• 국제지역연구
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• 제16권3호
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• pp.367-390
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• 2012

본 논문은 20대 병영생활을 하는 인적자원들이 2년의 복무기간동안 보다 효율적인 시간관리와 정신적 육체적 건강관리를 통해 사회에 환원될 수 있도록 군복무에 대한 만족도에 군 인트라넷이 어떤 영향을 미치는 지에 대한 실상을 분석하는데 목적이 있다. 이는 개인적으로나 국가적인 차원에 있어 군복무의 효율적인 운영이라는 차원에서 시사하는 바가 매우 클 뿐만 아니라 향후 신세대 예비 군복무자들에게 있어 자기관리에 필요한 유용한 정보를 제공할 수 있는 지침이 되기 때문이다. 본 연구는 인터넷 세대로 이루어진 20대 초반의 신세대 장병들에게 군 인트라넷이 군복무 만족에 어떤 영향을 미치는지 그 요인을 분석하는 동시에 아울러 이것을 군조직 차원에서 효율적인 활용을 위해 정보를 제시하는데 그 의의를 두고자 한다. 결론적으로 인트라넷은 복무만족에 효과적으로 영향을 미치는 중요한 요인이자, 수단이라는 것이 입증되었으며 나아가 군조직에서 적용되고 있는 인트라넷 망을 단순업무나 전파수단이 아닌 조직의 전략과 목표달성을 위해 보다 한 차원 높은 군 인트라넷 활용으로 발전시켜야 한다는 시사점이 도출되었다.

• 한국융합학회논문지
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• 제10권10호
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• pp.249-257
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• 2019

쇠퇴하고 노후되는 도시재개발 패러다임이 변화하고 있다. 글로컬 시대는 국가단위보다는 주민의 실질적 삶에 근거를 둔 지역, 즉 마을 중심의 도시재생에 무게를 둔다. 본 연구의 목적은 쇠퇴하는 도시의 재활성화와 도시경쟁력을 높이기 위한 핵심축으로써 주민참여 활성화 방안을 모색하는 것이다. 부산광역시 S구 일대를 대상지로 한 도시재생사업(새뜰마을사업) 일환의 주민대학을 강점모델 기반으로 설계하고 운영한 사례를 분석하였다. 이를 통해 성공적인 주민참여프로그램을 위해 몇 가지 경험적 논의를 제시하였다. 첫째, 지역의 문제에 기반을 둔 병리적 모델에서 벗어나 지역과 주민이 지니고 있는 긍정적이고 가능성을 지향하는 강점모델로 접근한다. 이러한 접근은 주민들이 마을에 대한 자긍심과 소속감을 갖고 강점을 활용함으로써 주민의 주체적 태도와 주민역량강화를 증진한다. 둘째, 마을 주변의 지역대학자원을 활용한 지역과 대학의 상생이다. 셋째, 지역주민의 다각적인 욕구에 부응하기 위해서는 대학전공의 융합을 통한 지역 지원과 교류를 모색한다.

• 융합보안논문지
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• 제19권2호
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• pp.123-128
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• 2019

2016년 3월 대한민국 국회에서 대(對)테러법인 "국민보호와 공공안전을 위한 테러방지법"이 통과되었고, 이에 근거하여 대테러관련기관의 기능과 역할도 부여되었다. 그러나 대테러관련기관이 그 임무를 수행하는 과정에서 다수의 문제점이 제기되었으며, 이에 관한 다양한 논의가 진행 중이다. 이 연구는 대테러시스템과 관련한 쟁점에 대하여 전문가들에게 '상대적 중요도 분석(AHP)'을 실시하였다. 현행 대테러시스템 개선을 위한 분석결과는 다음과 같다. 첫째, 측정영역의 우선순위는 법제도, 협력, 운영 측면으로 밝혀졌다. 다음으로, 측정요소의 우선순위는 대테러전담기구의 정비, 대테러관련부서의 유기적 공조, 대테러업무의 전문인력양성으로 도출되었다. 이를 통하여 대테러시스템 개선을 위한 정책적 고려사항으로 대테러전담기구의 정비 등에 관한 논의가 필요하다.

• 정보보호학회논문지
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• 제19권3호
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• pp.143-152
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• 2009

정보보호 전문인력을 정의하고 양성하기 위해서는 무엇보다도 정보보호업무 전반을 체계화하여 표준화한 '직무체계'를 개발하고, 직무체계에 기반하여 인력을 어떻게 교육할 것인가를 정하는 교육과정 및 직무분석이 필요하다. 정보보호 분야의 직무를 정의하고 표준화함으로써 인력의 직무능력을 표준화하고 직무수행을 위해 필요한 지식 및 기술에 대한 정의가 가능해짐으로써 보다 실무 지향적인 전문인력의 양성이 가능할 것으로 기대된다. 직무체계(Skills Framework)란 산업현장의 직무에 근거하여 직무분류 및 직무수준을 설정하고 직무수준별 수행기준을 제시하는 것으로써, 현장 수요에 기초한 교육훈련과정의 개발, 자격 및 인력수급 체계 등을 위한 인프라 정비의 핵심 요소이다. 따라서, 본 논문에서는 정보보호산업의 발전을 이끌어갈 실수요에 기반한 체계적인 '정보보호 전문인력'의 중급을 위해서는 무엇보다도 표준화된 직무체계의 개발이 시급하다고 인식하고, 정보보호 분야의 직무체계를 개발하여 제시하고자 한다.

• 한국문헌정보학회지
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• 제55권1호
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• pp.251-283
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• 2021

국립중앙도서관은 국가대표도서관으로 국가지식문화유산의 수집·제공·보존관리 등의 국가도서관 임무를 수행하고 있다. 본 연구는 국가도서관인 국립중앙도서관의 지속적 성장과 발전을 위한 합리적 경영개선 도구로서 성과지표 개발을 목표로 하였다. 성과지표는 도서관 환경변화에 대응한 조직의 전략과 성과측정 연계에 유용한 균형성과표(Balanced Scorecard, BSC)를 기반으로 하였다. ① 자원, 접근, 인프라 관점, ② 이용 관점, ③ 효율성 관점, ④ 잠재력과 성장 관점, 19개 핵심성공요인, 71개 지표로 국립중앙도서관 성과지표를 개발하였다. 또한 국립중앙도서관 직급과 직무에 따른 성과지표 인식의 차이를 분석하였다.

• 대한약침학회지
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• 제25권1호
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• pp.15-23
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• 2022

Objectives: This study aims to develop a community care model in traditional Korean medicine (TKM) by developing a community care participation model for the health of the elderly and deriving tasks to implement it. Methods: This study implemented a group interview with experts. A fact-finding survey was conducted targeting 16 local governments that are implementing a leading project to identify the status of TKM service provision and welfare service linkage in all regions. An expert group interview (FGI) targeted public and private sector experts for each job role, the former represented by those in charge of the central government's health care policy and administrative delivery system, and the latter by professors majoring in social welfare, professors majoring in health, and local TKM societies. After forming the expert groups, three expert group interviews were conducted. Results: Through collective interviews with experts, a model for providing TKM and welfare services in community integrated care was derived by dividing it into local and central government levels. The strategies and tasks for promoting TKM-oriented health welfare services were derived from 3 strategies, 8 tasks, and 20 detailed tasks. Conclusion: The core direction of the TKM health care model is the region-centered provision of TKM and welfare services. To this end, policy support for the use and linkage of health care service resources is required at the central government level, and linkage and provision of health welfare services centered on TKM are necessary through linkage and convergence between service subjects and between government health care projects.

• 한국프랜차이즈경영연구
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• 제9권4호
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• pp.33-43
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• 2018

Purpose - In hotel industry, quality of leader-member exchange(LMX) relationship is very critical, because it impacts on the employee's work attitude and behaviors. Thus, this research examines the effect of LMX on employee loyalty in the context of hotel business and identifies mediating roles of work stressors, work role performance in the relationship between LMX and employee loyalty. This research suggests the guidelines for how hotel leaders should manage their employees and build employee loyalty that improve management and business performance. Research design, data, and methodology - This study tests the structural relationship between LMX, work stressors, work role performance, and employee loyalty. Work role performance divide into three sub-dimensions such as individual task proficiency, individual task adaptivity, and individual task proactivity. In order to examine the purposes of this research, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 113 franchise hotel employees and were analyzed using SPSS 22.0 and SmartPLS 3 program. Result - The findings of this research are as follows. First, leader-member exchange(LMX) have significant positive impacts on work stressors, work role performance, and employee loyalty. Second, work stressors have significant negative impacts on work role performance and employee loyalty. Third, work role performance has significant positive impact on employee loyalty. Conclusions - The outcomes of this research indicate that hotel leaders should focus on the dyadic relationship with their employees how to improve employee productivity through LMX relationship. In turn, the quality of this relationship influences employees's work attitudes and behaviors. As a result of increasing job demands in hotel business which relies heavily on human resources, the hotel leader must find ways to prevent or reduce stressors and associated strains. If hotel employees perceive the high quality of LMX relationship, they improve their work role performance which influences loyalty. Therefore, the hotel leaders should develop monetary or non-monetary reward system for the employees and, make an efforts to have unique social exchange relationships with employees.

• 한국프랜차이즈경영연구
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• 제7권2호
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• pp.5-14
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• 2016

Purpose - Competitive industry structure and recent economic depression challenge a survival of Korean small- and medium-sized food franchising companies (SMFCs), albeit the explosive growth of the Korean food service industry for last few decades. Against this backdrop, it examines how these SMFCs overcome liabilities of smallness and resource scarcity to strengthen competitive advantage in the market. To tackle this, in this article we focus on corporate entrepreneurship and human resources as a knowledge-based asset for these SMFCs. Furthermore, the ratio of employee turnover is high in SMFCs. We view that such brain-drain may result in poor performance of the Korean SMFCs. As such, we pay attention to the role of organizational commitment to an organization as a solution for enhancing individual-level employees' loyalty toward their organization. Research design, data, and methodology - Our research question is to what extent corporate entrepreneurship (i.e., innovative organizational culture, organizational autonomy, and administrative innovation) affects an individual-level attitude toward the organization and, in turn, employee creativity and satisfaction in the Korean SMFCs context. We collected data from employees in SMFCs for three months. A total of 126 valid questionnaires were collected, and analyzed the data using partial least squares path modeling. Results - The reliable and valid measurement model feed into testing the structural model. Our findings suggest that innovative organizational culture and organizational autonomy positively affect employee commitment. Particularly, organizational autonomy has a greater effect than innovative culture on employee commitment. However, the relationship between administrative innovation and employee commitment is not significant. We also find that employee commitment positively affects both employee creativity and satisfaction. Conclusions - Our contribution to the existing franchising business and management literature is twofold. First, the conceptual model includes three antecedents in the organizational entrepreneurship dimension to organizational commitment. Second, we conceptualize organizational commitment as employee commitment, and validate its impact on employee creativity and job satisfaction at an individual performance level. Overall, this article suggests that it is critically important for the Korean SMFCs to develop corporate entrepreneurship in order to facilitate employees' positive attitudes toward their organizations.

• 수완나부미
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• 제16권1호
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• pp.303-343
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• 2024

Globalization and the flow of foreign direct investment (FDI) in the post-pandemic context continue to play a critical role in shaping the workforce of emerging countries. In Vietnam, evidence obtained during the pandemic revealed that the well-being of employees, especially migrant workers, was extremely poor due to both work and non-work factors. This paper examines the most significant factors that impact the well-being of workers employed by various FDI companies in two Vietnamese industrial parks. The survey evidence (n=200) shows that worker well-being is influenced by seven key factors categorized in three dimensions, namely material stressors, social stressors, and human stressors. A further qualitative analysis of 60 participants provides an understanding of the ways in which each factor affects workers' well-being and how elements of well-being in the Vietnamese context are different compared with other countries. Low salaries, lack of social support, work-life imbalance due to job demands, and the interplay between these three determinants significantly affect the overall well-being of workers. In the current business climate, it is important to have well-targeted policies that encourage high-tech investments as well as persuade domestic firms to address low salaries and economic migration. To manage valuable human resources and keep competitive advantages, foreign firms need to authentically implement corporate social responsibility (CSR) initiatives focusing on workers' benefits, especially providing workforce housing. This will bring about win-win outcomes of improved employee well-being and business sustainability.

• 대한간호학회지
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• 제24권4호
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• pp.584-596
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• 1994

The objective of the study is to explore the relationships between the variables of nursing productivity on the framework of system del in the tertiary university based care hospital in Korea. Productivity is basically defined as the relation-ship between inputs and outputs. Under the proposition that the nursing unit is a system that produces nursing care output using personal and material resources through the nursing intervention and nursing care management. And this major conception of nursing productivity system comproises input, process and output and feed-back. These categorized variables are essential parts to produce desirable and meaningful out-put. While nursing personnel from head nurse to staff nurses cooperate with each other, the head nurse directs her subordinates to achieve the goal of nursing care unit. In this procedure, the head nurse uses the leadership of authority and benevolence. Meantime nursing productivity will be greatly influenced by environment and surrounding organizational structures, and by also the operational objectives, the policy and standards of procedures. For the study of nursing productivity one sample hospital with 15 general nursing care units was selected. Research data were collected for 3 weeks from May 31 to June 20 in 1993. Input variables were measured in terms of both the served and the server. And patient classification scores were measured drily by degree of nursing care needs that indicated patent case-mix. And also nurses' educational period for profession and clinical experience and the score of nurses' personality were measured as producer input variables by the questionnaires. The process varialbes act necessarily on leading input resources and result in desirable nursing outputs. Thus the head nurse's leadership perceived by her followers is defined as process variable. The output variables were defined as length of stay, average nursing care hours per patient a day the score of quality of nursing care, the score of patient satisfaction, the score of nurse's job satis-faction. The nursing unit was the basis of analysis, and various statistical analyses were used : Reliability analysis(Cronbach's alpha) for 5 measurement tools and Pearson-correlation analysis, multiple regression analysis, and canonical correlation analysis for the test of the relationship among the variables. The results were as follows : 1. Significant positive relationship between the score of patient classification and length of stay was found(r=.6095, p.008). 2. Regression coefficient between the score of patient classification and length of stay was significant (β=.6245, p=.0128), and variance explained was 39%. 3. Significant positive relationship between nurses’ educational period and length of stay was found(r=-.4546, p=.044). 5. Regression coefficient between nurses' educational period and the score of quality of nursing care was significant (β=.5600, p=.029), and variance explained was 31.4%. 6. Significant positive relationship between the score of head nurse's leadership of authoritic characteristics and the length of stay was found (r=.5869, p=.011). 7. Significant negative relationship between the score of head nurse's leadership of benevolent characteristics and average nursing care hours was found(r=-.4578, p=.043). 8. Regression coefficient between the score of head nurse's leadership of benevolent characteristics and average nursing care hours was significant(β=-.6912, p=.0043), variance explained was 47.8%. 9. Significant positive relationship between the score of the head nurse's leadership of benevolent characteristics and the score of nurses' job satis-faction was found(r=.4499, p=050). 10. A significant canonical correlation was found between the group of the independent variables consisted of the score of the nurses' personality, the score of the head nurse's leadership of authoritic characteristics and the group of the dependent variables consisted of the length of stay, average nursing care hours(Rc²=.4771, p=.041). Through these results, the assumed relationships between input variables, process variable, output variables were partly supported. In addition it is also considered necessary that-further study on the relationships between nurses' personality and nurses' educational period, between nurses' clinical experience including skill level and output variables in many research samples should be made.