• Journal of Korean Society for Quality Management
• /
• v.46 no.3
• /
• pp.569-592
• /
• 2018

Purpose: The study is aimed to understand the influence of the authentic leadership in the military organization on the collective and personal level of effectiveness and to examine the impact of authentic leadership on job satisfaction and the organizational citizenship behavior in the military. Methods: The empirical test are based on an effective survey with 337 respondents who are military officers in order to verify the hypothesis of the research. Results: The results of this study found that the authentic leadership has partial positive impact on the job satisfaction. The job satisfaction has positive impact on organizational citizenship behavior. Conclusion: According to the results of this study, leaders must be educated through personal education in order to express themselves honestly. Education should be carried out so that they ca develop qualities that can truly reward mental rewards for good work and praise. The self-examination should be done with the self-examination.

• Journal of Agricultural Extension & Community Development
• /
• v.9 no.2
• /
• pp.247-262
• /
• 2002

The objectives of this study were to investigate the followers's perception of the behavioral characteristics of middle managers' leadership styles and the relationship between middle managers' behavioral characteristics by leadership style and followers' trust in middle managers. The data were collected from the officials of the Rural Development Administration(RDA) of Korea in September, 2001. A total of 215 questionnaires out of 232 distributed were collected and 211 valid ones analyzed. The results from the study were as follows: First, on the leadership styles of the middle managers of RDA, the perception points of the staffs of offices/divisions were 3.56 points in servant leadership style, 3.48 points in transformational leadership style and 3.51 in transactional leadership style from the possible 5.0 points scale. Second, the mean point of the trust level of the staff to the middle managers was 3.64 points indicating that the directors in general tried to treat the staff of offices/divisions with equitably and to communicate with them openly. Third, the correlation between the trust of followers and several variables showed that the subordinate behavioral characteristics of servant leadership, transformational leadership and transactional leadership had positive effects on the trust. Especially 'individualized consideration' and 'contingent rewards' were highly correlated.

• Journal of Korean Academy of Nursing Administration
• /
• v.2 no.2
• /
• pp.109-120
• /
• 1996

Nurses' job satisfaction was influenced by intrinsic factors and extrinsic factors. According to motivation theory, job satisfaction is determined by the degree of discrepancy between employees' expectation and rewards to employees that meet their basic needs. Spiritual wellbeing is a combination of religious wellbeing and existential wellbeing. It is not simply religious but one of the essentials among basic human needs. The purpose of this study was to examine the relationship between spiritual wellbeing and job satisfaction for nurses. The subjects consisted of 306 nurses who were employed in Wonju Christian Hospital. A positive relationship between spiritual wellbeing and job satisfaction was found. (r=.48, p<.001) Both spiritual wellbeing and job satisfaction were affected by the length of experience and by marital status and religion. The degree of satisfaction which was measured by one overall question and spiritual wellbeing were found to explain 35.63% of the total job satisfaction variance in regression analysis. From above the results, spiritual wellbeing can be considered as one of the important factors to improve job satisfaction for nurses. In order to improve job satisfaction, administrators must pay attention to the assessment of spiritual wellbeing for nurses who are employed in the hospital and develope programs to raise the level of spiritual wellness.

• Journal of Korea Multimedia Society
• /
• v.19 no.5
• /
• pp.948-956
• /
• 2016

Many franchise stores are in the surrounding. These stores offer many membership services. But, small traders do not provide much customer management service. For example, non-franchised cafes provide the services through paper coupons. However, most of paper coupons are available only in one store that issued the coupon. Besides, these coupons are in stamp format. Due to the absence of customers' management service, it is hard for small traders to attract customers compared to the franchise. Therefore, in this paper, We had implemented a mobile application, and applied to new customer management service in order to increase the price competitiveness of small traders. This service issues electronic coupon through a mobile app. customers can receive a relatively large amount of discount, and a deadline of coupons are short. When customers use coupons, new coupons are issued at the same time. This structure can be powerful means to lead customers' frequent visit. Small traders can gain a lot of regular customers by using this service.

• Korean Journal of Human Ecology
• /
• v.11 no.1
• /
• pp.13-29
• /
• 2002

This study was performed to discuss how to develop policies to support social participation by full-time housewives, from the perspectives of human resource development and utilization. This study focused on three areas of potential human resource development: (a) labor force participation (b) social education (c) volunteerism. It analyzed the related "social infrastructures," especially labor market situation and child care systems. The current governmental policies and other social programs implemented by various institutions as well as the relevant literatures were reviewed. The preliminary policy proposals outlined in this study were evaluated by the policy developers and experts through several hearings and discussions. Programs proposed from this study were as follows : (a) programs to support housewives who wish to find employment or create a self-owned business, (b) educational programs exclusively offered for full time housewives, and (c) programs to award certificates and rewards and to create paid employment tied to volunteer work. In addition, the ways how to ameliorate the gender discrimination by changing the labor and social environments and institutionalizing the child care were discussed.

• Knowledge Management Research
• /
• v.3 no.1
• /
• pp.75-91
• /
• 2002

This research is interested in organization members' knowledge contribution, along with the requirement for the effective knowledge management as a critical corporate asset. We consider the performance appraisal and reward system on knowledge sharing as a key issue for the successful knowledge management. Analyzed will be the interactive relationship among the performance appraisal and reward system, individual knowledge contribution, and organizational knowledge contribution effectiveness. This case study is based on in-depth interviews in the consulting industry recognized as a knowledge-integrated industry. The purpose of this research is to examine how firms evaluate and reward organization members' knowledge contribution, to define how fim1s utilize IT for the knowledge management, and to show how the performance appraisal and reward system influence organizational knowledge contribution effectiveness. Besides, other determinants for knowledge contribution effectiveness are defined. It is recognized that knowledge contribution effectiveness is positively related to non-monetary rewards and informal appraisals. As for the future study, we recommend the empirical research based on several propositions developed in this study.

• Journal of the Korean Society of Safety
• /
• v.30 no.3
• /
• pp.123-134
• /
• 2015

This study was conducted with the following three study objectives. First, effects of safety awareness level of lab researchers to the improvement of safety culture in the organization Second, effects of organizational safety behaviors to the improvement of safety culture Third, test of mediating effects of organizational safety behaviors in the relationship between safety awareness level and the improvement of safety culture. The results show that organizational safety behavior is an indispensable factor for the improvement level of safety culture. Especially, the factors in safety training activities, safety compliance and management system are mediating variables which affect the safety awareness level and improvement level of safety culture, which shows these variables are very important factors in reducing safety accidents through the improvement of safety culture. Therefore, safety behaviors in the organization should be considered with priority. If the organization leads to improve safety awareness through regular safety training and rewards and punishes according to the test results, safety awareness could be improved. This study was conducted to identify the necessary factors to improve the overall safety culture in the organization and contribute to the diffusion of safety culture by improving the safety training awareness of the researchers.

• The Journal of Korea Robotics Society
• /
• v.15 no.2
• /
• pp.197-204
• /
• 2020

In this paper, we present a learning platform for robotic grasping in real world, in which actor-critic deep reinforcement learning is employed to directly learn the grasping skill from raw image pixels and rarely observed rewards. This is a challenging task because existing algorithms based on deep reinforcement learning require an extensive number of training data or massive computational cost so that they cannot be affordable in real world settings. To address this problems, the proposed learning platform basically consists of two training phases; a learning phase in simulator and subsequent learning in real world. Here, main processing blocks in the platform are extraction of latent vector based on state representation learning and disentanglement of a raw image, generation of adapted synthetic image using generative adversarial networks, and object detection and arm segmentation for the disentanglement. We demonstrate the effectiveness of this approach in a real environment.

• Journal of the Korean Society of Food Culture
• /
• v.28 no.3
• /
• pp.282-292
• /
• 2013

The purpose of this study is to identify a suitable organizational diagnostic model for analyzing the management efficiency of food service firms. We used the three-iteration Delphi technique on a panel of 19 business employees, 7 industry experts, and 4 employees in the food service industry. A total of 36 assessment indicators were developed through this panel, with numerous major findings. First, it is important to evaluate the leadership qualities of employees in terms of their motivation and competency. Second, it is important to evaluate the ability of employees to interface well with other employees. Third, it is important to evaluate and manage the brand image recognized by customers. Fourth, it is important to evaluate the fairness and regularity of the rewards given for an excellent job performance. Fifth, it is important to evaluate the level of communication and information distribution in the organizational culture. Last, but not least, it is important to evaluate the transparency and fairness of an organization in its human resource management (HRM) and the efficiency of its organizational structure. In conclusion, this study empirically shows how food service firms can develop an organizational diagnostic model to increase their managerial efficiency.

• The Korean Journal of Health Service Management
• /
• v.10 no.2
• /
• pp.35-48
• /
• 2016

Objectives : The purpose of this study was to analyze the effects of job stress on organizational commitment among nurse working in small sized general hospitals and determine moderating effects of job satisfaction. Methods : A self-report questionnaire survey was completed by 292 nurses working at five small sized hospitals in P and K. Data were collected during March 2015 and analyzed with the SPSS 21.0 program. Results : Job satisfaction was a positive factor in organizational commitment. Job satisfaction had significant moderating effects on the relationship between job stress and organizational commitment of nurses working in small sized general hospitals. Conclusions : The results of this study indicate that various job stresses and job satisfaction have a significant effect on the organizational commitment of nurses working in small sized general hospitals. Therefore, to decrease the job stress and increase the job satisfaction of nurses working in small sized general hospitals, consideration must be given to improving the financial and psychological rewards as well as providing differentiated job training. To reduce the psychological burden of nurses, it is necessary to develop adaptation programs of nurses.