• Korean Journal of Social Welfare
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• v.45
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• pp.341-373
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• 2001

This study seeks to identify the reform of vocational education plans so as to bring about a seamless transition from school to work. It puts forward a number of suggestions based upon an analysis of vocational education policies in Korean and U.S. schools, concerning the government's role, partnerships between education and industry, the educational system, curriculum and work-based learning. First, not only government initiatives but also close partnerships between education and industry are essential to help vocational education in school the transition to employment. Education and industry should work closely together to standardize certificate related skills and to have these skills reflected in the curriculum. Also the government should strive to provide guidelines for work-based learning and formulate standards for supervision and evaluation. Second, to facilitate the school to work transition, comprehensive schools should be promoted so that students have access to a greater ranger of vocational education. At the same time, an assessment system that certifies a mastering of the basic skills of those who undergo the education should be introduced, and it should be related to earn these certificates. Third, standardized vocational skills should be included in the curriculum so that students can acquire skills that are useful for industry. All the students in vocational and general high schools should have access both to general education, the foundation for lifelong learning and for employ ability, and to basic occupational skills which empower students in dealing with rapid changes of technology. Also a range of specialized vocational curricula should be offered so that students can opt for more specialized occupations; and they can select careers appropriate to their capability. Fourth, so that all students to have the opportunity to take part in work-based education, which is closely related to employment, various work-based learning programs should be offered to meet the needs of students and their educational conditions. Companies should for their part train students thoroughly in accordance with the standards of work-based education. In addition, supervisors should be stationed both in schools and companies in order to administer the students' work-based learning.

• Korean Journal of Occupational Health Nursing
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• v.13 no.1
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• pp.30-39
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• 2004

Purpose: This study was performed to identify the factors of the job stress and to analysis affecting job satisfaction in clinical nurses, using the Job Stress Model by the National Institute for Occupational Safety and Health (NIOSH). Method: Data collection was done from July 21 to July 30, 2003. The study was involved in 203 nurses who work at the hospital. It was examined the self-recording questionnaire about general characteristics, work-related factors, non-work factors, instrument revised by NIOSH Job Stress questionnaire translated by the Korea Occupational Safety & Health Research Institute(1999). Instrument about shift work was the tool developed by Kim and Gu(1984). Result: Job satisfaction of subjects at an average level with $1.96{\pm}0.37$ score on the basis of 3 points. According to general characteristics, job satisfaction was high in those with older age and married group. According to work related general factors, job satisfaction was high with working career, an officer to higher grade. According to work characteristics factors, job satisfaction was low with much role conflict at work and much workload and much interpersonal conflict. As for the relationship between job satisfaction and non-work factor, job satisfaction was did not show statistically significant differences. As a result of Stepwise multiple regression analysis, job satisfaction was influenced by shift work, conflicts of between group and grade of office. Conclusion: Therefore, it suggests that the nurses need stress management related shift work for improvement of job satisfaction.

• The Journal of the Korea Contents Association
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• v.21 no.9
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• pp.666-683
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• 2021

Organizational humor is generally perceived as a phenomenon that helps to develop happy feelings and positive workspace. While humor may affect organizational members in diverse ways, the ambiguous nature of humor may create uncertainty and unexpected outcomes. In particular, humor used by and between organizational members in diverse organizational situations (including physical office context and work hours) may influence individual's perception of space. Findings suggest that humor interaction acts as a form of deviant behavior that diverts from work. This momentary non-work event (humor) may serve as a ritual to influence individual's perception of space, from work to personal domain, and vice versa. The quality of interpersonal relationships between the communicators may also be influenced by humor. This shift in the nature of interaction (from work to non-work) may lead to blurring boundaries of work and work experiences. Therefore, organizational humor may provide insights into how workers interact, perceive, and manage work and personal space within organizational contexts.

• Korean Journal of Social Welfare Studies
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• v.42 no.4
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• pp.103-136
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• 2011

Social work credentialing systems, which is broadly defined as encompassing licensing, certification, and registration, play an important role in the development of professionalism. The U.S., Japan, and South Korea have developed their own social work credentialing systems, in order to enhance social work professionalism in their own contexts. In this paper, using case-oriented strategy(Ragin, 1987, 1994), we discuss the social work credentialing systems of the U.S., Japan, and South Korea, with particular attentions to the issues related to eligibility, exclusive status as a profession, and regulation on social work education. We also provide recommendations for enhancing social work professionalism in South Korea through comparing social work credentialing systems of Japan and the U.S.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.3
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• pp.260-269
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• 2016

Purpose: The present study was aimed to examine the degree of nurses' emotional labor and occupational stress and demonstrate the moderating and mediating effects of work-family conflict in the relationship among emotional labor, occupational stress, turnover intention of nurses. Methods: The participants for this study were 307 nurses currently working in two general hospitals in G city in Korea. Data were collected using structured questionnaires and analyzed for descriptive statistics, t-test, ANOVA, Mann-Whitney U Test, Kruskal Wallis Test, Pearson correlation coefficients and hierarchical multiple regression with SPSS/WIN 21.0 program. Results: It turned out that work-family conflict plays an important role in the relationship among emotional labor, occupational stress, turnover intention of nurses. Conclusion: Therefore, to reduce nurses' turnover intention, it is necessary to have an intervention focusing on work-family conflict. Also, it is necessary for both the government and hospitals to establish a supportive system and a program to relieve nurses from their work-family conflict.

• Journal of Wellbeing Management and Applied Psychology
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• v.3 no.2
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• pp.21-26
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• 2020

The purpose of this article is to capture this situation within the changes that take place due to it, inside the Greek society where there is a great need for professional social workers who are able to work targeted and effectively with foreigners, both children and adults, who have or develop mental health problems for the very first time. Over the recent decades the increasing number of migration flows has exerted and continues to exert great pressure on the health system and on the welfare structures of Greece. The bases for the development of a rudimentary reception and integration system that still is in progress have been delayed, while there has been no happy medium, between the enormous pressure that foreigner users of this system put on, and the humanitarian obligation of a well-governed state towards all residents of the country. Straight through everyday clinical practice in the field of intercultural work, social work has the knowledge and techniques for a total management of emerging problems and at the same time provides a value system with an ethical background which approaches refugees and migrants in order to provide quality services, mostly to users of mental health services.

• Journal of Fashion Business
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• v.17 no.3
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• pp.1-14
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• 2013

This study is about the evaluation of the color arrangements of working clothes that are harmonized with working environment and assist in the protection of workers in industrial sites. This study attempted color arrangement design with the intention of giving order to the colors of working environment and working clothes so as to help improve the safety of work and the management aspects including human resource management, efficiency improvement, and the practice of business ethics. The study method consisted of literature research, empirical research, and evaluation research. The literature research performed theoretical examination about colors, industrial safety, and visibility. Three actual outdoor work sites in the machine industry were chosen and pictures were taken at 20-30 m from workers. The background colors of the work environment of each work site and the colors of the working clothes that were actually worn were analyzed through color values measured with a color-difference meter(CR-400). As a result, it was found that between value and chroma which affect visibility, color arrangement based on differences in chroma could be a greater influence than color arrangement based on differences in value. The results of this study could assist the integration of color schemes among working environment colors, people and working clothes by suggesting color arrangements with improved visibility that are applicable to the working clothes of domestic machine manufacturers that are playing a pivotal role in domestic industries and by presenting appropriate guidelines.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.3
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• pp.297-307
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• 2015

Purpose: The purpose of this study was to identify moderating effects of work-family conflict in the relationship between job, organizational, career characteristics and turnover intention among nurses working in small and medium-sized hospitals. Methods: A self report questionnaire survey was completed by 286 nurses working in five small or medium-sized hospitals in P city. Data were gathered during October, 2014 and analyzed using the SPSS 21.0 program. Results: Work-family conflict had significant moderating effects between job, organizational, career characteristics and turnover intention of nurses working in small or medium-sized hospitals. Career commitment was the biggest factor in reducing turnover intention. Conclusion: The results of the study indicate that work-family conflict and career commitment are important factors in turnover intention among nurses working in small and medium-sized hospitals. Therefore, to understand job and organizational career characteristics of nurses in small and medium hospitals, consideration must be given to the role of conflict in the nurses' workplace and homes. Support from the organization focusing on career development, and provision of an innovative system for the environment of small hospitals are needed.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.9
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• pp.603-611
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• 2020

Higher education has long been considered as a means of human resource development in a nation. The faculty member plays a significant role in improving the quality of higher education. It is clear that job satisfaction and motivation have effect on the faculty member's performance. The objective of this study is to investigate the levels and factors affecting lecturers' motivation in Vietnamese public universities. In this study, ordinary least squares (OLS) and exploratory factor analysis (EFA) have been utilized to identify the factors affecting work motivation of lecturers at Vietnamese universities. A questionnaire was administered to a sample of 189 lecturers at different public universities in Vietnam. The finding indicates that seven factors including Work characteristics (WC), Wage and welfare (WW), Social recognition (SR), Peer relationships (PR), Training and promotion opportunities (PO), Leader caring (LC) and Teacher-student interaction and student's attitude (IA) have positive effect on lecturers' work motivation. Among these factors, Teacher-student interaction and student's attitude (IA) has the strongest impact with the coefficient of 0.631 and Peer relationships (PR) has the least impact on work motivation with the coefficient of 0.020. The study findings can facilitate the understanding of how to increase work satisfaction at the universities in Vietnam.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.15 no.3
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• pp.202-212
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• 2005

This study was aimed at rating the existing work environment noise components and alternatives in point of worker's view. To answer the purpose, AHP(Analytic Hierarchy Process) method is adopted in this research. Based on the AHP method, this research abstracts a mathematically rigorous noise components and alternative's weights and proven process for priority and decision-making. By reconstructing complex hearing conservation programs to a series of pair-wise comparisons, and then synthesizing the results, this study not only helps establishments of noise countermeasure, but also provides a clear rationale for noise alternatives. The result of this study is summarized as follows; 1) Job satisfaction index and noise identification index are 63, 56 respectively. 2) Noise level(15.7%), frequency(14.1%) and directivity(13.6%) are main reasons in worker's ground. 3) There are some difference between the estimation of worker's identification and that of work sites. 4) Low noise machine(14.7%), enclosure(13.2%) and shielding(9.6%) are chosen for noise protection method by workers. 5) Noise environment improvement should be focused on noise source rather than personal protection. 6) By the AHP method, noise source countermeasure have a key role at work environments.