• 월간산업보건
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• s.376
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• pp.48-51
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• 2019

지난 7월 11일 대한산업보건협회 창원산업보건센터 직원들(이하 센터 직원)이 어려운 이웃을 방문해 나눔상자를 전달하는 시간을 가졌다. 지역사회와 이웃을 향한 센터 직원들의 온기어린 행보를 따라가 보았다.

• Management & Information Systems Review
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• v.33 no.2
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• pp.189-204
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• 2014

The aim of this study is to examine the effect of transformational leadership of the leader in the wedding industry on the behavior of employees, and also to examine the equity perception of employees on their behavior. As a result of analysis, when the relation between transformational leadership and organizational citizenship behavior was examined, transformational leadership had not effect on behavior of employees. Thus, hypothesis 1 was rejected. As transformational leadership had significant effect on equity perception, hypothesis 2 was adopted. When the relation between equity perception and organizational citizenship behavior was analyzed, equity perception had significant effect on organizational citizenship behavior. Thus, hypothesis 3 was adopted. When the mediating effect of equity perception in the process of the effect of transformational leadership on organizational citizenship behavior as hypothesis 4 was examined, equity perception had partial mediating effects. Thus, hypothesis 4 was partially adopted. Accordingly, the leader in the wedding industry needs to demonstrate transformational leadership in order to promote organizational citizenship behavior of employees and also makes employees to feel impartial treatment and procedural impartiality. Further studies on practical measures of this issue are recommended.

• 월간산업보건
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• s.367
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• pp.48-49
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• 2018

3박 4일간의 신입직원 교육이 끝났다. 지금에서야 오랜만에 학창시절로 돌아간 듯한 기분과 함께 사회생활의 동행자들을 얻은 기분이지만 교육 전날에는 많은 감정이 교차했었다. 지난 10월 16일부터 19일까지 짧다면 짧은 시간 동안 더 깊은 정이 쌓인 것은 서로 같은 곳을 마주 보고 걸었기 때문은 아닐까.

• 월간산업보건
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• s.241
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• pp.89-92
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• 2008

• 산업보건소식
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• no.15
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• pp.1-1
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• 1985

• 산업보건소식
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• no.15
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• pp.22-23
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• 1985

• 월간산업보건
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• no.9 s.245
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• pp.65-68
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• 2008

• KAPE Magazine
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• s.253
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• pp.7-9
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• 2017

매월 마지막 수요일 강원지원의 직원들은 각자의 업무를 마치고 횡성에 위치한 지원사무실로 집합을 한다. 이달 KAPE의 발견에서는 지원 특화사업 두번째로 강원지원을 소개한다. 강원지원 특화사업은 '뛰어난 직원들과 Fun한 지원문화 만들기'로 서로가 인정하는 조직문화 및 개인역량을 직원과 공유함으로서, 조직발전과 함께 축산 산업에 기여할 수 있는 인적역량을 높이기 위한 것이다. 강원지원에서는 2017년 지원특화업무로 선정해 추진하고 있다.

• Journal of Convergence for Information Technology
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• v.12 no.5
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• pp.202-211
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• 2022

The purpose of this study is to investigate the relationship between job stress, job autonomy, employee support evaluation, and the turnover intentions of workers in the beauty and cosmetics industry. This study assessed 570 workers with 3 months or more of experience in the beauty and cosmetics industry. Data processing was achieved through analyses of frequency, descriptive statistics, exploratory factors, reliability, correlation, and confirmatory factors, as well as the verification of the structural equation model. The results of the study are as follows: first, employee support evaluation in the beauty and cosmetics industry workers was negatively correlated to job stress. Second, employee support evaluation showed a negative relationship with turnover intentions. Third, job stress was found to have a positive relationship with turnover intention.This study suggests that, in order to reduce the turnover intentions of beauty and cosmetics industry workers, it is necessary for employers to make efforts to manage employees' job autonomy, support evaluation, and stress levels.

• Industry Promotion Research
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• v.9 no.2
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• pp.1-12
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• 2024

This study examines the role of Environment, Social, and Governance (ESG) activity recognition on job satisfaction, prosocial activities, and job performance among customer representatives working in call center environments. After gathering data from 264 call center workers in major South Korean insurance companies, the analysis w as performed using SmartPLS 4.0. This study's findings reveal that employee recognition of ESG activities significantly enhanced job satisfaction. The impact of ESG activity recognition on prosocial behavior was positive but relatively weak. Job satisfaction influences both prosocial behavior and the job performance of employees. Finally, prosocial behavior positively influences job performance. The most significant finding is that employees' recognition of companies' ESG management practices serves as a job resource. This recognition enhances employees' attitudes, behavior, and performance, signaling the potential benefits of informing employees about corporations' ethical behaviors.