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Management and Supporting System on the Occupational Health Nursing Services Provided in Group Occupational Health Agencies of Korea (소규모 사업장 보건관리대행기관의 간호업무 운영관리 지원체계)

  • Yoo, Kyung-Hae
    • Korean Journal of Occupational Health Nursing
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    • v.8 no.2
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    • pp.193-211
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    • 1999
  • This study was carried out to investigate the management and support system affecting to the occupational health nursing services(OHNS) provided in group occupational health agencies(GOHA). Questionnaire was developed and distributed to 82 nurses who were working in GOHA and who agreed to participate in the survey. The results were as follow: 1. OH nurses responded were mostly in the age of twenty to thirties(89%), married(73.7%), technical college graduates(88.9%), worked in hospital(85.4%) and participated more than 1 year in group occupational health services (96.3%). 2. Fifty eight point four percent of the OH nurses worked in number of workplace more than 30 to less than 60 in the OHNS form. The figure of workplaces undertaken by nurses was ranged greatly from 9 to more than 100. Number of employees who cared by nurses were mostly under 5,000 peoples in 93.3%. The types of industry was mostly manufacturing and located in the order of factory complex area, suburban, urban and others. 3. Most OH nurses(87.8%) were fully involved in the OHNS for the SSE. Their working days to visit SSE was 5 days per week(77.8%) and one day in the GOHA at 41.3%. 4. The OH documents using by nurses were found in more than 23 different types. However, they were largely summarized in the types of 'Workplace Health Management Card', 'Personal Health Counselling Card', 'Daily Health Management Report', 'Visiting List of Workplace' and 'Sick Employee List'. 5. The items of laboratory test provided by GOHA were mostly achieved in the purpose of basic health examination. They were used to be the blood pressure check(98.8%), blood sugar test (98.8%), urine sugar and protein(91.4%), SGOT and SGPT(85.3% each), cholesterol (82.9%), hepa vaccine immunization(82.9%), r-GPT(81.7%), hemoglobin(79.3%) and triglyceride(75.5%). 6. The OH nurses(92.7%) followed the work pattern to visit the GOHA before and after small-scale enterprises(SSE) visit by car driven by nurses in 74.3%. They were payed by GOHA for transportation fees in certain amounts. However, nurse is the main person(75.0%) who covers up in case of traffic accident. If the GOHA has no transportation regulation for the formal workplace visit, data showed that nurses had been responsible to take charge(31.7%). 7. The personnel manager who takes in charge for nursing services was 'nurse' in 61.7% and 41.2% worked as the final decision maker related to nursing work. The OH nurses' opinions about factors affecting to the management were classified in the four areas such as 'Nature(Quality) of health professional'. 'Content of OHNS', 'Delivery system of the GOHS', and 'Others'. The factors were indicated highly in 'Authority as health professional', 'Level of perception of director on the OH' and 'Physical work condition for OHNS'. The things that this study suggests in the recommendation would be summarized in such as the management and supporting system working for SSE in the OHNS is necessary to reform thoroughly. The reconsidered aspects might be in the matters of number of workplaces undertaken by nurses, development of effectively practical health documents, preparation for guideline of the laboratory test in the workpleces, establishment of convenient and encouraging support system and cooperation between other health professionals with respect and skill.

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A Study on the Influence of Human Resource Management Practices of Venture Firms on Performance (벤처기업의 인적자원관리가 기업성과에 미치는 영향에 관한 연구)

  • Weon, Jong-Ha
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.2 no.3
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    • pp.61-102
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    • 2007
  • This study empirically analyzed how human resource management(HRM) practices affect the performance of venture firms using The results of the study are as follows: First of all, several HRM practices were found to affect organizational performance significantly. Specifically, ${(1)}$ recruitment and selection practices were negatively related to turnover, which seemed to mean that effective staffing including development of good recruitment pools and rigorous selection process lower turnover, and ${(2)}$ training and development, compensation, and labor-management relations were positively related to subjective performance of the firms, which implied that as the venture firms provide more opportunities of training and development to employees, provide compensation on the basis of performance, and develop cooperative labor-management relations, the subjective performance of the venture firms Increases. Secondly, negative interaction effects were found to exist between competitive strategies and HRM practices on organizational performance. Specifically, ${(1)}$ the interaction between differentiation strategy and compensation were significantly related to turnover, ${(2)}$ HRM planning and training and development interacted with differentiation strategy to significantly affect subjective organizational performance, and ${(3)}$ HRM planning, selection, training and development, compensation and communication practices interacted with technology innovation strategy to affect subjective organizational performance. So far, there have not been many studies which deal with HRM practices of venture firms in Korea. Thus, it is hoped that this study stimulate more research efforts on theory development and empirical studies on HRM practices of venture firms. Also, it is hoped that government conduct more policy studies and provide more resources in HRM area of the venture firms. Specifically, it is suggested that government take proactive steps to improve industrial skilled staff and technical researcher systems in order to alleviate the problems of workforce shortages in venture firms. And it IS also suggested that regional human resource development programs be introduced with the participation of the firms, local governments, and universities.

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A Study on the Attributes determining the Extent of Autonomy in Decision Making for Korean Subsidiaries of Multinational Corporations - Focused on Semiconductor Industry Related Companies - (다국적기업 한국자회사의 의사결정 자율성에 영향을 미치는 요인에 관한 연구 -반도체산업 관련기업체를 중심으로-)

  • Chung, Nak-Kyung;Kim, Hong
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.3 no.4
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    • pp.1-41
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    • 2008
  • The Korean semiconductor industry has made a great contribution to growth of Korean economy for the last decades by maintaining a top position in terms of Korean total annual export volume. However, the advanced semiconductor equipment and materials that are used for the production of semiconductor devices still depend on the suppliers from Europe, Japan, and America who have an influential position in the Korean semiconductor industry. The objective of this study is to empirically investigate the attributes determining the extent of autonomy in decision making for the Korean subsidiaries of multinational corporations in the semiconductor industry. This study found there were differences in the extent of autonomy in decision making in terms of the global strategies the multinational corporations pursue. This study surveyed employees at the Korean subsidiaries and joint venture companies of semiconductor multinational corporations and collected 726 survey questionnaires. Several statistical analyses including frequency analysis, reliability analysis, factor analysis, multiple regression analysis and ANOVA were performed using the collected sample data. Based on the analyses, this study found as follows: Firstly, from the factor analysis, this study found Korean subsidiaries faced three sources of uncertainties stemmed from political conditions, competent conditions, demand and supply conditions. The internal resources were characterized by the independencies of production capability, financial capability, marketing capability and human resource management capability. The operational performance was determined by total revenue, net profit and market share growth. Secondly, it was found the uncertainties from political condition and competent condition and the independencies of financial capability and marketing capability partially influenced the extent of autonomy in decision making. The independencies of production capability and human resource management capability significantly influenced the autonomy of decision making in the most areas. It was also found an increase of total revenue, net profit and market share growth partially affected the extent of autonomy in decision making of the Korean subsidiaries. Finally, it was found that the polycentrism of global management by multinational corporations seemed to bring a higher extent of autonomy in decision making than ethnocentrism or geocentrism of global management. Based on the results, this study provided managerial implications regarding the extent of autonomy in decision making for Korean subsidiaries of multinational corporations in order to help management to enhance their business capabilities.

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Analysis of Grievance Handling for Medical Consumers: the Case of Dental-Care Institutions (치과진료기관의 고객 불만처리에 관한 실태분석)

  • Kim, Jin;Han, Ji-Hyoung
    • Journal of dental hygiene science
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    • v.7 no.3
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    • pp.147-152
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    • 2007
  • The purpose of this study was to examine how dental-care institutions responded to discontented customers and how much they provided grievance service and tried not to displease customers. After a survey was conducted on dental-care institutions from January 20 through February 20, 2007, the answer sheets from 206 respondents were analyzed with SPSS WIN 12.0 program, except four incomplete ones. The findings of the study were as follows: 1. 32.5 percent of the respondents were aware of grievance service, and 64.6 percent actually provided no grievance service. 94.7 percent had ever met customers who made a complaint. 2. The most common grievance of medical consumers was that it took long time to receive treatment and to wait for it. The second most dominant complaint was that the treatment they received was beyond the coverage of health-care insurance(30.6%). An insufficient medical explanation was the third most common grievance(6.3%), followed by excessive medical bills(5.8%). The most dominant number of monthly grievance case was one to ten(91.3%). As for how customers voiced their complaints, the largest number of customers talked employees about that in person(88.2%), and dental hygienists were mainly identified as a person who handled their grievance(56.8%). Concerning how the dental-care institutions responded to complaining customers, the largest number of the institutions took an immediate action(34.5%), and the second largest group took a measure after investigating the disposition of discontented patients(30.0%). The third greatest group just made an excuse(11.1%), and the fourth greatest group directed active efforts into taking care of complaining customers by offering grievance service (7.0%). 3. The dental-care institutions got a mean of 3.02 in grievance handling. The institutions that dental hygienists were in charge of grievance handling statistically significantly better responded to discontented customers than the others that receptionists were in charge of that(p < .01). The institutions that had no monthly grievance cases took care of discontented customers statistically significantly better than the institutions that faced one to ten grievance cases or 11 or more cases (p < .05). 4. The dental-care institutions got a mean of 2.59 in providing service of preventing customers from being dissatisfied. The institutions located in Seoul, Incheon and Gyeonggi province provided statistically significantly better service of that kind than the others located in the other regions(p < .01). And the dental-care institutions that dental hygienists were in charge of grievance handling offered statistically significantly better service of that kind than the dental-care institutions that receptionists were in charge of it(p < .05).

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A Case Study on Mechanism Factors for Result Creation of Informatization of IT Service Company (IT서비스 기업의 정보화 성과 창출을 위한 메커니즘 요인 사례 연구)

  • Choi, Hae-Lyong;Gu, Ja-Won
    • Management & Information Systems Review
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    • v.36 no.5
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    • pp.1-26
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    • 2017
  • In the meantime, research on corporate informatization focuses on the completeness of information technology itself and its financial effects, so there is insufficient research on whether information technology can support business strategy. It is necessary to verify whether the management strategy implementation of the company can be led through the informatization of the enterprise and the relation between the main mechanism factors and the informatization performance. In this study, what a mechanism factor is applied in the process of result creation of informatization from three mechanism perspectives such as selecting mechanism, learning mechanism and coordinating mechanism with cases of representative domestic IT company and what an importance mechanism factors have been ascertained. This study results in 8 propositions. For a main agent of companies, securement of information capability of organizations has been selected to realize informatization results and investment of informatization has been selected to solve organizational decentralization problems as the most important factor. Additionally, as competition in the industry gets fierce, investment on informatization has been changed to a utility way of implementation of strategies and decision on investment has been made through the official process and information technology. Differentiated company capability has been made based on acquisition of technical knowledge and company information has been expanded to its whole employees through the information system. Also, informatization change management and outside subcontractor management have been acknowledged as an important adjustment factor of company. The first implication of this study is that since case studies on mechanism factors that preceding studies on informatization results did not empirically cover have directly been dealt with based on experiences of executives in charge of business and in charge of informatization, this study can provide practical views about factors that should be mainly managed for informatization results of IT companies. Secondly, since ser-M framework has been applied for IT companies for the first time, this study can academically contribute to companies in other fields about main mechanism factors for result creation of informatization based on deeper understanding and empirical cases.

Suggestions for Settlement Stable Employment Culture of Dental Hygienist (치과위생사의 안정적인 고용문화 정착을 위한 제언)

  • Yoon, Mi-Sook
    • Journal of dental hygiene science
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    • v.17 no.6
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    • pp.463-471
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    • 2017
  • The purpose of this study was to examine the causes of career interruptions among dental hygienists, institutional measures required for their long service and ways of creating a stable employment culture for them in determine how to resolve labor shortage, create stable jobs, and step up the reemployment of idle manpower. In addition, the following suggestions are made for the establishment of a stable employment culture for dental hygienists by analyzing related literature, research materials, and information such as forums for establishing appropriate jobs for female dental workers. First, a system should be set up to prevent career interruption among dental hygienists. The work environment should be improved to prevent career breaks, and the wages, working hours, and working style should be efficiently structured to maintain the tenure of employees. Second, a plan should be devised to make use of idle manpower, and a variety of necessary programs should be developed. With respect to regular working hours, the time conversion system should be used, which reduces the amount of time one would want to work while receiving a national subsidy. Third, dental hygienists working in different occupations for marriage, childbirth, childcare, school and personal hygiene should make a way to return to the dental system immediately when they want. Fourth, the government should take institutional measures and offer down-to-earth support and benefits for women consideration their social characteristics to guarantee a balance between work and childcare.

A Study on Patient Satisfaction with Dental Medical Services in Some Areas (일부지역 치과의료서비스에 대한 환자 만족도 조사)

  • Song, Kwui-Sook;Kang, Eun-Ju;Lee, Heung-Soo
    • Journal of dental hygiene science
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    • v.5 no.4
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    • pp.191-198
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    • 2005
  • The present study was attempted to examine the patient satisfaction factors for dental services of several dental clinics to enhance their satisfaction and to provide information that will help dental clinics to have competitive edge over others. This study was conducted an on-site survey to the outpatients of a dentist at Jeollabuk-do, from March 23 to April 10, 2003. The results were as follows: 1. In the event of dental hygienists, their satisfaction with dental hygienists was statistically significantly different according to their occupation. The company employees(4.30) and self-employed people(4.36) were more satisfied with dental hygienists, and the government workers(3.86) were pleased with them the least. 2. Their satisfaction level with internal environments was statistically significantly different according to their age, educational background and occupation. Those who were in their 50s and up(4.23), who received middle-school or lower education(4.11), who were retired or unemployed (4.31), and who were self-employed(4.11) were most pleased with internal environments. 3. Their satisfaction level of external environments varied statistically significantly with their occupation. Those who were retired or jobless (3.57) expressed the most satisfaction, and the government workers(2.83) were pleased the least. 4. Their satisfaction level with treatment process differed statistically significantly with their occupation. Those who were self-employed(3.97) and who were retired or unemployed(3.89) were more pleased, and the public officials(3.34) and professionals(3.54) were satisfied the least. 5. As to satisfaction level with medical bills, those who were in their 50s and up(3.95), who received high-school education(3.80), who were self-employed(3.98), and whose monthly mean income was three million won or more(3.99) expressed the biggest satisfaction. 6. What factors affected their overall satisfaction level with treatment after receiving it was investigated, and it's found that their overall satisfaction level was under the statistically significant influence of dentists, dental hygienists, treatment process and medical bills.

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Quality Evaluation of Take-out Services at Restaurants in Chungbuk Province (충청북도지역 외식업체의 테이크아웃서비스 품질특성 분석)

  • Lee, Young-Eun
    • Journal of the Korean Society of Food Science and Nutrition
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    • v.37 no.7
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    • pp.942-952
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    • 2008
  • The purpose of this research was to evaluate the quality of take-out services at restaurants in Chungbuk Province. A questionnaire survey by 450 customers who had experience in take-out service at the restaurants was conducted and 378 completed questionnaires were available for statistical evaluation. Statistical analyses were made of raw data by SAS V8.2. The scale for analyzing the importance and performance of the service quality was composed of 5-point Likert scales. The main results of this study are as follow: The quality attributes of take-out service were rearranged into four factors in terms of food, sanitation, access and service. The importance score was higher than performance score. IPA showed that 'freshness of food material', 'cleanliness and hygiene in food', 'sanitation of facilities', 'neatness of employees' and 'price in food' was included in 'focus here' area. There was significantly positive correlation between factors such as food, sanitation, access, service and overall customer satisfaction (p<.001); between factors and repurchasing intentions (p<.001); and between customer satisfaction and repurchasing intentions (p<.001). According to multiple regression analysis, 26.27% of the variance in respondents' overall satisfaction score and 9.21% of the variance in respondents' repurchasing intention score could be explained by factors such as food, sanitation, access and service.

The Effects of Leader's Attitude and Job Characteristics on Subordinate's Creative Performance (상사의 태도와 직무 특성이 창의적 성과를 일으키는 과정에 관한 연구)

  • Ryu, Jeong-Ran
    • Management & Information Systems Review
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    • v.33 no.3
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    • pp.129-154
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    • 2014
  • We are making products and services that we didn't easily think or even imagine when young and living using them. Consumer needs become more diversified, markets and technologies are being constantly changed, and corporate global competitiveness is getting intensified. Now, companies that don't change nor create new values cannot survive. The cycle of new products is faster, and therefore corporations should improve previous products continuously or create new values according to such a trend. This era requires 'creativity' for companies to overcome uncertainty and survive. Corporate creativity is not easily activated as financial and physical compensation unlike the work ability or performance. When there is an environment that people with various abilities, experiences and backgrounds can express their opinions freely, it becomes possible. Despite the importance, the studies have focused on creativity education so far instead of the viewpoint of corporate business administration. In addition, most studies have dealt with job characteristics and employees' personality factors rather than the process that is connected to actual performance. In other words, the studies on environmental factors that can lead motivation as situational characteristics of the employee's company in a current non-monetary and non-physical way are very insufficient. Therefore, this study aims to comprehensively examine the process of creating creative performance in the environment inside the company that the employee could approach most closely from the corporate deinstitutional perspective. As the major variables, job characteristics and supervisor's ethical leadership were selected, and the process that is connected to the creative performance was explained by means of motivation necessary to understand creativity of the organization and creative process engagement(CPE). The summary of the verification results is following. First, job characteristics and supervisor's attitude(ethical leadership) had positive effects on intrinsic motivation and creativity process engagement. Second, intrinsic motivation and creativity process engagement had positive effects on creative performance. Third, intrinsic motivation and creativity process engagement had mediated the relationship between job characteristics, supervisor's attitude and intrinsic motivation, creativity process engagement

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A Study on Relationship of Salesperson's, Relationship Beliefs, Negative Emotion Regulation Strategies, and Prosocial Behavior to Customer (판매원의 관계신념, 부정적 감정 조절전략, 그리고 친소비자행동의 관계에 관한 연구)

  • Kim, Sang-Hee
    • Management & Information Systems Review
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    • v.34 no.5
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    • pp.191-212
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    • 2015
  • Unlike the existing researches related to salespersons, this study intends to place the focus on salespersons' psychological characteristic as an element affecting their selling behavior. This is because employees' psychological characteristic is very likely to affect their devotion and commitment to relationship with customers and long-term production by a company. In particular, salespersons are likely to get a feeling of fatigue or loss, or make a cynical or cold response to customers because of frequent interaction with them, and to show emotional indifference in an attempt to keep their distance from customers. But the likelihood can vary depending on salespersons' own psychological characteristic; in particular, the occurrence of these phenomena is very likely to vary significantly depending on relationship belief in interpersonal relations. In the field of psychology, under way are researches related to personal psychological characteristics to improve the quality of interpersonal relations and to maximize personal performance and enhance situational adaptability during this process; it is a personal relationship belief that is recently mentioned as such a psychological characteristic. For salespersons having frequent interaction with customers, particularly, relationship belief can be a very important element in forming relations with customers. So this study aims at determining how salespersons' relationship belief affects negative emotion regulation strategies and prosocial behavior to customer. As a result, salespersons' relationship belief was found to have effects on their negative emotion regulation strategies and prosocial behavior to customer. Negative emotion regulation strategies was found to have effects on prosocial behavior. Salespersons with intimate relationship belief try to use active regulation, support-seeking regulation and salespersons with controlling relationship belief try to use avoidant/distractive regulation. Intimate relationship belief was found to have more prosocial behavior, controlling relationship belief was found to have less prosocial behavior to customer. salespersons' negative emotion regulation strategies was found to have effects on their prosocial behavior to customer. Active, support-seeking influence prosocial behavior to customer positively, avoidant/distractive regulation influence prosocial behavior to customer negatively.

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