• Journal of the Korea Convergence Society
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• v.8 no.10
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• pp.281-294
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• 2017

The purpose of this study is to analyze the structural relationship between social support and job stress variables affecting the exhaustion of child care teachers. The subjects of this study were 432 child care teachers who were working in child care centers. The collected data were analyzed by setting up a structural equation modeling via SPSS 21. 0 and AMOS 22.0 statistical programs. The main results of this study: first, social support directly affects child care teachers' job stress. Second, social support did not directly affect the burnout of child care teachers but indirect effect. Third, child care teachers' the job stress directly affect on child care teachers' burnout. As a result of the above analysis, it is necessary to strengthen the social support of the members and institutional support of the government.

• Journal of Microbiology and Biotechnology
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• v.18 no.11
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• pp.1826-1835
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• 2008

An autotrophic denitrification reactor (ADR-l) and a heterotrophic denitrification reactor (HDR-2) were operated to remove nitrate and nitrite in an anoxic environment in raw sewage. The $NO_3$-N removal rate of ADR-l was shown to range from 52.8% to 78.7%, which was higher than the $NO_3$-N removal rate of HDR-2. Specific denitrification rates (SDNR) of ADR-l and HDR-2 were 3.0 to 4.0 and 1.1 to $1.2\;mgNO_3$-N/gVSS/h, respectively. From results of restriction fragment length polymorphism (RFLP) of the 16S rRNA gene, Aquaspirillum metamorphum, Alcaligenes defragrans, and Azoarcus sp. were $\beta$-Proteobacteria that are affiliated with denitritying bacteria in the ADR-l. Specifically, Thiobacillus denitrificans was detected as an autotrophic denitrification bacteria. In HDR-2, the $\beta$-Proteobacteria such as Denitritying-Fe-oxidizing bacteria, Alcaligenes defragrans, Acidovorax sp., Azoarcus denitrificans, and Aquaspirillum metamorphum were the main bacteria related to denitrifying bacteria. The $\beta$-and $\alpha$-Proteobacteria were the important bacterial groups in ADR-l, whereas the $\beta$-Proteobacteria were the main bacterial group in HDR-2 based on results of fluorescent in situ hybridization (FISH). The number of Thiobacillus denitrificans increased in ADR-l during the operation period but not in HRD-2. Overall, the data presented here demonstrate that many heterotrophic denitritying bacteria coexisted with autotrophic denitrifying bacteria such as Thiobacillus denitrificans for nitrate removal in ADR-l. On the other hand, only heterotrophic denitritying bacteria were identified as dominant bacterial groups in HDR-2. Our research may provide a foundation for the complete nitrate removal in raw sewage of low-COD concentration under anoxic condition without any external organic carbon or the requirement of post-treatment.

• Journal of the Korea Convergence Society
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• v.8 no.6
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• pp.325-336
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• 2017

In this study to identify a causal relationship between daily stress, ego-resilience and the quality of life of the elderly in long-term care facility, a causal relationship model was set up and path analysis was performed. The data collected from 380 elderly users in private long-term care facilities in Greater Seoul Metropolitan area were analyzed using SPSS 22.0 and AMOS 22.0 to analyze the correlation between daily stress, ego-resilience, and the quality of life of the elderly. The results of this study are as follows; First, daily stress of the elderly showed a negative (-) direct effect on the quality of life. Second, the ego-resilience of the elderly had a positive (+) direct effect on the quality of life. Third, daily stress of the elderly showed a positive (+) direct effect on ego-resilience. Fourth, daily stress of the elderly showed indirect effect and partial mediating effect on the quality of life through ego-resilience. Therefore, in order to improve the quality of life of the elderly, it is necessary to develop programs and institutional support to reduce daily stress and increase ego-resilience.

• The Journal of the Korea Contents Association
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• v.13 no.12
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• pp.974-985
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• 2013

This research aimed to propose policy alternatives on acquisition and retention of SME's R&D personnel through the analysis of the status and problems of SME's R&D personnel. As research methods, literature review, survey analysis, domestic and foreign R&D personnel support system and practices benchmarking, human capital corporate panel (HCCP) and integrated survey DB material analysis, and case investigation by interview were used. The occupational status and problems of SME R&D personnel concerned on the corporate size, HRM practices on satisfaction and HRD problems, talent personnel management and training system status, the core talent management system and R&D personnel management system, and its complaints were organized. As conclusion, we have proposed alternatives on acquisition and retention of R&D personnel focused on the talent management. Suggestions were such as supports on R&D personnel management system and its dissemination, systematic career development programs, and excellency promotion on SME's and R&D talent personnel.

• Proceedings of the Korea Contents Association Conference
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• 2009.05a
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• pp.378-382
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• 2009

The purpose of this study is to design and develop competency based career development system for mid size IT company employees to support HRD(Human Resource Development) & HRM (Human Resource Menagement). Although many researches have been done in terms of employees career and competency development in corporate environment, there are not many cases to analyze mid size companies because small companies have limited number of employees and budget to develop career development system. This study analyzed 55 subjects to analyze their current competency level and job description in two mid size IT companies to design and develop competency based career development system. Three career paths such as R&D, management, and marketing, were common in IT companies and each suitable career development plan was recommended. The results of this study are able to provide self diagnostic competency based career development system for mid size company employees to improve their job performance and administration efficiency as a consequence.

• Journal of the Korea Society of Computer and Information
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• v.23 no.7
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• pp.27-37
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• 2018

Enterprises that don't adapt to the changes can be weeded out, because IT sector is one of the most rapid rate of changes in business. The optimized job education and training are an essential part for the enterprises to handle the advanced and developed technologies, so the needs for the positive investments to the education and training about their employees and transformational leadership have been increased. This study verified how the transformational leadership of representatives in the IT enterprises affects the satisfaction of their ordering agencies as well as the transfer of education and training can be the intermediary role to them. From the results of the statistical analysis about questionnaire survey of 251 IT enterprises, dispatched their employees to public institutions in Ulsan, several significant outcomes are founded as follows. First, the transformational leadership of representative in the IT enterprises influenced the transfer of education and training positively. Second, the transfer of education and training positively affected the satisfaction of ordering agencies. Third, the satisfaction of ordering agencies are also affected from the transformational leadership. Finally, the some roles was influenced by the charisma of transformational leadership, and also, completely, the inspirational motivation and the intellectual stimulation of transformational leadership was affected by the intermediary roles to the satisfaction of ordering agencies. Based on the results of this study, representatives in the IT enterprises can be expected by the positive company results from improving the satisfaction of ordering agencies through the transformational leadership, which allow active investment in education and training about their employees and construction of pragmatic system through the education and training results for the organization, superiors and colleague.

• The Journal of Korean Institute for Practical Engineering Education
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• v.2 no.1
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• pp.115-119
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• 2010

In Korea, there exist around 120 regional innovation centers(RICs) which have been established in many universities since the mid-nineties by Ministry of Knowledge Economy of Korea. These centers aim at higher competitiveness of their local industry by providing it with direct services using expensive testing or manufacturing equipment along with cooperative technology development and well trained work forces. Considering the nationwide importance of human resources development in the key industrial sectors, the RICs naturally should take part of responsibility because the most advanced equipments in each important industrial field have been invested during the last 15 years which amount over 500 million US dollars. In the present study, a brief concept for the industry-oriented human resources development program utilizing the already established RIC infrastructure is proposed.

• Journal of Fisheries and Marine Sciences Education
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• v.29 no.1
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• pp.270-285
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• 2017

This study is about the solution to solve the problem - aging of fisheries worker and exodus of young adult from fisheries. We tried to find out internal improvements which are necessary for overcoming issues. After that, research about inducements and institutional improvements to drive internal improvements has done. and Current policies of Korea for securing workforce in fisheries were examined especially for Gyeongsangnam-do by literature investigation and survey The main purpose of this study is, problems of policy in order to secure Fisheries managers, identify practical obstacle and the activities and management activities performance of training education. and it is to provide evidence to policy improvement. To achieve the purpose of this study, conducted studies are as below. This study is to investigate the educational performance of Fisheries managers and its impact on their business performance using SEM and SEM-Moderate-effect. In terms of the amount of impact on business performance, the level of educational achievement and management activity outcomes had the most impact followed by excellence of educational condition and programs distinction. Therefore, in order to inspire the motivation for learning and communicate the importance of such education to Fisheries communities, there is a need to introduce a variety of methods, professional facilities. The purpose of this research is to define the problems of the Fisheries Census of Korea and to make better policies for improvement. In order to complete the purpose, the research team has firstly conducted a survey in the six regions to reinvestigate the yes or no for accuracy of the primary data related to the Fisheries Census. Moreover, the team has defined the problems of the Fisheries Census through conducting a survey for the experts and users of the fisheries statistics. Also, the team has derived the short/long term improvement of Fisheries Census through out this survey.

• Polymer(Korea)
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• v.38 no.6
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• pp.809-814
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• 2014

An array structure of conducting polymer microtubule was fabricated for an amperometric biosensor. 3,4-Ethylenedioxythiophene (EDOT) was electropolymerized in the microporous template membrane with poly(3,4-ethylenedioxythiophene)/poly(4-styrenesulfonic acid) (PEDOT/PSS) composite as a binder. The array structure can provide enhanced current collecting capability due to large active surface area compared to the macroscopic area of the electrode itself. For a biosensor application, the array electrode was tested for $H_2O_2$ detection and showed very sluggish electrochemical response to $H_2O_2$. To enhance the detection efficiency to the oxidation of $H_2O_2$, gold was treated on the electrode by two different approaches: sputtering and electrochemical deposition. Gold treatment with either method greatly enhanced the sensitivity of the electrode to $H_2O_2$. So, conducting polymer microtubule array with gold treatment was expected to be a sensitive amperometric biosensor system based on the detection of $H_2O_2$.

• The Korean Journal of Franchise Management
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• v.11 no.3
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• pp.27-41
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• 2020

Purpose: This study was conducted for purpose to derive a model of the founding competency of undergraduate students preparing for job creation. We want to support undergraduate students who are preparing to start a job creation so that they can successfully start a job creation. In Korea, research on entrepreneurship competency has been actively conducted for a variety of subjects including undergraduate students, but research on job creation competency is insufficient. To this end, we intend to contribute to the success of undergraduate students preparing for job creation by deriving a job competency model. Research design, data, and methodology: In order to derive job creation competency, interviews were conducted with best practices in the job creation activity process, and the job creation competency was derived using Spencer and Spencer's competency model development process and competency dictionary. Result: The derived competencies were further supplemented through the verification of job creation experts and HRD experts, and a total of 3 competency groups, 13 competences, and 44 specific actions were derived. The derived job creation competency model is significant in that it is an initial study that attempts to develop job creation competency, that it can be a reference point for developing curriculum for undergraduate students preparing for job creation, and that they have developed a competency model in the new field of job creation. However, despite this significance, there are some limitations. First, the derived competency model did not perform validity verification using quantitative research. Second, the difference analysis between the excellent group and the average group was not conducted. Third, the level of behaviors could not be staged. Lastly, it was not possible to compare it with the competency of franchisor and job creation for undergraduate student competency. Therefore, it is necessary to upgrade the job creation competency model by conducting follow-up studies. The following is suggested as a follow-up study. First, verification of the validity of job creation competency, and second, a comparative study of excellent cases and average group. Third, a study on the level of action level of job creation competency. Lastly, it is a comparative study of job creation competency and the competency of franchise affiliates.