• The Journal of the Korea Contents Association
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• v.21 no.3
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• pp.400-409
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• 2021

Training, unlike education in holistic perspective, not only affects individual's potential of work competencies such as knowledge and technology, but also affects the job performance in organizational perspective. The effectiveness of training for civil servants who participated in mock jury trial learning of Suwon-si was verified using CIPP model. Participants valued the significance of the process of training rather than the conclusion that draws a certain solution, and based on the comparison and analysis of pre·post evaluations, the educational effect of mock trial training and its utilization at work in the future was higher than before the training, proving its effectiveness. In terms of the implications of training programs in addition to the program planner's evaluation, participant constitution in consideration of sex or employment period is needed for learning interaction among various learners, and information acquisition training on various local issues and conflict situations, as well as the combination of deliberation learning, are needed. in addition, it may be supplemented through customized conflict management raining related to pending projects for the effectiveness of training.

• Journal of Information Technology Services
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• v.21 no.2
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• pp.61-84
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• 2022

With the recent application of deep learning to Natural Language Processing (NLP), the performance of NLP has improved significantly and NLP is emerging as a core competency of organizations. However, when encountering NLP use cases that are sporadically reported through various online and offline channels, it is often difficult to come up with a big picture of how to understand and interpret them or how to connect them to business. This study presents a framework for systematically analyzing NLP use cases, considering the characteristics of NLP techniques applicable to almost all industries and business functions, environmental changes in the era of the Fourth Industrial Revolution, and the effectiveness of adopting NLP reflecting all business functional areas. Through solving research questions based on the framework, the usefulness of it is validated. First, by accumulating NLP use cases and pivoting them around the business function dimension, we derive how NLP techniques are used in each business functional area. Next, by synthesizing related surveys and reports to the accumulated use cases, we draw implications for each business function and major NLP techniques. This work promotes the creation of innovative business scenarios and provides multilateral implications for the adoption of NLP by systematically viewing NLP techniques, industries, and business functional areas. The use case analysis framework proposed in this study presents a new perspective for research on new technology use cases. It also helps explore strategies that can dramatically improve organizational performance through a holistic approach that encompasses all business functional areas.

• Journal of Korea Society of Industrial Information Systems
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• v.27 no.5
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• pp.99-117
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• 2022

This study examines the effect of customer experience management capability of a bank and job satisfaction and customer orientation of the frontline employee in bank. The proposed research model and developed hypotheses were tested using structural equations modeling based on data collected from 321 employees working in banks. The results of the study confirm the positive effects of employee training, employee empowerment, employee evaluation, cross functional work of customer experience management capability is job satisfaction and customer orientation. But channel integration is not supported job satisfaction and customer orientation. Performance management influenced customer orientation through job satisfaction. The study provides On a theoretical level valuable insights into the customer experience management competency at the organizational unit and but there is also a limitation that firms the is limited.

• Journal of People, Plants, and Environment
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• v.23 no.2
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• pp.149-158
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• 2020

The purpose of this study was to establish the role of master gardener coordinators and develop an education program to enhance their job competencies. To analyze and develop the new job of master gardener coordinator, we used the CBC method for curriculum development. The research findings can be summarized as follows. The analysis result of need and importance of education based on the performance level and demand level revealed 20 core competencies, which were classified into organizational education, learning by experience, individual learning, low-priority competencies for program development, with focus on the importance and need for education. The 17 courses are comprised of Eastern and Western Garden History, Understanding of Community Garden, Garden Aesthetics and Environmental Design, Master Gardener's Mission & Management, Garden Plants, and Garden Design and Practice etc. and the curriculum is 33 hours in total. The master gardener coordinator education program was conducted on 73 rural extension workers and the curriculum was evaluated by those who completed the program. The overall satisfaction was 4.29 and 97.1% of the trainees decided that the program would help them perform their duties. The analysis result discovered that all 20 core competencies increased after the program. As a result of conducting contingent valuation to determine the value of the program, willingness to pay (WTP) per hour was KRW 33,223 and the total WTP was KRW 1.096 million, which, when multiplied by 73 participants, is approximately KRW 80.008 million. This is relatively higher than the budget used (KRW 22.943 million), indicating that the program is worth it.

• The Journal of Korean Academic Society of Nursing Education
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• v.29 no.3
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• pp.319-334
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• 2023

Purpose: This study investigated the prevalence and perceptions of workplace violence against registered nurses (RNs) in hospitals. Methods: One thousand RNs replied to a nationwide survey from November 14 to December 22, 2022. They reported their general characteristics, prevalence of and their responses to different types of workplace violence from patients, family caregivers, physicians, and nurse peers, as well as their perceptions of workplace violence management systems. Results: A total of 71.1% of the RNs reported that they had experienced workplace violence in the last six months. The violence and sexual harassment experienced from patients and family caregivers were 57.3% and 19.1%, respectively. Furthermore, violence, sexual harassment, and workplace harassment from physicians were experienced by 24.6%, 4.0%, and 7.4%, respectively, of the RNs, and those from nurse peers by 21.4%, 3.1%, and 11.3%, respectively. The RNs stated that they often responded to workplace violence with passive and inactive behaviors, which were more serious toward physicians' workplace violence or sexual harassment from different perpetrators. Only 69.5% were aware of their hospital's workplace violence management systems, while only 14.7%~27.4%, according to the type of hospital (p=.471), perceived the systems as effective. Multiple important strategies were identified to prevent workplace violence. Conclusion: Critical suggestions are discussed for the prevention of workplace violence, including protecting the human rights of healthcare professionals, inter-organizational collaboration, and a culture of person-centered healthcare, and training nurse managers' competency in managing workplace violence.

• Information Systems Review
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• v.19 no.1
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• pp.169-183
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• 2017

As global competition is heating up and product life cycle has been rapidly shortened, each company pursues a variety of competitive technology innovations through different means of innovation. In this study, we assume that open innovation can be a shift motive of the technology innovation paradigm of small and medium enterprises (SMEs) being beyond the limitations of R&D within a company. We analyze the process and content of open innovation and performance. In addition, we identify the problems generated in the open innovation process and analyze the ways to strengthen open innovation. This study is based on the investigations into the technological competitiveness of local SMEs. The innovation ecosystem is analyzed from the perspective of product/service innovation, organizational innovation, and marketing innovation. Situational analysis is presented on the relationship between the innovation capabilities of information and communication technology SMEs and innovation performance.

• Quality Improvement in Health Care
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• v.29 no.2
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• pp.2-14
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• 2023

Purpose: This study aimed to identify strategies to enhance the competencies of patient safety coordinators in Korea. Methods: Fourteen participants from nine hospitals were interviewed between May and November 2022. Qualitative content analysis was used to analyze the data. Results: As for the strategies to enhance patient safety management competency, 3 themes and 11 sub-themes were derived. The first theme was 'Having individual competence as a patient safety coordinator', and the sub-themes were 'Communication skills with members', 'Flexible thinking from multiple perspectives', and 'Preparing for administrative work competencies that they had not experienced as a nurse.' The second theme was 'Responding strategically to promote improvement activities', and the sub-themes for it were 'Multi-angle approach to the problem', 'A careful approach so as not to be taken as criticism in the field', 'Increasing the possibility of improvement activities through awareness', 'Activating the network between patient safety coordinators', and 'Expanding learning opportunities through patient safety case analysis.' The third theme was 'Obtaining support to facilitate patient safety activities', and the sub-themes for this were 'Improving staff awareness of patient safety', 'Providing a training course for nurse professional of patient safety', and 'Expanding the manpower allocation standard of patient safety coordinators.' Conclusion: This study explored personal competencies such as document writing and computer utilization capabilities, focused on ways to improve the field of patient safety management, and emphasized the need for organizational and political support.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.4
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• pp.193-216
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• 2020

Due to the recent mid- to long-term slump and falling growth rates in the global economy, interest in organizational structures that create new products or services as a new alternative to survive and develop in an opaque environment both internally and externally, and enhance organizational sustainability through changes in production methods and business innovation is increasing day by day. In this atmosphere, we agree that the growth of small and medium-sized venture companies has a significant impact on the national economy, and various efforts are being made to enhance the technological innovation capabilities of the members so that these small and medium-sized venture companies can enhance and sustain their performance. The purpose of this study is also to investigate how the technological innovation capabilities of small and medium-sized venture companies correlate with the performance of knowledge management and to analyze the role of network capabilities to organize the strategic activities of enterprise to obtain the resources and organizational capabilities to be used for value creation from external networks. In other words, research was conducted on the impact of technological innovation capabilities of small and medium venture companies on knowledge management performance by using network capabilities as parameters. Therefore, in this study, we would like to verify the hypothesis that innovation capabilities will have a positive impact on knowledge management performance by using network capabilities of small and medium venture companies. Economic activities based on technological innovation capabilities should respond quickly to new changes in an environment where uncertainty has increased, and lead to macro-economic growth and development as well as overcoming long-term economic downturns so that they can become the nation's new growth engine as well as sustainable growth and survival of the organization. In addition, this study was conducted by setting the most important knowledge management performance within the organization as a dependent variable. As a result, R&D and learning capabilities among technological innovation capabilities have no impact on financial performance. In contrast, it was shown that corporate innovation activities have a positive impact on both financial and non-financial performance. The fact that non-financial factors such as quality and productivity improvement are identified in the management of small and medium-sized venture companies utilizing their technological innovation capabilities is contrary to a number of studies by those corporate innovation activities affect financial performance during prior research. The reason for this result is that research companies have been out of start-up companies for more than seven years, but sales are less than 10 billion won, and unlike start-up companies, R&D and learning capabilities have more positive effects on intangible non-financial performance than financial performance. Corporate innovation activities have been shown to have a positive (+) impact on both financial and non-financial performance, while R&D and learning capabilities have a positive (+) impact on financial performance by parameters of network capability. Corporate innovation activities have been shown to have no impact on both financial and non-financial performance, and R&D and learning capabilities have no impact on non-financial performance. It could be seen that the parameter effects of network competency are limited to when R&D and learning competencies are derived from quantitative financial performance. It could be seen that the parameter effects of network competency are limited to when R&D and learning competencies are derived from quantitative financial performance.

• 대한공업교육학회지
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• v.33 no.2
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• pp.192-217
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• 2008

This paper investigated the perceived criticalities and patterns of Korean Professional Engineer's competency regarding the working activities of automative product development, manufacturing, etc by using questionnaires responded to the survey which were applied to the automotive professors, experts and professional engineers (vocational parties) by e/mail, etc. This research investigated the following questions: First, what are the characteristic patterns, relevancy and perceived criticalities of Korean Professional Engineer's competencies? Second, What are the ranked priority of the Korean Professional Engineers' competencies? Are there any differency for each item, sub group of job, intelectual criterior of the competencies between relevancy and perceived criticalities according to the types of vocational parties, etc.? Accoring to the results; first, Professor group showed highest points among 3 groups per each item of the competencies by vocational parties Second, Chassis design group ranked top position among the 8 sub groups by vocational parties and, third, Problem Solving Knowledge ranked highest points than any others. Korean Professional Engineers are found to be positioned as key members, leaders and managers on surveying market, product planning, designing product & components, developing component parts, establishing shop with production equipment, managing quality control & material handling, organizing relevant meetings, developing human resources by training and learning, to back up finance with law matters, cooperating with concerned parties to achieve organizational goals, and to coordinate projects. etc, identifying ethical issues and business skills in order to survive and win to be competitive in various kinds of the automotive industry battle fields.

• Korean Journal of Clinical Laboratory Science
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• v.50 no.1
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• pp.54-62
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• 2018

In the 2000's, due to a change in hospital management strategy, the organizational structure shifted from a hierarchical system to a team system. While the hierarchical system is characterized by being activity centered, job title linked, and vertically managed, the team system is characterized by being competency centered, job title segregated, and horizontally managed. The job titles of medical technologist manager was surveyed three times in 1997, 2007, and 2017. It has been confirmed through staff members working at 24 hospitals in more than 500 beds in the metropolitan area. The results of job titles follow are as follow: "Team Leader; Part Leader" 14/24 (59%), "Chief Technologist; Area Head Technologist" 7/24 (29%), and "Chief" 3/24 (12%). The present authors propose an alternative name based on the team system to refine the three job titles currently used by medical technologists. First, the Chief Technologist is unclear if it refers to the Technologist General Manager or Technologist Manager. The Chief Technologist should be changed to "Team Leader". Second, given that Area Head Technologist or Section Chief are on the same position as Head Nurse, we suggest that Area Head Technologist or Section Chief should be changed to "Part Leader". Third, while the organization regulation is marked merely as Department of Laboratory Medicine according to the hierarchical system, it is marked as Laboratory Medicine Team according to the team system. Medical technologists come to have more belongingness, feeling of solidarity, and intimacy under the team system.