• Journal of radiological science and technology
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• v.33 no.1
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• pp.11-17
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• 2010

This study was conducted in order to analyze job stress factors of radiotechnologists in order to inprove the work efficiency and to organize system management plans. For data collection, total 261 radiotechnologists, who work in Busan, took part in structured questionnaire survey. The collected data were analyzed by using SPSS/PC+ Win 13 version. For verification of the differences among groups, one-way ANOVA was executed. For analyzing efficiency of system, which is affected by job stress, multiple regression analysis was taken. First, work stress classified by age group was found as the biggest stress factor among radiotechnologists in their 30s. Among radiotechnologists in their 20s, 40s and 50s, the biggest stress factor was communication problems. In terms of, job stress classified by division, no statistical difference was observed among groups. Second, as the result of system efficiency analysis, high values were found in organizational immersion and job satisfaction among radiotechnologists in their 20s and oncology division has the highest values in concentrating the system and job satisfaction. For this result, statistically significant differences were observed among groups. Third, in terms of the sub-factors of work stress, communication problem was found as the variable that exerted statistically significant impact to organizational effectiveness. However, no statistically significant differences were observed inadministrative and personal problems. Job stress decreases as communication within the organizations or communication with other divisions becomes more successful. In other words, system efficiency can be enhanced by decreasing conflicts within organization through successful communication.

• Informatization Policy
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• v.20 no.1
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• pp.42-60
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• 2013

In the information age, it is common to use the computer for company's business. Even though there are lots of investment to prevent the abuse of computer, the frequency and amount is increasing. Therefore, the purpose of this study is how individuals misusing computers in the company, and identifying factors of it separated by group and personal characteristics. Code of ethics and discipline has a significant impact on attitude and intention from the view of organizational characteristics. This proofs that code of ethics is clearly codified and reflect the management policy. So, it imprints employee's commitment to protect themselves, and this could be conjunction with the company's policy. Moreover, reflecting on performance assesment and discipline also has a effect. Organizational loyalty appeared significantly in attitude, but was not important in intentions. This means that the intensity of organizational loyalty is not always connected to the abuse of computer. It can be depending on individual's tendency, psychological state and organization mood. The action for misusing the computer has a significant impact on attitude and intention. Those people might have a strong tendency to judge that it is totally fine to use the company's computer as long as it does not harm others and using during non-business hours, instead of thinking that it is inappropriate to use the company's computer not for business intention.

• Journal of the Korea Management Engineers Society
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• v.23 no.4
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• pp.49-72
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• 2018

Before the financial crisis of 1997 in Korea, many industrial sectors across the country have achieved remarkable economic growth since the 1970s because of the development of large-scale equipment industries such as civil engineering, steel, construction and chemical industries. However, after the financial crisis, the economic growth rate has slowed down. Also, the global recession and the rise of China in the global business environment have led to a long-term recession in the national industry as a whole. In current economic environment, it is not easy for the companies even having excellent resources to continue its competitive advantage. Moreover, the chemical industry, which has an influence as a basic industry of other industries, misses the point of transformation into a high value-added industry, as shown in previous research. In order to meet the rapidly changing global business environment, Korean chemical companies should have a dynamic capabilities which to rapidly reallocate and consolidate the resources and capabilities they possess. The dynamic capabilities to convert, rearrange and develop the resources possessed by the company in the direction of creating high added value and to promptly search for, absorb, transform and fuse newly required capabilities and resources should be continuously applied to Korean chemical companies. It is the core competence to secure competitive advantage. In order to secure the dynamic capabilities of the company, the dynamic capabilities of individual employees should be strengthened and employees should be able to demonstrate their own leadership so that they can proactively work and self-manage in a positive direction. Previous studies have focused mainly on the dynamic capabilities of firms. However, the competence of the human resources that make up the enterprise leads to the capabilities of the enterprise, and the human resources themselves are also important corporate resources. This paper focuses on the dynamic capabilities of individuals and strives to clarify the causal relationship between dynamic capabilities, self-leadership, and organizational effectiveness which have direct or indirect effects on management outcome. The reasons for choosing the chemical industry are based on the fact that a domestic chemical companies are in a long-term recession, and they lacks a innovation and value creation capabilities. Also, chemical industry has a large impact on the national economy.

• Korean Journal of Labor Studies
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• v.17 no.1
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• pp.1-36
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• 2011

The purpose of this study is to analyze the effect to financial outcome and workers' outcome, using the manufacturing industry database of Human Capital corporate Panel from Korea Research Institute for Vocational Education & Training. Especially, this study used the typology of Lean production and Autonomous team production, that are the typical form of alternative work organization, to analyze. In the case of domestic manufacturing industry, individual participation practices, that have the main characteristics such as QC or suggestion system, is expanded. Therefore, with the reference of Lean production, Autonomous Team Production and the Taylor system are compared and analyzed, considering the characteristics of Socio-technical System. As a result, it is showed that the Lean production and Autonomous Team Production as a alternative work organization are more positive about the organizational performance and workers' outcome than the taylor system. However, when Lean production and Autonomous Team Production are compared, it is showed unsignificant distinction to the effect of organizational performance. Meanwhile, Lean production showed more negative effect on the every dependent variables such as working hours, income, job satisfaction, and organizational commitment as workers' performance than the Autonomous Team Production. Although the common ideas and belief is that the Lean Production is superior for the quality and organizational performance improvement, it is implied the possibility that there is some damaged workers' performance on the hidden side of that mechanism.

• Journal of the Korea Society of Computer and Information
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• v.19 no.4
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• pp.123-130
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• 2014

This study is to review the standpoints for person and organization fit and suggest integrated standpoint, and identify causal relationships between P-O fit and client service satisfaction and test differences of casual relationships between job types through moderating effects of job types in the relationships among variables, and suggest some implications based on the analytical results. For this study, sampling was conducted for social welfare workers. In this study, analytical results showed that P-O fit influences client's service satisfaction through job attitude. This study suggested some implications on the base of analytical results.

• The Journal of the Korea Contents Association
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• v.13 no.2
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• pp.263-276
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• 2013

The research analyzed to verify that self-support center employee's internal marketing, social exchange relation and personal characteristic effect on self-support program which is essential to provide job and to progress self-support ability for workable low-income group. The research used questionnaires of 156 substances to analyze in self-support center employee within Gwang-Ju area. The questionnaire was analyzed using statistical package for the social sciences(SPSS) program and it used factor analysis, reliability analysis and especially hierarchical regression multiple analysis for hypothesis test. The result of research that self-support center employee's education, training, delegation of authority and job efficacy effect on maximize business result through mediated effect of emotional immersion. Therefore, the research proposes improvement of self-support center employee's education, training, delegation of authority and job efficacy.

• Safety and Health at Work
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• v.7 no.1
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• pp.12-17
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• 2016

Background: The mining industry is considered as one of the most dangerous and hazardous industries and the need for effective and efficient occupational health and safety management is critical to safeguard workers and the industry. Despite the dangers and hazards present in the mining industry, only few studies have focused on how occupational health and safety and turnover intentions in the mines. Method: The study suing a cross-sectional survey design collected quantitative data from the 255 mine workers that were conveniently sampled from the Ghanaian mining industry. The data collection tools were standardized questionnaires that measured occupational health and safety management and turnover intentions. These scales were also pretested before their usage in actual data collection. Results: The correlation coefficient showed that a negative relationship existed between dimensions of occupational health and safety management and turnover intention; safety leadership (r = -0.33, p < 0.01); supervision (r = -0.26, p < 0.01); safety facilities and equipment (r = -0.32, p < 0.01); safety procedure (r = -0.27, p < 0.01). Among these dimensions, safety leadership and safety facility were significant predictors of turnover intention, (${\beta}=-0.28$, p < 0.01) and (${\beta}=-0.24$, p < 0.01) respectively. The study also found that turnover intention of employees is heavily influenced by the commitment of safety leadership in ensuring the effective formulation of policies and supervision of occupational health and safety at the workplace. Conclusion: The present study demonstrates that safety leadership is crucial in the administration of occupational health and safety and reducing turnover intention in organizations.

• The Journal of the Korea Contents Association
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• v.19 no.2
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• pp.22-35
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• 2019

Utilizing fit theory in strategic human resource management, this study examines the impact of two HR practices on newcomer turnover rates. While there is a growing body of research identifying the linkage between high-performance work systems(HPWS) and improved organizational performance through higer employee commitment, little research addresses how specific mechanisms among the systems deliver different performances to organizations. Using management by objective(MBO) and job rotation in HPWS, we found a strong main effect of each practice-it decreases newcomer turnover rates. This main effect becomes stronger when one practice combined with another, showing synergy exists. Linking HPWS research to turnover, this study provides insightful evidence of interactions between MBO and job rotation for organizational performance.

• The Journal of the Convergence on Culture Technology
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• v.5 no.1
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• pp.21-26
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• 2019

This paper examines effect of fitness between innovation and HRM type on firm performance(quality competitiveness, operating profit). Data were extracted from the Korea Labor Institute's workplace panel survey(WPS) from 2015, and the analysis used 3,431 companies. To test the research model, analysis of variance(ANOVA). The model shows that full-innovation/commitment HRM type companies were significantly higher quality competitiveness, and operating profit than other companies. And low-level innovation/control HRM type companies were significantly lower quality competitiveness and operating profit than other companies.

• Journal of Digital Convergence
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• v.19 no.2
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• pp.83-92
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• 2021

Recently many organizations have adopted 'untact' work due to social distancing caused by Coronavirus-19. To clarify some controversy about the effectiveness from 'untact' work, it is necessary to examine the cognition of organizational members. This study identified issues in 'untact' work from the literature review, analyzed the content of in-depth interviews with workers and managers experiencing 'untact' work, and compared both groups' cognition by applying the co-orientation model. Both groups pointed out the communication difficulty as the top disadvantage and showed no significant differences in job satisfaction, organizational commitment, and work-life balance. However, the two groups showed significant differences in their cognition about performance evaluation (agreement and workers' congruence) and productivity enhancement (workers' accuracy). This paper has an academic contribution in that it has focused on cognitive gaps between workers and managers, urges organizations to devise ways to reduce the gaps, and suggests future studies with quantitative approaches.