• 아태비즈니스연구
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• 제5권2호
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• pp.51-64
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• 2014

Strategic bundling of Human Resource Management (HRM) practices among themselves works together as an entire HRM system rather than individual HRM practices to achieve organizational objectives. The bundles of HR practices support the effectiveness of one another assuming the effectiveness of any practice depends on other practices in place. It is said that the greater the total degree of bundling among the various components of HRM policies and practices, the more will be the organizational outcomes. Realizing these facts, this study aimed to explore the level of strategic bundling and examined the impact of such bundling on organizational performance to the publicly listed companies of Nepal. This empirical study is based on description and exploratory design for which data collected through the questionnaire based on 5-point liker scale. Total population of the study at the time of data collection are 234 organizations publicly listed in Stock Exchange of Nepal. Questionnaire is distributed to all organizations listed, response received from 105 organizations, as a unit of analysis, which is fairly good response. The study of strategic bundling of HRM practices perhaps the first study in Nepal, found that only 32 percent organizations have followed high bundling HR practices and these high bundling organizations are significantly different with low bundling organizations. Business organizations are trying to practice being close association of HRM policies and practices within them except labor relation with employee participation and business strategies. Supporting to the international literature, strategic bundling of HRM practices among themselves shows statistically significant effects on quality of product or services, labor productivity, financial performance, employee satisfaction, rate of innovation, employee commitment and market share.

• Asia pacific journal of information systems
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• 제9권3호
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• pp.127-142
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• 1999

There have been strong arguments that the best organizational type for the information society is a network organization which is intelligent and learning-oriented as well as has problem solving capacities rather than a traditional passive organization which strictly follows standard operating procedures. In this perspective, integrated information work environment emerges as attractive work environment for the 21st century. Integrated information work environment is defined as an integrated electronic environment that is available to and readily accessible be each employee and is structured to provide immediate, individualized on-line access to the full range of information, software, guidance, advice and assistance, data, images, tools, and assessment and monitoring systems to permit job performance with minimal support and intervention by others. Case study was performed to measure the productivity improvement by implementing integrated information work environment in life insurance company. The results show that there is a number of indications of strong work productivity improvements.

• 산업경영시스템학회지
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• 제5권6호
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• pp.69-78
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• 1982

Traditional CVP (Cost-Volume-Profit) analysis employs linear cost and revenue functions within some specified time period and range of operations. Therefore CVP analysis is assumption of constant labor productivity. The use of linear cost functions implicity assumes, among other things, that firm's labor force is either a homogenous group or a collection homogenous subgroups in a constant mix, and that total production changes in a linear fashion through appropriate increase or decrease of seemingly interchangeable labor unit. But productivity rates in many firms are known to change with additional manufacturing experience in employee skill. Learning curve is intended to subsume the effects of all these resources of productivity. This learning phenomenon is quantifiable in the form of a learning curve, or manufacturing progress function. The purpose d this study is to show how alternative assumptions regarding a firm's labor force may be utilize by integrating conventional CVP analysis with learning curve theory, Explicit consideration of the effect of learning should substantially enrich CVP analysis and improve its use as a tool for planning and control of industry.

• 한국산업정보학회논문지
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• 제11권1호
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• pp.49-57
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• 2006

현재 선박의 대형화 및 선박의 운항시간 단축 요구 등의 환경변화에 따라 컨테이너터미널의 생산성 향상이 요구되고 있다. 컨테이너터미널의 생산성은 어떠한 생산성 평가 모델을 이용하여 생산성을 측정하는지와 투입요소인 장치장, 장비, 종업원, 시설 등의 개별적인 투입요소에 따라 서로 다른 측정 결과가 나온다. 그러나 컨테이너터미널의 생산성을 측정하는데 단순히 부분적인 생산성 평가 모델이나 기존의 일반적인 투입 요소만으로 생산성의 정도를 평가하는 것은 문제점을 가지고 있다. 따라서, 본 연구에서는 컨테이너터미널의 생산성을 측정하기 위해, 기존의 컨테이너터미널 생산성 평가 모델에 관한 분석 및 투입과 산출의 명확한 인과관계를 밝히기 어려운 의사결정단위들의 상대적 효율성을 평가하기 위해 개발된 자료포락분석(DEA) 기법을 활용하여 컨테이너터미널의 생산성을 평가하고자 한다. 더불어 투입요소의 변화에 따라 생산성의 측정 결과가 어떻게 변화하는지 파악하여 보다 정확한 생산성 평가 모델을 제시하고자 한다.

• 대한안전경영과학회지
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• 제7권1호
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• pp.127-135
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• 2005

In general one can find an enormous number of studies about the productivity of land, labor and capital, very little has been done so far to communicate about the productivity of corporate information creating and information-consuming resources in ways that are useful to business executives. In view of the enormous share of corporate spending on information resources it would be useful in planning, budgeting, as well as in performance evaluation to measure how information resources are used in creating EVA(economic value-added). The effectiveness in deploying information resources has potentially a greater effect on corporate financial performance than any other economic influence. That in because corporate executives have greater discretion in directing what their information management staffs will do than in setting the terms for materials purchases, employee compensation, taxes or interest rates. The expenses for information are mostly in the form of overhead costs. Because expenses for information are mostly overhead costs and not for costs of goods, the prudent decision-maker should have a wide array of discretionary options available for allocating this resource. This study is intended for analysis the factors that having effects on the enterprise information productivity and is to description the factor using a foreign enterprise case study.

• 한국산학기술학회논문지
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• 제14권11호
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• pp.5594-5600
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• 2013

대학으로부터 교직원에게 지급되는 직무발명에 대한 보상금은 어떤 종류의 소득으로 정의되는지에 따라 과세의 대상이 될 수도 있고 비과세의 대상이 될 수도 있다. 정부는 산업교육 진흥 및 산학연협력 촉진에 관한 법률 및 기술의 이전 및 사업화 촉진법을 제정하여 대학에서 생산된 기술을 산업계로 이전하여, 연구생산성을 높이고 산학 간 협력을 증진시키려는 노력을 해 오고 있다. 그러나 정부부처간의 법 해석의 차이로 인해 대학이 교직원들에게 지급하는 직무발명 보상금에 대한 과세의 혼선이 초래되어 왔다. 본 연구에서는 이와 관련하여 대학의 직무발명 보상금 비과세제도를 둘러싼 부처 간의 갈등과정을 법해석의 차원에서 고찰하고, 비과세제도의 집행효과를 개인소득세 감면의 차원에서 분석한 후, 이를 근거로 제도의 정착을 위해 정부에 대한 제언을 직무발명 보상금의 제도 개선 차원에서 도출하였다.

• 한국조리학회지
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• 제13권3호
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• pp.207-219
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• 2007

The purpose of this study is finding the right direction to make the best career development systems for the employees in hotel industry in Korea. The condition of the best career development system is satisfaction from companies and employees each other. However, making that condition is not easy for every industry as well as for hotel industry over the world. In this respect, we can find the three directions of career development for applying the systems to the employees like strategy direction oriented, development direction oriented and employee satisfaction oriented. Among those directions, we have to find the best direction for individual satisfaction and organizational company satisfaction. This study will help to make and execute the plan for career development in real hotel industry fields, especially for the policy of human resources management. In this study, we can see the importance of employees' satisfaction for managing a hotel. The increasing productivity of the hotel eventually will be made from career development through employee satisfaction.

• The Journal of Asian Finance, Economics and Business
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• 제8권1호
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• pp.1009-1016
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• 2021

Productive human resources are important assets for companies in facing the global economic competition. The purpose of this study is to examine the effect of economic attitudes toward employees' job satisfaction as well as understanding the impact of economic attitudes toward employee productive behavior at "Sentra Tenun Ikat" in East Java. The research method applied in this study is quantitative research with an explanatory design, which is intended to gain a better understanding of the relationship between variables. The population in this study amounted to 394 participants from SMEs and joint business groups. Meanwhile, the sample was 197 people and collected using a proportional random sampling technique. The variable measurement was carried out by a questionnaire distributed to respondents, which consisted of thirty-five closed questions. Each question item provides five alternative answers. Furthermore, it is calculated using Structural Equation Modeling (SEM) undergoing the LISREL 8.80 program. The findings indicated that there was a positive influence of economic attitudes on employees' job satisfaction. Indeed, the positive value coefficient indicates that there is an effect that is directly proportional to economic attitudes toward employees' productive behavior through employee performance satisfaction, namely, the better the economic attitude taken, the higher the productive behavior of employees.

• 감성과학
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• 제27권2호
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• pp.91-104
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• 2024

The increase in the use of artificial intelligence (AI) in the workplace has introduced changes to traditional working environments. However, these are changes not only to employee productivity but also to how employees feel and think about their work. Based on prior research that has suggested connections between employees' perceptions of AI and their emotions and thoughts at work, the present study tested a moderated mediation model in which the perception of AI opportunity is indirectly related to job insecurity via employee hope, with tenure as a moderator. Data obtained from 290 Korean full-time employees illustrated that the perception of AI opportunity was negatively related to job insecurity through hope acting as a mediator. In addition, this indirect relationship was found to be dependent on the moderating role of tenure. Specifically, at lower levels of tenure, the aforementioned indirect relationship was statistically significant, but at higher levels of tenure, this indirect relationship was no longer found to be statistically significant. The implications, limitations, and future research directions of this study are discussed.

• 산업진흥연구
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• 제8권2호
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• pp.29-36
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• 2023

본 연구는 중소기업의 ESG 경영이 조직 생산성 향상에 미치는 영향에 관하여 2022년 10월 15부터 10월26일까지 설문 410개를 분석 결과를 요약하면 다음과 같다. 첫째, ESG 경영의 하위영역인 추진의 명확성, 내용의 타당성, 방법의 효율성, 직원의 우호성과 생산성 향상의 하위영역인 근로복지, 직무만족도, 조직 관리간의 직원 "우호성, 근속 태도"를 제외한 모든 영역에서 상관관계가 있으므로 ESG 경영의 하위 변인들을 적절히 조절함으로써 업무의 효율성을 극대화할 수 있다. 둘째, 상관 관계를 통해 조직에서 생산성 향상을 위한 우선순위 선정에 도움이 될 수 있으며. 인과 관계 분석은 추진의 명확성(β=.342)과 내용의 타당성(β=.276)이 가장 영향력을 미치는 것으로 나타났다. 셋째, ESG 경영에서. 추진의 명확성, 내용의 타당성, 방법의 효율성, 직원의 우호성과 조직관리 간의 상관 관계는 .719로 높은 상관관계를 보이며 인과 관계 분석은 방법의 효율성(β=.455), 직원의 우호성(β=.217)이 조직관리에 영향력을 미치는 것으로 나타났으며 이는 방법의 효율성(β=.455)을 높이기 위해 인사조직관리가 필요함을 알 수 있다. 본 연구는 중소기업의 ESG 경영과 생산성 향상의 관계에 있어서 ESG 경영성과의 인과 관계를 밝히는 데 연구의 의미가 있다.