• The Journal of Information Systems
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• v.23 no.2
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• pp.109-137
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• 2014

As the fast development of information technology (IT), abundant attractive alternatives have showed up and challenged to the traditional information technology (IT). Cloud services, the hottest representative among these alternatives, has attracted the attention from all walks of life. Considering the diversity of cloud services, this study attempts to find out the important factors affected on individual's switching intention from incumbent IT to cloud services mainly based on two-factor theory (switching enablers and switching inhibitors) and explore the direct influences of these factors on individual's switching intention. According to our findings, individual's switching intention to cloud services is not only positively influenced by switching enablers but also negatively influenced by switching inhibitors. All the switching enablers in this study (perceived omnipresence, perceived collaboration support and perceived compatibility of cloud services) have positively significant influences on individual's switching intention as well as the switching inhibitors (usage habit of incumbent IT and perceived risk of cloud services) have negatively significant influences on individual's switching intention. It's noteworthy that satisfaction of incumbent IT has insignificant influence on individual's switching intention in this study. Moreover, as we expected, both social influence and personal innovativeness have significant influences on the generation of individual's switching intention.

• Journal of Fisheries and Marine Sciences Education
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• v.27 no.2
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• pp.452-466
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• 2015

The study analyzed the result of a survey on educational programs after the provision of professional development education in textile-based industries, with the aim of suggesting a method of evaluating professional development education, by shedding new light on the educational contents and environment required by industries and on the components required to strengthen competence based on an evaluation of the outcomes of such educational programs. Methods of analysis included frequency & average analysis, ANOVA and portfolio analysis, and a questionnaire containing seven questions on satisfaction with 'educational contents,' six questions on satisfaction with 'educational environment,' three questions on educational effect and questions on overall satisfaction with education was used as an analysis tool. Data used in the analysis was obtained through a survey of the attendants of lectures given from January 2014 to September 2014, and the respondents included 30 persons enrolled in CEO courses, 167 persons enrolled in employment courses and 101 persons enrolled in employment & start-up business courses. The results of the research are as follows. 1. Looking at frequency distribution by educational course, it was shown, from highest to lowest, to be Incumbent Courses (167 persons, 56%), Employment & Start-up Courses (101 persons, 33.9%) and CEO Courses (30 persons, 10.1%). Looking at average analysis by question, the value of most questions on Employment & Start-up Courses turned out to be lower than Employment Courses and CEO Courses. 2. Through a variance analysis on questions related to educational courses (Employment & Start-up Course, Incumbent Course & CEO Course) and post-verification, it turned out that Employment Course is in the same group as the CEO Course in most questions, and that Employment & Start-up Course was a separate group. 3. Overall satisfaction with education turned out to be as high, at 4.1 out of 5. 4. Through a portfolio analysis on educational courses, it was found that 'Overall Satisfaction with Educational Contents,' 'Usefulness of Educational Contents,' 'Overall Satisfaction with Educational Environment' and 'Quality and Ability of Instructors' were included in areas of recommendation.

• Journal of the Korea Safety Management & Science
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• v.24 no.3
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• pp.85-92
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• 2022

In the case of incumbent training, unlike training for the unemployed, it is difficult to show the results of training. In this study, factors affecting the performance of vocational competency development training were selected and the main factors were derived. Data were collected through Focus Group Interview(FGI), and regression analysis was performed through factor analysis and reliability analysis. As a result, empathy, training participation type, reliability, working experience, and training operation type were derived as factors affecting job satisfaction. did. Confidence and training participation patterns were derived as factors affecting training satisfaction, and the results showed that the larger the variable, the more positive it was. Therefore, as factors affecting the vocational competency development training performance, there are empathy, training participation type, reliability, work experience, training operation type, certainty, and training participation type. It was confirmed that the results had an effect.

• Asia pacific journal of information systems
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• v.34 no.1
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• pp.321-350
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• 2024

When a competent employee leaves an organization, the technical skills and know-how possessed by that employee also disappear, which may lead to various problems, such as a decrease in organizational morale and technology leakage. To address such problems, it is important to increase employees' job satisfaction. Due to the advancement of both information and communication technology and social media, many former and current employees share information regarding companies in which they have worked or for which they currently work via job portal websites. In this study, a web crawl was used to collect reviews and job satisfaction ratings written by all and incumbent employees working in nine industries from Job Planet, a Korean job portal site. According to this analysis, regardless of the industry in question, organizational culture, welfare support, work system, growth capability and relationships had significant positive effects on job satisfaction, while time and attendance management, performance management, and organizational flexibility had significant negative effects on job satisfaction. With respect to the path difference between former and current employees, time and attendance management and organizational flexibility have greater negative effects on job satisfaction for current employees than for former employees. On the other hand, organizational culture, work system, and relationships had greater positive effects for current employees than for former employees.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.32 no.3
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• pp.145-162
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• 2021

To identify key job duties and core competencies of data librarians, this study conducted content analyses of 75 U.S. job advertisements of data librarians and statistical analyses of 105 responses from incumbent data librarians. As a result, the key job duties identified are jobs related to collaboration, workshops, trainings, conferences, data service, research consultation, and research support. Core competencies identified are communication skills, teaching, diversity, inclusion, and equality, data management, and data tool. This study is significant in that it analyzed the key duties and core competencies of the data librarians using the most up-to-date data and opinions collected from incumbent people. It can be a basis for future study such as on job satisfaction, user satisfaction, and perception surveys for data librarians.

• The Journal of the Korea Contents Association
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• v.22 no.10
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• pp.114-131
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• 2022

The goal of this study is to examine the impact of time perspective and life satisfaction of government and public institution employees on organizational SNS attitude and word-of-mouth effect. A total of 136 incumbent employees participated in this online survey. It was found that past-positive, present-hedonistic, and future time perspective positively affected life satisfaction and the organizational SNS attitude. Meanwhile past-negative time perspective negatively affected life satisfaction only, present-fatalistic time perspective did not negatively affect life satisfaction and organizational SNS attitude. Finally, life satisfaction showed a positive impact on word-of-mouth effect via organizational SNS attitude. By identifying psychological underpinnings of time perspective and life satisfaction, this study will provide theoretical and practical implications regarding internal communication and the effective management of government and public institution-operated SNS.

• Journal of The Korean Association of Information Education
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• v.25 no.5
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• pp.791-801
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• 2021

In this paper, an educational case that can be applied as artificial intelligence literacy education for preservice teachers and incumbent teachers was studied. To this end, a case of educating the operating principle of an artificial neural network that recognizes images is proposed. This training case focuses on the basic principles of artificial neural network operation and implementation, and applies the method of finding parameter optimization solutions required for artificial neural network implementation in a spreadsheet. In this paper, we focused on the artificial neural network of supervised learning method. First, as an artificial neural network principle education case, an artificial neural network education case for recognizing two types of images was proposed. Second, as an artificial neural network extension education case, an artificial neural network education case for recognizing three types of images was proposed. Finally, the results of analyzing artificial neural network training cases and training satisfaction analysis results are presented. Through the proposed training case, it is possible to learn about the operation principle of artificial neural networks, the method of writing training data, the number of parameter calculations executed according to the amount of training data, and parameter optimization. The results of the education satisfaction survey for preservice teachers and incumbent teachers showed a positive response result of over 70% for each survey item, indicating high class application suitability.

• Journal of the Korea Convergence Society
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• v.13 no.1
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• pp.297-312
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• 2022

Although education using teaching tools is important to both students and teachers, the quality problem of distributed teaching tools is constantly being raised. Therefore, the purpose of this study is to analyze the teaching tools by classifying them into three quality factors, and to confirm the satisfaction and repurchase intentions of elementary school teachers. This study was conducted by dividing the first CIT survey and the second survey targeting incumbent elementary school teachers, and the PLS statistical program was used as an analysis tool. Through empirical analysis, it was analyzed that product quality, educational quality, and service quality had a positive (+) effect on teacher satisfaction, and that teacher satisfaction had a positive (+) effect on repurchase intention. Through this, it gives teachers insight into what they should focus on when purchasing or evaluating teaching tools and how to use them usefully for education, and for researchers, it provides an important clue to research for product quality improvement, and for companies that produce and distribute teaching tools, it gives to effective guidelines for the development of new products and contents. In the future, in addition to the relationship between the teaching tools and teachers, additional research on the organic relationship between the teaching tools and various objects is needed, and this is suggested as a future study.

• Electronics and Telecommunications Trends
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• v.37 no.3
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• pp.74-84
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• 2022

The Korean mobile service market has persistently grown with the number of subscribers and volume of mobile traffic. It shows the slow diffusion of 5G subscribers, and rapid growth of both the MVNO(Mobile Virtual Network Operator) market and unlocked mobile phones. Therefore, this study derives the direction of telcos' strategies and policy implications by empirically analyzing the usage and attitude of LTE and 5G subscribers. Our major findings are as follows: First, our current mobile service subscription market constitutes most long-term customers for their incumbent carriers only by device change from lock-in with bundle services. Mobile tariffs, data speed, and benefits of bundle services are important factors affecting choices and customers' satisfaction with a provider and intentions of churning to another. Second, demand and satisfaction for using 5G are less because speeds and service tariffs act as pain points for 5G services. Third, the users' high preferences for MVNOs and unlocked mobile phones are linked to their subscription to MVNOs' low-cost plans with unlocked mobile phones on online channels. These streams lead to a big change in the market competition that MNO(Mobile Network Operator)s' market shares are expected to decrease and MVNOs' shares will be increased by two times, in the near future. Therefore, MNOs need to change their distribution strategies from offline to online channels and try to resolve the stereotype, "mobile tariffs are expensive," by enhancing their service values. Finally, as consumers prefer one-stop service in the same channel regardless of the distribution channel, policies should focus on the consumers' needs for convenience rather than on the channel separation for perfectly unlocked mobile phones.

• Journal of Labour Economics
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• v.25 no.1
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• pp.131-160
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• 2002

This article tried to find out the individual wage effect of training. This Article used 1998, 1999 KLIPS(Korea Labor and Income Panel Study) panel data. The size of the individual wage effect of training was twice of tenure's, and had significance. Training had a good effect on the job satisfaction and carrier development. To overcome self selection bias, this article regressed the first difference of wage equations, but we didn't get the significant results. Dividing sample into quitters and non-quitters in order to investigate the relation between training cost and benefit, we regressed separately the each first difference of wage equation. On quitters, the individual effect of training appeared significantly, but on non-quitters, it didn't. This results mean that employer does not raise wage rate according to upgraded skill originated in incumbent's training. And the results also mean that the upgraded skill of employee who quit pre-employer is recognized by new employer, and his wage rate rises in his new job.