• 대한토목학회논문집
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• 제39권6호
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• pp.923-932
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• 2019

VE는 기능을 향상시키고 비용을 절감함으로써 시설물의 가치를 제고하는 강력한 도구로 활용되고 있다. VE의 프로세스 중 발주자의 요구사항을 파악하여 품질모델에 반영함으로써 개발된 대안이 발주자의 요구사항을 충족시키도록 하고 있다. 그러나 기능분석과 아이디어 도출 및 평가를 통하여 개발된 대안이 발주자의 요구사항을 얼마나 반영하고 있는지를 검증할 수 있는 프로세스는 없다. 본 연구는 VE Job Plan 중에 개발된 대안에 대한 발주자의 만족도를 평가할 수 있는 방법론을 개발하여 검증하고 효과성을 입증하고자 하였다. 상품기획에서 요구사항의 만족, 불만족 여부를 파악할 수 있는 카노(KANO) 모델을 VE의 대안 검증절차를 위한 방법론으로 설정하고 본 연구의 목적에 맞게 개선하여 적용하였다. 연구 결과 본 연구에서 개발된 대안평가 방법은 유용한 것으로 판단되었다. 향후 카노(KANO) 모델이 VE Job Plan 분석단계에서 VE대안에 대한 만족도를 평가하는데 활용될 것으로 기대한다.

• 한국안전학회지
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• 제29권5호
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• pp.129-135
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• 2014

In recent studies, construction industry workers with higher job stress and lower work ability were more likely to experience accidents at their workplace. Likewise, fatal accidents rate was higher among simple labor workers compared to technical workers. Therefore the evaluation of a worker's job stress and work ability seems to be important in preventing the occurrence of fatal accidents. To search for ways to reduce job stress and to improve work ability, the current study conducted a job stress analysis based on age, years of service, skill level, hobbies, sleep patterns, and monthly income. For this, the Korean occupational stress questionnaire short form and the Work Ability Index (WAI) developed by the Finnish Institute of Occupational Health (FIOH) were used. In this study, SPSS 12.0K statistics program was used for statistical analysis and significance was verified by the Kruskal-Wallis test and non-parametric tests. The results of this study can be summarized as follows : (1) Simple labor workers had higher job stress and less work ability than technical workers. (2) The more experienced workers had lower job stress and higher work ability. (3) In the case of workers who slept a lot, work ability was higher and job stress was less. (4) Monthly income influenced on the job stress and work ability. (5) Job stress and work ability in accordance with the age difference was not significant.

• 한국컴퓨터정보학회논문지
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• 제12권5호
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• pp.49-56
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• 2007

계산 그리드 컴퓨팅은 수많은 컴퓨팅 자원들을 이용하여, 슈퍼 컴퓨팅이나 이전의 분산 컴퓨팅으로 해결 할 수 없는 대용량의 연산 문제를 해결한다. 계산 그리드 컴퓨팅 환경에서의 자원은 이 기종으로 구성되어, 효율적인 작업 처리를 위해서는 스케줄링 기법이 필요하다. 본 논문에서는 계산 그리드에서 효율적인 작업 스케줄링을 위하여 퍼지로직 기반의 그리드 작업 스케줄링 모델을 제안한다. 퍼지로직 기반의 그리드 작업 스케줄링 모델은 퍼지로직을 이용하여 자원의 효율성을 평가하며, 평가된 기반으로 그룹을 구성하여 작업을 할당하는 모델이다. 우리는 DEVS 모델링 & 시뮬레이션 환경에서 시뮬레이션 모델을 구성하고 Random 스케줄링과 MCT 스케줄링 모델과의 비교 실험을 통하여 제안된 퍼지로직 기반의 그리드 작업 스케줄링 모델이 작업완료시간, 작업손실, 통신량을 개선함으로써 더욱 더 안정적이고 빠른 작업 처리 서비스를 그리드 사용자에게 제공할 수 있다는 사실을 증명하였다.

• 중소기업연구
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• 제43권1호
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• pp.35-50
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• 2021

코로나19 위기로 인해 청년 일자리 문제는 더욱 심각해 지고 있는 상황에서 청년구직자가 일하고 싶은 우수한 중소기업을 쉽고 편리하게 찾을 수 있는 '참 좋은 일자리 플랫폼'이 제안되었다. 본 연구는 청년 구직자의 선호 일자리를 파악하고 중소기업 스스로가 평가하는 '좋은 일자리' 자가평가모형을 개발하여 실제로 이 플랫폼에 적용하였다. 이 과정에서 구직자 관점의 좋은 일자리 특성을 연봉수준, 성과보상, 근무환경, 기업건전성, 조직문화 관점에서 컨조인트 분석을 통해 파악하고, 산·학·연 전문가 대상으로 AHP 분석을 통해 세부 평가항목 13개의 중요도를 확인하였다. 본 연구의 자가평가 모형은 중소기업 환경을 청년구직자가 선호하는 일자리로 변화시키는 인식개선의 도구로 일자리 문제를 비용 중심적인 지원 중심에서 질적 체질을 개선하는 계기로 만들 수 있을 것이다.

• 한국콘텐츠학회논문지
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• 제13권11호
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• pp.902-912
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• 2013

이 연구는 경찰공무원의 교육훈련이 직무만족 및 직무성과의 관계를 규명하는데 있다. 이 연구는 2012년 경찰교육원 교육과정 중 경비관련 직무 5개 과정에 입교한 전국 경찰관을 모집단으로 선정하고, 유의표집법을 이용하여 총 300명의 표본을 추출하였으나, 최종 분석에 사용된 사례 수는 268명이다. 자료처리는 SPSSWIN 18.0을 이용하여 요인분석, 신뢰도분석, 다중 회귀분석, 경로분석 등이다. 결론은 다음과 같다. 첫째, 경찰관의 교육훈련은 직무만족에 영향을 미친다. 즉, 업무관련성, 교육과정의 직무교육에 대한 평가가 긍정적일수록 직무만족은 높으며, 교육동기가 강할수록 교육이수 후 직무만족 또한 높다. 둘째, 경찰관의 교육훈련은 직무성과에 영향을 미친다. 즉, 업무관련성, 교육동기, 교육과정의 직무교육에 대한 평가가 긍정적일수록 직무성과 또한 높다. 셋째, 경찰관의 직무만족은 직무성과에 영향을 미친다. 즉, 교육이수 후 직무만족이 높을수록 직무성과 또한 높다. 넷째, 경찰관의 교육훈련은 직무만족 및 직무성과에 직 간접적인 영향을 미친다. 즉, 내부 직무만족은 직무교육과 직무성과를 매개하는 중요한 변수이다.

• 복식
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• 제51권8호
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• pp.77-91
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• 2001

The purpose of this study was to investigate the effects of the perceived facial attractiveness and appropriateness of clothing on the evaluation of task performance of target person mediated by subjects'likability toward and trait evaluation of the target person. The facial attractiveness of the female university students were used as index of physical attractiveness in this study. Three levels of facial attractiveness was manipulated based on the judgements by 30 female university students. Four types of clothes were selected perceived appropriate for two assumed situations by female university students. Three female faces having high. medium, and low attractiveness were simulated with the same body dressed four types of clothing respectively using CAD system, and a total of 12 stimulus persons were created. The design for the experiment was a $3\tiems4\times2$ randomaized factorial. with three levels of facial attractiveness(high, medium, low), and four types attire(formal-masculine, formal-feminine, casual-masculine, casual-feminine), two kinds of context (job interview, dating) in which perceptions were occurred. The subjects of this study was 524 male and female(262 of male, 262 of female) university students from 3 universities in Kwangju, Korea. The data were analysed using factor analysis. descriptive statistics, regression, path analysis. The results were as follows : 1. In bogus job interview. the direct effect of perceived facial attractiveness on task performance evaluation was .175 and the indirect effect mediated by likability and trait evaluation was .285 in path analysis model. The direct effect of perceived appropriateness of clothing on task performance evaluation was .111 and the indirect effect mediated by likability only was .0564 in pass analysis model. 2. In dating situation, the direct effect of perceived facial attractiveness on task performance evaluation was .355, the indirect effect mediated by likability and trait evaluation was .188 in path analysis model. The direct effect of perceived appropriateness of clothing on task performance evaluation was .108, the indirect effect mediated by likability and trait evaluation was .060 in Pass analysis.

• 간호행정학회지
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• 제13권4호
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• pp.492-500
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• 2007

Purpose: The purpose of this paper was to identity the effects of distributive justice and procedural justice on job satisfaction and organizational commitment in hospital personnels. Method: The subjects were 181 employee who were working at 4 hospitals in Daegu and Gyeongbuk. Data was collected using structured questionnaire from Oct 4 to 24, 2007. The collected data were analyzed using the SPSS WIN 12.0 program for descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression. Result: The mean score of distributive justice was 3.24, procedural justice was 3.05, job satisfaction was 2.73 and organizational commitment was 2.65. The distributive justice(37.5%) and gender(1.6%) explained 39.1% of the variables in the job satisfaction. The organizational commitment was significantly influenced by distributive justice(27.8%), age(8.9%), procedural justice(2.8%) and gender(2.4%). These factors explained 41.8% of the variables in the organizational commitment. Conclusion: The distributive justice is the most important factor in promoting job satisfaction and organizational commitment. Therefore, It is necessary to operate proper compensation system based on fair performance evaluation of workers in hospital.

• 대한지역사회영양학회지
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• 제13권6호
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• pp.890-902
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• 2008

The purpose of this study was to develop a standardized job description for dietitians working in the public health nutrition area. Work-oriented job analysis methodology was employed for the study purpose. Subjects of 38 dietitians currently working at health centers in 2002 were recruited. Based on the focus group interview with 7 public health nutritionists and 7 professors, information about task elements was collected. Questionnaires measuring work performance and self-perception of importance of the selected task elements were administered. Reliability and validity of this instrument were tested by Chronbach's alpha and factor analysis. SAS PC package program was used for the statistical analysis. The final developed job description for public health nutritionists included 5 duties, 20 tasks and 93 task elements. The results of this study can be summarized as follows; 1) 5 duty areas are A. plan and evaluation of public health nutrition services, B. developing nutrition education materials, C. implementing nutrition services, D. networking community, and E. self development. 2) Each duty area from A to E was composed with 6, 2, 6, 4, 2 tasks, respectively. 3) Each duty area from A to E was composed with 24, 8, 38, 14, 9, and 2 task elements, respectively.

• 간호행정학회지
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• 제20권4호
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• pp.426-436
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• 2014

Purpose: This study was conducted to identify factors that affect nursing performance; Those factors are personal characteristics, sub-categories of empowerment and job satisfaction of clinical nurses. Methods: Data were collected from November 24, 2012 to March 11, 2013, and participants were 451 hospital nurses in 6 hospitals. Descriptive statistics, t-test, one-way ANOVA, Pearson correlation coefficient, and stepwise multiple regression were used for data analysis. Results: Nurses who were older, married, highly educated, in the position of charge nurse, and with longer clinical careers showed relatively higher empowerment, higher job satisfaction, and higher nursing performance than others. Also, there were strong correlations between nursing performance and empowerment (r=.576)/job satisfaction (r=.617). Factors predicted nursing performance were relationship with coworkers (${\beta}=.398$), duty (${\beta}=.181$), promotion system (${\beta}=.134$), and turnover intention (${\beta}=-.109$). Factors predicting job satisfaction were competency of empowerment (${\beta}=.249$), and clinical career (${\beta}=.151$). These 6 factors explained 55.2% of the variance in nursing performance (F=93.37, <.001). Conclusion: Regarding human resource management, relationship with co-workers is a changeable factor. Therefore nursing organizations should apply these factors in human resource management to enhance nursing performance and achieve organizational goals.

• 실천공학교육논문지
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• 제14권2호
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• pp.259-266
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• 2022

본 연구는 K대학 교수들의 대학에 대한 인식이 직무만족도에 미치는 영향을 탐색하는데 목적이 있다. 이를 위하여 충남소재 K대학 교수 81명을 대상으로 직무만족도와 대학에 대한 인식(교육과정, 강의, 연구지원, 연구제도, 학부(전공), 조직문화, 인사제도, 복지제도)에 관한 상관분석과 중다회귀분석을 실시하였다. 검증 결과 각 변인들은 정적으로 유의한 상관을 보였으며, 강의에 대한 인식, 연구지원에 대한 인식, 연구제도에 대한 인식 그리고 인사제도에 대한 인식은 직무만족도에 정적으로 유의한 영향을 미치는 것으로 나타났다. 도출된 결과를 토대로 직무만족도를 고취시키는데 도움이 되는 정책방안을 제안하였다.