• The Journal of the Korea Contents Association
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• v.18 no.11
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• pp.571-580
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• 2018

The purpose of this study is to evaluate the productivity of elderly employees over 60 years old and to analyze factors that directly or indirectly affect the productivity of elderly employees, based on empirical facts of HR managers. As a result, the factors that have a positive effect on the productivity of elderly employees were attitude and professionalism. The decline in physical capacity due to aging was recognized as a key factor that negatively affected the productivity evaluation of elderly employees. Among the management strategies to improve the work performance, it has been shown that work placement or job redesign according to physical competency contributes to improving the productivity of elderly employees. Also, providing safety education and communication opportunities among workers has a positive effect on productivity improvement. The results of this study suggest that it is important to improve worker productivity by arranging older workers' work experience to be able to demonstrate their accumulated career and expertise and to create a working environment that takes into account physical competence.

• Journal of Digital Convergence
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• v.19 no.4
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• pp.33-38
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• 2021

The data economy' is growing rapidly with the corona era. The quantity and quality of digital data is increasing rapidly. The domestic data industry needs a variety of data manpower, but there is still a shortage of high-quality data manpower. The data manpower in high demand is the development manpower, but the data business manpower is needed to increase the added value of the data industry. The role of a data trade manager that creates high core value among data business personnel is attracting attention. This study derives the job definition of the data trade manager, the necessary knowledge and skills, and the educational content necessary for the training course through Delphi research. In order to validate the results of the research, the study try to verifies the role of data trade managers. This study can be used as a theoretical basis for an educational model that is the basis for training data manpower, and can be used to establish a manpower training policy in the future.

• The Research Journal of the Costume Culture
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• v.24 no.6
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• pp.825-838
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• 2016

The purpose of this study was to empirically examine the effects of salespeople's self-determination, shared value; and communication satisfaction on their job satisfaction, organizational commitment, and turnover intention in a fashion company. Questionnaires were administered to 475 salespeople who worked in fashion shop at the time of the study. The data was analyzed via factor analysis, correlation analysis, and a structural equation model. The results indicated that self-determination was extracted as autonomy, competence, and relatedness. Only the relatedness of self-determination factors was positively correlated with formal and informal communication satisfaction. In addition, recognizing hared value was positively correlated with formal and informal communication satisfaction; whereas, the practice of shared value was positively correlated with formal, but not informal communication satisfaction. Formal communication satisfaction was significantly correlated with job satisfaction and organizational commitment. Conversely, informal communication satisfaction was significantly correlated with job satisfaction, but was not related to organizational commitment. Finally, job satisfaction was significantly correlated with organizational commitment and negatively correlated with turnover intention. Moreover, organizational commitment was negatively correlated with turnover intention. The implications of this research for human resources management within fashion companies are discussed in the concluding section of this paper.

• Korea Journal of Hospital Management
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• v.23 no.4
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• pp.65-80
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• 2018

Purposes: The purpose of this study was to analyze the relationship between empowerment, job satisfaction and organizational commitment of the general hospital administrative staff working for customer interaction department. Methodology: For this purpose, this study sampled 260 administrative staff working for the general hospitals in Seoul and Gyeonggi-do. A total of 260 questionnaires were distributed to them, and 229 ones responded to the survey, which had been conducted from Mar. 9, through Mar. 30, 2018. 211 responses were used for the final analysis. The data collected were processed using the SPSS 18.0K for descriptive statistics, T-test, ANOVA and regression analysis. Findings: The results of this study can be summed up as follows. The empowerment of the subjects scored 3.73 on average on the 5-point scale. To be specific, the sub-factor 'meaning' scored the highest or 4.01, while the sub-factor 'impact' was lowest. Subjects' job satisfaction scored 3.37 and their organizational commitment scored 3.54 both on the 5-point scales. Practical Implications: Meaning and self determination of empowerment positively related to subjects' job satisfaction and organizational commitment, and particularly, meaning of empowerment was more strongly related. Hence, it is required of the general hospitals to operate a customized competence build-up program and educational courses on a continual basis. Besides, it would also be important to create a working environment wherein the administrative staff can demonstrate their deliberation, autonomy and independent services.

• Journal of Korean Academy of Nursing
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• v.51 no.6
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• pp.758-768
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• 2021

Purpose: This study aimed to conduct a job analysis of nurse carecoordinators and to identify the frequency, importance and difficulty of each task of their job. Methods: A committee for developing a curriculum (DACUM) was formed and members of the committee defined nurse care coordinators' jobs and enumerated the duties, tasks and task elements by applying the DACUM technique. Then nurse care coordinators enrolled in the pilot project evaluated the frequency, importance and difficulty of each task. Results: From the job descriptions of nurse care coordinators, we identified 12 duties and 42 tasks. Each task comprised 1~5 task elements. Among tasks, 'assess the patient's general health status' was carried out most frequently. Nurse care coordinators perceived that 'check vital signs' and 'strengthen patient competence to promote health behaviors' were more important than all other tasks. The most difficult task was 'develop professionalism as a nurse care coordinator'. Conclusion: The nurse care coordinators' roles developed in this study will serve as the key guidelines for human resource management of care coordinators. Further, job specifications for nurse care coordinators need to be developed, which is necessary for designing education and training programs. We also need to integrate primary health care as an essential component in nursing education.

• Safety and Health at Work
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• v.14 no.4
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• pp.425-430
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• 2023

Background: It is acknowledged that legislation acts as a motivator for organizational action on psychosocial risks. Our study aims to provide evidence on the relationship between key occupational safety and health (OSH) policy principles and organizational action on work-related stress, and, in turn, with reported employee job demands and resources and their experience of work-related stress. We focus on Italy where specific legislation and practices on work-related stress were introduced in 2008 which are underpinned by these key OSH policy principles. Methods: Secondary analysis of the Italian samples from the employer ESENER-2 and employee 6th EWCS surveys was conducted, using path analysis in structural equation modeling (SEM) linking the two datasets. Results: We found a strong statistically significant relationship between OSH policy principles and organizational action on work-related stress (C.I. = .62-.78 p < .001). The existence of an organizational action plan on work-related stress was found to be significantly associated with more reported job resources (C.I. = .02-.24, p < .05) but these were not found to be significantly associated with less work-related stress. No significant association was found between having an organizational action plan for work-related stress and reported job demands. However, job demands were significantly related to reported work-related stress (C.I. = .27-.47, p < .001). Conclusions: Findings add support to the call for specific legislation on work-related psychosocial risks and highlight how an organizational OSH culture underpinned by key OSH principles, and awareness/competence development on psychosocial risk management can have a positive effect on organizational action. However, further support needs to be provided to organizations around developing primary prevention interventions at the organizational level with the aim of reducing job demands.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.2
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• pp.49-62
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• 2016

Technology-based start-ups have great economic ripple effect such as economic growth and job creation. Therefore, a strategic approach is required in order for such start-ups to continuously grow. However, many technology-based start-ups do not survive the Death-Valley and are being eliminated from the market. This is an empirical study on influencing variables that have impact on their performance. This study presents growth intention and influencing variables that have impact on performance (financial performance, technological performance) based on previous research on technology-based start-up. Also, this study examines the relationship between entrepreneurial competence, team commitment and growth intention, and finds the effect of controlling business-network. Structural equation modeling was performed in order to test the research hypothesis. Survey was conducted on the firms that have been certified by Youth Startup Academy of Small and Medium Business Corporation. A total of 306 samples were collected from the survey. An empirical test was conducted on the research hypothesis using SPSS 21.0 and Amos 22.0. The result of hypothesis test shows that growth intention has positive influence on both financial and technological performance, and entrepreneurial competence (technological competence, strategic management competence, creative competence and team commitment) has positive influence on growth intention. Also, the research proved that business-network has regulation effect between human resource trait and growth intention. The result of our study will provide practical insight to future start-ups for continuous growth and successful running of their firm.

• Korean Security Journal
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• no.12
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• pp.177-200
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• 2006

This research result that analysis as following. First, difference that keep in mind partially as result that verify difference of job-stress by demography special qualitys that is common people guard's society and turnover intention appeared. Second, result that analyze relation with job-stress and turnover intention, displayed statical correlation in job environment. Third, result that keep in mind as statistical as result that verify effect that common people guard's job-stress gets to turnover intention appeared. During is job-stress variable, was expose that exert effect that keep in mind to turnover intention job surrounding and job special quality. Suggestion point through this research as following be. To raise common people guard's job-stress and turnover intention. system improvement strategy about social estimation etc.. is effective, and do on the basis of this and may have to establish common people guard's enhancing morale plan strategy, low complement that can exert negative impact in change of post for example, line of duty that it is seldom competence, daytime that can elicit common people guards' job satisfaction. Is in visual point that activation of continuous research is leaned against by depth interview and review through qualitative research was insufficient relatively in virtue research so far in research after.

• Journal of Venture Innovation
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• v.7 no.1
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• pp.111-130
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• 2024

The purpose of this study is to investigate whether self-leadership affects organizational commitment through job satisfaction of employees working in domestic mold-related companies. Questionnaires were collected online for a period of three months from employees working in domestic mold-related companies., A total of 209 questionnaires were used for the final analysis, and the questionnaires were composed of self-leadership, organizational commitment, and job satisfaction. In order to improve the early turnover problem and job competence of employees working in domestic mold-related companies, the effect of self-leadership on organizational commitment and job satisfaction and the effect of self-leadership on organizational commitment through job satisfaction were verified. As a result of the verification, it was proved that self-leadership had a significant effect on organizational commitment and job satisfaction, and job satisfaction had a complete mediating effect between self-leadership and organizational commitment.,This proved that the stronger the self-leadership and the higher the job satisfaction, the greater the impact on organizational commitment, thus laying the foundation for self-leadership education for mold-related workers in companies and associations.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.2
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• pp.335-346
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• 2002

Purpose: This study is to analyze the relationship between leadership, empowerment, organizational commitment, and nursing performance. Method: The method of the study is the establishment of the analytical framework of the theoretical model and the hypotheses for the empirical survey, analysis of the data collected by the empirical survey, and the provision of a revised model explaining more clearly the causal relationship between variables. Result: Transformational leadership has greater influence on empowerment and nursing performance than transactional leadership. Self determination and impact of empowerment factors greatly influence on organizational commitment, competence and impact significantly influence on nursing performance, and organizational commitment is closely related to the general nursing affair, the human relationship, and the job as an organizational member. Transactional and transformational leadership, in provision of the revised model by verification of goodness-of-fit of the hypothetical model, affects all parts of nursing performance by intervening competence and self determination of empowerment factors. Especially, transactional leadership directly influences on nursing performance without intervening the empowerment factor. Conclusion: The conclusion of the study is transformational leadership exerts a more positive influence on empowerment, organizational commitment, and nursing performance than transactional leadership.