• Korean Journal of Occupational Health Nursing
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• v.26 no.4
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• pp.236-246
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• 2017

Purpose: This study aimed to investigate the relationships among job characteristics, knowledge sharing, organizational culture, and organizational commitment in occupational health nurses (OHN) and clinical nurses (CN) to identify factors that might influence organizational commitment. It aimed to contribute to the improvement of knowledge management in health care organizations, including industrial workplaces and hospitals. Methods: A convenience sample of 188 nurses, specifically 100 OHN and 88 CN, was selected. Data were analyzed with descriptive statistics, t-tests, correlation coefficients, and multiple regression analysis. Results: OHNs had a significantly higher education level and current work experience; higher proportion of participants with contract employment status, day work shift, less turnover experience, good lifestyle; and higher scores on organizational culture ($3.3{\pm}0.61$) and organizational commitment ($3.1{\pm}0.60$). Additionally, the correlations among organizational commitment, job characteristics, knowledge sharing, and organizational culture ware higher (r=.38~.57) among OHNs as compared to those among CNs. Further, the organizational commitment of OHNs was significantly influenced by knowledge sharing, organizational culture, working hours, and salary ($R^2=.32$), while that of CNs was influenced by organizational culture and life event stress ($R^2=.11$). Conclusion: There is a need to develop measures to enable nurses to contribute to the improvement of knowledge management in health care organizations as major human resources, by including interventions for the major factors leading to between-group differences in organizational performance.

• Journal of Technologic Dentistry
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• v.38 no.3
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• pp.225-235
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• 2016

Purpose: The purpose of this study aims to improve self-confidence, satisfaction and self fulfillment of dental technology students through practical skills competitions to meet the levels required by the industry. Method: The questionnaire was composed of 12 general characteristics, 23 self-efficacy, 25 practice satisfaction, 5 self-satisfaction, 12 self fulfillment out of 77 questions. The reliability of the surveys showed Cronbach' ${\alpha}=0.893$ on the self-efficacy, Cronbach' ${\alpha}=0.871$ on the practice satisfaction, Cronbach' ${\alpha}=0.857$ on self-satisfaction and Cronbach' ${\alpha}=0.941$ on self fulfillment. Results: Before and after the test result comparison showed a statistically significant difference for both men and women according to the general characteristics. Women's progress was higher than for men. The thought about dental technicians has changed for the better and showed a statistically significant difference. Subjects who have 3.1~3.5 school record showed the highest score on job skills, self-efficacy, practice satisfaction, self-satisfaction and self fulfillment according to the the general characteristics, and 3.6 ~ 4.0, 3.0 or less and 4.1 ~ 4.5 in order. Conclusion: This study was conducted with dental technology students who participated in practical skills competitions after 10 week 40 hours training in D college, and the results were as follows. Practical training improved the job performance, self-efficacy, practice satisfaction, self-satisfaction and self fulfillment improved significantly.

• Journal of the Korea Society of Computer and Information
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• v.18 no.7
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• pp.93-100
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• 2013

The ensuing disaster brought by the massive earthquake and tsunami in the northeastern region of Japan in 2011 placed Japan, one of the three most advanced economic powers in the world, in a defenseless state. With the rising interest in disaster recovery, Korea is also making efforts to provide technological support for barrier-free system operation 24 hours a day, 365 days a year. To protect intelligence assets efficiently, this study draws a job performance plan to prepare for disasters, which systemizes methodical coping capabilities into business plans when disasters occur. Moreover, this study systemizes the job performance plan to allow members easy access to information that will help them proceed without confusion in emergencies. This plant is intended to protect intelligence assets of an organization clearly and promptly.

• Korea Journal of Hospital Management
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• v.19 no.1
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• pp.54-67
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• 2014

Purpose: The aim of this study was to explore the relationship between nursing work environment and nursing outcome of clinical nurses. Also, the purpose of this study was to identify the nurses' workload. Method: The participants in this study were 246 nurses working at one hospital in a province. Data was collected using a structured questionnaire from October 2011 to November 2011. Open questions were subject to content analysis; closed questions were subject to descriptive statistics and Pearson correlation coefficient with SPSS 18.0 program were used. Result: The number of patients per nurse in day-duty and overtime work had a positive correlation. Nursing performance and the overtime work in night duty nurses had a negative correlation. The results of this study, with a much higher number of patients per nurse, showed an increase in overtime hours. In the nursing delivery system experience of nurses, 13 themes were identified and they were divided into five categories. Conclusion: Therefore, in order to improve nursing performance and increase job satisfaction, efforts must be made to reduce overtime, and nursing personnel placement to secure a substantial nursing staff.

• Journal of the Korean Society of Food Science and Nutrition
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• v.45 no.3
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• pp.420-436
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• 2016

The purpose of this study was to identify the status of task performance and working conditions for nutrition teachers in order to determine new ways to improve the current nutrition system and increase job satisfaction among teachers. From the 14th of July to the 26th of September 2014, email questionnaires were distributed to and collected from 311 nutrition teachers nationwide, including teachers at elementary, middle, and high schools. The results are as follows. First, over 90% of nutrition teachers indicated that their work was demanding. In particular, 63.5% of nutrition teachers at high schools worked more than 40 hours of overtime per month. Second, 73% of nutrition teachers provided nutrition education, but the percentage significantly decreased at upper levels of school. Nutrition teachers had difficulties teaching due to the absence of standard teaching materials and a lack of time due to excessive work. Teachers also wanted 30 hours of job training once per year during their vacation organized by the regional Department of Education. Third, around half of the nutrition teachers considered that promotion and transfer professions are necessary for systematic foodservice and education. An additional allowance was demanded by nutrition teachers at schools that serve two or three meals per day. Considering the results, alleviating the workload of nutrition teachers and more time preparing nutrition classes for student are required. Fair evaluation of job performance that considers work conditions of nutrition teachers should be considered.

• Korea Journal of Hospital Management
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• v.18 no.4
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• pp.54-77
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• 2013

This paper is a comparison study about leadership training transfer factors between physicians working in large scale hospitals and managers working in firms. To fulfill this purpose, this study conducted a regression analysis on 101 managers and 59 physicians who had attended similar leadership training programs more than 16 hours recently in order to identify the differences on the learning transfer factors. 6 factors such as Learner readiness, Performance self-efficacy, (so far as Trainee Characteristics group), Organization Culture, Supervisor's tangible incentives and Supervisor's intangible support, (so far as Work environment group), Content Validity & Transfer Design (so far Training Design group) were used as independent variables while the personal Managerial Capability Increase and Leadership Capability Increase were used as dependent variables. And also we used 5 factors as control variables ; Job style (Manager or Physician), Age, Gender, Working years and Organization size. Here are the summary of major findings ; first, there were statistically significant differences between the learning transfer factors in leadership training programs for managers and those of physicians. Second, there were also statistically significant differences among trainees' working years and their organization size factors while age and gender do not affect the learning transfer factors. Third, for the physician's leadership training the practitioners should focus on two factors ; Organization Culture and Learner readiness.

• Journal of the Korea Institute of Building Construction
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• v.9 no.3
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• pp.95-101
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• 2009

Constructing large-scale mat foundation mass concrete is increasing for the stability of building structure, because a lot of high rise building are being built in order to make full use of limited space. However, It is of increasing concerns that because limited placing equipments, available job-site and systems for mass concete placement in construction field do not allow to place great quantity of concrete at the same time in large scale mat foundation, consistency between placement lift can not be secured. And also, it is likely to crack due to stress caused by the difference of hydration heat generation time. To find out the solution against above problems, this study is to reconfirm the performance of normal concrete designed by mix proportion and super retarding concrete. The Fundamental test shows what happens if low heat proportioning and control method of setting time are applied at the job-site of newly constructed high rise building. The test result show that slump flow of concrete has been somewhat increased as the target retarding time gets longer, while the air content has been slightly decreased but this is no great difference from normal concrete. The setting time shows to be retarded as target retarding time gets longer, the range of retarding time increases. It is necessary to increase the amount of mix of super retarding agent in the proportion ration by setting curing temperature high since outdoor curing is about 6 hours faster than standard curing, which means the temperature of the concrete will be higher than the temperature of the surrounding environment, due to its high hydration heat when applying in a construction site. The compressive strength of super retarding concrete appears to be lower than normal concrete due to the retarding action in the early stage. However, as the time goes by, the compressive strength gets higher, and by the 28th day the strength becomes the same or higher than normal concrete.

• 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.

• Proceedings of the Korean Society for Agricultural Machinery Conference
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• 2000.11b
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• pp.438-445
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• 2000

Positioning garlic cloves in upright standing in garlic field has been regarded as a very important job because it affects clove rooting, growing and, eventually, quality and yield in garlic production, Because of the geometrical uniqueness and irregularity of garlic cloves in shape, the planting operation has been conducted by manual work that needs a tremendous human labors and increases garlic production cost. The overall objective of this research was to develop garlic planting machine through investigating physical properties of garlic and designing clove upright positioning device after figuring out the factors affecting metering device and upright clove positioning mechanism. With the outcomes of the metering and posture positioning experiment, a garlic clove planter having twelve planting rows was developed for 37kW type tractor and feasibility test was carried out in the field. And, According to the performance test and cost analysis, the planter could accomplish planting operation of one hectare plot in 6.3 hours giving 48 times better efficiency, 6.3hrs/ha, and 74.2% of production cost reduction effect, 1,092,546won/ha, than the manual works of 299hrs/ha and 282,258won/ha. And, break-even point ofthe planter was calculated as of 2.71 hectares.

• The Journal of Korean Society for School & Community Health Education
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• v.19 no.3
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• pp.79-93
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• 2018

Objectives: This study aimed to develop a smoking cessation education program and to provide basic data for evaluating program for university students majoring in health sciences. Methods: The education program was developed based on the instructional system design model(ADDIE), that was based on literature review, brainstorming, and interviews of related experts. Education program was implemented for 2 sessions of 3 hours to the 82 university students majoring in health science. Knowledge, competency, and self-efficacy for performance of smoking cessation were analyzed. One group pre- & post-test design was used for evaluation of this program. Results: In the analysis stage, a total of 5 duties, 16 tasks, and 55 task elements were derived. In the design and development stage, based on job analysis, education program contents were composed of understanding tobacco, planning and implementation of smoking cessation program, smoking cessation counseling and drug treatment. After this education program, students achieved remarkable improvement in increasing knowledge, competency, and self-efficacy for smoking cessation counselling and program. Conclusions: It is needed to be included the smoking cessation education in department related to health science regular course.