• 한국콘텐츠학회논문지
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• 제17권10호
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• pp.360-375
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• 2017

공공기관이 제공하는 서비스 질에 대한 사람들의 요구 수준이 높아지면서, 공공서비스의 질을 향상시키기 위한 내부 구성원의 만족도 향상에 관심이 높아지고 있다. 이러한 맥락에서 본 연구는 공공기관 구성원들의 직무만족과 인지된 직무성과에 영향을 미치는 선행요인을 확인하는데 목표를 두고 있다. 선행요인으로서 공공봉사동기, 직무자율성, 인사제도의 적합성을 제시하였고, 각각의 효과를 확인하기 위하여 창원시 보건소 직원들을 대상으로 설문조사를 실시하고 회귀분석을 통해 분석을 실시하였다. 그 결과 독립변수인 공공봉사동기, 직무자율성, 인사제도의 적합성 모두 종속변수인 직무만족과 인지된 성과에 유의미한 영향을 미치는 것으로 나타났으며, 공공봉사동기와 직무자율성은 직무만족에, 인사제도의 적합성은 인지된 성과에 상대적으로 더 높은 영향력을 미치는 것으로 나타났다. 특히, 창원시 보건소 조직은 인위적인 조직통폐합을 통해 만들어진 조직으로서 위에서 밝혀진 결과는 향후 공공기관 조직 개편의 상황에서 조직의 안정적인 성과 창출을 위한 구성원 관리에 시사점을 제공하고 있다.

• 대한예방한의학회지
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• 제6권2호
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• pp.48-63
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• 2002

The study aims to investigate the process of professional socialization of oriental medical students, to analyze influencing factors on it, and to compare the results with those of western medical students. Professional socialization, in the context of this study, means the process through which a layperson becomes a profession equipped with professional identity and values. A survey using specially designed questionnaire was carried out in 1999. The data were collected from 11 oriental medical colleges for 2,656 students. A total of 2,597 cases was finally included in the statistical analysis. Analysis of factors related to professional value found that oriental medical students thought highly of human-oriented factors, followed by science and status, and this trend remained unchanged as they moved on to qualification. Among professionalism related items, those involved in professional regulation and dominance factors showed high scores, while showing low scores on items related to bio-ethics and autonomy factors. Unlike items of professional value, those of professionalism showed a notable difference in attitude statistically by schooling level. The average scores of factors for professionalism increased with increasing schooling years. This trend proved that oriental medical students acquired professional norms and attitudes through their educational period. Multiple regression analysis with the factors related to professional value and professionalism as dependent variables found that independent variables had some impact on science, status, and clinical autonomy, but no impact on human, policy autonomy, and professional regulation factors. In conclusion, with increasing schooling years, professional norms and attitudes of oriental medical students were also strengthened. And, in spite of the differences in general propensity, they have a base consciousness in common with western medical students. The difference of mind-set and attitudes related to professionalism in the two groups, however, considering the necessity of future cooperative relations, indicated that a common curriculum between both schools is needed, and the education of social medicine should be strengthened in oriental medical colleges.

• 디지털융복합연구
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• 제19권6호
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• pp.47-52
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• 2021

본 연구에서는 직무특성의 핵심요소인 기술다양성, 과업정체성, 직무중요성, 자율성, 피드백에 초점을 맞춰 그 중요성을 강조하였다. 그리고 직무특성의 핵심요소들이 이직의도에 미치는 영향에서 자기효능감의 매개효과를 검증하는데 초점을 두었다. 이를 검증하기 위해 중국의 서비스업에 근무하는 종업원을 대상으로 설문조사를 실시하여 실증분석을 진행하였으며, 연구결과 직무특성의 하위요인들인 기술다양성, 과업정체성, 직무중요성, 자율성, 피드백은 모두 자기효능감을 향상시키는 것으로 밝혀졌다. 또한 자기효능감은 이직의도를 저하시키는 요소로 볼 수 있다는 것을 검증하였다. 더 나아가 자기효능감은 기술다양성, 자율성과 이직의도 간의 관계에서 완전 매개효과를 가진다는 것이 검증되었다. 이와 같은 연구결과들을 통해 직무특성의 하위요인 중에서 자기효능감에 가장 큰 영향을 미치는 요소가 무엇인지를 밝혔다. 마지막으로 본 연구결과를 바탕으로 중국 서비스업 기업과 중국에 진출하고자 하는 한국 서비스업 기업의 실무자에게 인적자원관리 측면에서 유용한 시사점을 제시하고 향후 관련 연구에 대해 논의하였다.

• Human Ecology Research
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• 제61권4호
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• pp.521-541
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• 2023

The purpose of this study is to demonstrate the antecedent and consequential factors of satisfaction with the flexible working system. Organizational culture was examined as an antecedent factor, while job satisfaction, work performance, organizational commitment, turnover intention, and quality of life were examined as outcome factors. The data of 2,785 public officials who used the flexible work system in the Korea Institute of Public Administration (2022) data set were analyzed using SPSS 28.0. and PROCESS macro's Model 4. The main research findings are as follows. First, organizational cultures that respect individuality and cooperation, supports management, and aims for work autonomy all positively and significantly affect satisfaction with the flexible working system. When ranking the size of influence by the type of organizational culture, work autonomy, respect for individuality, and a cooperative organizational culture had a positive impact in that order, with work autonomy being the most influential factor. In addition, the public officials' age, job preparation period, self-evaluation of workload, and overtime working hours are significant antecedents of satisfaction with the flexible work system. Second, when examining consequential factors, a high level of satisfaction with the flexible working system affects job satisfaction (+), work performance (+), organizational commitment (+), turnover intention (-), and quality of life (+). Job satisfaction was an especially valid mediator between satisfaction with the flexible working system and other consequential factors, including work performance, organizational commitment, turnover intention, and quality of life.

• 한국콘크리트학회:학술대회논문집
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• 한국콘크리트학회 2004년도 춘계 학술발표회 제16권1호
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• pp.428-431
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• 2004

Smart structural system is defined as structural system with a certain-level of autonomy relying on the embedded functions of sensors, actuators and processors, that can automatically adjust structural characteristics, in response to the change in external disturbance and environments, toward structural safety and serviceability as well as the extension of structural service life. In this study, carbon and glass hybrid fiber materials were investigated fundamentally for the applicability of self diagnosis in smart concrete structural system as embedded functions of sensors.

• 기술혁신연구
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• 제4권1호
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• pp.83-128
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• 1996

This paper explores desirable features of annual salary system a corporation can adopt to design it for R&D personnel or staff. This research, in particular, purports to examine how effective the money compensation is used to motivate R&D personnel and some differences with respect to their research areas, educational backgroudns and professional positions. In addition, the paper analyzes the motivational effectiveness of non-money compensation by comparing the preference level of the money and non-money rewards such as recognition, autonomy and responsibilities, etc. The response of R&D personnel as analyzed in this paper would provide a helpful reference for designing an annual salary system in R&D group.

• 지역사회간호학회지
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• 제29권1호
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• pp.21-32
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• 2018

Purpose: This study attempted to identify regional disparities of self-rated health among Korean wage workers and to investigate the influencing factors on them. Methods: The study subjects were 25,069 workers in 16 regions who were extracted from the 2014 Korean Working Condition Survey (KWCS). A multilevel analysis was conducted by building hierarchical data at individual and regional level. Results: In this study, 'financial autonomy rate' and 'current smoking rate' were identified as regional factors influencing the workers' self-rated health. When the socio-demographic and occupational factors of the workers were controlled, 'current smoking rate', a health policy factor, explained the regional disparity of workers' health status. Conclusion: We found that the health status of workers can be affected by the health behavior level of the whole population in their residential area. In order to improve the health status of working population and to alleviate their regional health inequalities, it is necessary to strengthen macro and structural level interventions.

• Asia pacific journal of information systems
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• 제9권2호
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• pp.117-132
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• 1999

Common system deployment is one of the global information systems strategies of a multinational corporation for large-scale development that can provide economies of scale and optimal use of scarce technical expertise. But while the same (headquarter) team implements the same system, the resulting efficiencies of those projects differ widely among the subsidiaries. This paper focuses on the differences between the efficiencies of these implementation projects. Eight prepropositions about the factors causing the differences have been developed from the previous research. These prepropositions are explored through a case study on the twelve overseas subsidiaries of a multinational electronic corporation headquartered in Korea. We found that three factors(autonomy of subsidiary, complexity of task, experience level of users) have strong relevant relationships and two factors(level of subsidiary country, level of process formality) have partial relevant relationships with the implementation outcome.

• KIEAE Journal
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• 제11권5호
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• pp.137-143
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• 2011

An atrium space, unlike ordinary office rooms, accommodates variety of activities such as moving and resting of people and usually houses variety of vegitation to improve amenity and indoor environment. Many atrium buildings in Korea have been designed by considering the environmental criteria for human beings, not for the vegitation in the atrium space. Especially the daylighting designs are mostly focused on the required illuminances for various visual tasks of the occupants and glare controls. As a result, some atrium spaces do not provide sufficient light to the interior plants. Consequently, these atrium spaces require a high level of electric lighting to compensate the deficit of natural light for the photosynthesis of the vegitation. The purpose of this study was to suggest design guidelines for 4-sided atrium spaces having different well indices (WI), plan aspect ratio (PAR), and cardinal orientation. The findings from this study might be referenced by building designers when designing or selecting canopy systems by considering the daylight performances of the uncovered atrium spaces. In the study, the daylight performance was evaluated in terms of daylight autonomy (DA).

• 성인간호학회지
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• 제28권5호
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• pp.585-594
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• 2016

Purpose: The purpose of this study was to develop and test a predictive model on the male nurses' turnover intention. Methods: This study utilized the model-testing design based on the Price's causal model of turnover. This study collected data from 306 male nurses on a national scale with structured questionnaires measuring job opportunity, kinship responsibility, positive emotion, work autonomy, role conflict, work satisfaction, organizational commitment, and turnover intention. The data were analyzed using SPSS/WIN 22.0 program and AMOS 20.0 program. Results: As the outcomes satisfied the recommended level, the hypothetical model appeared to fit the data. Twenty-seven of the 38 hypotheses selected for the hypothetical model were statistically significant. 54.2% of turnover intention was explained by job opportunity, kinship responsibility, positive emotion, work autonomy, role conflict, work satisfaction and organizational commitment. Conclusion: The hypothetical model of this study was confirmed to be adequate in explaining and predicting male nurses' turnover intention. Findings from this study can be used to design appropriate strategies to decrease the male nurse's turnover intention.