• 유통과학연구
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• 제13권1호
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• pp.35-46
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• 2015

Purpose - This paper attempted to investigate the relationships among the perception of job insecurity and organizational effectiveness, and it examines these relationships while considering the moderating effect of trust in the manager and self-efficacy. Job insecurity is an independent variable, organizational effectiveness aspects (job satisfaction, organizational commitment, and turnover intention) are dependent variables, and trust and self-efficacy are moderators. Research design, data, and methodology - Regression analysis was used to verify the effects. The measurement items were already deemed as reliable and valid in the previous study, but for this purpose, some modifications were made. To examine the model, this study relied on the samples chosen from Korean employees in the six franchise business firms. The survey was conducted on 288 workers. Each question is based on a 5-point Likert type scale. The data were analyzed using SPSS 18.0. Results - The results of the study are summarized as follows. First, job insecurity has an influence on organizational effectiveness aspects (negatively on job satisfaction, negatively on organizational commitment, and positively on turnover intention). Second, analyzing the moderating effect of trust, trust in manager is mediated between job insecurity and organizational effectiveness aspects (on organizational commitment and on turnover intention). However, employees' trust in manager had no significant moderating effect on the job insecurity-job satisfaction relationship. Third, self-efficacy is mediated between job insecurity and organizational effectiveness aspects (on job satisfaction, on organizational commitment, and on turnover intention). Conclusions - First, it is necessary to be aware of the seriousness of employees' job insecurity in franchise firms, which have played a pivotal role in national economic growth, and to create a detailed plan for reducing insecurity and actively implementing it. To this end, the franchise companies should implement efficiency efforts such as obtaining an appropriate capacity of equipped personnel and a training program. Second, there are moderating effects of self-efficacy and trust in the relationship between job insecurity and organizational effectiveness. Depending on business conditions, stability and instability can only be experienced in the organizations of franchise companies. This can give rise to instability in employment. Therefore, it is necessary to develop and utilize a system that can be minimized with a change in the new awareness of employment instability. After all, a good leader (manager) must accumulate personal trust and build up a core competence that is necessary to become competent in the field himself. Even if you lack the material resources to improve performance, if the leader with the core competencies (e.g., technical/management /organization/marketing/design) can gain the trust of the supervisor, you can get a good organizational performance. Therefore, you should foster a healthy organizational culture through education such as leadership training and employee training to be built on trust between the leaders and the employees. In addition, you need to focus on HRD&M training in order to increase the self-efficacy of the supervisor.

• 한국실내디자인학회논문집
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• 제22권5호
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• pp.320-327
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• 2013

In order to maintain and protect professionalism in color planning, the present study examined the process at the time of realization of color through color inspection and supervision in the actual construction site and suggested plans for improvement. Reflecting the characteristics that the governing body of the construction site is not a private person but an organization, the present study aims to provide institutional measures so that the supervisor of color construction at the actual site of construction can propose concerns related to proper construction at the right time, and the matters cannot be decided from the perspective of a layman. The institutional measures are proposed through the case of application of a process at the construction stage of the color planning at the construction site of Muju Taekwondo Park. First, the process clarified where the responsibility lies by specifying special conditions concerning color inspection on the field guide and color contract. Second, the sample for building materials was selected after obtaining it from a company capable of supply and is appropriate for the planned unit cost so that it could play an important role in realizing colors at the stage of basic design. Third, the process of construction was ensured not by temporary selection of colors but by continuous approval of colors in consideration of the conditions of construction site through letter of approval of color at each stage and point of time. Fourth, coordination of various color elements of other fields including landscape, interior, and electricity ensured construction of the whole structure in one color concept. Fifth, color inspection through the mock up of the site will minimize erroneous construction and reconstruction and prevent decrease in productivity. Sixth, this study also suggested more comfortable and positive color environment through evaluation by experts and users. The researcher of this study expects that color experts actively participate in the stage of construction to contribute to improvement of the color environment.

• 국제학술발표논문집
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• The 6th International Conference on Construction Engineering and Project Management
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• pp.127-131
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• 2015

In spite of the socio-economic benefits of the construction industry, it accounts for many deaths, injuries and illnesses in many countries. In developing countries like Vietnam, the situation is even worse. Health and safety (H&S) management plays a crucial role in the efforts to improve H&S performance as it contributes to mitigating the risks of occupational injuries and illnesses. However, within the wider H&S literature in Vietnam, there is no insight into the current state of affairs of H&S management, particularly in terms of the management practices that need attention in order to improve H&S management across the construction sector. This study therefore presents the findings of an inquiry into the H&S management practices of contractors in Vietnam. The study employed a questionnaire survey which yielded 58 responses from contractors, particularly those operating in Southern Vietnam. Some commonly implemented H&S management practices by the contractors are: provision of personal protective equipment (94%), allocation of H&S supervisor on site (90%), and displaying of company H&S policy on construction sites, company website, and head/branch offices (86%). Some of the less implemented practices are: networking/engaging with other companies/institutions (e.g. government offices) about H&S issues (39%), rewarding workers for safe work behaviour (39%), reviewing and updating H&S plans (48%), and displaying regulatory H&S posters on site (45%). The findings have provided some insight into the current state of affairs of the H&S management practices of contractors in Southern Vietnam and could thus inform efforts by industry stakeholders to improve the aspects of H&S management that are lagging.

• 한국건설관리학회:학술대회논문집
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• 한국건설관리학회 2001년도 학술대회지
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• pp.119-126
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• 2001

국내에서 대규모로 진행되고 있는 민간투자사업의 시행에는 많은 난제들이 산재해 있으며, 특히, 민간의 창의와 효율성을 극대화하고자 $\lceil$사회간접자본시설에 대한 민간투자법$\rfloor$ 에 명시된 총사업비 사전확정 및 사후정산 금지규정은 사업비변경과 관련하여 정부와 사업시행자간 분쟁의 요소를 제공하고 있다. 본 연구에서는 민간투자사업의 총사업비 변경에 관련된 문제점들을 파악하고, 그의 개선을 위한 총사업비변경 관리방안을 사업관리요소인 계약·조직·정보·비용·공정관리의 틀로서 접근, 분석하였다. 계약관리의 측면에서 실시협약 관련조항의 표준안을 구축하고, 조직관리의 측면에서 업무범위를 명확화한 업무플로우를 수립하고자 하였다. 아올러 정보관리의 측면에서 설계서 변경관리의 효율화를 위한 도면, 문서관리시스템(DMIS)을 제안하고, 비용·공정관리의 측면에서 실공정과 일치되는 통합 내역관리방안을 제시하고자 하였다.

• 보건의료산업학회지
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• 제6권1호
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• pp.87-103
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• 2012

The purpose of this study is to investigate the determinants of intent to leave among workers at long-term care institutions in South Korea. The model represents a revision of the Price(2001) model which extends previous research by providing a comprehensive review of the economic, psychological, sociological literature. This study also examined the moderating effects of values toward independent variables on the job satisfaction and organizational commitment. The sample used in this study consisted of 400 workers from 9 long-term care hospitals and facilities nationwide. Data were collected with self-administered questionnaires and analysed using multiple regression analysis and path analysis. The main results of the study were as follows. The variance of job satisfaction and organizational commitment explained by the independent variables used in the study are 74.5% and 76.3% respectively. The results of this study revealed that the following variables have significant negative effects on intent to leave among workers; organizational commitment, job satisfaction, positive affectivity, supervisor support, job significance, job security, job growth. And the following variables have significant positive effects on intent to leave among workers; job opportunity, negative affectivity. This result is same when the moderating role of values were considered in the analysis. Among demographic variables, only age was found to have a significant positive effect on the intent to leave among workers.

• 간호행정학회지
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• 제10권1호
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• pp.63-81
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• 2004

Purpose: To identify job satisfaction of hospital employees and the relating factors Methods: The study sample was a total of 1,031 healthcare workers(doctors, nurses, pharmacists, medical engineers, office workers, etc) at a tertiary teaching hospital. The data were collected using a questionnaire developed by a expert group. The questionnaire consisted of 21 items including job characteristics, organizational culture, and personal characteristics on the five Likert scale. Results: The overall satisfaction on job characteristics was 3.24 on the five Likert scale. The satisfaction of each item was 4.14 in role clarity, 3.26 in communication participating rate, 3.10 in work variety, 3.06 in autonomy, and 2.64 in workload. The overall satisfaction on organizational culture was 3.00. Particularly, the satisfaction on collaboration was 3.83, co-worker's support. 3.73, identity, 3.62, education/training opportunity, 3.12, pay, 2.62, welfare, 2.35, promotion, 2.34, and organizational conflict, 2.00. The level of satisfaction on personal characteristics was 3.00. In the satisfaction of each item, the score of disposition was 3.83, contribution to the hospital, 3.75, pride as a member of hospital, 3.70, and attitude on job performance, 3.68. The correlation between satisfaction and other variables was statistically significant with the exception of work variety. The satisfaction related significantly to loyalty index(r=.486, p=.000), autonomy(r=.415, p=.000), pride as a member of hospital(r=.411, p=.000), supervisor support(r=.364, p=.000). Conclusions: The results showed developing organizational strategy to promote job satisfaction can decrease the turnover rate and increase loyalty to the organization. It will contribute to enhance productivity in hospital.

• 디지털융복합연구
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• 제19권9호
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• pp.335-342
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• 2021

본 연구의 목적은 2017년부터 2020년까지 4년간 지도했던 주문형 강좌, 교육과정 클러스터, 꿈의 대학과 같은 학생 선택형 교육과정의 체육 교과목이 학교 현장에서 어떻게 운영되는지 생태학적 접근을 바탕으로 비교분석함으로써 학생 선택형 교육과정의 질적 향상을 제시하는데 있다. 이를 위해 경기도 지역의 고등학교 4곳을 대상으로 지도하면서 획득한 수업 일지, 메모, 강의 계획서, 학생 소감문, 영상물을 바탕으로 6명의 학생 면담을 통해 생태학적 접근 방식으로 분석하였다. 그 결과 각 학생 선택형 교육과정의 공통점으로는 입시 수단으로서 활용하려는 학생들이 많았으며, 저녁식사 시간과 중복된 수업시간에 의해 고민을 갖고 있었다. 차이점으로는 수업 계획의 요구 수준이 달랐으며, 수업 감독자의 관심과 역할이 상이했다. 또한 주어진 수업 조건에 따라 학생들의 교육적 기대 효과가 다르게 나타나고 있었다. 학생 선택형 교육과정의 질적 향상을 위해 수업 개강 전 사전 교육의 중요성에 대한 필요성이 존재하며 또한 수업 지원과 평가 방식의 다양화가 요구된다고 볼 수 있다.

• Asia Marketing Journal
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• 제20권3호
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• pp.83-103
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• 2018

The purpose of this research is to investigate the effect of customer-contact employees support on service recovery efforts. Service companies should try to prevent the service failure situation from occurring, but it is realistic that the service failure occurs due to the characteristics of the service. Service recovery efforts of service providers are important because effective responses to service failures can enhance customer satisfaction despite service failures. Social support for customer-contact employees needs to improve service recovery efforts. Specifically, this study focuses on the mediation roles of job burnout and customer orientation in relationship between social support for customer-contact employees and service recovery efforts. Social exchange theory was used as the theoretical underpinning of the research model. Based on reciprocity principle, this paper suppose that support for customer-contact employees and service recovery effort are a kind of social exchange relationship. Social supports for customer-contact employees are categorized into internal and external organization. Internal organization is POS(perceived organizational support) and external organization is customer support. The research model was tested with the data gathered from the flight attendants whose emotional labor intensity was relatively high and the service failure frequently occurred. As a result of analysis, social supports for customer-contact employees classified into organizational support, supervisor support, and customer support are found to have differential impacts on job burnout and customer orientation. It has been found that job burnout of service providers is negatively affecting service recovery efforts. On the other hand, customer orientation of service providers has a positive influence on service recovery efforts. Based on the results of the analysis, we provide practical implications for effective service recovery efforts in service failure situations, and suggest the theoretical implications to explain the process of service recovery effort. Finally, limitations of the study and directions for future research are suggested.

• 한국사이코드라마학회지
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• 제21권2호
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• pp.41-56
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• 2018

본 연구의 목적은 장애인거주시설 생활재활교사들의 자아탄력성과 직무스트레스가 직무만족에 미치는 영향을 조사하는데 있으며, 이를 위해 충남지역을 대상으로 193부의 설문지를 회수하여 최종분석에 사용하였다. 수집된 자료는 SPSS 23.0 통계프로그램을 이용하여 기술통계분석, 상관관계분석, 다중회귀분석 등의 통계기법을 이용하였으며, 그 연구결과는 다음과 같다. 첫째, 자아탄력성과 직무만족의 인식수준은 보통보다 높은 수준이었으며, 직무스트레스의 인식수준은 보통보다 낮은 수준이었다. 둘째, 대상자의 직무만족은 자아탄력성의 하위요인인 대인관계가 높을수록, 직무스트레스의 하위요인인 개인역할 및 일상업무, 시설 및 상사와의 관계, 클라이언트 관계 등의 스트레스가 낮을수록 높았다. 이러한 결론을 통해 생활재활교사의 직무만족을 높이기 위해서는 자아탄력성을 높이고 직무스트레스를 낮출 수 있는 대안이 필요하다. 생활재활교사는 대인관계에서 감정소진이 나타나기 때문에 동료상담, 교육, 프로그램 등의 지원이 필요하다.

• 한국안전학회지
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• 제35권4호
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• pp.56-63
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• 2020

The government has established various policies focusing on accident prevention to reduce the accident rate in the construction industry, but the effect is still insignificant. These results allude that there are still many problems in terms of usability. Although construction safety accidents usually have characteristics that occur during construction, the laws and systems should include the pre-construction cycle (plan/order - design - construction business management- construction) to eliminate risk factors in advance. The purpose of this study is to analyze the performance evaluation of the construction safety system before construction rather than during construction. In the pre-construction phase (plan/ order-design-constuction business management), we intend to investigate and analyze measures to prevent safety accidents and identify a system that lacks the ability to implement. Specifically, we analyzed what to focus on as precautionary measures in the planning, ordering, designing, and supervising. To improve them, we made a questionnaire based on the role related to construction safety for each subject, and seek implications for lack of performance through interviews. Based on the results, some ways to improve the safety system were proposed.