• Journal of the Korean Wood Science and Technology
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• 제33권1호통권129호
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• pp.63-76
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• 2005

목재문화는 시멘트문화를 대체하는 새로운 패러다임으로서, 목재문화가 학문적 체계를 갖추기 위하여는 공학적 연구만이 아니라 사회학적 연구도 병행되어야 한다. 본 연구는 아직 국내외적으로 전혀 시도된 바가 없는 목재문화의 사회학적 측면을 구조 기능적, 체계 기능적, 갈등적, 사회 변동적 측면에서 사회학적으로 연구하고 우리나라의 사례를 분석함으로써 목재문화의 사회학적 접근방법을 제시하는데 목적이 있다. 구조 기능적 측면에서 보면 사회체계는 최상위의 인식체계, 그 다음의 제도체계, 생활체계, 기술체계의 4가지 부분체계로 이루어진다. 이들 부분체계는 목재문화 전체의 기능을 유지하기 위하여 당위성 타당성 현실성 발전성의 기능을 발휘한다. 체계기능적 측면에서 볼 때 목재문화체계는 목재 효용성의 인지와 전파과정에 따라 개인적 체계와 조직적 체계, 이 두 가지를 망라하는 사회적 체계의 3가지로 구성되며, 갈등측면에서 볼 때 사회는 목재문화와 시멘트문화의 갈등양상에 따라 고유의 목재문화는 쇠퇴하고 시멘트문화가 확산되는 사회, 시멘트문화가 쇠퇴하고 목재문화가 확산되는 사회, 고유의 목재문화와 시멘트문화가 균형을 이루는 사회로 구분된다. 이와 같은 목재문화의 유형을 문화변동의 측면에서 분류하면, 목재문화에서 시멘트문화로의 변동, 시멘트문화에서 목재문화로의 변동, 목재문화 자체의 변동으로 분류할 수 있다. 또한 변동수준에 따라 분류하면 미시적 변동, 중간적 변동, 거시적 변동으로 분류된다. 이상과 같이 목재문화를 사회학적으로 조명하는 새로운 접근방법과 공학적 연구가 함께 진행되어 빠른 시일내에 학계에서 "목재문화론" 또는 "목재문화학"이 체계적으로 정립되기를 바란다.

• Educational Technology International
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• 제11권1호
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• pp.47-68
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• 2010

The purpose of this study was to analyze majors trends and issues of e-Learning curriculum for human resource development in the corporate context. The e-Learning curriculum was chosen as the subject of research consists of 2,710 lectures that were given from 2007 to July 2009 for the recent three years by providing at Ministry of Labor and Korea Research Institute for Vocational Education & Training. In order to investigate trends and issues, it was employed theme analysis which is one of the types of document analysis that approach a qualitative research methodology. As a result of this research, 7 major trends and issues in e-Learning curriculum for HRD in the field of corporate education were drawn; ① Strengthening expertise through learning of job related professional knowledge, ② Cultivation of common & essential knowledge for a job to increase work performance efficiency ③ Organizational management strategy for improving performance, ④ Organizational management and operational strategy for actively responding to environmental changes, ⑤ Leadership as a strategy for cultivating core personnel and field-centered practical leadership. ⑥ Creating a happy workplace through the work-life balance, ⑦ Strengthening global communication skill. Based on these analysis, practicals and theoretical implications of e-Learning professionals and HR researchers for HRD were suggested.

• Journal of Information Technology Applications and Management
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• 제16권3호
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• pp.87-100
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• 2009

The purpose of this study is to investigate the evolution of regional tourism resources from the perspective of business ecosystem network. A regional tourism structure changes due to various factors such as natural resources, facilities, festivals and events, public resources, and etc. An exploratory analysis was conducted to examine the interaction between resource characteristics and alliance complexity in the regional tourism industry. In the process, the duality of technology provides an insight into the interaction among several players within an alliance network which include regional attractions and tourism industry. As a result. we identified four types of tourism alliance network: functional, organizational, resource-oriented, and artificially-allied. The managerial implications are also discussed.

• Asia pacific journal of information systems
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• 제11권4호
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• pp.1-25
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• 2001

Manufacturing firms face a paradigm shift from industrial systems driven by efficiency to post-industrial systems where success depends on a quick-response to customer demands for a variety of high-quality products. In essence, time is becoming a critical dimension for competition. New information technologies allow many firms to pursue time-based competitive strategies. The purpose of this research is to investigate the relationship among the types of information technology, behaviors of suppliers, the structures of new product development processes, and the competitiveness of the firms. The data for this study were collected from 96 Korean manufacturing firms that have implemented certain types of information technologies. Research results from LISREL analysis confirm that the competitiveness comes from product innovation capabilities and innovative product development process. But the linkage between the information technologies and the firms' competitiveness proves to be indirect. Suppliers, organizational culture related to IT, and some other factors also have indirect impact on the competitiveness. A summarized report of other findings is provided as well.

• International Journal of Advanced Culture Technology
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• 제7권2호
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• pp.83-92
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• 2019

The purpose of this study is to reduce the costs required to proactively prevent the turnover intention by the results of personality type of locus of control. which is the behavioral outcome of the members of the organization. Based on this problem consciousness, the present study focused on the personal characteristics of the members of the organization in the enterprise. Among the individual characteristics, the intentions, which are distinct from others, are called personality, Focusing on the locus of control among these types of characteristics of the organization members, the study about how these control positions affect their job involvement and their turnover intention. The results validated in this study are summarized as follows. Among the personality types of the organization's members, internals are found to have higher job involvement than externals. In addition, it was found that internals among the personality types of the members of the organization lower the meaning of turnover intention than external member. In order to overcome uncertain management environment and create and sustain a competitive advantage in the organization, management has a weight-oriented trend and Increasing job involvement in organizational members and lowering their turnover intention will lead to continued productivity, among other things, important management items that managers and managers should pursue. Given these aspects, it is deemed necessary to analyze the personality aspects of the members of the organization and to transform and manage a new management mindset that leads to the enhancement of the personality as an internal rather than an external one and the task immersion of the members of the organization based on it.

• 대한지역사회영양학회지
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• 제14권2호
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• pp.216-228
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• 2009

The purpose of the study was to investigate the influences of contract foodservice managers' personal characteristics, foodservice characteristics and organizational characteristics on job satisfaction, including interpersonal relationships, self-actualization and promotion opportunity categories. A survey was administered to four hundred contract foodservice managers of five large companies and five small/medium companies in the Seoul and Kyungin areas. The final response rate was 66%(N=265), and the data were analyzed using SPSS Windows(ver. 12.0). The respondents were 76.1% female, average age 28.8 years, and 73.0% were regular workers. Contract foodservices have profit and loss contracts(69.1%), single menu types(59.6%) and buffet serving styles(37.7%). There are significant differences of job satisfaction by some personal characteristic variables(gender, martial status, age, education, position, work hours, period of working for the present company, and payroll per year) and foodservice characteristic variables(type of contract and charge of food costs). In three job satisfaction categories, foodservice managers reported the highest interpersonal relationship satisfaction, following self-actualization satisfaction and promotion opportunity satisfaction in both large companies and small/medium companies. However, foodservice managers of large companies tended to be more satisfied regarding their promotion opportunities than foodservice managers of small/medium companies(p<0.05). Work hours, number of meals served/day, male, workload, communication with the clients, relationship with co-workers, obvious role and autonomy were significant factors to increase the job satisfaction in contract foodservices of large companies. On the other hand, relationships with co-workers and males were significant factors to increase the job satisfaction in contract foodservices of small/medium companies. This research suggests that contract foodservice companies need to understand the characteristics of their managers, foodservices and organizations to enhance the job satisfaction of foodservice managers and to develop specified human resource management strategies that can be applied to each company scale.

• 한국실내디자인학회논문집
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• 제4호
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• pp.53-60
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• 1995

Recently, much attention is paid on the office design be-cause the real world of work has undergone substantial changes, in both spatial and temporal aspects, due to the in-troduction of data processing technologies and new types of production. Today's renewed objectives of office are to define new physical space for work, to deal with economic and organizational changes. In the period of information, the purpose of an office is to improve the productivity for employers employees the comfort and vitality. Today's intellecture resources are necessary for the development in the modern business. The Hypid office, as an alternative in order to correspond the rapid changes, is proposed to give the space for satisfy-ing the basic desires of a human being-eating, resting and working. Accompanying with flexibility and comfortability, this office should include the space for personal purpose and the space for social purpose. Applying the concept of comfort like at home leads to re-lease a worker's stress from the society of information. The future office which is to enhance the quality of culture by in-tegrating indivisual, domestic and social life should commu-nicate efficiency, movement, energy, transformation.

• 한국콘텐츠학회:학술대회논문집
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• 한국콘텐츠학회 2018년도 춘계 종합학술대회 논문집
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• pp.371-372
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• 2018

본 연구는 호텔기업의 조직문화 유형별 LMX와 경영성과에 관한 연구로 호텔기업에서의 조직문화 유형에 따라 LMX(Leader-Member Exchange) 상사와 구성원(종사원)과의 차이가 있는지를 검증하고, 조직문화 유형에 따라 경영성과에 어떠한 차이가 있는지를 검증하고 마지막으로 조직문화 유형별(관계지향, 위계지향, 혁신지향, 과업지향) LMX가 경영성과에 어떠한 영향을 미치는지를 검증하고자 한다. 본 연구의 목적을 효율적으로 달성하기 위하여 문헌적 연구방법(documentary study)와 실증적 연구방법(empirical)을 병행하였다. 회수된 설문지를 분석하여 호텔기업의 조직문화 유형별 LMX와 경영성과에 대한 방향과 시사점, 개선방안을 제시하고 한다.

• 한국정보시스템학회지:정보시스템연구
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• 제23권2호
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• pp.1-23
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• 2014

Companies are required to have adequate understanding and awareness of a partner company within the supply chain, together with the understanding of the imbalance consequent on power types. Therefore, this study intends to look into the power types and make clear their influence on confidence & commitment and causal relationship that is linked to SCM user satisfaction. The concrete research results are as follows. First, the result showed that none of the behavioral coercive, high-handed reward, and relative legitimacy in terms of Mediated power had a significant influence on confidence and commitment. Like this, the result explains that there is a limit to forcibleness power in forming a continuous, long-term relationship. Second, business expertise, professional information and value reference in terms of Non-Mediated power were all found to have a significant influence on confidence and commitment. This could be judged as having an intention of aggressively accepting a partner company's expertise, information strength and imitable culture, etc. Third, both confidence and commitment was found to have a significant influence on SCM user satisfaction.

• 벤처혁신연구
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• 제6권1호
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• pp.181-198
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• 2023

본 연구는 의료기관에 종사하는 근로자들의 조직지원인식이 내재적 직무동기에 미치는 영향 관계를 분석하고, 이 과정에서 일-가정 갈등 및 일-가정 균형요인의 인과관계에 대한 유의성 여부도 확인해보고자 한다. 설문지를 통한 실증분석 결과를 살펴보면 다음과 같다. 첫째, 조직지원인식은 내재적 직무동기 뿐만 아니라 일-가정 균형에 유의적인 양(+)의 영향을 미치는 것으로 확인되었고, 일-가정 균형은 내재적 직무동기에 유의적인 양(+)의 영향을 미치는 것으로 확인되었다. 둘째, 조직지원인식은 일-가정 갈등에 유의적인 음(-)의 영향을 미치는 것으로 확인되었으나, 일-가정 갈등은 내재적 직무동기에 유의적인 영향력이 없는 것으로 확인되었다. 셋째, 의료기관 종사자들의 직무스트레스를 줄이기 위해서는 직무강도를 줄이고 능력에 적합한 업무량을 부여하며, 인력운영 및 업무효율성을 제고하기 위해 직무교육과 적재적소의 인력배치가 필요하다. 넷째, 긍정적인 조직지원인식과 내재적 직무동기 향상을 위해서는 현 직장에 대한 애착심을 높일 수 있고 다양한 유인체계로 조직의 문제를 자신의 문제로 인식할 수 있도록 지원 및 제도적 장치를 마련하여 장기근속을 유도하여야 한다. 본 연구의 한계점 및 향후 연구 방향은 다음과 같다. 첫째, 전국의 의료기관 종사자들을 지역별, 성별, 의료기관별, 학업별, 소득별 등으로 분류하여 확장된 분석을 실시하면 더 가치있는 결과를 얻을 수 있을 뿐만 아니라 의료서비스 품질에 대한 평가도 가능할 것으로 사료된다. 둘째, 의료기관 종사자들이 속한 병원의 환경 불확실성이나 경쟁 정도에 따라 직장에서의 일과 개인적인 삶의 균형 지원제도에 대한 영향력이 종업원마다 미치는 정도가 다를 수 있으므로 이를 반영할 필요가 있다. 셋째, 조직지원인식은 조직문화와 조직형태 그리고 조직규모 및 업무특성, 근무연수, 근무유형 등에 따라 다르게 인식될 것이므로 이를 반영할 필요가 있다. 넷째, 최근 정부의 의료기관 정책에 대한 변화와 글로벌 경영환경에 발맞추어 병원들의 조직구조, 직무설계, 조직지원 방식, 동기부여 접근방식, 인사고과의 평가 방법 등 다양한 신 인사관리 기법들을 설문지에 추가하여 분석하는 것이 필요하다. 또한 최근 및 가까운 미래의 의료 트렌드를 반영해서 분석하는 것도 중요하리라 사료된다.