• Journal of the Korea Safety Management & Science
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• 제12권3호
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• pp.283-294
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• 2010

The present paper deals with an analysis of relationship among technical human resources management as a precursor, technology innovation activity and achievements of technical innovation on the basis of preceding empirical studies on technology innovation activities of manufacturing corporations. The analysis shows that First, the technical human resources management is found to have influence upon technology innovation activity in various ways, implying that the role of technical human resources management as a key to technical innovation is most important of all to enable manufacturing companies to gain edge in competition by means of technology innovation activity; and Second, technology innovation activity exercises impacts on the achievements of exploitative technology innovation as well as on the achievements of exploratory technology innovation on the part of manufacturing industry. The above findings prove that the level of technology innovation activity may be a source for superior competitiveness of manufacturing business as a result of technology innovation performance. Manufacturing corporations, thus, need to place more weight on stepping up their executive level of technology innovation activity factors than on increasing simply the level of technical investment.

• Journal of Korea Trade
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• 제23권8호
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• pp.27-44
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• 2019

Purpose - The purpose of this paper is to develop a tractable general-equilibrium model of examining the impact of human resource management on intra-industry trade. Commonly, managers of Korean firms are promoted internally. It necessitates a study of human resource management and its impact on an industrial equilibrium. Design/methodology - This paper relies on theoretical analysis. We build a model in firms are hierarchical; an entrepreneur, managers, and workers. All individuals have heterogeneous managerial talents, which are the main source of managerial quality. Firms search talents for prospect managers, and eventually delegate them to supervise workers. The searching incurs a sunk cost. Findings - Our finding is as follows. Country 1, relatively abundant of managerial talents, can gain more from trade than Country 2, relatively scarce of managerial talents. This is because the higher searching cost leads to the lower survival rate of firms in Country 2. Implicatively, good jobs are destroyed, and aggregate income falls in Country 2. Originality/value - According to our study, relative abundance of managerial talents affects distribution of firm size and determines trade gain. This study can contribute to the literature of organization management and trade.

• Journal of the Korea Safety Management & Science
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• 제10권1호
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• pp.11-22
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• 2008

Humans are well-known for being adept at using intuition and expertise in many situations. However, human experts are still susceptible to errors in judgment or execution, and failure to recognize the limits of knowledge. This would happen especially in semi-structured situations, in multi-disciplinary settings, under time or other stress, under uncertainty, or when knowledge is outdated Human errors are caused by cognitive biases, attentional slips/memory lapses, cultural motivations, and missing knowledge. The purpose of this research is to study errors of human experts committed in judgment and the general idea of critiquing systems as corresponding plan. Compared to expert systems, critiquing systems are narrowly focused programs useful in limited situations for collaborating with and supporting experts in their task activities. It supports an expert by detecting the human's errors by deploying various strategies that stimulate humans to improve their performance. A variety of types of critiquing systems has spread through numerous application areas.

• Journal of the Korean Institute of Gas
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• 제7권2호
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• pp.42-47
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• 2003

To prevent major accident from toxic gas release, explosion, or fire in chemical processes, it needs dynamic control of human error with mechanical failure. Although most of major accidents occur with a coupling of human error and mechanical failure, numbers of researches have studied human error and mechanical reliability independently, but no where cross each other, to reduce the risk in the process. This work focuses on the coincidence of human error and mechanical failure for management of human error, and on some important performance shaping factors to propose a method for improving safety effectively of the process industries.

• Environmental Mutagens and Carcinogens
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• 제19권1호
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• pp.39-45
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• 1999

Human Carcinogenic Potency (HCP) can be estimated based on human daily exposure dose to carcinogen (Dh), body weight (Wh), 10% tumorigenic dose (TD10), and slope factor at TD10 (Q10) from 2-yr bioassay data. This approach is more relevant to humans generally exposed to low doses of carcinogens and can reduce more of extrapolation errors from high dose in animal experiments to low dose in humans than HERP (human exposure dose/rodent potency dose) proposed by Ames et al. (Science, 236, 271-280, 1987). TD50 and HERP have been routinely used to compare rodent carcinogenic potency and human carcinogenic potency, but those approaches have had limitations in extrapolation of high dose to low dose in humans. The advantages of HCP are to estimate human exposure dose (Dh) by human monitoring instead of environmental monitoring, to consider slope factor (Q10) which reflects the tendency of curve at low dose, and to use TD10 which represents much lower dose thant TD50 or HERP. HCP will be a useful parameter for the estimation of human carcinogenic potency in risk assessment and management of carcinogens.

• Korea Journal of Hospital Management
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• 제9권1호
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• pp.95-114
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• 2004

The purpose of this study was to identify the relationship between organizational culture based on the competing values approach, human resource management practices and organizational performance at a hospital. Participants were 138 employee in a general hospital. Data were collected during May, 2003 using four structured instruments. The data were analyzed using Chi-square test, One-way ANOVA, $scheff{\acute{e}}$ test and Cluster analysis. Three clusters were derived from cluster analysis. The first cluster consisted of cultures which were mixed developmental, consensual, hierarchial and rational culture equivalently. The second cluster consisted of the weak cultures, which was lower score than other clusters. The third cluster consisted of strong comprehensive cultures, which had higher score than other clusters. In the three clusters, hierarchial and rational culture were superior. The difference between human resource management practices and organizational commitment in organizational performance according to organizational culture clusters was found to be statistically significant. The cluster which had strong comprehensive cultures, in contrast to other clusters, more significantly affects on human resource management practices and organizational commitment. However, the strength of organizational culture does not have a significant effect on customer oriented service performance in organizational performance. These results showed that types of organizational culture were significantly related to human resource management practices and organizational commitment, and understanding the existing culture is essential to develop the organization of hospitals.

• Journal of Family Resource Management and Policy Review
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• 제13권4호
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• pp.39-52
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• 2009

The purpose of this research is to introduce a new method for teaching family resource management using classroom experiments. Classroom experiments are very attractive in the sense that students are placed directly into the various environments being studied, and they enhance the effectiveness of the Socratic Method, as opposed to traditional lectures. The family resource management approach focuses on the resource allocation behavior of families in the utilization of their human and non-human resources to achieve goals. Therefore, there are many family resource decision situations to which classroom experiments may be fruitfully applied. Within this context, this research provides useful implications for applying managerial concepts of family resource management behavior in practical situations. The study results might be used to analyze an interactive framework that facilitates discussions of classroom experiments, family resource management behavior and human ecology.

• Journal of Korea Society of Digital Industry and Information Management
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• 제14권1호
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• pp.87-101
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• 2018

The purpose of this study is to develop the measuring instruments for evaluation criteria for Malcolm Baldrige National Quality Award(MBNQA), suitable for ICT Industries, and to analyze the cause-effect relationship between those criteria through aforementioned instruments. MBNQA is formed with seven categories: Leadership, Strategic planning, Focus on patients, other customers and markets, Measurement, analysis and knowledge management, Human resource focus, Process management and Results. As excluding the Human Resource Focus category, this study empirically examined the cause-effect relationship among six categories. In order to empirically examine the research model, this study calculated Cronbach's alpha and reliability index, thus examined the reliability and executed Exploratory Factor Analysis. Furthermore, Average Variance Extracted(AVE) is used to verify the discriminant validity. Lastly, the hypothesis testing was made complete through significance test on the paths between variables. The result of this study shows that both leadership and social responsibility have direct cause-effect relationship with Measurement, analysis and knowledge management, Human resource focus, Process management and also that this relationship has direct impact on Human resource focus, Measurement, analysis and knowledge management as well, consequently exerting influence on the result through Process management, Finance and Market data.

• Industry Promotion Research
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• 제5권1호
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• pp.21-33
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• 2020

The purpose of this study is to investigate the impact of strategic human resource management perceived by members of SMEs on organizational performance and innovation behavior. In addition, the mediator effect of innovation behavior of organizational members on the relationship between strategic human resource management and organizational performance was verified using the statistical program SPSS 21.0 program. First, the hypothesis 1, strategic human resource management (adoption and compensation, job design, training and career management, participation in decision-making) was adopted by showing positive impact on the positive impact on organizational performance. Second, hypothesis 2, strategic human resource management (recruitment and compensation, job design, training and career management, participation in decision-making) was adopted after demonstrating statistically significant influence on innovation behavior. Third, the innovation behavior perceived by Hypothesis 3 organizational members showed a positive influence on organizational performance. Hypothesis 3 was therefore adopted. Fourth, as a result of verifying the mediating effect of innovation behavior in the relationship between hypothesis 4, strategic human resource management and organizational performance, innovation behavior was analyzed to be partially mediated. In other words, strategic human resource management of organizational members has a direct impact on organizational performance, but it can show a higher positive impact on organizational performance through innovation actions in its performance.

• Proceedings of the KSR Conference
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• 한국철도학회 2008년도 추계학술대회 논문집
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• pp.2040-2044
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• 2008

Recently, many safety measures are developing for the prevention of human error, which is main factors of railway accident. For the efficient management of human factors, many expertise on design, conditions, safety culture and staffing are required. But current safety management activities on safety critical works are focused on training, due to the limited resource and information. In order to establish railway human factors management, a systematic review model is required. Based on system engineering and nuclear industry model, a program review model is proposed in this study. The model includes operating experience review, task analysis, staffing and qualification, human reliability analysis, huma-system interface design, procedure development, training program, verification and validation, implementation and monitoring. Results can be applied for the review of safety measures relating to human factors.