• Management & Information Systems Review
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• v.37 no.3
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• pp.115-130
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• 2018

The purpose of this study is to clarify the relationship between organizational characteristics and information systems characteristics or job satisfaction, attempts to examine the regulatory effects brought about by the adjustment of social capital theory. So far, The results of this study are based on the analysis of individual models from the perspectives of each functional organization such as HR, organization, finance, operation, and MIS. Therefore, this paper attempted a comprehensive analysis of factors affecting job satisfaction and firm performance by presenting an integrated research model of organizational perspectives in addition to the approach of MIS perspective. The characteristics of information system were promptness, CEO support, and compensation. And the organizational characteristics were multiple regression analysis using innovation, trust, and preferential factors. The analysis data is based on sixth data from the HCCP of Korea Productivity Center. According to the analysis results, all the variables had a significant influence on satisfaction, especially CEO support and trust. The analysis of the moderating effect between innovation and job satisfaction was moderated by vision sharing. Only the logistic regression analysis of the satisfaction with the average salary of the members among the demographic variables was statistically significant. Therefore, this study can be concluded that the overall satisfaction level will be improved by recognizing appropriate compensation as sufficient compensation.

• Korean Security Journal
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• no.15
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• pp.147-171
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• 2008

This study examines the degrees of criminal investigators' job satisfaction and organizational commitment and investigates which factors determine the variations in them. In the first step of analysis, independent variables of criminal investigators' job satisfaction consist of work itself, achievement, responsibility, safety, stability, interpersonal relations, recognition, supervision, and opportunity of growth. In the second step, job satisfaction is a mediating variable and organizational commitment is a defendant variable. Organizational commitment is classified into three types - "affective", "continuance" and "normative". According to the structural equation model analysis, responsibility has a great influence on job satisfaction, and job satisfaction affects affective commitment and continuance commitment. This study suggests that job satisfaction should be increased to improve criminal investigators' organizational commitment. And responsibility is necessary for the improvement of job satisfaction. Despite the professional detective system operating in Korea since January 1, 2005, the level of criminal investigators' recognitions of safety, stability and opportunity of growth turn out to be low. Based on these findings, this study presents four ways to reform measures which are listed below. First, to improve a! n economical circumstance of criminal investigators, any expense associated with criminal investigation should be paid by organizations. Second, to improve safety of criminal investigators, it is necessary to develop and supply enough police equipments. Third, criminal investigators' working hours should be shorten. Fourth, to improve criminal investigators' responsibilities, criminal investigators should be allowed to conduct criminal investigation independently from the prosecution.

• Journal of vocational education research
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• v.35 no.6
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• pp.1-19
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• 2016

This study is to analyze the effect of job relatedness of content in learning, job stress and organization communication on turnover intention and to examine whether the job satisfaction has a mediating effect by using HCCP 2013 panel data. The data was analyzed through Windows SPSS 23.0 program. Major findings of the study were as follows. First, It has significant result that job relatedness of content in learning, job stress and organization communication affects turnover intention. Second, job satisfaction mediates between job relatedness of content in learning and turnover intention. The job relatedness of content in learning level is higher, the turnover intention will be lower through mediating job satisfaction. Third, job satisfaction is also significant effect between job stress and turnover intention. Although the job stress gets higher, the turnover intention can be lower because of job satisfaction. Finally, the relationship between organization communication and turnover intention is mediated by job satisfaction. Therefore, the company should prepare employee's turnover intention to control through this study.

• Proceedings of the Korean Society of Medical Physics Conference
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• 2003.09a
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• pp.38-38
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• 2003

목적 : 방사선 수술의 목적은 병소에 최대한의 방사선을 조사하고, 주위의 정상조직에는 가능한 적은 양의 방사선을 조사하는 것이다. 이러한 목적을 만족시키기 위해 방사선 수술계획자는 계획시 isocenter의 위치와 개수, 콜리메이터 크기를 변화시켜 가며, 주어진 병소에 맞는 선량분포를 획득해 방사선 수술효과를 최대화시키는 수술계획을 수립한다. 본 연구에서는 다양한 모양의 병소에 대해 자동적으로 isocenter를 위치시켜 수술 계획시 도움이 될 수 있도록 임의의 병소 모델들에 대해 위의 변수들을 변화시켜 가며 얻어지는 선량분포를 비교 분석하였다. 방법 : 본 연구에서는 임의로 정의한 계산 영역내에 다면체를 병소로 가정하여 연구를 수행하였다. 방사선 수술시 하나의 isocenter에서 얻어지는 선량분포는 구형으로 근사할 수 있으므로 하나의 isocenter를 구로 근사하여, 각 병소 모델 내에 콜리메이터 크기를 변화해가며 가능한 많은 영역을 포함하도록 isocenter를 배치시켰다. 이후 구형선량모델을 사용해 선량분포를 획득하여 병소와 정상조직간의 DVH(Dose Volume histogram)와 각 병소 모델에 대한 통일 평면상의 선량분포를 비교 분석하였다. 결과 ; 임의의 다양한 종양 모델에 대한 50%의 등선량 곡선내에서 세 가지의 빔관련 변수들을 변화시킨 결과, 종양이 없는 정상 조직에서는 선량분포가 극히 낮았으며, 콜리메이터의 크기에 따른 isocenter 의 개수가 변화하는 것을 확인할 수 있었고, 이 경우 한 종양모델에서의 깊이에 따른 선량 분포는 크게 차이가 나지 않았다. 그리고, isocenter의 개수가 변화함에 따라 선량곡선이 변하는 것을 확인할 수 있었다. 결론 : 빔관련 변수인 콜리메이터 크기, isocenter 개수, 거리등은 어느 일정 정도를 넘기면, 병소내 선량 분포에 크게 기여하지 않는다는 점을 감안하여 빔관련 변수들을 최소로 고려하므로써 계획시 소모되는 시간 과 노력을 많이 줄일 수 있을 것이며, 또한 각 병소 모델에 대한 최적의 구형선량모델에서 공통적인 규칙성을 찾는 것과 실제 병소의 모양을 간단한 모양으로 근사화 시킨다면 자동적 선량모델을 이루는데 많은 도움이 되고, 이로 인해 효율적인 치료계획작업이 이루어질 것이라 사료된다.

• The Journal of the Korea Contents Association
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• v.13 no.3
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• pp.339-351
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• 2013

In this research, we analyzed the influence factors and introducing outcomes empirically. The influencing factors over IT Outsourcing set up organizational factors(maturity of information system, the support of CEO), dealing factors(asset speciality, uncertainty, degree of using of information system), and risk factors(risk of safety/security. cost increase, loss of autonomy). The result of this study are as follows. In the organizational factors, degree of a maturity of the information system and the support of CEO were analyzed as the variables affecting the introducing outcomes positively. In the dealing factors, however, the degree of using information system was only analyzed as the variables affecting the introducing outcomes positively, while the speciality of asset and the uncertainty factors were analyzed as the variables not affecting the introducing outcomes. In the risk factors, the risk of safety/security and the increase of cost were only analyzed as the variables affecting the introducing outcomes positively, therefore loss of autonomy, was not analyzed as the affecting variables.

• The Korean Journal of Franchise Management
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• v.4 no.1
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• pp.55-71
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• 2013

The purpose of this study is to analyze the effects of satisfaction or dissatisfaction of a franchise organization training program on its achievements. For the training program variables, it takes a motivation, a role perception, and a customer directivity as independent variables, and satisfaction or dissatistaction as a parameter. Also, it regards operation capability improvements, satisfaction of the job, and a will for a long-time employment as a dependent variable, then it presents the results by using SPSS/PC+ statistics methods. The results shows that satisfaction of training programs affect the long-time employment a lot. Therefore, for a long-run growth of the franchise organization, it is important to carry out proper training programs. The introduction(part I) contains the subject proposal and the purpose of the study, and theological background(part II) shows the definition and quality of a franchise organization, and some expectations from training programs such as motivations, role perceptions, and customer directivity. Also, part III presents the study model, hypothesis, and analyzing methods. For the last, part IV shows the verification of statistic results, then part V presents the conclusion.

• Proceedings of the Korea Association of Information Systems Conference
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• 1996.11a
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• pp.69-80
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• 1996

• 대한치주과학회:학술대회논문집
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• 2003.11a
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• pp.120-121
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• 2003

• Proceedings of the Korea Society for Industrial Systems Conference
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• 1996.10a
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• pp.69-80
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• 1996

• Korean Security Journal
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• no.62
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• pp.159-183
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• 2020

The court in Korea values evidence justice, and also demands justification for the process of collecting evidence. Therefore, it is necessary to raise the level of organizational commitment, which means that the police investigators performing these tasks feel attached to the police organization they belong to, and that they feel united about the goals of the organization. Based on this recognition, the study analyzed the effects of the police's perception of organizational Justice on organizational commitment, and classified organizational Justice into distributive Justice, procedure Justice and interaction Justice. Therefore, this study analyzes the effect of the police's perception of organizational Justice on organizational commitment and verifies the effect through multiple regression analysis by injecting the trust of Supervisors into a mediating variable. The study was also conducted on the assumption that the trust of Supervisors is important in carrying out the field investigators work in the South Korean police. To achieve the purpose of this research, a total of three surveys were conducted from May 2017 to October 2019 at the National Police Agency using the selection process of investigators and job training courses for the national police, and a total of 500 copies were used as analysis data. Looking at the results analysis of this study, first, it was found that there was a statistically significant static (+) effect on organizational commitment, where the organizational Justice of police officers was a independent variable. Second, the relationship between organizational Justice and organizational commitment has shown that the trust of Supervisors has a mediating effect in korean police organization.