• 한국IT서비스학회지
• /
• 제5권3호
• /
• pp.45-62
• /
• 2006

The research is intended to satisfy two interesting research purposes: one is to examine activities of both BSC adotion phase and implementation phase under carrying BSC project. The second purpose is to analyze the influence from those activities towards innovating business world. This study was conducted thru online questionnaires via online survey system during 3 months for targeting mainly on business users and consultants. The findings of the study suggest that employee's involvement, BSC information sharing, collaboration cross task related teams have major roles to operate BSC successfully. From findings, KPI choice, top-down goal allocation, budgeting allocation have strong influences on upgrading business innovations. Those businesses like to considering adoption of BSC can benefit from the findings of the research.

• 한국정보시스템학회지:정보시스템연구
• /
• 제22권2호
• /
• pp.51-83
• /
• 2013

Personal creativity is critically important for organizations seeking to survive and thrive in today's highly turbulent business environments. Organizations must effectively identify and mobilize the creative resources of their members. When organizational members perceive a work environment that restricts or fails to encourage individual creative expression, a gap may exist between the level of individual creative potential and the actual amount of individual creativity practiced within the organization. In this situation, this paper will examine the impact of role conflict, role ambiguity, creative self-efficacy, and personal initiative on personal creativity. Creative self-efficacy is the subjective belief in one's personal ability to be creative, that is, a personal assessment of one's own creative potential. A strong internal belief in one's ability to successfully engage in creative behaviors is generally considered an important part of the creative process. Personal Initiative refers to behaviors, mainly directed toward work and organizational issues, that are characterized by the following aspects: self-starting, proactive, and persistent in overcoming barriers. Creativity-related creative self-efficacy and personal initiative are critical components to understand motivation that coordinates the relationship between perception and behavior of individual employees. Based on role theory, researchers have focused on role conflict and role ambiguity as the two key ingredients of role stress. Role ambiguity is defined as an evaluation about the lack of salient information needed to perform a role effectively. Role conflict results from two or more sets of incompatible demands involving work-related issues. Employees are usually pursued work-roles more than one in work-focused organization. Too many work-roles and perceived uncertainties at employee's work can be obstacles to personal creativity. In an analysis of results, while role conflict is not negatively related significantly to creative self-efficacy, role ambiguity is negatively related significantly to creative self-efficacy. While role conflict is significantly related to personal creativity, role ambiguity is negatively related significantly to personal creativity. Creative self-efficacy mediates the relationship among role conflict, role ambiguity, and employee creativity. Personal initiative mediates the relationship between creative self-efficacy and employee creativity. This paper shows that creative self-efficacy and personal initiative are the driving force behind personal creativity. Organizations can get some implications of creative-related role conflict and role ambiguity that employees have experienced. As a result, organizations must not only encourage creativity of employees by greater involvement but also encourage their input towards their-focused own works and tasks. And employees should be developed to pace with the organizational needs and development. Management must enable employees to think of new ideas and practices that promotes personal creativity.

• KDI Journal of Economic Policy
• /
• 제37권2호
• /
• pp.64-97
• /
• 2015

This paper studies a series of capital market promotion policies Korea pursued over a 30-year period during its development era (1960s - 1980s). The purpose of this paper is twofold. The first purpose is to understand the policy approaches Korea took, and the second is to extract lessons that can benefit policymakers in the developing world, where capital market promotion is an important policy goal. There are two key features of Korea's capital market promotion policies. First, the government was actively involved, sometimes indirectly by giving tax incentives to encourage IPOs. However, in other times, it was directly involved by giving IPO orders and threatening those that did not comply. No stock exchange in a developed country has ever experienced such government involvement. Combined with rapid economic growth, this interventionist approached allowed the Korean stock market to experience phenomenal growth over a short period of time. Second, the capital market promotion policies had multiple objectives. One was to mobilize domestic capital for economic development. Another was to lower firms' debt-to-equity ratios. Most interestingly, however, the Korean government wanted to popularize stock ownership, thereby allowing ordinary Koreans to share in the fruits of economic growth.

• 경영과정보연구
• /
• 제4권
• /
• pp.309-325
• /
• 2000

Organizations rely on Secure ID resources today to handle vast amounts of information. Because the data can vary widely in type and in degree of sensitivity, employees need to be able to exercise flexibility in handling and protecting it. It would not be practical or cost-effective to require that all data be handled in the same manner or be subject to the same protection requirements. Without some degree of standardization, however inconsistencies can develop at introduce risks. Policy formulation is an important step toward standardization of security activities for ID resources. ID security policy is generally formulated from the input of many members of an organization, including security officials, line managers, and ID resource specialists. However, policy is ultimately approved and issued by the organization's senior management. In environments where employees feel inundated with policies, directives, guidelines and procedures, an ID security policy should be introduced in a manner that ensures that management's unqualified support is clear. The organization's policy is management's vehicle for emphasizing the commitment to ID security and making clear the expectations for employee involvement and accountability. This paper will discuss ID security Policy in terms of the different types (program-level and issue-specific), components, and Implementation of Expert System Simulation based on 4GL, PowerBuilder.

• 디자인학연구
• /
• 제17권3호
• /
• pp.283-292
• /
• 2004

오늘날 세계는 마르게 변모하는 기술기반 처리과정에 의해서 형성되고 있다. 점점 더 많은 숫자의 고객들이 서비스회사나 직원이 아닌 기술과의 상호작용을 통해 서비스를 받고 있다. 이렇듯 정보화시대의 무인자동화 제품은 고객 스스로가 독자적으로 서비스를 이용할 수 있는 기술적인 인터페이스로서 점차 우리 주변에서 널리 이용되고 있는 상황이다. 특히 우리가 자주 이용하고 있는 지하철내 무인자동화 제품의 서비스는 더욱 확대되고 다양화 될 것으로 보인다. 따라서 본 연구에서는 지하철 내 설치되어 있는 무인자동화 제품디자인에 대한 소비자 만족요인을 알아보기 위해 CIT(critical incident technique)라는 반 구조화된 면접법을 통해 응답자의 만족요인이나 선호하는 디자인요인을 살펴보았다. 설문조사 결과 무인자동화 제품을 사용하는 고객들은 대체로 디자인요인 보다는 신속한 업무처리를 할 수 있는 기능 주의적 사용가치를 더 고려하고 있음을 알 수 있었다. 해당 무인자동화 제품의 경험만족은 주로 기본기능 충실, 사용의 편리성이었고, 가장 낮은 항목은 위생적인 측면으로 나타났다. 이런 현상은 소비자들이 쾌적함을 추구하는 반면에 청결치 못하거나 주위환경과 맞지 않게 설치된 시설물에 대해서는 불만족하다는 의미라고 보아진다. 이와 함께 기기 별로 제품, 서비스, 환경요소들을 동시에 3D 좌표 상에 포지셔닝 해보았는데 전반적으로 환경(공간)만족요인 보다는 제품(디자인)요소나 서비스(기능)요소에 근접하여 포지셔닝 되어 있음을 알 수 있었다. 이는 소비자들이 무인자동화 제품의 경험만족이유가 주로 시간절약, 즉각적 업무처리, 원하는 시간 내 업무수행 등과 연관되므로 포지셔닝 상에서 환경적 요인보다는 사용용도에 의한 제품 및 기능요인이 더 중요하게 나타나는 것이라고 보여진다. 한편 고객들이 사용하기 바라는 무인자동화 제품의 선호이미지는 첫째, 제품(디자인)측면에서 직선적이고 간결하며 현대적 이미지를 선호하였고, 둘째, 서비스(기능)측면에서는 컴퓨터에 의한 자동화기술로 인하여 빠른 시간 내 업무처리를 하는 첨단기능의 이미지를 선호하였으며, 셋째, 환경(공간)측면에서는 최소의 공간으로 쾌적한 효과를 내는 매립형태로서 위생적이며, 주변환경과 이미지가 어울리는 제품을 선호하는 것으로 나타났다.

• 한국콘텐츠학회논문지
• /
• 제13권3호
• /
• pp.330-338
• /
• 2013

본 연구는 우리나라 기업 구성원들이 지니고 있는 직무관련 가치관과 직무성과는 어떠한 관계가 있는지, 직무특성에 따라 직무관련 성과가 변화가 있는지 분석하는 것을 목적으로 하였다. 실증연구 결과, 내적 가치관의 차원 가운데 일에 대한 자부심, 조직에 대한 관심, 행동선호성 등의 차원들은 직무만족 및 조직몰입과 유의한 관계를 나타내고 있음이 밝혀졌다. 외적 가치관은 직무만족과 조직몰입에 모두 부(負)의 관계를 나타내었다. 직무만족에는 내적 가치관에서 직무특성의 조절효과가 외적 가치관의 경우보다 더욱 크게 나타났다. 또한 직무특성은 내적인 가치관과 관련하여 조직몰입에 더욱 많은 영향을 주었다. 본 연구는 일에 대한 내적 가치관을 강하게 보유한 기업 구성원을 조직에 참여시키고 성과에 기여할 수 있도록 유도하는 것이 필요하다는 관리적 시사점을 제시하였다. 또한 장기적 관점에서 경영자는 내재적 가치중심 기업문화의 역할을 강조함으로써 외적 가치관의 변화를 이끌어내는 노력을 지속해야 한다는 실천적 함의점을 제시하였다.

• 한국조리학회지
• /
• 제20권4호
• /
• pp.239-252
• /
• 2014

본 연구는 학교조직에서 영양교사의 서번트 리더십이 조리원의 임파워먼트 및 조직몰입에 미치는 영향을 확인하기 위하여 대구광역시 초 중 고등학교에 근무하는 조리원 288명을 연구대상으로 조사대상으로 선정하여 설문조사를 수행하였고 수집된 자료는 SPSS 프로그램을 이용하여 빈도분석, 신뢰도 검증, 상관관계 및 다중회귀분석을 실시하였다. 가설을 검증한 결과, 영양교사의 서번트 리더십은 조리원의 임파워먼트에 정(+)의 영향을 미칠 것이다 라는 가설1과 영양교사의 서번트 리더십은 조리원의 조직몰입에 정(+)의 영향을 미칠 것이다 라는 가설2는 부분 채택되었고, 조리원의 임파워먼트는 조직몰입에 정(+)의 영향을 미칠 것이다 라는 가설3은 채택되었다. 따라서 학교급식의 질을 좌우하는 조리원이 자신의 업무를 자율성과 창의성에 바탕을 두고 수행할 수 있도록 영양교사가 서번트 리더십을 발휘해야 할 것이다. 서번트 리더로서 자신의 역할을 수행하기 위해 영양교사는 서번트 리더십 함양을 위한 다양한 교육과 연수를 지속적으로 받을 필요성이 있을 것이다.

• Safety and Health at Work
• /
• 제5권2호
• /
• pp.60-65
• /
• 2014

Background: To elucidate the relationship between safety culture maturity and safety performance of a particular company. Methods: To identify the factors that contribute to a safety culture, a survey questionnaire was created based mainly on the studies of $Fern{\acute{a}}ndez-Mu{\tilde{n}}iz$ et al. The survey was randomly distributed to 1000 employees of two oil companies and realized a rate of valid answer of 51%. Minitab 16 software was used and diverse tests, including the descriptive statistical analysis, factor analysis, reliability analysis, mean analysis, and correlation, were used for the analysis of data. Ten factors were extracted using the analysis of factor to represent safety culture and safety performance. Results: The results of this study showed that the managers' commitment, training, incentives, communication, and employee involvement are the priority domains on which it is necessary to stress the effort of improvement, where they had all the descriptive average values lower than 3.0 at the level of Company B. Furthermore, the results also showed that the safety culture influences the safety performance of the company. Therefore, Company A with a good safety culture (the descriptive average values more than 4.0), is more successful than Company B in terms of accident rates. Conclusion: The comparison between the two petrochemical plants of the group Sonatrach confirms these results in which Company A, the managers of which are English and Norwegian, distinguishes itself by the maturity of their safety culture has significantly higher evaluations than the company B, who is constituted of Algerian staff, in terms of safety management practices and safety performance.

• 디지털융복합연구
• /
• 제13권7호
• /
• pp.163-168
• /
• 2015

본 연구는 시대적 상황의 문제 해소 방안을 모색함에 있다. 특히 최근에 청년실업률 문제는 많은 사회적인 문제를 야기하고 있다. 이러한 문제와 관련성 높은 취업과 관련해서 신입사원의 실무교육비용은 부담으로 작용한다. 따라서 본 연구에서는 이러한 문제 해소를 위한 구체적인 방안을 모색하고자 한다. 연구내용에 있어서는 우선 업무접근성이 높은 주요 자격증 도출에 필요한 자료 수집을 위해 자격증을 관장하고 있는 대표기관의 국가직무능력표준(이하 NCS)에 기초한 자료를 분석하고자 한다. 이를 토대로 연구모형 제시와 AHP분석기법을 적용해서 업무접근성이 높은 주요 자격증을 도출하고자 한다. 이는 실무교육비용 절감과 취업에 필요한 자격증을 선별하는데 중요한 판단기준이 되리라 사료됨. 따라서 본 연구의 목적은 업무접근성이 높은 자격증 선별을 위한 기본적인 틀과 자격증 취득에 따른 판단근거를 제공함에 있다.

• 대한인간공학회지
• /
• 제35권2호
• /
• pp.111-123
• /
• 2016

Objective: The objective of this research is to study preceding literature on safety culture surveying tools and indicators used in aviation organizations to help the further understanding of aviation safety culture by presenting Korea-Safety Culture Survey Indicator (K-SCSI) as a relevant case. Background: The aviation field puts a great deal of effort in preventive safety management through the application of Safety Management System (SMS), which was co-developed by international aviation organizations such as ICAO and FAA. To successfully operate safety management system, safety culture factors such as the organization member's level of consciousness, attitude and faith regarding safety must be put together. However, the aviation field currently lacks programs to promote safety culture and the exact understanding of some safety culture concepts. Method: This research inquired into the definition of safety culture in the aviation field and the surveying tools used to measure it. It then described the development and application process of the Korea-Safety Culture Survey Indicator (K-SCSI) mainly focusing on case studies. Results: In this research are presented safety culture promoting programs that can be applied to subordinate indicators of K-SCSI such as organization commitment, management involvement, rationality of reward system, employee empowerment and reporting system. Conclusion: For a mature safety culture to settle successfully, it is essential that safety culture survey indicators are developed and applied in a way that fits the organization's features. Also, behavior measuring indicators are required to develop a more objective indicator and thus must be standardized. Application: Cases that deal with the development and application of safety culture measuring tools within the aviation field can be studied and applied in other domains to spread safety culture.