• 한국환경보건학회지
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• 제41권3호
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• pp.191-202
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• 2015

Objectives: Promotion of food safety/eradicating adulterated food has been listed as one of the four major issues recently identified for action by the Korean government. Due to the related seriousness, the food industry has been encouraged to take steps to restore consumer confidence. In order to set guidelines for the creation of manuals for the response to a food safety crisis by the food industry, this study provided a suggested organization for a crisis response team and operating procedures for crisis response activities. Methods: The prototypes of an organizational structure and a set of standard procedures for a crisis response system were provided. Results: The results of the study suggested that a crisis response team should be comprised of four divisions of responsibility: information analysis, site response, communication and operational support. The organization chart and the role and functions for each division of the crisis response team should be indicated. Response activities will be more effective when the team features multi-disciplined staffing, such as public relations, food safety/technology/quality, sales/marketing, purchasing, production, distribution/logistics, regulatory affairs/legal, and consumer service specialists. This study created a flow chart for the total crisis response system, which included crisis and normal situations. A crisis response team should be continuously operated for both crisis and normal conditions. This study also suggested a scenario to explain the procedures for crisis response activities. Conclusion: In order to cope more effectively with a food safety crisis, the organizational structure and its functions should be defined clearly, and a detailed set of standard procedures for response activities should be offered.

• 정보보호학회논문지
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• 제12권4호
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• pp.41-53
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• 2002

접근제어는 사용자가 자원에 접근시 해당자원에 대한 접근권한이 있는지를 검토해 접근을 허가하거나 거부하는 것을 말한다. 대표적인 접근제어 방법으로는 임의적 접근제어, 강제적 접근제어, 역할기반 접근제어가 있으며 현재는 역할기반 접근제어 방법이 좋은 평가를 받고 있다. 그러나 지금까지의 역할기반 접근제어 모델은 업무가 표준화 되어 있고 변화가 없는 안정적인 구조의 상하관계가 명백한 관료제의 조직 구조들을 지원하는 모델들이었다. 일부 Team Based Access Control Model 과 같은 팀 개념을 지원하는 접근제어 모델이 제안되긴 하였지만 기업의 태스크포스팀과 같은 유기적이며 임시적이고 업무가 표준화되어 있지 않고 환경변화가 많으며 상하관계가 분명치 않은 애드호크러시 조직의 특성을 충분히 반영하지는 못했다. 본 논문에서는 기존의 관료제 조직과 다른 애드호크러시 조직의 특성을 살펴보고 이러한 특성으로 인해 기존의 접근제어 모델들이 애드호크러시 조직의 접근제어 모델로서 사용시 발생되는 문제들을 살펴보았고 이러한 문제들을 해결하기 위한 개선된 역할기반 접근제어 모델을 제안하고 주요 평가기준에 따라서 분석하였다.

• 한국프랜차이즈경영연구
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• 제12권3호
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• pp.35-46
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• 2021

Purpose: The hotel industry needs a leader who can actively demonstrate leadership to respond to and accept changes in the organization in a highly competitive and fast-changing environment. Therefore, the role of leaders who instill clear vision and goals of the organization in their members, listen to their opinions, and empathize is paramount. Leaders should encourage successful organizational activities based on active participation by employees and create the best environment for working with a sense of mission and responsibility. This study aims to identify the relationship between empathy leadership and job engagement as a result variable of team cohesion in the hotel culinary department and conduct empirical studies on the role of empathy leadership and job engagement. Research design, data, and methodology: The data were collected from employees who work in culinary department at a five-star franchise hotel located in the Seoul metropolitan area. Because it is difficult to conduct a survey through face-to-face contact with employees due to the COVID-19 pandemic, the online survey was conducted from February 1 to February 28, 2020. A total of 330 questionnaires through online were distributed and 268 employees completed the survey, yielding a response rate of 81%. Of the 268 returned responses, 27 responses were not usable due to missing information. Thus, a total of 241 responses were used for analysis. Results: The study results are as follows. First, it has been shown that the empathy leadership of culinary department in hotel companies has a significant positive impact on the job engagement. Second, it has been shown that job engagement has a significant positive effect on members' team cohesiveness. Third, empathy leadership of hotel companies' culinary department has a significant positive impact on members' team cohesiveness. Fourth, job engagement has a significant positive (+) mediating effect in the relationship between empathy leadership and team cohesiveness in culinary department. Conclusion: This study supports the theory that an emotional and empathic leader's behavior or ability can change the effectiveness or atmosphere of a rapidly changing hotel culinary team organization by presenting a research model on the effect of empathic leadership on job engagement and team cohesiveness. And hotel chefs should be more aware of the importance of empathic leadership and make them a human resource of the organization through formal and informal communication with culinary employees.

• 한국콘텐츠학회논문지
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• 제20권11호
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• pp.170-183
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• 2020

본 연구는 항공승무원의 감정노동으로 인한 조직몰입의 문제와 조직몰입이 저하되어 나타나는 서비스 품질 문제를 해결하는 방안을 모색하기 위해 감정노동과 조직몰입의 영향관계를 알아보고자 하였다. 또한 항공서비스품질 저하에 따른 보완 요인으로 사회적 지지가 미치는 영향에 대하여 순차적인 관계루트를 찾아보고자 한다. 본 연구는 2020년 1월부터 약 1개월 동안 설문조사를 실시하였고, 총 426부가 최종분석에 사용되었다. 자료분석은 SPSS 23.0과 AMOS 23.0 통계프로그램을 사용하였다. 본 연구의 결과는 다음과 같다. 첫째, 항공 승무원의 감정노동은 사회적 지지인 동료지지, 가족지지, 팀장지지에 모두 부적인 영향을 미치는 것으로 나타났다. 둘째, 항공승무원의 사회적지지 중, 동료지지와 팀장지지가 조직몰입에 정적인 영향을 미치는 것으로 나타났다. 셋째, 항공승무원의 감정노동은 조직몰입에 부적인 영향을 미치는 것으로 나타났다. 넷째, 항공승무원의 감정노동과 조직몰입의 관계에서 사회적 지지 중, 동료지지와 팀장지지가 유의한 매개역할을 하고 있음을 검증하였다.

• 산업노동연구
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• 제17권1호
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• pp.1-36
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• 2011

대안적 작업조직을 둘러산 다양한 주장과 논쟁이 단위조직 사례연구를 토대로 이론적 개념적 차원에서 제기되어 왔으나 정작 노동자 관점에서의 양적 검증은 상대적으로 부족했다. 이 글은 한국직업능력개발원의 인적자본 기업패널 제조업 자료를 이용하여 대안적 작업조직의 대표적 형태로써 테일러 방식과 린 방식, 자율팀 방식을 유형화한 후 각각 조직의 재무적 성과와 노동자 성과에 어떤 영향을 미치는지 분석하고자 하였다. 특히, 국내 제조업의 경우 린 방식의 대표적 특성인 QC, 제안활동 등의 개별참여 관행이 확산되고 있다는 측면에서, 린 방식을 준거로 사회기술체계의 특성을 고려한 자율팀과 테일러 방식을 비교 분석하였다. 분석 결과, 대안적 작업조직으로써 린 방식과 자율팀 방식이 테일러 방식에 비해 조직성과 뿐만 아니라 노동자 개인의 성과측면에도 보다 긍정적인 것으로 파악되었다. 그러나 린 방식과 자율팀 방식간 비교에서는 조직성과에 미치는 영향은 통계적으로 유의한 차이를 보이지 않은 반면, 노동자 개인의 성과로써 노동시간, 소득, 직무만족도, 조직몰입의 모든 결과변수에 대해 린 방식이 자율팀 방식에 비해 일관된 부정적 영향을 미치는 것으로 파악되었다. 린 방식이 품질개선과 조직성과 향상을 위한 우월한 작업조직이라는 주류적 공감에도 불구하고, 그와 같은 기제의 이면에는 드러나지 않았던 노동자 개인의 성과가 훼손되었을 가능성을 시사하였다.

• International journal of advanced smart convergence
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• 제13권1호
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• pp.152-161
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• 2024

The purpose of this study sought to determine the impact of shared leadership perceived by organizational members on team effectiveness and team learning behavior. For this purpose, the results of the empirical analysis of 206 organizational members are as follows. First, shared leadership was analyzed to improve team effectiveness. Second, shared leadership had a positive effect on team learning behavior. Third, team learning behavior was statistically significantly analyzed for team effectiveness. This study confirmed the importance of shared leadership, which has a positive impact on team effectiveness and team learning behavior. This may require building a new culture that can demonstrate the inherent leadership of organizational members in the influence relationship between shared leadership, team effectiveness, and team learning behavior. In other words, in order to systematically demonstrate and implement shared leadership, the execution ability of executives, managers, and working-level managers is important. To this end, it is necessary to build an organizational culture that matches the characteristics of the organization and develop and continuously implement human resource development systems and programs that can implement this.

• 한국조리학회지
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• 제13권1호
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• pp.11-23
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• 2007

This study focused on analyzing the relations of empowerment recognized by a five star hotel culinary team in job satisfaction, organizational commitment, and outcome. The purpose of this survey is to show a desirable culinary organization in hotel management. This survey was shared by two groups recognized as high empowerment and low empowerment groups, for job satisfaction, success, organizational commitment, and outcome measurements. This study presented the difference between recognizable high empowerment and the effects of low empowerment groups which showed positive effects on the high empowerment group compared with the low empowerment group. This means that positive effects on the three main factors of job satisfaction, success, organizational commitment, outcome measurements, and hotel culinary organizations are required empowerment for the new organization of management.

• 한국도서관정보학회지
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• 제34권1호
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• pp.331-349
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• 2003

이 연구는 한국 대학도서관의 서비스를 향상하고 조직문화의 활성화를 도모하기 위하여 대학도서관 조직개발 전략을 모색하였다. 이를 위해 문헌적 연구를 통하여 조직개발 이론과 대학도서관 조직 관련 연구들을 간략히 살펴보고, 대학도서관에서의 조직개발에 대하여 고찰하였다. 이 연구는 국내 대학도서관의 조직개발 전략으로 팀제의 안착, 지식경영과 학습조직문화의 개발, 전략적 계획의 수립을 제시하였다.

• 한국기술혁신학회:학술대회논문집
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• 한국기술혁신학회 2017년도 춘계학술대회 논문집
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• pp.651-685
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• 2017

This study examines how experience diversity of chief technology officer (CTO) drives radical innovation of the firm, and the moderation effect of group attributes of top management team. Using data of 148 firms in U.S. manufacturing industries, this study finds that a CTO's diverse functional experience increases a firm radicalness, and diverse industrial experience also increases the radicalness. This study also examined the moderating effect of top management team (TMT) characteristics such as TMT size, TMT tenure, and gender composition in TMT. The positive relationship of CTO knowledge diversity and firm radicalness is weakened as TMT size or TMT tenure increased while the relationship is strengthened as gender diversity in TMT increased. These results of the analysis of firm-level radicalness provide implications for both academics and practitioners.

• 가정과삶의질연구
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• 제22권5호
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• pp.303-318
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• 2004

This study was conducted to develop and propose a model for an organizational system and management strategies for Healthy Families Centers. As baseline research, the organization of comparable institutions such as the Social Welfare Center, Women's Development Center, Elderly Welfare Center, Child Welfare Center, and Childcare Information Center was analyzed. Based on the results of baseline research and the draft version of Healthy Families Act, this study proposed a management model for Healthy Families Centers. This proposed model suggests the city, county, and district level centers to be organized with three divisions: 1. family counseling team, 2. family education team, and 3. family life team. Concrete assignments for the teams are also proposed. Finally, a networking system for more effective management of the healthy families centers was also proposed.