• 대한공업교육학회지
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• v.37 no.2
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• pp.21-55
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• 2012

The purpose of this study was to develop teacher-training for improvement of teaching efficacy of technology teacher. The study was carried out through Delphi research method. It was executed for investigating the professional and wide-range opinions of expert panel to examine the validity. The validity was confirmed by concurrence ratio, convergence ratio, contents validity ratio (CVR). Major results of this study were as follows: First, necessity, nature, purpose of teacher-training for improvement of teaching efficacy of technology teacher was set up. And this teacher-training have 12 objectives in 3 domains (cognitive, affective, psychomotor). Second, contents of this teacher-training were designed to be applicable for 10 modules (300 hours). For example, module1 (introduction of technology education), module2 (construction technology), module3 (information communication technology), etc. Third, educational method, training educator, evaluation method of this teacher-training were developed. Fourth, each module of this teacher-training is 30 hours in length. And summer or winter vacation is appropriate for this teacher-training time. Appropriate teacher-training time is six hours a day. Fifth, roles of educational institution for this teacher-training were suggested. Sixth, strategies to vitalize this teacher-training were suggested.

• Korean Journal of Social Welfare Studies
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• v.48 no.2
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• pp.35-69
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• 2017

The purpose of this study was to examine the effects of Person-Job Fit and Person-organization Fit on deviant workplace behavior and mediating effects of job-alienation on this relation. Research data was collected from 567 social workers who were attending supplement education for employees working for social welfare organizations in Gwangju. Main results of the analysis in this study were as follows. First, the Person-Job Fit and Person-organization Fit have significantly negative effects on job-alienation. Also there were significantly positive relationships between job alienation and deviant workplace behavior. Second, Person-Job Fit and Person-organization Fit had directly no relationships with deviant workplace behavior but had indirect influences mediating effects of job-alienation that is featured as a full mediation variable on this relation. Third, there was no difference between the population by sex on this relation. Finally, based on the results of this study, we present the practical implications and discussion for deviant workplace behavior of Employment of Participants under Social welfare facilities.

• Journal of dental hygiene science
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• v.16 no.1
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• pp.18-25
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• 2016

The purpose of this study was to investigate a reliability and validity of the Korean version for measuring tool the job embeddedness of dental hygienists. The survey was modified and revised to fit into Korean culture. A survey was conducted with 274 dental hygienists in dental clinics. The data was used for the analysis of the study, using PASW Statistics 18.0 and IBM SPSS AMOS 7.0. The factor analysis showed that the job embeddedness of the dental hygienists was composed of three elements, namely 'organization fit', 'job connectivity', and 'personnel relationships'. The validity of the model examined by a confirmatory factor analysis satisfied most of the relevant requirements. All of the factors had the conceptual reliability and variant extracted index above the minimum requirements, ensuring reliability and concentrated validity. The Cronbach's alpha shows a good reliability. In conclusion, it was proven that dental hygienist's job embeddedness measurement tool has high validity and reliability. Further, this study could be used to improve dental hygienist's long term working, and the growth stage of dental clinic.

• Korean Journal of Culture and Social Issue
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• v.11 no.4
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• pp.23-43
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• 2005

The purpose of this study was to investigate the relationship of career indecision, job search behavior, and p-j/p-o fit among college graduates based on sub-scales of career indecision (lack of career information, lack of self-clarity, decisiveness, lack of necessity recognition, external Barrier). This study explored the effect of career indecision on job search behavior and p-j/p-o fit and the effect of job search behavior on p-j/p-o fit in longitudinal method. The main results were as follows: 1) Career indecision had negative effect on job search behavior and p-j/p-o fit. In other words, the higher career indecision level is, the less job search behavior is performed. And the higher career indecision level is, the lower p-j/p-o fit perception is: 2) Career indecision was connected with preparatory job search behavior and informal job search behavior: 3) Decisiveness of career indecision was connected with p-j/p-o fit and lack of self-clarity was connected with p-j fit. 4) Job search behavior was not connected with p-j/p-o fit. Thus job search behavior didn't have prerequisite for mediator between career indecision and p-j/p-o fit. The findings are discussed in terms of the implications for further research.

• Journal of the Korean Data and Information Science Society
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• v.27 no.1
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• pp.143-154
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• 2016

This study was designed to construct and test structural equation modeling on nurses' emotional labor including antecedents and consequences based on the model of Morris and Feldman (1997). A total of 247 nurses working at secondary and tertiary hospitals in three provinces responded the questionnaires. Emotional labor was measured by frequency of emotional labor, attentiveness of required display rules and emotional dissonance. Routineness of job, job autotomy and organizational support were measured as antecedents; and emotional exhaustion, job satisfaction and organizational commitment were included as the consequences of nurses' emotional labor. Data were analyzed by SPSS 21.0 and AMOS 21.0. The model fitness indices for the hypothetical model showed NFI=.94, CFI=.97, and RMSEA=.07. Job autonomy and perceived organizational support had significant effects on emotional labor. The emotional labor influenced positively emotional exhaustion and negatively job satisfaction and organizational commitment. Nurses' emotional labor mediates between job characteristics and nurses' psychologic results indicating more autonomy and support can reduce nurses' emotional labor and then increase their satisfaction and organizational commitment, and decrease emotional exhaustion.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2015.10a
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• pp.221-223
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• 2015

국내 조선소에서 해양플랜트공사 수주가 증가함에도 불구하고 관련 직무종사자들은 전문영어교육을 받지 못하여 직무 진행에 있어서 발주자들과 다양한 분쟁이 발생하고 있다. 따라서 해양플랜트 전문인력 양성 및 직무능력강화를 DACUM(Developing A Curriculum) 직무분석기법을 이용하여 표준해양플랜트 영어교육과정 모델을 개발하여 산업현자에 적합한 교육과정을 제시하고자 한다.

• Journal of Industrial Convergence
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• v.22 no.6
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• pp.41-50
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• 2024

The objective of the study was to explain the effect of job fit on life satisfaction of wage workers and verify the mediating effect of job satisfaction between two variables. For the purpose, 7,202 research subjects were selected from the 23th data of the Korean Labor and Income Panel Study. Selected data was analyzed by various methods including frequency analysis, descriptive statistics analysis, and correlation analysis. Moreover, the mediating effect was verified by applying SPSS Macro Model Number 4 analysis and bootstrapping method. The major findings are as follows. First, job fit of wage workers was shown to enhance their life satisfaction. Second, work satisfaction of wage workers was revealed to play a complete mediating role in the relationship between job fit and life satisfaction of wage workers. On the basis of the results, the various practical programs to increase life satisfaction of wage workers were discussed.

• Korean Security Journal
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• no.39
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• pp.161-183
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• 2014

The job burnout of the private security guards who provide services through contact with customers can affect the overall the private security industry. So the managers need to make efforts to diagnose and evaluate the job burnout and provide continuous provision for the repatriation effect. However, up to the present, the job burnout measure for the private security guards has not been provided, so the objectivity of the information is questionable. For this reason, in order to establish the goodness of fit of the job burnout scale for private security guards based on the contents of the job burnout scale that was being provided to other service employees, this research aims to provide the scale to provide objective information compared with that of the past by applying the Rasch model of the item response theory. To achieve this purpose, the data on 379 private security guards working for the private security guard companies in the Gyeonggi region were collected, and the data were processed to suit the research purpose using SPSS 18.0 and AMOS 18.0, Winsteps programs. Through these research procedures, the following conclusion was obtained. With regard to the private security guards' measure of job burnout, as a result of factor analysis through the collected data, 4 questions were deleted, and as a result of the analysis of the goodness of the fit based on 18 questions, 4 questions were found to be inappropriate questions that did not satisfy the standard value, and the scope of the difficulty level of the questions from - 98 to 1.30 and the response reaction of a 5-point scale were found to suit the final private security guards' job burnout scale. In other words, the conclusion that it is appropriate to measure the private security guards job burnout scale with 3 factors and 13 questions was obtained. So if private security guards companies collect systematic data using the scale established in this research, and practice refresher training accordingly, they can reduce the private security guards' job burnout.

• Culinary science and hospitality research
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• v.16 no.5
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• pp.50-63
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• 2010

The purpose of this study is to investigate the effects of person-organization fit and person-job fit on occupational commitment, organizational commitment and turnover intentions among cooks in the foodservice industry. Data were collected by a total of 210 cooks at restaurants in the Seoul and Kyunggi area. The analysis of AMOS was used to test the causal model. The results indicate that the person-organization fit was positively related to occupational commitment and organizational commitment. The person-job fit was also found to correlate positively with occupational commitment and organizational commitment. Occupational commitment was positively related to turnover intentions while organizational commitment was negatively related to turnover intentions. Implications of the results and limitations of the study were discussed.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.4
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• pp.205-218
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• 2022

A social enterprise is an enterprise that pursues a social purpose with financial resources obtained through its own profit-making activities.. In a rapidly changing market environment, it is becoming increasingly difficult for social enterprises to maintain sustainability. Due to the poor and limited resources of social enterprises, the core competency of human resources is the most important point. In order for social enterprises to maintain their sustainability, it is very urgent to create conditions so that workers can stably commit themselves in their work. Therefore, this study tried to increase the sustainability of social enterprises by empirically analyzing the factors that affect job commitment among workers of social enterprises. As factors affecting job commitment, job fit and organizational justice factors were derived. In addition, the moderating effect of emotional leadership was also analyzed in the relationship between them. For this, a questionnaire survey was conducted on employees of social enterprises and 260 valid samples were used for the analysis. The empirical analysis results were as follows. Job knowledge, job skill, job experience, job desire as sub-factors of job fit, and distributive justice, procedural justice, which were sub-factors of organizational justice, had a significant positive (+) effect on job commitment. The impact of influence was in the order of procedural justice, job experience, job desire, distributive justice, job skill, and job knowledge. On the other hand, the significance of interactional justice was not tested. Emotional leadership was analyzed to play a moderating role between job knowledge, job skill, job desire, distributive justice, procedural justice and job commitment. However, moderating effect were not tested between job experience, interactional justice and job commitment. The results of this empirical study expanded the scope of existing job-related studies by empirically analyzing the factors affecting job commitment within the category of social enterprises at the academic level. At the psychological level, job experience was found to be one of the most important factors among various influencing factors. Significant implications necessary for future training for workers and implementation of various systems were presented.