• Journal of Labour Economics
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• v.36 no.2
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• pp.37-65
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• 2013

This study compares the return to seniority and experience among different groups of workers. Skilled workers in large company appear to enjoy the biggest seniority premium, while non-regular workers and small company workers hardly have any. Trade union did not have significant effect. Return to experience increased especially in large firms. Nonparametric model specification test shows that the biases for returns to seniority and experience of 30 years to be between -25~29%, and -42%~6%, respectively.

• Convergence Security Journal
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• v.15 no.6_2
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• pp.11-17
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• 2015

Private security guard certification system was recognized as a national certification in 12. 2012 after it was first given in 2006 as a civil certification and then became a national test in 2013. Thinking it short of regulations on some of exemptible requirements as well as test-taking age limit due to the certification's specificity, the current researcher tried to present the following improvement plans. First, in taking the test, only the bottom age limit is given with no top age limit, so a regulation on its top age limit needs to be newly made so that it can select those substantially able to protect persons. Second, it can expand some of its exemptible requirements to not only police civil officials, private security guard civil officials but also military civil officials and college graduates who have taken all the courses for its primary test and have career in private security guard. Third, certain validity period can be set by standard of the date when the certification test application is accepted after retirement from related occupations so that they can maximally exert their ability in actual works. Fourth, the exemptible courses of the test must be limited to the primary test only while its hands-on test must not be exempted to meet the requirement of the ability for actual personal protection. In this manner, it's necessary that the personal protection certification system, as a national certificate, should be carefully reviewed to keep abreast with the growing civil protection industry.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.10
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• pp.281-289
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• 2017

This study was conducted to evaluate understanding of patient safety culture and the factors that influence this understanding among general hospital employees. To collect data, this study surveyed 343 employees of five general hospitals that were located in G metropolitan city and were authorized through medical institute certification. The data were collected from March 12 to April 21, 2017. For the data collected, a t-test, variance analysis, post-hoc analysis, and multiple regression analysis were conducted. The analyses revealed that the scores of understanding of patient safety culture were $3.27{\pm}.27$ with a perfect score of 5. Analysis of differences in understanding of patient safety culture revealed significant differences according to hospital service career, present department service career, professional career, and work units. Factors that influence understanding of patient safety culture were more than 11 year- hospital service career, 6 and 10 service years, and ward employees. Overall, the results of this study suggest that employees should receive education to improve understanding of patient safety culture and measures to change the understanding should be developed.

• Journal of Animal Science and Technology
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• v.53 no.4
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• pp.319-324
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• 2011

This study was conducted to analyze demerits of the sire evaluation system using annual earnings and to examine relationship between annual earnings and finish time in home-produced thoroughbred racehorses. The average number of progenies and number of starts per sire were 34 heads and 221 times, respectively. On the other hand, the number of progenies with the average age of 2 years and the number of starts were 9 heads and 25 times, respectively. The earnings of the horses with the age of 2 years accounted for 8.3% of annual earnings. The simple correlation coefficient between the number of progenies and the number of starts in annual earnings were 0.922 and 0.934, respectively. The correlation coefficient between the number of progenies and the number of starts was very high (0.985). The number of progenies and starts of sires for the first year of test career were very low (6 heads and 17 times), and there was very close relationship between number of progenies and annual earnings by the year of test career. The number of progenies was over 40 heads during the first 4 years of test career, and as the number of progenies increased the average earning index increased. The average earning index of sires with less than 30 progenies was lower than 1.00. When the number of progenies was less than 10, the average earning index was in the range of 0.06~0.13, indicating that the number of progenies affects much for determining the ranking of sires. The correlation coefficient between breeding value for finish time and annual earnings per start was very high (-0.524~-0.633) compared with other traits.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.7
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• pp.4697-4703
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• 2015

This study has performed to propose the plan of effective career management systematically for the enhancement of mutual communication with internal and external customers based on the effect of career management activity in hospital organization on the job instability for administrative staff's. Data was collected from 192 hospital administrative staff's located in Busan area where 7 general hospitals and 7 hospitals were involved, and examined the factor analysis, the reliability, the regression analysis and the correlation analysis using SPSS statistical program. The organizational career management activities were classified into direct and indirect activities through the verification of validity and internal consistency, and the job instability was influenced by the direct career management activities. "Consider of countermeasure of necessary training required for the career of staff's" has the strongest relationship with the job instability among the organizational direct career management activities, and "Provide sufficient information service for new job opportunity" and "Develope career management plan participate with the staff's" were also relatively shown the higher relationship. Thus, it was indicated that the organizational effective career management activities for the enhancement of mutual communication with customers were necessary for the strategy establishment of career management activities.

• Journal of vocational education research
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• v.37 no.6
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• pp.85-104
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• 2018

The purpose of this study was to identify the meditating effect of self leadership on the relationship between protean career attitude and subjective career success of lifelong learning educators. Based upon the results, several theoretical and practical suggestions were made to enhance self leadership, protean career attitude and subjective career success of lifelong learning educators. A survey questionnaire for this study was composed of four parts, such as the measurement tool of Protean Career Attitude(Briscoe, Hall & Demuth, 2006), Self Leadership Scale(Houghton & Neck, 2002), Subjective Career Success(Career satisfaction Scale: Greenhaus, Parasuraman & Wormley, 1990; Job Satisfaction Scale: Mobley, Jarret, Marsh & Lim, 1994; Employability Inventory: Johnson, 2001) and demographics. The subjects in this study were lifelong learning educators in Incheon. The survey questionnaires from 450 respondents were gathered, and the data from 426 respondents were used for analysis. The results of this study were as follows: First, protean career attitude of the lifelong learning educators had direct effect on subjective career success positively. Second, protean career attitude of the lifelong learning educators had indirect effect on the subjective career success with the partial mediating effect of self-leadership. Finally, based upon the above results, some implications and limitations of this study were discussed.

• The Journal of the Korea Contents Association
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• v.12 no.1
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• pp.244-253
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• 2012

The purpose of this study was to understand the relationship between stress factor and burnout of dancers. For this, a survey was performed, of which the subjects were selected out of a great number of dancers in several dance. Finally, a total of 535 completed questionnaires were used for statistical inspections, such as independent t test and one-way ANOVA analysis. The results of this study can be summarized as follows: there was a significant difference to burnout of dancers as a function of sex, major, record and position at p<.05 level. there was a significant difference to stress of dancers as a function of sex, record and position at p<.05 level. there was a significant difference to the stress level dancers within the lower factors including demotivation, emotional exhaustion and lack of improvement at p<.01 level. as result above system must be set up for dancers can maintain psychological stability and increase dancer performance.

• Proceedings of the Korean Society of Broadcast Engineers Conference
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• 2014.06a
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• pp.155-156
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• 2014

최근 이슈화되고 있는 국가직무능력표준(NCS : National Competency Standard)에 관하여 "방송통신직종"에 대한 직무분석과 "자격검정"에 관하여 알아보고자 한다. 국가직무능력표준은 학벌 중심의 사회에서 능력 중심의 사회로 전환하기 위한 정부의 정책방향에 따라 856종의 표준을 14년도까지 완료하고, 이를 현장성 있게 학교교육(전문대학) 직업훈련 및 자격제도 개편을 하고자 시행되고 있다. 방송통신직종은 대분류가 정보통신이고, 중분류가 방송기술, 소분류가 방송제작기술, 방송플랫폼기술, 방송서비스로 세 분류가 있다. 또한 일부 콘텐츠적인 방송은 대분류 중에 문화 예술 디자인 방송에 속하여 있다. 결과적으로 "방송통신직종"의 자격검정 제도는 정보통신분야에 속하며, 국가직무능력표준에 따라 직무분석을 별도로 하기 보다는 현재의 검정제도를 순차적으로 변경토록 요구하도록 하여야 하며, 업무능력에 따른 경력자 관리도 이루어져야 할 것이다.

• The Journal of the Convergence on Culture Technology
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• v.6 no.2
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• pp.239-250
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• 2020

This study was conducted to elicit the competencies of college faculties and their educational needs depending on the careers. 110 full-time professors from A college in Gyeonggi-do participated in this study from November 27 to December 7, 2018. The findings are that competencies of college faculties were found as 10 teaching competencies and 7 general competencies, and most of the competencies showed differences in importance and performance. In addition, according to the t-test and Borich needs analysis, there were differences in the educational needs of faculties depending on the three careers: a group with less than five years of experience, a group with six to ten years of experience, and a group with more than 11 years of experience. The results of this study suggest the systematic education and training program to improve the competencies of college faculties are necessary and show designing a concrete road map and training manual is needed.

• Journal of the Korean Institute of Intelligent Systems
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• v.23 no.2
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• pp.144-150
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• 2013

The purpose of this study was to evaluate the competence level of the caregiver and verify empirically the evaluated score of the competence level of the caregiver depending on the type of career and employment to propose a measure to improve the quality of care services. To more accurately evaluate the competence level of caregiver, the collected data were analyzed using fuzzy relationships for identifying the extent of relationship, after setting weighted values for the evaluation factors for working levels and service qualities. Such approach has a significance in that individual evaluation factors and individual's competence levels for caregivers may be more suitably and exactly identified. The analysis results are as follows. Care skill, reliability, assurance, typicality were statistically significant according to the caregiver's career. Also, according to the types of employment, job consciousness, responsiveness, empathy, typicality were statistically significant. To improve the competence level of the caregiver, it may be seen that improvement of job consciousness considering the career and employment types and making environments for acquiring the care skills should be done, while providing stability of the employment types rather than careers is more meaningful to improve the quality of services.