• 한국경영정보학회:학술대회논문집
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• 한국경영정보학회 2007년도 International Conference
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• pp.378-381
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• 2007

Traditional intermediaries refer to service providers such as travel agents, real estate brokers, job agencies and insurance agents which matching services for buyers and suppliers in a traditional market. The introduction of Electronic commerce resulted in the automation of many tasks provided by intermediaries and seemed to eliminate the role of many traditional intermediaries, which is called disintermediation. However, depending on their market power, traditional intermediaries either will be disintermediated or fill new roles by providing added value and assistance, which is called reintermediation. According to the research of Alina M. Chircu et al. there are three conditions for reintermediation for traditional intermediaries. Three conditions are weak appropriability of EC innovations, ownership of co-specialized assets for both market intermediation and EC innovations and economies of scale. Besides these three reintermediation conditions, we hypothesize that leveraging BPO can be a suitable strategy for traditional intermediaries to be transformed into reintermediaries. Business Process Outsourcing (BPO) is the leveraging of technology or specialist process vendors to provide and manage an organization's critical and/or non-critical enterprise processes and applications. This paper will investigate the relationship between above reintermediation conditions including BPO and reintermediation.

• 한국컴퓨터정보학회논문지
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• 제25권7호
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• pp.193-202
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• 2020

본 연구는 경호경비원의 조직문화에 따른 직무스트레스와 직무소진이 직무성과에 미치는 영향을 규명하기 위하여 경호경비원 320명을 대상으로 설문조사를 실시하였다. 이 연구를 통하여 얻은 결론은 다음과 같다. 첫째, 조직문화에서 혁신문화는 직무스트레스에 통계적으로 .01수준에서 부적(-)인 영향을 미친다. 둘째, 조직문화는 직무성과에 직접적인 영향을 미치지 않는다. 셋째, 조직문화 가운데 시장문화는 직무성과에 통계적으로 .01수준에서 부적(-)으로 영향을 미친다. 넷째, 직무스트레스는 직무성과에 통계적으로 .001수준에서 부적(-)으로 영향을 미친다. 다섯째, 직무소진은 직무성과에 통계적으로 .001수준에서 부적(-)으로 영향을 미친다. 여섯째, 직무스트레스는 조직문화의 혁신문화와 직무성과의 관계에서 통계적으로 .01수준에서 부적(-) 매개효과가 있다. 일곱째, 직무소진은 조직문화와 직무성과의 관계에서 통계적으로 유의한 영향이 없다.

• 한국조리학회지
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• 제6권1호
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• pp.225-252
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• 2000

This study aims to examine theoretical frame work of franchise restaurant, the characteristics of store manager's job and the level of their job satisfaction through an empirical investigation. Job satisfaction survey study shows that store managers consider important all work to be attended to as part of their duty with service management on top. It is also found that the majority of store managers consider their aptitude as most important job satisfaction factor and those, who are satisfied with their job content, advancement and the prospect, are more proactive in delivering qualify service and more than willing to commit themselves to their duties. Regrading demographical variables, store managers with scholarly competence and higher pay level are more likely to be satisfied with their job but married men are not satisfied with the work environment in general. Ergo, Businesses should correspond by capitalizing on those store managers content with their duty thus collecting additional information and providing opportunities to further contribute to the business. For those dissatisfied individuals, however, businesses should determine their demands and by educational training supply a motive therefore making possible the conversion of such individuals to satisfied store managers and their active participation in business management. But, as with any study, this one has a number of limitation which constraints the generalizability of the empirical findings. It has not been for long since franchise restaurants established in domestic market and has been few studies regarding this topic there. Furthermore, managers are not willing to release operation related data. Therefore, further study are urged to overcome this limitation and should examine other dimensions of job satisfaction such as relations between revenue and profit with the level of store manager's job satisfaction remain to be investigated.

• 경영과정보연구
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• 제7권
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• pp.265-292
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• 2001

This paper examines what determines the use of contingent workers in Korean Department Stores. Drawing on internal labor market, transaction cost & agency, and bureaucracy theories, I hypothesize that four factors affect the use of contingent workers: job characteristics, HRM, occupation, and organizational characteristics. Data from a sample of employers surveyed by the author in 1997 were used to test the hypotheses, and analyses showed the following results. First, consistent with job-based perspective, we find that such job characteristics as firm-specific skill and the level of skill significantly affect the use of contingent workers. But job standardization and outcome measurability have no effects of its use. Second, also we find significant effects on the use of contingent workers of such HRM as scrutiny on employee selection and promotion system. The promotion system has expected effect on its use, but scrutiny on employee selection has opposite effect. Third, we find that occupation significantly affects the use of contingent workers, especially the extent of use of contingent workers of sales service is as five hundred times as that of managerial occupation. Fourth, also consistent with organizational-based perspective, we find that the firm's size significantly has positive effects, and affiliate company and labor union have negative effects. That is, the larger firm's size is, the more possibility of use of contingent workers exists, and the possibilities of its use reduce in case of affiliate company and in front of labor union. Finally, we discuss the implications and limits of theses findings.

• 한국IT서비스학회지
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• 제13권2호
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• pp.55-69
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• 2014

As Korea's global IT sourcing is sluggish and supply of qualified IT personnel does not meet the demand, IT developers currently do not worry about their job security. The sluggish global sourcing is attributed to the lack of system design and analysis skills as well as lack of communication skills of IT personnel. Most of big Korean IT service firms operate in captive market. This is also attributed to the cause of the sluggish global sourcing. Some IT managers, especially in global IT service firms, concerned about the negative long term effect of the sluggish global sourcing on competitiveness and human infra capability of Korea's IT service industry. Managers in IT service firms expect skill requirement changes in the future when global sourcing becomes active. The skills and knowledge that they wish to retain in-house is business knowledge, system analysis and design knowledge, customer relation management skills, project management skills and industry knowledge. The jobs with the above knowledge usually involve customers.

• 한국재난정보학회 논문집
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• 제7권3호
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• pp.229-239
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• 2011

우리나라의 민간조사제도는 통제 없이 이루어지고 있는 심부름센터, 흥신소 등과 같은 음성적 민간조사의 폐해를 근절하고 개인의 권리보호, 일자리 창출, OECD와 FTA 법률 개방으로부터 우리의 법률시장을 보호할 것이다. 본 연구에서는 민간조사제도 도입을 위한 입법안 검토와 선행연구 고찰, 선진국의 민간조사제도를 비교해 봄으로써 우리나라에 맞는 민간조사제도의 업무영역을 제시하였다. 연구 결과를 통하여 기업, 금융, 보험, 의료, 사이버(cyber), 교통사고, 지적재산권, 실종자, 법과학으로 민간조사업무를 구분하였다.

• 한국산업정보학회논문지
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• 제17권1호
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• pp.73-93
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• 2012

The primary objective of this research is to explain how to implement the Service Oriented Architecture (hereafter SOA) enabled Enterprise Resource Planning (hereafter ERP) system successfully for service industries. An implementation of the ERP system help many organizations to alleviate the difficult job of supporting inflexible or legacy systems that in most cases result in cost increases, data redundancy and inaccuracy, and various inefficiencies. However, the ERP system is losing its market share rapidly to the cloud computing system which utilizes the Software-as-a-service (hereafter SaaS) and SOA. The SOA is an approach to integrate various types of IT resources to leverage existing ERP system, while at the same time building an infrastructure that can readily respond to new business environment and offer new dynamic applications. The companies that implement this system have less of a need for the kinds of all-in-one ERP system that have dominated the back office for decades and can move freely to best-of-breed applications. This research will identify the benefits and costs of the SOA enabled ERP system through case studies and its impact on competitive priorities such as cost, quality, delivery, and flexibility.

• 직업교육연구
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• 제35권4호
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• pp.47-61
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• 2016

본 연구는 대졸자들의 졸업 후 노동시장의 성과에 영향 요인을 대학진로 관련 프로그램 참여를 중심으로 개인수준과 대학수준으로 다층분석을 하고자 하였다. 이를 위해 한국고용정보원이 2013년도에 대졸자 직업이동 경로조사(GOMS 2013) 자료를 활용하였다. 대학의 특성 정보를 추가하기 위해 '대학알리미'사이트의 대학정보공시자료를 활용하였다. 분석을 위해 다층분석(HLM)을 활용하였다. 그 결과는 다음과 같다. 첫째, 대졸자 노동시장 성과에는 개인 특성과 대학 특성이 영향을 미치고 있었다. 구체적으로 개인적 특성으로 가계소득, 성별, 전공계열, 졸업평균학점(GPA), 대학에 대한 전반적 만족도가 대졸자 노동시장 성과에 유의한 영향을 주는 것으로 나타났다. 대학특성에는 대학설립유형, 소재지, 학생교육비, 대학유형, 평균대학만족도가 유의한 영향을 미치는 것으로 나타났다. 둘째, 진로 및 취업관련 프로그램 참여는 개인수준에서 직장체험, 교내취업박람회 등이 유의한 영향을 주는 것으로 나타났다. 하지만 대학수준에서 변인들을 투입했을 때 유의하지 않았다. 대학평균 프로그램 참여율은 진로, 취업관련 교과목과 교내취업박람회가 정적으로 유의하게 나타났다. 반면 진로관련 개인 및 집단 상담 참여율은 부적으로 유의한 것으로 나타났다. 본 연구를 통해 대졸자 성과에 영향을 미치는 진로 및 취업 관련 프로그램의 효과를 개인수준과 대학수준에서 살펴볼 수 있었다. 이를 통하여 대졸자 성과에 영향을 미치는 진로 및 취업 관련 다양한 프로그램들 개발을 위한 단초를 제공할 것으로 기대한다.

• 대한통합의학회지
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• 제10권3호
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• pp.173-184
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• 2022

Purpose : The purpose of this study was two-fold: to identify the effect of dental hygienist's self-determination motivation on their job engagement and to analyze the moderating effect of compensation satisfaction that affect the relevance. Methods : Data were collected using a structured self-report questionnaire administered to 260 dental hygienists working in dental hospitals and clinics in Busan, South Korea. These were analyzed using IBM SPSS Statistics version 26.0 and SPSS Process Macro 3.5. A frequency analysis, including the respondents' general characteristics, frequency, percentages, and standard deviations, was performed. A regression analysis was also performed using SPSS Process Macro to verify the moderating effect of compensation satisfaction in the effect of self-determination motivation on job engagement. Results : The self-determination motivation of the dental hygienists had a statistically significant positive effect on their job engagement, which was the dependent variable. Higher intangible compensation satisfaction levels led to a stronger effect of intrinsic motivation but a weaker effect of extrinsic motivation on job engagement. Moreover, higher tangible compensation satisfaction levels strengthened the effect of intrinsic motivation on job engagement. Conclusion : Recently, the demand for oral health care has been increasing, Competition in the dental medical service market warrants, high-quality dental services based on accurate diagnosis and treatment. In this context, dental hygienists' job engagement must be improved. For this purpose, increasing the satisfaction of dental hygienists with self-determination motivation and appropriate compensation is effective. In addition, attention must be paid to the moderating effect of compensation satisfaction on the relationship between intrinsic motivation and job engagement. On the basis of the implications of this study, the results can be used as basic data for improving dental hygienists' welfare system and manpower management.

• 노동경제논집
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• 제39권2호
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• pp.53-81
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• 2016

본 논문에서는 한국고용정보원에서 조사한 "대졸자 직업이동 경로조사" 자료를 이용하여, 취업 탐색자와 미취업 탐색자 간의 탐색 노력 정도 및 노동시장 성과를 비교 분석하였다. 분석 결과, 취업 탐색자에 비해 미취업 탐색자가 탐색 활동에 보다 집중하고, 유보임금을 더 낮춤으로써 취업을 위한 노력을 보다 활발하게 하는 것으로 나타났다. 이로 인해 취업 탐색자가 미취업 탐색자에 비해 새로운 직장에 취업할 확률은 더 낮았으며, 반면 새로운 직장에서의 임금수준은 상대적으로 더 높은 것으로 나타났다. 최종 시점에서 전체 직장을 대상으로 한 분석 결과에서는, 취업 탐색자가 미취업 탐색자에 비해 취업 확률도 높고 임금수준도 높았다. 적어도 단기적인 측면에서 본다면, 취업 탐색이 미취업 탐색에 비해 상대적으로 보다 효과적이라는 사실을 확인할 수 있었다.