• Proceedings of the Korean Institute Of Construction Engineering and Management
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• 2007.11a
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• pp.1043-1048
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• 2007

사업의 지속적인 성장을 위해서, 생상성의 향상은 필수적인 요소이다. 건설업은 노동집약적인 산업이고 그래서 건설기능인력은 생산성에 영향을 미치는 가장 중요한 요인이다. 그러나 매해 건설기능인력은 감소하고 있는 추세이다. 따라서 이러한 문제는 반드시 교육체계와 직급체계의 제안을 통해 관리되어져야 한다. 이 연구의 목적은 기존의 문헌고찰을 통하여 현재의 교육체계와 직급체계의 연관된 문제를 찾아내고 이러한 문제를 해결하기 위하여 교육체계와 직급체계를 제안하는데 목적이 있다. 또 이러한 교육체계와 직급체계의 타당성 검증을 위하여 건설 기능 인력의 설문조사와 건설 실무자의 면담, 조사를 통하여 타당성을 도출해낸다. 좀 더 세부적인 사항이나 결론은 아래의 글에서 알아보기로 한다.

• The Journal of the Korea Contents Association
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• v.13 no.1
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• pp.498-511
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• 2013

It is time to extensively reshuffle domestic film industry, which has grown rapidly in recent years. Above all, a most urgent task for domestic film industry is to train specialized staff by working out a foundation for on-site human resource education. For this, it is necessary to review the existing apprenticeship system-a major educational system for domestic film industry for a long time-and then work out a reasonable substitute which can overcome its limitations and succeed its advantages. In other words, it is necessary to switch a current perpendicular rank system, a basis of apprenticeship system, to a horizontal specialized staff system and then establish an industrial information network with which the current status of on-site human resources can be understood and which can comprehensively manage their career, promotion and wages. In this regard, this study suggested the introduction of workplace learning and mentoring as a new system for on-site human resource education for film industry, in order to work out an educational system that could maintain abundant on-site experience and the sense of emotional tie with fellow workers-the advantages of apprenticeship system-and realize a more systematic and specialized workplace learning.

• Journal of agricultural medicine and community health
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• v.20 no.1
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• pp.1-13
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• 1995

Based on the questionnaires sent to 270 nurses of public health centers in kyungnam during the period of March 19 to April 11 in 1992, this study was written for the of finding out the grade of satisfaction, obstacles in carrying out duties concerned with nursing services and the change of nurses role needed according to the change of the local public health administration. The first-ranking tasks carried by nurses of public health center are believed to have been family planning activities before the 1970's, nursing services during the 1970's, mother-child health activities during the 1980's, and nursing services during the period of 1990 to 1992. As far as the priority order of all the family planning activities is concerned, the counseling of the insertion of intrauterine contraceptive device, the use of oral pill or the distribution of condom was placed emphasis on before 1970, and publicity activities of family planning after that time. The first priority order of mother-child health activities has been put on the registration of pregnant women since 1970, with prenatal examination and vaccination ranking next to it. The priority order for activities against tuberculosis was laid on finding out and registration of new T.B. patients every year, with patients' control, and medication or injection ranking next to it. As for the priority order of nursing services, traveling medical examination and treatment ranked the first-stressed activity before 1970, with medication and injection ranking next to it. The first priority order management activity of communicable diseases was put on vaccination before 1970, with medication and injection. ranking next. And consultation and education ranked second to it during 1990 to 1992. As for the health services of the aged, traveling examination and treatment ranked the order, with the assistance of medical examination ranking next to it. As far as troubles and obstacles shown in case of family planning, the rate of residents' lack understanding was 28.8%, that of lacking budget 13.6%, and the imperfection of public health administration system 11.9%. In the case of tuberculosis control, residents' lacking understanding was 32.5%, the deficiency of public health administration system 18.2%, over-duty(shortage of hands) 15.6%, and the insufficiency skill and know-how 13.0%. In the case of nursing services, the deficiency of public health administration system was 18.2%, each over-duty(the shortage of hands) and the shortage of facilities and equipment 15.6% respective, and residents' lacking understanding 13.0%. The rate of dissatisfaction with the chance or possibility of promotion for his or her career or capability was shown to be 49.2%, and 65.9% of the health nurses expressed their complaints of the deficiency of the chance of the promotion to a professional or expert. when the public health nurses were asked in the questionably whether they were satisfied or not with current state of equipment and facilities needed for public health service, 49.6% of them answered in the negative. The grade of the satisfaction with the current individual position was shown to be low as much as the status of his or her position was now. 37.6% of those asked in the research answered to have the readiness to switch jobs for the reasons of dissatisfaction and so on with lacking promotion chance as well as bad working condition. Significant correlation between the grade of job satisfaction and the current status of the po as found to be in this research, which showed that the lower the status of position was, the lower the grade of job satisfaction was. But little correlation between the grade of job satisfaction and his or her schooling and career was found. In order to carry out primary health care successfully, it can be said that more education and publicity activities to make public health nurses and residents see it in a new light are requested. In addition to it, it is suggested that the improvement of promotion system for public health nurses and the enlargement of job province should also be taken in consideration of the high dissatisfaction with and complaints of the chance of promotion and the system of position. In order words, it is important that considerations for system improvement enough to make nursing services pleasant and satisfactory should be taken into.

• Fire Science and Engineering
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• v.33 no.6
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• pp.142-151
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• 2019

This study examined job satisfaction among fire protection system management workers in the fire industry and analyzed how job satisfaction affects turnover intention. The results revealed that, among the control variables, including age, rank, academic background, payment, total career, license, and tasks, significant differences in job satisfaction were found in the tasks between groups, while no significant differences in turnover were found in any control variable between groups. Additionally, the results revealed that, among the lower variables of job satisfaction, increased satisfaction with payment and organizational system affected the degree of turnover intention, while work and promotion did not. These results are to be used as data for human management of technicians and for creating alternatives. Future studies are required to establish a reasonable task rotation cycle for raising job satisfaction, to examine the current status of low-cost orders and countermeasures, and to analyze the direction of development of fire protection system management business.

• (The)Study of the Eastern Classic
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• no.69
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• pp.83-114
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• 2017

The purpose of this article is to analyze the standings of working-level officials belonging to Jongbusi (Court of the Royal Clan) holding the rank of "jeong" and below between the 18th and mid-19th Century. Jongbusi, which was headed by a Grade-3 official, was in charge of the compilation of royal genealogy and supervision of royal relatives. During the late Joseon Period, its officials were composed of its chief, jeong, jubu (Grade-6 official), and jikjang (Grade-7 official). By 1864, it was incorporated into Jongchinbu (Office of the Royal Relatives). Jongbusi nangcheong seonsaengan (Register of Staff Officials at the Court of the Royal Clan), which is preserved at the Jangseogak Archives of the Academy of Korean Studies, lists the officials who served at the office between 1794 and its incorporation into Jongchinbu in 1864. The register also includes the officials' ranks, names, DOBs, family clans, their ranks in the offices they were transferred from, their ranks in the office they were transferred to, etc. Those interested view it as a precious relic that provides valuable information on the officialdom of the dynasty. A majority of the officials who served at Jongbusi were those who passed the higher civil service examination. Many of them at the level of jikjang were those who passed the licentiate examination. Their designation as an official was part of the "muneum" system, which granted official posts to descendants of those who accomplished a distinguished service for the country or served as a high-ranking official. They were those transferred from equal or lower positions in another office. Many of jubu-level officials of Jongbusi were those transferred from honorable and important posts of other offices or local administrative offices. Many of jikjang-level officials of Jongbusi were those who previously served as dosa (assistant officials) at Uigeumbu (Bureau of Crime Investigation) headed by a Grade-1 official. The officials' transfer to an office with a lower position like Jongbusi appears to have been for the provision of placing them in working-level positions rather than letting them remain in positions only carrying an honorary title. As for the transfer of officials of Jongbusi to other offices, many of those with the rank of jeong were transferred to lower positions. Supposedly it was because not many Grade-3 positions were vacant. Many of them were transferred to honorable and important posts. Some of them were also transferred to positions at local government offices, supposedly to avoid an excess of personnel at the central government. Those at the level of jubu or jikjang of Jongbusi were transferred to equal or higher posts in other offices. Particularly, most of those holding the position of jikjang (Grade-7) were transferred to higher posts. The family clan that produced the largest number (10%) of Jongbusi officials was the Jeonju Yi Clan, which produced the largest number of those who passed the higher civil service examination. It was also found that the top 20 family clans produced about half of the entirety of Jongbusi officials. According to the aforesaid Jongbusi nangcheong seonsaengan, about 90% of the cases of promotion of Jongbusi officials occurred after the revision of Seonwon boryak (Royal Genealogy of the Joseon Dynasty). It is speculated that the supervision of royal family members, one of the two leading functions assigned to Jongbusi, was suspended in the late Joseon Period. The relevant function does not appear even in chronicles pertaining to the Joseon Dynasty. The reason being had something to do with the sharp decrease in the number of royal family members during the reign of King Injo (r. 1623-1649). Their number was decreased to the extent that royal ceremonies could not be adequately carried out. Naturally, the meaning of supervising royal family members faded. Witnessing such a sorry state of the royal family, Heungseon Daewongun, King Gojong's father who served as the regent, incorporated Jongbusi into Jongchinbu in an effort to enhance the status and authority of the royal family.