• Journal of Venture Innovation
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• v.6 no.3
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• pp.149-164
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• 2023

Today, when innovation and creativity become increasingly important, management of human resources is a key factor for corporate performance and competitive advantage. Corporate are implementing and introducing various types of support methods for members to achieve goals and improve organizational performance. Organizational culture and organizational trust affect the cognitive and emotional state of members. Furthermore, it can bring about changes in organizational performance such as job stress and job satisfaction. From an institutional point of view, work-life balance is also a major factor affecting organizational performance. The imbalance between work and life leads to a decline in organizational performance, such as decreased morale and dissatisfaction with work. In relation to work-life balance, the low birth rate problem intensified and the importance began to emerge. Therefore, the government has implemented various policy support for workers' work-life balance, and the "52-hour workweek" is a representative example. This study analyzed the effect of organizational culture applying the competitive value model on workers' job stress. In addition, the mediating effects of overtime work per week and organizational trust were analyzed. Job stress corresponds to a prerequisite stage that affects job commitment, job satisfaction, and turnover intention. However, research measuring job stress by organizational performance is insufficient. In addition, there are few studies analyzing the relationship between overtime and organizational performance. Considering this, it is necessary to understand the influence relationship. The results of the study are as follows. First, a hierarchical culture increases the job stress of workers. On the other hand, innovation-oriented, relationship-oriented, and competition-oriented corporate culture reduce job stress. Second, a hierarchical culture has reduced trust in the organization, and other organizational cultures have increased trust in the organization. Third, relationship-oriented and competition-oriented organizational culture reduced overtime. Innovation-oriented, hierarchical-oriented culture increased overtime Fourth, organizational trust and overtime have the effect of mediating organizational culture and job stress. Based on these analysis results, this study presented academic and political implications.

• Journal of Navigation and Port Research
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• v.39 no.3
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• pp.223-231
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• 2015

Korea port customs surveillance of administration is operated around the 24 hours without a break in accordance with the characteristic of trade, in this specific environment, Ocean fisheries officials are performing this important duty. This research investigated various factors which might influence Korea Customs Service civil servants who are engaged in port, based on advanced researches on job satisfaction and Herzberg's two factors(motive hygene factor), and analyzed the difference in job satisfaction in respect of job satisfaction composition according to Ocean fisheries officials at port customs sociodemographic characteristics through a survey. Also, the researcher comprehended the factors of job satisfaction which have the biggest influence on the whole job satisfaction. Based on the analysis result, The researcher expects that the results of this research can contribute to customs administration's inherent goal achievement by finding out customs civil servants' job satisfaction degradation factors, who are engaged in port surveillance of administration, and properly controlling them and improving organizational members' job satisfaction.

• The Journal of the Korea Contents Association
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• v.14 no.10
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• pp.639-648
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• 2014

As provider-centered medical environment has changed into consumer-centered, this study intends to improve the efficiency of management by motivation to administrative staffs and improvement in job satisfaction. The purpose of this study is to analyze the factors that influence job satisfaction among administrative staffs in a metropolitan university hospitals. Survey of 305 people in total were used in the data analysis. AMOS 21 Ver. was used to perform Structural model(SEM) equation. First, the validation results showed the follow results $X^2=206.776$, df=77, Q=2.685, P<.001, GFI=.915, TLI=.927, CFI=.946, RMSEA=.074, which supported this research's significance. Second, compensation and working conditions positively affected motivation. Third, motivation positively influenced job satisfaction. Fourth, communication positively influenced job satisfaction. Fifth, after adjusting the mediating effect, in the relationship between compensation and job satisfaction, it was proved that motivation was a complete mediator. Incase of the relationship between the working conditions and job satisfaction, motivation acted as a partial mediator. Fair and reasonable compensation and employment stability, benefits and other working conditions, better internal and external communication between the organization are to increase job satisfaction. To do this, an administrator needs to have attention and will, and a variety of education and training programs need to be developed. The purpose of this study is to provide basic grounds for future policies related to increasing administrative staffs' job satisfaction.

• Proceedings of the Korea Society for Industrial Systems Conference
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• 2003.11a
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• pp.577-588
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• 2003

정보기술의 급진적인 발달로 경쟁이 점점 심화되어져 가고 있는 환경 속에서 경쟁적 우위를 갖기 위한 기업들의 끊임없는 노력은 계속 되고 있다 이러한 시점에 ERP(Enterprise Resource Planning: 전사적 자원관리) 시스템은 기업의 경쟁력을 재고하고 변화하는 비즈니스 환경을 예측하여 신속하고 현명하게 대처하기 위한 수단으로서의 역할을 수행하고 있으며 최근 기업뿐만 아니라 대학에서도 이에 대한 관심이 확산되고 있다. 이미 국외의 많은 대학들이 ERP 시스템을 도입한 실정이고, 국내에서는 정보화 사업의 일환으로 연세대학교가 일반 행정 업무의 효율화를 위해 SAP R/3를 도입했고 향후 학사 행정 시스템과의 통합을 모색 중이다. 정부에서도 국·공립 대학들의 행정업무효율성 제고를 위해 차세대 행정업무시스템으로 ERP 시스템 도입을 본격화하고 있다. 따라서 본 논문에서는 정보화를 추진하고자 하는 국내 대학에 ERP 시스템의 도입을 제안하였고, 기존에 선행 연구된 연구자료를 비교·분석하여 기업의 ERP 시스템 구축 성공요인을 정리하였다. 국내 대학은 ERP 시스템 도입 시 제시된 주요성공요인 등을 고려하고 지속적인 관심으로 프로젝트를 수행함으로써 보다 효과적으로 구축을 완료해야 할 것이며, 아직 국내의 사례가 충분하지 않기 때문에 본 논문에서 제시한 국내외의 사례를 살펴봄으로써 대학의 ERP 시스템 도입에 관해 빠른 이해를 할 수 있을 것이다. 끝으로 본 논문은 초기단계에 있는 국내 대학의 ERP 시스템 도입에 대학이 나가야 할 방향을 제시하였고, 앞으로 국내 대학의 ERP 시스템 도입이 증가할수록 이에 대한 연구도 계속 되어야 할 것이다.보다 더 높게 나타난 반면에, 실무계 전문가 집단은 비용이 정보시스템 보다 더 높게 나타났다는 것이다.리적 특성이론과 사용자 수용이론으로 구분하여 이 특성에 따라서 향후 개발될 3D 핸드폰 아바타의 수용도의 관계를 파악하고자 한다. 본 연구에 대한 자료 수집방법은 D대학교의 교양과목인 “사이버문화의 이해와 활용”을 수강하는 학생들을 대상으로 총 170부를 설문 조사하였으며, 수집된 설문지 중에서 불성실하게 응답한 설문지 6부를 제외한 총 164부를 유효한 설문으로 확보하였다. SPSSWIN 10.0 패키지를 이용하였으며, Cronbach's Alpha값을 통한 신뢰도 분석과 요인분석을 통한 타당성 분석을 하고, 연구변수로 선정한 각 요소들의 아바타 수용도에 미치는 영향력 정도를 파악하기 위해 회귀분석을 실시하였다. 그 결과 심리적 특성과 사용자 수용 특성은 아바타 수용도에 부분적으로 영향을 미친다는 것 결과가 나타났다.웨어 프로세스 평가와 개선 모델의 개발을 위한 기초적인 자료를 제공할 것으로 예상된다 또한, 본 연구 결과는, 우리나라 소프트웨어 조직들이 실제로 무엇을 필요로 하는지를 밝힘으로써, 우리나라의 소프트웨어 산업을 육성하기 위한 실효성 있는 정책 입안을 위한 기초 자료를 제공할 것으로 예상된다.다.를 검증하려고 한다. 협력체계 확립, ${\circled}3$ 전문인력 확보 및 인력구성 조정, 그리고 ${\circled}4$ 방문보건사업의 강화 등이다., 대사(代謝)와 관계(關係)있음을 시사(示唆)해 주고 있다.ble nutrient (TDN) was highest in booting stage (59.7%);

• Journal of Korean Society of Archives and Records Management
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• v.16 no.2
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• pp.143-172
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• 2016

This study analyzes the process of growth of Busan from a fishing village to the capital city of South Gyeongsang Province and the central city of transportation and commerce, and an industry with records. The results of the analysis are as follows: after the port opened in 1876, there has been a decline in settlement spaces in Dongnae; on the other hand, there has been an increase in migration spaces around the port of Busan. Waegwan (倭館) nearby Yongdusan Mountain (龍頭山) was changed to the Japanese concession; thus, the number of Japanese moving into Busan had rapidly increased. As a result, the Japanese government carried out reclamation work for securing available lands for the construction of port facilities and other facilities. The Japanese government built public offices and houses, as well as production facilities for daily necessities around the port of Busan. The opening of the Seoul Busan railway (京釜線) and the cross-channel liner between Busan and Shimonoseki (釜關連絡船) led to the growth of Busan and the development of its status. At this time, as the main industry of Busan was trade, Busan had grown as a commercial city. As Busan had grown as a central city of transportation and commerce, the provincial government building of Gyeongsangnam-do (慶尙南道) moved to Busan. Thus, Busan became the central city of local politics and administration. After the Land Survey Project, a large scale of farmers were recruited for low-wage work in the new port. Because of the abolition of the corporation law, Japanese capitalists moved into their colony in Busan. There, large-scale factories, such as the Joseon cotton textile factory, were established. Through this process, the locality of Busan was changed from a fishing village to a commercial city and, finally, to a city of commerce and industry.

• The Korean Journal of Archival Studies
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• no.66
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• pp.203-227
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• 2020

This article explores the influence of the king in the Joseon dynasty's document transmission system, focusing on some exceptional cases. According to the Joseon's law, the form of official documents depended on rank differences between receiver and sender. However, there were cases of not following the general principles such as Byungjo(兵曹), Seungjeongwon(承政院) and Kyujanggak(奎章閣). Byungjo was a ministry in charge of military administration. Seungjeongwon was a royal secretary institution which assisted the king and delivered king's orders that existed from the early Joseon. Kyujanggak was a royal library and an assistant institution of the king that was established in the JeongJo(正祖) era. Byungjo was regarded as a relatively high-ranking institution when it sent and received military-related documents. Seungjeongwon and Kyujanggak could use Kwanmoon(關文) to upper rank institution. Kwanmoon was the document form used for institutions of the same or lower rank than itself. Conversely, higher rank institutions used Cheobjeong(牒呈) which was stipulated as a document form to using upper rank institution in law to send them. The reason that they could have privileges in transmission document system was that Joseon had an administrative system centered on the king. Byungjo was an institution entrusted with military power from King. Seungjeonwon and Kyujanggak took charge of the assistance and the delivery of King's order. so they could have a different system of receiving and sending document than the others. In conclusion, the Joseon Dynasty operated exceptions in document administration based on the existence of the king, it means Joseon's transmission document system was basically operated under the Confucian bureaucracy with the king as its peak.

• Journal of the Korea Society of Computer and Information
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• v.25 no.6
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• pp.231-237
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• 2020

The purpose of this study is to present theoretical and policy implications based on the results of the empirical analysis of job stress in consideration of insufficient prior research on the level of job stress by public officials in charge of social welfare and public officials in general administration. For this purpose, social welfare and general administrative positions working at the City Hall of G Metropolitan City and five autonomous districts(including the Dong community service center) were selected as subjects for research. The data analysis used the SPSS statistical program to obtain technical statistics based on the average of the lower variables of the job stress. According to the analysis, there is a difference in the subjective perception level of public officials in charge of social welfare and public officials in general administration in both internal factors of job, such as job demands and job autonomy and external factors of job, such as job insecurity, organizational system, conflict of relations, inadequate compensation, and job culture. Based on this, it presented policy measures that require the granting of self-esteem of public officials in charge of social welfare, improvement of their duties, and adjustment of their workload to an appropriate level.

• Journal of Korean Society of Archives and Records Management
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• v.22 no.1
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• pp.177-200
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• 2022

Administrative information datasets are a kind of record produced based on an organization's work performance. A dataset is evidence of the act of recording and contains a lot of information that can be used for work. Datasets have been neglected in Korea's records management system. However, as the law was revised in 2020, the management of administrative information datasets was legislated. Organizations that require management of administrative information datasets have already gradually begun record management. The core of managing administrative information datasets is the preparation of the Management Reference Table for the dataset. Regardless, there is confusion with the Records Management Reference Table for Dataset in institutions that work on records management, and it is difficult to work because the Management Reference Table for Dataset has a new concept. This study looked into the problems in the records management of datasets that appeared at the beginning of work. It isuggests a method to effectively settle records management for datasets. In that way, the Management Reference Table was selected as the research subject, and the problems discussed so far were summarized. In addition, the items of the current Management Reference Table were analyzed. As a result of the study, we have proposed the simplification of items in the Management Reference Table, the reorganization of areas in the Management Reference Table, the introduction of the concept of retention periods, and the preparation process of the Management Reference Table.

• The Journal of the Korea Contents Association
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• v.9 no.12
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• pp.270-278
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• 2009

Most of previous studies on civil servants' stress factors and job satisfaction have been focused on low job satisfaction caused by stress from role relations and human relations. In case of fire officers, however, their stress is expected to be influenced by their unique job characteristics such as risk, urgency, stand-by, and shift. Thus, this study divided fire officers'stress factors into job-related factors (risk, urgency, stand-by, alternation) and role-related factors (role conflict, role ambiguity, role overload), and empirically analyzed how these factors affect their job satisfaction. According to the results of this study, fire officers' job characteristics and their roles in the organization had a significant effect on their job satisfaction. Particularly, among the job-related factors, urgency and stand-by had a positive effect on job satisfaction, and among role-related factors, role conflict and role overload had a negative effect on job satisfaction. In addition, fire officers' stress and job satisfaction were significantly different according to their job (fire fighting, rescue and first aid, fire administration, others), and according to their workplace (fire fighting headquarters, fire station, 119 safety center).

• Korean Journal of Social Welfare
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• v.65 no.4
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• pp.195-220
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• 2013

The purpose of this study is to discover the context and pattern of turnover social workers have experienced. To achieve this purpose, researchers collected data from in-depth interviews with seven social workers who have experiences of turnover and analysed the data using context-pattern analysis method. Research findings are composed of individual context-pattern analysis and integrated context-pattern analysis. In individual context-pattern analysis, researchers mixed time-dimension(before turnover/on the process/after turnover) and level-dimension(experienced phenomenon/meaning of experiences/context connected with phenomenon and meaning) and analysed the context of every stages and serial pattern. Also, we connected with each contexts and patterns and integrated the context-pattern of turnover. Integrated context-pattern structure is divided for four areas; organization before turnover, organization after turnover, social worker as a stakeholder of turnover, and network of social worker. Based on the results of the study, administrative recommendations were suggested in order to manage the turnover of social workers in social work fields.