교육훈련이 종업원의 이직의도에 미치는 영향에 관한 실증적 연구 -미용서비스 산업을 중심으로-

김정현 서경대학교 산업대학원 2010 국내석사

Abstract The study on the effect of the educational training to the employees' intention to leave their job - centered on the beauty service industry - Graduate School of Industry, Seokyeong University Kim Jeong-Hyun majoring in Beauty service management Nowadays, in order to strengthen the competitive power at the modern society, it is not only important to employ the competent persons and to raise them by the educational training, but also to search for the method to maintain them. As for the beauty parlor included at the beauty service industry, the prior adaptability education or the on-the-job training is insufficient after the employment. These are recognized as the negative factors for the vocational satisfaction or the organizational devotion, which become the most critical causes to leave or transfer the job. The most biggest problem of the management at the skin-care shop is the frequent leaving from the job. Under this situation, this study surveys the educational training of the beauty service industry and tries to find out the factors to lower the job-leaving intention by the educational training to get the achievement. This study performed the questionnaire on 200 employees working at the beauty service shops with 5 or more employees in Seoul and GyungGi-do. The questionnaire has been surveyed from 26th of October to 9th of November in 2009, 200 questionnaires are collected, and 198 ones in total are used at the statistical analysis, excluding two incomplete ones. In order to analyze the validity and the reliability of the concept, the searching cause analysis and the reliability analysis are performed on the data. The VARIMAX method is used as the analysis method for the measured items to verify whether each asked item has the conceptual validity or not, and the Cronbach' α coefficient is used to evaluate the reliability on the evaluated items. The frequency analysis is used for checking the general characteristics of the samples, and the corelation analysis and the regression analysis are used to check the statistical significance for the relation among the educational training, the achievement, and the job-leaving intention. This study can be concluded based on these results as follows: First, by demographically analyzing the samples, the age of 20s takes up 64.1%(127 samples) and the graduates from college/university takes 58.6%(116 samples). The number of samples having the experience with a college or academy related to the beauty service is 178(89.9%), which shows that most of samples have the experience. The number of samples with the related certificate is 97(49.0%) while the one without it is 101(51.0%). As for the length of service, 5 years or longer takes up 33.8%(67 samples). And, as for the total experience, 5 years or longer takes up 50.0%(99 samples). As for the number of job-leavings, 'No-leaving' takes 25.3%(50 samples). Second, it is shown that the educational training significantly influences the result of this training. In detail, it is shown that all of the clarity of the purpose, the suitability of the contents, the efficiency of the method, and the validity of the educational environment are significantly influence the result of the educational training. Finally, it is shown that the result of the educational training does not significantly influence the job-leaving intention. It seems that the educational training does not influence the job-leaving intention because it has the result relatively less than the working environment, the salary or the welfare practically requiring the vocational satisfaction. By considering these results, the educational training should be operated more systematically for the development of the employees or the achievement of the company, various trials should be attempted for the educational training to be used as the core tool for the management of the beauty service industry for the future by the active support.

PV(주 공급자)제도를 통한 1종품 군수지원체계 개선 방안

김정욱 서경대학교 산업대학원 2009 국내석사

Recently the civil enterprise in order to exist from infinite competition of digital management time up-to-date information technique and technique as introduction and fixation is increasing efficiency to goods field from many part, the advanced army which includes the U.S. army respects the logistical support which is efficient and continuity to execute a renovation activity the supply chain management technique which is various and it applies from the supplier until it is early the material and funds, information flowing, it is managing efficiently in the unit and the individual common soldier. Also the environment of future logistical support is efficient and integrated with change of international environment and change of change and strategic environment of change and the situation environment of warfare environment and the user it demands the change with the logistical support system which is aimful. But current logistic support system inefficiency of the supply system which becomes many item orgin anger and inventory administration, the disturbance prediction which is inaccurate, the supply system which is manual, transportation management etc. it is irrational it operates complex and vertical and donator taking count of crosses which supplier putting first is inefficient it is the actual condition which is continued. The research which it sees hereupon in order to discuss Rations logistic support system improvement plan which leads PV institutional introductions analyzed PV institutional introduction possible items which are the U.S. army introduction instance and an existing research and it saw, PV systems and the front division of imagination after setting it applied the expectation effect which leads the comparative analysis with the current Rations supply system escape it did. Also the research which it sees PV institutional application at the time of time of war / divided the critical point and the alternative which are forecast time of peace and substantial and it saw clearly a current Rations logistic support system improvement program concretely and it presented.

우리나라 국제물류주선업의 글로벌화에 관한 연구 : 인재육성을 중심으로

김정민 서경대학교 산업대학원 2009 국내석사

The roles of international logistics provider should be extended or raised to the without limitation, in light to the growth of international logistics market, annual 8% increase, forecasted by an international organization. Therefore, international logistics of today continues, without a rest day, the developments and charges in its boundary of business, technic and functions, even its liabilities of yesterday, to accomodate with the new era of globalization in the international economic environment. The companies will enlarge or specialize their services to overcome the serious competition in these rapid and immeasurable world situations, the change and the uncertain. The company should have a good number of people who have been well educated and experienced in their industry, a healthy and size of money/capital and network/systems. The most of logistics companies, except a few large firms, currently operating in Korea are remain as before without further actions and yet, it is improper to comment on international dealings, in terms of the various inquiries to get into involved in global players. Regret to say, They are far behind those of global companies in man, money and material. I therefore studied the current position and social reputation of the business in Korea together with the same of the foreign countries and did not overlook the existing issues and problems to be corrected or amended to assist the globalizing, in terms of laws and regulations, government's support in finance and systems and infrastructures for international logistics. However, the most important core, on top of the support in finance and law etc, for the company to become a global is people from top to bottom in hierarchy. Top management, first of all, should have a passion to challenge to global logistician. He should have the international sense with a firm reliability to he community. In addition, the knowledge of international accounting will help him to proceed his goal. Now, I wish to stress on the importance of human resource and training, upon a careful review of my experience in this field and study of the systems of some other countries. Every staff level should be educated and trained with the proper level of curriculums and re-educated at the most possible opportunities in physical operations and overseas experiences in any manner. The curriculum and program have to be organized with the knowledge and experience to be utilized immediately in the business. The studies in university and graduate school are hard to comply with the urgent needs of industry, while it is respected to an academic achievement and principle includes a high standard of value for future to come. Further talks and communication in this regard among the parties related will surely assist to draw an amicable contents to satisfy the nature for the school, student and industry. In this circumstance, particularily for international logistics, government should pay a special attention to its human resource and training which is required the intensive consideration in education of foreign languages and overseas experience on top of general knowledge of logistics. Government have to prepare a positive system to induce more excellent young men to international logistics with the illustration of the policies to achieve the hub of NE Asian countries and proceed to an advanced nation of global logistics in near future. The license of international logistics is an imaginable mean for the human resource, with the presumable authority and incentive. Government have to be more flexible in supporting the various of non-government institute or associations of logistics. In many cases, government will not have difficulty understanding the system and contents of education in the institute or association. The programs therein are reflecting the real essence of the needs in the business. Once again, I reiterate the importance of human resource and training for international logistics in Korea and propose a training program which is based on my career in the business and curriculums currently exercised in domestic and overseas. The curriculums and time period suggested is regarded as a definate basic knowledge for the people in this business, for which it is very welcome, without any prejudice, the different ideas on curriculums and share of time period etc., depends upon whose views and situations. The key highlight of the proposal is a humble way of human resource and training what we have to go further and further for globalization of international logistics in Korea.

변혁적 리더십이 제공하는 서비스품질에 미치는 영향에 관한 실증적 연구

강승희 서경대학교 산업대학원 2010 국내석사

Abstract Pragmatic study on the effect from the service quality offered by the innovative leadership - centered on the beauty service industry - Graduate School of Industry, Seokyeong University Kang Seung-Hee majoring in Beauty service management This study has the purpose for reorganizing the recognition frame on the leadership to prepare for the environmental change of the beauty service industry by reviewing the logical background for the leadership theory in order to find out and to develop the direction of the efficient service management of the beauty service industry, and then pragmatically investigating the leadership style for improve the service quality by deriving the sufficient motivation related to the job such as the pride and the edification of the correct vocational consciousness from the employees. This study is the pragmatic one on the correlation between the manager's leadership style and the service quality caused from the vocational satisfaction of the employees. Five or more employees of each beauty parlor in Seoul have been surveyed for two weeks from 26th of October to 9th of November in 2009, and 186 questionnaires of 192 ones in total are used at this study, excluding 6 omitted or unfaithful ones. In terms of the demographical analysis on the collected questionnaires, the number of females(158) outnumbers the number of males(28) and the number of unmarried persons is 137(73.7%). As for the age distribution of the surveyed ones, the number of 20s is 109(over 50%), 36% of the surveyed ones has served at their positions for 5 years or longer while 29%(54 persons) shorter than one year and similarly 28.5%(53 persons) shorter than 3 years. As for the experience of the surveyed ones, 96 persons(51.6%) have the experience longer or equal to 5 years. The number of job-leavings representatively shows three times(45 persons, 24.2%) and once(43 persons, 23.1%) respectively. In order to measure the validity and the reliability of the concept, the searching cause analysis and the reliability analysis are performed on the data. The VARIMAX method is used as the analysis method for the measured items to verify whether each asked item has the conceptual validity or not, and the Cronbach' α coefficient is used as the criteria verification method for the internal consistency on the surveyed items. This study can be concluded based on these results as follows: * It is the study on the effect caused from the vocational satisfaction by the innovative leadership. The innovative leadership is strongly recognized by the employees with strong pride and faith, so it is the very progressive one which makes the employee change the value frame by himself or herself to create a new opportunity. It presents the various methods to satisfy the various intellectual needs of the employees caused from the continuous development and the change of the educational environment. Above all things, it is found that this leadership gives the significant effect on the vocational satisfaction for it enhances the understanding power and the rationality to improve the vocational ability and the problem-solving capability. * It is the study on the effect caused from the service quality by the vocational satisfaction. The vocational satisfaction the physical environment and the image(that is, the external appearance necessary for the service for the customers better) and performs the faithful service to correctly offer the service suitable for the customers' needs. The vocational satisfaction offers the service suitable for the unexpected needs of the customers and gives the customers the faith for the intellectual capacity, the courtesy, the honesty and the confidence of the employees. So, the vocational satisfaction is found to give the significant effect on the service quality because it grasps and manages the desire and the taste of the customers who want to be understood and known well. The leader's capacity for improving the service quality is very important at the beauty service industry. In special, because the beauty service industry highly depends on the human resource, the role and the responsibility of the manager who plays the critical role at the beauty parlor are very important. At this point, this study is expected to offer the useful frame that enables the owners and the mangers of the beauty parlor positively respond to various problems occurred from the beauty service field suitably for the environmental change, reorganizes the existing leadership frame for efficiently acting, and gives many precious helps for improving the service quality and for efficiently managing the human resource necessary to achieve the continuous managerial goal. Abstract Pragmatic study on the effect from the service quality offered by the innovative leadership - centered on the beauty service industry - Graduate School of Industry, Seokyeong University Kang Seung-Hee majoring in Beauty service management This study has the purpose for reorganizing the recognition frame on the leadership to prepare for the environmental change of the beauty service industry by reviewing the logical background for the leadership theory in order to find out and to develop the direction of the efficient service management of the beauty service industry, and then pragmatically investigating the leadership style for improve the service quality by deriving the sufficient motivation related to the job such as the pride and the edification of the correct vocational consciousness from the employees. This study is the pragmatic one on the correlation between the manager's leadership style and the service quality caused from the vocational satisfaction of the employees. Five or more employees of each beauty parlor in Seoul have been surveyed for two weeks from 26th of October to 9th of November in 2009, and 186 questionnaires of 192 ones in total are used at this study, excluding 6 omitted or unfaithful ones. In terms of the demographical analysis on the collected questionnaires, the number of females(158) outnumbers the number of males(28) and the number of unmarried persons is 137(73.7%). As for the age distribution of the surveyed ones, the number of 20s is 109(over 50%), 36% of the surveyed ones has served at their positions for 5 years or longer while 29%(54 persons) shorter than one year and similarly 28.5%(53 persons) shorter than 3 years. As for the experience of the surveyed ones, 96 persons(51.6%) have the experience longer or equal to 5 years. The number of job-leavings representatively shows three times(45 persons, 24.2%) and once(43 persons, 23.1%) respectively. In order to measure the validity and the reliability of the concept, the searching cause analysis and the reliability analysis are performed on the data. The VARIMAX method is used as the analysis method for the measured items to verify whether each asked item has the conceptual validity or not, and the Cronbach' α coefficient is used as the criteria verification method for the internal consistency on the surveyed items. This study can be concluded based on these results as follows: * It is the study on the effect caused from the vocational satisfaction by the innovative leadership. The innovative leadership is strongly recognized by the employees with strong pride and faith, so it is the very progressive one which makes the employee change the value frame by himself or herself to create a new opportunity. It presents the various methods to satisfy the various intellectual needs of the employees caused from the continuous development and the change of the educational environment. Above all things, it is found that this leadership gives the significant effect on the vocational satisfaction for it enhances the understanding power and the rationality to improve the vocational ability and the problem-solving capability. * It is the study on the effect caused from the service quality by the vocational satisfaction. The vocational satisfaction the physical environment and the image(that is, the external appearance necessary for the service for the customers better) and performs the faithful service to correctly offer the service suitable for the customers' needs. The vocational satisfaction offers the service suitable for the unexpected needs of the customers and gives the customers the faith for the intellectual capacity, the courtesy, the honesty and the confidence of the employees. So, the vocational satisfaction is found to give the significant effect on the service quality because it grasps and manages the desire and the taste of the customers who want to be understood and known well. The leader's capacity for improving the service quality is very important at the beauty service industry. In special, because the beauty service industry highly depends on the human resource, the role and the responsibility of the manager who plays the critical role at the beauty parlor are very important. At this point, this study is expected to offer the useful frame that enables the owners and the mangers of the beauty parlor positively respond to various problems occurred from the beauty service field suitably for the environmental change, reorganizes the existing leadership frame for efficiently acting, and gives many precious helps for improving the service quality and for efficiently managing the human resource necessary to achieve the continuous managerial goal.

현장 변화프로그램으로서의 IFI (Itegrated Field Innovation) 방법론 연구 : D사 활동사례를 중심으로

박영철 서경대학교 산업대학원 2009 국내석사

미래 경제 상황의 불확실성과 경쟁이 심화되는 글로벌 위기상황에서, 능동적으로 변화에 대응하고 지속적으로 흑자를 낼 수 있는 강한 조직만이 살아남을 수 있다는 생존전략이 다시 부각되고 있다. 특히 일본 도요타 자동차는 TPS(Toyota Production System)의 기반이 된 ‘카이젠’이라는 현장 소집단활동을 통해 지속적인 혁신과 변화를 주도하였고, ‘잃어버린 10년’ 이라는 90년대 일본의 경제 불황을 이겨낸 조직 역량을 갖출 수 있게 되었다. 이렇듯, 우리 기업에서도 전사 비전과 경영전략을 이해하고, 스스로 참여하여 변화를 주도하는 혁신 역량을 갖춘 현장 조직으로 만들어지는 것이 기업 생존의 최우선 목표가 되고 있다. 이를 위해 많은 기업들은 여러 혁신활동을 도입하고, 현장의 참여와 지속적인 성과 창출을 추구하고 있으나 그 성과가 미미하다. 그 이유는 조직 구성원의 변화의식과 활동력이 혁신에 가장 중요한 요소임에도 현장 계층을 주체로 인식하고 자발적으로 참여하는 변화 프로그램이 없었고, 대표적인 개선기법인 TPS, 6시그마, TPM(Total Productive Maintenance) 경영혁신에서도 실행의 효율성에 집중하여 변화 관점보다는 개선활동과 필요기법 전달에 치우친 점이 있어, 이를 통해서는 현장이 감동을 끄집어 내지 못하여 억지로 하거나 얼마 안 있어 다시 옛날 모습으로 돌아가는 등 실패를 거듭하게 된다. 현장의 특징은 왜 변화해야 하고 나의 작은 개선활동이 어떻게 기업 비전과 연결되고 생존 전략에 참여하게 되는 지 인식이 없으면, 아무리 정교한 프로젝트나 활동 기법을 도입한다고 해도, 그저 따라하는 활동이 되거나 소극적, 적극적인 저항으로 실질적인 성과를 만들지 못 한다. 지금까지 활동은 현장을 변화의 주체가 아니라 변화 시켜야할 대상으로 인식하고 주어진 절차대로 움직일 것을 강요하거나 변화의 기본인 마인드 참여의식, 위기감 등의 분위기나 열정의 심화를 간과한 경향이 있고 현장조직에서 당면하고 있는 문제의 성격이나 현장 인원들의 조직 특성을 이해하지 못하여 관리직의 Top-Down의 활동을 그대로 현장에 이식하려한다는 것이 시행착오를 일으킨다는 것이다. 본 논문은 IFI(Integrated Field Innovation)방법론을 통해 제조업체 현장 직원들의 소집단활동을 조직의 열정과 참여를 이끌어 내고 지속적인 혁신이 가능한 역량을 확보하는 것을 목표로 하는 변화프로그램으로 제안하였다. 이는 변화 마인드와 현장의 이해와 참여를 바탕으로 구성원 모두가 낭비, 비효율, 불합리를 찾아 제거하고 끊임없이 노력하는 체제를 구축하는 것이다. 현장에서 우리가 하고 싶은 것은 문제를 찾아서 없애는 일이지, 6시그마를 적용하고, TPM을 적용하는 일이 아니기 때문이다. 전자부품 업체인 D사에서의 IFI 방법론 적용 결과를 바탕으로 현장 변화역량 향상 4단계 활동체계를 정립하였고, 6가지 핵심요소가 각 단계별로 적용되어 조직의 자발적인 참여와 지속적인 변화를 수용하는 조직 역량을 키우는 활동으로 기존의 개선활동과는 다른 추진 전략과 목표를 구축하였다.