• Bulletin of the Korean Institute for Industrial Safety
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• v.3 no.1
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• pp.1-5
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• 2003

작업관련 근골격계 질환은 최근 사업장의 집단적인 발병, 산업재해자수의 급증 등으로 인하여 주된 문제가 되고 있다. 특히, 자동차, 선박 등의 제조업에서 이러한 문제는 노사간의 갈등을 야기하는 주 요인으로 작용하여 사회적 이슈로 대두되었다. 이러한 산업재해 율 증가는 근골격계질환의 뇌심 혈관질환 등 작업관련성질환이 주도하고 있는 현상이다. 특히, 단순반복작업, 중량물 취급작업, 부적절한 작업자세 등에 의하여 신체에 과도한 부담을 주었을 때 나타나는 요통, 경견완장해 등 근골격계 질환은 매년 급증하고 있으며 향후에도 지속적인 증가가 예상된다. 이로 인하여 생산성 저하, 근로의욕저하, 품질저하 등으로 경영손실은 물론 직접 의료비의 부담이 커지고 있는 실정이다. 이와 동시에 근골격계 질환에 대한 직원들의 보상과 작업조건 개선에 대한 요구는 점차 증가하고 있고, 가장 중요한 노$.$사간의 쟁점사항으로 부각되고 있다. 정부에서는 근골격계 질환 예방대책으로 '근골격계 부담 작업으고 인한 건강장해예방' 편을 입법화를 하였으며 근골격계 예방팀을 구성하여 대책 마련에 고심 중에 있다.(중략)

• 한국벤처창업학회:학술대회논문집
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• 2023.04a
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• pp.1-5
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• 2023

최근 정보통신기술의 발달로 인하여 디지털 전환의 발달이 활발하다. 특히나 이런 디지털 전환의 영향은 대기업에게만 주는 것이 아닌 소상공인들에게도 많은 영향을 주고 있다. 하지만 소상공인들을 대상으로 한 디지털 전환에 대한 연구는 적은 편이었기에 본 연구에서는 디지털 전환으로 인한 소상공인의 실질적인 성과가 있는가를 살펴보았다. 연구 방법으로는 보다 디지털 전환을 겪으며 소상공인들이 느꼈을 의사결정과 갈등의 현상을 파악하기 위하여 사례연구로 진행하였다. 연구 대상자로는 국내 대표 플랫폼인 N사에 디지털 전환 시스템인 스마트 스토어 개설과 라이브 커머스 등을 이용해 보고 싶었던 소상공인 여섯 팀을 섭외하여 진행하였다. 소상공인 디지털 전환을보다 면밀히 과정 기록 및 도움을 주기 위하여 경기도에 위치한 G학교 경영학 학부생들과의 협업으로 진행되었다. 연구는 총 12주 정도 소요되었고 프로그램이 끝난 후 각 소상공인 대표들과의 심층면담을 진행하였다. 본 연구에서는 소상공인들 스토어의 매출 및 고객 유입수가 모두 현저히 증가한 것으로 보여줌으로서 실질적인 성과가 있음을 보였다. 면담에서는 소상공인들이 디지털 전환은 새로운 고객 유입 및 홍보와 언제든 고객을 맞이할 수 있는 환경을 위해서는 선택이 아닌 필수라고 언급하여 정성적인 성과로 증명하였다.

• Journal of Information Technology Applications and Management
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• v.16 no.4
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• pp.109-134
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• 2009

Compared to research on the success of IT projects in general, research on the management of conflict in IT teams and its impact on project success is insufficient. This research performed a comparative study to analyze the nature and evolving phenomenon of conflicts in IT project teams. This study aimed at; First, Why a conflict is created within and around an IT project team. Second, What is the phenomenon of conflict evolution, diffusion, and/or resolution? Third, How the differences in conflict management style affects the IT project performance? Three propositions were drawn from the analysis of two intensive analysis of conflict cases and their comparison. Proposition 1 : Both 'the method of pointing out a problem' and 'the pointed-out contents' can be the trigger of conflicts around an IT project. Proposition 2 : While the focus of attention of one party is 'the method of pointing out a problem', if the other's and focus of attention of one party is 'the pointed-out contents', that is, if the focus of attention mismatch, the conflict can be amplified. Proposition 3 : According to the temporal nature of the relationship, e.g., short-term versus long-term, the way people approach and deal with the conflict differs.

• Proceedings of the Korea Database Society Conference
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• 2010.06a
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• pp.109-123
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• 2010

Compared to research on the success of IT projects In general, research on the management of conflict in IT teams and its impact on project success is insufficient. This research performed a comparative study to analyze the nature and evolving phenomenon of conflicts in IT project teams. This study aimed at; First, Why a conflict is created within and around an IT project team. Second, What is the phenomenon of conflict evolution, diffusion, and/or resolution? Third, How the differences in conflict management style affects the IT project performance? Three propositions were drawn from the analysis of two intensive analysis of conflict cases and their comparison. Proposition 1 : Both 'the method of pointing out a problem' and 'the pointed-out contents' can be the trigger of conflicts around an IT project. Proposition 2 : While the focus of attention of one party is 'the method of pointing out a problem', if the other's and focus of attention of one party is 'the pointed-out contents', that is, if the focus of attention mismatch, the conflict can be amplified. Proposition 3 : According to the temporal nature of the relationship, e.g., short-term versus long-term, the way people approach and deal with the conflict differs.

• Journal of Korean Society for Quality Management
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• v.41 no.2
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• pp.289-300
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• 2013

Purpose: The results of prior studies investigating main effects between diversity and team performance are neither clear nor consistent. This study seeks to provide more evidence for a direct link between these two. The present study also attempts to close a gap in the literature by examining conflict as a moderator of the relationship between diversity and team performance. Methods: As suggested by Williams and O'Reilly(1998), this study examines the effects of perception levels of three specific types of diversity (social category diversity, value diversity, and informational diversity) and two contextual moderators (task conflict and relationship conflict) on team performance. Results: The results show that perception levels of all three types of diversity are significantly related to team performance in the current sample of 313. Results also indicate that relationship conflict significantly interacted with the perception levels of diversity in relating to team performance. Results for task conflict, however, fails to support the hypothesis. Conclusion: The results suggest that the effects of diversity on team functioning depend on how diversity is perceived by team members, rather than actual diversity seen by team members. Theoretical and practical implications are reviewed, and limitations of the study and suggestions for future research are addressed.

• Journal of Information Technology Applications and Management
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• v.18 no.1
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• pp.101-123
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• 2011

Considering how an organization is timely competitive for survival in the rapidly changing environment of today, it is more important to get new information and knowledge continuously by teams. However team system provides organization with opportunities and, at the same time, is provoked into conflict by the diversity of team members. This study examines the effect of team diversity on knowledge creation and investigates the influence of absorptive capacity and conflict as mediators. The sample population consisted of officials who work in teams at two business corporations that have successfully achieved knowledge creation. The result presents team diversity serves as an effective factor for absorptive capacity and absorptive capacity also serves as an effective factor for knowledge creation. In contrast, team diversity brings team members into conflict and conflict has a negative effect on knowledge creation. Another significant finding of this research is the fact that a positive effect of absorptive capacity on knowledge creation is greater than a negative effect of conflict on it. It clearly demonstrates that team diversity can be an important determinant of knowledge creation if an organization tries to reduce team member's conflict.

• Korean Journal of Social Welfare Studies
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• v.41 no.3
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• pp.107-133
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• 2010

The attention of case management currently has been highlighted and its importance has been highly emphasized in mental heath field. At this point, We conducted a qualitative study on the experience of case managers from the Suwon Community Mental Health Center where it has implemented the ACT model. Through the result of this study, we verified feasibility of ACT model into Korea. and it has shown that assertive service and team approach has been a critical ingredients of ACT and it extended case manager's ability and brought improvement in relationship between clients and them. the clients has brought a positive changes. However case managers have experienced the dilemma between experts initiatives and clients dependency, and they empathised the importance of the familism and mental health system in Korea. In order to implement ACT extensively, we suggested several implications.

• Journal of The Korean Association For Science Education
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• v.38 no.3
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• pp.343-354
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• 2018

In this study, the first experience of the whole research process of a novice scientist (student A) who participated in the Undergraduate Research Program (URP) was analyzed. The data were collected through observation, interviews, and document analysis with the cultural historical activity theory being used as a theoretical lens. At the beginning of novice's research, the mentor guided him in setting a research goal and provided mediating artifacts. Student A formed a research team based on the vertical relationship without a shared mental model. Two major contradictions occurred and they were the sources of changes of student A's activity system. The first contradiction was between the mentor's educational philosophy and the mentee's educational needs, which was resolved in a way that student A asked and used the mentor's network to obtain his needs about task-specific details. The second contradiction arose because the team members wanted horizontal relationship while student A wanted to stick to the vertical relationship. After student A accepted the opinions of the team members, they cooperatively changed the division of labor in the activity system. Student A decided to become a scientist and not a physics teacher, even if his major is physics education after finishing his URP research process. His URP experience also created and expanded his network in the academic field, and his negative attitude toward collaboration changed positively. Through the analysis of the structure and changes in the activity system of URP research, implications for instructional method and support system of the apprenticeship can be obtained.

• Information Systems Review
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• v.16 no.1
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• pp.51-71
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• 2014

This study explores the influence of cognitive and affective trust on IT service project performance. Technology and Business expertise are posited as antecedents for cognitive trust which social bonding and relationship conflict as over for affective trust. Communication is posited as the commons antecedent for both kind of trust. A study was administered among IT Project leading in different projects. Analysis of 169 data point in general supports the research model. For building cognitive trust, Communication is formal to be must important while business expertise the second and technical expertise the third. For affective trust, the influence of antecedent are relatively smaller than the case of cognitive trust. For project performance, Cognitive trust seem to have stronger impact as IT may have direct impact as well as indirect impact via affective trust. Findings trust though the impact is smaller than the cognitive trust. In practice, this means to maintain Balanced approach in fostering trust-cognitive and affective.

• Journal of Korea Port Economic Association
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• v.30 no.1
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• pp.159-173
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• 2014

This study is key competence port logistics companies analyze the priorities of evaluation factors. key competence index of NCS(National competency standard) was designed on the basis of the research model. The priorities of evaluation factors were analyzed using AHP method. The results of the analysis of 1 layer's key competence priorities are as follows: Interpersonal skills(0.217), communication skills(0.153), ability to develop problem(0.148), ability to understand the organization(0.103), and resource management skills(0.090), self-development ability and professional ethics(0.070), information skills(0.065), technical skills(0.049), numeracy skills(0.035).