• Journal of the Korean Society of Marine Environment & Safety
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• v.28 no.7
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• pp.1179-1190
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• 2022

The purpose of this study was to identify, analyze and address problems in the current scuba diving rescue curriculum in Korea by using the Delphi method to collect expert opinions on the topic. This expert information can form a data-based foundation for the scuba diving rescue curriculum, allowing teaching to be conducted more professionally and systematically, and allowing participants to enjoy scuba diving with greater safety and confidence. In this study, eight experts, all involved in developing the scuba rescue curriculum, were selected, and the research was conducted with informed consent from all participants and in accordance with all related ethical rules. Improvement measures were identified for scuba rescue leaders, teaching programs and training facilities. The study revealed that to improve leadership, a system to verify the leader's ability should be developed and that, in general, the ability of scuba rescue leaders should be strengthened. To improve teaching programs, each scuba organization should produce updated program manuals, prepare evaluation standards, and develop programs that employ a wide variety of training equipment. Finally, in terms of facilities, improvements should be made by constructing artificial wave devices at training centers.

• 한국벤처창업학회:학술대회논문집
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• 2006.04a
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• pp.167-201
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• 2006

Korean corporations are transforming their vertical operational structure to a team-based structure to compete in the rapidly changing environment and for improved performance. However, a high percentage of the respondents in KBS said that despite the appearance of the present team structure, the organization operates much like a vertically-structured organization. This result can be attributed to the lack of study and implementation toward the goal of empowerment, the key variable for the success of the team-based structure. This study aims to provide policy suggestions on how to implement the process of empowerment, by investigating the conditions that hinder the process and the attitude of the KBS employees. For the cross-sectional study, this thesis examined the domestic and international references, conducted a survey of KBS employees, personal interviews and made direct observations. Approximately 1,200 copies of the Questionnaire were distributed and 474 were completed and returned. The analysis used SPSS 12.0 software to process the data collected from 460 respondents. For the longitudinal-study, six categories that were common to this study and "The Report of the Findings of KBS Employees' View of the Team Structure" were selected. The comparative study analyzed the changes in a ten-month period. The survey findings showed a decrease of 24.2%p in the number of responses expressing negative views of the team structure and a decrease of 1.29%p in the number of positive responses. The findings indicated a positive transformation illustrating employees' improved understanding and approval of the team structure. However, KBS must address the issue on an ongoing basis. It has been proven that the employee empowerment increases the productivity of the individual and the group. In order to boost the level of empowerment, the management must exercise new, innovative leadership and build trust between the managers and the employees first. Additional workload as a result of shirking at work places was prevalent throughout all divisions and ranks, according to the survey data. This outcome leads to the conclusion that the workload is not evenly distributed or shared. And the data also showed the employees do not trust the assessment and rewards system. More attention and consideration must be paid to the team size and job allocation in order to address this matter; the present assessment and rewards system need to be complemented. The type of leadership varies depending on the characteristics of the organization's structure and employees' disposition. KBS must develop and reform its own management, leadership style to suit the characteristics of individual teams. Finally, for a soft-landing of KBS team structure, in-house training and education are necessary.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.4
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• pp.205-218
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• 2022

A social enterprise is an enterprise that pursues a social purpose with financial resources obtained through its own profit-making activities.. In a rapidly changing market environment, it is becoming increasingly difficult for social enterprises to maintain sustainability. Due to the poor and limited resources of social enterprises, the core competency of human resources is the most important point. In order for social enterprises to maintain their sustainability, it is very urgent to create conditions so that workers can stably commit themselves in their work. Therefore, this study tried to increase the sustainability of social enterprises by empirically analyzing the factors that affect job commitment among workers of social enterprises. As factors affecting job commitment, job fit and organizational justice factors were derived. In addition, the moderating effect of emotional leadership was also analyzed in the relationship between them. For this, a questionnaire survey was conducted on employees of social enterprises and 260 valid samples were used for the analysis. The empirical analysis results were as follows. Job knowledge, job skill, job experience, job desire as sub-factors of job fit, and distributive justice, procedural justice, which were sub-factors of organizational justice, had a significant positive (+) effect on job commitment. The impact of influence was in the order of procedural justice, job experience, job desire, distributive justice, job skill, and job knowledge. On the other hand, the significance of interactional justice was not tested. Emotional leadership was analyzed to play a moderating role between job knowledge, job skill, job desire, distributive justice, procedural justice and job commitment. However, moderating effect were not tested between job experience, interactional justice and job commitment. The results of this empirical study expanded the scope of existing job-related studies by empirically analyzing the factors affecting job commitment within the category of social enterprises at the academic level. At the psychological level, job experience was found to be one of the most important factors among various influencing factors. Significant implications necessary for future training for workers and implementation of various systems were presented.

• 한국사회복지학회:학술대회논문집
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• 2004.10a
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• pp.223-250
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• 2004

In this paper, the proposing a fundamental data for a systematic and effective organizational management by examining the extent of the levels of conflict perceiving among individuals of social welfare workers in the Busan community social welfare center, a social welfare organizations, and investigating the related influencing factors are the purpose of the study, The summary of this study is as follows. At first, it is dysfunctional when the level of conflict is either exceedingly high or low in the interrelational conflict aspect. However, the social welfare workers' working in the community social welfare center, the extent of individual conflict is relatively low as 2.37 out of 5 points. Secondly, the multi-regression analysis is operated for controlling the population sociological factors and measuring the effectiveness of the conflict factors to the level of conflict. The influencing factors affects the result in the order of greater extent are communication factor, leader's flexibility of leadership factor, spontaneity among personality, confidentiality. As a result, Not like the case that in the technological bureaucratic organizations such as the enterprises or industrial organizations, in the human service organizations including social welfare organizations, these technological bureaucratic paradigm does not applying directly since the material of organization is composed of humans who are given moral values. Therefore, this paradigm should be put as a presupposition of the conflict management strategy. And, the communication among colleagues, learning a reasonable problem solution method, or the chances of education or training for establishing a sound human relationship should be prepared in order to lower the level of the conflict among individuals in the community social welfare department. Furthermore, professional education programs are needed for not only supporting an effective supervision and consultation(consultation with superiors and colleagues), but also, working with confidentiality and pride as a professional.

• Journal of Korea Entertainment Industry Association
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• v.13 no.2
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• pp.207-217
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• 2019

The purpose of this study is to examine the physical and psychological effects of lifelong physical activity and the role of leader capacity, to provide practical basic data on intangible benefits and to suggest ways to activate the value of lifelong physical education. This study was conducted from September 1, 2018 to September 30, 2018, with a total of 206 questionnaires centering on men and women participating in sports in Jeollanam do. The two-step approach proposed by Anderson & Gerbing (1988) was used to examine the structural relationships between physical benefits, social benefits, mental benefits, self efficacy benefits, leisure cultural benefits, physical effects, mental effects, Respectively. The conclusions of this study are summarized as follows. First, physical and leisure cultural benefits have a positive(+) direct effect on leader capacity. Second, self-efficacy benefits, physical benefits, and leisure cultural benefits have positive direct effects on physical effects. Third, self-efficacy and leisure culture benefits have a direct positive effect on mental effects. Fourth, leadership competence plays a mediating role in the relationship between leisure cultural benefits and physical effects. In addition, it has a mediating role in the relationship between leisure cultural benefits and mental effects. In order to maximize the quantitative expansion and qualitative improvement of living sports and to enhance intangible value of participants in sports for all, the private capital investment such as the training of competent leaders, the development of various programs, and the investment support in the public sector, We hope that the role of the new welfare service delivery system shared with welfare will be provided.

• Economic and Environmental Geology
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• v.40 no.6
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• pp.815-825
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• 2007

This study analyzed trends in geoscientific research funding provided by the Korea Science and Engineering Foundation (KOSEF) and examined strategies to promote geoscientific research. The strengths of geoscientific research in South Korea include the excellent academic quality of researchers, established research infrastructure, and inter-disciplinary research. Weaknesses include insufficient leadership in related societies and institutes, insufficient research productivity, and the exclusion of the field from nationally supported large-scale research projects. Opportunities for expanded research include environmental issues, the sustainable use of natural resources, the promotion of international research cooperation, and the initiation of national efforts to find solutions for regional problems. However, growth in the geosciences is threatened by prioritized investment in fields such as biotechnology, nanoscience, and information technology, a dismissive attitude toward the growth of basic sciences, and an increased demand for projects with visible economic and societal impacts. In terms of funding, group-based programs receive more support than individual-based programs. Between 1978 and 2006, KOSEF invested 1,744 billion won ($1.873 billion US) in a total of 46,748 basic research projects. Of this amount, 62.1 billion won ($66.7 million US) was allocated to 1,901 projects in the geosciences, which was roughly 2.6-10.6% of the money available in a given year. These funds were used to support research and development, the development and maintenance of necessary infrastructure, and the education and training of geoscientists.

• Health Policy and Management
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• v.1 no.1
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• pp.95-108
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• 1991

The World Health Organization and its member states, in 1978, declared that primary health care is a key to attain the goal of Health for All by the goal of Health for All by the yeas 2000. As a member state of WHO, the Republic of Korea has participated in the declaration of ALMA-ATA and committed to put national efforts for devedoping and implementing primary health care approach with the spirit and content of this Declaration. Since 1978, to translate the spirit of the Declaration into realization, Korean goverment has developed a new category of health manpower such as Community Health Practitioners serving people living in remote rural areas and Village Health Workers serving voluntarily their own village, strengthened the function of Health Centers and Health Subcenters through their reorientation and improved the infrastructure by their new construction or renovation. While primary health care is viewed as an essential health care in Korea, there are some circles who follow a narrow definition in referring to the health care at the periphey of a health system, which is erroneous. Considering the PHC is accepted as the best alternative approach to health care to solve problems that modern health systems are facing, we propose the followings as desirable health policy directions that modern health systems are facing, we propose the followings as desirable health policy directions which might translate the persopective into action at the national level after reviewing past and current PHC approach in Korea : 1. To improve the equity through the reduction of gaps between those who have access to health care and those who have not. 2. To reinforce multisectoral approach and intersectoral coordination through the re- establishment of the National Health Council or establishment of equivalent organization at the central level. 3. To stengthen community participation through lacal people's empowerment by leadership training, changing planning process from the top-down approach to bottom-up and giving the priority to human resources rater than technology, 4. To reinforce the Ministries of Health and Social Affairs through upgrading its role and function to Coordinate Ministries which involve human welfare policies, and creating a Division which is in charge of PHC in the Ministry.

• The KIPS Transactions:PartA
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• v.11A no.3
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• pp.217-226
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• 2004

This paper describes an experiment of concrete and specific group work learning system based on the traditional Jigsaw group work learning model. Jigsaw model has two groups of students such as random group and expert group so that a course can make progress on explaining and lecturing all members of class after each student can be a member of expert group of course topic. We design and implement Web-based training system to support collaboration and Interaction among students of a course based on Jigsaw model The Web- based learning system makes each group going up to the expert level of a course subject by supporting various study menu and provides equal opportunity of improving social abilities such as leadership, communication skill, trust, and trouble-settling by taking part in collaboration activities.

• Journal of the Korean Society for information Management
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• v.17 no.3
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• pp.125-146
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• 2000

This study is to maximize the efficiency of university libraries' human resources management by determining the followings : the relationship between the level of information technology(1T) implement and the job satisfaction of the librarians, the main factors that affect job satisfaction, and how organizational characteristics and individual characteristics affect job satisfaction. Questionnaire was sent to 485 librarians from 27 universities chosen by stratified sampling and the methods of ANOVA, T-test, and correlation analysis were used. The results of the analysis are as follows. 1) there is a significant difference in the level of job satisfaction and the motivation factor according to the level of implementation of IT. 2) There is a relatively high correlation among the participation in decision making, the leadership in implementing the IT, the IT support of the CEO and job satisfaction. 3) There is a significant difference in job satisfaction by the level of computer skills, and a relatively high correlation is shown in the training experience while implementing the IT and job satisfaction.

• The Journal of the Korea Contents Association
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• v.20 no.9
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• pp.604-614
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• 2020

Contemporary Christian educators emphasize that the student has to become not a passive beneficiaries of knowledge, but an active subject for self-directed learner to pursue a Bible training. In addition, learning environments need to be converted into a learning place in which students can learn the principles of the Word, taste its meaning, and apply them into the scene in their lives. This study is to investigate new possibilities of self-directed volunteer camp, developing it as an alternative program for summer retreat and evaluating its effectiveness. According to qualitative research findings. self-directed volunteer camp provide for the youth students to develop their leadership as well as their faith. Especially, the higher effect of self-directed volunteer camp was found on program satisfaction, promoting cooperation through real problem-solving, and internalizing of the faith. Therefore, self-directed volunteer camp for vacation Bible church programs can be expected as an alternative teaching method for church education in the 21st century.