• 한국전자거래학회지
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• 제7권1호
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• pp.87-106
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• 2002

The behavioral and dynamic implications of an ERP implementation/installation are, to say the least, not well understood. Getting the switches set to enable the ERP software to go live is becoming straightforward. The really difficult part is understanding all of the dynamic interactions that accrue as a consequence. Dynamic causal and connectionist models are employed to facilitate an understanding of the dynamics and to enable control of the information-enhanced processes to take place. The connectionist model ran be analyzing (behind the scenes) the information accesses and transfers and coming If some conclusions about strong linkages that are getting established and what the behavioral implications of those new linkages and information accesses we. Ultimately, the connectionist model will come to an understanding of the dynamic, behavioral implications of the larger ERP implementation/installation per se. The underlying connectionist model will determine information transfers and workflow. Once a map of these two infrastructures is determined by the model, it becomes a relatively easy job for an analyst to suggest improvements in both. Connectionist models start with analog object structures and then use learning to produce mechanisms for managerial problem diagnoses. These mechanisms are neural models with multiple-layer structures that support continuous input/output. Based on earlier work performed and published by the author[10][11], a Connectionist ReasOning and LEarning System(CROLES) is developed that mimics the real-world reasoning infrastructure. Coupled with an explanation subsystem, this system can provide explanations as to why a particular reasoning structure behaved the way it did. Such a system operates in the backgmund, observing what is happening as every information access, every information response coming from each and every intelligent node (whether natural or artificial) operating within the ERP infrastructure is recorded and encoded. The CROLES is also able to transfer all workflows and map these onto the decision-making nodes of the organization.

• 한국콘텐츠학회논문지
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• 제16권7호
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• pp.622-632
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• 2016

본 연구의 목적은 중소기업 근로자의 직무만족이 조직몰입에 미치는 영향에 있어 조직지원인식의 조절효과를 검증하는 것이다. 이를 위하여 2015년 9월 7일부터 9월 25일까지 실시한 중소기업 근로자의 설문응답 중 117개가 분석에 이용되었다. 분석결과, 중소기업 근로자의 조직지원인식이 직무만족과 조직몰입의 관계에 정적영향을 강화시키는 효과를 나타냈다. 특히 중소기업 경영의 효과성을 제고하기 위하여 근로자를 위한 업무 및 복지 향상을 위한 조직지원의 필요성이 제기되었다. 이를 위해 첫째, 기업은 효과적인 기업복지제도를 도입하여 근로자에게 제공해야 하고, 둘째, 정부는 중소기업에 특화된 기업복지제도를 개발하고 이를 적극적으로 활성화해야 하며, 셋째, 근로자는 스스로의 복지욕구를 표출할 수 있도록 노력해야 하며 기업과 정부는 이를 적극적으로 경청하고 실천해야 할 것이다.

• 아태비즈니스연구
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• 제4권2호
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• pp.21-30
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• 2013

Ethics involves distinguishing between what is right or wrong thereby making a correct choice. An organization should treat its internal as well as external stakeholders ethically. This research gives valuable insights on the prevailing ethical climate and potential organizational challenges in institutionalizing ethics and its management in the manufacturing sector. The present study is designed to analyze four parameters of ethical climate in the manufacturing sector with reference to different managerial levels, to identify the critical factor of the ethical code of conduct and to find correlations between four parameters of ethical climate. Descriptive research has been used and data are collected from 200 employees of three Indian companies of manufacturing sector using a well designed questionnaire. Analyzing data with SPSS, It has been found that overall good number of people believe that MBE (Management of Business Ethics) process is well implemented. People are well aware and trained and involved in the ethical process. Senior management is very much committed to promote the ethical environment in the organization and thus company values are well communicated to the employees. Concern resolution mechanism is well established in the organization. MBE in the organization is more prevalent in higher-level employees. Senior management commitment and reinforcement is very critical for CoC (code of conduct). Correlation between all the 4 parameters is positive and significant. But the parameters are not highly correlated with each other. Organizations need to work upon these parameters to promote an ethical climate in the organization by awarding or felicitating exemplary ethical behavior. More emphasis should be given on senior management commitment and reinforcement of the ethical behavior across all levels.

• 대한지역사회영양학회지
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• 제23권1호
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• pp.28-37
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• 2018

Objectives: This study was conducted to identify differences in job stress, satisfaction and commitment of cooking employees working in hotel kitchens with and without HACCP systems. Methods: Culinary employees of 12 five-star hotels were surveyed and 504 valid data were used for SPSS analysis. Sub factors of working environment factors (job stress, job satisfaction, and job commitment) were examined for analysis. Results: The results showed that hotels that implemented the HACCP system had significantly higher values for the five sub factors of employee job stress (job demand, relationship conflict, organizational system, lack of job autonomy, and job instability; p<0.001). For the sub factors of job satisfaction (internal and external satisfaction) statistic showed a statistically significant value in hotels that did not implement the HACCP system (p<0.001). Job attachment and job importance, which are sub factors of job commitment, showed no difference in relation to the implementation of HACCP system, and job responsibility showed a higher p-value in hotels that did not implement HACCP (p<0.05). Conclusions: The results of the study indicate that culinary employees working at venues with HACCP systems have more job related stress, lower job satisfaction and partially less job commitment. Based on this outcome, venues that have already implemented or are planning to implement HACCP systems should consider the implications regarding their management of employees. Managerial policies that enhance autonomy, job stability, achievement, self-development, promotion, and compensation should also be implemented. Finally, meticulous attention and high investments into the work environment and human resources are necessary.

• 한국유통학회:학술대회논문집
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• 한국유통학회 2005년도 춘계학술대회 발표논문집
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• pp.87-110
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• 2005

지금까지의 관계해지에 관한 연구들은 관계해지의도를 최종 결과변수로 간주하여 연구를 수행하였으며, 관계해지의도가 형성된 이후에 관해서는 연구된 바가 전혀 없었다. 즉, 관계해지의도를 완전한 관계해지와 동일시함으로써 관계해지의도의 형성으로부터 일어나는 관계해지의 모습을 간과한 문제점을 가지고 있었다. 본 연구는 이에 대한 문제점을 해소하고 관계해지의도가 형성된 후에 어떤 경로를 통해 완전한 관계해지로 나아가는 지를 알아보기 위한 최초의 시도로써 수행되었다. 즉, 관계해지의도가 형성된 이후부터 완전한 관계해지가 일어나기 전까지의 영역을 대상으로 하여 관계해지의도의 결과변수들이 기회주의의 증가와 거래특유투자의 감소, 그리고 협력의 감소임을 밝히고 관계해지의도와 결과변수들 간의 관계를 제시함으로써 관계해지의도로부터 완전한 관계해지로 이루어지는 과정을 실증적으로 살펴보았다. 국내신문사(판매자)와 신문지국(구매자)의 관계에서 신문지국의 관점을 대상으로 설문조사를 수행하여 실증분석을 한 결과, 본 연구에서 제시한 5개의 가설들이 모두 지지되었다. 즉, 관계해지의도를 가지게 된 주체는 기회주의가 증가되고 거래특유투자를 감소시킴으로써 판매자와의 협력이 붕괴되는 과정을 통해 완전한 관계해지로 나아감을 밝혔다. 마지막으로, 본 연구의 이론적 공헌점들 및 관리적 시사점들이 논의되었고, 연구의 한계점들 및 향후의 연구방향들이 제 시 되었다.

• 한국산업보건학회지
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• 제26권1호
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• pp.90-98
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• 2016

Objectives: The aim of this study is to analyze the status of implementation of occupational safety and health education and evaluate the relation between the implementation of education and occupational accidents. Methods: This study used data on occupational safety and health education from the 2012 Current Status of Occupational Safety and Health survey by the Korea Occupational Safety and Health Agency. The sample is 7,010 persons working in relation to occupational safety and health in industry. An ANOVA test is used to analyze the status of and need for education. Poisson regression is used to evaluate the relation between education and occupational accidents. Results: The rate of implementation of education is 53.3% for periodic education on workers holding office positions, 68.3% for periodic education for workers not holding office positions, 60.3% for periodic education for persons holding managerial and supervisory positions, 65.5% for education provided upon hiring, 50.5% for education provided upon changes in work activities and 37.2% for special education. In the Poisson regression, these data strongly suggest that the probability of occupational accidents occurring with education implemented is much lower than without the implementation of any kind of safety and health education. Conclusions: It is clear that implementation of education has a positive effect on reducing occupational accidents, although its application in domestic industry is insufficient. Thus, it is concluded that education on occupational safety and health should be strengthened for the prevention of occupational accidents.

• 보건행정학회지
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• 제15권3호
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• pp.1-16
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• 2005

This study was planned to investigate the relationship between development levels of learning organization and organization effectiveness in Hospital. Data were collected from 285 respondents who have participated in 'Learning Organization Project'(response rate =$50.5\%$). Structured questionnaire were applied by self administrated survey for two weeks since 2003 May. Main results were as follows; In the result of factor analysis, four factor were created and almost questionnaire items were classified into as same categories as theoretical concepts. Cronbach's a coefficient also showed over 0.7 in all categories. This result means that measurement tool to evaluate the development level of learning organization is valid and reliable. In the comparison of the development level of learning organization by participants' specialties, managerial workers perceived the lowest construction level, while medical technicians evaluated it as the highest level. In regression analysis, the perception levels of work environment, task and human aspect showed positive relationship with job competency significantly. For job satisfaction, levels of task and human aspects had positive relationship significantly. In addition, for organizational commitement, levels of organization and human aspect were positive predictors. Finally, for the satisfaction about experience of learning organization project, levels of environment, task and hmm aspects were related positively. We concluded from these result that the positive relationship between construction levels of learning organization and organization effectiveness was extended to hospital, besides industrial fields. We recommend the introduction and facilitation of learning organization project in various settings to improve the competency of knowledge management in individual and organizational levels.

• 한국식생활문화학회지
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• 제20권5호
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• pp.561-573
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• 2005

This research is to examine the structural relationships between transformational/transactional leadership, empowerment, relationship quality, and organizational commitment in Chinese restaurant context. In order to empirically investigate the proposed model, the data were collected from 188 respondents randomly selected from among the managers who work in 188 Chinese restaurants in Seoul and Kyonggi-do, which registered in Korean Food Central Association, korean foodservice management Association, Menupan.com We choose to limit our investigation to luxury Chinese restaurants where the average check is above 12,000 won. The survey was executed during two-week period in the autumn of 2004. The findings and discussion are as follows: First, intellectual stimulus behavior of transformational leadership had a positive effect on empowerment. Second, contingent reward leadership had a positive effect on empowerment. Third, empowerment had a positive effect on affective organizational commitment. Fourth, empower had a negative effect on continuous organizational commitment. Fifth, intellectural stimulus behavior of transformation leadership had a positive effect on affective organizational commitment indirectly and had a negative effect on continuous organizational commitment indirectly through mediating role of empowerment. Finally, contingent reward leadership had a positive effect on affective organizational commitment indirectly and had a negative effect on continuous organizational commitment indirectly through mediating role of empowerment. At the end of this paper, managerial implications, discussions, and limitations and future research directions are presented.

• 한국병원경영학회지
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• 제18권4호
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• pp.54-77
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• 2013

This paper is a comparison study about leadership training transfer factors between physicians working in large scale hospitals and managers working in firms. To fulfill this purpose, this study conducted a regression analysis on 101 managers and 59 physicians who had attended similar leadership training programs more than 16 hours recently in order to identify the differences on the learning transfer factors. 6 factors such as Learner readiness, Performance self-efficacy, (so far as Trainee Characteristics group), Organization Culture, Supervisor's tangible incentives and Supervisor's intangible support, (so far as Work environment group), Content Validity & Transfer Design (so far Training Design group) were used as independent variables while the personal Managerial Capability Increase and Leadership Capability Increase were used as dependent variables. And also we used 5 factors as control variables ; Job style (Manager or Physician), Age, Gender, Working years and Organization size. Here are the summary of major findings ; first, there were statistically significant differences between the learning transfer factors in leadership training programs for managers and those of physicians. Second, there were also statistically significant differences among trainees' working years and their organization size factors while age and gender do not affect the learning transfer factors. Third, for the physician's leadership training the practitioners should focus on two factors ; Organization Culture and Learner readiness.

• 한국건설관리학회논문집
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• 제6권1호
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• pp.109-116
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• 2005

공공 건설사업 발주 정책의 변화 및 대형화, 복잡화되고 있는 건축 프로젝트의 특성에 따라 향후 건설시장은 디자인 빌드 방식의 건설사업이 더욱 증가할 것으로 예상된다. 그러나 디자인 빌드의 증가와 더불어 운영관리 측면에서의 적지 않은 문제점이 나타나고 있다. 디자인 빌드 방식은 일괄사업자가 설계와 시공에 대한 책임을 전담하게 되므로 많은 리스크 요인이 존재하며, 기본설계에서 실시설계를 거쳐 시공단계에 이르는 업무 프로세스가 명확히 규명되어 있지 않아 사업의 진행에 따른 사업수행자의 일관되고 체계적인 관리가 어려운 실정이다. 이에 본 연구에서는 디자인 빌드 프로젝트의 효과적인 수행 및 관리를 지원하기 위한 프로세스 모델을 개발하고, 관련지식의 체계적인 축적 및 활용을 위해 디자인 빌드 프로젝트의 데이터베이스 구축 및 활용 방안을 제시하고자 한다.