• Korean Journal of Construction Engineering and Management
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• v.18 no.1
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• pp.65-73
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• 2017

Today, the United States, Europe and other advanced organizations are utilizing the concept of competency-based HR management. Recently, many organizations in Korea are also managing workforces by introducing the concept of job competencies in personnel management. However, in spite of the current trend, domestic human resources management methods for construction managers continues to operate by asking about work experience, licensing, education level, etc. This is a seniority system and it functions separately from an assessment of practical job competencies for the business. Moreover, construction management work has been very fragmented in terms of expertise and capacity depending on the type of management work and project progress. Therefore, it is necessary to develop a competencies management system for each business segment to effectively manage job competencies that reflect the the characteristics of a construction manager' s work. As such, the aim of this study is to analyze human resources management methods pertaining to domestic construction managers and present challenges and limitations in current practices. In particular, factors affecting the job competencies of construction managers are analyzed statistically. The results of this study will be used as the basis for future research into development of a construction manager competency management system.

• 재활복지
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• v.22 no.3
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• pp.93-114
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• 2018

The purpose of this study is to investigate the effect of manager's leadership perceived by the person in charge of cultural arts education of the welfare centers for people with disabilities on the job attitude and performance of the work. For the study, the questionnaire response data of 188 persons responsible for arts and culture education of the welfare centers for people with disabilities were analyzed. The main results of the study are as follows. As a result of analyzing the effect of manager 's leadership on the job attitude, it was found that conditional reward, which is a sub - factor of transformational leadership, intellectual stimulation and transactional leadership, And the exceptional management, which is a subordinate factor of intellectual stimulation and transactional leadership, has a positive effect on organizational commitment. Second, the analysis of the influence of the manager 's leadership perceived by the person in charge of cultural arts education of the welfare centers for people with disabilities on the operational performance showed that the intellectual stimulation, which is a sub - factor of transformational leadership, had a positive effect on the service quality. Therefore, managers should propose specific standards on objectives which organizations should accomplish in order to enhance job attitude and operational performance shown by workers in charge of edudation on cultural art at welfare center for the people with disabilities. If these objectives are accomplished, they need to be encouraged by suggesting financial rewards. In addtion, leadership that spurs constant efforts for addressing problems should be demonstrated.

• Korean Journal of Occupational Health Nursing
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• v.29 no.1
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• pp.8-19
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• 2020

Purpose: To identify the importance and performance levels of health management duties, work-related and general attributes of health managers in medical institutions and analyze their impact on the performance of managing health-care related tasks. Methods: This research identified the performance levels of 150 health managers who have been executing industrial health-related duties for more than six months as nurses in medical institutions with more than 30 hospital beds. The variables which affect their performances were then analyzed. Results: The average importance of health care duties was 8.1 out of 10 and 5.5 for performance levels. Multi-regression analysis on the variables affecting performance levels of health managers in medical institutions showed that health managers exhibit higher numbers under the following conditions: over 300 full-time employees, more than 1 year but less than 3 years of experience, positions above section chief level, affiliation to the safety and health department, and high perception of duty importance. Conclusion: Improved cognizance of health manager importance should occur initially; then, health-care center setup, assigning of exclusive occupational health managers, and organizational efforts to improve the working environment in tandem with the provision of educational training programs to improve work quality are necessary.

• Journal of the Korea Safety Management & Science
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• v.17 no.3
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• pp.1-7
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• 2015

The study conducted questionnaire analysis to 413 industrial safety field employees in order to examine the necessity and validity of industrial safety field's 17th neo-job classification based on National Competency standards(NCS). As a result, 50.1% of industrial safety management field and 43.3% of industrial health management field answered that classification details of occupational safety and health management field are classified by job(duty) performance. Industrial safety management field recognizes that management and engineering section play a significant role in their work, while industrial health management field recognizes worker's health care and work environment management and overall control of work environment assessment to be significant in their work. Furthermore, industrial safety management field recognizes that separating qualification and foundation of 'construction safety manager', 'chemicals(safety and health) manager', '(toxic)risk assessment evaluator or risk factor manager' to be highly significant. The study is meaningful in that it suggests industrial safety field's qualification items practical in industrial sites.

• Journal of the Korea Safety Management & Science
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• v.5 no.1
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• pp.45-56
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• 2003

This study intend to make easy modification, even if there is a new job or structure change, by modularizing program and computerize and automation of production control management used in CIM. Under the condition where manager control production on the job-site, for increasing connection with other operation and management on the computer by monitoring center computer, Recognizing information by computer is needed, it is possible by converting transaction. So production increase and quality improvement are possible by diminishing manager's and producer's work with the result of the study combining POP and CIM, after that, in e-business and m-business period that every enterprise must pass, customer satisfaction and sales promotion are possible with employee's computerizing minds. These study result also can knowledge process condition with theoretical class and have a power in finding a solution with foundation of theoretical knowledge.

• Proceedings of the Korean Information Science Society Conference
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• 2004.10a
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• pp.64-66
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• 2004

현재까지 대부분의 클러스터들은 웹 서비스를 지원하지 않고 있다. 하지만 웹 서비스를 사용하면 서비스 사이의 상호 의존성을 최소한으로 줄일 수 있다 그리고 프로토콜에 얽매이지 않기 때문에 코드 재활용 성 및 확장성이 높아진다는 장정이 있다. 또한 서비스간에는 개발 언어에 상관없이 서비스 개발이 가능하며 이렇게 개발된 서비스간의 통합 역시 용이하기 때문에 클러스터를 구축하는 비용을 줄일 수 있다. 더욱이 클러스터를 윈도우 환경으로 구축할 경우에는 다양한 GUI 도구들과 않은 어플리케이션을 사용할 수 있어서 리눅스를 기반으로 클러스터를 구축할 때 보다 좀 더 쉽게 클러스터를 구축할 수 있다. 따라서 본 논문에서는 윈도우 환경의 컴퓨터들을 서로 연결하여 클러스터를 만들고 웹 서비스를 통하여 작업을 스케쥴링할 수 있는 클러스터 작업 스케쥴러를 설계하고자 한다. 본 논문에서 설계한 클러스터 작업 스케쥴러는 크게 SchedulingClient ClusterJobScheduler와 ResourceManager 3 부분으로 나누어진다. SchedulingClient는 사용자의 작업 정보를 입력받는 사용자용 어플리케이션이고 ClusterJobScheduler는 사용자의 작업 정보를 큐에 저장하고, 스궤쥴링하며, 작업의 결과를 사용자에게 전달하는 웹 서비스 어플리케이션이다. 그리고 ResourceManager는 클러스터를 구성하는 컴퓨터를 관리하는 기능을 한다.

• Korean Journal of Occupational Health Nursing
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• v.17 no.1
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• pp.34-44
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• 2008

Purpose: This study was conducted to find out the effects of self-efficacy on job stress symptoms and coping strategies depending on perceived job stress. Method: The subjects were 447 workers employed in a manufacturing company. Demographic characteristics, self-efficacy, job stress, job stress symptoms and coping strategies were assessed by a self-administered questionnaire. Each envelope to keep the secret sealed completed questionnaires. Result: Job stress and job stress symptoms in workers with a high level of self-efficacy were lower than those of a low level of self-efficacy. Active coping strategies in workers with a high level of self-efficacy group were higher than those of a low level of self-efficacy. In multiple regression analysis, job stress symptoms were significantly higher in increasing job stress, increasing self-efficacy, office workers, manager group and increasing age. Active coping strategies were significantly higher in increasing self-efficacy, increasing career, males and decreasing job stress. Whereas passive coping strategies were significantly higher in females, increasing job stress and increasing self-efficacy. Conclusion: This study suggests that self-efficacy is a significant factor on job stress, job stress symptoms and coping strategies. Therefore, developing a job stress management program to increase self-efficacy and verifying its effects are needed.

• The Korean Journal of Health Service Management
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• v.14 no.2
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• pp.29-40
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• 2020

Objectives: To investigate the effect of authentic leadership and servant leadership on job engagement among hospital employees, focusing on the mediating effect of job crafting and moderated mediating effect of positive psychological capital. Methods : Data were collected from 329 employees working at hospitals through a self-administered questionnaire-based survey. Results : Job crafting had a direct positive effect on job engagement and a mediating effect between the servant leadership and job engagement. Self-efficacy among positive psychological capital had a moderating effect on the relationship between job crafting and job engagement and a moderated mediating effect on the relationship among servant leadership, job crafting, and job engagement. Conclusions : Results imply that manager's authentic leadership and servant leadership is required to instill enthusiasm among hospital employees regarding their job crafting and job engagement. Additionally, development of self-efficacy among employees would lead to the improvement of job engagement.

• Research in Community and Public Health Nursing
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• v.20 no.2
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• pp.152-160
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• 2009

Purpose: The purpose of this study was to analyze service occupation types and to develop training programs for the aged. Methods: This study used descriptive study design. The research process consisted of three stages: first, identified the demand of service manpower for the aged; second, investigated present jobs and education programs in Korea and Japan; and last, developed service jobs and education programs for the aged. Results: Potential users considered "health management" to be the most important area. They thought "providing job" as second most important. According to the result of analyzing Korean policies, there were 9 service occupations in 5domains. So, we derived 10 occupations such as 'daily living manager', 'care manager', 'care worker', 'health manager', 'education specialist', 'leisure manager', 'good manager', 'housing manager', 'financial specialist' and 'retirement consultant' in 5domains as healthcare, leisure, goods, housing and finance. Finally, we developed their tailored training programs. Conclusion: According to this study, there should be various occupations qualified by the government, and training programs should be settled. And healthcare providers must included in developing standardized training programs.

• Korean Journal of Clinical Laboratory Science
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• v.50 no.1
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• pp.54-62
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• 2018

In the 2000's, due to a change in hospital management strategy, the organizational structure shifted from a hierarchical system to a team system. While the hierarchical system is characterized by being activity centered, job title linked, and vertically managed, the team system is characterized by being competency centered, job title segregated, and horizontally managed. The job titles of medical technologist manager was surveyed three times in 1997, 2007, and 2017. It has been confirmed through staff members working at 24 hospitals in more than 500 beds in the metropolitan area. The results of job titles follow are as follow: "Team Leader; Part Leader" 14/24 (59%), "Chief Technologist; Area Head Technologist" 7/24 (29%), and "Chief" 3/24 (12%). The present authors propose an alternative name based on the team system to refine the three job titles currently used by medical technologists. First, the Chief Technologist is unclear if it refers to the Technologist General Manager or Technologist Manager. The Chief Technologist should be changed to "Team Leader". Second, given that Area Head Technologist or Section Chief are on the same position as Head Nurse, we suggest that Area Head Technologist or Section Chief should be changed to "Part Leader". Third, while the organization regulation is marked merely as Department of Laboratory Medicine according to the hierarchical system, it is marked as Laboratory Medicine Team according to the team system. Medical technologists come to have more belongingness, feeling of solidarity, and intimacy under the team system.