• 한국산학기술학회논문지
• /
• 제21권2호
• /
• pp.229-239
• /
• 2020

본 연구는 병원종사자들의 심리적 속성과 태도적 속성을 고려하여 조직차원에서 효과적인 인적자원 관리를 위한 시사점을 제공할 목적으로 시행하였으며, 연구방법은 부산지역에 소재한 종합병원 4개, 병원 5개, 요양병원 7개, 정신병원 7개의 의료기관에 종사하고 있는 근로자들을 대상으로 2019년 5월 2일부터 5월 25일까지 자료를 수집하여, 직무가치 인식과 직장가치 인식 간의 관계에 조직성과에 대한 자각상태의 조절효과를 살펴보기 위하여 평균중심화방법을 이용하여 3단계 모형 조절회귀분석을 실시하였다. 조절회귀분석 결과, 직무가치와 직장가치 간의 관계에 조직성과 자각상태의 조절효과가 있는 경우를 구체적으로 살펴보면, 첫째, 근무의료기관 종류가 병원인 경우의 간호사들은 고객대응 노력수준과 병원 이미지에 대한 자각이 조절효과가 있었다. 둘째, 근무의료기관 종류가 병원인 경우의 행정직 종사자들은 고객대응 노력수준에 대한 자각은 부정적인 조절효과가 있었으며, 병원 이미지에 대한 자각은 긍정적인 조절효과가 있었다. 셋째, 근무의료기관 종류가 요양병원인 경우의 간호사들은 성장과 경쟁력에 대한 자각은 긍정적인 조절효과, 병원 이미지에 대한 자각은 부정적인 조절효과가 있었다. 즉, 병원종사자들의 직무가치 인식과 직장가치 인식 간의 관계에 조직성과에 대한 자각상태의 조절효과는 근무의료기관 종류와 직종에 따라 다르다는 것을 알 수 있었다.

• 가정과삶의질연구
• /
• 제15권4호
• /
• pp.301-314
• /
• 1997

The purpose of this study is to analyze difference of life satisfaction of employed wives by living with mother-in-law or mothers. Life satisfaction of employed wives are measured by marital satisfaction the satisfaction of used time and role performamce and financial satisfaction. For this study 449 employed wives in Tajean are the subjects of survey. The main results were as follows; 1. The degree of life satisfaction of employed wives indicated more than middle level(M=3.44) While the degree of satisfaction in marital satisfaction indicated high the degree of satsifaction in the used time and role performance indicated low 2. On the whole the influential valiables on the marital satisfacton of employed wives were found in the following oreders; wife's and husband's educationa level job and income. 3. There were a non-significant difference in the life satisfaction of employed wives between living with mothers or not. But the differences between living with mothers-in-low an mothers were significant in the satisfaction of used time and role performance.

• 보건행정학회지
• /
• 제6권1호
• /
• pp.144-162
• /
• 1996

This study was conducted to identify the problems related to operation of the committee system in university hospitals and to propose the direction for reforming it. Data were collected by surveying 138 working-level administration managers of committees from 12 university hospitals in Seoul in October, 1995. The results were as follows: 1. The purposes of the committee were to promote the reasonable dicision making in the hospitals, to satisfy the requirement of Hospital Accreditation Program and, to execute the administrational instructions in due order. The sort of job which was charged of chairmen and the majority of committee member was doctor. 2. The committees which were to be held the meeting frequently in a year were general management committees(8.25 times/year). But in case of operation rate, medical care-related committees showed the most frequent meeting(90.15%). Most of committees made the regulations and reported the results of their meeting to the CEO of their hospitals by written documents. 3. Most doctors thought the medical care-related committees useful. Medical technicians regarded education and research-related committees as useful, while administrators favored the general management committees. 4. The factors related to the perceived performance of the committee were the kind of job, the class of job and the kind of committee. Also, the perceived performance of the committee was positively related to the usefulness in efficient management of work, and negatively to uncertainties in responsibility and a nominal role of the committee. 5. Most of the respondnts thought that the concern of the top manager about the committee was the most important factor for the improvement of committee system at hospitals. They also regarded that formalization of the objectives and regulation rule and composition of committees with members which work in various fields as essential. Further studies on the organizational and operational cjharacteristics which include general hospitals in various areas are required.

• 가족자원경영과 정책
• /
• 제3권1호
• /
• pp.17-33
• /
• 1999

The purpose of this study is to investigate the relationship between parents’attitude and their actual performance in home education and adolescent children’s acceptance, and to inquire the difference in relation to social-demographic variables with the subject of family with teenagers. The main results were as follows: 1) There were significant difference between father’s attitude and mothers in home education. And there were significant difference between father’s attitude and mothers according to variables in each area. 2) There were significant differences between father’s performance and mother’s in home education. 3) Adolescent children’s acceptance level was 3.26 (standard 5) and was average. there were significant differences in adolescent children’s acceptance level in accordance with parents’school careers, father’s job, child’s sex and school record. 4) There were relationships between parents’attitude and performance in home education when father’s attitude was confident attitude and situational attitude in education method, and when mother’s attitude was confident attitude. 5) There were relationships only when father’s attitude was confident attitude, and there were no relationships in other case. 6) There were relationships between parents’performance and adolescent children’s acceptance.

• 디지털융복합연구
• /
• 제18권10호
• /
• pp.81-93
• /
• 2020

본 연구는 기업사례 연구에서 유의하게 영향 미쳤던 일터학습을 배경으로 연구 진행하게 되었다. 진위에 따라 소상공인의 일터학습 참여기회가 왜? 필요한지 밝히려 했으며, 내용을 기반으로 소상공인들의 성장과 발전 가능성을 높이려 했다. 또한 이러한 일련의 과정을 통해 경영성과에 영향 미침을 확인하려 했다. 따라서 소상공인의 일터학습이 경영성과에 미치는 영향관계를 규명하려 했으며, 선행연구 고찰을 통해 연구가설을 설정했고, 실증분석을 실행했다. 203부의 설문을 SPSS 18.0 통계프로그램으로 실증분석을 실시했다. 결과 첫 번째, 일터학습이 직무만족에 유의한 정(+)의 영향을 부분적으로 미쳤다. 두 번째, 일터학습이 경영성과에 유의한 정(+)의 영향을 미쳤다. 세 번째, 직무만족이 경영성과에 유의한 정(+)의 영향을 미쳤다. 네 번째, 일터학습, 경영성과 간의 관계에서 직무만족이 부분매개효과를 나타냈다. 분석결과 일터학습의 하위요인 형식학습만 직무만족에 영향을 미치지 못했으며, 형식학습과 경영성과 간의 직무만족은 매개효과가 나타나지 않았다. 이유: 열약한 소상공인의 환경에서는 외부 또는 자체교육 등 형식학습의 참여기회를 간직하지 못했던 것이 원인으로 분석되었다. 즉, 경영학적, 경제학적, 사회학적 시각에 따른 열약한 소상공인의 환경을 그대로 드러내고 있었던 것이다. 따라서 소상공인도 일터학습에 참여할 수 있는 기회를 갖게 함으로써 자력에 따른 문제해결과 상생발전 능력을 키울 성장기틀을 마련하기 위함이며, 정책과 교육, 경영에도 이바지할 수 있는 제도장치 제안을 위함이다. 이와 같이 유의한 내용의 연구결과임에도 불고하고 한계점이 있을 수 있다. 향후 진행연구는 다양한 변수의 관계를 설명할 수 있는 표본을 중심으로 여러 분야에서 연구되어야 할 것이다. 또한 경영성과를 크게 향상시킬 수 있는 학문과 연결된 실무차원의 관계연구도 진행되어야 할 것이다.

• 경영과정보연구
• /
• 제38권4호
• /
• pp.137-157
• /
• 2019

기업들이 정보공유를 통한 협업과 신속한 의사결정을 위해 기업용 SNS를 시도하고 있다. 본 연구에서는 기업용 SNS 이용수준이 업무성과에 미치는 영향에 있어서 커뮤니케이션 수준의 매개효과를 검증하였다. 조직 커뮤니케이션은 경쟁우위 확보의 핵심 요소가 되기 때문에 그 선행요인을 규명하는 것이 매우 중요하기 때문이다. 다음으로 본 연구에서는 권력거리를 바탕으로 기업용 SNS 수준이 커뮤니케이션 수준에 미치는 영향에 대한 국적 조절효과를 검증하였다. 기업용 SNS를 도입하기 이전에 오프라인 조직문화를 정보기술에 적합하도록 변화시키거나 권력거리가 낮은 조직에서 기업용 SNS를 도입하는 것이 유효하다고 가정했기 때문이다. 이를 검증하기 위해 본 연구에서는 한국과 중국에서 기업용 SNS를 도입하여 운영하고 있는 기업의 구성원을 대상으로 한국 81부, 중국 81부의 설문 데이터를 회수하여 SPSS 다중회귀분석을 수행하였다. 연구모형 검증결과, 기업용 SNS는 업무성과에 직·간접 영향을 미치는 것으로 나타났다. 첫째, 기업용 SNS는 조직 구성원들이 정보를 신속하게 공유하고 피드백을 빠르게 주고받도록 지원함으로써 오류를 줄이거나 예방하여 업무성과 향상에 직접적인 영향을 미치는 것으로 나타났다. 둘째, 커뮤니케이션 수준은 기업용 SNS가 업무성과에 미치는 영향을 매개하는 것으로 나타났다. 즉, 기업용 SNS는 면대면 커뮤니케이션을 온라인으로 수행하도록 함으로써 소통의 불안감이나 스트레스를 낮춰 커뮤니케이션을 원활하게 하고, 협조적이며 창의적인 조직 분위기를 조성하는데 기여함으로써 업무성과 향상에 간접적인 영향을 미치는 것으로 나타났다. 셋째, 기업용 SNS 이용수준의 커뮤니케이션 수준에 대한 국적 조절효과 가설은 검증결과 가설과 반대로 한국이 중국보다 더 높게 나타났다. 이것은 기업용 SNS가 오프라인의 경직된 소통의 우회통로로 사용되어 나타난 결과라 해석된다. 즉, 오프라인 환경에서 높은 권력거리로 인해 상하 간 커뮤니케이션이 경직되고 폐쇄적으로 흐르는 것이 비대면 기업용 SNS를 이용함으로써 대면소통의 불안감이나 스트레스가 감소하여 상하 간 커뮤니케이션이 보다 원활하게 흐르게 된 것이라 해석된다. 본 연구는 기업용 SNS 이용수준이 커뮤니케이션 수준을 향상시켜 업무성과를 높인다는 커뮤니케이션 수준의 매개효과를 검증하였다는 점에서 의의가 있다. 그리고 변화관리와 조직 문화적 적합성이 요구되는 다른 유형의 정보시스템과 달리 기업용 SNS는 구성원들이 오프라인 커뮤니케이션 상의 문화적 한계를 우회하도록 지원함으로서 커뮤니케이션을 활성화하고 업무성과를 향상시킬 수 있음을 보여주었다는 점에서 의의가 있다.

• 한국시뮬레이션학회논문지
• /
• 제9권1호
• /
• pp.21-38
• /
• 2000

A fuzzy dispatching algorithm with adaptable control scheme is proposed for more flexible and adaptable operation of AGV system. The basic idea of the algorithm is prioritization of all move requests based on the fuzzy urgency. The fuzzy urgency is measured by the fuzzy multi-criteria decision-making method, utilizing the relevant information such as incoming and outgoing buffer status, elapsed time of move request, and AGV traveling distance. At every dispatching decision point, the algorithm prioritizes all move requests based on the fuzzy urgency. The performance of the proposed algorithm is compared with several dispatching algorithms in terms of system throughput in a hypothetical job shop environment. Simulation experiments are carried out varying the level of criticality ratio of AGVs , the numbers of AGVs, and the buffer capacities. The rule presented in this study appears to be more effective for dispatching AGVs than the other rules.

• 한국직업건강간호학회지
• /
• 제23권4호
• /
• pp.254-261
• /
• 2014

Purpose: The purpose of this study was to investigate the degree of performance of TB control manpower in Korea and to identify the affecting factors associated with it. Methods: This study employed a quantitative observational with cross-sectional design and the subjects were consisted of 189 TB (Tuberculosis) control manpower who were working in both community health centers and private hospitals. Variables included in this study were demographic, social, work-related characteristics, aqhnd self-efficacy. A reliability of the instrument for the performance was Cronbach's ${\alpha}$=.91. Data were analyzed by t-test, ANOVA and multiple regression using SPSS (19th version). Results: The mean value of the degree of work-related performance of TB control manpower was $4.4{\pm}0.49$9 and it was higher than those of general nurses working in any other health care departments. The mean differences in the degree of work-related performance were in self-efficacy, workplace, the number of full charge manpower in TB, the number of participation in in-depth education, and the willingness to job maintenance. In multiple regression analysis, factors associated with TB control manpower' work-related performance were self-efficacy (${\beta}$=.164, p=.025), workplace (${\beta}$=-.186, p=.023), the number of participation in in-depth education(${\beta}$=.339, p<.002), and the willingness to job maintenance (${\beta}$=-.157, p=.036). Conclusion: Results of this study showed that work-related performances of manpower working in private hospital were higher than those of manpower in public health centers. So, it is necessary to enhance nation's active intervention to improve effectiveness and reduction of risk factors in TB policy.

• 한국조리학회지
• /
• 제6권3호
• /
• pp.99-118
• /
• 2000

This study attempts to identify the level of conflicts occurring between foreign and domestic chefs, and to suggest the way of controlling those conflicts in order to well manage human resources, foreign chefs. Based on the empirical research, the research findings shows that in terms of targeting and achieving objectives different level of conflicts are experienced when age, hotel type, position varies. For example. purchasing excessive foreign foods may cause undesirable stock which will lead to considerable loss. In order to overcome this problem the advantages of the chain-operated and the independent hotel's food purchasing system must be incorporated. Secondly, another conflicts arise when the architecture and system of a kitchen is different from what foreign chefs are familiar with. Kitchen architecture and system should be well-designed in terms of delivery channel, sanitation, safety, food control, banquet etc.. In developing menu, chefs often have different criteria in the scale of sweet and salt of a particular dish. Foreign chefs often blame his subordinates for not meeting his requirements without proper training or education. Finally, because of the different culture, communication as well as the lack of mutual understanding problem occur. Even though today is called global town. some chefs do not seem to open their minds to learn other developing countries' culture. In diversity management aspect, chefs need to put much effort to be aware of other countries' culture, history, political and economic situation. In prior to employing foreign chefs, the job enrollment and description must be prepared so as to minimize the conflicts, which otherwise will create poor job performance.

• 동아시아경상학회지
• /
• 제12권2호
• /
• pp.43-50
• /
• 2024

Purpose: The present study investigates if the type of organizational culture influences the level of job-related stress. This study is significant because creating the need to explore the concept to become more informed on the best practices to promote and foster a positive culture that prioritizes workers, it could result in a healthier workforce, improved organizational performance, and success. Research design, data and methodology: Examining previous studies by other researchers was the primary research tool for this study. The organized approach of gathering data and assessing related work was vital in developing a fundamental basis for advancing knowledge on this concept while enhancing theory development and drawing more informed conclusion. Results: These four types, including the clan, adhocracy, hierarchical, and market cultures, contribute significantly in revealing four associations between the two variables, including (i) supportive culture and reduced stress, (ii) high pressure and increased stress, (iii)autonomous culture and variable stress levels, and (iv) open culture and low-stress levels. Conclusions: The literature affirms a multifaceted link between employee workplace stress and organizational culture type. The findings show that these cultures are crucial in influencing the level of stress among employees. All four types were hypothesized to have a significant relationship with job stress.