• Journal of Information Technology Services
• /
• v.17 no.4
• /
• pp.37-52
• /
• 2018

With the increasing severity of the shortage of highly-skilled IT personnel, more and more attention is being paid to the professional career path and systematic career management of IT employees. Although some studies have been conducted to describe the current status of IT personnel, limited attempts have been made to analyze the career paths or career patterns of IT professionals from a longitudinal perspective. In this context, this study explored the job career patterns of IT professionals in Korea and examined their relationship with subjective and objective career success. To identify job career patterns over time, detailed information about jobs and positions were used and an optimal matching analysis (OMA) was conducted to calculate the dissimilarity matrix between employees' career sequences, while a cluster analysis was used to categorize the meaningful groups based on this dissimilarity data. This analysis revealed that career patterns among Korean IT personnel are more varied than previously thought. These career types have a significant relationship with individual profiles, such as age, education, industry and company size, and account for significant variations in the three main career success variables, i.e. quality of life, assessment of software quality, and wage level. It is expected that the findings of this study will contribute to refining the Korean career path so as to retain IT personnel, and raise the need to improve the low quality of life and poor SW work environment of IT personnel.

• Journal of the Korean Institute of Landscape Architecture
• /
• v.27 no.5
• /
• pp.25-37
• /
• 2000

The purpose of this case study is to provide the basic knowledge and the rationale for establishing the professional personnel position of Landscape Architecture(LA) in local Government of Korea o the basis of the characteristics and adoption system of professional personnel organization in comparison with the cases of Japan, the United States of America, and Germany. I have analyzed the case of Chonju City, Chollabuk-Do, recruited professional personnel of LA by using informal career position, to justify the needs and the division of professional Landscaping works of the city and to figure out drawbacks of the current adoption system of professional personnel in South Korea. In have found the following results that 1) City Mayor in Korean local Governments do not have the proper authorizing rights of recruiting the special personnels for performing urban policy, which is under controls of the Official Appointment Regulations, 2) because of no official position status for specialist in the fields of LA, the Chonju City had been recruited them as Urban Planner status through an informal process, 3) the section of Park and Urban Forestry was established under the control of Department of Culture and multimedia Industry, 4) the fields of specialized works of LA are defined as the work of ecopolis design and planning, biotope networking, ecological bridge and ecological restorations, and 5) the professional positions for LA should be established in Official Appointment Regulation for the urgent needs of local Government sin South Korea.

• Journal of Digital Convergence
• /
• v.19 no.12
• /
• pp.51-62
• /
• 2021

This study developed the factors capable of systematic/comprehensive evaluation of the task performance in order to strengthen the performance management of the professional career personnel invitation program (PCPIP). To this end, a performance evaluation framework was developed by analyzing existing project evaluation studies based on boundary theory and Kirkpatrick's four-level evaluation model. Afterwords, through two Delphi surveys, evaluation factors that can measure performance in terms of individual and invitation institutions of PCP were derived and validated. With this procedure, five evaluation factors were finally selected: adaptability, connectivity, clarity, compatibility, and expandability. This study has implications suggesting a performance evaluation factors capable of hybrid quantitative/qualitative evaluation for the performance management of PCPIP operated by National Research Foundation of Korea Research since 1994.

• The Journal of Korean Academic Society of Nursing Education
• /
• v.15 no.1
• /
• pp.72-80
• /
• 2009

Purpose: This study was designed to identify the prediction factors that influence nurses' organizational commitment. Method: The sample of this study consisted of 526 full-time nurses randomly picked at 19 general hospitals in Korea. The data was analyzed by computer using SPSS 15.0 for Pearson's correlation coefficient, and multiple regression analysis. Result: 1) According to general characteristics, nurses' organizational commitment levels among the sample were significantly different in age, religion, social status, marital status, clinical career, and department satisfaction. 2) Level of nurses' organizational commitment was average 2.70, job satisfaction 2.91, burnout 3.03, empowerment 3.36, autonomy 2.93, and self-efficacy 3.51. 3) Nurses' organizational commitment had significant positive correlations with job satisfaction, empowerment, self-regulation, social support, self-efficacy, clinical career, and personnel movement experience. On the other hand, it had significant negative correlations with occupational stress, burnout, and age. 4) The prediction factors which influence Nurses' organizational commitment were job satisfaction($\beta$=.405), burnout($\beta$=-.282), self-regulation($\beta$=.171), clinical career($\beta$=.135). These factors were approximately 49.6% reliable in explaining nurses' organizational commitment. Conclusion: These results can be used to develop hospitals' management strategies for increasing organizational commitment effectiveness and nursing productivity.

• The Journal of the Convergence on Culture Technology
• /
• v.10 no.5
• /
• pp.153-161
• /
• 2024

This study proposes improvements to the personnel management system for military officers in South Korea, addressing challenges posed by rapidly changing security environments and population decline due to low birth rates. The research identifies key issues in the current system, including lack of predictability in long-term service selection, limited opportunities for professional development, uncertainties in post-retirement careers, rigid organizational culture, and inadequate responses to demographic changes. To address these issues, the study analyzes personnel management practices in foreign militaries, including the United States, United Kingdom, and Israel, deriving valuable insights. Based on this analysis, the research suggests several improvement measures: enhancing predictability in long-term service selection, providing tailored job transition support for different military specialties, and expanding personnel exchanges between military and civilian sectors. Specific recommendations include clarifying long-term service selection criteria, introducing a phased selection system, strengthening connections between military specialties and civilian job sectors, expanding support for professional certifications, and increasing personnel exchange programs with public institutions and private companies. The study also outlines necessary legal and institutional reforms, strategies for securing and allocating budgets, and a phased implementation plan. The research proposes amendments to the Military Personnel Management Act, legislation for supporting retired military personnel, and the introduction of a performance-based budget management system. A systematic implementation plan is presented, divided into short-term, medium-term, and long-term phases.

• Journal of the military operations research society of Korea
• /
• v.34 no.2
• /
• pp.103-122
• /
• 2008

In this study, we proposed that Military Qualification System(MQS) should be reshaped for enhancement of the professional and efficient management of human resource in the military sector. It should be also prepared that Military Qualification Law and Organization to operate the MQS. By doing that, we can expect several benefits. Firstly, military professionalism is systemically managed and enhanced, secondly military qualification for military personnel will be innovatively developed, thirdly supplement of skilled personnel are secured with stabilities in the military sectors, and finally outplacement of retired personnel are also qualified with military career and training.

• Journal of Korean Academy of Nursing Administration
• /
• v.21 no.4
• /
• pp.435-446
• /
• 2015

Purpose: This study was done to review and summarize trends in research related to image of nursing in Korea and to explore directions for future research. Methods: Thirty-five studies published from 2003 to 2014 were reviewed, and the analysis was performed according to criteria adopted from Kim & Lee (2003). Results: There was a three-fold increase in the number of studies compared to a prior analysis study. Of these studies 50% were carried out with nursing students and 71.4% were survey type research. Elementary school students, patients, and guardians had positive images of nursing compare to middle school students and health related personnel. Experience of hospital admission or patient visit did not influence the nursing image of participants. Satisfaction with nursing as a career and clinical practicum were related to nursing image among nursing students and their satisfaction, and their nursing professional value and self-esteem had a positive correlation with nursing image. Conclusion: The findings of this study suggest that recent trends of nursing research on nursing image indicate a need for further research to eliminate negative stereotypes and build a more professional image for nursing are recommended.

• Journal of Korean society of Dental Hygiene
• /
• v.5 no.2
• /
• pp.159-169
• /
• 2005

Objectives: The purpose of this study was to investigate turnover intention of dental hygienist who were employed at the private dental clinic in Ulsan, Korea. Methods: The data obtained from 100 dental hygienists during 1 month. The survey was performed by a face-la-face interview questionnaire consisting of 19 items and the 5 point Likert type response format. The respondents were 77 from dental hygienists. The adjusted response rate was 80.2%(77/96). Data were analyzed using frequency distribution, independent t-tests, ANOVA, chi-square and correlation. All statistical analyzed were conducted using Statistical Package for SPSS 11.5. Results: There was experiences of turnover the longer the professional career, the higher income, married personnel. Turnover intention was a statistically correlated with income. Conclusions: The findings suggest that dental hygienists who remain in the workforce are positively influenced mainly by self-development. Employer of dental hygienists should be aware of these factors in employing process.

• Korea Journal of Hospital Management
• /
• v.8 no.1
• /
• pp.95-111
• /
• 2003

The purpose of this study was to evaluate the information searching behavior of consumer by type of medical institution. A questionnaire survey was conducted of 1,507 persons who were selected through a multi-stage stratified area cluster sampling in nationwide level, excluding Jeju-Do. Personal survey was conducted through door-to door survey from 27 July to 10 August 1999. The main results of this research was as following; 1. The proportion of information searching of respondents ranged from 91.5-95.2%. Even though the proportion of user in university hospital was slightly high, there was not significant statistically by type of medical institution. In terms of information source, personal informer was most common information source in all type of medical institution. Public informers were more frequently used in university hospital visitors and professional informer in general and university hospital visitors. 2. Comparing to searching intensity, user informer and professional informer's influences were more powerful, but not statistically significant. In analysis of unit influence for information source, written informer or public informer was more powerful in clinic visitor, professional informer and written informer in university hospital visitor. 3. Information which consumer want to know mostly were about on special potential and career of physician. The clinic visitor wanted to know about institutional location and kindness of medical personnel. The university hospital visitor also wanted to know about facilities and convenience of process. Comparing to institution selection criteria of consumers at 1991, quality related criteria were recognized more importantly in outpatient and dental services. But in case of inpatient services, convenience factor was recognized more importantly. In conclusion, the effort for specific marketing plan by type of medical institution should be needed. And more concern on information searching behavior of consumer will be needed.

• Proceedings of the Korean Institute Of Construction Engineering and Management
• /
• 2006.11a
• /
• pp.453-457
• /
• 2006

After the introduction of Professional Engineer System to secure superior technical personnel in 1963, the engineering license regulations were introduced in 1995 - the person qualified with either the academic back ground or career in the construction field can be authorized as a construction engineer- to cope with higher demands for construction engineers caused by revitalization of construction business such as 2 million house construction. As a result, the number of construction engineers has been increased drastically since year 2000, which caused serious problems in utilizing top technical certificate, the PE's. Recently, relating to the opening of technology market according to WTO agreement and mutual authentication among countries and etc., the government is preparing legal and systematic foundations to guarantee the professionalism of engineers. Through the exact supply-demand forecast of PE's reflecting these systematic aspects, we are going to analyze the problems in the supply-demand of PE's and suggest the systematic improvement plans for managing the supply-demand of PE's. The result of this research can be used for building efficient and consistent raising and utilizing system of PE's as well as supply and demand system of qualified PE's