• Journal of Convergence for Information Technology
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• v.12 no.1
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• pp.66-75
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• 2022

In this study, the effectiveness of the employment support program provided by the university employment support center was evaluated. To this end, the 17 employment support programs operated by K University were divided into six dimensions, including corporate linkage, counseling, certification, employment support, and special lectures. As a result, all employment support programs were found to have more than average usefulness. By dimension, the usefulness was counted in the order of certification, employment support, overseas, special lectures, counseling, and business-related programs. Among them, programs related to business connection, special lectures, and counseling were analyzed as factors that increased the overall usefulness of the employment support program. Therefore, when planning a new program for the employment support center, it would be a desirable direction to plan programs related to business connection, special lectures, and counseling first.

• Korean Medical Education Review
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• v.24 no.3
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• pp.250-260
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• 2022

Evaluating the effectiveness of educational programs involves measuring learning processes as well as outcomes. It is essential to study cohorts of students and graduates to evaluate the long-term effects of educational programs with data generated both during education and after graduation. The purpose of this study was to establish cohorts of students and graduates to evaluate their performance, thereby providing a basis for evaluating the social accountability of medical education. In this study, student and graduate cohorts were built for both students currently enrolled and graduates at Inje University College of Medicine (IUCM). A model involving the process of cohort establishment and an evaluation indicator framework was developed. In the process of cohort establishment, the following steps were conducted: defining the goals and objectives of the student and graduate cohorts, organizing a cohort committee, developing regulations, registering cohorts, acquiring consent, and building a database. A framework of evaluation indicators according to the graduate roles of IUCM was developed by adapting Kirkpatrick's evaluation model. Next, items to be collected in student and graduate cohorts were selected, and the current status of existing data was analyzed. Moreover, a preliminary analysis was conducted, including analyses of the evaluation indicators and graduates' performance. This study suggests that it is necessary to include additional evaluation indicators considering students' learning environment and well-being in student cohorts and to develop strategies or methods for graduates to continue participating in data collection for a long-term study.

• Journal of the Korean Society for information Management
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• v.40 no.1
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• pp.149-173
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• 2023

This study examines email records management patterns of undergraduate students and their perceptions of university email policy. The research collected data from 317 undergraduate students using a survey based on the five essential elements of email records management: common elements, email creation, email management, email preservation, and perception. Also, an in-depth interview was conducted with 6 undergraduate students, according to the method of university email service: Google, Microsoft, and in-house webmail. As a result, undergraduate students used email as an address book, cloud storage, file storage, and collaboration tool, and they had difficulties in systematically managing the email records according to the records lifecycle. Also, there was a tendency to prefer using an external email platform that can use additional functions to in-house webmail that has limitations in mobile service and preservation of attachments. Thus, this study suggests ways to help undergraduate students manage their email records, including maintaining graduates' email accounts, providing sufficient email storage, and providing email records management training and guidelines for undergraduate students.

• Health Policy and Management
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• v.34 no.1
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• pp.94-102
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• 2024

Background: There is controversy surrounding the claim that current nursing workforce policies exacerbate the geographic imbalance of nurses in Korea, but very few studies have confirmed this assertion. Therefore, this study aimed to identify factors influencing the distribution of nurses at the regional level, including variables related to nursing workforce policies. Methods: This study analyzed the distribution of 225,462 practicing nurses across 250 regions in Korea as of 2020. National statistics were collected for these 250 regions, and regression analysis was conducted. Results: Factors influencing the distribution of practicing nurses included the number of annual inpatient days, integrated nursing care service beds, public healthcare institutions, tertiary hospitals, and general hospitals. Additionally, the number of nursing graduates and healthcare institutions with nurse staffing grade 1 and 2 had an impact on nurse distribution in non-capital regions. Conclusion: To prevent exacerbating the geographic imbalance of nurses, careful decisions should be made regarding the expansion of integrated nursing care service beds. Furthermore, it is necessary to increase the number of nursing students in non-capital regions and prioritize the improvement of wages and working conditions for nurses in those areas.

• Journal of Practical Engineering Education
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• v.16 no.3_spc
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• pp.379-389
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• 2024

This study attempted to present a strategy for operating a university Semiconductor Boot Camp in order to resolve the manpower shortage in semiconductor companies and establish a virtuous cycle of talent development and industrial growth. For this purpose, we conducted a survey and interview with 18 experts in the semi-apprenticeship field and analyzed them. As a result of the analysis, there was a high consensus on the need for boot camps to 'meet the needs of various companies' and 'cultivate talent capable of being deployed in the field', and opinions on the program's goal were 'to provide education to those expected to graduate and graduates majoring in science and engineering through education. The level of agreement was highest for 'strengthening practical capabilities' and 'cultivating professional talent with expert knowledge of each unit process'. The Semiconductor Boot Camp curriculum was found to be most suitable for conducting field practical projects after training in field experience, theory, and practice. This research is expected to be used as a basis for devising a strategy for effectively running the semiconductor field in university education.

• Journal of Fisheries and Marine Sciences Education
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• v.2 no.1
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• pp.15-28
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• 1989

The aim of this study is to improve the curriculum for the fisheries processing department in fisheries junior college in Korea. For this study, questionaries to alumani and students of the fisheries processing department of Tong-Yeong Fisheries Junior College are made and meeting materials of professors concerned and some leading managers of food processing company. In addition, curricula of the department food processing in two year or four year colleges both domestic and foreign are refered. The results obtained can be shown as follows ; 1. Subjects of the standard laboratory work designated by the Ministry of Education and required at the practical techique examination for the food precessing technitian certificates were chosen to student compulsorily, and the other subjects necessary to acquistion of the techniques were opened in this course electively. 2. The food processing departments in nationwide twenty-three junior college open seventy-eight major subject courses. Among those subjects, we choose the subjects only related to fisheries processing ones to put stress on the features of fisheries processing department. 3. The selected courses in improved curricula of this work are total 119 credits spending 142 class-hour per weeks. Detailed curricula are as follows ; liberal arts are consist of 13 subjects-24 credits, essential major subjects 12 subjects-32 credits, elective subjects 24 subject-56 credits and interdisciplinary subjects 2 subjects-5 credits. 4. The linking system of industrial-educational co-operation have to be established to fulfil the field practice, and legal basis should be made to support these educational circumstances. 5. To make sure a live education in junior college, present education terms should be extended more than 1 year, and improved textbook, method of experiment, practice and evaluation continuously.

• Journal of the Korean Society of Marine Environment & Safety
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• v.26 no.4
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• pp.366-373
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• 2020

According to Article 77 of the Ship Safety Act and Article 97(2) of the Enforcement Ordinance of the Ministry, the Recognized Organization (RO) personnel (ship surveyors) responsible for statutory survey shall have educational qualifications and experience in a specific field or obtain a license under the National Technical Qualifications Act. However, graduates from maritime high schools and those who completed the short-term course of the Ocean Polytec did not satisfy the qualification standards for the RO personnel since they did not graduate from the departments of maritime/fisheries or shipbuilding. Major shipping countries such as the United Kingdom, the United States, and Canada use the IACS (International Association of Classification Societies) regulations, and the Ship Safety Act in Japan has eliminated the qualification requirements for ship surveyors. In particular, under the IMO (International Maritime Organization) and IACS regulations, the RO personnel shall have as a minimum the following formal educational background: a degree or equivalent qualification from a tertiary institution recognized within a relevant field of engineering or physical science (minimum two years' program); or a relevant qualification from a marine or nautical institution and relevant sea-going experience as a certified ship officer; and competency in the English language commensurate with their future work. Considering that Article 17 of the Enforcement Decree on Public Officials Appointment Examinations prohibits educational restrictions and there are no educational restrictions on the qualifications of British and Japanese surveyors, if the maritime high school graduates have sufficient sea-going experience, education, and training, they could be recognized as meeting the qualification requirements. Moreover, those who completed the short-term course of the Ocean Polytec could also be recognized as meeting the qualification requirements because they are required to have at least a professional bachelor's degree (in the case of a third-class CoC (Certificate of Competancy)) and some sea-going experience after completion.

• Journal of Gifted/Talented Education
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• v.24 no.6
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• pp.1001-1024
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• 2014

The purpose of the study is to explore the experiences and meaning of the AP (Advanced Placement) at the specialized school for the highly gifted through the in-depth interview with 39 college students who had graduated from the specialized schools with the AP experiences. It is expected that the AP will be expanded to the students at the Science High Schools from the year of 2015, however, there has been no study to examine the realities of the AP in-depth especially through the voices of the AP participants. Students have taken 8 required and/or selective courses as AP in average. Students usually start to take AP from the second year of the specialized school for the highly gifted, but some start from the first year through the placement test. Numbers of available AP courses vary by subjects, but relatively more courses open in the areas of math and physics. Students' opinions regarding the AP were quite positive. Specifically, the high quality of the AP class and energetic interaction between student and teacher compared to the college classes were preferred by the students. However, it was controversial whether C+ is enough for the pass condition of the AP. Students were using the shortened time by AP in diverse ways, such as early graduation, double majors, exchange students, individual researches, and so on. Most of all, they tried to search for their career interests through the AP experiences. In closing, the present study provides some advices and future directions for the better AP management, including the improvement of administrative system between schools for the gifted and the universities, and the expansion of the number of university which approves the AP system.

• Journal of Fisheries and Marine Sciences Education
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• v.14 no.2
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• pp.229-248
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• 2002

The primary objective of this study is to firstly survey and analyze the working environment and actual condition, secondly know their problems, and then provide the basic data about how to improve their working conditions. The specific study items for getting the goal above is as follows: 1. How does the industrial company connect with highschool vocational education well? 2. How does the mechanical technical highschool graduate apply with industrial field? The result of study is as follows: 1. In case of employment's information and the industrial educationed cooperation, the workers who has the working history in less than 5 years takes short to find the job. National high school graduates and those who get the job through the school and the teacher changed their job at short period compared to other. 2. There was no benefit about the same major's worker at industrial field. The workers admitted that there is the exemption fo military service and the certification's allowance, only for which is related to their job. The longer the workers stay their job, the more they had the chance to get the exemption of military service. National highschool were carried out the curriculum well as planed especially for their major subjects. Whereas, the public and private highschools weren't. The seniors of their job and the coworkers are very helpful for learning the actual knowledge. The workers said that the school's curriculum and club activity weren't effective applying with their working field. 3. The study says that the important things of their job is the knowledge of their major. Those who 80% answered that the worker must improve the knowledge of their major to be a good engineer. Learning from their senior in working field was very helpful. The question above was ranked as the first. 4. The answer says that the new changed job's pay is more than the previous job. That is, the reason of leaving the job is the pay gap. The most dissatisfaction and problems in present job was the environment of working and the working condition. 5. Regarding to asking next year's plan, the answer says that keeping the job was ranked as the first. That answer means that they conservative.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.4
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• pp.55-64
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• 2014

While small and medium-sized companies are suffering from a shortage of workers as a result of social tendency to avoid those companies, college graduates still prefer large companies or governmental positions, which consequently results in inconsistencies in the demand and supply of work forces. The gap between them is getting so bad that employment difficulties are exacerbating. Accordingly this study tries to search for potential employee's expected value factors which make people select small and medium companies not big companies. A survey was conducted from October 1 to october 30, 2012 with university students in the Seoul metropolitan area. a total of 350 questionnaires were distributed and 335 were collected. of these, 332 questionnaires were used for data analyses excluding questionnaires with missing values. Data was analyzed by frequency, descriptive factor, reliability, and regression with SPSS win 18.0 program The result of this study were as follows. A factor analysis extracted four factors comprising small and medium companies, which we named career(factor 1), working environment(factor 2), working achievement(factor 3), job security (factor 4). This study showed that small and medium companies' preference were affected by the career, working environment, job security, corporate reputation, salary.