• Industry Promotion Research
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• v.1 no.1
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• pp.13-18
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• 2016

This study verified the effect of the application of National Competency Standard on job involvement. The study results showed that the application of National Competency Standard significantly affected Organizational Commitment(${\beta}=.583$, p<.001) and Job Performanc(${\beta}=.366$, p<.01). Spcecifically, the application of National Competency Standard in hiring process and developing ability significantly affected Organizational Commitment(p<.001), and the application of National Competency Standard in developing ability significantly affected Job Performance(p<.05). This study proved the validity and effectiveness of adopting National Competency Standard in human resource management by confirming the effect of the application of National Competency Standard on job involvement.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.3
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• pp.425-444
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• 1999

The purpose of this study is to survey evaluation of the nurse on the current Performance Appraisal System. the need for future performance of the nurse and the opinions about the job rotation, and suggest the direction of improvement by obtaining basic data to improve personnel management of the nurse in a hosipial, the subject of the investigation. The study was conducted self-reporting questionniare survey of 330 nurses working at C hospital located in Chonbuk Province and the data was collected from May 4. 1999 through May 14. The research used measuring instrument developed by researcher for evalution about the present performance appraisal. the need for the future performanc appraisal system and the opinion of job rotaion. The analysis of the collected data was computerized using SPSS/PC+ program, calculated frequency, percentage, the mean and standard deviation and used Pearson, s Correlation Coefficients, t-test, chi- square test. Major findings are as follows. 1) As for the purpose of the current performanc appraisal, the appraiser recognized it as a security of promotion standard, while the employee saw it as a means for control as guidance and supervison of work. 2) With regard to use the result of the present performance appraisal, appraiser picked ambiguous appraisal standard, employees recognized unilateral evaluation of superior eliminated the participation of them as the highest priority. 3) In relation to the current criteria for promotion of the nurse, both appraisers and employees placed more weight on the length of clinical than performance appraisal score. 4) There is much possibility of the appraiser making an error to evaluate considering the length of performance appraisal. 5) Both appraisers and employees indicated that prospective result of performance appraisal should be used for the ability development & motivation of the individual. 6) Concerning employee's participation for performance appraisal both sides wanted by far more participation. 7) Regarding the most ideal appraisal method, both parties favored most the way added up the evaluation of the head nurse and peer review and followed by the manner the revaluation of the head nurse by considering self-evaluation. 8) As to the individual interview after the appraisal, more than 60% of appraisers responded it's not necessary, while above 88.5% of employees answered it is essential so that it is showed significantly difference between the appraisers and the employees. 9) As far as open of the evaluation result is concerned. 75% of the appraiser were against it but 80% of the employee were for it so that it showed significantly between them. The most principal reason that the employee want is that it motivates the individual's ability development and the fairness of the appraisal increases. 10) Whether the periodical rotation is necessary or not, 80% of appraisers and employees answered it's necessary, however, over 70% of them did not want the rotation. 11) Work-group Cohesiveness level within the nursing unit was attentive different from desire of the rotation, that is, the work group cohesiveness level of nurses wanting rotation was significantly lower than that of the group not desiring it.

• Journal of Convergence for Information Technology
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• v.12 no.4
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• pp.316-327
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• 2022

This study empirically analyzed the effects of beauty service training on customer orientation and job performance of beauty industry workers. First, as a result of the study, there were differences in service training, customer orientation, and job performance according to general characteristics, and service training showed significant differences in age, highest level of education, work experience, and number of employees, job performance in age, work experience, and number of employees, and job performance in age, academic background, work experience, and number of employees. Secondly, it was identified that service training makes a significant effect on customer orientation, the factor that makes the greatest effect on customer orientation among sub-factors of service training is educational content, and it can be seen that customer orientation increases when educational content, educational instructor, and educational environment are higher. Thirdly, it was identified that service training and customer orientation make a significant effect on job performance. hese research results show that the better the educational environment, instructor, and educational content of beauty industry workers, the higher the customer-oriented service, leading to the creation of loyal customers and can improve job performance as well.