• 한국정보통신학회:학술대회논문집
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• 한국정보통신학회 2021년도 춘계학술대회
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• pp.100-103
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• 2021

대부분의 기업에서는 우수한 인적 자원의 유출을 방지하기 위해 직원들이 이직 및 퇴사하는 이유를 연구한다. 이에 기업은 직원이 퇴사하기 전에 면담을 하거나 설문조사를 통해서 연구에 필요한 데이터를 얻는다. 하지만 설문조사에서는 직원들이 직장 생활을 하는 데에 불리할 수도 있는 의견을 드러내려고 하지 않아 정확한 결과를 얻기 힘든 것이 현실이다. 한편, 한국노동연구원에서 발표한 자료에 따르면 기업이 요구하는 최소 학력 수준과 직원의 학력 수준 간의 차이가 클수록 이직 경향이 커진다. 따라서 본 연구에서는 한국노동연구원의 자료에 착안하여, 직원이 가지고 있는 객관적 데이터인 전공, 교육수준, 재직 중인 회사 유형 등의 데이터를 기반으로 직원의 퇴사 여부를 예측하고자 한다. 퇴사 예측 모델을 생성하기 Decision Tree, XGBoost, kNN, SVM을 활용하였으며 각각의 성능을 비교했다. 이 결과, 지금까지 설문조사로 진행되었던 연구에서 파악하지 못한 다양한 요인을 알아낼 수 있었다. 이를 통해 기업이 퇴사 예측 모델을 이용하여 직원이 퇴사하기 전에 미리 이를 인지하고 방지하는 데에 도움을 줄 수 있을 것으로 예상된다.

• 한국콘텐츠학회논문지
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• 제12권10호
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• pp.439-452
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• 2012

본 연구는 우리나라의 중소기업을 대상으로 경영자의 기업가 정신(혁신 진취성, 위험감수성), 조직구성원의 집단목표지향성(학습목표지향성, 성과목표지향성), 조직효능감의 최적구조모형을 규명할 목적으로 수행되었다. 최적구조모형의 검증결과를 요약하면 다음과 같다. 첫째, 경영자의 기업가의 혁신 진취성은 조직구성원의 집단학습목표지향성과 집단성과목표지향성에 정(+)의 영향을 미치고, 위험감수성은 영향을 미치지 않고 있다. 둘째, 조직구성원의 집단학습목표지향성과 집단성과목표지향성은 조직효능감에 정(+)의 영향을 미치고 있다. 셋째, 경영자의 혁신 진취성은 조직구성원의 집단목표지향성(학습목표, 성과목표지향성)을 매개로 조직효능감에 정(+)의 영향을 미치고 있다. 연구표본은 서울/경기/제주 소재의 중소기업 경영자 162명과 종업원 486명을 대상으로 하였으며, 종업원 응답의 처리는 각각의 기업별로 3개 부서에서 측정한 평균값을 162개 기업에 적용하였다. 연구방법은 설문지법을 활용하였으며, 연구모형의 검증을 위해 공분산구조분석을 실시하였다. 연구결과에 따른 시사점은 다음과 같다. 첫째, 리더십 범주에 머물렀던 목표지향성의 선행변수를 기업가 정신으로 확장하여 실무적용 가능성을 높였다. 둘째, 그동안 개인목표지향성과 조직효능감에 머물렀던 연구 범주를 집단목표지향성으로 확대하였다. 셋째, 기업가정신과 조직효능감 사이에 또 다른 심리적 메커니즘의 작용 가능성을 제시하였다.

• 호스피스학술지
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• 제7권1호
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• pp.15-28
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• 2007

This study was focused on figure out what kinds of elements are influencing on job satisfaction with approach of the educational system. It was also to figure out how work characteristics and role conflicts of employees influence on job satisfaction. Objects of study were employeeswho had been working in Hospice and Palliative medical center at least for 6 months, and they were doctors, nurses, ministers, and welfare workers. Collected materials were analyzed by Frequency Analysis, One-way ANOVA, Correlation Analysis, and SimpleRegression Analysis. Results from study can be summarized like below. The first, job satisfaction of workers in Hospice and Palliative medical center were 3.36, and this numerical value is pretty high over all. For saying from the higher to the lower satisfaction level, there were satisfaction with job itself, satisfaction with co-workers, satisfaction with seniors (superiors), and satisfaction with organizations, on the other hands, satisfaction with salaries was turned out as the lowest level among those. The second, role conflict was 2.63, and it is considered as the medium level. after inquiring into it by elements of role conflict, they felt many environmental difficulties compared to other workers in different fields such as environmental difficulty, role ambiguity, insufficient ability, process obscurity, etc. The third, work environment influencing on job satisfaction are as follows. Professional environment among characteristics of work environment was significant statistically. Job satisfaction of ministers was the highest; others were in the order of doctors, welfare workers, and nurses. For employment history, job satisfaction was higher as they have more and longer job experience including whole professional experience both in hospice and palliative medical center. In addition, participating in hospice and palliative programs, intensive training regularly was significantly. Job Motivation was also significant statistically. Especially, job satisfaction was higher when people decided to work in hospice and palliative medical center because of individual desire (self-realization). Lastly, influence of role conflict on job satisfaction is as follows. Environmental difficulty, role ambiguity, insufficient ability, process obscurity, etc showed the significant meaning statistically, and the lower role conflict was related with the higher job satisfaction. Suggestions for next study based on such results are as follows in order to improve or increase job satisfaction of employees in hospice/palliative medical centers. The first, to expand education opportunity of employees is needed to increase job satisfactionof hospice/palliatives medical centers. Participating in intensive programs and seminars by types of occupation and acquiring professional knowledge are very important since employees are motivated by those activities. For that, developing and activating intensive education/programs by professional occupations are suggested. The second, dividing roles of employees and determining each job's limit clearly in hospice/palliative medical centers are required. For that, study developing standard job regulations is suggested for each professional job. Lastly, developing and providing reasonable salaries is needed because low salaries of hospice/palliative medical centers are the absolute reason lowering job satisfaction. Therefore, this paper suggests improving the salary level of employees of hospice/palliative medical centers and developing practical plan for it.

• 한국컴퓨터정보학회논문지
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• 제23권7호
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• pp.27-37
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• 2018

Enterprises that don't adapt to the changes can be weeded out, because IT sector is one of the most rapid rate of changes in business. The optimized job education and training are an essential part for the enterprises to handle the advanced and developed technologies, so the needs for the positive investments to the education and training about their employees and transformational leadership have been increased. This study verified how the transformational leadership of representatives in the IT enterprises affects the satisfaction of their ordering agencies as well as the transfer of education and training can be the intermediary role to them. From the results of the statistical analysis about questionnaire survey of 251 IT enterprises, dispatched their employees to public institutions in Ulsan, several significant outcomes are founded as follows. First, the transformational leadership of representative in the IT enterprises influenced the transfer of education and training positively. Second, the transfer of education and training positively affected the satisfaction of ordering agencies. Third, the satisfaction of ordering agencies are also affected from the transformational leadership. Finally, the some roles was influenced by the charisma of transformational leadership, and also, completely, the inspirational motivation and the intellectual stimulation of transformational leadership was affected by the intermediary roles to the satisfaction of ordering agencies. Based on the results of this study, representatives in the IT enterprises can be expected by the positive company results from improving the satisfaction of ordering agencies through the transformational leadership, which allow active investment in education and training about their employees and construction of pragmatic system through the education and training results for the organization, superiors and colleague.

• 품질경영학회지
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• 제30권3호
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• pp.1-19
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• 2002

Greenberg(1990) suggested that organizational justice research may potentially explain many organizational behavior outcome variables. One example of nontraditional job behavior is service quality, for it is part of the spontaneous and innovative behaviors noted by Katz(1964). The first purpose of this research is to test the effects of organizational justice on service quality, and the second purpose is to test the moderating effects of sex and tenure on the relationships between organizational justice and service quality According to statistical analysis, only interactional justice had an impact on service quality. Also the results of moderating regression analysis showed that short term employees were more sensitive to distributive justice than long term employees. This result means short term employees are more interested In incentive system than long term employees.

• 품질경영학회지
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• 제27권4호
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• pp.1-19
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• 1999

This study examines the service quality management and the use of women employees for the productivity improvement in Korean service industry. Five service industries, bank, hotel, PCS(Personal Communication Service), department store, and hospital industry were chosen for this study. The results indicate that the five industries show different characteristics. It was found that department stores made the most effort to improve service quality among the five industries and that hospitals did the least effort. In the use of women employees, the proportion of women in service industry is much higher than that in the manufacturing industry, but the proportion of women in management level is still very low. Women employees do not feel high degree of sexual discrimination. But they feel unfairness in promotion and payment, and low degree of job satisfaction.

• 한국컴퓨터정보학회논문지
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• 제21권4호
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• pp.97-106
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• 2016

The aim of this study is to measure the degrees of emotional labor and to empirically analyze how emotional labor affects individual's stress coping style and psychological burnout. The results were as follows. First, the call center employees were actually experiencing emotional labor and it was shown that the deep acting was higher than the surface acting. Second, the degree of experiencing stress coping style and psychological burnout appeared differently depending on the socio-economic variables of the employee. Third, despite the differences in the direction, there is a correlation between emotional labor, stress coping style, and psychological burnout. Fourth, the characteristics of the employees and emotional labor clearly affected stress coping style and psychological burnout. Therefore, companies will have to provide various psychological treatments and training programs for call center employees, and a change in social awareness, where people take the service industry workers' kindness for granted, is required as well.

• 한국병원경영학회지
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• 제16권3호
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• pp.19-40
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• 2011

The purpose of this research is to study empirically the relationship between servant leadership and organizational effectiveness and more importantly the moderating effect of Hospital employees' belief in public service on such relationship. The result showed that servant leadership positively affects three organizational effectiveness including job satisfaction, organizational commitment and OCB(organizational citizenship behavior). It was also found that Veterans Hospital employees' belief in public service moderated the relationship between servant leadership and those three organizational effectiveness variables. In other words, those who have strong belief in public service showed higher job satisfaction, organizational commitment and OCB as well as higher service and responsibility mind. Finally, limitations of the study and suggestions for future studies are presented in the conclusion.

• 아태비즈니스연구
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• 제6권2호
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• pp.35-61
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• 2015

This study deals how employees' perceptions of being supported by their organizations and supervisors may lead to organizational commitment and this commitment affects turnover intention and organizational citizenship behavior in the context of Thai industrial firms. The sample consists of Thai employees working in manufacturing firms which Koreans operate in Thailand. In line with social exchange theory, this study indicated that employees who felt that their organizations and supervisors valued their contribution and cared about their well-being would be more likely to have lower level of turnover intention and higher level of organizational citizenship behavior. Moreover, it was found affective and normative commitment partially mediated the effect of perceived organizational and supervisor support on organizational citizenship behavior. This study enhances our understanding about the roles of organizational commitment in the Thai workplace, and provides some practical implications how to manage Thai employees.

• 대한안전경영과학회지
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• 제9권4호
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• pp.49-56
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• 2007

It is known that human factors account for 80 percent of all railway accidents. To reduce human errors must be the most efficient shortcut to railway safety. For public transportation employees like railway, the more delicate safety management should be executed in individual level. However, there are rarely efforts to improve safety performance of workers who are the subject operating the railway system. This paper develops a hierarchy model to evaluate the human safety performance in railway industry. To evaluate the model, AHP (Analytic Hierarchy Process) methodology is adopted. The hierarchy model is composed of four levels which are objective, two criteria, specific factors of criteria, and rating scales. In addition, since employees for evaluation are over 10, the pairwise comparisons for rating scales are carried out by the absolute measurement. We explore the applicability of AHP to the performance evaluation of railway safety workers by an example and also investigate the changes of alternatives that are railway employees according to the changes of human characteristic which is one of criteria.