• Journal of the Korean Society of Safety
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• v.14 no.2
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• pp.127-139
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• 1999

Two studies were conducted to examine the relationship between self-efficacy beliefs and industrial accidents. In the preliminary study, focus group interviews were conducted with employees working in manufacturing and construction sector, safety managers, and government officials to understand factors that were associated with industrial accidents. Based on interviews, a questionnaire survey was constructed to assess individual factors (such as self-efficacy beliefs, following safety procedures, life-satisfaction, and stress) that were identified as affecting industrial accidents (such as minor and major accident rates). The questionnaire were administered to a total of 917 respondents (542 employees working in the manufacturing and construction sector, 210 safety managers, and 165 government employee officials overseeing government regulations). The result indicated that three subscales of self-efficacy for employees (self-regulation, enlisting social support, and controlling the environment) were negatively correlated with the company's industrial accident rates. Moreover, those employees with higher self-efficacy were more likely to follow safety procedures and had higher life-satisfaction and lower stress levels. For safety managers, the self-efficacy beliefs were positively correlated with better implementation and higher effectiveness of the educational programs and negatively correlated with their company's accident rates.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 1996.04a
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• pp.438-441
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• 1996

The objective of this study is to select reward measure of improved business results. Grain sharing is defined as a compensation system that is designed to provide for variable compensation and to support an employee involvement process by rewarding the members of a group or organization for improvements in organizational performance. Gains, as measured by a predetermined formula, are shared with all eligible employees, typically through the payment of cash bonuses. Generally sales, profit, value-added, cost reduction portion and otherthings have been used as gains, otherwise improved business results, without any proof which is correlated to productivity improvement. This paper suggests which business result is fit reward measure for each business types and sizes.

• Asia pacific journal of information systems
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• v.9 no.3
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• pp.127-142
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• 1999

There have been strong arguments that the best organizational type for the information society is a network organization which is intelligent and learning-oriented as well as has problem solving capacities rather than a traditional passive organization which strictly follows standard operating procedures. In this perspective, integrated information work environment emerges as attractive work environment for the 21st century. Integrated information work environment is defined as an integrated electronic environment that is available to and readily accessible be each employee and is structured to provide immediate, individualized on-line access to the full range of information, software, guidance, advice and assistance, data, images, tools, and assessment and monitoring systems to permit job performance with minimal support and intervention by others. Case study was performed to measure the productivity improvement by implementing integrated information work environment in life insurance company. The results show that there is a number of indications of strong work productivity improvements.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.19 no.37
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• pp.117-125
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• 1996

The objective of this study is to select reward measure of improved business results. Ga-in sharing is defined as a compensation system that is designed In provide for variable compensation and to support an employee involvement process by rewarding the members of a group or organization for improvements in organizational performance. Gains, as measured by a predetermined formula, are shared with all eligible employees, typically through the payment of cash bonuses. Generally sales, profit value-added, cost reduction portion and otherthings have been used as gains, otherwise improved business results, without any proof which is correlated to productivity improvement. This paper suggests which business result is fit reward measure for each business types and sizes.

• The Journal of Information Systems
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• v.16 no.2
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• pp.93-122
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• 2007

RFID has fundamental influences on today's business management. This research seeks to formulate the opportunities and challenges, the strengths and weaknesses and the perceived benefits of RFID implementation in three industries: manufacturing, medical-service, and distribution. Ten companies of successful RFID deployment in Korea are presented. Field interview and panel discussion were used to explore the research purpose. The core challenges include RFID readability issues, lack of best practices, increasing prime cost, visible ROI, implementation cost, and employee's resistance. The strengths include IT infrastructure, system integration competency, RFID business model creation ability, executive's support. There is little weakness in Korea companies, there are many perceived benefits in three industries. The most distinctive finding is that the visible ROI was found out in the manufacturing industry, not in the distribution industry. The opportunities and challenges, the strengths and weaknesses and the perceived benefits are some different in three industries, which provide valuable guidance for Korean companies in seeking the RFID opportunities. This case study represents a pioneer research of RFID adoption in Korea.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.3
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• pp.463-470
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• 2009

Purpose: The purpose of this study was to examine the level of occupational stress and depression in clinical nurses and to investigate the effects of subscales of occupational stress on depression. Method: A sample consisted of 202 nurses from 6 hospitals located in Busan and GyeongNam province. The data were collected from November 2008 to march 2009. A self-administered questionnaire was used to assess socio-demographics, job characteristics, depression measured by Korean CES-D, and occupational stress assessed by KOSS. Result: The total score of occupational stress in clinical nurses was within bottom 25%, but the scores of 'Difficult physical environment', 'High job demand', 'Inadequate social support', 'Organizational injustice' were within top 50%. The 8 subscales of occupational stress had significantly effects on clinical nurses' depression after controlling for age, marital status, type of hospital, current position. Conclusion: The administration of employee assistance program for management occupational stress is important for decreasing depression in clinical nurses.

• Journal of the Korea Safety Management & Science
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• v.9 no.5
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• pp.135-145
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• 2007

In this study, as the result of analyzing the relationship and influence between economic outcome and R&D supporting investment, the number of supporting subjects among the technological innovational areas of SMEs, it is as below. First, as the economic result of analyzing companies from the investment in R&D of technological innovational areas of minor companies, the number of supporting subjects and amount of R&D have relationship with increase of sales and export amount, employee reduction & the effect of new job creation shows positive correlation with the effect of import replacement. Second, as analyzing the influence of the investment in R&D has economic effect from of technological innovational minor companies. This is thought that the financial and R&D support increase a significant effect on economical, technical against SMEs.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.2
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• pp.204-212
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• 2006

Purpose: The aim of this study was to analyze the gap between the nurse's expectation and perception of internal marketing activities. Methods: The participants of this study were 521 nurses working in four general hospitals. The data were collected by self-reporting questionnaires. They were analyzed using descriptive statistics and paired-t test. Results: First, the mean of the nurse's expectation of internal marketing activities was 3.83, and perception was 2.54, showing a significant difference. Second, in all of the five subcategories of internal marketing activities, there were also statistically significant differences. Regarding the vacation system, the expectation score was highest, and support of academic education programs in education and training, payed-leaves during vacation, discounting of medical fees in employee welfare, distress management and two-way intercommunication, and allowances in reward were followed. Conclusion: These results will be used to develop focused internal marketing strategies to enhance the nurses' motivation.

• Journal of Contemporary Eastern Asia
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• v.22 no.1
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• pp.26-48
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• 2023

While corporate social responsibility (CSR) has been considered an important philanthropic support for nonprofits worldwide, little is known about how perceptions of CSR are associated with actual CSR practices that may benefit nonprofit organizations in different institutional contexts. This study applies stakeholder theory to examine how South Korean firms perceive CSR outcomes, and how these perceptions lead to different CSR practices. We constructed a panel dataset using two waves of the Giving Korea survey of CSR and two additional sources. The results indicate that perceived CSR outcomes may play a critical role in CSR practices: 1) the more financial performance is perceived as an outcome, the more will be donated; 2) the more organizational culture is perceived as an outcome, the greater the engagement in employee volunteering; and 3) the more reputation is perceived as an outcome, the more nonprofit organizations are supported. From the findings, we discuss theoretical implications and provide suggestions for nonprofit organizations.

• The Journal of the Korea Contents Association
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• v.8 no.12
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• pp.386-395
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• 2008

The purpose of this study is to understand the cognitive power from user who have used hotel management information system and to search contribution level for hotel management. The survey results are : There are different cognitions, between PKG and developed user system, short term employee and long term employee, reservation part and front office part. Specially IT service management parts(mostly outsourcing) have low degree cognition, because of lated supporting and being short of IT service management system. Hotel information system construction gives us to be easy management operating and to be fast management but Hotel information system has to lead value creation, to support decision making, to present advavced management for hotel.