• Journal of Korea Entertainment Industry Association
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• v.13 no.7
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• pp.505-519
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• 2019

This study investigated the effects of a client-centered vocational rehabilitation program on vocational basic ability, vocational performance ability, and vocational adjustment ability to improve the job competency of adolescents with cerebral palsy. This study was conducted using a multiple intermittent baseline design between the behaviors of individual research subjects from March 19 to August 27, 2018. The subjects for this study were three adolescents with cerebral palsy who were attending special schools in B County in A Province. The intervention program was performed for 40 minutes every Monday and Wednesday, and the vocational basic ability, vocational performance ability, and vocational adjustment ability of the subjects were measured after each session based on the intervention step. As a result, the client-centered vocational rehabilitation program improved vocational basic ability, vocational performance ability, and vocational adjustment ability required by the targeted job for each subject. Therefore, the client-centered vocational rehabilitation program of this study is proposed as a vocational rehabilitation program because it has had a positive effect on job competency by improving the vocational basic ability, vocational performance ability, and vocational adjustment ability of adolescents with cerebral palsy.

• Research in Community and Public Health Nursing
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• v.10 no.1
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• pp.93-105
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• 1999

Recently, Korean health care industry managers are paying more attention to customer oriented service, the rationalization of business administration, and quality control of service to adjust their business to outer environment since IMF bailout program. They are focusing on the cost reduction through remodeling the size and structure of man power, viz. labor flexibility. Nurses are not free from this juncture and contingent nurses are increasing fast. This article intends to verify the actual condition of two types of contingent nurses -part-time nurses and internship nurses-and to compare their job satisfaction to provide basic resource for efficient management of nurse man power. The concrete goals of this article are; Firstly, to verify the actual condition of their employment. Secondly, to compare their job satisfaction. And Thirdly, to the relation between employment condition and job satisfaction. To accomplish these research goals, a statistical survey was executed, in which 384 questionnaires - 66 for manager nurses, 318 for contingent nurses-were given to nurses working at 66 general hospitals-which have at least 100 beds-in Seoul. Among them, 121 questionnaires-of 28 general hospitals-were returned. Then, the data coded and submitted to mean, standard deviation, T-test, variance analysis (ANOVA), correlation analysis, multiple regression analysis with SAS program. The research results of the contingent nurses are followings: 1. Two types of contingent nurses shows similar age spans: they are mostly 21 - 30 years old and unmarried. But internship nurses have high level of educational career. Part - time nurses spread at general beds, out -patient part, intensive care part, operation part, etc, but internship nurses work mostly at general beds. 2. Two groups shows difference in actual employment condition: average employment career of part -time nurses is 7.0 months but internship nurses' is 2.0 months: average duty-on days per month of part - time nurses are 23.7 days but internship nurses' are 24.8 days. But there are little difference in average working time per day: 7.7 hours for part -time nurses and 0 hours for internship nurses. 3. The average wage per month for part -time nurses is 836,026 won but for internship nurses is 557,428 won-66.7% of part-time nurses'. Both groups are enjoying little additional pay. 4. Both groups are getting job not so much through advertisement of newspaper or hospitals as through acquainted person or college. 5. Both groups show very high level of job satisfaction: 3.2195 for part -time nurses and 3.2881 for internship nurses. But they show very low satisfaction on payment level compared with other categories and two groups show meaningful difference(P<.0001). 6. The multiple regression test reveals the factors related with job satisfaction: wage level, working part(OR or ICU), age, job career, and motive of contingent job-taking('because I can take care of family duties at the same time') influence positively: motive of contingent job-taking('because I can work regularly without alternation') influences negatively.

• Journal of the Korea Convergence Society
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• v.8 no.7
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• pp.113-122
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• 2017

The purpose of this study is to verify trust in supervisor, customer badness behavior have turnover intention influence on job embeddedness. Self-report questionnaire was completed by 188 clinical nurse May 1st to May 30th, 2016. and date analyzed using the IBM SPSS/WIN 21.0 program. As a result, The mean score of trust in supervisor is 3.20 points, customer badness behavior is 2.66 points, job embeddedness is 3.05 points, turnover intention is 3.39 points(out of 5). There were significant positive correlations between job embeddedness and trust in supervisor(r=.57, p<.001) and turnover intention(r=.19, p=.011) and negative correlations between Sacrifice sub-cale of job embeddedness and customer badness behavior(r=-.15, p=.037). The convergence factors with the effect on job embeddedness, trust in supervisor(${\beta}=.471$, p<.001), job satisfaction(${\beta}=.226$, p<.001), turnover intention(${\beta}=-.196$, p<.001), nursing satisfaction(${\beta}=-.169$, p=.005) explained 48.9% of the job embeddedness. therefore, nursing managers have to strategy increasing nurse trust in supervisor and job satisfaction and nursing satisfaction for job embeddedness and plan to lower the turnover intention at the organization level.

• 연구논문집
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• s.33
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• pp.27-38
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• 2003

The object-oriented programming languages are widely used in the modern software engineering. The procedural type FEM codes are still used because it is very hard and cost consuming job to re-code them into object-oriented programs. In this study, a FEM program was newly designed and coded with C++, an object-oriented language. Also a special programming technique, auto-loading technique was developed for open structured program, with which the extension and maintenance can be carried out easily. For example, the additions of element libraries to an existence FEM program do not require any modifications of the program.

• Hwankyungkyoyuk
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• v.19 no.3
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• pp.57-66
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• 2006

This study is purposed to compose systematic and efficient curricula of the courses centered on the duties of forest interpreter. In the first step, the purpose of task analysis is to identify the forest interpreter's duties and tasks. 13 professional were designated as panel, and the task chart was completed via DACUM analysis. The tasks performed by forest interpreter are categorized in the development of specialty, program planning, comprehension on the engaged forest, program development, program execution and program evaluation, which are classified into 59 sub-tasks. In the second step, need analysis is focused on the evaluation of the degree of job importance, the necessity of education based on the results from the task analysis. In consequence, 23 key tasks are determined. In the third step, knowledge, skill, tool, and attitude required for key tasks were analyzed and reorganized into 23 subjects. This study has significance in 3 respects. Firstly, the tasks of forest interpreter are analyzed to define their roles. Secondly, the curricula composed according to the results of task analysis and need analysis allow the realizable and prerequisite subjects within the restricted resources. Finally, this study suggests the curriculum, which shall be the bases for the program planning and operation of a lot of educational organization and institutions.

• Journal of Agricultural Extension & Community Development
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• v.8 no.2
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• pp.159-177
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• 2001

This research aims to clarify what kind of competencies are the source of the competitiveness of an enterprise and the standards for the development of human resources. Its specific objectives are the following; First, to develop methods for examining competencies to carry out one’s job. Second, to draw out the competencies necessary for carrying out the jobs by jobs on the basis of the developed methods. Third, to clarify the competencies commonly needed to carry out all kinds of jobs. This study collected materials for drawing out the competencies needed to perform 21 jobs in six job groups. This was done with the help of a panel of professionals. The process for drawing out the competencies required to perform certain job was designed in six steps. These steps combine classical methods using particular reference groups as well as model methods for particular job competencies. The materials for the R&D job were gathered for three months starting from February 2001. Materials from 20 other jobs were also collected three times from the end of May to the end of October 2001. This was done through workshops with professional groups. The highlights of this study are as follows: 1) The results applying the methods developed for drawing out job competencies to the duties of investigation & research part in R&D job were presented as an example. 2) The job competencies of the company totaled 215 in 21 jobs irrespective of overlapping, which means each job has about 10 competencies on the average. 3) The common job competencies of the whole company totaled eight. namely: competency for collecting information/processing/analyzing, communication competency, presentation competency, competency for utilizing the web, competency for planning projects, competency for solving problems, competency for understanding organization/business/products of the company, and competency for satisfying customers.

• Journal of the Korean Dietetic Association
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• v.21 no.4
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• pp.261-279
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• 2015

This study aimed to investigate the effects of job satisfaction and self-esteem on psychological burnout in dietitians at a geriatric hospital in Busan. The survey was conducted from July 8 to August 31, 2014, and the data were analyzed using the SPSS program. The age group of over 36 years showed higher job satisfaction than the 'Under 25' group. Subjects that worked less than 2 years at their present jobs showed lower job satisfaction in job-itself than the 'Over 4 years' group did, and those who worked less than 1 year showed lower job satisfaction in terms of communication, appraisal compensation, and co-workers than did the other groups. Those who worked in '100~149 bed' hospitals showed higher job satisfaction than those in the 'Under 100 bed' group did. 'Over 200 bed' hospital dietitians showed higher satisfaction in supervision of superiors than did the other groups. Their experience of psychological burnout turned out to be 2.39 out of 5. Psychological burnout had a negative relationship with job satisfaction and self-esteem. Higher emotional exhaustion correlated with lower satisfaction in job-itself, less communication, and less supervision of superiors. Dehumanization correlated with lower satisfaction in job-itself, lower self-esteem, and worse communication, and while decreased personal achievement correlated with lower self-esteem, worse co-workers, lower satisfaction in job-itself, worse appraisal compensation, and worse communication. These results suggest that it would be effective for prevention and management of psychological burnout to mediate factors of job-itself, communication, supervision of superiors, co-worker, and appraisal compensation of dietitians in geriatric hospitals.

• The Journal of the Korea Contents Association
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• v.13 no.11
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• pp.423-432
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• 2013

It is very important to prevent and management negative sides in advance can occur in service transaction as an employee' attitude during service encounter has a decisive effect on customers' service evaluation. Work stress has become one of the most widely studied topics in research, mainly because of its importance to employees' psychological health, which in turn affects service quality and organizational effectiveness. This study aims to explore how social support that hotel employees perceive influence on job stress and job burnout. Data were collected from 355 hotel employees at Deluxe Hotel in Seoul, analyzed using structural equation modeling techniques. The findings are as follows Firstly, social support had a significant influence on job stress. Secondly, social support had a significant influence on job burnout. Thirdly, job stress had a significant influence on job burnout. To reduce job stress and job burnout recognition, self-esteem and motivation, the hotel need to deliver a stronger coaching program. In addition, for an organization to respond flexibly. Finally, the results were discussed in the context of providing the job burnout management for employee.

• Journal of the Korea Society of Computer and Information
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• v.26 no.5
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• pp.69-76
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• 2021

This study was conducted to confirm the relevance of job stress, job satisfaction, organizational communication and turnover intention and to identify the factors that influence turnover intention of dental hygienists. Data were collected from May 2nd to May 17th, 2020, and were conducted for 159 dental hygienists working in dental clinics and clinics. Data were analyzed using IBM SPSS 20.0. As a result of the analysis, there was a positive correlation between turnover intention and job stress, and negative correlation between turnover intention, job satisfaction and organizational communication. After correcting the demographic variables of the subjects, it was found that job stress, job satisfaction, and organizational communication accounted for 35.4% of turnover intention and job stress was found to significantly affect turnover intention. Therefore, it is required to develop and implement a program that helps to reduce job stress that affects job turnover intention.

• Journal of the Korea Fashion and Costume Design Association
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• v.19 no.4
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• pp.75-91
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• 2017

This study investigated how learning motivation affects satisfaction with training and employment services and its performance for participants in government-supported job skill development program of the clothing industry so as to provide fundamental data for developing a training program that fosters professionals and relieves the labor shortage in the clothing industry. 180 copies of questionnaires were statistically analyzed by SPSSWIN 21.0. Most trainees were low-income citizens in their 40s and 50s. They were divided into highly educated or low-educated. The results of the research are as follows: when the trainees were motivated by the goals of getting a certificate or a job, employment service satisfaction levels were influenced meaningfully. Secondly, educational satisfaction levels and occupational ability development also scored highly. Therefore, it is important to strengthen instructors' competency. Instructors must be required to have onsite experience so that they can provide authentic education that can be applied to the work field. The government should establish a compulsory training session for the trainers along with an incentive program so that they can catch up with up-to-date technology and trend. Third, the research shows that supporting business startup and job placement is important. Follow-up management systems should be provided in cooperation with relevant institutions of employment and business startups. Either outsourcing or placement of professional advisors is also needed.