• Journal of Industrial Convergence
• /
• v.21 no.1
• /
• pp.111-122
• /
• 2023

The purpose of this study is to verify the factors affecting survival time by estimating survival rate and survival time using non-financial information of social enterprises using credit guarantee in credit guarantee institutions, and provide information to stakeholders to improve survival rate and employ to contribute to maintaining and expanding the As a research method, survival analysis was performed using a non-parametric analysis method, Kaplan-Meier Analysis. As a sample, 621 companies (577 normal companies, 44 insolvent companies) established between 2009 and 2018 were selected as the target companies. As a result of examining the factors affecting survival time by classifying social enterprise representative information and corporate information, representative credit rating, representative home ownership, credit transaction period, and corporate credit rating were derived as significant variables affecting survival time. In the future, financial institutions will be able to induce corporate soundness by reflecting factors that affect survival when examining loans for social enterprises, contributing to job retention and reduction of social costs. Supporting organizations such as the government and private organizations will be able to use it in various ways, such as policy establishment and education and training for the growth and sustainability of social enterprises. With this study as an opportunity, I hope that research will continue with more interest in the factors influencing social enterprise performance as well as corporate insolvency.

• The Journal of the Korea institute of electronic communication sciences
• /
• v.8 no.12
• /
• pp.1959-1970
• /
• 2013

Attempts were made in this paper to compare the practice of protective actions for information of patients' medical treatment between hospital administrators who do not make direct contact with patients and occupational therapists who usually do. The comparison between jobs in charge showed that occupational therapists did not practice much protective actions for information of patients' medical treatment ($3.52{\pm}.809$) compared to hospital administrators ($3.92{\pm}.724$), even though the former had received regular education about protection, management and supervision of patients' medical information more often ($3.17{\pm}1.129$) than the latter ($3.16{\pm}1.037$). In spite of the fact that occupational therapists were exposed frequently to the danger of revealing medical information in the process of their job performance through talks and communications with patients, they displayed relatively little concern for and awareness of keeping information of medical treatment from being leaked by them. It is thus suggested to promote awareness of medical staff to protect medical information by means of flexible educational system for each occupational group, periodical monitoring, continuing public relation, training and quality control for protection of medical information, as well as routine self-examination of such practice.

• Therapeutic Science for Rehabilitation
• /
• v.10 no.1
• /
• pp.63-75
• /
• 2021

Objective : The purpose of this study was to examine the roles and practices of occupational therapists in public health centers based on their working experience of occupational therapists who are working in these facilities. Methods : We used Giorgi's descriptive phenomenological research method. Six occupational therapists were interviewed, and their recorded data were analyzed using Claizzi's thematic analysis. Results : As a result, 4 categories, 16 themes, and 24 elements were elicited. The major roles of occupational therapists in public health centers were the evaluation of clients, home-visit occupational therapy, management of dementia programs and community connection projects. Interventions that are needed to create a healthy community include case and program management, compensatory approaches, and healthy lifestyle interventions. The difficulties experienced by occupational therapists include their limited number job insecurity, performance-oriented administrative policy, and the lack of communication among professionals. Occupational therapists require education in health management and practice in public health centers to build their capacities. Conclusion : The results of this study could be used for guidelines for occupational therapists who work in community healthcare centers, as well as basic training for competent occupational therapists in the community.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.18 no.9
• /
• pp.281-289
• /
• 2017

This study was conducted to evaluate the influence of educational experience and attitude toward performance confidence of cardiopulmonary resuscitation amongcare helpers. This study was conducted using a descriptive survey design. Participants were 140 care helpers in C-province. Data were collected from February to April, 2017 using self-report questionnaires andthe collected data were analyzed using the SPSS WIN 20.0 program. Differences amongstudy variables by participants' characteristics were analyzed by a t-test, ANOVA, and Scheffe' test. Correlations between attitudes and confidence of CPR performance by Pearson's correlation coefficients. Factors influencing confidence in CPR were analyzed by Multiple regression. There were significant positive correlations between attitude and confidence in CPR(r=0.41, p<0.001). The result showed that the more than fourhours of education(${\beta}=0.28$) and a positive attitude toward CPR increased CPR performance confidence. Based on the present findings, CPR education should be included continuously in the workplace and developed to appropriately cope with cardiac arrest emergency situations in care facilitiesfor elderly people. Therefore, customized CPR education programs should be developed care helpers and included in job training and refresher education courses for care helpers.

• Journal of Life Science
• /
• v.28 no.1
• /
• pp.130-139
• /
• 2018

In ancient times, horse racing was done in ancient European countries in the form of wagon races or mountain races, and wagon racing was adopted as a regular event at the Greek Olympic Games. Thoroughbred horse has been bred since 17th century by intensive selective breeding for its speed, stamina, and racing ability. Then, in the 18th century, horse racing using the Thoroughbred species began to gain popularity among nobles. Since then, horse racing has developed into various forms in various countries and have developed into flat racing, steeplechasing, and harness racing. Thoroughbred racehorse has excellent racing abilities because of powerful selection breeding strategy for 300 years. It is necessary to maintain and maximize horses' ability to race, because horse industries produce enormous economic benefits through breeding, training, and horse racing. Next-generation sequencing (NGS) methods which process large amounts of genomic data have been developed recently. Based on the remarkable development of these genomic analytical techniques, it is now possible to easily carry out animal breeding strategies with superior traits. In order to select breeding racehorse with superior racing traits, the latest genomic analysis techniques have to be introduced. In this paper, we will review the current efforts to improve race performance for racehorses and to examine the research trends of genomic analysis. Finally, we suggest to utilize genomic analysis in Thoroughbred racehorse and Jeju horse, and propose a strategy for selective breeding for Jeju horse, which contributes job creation of Korea.

• Journal of Technologic Dentistry
• /
• v.38 no.1
• /
• pp.23-36
• /
• 2016

Purpose: The purpose of this study is to suggest direction for dental technicians and management of dental laboratories to contribute to the improvement of oral health of citizens with high-quality dental prosthesis by researching operational status and management satisfaction of dental laboratories. Methods: In order to investigate operational status and management satisfaction of dental laboratories, this study conducted a questionnaire survey by mailing questionnaires to heads of dental laboratories designated as clinical training workshops of Department of Dental Technology of G University and a total of 158 questionnaires were used for analysis. Results: As for gender, males were 142 persons (89.9%) and females were 16 persons (10.1%). For location of the laboratories, number of laboratories in metropolitan cities was 94 (59.5%) while small and that in mid-sized cities was 64 (40.5%). As for the satisfaction with job, those who have managed dental laboratories for 23-30 years ($1.92{\pm}77$), transact with 7-12 dental clinics ($1.70{\pm}75$), had monthly income of 4-8 million won ($1.74{\pm}.80$) and had 8-10 employees ($2.33{\pm}.68$) were the highest in their satisfaction. As for satisfaction with management, those who have managed their business for 15-20 years ($2.86{\pm}.52$), transact with more than 20 dental clinics ($2.00{\pm}.04$), had monthly income of less than 4 million won ($2.00{\pm}.85$) and had less than 3 employees ($2.00{\pm}.62$) were the highest in their satisfaction. As for monthly income, those with less than 2 million won were 24 persons (15.2%), 2-4 million were 64 persons (40.5%), 4-6 million were 40 (25.3%), 6-8 million were 14 (8.9%) and over 8 million won were 16 persons (10.2%). As for number of employees, those with less than 3 employees were 32perosns (20.3%), 4-7 were 82 (51.9%), 8-10 were 26 (16.5%) and more than 11 were 10 persons (6.3%). As for severance payment, 84 persons practiced it according to Labor Standard Act (53.2%) and 34 practice it to a proper degree (21.5%) while 20 did not practice it at all (12.7%) and 20 persons did not respond to the question (12.7%). Conclusion: Although dental laboratories have rapidly expanded in number from 473 in 1986 to 2,400 in 2015, dental technician circles are facing difficulty in their management due to fierce competition and low profitability. Therefore, in order to improve this problem, it is necessary to readjust prices for dental prosthesis to realistic ones.

• Journal of Digital Convergence
• /
• v.16 no.6
• /
• pp.449-462
• /
• 2018

The purpose of this study is to develop a competency-based convergence curriculum for the development of sports marketers, sports talent in the sports industry. For this purpose, we conducted literature analysis, in-depth interviews and job analysis to derive necessary capabilities to become sports marketers, draw up a capability profile, and then developed a capability model through expert verification. Sports marketers ' capacity models were divided into sport marketing / PR and sports events by type of experience, with six common basic competencies including sports mind and 12 professional competencies including sponsorships. Sports marketers education courses developed based on capacity models are composed of understanding of sports industry, sports marketing communication, sports law, understanding of sports facility, sports facilities management, sports sponsorship, sports media, sports licensing, sports agent, sports event planning, sports event management, make a proposal, sports event field practice. The developed training courses for sports marketers will be used in colleges and private education institutions related to the sports industry, contributing to fostering and expanding sports industry talent.

• Archives of design research
• /
• v.20 no.3 s.71
• /
• pp.299-314
• /
• 2007

For the past 20 years, the growth and development of university-design-educational institutes contributed to the industrial development of our country. Due to the technological fluctuation and changes in the industrial structure in the latter half of the 20th century, the enterprise is demanding professionally-oriented design manpower. The principle which appears from instances of the advanced nations is to accommodate the demands in social changes and apply them to educational design programs. In order to respond promptly to the industrial demand especially, the advanced nations adopted "multidisciplinary design education programs" to lead innovation in the area of design globally. The objective of the research consequently is to suggest an educational system and a program through which the designer can be educated to obtain complex knowledge and the technique demanded by the industry and enterprise. Nowadays in order to adapt to a new business environment, designers specially should have both the knowledge and techniques in engineering and business administration. We suggest that the IPDI, a multidisciplinary design educational system and program is made up of the coordinated operation of major classes, on-the-job training connection, educational system for research base creation, renovation design development program for the application and the synthesis of alternative proposals about the training facility joint ownership by connecting with the education of design, business administration and engineering.

• Journal of the Korean Society for Library and Information Science
• /
• v.12
• /
• pp.269-327
• /
• 1985

This study was undertaken to meet more fully the demands for improved training of library personnel, occasioned by the rapidly changing roles and functions of libraries as they try to adapt to the vast social, economic and technological changes currently in progress in the Korean society. The specific purpose of this research is to develop a standard curriculum at the batchelor's level that will properly equip the professional personnel in Korean libraries for the changes confronting them. This study started with the premise that to establish a sound base for curriculum development, it was necessary first to determine what concepts, knowledge, and techniques are required for professional library personnel to perform it at an optimal level of efficiency. Explicitly, it was felt that for the development of useful curricula and courses at the batchelor's level, a prime source of knowledge should be functional behaviours that are necessary in the job situation. To determine specifically what these terminal performance behaviours should be so that learning experience provided could be rooted in reality, the decision was reached to use a systems approach to curriculum development, which is an attempt to break the mold of traditional concepts and to approach interaction from an open, innovative, and product-oriented perspective. This study was designed to: (1) identify what knowledge and techniques are required for professional library personnel to perform the job activities in which they are actually engaged, (2) to evaluate the educational needs of the knowledge and techniques that the professional librarian respondents indicate, and (3) to categorise the knowledge and techniques into teaching subjects to present the teaching subjects by their educational importance. The main data-gathering instrument for the study, a questionnaire containing 254 items, was sent to a randomly selected sample of library school graduates working in libraries and related institutions in Korea. Eighty-three librarians completed and returned the questionnaire. After analysing the returned questionnaire, the following conclusions have been reached: (A) To develop a rational curriculum rooted in the real situation of the Korean libraries, compulsory subjects should be properly chosen from those which were ranked highest in importance by the respondents. Characters and educational policies of, and other teaching subjects offered by, the individual educational institution to which a given library school belongs should also be taken into account in determining compulsory subjects. (B) It is traditionally assumed that education in librarianship should be more concerned with theoretical foundations on which any solution can be developed than with professional needs with particulars and techniques as they are used in existing library environments. However, the respondents gave the former a surprisingly lower rating. The traditional assumption must be reviewed. (C) It is universally accepted in developing library school curricula that compulsory subjects are concerned with the area of knowledge students generally need to learn and optional subjects are concerned with the area to be needed to only those who need it. Now that there is no such clear demarcation line provided in librarianship, it may be a realistic approach to designate subjects in the area rated high by the respondents as compulsory and to designate those in the area rated low as optional. (D) Optional subjects that were ranked considerably higher in importance by the respondents should be given more credits than others, and those ranked lower might be given less credits or offered infrequently or combined. (E) A standard list of compulsory and optional subjects with weekly teaching hours for a Korean library school is presented in the fourth chapter of this report.

• The Korean Nurse
• /
• v.36 no.1
• /
• pp.77-96
• /
• 1997

The duty shifts of hospital nurses not only affect nurses' physical and mental health but also present various personnel management problems which often result in high turnover rates. In this context a study was carried out from October to November 1995 for a period of two months to find out the status of hospital nurses' duty shift patterns, and preferred duty hours and fixed duty shifts. The study population was 867 RNs working in five general hospitals located in Seoul and its vicinity. The questionnaire developed by the writer was used for data collection. The response rate was 85.9 percent or 745 returns. The SAS program was used for data analysis with the computation of frequencies, percentages and Chi square test. The findings of the study are as follows: 1. General characteristics of the study population: 56 percent of respondents was (25 years group and 76.5 percent were "single": the predominant proportion of respondents was junior nursing college graduates(92.2%) and have less than 5 years nursing experience in hospitals(65.5%). For their future working plan in nursing profession, nearly 50% responded as uncertain The reasons given for their career plan was predominantly 'personal growth and development' rather than financial reasons. 2. The interval for rotations of duty stations was found to be mostly irregular(56.4%) while others reported as weekly(16.1%), monthly(12.9%), and fixed terms(4.6%). 3. The main problems related to duty shifts particularly the evening and night duty nurses reported were "not enough time for the family, " "afraid of security problems after the work when returning home late at night." and "lack of leisure time". "problems in physical and physiological adjustment." "problems in family life." "lack of time for interactions with fellow nurses" etc. 4. The forty percent of respondents reported to have '1-2 times' of duty shift rotations while all others reported that '0 time'. '2-3 times'. 'more than 3 times' etc. which suggest the irregularity in duty shift rotations. 5. The majority(62.8%) of study population found to favor the rotating system of duty stations. The reasons for favoring the rotation system were: the opportunity for "learning new things and personal development." "better human relations are possible. "better understanding in various duty stations." "changes in monotonous routine job" etc. The proportion of those disfavor the rotating 'system was 34.7 percent. giving the reasons of"it impedes development of specialization." "poor job performances." "stress factors" etc. Furthermore. respondents made the following comments in relation to the rotation of duty stations: the nurses should be given the opportunity to participate in the. decision making process: personal interest and aptitudes should be considered: regular intervals for the rotations or it should be planned in advance. etc. 6. For the future career plan. the older. married group with longer nursing experiences appeared to think the nursing as their lifetime career more likely than the younger. single group with shorter nursing experiences ($x^2=61.19.{\;}p=.000;{\;}x^2=41.55.{\;}p=.000$). The reason given for their future career plan regardless of length of future service, was predominantly "personal growth and development" rather than financial reasons. For further analysis, the group those with the shorter career plan appeared to claim "financial reasons" for their future career more readily than the group who consider the nursing job as their lifetime career$(x^2$= 11.73, p=.003) did. This finding suggests the need for careful .considerations in personnel management of nursing administration particularly when dealing with the nurses' career development. The majority of respondents preferred the fixed day shift. However, further analysis of those preferred evening shift by age and civil status, "< 25 years group"(15.1%) and "single group"(13.2) were more likely to favor the fixed evening shift than > 25 years(6.4%) and married(4.8%)groups. This differences were statistically significant ($x^2=14.54, {\;}p=.000;{\;}x^2=8.75, {\;}p=.003$). 7. A great majority of respondents(86.9% or n=647) found to prefer the day shifts. When the four different types of duty shifts(Types A. B. C, D) were presented, 55.0 percent of total respondents preferred the A type or the existing one followed by D type(22.7%). B type(12.4%) and C type(8.2%). 8. When the condition of monetary incentives for the evening(20% of salary) and night shifts(40% of. salary) of the existing duty type was presented. again the day shift appeared to be the most preferred one although the rate was slightly lower(66.4% against 86.9%). In the case of evening shift, with the same incentive, the preference rates for evening and night shifts increased from 11.0 to 22.4 percent and from 0.5 to 3.0 percent respectively. When the age variable was controlled. < 25 yrs group showed higher rates(31.6%. 4.8%) than those of > 25 yrs group(15.5%. 1.3%) respectively preferring the evening and night shifts(p=.000). The civil status also seemed to operate on the preferences of the duty shifts as the single group showed lower rate(69.0%) for day duty against 83. 6% of the married group. and higher rates for evening and night duties(27.2%. 15.1%) respectively against those of the married group(3.8%. 1.8%) while a higher proportion of the married group(83. 6%) preferred the day duties than the single group(69.0%). These differences were found to be statistically all significant(p=.001). 9. The findings on preferences of three different types of fixed duty hours namely, B, C. and D(with additional monetary incentives) are as follows in order of preference: B type(12hrs a day, 3days a wk): day shift(64.1%), evening shift(26.1%). night shift(6.5%) C type(12hrs a day. 4days a wk) : evening shift(49.2%). day shift(32.8%), night shift(11.5%) D type(10hrs a day. 4days a wk): showed the similar trend as B type. The findings of higher preferences on the evening and night duties when the incentives are given. as shown above, suggest the need for the introductions of different patterns of duty hours and incentive measures in order to overcome the difficulties in rostering the nursing duties. However, the interpretation of the above data, particularly the C type, needs cautions as the total number of respondents is very small(n=61). It requires further in-depth study. In conclusion. it seemed to suggest that the patterns of nurses duty hours and shifts in the most hospitals in the country have neither been tried for different duty types nor been flexible. The stereotype rostering system of three shifts and insensitiveness for personal life aspect of nurses seemed to be prevailing. This study seems to support that irregular and frequent rotations of duty shifts may be contributing factors for most nurses' maladjustment problems in physical and mental health. personal and family life which eventually may result in high turnover rates. In order to overcome the increasing problems in personnel management of hospital nurses particularly in rostering of evening and night duty shifts, which may related to eventual high turnover rates, the findings of this study strongly suggest the need for an introduction of new rostering systems including fixed duties and appropriate incentive measures for evenings and nights which the most nurses want to avoid, In considering the nursing care of inpatients is the round-the clock business. the practice of the nursing duty shift system is inevitable. In this context, based on the findings of this study. the following are recommended: 1. The further in-depth studies on duty shifts and hours need to be undertaken for the development of appropriate and effective rostering systems for hospital nurses. 2. An introduction of appropriate incentive measures for evening and night duty shifts along with organizational considerations such as the trials for preferred duty time bands, duty hours, and fixed duty shifts should be considered if good quality of care for the patients be maintained for the round the clock. This may require an initiation of systematic research and development activities in the field of hospital nursing administration as a part of permanent system in the hospital. 3. Planned and regular intervals, orientation and training, and professional and personal growth should be considered for the rotation of different duty stations or units. 4. In considering the higher degree of preferences in the duty type of "10hours a day, 4days a week" shown in this study, it would be worthwhile to undertake the R&D type studies in large hospital settings.