• Industry Promotion Research
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• v.1 no.1
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• pp.27-33
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• 2016

This study verified the determinants of years in service of youth employee by analyzing panal data. The study results showed that sex, age, education, marital status, full-time job, wage, employment stabilization, household earned income, benefit package, fairness of performance evaluation determined years in service of youth employee. Also, years in service was longer in male, higher age, married, lower household earned income, full-time job, age-limit system, possible to work continuously, corresponding to mager, higher wage, higher job satisfaction group. This study provided practical implication to prepare effective emplyment policy for maintaining long-term and stable youth employment by confirming the determinants of years in service of youth employee.

• Journal of Digital Convergence
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• v.19 no.2
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• pp.83-92
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• 2021

Recently many organizations have adopted 'untact' work due to social distancing caused by Coronavirus-19. To clarify some controversy about the effectiveness from 'untact' work, it is necessary to examine the cognition of organizational members. This study identified issues in 'untact' work from the literature review, analyzed the content of in-depth interviews with workers and managers experiencing 'untact' work, and compared both groups' cognition by applying the co-orientation model. Both groups pointed out the communication difficulty as the top disadvantage and showed no significant differences in job satisfaction, organizational commitment, and work-life balance. However, the two groups showed significant differences in their cognition about performance evaluation (agreement and workers' congruence) and productivity enhancement (workers' accuracy). This paper has an academic contribution in that it has focused on cognitive gaps between workers and managers, urges organizations to devise ways to reduce the gaps, and suggests future studies with quantitative approaches.

• Journal of the Korean Operations Research and Management Science Society
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• v.13 no.1
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• pp.111-111
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• 1988

This paper identifies the current practice and problems of the performance appraisal system at a typical Korean company. We developed a general framework of performance appraisal system consisted of five subsystems. Along the components of this framework, we reviewed the internal documents and recent appraisal data in the firm, and analyzed the interview and questionnaire survey outcomes collected companywise. Main findings are as follows. The appraisal results are used solely for promotion decisions, and almost never for career development, rewarding, relocation and so on. The appraisal items are not clear in meaning, not comprehensive in scope, and do not adequately reflect characteristics of different jobs. The appraisal is made by superiors only, and needs to be complemented by peer and/or self reviews. The employees are appraised on the basis of subjective judgments of the superiors. The appraisal data are being accumulated, but due to inadequate formation and insufficient programs the database is not being used for the detection and correction of appraisal tendencies and errors. Appraisal results are not fedback to the employees for the constructive information exchange. Accordingly they perceive the effectiveness of the appraisal system as very poor. Finally, the implication of our finding for other companies is briefly discussed.

• Korean Management Science Review
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• v.13 no.1
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• pp.111-134
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• 1996

This paper identifies the current practice and problems of the performance appraisal system at a typical Korean company. We developed a general framework of performance appraisal system consisted of five subsystems. Along the components of this framework, we reviewed the internal documents and recent appraisal data in the firm, and analyzed the interview and questionnaire survey outcomes collected companywise. Main findings are as follows. The appraisal results are used solely for promotion decisions, and almost never for career development, rewarding, relocation and so on. The appraisal items are not clear in meaning, not comprehensive in scope, and do not adequately reflect characteristics of different jobs. The appraisal is made by superiors only, and needs to be complemented by peer and/or self reviews. The employees are appraised on the basis of subjective judgments of the superiors. The appraisal data are being accumulated, but due to inadequate formation and insufficient programs the database is not being used for the detection and correction of appraisal tendencies and errors. Appraisal results are not fedback to the employees for the constructive information exchange. Accordingly they perceive the effectiveness of the appraisal system as very poor. Finally, the implication of our finding for other companies is briefly discussed.

• Korea Journal of Hospital Management
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• v.10 no.3
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• pp.1-24
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• 2005

This study purports to investigate the determinants of individual personnel rating of the employees at a university hospital in Seoul, Korea. The sample used in this study consisted of 63 nurses, 41 para-medical staff (Clinical Pathologist, and Radiologist), and 67 administrative staff. Independent variables of the study included the achievement level of the selection test (English, major subject, and interview), post-entrance development factors (education and training, career development, supervisory support, co-worker support, and organizational support), and demographic characteristics. Data for the achievement level of the entrance exam and years for the first promotion were collected from the administrative records of the study hospital, while data for the post-entrance development factors were collected from the survey with self-administered questionnaires using 5-point Likert Scale during June 10-25, 2003. Collected data were analyzed using hierarchical multiple regression. The results of the study showed that achievement level of the interview and English exam at the selection test, education and training, organizational support, and supervisory support while working at the hospital, and length of duration (below 8 years) and educational background (4-year college graduates) among demographic variables had significant positive effects on the personnel rating. The results of the study imply that hospital administrators should make an effort to improve the validity of the selection test, and to motivate the employees to receive more education and training.

• The Korean Nurse
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• v.31 no.5
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• pp.53-64
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• 1992

A nurse is give much weight in the professions of hospital.The effective achievement of a goal of hospital organization needs to get nurses to contribute the structure positively through the rational personnel management of the nurses.The operation of performance rating system is necessary to improve because the nurses hold negative opinions about the resonable management of that system in most Korean hospitals.Therefore, the prupose of this research was to suggest an efficient method to solve the problem in connection with the management of nurses performance rating system.The results of the study are summarized as follows.1. As the performance rating implies the evaluation of employee's functional accomplishment and ability, and essential condition of the job was surveyed according to the job analysis of nursing activities and nurse position.That is to say, Nusrses' performances and capability is estimated in comparision with the condition of the job. 2. It is required adequacy for evaluation factors in performance rating.That is, $\circled1$ as for those who work in psychiatry or newborn baby room they should be appraied in terms of different factors from those applicable to whom work in a general staffs. $\circled2$ Evaluation factors should be concrete so that the quality and quantity of work and the potential ability of them can be correctly appraised. 3. In order to realize the object of perfamance rating system, the training on chief nurses are quite important. Also, careful practices and continuous supplementary training are required before the system is introduced.First of all, the appropriate evaluation can be mad by continuing to record the rating objects every day for the purpose of obtaining the objectivity of rating. 4. In course of transfering of the position and training, the induction of self-rating system and presentation of self-description is required to supplement functionally the performance rating system. 5. For the efficiency of nurses' performance rating system, the results of performance rating system must be reflected in promotion, allocation and training course, which makes the nurses have the motives and the organization accomplish the goal of modern nursing through its activation.

• Journal of the Korean Society of Food Science and Nutrition
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• v.42 no.5
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• pp.808-817
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• 2013

This study was conducted to compare job satisfaction and factors related to job satisfaction between permanently and temporarily employed dietitians in school foodservices in the Gyeongsangnam-do area. A total of 204 questionnaires were used in the final analysis. The average age, length of employment, and monthly wage of temporarily employed dietitians was significantly lower than those of permanently employed dietitians. However, there was no significant difference of overall job satisfaction between permanently and temporarily employed dietitians, although the average pay, welfare benefits, and promotion factors for permanently employed dietitians was significantly higher. Work and pay factors had significant effects on the overall job satisfaction of permanently employed dietitians, while work factors and work atmosphere had significant effects on the overall job satisfaction of temporarily employed dietitians. In conclusion, there was a significant difference in overall factors related to job satisfaction between permanently employed dietitian and temporarily employed dietitians. The pay, welfare benefits, and promotion condition of temporarily employed dietitians should be improved to ensure the efficient management of the school foodservice workforce in the future.

• Journal of dental hygiene science
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• v.12 no.6
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• pp.644-651
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• 2012

This study purports to measure the level of work friendship in dental clinic and examines the friendship's effect on the organizational effectiveness. Data were collected from workers who worked in dental clinic located in Seoul and Gyeonggi areas by self-administered questionnaires from early in October till lately in September, 2009 through direct interview and e-mail. Among 250 questionnaires, 240 responses were returned, and 17 copies with an inaccurate answer were excluded. Finally 223 responses were analyzed through SPSS program. The study revealed that the work friendship in dental clinic has enormous influence on job satisfaction, occupational commitment, intent to leave, stress etc. The results imply that the managers of the dental clinics need to create an organizational climate which emphasizes on a good relationship among members and have them take part in various committees or informal activities.

• Applied Biological Chemistry
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• v.50 no.4
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• pp.268-275
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• 2007

Diversity of the mud flat microbial population in Suncheon Bay was investigated by studying extracellular enzyme activities and 16S rDNA sequences. Four culturable bacterial strains with CMCase, xylanase and protease activities were isolated from the wetland and the mud flat. All the strains produced more xylanase activity than CMCase or protease activity, and the properties of the isolate enzymes from the wetland were similar to those from the mud flat. About 2,000 clones were obtained with the 16S rDNA amplified from the metagenomic DNA isolated from the mud samples. Based on the restriction pattern(s), seventeen clones were selected for base sequence analysis. Of the 17 clones, only 35% (6 clones) were found to be cultured strains and 65% (11 clones) to be uncultured strains. The similarities in the base sequences of the clones ranged from 91.0% to 99.9% with an average similarity of 97.3%. The clones could be divided into 7 groups, Proteobacteria (9 clones, 52.9%), Firmicutes (3 clones, 17.6%), Bacteroidetes (1 clone), Flavobacteria (1 clone), Verrucomicrobia (1 clone), Acidobacteria (1 clone), and Chloroflexi (1 clone). Most of the Proteobacteria clones were gamma Proteobacteria associated with oxidation-reduction of sulfur.

• Journal of Life Science
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• v.17 no.12
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• pp.1660-1668
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• 2007

The non-ionic surfactant (NIS) Tween 80 was evaluated for its ability to influence invitro cumulative gas production, dry matter digestibility, cellulolytic enzyme activities, anaerobic microbial growth rates, and adhesion to substrates by mixed rumen microorganisms on rice straw, alfalfa hay, cellulose filter paper and tall fescue hay. The addition of NIS Tween 80 at a level of 0.05% increased significantly (P<0.05) in vitro DM digestibility, cumulative gas production, microbial growth rate and cellulolytic enzyme activity from all of substrates used in this study. In vitro cumulative gas production from the NIS-treated substrates; rice straw, alfalfa hay, filter paper and tall fescue hay was significantly (P<0.05) improved by 274.8, 235.2, 231.1 and 719.5% compared with the control, when substrates were incubated for 48 hr in vitro. The addition of 0.05% NIS Tween 80 to cultures growing on alfalfa hay resulted in a significant increase in CMCase (38.1%), xylanase (121.4%), Avicelase (not changed) and amylase (38.2%) activities after 36 h incubation. These results indicated that the addition of 0.05% Tween 80 could greatly stimulate the release of some kinds of cellulolytic enzymes without decreasing cell growth rate in contrast to trends reported with aerobic microorganism. Our SEM observation showed that NIS Tween. 80 did not influence the microbial adhesion to substrates used in the study. Present data clearly show that improved gas production, DM digestibility and cellulolytic enzyme activity by Tween 80 is not due to increased bacterial adhesion on the substrates.