• Korean Journal of Occupational Health Nursing
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• v.2
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• pp.5-12
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• 1992

본 연구는 1990년 7월 산업안전보건법이 개정된 이후 새로이 명시된 산업간호사의 일차의료 직무의 범위를 규명하기 위하여 시도되었다. 산업간호사의 직무를 개발하기 위한 노력은 노동부가 1991년 5월 직업병예방을 위한 종합대책 중 하나로 산업간호사의 직무 개발 계획을 포함시킨 이후 한국산업안전공단과 대한산업보건협회을 중심으로 활발히 이루어져 왔다 특히 한국산업간호학회에서는 1992년 8월에 그간의 많은 논의와 연구를 기초로 하여 산업간호사의 일차의료행위에 대한 세부직무를 전문가의 의견 일치 방법을 통하여 개발하고자 연찬회를 개최하였다. 본 연구에서 연찬회에서 논의된 결과와 기존 자료 등을 토대로 분석된 산업간호사의 일차의료직무 범위를 (1)산업 간호사의 건강사정 직무범위 (2)통상 증상 처치 직무 범위 (3)외상 및 응급 처치 직무 범위 (4)상병 악화 방지 직무 범위 (5)직업병의 추후관리 직무범위 (6)약품 투약 범위 등으로 구분하여 구체적으로 제시하였다. 이들 범위를 근거로 각 범위 별 깊이를 구체적으로 개발하여야 산업간호사들의 직무범위와 깊이가 결정된다. 앞으로 본 연구가 제시한 직무 범위를 기초로 하여 구체적 직무 범위에 따론 깊이가 개발되어야할 것이다.

• Knowledge Management Research
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• v.22 no.3
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• pp.201-215
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• 2021

Owing to COVID-19 pandemic and global recession, enterprises are facing more and more fierce competition. Under this situation, retaining as much as recruiting good employees has become a top priority for organization. However, post 90s, with very different characteristics from traditional workers, entered the labor market, and both employers and employees suffered from post-90's high turnover rate. Therefore, this study focuses on Chinese post-90s and examined the effects of work values they pursue (utilitarian orientation, interest congruence, long-term development, and innovativeness) on job satisfaction and turnover intention. In addition, the groups with less than or more than one year of service were compared and analyzed. A total of 267 Chinese workers born in the 90s participated in the survey. Our research findings show that utilitarian orientation affects both job satisfaction and turnover intention, but interest congruence only affects job satisfaction while innovation only affects turnover intention. And the moderating effect of tenure of service was partially verified. Various implications based on the result were discussed.

• Journal of vocational education research
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• v.35 no.4
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• pp.63-88
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• 2016

This study surveyed and analyzed the labor market result when comparing the case that junior college students found a job after transferring to 4-year university with the case that they found the job directly after graduating the junior college. The difference of the occupational structure following the transfer was surveyed in detail and this study examined what effect the transfer had on the occupation status. The graduate occupation movement survey(GOMS) was used and the samples of 544 persons were extracted to use through propensity score matching(PSM) to raise the choice convenience of the sample. The occupation status index to use as a dependent variable was developed to apply. The study result is as follows. First, as a result of confirming the occupational structure of the transfer, the transfer students were distributed in more various industrial fields evenly compared to the non-transfer students in the horizontal industrial structure, and non-transfer students were intensively distributed in the certain field. In the vertical occupation status structure, transfer students were distributed in the high occupation status more than non-transfer students who were broadly distributed in the low occupation status. Second, it was revealed the college transfer was highly effective for the occupation status, which appeared statistically significantly. The explanation variable that appeared significantly outside of that included the parents' academic background, major affiliation, employment pattern, major job coincidence, and job coincidence. The higher students' academic background was, the higher the occupation status was and in case of the engineering natural science affiliation, the occupation status was higher than the humanities social science. In case of full-time workers, their occupation status was higher than one of part time workers and it was revealed the occupation status was high when the their major coincided with the job and their educational/technical level coincided with their job.

• Journal of radiological science and technology
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• v.34 no.3
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• pp.221-229
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• 2011

This paper reports a series of job analyses to develop a curriculum for radiologic technologists by using DACUM (Development A Curriculum). With this method, the jobs of radiologic technologist were divided into 8 duties and 59 tasks. The results showed that the most important duty was 'exposure management (M=4.72)', the most difficult duty was 'radiation therapy (M=4.29)', and the most frequently performed duty was 'radiation examination (M=4.19)' respectively. In addition these results were compared with the current curriculum. It turned out that there are quite differences between the school education and actual work. For example, 'patients care' duty was identified as the main job but only 57.1% of the schools offer related courses. The current curriculum focused on the theory for the radiologic technologist is not sufficient to perform the field operation.

• Proceedings of the Korean Association for Survey Research Conference
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• 2000.06a
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• pp.89-115
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• 2000

The present study attempts to (1) identify the critical dimensions that affect job performance of computer programmers and (2) clarify the specific behaviors that are related to each performance dimension, and measure them fairly and accurately. In particular, this study focus on producing a Behaviorally anchored Rating Scales (BARS) with a high level of acceptability by both raters and rates. 422 computer programmers from 8 companies participated in the process of developing the scale, which consisted of typical 5 phases. The results demonstrated that 13 performance dimensions were derived and the final job performance rating scale was made by vertically arraying 5 representative behavior anchors order by their scale value for each of 13 dimensions.

• Survey Research
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• v.1 no.2
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• pp.89-115
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• 2000

The present study attempts to (1) identify the critical dimensions that affect job performance of computer programmers and (2) clarify the specific behaviors that are related to each performance dimension, and measure them fairly and accurately. In particular, this study focus on producing a Behaviorally Anchored Rating Scales(BARS) with a high level of acceptability by both raters and ratees. 422 computer programmers from 8 companies participated in the process of developing the scale, which consisted of typical 5 phases. The results demonstrated that 13 performance dimensions were derived and the final job performance rating scale was made by vertically arraying 5 representative behavior anchors ordered by their scale value for each of 13 dimensions.

• The Journal of the Korea Contents Association
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• v.20 no.8
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• pp.559-571
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• 2020

This study was conducted to analyze the effects of person-environment fit on the job performance in the National Assembly legislative support organization. Job performance was classified into task performance, contextual performance, and adaptive performance. Impacts of each factors on the job performance were identified through structural equation model. From the results of analysis, it was confirmed that supplementary fit of officials of legislative support organization of the National Assembly had a positive effect on task performance, contextual performance, and adaptive performance. However, complementary-fit does not directly affect task performance, contextual performance, and adaptive performance. Rather complementary-fit affects job performance by the mediating role of variable self-efficacy. The implications of this study confirm that it is important to match between organization members and jobs in order to improve the job performance of civil servants in the legislative support organization. The necessity of introducing self-efficacy enhancement program into the education and training process of the legislative support organization was proposed.

• Journal of Venture Innovation
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• v.6 no.4
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• pp.113-131
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• 2023

Post-merger integration(PMI) plays a very important role in the success of M&A. Therefore, based on previous studies on PMI, this study discusses the relationship between communication of acquired enterprise members and uncertainty reduction, organizational satisfaction, organizational trust in the PMI process, focusing on the moderating effect of business area consistency between the acquisition and the acquired company. In order to achieve the purpose of this study, the hypothesis of the relationship between variables was established and an empirical analysis was conducted. In order to collect data, a survey was conducted on members of the acquired company in China, and 317 questionnaires were finally collected and used for empirical analysis. For the collected data, the research hypothesis was verified using SPSS 26.0. The results of the study confirmed that communication has a positive effect on the reduction of uncertainty, job satisfaction, and organizational trust perceived by members of the acquired company, and that the consistency in business areas between the acquisition and the acquired company weakens the relationship between communication and uncertainty. In the positive relationship between communication and job satisfaction, organizational trust, the effect of strengthening the moderating variable has not been confirmed, but rather the weakening control effect was found. Based on these findings, the strategy of communicating with the members of the acquired company in the PMI process is meaningful for the success or failure of the merger and provides theoretical and practical implications for proposing differentiated human resources management measures according to M&A type.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.117-125
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• 2020

In this paper, we wanted to look at the effects of person-organization fit and person-job fit of social welfare officials on the job enthusiasm, but also examine the mediated effect of organizational committment. The study found that person-job fit has a positive effect on the job enthusiasm of public officials in charge of social welfare, and that the mediating effect of organizational committment is also partially covered. However, person-organization fit does not have a direct impact on job enthusiasm, but has been shown to have a full mediated effect through organizational committment. As a result of these studies, social welfare officials are judged to lack consistency and affinity within the organization, while their individual abilities, purposes, and demands are in line with their duties and job enthusiasm for their duties. Therefore, it is necessary to provide support at the organizational level and to create a sense of unity in order to enhance the job enthusiasm of public officials in charge of social welfare.

• The Journal of the Korea Contents Association
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• v.17 no.7
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• pp.679-695
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• 2017

This paper analyzed the effect of job search channels on the occupational adaptation of college graduates, with the Graduates Occupational Mobility Survey(GOMS) data. The analysis results are as follows: First, when using human networks for getting jobs, not only the educational level and major adequacy, but also the workplace satisfaction and the job satisfaction were higher than when using non-human networks. Second, as in the mediating effect of the relationship between job search channels and occupational adaptation by Sobel-test, it was found that there was a partial mediating effect of educational level and major adequacy, excluding skill level adequacy. The results of this study shows that human networks, by serving as an effective information transmitter on person-job fit between job search and recruitment, contribute significantly to improve occupational adaptation of college graduates. These results imply that strategic utilization of human networks in job search activities is important, and that it is necessary that career-related programs in the universities or the employment service institutions systematically include the importance and methods of using human networks.