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Developments in Information and Communication Technology have entirely reshaped how work gets done by making traditional working practices based at a fixed location replaced by smart working schemes where employees have high levels of autonomy. This study aims to examine how employees’ intention to continue smart-working is influenced by the service quality of smart-work support services and the perceived value of smart-work. Data were collected from 406 employees working in Korea, then analyzed through the structural model test. The results verified that the quality of smart-work support services consists of eight attributes while dividing the perceived value of smart-work into three dimensions, and further revealed that the service quality influences the intention to continue smart-working by way of perceived value and satisfaction. This study sought to explore the relationship among service quality, perceived value, and satisfaction by clearly conceptualizing and measuring them in the context of smart-work, thereby ultimately understanding the impact they have on the continuance intention to use smart-work.

Advances in information and mobile technologies have changed the traditional firm ways of working very flexible, collaborative and innovative, resulting in the changes in work place structures and layouts. Despite the growing body of literature examining the novel ways of working, which is called smart work, there is little academic attentions paid to the spatial aspects of new work places, namely smart offices and smart work centers. This research explores the spatial changes of work places that improve business efficiency and collaboration among workers suitable for the novel ways of working. Conducting in-depth field surveys on selected cases, we analyzed the changes in spatial structure and operation policies of smart offices and smart work centers. From this survey, we observed that the new work places under study take various novel spatial forms and they have flexible operating policies such as flexible seating and flexible work hours. We also found that it would be difficult to change existing business practices and typical ways of performing tasks, without changing the bureaucratic spatial designs and layouts. Future studies are suggested to examine how spatial structures and layouts of offices have impacts on space utilization, collaboration, creativity, and job satisfaction.

Smart Work is a way of working independent of time and space restrictions with the help of ICT. For past years, Korea has been promoting Smart Work to boost ICT industry, to overcome low birth rate and population ageing, and to implement Smart Korea. Three elements of Smart Work include people, technology and space. A lot of research has been performed on people and technology for Smart Work. But it is hard to find research on space. In this paper, some representative smart work centers(SWCs) in Korea were selected and analyzed from the perspective of spatial design including general characteristics, personal spaces, group spaces, and support spaces. From this research, it is observed that current SWCs in Korea are good in providing personal work spaces and simple group meeting rooms as well as ICT environments. However, they lack of openness to the public and group spaces to encourage informal communications. It is also observed that personal space plans need to be multi-functional, and that novel supporting spaces are required to improve quality of life and creativity of workers.

Early smart-work of company K was a technology-led way of applying ICT such as smart phones and mobile devices to business. After company K perceived the limitations of ICT-driven smart work, it propelled the work-smart, doing a work smart toward the way that human beings become central and a creative organizational culture is engendered. Company K propelled work-smart strategy in eight categories: simplification of data requirements, establishment efficient meeting culture, streamlining reporting and approval process, simplified document creation, overtime decrease, spreading flexible work system, settlement of healing leave, creating work-smart place. Company K set up an organizational culture secretariat dedicated to work-smart promotion and selected task priorities in consideration of urgency and effectiveness. Owing to such efforts, the company K's work-smart index rose sharply to 72 points this year from 56 points in the previous year. At the organizational culture survey, employees responded that organizational culture improved in all area. For a better future, company K analyzed its work-smart outcomes and planned progressively to improve its work-smart efforts based on employees opinions. This case study will serve as a guideline, for companies to make efforts to going forward to today work-smart beyond yesterday smart-work.

With the improvement of smart devices, network and cloud computing, and the development of mega platforms for on demand services, efficient and non-face-to-face smart-work environments are increasingly available without time and space constraints. The purpose of this study is to investigate the effects of various elements of smart-work systems (smart-work knowledge, type of smart-work, smartwork technologies, organizational system) on the communication and collaboration of the organization. And then it is to reveal an important factor in enhancing effectiveness of smart-work and organizational performance and in demonstrating the value creation mechanism of smart-work system. To verify the research model, we utilize for smart-work awareness survey data of 800 government officials worked on 36 organizations as Korea 's public and research institutes. As a result, smart-work knowledge, types, technologies, and organizational system were found to enhance the communication of organizational members. On the other hand, types and technologies of smart-work promote collaboration, but smartwork knowledge and organizational system do not directly affect collaboration of organizational members. As with previous studies, communication and collaboration in the smart-work system showed positive effects in improving effectiveness of smart-work, and furthermore it was proved to be a leading factor in creating organizational performance. Through this study, Smart-work mechanism creates effectiveness and performance by strengthening communication and collaboration among the members of the organization.

IT 도입과 발전은 일자리 문제를 지속적으로 변화시키고 있다. IT 도입 초기에 IT의 확산과 정착은 일자리를 감소시킬 것이라는 주장과 일자리를 감소시키지 않고, 생산성의 향상과 유효성을 증가시킬 것이라는 주장이 대립된 것이 주지하는 사실이다. 그러나 조직내의 IT 정착은 지속적으로 일자리, 특히 사무 관리 부문의 일자를 지속적으로 감소시켰고, 종국적으로 생산 부문의 일자리도 상당 부분 감소시켜 온 것이 사실이다. IT 도입은 단순한 기술의 도입이 아닌, 사람에 의한 정보 처리 방식에서 기계가 사람을 대신한 정보 처리를 수행하는 일하는 방식의 변화를 가져 온 것이다. 테일러가 노동 방식을 분업을 위한 표준화된 일처리 방식을 도입한 사건은 일하는 방식의 변화와 생산성의 변화를 가져와 노동의 본질을 급속도로 변경시켰다. IT의 도입은 테일러가 분업을 도입한 사건과 비견되는 변화이며, 조직내의 IT 도입은 일하는 방식, 생산성 뿐만 아니라 노동의 조건과 본질을 변화시킨 것과 동일하다. IT 도입을 넘어서 일하는 방식의 가장 혁명적으로 변화시킬 수 있는 계기는 스마트워크(smart work)로 불리는 일하는 방식의 급속한 변화이다. 스마트워크는 노동과 일자리에 영향을 미치는 혁신적인 변화의 근원이다. 스마트워크는 일하는 방식과 노동, 일자리 숫자 등을 근본적으로 변화시킬 수 있는 변화의 기폭제로 작용할 수 있다. 아직 스마트워크가 사회 전반에 도입되고 있지 않은 초기 연구 단계나 시도에 머물러 있어 일자리 수요에 미치는 영향이 매우 제한적일 수 있다. 스마트워크는 새로운 일자리를 생성시킬 수 있다는 측면에서 매우 혁명적인 변화의 원천이며, 일자리 수요와 공급에 미치는 영향에 대한 연구도 초기 수준이다. 따라서 스마트워크가 일자리에 미치는 영향에 대한 연구를 심층적으로 진행할 필요가 있다. 스마트워크는 일의 양식을 근본적으로 변화시킬 수 있으며, 일의 양식은 생산성의 향상을 가져와 어떤 형태로든지 일자리 형태에 큰 영향을 줄 수 있다. 본 연구는 거시적인 차원에서 스마트워크가 일자리에 미치는 근본적인 변화의 방향을 진단하고, 변화를 긍정적인 관점에서 통제하기 위해서 필요한 연구 주제를 도출할 수 있는 공동 작업을 진행할 필요성을 제안한다.

연구의 목적은 스마트워크 환경에서 개인의 직무만족 에 영향 을 미치는 요인을 조사함으로써, 스마트워크의 효과성을 제고하기 위한 이론적, 실무적 시사점을 제공하는 것이다. 이를 위하여 직무 자율권 모델과 테크노 스트레스 모델을 결합하여 스마트워크 환경에서 개인 의 직무만족을 예측하는 이론적 모형을 개발하였다. 또한, 제안된 모형을 검증하기 위하여 스마트워크 환경에서 근무하고 있는 266명의 개인으로부터 서베이 자료를 수집하여 분석에 사용하였다. 분석 결 과, 정보기술 속성(IT 복잡성, IT 연결성, IT 변화속도)은 테크노 스트레스 요인(일-가정 갈등, 업무 과부하, 프라이버시 침해, 역할 모호성)에 유의미한 정의 영향을 미치는 것으로 나타났다. 반면, 직무 자율권은 스트레스 요인 중 일-가정 갈등 과 업무 과부하에 대한 지각 수준을 감소시키는 것으로 나타났다. 주지할 점 은 스마트워크 환경에서 테크노 스트레스 요인들은 직무만족과 직접적인 선형 관계가 아니라 U자 형태의 관계를 갖는다는 것이다. 본 연구의 결과는 정보기술 사용과 테크노 스트레스, 그리고 직무만족간의 관계에 관한 복잡하고 비선형적인 관계에 대해 토의 함으로써, 이론적 확장에 기여하였다. 또한 정보기술 과 테크노 스트레스 사이의 관계를 실증함으로써, 스마트워크의 효과성 제고를 위 한 시사점을 제공하였다는 점에 서 실무적 의의가 있다.

Despite the increasing interest in the positive effects of smart-work, the introduction rate of domestic firms in Korea is lower than that of other developed countries. A gap also exists between the introduction of smart-work program and the actual use by workers. Thus, even if the smart-work program was introduced to firms, the actual usage rate of the program would still be lower than the introduction rate. Moreover, even if the program was initially used, evidence suggests that the usage rate tends to decrease rather than being used continuously. In this study, we intend to find out the mechanism by which the continuance intention of smart-work is formed. To achieve this objective, we established a research model based on literature on Information System (IS) continuance model and Information & Communication Technology (ICT) support. We also hypothesize that concerns about career disadvantage in the mechanism plays a negative role in the satisfaction of smart-work. To analyze the hypothesis empirically, we surveyed domestic workers who used smart-work. Our data analysis was based on 333 responses. We found that all paths were statistically significant, except for the direct effect of ICT support on perceived usefulness and the direct effect of perceived usefulness on smart-work continuance intention. The results of this study extend existing IS continuance model and suggest implications for practical smart-work implementation and improvement.

스마트폰를 비롯한 모바일 장비, 무선 네트워킹과 인터넷 등의 ICT 기술 진전은 일상생활 뿐만 아니라 제반 업무 수행의 방식, 비지니스 프로세스, 서비스 조직 운영 양태에 획기적인 변혁을 가능하게 하고 있다. 이러한 기술적 진전에 부응하여 제반 일을 보다 수월하고 효율적으로 수행할 수 있도록 하자는 노력의 일환으로, 많은 조직체들은 스마트워크 환경 구현에 관심을 기울이고 있다. 본 논문에서는 여러 가능한 스마트워크 유형들을 살피고 그러한 스마트워크 환경 구현을 위한 네트워킹과 시스템 구성의 구조와 서비스 시나리오들을 다루었다. 또한, 스마트워크 환경에서 핵심적인 응용으로서 컨퍼런싱 서비스의 호 설정 및 호 해지 절차와 아울러 그 서비스 시나리오와 사용 케이스들을 살펴보았다. 이러한 스마트워크 환경을 위한 구조와 서비스 응용에 대한 연구는 스마트워크의 환경 구현에 유용한 가이드라인으로서 사용될 수 있을 것이다.

The advance in mobile devices such as smartphone, wireless networking, and Internet technologies enables many organizations to improve drastically not only the ways of carrying out every job activity but also their business processes and operations management. As the effort to work smart utilizing the technological change, they are interested in the implementation of Smart Work environment. In this paper we examine several types of smart work and their service scenarios. We also describe the structures of networking and system configurations for building up the smart work environment. These study results may be useful as reference materials for the successful implementation of smart work.

According to the development of smart technologies such as smart phones, tablet PC, and SNS communication, the necessity of smart work that can change the working environments in organizations has been emphasized. However, while there are many organizations that wish to adopt smart technologies, there are those that have been skeptical until now about its potential success. Leaders may especially have different viewpoints concerning the efficacy and effectiveness of smart work depending on the industries, characteristics of the work, etc. Therefore, this research looks to investigate whether there may be differences between leaders (manager, project manager, supervisor, etc.) and non- leaders (team member, staff, etc.) group in accepting smart working through empirical and exploratory approaches.

Background/Objectives: As the paradigm changes with technological advancement and information society, next-generation products that can access information anytime, anywhere through mobile Internet devices through Smart work are being released. In particular, in the coronavirus era, there is a lot of interest in the introduction of Smart work. Methods/Statistical analysis: Companies that only pursued work in the office tend to support a free and creative work environment that goes beyond temporal and spatial restrictions. In addition, we are hoping for collaboration, efficiency, and organizational innovation through smart work communication. The introduction of Smart work by companies can be expected to have a positive impact on companies. Findings: Therefore, in this paper, we intend to provide a safe Smart work service through research and application of storage virtualization technology. In other words, a Smart work service was designed by securing the technology for operating the latest operating system based on mobile virtualization technology and storage virtualization technology, which is the core of mobile security. Improvements/Applications: The storage virtualization-based mobile work service proposed in this paper can be used for mobile terminals and special security-enhanced terminals that require high security in mobile environments. In addition, it can be used for mobile financial services for safe payment/payment such as electronic payment and internet banking, and prevents corporate information leakage and illegal access by unauthorized users in work environments such as Smart work using mobile terminals.

Organizations are constantly under pressure for survival in a highly volatile work environment. This change has been accelerated by trends such as smart work environments and simultaneously artificial intelligence in the organizational context. Given such uncertainty deriving from a fast rate of change and high complexity, it is vital for organizations to fully utilize and support individuals to be fully engaged in their work, setting ground for transformation and modification of specific tasks and general roles. On the basis of the job demands-resources model, our hypotheses is tested by using preliminary empirical data extracted from 109 part-time MBA students working in organizations. By commissioning questionnaire survey method and hierarchical regression analysis as the analytic approach, the results offer partially strong support for our proposed research model. We attained moderate support for our hypotheses, in that an individuals’ perception of job resources and job demands in the work context is expected to be inducers of job crafting (i.e., task, cognitive, and relational), which acts as a critical mechanism arousing individual work engagement and job stress.

This paper explores the causal relationship between acceptance attitudes and expected effects of smart work. With the rapid development of smart technologies, lots of organizations try to innovate in the conventional working styles for maximizing organizational effectiveness and efficiency. Although many organizations wish to foster smart working environment, they don’t have confidence in detailed action plans and effects from it. Therefore, this study that explores the causal relationship between acceptance attitudes and effects may have crucial meaning to organizations pursuing smart work. In this research empirically conducted by questionnaire survey, the acceptance attitudes as predictors and the expected effects of smart work as influenced variables were used. This research analyzed 118 collected data and multiple regression analysis. As a result of analysis, teleworking shows the positive relations to all of dependent variables. And others have a positive or negative influence on effects of smart work. Results of this study may give implications to organizations that want to implement smart work environment.

스마트워크가 확산되면서 업무와 비업무의 경계가 모호해 지고 있으며, 이로 인해 테크노스트레스가 유발되고 있다. 그러나 테크노스트레스는 수동적으로 그 결과를 받아들이기 보다는 일과 비업무의 경계를 능동적으로 조절함으 로써 극복될 수 있다. 스마트워크 환경에서 업무/비업무 영역이 모호해지면서 발생하는 업무 영역에서 기술침해로 인 한 스트레스에 대한 대응전략을 파악하기 위해 직무 만족도에 영향을 미치는 요인과 스마트워크 참여자가 적극적으로 선택하는 경계관리전략의 역할을 이해할 필요성이 있다. 본 논문은 비업무의 업무 간섭, 직무 자율성, 직무 몰입, 직무 만족 간의 인과관계와 경계관리전략 유형별 조절 효과를 담은 연구 모델을 개발했다. 스마트워크 참여자를 대상으로 수집된 설문을 분석한 결과, 전체 5개 가설이 채택되었으나, 경계관리전략 유형별로 나눠 검증한 결과는 각 유형에 따라 직무만족에 영향을 주는 3개 가설의 채택과 기각이 상이하게 나타났다. 이러한 결과는 스마트워크 사용자의 경계 관리전략에 따라 차별적인 변화관리를 마련할 필요가 있다는 점을 시사한다.

With diffusion of Smart Work, a problem has been raised that Smart Work makes the boundary between work and nonwork blur, and may cause technostress. In order to find out whether Smart work copes with techno-invasion stress in work domain, we need to understand the precedence factors influencing on job satisfaction and the role of boundary management strategy which Smart Workers actively choose. This paper developed a research model containing a causal relationship among four factors, nonwork-to-work interference, job autonomy, job commitment, and job satisfaction, and the moderation effect of boundary management strategy. The findings show that overall hypotheses were accepted based on the pooled data, but three hypotheses test on job satisfaction by boundary management strategy type differed. These results suggest that in accordance with the boundary management strategy of Smart Work users, different change management need to be prepared.

This study introduces an innovative, integrated safety monitoring and rescue management system designed specifically for high-risk confined spaces in industrial environments. The system utilizes wearable health sensors, environmental detection modules, AI-driven predictive analytics, and multilingual alert mechanisms to deliver real-time hazard detection and automatic emergency responses. With a strong focus on inclusivity, it provides communication in native languages, greatly aiding foreign workers who may encounter language barriers during emergencies. Its core features include automatic ventilation management, toxic gas suppression, and mechanical extraction of workers, ensuring quick action in critical situations. The ergonomic design combined with AI-based logic allows for early risk detection before issues escalate. Additionally, the system produces comprehensive incident reports for analysis and safety audits. Based on occupational safety research and aligned with international safety standards, it aims to overcome existing limitations in industrial emergency protocols and foster a more inclusive, proactive safety culture in diverse workplaces.

워라밸에 대한 연구는 다양한 분야에서 진행되고 있다. 특히 조직문화 및 업무성과와 관련해서 활발히 연구가 이루어지고 있는 반면, 워라밸이 구성원의 조직헌신에 미치는 영향에 대한 연구는 미비한 상황이다. 따라서 본 연구는 코로나19 시대를 살아가고 있는 전국의 스타트업을 포함한 중소기업, 공공기관, 대기업종사자 등 463명을 대상으로 조직 구성원들의 워라밸이 조직헌신에 어떠한 영향을 미치며 이들 관계에서 직무만족의 매개효과에 대해 실증 분석하였다. 또한 코로나19 시대의 새로운 업무 형태인 스마트워크 환경이 직무만족과 조직헌신에 미치는 영향에 대해 추가적으로 검증해 보았다. 분석 결과 첫째, 워라밸은 직무만족에 긍정적인 정(+)의 영향을 미치는 것으로 분석되었고, 직무만족은 구성원의 정서적 조직헌신에도 긍정적인 정(+)의 영향을 나타냈다. 둘째, 직무만족은 워라밸과 조직헌신의 관계에서 일-가족 균형과 조직헌신 관계에서는 완전 매개, 일-성장균형과 조직헌신 관계에서는 부분 매개하는 것으로 나타났다. 셋째, 스마트워크환경은 직무만족과 조직 헌신에 정(+)의 영향을 미치는 것으로 확인되었다. 본 연구 결과를 보면 코로나19시대로 인해 변화하는 업무환경 속에서 조직 구성원들의 자발적인 직무 태도 향상을 위해서는 일-가족, 일-여가, 일-성장 균형이 매우 중요한 요인이며, 워라밸과 스마트워크 환경의 조성은 궁극적으로 조직의 생산성 향상을 위해 구축되어야 할 필요성이 있음을 시사하였다.

Lots of studies have been conducted on work-life balance in various fields. In particular, while a plethora of studies on the work-life balance have focused mainly on organizational culture and work performance, research to investigate the impact of work-life balance on employees' organizational commitment is scarce. This study aims to empirically analyze how work-life balance of employees affects organizational commitment and mediation effects of job satisfaction on the relationships through a survey of 463 employees working in small and medium-sized enterprises, public institutions, and conglomerates in the COVID-19 era. Also, it examines the impact of a smart work environment as a new way of working during the COVID-19 pandemic on job satisfaction and organizational commitment. The findings of the study are summarized as follows. First, work-life balance was shown to positively affect job satisfaction, and job satisfaction had a positive influence on emotional organizational commitment of employees. Second, job satisfaction was found to be completely mediated both in the relationship between work-life balance and organizational commitment and in the relationship between work-family balance and organizational commitment, and partially mediated in the relationship between work-growth balance and organizational commitment. Third, the smart work environment had a positive effect on job satisfaction and organizational commitment. The results of the study show that work and family, work and leisure, and work and growth balance are significantly important factors to improve employees' work attitudes in the changing work environment as a result of COVID-19. The present results suggest that the introduction of work-life balance and the smart work environment is required to increase organizational productivity.

본 연구는 스마트 모바일 기기를 업무에 활용하는 공공기관 근로자 집단을 대상으로 사용자의 사용자요인과 수용요인이 업무성과에 미치는 영향을 검증하고, 스마트 모바일 기기 활용과 업무성과의 긍정적 관계를 확인함으로써 스마트 모바일 기기의 직무적합성을 향상하기 위한 전략적 제언을 하는 것을 목적으로 수행되었다. 연구결과, 스마트 모바일 기기의 수용자 혁신성은 인지된 유용성에 B=.296, p=.000, 사용용이성에 B=.326, P=.000의 영향을 미치고, 직무적합성은 인지된 유용성에 B=.261, p=.001의 영향을 미치고 있었으며, 인지된 유용성 및 인지된 사용용이성은 각각 B=.382, 488, p=.000으로, 업무성과를 긍정적으로 개선하고 있었다. 또한 이러한 관계를 인지된 유용성과 사용용이성이 매개하고 있음을 결론적으로 확인할 수 있었다.

The study analyzed how the user uses the smart mobile device to assess the effects of the user's acceptance factor and user-factors affecting the work performance of Public Agencies. And Prove that leveraging smart devices can improve your business performance, It was aimed at making strategic recommendations to improve the suitability of smart mobile devices and Tasks. Smart mobile devices User Innovation has affected Usefulness, such as B=.296. p.000, it also affected Perceived Ease-of-Use, such as B=.326, p.000. job fitness has affected Perceived Ease-of-Use, such as B=.261, p.001. Usefulness and Ease-of-Use had a positive affect on work performance. Each of affect on much of B=.382 and B=.488(p.000). At the conclusion, it has been validated that the effects of smart mobile devices user Innovation and job fitness on work performances are mediated by perceived usability and perceived ease of use of the smart mobile device.