• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.32 no.1
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• pp.64-77
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• 2022

Objectives: The purpose of this study is to objectify the level of case management performance and the factors influencing performance, to improve the case management performance at the Korea Worker's Compensation & Welfare Service (KWCWS) on the basis of the recognition of the objective realities of case management by job coordinators at the KWCWS, to develop a model of case management fit for the KWCWS, and to provide a basis for establishing guidelines for standardized case management. Methods: A total of 156 questionnaires were distributed to job coordinators at the KWCWS's headquarters, six regional headquarters, and 55 branches. One hundred forty-one questionnaires were collected and 126 were analyzed statistically using SPSS 21.0. Factor analysis and reliability analysis were conducted to verify the validity and reliability of the main measurement items in the research model. Frequency analysis was conducted for general characteristics of survey subjects. Frequency analysis or descriptive statistics were conducted to identify the level of independent variables (case manager's individual variables, job variables, institutional and organizational variables). Dependent variables (case management performance) and the degree of correlation were analyzed through correlation analysis between research variables. Multiple regression analysis and hierarchical regression analysis were conducted to examine the effect of independent variables on case management performance. Results: The results of the study showed that the level of overall performance in the five stages of case management was ordinary, with an average level of 3.45 on a 5-point scale. Levels of performance by step were institutional approach and intake (3.69), assessment (3.63), goal setting and intervention planning (3.46), implementation of intervention plan (3.32), and evaluation and termination (3.20), in that order. The explanatory power of case management performance (overall) by case managers with the KWCWS was case manager's institutional and organizational variables, job variables, and individual variables, in that order. At each stage of case management, the explanatory power of a case manager's institutional and organizational variables was found to be the greatest. The model changes at each stage of case management assume similar aspects statistically. In hierarchical regression analysis, it was institutional support that had a significant effect on case management performance (overall), and institutional support had the greatest effect. The results of multiple regression analysis in which all variables are input simultaneously showed that institutional support and expertise as well as self-efficacy had a positive effect. However, case management work experience, expertise (technology), and autonomy were found to have a negative effect during the stage of case management performance. Conclusions: As a result of the study, it was confirmed that raising the case manager's expertise and support from the institution and organization are important factors to improve the level of case management performance. The research also derived practical ways of reinforcement of case manager capacity, institutional and organizational support, operation of rehabilitation-case management teams, and occupational health-related aspects.

• Health Policy and Management
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• v.14 no.1
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• pp.65-88
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• 2004

In general, empowerment is defined as the motivational concept of autonomy and self-efficacy. Recently, the concept of empowerment is applied to improve organizational staff's job satisfaction and organizational commitment in many organizations. Empower-ment in service organizations, i.e., hospitals, has certainly generated more publicity than any other organizations. The objectives of this study are, first, to measure the degree of hospital employees' empowerment using Spreitzer(1995)'s empowerment theory, second, to analyze the causal relationship of organizational and job characteristics, a degree of empowerment, and organizational performance(job satisfaction and organizational commitment), and third, to offer the strategy for the improvement of job satisfaction and organizational commitment. Spreitzer insists that the empowerment is composed of 4 dimensions(meaning, competence, self-determination, and impact). And he argues that various work-related characteristics is a direct cause of empowerment and the indirect cause of job satisfaction and organizational commitment, mediated by the empowerment latent variable. In order to perform this study, data were collected by self-administered questionnaires from hospital employees working in administrative department of 3 university hospitals in Inchon and Kyunggi-Do region. The number of cases is 181(response rate; 86%). The Collected data were analyzed with SPSS Ver. 10.0 and AMOSV Ver. 4.0. First, to test validity of variables, the factor analysis was used. Second, to test reliability, Cronbach's alpha coefficients was calculated. Cronbach's alpha of empowerment variable is 0.8323 showing that there's no problem in regard to the internal consistency. Also the Cronbach's alpha of other variables are 0.8301 of the degree of perceived control, 0.6705 of job characteristics, O.8787 of compensation, 0.9254 of job satisfaction, and 0.8389 of organizational commitment, respectively. Among the questions of job characteristics, two survey questions are deleted due to lowering the reliability. Third, to test multicollinearity and correlation of variables, the correlation analysis was performed. There was no problem of multicollinearity. Finally structural equation modelling (SEM) analysis was conducted to find the causal relationship of organizational and job Characteristics, empowerment, job satisfaction and organizational commitment. The 16 variables are included for the SEM analysis. The major results of this study are as follows: First, in the case of model fitness, the condition of x$^2$ statistic(92.187) is not fully satisfied, but the indices of GFI(0.912), AGFI(0.863), NFI(0.917) and CFI(0.928) are partially satisfied, which needs to upper 0.90. Second, in the result of hypotheses testing, all hypotheses are accepted and have a positive effect in 95% or 99% confidence interval(P<0.05 or P<0.001) except the effect of compensation variable on empowerment(P=0.082). Third, in regard to the direct, indirect, and total effect of variables, the direct effect of perceived control, task characteristics, and compensation on job satisfaction are 0.728, 2.264, 0.328 and on organizational commitment are 0.094, 1.411, 0.418, respectively. Also the indirect effect of perceived control, task characteristics, and compensation on job satisfaction are 0.311, 0.196, 0.028 and on organizational commitment are 0.210, 0.132, 0.019, respectively. Thus, these findings imply that various work-related factors are direct effect of empowerment and indirect effect of result variables, job satisfaction and organizational commitment. Also These results showed that the workplace empowerment is significant mediating factor of employee's job satisfaction and organizational commitment.

• Management & Information Systems Review
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• v.28 no.4
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• pp.1-26
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• 2009

Among food-service managers, a survey was conducted to grasp the their work-related education conditions and the demand for education program development. This study focuses on food-service managers in web-based training and analyzes the critical factors involved in their learning process in order to clarify the factors that lead to the maximization of training programs. The results of all this study process are as follows. First, the characteristics of web-based education including component of education factor, system factor, deepening learning factor have meaningful effect on commitment of the participants and education performance(except deepening learning factor to education performance). Second, the analysis that the characteristics of individuals including self-efficacy in learning, purpose-directivity factor have meaningful effects on commitment of the participants and education performance(except purpose-directivity factor to education performance). Third, commitment of the participants has meaningful effects on the education performance. Thus, it is advisable for education managers or operators to emphasize in foodservice organizations.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.20 no.2
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• pp.215-225
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• 2020

This study was performed to identify the education and training characteristics and the educational performance of the incumbent. For the enterprise in the rapidly changing market environment, the human resources is an important factor to secure the market competitiveness, and the enterprise promotes the development of competence and the corporate performance through the education and training. However, in spite of such effort, the continuously increasing turnover rate and the low utilization rate of educational contents make the enterprises to hesitate the investment in the education and training. Although, the researchers are conducting lots of researches on the characteristics and the performance of the education and training, the research focusing on the characteristics and the field utilization of the education and training is not sufficient due to such reasons, Therefore, this study intended to draw the factors of education and training characteristics through existing researches and find out what impact they have actually on the utilization in business by the incumbents through the organizational commitment. In the results of this study, it was shown that the self-efficacy do not have impact on the organizational commitment, the appropriateness of instructor ability has positive (+) impact on the continuous commitment and the emotional commitment, and the work correlation has negative impact on the continuous commitment and the emotional commitment. These results seems to mean that the importance of the instructor ability and the educational program should be increased and it is intended to provide the basic data for the education-related personnel and the related enterprises.

• The Journal of the Korea Contents Association
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• v.18 no.12
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• pp.535-546
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• 2018

This study conducted a meta-analysis to examine syntagmatically on the variables related with recovery among persons with mental illness in Korea. In order to do a meta-analysis, theses and dissertations published between 1999 and 2018 in Korea were reviewed systematically and a total of 24 including studies were selected. Using Comprehensive Meta Analysis (CMA) 3.0 software, this study calculated average effect size and moderator variables related with recovery among persons with mental illness. Results were as follows. First, this study identified a total of 16 variables related with recovery among persons with mental illness. Second, the results indicated that variables which showed large effect sizes included social support(r=.575), empowerment(r=.555), self-efficacy(r=.544), social skill(r=.500), relationship with social worker(r=.482), stigma(r=-.446), family support(r=.418). Third, variables with medium effect sizes included interpersonal relationship capacity (r=.391), agency service satisfaction(r=.366), insight(r=.373) and symptom(r=-.239). Fourth, variables with small effect sizes included work experience(r=.188). Fifth, moderator analyses were conducted utilizing characteristics of residence state (community or mental hospital). Moderator effects were identified in the social support and family support. Based on the findings, theoretical and clinical implications for the recovery among persons with mental illness in Korea were discussed.

• The Journal of the Convergence on Culture Technology
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• v.5 no.3
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• pp.125-130
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• 2019

This research is about alternative measure of main components for sprinkler system like automatic wet pipe sprinkler system, dry pipe sprinkler system, pre-action sprinkler system, vacuum sprinkler system, deluge sprinkler system, and so on. By replacing the alarm check valve, dry valve, pre-operated valve, and deluge open valve with a solenoid valve, it be can be simplifed the various processes of the manufacturing process into one process, it creates an environment in which one standardized product can be produced simultaneously on a single machine. Therefore, it could improve the price competitiveness of products, reduce the maintenance cost, and help the adaptability of new sprinkler systems in the future. There is a benefit when it comes to apply to sprinkler system. Only replace the valve which is used to control primary and secondary valve such as wet, dry, pre operated, vacuum, deluge system valve. Other components such as retarding chambers, automatic air compressors, accelerators or adjusters, supervisory panels, vacuum pumps, and manual starters can be used as they are, so they can be easily applied to existing sprinkler system. It is needed to legal and institutional study for solenoid valve applied sprinkler system to commercialize.

• The Journal of the Korea Contents Association
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• v.21 no.1
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• pp.520-530
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• 2021

This study conducted a meta-analysis on the variables related with case management performance in Korea. In order to do a meta-analysis, a total of 27 journals, theses and dissertations published between 1998 and 2020 were reviewed systematically. Through this process, this study calculated average effect size of each variable and explored moderator variables. This study results were as follows. First, this study identified a total of 14 individual, enviroment of institution, population variables related with case management performance. Second, the results indicated that case management performance variables which showed large effect sizes included professional capability, supervision, network, case management significance recognition, manual, agency support. Third, variables with medium effect sizes included self-efficacy, case management education, autonomy, motivation, number of conference and variables with small effect sizes included work experience, academic ability, age. Fourth, Moderator effects were identified in the field, target, publication of case management. Finally, the implications of the study findings were discussed.

• Journal of Popular Narrative
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• v.27 no.1
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• pp.227-264
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• 2021

This paper summarizes the concept of ludonarrative dissonance that occurred in the realm of full-scale game criticism, and materializes it with the latest work . In the process, it is examined that this game actively utilizes the ludonarrative dissonance to deliver cognitive experiences to players that go beyond the definition of gameness. Along with the all-round development of AAA-class games, the ludonarrative dissonance is emerging as an important task that each game must overcome. On the contrary, however, it should be noted that has a different effect than expected by revealing rather than overcoming the ludonarrative dissonance. The ludonarrative dissonance conveyed by has the effects of ironic interpretative possibilities. This paper looks at dissonance in two dimensions, and the first is the dissonance between the play-narrative structure inside the game. induces the player to recognize the dissonance and actively reconstruct the meaning of the whole game by reminding the player of the dissonance that occurs between the two structures. Second, it stimulates the cognitive dissonance that exists inside the player playing the game beyond the internal structure of the game. That is, by expanding the concept of gameness, it evokes the possibility that games can function more than a tool for convenient self-efficacy. As such, the ludonnarrative dissonance can be a more fundamental redefinition of game nature and an expression of a problem consciousness about the possibility of change.

• 한국노년학
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• v.30 no.4
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• pp.1059-1075
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• 2010

This study aims to explore how the individual characteristics of the senior job placement project coordinators and the organizational structure in which they work affect their job performance. A survey of 251 coordinators who were working in the senior job placement project agencies were retrieved and used for empirical analysis using the SPSS Win.12 program. The result shows that a sense of self efficacy, the individual traits(understanding of the senior job placement project, attitude towards the elderly) and the organizational structure(the level of formalization of agency) were statistically significant predictors of the level of job performance. The results of this study show that the coordinators who were more confident about themselves, who had more understanding about the senior job placement project, who had more positive attitude towards the social activities of the elderly, and who were working in agencies with higher level of formalization had a higher level of job performance than their counterparts. Therefore, more policy and program considerations should be taken into account in empowering the coordinators, and in providing them with standardized organizational process. This in turn will ultimately enable them to better serve the elderly who participate in the senior job placement projects.

• Journal of Service Research and Studies
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• v.13 no.4
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• pp.206-223
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• 2023

The introduction of Smart technologies such as Artificial Intelligence(AI) systems are have a powerful impact in a variety of industry fields. Some experts predict that smart technology will completely change people's daily life and work styles, causing technological innovation, productivity improvement, and discovery and emergence of new fields. On the one hand, this vision cannot ignore negative views and concerns. Despite many social debates about employment, such as job loss and rising unemployment, there have not been many studies based on employee experience that provide a fundamental solution to the conflict between AI and employment. Therefore, this study finds out the effects and related factors of AI concierge robots for hotel employees, focusing on the hotel industry, and how employees' perceptions of AI concierge robots affect user resistance and turnover intention. This study, conducted a questionnaire survey of 322 hotel employees who had experience working with AI concierge robots in China, and used SPSS and SmartPLS statistical analysis programs to draw conclusions. We found that hotel employees' perceptions of AI concierge robots were significantly related to user resistance and turnover intention, and this association was related to employee self-efficacy, perceived organizational support, quality of AI services and new tasks. In addition, it was found that the quality of AI concierge robots directly or indirectly had the greatest influence on user resistance and turnover intention. The findings of this study provide theoretical implications for academia and practical implications for industry practitioners.