational change by direct interview with structured questionnaire from 1,566 and 1,291 patients. Results: 1. The organizational characteristics were significantly increased and the leadership of team leader and head nurse was significantly increased among the factors of organizational characteristics. 2. Organizational commitment was showed decreased tendency, but the difference was not significant. Job satisfaction was increased significantly and administration, autonomy, and job tasks were increased significantly in the factors of job satisfaction. Patient satisfaction was also increased significantly. 3. There was significant positive correlation between organizational commitment and job satisfaction and also job satisfaction and nursing organizational characteristics. All factors of organizational characteristics and satisfaction in present working unit were major factors to influence organizational commitment and explained 43.8% in a significant level by multiple regression analysis. The major factor which affect job satisfaction were the factors of nursing organizational characteristic except 'interaction with team leader' and satisfaction in present working unit among general characteristics and these factors explained 58.8% of job satisfaction. Conclusion: In conclusion, the nursing organizational change was very effective to bring about desirable change in nursing organizational characteristics and also to improve job satisfaction and patient satisfaction. Therefore the nursing productivity and comparability would be increased when the nursing organizational change is accomplished by the way of improving the factors of organizational characteristics and it would be followed by the promotion of job satisfaction and organizational commitment.

• The Journal of Asian Finance, Economics and Business
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• 제8권3호
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• pp.459-468
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• 2021

This study examines the factors influencing custom officers' readiness for the Sales and Service Tax (SST) implementation in Malaysia. Specifically, this study examines the factors stipulated in the Theory of Organisational Readiness namely, change valence, task knowledge, and resource availability on the customs officers' readiness in terms of change commitment and change efficacy for SST 2.0 implementation. This study utilizes the questionnaire survey distributed to employees of the Royal Malaysian Customs Department (RMCD) that have undergone a significant change of tax regime from Goods and Service Tax (GST) to SST 2.0. The results show that all three factors significantly and positively influence the customs officers' readiness in terms of change commitment and change efficacy for SST 2.0 implementation in Malaysia. The findings in this study indicate that to ensure smooth SST 2.0 implementation, it is important for the customs department to give attention to the perception of the officers and provide the necessary resources. The findings of this study could assist RMCD and other custom agencies to take into account factors that influence readiness for change which indirectly affect job responsibility and performance of the organization.