• 한국IT서비스학회지
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• 제21권1호
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• pp.61-79
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• 2022

In the rapidly changing era of knowledge revolution, user-centered IT services are emerging as a very important component of modern business. However, in order to lead IT services into success, traditional capabilities and competences are not good enough. Development of IT services involve service planners and designers as well as traditional systems developers. This detailed segmentation of job and corresponding competences among involved in IT service development brings in new type of conflicts and contradictions that may require special attention for IT services to be properly development and implemented. This study aims to explore and define competences and roles of newly emerging job groups in IT services: planners, designers, and developers. In order to identify underlying competences of these emergeing groups, two stage interviews were conducted. At the first stage, general competence framework is developed across these groups with different skills for similar competence catogories. Using the categories developed at the first stage, members of each groups were asked to rate and assess the competences of other groups. Comparisons of these reciprocal assessment revealed the conceptual differences and biases across these groups. Detail differences are discussed and implications are discussed.

• 한국임상수의학회지
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• 제29권1호
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• pp.43-48
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• 2012

This survey on professionalism and job satisfaction was aimed to analyze the veterinarians' attitude toward their profession and educational needs in Korea. Two hundred and ninety nine completed questionnaires were analyzed for this study. The participants considered nontechnical competences, such as communication skills and ethical decision making skills, important as medical knowledge and skills for veterinarians. There were significant differences in veterinarians' job satisfaction among the subgroups of gender, region, specialty, employment status, and work hours. The factor analysis of adjusted Hall's professionalism scale showed 4 dimensions of Veterinarians' professionalism; belief in self-regulation, belief in public service, using the professional organization as a major referent, and autonomy. Veterinarians' professionalism was significantly related to the job satisfaction. The survey results suggest that the educational program of professionalism should be needed for the professional development of veterinary students and veterinarians.

• 한국산학기술학회논문지
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• 제13권8호
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• pp.3460-3469
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• 2012

본 논문의 목적은 중소 IT기업 S/W 개발자의 생산성을 높이기 위하여 어떤 요소들이 직무몰입에 긍정 또는 부정적 영향을 미치는가를 분석하는데 있다. 본 연구에서는 개발자의 직무능력을 중요한 선행변수로 보고 있다. 그리고 역할갈등과 태도가 직무몰입을 가져오는 중요한 매개 작용을 한다는 가설에서 출발하였다. 실증자료를 통한 경로 분석 결과, 직무능력 변수들이 매개변수인 역할갈등과 태도에 영향을 미치며, 이들이 직무몰입에 직, 간접적으로 영향을 미치는 것으로 나타났다. 특히 중요한 발견은 업무지식이 높을수록 역할갈등은 낮게 나타났으며, 업무기술력이 높은 인력일수록 역할갈등이 더 높게 나타났다. 이는 중소 IT기업의 경우 조직 내에서 직무기술력이 우수할수록 많은 기대와 일을 시키는 것에서 기인되었다고 보아진다. 결국, IT 개발자의 업무지식을 높이고 직무에 대하여 좋은 태도를 형성하여야 직무몰입을 높일 수 있다.

• Asian Journal of Innovation and Policy
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• 제4권1호
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• pp.55-75
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• 2015

The purpose of this study is to find what competence determines the employment of college students using data from the K-CESA (Korea Collegiate Essential Skills Assessment) of a Korean university during 2009-2014. This test comprises of 6 categories of competence: self-management, global readiness, interpersonal relationship, resource/information/technology handling, communication and comprehensive reasoning. In addition to these competences, we add the comprehensive variable, grade point average. In order to identify the qualities of employment, employment was classified into 3 types: all employment, employment in decent jobs and employment in the top 500 companies. Results are as follows: For all employment and decent jobs, GPA and comprehensive reasoning were the meaningful variables. However in case of the top 500 companies, interpersonal relationship was added. Based on the analysis, this study suggests the fundamental concepts of college students' job competence: job specific competence, job basic competence, and basic competence.

• 산업융합연구
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• 제20권11호
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• pp.113-126
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• 2022

경영환경이 급변함에 따라 기업 운영에 어려움을 겪으며 특히 대기업에 비해 중소기업의 경영에 최고경영자의 역할이 막중함에 따라 상대적으로 최고경영자의 역량이 경영성과에 많은 영향을 주고 있다. 이로 인해 중소기업의 경쟁력 제고를 위해서는 최고경영자의 역량이 중요하다. 한편 컨설턴트란 기업과 조직이 당면한 다양한 이슈에 대하여 객관적이고 합리적 의사 결정을 유도하여 경영활동에 직간접적으로 참여하는 주체로 정의된다. 컨설턴트가 필수적으로 갖추어야 하는 경영적 전문 지식, 문제해결 능력, 의사소통 능력, 통찰력, 리더십 등은 컨설턴트의 역량이라고 할 수 있으며, 이는 특정 기간 동안의 계약 유무를 제외하면 최고경영자가 기업의 경영과 경쟁력 제고를 위해 갖추어야 하는 역량과 동일하다. 따라서 본 연구는 선행 연구를 통하여 최고경영자의 컨설턴트 역량으로서 4가지 변수인 직무역량, 커뮤니케이션 역량, 학습역량, 혁신역량으로 구분, 해당 변수가 각각 기업의 혁신성과에 미치는 영향과 혁신성과가 기업의 경영성과에 미치는 영향을 파악하고자 하였다. 조사는 제조 및 서비스업의 중소기업을 대상으로 진행하였으며 분석기법은 신뢰성 및 타당성 분석, 확인적 요인분석과 구조방정식 분석을 실시하였다. 연구결과 첫째, 최고경영자의 직무역량, 커뮤니케이션 역량, 학습역량, 혁신역량은 각각 기업의 혁신성과에 유의한 영향을 미치는 것으로 나타났다, 둘째, 기업의 혁신성과는 경영성과에 유의한 영향을 미치는 것으로 나타났다. 이를 통해 본 연구는 중소기업 최고경영자의 역량을 컨설턴트 역량과의 공통적 요소를 도출하였으며 중소기업의 성과를 향상할 때 필요한 최고경영자의 역량 특성의 시사점을 도출하였다.

• 한국항해항만학회지
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• 제38권2호
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• pp.127-134
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• 2014

This paper aims to identify what is needed to improve the English for Specific Purposes(ESP) curriculum for English as a Foreign Language(EFL) college learners at navigation school. Different needs from learners and experienced professionals are identified through diversified methods, and the findings from these are analysed and consolidated from a balanced point of view. For this purpose, putting learners at the centre of analysis, identifying their subjective and objective needs serves as a point of departure in formulating the curriculum. Then, the target situation is analysed according to the short-term aim of getting a job, followed by long-term needs for successfully fulfilling future duties as a pilot. Based on findings, it is suggested that ESP curriculum for learners in navigation studies should be focused on the successful language performance of their actual duties and tasks to be given in the future working situations, rather than on immediate needs for getting a job. In particular, special attention needs to be paid to enhancing learners' productive language competences through a series of hands-on trainings and a wide range of extra-curricular activities, specifically for a higher command of oral communication. For this, not only ESP, curriculum for EGP(English for General Purposes) should be systematically structured as ESP-oriented EGP, and naturally move onto areas of ESP in a coherent manner.

• 한국프랜차이즈경영연구
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• 제11권3호
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• pp.27-41
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• 2020

Purpose: This study was conducted for purpose to derive a model of the founding competency of undergraduate students preparing for job creation. We want to support undergraduate students who are preparing to start a job creation so that they can successfully start a job creation. In Korea, research on entrepreneurship competency has been actively conducted for a variety of subjects including undergraduate students, but research on job creation competency is insufficient. To this end, we intend to contribute to the success of undergraduate students preparing for job creation by deriving a job competency model. Research design, data, and methodology: In order to derive job creation competency, interviews were conducted with best practices in the job creation activity process, and the job creation competency was derived using Spencer and Spencer's competency model development process and competency dictionary. Result: The derived competencies were further supplemented through the verification of job creation experts and HRD experts, and a total of 3 competency groups, 13 competences, and 44 specific actions were derived. The derived job creation competency model is significant in that it is an initial study that attempts to develop job creation competency, that it can be a reference point for developing curriculum for undergraduate students preparing for job creation, and that they have developed a competency model in the new field of job creation. However, despite this significance, there are some limitations. First, the derived competency model did not perform validity verification using quantitative research. Second, the difference analysis between the excellent group and the average group was not conducted. Third, the level of behaviors could not be staged. Lastly, it was not possible to compare it with the competency of franchisor and job creation for undergraduate student competency. Therefore, it is necessary to upgrade the job creation competency model by conducting follow-up studies. The following is suggested as a follow-up study. First, verification of the validity of job creation competency, and second, a comparative study of excellent cases and average group. Third, a study on the level of action level of job creation competency. Lastly, it is a comparative study of job creation competency and the competency of franchise affiliates.

• 산학경영연구
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• 제9권
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• pp.99-121
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• 1996

On the job training is useful : a part of on the job training has increased the marginal productivity of future and rate of wage. Investment in a human capital depends on character of investment and market conditions. The innovation role of small and medium firms has recently received increasing attention in newly industrializing countries as they attempt to transform their industries from labor intensive to technology intensive. It also suggests some implications to the small and medium firms' strategies and public policies accelerating research and development. Lack of qualified scientists and engineers often inhibits the small and medium firms' ability to access and assimilate external technical information. Such technical personnel are particularly scarce in NICs. Therefore, how to employ these technical staff should be an important issue for small and medium firms seeking to acquire distinctive competences. Small and medium firms must invest further education and training to its labor.

• 한국의상디자인학회지
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• 제21권1호
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• pp.115-129
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• 2019

This study aimed to develop methods for technical design education that can be intimately connected to the industrial field. For this, technical design jobs performed in the fields of the domestic and foreign fashion industries and their required competences were examined, and educational methods based on constructivism were proposed. Korean fashion technical designers' works were identified, and then the fashion technical designer's responsibilities and qualifications were collected and analyzed from global employment sites. On the basis of the collection and analysis, hands-on staff members and education experts were interviewed about required competences for the actual business and possible suitable methods for education. The results of research showed that in the case of the US, job systems and relevant duties for technical designers were clearly defined by clothing brands, whereas in Korea, businesses were systematized around vendors, not brands, and as a result the businesses of technical package composition and specification proposals were not performed properly. This study organized the contents of technical design education into fit development and specification, the composition of technical design packages, the evaluation and approval of samples, fit schedule management and fitting, block pattern setting and pattern correction, sewing specifications appropriate for styles and materials, grading, technical terms, and production management. As for the technical design education models, the cognitive apprenticeship model, resource-based learning, the problem-based and anchored model, and the problem-based and resource-based models were proposed.

• 유통과학연구
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• 제17권7호
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• pp.5-13
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• 2019

Purpose - In order for companies to be competitive and adapt to the trend of development, it is important for many airlines to secure outstanding human resources and the need to nurture them. It can be expected that by systematically analyzing and organizing the characteristics and types of competences considering the duties of the airline cabin crew, the personal and organizational capacities of the cabin crew can be defined and presented theoretically. Research Design, Data, and Methodology - This survey was conducted over a seven-month period from February 1 to September 30, 2018 and was designated as a domestic airline flight attendant. Direct visits to Incheon International Airport and Gimpo International Airport were also conducted through an online questionnaire. A total of 515 questionnaires were used for empirical analysis. To verify two hypothesis of this study, a regression analysis and exploratory factor analysis (EFA) were performed using SPSS WIN 26.0. Results - Analysis on the impact of personal capacity of airline cabin crew on job satisfaction showed that technical competence, knowledge capacity and ability capacity, which are sub-factor factors of personal capacity, had a positive effect on job satisfaction. Recovery resilience also plays a positive role in relationships between individual competence and job satisfaction. Conclusions - It has been empirically analyzed that the personal characteristics of the airline crew have a significant effect on flight attendant's job satisfaction. It can be seen that flight attendants tend to perform well beyond what is required in their duties, and that active and confident cabin crew members tend to perform well in the direction of improving their duties, and are also highly satisfied with their duties.