• Journal of Applied Tourism Food and Beverage Management and Research
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• v.9
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• pp.93-116
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• 1998

In the 21st century the service industry, particularly the hospitality industry, has the potential to develop into its golden age. In preparation for this hotels must maximize management proficiency by introducing reasonable and scientific systems into their current operations. The hotel industry takes it for granted that it can meet the final business goal by way of effective management of human resources. However, comprehensive papers on the subject of employee satisfaction have not appeared or been presented in Korean business studies. And although papers from abroad have touched on the subject they are not focused on the specialized domain of human resources as it applies to the comprehensive matters relating to job satisfaction as a corelationship to business success. This study focuses on some problems that must be overcome in achieving business objectives while striving at the same time to maintain satisfaction. The purpose of this study is to find the factors that measure employee job satisfaction in the hotel industry. To establish the purpose I reviewed the definition of the job satisfaction. An antecedent study of job satisfaction and Questionnaires were used to acquire data, specifically, hotel employees were selected randomly from the six super-deluxe hotels in Seoul to respond to thorough questionnaires. As a result of the study on the variables of Sex, Position, Length of Service, Opportunity for Promotion, Working Conditions, Wages and Hotel Situation. As a whole, promotional opportunity, wages and working conditions were frequently cited as negative factors in the responses. A comprehensive approach that includes improving wages and that reflects management's sincere concern with the working conditions of the employees is urgently needed. Hotel management that is willing to examine employee satisfaction periodically and provide proper solutions can prevent dissatisfied employees from separating from their jobs. This study has some limitation in that it is restricted geographically and in research method. That is, only six super-deluxe hotels in Seoul were selected as the subject of study and only the questionnaire method of obtaining data was used out of various available research methods.

• Journal of Digital Convergence
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• v.12 no.6
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• pp.161-170
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• 2014

This study was conducted to see the effects of emotional labor as a job attitude on organizational citizenship behavior, and to verify the effects of adjusting empathy as an alleviating mechanism for such relationship in order to provide suggestions on finding ways to relieve hospital workers of emotional labor. Research was conducted on 347 nurses from medical institutions above hospital level in Chungcheongnamdo/bukdo and Daejeon-si. Summary of this research is as follows. First, deep acting of emotional labor was revealed to have a positive (+) effect on organizational citizenship behavior, and surface acting had a negative (-) effect. Second, empathy had a significant effect on organizational citizenship behavior and interaction between deep acting and empathy had a significant positive (+) effect on organizational citizenship behavior, but it was revealed that interaction between surface acting and empathy had no significant effect on organizational citizenship behavior.

• The Korean Journal of Emergency Medical Services
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• v.9 no.1
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• pp.43-53
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• 2005

The purpose of this study was to survey a perception of frequency & importance level of job performance, from 249 paramedics who were working at fire station. The job related activities of 4 duties, 18 tasks and 145 task elements were checked by 4 rating scale. The data were analyzed using a SPSS program for descriptive statistics. The results of the study were as follows ; 1. Some of the most frequent tasks were medical tx, managing people & organization, trauma care, pt assessment, general coping skill 2. Some of the most frequent task elements were preparation of written reports, operation of pt lifting supplies, transportation of patients on stretchers, administration of cervical collar and utilization of scoop stretcher. 3. Some of the highest level of importance in task were resuscitation of circulation, surgical tx, safety & infection control, environmental emergency care, trauma care. 4. Some of the highest level of importance in task elements were administration of cervical collar, adult CPR, infant CPR, child CPR, and AED. 5. The highest level of task elements in perception of frequency & importance were administration of cervical collar, infection control after pt care, utilization of long back board, disinfection of ambulance after ride a long, care of chest pain pt, care of unconscious pt, tx of asthma. 6. A difference between frequent & importance score were due to lack of supplies(41%), structural problems(30%) and medical control system(16%), lack of skills(10%), Suggestion; 1. This paper would be more reliable and confirm through wilder range of survey. 2. It would be necessary of more depth survey through dacom study from paramedic. 3. Development of field oriented protocol & curriculum that based on task elements which have high score of both frequency & importance level is required.

• The Korean Journal of Emergency Medical Services
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• v.15 no.1
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• pp.47-63
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• 2011

Purpose : This research is to examine the work and job satisfaction of paramedics in the emergency room of university hospitals. This research is done to provide basic data needed for establishing work realms of paramedics in hospitals and to enhance their degree of satisfaction. Methods : Research questionnaire survey was conducted on 141 paramedics working in the emergency room of 32 university hospitals from August 24, 2010 to September 30, 2010 through direct visits and telephone interviews or email to explain the purpose of this research and assurance of confidentiality of responses on the questionnaires. As the tool for the degree of job satisfaction, 'The Index of Work Satisfaction' developed by Slavitt, et al(1978) and revised and supplemented by Soon-shim Kim and Hye-ran Kwon(2002) was used. The collected data were analyzed by evaluating frequency, percentage, mean, standard deviation, t-test and ANOVA, Cronbach's $\alpha$ by using SPSS WIN 18.0 program. Results : 1. Investigating the work and role of paramedics in the emergency room of university hospitals, electrocardiogram(EKG) was found to be highest with $\alpha$ was widely used with the rate of patient evaluation and test area. In the medical treatment for patients area, cardiopulmonary resuscitation(CPR) with 95%(134 persons) and ventilation assistance through ambu bagging(BVM) with 95%(134 persons) were found to be high. $\alpha$ were performed. In the role within the hospital and other areas, a member of CPR team in the hospital accounted for 78%(110 persons). 2. In the measurements of the job satisfaction of paramedics working at university hospitals, the total mean score was 2.91. The mean score in each question area indicated: section on job 3.48, autonomy 3.05, interaction 3.01, organizational demand 2.85, working conditions 2.67, salaries 2.40. This result obviously demonstrates the work of paramedics itself was most satisfied but the salaries were most dissatisfied. 3. In the measurements of the job satisfaction of paramedics working at university hospitals, job satisfaction based on the general characteristics showed significant difference in age (F=6.547, p=.002), gender (F=4.436, p=.000) marital status (F=-3.270, p= .001), religion (F=2.041, p= .043), motive for application (F=3.603, p= .015), and salary (F=6.658, p= .000). 대학병원 응급실 내 1급 응급구조사의 업무와 직무만족도 The Journal of the Korean Society of Emergency Medical Technology Vol. 15 (1) 63 4. In the measurements of the job satisfaction of paramedics working at university hospitals, job satisfaction based on the working environmental characteristics showed significant difference in total number of paramedics (F=3.779, p= .012), form of employment (F=5.601, p= .001), existence or non-existence of intention to change jobs (F=-4.037, p= .000). Conclusion : The work of paramedics in the emergency room of university hospitals consists of lots of treatment processes after specialized diagnosis and performance of professionally subdivided works. However, current legislation does not reflect such circumstances to which paramedics are exposed; thus, it should be considered for further revision and modification. The degree of job satisfaction of paramedics in the emergency room of university hospitals was high but low in salaries and working conditions were the weak points. The measures to enhance their degree of job satisfaction should be taken though improvement of labor conditions such as consideration of the rate of increase in salaries, compensation for overtime work, providing rest areas, improvement of current employment system, and conversion of temporary employees into regular employees.

• Health Policy and Management
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• v.10 no.3
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• pp.19-49
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• 2000

This study was conducted to help staff members of health centers manage personnel by examining the staff members' recognition level of organization structure of health centers, their motivation, their job satisfaction level and its related factors. Data were collected from 471 staff members of 14 health centers from March 3, 1999 to April 30, 1999. The results of this study are summarized as follows. In recognition levels of organization structure of health centers, the recognition level of necessity of discretion right was highest(3.55 points on the base of 5 points), while the recognition level of the location of decision making right was lowest(2.77 points). The general recognition of organization structure of health centers was 3.06 points, the suitability of division of duties was 3.05 points, and the optimum of manpower and budget was 2.93 points. The staff members' general recognition level of the organization structure appeared significantly higher in case of the groups of small and medium sized cities, above fifties, below high school graduate, above the sixth grade, public service experience of above 20 years, service period of below 2 years at present post, and average monthly salary of one million, eight hundred and ten thousand won. In the recognition level of the location of decision making right, the groups of big cities, male, the married, above the sixth grade, health and administration posts, average monthly salary of one million, three hundred and ten thousand won to one million, and eight hundred thousand won were significantly higher than the other groups. The recognition level of necessity of discretion right was higher in case of the groups of the twenties, the unmarried, above college graduate, nursing post, public service experience of below 5 years, service period of below 2 years at present post, and average monthly salary of below eight hundred thousand won. In the recognition level of suitability of division of duties, the groups of small and medium sized cities, the married, medical technicians, public service experience of above 20 years, and service period of below 4 years at present post were significantly higher than the other groups. In the staff members' recognition levels of organization management, the recognition level of opinion response when making decision was highest(2.92 points). The recognition level of rationality of the target amount establishment method was 2.88 points and the recognition level of personnel management was 2.63 points. The recognition level of personnel management was significantly higher in case of the groups of small and medium sized cities, the forties, above the sixth grade, medical technicians, public service experience of above 20 years, service period of below 2 years at present post, and average monthly salary of above one million, eight hundred and ten thousand won. In the recognition level of opinion response when making decision, the groups of small and medium sized cities, female, the eighth grade, health and administration posts, and service period of below 2 years at present post were higher than the other groups. The recognition level of rationality of the target amount establishment method was significantly higher in case of the groups of above fifties, below high school graduate, above the sixth grade, medical service post, and public service experience of 15 to 20 years. The factors significantly influencing sanitation were sex, education level, the period of public service experience, general recognition of organization structure, recognition of necessity of discretion right, recognition of suitability of division of duties, and recognition of opinion response when making decision. The factors which significantly influenced motivation were marital status, grade, recognition of the location of decision making right, recognition of necessity of discretion right, recognition of division of duties, recognition of opinion response when making decision, and sanitation. Sex, education level, recognition of suitability of division of duties, recognition of the target amount establishment method, and motivation influenced job satisfaction significantly. The factors significantly influencing organization culture were age, the period of public service experience, service period at present post, recognition of optimum of manpower and budget, recognition of suitability of division of duties, recognition of opinion response when making decision, and recognition of rationality of the target amount establishment method. In the coming days, the staff members' job satisfaction level must be increased through motivation and efficient conduct of duty must be accomplished through rational organization structure and management. Moreover, change of the staff members' consciousness and administrative system which are suitable for local autonomy system have to be established with increase of local residents' consciousness level and education level. Forming organization culture by reformative idea which fits the new era, public health service by the Community Health Act and health education service by the Health Promotion Act must be carried out efficiently. In doing so, financial support of central government and active efforts and concerns of local governments have to be devoted in order to get public health service in which peculiarity of the community is considered to be pursued well.

• Information Systems Review
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• v.17 no.2
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• pp.101-132
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• 2015

National technical qualifications to enhance an individual's vocational skills, the competitiveness of companies and countries have an important function to improve. Especially 'qualifications' will have a signal function to show objectively measure an individual's ability with the 'Education' The "knowledge necessary for the performance of their duties. Technology will gain knowledge about such assessment or recognition is based on certain criteria and procedures." Learning to qualify are being made through a smart learning a lot. Due to the revolution of the Internet in recent years with the development of information and communication technologies are entering into a knowledge society, the importance of information and knowledge. This contemporary smart learning education system is continuing to rapidly growing in pace with the changing time and space constraints, without teaching and learning is taking place. The purpose of this study is the ARCS motivation theory can determine a representative theory of human motivation factors and basic psychological needs dealing with the human nature of the psychological needs Interactivity and immersive learning, and to validate the empirical causality Affecting the continued use of smart learning through fun. Specifically, attention, relevance, confidence in the ARCS motivation, see their effect on the learning flow through the satisfaction we analyze empirically. Through this national technical qualifications smart learner's learning by supporting the implicit synchronization of students in learning are the degree of continued use. Therefore, to achieve the objectives of national technical qualifications and skills through a smart learning can contribute to the activation of the development and certification of course industry.

• Journal of Science Education
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• v.36 no.1
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• pp.22-34
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• 2012

This study was aimed to discuss how to improve the professionalism enhancement program for teachers in charge of energy and climate change education based on STEAM perspectives. It analyzed the program according to the specialties of the teachers in charge of training, and identified the degree of professionalism enhancement of the participating teachers through the pre- and post-survey. Also, researchers described the strengths and weaknesses, opportunities and threats of this program that were found through the interviews with trainees by participating in the program in person. The results were as follows; First, teacher's training course in charge of energy and climate change education should be approached from the perspective of STEAM education. Second, teachers should have time to discuss their activities after they complete experience learning related with STEAM education. Third, it should be a 60-hour intensive course, but the burden for the teachers should be reduced by using online programs. Fourth, the training program should be planned based on the focus on improving the professionalism. Also, there should be enough time to prepare for the training program. Fifth, energy and climate change teacher training program should be practice-oriented, using hands-on experiences and experiments, in fusion education. Sixth, it would be better to run energy and climate change teacher training programs according to the level of schools. However, several courses could be mixed between different levels of schools.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.10 no.11
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• pp.3487-3493
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• 2009

The degree of depression of dental hygienist was analyzed to reveal the various factors related to them. The self-administered between June 1st, and 30st, 2009, questionnaires were filled out from 221 dental hygienist in D City. 1.The distribution for depression degree has shown the rate as 79.1% in normal range group, 15.4% in mild depression group, 4.1% in moderate depression group and 1.4% in severe depression group, 2.As for depression, junior college, lower salary, poor sense satisfaction in work, not fit to the job, low personal relation with peer works or supervisors, poor subjective condition of health, without regular eating habits, without alcohol drinking, without regular exercise, in the group with higher level of job demand, lower job autonomy and lower supervisor support than their respective counterparts. 3.Concerning correlation between depression and various factors, while level of depression correlated with was negatively sense satisfaction, fit to the job, personal relation with peer works or supervisors, subjective condition of health, spervisor support, coworker support, it was positively correlated with job demand. Resulting from these results, in order to resolve depression properly, implementation and maintenance of program should be renewed to improve various kinds of factors.

• Korean Security Journal
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• no.53
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• pp.187-208
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• 2017

The purpose of this study is to find the development of the general hospital security business plan based on the problem that guards are now aware of general hospital security service. To achieve the purpose of this study, the interview was conducted by interviewing interviews with nine field specialists who are currently engaged in the hospital for more than six years. The guard who perform general hospital security service proposed a development plan of general hospital security services as follows. First, the security guards at the General Hospital must complete a new education program suitable for the nature of the workplace. Second, the job training of the comprehensive hospital guard service is also needed to improve the quality of the program in accordance with the actual situation. Third, general hospital security guards should be provided with CS training, CPR and use of defibrillators, etc., and how to respond to infectious diseases. Fourth, there should be a detailed description of the extent to which aggregations and violent acts at the General Hospital should be addressed. Fifth, the Security Association needs to develop active programs for security guards and various efforts to improve the security of hospitals. Sixth, it is necessary to change the recognition of general hospital' security services, and the form of direct employment is required rather than the subcontract contract.

• Proceedings of the ESK Conference
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• 1994.04a
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• pp.157-157
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• 1994

원자력발전소 운영의 중추적 역할을 담당하고 있는 운전원과 발전소시스템 사이에서 발생하는 인간공학적 요인(인적요인)은 다중방호벽의 존재와 자동화 기술의 확대에도 불구하고 원전의 가동 성 및 안전성을 위협하는 최대의 요인이다. 최근 원자력발전소 시스템에 고도화된 전자공학 및 인공 지능기술 등이 반영되고 있는 추세이나 이러한 기술의 도입이 운전원과의 복합적 상호작용관점에서 원전의 안전성과 효율성에 적합한가를 실험적으로 평가할 수 있는 실험평가기술의 확보가 필요한 실정이다. 한국원자력연구소에서는 차세대 주제어실의 설계 및 평가를 위한 실험적 자료의 생성 및 설계 대안의 평가를 위한 기술확보라는 목적을 가지고 1992년도부터 수행하고 있다. 1992년도(1차년 도)에는 새로운 주제어실에서 실험적으로 평가해야 할 평가항목을 구체화하였고, 4년간의 연구추진 내용을 설정하였다. 기존의 원자력산업계에서 요구하고 있는 인가/허가 요건, 사업자요건서, 인간 공학분야에서 제기하고 있는 문제점 등을 분석하여 10개의 실험평가항목을 도출하였으며, 실험평가 항목을 실제로 실험을 통하여 연구하기 위한 장비 및 설비 그리고 소요기술 등을 고려하여 연구방향을 설정하였다. 1993년도(2차년도)에는 차세대 주제어실의 특징을 규명하고 실험연구의 대상시스템을 설정하였다. 설정된 대상시스템을 기능별로 분석하여 설계변수를 도출하였으며, 인간공학 실험실의 구축에 필수적인 원자력발전소 시뮬레이터의 기능요건 및 실험실의 구성요건 등을 개발하고 있다. 3차년도부터는 인간공학실험을 수행하면서 자료분석체계의 개발, 원전직무 시나리오의 개발, 측정방법의 개발, 인간공학 실험실의 설계, 구축 및 검증, 평가기법 연구, 실시간 자료수집체계의 개발 등을 수행할 예정이며, 연구종료시점인 1996년도(5차년도)에는 원자력발전소 주제어실의 인간공학적 평가를 위한 실험 환경의 구축 및 실험평가기술의 확립이라는 목표가 달성된다.하는 것으로 간주된다. 2. KR 53234 10mg/kg 정맥투여후의 최고혈중농도는 1.14ug/ml, 반감기는 0.50hr, 분포용적은 2.2L이었다. 20mg/kg 경구 투여시의 최소 혈중 농도는 0.33 ug/ml, 소실반감기는 1.5시간, AUC는 0.942ug.hr/ml, 분포용적 11L, Ka는 3.05 $hr^{－1}$ 그리고 Cl는 5.3L/hr/kg이었다. 이는 KR 53170에서와 같이 매우 적은량이 흡수되고 배설되었다. 3. KR 53170의 혈청단백 결합율은 5-500 ug/ml 범위에서 78.7-86.2%이었고 KR 53234의 혈청단백결합율은 5-100 ug/ml 범위에서 79.6-71.2%이었다.이었다.tic techniques, and we have recently cloned two of the major subunits; some of the data will be presented.LIFO, 우선 순위 방식등을 선택할 수 있도록 확장하였다. SIMPLE는 자료구조 및 프로그램이 공개되어 있으므로 프로그래머가 원하는 기능을 쉽게 추가할 수 있는 장점도 있다. 아울러 SMPLE에서 새로이 추가된 자료구조와 함수 및 설비제어 방식등을 활용하여 실제 중형급 시스템에 대한 시뮬레이션 구현과 시스템 분석의 예를 보인다._3$", chain segment, with the activation energy of carriers from the shallow trap with 0.4[eV], in he amorphous regions.의 증발산율은 우기의 기상자료를 이용하여 구한 결과 0.05 - 0.10 mm/hr 의 범위로서 이로 인한 강우손실량은 큰 의미가 없음을 알았다.재발이 나타난 3례의 환자를 제외한 9례 (75%)에서는 현재까지 재발소견을 보이지 않고 있다. 이러한 결과는 다른 보고자들과 유사한 결과를 보이고 있