• The Journal of Industrial Distribution & Business
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• v.14 no.1
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• pp.57-65
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• 2023

Purpose: The purpose of this research paper, therefore, is to explore the role of lifelong learning in improving HRM policies in a company. This research begins with a literature review of existing research on the topic, followed by a discussion of the findings and their implications for practitioners. Research design, data and methodology: The present author of this research collected textual dataset based on the numerous literature which has been investigated thoroughly in terms of the HRM policy and lifelong learning. For this reason, the author could obtain adequate prior studies, checking their validity and reliability. Results: The present research figured out that demonstrating that physical activity and exercise can enhance life expectancy, improve physical and mental health, and improve functional ability, and Examining the broad topic of socialization and interaction's function in raising elderly adults' living standards is necessary. Also, this research found that the social change and social isolation of older individuals in relation to the impact of digital technology. Conclusions: This research suggests that companies should also ensure that their HRM policies are designed in such a way that they allow employees to pursue further learning and development opportunities without having to sacrifice their current job responsibilities.

• Korean Security Journal
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• no.10
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• pp.53-77
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• 2005

This thesis analyzes the effectiveness of master's transformational and transactional leadership on organizational commitment as well as job satisfaction of private security, scrutinizes the difference in master's leadership according to social-demographic group. The sum of this thesis is as follows. To begin with, analyzed the difference of leadership style according to social-demographic characteristics of private security, it showed that monthly income is over 2.5 million won as well as people over 30 years old have higher transformational leadership than the others. That is, the older people's age is and the more someone gains his living, the higher he esteems and trusts his master who has charisma, personal concern and shows intellectual stimulus. And examined thoroughly the difference of organizational commitment as well as job satisfaction in accordance with social-demographic characteristics of private security, people who are 20-25 years old, are college graduates and employees who have worked for 2-3 years do well calculational commitment. It means that the younger he is and the lower academic background is, the higher calculational commitment is by the profit and loss which affects them. Secondly, inquired into consequence of leadership style on job satisfaction. Leadership of intellectual stimulus has negative effect on job satisfaction, whereas it has positive effect on conditional compensation. Exactly, if the master exhibits leadership that stimulate to improve an initiative, it reduces the job satisfaction. On the contrary, for the reason that his master indicates leadership that accompanies conditional compensation, job satisfaction tends to increase. Finally, judged from the effects of leadership style on organizational commitment, the charisma, the lower factor of transformational leadership affects to emotional commitment positively and then, it shows that employees tend to become attached to the organization and have a sense of oneness with it, if their master is able to show charismatic leadership. In conclusion, the private security companies pursue employees whose school career and payment is lower because of incidence in labor expense related with the profit and loss. Owing to it, employees are not satisfied with their job much. And also there is the change in increasing rate of job satisfaction according to business performance of the conditional compensation, i.e. a consideration, a promotion, etc., and the calculational commitment. Therefore, the university should try to focus on the researches for cultivate more professional manpower for business, the companies must try to make better deal, offer welfare for their employees to develop of the private security industry, to rise the job satisfaction of private security. And then, investigation to find private security's own level ought to be done by organic industry-academic cooperation of university and industries.

• Korea Journal of Hospital Management
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• v.5 no.1
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• pp.40-61
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• 2000

The purpose of this study is to promote the efficiency of the management of the controls organization in the university hospitals and general hospitals by evaluating the factors underlying organizational conflict. The subject population included 351 hospital workers randomly selected from two general hospitals of less than 200 beds and two university hospitals over 500 beds in Seoul area. Data were collected through a survey questionnaire. To define related factors for the level of conflict among departments in each hospitals multivariate regression analysis was conducted. Independent factors were characteristics of subjects, conflicting factors between the departments. The results are as follows: 1. Those in high job position group demonstrated significantly higher level of conflict between departments. Those working in the general hospitals, who were older and had long-term tenure at current working hospital had higher level of conflict between the departments. 2. Concerning the involvement of conflicting factors and the level of conflict in the employees' there was statistically significant positive correlation between reliability and job-related and intradepartmental level of conflict in university hospitals. There was a significant positive correlation between interdepartmental conflicting factors of mutual dependence, difference in goal/orientation and interdepartmental level of conflict. 3. In the university hospitals, among the interdepartmental factors, mutual dependence and difference in goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the general hospitals, job position was a significant factor which showed that those in high position such as section chief or above, compared to those in general position had higher level of conflict. Among the interdepartmental characteristics, factors of mutual dependence and goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the general hospitals setting efforts to reduce conflict in areas among workers with high position, old age, and long tenure and those in medical care department should be made and prudent management and planning for improved manpower and increased budget or efficient allocation and clear definition of job description are necessary to adequately assess. In the university hospitals setting efforts to reexaminitation of the organizational structure and efficiency conveyance of information and efforts to resolve conflict among young workers with lower level of education is need. This study has its own merit in comparing empirically the conflict among hospital workers in the university hospitals and general hospitals. Future study are needed with respect to the relationship between interdepartmental level of conflict and the effectiveness of the hospital organization for improved resolution of conflict in the organization and hospital management.

• Journal of Korean society of Dental Hygiene
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• v.9 no.4
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• pp.699-714
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• 2009

Objectives : This study was to examine factors affecting the job satisfaction of dental hygienists. Methods : The subjects in this study were dental hygienists who worked at dental hospitals, dental clinics and general hospitals in the city of Gwangju. A survey was conducted by mail from January 2 to March 2, 2007. Out of the collected data, 208 answer sheets were analyzed. Results : 1. The dental hygienists investigated got a mean of 3.20 on job satisfaction. Among the job satisfaction factors, relationship with patients ranked highest(3.79), followed by relationship with colleagues(3.62), working environments(3.39), future prospects(3.30), professional status (2.89), pay(2.82) and required workload(2.58). 2. Regarding links between general characteristics and job satisfaction, the older dental hygienists were more satisfied with professional status, pay, required workload and relationship with patients. By marital status, the married dental hygienists expressed better satisfaction at professional status than the unmarried ones. By education, those who were receiving college education or received the same or higher education were more gratified than the junior college graduates. By the total length of career, the dental hygienists whose length of career was longer were more gratified with professional status, future prospects and relationship with patients. By workplace, the dental hospital workers were more satisfied with working environments, and the general hospital employees were more gratified with pay. The dental hospital employees were better satisfied with future prospects as well. As to the impact of the length of career at the current workplace, there was a tendency that those who worked at their current workplaces for a longer time expressed better satisfaction with professional status, pay and relationship with patients. By monthly mean income, the larger income earners had a tendency to be better gratified with professional status, pay and relationship with patients. 3. The general characteristics that were selected as independent variables were identified as the factors that exercised an influence on the job satisfaction of the dental hygienists and made an about 14.0% prediction of it. Out of those factors, the total length of career and monthly mean income had a statistically significant impact on that. Conclusions : The above-mentioned findings suggested that out of the seven job satisfaction components, they gave the lowest marks to satisfaction level with pay. As a result of making a multiple regression analysis, it's found that job satisfaction was under the influence of the total length of career and monthly mean income. Therefore there should be an improvement in the pay system in order to boost the job satisfaction of dental hygienists, and they should be paid properly in accordance with total length of career.

• Research in Community and Public Health Nursing
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• v.4 no.1
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• pp.5-13
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• 1993

The objective of this study was to analyze the status of health examination, and the health care management of industries in Seoul. This will provide effective industrial health care services. 46 industries were selected as a sample, and were given self administered questionnaire developed by the academic affairs of community health nursing. The results of this study are as follows: (1) The general characteristics of industries: The greater part of the industries were manu facturing companies, 300-900 workers, in a one shift system. (2) The general characteristics of health man ager: 96% of the companies had industrial nurses and the larger industries had comprehensive health managers. 90% of the industrial nurses were full-time employees and 77% of the industrial physician were part time employees. 80% of the industrial physician were age 50 or older, while 59% of the industrial nurses were 25-29 years of age. (3) Health examination and follow up care: The proportions of the workers who took general health examination was 94%. Of those, 12% took secondary examinations. In secondary examinations, 36% were evaluated at the C-grade, 20% were evaluated at the D-grade. The proportion of the workers who were required to take special examination were 29% and of that, the proportion of the workers who actually took the examination was 88%. 85% of the workers who were recommended for follow up cares were given follow up care while working. The physical agents among the special examination were done the most frequently to detect the examination effects. (4) Health care services: Industrial nurses performed health examination most frequently and health education was done the least. There were significant differences in health care services according to the size of the industries. Companies with 300 workers or less had higher health care services than other groups. The three primary reasons of health care management and examinations of workers are: First, industrial nurses are requires to accumulate professional knowledge and experience through continuos' activities. Second, systematic and concert examination for industrial workers should be performed periodically. Third, it needs developing health education strategies that are important workers for health promotion in industries.

• Journal of agricultural medicine and community health
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• v.23 no.1
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• pp.91-108
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• 1998

This study was conducted to use the feedback of health personnel to improve the Visiting Health Service. The data was collected from 471 Home Health Workers serving 24 local health organizations in the Kyung-Pook province. 62.5% of the respondents were men under thirty-nine years of age. 92.8% of the respondents are married. 47.1% had degrees from junior colleges. It was ascertained 52.7% of the workers visited their patients six to twelve times within a six month period. And one to three patients were visited per day by one worker. Workers of older age, higher job position, and more experience were more positive in their feedback about the program. In addition, local health center employees, including nurses, were more positive about the program. Younger workers with a higher level of education, less experience, and lower job position had more insight into the problems of the program. Deeper insight into these problems led to a more negative conception of the program. Older workers with higher ranking jobs were found to be most competent. in their jobs. Workers at the main health center were assessed higher than the workers at the health sub-center or the primary health post. In addison nurses at all centers were found to be slightly more competent than the nurses' aide. The primary health post established the highest degree of patient satisfaction. It was discovered that the more positive the workers felt about the program, the higher their patient satisfaction feedback. There was a positive correlation between management assessment and patient satisfaction. This means that better program management was found to produce higher patient satisfaction. Workers feel being more educated about patient management would lead to better service. However, they take no action to produce these results. Where the problems of the system are most commented upon, the need for further education is greatest. Through multiple regression analyses it is apparent that the assessment of patient management is the greatest variable affecting patient satisfaction of patients is dependent on the management by the visiting health worker. Therefore, the development of the visiting health program is highly dependant on the feedback of those workers with a negative conception of the program. So the development of programs, motivation, education and training must be established. These works would lead to active participation by visiting health workers in the improvement of the Visiting health program.

• Journal of Digital Convergence
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• v.22 no.1
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• pp.33-38
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• 2024

In recent years, as more and more middle-aged people who worked at companies are retiring, they are becoming interested in starting their own businesses, and the rate of middle-aged people starting businesses is increasing. The purpose of this study was to analyze the quality and satisfaction of educational services and trust in educational institutions in providing entrepreneurship education to prospective entrepreneurs over the age of 40 who want to start a business, and to analyze the impact of entrepreneurship education on entrepreneurship in the future. Afterwards, the goal is to establish an education strategy to improve the quality of entrepreneurship education. To achieve the purpose of the study, a hypothesis was established and an empirical analysis was conducted on educated prospective entrepreneurs and retirees over 40 years of age. As a result of the analysis, it was confirmed that confidence and reliability ultimately influence the factors that increase satisfaction with entrepreneurship education for middle-aged and older people. Satisfaction was found to play a meaningful role in trust. The research points out that entrepreneurship education institutions should provide education centered on the trainees rather than entrepreneurship education centered on support organizations. Moreover, due to the diversity of education, not only the content and method of education but also the education of employees working in supporting organizations is important.

• Journal of the Ergonomics Society of Korea
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• v.36 no.3
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• pp.231-244
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• 2017

Objective: This study aims to understand the occupational injury characteristics of the workers in the motor vehicle parts (automobile parts) manufacturing industry and to present basic guidelines on accident prevention through accident analysis. Background: There occur many occupational injuries in the motor vehicle parts manufacturing industry. But there were few researches for the occupational injuries of the workers in the motor vehicle parts manufacturing industry. Method: This study analyzed the data of occupational injuries of 1,609 workers in the motor vehicle parts manufacturing industry in 2015. The accident characteristics were analyzed by dividing them into worker related factors and accident related factors. Results: Among the occupational injuries of the workers in the motor vehicle parts manufacturing industry, 80.6% of the victims were males, 64.0% were older than 40. 57.8% of the victims were employed by the companies with less than 50 workers. In addition, there was a difference in accident characteristics according to age, work experience, employment type, events or exposures, accident time of the day, agents, natures of injuries and illnesses, injured organs and injured body part. Conclusion: It is important to prevent equipment/machinery accidents. For this purpose, more efforts should be made to establish safety measures faithful to the basics of safety devices and safety work procedures. It is also suggested that prevention of disasters should be intensively carried out for workplaces with less than 50 employees and middle-aged and elderly people. Application: The result can be used to present guidelines for preventative measures for the workers in the motor vehicle parts manufacturing industry including safety education/training.

• Journal of Labour Economics
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• v.30 no.1
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• pp.85-108
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• 2007

This article analyzes the formative factors of the basic job skills(also the ability of computer using) and the economic effects of the basic job skills in Korea. This article uses the ALL(Adult Literacy and Life Skills) 2005 data in Korea. The factors which form the basic job skills are school years, father's education. Women are under men in the ability of computer using. The older a man grow, the more basic job skills he has, but the less ability of computer using he has. The employees in office worker or new service industry have more using computer ability than them in sales worker or manufacture industry. The wage effects of the basic job skills are insignificant, and the economic effects of basic job skills appear apparently in the entry into the good jobs. As the basic job skills can play a important role to enter into the good jobs, the policy agenda should make deal with the methods and programs through which the people without basic job skills must have the opportunities to get a lifelong learning for the basic job skills.

• Korean Journal of Community Nutrition
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• v.8 no.4
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• pp.610-620
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• 2003

The purpose of this research was to analyze the job satisfaction and business attitudes of restaurant owners in order to explore solutions for improving restaurant management. The results were as follows : 1) The motive for starting a restaurant business was vocational aptitude \longrightarrow possibilities \longrightarrow good income : 2) In terms of job satisfaction, most respondents were satisfied with both the work itself and the income. It was also observed that the younger owners were more satisfied with their jobs than the older owners : 3) Increased costs, including labor and food costs, was indicated as the biggest problem in restaurant management. Respondents also perceived labor shortage as one of the most difficult problems. Men were more likely than women to consider the following problems as being more serious: rent, financial problems, taxes, regulation restrictions, menu development and customer complaints. It was found that as the size of the restaurants grew, the respondents perceived the shortage of labor as the hardest part of running a business : 4) Respondents agreed that employing good foodservice workers was the most important part of foodservice management. Owners also believed that they needed more research time for menu and service development 5) To be successful, the restaurant owners paid the most careful attention to food taste. Service, sanitation, and menu development were also emphasized. Respondents stressed the focus on service, good relationships, diligence, and faithfulness in order to be a good restaurant owner. The results of this research suggest that restaurant owners should have more professional conscientiousness to succeed in their own businesses, as well as improve the quality of the foodservice industry. Other important aspects related to the overall improved quality of the foodservice industry are: the continuation of government support, the enlargement of educational opportunities and greater respect for foodservice employees. (Korean J Community Nutrition 8(4) : 610-620, 2003)