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NTIS 바로가기Journal of information technology applications & management = 한국데이타베이스학회지, v.27 no.3, 2020년, pp.55 - 68
박정렬 (MIS Department in Chungbuk National University) , 권순동 (MIS Department in Chungbuk National University)
Recently, organizational workers are complaining of stress due to excessive connection on SNS and are claiming the right to disconnect. If these claims are not properly managed, organizational performance may deteriorate. Therefore, organizations need to approach the issue of the right to disconnect...
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핵심어 | 질문 | 논문에서 추출한 답변 |
---|---|---|
연결되지 않을 권리란? | 연결되지 않을 권리란 근로자들이 근무시간 이외에 조직 내 직장 상사로부터 업무 관련 전화, 문자, 이메일 등을 받지 않을 수 있는 권리를 말한다[Lee and Lee, 2016; Park and Kwon, 2019]. 독일 노동부는 2013년에 업무시간 이후에 상사가 부하직원에게 전화 또는 이메일로 연락을 못하게 하는 지침을 발표 하였고, 프랑스는 2017년 1월부터 연결되지 않을 권리가 포함된 노동개혁법안을 시행하여 직원 50명 이상의 기업은 근무시간 이외에 노동자에게 연락하려면 직원들과 협상을 의무적으로 진행한다. | |
초연결 환경의 부정적인 효과는 무엇인가? | 초연결 환경은 신속하고 효율적인 업무 처리를 가능하게 한다. 반면, 초연결 환경은 직장 내 이해관계자들과 실제로 연결되지 않아도 언제든 연결될것만 같은 심리적 압박감을 줄 수도 있다[Brillhant, 2004; Tarafdara et al., 2007; Harris et al. | |
본 연구의 성별 특성 분석의 한계점은? | 본 연구에서는 직장 내에서의 성별 특성을 고려하여 분석하였다. 그러나 연결되지 않을 권리 인식이 직무만족에 미치는 영향에 있어서 왜 여성이 남성보다 낮은 부분에서 변곡점이 형성되는지에 대해서 충분한 해석을 제시하지 못했다는 한계점이 있다. 그리고 직급별 특성을 분석에 고려하지 않았다는 한계점도 있다. |
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