• International Commerce and Information Review
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• v.9 no.4
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• pp.289-306
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• 2007

The purpose of this study is to find out the relationship between perceived organizational justice(distributive, procedural, interactional), job satisfaction, organizational commitment, and turnover intention information technology firm. I made the theoretical proposed model to explain these relationships between the constructs, identify the operational definitions and 5 hypotheses(6 sub-hypotheses) was established. The research came to the conclusions as follows: First, perceived justice had the positive effect to the job satisfaction and organizational commitment empirically. Second, I found the relationship between job satisfaction and organizational commitment was positive. Third, job satisfaction had not the positive effect directly, but indirect effect via organizational commitment was identified in turnover intention by empirical test. Finally, perceived organizational justice, job satisfaction, organizational commitment, and turnover intention was significantly related and to decrease the turnover intention, varieties of methods and ways would be developed that raise the perceived organizational justice, job satisfaction, organizational commitment.

• East Asian Economic Review
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• v.21 no.4
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• pp.385-432
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• 2017

This paper investigates how firm age, size and ownership are related with job creation and destruction, and how these patterns differ across transition and non-transition economies. The analysis finds that age is inversely related with gross job creation and net job creation in the two samples. This finding is consistent with the theory of the learning effect. The relationship between age and job destruction is indifferent in non-transition economies. On the contrary, old firms in transition economies destroy more jobs than young ones. The paper further establishes an inverse relationship between size and gross job creation in the two groups. However, there is divergence between the two samples; small firms in non-transition economies also exhibit a higher gross job destruction rate. Consequently large firms have a higher net job creation rate. In transition economies, small and large firms exhibit similar rates of job destruction. But small firms retain a higher net job creation rate. A more intriguing finding is that state owned firms do not underperform domestic private ones. This means these countries may be using soft budget constraint which allows state owned firms to overstaff. Finally, crowding out of SMEs by foreign owned firms is not evident in transition economies.

• Fourth Industrial Review
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• v.1 no.1
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• pp.11-22
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• 2021

Purpose- The purpose of this study is to give implications on how to decrease employee turnover intention of Korean information and communication industry employees using organization culture, job satisfaction and organizational commitment. To do that this study analyzes relationships among variables and analyses mediating effect of job satisfaction and organizational commitment. Research design, data, and methodology- To analyze relationships among organization culture, job satisfaction, organizational commitment and turnover intention of employees, this study used the 7th KRIVET's HCCP employee data especially employees working in the information and communication industry who has more than university degree education. The analysis is conducted by using SPSS 21 and frequency analysis correlation analysis, regression analysis and mediating effect are analyzed by using MACRO PROCESS procedure for SPSS. Result- According to the empirical results, organization culture of innovation, relation and rational directed significantly affect both job satisfaction and organizational commitment. And job satisfaction and organizational commitment significantly affect each other. Turnover intention is significantly affected by job satisfaction, organizational commitment, innovation directed and hierarchy directed. However, the influence of innovation and hierarchy showed conflicting results. Conclusion- Based on this study result, implications to manage the turnover intention of Korean employees in the information and communication industry are discussed. Especially, the effect of organization culture, job satisfaction and organizational commitment is discussed. And the mediating role of job satisfaction and organizational commitment is also analyzed. Result implicates that cautious approach is needed in managing organization culture to employee attitude of job and organization is needed

• Journal of the Korea Society of Computer and Information
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• v.24 no.9
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• pp.135-142
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• 2019

Given the ability and skills required by modern people, marketing can be divided into knowledge-related skill such as marketing plans, market segmentation, and marketing mix management and supportive skill such as communication, inter-organizational management, creativity, and decision making. Knowledge related skills can be nurtured in existing marketing classes, but it is recognized that special educational programs such as self marketing are needed to develop and train supportive skills regardless of education levels or major education. This paper is aimed to design for marketing educational program for the self marketing. In this study, a DACUM method job analysis to extract contents by specialists such as model setting of task and job, job statement, job analysis, education course development, and so on. In the first place, this report presents job analysis model by procedures for developing selection criteria of examination questions of the self marketing qualification. The first step is preparation for job analysis, the second step: the establishment of job models, the third step : the job specification and task analysis, the fourth step: the review of job model, the fifth step: the establishment of subjects for examination matrix table for making questions.

• Korean Management Science Review
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• v.10 no.2
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• pp.145-161
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• 1993

Human Resource Management (HRM) performs numerous activities in organizations including employee recruitment, selection, placement, job analysis, training and development, and labor relations. POSCO (Pohang Steel Company) has concerned with employee management related to job placement and analysis among these activities because of the problems of over-complexity of placement precedures for the variety of recruits, the frequency of selection, a large amount of job descriptions / specifications, and their changes. This study, as a phase of developing the entire HRM systems in the organization, briefly summarizes the preliminary information related and describes an implementation of expert system as a means for effective job placement based on the principle of right-person-in-right-place with identifying aptitudes and personalities of employees. Thus, a new approach for developing a job description/specification using a formal specification language like Z is also proposed. The result of this study will cultivate the performance of personnel, prevent conflicts between labor and management, promote overall productivity of organization, as well as helpfully verify job analysis.

• Korean Management Science Review
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• v.16 no.2
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• pp.125-135
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• 1999

This paper presents a framework for the hierarchical PPC(Production Planning and Control) in make-to-order environment with job shop. The characteristics of the environment are described as : 1) project with non-repetitive and individual production, 2) short delivery date, 3) process layout with large scales manufacturing. 4) job shops. The PPC in a make-to-order typically are organized along hierarchical fashions. A model is proposed for the hierarchical job shop scheduling based on new concepts of production system, work and worker organization. Then, a new integrated hierarchical framework is also developed for the PPC based on concepts of the proposed job shops scheduling model. Finally, the proposed framework has been implemented in the Electric Motor Manufacturing and the results showed good performance.

• Korean Management Science Review
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• v.21 no.2
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• pp.79-91
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• 2004

In industrial production settings, scheduling problems for detailed day-to-day operations are often ordeals to production practitioners. For those who have scheduling experiences with the Gantt Chart, the job oriented heuristic scheduling has illustrated its merits in solving practically large scale scheduling problems. It schedules all operations of a job within a finite capacity before considering the next job. In this paper, we Introduce the LSB (load smoothing backward) scheduling algorithm for the job oriented heuristic scheduling. Through a computer experiment in a hypothetical setting, we make a performance comparison of LSB scheduling algorithm with existing algorithms and also suggest a guideline for selecting the suitable algorithm for certain industrial settings.

• International Commerce and Information Review
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• v.9 no.3
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• pp.3-22
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• 2007

The purpose of this study is to gain a better understanding of the relationships between job satisfaction and organizational commitment of employees at the Chinese employees in Korean company. This study also focuses on revealing homogeneous demographic characteristics these employees exhibit that affect their satisfaction level. This paper analyzes the job satisfaction and turnover intention of the Chinese employees in Korean Businesses based on a great deal of questionnaire research. The research found that individual's characteristics, such as gender, age, education and marital status, as well as duty variables like salary, position, length of service, number of turnover times, probability and number of promotion, made influence on the employees about their job satisfaction and turnover tendency. The result of this research is helpful in studying how to improve the Chinese employees' job satisfaction and impair their turnover intention in Korean businesses.

• Korean Management Science Review
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• v.18 no.1
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• pp.147-153
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• 2001

In this paper, we Propose the Job-Pair Comparison (JPC) rule to minimize total tardiness in a single machine. For this purpose we derive conditional expression to choose the desirable job sequence. We also prove the transitivity of JPC rule, to prevent cycle and to decrease the complexity of comparison.

• Safety and Health at Work
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• v.11 no.4
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• pp.397-404
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• 2020

Background: Most job exposure matrices (JEMs) have been developed for chemical and physical hazards in the United States (US). In addition, the overall validity of most JEMs of work organization hazards using self-reported data in the literature remains to be further tested due to several methodological weaknesses. Methods: This paper aims to review important methodological issues with regard to a JEM of work organization hazards using self-report data and to present a research protocol for developing a four-axis (job titles, hazards, sex, and time) JEM of major work organization hazards using the US General Social Survey-Quality of Work-Life (GSS-QWL) data (2002-2018; N = 7,100 workers). Results: Five methodological weaknesses in existing JEMs of work organization hazards using self-report data were identified: having only two axes (hazard and occupation), using psychometrically weak items and scales, including scales having little interoccupational variability, unresolved optimal minimum numbers of subjects per occupation, and low accessibility. The methodological weaknesses were successfully addressed in the proposed research protocol. Conclusion: The work organization JEM to be developed will significantly facilitate and strengthen occupational epidemiological studies on work organization hazards and major health outcomes, improve national and occupational surveillance of work organization hazards, and promote interventions for a healthy work environment in the US.