리더십 지각이 미용서비스종사자의 임파워먼트와 장기근속의도에 미치는 영향

오진숙(JinSook Oh),윤천성(ChunSung Youn) 한국뷰티산업학회 2012 뷰티산업연구 Vol.6 No.2

미용서비스업은 개인의 역량에 따라 큰 영향력을 행사하므로 미용실간의 경쟁에 필요 한 요소로써 큰 이슈로 대두되고 있으며, 현재의 미용업계는 미용서비스종사자들의 장기 근속에 대한 연구의 관심이 크게 증대되어 가고 있는 실정이다. 최근 연구들을 보면 미용 서비스 종사자들의 조직시민행동과 이직의도가 리더십지각과 관련이 되고 있으며 이를 증진시키기 위해 변혁적 리더십과 거래적 리더십을 발휘함에 있어 임파워먼트가 매개 및 조절 변수로서 주목되어지고 있다. 이에 대한 문헌을 고찰하고 이를 토대로 리더십과 장기 근속의도 간에 임파원먼트의 매개역할을 살펴보고 장기근속의도에 영향을 미치고 있는 리더십이 무엇이며, 이들 간에 어떤 영향을 미치는지를 파악하여 미용실 내 조직의 효율성을 증진시키기 위한 근거를 제공하기고자 한다. 미용서비스는 기술능력이 함축된 미용종사자 개인의 인적서비스를 통해 모든 것이 이루어지므로 매장의 경쟁력을 키우기 위해서는 전문적인 인력을 어떻게 관리하는가에 따 라 경영의 성패가 달려 있다고 볼 수 있다. 그러나 경영자 자신의 인식부족과 지식부족으로 타 업종에 비해 열악한 근무조건과 재교육시스템 부실과 낮은 임금 등 과거의 주먹구구식 경영방식을 벗어나지 못하고 있어 빈번한 이직으로 인해 발생하는 손실이 경제적 손 실로 이어져 결국 경영악화를 초래하는 악순환으로 이어지고 있다. 이에 경영 전문화와 체계적인 관리로 유능한 직원을 오래 근무 시킬 수 있다면 고객과 매출에 많은 만족을 줄 수 있을 것으로 기대하며 미용실 직원관리 측면에 도움을 줄 수 있는 기초자료를 제공 하는데 역할을 하였으면 한다. The beauty service industry is looming as big issues of factors for competition between beauty shops because it exercises a huge amount of influence by individual capacities, and the current beauty industry is definitely paying a lot more attention to a study on the long services of beauty service employees. Recent studies show that the organizational citizenship behaviors and turnover intention of beauty service employees are related to their leadership perception, and their empowerment draws attention as a mediator and moderator in displaying transformational and transactional leadership to improve it. Studies on the relationship between such leadership, and empowerment, organizational citizenship behaviors and turnover intention are, however, still lacking. So this study aims to provide ground for improving the organizational efficiency in a beauty shop, by examining the literatures of leadership, empowerment, organizational citizenship behaviors and turnover intention to figure out what leadership affects long service intention, and how leadership affects empowerment, organizational citizenship behaviors and turnover intention, through the integrated study of empowerment as one of moderators in the relationship between leadership and long service intention based on the inquiry into the literatures. This study needs to come up with the right direction of human resource management by exploring how leadership perception affects organizational citizenship behaviors and turnover intention or what is the effect of empowerment, and basic data that can help in managing employees of beauty shop by identifying the long service intention.

딥러닝을 이용한 시각 장애인 보조 시스템 개발

허규진 ( Kyujin Heo ),오진숙 ( Jinsook Oh ),김한샘 ( Hansaem Kim ),이민학 ( Minhak Lee ),강우철 ( Woochul Kang ) 한국정보처리학회 2016 한국정보처리학회 학술대회논문집 Vol.23 No.2

시각장애인의 인구비율은 전체 장애인 인구의 약 10%로 적지 않은 비율을 차지한다. 이러한 시각장애인들에게 가장 위험한 요소는 주변의 물체들이다. 하지만 현재 제시되어 있는 안전 보조 장치(보도블록 등)는 시각 장애인들 스스로가 전방에 어떠한 물체가 있는지 인지하기 어렵다. 본 논문에서는 딥러닝을 이용하여 위험물체에 대한 학습모델을 생성 한 뒤 햅틱 모션 및 음성 안내를 통하여 실시간으로 시각장애인이 위험상황을 인지할 수 있는 시스템을 제안한다.

공공부문 과학연구에서의 자율과 책임

박기범(Kibeom Park),홍성민(Seong-ju Hong),홍성주(Seong-min Hong),오진숙(Jinsook Oh) 과학기술정책연구원 2016 정책연구 Vol.- No.-

In this study, we have brought into the discussion the autonomy and responsibility of research. Academic freedom has been regarded as the one of the inherent human rights, and been secured through the constitutional law in many countries. Below it lies the belief that autonomy is not only necessary but also the origin of creativity in academic work. However, there is no generally agreed concept on the nature of academic freedom. The debate about academic freedom ranges from definition or meaning to the extent it reaches. Further, the different level of academic freedom such as individual and institutional might bring conflict with each other. Moreover, responsibility has been accepted as the other side of freedom, but it also has been marked by a lack of clarity. Both autonomy and responsibility have not been paid much attention in science policy realm. With this in mind, we have attempted to define autonomy and responsibility of especially in publicly funded research. Autonomy is defined as the independence from interference with internal norm. When science was regarded as a common good, the curiosity-driven research was supported by public with a wide range of autonomy and freedom. However, the size of public funding to science grows and the socio-economic role of science gains more importance, the responsibility of science becomes dominating the freedom of research. We have proposed the elements of autonomy and responsibility of public research based on preceding studies, and presented preliminary survey on this familiar but unexplored topic.

민간 부문 이공계 박사인력의 연구개발활동과 특성

박기범(Kibeom Park),홍성민(Seong-min Hong),조가원(Kawon Cho),양현채(Hyunchae Yang),오진숙(Jinsook Oh),송창용,김혜정,노민선 과학기술정책연구원 2017 정책연구 Vol.- No.-

Since the 2000s, the numbers of Ph. D’s has rapidly increasing but the increase of jobs in public sector is stagnating. The expansion of the employment of Ph. D’s in private sector is a necessary task not only to alleviate supply-demand mismatch, but also to respond to the growing social demand for advanced science and engineering knowledge as it progresses into knowledge-based society. In order to expand the employment, it is needed an in-depth analysis of the characteristics of R&D activity, role, and career-path of Ph. D’s in private sector. However, only limited research has been conducted on the subject, and systematic statistics on the career of Ph. D’s are still in the beginning stage. In this study, we have studied characteristics of science and engineering doctoral degree holders working at private sector through existing statistics and case study. Supply-side has been studied based on the survey conducted by KRIVET, and demand-side based on the R&D and employment statistics conducted by several institutions, such as STEPI, KISTEP, and KOSTAT. Linking the two analysis, we have observed the deterioration of labor market conditions of Ph. D’s, and gradual differentiation of characteristics of Ph. D’s according to the type of universities. In private sector, as a consumer and workplace of Ph. D’s, there is not a small gap between the demand of company and capabilities of Ph. D’s. Based on the results, we have proposed policy direction and tasks for training and utilization of Ph. D’s.

과학기술인력의 연구 환경 진단과 대응

홍성민(Seong-Min Hong),성경모(Kyung-Mo Sung),박기범(Kibeom Park),조가원(Ka-won Cho),엄미정(Mi-Jung Um),손경현(Kyoung-hyun Son),오진숙(Jinsook Oh),정미나(Mina Jung),김소영(Soyoung Kim),김유선(Yusun Kim) 과학기술정책연구원 2016 정책연구 Vol.- No.-

In this study, systematic comprehensive diagnosis of the micro-research environment faced by researchers of government-funded research institutes was conducted. For this purpose, we constructed a research environment analysis framework for creating superior research results and conducted quantitative and qualitative analysis through questionnaires and interview surveys. Based on the results of questionnaires conducted on 548 researchers who work in 26 government-funded research institutes in science and technology fields, the analysis of the influential factors on quantitative and qualitative research results was analyzed using OLS and ordered logit model. And we conducted a semantic network analysis on the results of the interviews conducted on the researchers working in three types of technical fields such as basic, public and industrial technology. The main results of the study are as follows. First, when pursuing quantitative achievements such as papers and patents, the existence of a research team who will continue to study core research topics is a key factor. Second, in order to create representative performance such as researcher growth and creative ideas among the representative achievements that are recognized to reflect excellent performance in quality, it was important to increase the R & D process and support level among research environment factors. Third, variables such as research autonomy and research commitment do not largely affect the evaluation of representative performance reflecting qualitative performance as well as quantitative research performance, so additional in-depth analysis is needed. Fourth, it can be interpreted that the level of operation or the human resources management in the government-funded research institutes is not able to mobilize the researchers or obstruct the researchers in the direction of giving excellent research results. Based on the results of this analysis, the main policy directions for improving the research environment are as follows. First, based on detailed comprehensive diagnosis, it is necessary to plan and promote the research activity reform policy throughout the institutional operation process, research and development process, human resources and career development process of government–funded research institutes. Secondly, it is necessary to implement strategies that can enhance the creativity of researchers in the whole system ranging from R & D planning to evaluation. Especially it is important to establish mid and long term evaluation system for individual and institution and to improve autonomy to secure excellent talent. Third, in the case of human resources and career development process, it is most urgent to link with R & D activities and achievements. Finally, it is urgent to eliminate factors that inhibit creative research results based on the improvement of diversity and autonomy in the institutional management process of government - funded research institutes. To this end, it is necessary to overhaul the uniform evaluation system of government-funded research institutes.