• Korean Security Journal
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• no.18
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• pp.55-72
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• 2009

The successful performance ability of the private security of a bodyguard is evaluated as the quality of the bodyguard. However, the performance ability of a bodyguard is never decided only with his/her ability. When the educational development of a security company is continuously made, bodyguards and their team belonging to the company can obtain a good evaluation. It is also directly connected with the recognition of a company that plays the role of CP. A fundamental repetition education over safety and happiness should be conducted to avoid the lack of safety awareness under genuine recognition. Security companies should surely understand that liberation from the uneasiness for unclear future is not achieved only with the skill and ability of a bodyguard. The ability of a single bodyguard does not represent his/her team. The security of a client is maintained with a satisfying result of a team. The satisfaction result of a client should be linked to a result to improve the personal satisfaction of a bodyguard. When a security company and its CEO support an education that rightly regulates the activities of a bodyguard, the quality of a bodyguard and the satisfaction of his/her team obviously improve together. This research aims at being used as educational material that is needed for maintaining the psychological condition of a client while guarding the client. This is because the method accessing the excellent performance ability of a bodyguard needed by a client can be achieved through education.

• The Journal of the Korea Contents Association
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• v.18 no.10
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• pp.1-10
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• 2018

This study investigates Chinese consumers who have recently purchased products through internet personal broadcasting of Wang Hong and explores how factors related to Wang Hong, broadcasting contents, and products affect purchasing satisfaction of consumers. The present study also examines whether this satisfaction affects the consumer loyalty to the shopping through the Wang Hong in the future. The results indicated that consumers' perception of the informational level rather than entertainment level of broadcasting contents had significant effects on the product satisfaction. The perceived uniqueness and credibility of Wang Hong were found to have positive impacts. In terms of products, the more consumers perceived the product to fit their images or values, and the higher the fit between the images of Wang Hong and the endorsed product, the higher the satisfaction with the product. Product satisfaction increased the customer loyalty, including the intention of repurchasing products endorsed by the Wang Hong.

• Journal of Korean Library and Information Science Society
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• v.47 no.4
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• pp.385-409
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• 2016

This study is to examine the effect of book festivals on personal reading habituation and library revitalization. The survey of participants of book festivals is conducted. As a result, it appears that participation of book festivals has a impact on personal reading habituation and recognition of and using library. The followings are results of this survey: recognition of participants about book festivals has a impact on personal reading habituation and recognition of library and using library, but the effect(2.1~4.7%) is slight; Satisfaction of book fair(display and selling booths) has a impact on personal reading habituation(30.1%); Satisfaction of experience booths has a impact on recognition of library(22.4%) and using library(26.4%); Satisfaction of participating in book festivals also has a impact on participant's reading habituation(24.5%), recognition of library(20.1%) and using library(27.5%).

• Proceedings of the Korea Information Processing Society Conference
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• 2010.04a
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• pp.1094-1097
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• 2010

기존 전자상거래와 달리 오픈 마켓 전자상거래는 판매자와 구매자들이 모여 자발적으로 온라인 상으로 거래하는 패러다임을 의미한다. 그러므로 구매자는 다수의 판매자들로부터 제품을 구매함에 있어 올바른 제품을 구매하는데 어려움이 존재한다. 이러한 어려움은 전자상거래에 대한 구매자 만족도를 저하시키는 요인이 될 수 있다. 그러므로 본 논문에서는 먼저 오픈 마켓 전자상거래에서 구매자의 요구를 분석하고, 오픈 마켓 기반 전자상거래에 대한 만족도를 증가시키기 위한 개인 성향 모듈을 설계한다. 이를 위해 사전연구를 통해 구매자의 요구를 분석한 결과, 상당수의 구매자가 기존 전자상거래 시스템에 만족하지 못하고 있으며, 이를 보완하기 위한 방법으로 판매자에 대한 부가적인 정보의 제공이 필요하다고 하였다. 그러므로 둘째 판매자에 대한 부가적 정보를 제공하기 위해 개인 성향 모듈을 설계하였다. 본 논문에서 제안하는 개인 성향 모듈은 온톨로지를 기반으로 작성되며, 판매자와 구매자의 개인 성향을 반영, 평가 할 수 있도록 설계되었다. 본 논문의 기대효과로 온톨로지 기반 개인 성향 모듈은 오픈 마켓 전자상거래의 활성화와 구매자의 만족도를 증가시킬 수 있을 것으로 기대한다.

• Journal of Digital Convergence
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• v.14 no.7
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• pp.37-43
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• 2016

This study is based on finding out how christian characteristics affects between christian theology major and non major students upon factors. Among various impacts, we especially have focused on personal profile and college life satisfaction, and what factors could relate to christian characteristics between personal characteristics variable (gender, age, grade, group activities, religion, communication time with parents, interpersonal relationship, ect.) and college satisfaction. Also, this study focused on what could be the differences between the christian theology major and non major students and if there are the differences, the survey will be analyzed and researched to figure out how much it differs from each other. Through this study christian theology major have presented the right christian virtue and had more effects of christian world view than non christian theology major students.

• The Journal of Society for e-Business Studies
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• v.14 no.3
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• pp.87-105
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• 2009

This paper investigates the effect of individual and organizational factors of IT human resources on their career satisfaction, career prospect and career commitment. In this paper, a quantitative method was used to study the effect; A survey of IT developers and IT related employees was conducted. Factor analyses and regression analyses were used in verifying the consequences. As a result, followings were found：From the individual perspective, the self-esteem of IT human resource showed the most significant effect on career satisfaction and the desire for career success had significant effect on career commitment. Among organizational factors, the fairness of evaluation showed the most significant effect on both career prospect and career commitment. It has been also shown that organizations should provide more opportunities for individual growth to enhance career prospect. Finally, career prospect affected career satisfaction; Both career satisfaction and career prospect showed effect on career commitment. This research provided guidelines in enhancing the career commitment of IT human resources, thereby effectively managing IT human resources.

• Journal of Industrial Convergence
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• v.20 no.1
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• pp.35-42
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• 2022

This study divided employee performance factors into individual, organizational, and institutional factors, and empirically analyzed their relationship with performance evaluation results. Based on the final 417 samples, the results using the SPSS and AMOS are summarized as follows. Among the performance factors, job satisfaction and a fair performance system showed a significant positive (+) relationship with the individual performance evaluation results, and it was difficult to find a clear correlation with stable interpersonal relationships. Job satisfaction (β= 0.432, t= 7.375^***) had the greatest impact, followed by a fair performance system (β= 0.127, t= 2.406^*). This can be said to be the case where the cause of performance is satisfaction with the job and the recognition that the organization's performance system is fair. However, it was found that stable interpersonal relationships, that is, interpersonal relationships that have smooth relationships with other people and are accompanied by psychological stability, are not a performance factor. Based on the empirical analysis results, a discussion on performance factors, implications of this study, and future research directions are presented.

• The Journal of Korean Association of Computer Education
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• v.16 no.5
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• pp.59-68
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• 2013

The purpose of this study is to analyze the satisfaction and effective variables in online learning for low-income students. An Web-survey was conducted to measure its satisfaction and effectiveness. 285 students participated in the study. T-test and ANOVA were used to analyze the data. The result of satisfaction was fairly positive. In addition, there were differences in effectiveness. In specific, the each group of female, elementary school, higher level of achievement, and higher level of self-regulated learning group students showed higher satisfaction than the others. Suggestions and future research are discussed.

• The Korean Nurse
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• v.4 no.4 s.18
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• pp.22-28
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• 1965

이 연구조사의 마지막 매듭을 짓는의미로서 한마디 제외하고싶은것은 이 연구조사에 중요 관심사는 임상간호를 직업으로 갖고 있는 간호원들의 직업만족 여하를 조사해보고자 하는데 있었다는 것과 직업만족을 위한 기준이라고 formulation해 논것은 보기에 완벽 건전할지 모르나 진정 만족도를 측정하기에 사용하는데 맹점이 많을 것임을 말해 두지 않을 수 없다. 독자 제현의 가감, 보강이 필요로 될 것이다. 이러한 연구조사는 일개인의 흥미로 검토될 것이 아니라 전체 간호사업 간호전문직업인의 책임으로 끊임없는 연구조사가 요청되는 과제라고 본다. 비단 간호사업의 향상, 발전, 또는 간호라는 전문직업에 종사하는 간호원 개개인의 보다 보람찬 생(삶)을 위해서 뿐만아니라 이로 인해 직접적으로 가장 큰 이익을 얻을 환자를 위해서이다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.8096-8105
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• 2015

The purpose of this research is to understand influence of personal turnover factors and work turnover factors on job satisfaction in career decision-making and to analyze the moderating effects of supervisor support in their relations. Meaningful difference between one group with high supervisor support and other group with low supervisor support is demonstrated in regard with a course; job burnout ${\rightarrow}$ job satisfaction, and work overload ${\rightarrow}$ job satisfaction. Hence from a perspective of the course of job burnout ${\rightarrow}$ job satisfaction and work overload ${\rightarrow}$ job satisfaction, it can be argued that a group with low supervisor support yields more influence. Also it is shown that conflicts on balancing between job and family do not have influence on job satisfaction for either group with high supervisor support or with low supervisor support. As the result of the research shows, it bears a quite significant meaning that career development/lack of opportunity out of personal turnover intentions disclose difference between these two groups with different levels of supervisor support. Especially, a group of flight attendants which females are consisted of a majority of employees would require that their supervisors have more emotional interactions with each employee, so as that better opportunity would be given to the employees. To this end, utmost efforts are needed that deep and genuine relations with a supervisor can be built up.