• Journal of the Korean Society for Railway
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• v.16 no.4
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• pp.340-347
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• 2013

This paper studied the causes of job stress of driving crews working in Metropolitan Transit Authorities in Daejeon, Daegu, Seoul Metro Line 9, and Incheon, analyzing psychological, physical, and environmental factors, along withdriving crews' assignments. Regarding driving crews' assignments, it was found that driving crews had strong senses of obligation for their job, and hence their aptitude for their job was in accordance, and also it was found that most driving crews worked devotedly with a desirable occupational view and pride. However, psychological and physical factors that contributed to stress were identified: lack of sleep, high task burden, physical fatigue, and boring daily life. Furthermore, the driving crews' irregular working conditions and irregular meal time and burden related to on-time transit service with prolonged immobilization raised their stress levels. In terms of external environmental factors, it was found that driving crews' anxiety due to possible accidents caused a roughly four-fold increase in stress levels compared to other factors. Furthermore, personnel system and salary issue were also found to be closely related to the driving crews' job stress.

• Journal of the Korean Society for Library and Information Science
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• v.55 no.1
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• pp.107-133
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• 2021

This study was performed in order to provide suggestions on how to strengthen librarian competency by evaluating and analyzing the competency value of librarians as information professions. First, the study divided the common competency value of librarians as human capital of libraries into skills, knowledge, behavior and attitude, and analyzed each area of competency value for librarians of the A-library. As a result, the average of the 'librarian's behavior and attitude' area was the highest, followed by the 'librarian's skill' area and the 'librarian's knowledge' area. Second, in terms of 'librarian's skill', A-library librarians' competence values were high in the order of 'communication', 'leadership', 'technology' and in the terms of 'librarian's knowledge' ones were high in the order of 'law and policy', 'marketing', 'learning and growth' and 'finance and accounting'. In addition, in areas of 'librarian's behavior and attitude', the factors were high in the order of 'ethics and values', 'interpersonal relationships' and 'customer service'. Third, the analysis of whether the average difference exists depending on the characteristics of A-library librarians on their evaluation of the competency value shows that only the 'working period' factor in the total competency value and the two factors 'age' and 'working period' were statistically significant in the 'librarian's knowledge' area. Forth, as a result of a regression analysis to identify the characteristics of A-library librarians and their impact on competency value, only the 'final education' factor was statistically significant for the competency value of the 'librarian's skill' area. Fifth, in the survey on problems and desirable improvement measures in increasing the competency value of librarians, the proportion of presenting problems and improvement plan in systemic aspects such as the 'librarian qualification system' and 'librarian training system' was high.

• Journal of the Korean Society of Marine Environment & Safety
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• v.29 no.7
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• pp.819-827
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• 2023

If respiratory arrest occurs or cardiopulmonary resuscitation (CPR) is performed for a long period on board ships, CPR with rescue breathing (not compression-only CPR) is required. Accordingly, ships must have resuscitation equipment for oxygen supply, and seafarers must have the maritime competence to use it. This study aimed to analyze the placement status of resuscitation equipment on ships and seafarers' intention to use them in order to increase the usability of resuscitation equipment on board ships and propose improvement measures. The study was conducted from February 2, 2023, to April 21, 2023, and a total of 340 seafarers were surveyed. The data were analyzed by frequency, percentage, and chi-square test using SPSS WIN 23.0. The results showed that the checking of resuscitation equipment was high among seafarers in the positions of officer, captain, deck department personnel, and ocean-going personnel. The intention of seafarers to use resuscitation equipment was low, and the main barrier was the lack of knowledge on how to use. Among the general characteristics of the study participants, those whose rank was that of officer or captain, whose working department was the deck, voyage who were ocean-going, and who managed a gross tonnage of 20,000 tons or more had a high intention to use resuscitation equipment. Participants who knew the necessity of rescue breathing and had received practice and equipment-based training were active in using resuscitation equipment. Therefore, a system should be developed so that all ships can be equipped with resuscitation equipment, and an environment must be created to increase accessibility to resuscitation equipment on board ships. In addition, an education system based on practical and resuscitation equipment training must be established to ensure that seafarers have maritime competence.

• Journal of Korea Technology Innovation Society
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• v.16 no.1
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• pp.323-345
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• 2013

In this paper, problems with the Korean system regulating the use of university royalties are identified and investigated in order to suggest measures to improve the system in a way that provides a better R&D environment at universities. The Delphi technique was used to gather data from royalty specialists at universities and government ministries. The first Delphi survey conducted used open questions to identify problems in the use of university royalties. Then, closed questions were used for the second Delphi survey. The number of responses and the frequency of answers were analyzed after the first survey, and validity, stability, and reliability analyses were conducted for the second survey. The measures suggested to improve the system regulating the use of university royalties are as follows: First, bonuses for researchers, which are currently 50% or more of collected royalties, need to be decreased, as they are rather high compared to similar bonuses in developed countries, which are around 30% of collected royalties. The guideline for limiting the bonuses, which is explained as XX% or less of collected royalties, is suggested to prevent the excessive use of royalties. Second, rewards for those who contribute to technology transfer and commercialization should be increased. It is also important to build a consensus around the need to reward those who contribute to technology transfer and commercialization. Third, the scale of re-investment into R&D needs to increase. Regulations on royalties should be meaningfully applied to create a positive feedback structure for R&D, which can be described as the process of research, R&D outcomes, technology transfer, collecting royalties, rewarding researchers, and re-investing in R&D. To build a university's R&D capability, re-investment into R&D needs to be regularized as XX% or more of royalties. Fourth, regulations on the royalties of ministries and universities need to be unified. Each category for using royalties needs to be regularized, with detailed matters such as the guideline, process and method for using royalties specified. Also, universities need to make their own specific regulations. Fifth, specific priorities on the use of royalties need to be suggested. Regulation is necessary for the categories that do not have guideline and priorities for the use of royalties. It is hoped that the findings of this research will contribute to reinforcing the R&D capability of universities.

• Journal of Intelligence and Information Systems
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• v.19 no.2
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• pp.157-175
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• 2013

Since Korean government announced 'Smartwork promotion strategy' in 2010, Korean firms and government organizations have started to adopt smartwork. However, the smartwork has been implemented only in a few of large enterprises and government organizations rather than SMEs (small and medium enterprises). In USA, both Yahoo! and Best Buy have stopped their flexible work because of its reported low productivity and job loafing problems. In addition, according to the literature on smartwork, we could draw obstacles of smartwork adoption and categorize them into the three types: institutional, organizational, and technological. The first category of smartwork adoption obstacles, institutional, include the difficulties of smartwork performance evaluation metrics, the lack of readiness of organizational processes, limitation of smartwork types and models, lack of employee participation in smartwork adoption procedure, high cost of building smartwork system, and insufficiency of government support. The second category, organizational, includes limitation of the organization hierarchy, wrong perception of employees and employers, a difficulty in close collaboration, low productivity with remote coworkers, insufficient understanding on remote working, and lack of training about smartwork. The third category, technological, obstacles include security concern of mobile work, lack of specialized solution, and lack of adoption and operation know-how. To overcome the current problems of smartwork in reality and the reported obstacles in literature, we suggest a novel smartwork service model based on NFC(Near Field Communication). This paper suggests NFC-based Smartwork Service Model composed of NFC-based Smartworker networking service and NFC-based Smartwork space management service. NFC-based smartworker networking service is comprised of NFC-based communication/SNS service and NFC-based recruiting/job seeking service. NFC-based communication/SNS Service Model supplements the key shortcomings that existing smartwork service model has. By connecting to existing legacy system of a company through NFC tags and systems, the low productivity and the difficulty of collaboration and attendance management can be overcome since managers can get work processing information, work time information and work space information of employees and employees can do real-time communication with coworkers and get location information of coworkers. Shortly, this service model has features such as affordable system cost, provision of location-based information, and possibility of knowledge accumulation. NFC-based recruiting/job-seeking service provides new value by linking NFC tag service and sharing economy sites. This service model has features such as easiness of service attachment and removal, efficient space-based work provision, easy search of location-based recruiting/job-seeking information, and system flexibility. This service model combines advantages of sharing economy sites with the advantages of NFC. By cooperation with sharing economy sites, the model can provide recruiters with human resource who finds not only long-term works but also short-term works. Additionally, SMEs (Small Medium-sized Enterprises) can easily find job seeker by attaching NFC tags to any spaces at which human resource with qualification may be located. In short, this service model helps efficient human resource distribution by providing location of job hunters and job applicants. NFC-based smartwork space management service can promote smartwork by linking NFC tags attached to the work space and existing smartwork system. This service has features such as low cost, provision of indoor and outdoor location information, and customized service. In particular, this model can help small company adopt smartwork system because it is light-weight system and cost-effective compared to existing smartwork system. This paper proposes the scenarios of the service models, the roles and incentives of the participants, and the comparative analysis. The superiority of NFC-based smartwork service model is shown by comparing and analyzing the new service models and the existing service models. The service model can expand scope of enterprises and organizations that adopt smartwork and expand the scope of employees that take advantages of smartwork.

• Korean Security Journal
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• no.32
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• pp.123-150
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• 2012

The purpose of this study was to seek practical intelligences for certain persons who wish to be a guard by studying for what practical public guards' recognition of organization and vocation is. The results of this study were as follows. First, Six study participants presented 'Respect within members', 'Atmosphere like family', 'Premium members', and 'Economic compensation & wealth of budget' as essential requirements for the best guard organization. Second, they also presented 'Systematic daily task & training', 'Exact selection system', and 'Strong cohesion & teamwork' as strong points of their organization. Third, they mentioned 'Internal evaluation system', 'Lack of education contents', and 'Limited position circulation' as weak points of their organization. Fourth, they mentioned that they feel encouraged itself as they work in the best guard organization, while they were skeptical when the citizens did not cooperate with them and they were not fully rewarded for their injury. Fifth, they expressed 'Difficulty of business cooperation', 'Unstable living patterns', 'Inconsistent assessment', and 'Continuing tension' as difficulties for performing the duties and stress causes. Lastly, they recognized of job security and self-esteem as they work in the best guard organization as advantages of a job, while they recognized of controlled life, low salaries and welfare level compared to duty importance and risks as disadvantages of a job. Consequently, students who wish to be a guard should consider job and organization attributes and set their career goals refer to these results.

• Journal of the Korean Society for Library and Information Science
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• v.35 no.4
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• pp.51-77
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• 2001

The purpose of this study is to took for systematic, effective ways of providing continuing education for incumbent librarians in order that they could be more specialized in their profession. For the purpose, this research performed pervious literature reach and then a questionnaire survey for the librarians to determine their service periods and opinions, requirements and suggestions about continuing education as above and the current status of the education. The result of the study can be described as below. First, few incumbent librarians generally participate in continuing education. The participation, if any, is different in degree according to types of the librarian's library and task. Second, continuing education provided by responsible agencies is seen negative in value, but relatively positive in validity. it is agreed that the education is not easy to be provided due to a lack of time. Third, individual incumbent librarians are little devoted to continuing education, although the devotion is somewhat different according to the type of library. Fourth, an absolute majority of the librarians want the establishment of an authorities exclusively assuming continuing education service and the provision of informal continuing education related to computer during their working hours or vacation period. Fifth, the librarians under survey suggests that it is necessary for the development of continuing education to establish an exclusively responsible authorities as mentioned before and a system for evaluating each of agencies providing continuing education service, implement relevant, specific programs, introduce incentives for those librarians who receive the education and thereon make studies, help and promote librarians to be trained abroad, apply new ways of continuous education and extend the range of such educational process.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.4
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• pp.224-234
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• 2017

This paper compares the realities of the salary Peak Policy's status and management processes in Korea and Japan, with the aim of determining the development direction for Korea's salary Peak Policy's. Unlike Japan, which successfully achieved close cooperation between government, firms and workers in implementing the Retirement Age Extension Type salary Peak Policy, Korea experienced many problems due to lack of preparation. In order to rationally develop the salary Peak Policy, the government, firms, and workers must cooperate to increase the policy's efficiency via the following steps. First, gradually increase the proportion of retirement age extension. Second, career development that takes into account the various employment types, flexible working hours and aged workers. Third, development of training programs for senior citizen workers, as well as increasing support for changing of jobs and startups. Fourth, expansion of re-employment after retirement age and ways to make use of the skilled labor. Fifth, increasing work efficiency through bonuses and work evaluation that is specialized for aged workers. This paper argues that such measures are necessary for the co-existence of firms and workers, as well as for improving employment stability and labor market flexibility.

• Journal of the Korean Society for Railway
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• v.20 no.3
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• pp.423-431
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• 2017

This study analyzed the educational background, career, and post-retirement activities of notable bureaucrats employed at Chosun Railway Bureau during the Japanese colonial period in Korea. First, significantly, most railway bureaucrats were of Japanese origin, being specialized in railway operations and adjusted to occupation in a reserved organizational environment for a considerable time period. Second, the Japanese showed explicit eagerness to work at the Chosun Railway, which fitted their ideology of railway bureaucrats. In addition, almost 60% of the bureaucrat population had strong educational experience from Tokyo Imperial University, which is equal to the percentage of graduates from other institutions operating during the Japanese colonial period. Moreover, in the very early period of building the railway system, the demand for specialists was higher than for other jobs and divisions because of the railroad's complex infrastructure, which resulted in high job appointment rates. In a similar sense, based on a strong affiliation of bureaucrats with railways, the number of bureaucrats from Japanese Railway Worker's Bureau was higher initially because of bureaucrats from South Manchurian Railway Company. These changes essentially contributed to alteration of bureaucrats' awareness and created a more positive attitude regarding the Chosun Railway. In the meantime, as opposed to the Taiwan and Manchurian Railways, both Chosun Railway and the Taiwan Railway were operated in compliance with strong bureaucratic traditions.

• Journal of Family Resource Management and Policy Review
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• v.25 no.4
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• pp.55-70
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• 2021

The aim of this study was to analyze the work and life balance of unmarried working cases in single-person households. Eleven cases were interviewed with a semi-structured questionnaire. The results were as follows: When they were starting as a single-person household on their own initiative and with enough preparation and planning, they expressed higher satisfaction as a single person household. For their adaptation to being a single-person household, practice education and information about household work and self-care were useful. Their thought about 'life' are focusing on self improvement and leisure activities either alone or with their friends. Their family interactions were performed with financial, emotional, and housework support from each other. Resources such as money and time were the major factors that impacted work and life balance. For work and life balance of single person househods, the cases needed political support for financial aid and flexible work arrangements.