Earticle

현대의 강도 높은 작업 환경에서, 기업의 경쟁은 점점 더 인재의 배치에 의존한다. 인재를 유지하기 위 해, 점점 더 많은 기업들은 직원들의 만족도를 높이는 동시에 직원들의 업무 성과를 향상시키고, 기업 의 효율적이고 저렴한 운영을 보장하기 위해 직원들의 감수성과 욕구에 더 많은 관심을 기울이고 있다. 직원 만족도, 조직몰입, 직무 몰입, 직무성과는 기업이 인재를 오래 유지할 수 있는지의 주요 지표이며, 기업 인적 자원 관리에 중요한 의의가 있다. 이론적으로 말하자면, 실증적 연구를 통해 그들 사이의 관 계를 구체적으로 계량화할 수 있다. 실천적으로 말하자면, 그들 사이의 영향관계에 대한 명확한 인식은 기업 인력부서에 제도와 정책상의 지도를 제공하여 기업의 인력원가를 낮추고 기업 운영의 효율을 높 일 수 있다. 연구의 주요 내용은 설문지를 이용하여 수집한 방법을 통해 각종 기업의 직원을 대상으로 직원 만족도, 조직몰입, 직무 몰입, 직무성과 간의 상관관계를 탐구하여 직원 만족도, 조직몰입, 직무 몰입, 직무성과 간의 양적 연구모형을 수립하는 것이다. 연구 결과에 근거하여, 기업의 인력자원 관리 부서에 건설적인 건의를 제출하여, 원가를 줄이는 동시에 기업의 효율적인 운영을 촉진하고, 기업이 더 욱 결속력을 가지도록 한다. 본 연구는 중국의 중소기업 직원들을 대상으로 설문조사를 실시하였다. 연 구 방법에서, 신뢰도 분석, 탐색적 인자 분석, 상관분석 분석, 회귀분석 및 중개효과 검험 등의 방법을 이용하였다. 또한 SPSS 소프트웨어를 이용하여 조사 데이터에 대한 통계 분석을 진행하였다. 실증 분 석을 통해 중국 중소기업 직원의 직원 만족도, 조직몰입, 직무 몰입, 직무성과 간의 상호 영향 관계 결 과를 얻으며, 각 가설을 검증하였다. 본 연구의 결론은 다음과 같다. 직무 만족도가 직무 성과에 분명히 영향을 줄 수 있고, 두 가지 중에서, 직원의 직무몰입과 조직몰입이 중개 역할을 하였다. 본 연구는 직 원의 직무 만족도를 효과적으로 탐구하고, 직무 몰입과 조직 몰입을 중개 변수로 삼아, 직원의 직무 만 족도와 직원의 직무 성과 사이에 "교량"을 만들고, 이전 연구를 어느 정도 보완하였다. 마지막으로, 실 증 분석 결과에 근거하여, 본 연구는 "인간 중심" 관리 이념의 수립, 직원 직무 만족도와 직무 몰입을 제고, 조직 몰입의 육성 및 제고 메커니즘 완비 등 방면에서 출발하여 직원 직무 성과 제고를 제안하였다.

In the tense working environment in modern cities, enterprises and companies rely more and more on talented people to win in competitions. In order to attract and retain talents, companies and enterprises tend to pay more attention to the feeling and demands of their employees to improve their work performance and job satisfaction at the same time, and as a result, ensure an efficient and low-cost enterprise operation. Under this circumstance, job satisfaction, organizational commitment, work engagement and work performance become the main indicators deciding whether an enterprise could retain its talents for a long time, which is important for human resources management. On the one hand, in terms of theory, an empirical study could quantify these indicators. On the other hand, in terms of practice, a clear understanding of the relationship between these indicators could provide institutional and policy guidance to the human resources department of companies and enterprises, thus reducing human costs and improving work efficiency. This study mainly intends to explore the relationship among job satisfaction, organizational commitment, work engagement and work performance by questionnaires, and establish a quantifying research model for job satisfaction, organizational commitment, work engagement and work performance as well. According to the results of the study, this thesis also provides some constructive suggestions to the human resource management department of companies and enterprises to enhance their efficiency and cohesiveness at a low cost. This thesis makes a questionnaire survey involving employees of SMEs in China, conducted reliability and validity analysis, exploratory factor analysis, correlation analysis and mediating effect test to the results of the questionnaire, and then used SPSS software to carry on statistical analysis to the data. Through empirical analysis, the relationship among the four indicators was obtained and the hypotheses were testified. The experimental results show that job satisfaction has a positive effect on work performance. Work engagement and organizational commitment play a mediating role between them. This thesis makes a more effective study of job satisfaction by using work engagement and organizational commitment as mediating variables to build a bridge between job satisfaction and work performance, which makes up for the previous research to some extent. Finally, according to the results and conclusions of empirical analysis, this thesis puts forward some suggestions to improve work performance in aspects of establishing a people- oriented management concept, promoting job satisfaction and work engagement, and improving the training and promotion mechanism of organizational commitment.

본 연구의 목적은 임상간호사의 간호업무성과에 감성지능과 간호근무환경이 미치는 영향을 검증하고자 시도되었다. 자료는 2016년 9월 29일부터 10월 13일까지 임상간호사 222명을 대상으로 구조화된 설문지를 이용하여 자료수집 하였고, SPSS WIN Version 22.0을 이용하여 기술통계, 독립표본 t-test, ANOVA, 다중회귀분석을 실시하였다. 연구결과, 임상간호사의 간호업무성과는 감성지능과 간호근무환경과는 정의 상관관계가 있는 것으로 나타났다. 또한, 대상자의 간호업무성과에 영향을 미치는 요인은 감성지능, 연령, 간호직만족도, 간호근무환경 및 간호부서로 나타났으며, 이들 변수의 설명력은 50%였다. 따라서, 임상간호사의 간호업무성과를 높이기 위해서는 감성지능, 연령, 간호직만족도, 간호근무환경 및 간호부서를 고려하여 중재프로그램을 개발하고 적용하는 것이 필요하다고 사료된다.

This study aimed to identify the effect of emotional intelligence, nursing work environment on nursing performance in clinical nurses. Data were collected through a self-report questionnaire for 222 subjects and analyzed using descriptive statistics, t-test, ANOVA, and multiple regression with SPSS WIN 22.0 program. The results showed that nursing performance had significant correlations with emotional intelligence and nursing work environment. Also, the influencing factors on nursing performance were emotional intelligence, age, nursing satisfaction, nursing work environment, and nursing unit. These factors explained 50.0% of variance. Therefore, emotional intelligence, age, nursing satisfaction, nursing work environment, and nursing unit should be considered in developing and applying an nursing interventions program to improve the nursing performance among clinical nurses.

산재 발생은 근로자의 노동력 상실과 생산성 그리고 삶의 질에 영향을 준다. 본 논문은 산재 발생 후 직업복귀자의 업무수행능력에 영향을 미치는 요인을 융합적으로 파악하고자 한다. 본 연구 자료는 2013년과 2014년 산재보험패널 자료를 활용한 단면연구이며, 독립변수인 일반적 특성과 종속변수인 업무수행능력의 관련성을 파악하기 위해 로지스틱 회귀분석을 실시하였다. 연구 결과, 업무수행능력 감소에 큰 영향을 미치는 요인으로 장해등급 1 - 7급과 요양기간이 12개월 이상과 6 - 9개월인 것으로 나타났다. 즉, 직업복귀자의 장애 정도가 중증일수록, 요양기간이 증가할수록 업무수행능력이 큰 폭으로 감소하는 것을 확인할 수 있었다. 업무수행능력은 산재자의 성공적인 직업복귀를 간접적으로 파악할 수 있고 산재 이후 직업복귀자에 대한 사후적 관리가 중요하다는 점에서 의의가 있다. 직업복귀자의 안정된 업무수행은 근로자의 생활 안정과 삶의 질을 유지하고 기업의 생산력을 확보하는데 중요하다.

For workers, industrial accidents exert a bad effect on the productivity, quality of life, and depress the morale. This study aimed to examine the overall influence on job performance of employees who returned to work after industrial accidents. This was a cross-sectional study using the data of 2013 and 2014 Panel Study of Worker's Compensation Insurance (PSWCI), and we performed logistic-regression analysis to analyze an affinity between general characteristics and job performance as independent variable and outcome variable, respectively. As a result, the major factor depressed the job performance were the 1 - 7 degree of disabilities and injuries with convalescence period for 6 to 9month or more than 12 months. In other words, this study shown that job performance was decreased as higher degree of disability and longer convalescence period. Job performance is the factor to identify indirectly worker’s successful return to work, and it is important in follow-up of workers who returned to work after industrial accidents. Stable job performance of an industrial disaster victim is the key factor to maintain worker’s comfortable and qualitative life as well as increase of productive capacity.

본 연구는 경상북도 C시 소재하는 100병상 이상 병원에 근무하는 간호사 171명을 대상으로 기본심리욕구, 셀프리더십, 직무스트레스, 직무열의, 간호업무성과를 파악하고 이들이 간호업무성과에 영향을 미치는지 알아보고자 시도되었다. 수집된 자료는 SPSS 25.0 프로그램을 활용하여 기술통계방법, independent t-test, ANOVA, Pearson’s correlation coefficients와 Hierarchical regression 방법으로 분석하였다. 연구 결과, 간호업무성과는 기본심리욕구, 셀프리더십과 직무열의와 정적상관관계가 있었다. 모델 1에서는 일반적인 특성 중 총 임상경력이 간호업무성과에 유의한 영향을 미치는 것으로 나타났으며, 총 설명력은 13.3%였다(F=6.233, p<.001). 모델 2에서는 총 임상경력과 기본심리욕구, 셀프리더십이 간호업무성과에 유의한 영향요인으로 나타났고, 총 설명력은 28.4%였다(F=9.432, p<.001). 본 연구 결과를 바탕으로 임상간호사의 간호업무성과를 높이기 위해서 간호사들이 오랫동안 임상에서 근무할 수 있는 의료환경과 문화가 제공될 수 있도록 하고, 기본심리욕구와 셀프리더십을 높여줄 수 있는 프로그램 개발과 적용을 제안한다.

This study was attempted to identify basic psychological needs, self-leadership, job stress, job engagement and nursing work performance among 171 nurse in one city, and to determine factors that affect their Work performance. The collected data was analyzed using the SPSS 25.0 program and using independent t-test, ANOVA, Pearson’s correlation coefficients, and hierarchical regression methods. In Model 1, total clinical experience was found to have a significant effect on nursing work performance, with a total explanatory power of 13.3% (F=6.233, p<.001). In Model 2, total clinical experience, basic psychological needs, and self-leadership were found to be significant influencing factors on nursing work performance, and the total explanatory power was 28.4% (F=9.432, p<.001). Based on the results of this study, in order to improve the nursing work performance of clinical nurses, we propose to develop and apply a program that can provide a medical environment and culture that allows nurses to work in clinical practice for a long time, and to enhance nurses' basic psychological needs and self-leadership.

본 연구의 목적은 감성지능, 직무스트레스, 의사소통능력이 치위생 업무성과에 미치는 영향을 파악하여 효율적인 업무성과 강화를 위한 방안을 규명하고자 하였다. 2024년 4월부터 6월까지 치과위생사 232명에게 자기기 입식 설문조사를 실시하였고, 연구 결과 임상경력은 감성지능(F=9.587, p<0.001), 직무스트레스(F=8.132, p<0.001), 의사소통능력(F=6.862, p<0.01), 치위생 업무성과 정도(F=9.224, p<0.001)에 통계적으로 유의한 차이를 나타냈다. 치위생 업무성과는 감성지능(r=0.857, p<0.001), 의사소통능력(r=0.861, p<0.001)과 양의 상관관계를 보였고, 직무스 트레스(r=-0.611, p<0.001)와 음의 상관관계를 나타냈다. 치위생 업무성과에 영향을 주는 요인은 감성지능(β=0.466, p<0.001), 의사소통능력(β=0.452, p<0.001), 임상경력(β=0.099, p<0.01)으로 나타났다. 총괄적으로 치과위생사의 업무성과를 강화하기 위해 감성지능과 의사소통능력을 향상시키기 위한 노력이 필요하며 다양한 변수들을 고려한 체계적인 방안 모색이 이루어져야 할 것이다.

The purpose of this study is to understand the influence of emotional intelligence, job stress, and communication ability on dental hygiene performance. In order to clarify the efficient work performance and the method for strengthening it. The subjects of the study were 232 dental hygienists who were given a self-administered questionnaire survey. The results of the study showed that clinical career showed a statistically significant difference in the degree of emotional intelligence(F=9.587, p<0.001), job stress(F=8.132, p<0.001), communication ability(F=6.862, p<0.01), and dental hygiene performance(F=9.224, p<0.001). Dental hygiene performance showed a positive correlation with emotional intelligence(r=0.857, p<0.001) and communication ability(r=0.861, p<0.001), and a negative correlation with job stress(r=-0.611, p<0.001). The factors that influenced dental hygiene performance were emotional intelligence (β=0.466, p<0.001), communication ability (β=0.452, p<0.001), and clinical career (β=0.099, p<0.01). In general, in order to strengthen the work performance of dental hygienists, efforts are needed to improve emotional intelligence and communication ability. In addition, systematic measures that take into account various variables will have to be explored.

Purpose: This study aims to provide foundational data for rational and effective task allocation by thoroughly understanding the task allocation experiences of school nurses working in schools with 36 or more classes, where two nurses are assigned. Methods: Data were collected from 12 school nurses working in schools with 36 or more classrooms through in-depth interviews conducted between June 2023 and January 2024. Results: Through inductive content analysis, four major themes and fourteen sub-themes were identified. The four major themes were: the existence of various task division processes, changes in task execution methods, the emergence of positive effects due to the deployment of two school nurses, and the emergence of negative effects due to the deployment of two school nurses. Conclusion: When two school nurses are assigned to schools with 36 or more classes, it is crucial to balance their experience levels, establish clear guidelines for task division, and avoid creating an excessive workload that goes beyond the intended purpose of deploying two school nurses.

첨단 기술의 발전, 업종 간 경계의 붕괴로 대변되는 최근 기업환경에서 조직구성원들의 주도적 · 창의적 업 무 태도는 기업 가치를 제고하는 중요한 요소이다. 근로자의 주도적 · 창의적 업무 태도, 책임감 있는 업무수행을 기대하기 위해서는 자율성을 보장하는 조직 내 주도적 업무여건이 필수적으로 갖춰져야 한다. 본 연구에서는 우발 적 근무 요구의 빈도, 근무시간의 주도성 등 9가지 요소를 조직 내 주도적 업무여건으로 정의하고, 근로자의 근로환 경 만족에 어떻게 영향을 미치는지 분석하였다. 그 결과, 업무시간의 융통성, 업무수행 방법 결정의 참여성과 관련 된 6가지 요소는 유의미한 영향을 미치지만, 조직 단위의 비교적 높은 차원의 의사결정과 관련된 3가지 요소는 유 의미한 영향을 미치지 않았다. 따라서 본 연구는 기업의 생산성 향상과 기업 가치 제고를 위해서는 여러 가지 요인 중 근로자가 스스로 일할 수 있는 업무여건 마련이 중요한 과제임을 도출했다는 점에서 큰 의의를 찾을 수 있다.

In the recent corporate environment represented by the development of high-tech and the collapse of boundaries between industries, the leading and creative work attitudes of organizational members are an important factor in enhancing corporate value. In order to expect workers' leading and creative work attitudes and responsible work performance, leading work conditions within the organization that guarantee autonomy must be established. In this study, nine factors such as the frequency of accidental work demands and the initiative of working hours were defined as leading work conditions within the organization, and how they affect the satisfaction of workers' working environment was analyzed. As a result, six factors related to flexibility of work hours and participation in decision-making of work performance methods had a significant effect, but three factors related to relatively high-level decision-making at the organizational level did not have a significant effect. Therefore, this study is of great significance in that it is an important task to prepare working conditions for workers to work on their own among various factors to improve corporate productivity and enhance corporate value.

본 연구는 방문간호사의 방문건강관리 서비스 수행도와 방문간호사의 일반적인 특성에 따른 수행도의 차이 를 분석하기 위해 시도되었다. 연구대상자는 대구시와 경상북도의 방문간호사 총 204명을 대상으로 실시되었고, 연 구기간은 2011년 7월 1일부터 8월 30일까지이었다. 방문건강관리 서비스 수행업무 중 당뇨병 환자관리와 고혈압 환 자관리를 가장 많이 수행하였고, 반면에 임산부 관리와 영유아 건강관리 업무에 대한 수행 빈도가 가장 낮았다. 방 문간호사의 일반적인 특성 중에서 연령, 기혼, 교육수준, 종교, 보건소 근무경력, 방문간호 업무경력, 근무지역에 따 라 방문건강관리 서비스 수행도의 차이가 있었다. 따라서 맞춤형 방문건강관리의 안정적인 정착과 활성화를 위해서 는 방문간호사의 일반적인 특성을 충분히 고려한 업무 배정과 고용 보장 등을 포함한 방문간호사의 관리방안이 강구 되어야 할 것이다.

The purpose of this research was to analyze the work performance and the general characteristics influencing work performance of customized home health care nurse. Research participants were 204 nurses who worked in the customized home health care of 33 public health centers in Daegu city and Gyeong-Buk Province. The data were collected by self report questionnaires from July, 1 to August, 30, 2011. The highest degree of work performance was the diabetes mellitus service, while the lowest degree was pregnant women services. Age, marital status, education level, religion, career at public health center, visiting nurses career and work area were the significant factors related to work performance in these subjects. Customized home health care nurses management policy which includes assignment tasks and employment security considering general characteristics of visiting nurses should be established to enhance of activation and stable settlement of customized home health care service.

본 연구는 제조업에 종사하는 근로자들에게 상지의 동작수행능력을 평가하는 Quick DASH 설문지 검사를 실시하 여, 일반적 특성에 따른 점수의 차이와 검사도구의 특성과 민감도, 특이도에 대해서 알아보고자 하였다. 연구방법 : 2010년 12월부터 2011년 3월까지 경기도에 위치한 일개 전자 부품제조업의 생산직근로자 2,190명을 대상 으로 자가 기입식 설문조사를 통하여 진행하였다. 측정도구로 근골격계 자각증상호소율을 알아보기 위해 근골격계자 각증상 설문지(KOSHA code H-30-2008)와 상지의 기능적 동작을 수행하는 능력을 알아보기 위해 한국형 QuickDASH 설문지를 사용하여 측정하였다. 결과 : QuickDASH 설문결과, 상지기능과 관련된 목 부위(29.08점), 어깨 부위(28.31점), 팔/팔꿈치 부위(32.47점), 손/ 손가락/손목 부위(28.79점)별로 각각 통증을 호소하는 군에서 통계적으로 유의하게 QuickDASH 점수의 차이가 있는 것으로 나타났다. 또한 근골격계 통증자를 기준으로 QuickDASH 설문지의 민감도 및 특이도를 신체부위별로 알아 본 결과 목 부위는 임계값을 24.9점으로 하였을 때 민감도는 66.9%, 특이도는 57.0%로 나타났다. 어깨부위는 임계값을 21.4점으로 하였을 때 민감도는 74.1%, 특이도는 51.4%로 나타났다. 팔/팔꿈치부위는 임계값을 25.1점으로 하였을 때 민감도는 74.3%, 특이도는 64.2%로 나타났다. 손/손가락부위는 임계값을 21.4점으로 하였을 때 민감도는 77.9%, 특이도는 48.7%로 나타났으며, 신체부위별로 구분하지 않고 어느 한 부위라도 양성에 해당하는 경우를 보면, 민감도 는 77.0%, 특이도는 63.5%, 임계값은 24.9점으로 나타났으며, AUC(Area Under the Curve)가 .78로 나타났다 결론 : 본 연구는 제조업에 종사하는 근로자들에게 상지의 동작수행능력을 평가하는 QuickDASH 설문지 검사가 특정 관 절에 대한 통증보다는 전반적인 상지의 통증과 기능장애에 대해서 높은 민감도와 특이도를 보이는 것으로 나타났다.

The purpose of this study was to evaluate to what extent the QuickDASH score has on manufacturing workers in a particular area in terms of managing musculoskeletal disorders among subjects with and without pain. In addition, we intended to see whether there are any differences in QuickDASH scores in terms of pain, whether any part of the score is more closely associated with musculoskeletal disorders, and whether we can distinguish people who know what the score is to a certain extent from those who don’t. Methods : A QuickDASH survey was conducted on 2,190 manufacturing production workers with upper extremity musculoskeletal symptoms only. To see any differences in the scores, their upper extremity musculoskeletal symptoms were measured using survey results from QuickDASH, an ROC analysis used to measure sensitivity and specificity. Results : There was a statistically significant difference in the QuickDASH scores of subjects with pain in their neck, shoulder, arm/elbow, and hand/finger between symptomatic and asymptomatic subjects. When a certain body area such as the neck, shoulder, arm/elbow, and hand/finger was not distinguished, in the case of subjects with symptoms in any body area, and the symptom-free subjects did not show any difference depending on the subject type even when the QuickDASH sensitivity and specificity were 77.0% and 63.5%, respectively, the number of critical points was 24.9, and AUC was .776. Conclusion : This study shows that QuickDASH can be used as an arm function assessment tool for musculoskeletal disorders of the upper extremities.

Purpose: This study was performed to identify factors associated with nursing performance, classify potential profiles of nursing performance-related variables, and explain their effects on nursing performance. Methods: The study involved 245 nurses at a University Hospital in South Korea from September 1 to 14, 2021. The participants were nurses in a ward who operated within a team and had at least 6 months of clinical experience. Structured questionnaires were used to measure variables, and data were collected online using Google Forms. Using latent profile analysis, the participants were classified into four human resource and job attitude profiles. Linear regression was used to identify relevant factors, and one-way analysis of variance was employed to examine the differences in nursing performance between the four profiles. Results: Shared leadership (β=.30, p<.001) was most strongly associated with nursing performance, followed by authentic leadership (β=.16, p=.009), and education level (β=.15, p=.006). Significant differences in nursing performance (F=22.48, p<.001) were observed across profiles, with the groups deemed "excellent" and "best" scoring higher in nursing performance and authentic leadership compared to the "fair" and "worst" groups. However, no significant difference in education level was found across the latent profiles (p=.212). Conclusion: This research examined the impact on nursing performance through variable-centered analysis and a person-centered approach. Accordingly, this study provides valuable insights for interpreting the results of linear regression analysis, highlighting the need to consider individual heterogeneity.

The study examines the relationships among employee's goal orientation, IT personnel competency, personal effectiveness. The goal orientation includes learning goal orientation, performance approach goal orientation, and performance avoid goal orientation. Personal effectiveness consists of personal work satisfaction and personal work performance. In general, IT personnel competency refers to IT expert's skills, expertise, and knowledge required to perform IT activities in organizations. However, due to the advent of the internet and the generalization of IT, IT personnel competency turns out to be an important competency of technological experts as well as employees in organizations. While the competency of IT itself is important, the appropriate harmony between IT personnel's business capability and technological capability enhances the value of human resources and thus provides organizations with sustainable competitive advantages. The rapid pace of organization change places increased pressure on employees to continually update their skills and adapt their behavior to new organizational realities. This challenge raises a number of important questions concerning organizational behavior. Why do some employees display remarkable flexibility in their behavioral responses to changes in the organization, whereas others firmly resist change or experience great stress when faced with the need to alter behavior? Why do some employees continually strive to improve themselves over their life span, whereas others are content to forge through life using the same basic knowledge and skills? Why do some employees throw themselves enthusiastically into challenging tasks, whereas others avoid challenging tasks? The goal orientation proposed by organizational psychology provides at least a partial answer to these questions. Goal orientations refer to stable personally characteristics fostered by "self-theories" about the nature and development of attributes (such as intelligence, personality, abilities, and skills) people have. Self-theories are one's beliefs and goal orientations are achievement motivation revealed in seeking goals in accordance with one's beliefs. The goal orientations include learning goal orientation, performance approach goal orientation, and performance avoid goal orientation. Specifically, a learning goal orientation refers to a preference to develop the self by acquiring new skills, mastering new situations, and improving one's competence. A performance approach goal orientation refers to a preference to demonstrate and validate the adequacy of one's competence by seeking favorable judgments and avoiding negative judgments. A performance avoid goal orientation refers to a preference to avoid the disproving of one's competence and to avoid negative judgements about it, while focusing on performance. And the study also examines the moderating role of work career of employees to investigate the difference in the relationship between IT personnel competency and personal effectiveness. The study analyzes the collected data using PASW 18.0 and and PLS(Partial Least Square). The study also uses PLS bootstrapping algorithm (sample size: 500) to test research hypotheses. The result shows that the influences of both a learning goal orientation (β = 0.301, t = 3.822, p < 0.000) and a performance approach goal orientation (β = 0.224, t = 2.710, p < 0.01) on IT personnel competency are positively significant, while the influence of a performance avoid goal orientation(β = -0.142, t = 2.398, p < 0.05) on IT personnel competency is negatively significant. The result indicates that employees differ in their psychological and behavioral responses according to the goal orientation of employees. The result also shows that the impact of a IT personnel competency on both personal work satisfaction(β = 0.395, t = 4.897, p < 0.000) and personal work performance(β = 0.575, t = 12.800, p < 0.000) is positively significant. And the impact of personal work satisfaction(β = 0.148, t = 2.432, p < 0.05) on personal work performance is positively significant. Finally, the impacts of control variables (gender, age, type of industry, position, work career) on the relationships between IT personnel competency and personal effectiveness(personal work satisfaction work performance) are partly significant. In addition, the study uses PLS algorithm to find out a GoF(global criterion of goodness of fit) of the exploratory research model which includes a mediating variable, IT personnel competency. The result of analysis shows that the value of GoF is 0.45 above GoFlarge(0.36). Therefore, the research model turns out be good. In addition, the study performs a Sobel Test to find out the statistical significance of the mediating variable, IT personnel competency, which is already turned out to have the mediating effect in the research model using PLS. The result of a Sobel Test shows that the values of Z are all significant statistically (above 1.96 and below -1.96) and indicates that IT personnel competency plays a mediating role in the research model. At the present day, most employees are universally afraid of organizational changes and resistant to them in organizations in which the acceptance and learning of a new information technology or information system is particularly required. The problem is due to increasing a feeling of uneasiness and uncertainty in improving past practices in accordance with new organizational changes. It is not always possible for employees with positive attitudes to perform their works suitable to organizational goals. Therefore, organizations need to identify what kinds of goal-oriented minds employees have, motivate them to do self-directed learning, and provide them with organizational environment to enhance positive aspects in their works. Thus, the study provides researchers and practitioners with a matter of primary interest in goal orientation and IT personnel competency, of which they have been unaware until very recently. Some academic and practical implications and limitations arisen in the course of the research, and suggestions for future research directions are also discussed.

본 연구는 소방안전관리자의 업무수행 능력 중 안전행동에 중점을 두어 소방안전관리자의 안전행동 에 영향을 미치는 요인을 분석하고 업무수행 능력을 향상시키는 방안을 연구하였다. 소방안전관리 자의 안전행동에 직⋅간접적으로 영향을 미치는 요인으로 조직의 안전리더십, 안전태도, 안전가치 관, 조직몰입, 권한위임을 선정하고 충청북도 소방안전관리자를 대상으로 설문을 실시하였다. 구조 방정식 방법을 활용하여 설문을 분석한 결과, 소방안전관리자의 안전행동에 직접적인 영향을 미치 는 요인은 안전리더십으로 나타났으며 조직몰입과 권한위임은 안전행동에 부정적으로 영향을 미치 는 것으로 나타났다. 따라서 소방안전관리자의 업무수행 능력을 향상시키기 위해서는 안전리더십에 해당하는 조직의 의사소통, 관심 및 참여유도, 의지 및 태도 등을 향상시킬 필요가 있는 것으로 판단 된다.

This study analyzed the factors affecting the work performance ability of fire safety managers focused on safety behaviors. To analyze the direct and indirect influence factors affecting safety behavior of fire safety managers, the safety leadership, safety values, safety attitude, empowerment, and organizational commitment were selected as relevant factors. Further, a survey was conducted on fire safety managers in Chungcheongbuk-do. Utilizing the Structural Equation method for the analysis of survey results, it was found that the factor that directly affects the safety behavior of fire safety managers was safety leadership, while organizational commitment and empowerment negatively affect safety behavior. Therefore, to improve the work performance ability of fire safety managers, it is necessary to improve the communication and concern, and inducing participation, willingness, and attitude of organizations corresponding to safety leadership.

본 연구는 정보보안 종사자가 경험하는 감정적 반응인 정서성(긍정 정서 vs. 부정 정서)과 조직몰입이 직무만족 및 업무성과에 미치는 영향을 분석하는데 그 목적이 있다. 이를 위하여, 국내 기업에서 근무하고 있는 정보보안 종사자 174명을 대상으로 한 설문자료를 통해 구조방정식모형 (SEM)을 활용하여 검증하였다. 분석 결과는 다음과 같다. 긍정정서 는 조직몰입에 긍정적인 영향을 미치는 것으로 나타났다. 부정정서는 유의미한 관계가 나타나지 않았다. 또한 조직몰입이 직무만족 및 업무성과에 미치는 영향에 있어서 모두 유의적인 정적 관계를 갖는 것으로 나타났다. 이러한 연구결과는 정보 보안 종사자의 긍정적인 정서 측면이 직무만족 및 업무성과에 미치는 영향을 검증하는데 의미를 두고 있다.

The purpose of this study empirically examined relationship among affectivity(positive affectivity vs. negative affectivity) and organizational commitment on job satisfaction and work performance of information security professionals. To this end, we conducted a questionnaire survey on 174 information security professionals and analyzed the collected data using structural equation modeling (SEM). It was found that positive affectivity had a positive influences on organizational committment. But negative affectivity was not significantly related to organizational committment. In addition, organizational committment had a positive relationship with job satisfaction and work performance. The results of the empirical study are meaningful to understand the effects of the positive affective aspect of information security professionals on job satisfaction and work performance.

‘Agile’ is drawing our attention as a new trend of software development methodology. With Agile methodology, developers can flexibly respond to changes in order to manage uncertainty and complexity of IT projects. Recent case studies are showing that international enterprises have adopted Agile methodology in order to improve work performance such as productivity and quality. Although further empirical researches as to what factors can improve performance have not been progressed yet, previous studies emphasized the developers’ motivation played an important role in producing good outputs in software development. Agile methodology is also known to be adequate to enhance both motivation and work performance of developers because the human factor is considered being an important component in it. In this paper, we empirically analyzed by Multiple Regression the effects of various practices, which are essential for conducting Agile methodology, on the Motivating Potential Score(i.e. MPS) and on the work performance in development jobs. We first examined the Agile practices that are widely used for Agile developers in Korea, and divided them into management practices and development practices. As a result, it appeared that Agile practices exerted influences on the MPS of developers. While the MPS had positive effects on the work performance such as the development productivity and the system quality, it did not affect the project duration significantly. In our research, we will discuss practical significance based on such empirical results.

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.

교육발전의 거시적 환경 변화와 더불어 고등교육기관간의 경쟁압력하에서 어떻게 대학교 교원의 급여만족 도를 제고하고 제한된 학교자원과 교육투자하에서 최대의 효익을 발휘하여 우수한 인재를 유인하고 교육성과 를 극대화할 것인지가 대학교원의 보수제도 개혁의 핵심이 된다. 대학교원의 업무 적극성과 업무성과는 대학 의 수업의 질과 연구 산출물에 커다란 영향을 미친다. 임금 인센티브 제도는 인적자원 관리에서 필수불가결한 부분이다. 대학 교원의 급여만족도는 자신의 업무 투입에 영향을 미치고, 대학 교원의 학교에 대한 소속감과 기여도에 영향을 미친다. 본 연구는 이러한 관점에서 관련 문헌의 이론을 귀납적으로 분석하고, 본 연구와 관련된 개념과 관련이 있 는 국내외 연구성과 및 최신 연구방향을 체계적으로 살펴보고, 이를 중심으로 연구방법과 구체적인 연구내용 및 혁신방안을 제시하였다. 본 연구에서 제시한 대학교원의 급여만족도와 업무 성과에 영향을 미치는 매커니 즘간의 관계에서는 직무몰입을 매개변수로 추가하고, 관련 변수의 연구 모형을 구축하여 연구 가설을 추가로 제시하였다. 설문조사를 통하여 SPSS25.0과 AMOS25.0 소프트웨어를 이용하여 실증적인 분석을 실시하여 각 변수들 간의 상관관계를 살펴 본 결과, 대학교원의 급여만족도와 업무 성과간에는 뚜렷한 상관관계가 있으 며, 직무몰입이 급여 만족도와 업무 성과 간의 매개 역할을 한다는 것을 입증하였다. 연구를 통해 얻어진 결 론에 근거하여 몇 가지의 제안점을 살펴보면 우선 대학교원의 급여 만족도를 제고하여 대학교원의 업무 성과 를 향상시켜야 하며, 이를 통해 대학교 관리계층에서 이루어지는 의사결정에 대한 근거와 이론적 뒷받침을 제 공해야 할 필요가 있을 것으로 보여 진다.

Under the macro environment of education development and the pressure of competition among higher education institutions, how to improve the pay satisfaction of university teachers and maximize the effectiveness with limited school resources and education investment, so as to attract and motivate outstanding talents, has become a major focus for the improvement of university teachers’ pay system. The motivation and performance of university teachers deeply affect the quality of teaching and research output in universities. The pay incentive system is an integral part of human resource management, and the pay satisfaction of college teachers affects their commitment to their work and their sense of belonging to their schools and thus their willingness to contribute to their schools. This study theoretically summarizes and analyzes the relevant literature and theories, systematically reviews the domestic and international research results on the concepts and interrelationships related to this study as well as the latest research development directions, proposes the article research content and specific research methods, and then plans the overall research line of the article. In exploring the mechanism of the influence of pay satisfaction and job performance in higher education, the role of work engagement mediating variables was added to construct a research model of the variables of interest and further develop the research hypothesis. In this paper, a questionnaire was used to investigate the problem using SPSS25.0 and AMOS25.0. The empirical analysis was conducted by using SPSS25.0 and AMOS25.0 software, and the correlations between the variables were obtained, and the significant correlation between pay satisfaction and job performance and the mediating role of job commitment between pay satisfaction and job performance were demonstrated. Based on the findings obtained, several references are targeted, aiming to improve college teachers’ pay satisfaction to enhance college teachers’ job performance, provide a basis and theoretical support for college administrators’ relevant decisions, enrich the theory of education economics, and expand the research field of human capital theory.