• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.1
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• pp.59-69
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• 2022

Purpose - Burnouts cause the workers to quit their jobs because with the heavy workloads that the employees get subjected to, they feel that they have little control over what they have to accomplish in the workplace. The purpose of this research is to provide adequate solutions using brief consultation process, reducing negative psychological factors. Research design, Data, and methodology - The current research conducted the 'Qualitative Content Analysis' (QCA), which is one of the most employed analytical tools; it has been used widely all over the globe in various research applications in library science and information. Primarily, this analysis is often used as a method in the quantitative tool until the recent decade. Result - Based on ultimate systematic literature analysis, excessive workloads can get addressed by finding proper solutions to the issues of depression, anxiety, irritability, and discouragement. The solutions are (1) Combating Excessive Workloads using Effective Employee Selection, (2) Employee Effective training, and (3) Job redesigning. Conclusion - Selecting or recruiting employees that have skills for the given job also makes it possible for the organization to run its employees effectively and with minimal cases of workload as an organization understands the capabilities and capacities of workload an employee can complete.

• Journal of Bio-Environment Control
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• v.30 no.4
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• pp.359-366
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• 2021

This study aimed to develop and verify the smart human resource management (HRM) program in a large scale greenhouse. HRM program delivers detailed work orders to workers and gathers work results by mobile phone application. Greenhouse managers can monitor the workload, work speed, quality of employee by HRM program and can analyse performance easily. Greenhouse Managers can set the work speed including 'twisting', 'trimming' and 'harvesting' in a greenhouse. It makes planning work schedule and assigns resources to each specific job easier. Therefore, the manager can arrange the number of employees to promote work performance and also easy to estimate the labor shortage. Greenhouse managers can evaluate the adequacy of the number of employees through job performance analysis by period and adjusts the supply/demand ratio of regular and non-regular employees. The HRM program can improve work efficiency by announcing the real-time work performance of all employees on a monitor screen to induce competition among workers and re-educate unripe employees who accomplish behind average to improving work skills.

• Journal of Korean Society of Rural Planning
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• v.19 no.2
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• pp.173-181
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• 2013

The importance of human resources empowerment for operation and management is increasing for sustainable effects and improvement in mountain eco village development projects. This study aimed to understand the cognition characteristics of operator who works for mountain eco villages as part of the mountain village development and to suggest improvement methods in empowerment training aspects. The survey contained operator's empowerment and operator systems in mountain eco villages and the results were analyzed for the study. Operators who joined the mountain eco village operator training course by Korea Forest Service were conducted the survey on March 12th~13th in 2012 and March 13th~15th in 2013. 69 and 58 of questionnaires were collected respectively and analyzed for the study. T-test was applied to Intergroup cognition difference and regression analysis was used for influential factors in necessity of operator's role. Collected data was analyzed by statistical package programme SPSS 18.0 version. According to the comparison of empowerment cognition with contingent upon training experience, 'harmony with residents' showed significantly difference at p<0.05 level. In the recognition comparison for prospect of future mountain eco village development, 'various training experiences' was significantly difference at p<0.01 level between positive and negative prospect group. Regression analysis revealed that 'communication with village leader', 'harmony with residents', and 'idea related to the project' have an effect on necessity of operator's empowerment significantly. Based on the results, the study suggests improved directions for operator's empowerment training as a horizontal leader who conduces a mountain village.

• Journal of the Korean housing association
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• v.21 no.3
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• pp.115-124
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• 2010

The environment which has been destroyed for the national growth since 1960's would seem to offer infinite resources to human, but now, the existence of human being is threatened by the development thoughtless for the environment. The World Powers have concentrated on green growth with eco-friendly resource since the end of 20th century. Korea suggested that the vision was the low carbon for green growth in 2008. It is necessary to supply Long-Life Housing in the green technology in terms of the sustainable housing development based on various life style, life cycle of the residences, the restrain remodeling and redevelopment in construction. This study is aim to establish the development of maintenance process to make continuous inhabitation of Long-Life Housing that has the separated SI for maintenance, durability, variability and remodeling. The maintenance for Long-Life Housing is very important to have more than 50~70 years the long term of life cycle in comparison with Housing. Also, the roles of manager and user are important parts in Long-Life Housing. The present maintenance for Housing is shift and repair works by the routine maintenance and demage. However, The maintenance for Long-Life Housing should consider movement and flexibility. In addition, Long-Life Housing requires the proper process of maintenance because it is different from Housing in housing concept, design and constructions stage. Therefore this study shows the efficient maintenance process for Long-Life Housing.

• Journal of KIISE
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• v.42 no.7
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• pp.878-888
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• 2015

Software project planning includes several processes for estimating the effort required to complete software project tasks, allocating human resources to tasks, and creating a project plan. Because software planning is becoming more complicated as the size of software projects grow, it is difficult for project managers to decide on a reasonable project plan. To help them, many automatic software project planning approaches have been proposed. The approaches all focus on minimizing project duration. But if the plan is simply to minimize the duration, without considering software quality, the plan can harm the eventual software quality. In our research to create a reasonable project plan, we consider software quality as well as duration of the project, by defining a software quality score. The project manager can plan the project to maximize software quality for a specific project duration.

• Korean Journal of Construction Engineering and Management
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• v.10 no.6
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• pp.135-145
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• 2009

The main goal of construction projects from the past has been enhancing efficiency by reducing cost and time. but, seeing the current condition of safety management of many construction companies nowadays, it is true that not much attention has been paid to safety management for a long time. However, there are paradigm shift from the cost and term of works to safety management in the construction industry, from this circumstance the safety management is evaluated more importantly. Though less accident happens compared to past, the accidents are getting greater because construction projects nowadays are bigger and more complex and monetary loss from the accidents are increasing. Also, the severity is getting greater and even fatal. For this reason, more improved safety management is very necessary. Therefore, we are to propose more efficient system for safety management in this thesis. Technical parts for developing system include many technique such as Real Time Locating system, and other techniques like Monitoring module based on BIM, Data Mart, Alarm are also applied together. Through this system, in the construction site, safety management is performed more effectively and widely because the system can manage the human resource and fluid situation. Also, safety manager can conduct more systematically and advanced safety management through human resource dominated safety management.

• The Korean Journal of Franchise Management
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• v.9 no.2
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• pp.7-16
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• 2018

Purpose - Turnover Intention in the franchise industry is becoming a very important issue. This study examines the structural relationships between organizational justice, emotion, job satisfaction, and turnover intention in the franchise industry. In this model, emotion was classified into two sub-dimensions such as positive and negative emotion. Research design, data, methodology - The sample of this study collected from employees of a food-service franchise company is representative. Copies of the questionnaire along with a cover letter were delivered by a research assistant to the human resources manager or the general manager of the selected food-service franchise firms after they agreed to participate in the study. In order to increase the response rate of the respondents, a small gift was provided to the respondents who completed the questionnaire. A total of 300 questionnaires were distributed and 285 returned responses, 9 responses were not usable due to missing information. Thus, a total of 276 responses were used using structural equation modeling with Smartpls 3.0. Results - The results showed that organizational justice had positive significant effects on positive emotion and job satisfaction. Job satisfaction had negative a significant effect on turnover intention. And negative emotion had positive significant effect on turnover intention. Conclusions - The results of this study provide some implications. If employees feel that the franchise headquarters is fair about the methods and procedures of decision making, resource allocation, information sharing, etc., it means that employees feel better. If the franchise's decision-making processes and methods and results are transparently disclosed and processed in accordance with the internal rules of the company, the employees will be able to fully understand and accept them. The results of this study also show that positive and negative emotions of service-based franchise employees have different effects on job attitude and organizational behavior. In particular, when negative emotions of employees are passed on to others and the results are negative, employees may feel that they are disoriented or wrong. Therefore, the franchise headquarters should try to inspire employees' sense of organizational community, and should pay attention to how to relieve the job stress and the fair distribution of work and rewards.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.24 no.4
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• pp.341-362
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• 2013

With the cultural and educational functions of public libraries becoming revitalized according to social changes, there has been a development of reading cultural programs. This study researched the operating conditions of reading culture programs for elementary school students in public libraries in Suwon City for the past 5 years and presented the programs' drawbacks and improvement plans drawn from surveys on user satisfaction. An analysis of the survey results yielded the following suggestions for improvement: forming a consultative group with other managers of reading culture programs in Suwon's public libraries, promoting using various media, forming a human resource pool to hire professional instructors, operating of the educational programs for potential volunteers, expanding of the facilities for reading culture programs, and linking with the other folk culture and art organizations in order to develop classes folk culture and art organizations. The results of this paper will be used as a reference when operating conditions of reading culture programs for elementary school students in public libraries in Suwon City, and they will offer the opportunity to implement problems according to needs of participants.

• Korean Journal of Community Nutrition
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• v.14 no.2
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• pp.216-228
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• 2009

The purpose of the study was to investigate the influences of contract foodservice managers' personal characteristics, foodservice characteristics and organizational characteristics on job satisfaction, including interpersonal relationships, self-actualization and promotion opportunity categories. A survey was administered to four hundred contract foodservice managers of five large companies and five small/medium companies in the Seoul and Kyungin areas. The final response rate was 66%(N=265), and the data were analyzed using SPSS Windows(ver. 12.0). The respondents were 76.1% female, average age 28.8 years, and 73.0% were regular workers. Contract foodservices have profit and loss contracts(69.1%), single menu types(59.6%) and buffet serving styles(37.7%). There are significant differences of job satisfaction by some personal characteristic variables(gender, martial status, age, education, position, work hours, period of working for the present company, and payroll per year) and foodservice characteristic variables(type of contract and charge of food costs). In three job satisfaction categories, foodservice managers reported the highest interpersonal relationship satisfaction, following self-actualization satisfaction and promotion opportunity satisfaction in both large companies and small/medium companies. However, foodservice managers of large companies tended to be more satisfied regarding their promotion opportunities than foodservice managers of small/medium companies(p<0.05). Work hours, number of meals served/day, male, workload, communication with the clients, relationship with co-workers, obvious role and autonomy were significant factors to increase the job satisfaction in contract foodservices of large companies. On the other hand, relationships with co-workers and males were significant factors to increase the job satisfaction in contract foodservices of small/medium companies. This research suggests that contract foodservice companies need to understand the characteristics of their managers, foodservices and organizations to enhance the job satisfaction of foodservice managers and to develop specified human resource management strategies that can be applied to each company scale.

• Proceedings of the Korea Contents Association Conference
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• 2009.05a
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• pp.283-288
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• 2009

Semantic service can be defined as the service providing search API or reasoning API based on ontology and Web Services. It performs a pre-defined task by exploiting URI, classes, and properties. This study introduces a semantic service composition method based on a semantic broker referring ontology and management information of semantic services stored in a semantic service manager with requirements of the user. The requirements consist of input instances, an output class, a visualization type, semantic service names, and property names. This composition method provides dynamically generated semantic service pipelines including composit semantic services. The user can execute the pipelines provided by the semantic broker to find a meaningful semantic pipeline. After all, this study contributes to develop a system supporting human service planners who want to find composit semantic services among distributed semantic services.