• Culinary science and hospitality research
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• v.12 no.1 s.28
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• pp.22-36
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• 2006

This study examines the job satisfaction of cooks of school feeding. Sampling was taken among school feeding cooks except for those of Kangwon Province and Cheju Province. The factors affecting on the job satisfaction was investigated to find ways to raise the job satisfaction of cooks of school feeding. Four factors were extracted in all. It is found that these four factors have affected the job satisfaction of cooks of school feeding in order of working satisfaction factor(.493), co-worker communication factor(.463), job environment factor(.185), and advancement factor(.146). Accordingly, more opportunities for career advancement should be offered to raise the job satisfaction among them, and the establishment of better work environment and the optimum staff are urgently needed.

• Proceedings of the Safety Management and Science Conference
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• 2011.04a
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• pp.129-141
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• 2011

The information technology intensive society rapidly moves from manufacturing industry to information technology industry. This paradigm of Robot is depending on intelligent Robot instead of labor. The conventional Robot worked through environmental variation and shift of job. This Robot is unactively response to men's mandate. And, this Robot have had iterative jobs through manipulation of men. But, this intelligent Robot have new technology through society paradigm shift. The outstanding feature of this Robot is perception function and cognition, mobility and manipulation. The definition of original Robot means forceful and tedious, slavery job. This is from robota, robotnick of the Czech Republic. Karel Capek, a playwriter of the Czech Republic use of this letter at 'Rossum's Universal Robots'. Conclusionally, the Chungbuk province is connected with Korea Institute for Robot Industry Advancement of Daegu and Sejong City. This affect mutual growth with local industry and advancement of environment about living life in the Chungbuk.

• Hwankyungkyoyuk
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• v.18 no.1 s.26
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• pp.55-69
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• 2005

This study aims to investigate and practically examine the effect of environmental qualifications based on the theoretical background on the area. First, the economic effect of the acquisition of the qualifications was to be studied from the viewpoints of individuals and from an actual analysis on it, its effect was to be proved. Second, its non-economic effect was to be proved from the same way as the first analysis. On the basis of theoretical background, a study model was formulated in a way that the effect of qualifications in individuals side was divided into an economic effect (wage, employment, promotion, job-switching) and non-economic effect (self-development, self-efficiency, satisfaction on the job, ability to cope with the advancement of technology, job performance, signal effect, the settlement of uneasiness at unemployment). Then, survey was carried out with questions designed in accordance with this model. The hypotheses were proved as the following. First, for hypothesis 1(Environmental qualifications will bring up positive impacts on an individuals economic effect), environmental qualifications was shown to have positive impacts on wage, job-switching in personal economic effect. But, no personal economic effect appeared for employment and promotion. Second, for hypothesis 2(Environmental qualifications will bring up positive impacts on an individuals non-economic effect), environmental qualifications appeared to have positive impacts on self-efficiency, ability to cope with the advancement of technology, job performance and signal effect. Besides, no impact was shown in satisfaction on the job and the settlement of uneasiness at unemployment and self-development.

• International Journal of Knowledge Content Development & Technology
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• v.8 no.3
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• pp.29-40
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• 2018

This paper discussed motivation, some theories of motivation and motivation of library personnel. The most important aspect of any organization is its workforce. Motivation arouses, energizes, influences and sustains behaviour and performance of employees. Motivating factors include extrinsic factors which pertain to the conditions under which a job is performed and intrinsic motivators which contribute to job satisfaction and subsequently increase productivity. Two levels of motivation were identified in the library: the need-factor motivation and the profession-related motivation. Need-factor motivation is well-pronounced in the lower cadre of library staff such as library assistants, clerical staff, and porters who set their priority on economic needs. The profession-related motivation occurs among professionally trained librarians whose motivation hinges self-fulfillment derived from professional growth and development. Other motivating factor in the library is job design which includes job rotation, job enlargement, and job enrichment. Job design specifies the contents or methods of any job in such a way that various requirements of a job can be effectively satisfied. Adequate motivation of library employees lies with the managers because they generally control work distribution, freedom and autonomy, work challenge Remove, staff development and training, and advancement opportunities. The managers are urged to create enabling environment to ensure improved commitment, satisfaction, and productivity of employees in the library.

• Culinary science and hospitality research
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• v.11 no.4 s.27
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• pp.59-76
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• 2005

The purpose of this study is to illuminate the influence happened by the process of acquirement of professional cooking skills related to satisfaction with duty of hotel cooks according to the development and expansion of the food service industry. First, interaction with colleagues, working environment, accomplishment of duty, satisfaction of duty etc. have a big effect on improvement of cooking skills, that is, acquirement and accumulation of cooking skill. Therefore, it's confirmed that improvement of skill can be promoted if we focus on this kind of factors and meet more positively. Second, field education training should be operated professionally with systematic education training. Third, duty rotation has an effect on skill advancement. It can be interpreted that oppressive feelings caused by ability, skill, knowledge, human relations etc. which is required in new business related to frequent change of the business in one's charge can have an effect on duty satisfaction. It's considered that comprehensive and in-depth study should be accomplished in future concerning duty rotation, field training.

• Journal of Industrial Convergence
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• v.3 no.2
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• pp.51-71
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• 2005

As the living standards have been enhanced thanks to rapid to rapid economic growth following industrial progress, today the advancement of woman into specialized jobs keep expanding not only for economic purpose such as increasing family income but also due to changed perception on woman's role, i.e. self-realization. In the actual situations, however, women are generally placed in a inferior position compared with men in most jobs, despite existence of gender equality policy. Therefore, concern and study on female adaptation into job and their work attitude have become increasingly important, which can contribute to alleviating women's discontent in the work but to raising efficiency of job execution and improving work quality. In this treatise, I researched the job attitude of woman for the period of 1980 up to 2005, with interval of every 5 years. For empirical analysis, research has been done towards females teachers in elementary and middle schools as well as female works in financial institutions. Both job fields have comparatively high percentage of female employees and have less sexual discrimination. The purpose of this vertical research is (1) to find out how women workers perceive their job environment, (2) to analyze empirically the change in female job attitude and their flow of consciousness. Ultimately this treatise aimed at contributing to efficient management of female work force in our society.

• Culinary science and hospitality research
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• v.6 no.1
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• pp.225-252
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• 2000

This study aims to examine theoretical frame work of franchise restaurant, the characteristics of store manager's job and the level of their job satisfaction through an empirical investigation. Job satisfaction survey study shows that store managers consider important all work to be attended to as part of their duty with service management on top. It is also found that the majority of store managers consider their aptitude as most important job satisfaction factor and those, who are satisfied with their job content, advancement and the prospect, are more proactive in delivering qualify service and more than willing to commit themselves to their duties. Regrading demographical variables, store managers with scholarly competence and higher pay level are more likely to be satisfied with their job but married men are not satisfied with the work environment in general. Ergo, Businesses should correspond by capitalizing on those store managers content with their duty thus collecting additional information and providing opportunities to further contribute to the business. For those dissatisfied individuals, however, businesses should determine their demands and by educational training supply a motive therefore making possible the conversion of such individuals to satisfied store managers and their active participation in business management. But, as with any study, this one has a number of limitation which constraints the generalizability of the empirical findings. It has not been for long since franchise restaurants established in domestic market and has been few studies regarding this topic there. Furthermore, managers are not willing to release operation related data. Therefore, further study are urged to overcome this limitation and should examine other dimensions of job satisfaction such as relations between revenue and profit with the level of store manager's job satisfaction remain to be investigated.

• Management & Information Systems Review
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• v.6
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• pp.267-290
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• 2001

Today's firms are experiencing severe competition and lots of change under uncertainty of the future. In order to survive in rapidly changing environment, companies have steadily adopted information technology(IT) environment. The advancement of information technology allows people to access information and knowledge resources without the limitation of time and location through internet. Many organizations have developed their own information systems not only for internal efficiency but also for effectiveness of external customer services. This study is intended to provide a theoretical framework of information and knowledge and their relationship, that the infusion of powerful information networks into business environments is beginning to have a profound a significant difference of the nature between information satisfaction and accounting information system(AIS) in the business activity. This paper is to maximize the efficiency of university libraries human resources management by determining the followings the relationship between the level of information technology implement and the job satisfaction of the librarian, the main factors that affect job satisfaction. Questionnaire was sent to 120 companies from 20 corporations chosen by random sampling and the methods of ANOVA, T-test, and correlation analysis were used. The results of the analysis are as follows; 1) There is a unsignificant difference in the level of information satisfaction by accounting information system and the motivation factor according to the level of implementation of IT. 2) There is a relatively high in a significant difference in information satisfaction by the level of net income. 3) There is high a significant difference is shown in the accounting years while implementing the IT and information satisfaction.

• International Journal of Computer Science & Network Security
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• v.22 no.4
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• pp.89-100
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• 2022

With the advancement in the Internet of things Technology (IoT) cloud computing, billions of physical devices have been interconnected for sharing and collecting data in different applications. Despite many advancements, some latency - specific application in the real world is not feasible due to existing constraints of IoT devices and distance between cloud and IoT devices. In order to address issues of latency sensitive applications, fog computing has been developed that involves the availability of computing and storage resources at the edge of the network near the IoT devices. However, fog computing suffers from many limitations such as heterogeneity, storage capabilities, processing capability, memory limitations etc. Therefore, it requires an adequate task scheduling method for utilizing computing resources optimally at the fog layer. This work presents a comprehensive review of different task scheduling methods in fog computing. It analyses different task scheduling methods developed for a fog computing environment in multiple dimensions and compares them to highlight the advantages and disadvantages of methods. Finally, it presents promising research directions for fellow researchers in the fog computing environment.

• Journal of Information Science Theory and Practice
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• v.5 no.1
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• pp.47-64
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• 2017

Purpose: This study aims to assess the level of job satisfaction among the practicing Library and Information Science (LIS) professionals in India. Some of the key variables studied include salary, work environment, professional position, working hours, location, employee participation in administrative matters, recognition, and advancement. Scope: The study is limited to LIS professionals in India; however, the results of the study show some degree of commonality among LIS professionals across the world. Methodology/Approach: The study has been purely undertaken by analyzing the primary data collected from practicing library and information professionals across India by circulating an online questionnaire, using Google services and by posting the link on various social groups and other social networking sites such as Groups, Facebook, LinkedIn, discussion forums, and e-mails. Findings: Responses were generated across 20 states and union territories of the country, representing 88.15% territory of India. Of the total responses generated, 72.88% are males and 27.12% females. From the data analysis it emerged that every third library professional in India enters in to LIS profession by chance and not by choice, as 35.59% respondents expressed that they landed in the LIS profession by chance and 60.45% by choice. More than 77% respondents have expressed their willingness to change their present employer, if given better opportunity. More than 80% professionals either fully or partly agree that most of the LIS professionals across India are dissatisfied with their employers. All these and many more areas have been explored, which reflect the aspects of job satisfaction and dissatisfaction among LIS professionals in India.