• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.7
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• pp.133-144
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• 2019

The purpose of this study is to analyze the difference in perceptions of job applicants on core competency in the recruitment environment based on National Competence Standards(NCS), and also to obtain information relating to the seeking of employment and employment education plans. A survey and paired t-test were conducted on 355 job applicants of vocational colleges and four-year universities. Through these applicants, the difference between the current level and level of importance dependent on areas of core competency was analyzed. In addition, IPA analysis was conducted in order to confirm the educational necessity in this area. As a result, there were significant differences between the current level and level of importance in all 10 areas. IPA analysis confirmed that educational needs are prioritized. As a result, it was found that the areas which should be strengthened in both groups were interpersonal ability, communication ability, numerical ability, problem solving ability, and self-development ability. The area recognized as being in 'a state of excess' was resource management ability. As a result of checking the necessity levels of the two groups, it was found that job applicants of vocational colleges had to strengthen their problem solving ability, and the applicants of four-year universities had to intensify their communication ability, interpersonal ability, and information ability.

• Journal of Fashion Business
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• v.19 no.5
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• pp.188-198
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• 2015

This study analyzed the qualifications necessary and manpower required in the Jeju nail art and make-up industry. We aimed to investigate the relationship between NCS education and national technical qualifications. For this study, 164 participants were given a questionnaire, and the collected data were analyzed via frequency analysis and multiple regression analysis using SPSS Ver. 18.0. The results of this study are as follows: 1. Matching job seekers with available positions was more difficult in nail art businesses than in makeup businesses. The main routes by which practitioners found jobs were Internet job sites and acquaintances. In addition, experience was the first consideration in hiring employees. 2. Those in high positions had less intention of employing students who had received NCS education, than those in lower positions. Intention to employ NCS graduates was high in businesses that found their employees through Internet job sites, vocational training institutes, acquaintances, or colleagues. Nail art workers prioritized NCS educational units in the following order: nail care, nail shop hygiene, gel nails, cosmetic nail removal, and tips/wraps. Makeup workers had the following priorities: basic makeup, wedding makeup, makeup shop safety, and hygiene management. They also mentioned basic occupational skills such as communication skills, interpersonal skills, and problem solving skills. Moreover, the new national licensing system was found to reflect competency in the most important skill sets.

• Journal of Fisheries and Marine Sciences Education
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• v.26 no.3
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• pp.627-638
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• 2014

The aims of this study are to analysis the elements associated with a occupational basic competencies of fisheries and maritime high school students. Fisheries & maritime key competencies were defined as the abilities that include the essential knowledge, skills, attitude, and experiences required for the workforce on the fisheries and maritime job condition. This research collected preliminary data from 177 fisheries & maritime high school teachers. Data were analyzed to obtain item quality, reliability and validity analysis. The results of the study were as follows; First, largely, fisheris & maritime key competencies were divided into two parts; basic vocational skills and fisheries-maritime job skills. Second, fisheries & maritime key competencies were consisted of communicative competence, numeracy skills, thinking skills, English communication skills, self-management skills, interpersonal competency, selection & application of alternative, marine technology & information skills, marine consciousness and maritime professional ethics. Third, each key competency consisted of 2-9 sub-competencies.

• Journal of Intelligence and Information Systems
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• v.26 no.4
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• pp.149-171
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• 2020

The period at university is to make decision about getting an actual job. As our society develops rapidly and highly, jobs are diversified, subdivided, and specialized, and students' job preparation period is also getting longer and longer. This study analyzed the log data of college students to see how the various activities that college students experience inside and outside of school might have influences on employment. For this experiment, students' various activities were systematically classified, recorded as an activity data and were divided into six core competencies (Job reinforcement competency, Leadership & teamwork competency, Globalization competency, Organizational commitment competency, Job exploration competency, and Autonomous implementation competency). The effect of the six competency levels on the employment status (employed group, unemployed group) was analyzed. As a result of the analysis, it was confirmed that the difference in level between the employed group and the unemployed group was significant for all of the six competencies, so it was possible to infer that the activities at the school are significant for employment. Next, in order to analyze the impact of the six competencies on the qualitative performance of employment, we had ANOVA analysis after dividing the each competency level into 2 groups (low and high group), and creating 6 groups by the range of first annual salary. Students with high levels of globalization capability, job search capability, and autonomous implementation capability were also found to belong to a higher annual salary group. The theoretical contributions of this study are as follows. First, it connects the competencies that can be extracted from the school experience with the competencies in the Human Resource Management field and adds job search competencies and autonomous implementation competencies which are required for university students to have their own successful career & life. Second, we have conducted this analysis with the competency data measured form actual activity and result data collected from the interview and research. Third, it analyzed not only quantitative performance (employment rate) but also qualitative performance (annual salary level). The practical use of this study is as follows. First, it can be a guide when establishing career development plans for college students. It is necessary to prepare for a job that can express one's strengths based on an analysis of the world of work and job, rather than having a no-strategy, unbalanced, or accumulating excessive specifications competition. Second, the person in charge of experience design for college students, at an organizations such as schools, businesses, local governments, and governments, can refer to the six competencies suggested in this study to for the user-useful experiences design that may motivate more participation. By doing so, one event may bring mutual benefits for both event designers and students. Third, in the era of digital transformation, the government's policy manager who envisions the balanced development of the country can make a policy in the direction of achieving the curiosity and energy of college students together with the balanced development of the country. A lot of manpower is required to start up novel platform services that have not existed before or to digitize existing analog products, services and corporate culture. The activities of current digital-generation-college-students are not only catalysts in all industries, but also for very benefit and necessary for college students by themselves for their own successful career development.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.8
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• pp.3460-3469
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• 2012

The purpose of this paper is to find the factors that affect on the job involvement of S/W developer in the small and medium IT companies. We suggested structural model with two mediating variables, role conflicts and attitude of workers. The model considered job competency(job knowledge, technological competences, and communication skill) as independent variables which affect on the mediating variables directly and final dependent variable indirectly. The hypotheses tests showed that the job knowledge affected negatively on the role conflicts as the hypothesis assumed, but technological competences affected positively(reserve direction) on the role conflicts. This finding means that the more he/she has good job skill and technologies, the more does he required to do many things in the organization. The results of path analysis showed that attitude of workers mediated between the role conflicts and job involvement significantly. We concluded that although the workers are suffered from the role conflicts, it could be mitigated by their job knowledge and the favorite attitude toward their job, and finally they could more involve in their job.

• Journal of Practical Engineering Education
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• v.13 no.2
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• pp.421-433
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• 2021

This study examined performance-related competencies for vocational training teachers and development process of Competency-Based Curriculum(CBC). Based on literature review of competencies, education and training of vocational training teachers, we developed competency modeling integrating job analysis, Behavioral Event Interview for vocational training teachers and Competency Dictionary and analyzed validity of competency modeling and competency need and proposed education and training program across competencies and training module. Finally we proposed necessary operating and management methods to effectively develop competencies for vocational training teachers using CBC.

• Journal of Korean Public Health Nursing
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• v.36 no.2
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• pp.184-195
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• 2022

The purposes of this study were to identify factors of institution-level 6-month quit rates and job satisfaction of counselors in smoking cessation clinics of community health centers. The study was a mixed-method study including descriptive study and secondary data analysis and the data collection period was April 3, 2020, to October 31, 2020. Data were collected using a self-report survey with counselor representatives in 267 smoking cessation clinics in the nation. Part of the data regarding institutional and community characteristics was obtained from the national database. Most survey respondents were middle-aged 42.4±9.2 years old women (96%). The institutional level of 6-month quit rates was 35.3±0.1%, and the job satisfaction of survey respondents was 7.4±1.7/10 on average. Work competency was the only statistically significant contributor of both institution-level 6 month quit rate (aOR=3.57, 95% CI=1.65, 7.74, p=.001) and job satisfaction of counselors (aOR=4.64, 95% CI=2.01 10.74, p<.001). More studies are needed on the work competency of smoking cessation counselors and the development of interventions to improve their competency.

• Journal of vocational education research
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• v.37 no.4
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• pp.23-44
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• 2018

The purpose of the study was to examine the vocational competency of students enrolled in vocational high schools including specialized vocational high school and meister vocational high school, and vocation program of general high school. We analyzed their vocational competency, based upon the vocational competency data of KCCI (Korea Chamber of Commerce & Industry). The results were as follow. First, latent profiles of subjects were categorized into four folds: general cognition-low adaption, cognition adaption general, pursuit of job adaption, low cognition-job mal-adaption. Each percentage of four groups was 39%, 30%, 11%, and 20%. Second, mainly, specialized vocational high school pattern is matched with vocational high schools' pattern. However, the cognitive competency of students in meister vocational high school was higher than that of student in vocation program of general high school. Third, latent profile group was clarified in terms of non-cognition aspect. Fourth, The higher the job adaption is, the higher the career decision level. We suggested some policy implications for improve the vocational competency.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.6
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• pp.2889-2897
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• 2013

The purpose of this study was to analyze dental technician's individual competency and organizational commitment level and to examine its correlation. 200 dental technicians in Seoul, Incheon, and Chunchungnamdo area were selected. Survey was carried out from April 28, 2012 to May 25, 2012 by using self-administered questionnaire. As for the tools for this study, the structured questionnaire was used with its proven reliability and feasibility, and the contents of questionnaire consisted of 46 questions on the basis of related references. The subjects completed questionnaire regarding general characteristics, individual competency and organizational commitment. The data analysis was processed by computerized system with SPSS 18.0. Statistical analysis techniques included frequency, percentage, T-test, F-test analysis and regression analysis. As a result of analyzing the research subjects' individual competency level, there was significant difference in the item of age, marital status, residence area, carrier, job position, education(P<0.05). The average in the individual competency was indicated to be high with 3.68. As a result of analyzing the research subjects' organizational commitment level, there was difference in the item of gender, age, marital status, residence area, carrier, job position, education(P<0.05). The average of organizational commitment was indicated to be high with 3.46. Correlation between individual competency and organizational commitment, most of variables were indicated to have correlation, thereby having been shown that the more individual competency leads to the more organizational commitment.

• Journal of dental hygiene science
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• v.17 no.2
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• pp.142-149
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• 2017

This study targeted 123 dental hygienists working at the university and dental hospital as well as the dental clinic in Busan. The study ran for 5 months beginning July 23, 2016. The purpose of the study was to understand the relationship between core competencies and job performance for dental hygienists. The major core competencies of dental hygienists were interpersonal relation competency (3.61) was the highest, followed by management and educational competency (3.59), organizational relation competency (3.57), and basic dental hygiene management competency (3.56). Regarding the subjects' job performance, 'the task requested by a boss could be finished by the deadline' (3.93) was the highest, followed by 'there has been no case where others were harmed owing to carelessness' (3.76). 'The performance exceeding the targets set by the boss' (3.11) was relatively low. The group working for dental hospitals showed higher job performance than the group working for dental clinics (p=0.009) while there were high correlations between core competencies and job performance (p=0.733). Also, analysis for understanding relevant variables of core competencies that affected job performance revealed that the interpersonal relation competency (p=0.25), self-control competency (p=0.32), and basic dental hygiene competency (p=0.15) were significant. In summary, reinforcement of the dental hygienists' core competencies has a positive effect on job performance. Improved job performance in turn should improve patient care as well as the performance of the healthcare organization overall which will be eventually helpful to the provision of high-quality medical service to patients, and helpful for the hospital organization Helpful in making their performance better. Therefore, it would be necessary to establish administrative/educational support to facilitate dental hygiene education to develop major competencies and vocational basic abilities, as well as reinforce diverse competency educational programs for the current dental hygienists.