• Management & Information Systems Review
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• v.33 no.2
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• pp.37-61
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• 2014

This research is to study presenteeism of members of a organization. It factually verifies how the job stress perceived by the members affect on presenteeism and examines factors to alleviate presenteeism, in addition, tests moderating effects based on the core self-evaluations and team climate. Research results reveal, first of all, that influencing relationship which job stress increases presenteeism exists. Second, core self-evaluations control the relationship between job stress and presenteeism, which means the stronger subconscious to oneself is the more it relieve the relationship between job stress and presenteeism. Third, team climate partially contolled the relationship between job stress and presenteeism. Atmosphere with clearer performance responsibility has better controlling effect to alleviate the relationship between job stress and presenteeism. Within the team climate, subordinate variables determine the effect on the presenteeism relationship. Significances and limitations of this research was discussed at the last.

• Nuclear Engineering and Technology
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• v.47 no.7
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• pp.939-944
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• 2015

The calibration methods of neutron-measuring devices such as the neutron survey meter have advantages and disadvantages. To compare the calibration factors obtained by the shadow cone method and semi-empirical method, 10 neutron survey meters of five different types were used in this study. This experiment was performed at the Korea Atomic Energy Research Institute (KAERI; Daejeon, South Korea), and the calibration neutron fields were constructed using a $^{252}Californium$ ($^{252}Cf$) neutron source, which was positioned in the center of the neutron irradiation room. The neutron spectra of the calibration neutron fields were measured by a europium-activated lithium iodide scintillator in combination with KAERI's Bonner sphere system. When the shadow cone method was used, 10 single moderator-based survey meters exhibited a smaller calibration factor by as much as 3.1-9.3% than that of the semi-empirical method. This finding indicates that neutron survey meters underestimated the scattered neutrons and attenuated neutrons (i.e., the total scatter corrections). This underestimation of the calibration factor was attributed to the fact that single moderator-based survey meters have an under-ambient dose equivalent response in the thermal or thermal-dominant neutron field. As a result, when the shadow cone method is used for a single moderator-based survey meter, an additional correction and the International Organization for Standardization standard 8529-2 for room-scattered neutrons should be considered.

• 한국벤처창업학회:학술대회논문집
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• 2006.04a
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• pp.167-201
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• 2006

Korean corporations are transforming their vertical operational structure to a team-based structure to compete in the rapidly changing environment and for improved performance. However, a high percentage of the respondents in KBS said that despite the appearance of the present team structure, the organization operates much like a vertically-structured organization. This result can be attributed to the lack of study and implementation toward the goal of empowerment, the key variable for the success of the team-based structure. This study aims to provide policy suggestions on how to implement the process of empowerment, by investigating the conditions that hinder the process and the attitude of the KBS employees. For the cross-sectional study, this thesis examined the domestic and international references, conducted a survey of KBS employees, personal interviews and made direct observations. Approximately 1,200 copies of the Questionnaire were distributed and 474 were completed and returned. The analysis used SPSS 12.0 software to process the data collected from 460 respondents. For the longitudinal-study, six categories that were common to this study and "The Report of the Findings of KBS Employees' View of the Team Structure" were selected. The comparative study analyzed the changes in a ten-month period. The survey findings showed a decrease of 24.2%p in the number of responses expressing negative views of the team structure and a decrease of 1.29%p in the number of positive responses. The findings indicated a positive transformation illustrating employees' improved understanding and approval of the team structure. However, KBS must address the issue on an ongoing basis. It has been proven that the employee empowerment increases the productivity of the individual and the group. In order to boost the level of empowerment, the management must exercise new, innovative leadership and build trust between the managers and the employees first. Additional workload as a result of shirking at work places was prevalent throughout all divisions and ranks, according to the survey data. This outcome leads to the conclusion that the workload is not evenly distributed or shared. And the data also showed the employees do not trust the assessment and rewards system. More attention and consideration must be paid to the team size and job allocation in order to address this matter; the present assessment and rewards system need to be complemented. The type of leadership varies depending on the characteristics of the organization's structure and employees' disposition. KBS must develop and reform its own management, leadership style to suit the characteristics of individual teams. Finally, for a soft-landing of KBS team structure, in-house training and education are necessary.

• Journal of Information Technology Applications and Management
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• v.23 no.2
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• pp.29-59
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• 2016

These days, the business environment such as Information Technology (IT) is rapidly changing, and organizations are consistently trying to change themselves for the survival and success under the changing environment. In this situation, change management is very important because it draws the change behaviors of organization members for the success of organizational change. The purpose of this study is to investigate the effect of the organization members' psychological factors on the performance of the acquisition of new IT, which is one of the most important organizational change. Based on previous studies in the area of organizational change, organization members' resistance to change, self-congruity theory, change activities and organizational performance, the research model is developed for validating the effect of organization members' self-congruity on the performance of the acquisition of new IT. Statistical analyses show that self-congruity has a significant effect on the change activities. In particular, private self-congruity has more impact on the change activities than public self-congruity. In addition, self-leadership, rewards and recognitions, and the diffusion of change activities have significant effects on job satisfaction. Self-leadership has a significant effect on organizational commitment.

• Journal of Korean Academy of Nursing
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• v.27 no.2
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• pp.253-263
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• 1997

This second study on the effectiveness of nursing organization was designed to test the relationships between effectiveness of nursing organizations and structural variables that had been significant variables in the first study, the group design variable and the personal characteristic variables that had not been analyszed in the first study based on personal resource productivity model. The data were collected through self-reported questionnaires completed by 605 nurses working in hospitals in seoul and 782 patients being hospitalized in 5 tertiary hospitals in Seoul. The results showed that according to the canonical correlation analysis, the managing job design, nursing delivery system. nurse's age, career. and formalization were revealed as predicting variables of a nurses' job satisfaction and patients satisfaction among the five hospitals. Hospitals in which the team nursing method was used showed a higher score in nurses' job satisfaction and patient satisfaction than in hospitals which used the functional nursing model.

• Proceedings of the KSR Conference
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• 2008.11b
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• pp.2125-2129
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• 2008

In present, RCM has been hot issue in the domestic railway industry areas. Based on this circumstance, in this paper, for the purpose of an effective RCM system construction, a suitable organization structures which are to be applied to the railway system is proposed. Some examples and descriptions about the responsibilities and the roles which should be done by each RCM team, during the RCM analysis, as step by step for RCM analysis are also described. By using the formalized organization, the tasks for maintenance are allocated to each staff and the data for RCM analysis could be managed, systematically, as well. To sum up, it would be expected that based on the systematic organization structure for RCM analysis, the results of RCM analysis, that mean the maintenance methods and intervals for preventive maintenance, on specific railway system could be more reliable and accurate.

• Genomics & Informatics
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• v.2 no.4
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• pp.153-162
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• 2004

• The Korean Journal of Emergency Medical Services
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• v.11 no.1
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• pp.27-40
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• 2007

Even now, 119 rescue services have dissatisfactory aspects in operation, system and equipments as discussed above, It is the most urgent subject to systemize rescue services so that they can be suitable for our status, for we will make 21C welfare state come true before long. So, this author suggest that the followings have to be raised to activate 119 rescue service. 1) Bring up experts and offer high-quality rescue service 2) Prepare more up-to-date equipments 3) Operate transfer joint organizations 4) Promote the ability to meet with a press at the time of rescue service activities 5) Adjust regulations related to rescue services 6) Make up for a countermeasure to traffic accidents of ambulances 7) Adjust regulations making it mandatory to establish heliport at the target on hospitals more than a defined scale 8) Install more rescue service teams 9) Educate and train officials belonging to briefing rooms, where the officials with long experiences are arranged 10) Minimize the time for rescue team to reach fields 11) Establish legal protection system for rescue the team Nowadays, our country operates the department of fire fighting and rescue services without great difficulty, even though the circumstances are bad - insufficient members and the inferior circumstances. All of the fire fighting officials are given heavy duties in bad circumstances, and so are the team of rescue service. The rescue service team, taking charge of some emergency medical system, do a fire fighting inspection as a non-duty service, though they are scanty of sleep due to prevention and protection services of the fire fighting service team. But, they can not engage in rescue services completely and have to deal with miscellaneous duties. So they can not offer professional emergency medical services. But now, almost every fire fighting organization, belonging to National Emergency Management Agency, are separating rescue services, which shows a lot of good results. People recognize rescue services to get better and better gradually and the demands for this rescue services increase. So, this is the best time when rescue service teams should offer qualitative services rather than quantitative services. The people will recognize this rescue service team to be an organization sacrificing and serving for them. However well institutes and operation systems should be established, the rescue service team can not come true their aim without strong wills that they will serve and sacrifice themselves for people from their hearts. In addition, it is essential for the officials in charge of policies about emergency medical services to have a concernment on and practice the policy without failure.

• Special Issue of the Society of Naval Architects of Korea
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• 2017.10a
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• pp.19-27
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• 2017

In spite of adoption of Intact Stability Code Part A as mandatory, the accidents have been occurred frequently caused by dynamic stability. Therefore International Maritime Organization (IMO) is revising the Intact Stability Code to prevent the cause of accidents. The result of 4th meeting of Sub-committee on Ship Design and Construction (SDC), five mode of the cause was defined and establishing each draft regulations. We consider physical background, mathematical description, draft regulations for five failure mode and sample calculations for ships built by STX Offshore & Shipbuilding.

• 한국HCI학회:학술대회논문집
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• 2006.02b
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• pp.784-788
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• 2006

UE (User Experience) 조직이나, UI (User Interface or User Interaction) 조직, 사용성 조직이 2000 년대에 들어서 국내에 많이 활성화 되었다. 국내에서는 UE 조직이 구축 될 때에 전략적인 계획에 의해 형성이 되기 보다는 스타일 중심으로 디자인이 부서에 소수인원으로 시작이 되거나, 또는 개발부서의 지원 부서로 시작되다가 확대 되는 경우가 많아 비효율적으로 구축이 되거나 비효율적으로 운영이 되는 경우가 많았다. 본 연구에서는 UE 팀이 조직화 될 때에 고려해야 할 점에 대해 연구를 하였다. 조직의 구축 단계, 역할, 프로세스 등을 중심으로 연구를 하였고 효과적으로 팀을 구축하는 데 중요한 요소에 대해 연구를 하였다. UE 조직의 성숙도를 파악하는 것이 중요하고, UE 팀의 차별화 포지션을 파악하는 것으로 고객과 제공해야 할 것과 방법론을 잘 파악해야 한다 이 결과는 UE 관련한 조직을 구축하거나 운영을 하는데 활용될 수 있다.