• Proceedings of the Korean Information Science Society Conference
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• 2004.10a
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• pp.409-411
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• 2004

홈 네트워크 기술은 최근에 급격히 발달하고 있으나, 안전성 분야에 대해서는 이직 연구가 미흡한 실정이다. 본 논문에서는 홈 네트워크를 위한 보안 어플라이언스를 제안한다. 필터링과 리맵핑 기술을 이용하여 악의적인 접근을 차단하고, 홈 네트워크 내부의 정보를 보호함으로써 홈 네트워크의 안전성을 향상시키며. 사용자의 편의성을 고려한 통합된 환경설정 기능을 제공하는 보안 어플라이언스를 설계하고자 한다.

• Journal of Navigation and Port Research
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• v.48 no.1
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• pp.7-16
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• 2024

Although the number of ocean-going merchant ships is increasing, the number of Korean marine officers is decreasing. This manpower shortage problem is becoming more serious. This study objectively measured factors determining the demand and supply of ocean-going merchant ship officers and forecasted the exact manpower demand and supply. Demand was predicted by applying the number of ship officers required for each ship size to the number of ships forecasted. The supply was predicted by segmenting by position and age using the Markov model, reflecting increase/decrease factors such as promotion, turnover, retirement, and new entry by year. The demand for ocean-going merchant ship officers will increase from 11,638 in 2023 to 13,879 in 2030 while the supply will decrease from7,006 in 2023 to 6,426 in 2030, with the shortage expected to exceed 10,000 in 2040. This study can be used as a reference to solve the problem of manpower shortage for ocean-going merchant ship officers by improving the accuracy of predictions through objective data, scientific analysis methods, and logical reasoning.

• 산업혁신연구
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• v.34 no.3
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• pp.215-244
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• 2018

This paper explores the relationship between Korean companies' organizational culture and organizational effectiveness. The description of organizational culture is based on Denison's four traits of organizational cultures: involvement, consistency, adaptability, and mission. Organizational effectiveness was measured by job performance, job satisfaction, and retention. A survey was conducted in South Korea during the summer of 2016 and received 179 responses. A multiple regression analysis was used to establish the direct and indirect effects of the exogenous variables on the three endogenous variables through path analysis. The results provided evidence that employees strongly perceived a company's four cultural traits and indicated that these characteristics were positively related to employees' behaviors toward organizations as well as employees' satisfaction and retention intention. This research contributed to the organizational literature by adding that a definition of organizational culture based on Denison's four traits was found to be measurable and to be related to important organizational outcomes.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.3
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• pp.191-206
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• 2020

Although several studies have been conducted on unification and the life of North Korean refugees, there have been few studies comparing the characteristics of North Korean refugees with South Korean workers, in terms of human resources in business administration. By considering the limitations of these prior studies, this study analyzed whether there are differences in factors affecting organizational commitment and turnover intention through a group comparative analysis between North Korean refugees and South Korean workers. For a comparative analysis between the two groups, we recruited 145 workers from North Korea and 213 South Korea-born workers. We found the following results with a multi-group structural equation model. We confirmed the measurement homogeneity by ensuring that both groups were equally aware of the measurement tools affecting organizational commitment and turnover intentions. As a result of testing the homogeneity of measurement, we also confirmed that there was a significant difference in optimism between the two groups; optimism affects organizational commitment and among social supports, affectionate support and interaction support affect organizational commitment. Analyzing the path between the two groups, we first were able to find that optimism influenced organizational commitment for both groups, in relation to positive psychological capital. However, in terms of degree, South Korean workers were found to be strongly affected. Second, with regard to social support, we were not able to find that affectionate support and interaction support have a significant impact on organizational commitment for South Korean workers, while for North Korean refugees, we confirmed that both supports have a significant impact. Third, we were unable to find any differences between the two group, in terms of other sub-components of positive psychological capital (self-efficacy, hope, and resiliency) or the sub-components of social support (informational support, tangible support). These results suggest that companies or managers employing North Korean refugee workers need to create an organizational environment that allows them to perceive social support, especially affectionate support and interaction support.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.7
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• pp.389-399
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• 2016

The purpose of this study was to provide the evidence necessary to establish job stress management strategies to improve office workers conditions by looking at the impact on job stress factors depending on the nature of the organization. The stress related variables (job stress and psychological well-being) and organizational effectiveness variables (job satisfaction, job engagement, intention to leave, and presentieesm) was included. A total of 154 questionnaires were distributed from 26th June to 1 August 2014 and 150 people were analyzed. The results indicated that a lack of reward was negatively correlated with job satisfaction and job engagement, and positively correlated with the intention to leave (p<0.05) in a large-sized company model. Moreover, in a medium-sized company model, organizational injustice was statistically significant with job satisfaction and job engagement. Organizational injustice, lack of reward, and occupational climate was positively correlated with the intention to leave (p<0.05). This study has its significance in that it looked at the job stress as a predictive variable to explain the organizational effectiveness and highlights the need to establish a stress management strategy depending on the nature of the company.

• Journal of dental hygiene science
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• v.6 no.1
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• pp.35-39
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• 2006

objective: The purpose of this study was to investigate job satisfaction of dental hygienist who were employed at the private dental clinic in Ulsan, Korea methods: The date obtained from some dental hygienists during 1 month. the survey was performed by face-by-face interview questionnaire consisting of 23 items and 6 point Likert type response format. The respondents were 77 from dental hygienists. The adjusted response rate was 88.5%(77/87). Data were analyzed using frequency distribution, independent T-test, ANOVA, chi-square and correlation. all statistical analyzed were conducted using Statistical Package for SPSS 11.5 result: In each factorial duty contentment, the level of the self-conceit from their own job was the highest. on contrary, the level of their monthly earnings was the lowest. In such a case as there was experience to move to another dental hospital, the job satisfaction was higher than nothing to move. conclusion: The dental hygienist who is in charge of protecting and hygiene of the teeth and the disease of oral has much influence of oral health. job satisfaction the dental hygienists have for their own job can influence themselves and even patients. So, making the job satisfaction higher is necessary to improve the quality of general dental hygiene.

• Journal of Digital Convergence
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• v.14 no.5
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• pp.247-262
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• 2016

The importance of coaching leadership has been highlighted to enhance creativity and competence of human resources in convergence environment. This paper was validated through a structural relationships model, the impact of coaching leadership on behavioral dimensions of organizational effectiveness by focusing on mediating role of job characteristics. Coaching leadership activities showed a significant positive effect on job characteristics and turnover intentions. Job characteristics appear to have a mediating effect on the relationship between coaching leadership and organizational effectiveness, especially the coaching leadership itself not necessarily to improve organizational citizenship behavior, can increase organizational citizenship behavior when formed into a positive awareness of the job characteristics of organizational members.

• Journal of Digital Convergence
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• v.14 no.10
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• pp.225-240
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• 2016

The importance of person-environment fit has been highlighted for human resources management in convergence environment. This paper was validated through a structural relationships model, the impact of person-environment fit on innovative work behavior by focusing on mediating role of positive psychological capital. Person-environment fit showed a significant effect on positive psychological capital and turnover intentions. Innovative work behavior appeared to have a mediating effect on the relationship between person-environment fit and innovative work behavior. Especially the person-environment fit itself has no direct effect on innovative work behavior, and when the awareness of the positive psychological capital is firstly formed into a person, it can increase innovative work behavior.

• Women's Health Nursing
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• v.21 no.4
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• pp.297-307
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• 2015

Purpose: This study was aimed to understand the meaning and essentials of the experience of burnout for hospital nurses with turnover intention. Methods: The design was a qualitative research of phenomenological study. Participants: Seven hospital nurses who had worked over three years and had experiences of turnover intention in a hospital with over 400 beds were included. Results: Nine meaningful themes related to burnout experiences and four theme clusters of 1) battery warning sounds almost out; 2) the player who hit the drum and double-headed drum; 3) the target flying arrow without a break; and 4) the pendulum swaying to turn over. Registered nurses (RNs) felt burnout with an overload of work and by the thought that it was illegal action for registered nurses to receive insufficient rewards for their work. RNs also experienced there were no problem solving strategies to verbal violence by patient and medical team. Conclusion: The findings show that burnout experiences for those who had turnover intention was developed from the insight that insufficient training to do work independently with over-load for nurses was not ethical. It suggests that it is necessary to rethink training systems for nursing and hospitals to relieve turnover intention.

• The Journal of the Korea Contents Association
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• v.6 no.7
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• pp.119-126
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• 2006

The purpose of this study is to compare employee's job satisfaction in the Korean and Foreign brand restaurants, and to suggest some guideline for efficient human resource management. Korean and Foreign brand restaurants are highly showed high vision, pride oneself, and job satisfaction in the restaurant business but payroll is recognized low. Overall job satisfaction is recorded highly in the Korean brand restaurants, but turnover intent is for high foreign brand restaurants. Payroll is the strongest correlates of employee turnover. The guidelines are to continuous evaluation, monitoring about job satisfaction as well as incentive for the high achievement, to establish distinct employee program for reaching high goal & achievement, to provide opportunity self -development and motivation for raising worker's skill, and to utilize regularly video program which discuss complaints between employee and seniors.