• Membrane and Water Treatment
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• 제9권6호
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• pp.421-434
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• 2018

Decision-makers have different and sometimes conflicting goals with utilities in operating dam reservoirs. As repeated interactions exist between decision-makers in the long-term, and the utility of each decision-making organization is affected not only by its selected strategy, but also by other rivals' strategies; selecting and prioritizing optimum strategies from a decision maker's point of view are of great importance while interacting with others. In this paper, a model based on a fuzzy set theory, for determining the priority of decision-makers' strategies in optimal qualitative-quantitative operation management of dam reservoir is presented. The fuzzy priority matrix is developed via defining membership functions of a fuzzy set for each decision maker's strategies, so that all uncertainties are taken into account. This matrix includes priorities assigned to possible combination for other decision makers' strategies in bargaining with each player's viewpoint. Here, the 15-Khordad Dam located in the central part of Iran, suffering from low water quality, was studied in order to evaluate the effectiveness of the model. Then, the range of quality of water withdrawal agreed by all decision-makers was determined using the prioritization matrix based on fuzzy logic. The results showed that the model proposed in the study had high effectiveness model.

• 간호행정학회지
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• 제10권1호
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• pp.63-81
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• 2004

Purpose: To identify job satisfaction of hospital employees and the relating factors Methods: The study sample was a total of 1,031 healthcare workers(doctors, nurses, pharmacists, medical engineers, office workers, etc) at a tertiary teaching hospital. The data were collected using a questionnaire developed by a expert group. The questionnaire consisted of 21 items including job characteristics, organizational culture, and personal characteristics on the five Likert scale. Results: The overall satisfaction on job characteristics was 3.24 on the five Likert scale. The satisfaction of each item was 4.14 in role clarity, 3.26 in communication participating rate, 3.10 in work variety, 3.06 in autonomy, and 2.64 in workload. The overall satisfaction on organizational culture was 3.00. Particularly, the satisfaction on collaboration was 3.83, co-worker's support. 3.73, identity, 3.62, education/training opportunity, 3.12, pay, 2.62, welfare, 2.35, promotion, 2.34, and organizational conflict, 2.00. The level of satisfaction on personal characteristics was 3.00. In the satisfaction of each item, the score of disposition was 3.83, contribution to the hospital, 3.75, pride as a member of hospital, 3.70, and attitude on job performance, 3.68. The correlation between satisfaction and other variables was statistically significant with the exception of work variety. The satisfaction related significantly to loyalty index(r=.486, p=.000), autonomy(r=.415, p=.000), pride as a member of hospital(r=.411, p=.000), supervisor support(r=.364, p=.000). Conclusions: The results showed developing organizational strategy to promote job satisfaction can decrease the turnover rate and increase loyalty to the organization. It will contribute to enhance productivity in hospital.

• 대한인간공학회지
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• 제29권5호
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• pp.751-762
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• 2010

The purpose of this study was to investigate the job stress factors of aircraft composite material part manufacturing workers using survey based on 'Job stress factors evaluation tool for Koreans' that was developed by KOSHA in 2003. Two hundred and fifty workers participated in this study, and among them 204 responses were analyzed for this study due to the unreliability and insincerity of responses. The eight job stress factors which are physical environment, job autonomy, job insecurity, organizational system, workplace culture, unfair compensation, relationship conflict, and job requirement were analyzed. The results showed that the stress level of the six job stress factors which are physical environment, job autonomy, job insecurity, organizational system, workplace culture, unfair compensation was relatively higher than that of other industry workers. Generally, all eight job stress factors showed higher stress with temporary workers than with permanent workers, and especially job autonomy, job insecurity, organizational system, and unfair compensation factors showed statistically significant differences (p<0.05). Since the temporary workers are insecure with their job, weak position in organization, having little self-control for the job and lower pay level than that of permanent workers though the job is as same as permanent workers', the stress level of above job stress factors would be much higher than that of the other factors. The group of unsatisfactory with workplace showed higher job stress than group of satisfactory with workplace in all job stress factors, as expected, at the statistically significance level (p<0.05). From the results of this study, the work loss due to the job stress could be prevented, and accurate stress factors could be removed at the workplace. Also the job stress management program can be implemented to improve the work efficiency and the workers' quality of life.

• 한국콘텐츠학회논문지
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• 제14권11호
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• pp.849-857
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• 2014

직무스트레스란 작업장 또는 조직 내에서 일어나는 스트레스로서, 한국의 직장인들이 느끼는 직무스트레스는 87.8%로 OECD 국가 중 최고 수준이다. 본 연구의 목적은 물리치료사를 대상으로 한국인 직무스트레스 측정도구에 대하여 실증적으로 검증하는 것이다. 이를 위하여 경기지역소재의 물리치료사를 대상으로 설정하였으며, 유의표집법으로 388명에 대하여 자료를 수집하였다. 수집된 자료는 탐색적 요인분석과 확증적 요인분석을 통하여 요인구조를 확인하고, 물리치료사를 대상으로 한 한국인 직무스트레스 측정도구를 실증적으로 검증하였다. 연구결과는 다음과 같다. 첫째, 측정도구의 신뢰도를 조사한 결과 0.83로 적절하게 나타났다. 둘째, 탐색적 요인분석 및 확증적 요인분석을 통하여 물리치료사를 대상으로 측정한 한국인 직무스트레스 측정도구는 개발 당시 제시되었던 하위요인보다는 조직체계 및 보상부적절, 직장문화, 직무요구, 관계갈등, 직무능력, 직무불안정, 직무자율성결여의 7개 요인으로 적용하는 것이 물리치료사에게 보다 적합한 것으로 나타났다. 본 연구를 통하여 물리치료사의 직무스트레스 관련 연구를 위한 기초 정보 산출 및 평가에 기여할 수 있을 것이라 판단된다.

• 한국콘텐츠학회논문지
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• 제14권8호
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• pp.150-155
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• 2014

조직 건강성(organizational health)이란 조직의 기능수행능력이나 최적의 기능수행 상태를 나타낸다. 조직건강은 대인관계나 집단행동과 같은 조직학적 측면에서 뿐만 아니라 사회과학 전반에 걸쳐 중요하게 다루어져야 할 주제임에도 불구하고, 경찰조직을 대상으로 한 조직건강진단 지표 및 측정에 대한 연구는 전무한 실정이다. 따라서 이 연구에서는 결찰 조직건강 진단에 관한 시론으로 국내 외 문헌과 연구결과를 바탕으로 하여 조직이론에 나타난 조직건강에 관한 여러 학자들의 견해를 토대로 선행연구들의 분석을 통하여 조직건강의 개념, 측정지표를 설계하고자 하였다. 이 연구에서는 경찰조직 건강진단 지표를 조직행태(조직구조, 조직문화, 조직분위기, 환경적합성, 변혁적 리더십, 의사소통 및 의사결정방식), 집단행태(구성원 관리방식, 갈등관리방식, 집단결합력, 비전 및 전략, 공동체지향 및 책임공유), 개인행태(직무동기, 업무 관련요인, 신뢰, 활력, 조직냉소주의)로 구분하여 경찰 조직건강 진단지표를 설계하였다.

• 한국유통학회지:유통연구
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• 제6권2호
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• pp.91-108
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• 2002

대부분의 전자상거래관련 연구들이 개인 소비자를 중심으로 한 인터넷 쇼핑(B2C)에 관심을 두고 있는 반면, 기업간 전자상거래(B2B)는 실무적 활용성과 연구의 필요성이 높은데도 불구하고 이론적 연구가 등한시 되어왔다. 이 논문은 기업간 전자상거래에 대한 연구의 일환으로 수산물을 효율적으로 유통시키기 위한 기초가 되는 데이터베이스를 논리적으로 설계하는 연구이다. 연구과정은 먼저, 수산물 유통의 특징을 바탕으로 통합적 데이터베이스의 필요성을 제시하고 정보수요 구조와 전자상거래 기본 요소들을 파악하였다. 그 다음 탐색조사자료를 바탕으로 설문지 조사를 실시하여 수산물을 전자상거래하는데 필요한 정보를 구체화 시켰고, 이를 기초로 데이데베이스의 논리구조를 제시하였다. 이 연구는 유통 경로상에서 단일 조직의 시스템 구축으로는 한계점을 보이는 상황에서 조직간의 전자상거래를 위한 통합적 데이터베이스를 제시함으로써, 기존 구성원들의 갈등과 저항을 최소로 하면서 구성원들의 고유한 기능을 최대화하여 거시적인 측면에서 유통의 효율성을 가져오도록 하였다.

• Strategy21
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• 통권42호
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• pp.224-257
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• 2017

As the Trump administration withdraws the Paris Climate Agreement and shows its antipathy toward free trade, the U.S.'s soft power is most likely to weaken and its behaviors could be perceived as acts to surrender the U.S. hegemonic leadership in the world stage. Hegemonic stability theory notes that the existence of a hegemonic power contributes to international stability in the sense that it provides international public goods. A lack of the U.S's leadership in international politics, however, could be recognized as its denial of a hegemonic status. Is it intentional or accidental? The U.S's denial of hegemonic roles is the byproduct of the Trump administration's "American First" policy, not the showcase of its intention to transit hegemony to others. What is noteworthy is that China targets a niche market of hegemony as the U.S. denies its roles as the international leader. Put it another way, China attempts to ride hegemony for free when the U.S. denies its hegemonic roles accidentally. Faced with a niche market of hegemony, China has begun to accelerate its national strategy to make "Chinese Dream" come true. To that end, China promised again to keep the Paris Climate Agreement and attempts to play more active its roles in Shanghai Cooperation Organization(SCO), Asia Infra Investment Bank(AIIB), and "One Belt, One Road". Despite all these efforts, the U.S. is most likely to withdraw its denial of hegemony any time soon. The U.S's resumption of Freedom of Navigation Operations(FONOPs) could be a precursor of the return to a hegemonic power's willingness. In this vein, it is noteworthy that the South China Sea serves as a quasi-war zone for hegemonic conflict.

• 산업경영시스템학회지
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• 제39권1호
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• pp.130-139
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• 2016

The purpose of this paper is to analyze the problems and the sources of defective products and draw improvement plans in a small plastic boat manufacturing process using TOC (Theory Of Constraints) and statistical analysis. TOC is a methodology to present a scheme for optimization of production process by finding the CCR (Capacity Constraints Resource) in the organization or the all production process through the concentration improvement activity. In this paper, we found and reformed constraints and bottlenecks in plastic boat manufacturing process in the target company for less defect ratio and production cost by applying DBR (Drum, Buffer, Rope) scheduling. And we set the threshold values for the critical process variables using statistical analysis. The result can be summarized as follows. First, CCRs in inventory control, material mix, and oven setting were found and solutions were suggested by applying DBR method. Second, the logical thinking process was utilized to find core conflict factors and draw solutions. Third, to specify the solution plan, experiment data were statistically analyzed. Data were collected from the daily journal addressing the details of 96 products such as temperature, humidity, duration and temperature of heating process, rotation speed, duration time of cooling, and the temperature of removal process. Basic statistics and logistic regression analysis were conducted with the defection as the dependent variable. Finally, critical values for major processes were proposed based on the analysis. This paper has a practical importance in contribution to the quality level of the target company through theoretical approach, TOC, and statistical analysis. However, limited number of data might depreciate the significance of the analysis and therefore it will be interesting further research direction to specify the significant manufacturing conditions across different products and processes.

• 한국사회복지학
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• 제65권3호
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• pp.107-130
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• 2013

본 연구는 사회복지사의 직무만족에 영향을 미치는 요인을 통합적으로 살펴보기 위해 1990년부터 2013년 3월까지 국내에서 수행된 직무만족 관련 연구들을 메타분석하였다. 직무만족에 영향을 미치는 유의한 변인들과 각 변인들의 평균효과크기를 살펴보고 조절변수를 탐색하여 조절효과를 분석하였다. 분석결과, 첫째, 사회복지사의 직무만족에 영향을 미치는 유의한 변인으로 27개 변인이 추출되었다. 둘째, 메타분석에 의해 통합된 상관계수의 결과, 큰 상관관계를 보이는 변인으로는 임파워먼트, 조직풍토, 슈퍼비전, 상사관계, 리더십, 사회적지지, 근무환경, 보상체계, 자아존중감, 직무자율성 순으로 나타났다. 셋째, 기관특성을 조절변수로 하여 조절효과를 분석한 결과, 공공기관과 민간기관의 특성에 따라 역할갈등, 전문성, 인정, 승진, 동료관계, 슈퍼비전 변인이 차이가 있는 것으로 확인되었다. 마지막으로 본 연구결과에 따른 의의와 함의를 논의하였다.

• 한국병원경영학회지
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• 제12권1호
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• pp.75-99
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• 2007

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subjects of this study were 428 employees in 8 Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from November 10 to November 30, 2006 through survey questionnaires. The main results of this study were as follows: 1. The commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the Job and role related variables were higher those who had higher satisfaction level to their job, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was statistically significant positive correlation. 4. The results of multiple regression analysis shows that formal and informal socialization, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. The results of AMOS shows that structure characteristics of hospital, Job and manager satisfaction, socialization were statistically significant labor union satisfaction. The satisfaction level of labor union was statistically significant labor union commitment To summarize study results, the level of commitment in labor union depends on job satisfaction, managers' attitudes, union satisfaction factors, their colleagues attitudes toward union. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Moreover, as managerial factors of the principal of hospital influence union commitment directly, the attitudes of hospital managers toward union and transparency of hospital management should be improved.