• 한국학교보건학회지
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• 제13권2호
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• pp.341-347
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• 2000

Background : One-quarter of Koreans are either students or school employeeS. Therefore, school health programs for them have high levels of cost-benefit. School health programs, though, are focused on services such as vaccination and physical examination according to administrational regulations without systemic planning. Futhermore, college health programs run autonomously, not under the supervision of the Ministry of Education. It is my intention to analyse the current status of college school health service centers and use the basic data so generated to model how they might operate at an optimal level of efficiency. Methods : I intended to investigate all 29 colleges in Seoul except some specialized colleges such as theological schools in the two-month period of August and September, 1999. I used the telephone interview method to ask questions relating to personal composition, medical equipment in use, annual expenditure and the provision of school health services. School health services were composed of three items; health servies, health education and a healthy school environment. Results : 27 college health service centers were surveyed. The median number of medical personal in each center was 2, the range was 1-31. 7 centers(25.9%) have only nurses with no doctors. Annual expenditures of 11 centers(50.1%) was less than 10 million won, 19 center(70.4%) were maintained by support from their college. Thirteen centers(48.1%) provided doctor's examinations, 6 centers(22.2%) provided dental care services, laboratory services were provided by seven centers(25.9%). Some 81.5% of the centers had vaccination programs and 44.5% had health education programs. There was no school environment program except insecticide provisions. College health service centers with school doctors differed from centers without school doctors in terms of medical equipment range, annual expenditures and annual case loads. Conclusion : The structure and function of college health service centers in Seoul are diverse. However, no center has a well-organized school health plan.

• 대한예방한의학회지
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• 제10권2호
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• pp.63-80
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• 2006

Public health oriental medical doctor has played a great role in providing oriental medical treatment and oriental medical health program with public health medical services, the basic infrastructure, however, is not sufficient. In this study, the researcher surveyed the treatment working or service condition of public health oriental medical doctor. 1. The payment, allowance of doctors are fixed upon the law and guideline according to the financial status of local government. The branch of public health center has more support like an official residence with expenses. 2. The public health center mainly has assitants and ratio of full-timer is more than the branch public health center without any assistants if any, they are temporary employee 3. The public health center has 5.22 beds while the branch has 3.14 beds. The daily average number of patient for public health center is 15.01 while the branch has 8.7 More than half of outpatients are over sixties with musculoskeletal disease. 4. Regarding the traveling clinic, the public health center put into more operation than the branch. The 3rd year serving public doctor gives negative about the traveling clinic much more than 1st and 2nd year serving public doctor. The treatment service condition of public doctor of the public health center is better than the branch doctor, but we are on the point of role-changing as health promotion and preventive treatment to bring up motivation, education and competence strengthening for execution the local-bound health program.

• 한국콘텐츠학회논문지
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• 제8권7호
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• pp.233-242
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• 2008

종사원의 선발, 교육, 보상, 그리고 평가 등과 같은 영업사원의 관리의 실행은 영업력 관리시스템에 있어서 중요한 위치를 차지하는데, 이는 종사원의 역할 모호성, 직무만족, 그리고 성과 등에 지대한 영향을 미치기 때문이다. 이러한 중요성에도 불구하고 호텔의 영업력 관리시스템에 대한 연구가 미진한 형편이다. 따라서 본 연구에서는 영업력 관리시스템(STD, 교육, 보상, 상사지원 등), 직무태도, 그리고 성과와의 영향 관계를 보다 자세히 파악하고자 하였다. 이를 위해 경로모형과 가설을 설정하고 제시하였다. 본 연구를 통하여 호텔의 영업사원과 이들의 관리를 위한 몇 가지 중요한 사항을 제시하는데 공헌하였다. 즉, 이번 연구는 호텔의 실무책임자들과 연구자들에게 새로운 관점과 시사점을 제시할 수 있었다. 먼저, 학술적 측면에서는 영업력 관리시스템에 관한 새로운 접근 방식을 제시하였다. 둘째로, 실무적 측면을 보면, 종사원의 영업성과와 직무만족을 향상시키고, 역할모호성을 감소시키기 위하여, 관리자는 종사원을 대상으로 격려, 영업에 대한 지도, 그리고 영업 노하우 등에 교육과 행동을 취해야 한다.

• 한국콘텐츠학회논문지
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• 제9권7호
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• pp.315-324
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• 2009

핵심 사업에 독점적 지위를 보장받는 공기관은 비효율적인 경영의 소지가 많다 역대 정부는 공공기관의 혁신을 위한 다양한 노력을 했다. 참여정부는 기획예산처를 통해 공공기관의 혁신을 추진하였으며, 공공기관 경영혁신의 문제점은 다음과 같다. 즉, 혁신에 대한 공감대 형성 부족과 의식전환 미흡, 경영혁신을 위한 시스템 혁신과제보다는 점진적 과제추진, 다양한 성격의 공공기관에 대한 특성 고려 미흡, 평가제도의 중복과 평가지표의 추상적 설계 등이다. 이러한 문제를 개선하기 위해 새 정부가 추진해야 할 과제는 다양하다. 즉, 획기적인 경영인식의 전환과 직원들의 자발적인 참여, 공공기관의 관리체계 개선, 공공기관의 과감한 영역조정, 경영평가제도의 개선, 내부경쟁 활성화 및 성과중심의 경영시스템 구축 등이다. 특히, 국민적 지지와 공감을 얻으면서 성공적으로 안착하기 위한 새 정부의 공공기관 혁신방향은 효과적인 실천전략과 실질적인 과제가 뒷받침 되어야 한다.

• 지식경영연구
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• 제19권3호
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• pp.31-46
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• 2018

Despite the organizational benefits of knowledge sharing among employees, many workers are reluctant to share their knowledge with their colleagues. Most organizations have taken a lot of actions to facilitate knowledge sharing among employees, including developing reward systems, enhancing social networks and interpersonal relationships and crafting organizational cultures that support knowledge sharing. To date, however, earlier studies have demonstrated that knowledge doesn't flow easily when an organization makes a concerted effort to facilitate knowledge sharing. The issue whether or not employees are motivated to share their knowledge with others is definitely the main concern in knowledge sharing. The purpose of this study is to explore the conditions under which employees are inclined to share knowledge with other members. Specifically, we examine the effect of knowledge self-efficacy on knowledge sharing intention. In addition, we attempt to investigate medicating effects of personal outcome expectation and performance-related outcome expectation on the relationship between knowledge self-efficacy and knowledge sharing intention. To test the proposed hypotheses in our study, we collected data via a survey with a sample of 210 employees in 23 firms in Korea. The major findings of the empirical research are as follows: 1) knowledge self-efficacy was positively related with knowledge sharing intention. 2) personal outcome expectation has turned out to have a mediation effect on the relationship between knowledge self-efficacy and knowledge sharing intention. 3) performance-related outcome expectation also mediates the relationship between knowledge self-efficacy and knowledge sharing intention That is, this result indicates that knowledge self-efficacy has indirect effect on knowledge sharing intention through personal outcome expectation and performance-related outcome expectation. Based on these findings, implications of the research findings and recommendation for future research are discussed.

• 시큐리티연구
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• 제5호
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• pp.327-350
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• 2002

We, in Korea, have over two hundred hypermarkets and the number is continuously increasing. We drop into a hypermarket for merchandise, which is an integral part of our life style. So, we should consider safety for employees as well as customers because hundreds of thousands of people use the hypermarket every day. In addition to this consideration, the government should also be a political support relating to accidents that occur in the hypermarket because security and safety matters are important to all of us. But even now, Our security conditions do not match our ideal goal and we take countermeasures after accident or loss. This is a result of not having a security management expert coupled with a chief executive officer that has no idea about security awareness and loss prevention. In addition, we do not have specific laws to address these matters. We also lack reasonable ideas to prevent accident and loss. Now is the right time to revamp the laws and ordinances to improve the quality of civilian life. Prevention of accidents is a needed investment for all security personnel. The best solution for businesses is prevention of accidents. This will increase profits and cost-effectiveness as well as increase customer satisfaction. The company should form a security management department for comprehensive protection of assets. The goal of security management employees should be productive and effective security management. Every employee should have responsibility in mind to prevent accidents in his or her work. In addition, The company should have a systematic organization in place and regular training sessions. The most effective security management comes from cooperation of all members. In the 21st century, we pursue a high standard of living which is a result of our cooperation against any accident and loss. Sennewald says The value of security is better measure by what does not happen rather than what does.

• 아태비즈니스연구
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• 제3권1호
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• pp.39-47
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• 2012

Organizations pursue a CRM strategy for the purpose of increasing business performance and value. However, firms face a multitude of organizational challenges associated with this endeavor. To reduce their risk of failure, it is suggested that firms undertake a deep analysis of organizational readiness prior to committing to a CRM initiative. Insurance sector is no exception to this fact. There is an increased need to concentrate on the various challenges thrown open by the public insurance firms in implementing CRM. Many insurance firms have invested into customer driven CRM but research indicates varying outcomes (Schmith 2004). While it is clear that there are significant issues involved in the CRM implementation and success and environment faced by the public sector. It is clear that business should have an easier time in applying CRM systems is the strategic value for public sector. With customers demanding more service and accessibility from administrators, public sector CRM software technologies have to offer best solutions for achieving process and cost objectives (Souder 2001). With results which go far beyond improved service delivery and include sustained cost reductions, increased customer knowledge and better employee morale, CRM software implementation and post product environments offer great upside value. Although there are material differences in public sector use of CRM strategy, they share at least one glaring similarity - they have much to gain from proven CRM software technology. As business methods cross over in the public sector, many government bodies are investigating how they can adopt and adapt various CRM models (Bleyer 2003). There is a need to understand the similarities and differences in public sector CRM to foster shared knowledge, business processes and planning functions to integrate disparate technologies and software platforms and then, of course, the organizational culture to support knowledge sharing (Peters 1997). For the public sector, there are clearly identified CRM processes which have resulted in increased profits and improved efficiency. These have focused on sales, marketing and customer service activities, which often operate along fundamentally different lines in various public sector insurance companies. Thus the present research paper makes an attempt to explore how public sector CRM methods can be adopted and subsequently adapted.

• 한국사회복지학
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• 제57권2호
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• pp.93-118
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• 2005

본 연구는 직장인의 음주 및 음주문제에 영향을 미치는 요인을 밝히기 위해, 사무직 직장인들을 중심으로 그간 여러 연구들의 주요 이론적 근거가 되었던 긴장감소가설과 사회학습이론의 대표적인 요인인 직무스트레스와 음주하위문화가 음주 및 음주문제에 미치는 영향을 살펴보았다. 연구결과는 직장인들의 음주율 및 음주빈도, 음주량, 폭음빈도 및 음주 문제자의 비율 등이 일반 국민에 비해 매우 높아 직장인들의 음주문제가 위험 수준에 있는 것으로 나타났다. 또한 직무스트레스 및 음주하위문화가 음주 및 음주문제에 미치는 영향 및 관계를 살펴본 결과, 직무스트레스와 음주 간의 관계는 유의하지 않았으며, 음주하위문화의 경우 음주 및 음주문제의 각 하위차원 모두에서 유의한 관계 및 영향력이 발견되어 직장인의 음주 및 음주문제에 대한 설명은 사회학습이론이 보다 타당한 것으로 나타났다. 이에 따라 연구자는 개인 뿐 아니라 환경을 통합한 포괄적 관심의 촉구와 함께 직장인원조프로그램(EAPs)의 도입을 제안하였다.

• 지역사회간호학회지
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• 제17권2호
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• pp.195-209
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• 2006

Purpose: This study attempted to access the health promotion activities and employee's health promotion needs in workplaces. Methods: Subjects were 280 health care managers employed at small to large scale enterprises in national-wide areas of Korea. The instrument was a structured questionnaire included characteristics of workplace and respondents, health promotion activities, health promotion needs, and bottlenecks to operate programs. Data was analyzed using SAS 8.1 by applying $x^2-test$, t-test and ANOVA. Results: 1, 25.4% of the total workplaces employed health care managers. 2. Musculoskeletal management programs(49.6%) were the highest operating program. 3. The highest needs of health promotion programs were lifestyle management and disease prevention. 4. Health promotion activities were significantly different according to the type and size of workplaces. The programs were more frequently applied in manufacturing industries than non-manufacturing and in large-scale enterprises than small and middle-scale enterprises. 5. The needs of health promotion programs were high in non-manufacturing industries than manufacturing industries in all programs. 6. The major bottlenecks to operate programs were the difficulty in securing time, lack of budgets and lack of legal regulations. Conclusions: Health promotion activities were linked to their work environments including budgets, time, and law. Therefore, to operate effective health promotion programs in workplaces, various health promotion programs are required to be developed and systems for governmental support and management should be established.

• 대한간호학회지
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• 제40권5호
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• pp.650-661
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• 2010

Purpose: Work-related anxiety and depression are frequent work-related mental health problems. In this study the relationship between workplace violence and work-related anxiety and/or depression among Korean employees was evaluated. Methods: Data were obtained from the Korean Working Condition Survey of 2006. Participants were 9,094 Korean workers aged 15-64 yr. Multiple logistic regression using SAS version 9.1 was used. Results: The incidence of work-related anxiety, work-related depression and workplace violence were 4.5%, 3.5%, and 1.8% respectively. When personal and occupational risk factors were adjusted, workplace violence was significantly associated with work-related anxiety and depression (OR for anxiety: 4.07, CI: 2.62-6.34; OR for depression: 4.60, CI: 2.92-7.25). Work-related anxiety was significantly related to type of employment, working period at present workplace, work time, shift work, job demand, and social support from superiors. Factors influencing work-related depression were gender, education, alcohol consumption, company size, type of employment, working period at present workplace, work time, shift work, and job demand. Conclusion: To promote psychological health in workers there is a need to develop work-related anxiety and depression prevention programs and to decrease in workplace violence. In developing these programs, consideration should be given to personal factors, working conditions, and psychosocial working environments.