• The Journal of the Korea Contents Association
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• v.18 no.11
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• pp.493-507
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• 2018

This study examined characteristics and usefulness of middle-aged and older people's vocational training participation. Among sub-age groups categorized by the position in career cycle and the employability, 61~68 year old group(after retirement age group) had the biggest difficulties on the training including computer-based training and showed the lowest employment result compared to other sub age groups; major career(30~45), career transition preparation(46~52), career transition(53~60). However, the career transition age group utilized vocational training in the aspect of career search and the after-retirement age group in the aspect of preparation for older age and hobby. On the other hand, factors such as career adaptability and perceived education difficulties affected on the training usefulness in the aspects of career search and preparation for older age and hobby while perceived career barriers, career relevancy and relationship ability affected on the employment result. Based on these findings, this study suggests that vocational training provide more suited course for the boundaryless career seekers and include relationship enforcement and positive attitude development to overcome perceived career barriers for middle-aged and older people.

• KOREAN POULTRY JOURNAL
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• v.7 no.10 s.72
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• pp.108-112
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• 1975

집단양계는 두가지로 볼 수가 있는데, 하나는 동두천분회와 같이 기술과 경력이 풍부한 전업양계가끼리 모여 집단을 형성하여 병아리나 사료, 약품등의, 공동구입, 계란이나 노 폐계, 육계, 계분등을 공동판매를 하여 소득을 더욱 높이는데 주 목적을 두는 것과, 또하나는 양계경험이 적은 양계가끼리 집단을 형성, 사양관리나 초생추의 공동육성 등을 주 목적으로 하여 이룬 집단으로 나눌 수 있다. 이 번호에는 창립한지 아직 2돌도 안되는, 짧은 기간 동안에 장족의 발전을 한 동두천읍 생연 2리 821번지에 있는 대한양계협회 동두천분회를 찾아보았다!

• Journal of Korean Library and Information Science Society
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• v.51 no.4
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• pp.1-24
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• 2020

The purpose of this study is to explore the process of forming practical knowledge about library-based instruction of low-experienced teacher librarians. The study conducted interviews with six teacher librarians with less than three years of teaching experience. The analysis of the data collected focused on the teachers' self-knowledge and instructional knowledge, which are in the areas of practical knowledge. The results of the analysis of the study are as follows. First, the self-knowledge of teacher librarians was a teacher with leadership, who led students and teachers to reading education and information literacy instruction. Second, the self-knowledge of teacher librarians was most concretely formed in the process of pre-service teacher training, and the reflection on the teacher's image was taking place in the school field. Third, the knowledge of the instructional knowledge for library-based instruction was focused on library collaborative instruction, and various teaching methods were being learned and applied in school field. Fourth, there was a difference in the instructional knowledge of library-based instruction among teacher librarians. Through this study, it is suggested that the teacher training course and educational practicum activities should be changed by reflecting the contents of the actual school field, and the analysis of library-based instruction should be continued.

• Digital Contents
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• no.3 s.130
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• pp.26-33
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• 2004

요즘 한창 주목받고 있는 성공적인 기업의 화두가 CRM (Customer Relationship Management), 즉‘고객관리’라면 직장인들의 성공적인 경력관리를 위한 화두는 바로‘인맥만들기(Human Networking)’라 할 수 있을 것이다. 하지만 인맥형성에 있어‘얼마나 많은 사람을 알고 있는가’는 그다지 중요치 않다. 거미줄처럼 얽힌 DC기업 최고경영자들을 중심으로 인적유대를 살펴봄으로써 이들의 성공비결을 배워봤다.

• Korean Journal of Childcare and Education
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• v.10 no.3
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• pp.103-120
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• 2014

The purpose of this study was to examine the relationship among child care teachers' personal characteristics, resilience, and social support. The subjects in this study were 154 child care teachers working in Gangwon province. The resilience questionnaire(Jung Hyun Lee, 2013) revised from KRQT-52(Korean Resilience Quotient Test) and the perceived social support scale(Lee Jae-Young, 2012) were used for this study. For the research analysis, frequency, Cronbach's ${\alpha}$ coefficient, and Pearson's correlation were calculated and ANOVA test, Scheff$\acute{e}$ post-hoc analysis, and regression analysis were conducted. The results are as follows. Firstly, it was revealed that child care teachers' experiences, age, marital status, and type of child care center had a statistically meaningful difference in resilience. In contrast, teachers' educational backgrounds did not have a meaningful difference in resilience. Secondly, all the sub-variables of teacher's perceived social support had a positive statistically significant correlation with all sub-variables of their resilience. Thirdly, physical support of child care teachers' perceived social support had statistically meaningful positive influences on the positive characteristics and the overall resilience. Also evaluative support of child care teachers' perceived social support had statistically meaningful positive influences on the interpersonal skills, self-regulation, positive characteristics, and the overall resilience of resilience. In conclusion, the results indicated that it is needed to strengthen child care teachers' perceived social support for enhancing resilience, taking into account the background characteristics of individual teachers.

• Journal of Labour Economics
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• v.28 no.1
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• pp.1-28
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• 2005

First, The flow into and out of unemployment has been increasing considerably too since the late 1997. Moreover, about half of job changes involve career changes associated with industrial and occupational changes which workers work for. Workers who switch industries and occupations significantly suffer greater wage losses than observed similar workers who find new jobs in their pre-turnover industry or occupation. These findings imply that labor mobility is more likely to cause losses in accumulated skill of workers. Second, this study compared the wage return to past training when a worker remains with an employer with the wage return to past training when a worker moves to a new employer. Surprisingly, training provided by previous employers has significantly positive wage effect. These findings that the skill acquired by employer- provided training is transferable across some firms. Third, this study finds that the likelihood of sectoral mobility decreases with training received in the current industry. It gives an evidence of the industry- specific training. Based on these findings, this paper suggest the way of dividing the costs of benefits of training among employers within their sector to prevent under-investment in training.

• Korean Journal of Culture and Social Issue
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• v.24 no.2
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• pp.221-250
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• 2018

The purpose of this study is to find out the causes of turnover, the causes of stay, and the effects of turnover of college graduates with early careers, based on the concept of job embeddedness and their stances. For this study, semi-structured interviews were conducted with 20 college graduates with early careers and the interviews were analyzed with phenomenological analytic research. The result of the study shows that the cause of turnover intention includes fit and link which are components of job embeddedness. More specifically, turnover intention of the interviewee is affected by fit which includes whether their ability and talent are used properly and whether their vision and culture fit well those of their organization, also affected by link which includes the formal or informal mutual relationship with coworkers and superiors. Stay intention, on the other hand, includes fit which contains satisfaction about work and organization, long-term career management. Stay intention also includes sacrifice which are anxiety about uncertain future and satisfaction about being employed. As an aspect of the effect of turnover, the satisfaction and fulfillment about work which are experienced after turnover by the interviewees and the satisfaction about coworkers and the team in which the interviewees are included offset the negative effect of turnover. The result also shows that organization should consider their workers' satisfaction about the first work, their amicable relationship, and turnover cost, to improve working and living standard of colleges graduates with early careers and to prevent them from turnover.

• The Science & Technology
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• v.32 no.2 s.357
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• pp.18-19
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• 1999

최근 서울대 총장에 취임한 이기준박사는 "21세기의 사회지도층은 다재다능한 사람보다 전문가로 형성돼야 하며 국가경영도 자연과학도들이 그 축을 이뤄야한다."고 말했다. 본지와의 회견에서 이총장은 "국가는 기술로 흥하고 기술로 망하기 때문에 우수한 과학기술인력을 육성하고 배출하는 것은 국가발전의 기본이다"라고 강조했다. 이총장은 또 "교수채용때도 현장경력자를 우대하는 시스템 접근이 필요하다"고 덧붙였다.

• Review of Culture and Economy
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• v.21 no.2
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• pp.141-173
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• 2018

In this article, we explore how artistic fame is formed by analyzing antecedents of fame the extent to which the name of an actor or his/her work is positively known by his/her audiences among Korean handicraft artists. Drawing on prior literature on reputation and fame, we clarify the differences between the concept of reputation and the concept of fame and further distinguish three types of reputation among individual artists, depending on its sources expert reputation, market reputation, and peer reputation. We employ the mixed method in this study, in which we first conducted open-end interviews with three kinds of constituents (i.e., critics, market intermediaries, and artists) and then developed and tested the hypotheses derived from the insights we had obtained from the interviews. We further considered the impact of reputational work, defined as the level of effort devoted and activities performed by an artist him(her)self geared toward promoting his(her) work, on artistic fame. We find that there are large differences in factors associated with artistic fame between non elite and elite Korean handicraft artist groups, where elite status is captured by artists' educational background (i.e., Seoul National University and Hongik University, which are considered elite schools in accordance with prior research). Specifically, findings suggest that among non elite status artists, recognition by experts, or what we call expert reputation, acquired through national awards and invitations from prominent exhibitions as well as artists' own reputational work that incurs high cost, such as self-financed exhibition openings, were shown to be highly significant factors associated with artistic fame, which was measured as the number of media exposures related to her/his art work. By contrast, among elite status artists, peer reputation acquired through an artist's institutional affiliations and relatively low cost artists' own reputational work, such as self listing on a highly publicized magazine, were shown to be significant factors associated with fame. Taken together, this paper contributes to research on cultural industries and markets by highlighting the importance of understanding artistic fame not just as the outcome of her/his talent but as the social product that arises at the intersection of actors (artists) and her/his audiences in the social evaluation process.

• Convergence Security Journal
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• v.11 no.5
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• pp.65-76
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• 2011

Purpose of this study is examining closely special guard's Organizational Culture and job stress and relation of Organizational Commitment. This study established to special guards who is working at the capital region (Incheon) airport in 2011, and sample used finally on interpretation analyzed being 203 people, and uses Purposive Sampling Method. Analytical method executed Frequency Analysis, Factor Analysis, Reliability analysis, correlation analysis Multiple Regression Analysis using SPSSWIN ver.18.0. Reliability of questionnaire appeared Cronbach's ${\alpha}$ value more than .671. Conclusion proved in this study is as following. First, special guard's formation culture affects to Job Stress. In other words, stress about compensation career development increases if the development, hierarchically organized is not formed. On the other hand, job special quality, human relations stress decreases if developmental culture is form ed, and if culture is formed developmental, the mutual agreement, role stress decreases. Second, special guard's Organizational Culture affects in Organizational Commitment. That is, if is formed developmental and hierarchically organized, rises the Affective Commitment, Continuance Commitment, Normative Commitment. Third, special guard's job stress affects in Organizational Commitment. That is, if compensation career development is achieved unfairly Affective Commitment, Continuance Commitment is low. On the other hand, if own business is achieved spontaneously pre sent, Affective Commitment, Normative Commitment appears high.