• 경영과정보연구
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• 제32권1호
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• pp.241-258
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• 2013

HRD 프로페셔널은 계획, 조직 개발, 조직 디자인 등과 같은 전략적인 경영 협력 활동을 통해 생산성의 향상을 도모한다. 특정한 개입 방안만을 제시하는 것은 조직의 기본적인 시스템을 변화시키거나 향상시킬 수 없으므로 시스템적 관점을 지향하는 것은 전략 개발에 중요하다. 조직을 시스템적으로 운영하기 위해 HRD 프로페셔널은 문제해결에 있어서의 조직 내 저항을 잘 다룰 뿐만 아니라 변화관련당사자와의 협업을 통해 제시된 문제해결의 효과를 양적으로 측정할 수 있는 방법을 밝힐 수 있어야한다. 또한 HRD 프로페셔널은 경영 목표들간의 일치 혹은 통일성, 프로세스 디자인, 프로세스 운영에서 핵심적인 역할을 할 필요가 있다. 성과에 대한 정책과 실행을 지역의 문화적 특성을 고려하여 기획하는 것 역시 중요한 과제 중의 하나이다.

• The Journal of Asian Finance, Economics and Business
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• 제9권10호
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• pp.147-158
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• 2022

This study examines the relationship between employee engagement and goal orientation toward competence. In addition, it also examines the relationship between competence and employee performance in financial institutions in Indonesia. Questionnaires were distributed to several employees who work at financial institutions in Aceh, North Sumatra, and Riau. The basis for selecting the research object was that most financial institutions have similar business products. The similarities are the marketing of home loan ownership products and multipurpose investments. The three study regions are located in western Indonesia's most central provinces and have a significant amount of trade. The sampling technique used was purposive sampling based on specific criteria for the respondents. 275 employees made up the research sample, and partial least squares data analysis methods were applied. In data analysis, initial testing was carried out on the components of the research statement items to see their validity and reliability. The results of this study indicate that employee engagement behavior can improve employee performance, which improves financial institutions' organizational performance. The study's findings offer suggestions for policies and guidelines that will encourage productive work behavior among employees and boost organizational performance. The fact that employees must think and act creatively to develop their competence and become superior employees is another distinctive feature of this research.

• 한국직업건강간호학회지
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• 제30권2호
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• pp.37-45
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• 2021

Purpose: This study aimed to investigate the influence of workplace violence experience on depression among female caregivers in Korea. Methods: This study was a secondary data analysis of data from the 5th Korean Working Conditions Survey (KWCS). The study sample consisted of 484 female caregivers. IBM SPSS 25.0 was used for complex sample analysis, which considered sampling the weights of variables. Based on the survey questions, we used complex sample cross-tabulation and the complex sample general linear model (CSGLM). Results: About 10.1% of female caregivers experienced workplace violence. The factors influencing workplace violence experience on depression were organizational justice (p=.048) and illness (p=.004). However, in cases with no violence, the influencing factors were psychological work environment (p=.001), work environment satisfaction (p=.024), and work engagement (p=.004). Conclusion: Caregivers are vulnerable to workplace violence. Therefore, it is necessary to formulate a policies such as organizational justice, work environment satisfaction, and work engagement to improve the working environment.

• 한국보건간호학회지
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• 제34권3호
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• pp.341-354
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• 2020

Purpose: This is a descriptive survey research study that identifies the intrapersonal, interpersonal, and organizational and community factors affecting the instrumental activities of daily living (IADL) in community-dwelling seniors. Methods: The study used data from a 2017 national survey of senior citizens, and includes 10,299 subjects aged 65 years or more. Complex sampling was performed to increase accuracy of the population, and hierarchical logistic regression was performed to identify the factors affecting IADL in seniors. Results: Amongst the organizational and community factors, we determined that the number of health centers, welfare facilities for senior citizens, hospital beds, and community sport facilities affected IADL in seniors, even after adjusting for intrapersonal and interpersonal factors. Conclusion: Helping seniors to maintain IADL independence for a longer duration is essential for their physical and social independence. Therefore, when establishing and developing policies for health promotion programs, efforts should be undertaken to actively reflect the level of IADL functions, and to create an accessible health and medical welfare environment by considering characteristics of senior citizens for operating programs.

• 의정연구
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• 제15권1호
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• pp.177-207
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• 2009

한국의 정부규제개혁은 지난 30년간 엄청난 성과를 거둔 것이 사실이다. 특히 경쟁규제분야(혹은 경제규제분야)에서 정부규제완화는 세계화와 민주화에 부응하는 실적을 거두었으며 한국의 경제를 몇 단계 비약시키는데 기여하였다. 문제는 정부주도의 규제개혁의 효과가 언제까지나 계속될 수 있는가하는 것이다. 이 연구에서는 대통령과 행정부가 주도한 그간의 규제 개혁은 그 추진력에 있어서 나름대로 효과가 있었다는 사실을 인정하나, 향후 규제개혁정책이 성공적으로 수행되기 위해서는 국민의 대표로 구성된 국회가 1)규제개혁정책에 대한 입법, 조사, 감사, 정보수집, 내부연구, 규제평가 등에 대한 적극적인 활동을 해야 한다는 점, 2)국회 차원에서의 '정부규제개혁안에 대한 사전·사후적 검토'를 할 수 있는 조직적 기제를 마련해야 한다는 점, 3)맹목적 규제완화정책이 주기적으로 국가위기를 초래하고 있는 현실을 인식하여 국회차원에서 독자적으로 규제개혁정책을 추진할 수 있는 조직적 메카니즘을 만들 시점이 되었다는 점을 강조하고자 하였다. 연구자는 이런 문제의식 하에서 국회의 규제개혁참여 논리를 개발하고 국회와 행정부간의 규제개혁관계를 중심으로 규제개혁모형을 제안하였으며, 국회의 규제개혁참여를 위한 구체적인 조직설치안을 모색하였다.

• 한국항만경제학회지
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• 제29권2호
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• pp.173-194
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• 2013

본 논문의 목적은 해양클러스터를 구축하기 위한 정책방안을 제시하여 우리나라 항만의 글로벌 경쟁력 향상을 도모하고 정책적 제안을 통해 국가경제발전을 위한 국가경영의 적용에 있다. 이 연구의 기여는 우리나라가 세계적인 SPLC를 조성하여 국가경영차원의 SPL 정책개발을 통해 궁극적으로 국가경제발전에 이바지함에 있다. 연구방법론은 HFP, KJ, SWOT 방법론, 기술적 연역법으로 구성된 통합적 접근법이다. SPLC의 전략적 방안은 공간적집적화, ICT집적화, ICT교류 및 ET기회확대, DT/ICT서비스 통합화, SPL의 통합서비스제공 및 조직적인 정책을 이행하는 것이다. SPLC의 전략적 구축방안을 구체적으로 이행하기 위해서는 추진 주체의 선정이 필요하다. 이를 위해서는 민 관 학 연의 민관공동기구의 설립이 가장 바람직하다고 판단되며, 실무상 국가 경영차원의 조직적 정책지원방안의 추진이 수반되어야 한다. 본 연구를 강화하기 위해서는 고부가가치의 블루오션분야 개발관점에서 해양클러스터를 동반한 오프쇼어 부문의 보완 전향적인 연구가 필요하다.

• Asia pacific journal of information systems
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• 제19권1호
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• pp.63-82
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• 2009

Virtual community is a social aggregation to attain some goals in an IT-supported virtual space (Lee et al., 2002). As lots of virtual communities generate robust and reliable outputs with low control and low incentive, previous researchers was interested in the questions, "why do they participate?" or "how are they controlled?". But. as Katz (1964) said, the most important part of the high-performing organization is the behaviors of members in the organization. Therefore, this research is to examine the relationship between the performance and the behaviors of participants in the virtual community. First, we propose 6 types of behaviors related to high performance in the virtual community: 'Continuous Attendance', 'Complying with the organizational value, policies, and regulations', 'Protection', 'Suggestion for the improving', 'Self-training', and 'Favorable behavior'. The six types of behaviors are extracted from the framework of Katz (1964) and Brief and Motowidlo (1986). The reason why each behavior is positively related with high-performance is that those who continuously attend have more responsibility than temporary participants do; complying with the rules of a virtual community means that they may make more reliable outcome; 'Protection' is one of the prosocial-behaviors and those who protect the community may concern the benefit of the virtual community when they participate: those who suggest some ideas for improvement may contribute to the virtual community; 'Self-training' behavior means that participants really want to have high quality in their contribution: those who have 'Favorable attitude' consider other members in the virtual community when they participate. Then, we perform an empirical analysis with the survey from participants in the Knowledge service of Naver.com, to show those behaviors are associated with the high-performance. To make the measurement for the six behaviors, we use CVR (content validity ratio) method (Lawshe, 1975), interviewing 12 experts. The dependent variable, performance of participation, is measured by 'ratio of selected answer' given by the Naver.com. We use email survey. We sent 1200 emails to randomly selected participants in the knowledge service and received 282 responses. The results of our empirical analysis show that 4('Continuous Attendance', 'Suggestion for the improving', 'Self-training', 'Favorable attitude') are positively related to the performance, but 2('Complying with the organizational value, policies, and regulations' and 'Protection') are not significant. In line with Fitzgerald (2006), we expect that participants in the virtual community may behave similarly to employees in the off-line firms for the high performance. But 2 behaviors have different results. The reason that the 'Complying with the organizational value' behavior is not sufficiently related to performance is that the motivation of participants is more related to intrinsic pleasure or altruism than external reward. Also, the 'Protection' behavior has no significant relationship with performance, which means that the high-performing participants have little concern about the problems in the community.

• 유통과학연구
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• 제12권12호
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• pp.65-73
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• 2014

Purpose - Distribution of agricultural products is collapsing due to recent changes in the environment balance between retailers and producers. Further, the increase in the imports of agricultural products due to free trade has caused revenue problems for producers. Agricultural producers are faced with increasing difficulties, and the organized producing center's importance is growing each day. Korean organized producing centers' policies have been conducted since 2000, and have thus been sustained for more than 10 years. Organizing a producing center's business is focused on agricultural cooperative and farming association corporation this has already have been carried out. In addition, it has achieved significant results through these organizations, but it still has many problems. Research design, data, and methodology - Organized producing centers were classified for each type. The survey covered 90 organizations, based on factor analysis, analysis of balance, and logistic regression analysis. The results of the conducted factor analysis are as follows. Production, marketing, human resources management, organizational skills, post management, safety, and scale were classified as the seven kinds of factors. These are the factors that affect the organized producing centers through the variance analysis and logistic regression analysis. The purpose of such research and analysis is to suggest the direction for the future organized producing centers' policies. Result - Results of the analysis of the variance are listed below. Items by type, production, marketing, human resource management, and organizational skills are shown to depict differences between the factors. Organization form results show that production and marketing showed a difference between the factors. The size of the organization, production, and marketing showed the difference between the factors. The factors affect organized producing centers differently depending on the type shown, as seen from the results. In contrast, the logistic regression results of the analysis are as follows. Considering the results by the type of item, and the horticulture type of marketing, human resource management has a (+) influence. Grain type and production showed a (+) influence. New types of income affecting organizational skills have a (+) influence. Considering the results for each type of organization, the agricultural cooperative type of marketing and human resource management have (+) influence. Farming association corporation type of production has a (+) influence. As a result, the size of the organization is as follows. Large organizations are production, expressed in marketing with a (+) impact. Medium-size organizations are expressed with their size factor having a (+) impact. Small organizations are expressed with a safety factor having a (+) impact. Conclusions - The types of factors display different effects. One factor is that the type of a (+) represents the influence of other factors (-) as per factor symptomatology. Therefore, the type of measures to organize a strategy to maximize the benefits of your organization should be pursued. In addition, based on the support for small organizations, improving the quality of the producer organization should be considered.

• 한국보육지원학회지
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• 제16권5호
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• pp.219-237
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• 2020

Objective: The research aimed to help understand the lives of those living in today's Korean society by analyzing the positionality of experienced childcare teachers, and to obtain relevant policy implications. Methods: The participants were 111 childcare teachers with more than seven years of job experience. The metaphors expressing themselves were collected and implemented the metaphor analysis in terms of positionality. Results: First, the participants who recognized themselves as experts were positioned as teachers who cared for and taught children, as co-learners with children, and as leaders of junior teachers. Second, the participants who recognized themselves as minorities were positioned as non-subjects, and as oppressed persons who had to obey in the lower levels of the organizational system of childcare centers. Third, the participants who recognized themselves as marginal persons were positioned as problem solvers, and as border-crossers who conflict and adjust in complex relationships. Conclusion/Implications: Based on the results, the following policy suggestions were made. First, policies must be expressed in public language that respect childcare teachers as a key worker in society; second, the job policies must be shifted toward employment security of childcare teachers. Third, substantial support for labor costs for childcare teachers should be expanded.

• 근관절건강학회지
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• 제25권2호
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• pp.84-91
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• 2018

Purpose: The purpose of this study was to identify the types of violence experienced by small and medium sized hospital nurses. Methods: Data were collected from March 1 to 30, 2017, using self-report questionnaires. Responses from 87 nurses were analyzed using descriptive statistics, $x^2$ test, Fisher's exact test, t-test. Results: The majority of the respondents experienced violence from patients (60.2%), visitors (25.5%), doctors (12.2%), and other staffs (2.0%). Verbal violence (80.5%) and physical threats (74.7%) were more frequent than physical violence (25.3%). Violence occurred throughout the hospital. However, verbal violence ($x^2=20.85$, p=.005) and physical threat ($x^2=20.80$, p=.006) were statistically significant according to the department. Violence occurred most frequently in surgical ward, followed by artificial kidney room, emergency room, and outpatient department. Conclusion: Most nurses are exposed to frequent violence. These results suggest that hospital should improve the respective organizational cultures and develop promotional programs and administrative policies to prevent violence. Also, hospitals should develop of violence intervention policies and education programs and counseling programs for nurses.