• 근관절건강학회지
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• 제14권1호
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• pp.5-12
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• 2007

Purpose: The purpose of the study was to identify the relationship between low back pain and job stress in hospital nurses. Method: A descriptive correlation research design was employed. The participants were 355 nurses who worked in a general hospital in W city Kangwon-do and consented to participate in this study. The Visual Analog Scale and job stress scale were used in this study. Analysis included descriptive statistics, t-test, ANOVA, and partial correlation coefficients. Results: Experience of low back pain for nurse in the past was 86.5% and in the present was 67.5% for low back pain which measured an average of 4.4 points for the level of low back pain. The mean score for job stress was relatively low(M=47.2). Job demand, organization system, job instability and conflict in relationships contributed to high stress scores, instead inappropriate compensation, job culture, and job autonomy contributed to low stress. There was a significant relationship between low back pain and job stress. Conclusion: These results suggest that further research is needed to develop programs to prevention and management of low back pain for nurses.

• 동아시아경상학회지
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• 제5권4호
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• pp.50-66
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• 2017

Purpose - The purpose is to identify a structural effect relationship among a hotel chef's personal competency, job satisfaction and customer orientation. Moreover, this research tries to provide implications regarding effective human resource management strategies based on competency to strengthen job satisfaction and customer orientation by testifying the effect relationship of job satisfaction with the relationship between personal competency and guest orientation. Research design, data, methodology By targeting chefs working in five starred hotels in Seoul, the surveys have been distributed from April 1st of 2017 to April 20th of 2017 (approximately 20 days). Out of 300 distributed surveys, 250 were collected, and 246 were used, excepting 4, unhonestly answered. Results - It has been analyzed that a hotel chef's personal competency, self-control ability, customer orientation competency, interpersonal relation competency, gumption, and professional competency has a significant effect on job satisfaction, however, it has been identified that gumption has no impact on job satisfaction. Job satisfaction has a significant impact on customer orientation. Lastly, there is a control effect on job satisfaction and customer orientation by organizational commitment Conclusions - It is able to propose the solutions to improve customer orientation, job satisfaction and organizational commitment of a hotel chef and the ways for human resource management.

• 동아시아경상학회지
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• 제10권3호
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• pp.27-40
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• 2022

Purpose - The purpose of this study is to test the impact of job crafting on in/extra-role performance in Chinese context. In addition, it intends to verify the mediating effect of work engagement on the relationship between job crafting and in/extra-role performance. Research design, data, and methodology - Survey data were collected from employees of the companies in Hebei, China, for about two months, from early January 2022 to early March 2022. A total of 300 copies were distributed, and 240 copies were collected (80%), of which 222 copies were used for the final analysis. Data were analyzed for statistical tests of the measurement model and hypotheses using IBM SPSS Statistics 25 and Amos 25. Result - The analysis results are as follows. First, job crafting has a direct effect on work engagement. Second, work engagement increased employees' in/extra-role performance. Third, the mediating effect of work engagement was verified in the relationship between job crafting and employees' in/extra-role performance. Conclusion - This study expands the job demand-resource model by revealing the effect of job crafting, which changes the job given to oneself, on in/extra-role performance. In addition, this study investigated the impact of work engagement on the relationship between job crafting and in/extra-role performance.

• 대한간호학회지
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• 제27권2호
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• pp.253-263
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• 1997

This second study on the effectiveness of nursing organization was designed to test the relationships between effectiveness of nursing organizations and structural variables that had been significant variables in the first study, the group design variable and the personal characteristic variables that had not been analyszed in the first study based on personal resource productivity model. The data were collected through self-reported questionnaires completed by 605 nurses working in hospitals in seoul and 782 patients being hospitalized in 5 tertiary hospitals in Seoul. The results showed that according to the canonical correlation analysis, the managing job design, nursing delivery system. nurse's age, career. and formalization were revealed as predicting variables of a nurses' job satisfaction and patients satisfaction among the five hospitals. Hospitals in which the team nursing method was used showed a higher score in nurses' job satisfaction and patient satisfaction than in hospitals which used the functional nursing model.

• 선박안전
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• 통권23호
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• pp.51-64
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• 2007

Main concern of this subject is "hat type of hull shape is most important for building aluminum fishing vessel and suitable for domestic fisherman." For the this subject, We research from traditional hull shape of fiberglass fishing vessel and supply to our domestic fisherman with 3D render images. Following the above job making with concept design and basic drawing for product model. And most important research job with technical of aluminum vessel and products system and standard of job description. We filled two category with design and products for our domestic fisherman.

• 한국컴퓨터정보학회논문지
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• 제18권2호
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• pp.165-174
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• 2013

서비스는 고객과 서비스 제공자 간의 상호작용이나 서비스 전달 프로세스 또는 고객에게 경험을 제공하는 것으로 관점에 따라 다양하게 정의된다. 이처럼, 다양하게 정의되는 서비스의 개발이나 설계를 위한 기존의 서비스 모델링 방법들은 서비스를 고객과 서비스 제공자 간의 활동 또는 기능 위주로 표현하고 있다. 서비스가 물리적인 제품과 구별되는 가장 큰 특징은 생산과 소비가 동시에 발생하는 동시성과 고객들마다 요구와 성향이 다른 이질성이다. 이러한 서비스만의 특성을 모델에 반영하여 서비스의 질을 높이기 위해서는 서비스가 이루어지는 상황 특성을 반영할 수 있는 방법이 필요하다. 이런 목적으로, 논문에서는 서비스를 고객이 가지고 있는 문제를 해결해가는 프로세스로 정의하고, 문제를 해결해가는 과정의 상황특성을 반영하기 위해 서비스 프로세스를 접촉, 정보, 활동 3가지 요소로 구조화한다. 또한 본 논문에서는 서비스 프로세스를 3가지 구성요소로 모델링하는 Job 매핑 다이어그램을 제시하였으며, 이를 호텔 서비스 사례에 적용하여 블루프린트에 의한 모델링 결과와 비교하였다.

• 유통과학연구
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• 제14권5호
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• pp.91-96
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• 2016

Purpose - Although various studies have been conducted on the stress of service employees, there are still lack of studies regarding job stress and job satisfaction of call center workers. Especially there are quite few studies on the job stress according to employment type. This study focused on job stress and job satisfaction for call center employees and the correlation between the two factors and aimed to provide basic materials for seeking for the plans to reduce job stress and improve job satisfaction. Research design, data, and methodology - Frequency, percentage, and mean value were calculated through descriptive statistics in order to find out demographic characteristics, level of job stress, and job satisfaction. Differences in job stress according to employment type were calculated by using one-way ANOVA. Correlation between job stress and job satisfaction were identified through empirical analysis with Pearson's correlation coefficient. 150 materials were used for final analysis. The collected materials were analyzed to get statistics by using SPSS 20. Results - First, as for the job stress of call center workers, overall mean value was 2.54 in 4-point scales. Among the six sub-factors, job demands had the highest score, which was 2.67. Second, as for the job stress according to employment type, others showed higher score than mean value followed by contract job and full-time job in that order, in terms of job insecurity and organizational system. In terms of inappropriate remuneration, contract job showed higher score than mean value followed by others and full-time job. Third, as for the satisfaction with job, the mean value was 2.37 in 4-point scale and "very much satisfied" was only 3.3%. Lastly, in terms of job stress and job satisfaction, all sub-factors except for job demands showed significant correlation. The more job stress increased, the more job satisfaction decreased. Conclusions - First, as a result of analyzing job stress according to the employment type of call center workers, job stress increased more when the employment type was not full-time. Therefore, it was assumed that self-rescue efforts should be followed for effective employment management of call center business where contract employment takes most part as well as efforts to transfer them to full-time job. Second, decrease in job satisfaction of call center workers may affect the performance of an organization as well as service quality of the company providing the service. Therefore, various supports are required to decrease job stress and increase job satisfaction for call center workers through the expansion of rest area or break time. Third, I could recognize that there were lack of academic research on call center business in the whole service industry. Therefore, further research should be conducted more actively in the future. In particular, this study has special significance in the aspect that there were few studies on the job stress of call center workers according to employment type.

• 공학교육연구
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• 제19권2호
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• pp.102-111
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• 2016

This study was implemented for the purpose of analyzing the Job Competency level of accredited and non-accredited program's graduates. And we were seeking way to manage realistic and effective way of Accreditation of Engineering education. In order to achieve the purpose of this study, survey and FGI were done. The study was: accredited program's graduates thought more positively than non-accredited program's graduates, and graduates felt that 11 Job Competencies Level of Work Performance were lower than the needs of job performance. The conclusions of this study were summarized as follows: First, between accredited and non-accredited program's graduates, we could see significant recognition difference about the perception of the needs of job performance. This was because Design curriculum were reinforced and accredited program's graduates had attended design program at accredited program. Second, accredited program's graduates felt higher than non-accredited program's graduates about the perception of level of work performance. This was because the efforts for curriculum reorganizing and teaching methods improvement were done. Third, we could not find significant recognition difference about the perception of the needs for job performance and work level. That was because accredited and non-accredited program were not dealed seperately. The conclusions of this study are summarized as follows: First, The efforts for analyzing job competence of industry and reflecting the program curriculum are needed on the accredited program for engineering education. Second, Government should make the incentive policy about the companies which give some merits to the accreditation graduates, and monitor constantly their real working. Third, in order that the accreditation results can be trustful on staff recruiting or school choosing, accreditation should make outcome-based-evaluation which guarantees competence of graduates.

• 한국의상디자인학회지
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• 제17권3호
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• pp.115-133
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• 2015

This study analyzed the effects of fashion companies' organizational types on job satisfaction and organization commitment of fashion designer. As well as this study analyzed the differences the organizational types, job satisfaction and organization commitment by the gender and age of fashion designer. A survey was conducted from January 5 to 30 in 2015, among fashion companies' designer of Seoul metropolitan area. And 238 responses were used in the data analysis. As a result, fashion companies' organizational types was composed of five factors(coordinating leader organization, group creative organization, external innovators' collaborative organization, bureaucratic hierarchy organization, integrative thinking leader organization). Job satisfaction of fashion designer was composed of three factors(work satisfaction, employment satisfaction, relationship satisfaction), and organization commitment was composed of two factors(affective commitment, calculative commitment). The coordinating leader organization and integrative thinking leader organization positively influenced the work satisfaction, but the bureaucratic hierarchy organization negatively influenced the work satisfaction. The coordinating leader organization and group creative organization positively influenced the employment and relationship satisfaction. The group creative organization and external innovators' collaborative organization positively influenced the affective and calculative commitment, but the bureaucratic hierarchy organization negatively influenced the affective commitment. In addition, there were significant differences in the coordinating leader organization, integrative thinking leader organization, employment and relationship satisfaction by the gender. And there were significant differences in the group creative organization, bureaucratic hierarchy organization, affective and calculative commitment by the age.

• 한국의류산업학회지
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• 제23권4호
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• pp.504-514
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• 2021

This study attempted to extract and structure the job skills required for 3D designers, which have been recently introduced to the fashion industry. The study aimed to materialize and objectify the 3D designer's job, using a focus group interview for the survey. The 3D designer has the TD task of making 3D virtual samples using the pattern files developed in Pattern CAD. Graphic design and fabric digitization are also major tasks for the 3D designer. CLO is mainly used for 3D virtual sample production, and PixPlant, Substance, Photoshop, Cinema 4D, Daz studio, and 3ds MAX are used for image and avatar editing. As per the job skills required for 3D design work, basic knowledge about patterns and sewing, skill in 3D virtual clothing technology, ability to use various software, and English skills were considered important, in that order. In particular, the need for knowledge about patterns and sewing became more important than the skill in 3D virtual clothing technology itself. To train 3D designers, it was found that not only 3D virtual clothing software, but also education on patterns and clothing construction, CAD developer's curriculum certification system, and 3D designer qualification management were required. In addition, 3D designers are recognized as an essential job in fashion vendors, and the demand for domestic brands is increasing. The biggest limitation of the 3D virtual clothing system is the perfection of the digital fabric. Also, technical improvement is needed.