• 한국시뮬레이션학회논문지
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• 제26권2호
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• pp.31-39
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• 2017

본 연구는 무기체계의 단위비용을 고려한 K2(KC와 KAMD) 체계의 효과분석을 수행하였다. 단일 KC와 다중(고층 및 저층) KAMD를 가정하고, 각 체계에 임의의 무기체계를 설정하여 각각의 조합에 따라 총 12개의 시나리오를 작성하였다. 효과도는 전체 탄도미사일 위협 수량 대비 감소된 탄도미사일 위협의 비율로 정의하였으며, 비용은 발사된 무장의 수량과 단위비용으로 계산하였다. K2 체계의 효과도와 총비용은 몬테카를로 시뮬레이션을 1,000번 반복하여 추정하였다. 각각의 시나리오를 대안으로 하여 비용대 효과분석을 실시하였고, 효과고정법을 사용하여 최적 대안을 선정하였다. 연구 결과 KC 능력이 K2 체계의 방어 효과와 총비용을 결정하는 가장 중요한 요소였으며, 적정 수준의 저층방어체계를 갖춰야 요구되는 방어 효과를 달성할 수 있음을 확인하였다. 향후 연구에서 실질적인 무기체계 제원과 수명주기비용을 고려한 비용대 효과분석이 이루진다면 더욱 현실적인 분석이 가능할 것이다.

• 대한안전경영과학회지
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• 제16권4호
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• pp.133-145
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• 2014

Aging of the fire organizations, typical disaster response agencies also will be in serious problems with aging society. It is expected that the ratio of more than fifties will reach 31~40% after 10~15 years in Seoul fire organization. This Aging of firefighters can bring about a serious problem in disaster and safety management, since firefighters require robust fitness and healthy bodies in disaster situations. In this study, after the analysis of aging status and trend of firefighters in Seoul, I have an empirical analysis about the impact this aging has on organization effectiveness and QA. As a result, the increase of the elderly reduced organization effectiveness and QA. In addition, in the group consisting of less than 50, it is expected to increase the organization's effectiveness and QA activities through field activity to improve the professional skills with age, but could not be confirmed. In the group consisting of more than fifties, it was found that aging had a significant negative impact on organizational effectiveness and QA activities as factors, including physical deterioration by aging.

• The Journal of Asian Finance, Economics and Business
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• 제8권5호
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• pp.1055-1063
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• 2021

How to manage a business effectively and successfully is the most important goal of all businesses on their way to expand and develop. Most researchers have confirmed that highly committed employees may perform better than less committed ones. The paper aims to find out what critical factors really affect employee's commitment for success of a business. The findings show that three factors having impacts on organizational commitment are leadership, meeting effectiveness and job satisfaction. Particularly, leadership positively affects meeting effectiveness with weight of 0.838. It is believed that if employees feel satisfied with their job, they become more committed to their organization. In addition, it is evident that meeting effectiveness positively affects organizational commitment with weight of 0.296. Last but not the least, in the relationship between meeting effectiveness and organizational commitment, there is a mediator of job satisfaction with the indirect effect of 0.454 and its bootstrap errors at 0.053. It emphasizes the importance of meetings in workplaces. In order to make subordinates satisfied with their jobs, every conflict or problem needs to be thoroughly resolved in meetings. That's why meeting effectiveness has a significant effect on job satisfaction. Furthermore, whether meetings are effective or not is based on leaders or meeting organizers.

• 한국병원경영학회지
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• 제12권4호
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• pp.96-118
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• 2007

This study were tried to suggest basic materials for making education and training plan, and members of organization were researched about thinking of education and training effectiveness and perceptible level. The subjects of this study were 762 hospital employee selected from ten of university hospitals in Seoul, Incheon, and Kyung Gi which are doing an education and training, and conducted a self-completion questionnaire. As a result of study and plan for raising the effectiveness were indicated following statements. Firstly, according to the general specific, training effectiveness was appeared similar. So, it requires suitable alternatives to make educational programs. Secondly, according to analysis of education and training necessity, achieving a goal for education and training have difference. it needs to be scientific analysis about necessity of education and training. Thirdly, when contents of education and training program are satisfied to educatee and fit for them, thinking of education and training effectiveness is higher. Therefore, establishing the goal of education training is concrete, realistic, and measurable for increasing learning motivation. Next to, thinking of education and training effectiveness is higher, when education and training person in charge taught to educatee very well, and they were satisfied about teaching. Consequently, they who nourishment of education and training person in charge within company have to improve their ability. And then, when educatee fit for teaching technique and satisfied about it, thinking of education and training effectiveness is higher. So, education and training were tried to find many of technique for fitting the desire of educatee. Sixth, the more education and training environment is satisfactory, the more educatee have high thinking of education and training effectiveness. CEO in hospitals have to think about many-sided solution for employee. Seventh, the more education and training have correct achieving organizational goal, the more educatee have high thinking of education and training effectiveness. Accordingly, hospital management should make up for education and training system. Then, thinking of education and training effectiveness is higher, when education and training measure an effect, and reflect to personnel management and assessment of an employee's performance. It should be the feedback for using information which is planning education and training. In conclusion, when result of measurement of education and training reflect to make a education and training plan, thinking of education and training effectiveness is higher, and result of measurement of education and training should reflect to make a education and training plan.

• 디지털융복합연구
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• 제7권2호
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• pp.51-62
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• 2009

Most studies of organizational effectiveness previously done, have measured financial performance such as productivity, efficiency or subjective performance such as a commitment, satisfaction, and turnover intention of employees. However, these measurements have limitations to evaluate a organizational effectiveness in recent knowledge information era because evaluation of organizational effectiveness in knowledge-based society needs measurements in various aspects such as financial, customer, internal business process, and learning and growth. The purpose of this study is to overcome these problems and to introduce an appropriate system for evaluation of organizational effectiveness under knowledge management paradigm. In this paper, we suggest a Balanced Scorecard(BSC) as a new measurement standard of organizational effectiveness in a knowledge information era. The balanced scorecard is designed to help firms that have historically overemphasized short-term financial performance. When measuring organizational effectiveness through Balanced Scorecard(BSC) suggested by Kaplan and Norton[31], it is to present the measurement indices that can cover the limitation of the past evaluation indices of organizational effectiveness.

• 한국산학기술학회논문지
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• 제8권6호
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• pp.1695-1705
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• 2007

본 연구는 연구개발 인력의 직무스트레스가 조직유효성에 미치는 영향요인에 관한 연구로서 직무스트레스와 조직유효성 관계의 영향요인을 알아보기 위해 직무스트레스 유발요인과 조직유효성 요인간에 어떠한 차이가 있는지, 인구통계학적 요인 및 개인적 특성과 통제 위치에 따라 직무스트레스가 조직 유효성에 어느 정도 영향을 미치는지를 알아보기 위한 논문이다. 또한 벤처기업에서 필요로 하는 직무에 대한 연구 인력의 주요 활용자료 및 학문적 기초자료를 제시함을 연구목적으로 하였다. 본 연구의 연구방법으로는 주로 문헌연구와 설문지를 통한 실증적 연구방법을 사용하였다. 본 연구에서는 직무스트레스와 조직유효성 간의 관련성을 검증하기 위하여 서울시의 IT 벤처기업 44개 기업의 조직구성원을 대상으로 2007년 7월 10일부터 7월 30일까지 420부의 집중적인 설문조사를 수행한 논문이다. 이러한 실증 연구를 통하여 조직구성원의 직무스트레스와 조직유효성 간의 관련성을 검증한 결과 다음과 같은 연구결과를 얻었다. 첫째, 인구통계학적 특성에 따른 직무스트레스는 조직유효성에 중요한 영향을 미쳤다. 둘째, 조직구성원의 개인적 특성에 따라 직무스트레스가 조직유효성에 유의미한 영향을 미친 것으로 나타났다. 셋째, 조직구성원의 직무스트레스는 조직유효성에 긍정적이 영향을 미치는 것으로 나타났다. 마지막으로 조직구성원이 인식하고 있는 조직의 역할갈등, 역할 모호성, 경력개발 등의 변인들은 각각 개별적으로 조직유효설에 부의 영향을 미치는 것으로 나타났다.

• 기술경영경제학회:학술대회논문집
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• 기술경영경제학회 2003년도 제22회 동계학술발표회 논문집
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• pp.101-119
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• 2003

Assessing the effectiveness of R&D organization is hampered by the lack of measurable goals and identifiable outcome criteria. In this review, key issues In evaluating effectiveness are identified and Insights on the application of major assessment approaches are provided. This paper presents System-Process Model on assessing the effectiveness of R&D organization(Korean Government-supported Research Institutes). System-Process Model has attempted to integrate different approaches. It is useful In sensitizing evaluators to the importance of goal, internal process, system resource and feedback in improving organizational effectiveness.

• 한국문헌정보학회지
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• 제5권
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• pp.87-100
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• 1978

The components, configurations and analysis on cost - effectiveness for a library network are studied. In discussing the effectiveness of network, it was divided into 1) the effectiveness of on-line system, 2) the economy in the cost of information processing and management, 3) the effectiveness caused by the increase of information users and 4) the effectiveness by circulation of library holdings.

• 한국사회복지학
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• 제44권
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• pp.7-35
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• 2001

Little empirical study has been conducted concerning board function effectiveness and organizational performance in nonprofit nongovernmental human service organizations in Korea. Using the evaluations of 107 board members and 17 executive directors in Korean Community Chest and 16 regional community chests, this study attempted to examine the level of board function effectiveness and its relationship with organizational performance in these community chests. This study used board function scale developed by Holland and Jackson (1998) to measure board function effectiveness in the following 6 dimensions: contextual dimension: educational dimension: interpersonal dimension: analytical dimension: political dimension: and strategic dimension. This study showed that using 4 points scale, mean of overall board function effectiveness evaluated by board members is 2.62 and mean of overall board function effectiveness evaluated by executive directors is 2.73. That is, it showed that means of overall board function effectiveness are located in the middle point between negative evaluation and positive evaluation. On the other hand, using parametric correlation analysis method, it was found that in these community chests the association between board function effectiveness and organizational performance measured by fund-raising growth rate in $1999{\sim}2000\;and\;1998{\sim}2000$ is very weak and statistically nonsignificant. This study also revealed that using nonparametric correlation analysis method, the association between consensus level in evaluation by board members and executive directors about board function effectiveness, and organizational performance is still very weak and statistically nonsignificant. Finally, this study discussed the direction of future research in board function effectiveness and its relationship with organizational performance and the areas of board management that requires substantial efforts for promoting effectiveness of nonprofit human service organizations in Korea.

• 설비공학논문집
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• 제19권10호
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• pp.695-702
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• 2007

In this paper, the ventilation efficiencies of an underground sewage disposal plant were investigated for ventilating system without fan, ventilating system with eleven cross flow fans and ventilating system with sixteen cross flow fans by numerical method. It has been found that the air change effectiveness of the system without fan was predicted 0.44. It means that an additional ventilating equipment is needed to maintain good indoor air quality. For the ventilating system with sixteen cross flow fans, the air change effectiveness was predicted 0.55. The air change effectiveness of the ventilating system with eleven cross flow fans was predicted 0.51. It is known that the air change effectiveness above 0.5 is enough to eliminate pollutant and bad smell in the indoor. Therefore, it is recommended to select the ventilating system with eleven cross flow fans for the underground sewage disposal plant in an economic point of view.