• 대한안전경영과학회지
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• 제17권3호
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• pp.173-183
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• 2015

The study conducted questionnaire analysis on 607 host company employee and 404 subcontractor employee in order to examine the difference in the safety culture cognition of host company and subcontractor. As a result, host company had higher recognition in all safety culture factors compare to that of subcontractor, and there were bigger gap of cognition in the 'cognition in safety status and culture', 'accident and near-miss', 'immediate superior's concentration degree in safety and health' than that of other cognition factors. Furthermore, team leaders showed the highest cognition in both host company and subcontractor, and employees with above 20 year career had the highest cognition in both host company and subcontractor. There is high relationship between host company and subcontractor in the correlations in safety culture cognition factors. Through this study, we identified the difference in the safety culture cognition factor of host company and subcontractor.

• 한국IT서비스학회지
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• 제20권3호
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• pp.13-25
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• 2021

The article presents the results of how employee's hierarchical job roles differently recognize a SM(smart manufacturing) and evaluate comprehensively on the SM employees training. The research was focus on small and medium size manufacturing corporation in Banwol·Siwha industrial complex, where is carried out Smart Complex National Policy. The Results from 205 participants working for a manufacturing firms in the Banwol·Siwha industrial complex. The results of study show that managers (vs workers) group is higher recognition of smart manufacturing and more intention to participate a SM employee training and utilize a SM equipments for test a manufacturing process. and these variables were mediated by SM cognition. These results will help SM manpower training center strategically design their training programs to maximize the training effectiveness.

• 경영과정보연구
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• 제31권4호
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• pp.237-260
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• 2012

본 연구의 목적은 정부의 강력한 의지로 추진되고 있는 저탄소 녹색성장 정책을 중소건설회사 직원들이 적극적으로 받아들이고 이를 강점으로 활용하는 노력이 필요하다는 것에 주목하고, 구성원들의 녹색성장 정책 인지와 신뢰, 그리고 자기효능감이 조직몰입에 미치는 영향과 녹색성장 정책 인지가 조직몰입에 미치는 영향에 있어서 정책신뢰, 회사신뢰의 매개효과와 조절효과를 확인하고자 하였다. 또한 회사신뢰와 조직몰입에 대해 구성원들의 자기효능감이 촉진요인으로 작용할 것인지에 대해 조사하였다. 연구결과, 구성원들이 녹색성장 정책에 대한 인식이 높으면 직원들의 회사에 대한 조직몰입의 정도가 정(+)적으로 유의미하게 높아지는 것을 알 수 있었다. 녹색성장 인식과 조직몰입간에 정책신뢰의 매개효과와 조절효과는 나타나지 않았으나, 회사신뢰는 부분매개하고 있음과 조절효과가 있는 것으로 나타났다. 마지막으로 자기효능감은 회사신뢰와 조직몰입 간에 통계적으로 유의미하게 부분매개하고 있어 촉진요인으로 작용함을 알 수 있었다. 본 연구는 녹색성장 정책인식이 회사신뢰를 매개로 조직몰입에 영향을 주며, 회사신뢰는 구성원들의 자기효능감을 매개로 조직몰입에 영향을 주는 새로운 모형을 제시하였다. 즉, 정책인식, 회사신뢰, 자기효능감, 조직몰입 변수들 간의 이론을 통합하고 그 논리를 확대하였다는 점에서 이론적 시사점이 있다고 할 수 있다. 또한 정책인식은 회사신뢰를 매개로 하여, 회사신뢰는 자기효능감을 매개로 하여 조직몰입에 영향을 미치기에 정책인식과 회사신뢰를 향상시킬 수 있는 방안을 모색하여야 할 것임을 시사하고 있다.

• 한국컴퓨터정보학회논문지
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• 제17권2호
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• pp.225-230
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• 2012

스마트폰 확산에 따라 스마트 사회가 진행되면서 개인의 일상생활 방식이 변하고 있으며, 업무수행 방식도 스마트 워크화 되어감에 따라 업무 담당자는 시간과 장소의 제약 없이 원격지에서도 업무처리가 가능해지고 있다. 이러한 사회전반에 걸친 스마트화에 따라, 업무관련 구성원과 시스템은 상호 연결되어 개인화된 서비스를 받을 수 있는 환경으로 바뀌면서 유연한 근무가 가능해졌다. 본 논문에서는 중소기업 근로자의 업무인지와 업무수행간 스마트워크 환경의 조절효과를 탐색하고자 한다. 탐색연구 결과 업무가 복잡할 때 스마트워크 환경 수용은 협업 업무수행을 증가시키는 조절효과가 있다는 것을 알 수가 있었다.

• 산경연구논집
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• 제9권10호
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• pp.51-61
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• 2018

Purpose - Korean women suffered from serious experience at unfair personnel practice in the work and coexistence between work and home affairs. The study examined woman workers' career plateau perception and success who worked for local public enterprises, that is to say, regional public corporation invested by local government, and investigated mediating effect of dual commitment as well as control effect of self-efficacy from point of view of various access to variables. Research design, data, and methodology - The study investigated women employees of regional public corporation by empirical analysis. The author collected 337 copies from 380 copies and made use of 325 copies after excluding copies with improper answer. SPSS 24.0 and AMOS 24.0 were used. Results - The study investigated effect of career plateau (structure and content) upon subjective career success (job satisfaction and career commitment) according to questionnaire material: First, not only structural plateau but also content career plateau had negative influence upon dual commitment (structure and career). Second, dual commitment had positive influence upon subjective career success from point of view of organizational commitment and career commitment. Third, structural career plateau had positive influence upon career success, and content career plateau had positive influence upon job satisfaction. Fourth, structural career plateau did not have significant influence upon job satisfaction, content career plateau and career satisfaction. Fifth, subordinate variables (organizational commitment and career commitment) had mediating influence upon career plateau cognition and subjective career success. Sixth, self efficacy did not control career plateau cognition and subjective career success. Conclusions - Women employee's career plateau cognition mediated dual commitment to have influence upon career success and to be likely to help career success theory study. Career plateau had negative influence upon dual commitment and career success of women workers. The study shall give base of counteraction from point of view of control and motivation of women workers thinking of career plateau.

• 한국식생활문화학회지
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• 제30권4호
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• pp.439-446
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• 2015

This study considered network quotient (NQ) of deluxe hotel employees and schematized characteristic attributes of being selected by employees with image through correspondence analysis in terms of cognition degree. Self-administrated questionnaires were completed by employees (292 samples) and data were analysed by frequency, t-test, one-way ANOVA, reliability and correspondence analysis. First, the hotel employees indicated the high average value in "participating in special education or seminar for improving ability ($3.85{\pm}0.76$). Second, as a result of analyzing difference according to gender, the average value in men was higher than in women. It was indicated that the higher age and career lead to a rise even in the average value of relationship index. Third, in consequence of carrying out correspondence analysis in order to prepare image map according to cognition level on relationship index in hotel employees, the measurement item that is placed in the closest distance to the response as saying of not so very was the response as saying of "having a lunch (dinner) engagement twice or three times a week." On the other hand, the response as saying of "tending to have many acquaintances compared to coworkers" was schematized in the close distance to the response as saying of very so.

• 한국조리학회지
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• 제10권2호
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• pp.149-168
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• 2004

Nevertherless, a structural depression with high expense of costs-low degree of efficiency and high price of commodities-low degree of growth during the last few years. And hotel companys were doing endeavor for conquer this depression with reshuffle of the personnal system and that systematizing an enterprise and production control. Hotel has more increase personnel expenses percents than increase sold price percents so that hotel reducing cook and as result, hotel has a problem from production selling of food service because that is insufficient of cook man power. On studying this research, an importancy of cusine department in inquire hotel and an efficiency man power control of cusine department influence on hotel marketing were made use of analysis for hotel kitchen management. The result of this study is like that. First, the quality of a hotel employee is directly related to that of hotel service, which is functioned as a principle factor on which success or failure of the hotel very largely depends. Second, fair evaluation of merits. Third, cognition for job as expert. Fourth, the roles and competences of the employees were affected much by the inner or outer environmental changes surrounding the hotel enterprises. Fifth, do not underestimate an intelligent ability and will power of employee, and hotel company have to manage that the employees consult themselves about their things of department and improve with the master sense for job. Sixth, pay increase and intensive system. This system can raise the will to achievement for employee's job, and company can get many benefits from government. Seventh, the employees should be encouraged to have memberships of academic organizations, to actively participate in academic meetings, workshops, conferences, and forums in the area of job performance.

• 한국조리학회지
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• 제7권2호
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• pp.25-48
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• 2001

Since 1998 IMF economic crisis, hotel companys have made an operation innovation in generally to reinforce a competitive power. Never ther less, a structural depression with high expense of costs-low degree of efficiency and high price of commodities-low degree of growth during the last few years. And hotel companys were doing endeavor for conquer this depression with reshuffle of the personnal system and that systematizing an enterprise and production control. Hotel has more increase personnel expenses percents than increase sold price percents so that hotel reducing cook and as result, hotel has a problem from production selling of foodservice because that is insufficient of cook man power. On studying this research, an importancy of cusine department in inquire hotel and an efficiency man power control of cusine department influence on hotel marketing were made use of analysis for hotel kitchen management. The result of this study is like that. First, the quality of a hotel employee is directly related to that of hotel service, which is functioned as a principle factor on which success or failure of tie hotel very largely depends, Second, fair evaluation of merits. Third, cognition for job as expert. Fourth, the roles and competences of the employees were affected much by the inner or outer environmental changes surrounding the hotel enterprises. Fifth, do not underestimate an intelligent ability and will power of employee, and hotel company have to manage that the employees consult themselves about their things of department and improve with the master sense for job. Sixth, pay increase and intensive system. This system can raise the will to achievement for employee's job, and company can get many benefits from government. Seventh, the employees should be encouraged to have memberships of academic organizations, to actively participate in academic meetings, workshops, conferences, and forums in the area of job performance.

• 한국콘텐츠학회논문지
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• 제8권12호
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• pp.386-395
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• 2008

호텔경영 정보시스템을 사용하고 있는 사용자의 인식수준을 통해 IT(system)의 업무기여 정도를 파악하고, Business와 정보기술의 연관관계를 규명하여 경영정보시스템의 향상을 도모코자 진행된 연구로, 연구결과 시스템을 통한 업무처리는 우수하나, 활용율 제고를 위한 개선이 필요한 것으로 조사되었다. 특히 숙박업의 형태에 있어 호텔과 리조트간의 인식에 차이가 있었으며, 개발방식에 있어서는 외국산 PKG보다 자체개발한 시스템이 화면조작이 용이한 것으로 조사되었다. 시스템 에러와 관련해서는 근무연수가 낮은 직원과 그렇지 않은 직원간의 차이가 있는 것으로 조사되었으며, 기능적인 측면에서 고객후불지원의 경우 프런트와 예약부서간의 차이가 있는 것으로 나타났다. 또한 대부분의 경우 시스템 이용에 있어 발생되는 문제에 대한 즉각적인 처리나, 시스템 지원체계의 구축 등에 낮게 인식하고 있었는데, 이는 최근 기업들의 IT S/M조직(시스템지원부서)을 outsourcing함으로써 자사직원이 아닌 외부용역업체이기 때문에 발생하는 것으로 사료된다. 호텔경영정보시스템을 구축함으로써 기업의 현재 실행하고 있는 업무의 지원수준은 상당이 높아진 것은 사실이나, 조사결과에서 처럼 사용자의 요구에 능동적인 대처와 현업의 업무를 끌어가며 선진적 업무의 방향성 제시가 필요하며, 이러한 정보시스템의 구축은 궁극적으로 기업의 가치창출을 지원하고, 현행업무의 효율성을 배가시키는 시스템이 되어야 한다.

• 한국조리학회지
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• 제9권1호
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• pp.22-38
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• 2003

This study divided all cooking-related employees into hotel organization and family restaurant organization, and analyzed the present duties´ characteristics along with an analysis on population statistics. Also, the study examined each employee´s recognition degree of his/her duty in each group and investigated which knowledge and skill they thought as important parts for their developing ability and attaining duties in the future. The collected data tell the followings; with respect to the characteristics of the employees´ duties, the characteristics of hotel employees were different from those of family restaurant employees; in case of hotel employees, the characteristic items recognized at a high level were the importance of duty, independence, self-reliance, the knowledge degree, career, controlling-ship, and development-ship. On the contrary, in case of family restaurant employees, the highly recognized items were complexity of duty, stagnation-ship, and human relationship. Generally, it was clear that family restaurant employees showed more complaints than hotel employees did in the section of recognition degree on the present duties. The imperfect matter is that this study could not specify particulars or details of knowledge and skills that are necessary to make a perfect food-service company. However, this study will become a basis to develop further research on a perfect supposition and detailed particulars by detailed variables in a demonstrative way.