• The Journal of the Korea Contents Association
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• v.11 no.8
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• pp.388-398
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• 2011

This study analyzes a correlation between organizational commitment, work values, job satisfaction and loyalty of the middle management in hotel enterprises. In other words, this research aims at drawing up theoretical and working-level implication through establishing the competition model of parameters and independent variables, which have an effect on loyalty of the middle management in hotels. Analysis showed that work values of the middle management play not a key role to mediate between organizational commitment and job satisfaction, and that internal values are higher than external values in route analysis of work values. Meanwhile, it was analyzed that the middle management of hotels make a long-service commitment with great satisfaction on the job. But there was no connection between their job satisfaction and loyalty. Consequently, it was confirmed through the analysis of the competition model that they rather attach significance to internal values and specificity of the hotelier than their satisfaction with work because of economic stability, and the loyalty of the middle management responds sensitively to the organizational commitment variables as a permanent job, sense of belonging, self-esteem.

• Journal of Convergence Society for SMB
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• v.2 no.1
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• pp.59-67
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• 2012

As industrial software domain is recognizing with one of areas producing high added values, almost software company is running around in securing skilled workers. However, the hiring of software engineers without the consideration of long-term business goals can be caused the lack of manpower again. Also if there is no strategic workforce management plan, it is impossible to gain high performance despite many software engineers have been employed. One of ways to empower the software development capability, this paper identifies the software job functions in detail and proposes how to define the competency profile for the job function. We also propose the career path management scheme using the profile. The proposed workforce management approach which is based on the competency profile, enables to keep the appropriate size of human resources, and to achieve the business performance of software organization.

• Proceedings of the KAIS Fall Conference
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• 2011.05b
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• pp.769-772
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• 2011

본 연구는 조직시민행동의 선행요인으로 조직관리 차원에서 주요하게 고려되고 있는 인사관리 공정성, 경영자 행동특성, 윤리경영 같은 원인(외생, 독립)변수가 매개변수인 경영자 신뢰 및 조직냉소주의를 매개하여, 이들이 결과(내생, 종속)변수인 직무태도 및 행동(조직시민행동, 직무만족, 정서적몰입)과 어떠한 인과관계를 갖고 있는지 이들의 관계를 규명하는데 주력하였다. 이에 본 연구는 포괄적인 모형을 통해 직무태도 및 행동에 영향을 미치는 변수들의 경로를 확인함으로써, 단편적인 분석에서는 알수 없었던, 직무태도 및 행동에 영향을 미치는 원인변수, 매개변수, 결과변수를 분명하게 확정짓는 실증적인 틀을 제공하고 있다. 즉 사회복지행정 분야에서 이제까지 접목하지 않았던 경영자 행동특성, 윤리경영 등 전반적인 사회복지조직관리와 관련된 변수들을 포괄하였으며, 이는 추 후 사회복지조직 혹은 사회복지사를 대상으로 진행되는 연구의 이론적인 기반을 구축하는데 기여한 논문이라는 점에서 연구의 의의가 있다.

• 대한공업교육학회지
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• v.38 no.2
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• pp.27-47
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• 2013

This study aims to suggest a way to improve the professional abilities of the principals of meister high schools by analysing their perception of the standards of performance of their duties. To carry out this study, we have developed the standards of performance of the duties of the principals of meister high schools through the systematic research on the realm of the duties of the principals of meister high schools, and analysed the principals' perception of their duties using the developed standards of performance of their duties. The results of this study are as followed. First, In the stage of planning the school management, the school management plan, the ways to get budget, the plan for evaluation and feedback of the accomplishment of the performance of school management plan should be included. Second, The area of the school management is subdivided into securing school budget, reviewing and arranging the budgets demanded by teachers, executing school budgets, obtaining school equipments and facilities, maintaining school equipments and facilities, managing school feeding, organizing and operating school steering committee, reflecting the opinions of school steering committee. Third, The school curriculum should be developed by a job analysis and the teaching should reflect the analysis. Fourth, The area of the career path and the management of the career for young meisters includes the analysis of the demand of students, parents, and companies, the development of meister growth route and program for managing their career, and the analysis of meister growth route and reflection of the results of the analysis. Fifth, The field of guiding students includes supporting the students counseling service, and managing a variety of school events. 6th, In the realm of cooperation with communities are included designing programs for collaborating and training students with companies, building cooperation with companies, and obtaining supports from communities and related organizations. 7th, In the area of supporting teachers to improve their professional competence, it figured out that supporting teachers' voluntary learning and studying should take a top priority. In conclusion, it is necessary for meister high school principals to have capability to deal with meister growth route and career management, supporting collaboration with other organizations, building and managing laboratories, encouraging teachers' professional improvement, and operating school curriculum and teaching activities.

• Journal of the Korea Society of Computer and Information
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• v.19 no.9
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• pp.169-176
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• 2014

This study is to suggest the theoretical and policy implications by analysing the moderating effects of trust for senior in the causal relationships among the research variables. For this study, 273 of the local public servants were sampled and surveyed. The results of this study showed that local public servants' performance oriented values affect job attitude through their acceptance for performance management system. And this study showed that trust in the leader moderates the relationships among individual orientation, performance orientation and job attitude. This study suggested some theoretical and practical implications on the base of the results.

• Convergence Security Journal
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• v.23 no.5
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• pp.107-116
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• 2023

The management of professional manpower with expertise in performing specific tasks can be said to be a very important issue at the national level. Recently, interest in industrial technology protection experts continues to expand, but difficulties are growing due to the lack of policy evidence. Considering these points, this study conducted a fact-finding survey on personnel in charge of industrial technology protection, and through this, quantitative, qualitative, and job path analysis were performed for related job performers. These results are considered to be significant in that they can be used as basic information for fostering industrial technology protection experts in the future.

• Journal of Digital Convergence
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• v.12 no.7
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• pp.337-348
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• 2014

The purpose of this study was to analyze major factors of turnover intention among job stress, job satisfaction and organizational commitment in hospitals. The data were collected from 2 university hospitals and 2 general hospitals workers in Busan and Gyeongnam area from July. 3 to July. 19, 2013. The main results were summarized as follows. Job stress was a direct impact on job satisfaction, organizational commitment and an indirect impact via job satisfaction. It was a direct impact on employees turnover intention and an indirect impact via job satisfaction, organizational commitment. Job satisfaction was a direct impact on organizational commitment and an indirect impact on employees turnover intention via organizational commitment. Organizational commitment was a direct impact on employees turnover intention. Finally, in order to decrease turnover intention, controling job stress is important. Hospital staffs should develope programs for hospital employees to reduce job stress and enhance their ability.

• The Journal of the Korea Contents Association
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• v.8 no.7
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• pp.233-242
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• 2008

Sales-force management practices(e.g., selection, training, rewards, evaluation) constitute a crucial aspect of the sales force control system, as they influence on the salesperson's role ambiguity, satisfaction and performance. But it is difficult to find studies on the effects of hotel's sales force control system. So, we studied about this subject more deeply. The purpose of our research is to examine important relationships among sales force control system(e.g., sales territory design, training, reward, training, supervisor's support), job attitudes(satisfaction and role ambiguity), and sales force performance. A conceptual model is presented and hypotheses are developed. This study contributes to sales management research of hotel sales person in some important ways. This study offers new insights both to sales practitioners and researchers. First, this study introduces a new approaching method for developing new model of hotel sales-force research. Second, in the practical implications, managers should take actions as like an encouragement, direction, monitering, and education of sales know-how to reduce the employee's role ambiguity and to improve job satisfaction and sales performance.

• Journal of Digital Convergence
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• v.8 no.2
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• pp.131-145
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• 2010

The speed of change on information technology is very fast, so it demands a continuous competency development in IT human resource management. If the competency development for IT personnel can not keep up with the change of Technology, IT personnel cannot accomplish their IT job under new IT environment. For this reason, many companies have tried to manage IT organization separately and IT job system on the technology basis. Although the training of IT is different from that of other field in feature, few studies about IT human resources system have been conduced. Therefore this study focuses on the training system of IT personnel and suggests the framework for institutionalizing the operation policy and the individual process through a case study methodology. This paper chose one company as a case study which implemented the training system of IT personnel recently, and the proposed framework based on the literature review from this study applied to a company. The study shows that IT job system needs to be reasonably established, job descriptions should be appropriate to IT job, and there exist two training paths according to two career path - Specialist and Generalist. For the purpose of high performance in IT division, the training manager should understand IT job system, the people who need training, and keep an eye on the IT trends and new IT skills.

• Journal of the Korea Convergence Society
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• v.9 no.11
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• pp.393-402
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• 2018

Recently, interest in organizational performance has been increasing due to marketization and diversification of supplier introduced in long-term care system. To analyze the effects of caregivers' calling on the organizational performance of long-term care facilities and to examine the mediating effects of job satisfaction on the path, data were collected from caregivers in Seoul and Kyonggi-do. Multiple regression analysis was used to examine the effect of caregivers' calling on job satisfaction and job performance, and the mediating effect of job analysis was tested by hierarchical regression analysis. As a result, caregivers' calling had a positive effect on job performance and job satisfaction, and the job satisfaction showed full mediation effect between caregivers' calling and effectiveness and partial mediation effect between caregivers' calling and efficiency. Based on this, we discussed the need to improve efficiency through job satisfaction management and to manage efficiency by managing job satisfaction and vocation awareness.