• Journal of the Korean Society for Library and Information Science
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• v.31 no.2
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• pp.7-33
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• 1997

Job satisfaction can affect not only physical and mental health in an individual's life but also productivity and job performance in an organzational setting. This study investigate the level of the academic librarians' job satisfaction in Korea. As the results of this investigation, the librarian or the university administrator and futhermore the government autorities must attempt to know of needs of academic librarians to improve of job satisfaction. Consequence of this study is conducive to the establishment of the academic librarians's personnel management and the advancement of academic library in Korea.

• Journal of the Korean Society for Library and Information Science
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• v.48 no.2
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• pp.5-23
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• 2014

The purpose of this study is to identify the core tasks, degree of professionalism on tasks, and job importance recognized by the library staff through job analysis. The results of this study will be able to take advantage of political materials about the staffing and organizational structure of public libraries in South Korea. Survey to target 49 librarians of public libraries in Gyeonggi Province was performed to job analysis. The 21.1% of library tasks was confirmed to be a high job importance, and the 69.6% of entire tasks had the high professionalism. And library staff members recognized that 73.1% of library tasks should be performed by librarians.

• KLA journal
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• v.21 no.8
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• pp.23-24
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• 1980

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.23 no.4
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• pp.161-180
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• 2012

The international standard for the school library suggests that school librarians qualified for librarian and teacher should run the school library. And library assistants should support the teacher librarian to carry out a role as a teacher. Despite the difference of requirements, librarians without teachers' license are under the human resources for school library administration. Furthermore, the job description between the school librarian and librarian is not well-defined in Korea. The different requirements in the library standards and the school library related laws have led to weaken professionalism and social status of librarianship. The condition that teacher librarians are not in the school library have brought the pressure to overcome imperfect functions of the school library and unfairness of educational services. In order to solve these problems, it is necessary to strengthen teacher librarians' qualification system to improve their identity as educational subject specialist librarians. We ought to also build proper foundations of social recognition about librarianship through classifying the types of human resources in the school library into the teacher librarian, library paraprofessional and volunteers. Especially we should hold the job analysis based on administrator, teacher, service, leader, collaboration, and partner.

• Journal of the Korean Society for information Management
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• v.17 no.3
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• pp.125-146
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• 2000

This study is to maximize the efficiency of university libraries' human resources management by determining the followings : the relationship between the level of information technology(1T) implement and the job satisfaction of the librarians, the main factors that affect job satisfaction, and how organizational characteristics and individual characteristics affect job satisfaction. Questionnaire was sent to 485 librarians from 27 universities chosen by stratified sampling and the methods of ANOVA, T-test, and correlation analysis were used. The results of the analysis are as follows. 1) there is a significant difference in the level of job satisfaction and the motivation factor according to the level of implementation of IT. 2) There is a relatively high correlation among the participation in decision making, the leadership in implementing the IT, the IT support of the CEO and job satisfaction. 3) There is a significant difference in job satisfaction by the level of computer skills, and a relatively high correlation is shown in the training experience while implementing the IT and job satisfaction.

• Journal of the Korean Society for Library and Information Science
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• v.42 no.4
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• pp.533-549
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• 2008

A job analysis of subject specialist librarians is an important source providing information about definition of a job, development of a curriculum, administration of human resources, criteria of employee training, and deciding institutional and individual objectives. This study analyzes a job of subject specialist librarians in Korea, and divides their jobs into 7 duties and 58 tasks. the 7 duties are as follows; A. a development of subject information resources, B. a management of information resources classified by subjects, C. a research support service classified by subjects, D. Liasion activity of library users, E. an education of subject classification for library users, F. library management, G. personal development of classified subject areas.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.27 no.3
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• pp.51-73
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• 2016

This study analyzes on the perception of public librarians about lifelong education tasks in public library using Mann Whitney U-test, Spearman rank-order correlation coefficient, Multiple regression analysis. At the same time, analysis about re-education needs using Analytic Hierarchy Process is conducted. As result, at first, 87% of respondents feel moderate or difficult about lifelong education tasks, especially on planning task. At second, librarians who have qualification about lifelong educator feel easier (P=0.04) than others, in detail, task about lecturer liaison (P=0.04) and planning (P=0.05). Adding that, the career experience and the job difficulty of librarians has negative relationship (R=-0.217). Especially scheduling (R=-0.33) and progressing (R=-0.22) tasks show statistically meaningful. At third, as the result of Multiple regression analysis, tasks about planning (P=0.04) and library marketing (P=0.05) are selected as meaningful elements which effect overall difficulty of life long education job. As final, 91% of librarian need retraining for life long education function, as result of spearman (R=-0.210), the more librarians feels difficult about life long education jobs, the more they need retraining. Anyway, as the result of priority of retraining subjects through AHP technique, user communication (CU P=0.310), planning (PL P=0.246), library marketing (LM P=0.173) are in weight order. CR ratio shows 0.146 with permissible degree.

• Journal of the Korean Society for Library and Information Science
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• v.47 no.3
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• pp.181-205
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• 2013

The purpose of this study is to develop a job-stress scale for librarians who work in university libraries. The study was first conducted by analyzing existing representative job-stress scales that are used domestically and internationally. To understand the characteristic of particular job stress that academic librarians have, the in-depth interview among qualitative research methods was selected, and 15 librarians who work at a 4-year system university libraries participated in this study. Based on the results of the questionnaire survey, the reliability and validity were verified. To analyze the validity, exploratory factor analysis was carried out. To extract factors, principal component analysis was used. To extract factors, principal component analysis was used. For the rotation method, a varimax rotation was applied. A tertiary measurement tool with a total of 46 questions for 11 factors was developed after removing measurement questions that were rejected as a result of the analysis. As a result of factor analysis on the tertiary measurement tool, 11 factors were extracted. Those 11 factors include 'peer relation conflict factor(factor 1)', 'superior-subordinate relation conflict factor (factor 2)', 'work compensation evaluation factor(factor 3)', 'emotional labor factor(factor 4)', 'physical environmental factor(factor 5)', 'employment stability(factor 6)', 'job demand factor(psychological) (factor 7)', 'decision-making and responsibility factor(factor 8)', 'work complexity factor(factor 9)', 'work boundary conflict factor(factor 10)', and 'job demand factor(physical)(factor 11)'.

• Journal of the Korean Society for Library and Information Science
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• v.42 no.2
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• pp.5-27
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• 2008

The purpose of this paper based on the preliminary research is to dove)or the standard job models for children's service of public and children libraries in Korea. To do so, the author surveyed and analysed the perception of library staff of current jobs for children's service using the online questionnaire. And author proposed the standard models(importance difficulty, professionalism, and performance requirements) of library jobs for strengthening children's services. In addition, the this study suggested a plans to enhance professionalism of children's librarian and to introduce its qualification system.

• KLA journal
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• v.41 no.5 s.324
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• pp.30-62
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• 2000

일본의 ‘도서관문제연구회’에서는 1998년 제45회 전국대회에서 사서의 전문성 확립을 위하여 도서관의 직무를 분석하기로 하고, 연구회 내에 ‘직원문제위원회’를 설치하였다. 동 위원회는 그후 도서관의 직무를 면밀히 검토하여 “공공도서관 직무 구분표 2000년판”을 작성하였다. 동 위원회는 각 도서관별로 개최된 검토회와 제47회 전국대회를 통하여 동 구분표에 대하여 논의를 하였으며, 위원회 홈페이지에(http://www.jca.apc.org.tomonken) '공공도서관 직무 일람표 2000년판(안)‘을 게재하였다. 이에 우리 협회 ’도서관문화‘ 편집실에서는 도서관의 직무와 그 직무를 위해 어떤 지식과 경험이 필요한지가 설명되어 있는 이 ’도서관 직무 일람표‘가 우리나라 도서관의 운영과 사서의 전문성을 완성하는데 좋은 참고가 될 것으로 보여 동 위원회의 농의를 얻어 번역 게재하게 되었다.