• Journal of the Korea Convergence Society
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• v.12 no.7
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• pp.83-92
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• 2021

The purpose of this study is to explore the perception to Technical Vocational Education and Training (TVET) and General Higher Education (GHE) of students, teachers and TVET institutes' directors in Cambodia. As a research method, the study conducted the focus group discussions at Regional Technical Centers in the five representative regions from May to June in 2019. The result was TVET graduates have better chance with linkage in the labour market than GHE graduates through skill-focused curriculum and public private partnership between institutions and enterprises in Cambodia. The study recommend to implement a national strategy to improve the status and awareness of technical skills related jobs and the career pathways for the technical skill level courses.

• 대한공업교육학회지
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• v.41 no.2
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• pp.1-23
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• 2016

This study was conducted to analyze the effect Meister high school students' career maturity with respect to the impact on school maladjustment. Also, this study clarify the relationship. This study purpose is to permanently provide Meister as the basis for the vocational education sector career education needed to faithfully serve as a special purpose high schools. Tools used for the survey is maladaptive measurement tools developed by Leegyumi (2004) and Career maturity measurement tools developed at Korea Research Institute for Vocational Education and Training (2012). Using these tools, a reliability test was conducted. Meister students' career maturity was conducted correlation analysis and multiple regression analysis to analyze the impact of school maladjustment. Independent variables are consisted of career maturity and independence, attitude toward the job, planning, self-understanding, rational decision-making, information retrieval, knowledge of the desired job, career exploration and ready for action. Meister high school student's career maturity according to the students' background variables are little girls was higher than boys, but it was not statistically significant. T-test was conducted to ascertain the career maturity and school maladjustment differences of adaptation groups and maladaptive group in meister school students in background variables. A career maturity and school maladjustment between adaptive and maladaptive population groups showed a statistically significant difference in background variables.

• Korean Journal of Occupational Health Nursing
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• v.6 no.2
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• pp.128-135
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• 1997

This study was carried out to describe the relationship between food habit and gastric symptom. Five hundreds ten women working more than 6 months were chosen for samples among the residents in Seoul and Kyungki provinces. This survey was done by questionnaire from the 5th September to the 5th October 1996. The results was followed : 1. The average score of the food habit in the career women was 9.6 among the total score. 20 2. The food habit of the career women appeared worse to whom were younger, single, and having loss educational backgrounded and living apart from family, When the average score of food habit was compared between groups, nurses group was lower than the other group, and shift workers. 3. The average score of gastric symptom was 8.1 among the total score 30. 4. The average gastric symptom score of the career women was resulted in less high among the younger, single, technical college graduated and living separately from the family. In the group comparison, the nurse group showed higher score than teachers and shift worker group showed higher score than nonshift worker. 5. There were negative correlation between food habit and gastric symptom. From the research point of view, the food habit of career women resulted differently depending on their occupations and invidual characteristics. Therefore, education and guidence for appropriate ate diet and food habit will be considered as necessary for health of the working women.

• Journal of Korean Society for Quality Management
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• v.37 no.4
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• pp.61-70
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• 2009

This paper introduces quantitative tools for evaluating the relative efficiency of Career & Counseling Jobs in universities. As tools, it uses Data Envelopment Analysis (DEA) developed by Charnes and Cooper. It finally selects 29 DMUs which are listed on the Ministry Of Education, Science And Technology(http://academyinfo.go.kr). We measures the technical efficiency of each DMU with the use of DEA-CRS, rather then DEA-VRS because DEA-CRS not only compares relative efficiencies but also implicitly considers economies of scale based on the assumption of linearity. We run a linear programming model Frontier Analyst Program for the estimation of the relative efficiencies of each DMU. The model also indicates the precise amount of inefficiencies for each input, which mean how much inputs are wasted for a given output and how much the university is inefficiently operated. This analysis helps to give guideline for the organization to construct a futureoriented operational strategy and also to show clear picture of contents of mismanagement for the past. The details of mismanagement are to be identified, analysed and finally corrected.

• Journal of The Korean Association of Information Education
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• v.20 no.3
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• pp.273-282
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• 2016

The new STEAM program suggested in this paper aims at helping students to have interest in information security engineering experts and to design their career creatively through the project on future promising career. The program was designed to help teachers and students understand the jobs and capabilities required for information security experts through direction and execution of the information security expert project. Teaching tools of information security through simulation hacking play activities based on hexagon cell is designed to provide students with the chance to indirectly experience the job of a computer security expert through an unplugged education. Because the content of cyber security is unfamiliar and difficult to understand, the program is designed to allow students to access the key principle of the job, rather than to describe the technical part. Using this program, students will be able to communicate with each other to solve the problems, to have interest in computer security experts, and to design their careers in a creative manner.

• Journal of Engineering Education Research
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• v.15 no.3
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• pp.59-65
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• 2012

The skill that meets the intellectual and technical requirements in workplace is called hard skill. The counter part of it is 'softskills' which enhances an individual's interactions, job performance and career prospects. It becomes more necessary skill as society changes. In this paper we first show the demand for the softskill improvement education for engineering major students. Then we introduce a 'softskill improvement education' program developed by the "Center for innovative engineering education" in a University. The contents of the program are chosen by the needs of society, companies that hire our students, ABEEK educational objectives and consulting from professors. To improve the skills we used various activities as tools which are mentioned and introduced. The evaluation of the program results are discussed. We suggest some ways to improve the program.

• Journal of Information Technology Services
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• v.22 no.6
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• pp.71-86
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• 2023

The rapid change in industry and the technological gap give rise to social demand for upskilling and reskilling and spread of alternative education. Against this backdrop, digital certification and career management tools can be used to manage various types of learning activities comprehensively. Digital badges provide various kinds of history information related to individual learning, and the reliability and transparency of the issued information can be strengthened by applying blockchain technology. There have been various discussions about digital badges for a long time, but due to the lack of standards to support the issuance and distribution of digital badges, they have been partially used in some areas. However, interest in digital badges is increasing due to the development of related technologies, establishment of standards, paradigm changes in higher education, and government policies related to nurturing digital talent. This paper deals with the use of digital badges for efficient and transparent learning management and career management in an online learning environment. The researcher analyzes the technical characteristics and use cases of digital badges, and proposes a plan for use in online higher education based on them.

• Journal of Korean society of Dental Hygiene
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• v.11 no.1
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• pp.59-68
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• 2011

Objectives : To investigate the knowledge and recognition level of fluorine by teaching career among class teachers, who are primarily responsible for oral health education, despite lack of expertise in oral health, by playing a model role for students through continuous contacts with them, and provide basic elementary data about accurate knowledge and how to correctly use fluorine remarkably effective in preventing dental caries. Methods : A self-administered survey was conducted with 539 teachers at 21 elementary schools in Jinhae City from September 1 to October 15, 2010, drawing the following conclusions. Results : 1. As for the channel for acquiring knowledge of oral health, the highest frequency was found in health programs for respondents with less than 9 years of career, in dental clinics for those with 20 to 29 years of career, and in PR booklets for those with 10 to 19 years and 30 years and longer of career. 2. Use of fluorine-containing toothpaste and fluorine spread is very effective and effective in preventing dental caries got 64.9%, 72.2%, 72.3%, 77.7% and 54.0%, 63.1%, 62.2%, 69.7%, respectively, among elementary school teachers with less than 9 years, 10 to 19 years, 20 to 29 years, and 30 years and longer of career. 3. Intake of fluoride and toothbrushing with fluoric solution is very effective and effective in preventing dental caries got 33.3%, 40.1%, 39.5%, 55.3% and 50.0%, 54.9%, 48.8%, 69.7%, respectively, among elementary school teachers with less than 9 years, 10 to 19 years, 20 to 29 years, and 30 years and longer of career. 4. Use of fluoric tablets is very effective and effective in preventing dental caries got 32.9%, 36.0%, 36.1%, 47.3%, respectively, among elementary school teachers with less than 9 years, 10 to 19 years, 20 to 29 years, and 30 years and longer of career. 5. Most of the elementary school teachers knew the fact that fluorine increases dental resistance to cavity and prevents bacterial growth but gave incorrect responses to properties of becoming basic nutrients or inducing recalcification. Conclusions : Various types of application of fluorine during the elementary-level childhood experiencing the most frequent dental caries will be very useful in improving oral health in the future. It is necessary to enable class teachers to get correct recognition of fluorine through supplementary and job training based on technical knowledge and various educational materials so that they, who are directly responsible for health management through continuous contacts with students, can understand how to correctly use fluorine and get accurate knowledge.

• Proceedings of the Technology Innovation Conference
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• 1997.07a
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• pp.57-82
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• 1997

This paper empirically examines various personal characteristics and preferences of HRM (Human Resorce Mamagement) systems using data from 968 R&D professionals in 9 private R&D organizations. It identifies different patterns of reward and career development needs associated with 4 types of R&D professionals, who are categorized by personal characteristics: personality and attitude. A productive leader type shows active personal traits (which encompass high scores of need for achievement, risk-taking propensity, tolerance for ambiguity, and self-efficacy) and positive attitudes (which include high scores of job satisfaction, organizational commitment, and low scores of turnover intention), while a cynical bystander type exhibits passive personal traits and negative attitudes toward a job. A passive adapter, who has passive personal characteristics but positive attitudes, and a frustrated champion, who is active in personality but negative in current job attitude, lie in between them. The results reveal that: 1) These four different types of R&D professionals show differences in their education, age and tenure level, and technical performance. 2) They have different career orientations and problem solving styles. 3) They also exhibit different preferences in performance appraisal criteria and rater, and reward structures. Based on these findings, this study suggests a contingent type of human resource management in terms of selection and staffing of R&D professionals, performance appraisal, incentive systems, and career development plans.

• Proceedings of the Technology Innovation Conference
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• 1999.06a
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• pp.140-174
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• 1999

This study proposed the model of research describing the positive impact of fitness between career orientations and reward systems on the performance of R&D professionals. To prove the propositions of the model, a questionnaire survey was conducted 204 professionals in 19 R&D research institutes related with electronics and communication industries provided answers for the questionnaire. The results of the survey were summarized in the following. 1) Career orientations of R&D professionals can be categorized into three dimensions : managerial, technical/professional, and project orientation. 2) The rewards consist of four dimensions : financial, social status, job content, and professional reward. 3) The age and tenure of R&D professionals has the negative impact on the project orientation. 4) The education level of R&D professionals has the positive impact on the professional orientation. 5) The sex was found as insignificant variable career orientation. 6) The person with strong prefers social status rewards to other rewards, the professional orientation is prefer to professional rewards, and the project orientation is prefer to job content rewards. 7) For the professionals with professional and project orientation, the congruence with each reward delivered positive impact on job satisfaction, job involvement, and organizational commitment. However it created negative impact on turnover intention and job stress.