• Korean Journal of Occupational Health Nursing
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• v.20 no.2
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• pp.153-162
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• 2011

Purpose: The purpose of this study is to investigate the impact of job stress, self-efficacy and empowerment of 119 Emergency medical technicians in Jeollanam-do. Methods: This study used the data collected from 346 respondents working for first aid in a fire station. To answer research questions, this study employed frequency analysis, reliability test, F (t)-test, ANOVA, Scheffe' post-hoc test, and multiple-regression analysis. Results: In terms of demographic characteristics, marital status and age had significant impact on job stress, but sex and education did not. In terms of job characteristics, first placement, rank, and tenure made significant difference on job stress, whereas certificate, department, and area did not. These results address that general characteristics, self-efficacy and job stress are critical variables on empowerment. Conclusion: From the research findings, it is concluded that fire fighters' job stress can be reduced if professional development programs are given to them, which is likely to provide better public services such as first aids and welfare, as well as to increase job satisfaction.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.1
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• pp.113-121
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• 2014

To improve management performance, medical institutions have great attentions to selecting the good employee. Through job placement, recruited employee performing a given task, previous studies have lack of research, how job environment affects the individual perception of job ability and individual performance. Therefore, targeting at the health care professional employees who work in the hospital, 134 questionnaire data collected, this study performed an empirical study on the relationship between person-job fit, self-efficacy and individual performance. Specifically, mediating effect of self-efficacy between person-job fit and individual performance was verified. The results indicate that first, person-job fit appeared to affect significantly to the sub-factor of self-efficacy (self-adjustment, confidence, goal-difficulty). Second, among the self-efficacy sub-factor, self-adjustment, confidence appeared to influence to the individual performance. Third, self-adjustment was fully mediated between person-job fit and individual performance and confidence was partially mediated between person-job fit and individual performance. These findings have the theoretical implications that self-efficacy studies are expanded to environmental factors and practical implications and study's limitations are discussed in terms of hospital organization's human resource management.

• 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.

• Journal of the Korean Society of Physical Medicine
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• v.13 no.2
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• pp.97-107
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• 2018

PURPOSE: This study investigated the job-centered curriculum in the Department of Physiotherapy at the University of Brighton, England, to examine NCS (national competency standards) curriculum in physiotherapy. METHODS: The researcher visited the University of Brighton from September 2015 to May 2016 and conducted interviews with faculty members. Data were collected through the university's website and the Chartered Society of Physiotherapy. RESULTS: The undergraduate program is a three-year program and with a module system. There is a course leader for each module. Each grade requires 120 credits (10 hours per credit) and credit hours can be earned through lectures, tutorials, practical sessions, self-directed e-learning, group work, inter-professional classes, and seminars. Clinical placement is carried out six times during 3 years, for a total of 32 weeks, 35 hours per week, 1120 hours in total. Students are enrolled as a student members of the Chartered Society of Physiotherapy and are covered by professional liability insurance during clinical placement. The Center for Teaching and Learning holds regular workshops to discuss curriculum and module design, conduct course reviews, and review student assessment and feedback. All courses at the university must be approved, monitored annually, and re-approved every 5 years. CONCLUSION: This study can contribute to the development and operation of the NCS physiotherapy curriculum, as well as to the development of modules and assessment tools related to the application of this curriculum.

• The Journal of the Korea Contents Association
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• v.15 no.12
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• pp.504-516
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• 2015

The purpose of this study is to find out subjective perception types and needs of interested group on the Field Placement on Demand of Gwangyang Bay Area Industry by Q methodology, then to search for political measures to improve Field Placement in the implication of the sorted subjective perception types. The result of the study showed that there are three major sorts of subjectivities on the Field Placement Activation Plan on Demand of Gwangyang Bay Area Industry: emphasizes indusrty-college cooperation(Type1), emphasizes industry demand analysis(Type2), emphasizes field-centered education(Type3). And a new study showed that results can improve Field Placement on Demand of Gwangyang Bay Area Industry: positive industry-college partnership building, manpower training total support system building by manpower demand analysis and the situation of local industry, building the infrastructure for the training on demand of local industry on-the-job, trasition into field-centered education system by national competency standards(NCS).

• Research in Community and Public Health Nursing
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• v.12 no.3
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• pp.661-669
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• 2001

Purpose: This study was carried out to investigate the difference in job satisfaction and marital satisfaction by gender and to explore the influences of demographic status. employment characteristics. and job satisfaction/marital satisfaction on each type of satisfaction. Method: Social statistics survey data collected by National Statistical Office in 1998 were used for the secondary analysis in the study. Job satisfaction was measured by questionnaires, which consisted of 12 items such as task, promotion, placement, wage, benefits, future in the work, working environment, human relationship. and working hours. And marital satisfaction was collected by questionnaires which consisted of 7 items, including satisfaction with general family life, relationship with their own parent and parent-in-law, relationship with brothers and sisters, relationship with their children, and economic living status. These are measured by 5-point Likert scale. Result: The results show that more than 60% of women were working as part-time employees. Their education levels were lower than men. Men were satisfied significantly more in their jobs than women. Men also had higher marital satisfaction. The employment status had the most important factor on the job satisfaction. and the marital satisfaction was the second important factor among women and men. As for the age, while older men showed higher job satisfaction, younger women showed higher job satisfaction, 28.04% of the variance in the job satisfaction for men and 33.86% for women were accounted for by the following variables: the younger age. the higher education. job satisfaction, and the higher marital satisfaction, 22.15% of the variance in the marital satisfaction for men and 21.19% for women were accounted for by these variables. Conclusion: The results of this study showed that there were differences in job satisfaction and marital satisfaction between genders, and that job satisfaction and marital satisfaction influenced each other. Employment status was the most predictive factor on the job satisfaction. Married women had an unstable employment status such as part-time position. The stability of employment could be considered as a strategy for enhancing job satisfaction for both sexes. The reason that women had lower marital satisfaction than men will have to be further investigated.

• Journal of Intelligence and Information Systems
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• v.22 no.4
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• pp.247-264
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• 2016

With the rapid acceleration of low-birth rate and population aging, the employment of the neglected groups of people including the middle aged class is a crucial issue in South Korea. In particular, in the 2010s, the number of the middle aged who want to find a new job after retirement age is significantly increasing with the arrival of the retirement time of the baby boom generation (born 1955-1963). Despite the importance of matching jobs to this emerging middle aged class, private job portals as well as the Korean government do not provide any online job service tailored for them. A gigantic amount of job information is available online; however, the current recruiting systems do not meet the demand of the middle aged class as their primary targets are young workers. We are in dire need of a specially designed recruiting system for the middle aged. Meanwhile, when users are searching the desired occupations on the Worknet website, provided by the Korean Ministry of Employment and Labor, users are experiencing discomfort to search for similar jobs because Worknet is providing filtered search results on the basis of exact matches of a preferred job code. Besides, according to our Worknet data analysis, only about 24% of job seekers had landed on a job position consistent with their initial preferred job code while the rest had landed on a position different from their initial preference. To improve the situation, particularly for the middle aged class, we investigate a soft job matching technique by performing the following: 1) we review a user behavior logs of Worknet, which is a public job recruiting system set up by the Korean government and point out key system design implications for the middle aged. Specifically, we analyze the job postings that include preferential tags for the middle aged in order to disclose what types of jobs are in favor of the middle aged; 2) we develope a new occupation classification scheme for the middle aged, Korea Occupation Classification for the Middle-aged (KOCM), based on the similarity between jobs by reorganizing and modifying a general occupation classification scheme. When viewed from the perspective of job placement, an occupation classification scheme is a way to connect the enterprises and job seekers and a basic mechanism for job placement. The key features of KOCM include establishing the Simple Labor category, which is the most requested category by enterprises; and 3) we design MOMA (Middle-aged Occupation Matching Algorithm), which is a hybrid job matching algorithm comprising constraint-based reasoning and case-based reasoning. MOMA incorporates KOCM to expand query to search similar jobs in the database. MOMA utilizes cosine similarity between user requirement and job posting to rank a set of postings in terms of preferred job code, salary, distance, and job type. The developed system using MOMA demonstrates about 20 times of improvement over the hard matching performance. In implementing the algorithm for a web-based application of recruiting system for the middle aged, we also considered the usability issue of making the system easier to use, which is especially important for this particular class of users. That is, we wanted to improve the usability of the system during the job search process for the middle aged users by asking to enter only a few simple and core pieces of information such as preferred job (job code), salary, and (allowable) distance to the working place, enabling the middle aged to find a job suitable to their needs efficiently. The Web site implemented with MOMA should be able to contribute to improving job search of the middle aged class. We also expect the overall approach to be applicable to other groups of people for the improvement of job matching results.

• Culinary science and hospitality research
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• v.9 no.4
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• pp.13-36
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• 2003

The aim of this study was to understand how the employee satisfaction effect to their turnover trends through the survey on the employee satisfaction and the turnover trend in the pastry and bakery department on the objection of the employee of the bakers of the luxurious hotels in Seoul area. The study was selected to study the luxurious hotels located in Seoul area and make the objection of the employee in the pastry and bakery kitchen. As the contents of the assumption of the study, the independent variable was ' the pastry and bakery employee's organizational factor ', and the dependant variables were ' job satisfaction of the pastry and bakery employee ', ' turnover trends of the pastry and bakery employee ' and implicates the comparison and the mutual relationship between variables to shows the confirmation of them. As the measurement tools, it adopted the reliability analysis, the technical statistics analysis, the frequency analysis, cross-section analysis and on the verification of the assumption, it was used linear regression analysis. The result of the study showed that the satisfaction degree toward the work schedule showed to be as the personal elements while the systematic organizational establishment and the management policy, the work capacity and the job placement, the cooperation with other parts and the operation of the work time showed to be as the organizational elements. The job satisfaction elements showed as the satisfaction on the system and the rule of the job, the satisfaction on the right and belonging, the satisfaction on the achievement and the communication. As regarded to the job turnover, the turnover intention concerned the opportunity, disappointment of assignment, general complaint, and work condition. Those were shown to be elements of the job satisfaction and the turnover of the employee. And also, that were necessary to manage the job satisfaction and the turnover of the employee concerning these factors.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.3
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• pp.89-95
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• 2020

This study is a descriptive research to investigate the effects of nurses' internal orientation, social support and job orientation on turnover intention. The subjects were two university hospital nurses in D metropolitan city who agreed to participate in the study. Data collection was conducted from October 2, 2018 to March 20, 2019. The data were analyzed using SPSS 22.0 program, frequency and percentage, mean and standard deviation, correlation analysis, t-test, ANOVA, Pearson's correlation, and multiple regression. The study results were 3.04 ± .62 points for internal orientation policy, 3.08 ± .55 points for social support, 3.81 ± .59 points for peers, 3.67 ± .60 points for family members, and 2.98 ± 0.43 points for job placement and intention to turnover. The degree of turnover decreased with higher internal orientation, social support and job orientation. An examination of the general characteristics of the factors affecting turnover intention showed significant results with clinical experience and working department. The higher the clinical experience, the higher the turnover intention, and the department of work showed the higher turnover intention in the order of surgical ward, medical ward, ICU, and OR. These results show the need to actively develop and educate programs to improve nurses' intention to turnover, as well as internal hospital-oriented policies, social support, and job placement.

• Journal of Applied Tourism Food and Beverage Management and Research
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• v.17 no.2
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• pp.61-94
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• 2006

This study analyzes the integrated system of the hotel employment management and the differences between the persons of employment concerning and the applicants about the importance of the determinants of the employment around the five-star hotels in Seoul. Firstly, the integrated strategies are presented by 3 stages such as recruiting, selection and placement. And then the 15 determinants of the employment are derived to analyze the perceptional differences between the persons of employment concerning and the applicants about the important determinants and to present the reasons and strategical implications. The results of this study indicates that the strategy to make him/her aware of sufficient information about the hotel and job through the proper balancing demand and supply and the industry-university cooperation program order to maintain and utilize the human resource to be aligned with the business performance of the hotel.