• 대한지역사회영양학회지
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• 제8권1호
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• pp.71-82
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• 2003

In this study, hygiene knowledge and recognition on job performance levels of foodservice employees at different degrees of HACCP application had been compared. As for the comparison of hygiene knowledge for HACCP application, foodservice employees at "Appointed" showed significantly higher HACCP knowledge (p < 0.01) . As for recognition on job performance levels, this status also assured the significant difference between the comparison groups (p < 0.01) : "Appointed" showed the highest point of 4.24 while "Voluntary applying" and "Non-applying" showed 3.39 and 2.53 respectively. The "Appointed" group showed the well performance of most of the surveyed items. "Voluntary applying" group showed unsatisfactory performance in various log recordings and some part of surveyed items. As for "Non-applying", many items were performed under the average score as they do not apply HACCP.ems were performed under the average score as they do not apply HACCP.

• 경영과정보연구
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• 제4권
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• pp.201-224
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• 2000

Since Organ(1977) published a paper on the importance of organizational citizenship behavior, studies of organizational citizenship behavior have increased continuously. An exploratory study on the application strategy of organizational citizenship behavior for human resource management is very scarce. Many organizational researchers so far, have focused on investigating in-job behavior. Yet, from a decade, organizational researchers have recognized that in-job behavior alone can not explain sufficiently job performance or organizational effectiveness. Thus, they have paid attention to extra-job behavior, which is generally called as organizational citizenship behavior. Focusing on the importance of human resource management in organizational citizenship behavior, this paper is to examine an exploratory study on the application strategy of organizational citizenship behavior.

• 대한인간공학회지
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• 제32권5호
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• pp.429-435
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• 2013

Objective: This study aims to analyze job satisfaction and accident prevention according to job rotation system types in a motor company. Background: The study of a motor company's job rotation system has come to attention with enhancing productivity, preventing musculoskeletal disorders, and improving quality. Method: In this study, a survey was conducted to show job satisfaction rates according to job rotation systems. Also an investigation was done regarding industrial accidents and previous workers who are receiving treatment for musculoskeletal disorder over the last five years. Results: The job rotation system in this study has been carried out by voluntary decision of workers. Out of the job rotation types, the medium rotation complexity type had high job satisfaction whereas in a high or low rotation complexity type, which many workers prefer, led to less number of accidents and days of sick leave. Application: The results of this study are expected to be a fundamental data to job design.

• 한국도서관정보학회지
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• 제44권3호
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• pp.379-403
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• 2013

본 연구는 세계서지제어의 기반이 되는 목록규칙으로 작용하게 될 RDA가 외국의 대표적인 도서관들에서 본격적으로 적용되기 시작함에 따라, 국내에서도 이에 대한 대응이 필요한 시점임을 밝히고, 특히 교육훈련 및 향후 적용과 관련된 주요 논의사항 및 방안을 제시하고자 하는 목적을 가지고 있다. 이에 RDA 도입의 현황 및 RDA에 대해 진행되고 있는 외국의 교육훈련의 내용과 방식을 포괄적으로 분석하였다. 이러한 사례 분석에서 도출한 부문별 시사점을 바탕으로 RDA 교육훈련의 모형을 개발하고, 이를 국내 환경에 맞게 적용하는 방안을 제시하였다. 또한 향후 RDA 적용에 따른 다양한 관점의 고려사항을 기관 유형별로 나누어 제시하였다.

• 대한인간공학회지
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• 제31권1호
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• pp.197-202
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• 2012

Objective: The aim of this study is to introduce activities for job stress management in shipbuilding industry. Background: Recently, workers are exposed many job stress like workload, interpersonal conflict while management condition of company changes day by day. Particularly, shipbuilding industry has poor environment which aggravating the stress to the workers. So managing job stress may be more important. Method: The method of this study is to investigate preventive actions of job stress in "S" shipbuilding company. Results: This study through case of "S" shipbuilding company introduce activities of prevention of job stress including identification of level of job stress, managing of psychological clinic, training of worker and manager. Conclusion: In order to manage the job stress in the workplace, 1) The total management system based on the concern of the management in the workplace has to be constructed. 2) Computerized system for operation of total management system has to be constructed. 3) New employees need training for Job Stress. Application: Through this case study, I hope to help prevention activities of job stress in the workplace.

• 한국산업경영시스템학회:학술대회논문집
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• 한국산업경영시스템학회 2002년도 춘계학술대회
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• pp.91-98
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• 2002

In the study, we propose, for the practical approaches of job shop scheduling, the new dispatching rules of Job shop scheduling in order to complement the practical applications in the existing researches. The performance of the new dispatching rules is compared and analyzed with the existing methods through the computer experiments in the assumed conditions. The results can be useful to improving a field application of the job shop scheduling.

• 한국정보과학회논문지:시스템및이론
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• 제37권3호
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• pp.127-137
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• 2010

다양한 과학 분야에서 대규모의 계산집중적인 어플리케이션들이 많은 그리드 자원을 활용해감에 따라 그 실행 관리와 제어의 어려움도 증가하였다. 어플리케이션의 반복되는 실행으로 축적된 작업 이력을 참조하여 어플리케이션의 특성을 파악하고 그리드 자원 선택 정책을 결정하였다. 본 논문은 그리드 컴퓨팅 환경과 이를 활용한 어플리케이션의 이력을 분석하기 위해 통계적 기법인 PBDF(Plackett-Burman with Fold-Over)계획법을 적용하였다. PBDF는 그리드 환경과 어플리케이션에서 주요한 요인들을 파악하고, 그것들이 얼마만큼 영향을 미치는 가를 수치화한다. 영향력 큰 요인은 작업 이력에서 참조 프로파일을 찾고 적절한 자원을 선택하는데 사용하였다. 응용의 수행 결과를 다시 작업 이력에 포함시키고 인자의 신뢰도를 조정하였다. 본 연구는 항공우주 연구 그리드의 작업 이력을 분석하여 적응형 자원 선택 알고리즘을 제안하였다. 주요한 요인들의 영향력을 계산하고 자원 선택 정책에 반영하는 실험을 하였다. 또한, 수행이 끝난 후 인자의 신뢰도를 평가해 그리드 환경 변화에 적응하는 알고리즘의 유효성을 검증하였다. 오류가 빈번한 그리드 환경에서 자원 선택 기법을 평가하기 위해 다양한 시나리오에서 그 적응력을 실험하였다.

• 공학교육연구
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• 제20권5호
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• pp.59-73
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• 2017

This study aims to examine whether a gender works to make the difference on the university experiences of natural sciences and engineering major students; and the income and quality gap between the graduates. In this study, university experiences means job market and job searching related experiences such as job fair attending, The main research questions are as follows; fist, what are the significant university experiences related job preparation and application, and is there a gender gap on those experiences? Second, how is the job market performance of the national sciences and engineering graduates for their income level and quality job, and is there a gender gap on the job market performance of the sample? Third, which variables among the university experiences for job searching and application impacts the job quality and income level of the natural sciences and engineering graduates? To find out the research results, this study conducts a panel data analysis with GOMS (Graduates Occupational Mobility Survey) throughout survey year of 2006 to 2015, towards 568,264 as weighted value number. As analysis methods, this study carries out a descriptive analysis, ANOVA, discriminant analysis, linear regression and T-test. Therefore, here are the brief outputs of the study; first, for natural sciences and engineering students, the off-campus experiences such as job fair, job recruit festival and internship programs are more favored; second, female students are more likely to attend personal and self-driven job preparation programs; third, on job market performance, the graduates' income level and company scale rate are higher in the male but job stability is higher in the female; fourth, as a result of the linear regression, gender factor decides the income level in considerable degree; additionally, gender factor shows the difference of the job satisfaction and self-effectiveness on one's job as a qualitative variables. For obtaining strictness, university program factors are controlled through model fitness process. As above, this study finds out the main factors of university life of natural sciences and engineering graduates which are related their job searching and preparation experiences and figures out stronger factors in job market; and examines the statistically significance of the gender in this casual-effect relationship between job preparation and job quality of the graduates.

• 중환자간호학회지
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• 제9권2호
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• pp.36-47
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• 2016

Purpose: The study examined core job characteristics and job preference to explain work performance among critical care nurses. The theoretical model was constructed based on the job characteristics model with core job characteristics as exogenous variables, and work performance and job preference as endogenous variables. Methods: A total of 228 hospital nurses participated in the study from May to September, 2015. Data were collected through structured questionnaires and analyzed using structural equation modeling. Results: The model showed a good fit to the data with $x^2/df=2.90$, goodness of fit index = .91, root mean square residual = .20, comparative fit index = .93, and incremental fit index = .93. The core job characteristics explained 64% of the variance in job preference. The core job characteristics and job preference explained 52% of the variance in work performance. Conclusions: The core job characteristics can explain the work performance among critical care nurses through job preference. Effective strategies to improve the work performance among critical care nurses should focus on the application of the core job characteristic into a productive work environment. Further studies are warranted to explore the role of job preference of critical care nurses in promoting their work performance.

• 가족자원경영과 정책
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• 제13권1호
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• pp.23-39
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• 2009

This study was an attempt to examine the basic scheme required for the job analysis of healthy family-center workers in the context of human resource management. For this purpose, factors including frequency, importance, priority, and difficulty were examined. The job classification and concrete job activities were extracted from the interviews of eight healthy family-center workers, and these factors were then analyzed from the recordings. From the results of this study, 28 job tasks were collected and the four job types were classified. The results can be used for job analysis and human resource development (HRD). This study suggests that various methods should be used for job analysis and that a large number of samples should be utilized for the further studies.