• Research in Plant Disease
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• v.12 no.2
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• pp.85-90
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• 2006

Bacillus subtilis BD0310 isolated from tea leaves was used for the development of a biofungicide against Pestalotiopsis longiseta causing gray blight of tea plants. The optimum growth conditions were investigated for the mass cultivation of the microbial agent. The optimum temperature and cultivation time were determined as $12{\sim}24$ hours at $30^{\circ}C$ and the optimum initial pH was pH 7.0 in nutrient broth. Among the tested carbon sources of fructose, galactose, glucose, glycerol, inositol, lactose, maltose, sorbitol and starch, maltose and inositol were found to highly increase antifungal activity of the microbial agent against P. longiseta. Yeast extract and tryptone apparently increased antifungal activity of the microbial agent among the tested nitrogen sources of casein, tryptone, malt extract, yeast extract and $(NH_4)_2SO_4$. The results will make a contribution to mass production of the antagonistic bacterium Bacillus subtilis BD0310 for development of a microbial agent controlling gray blight of tea plants.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.2
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• pp.259-266
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• 2021

Recently, the financial industry has seen a dramatic change due to the development of innovative technologies such as FinTech, but there is a lack of research on the digital level of financial institution workers. This study analyzes factors that affect the willingness of financial institution workers to accept digital innovation and to examine the relationship between acceptance intention and business performance. Based on the theoretical basis of UTAUT, independent variables were divided into internal expectations, external influences, facilitation conditions, and employment risks. Survey data of 100 bankers at N bank were analyzed using SPSS and AMOS 18. Studies have shown that internal expectations and external influences have positive effects on the acceptance intention of financial institution workers, and that facilitation conditions, employment risks do not. This study found a significant relationship between acceptance intention and business performance and confirming that acceptance intention has a direct and indirect impact on business performance. Study findings could be a reference to enhancing the willingness to accept digital innovation technologies and developing ways to improve business performance by validating factors that affect the willingness of financial institution workers to accept digital innovation.

• Journal of the Korean Society of Food Science and Nutrition
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• v.39 no.12
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• pp.1880-1892
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• 2010

The purposes of this study were to: a) provide evidence concerning the effects of emotional intelligence on job outcomes, b) examine the impacts of emotional intelligence on employee-related variables such as 'job satisfaction', 'organizational commitment', 'organizational performance', and 'turnover intention' c) identify the conceptual framework underlying emotional intelligence. A survey was conducted to collect data from foodservice managers (N=231). Statistical analyses were completed using SPSS Win (16.0) for descriptive analysis, reliability analysis, factor analysis, t-test, correlation analysis, cluster analysis and AMOS (16.0) for confirmatory factor analysis and structural equation modeling. The concept of emotional intelligence (EI) has been on the radar screens of many leaders and managers over the last several decades. The emotional intelligence is generally accepted to be a combination of emotional and interpersonal competencies that influence behavior, thinking and interaction with others. The main results of this study were as follows. The four EI (Emotional Intelligence) dimensions correlated significantly with age. The means of job satisfaction score were above the midpoint (3.04 point) scale. The organizational commitment score was above the midpoint (3.41 point) scale and was higher at 'loyalty' factor than 'commitment' factor. The means of organizational performance score were above the midpoint (3.34) scale. The correlations among the four EI (emotional intelligence) factors were significant with job satisfaction; organizational commitment, organizational performance and turnover intention. The test of hypothesis using structural equation modeling found that emotional intelligence produced positive effects on job attitude and job performance. Emotional intelligence enhanced organizational commitment, and in turn, managers' attitude produced positive effects on organizational performance; emotional intelligence also had a direct impact on organizational performance. This study has identified the effect of emotional intelligence on organizational performance and attitudes toward one's job.

• 대한공업교육학회지
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• v.36 no.2
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• pp.131-150
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• 2011

The purpose of this study vocational courses in general high schools in each city in order to operate efficiently. Provinces operating status and the general high school vocational courses through the regular high school vocational courses siltae analysis to identify operational problems, and that is to derive ways to improve. Operating in the desired direction, the typical high school vocational courses ilbango select students that meet the purpose of operating as one that students admit you need the correct promotion and career guidance and vocational courses ilbango teachers of vocational courses is operating correctly recognize the purpose and students with career guidance and vocational courses so that you can operate effectively at: Provincial Office-wide need to conduct a systematic study. Vocational courses also target students ilbango sosokgyo (wonjeokgyo) to be completed in the course stated in the plan for the school and the need to practice, and professional students ilbango by configuring a separate class is most preferable to operate. If the person is prime target, with each region run by creating a class needs to definitely consider. Entrusted to the agency's key performance improvements in order to improve the employment rate in the direction of promotional materials for the students selected to take advantage of college enrollment than the employment data for the students and their parents ilbango vocational courses for the purpose and intent is necessary to provide accurate information In addition, the employment rate is relatively low industrial (information) to install the school department employment, and employment representatives (industry-academia co-coordinator), and by placing career paths and industries to ensure the needs of industry, including working conditions and students who wish adjusting to the role, and industrial college (2 years), industrial (information) through the school's agreement to the aggressive promotional schemes seonchwieop hujinhak. Getting the need to encourage. Vocational courses ilbango in the new and the abolition, rather than the case of some popular course when you are away from work and there, so if the course-changing industry, new or repealed to reflect the demands of social work and careful review of how to connect carefully to decide by. Commissioned a systematic quality management in education, in terms of industry (information) schools and public vocational training institutions or private vocational school is better than school. However, 16 cities across the country. Also only five of the major cities around the school has industry information. Ilbango vocational courses at the expected continued demand. Degrees, the operation in terms of comparative advantage in many ways the school's new industry information is necessary to consider.

• Journal of dental hygiene science
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• v.10 no.2
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• pp.63-69
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• 2010

The purpose of this study was to examine the business awareness of dental coordinators and preferred working condition according to educational period, to suggest what improvements should be made. A survey was conducted for a year and four months from March 2007 to June 2008, and the collected data were analyzed, which made use of ${\chi}^2$(Chi-square) test, t-test. The findings of the study were as follows: 1. In regard to preferred conditions of employment, a dental hospital (42.0%) was most preferred by the incumbent dental hygienists investigated, followed by a dental clinic(29.4%). The largest number of the students who took dental coordinator courses had a liking for a dental hospital(41.9%), followed by university hospital and general hospital(29.0%)(p<0.001). 2. As for perception of dental coordinator, all the dental hygienists were aware of that occupation, and most of the students(81.9%) were cognizant of it(p<0.001). Concerning the necessity of that occupation, the students who felt the need for that(94.8%) outnumbered the dental hygienists who did(85.2%)(p<0.05). 65.9 percent of the dental hygienists and 84.5 percent of the students looked upon a dental hygienist as the best occupation that also could serve as a dental coordinator(p<0.01). 3. Concerning a favorite type of work including an official title, the dental hygienists wanted to work as the chief of counseling section the most(34.1%), and the largest group of the students hoped to become a section chief or team leader(35.2%). In regard to the most integral field of work, the dental coordinators(51.1%) and students(65.8%) attached the most importance to counseling(p<0.05). 4. The dental hygienists were better gratified than the students in every regard(p<0.001). The former($4.00{\pm}0.41$) looked at that occupation in a better way than the students($3.81{\pm}0.50$) as well(p<0.01). The abovementioned findings suggested that it would be advisable to provide dental hygienists with a certain level of a clinical career with education in order to ensure the success of dental coordinator education.

• Korean Journal of Child Education & Care
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• v.18 no.2
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• pp.85-102
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• 2018

The purpose of this study is to determine the working conditions and demands of the assistant workforce at childcare centers, and to provide suggestions on policies for childcare teachers. To achieve the purpose of the study, a total of 190 assistant teachers, nursing helpers, alternative teachers and others were surveyed online during the month of August 2017. The survey examined the employment route and working motives, working conditions and environment, job and educational difficulties for analyzing the work conditions and demands of ancillary staff. For the analysis method, SPSS 12.0 was used to analyze frequency and difference. The main findings are as follows. First, childcare center assistants were able to work at their respective times, making it mandatory for them to enter the workforce, and making job openings for ancillary teachers. Second, 73.7% said the daily working hours were '4 hours to 8 hours' under the conditions and 57.9% said 'More than 510,000 won to less than 1 million won.' Average amount of rest time per day was about 30 minutes, and 17% had no rest periods. Third, based on the job and education status, ancillary personnel performed "infant and child guidance and interaction", "Cleaning and cleanliness related tasks" most actively, and "care for cleaning and cleanliness" and "care for morning and night care". Fourth, in the job trouble and difficulty, ancillary staff found it difficult to satisfy with wage related complaints and job insecurity, and the reason for agreeing to the non-regular workforce becoming a regular worker was found to be due to the stability of employment. Lastly, the most urgent tasks to solve the problem of non-regular workers were to fill the wage gap between regular and irregular workers, shorten the working hours and improve the working conditions. The policy implications are presented based on the above findings.

• Korean Security Journal
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• no.18
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• pp.119-141
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• 2009

Administrative execution by proxy is one of forced executions of administration and is also called as "enforced execution by proxy" in which administration institutions or the third party executes by proxy on behalf of parties who did not execute obligations under administration law and files claims to compensate expenses required in the proxy execution. Despite the actual site of administrative execution by law, social problems are generated because various violence and behaviors of infringement of human rights between executer and obligator are rampant and thus causing human damages since forced execution by physical force is carried out and cases of police indictments and petition to human rights committee are gradually increasing. Majority of people mobilized in this actual site of violence are supplied by private security companies which provide service contract and mobilization of people without qualification of guards or security service and irrational execution by proxy and violent actions by so-called service hooligans connected to violence organizations are now becoming social issues. In these actual sites of violence, structurally very complicated problems such as economic rights, right of residence, struggle for living, and intervention by outsiders are contained. This thesis has analyzed causes of outbreaks of violence and discussed about improvement countermeasure by paying attention to mobilization of people by private security companies. As the result, through revision and improvement of laws and systems, execution institution and policemen must be present at actual sites of execution by proxy to control physical execution of private security companies to be carried out legally and when violent collisions are occurring, it shall be stipulated that police should immediately intervene. Practices of execution by proxy of execution administration institutions shall be avoided and causes of occurrences of violence shall be eliminated by discrete decisions of execution by proxy, elimination of service contract conditions focused on accomplishments, and stipulation of responsibility of execution institutions when problems occur. Practices of solving petitions through collective actions of obligators shall be eliminated and strict enforcement of laws such as disturbance of official execution or compensation claims for expenses of execution by proxy must be carried out and intervention by the third parties must be intercepted. Mobilization of manpower by security companies shall be limited to people with prior registration who have acquired and finished qualification and education by security business law and before putting them on actual sites, it shall be obliged that execution plan with clear written records of working location, mission, and work rules must be submitted in advance to police station in charge and also they must be controlled to follow laws and statutes such as uniform and equipments. In addition, personal criminal responsibility for violent actions must be clearly stipulated and advanced securing soundness of security companies such as limits of service contracts with records of accidents is required. Order placement behaviors of special organizations under the pretext of rehabilitation business must be eradicated and companies with capability and strong intention of observation of laws must be able to receive orders by intercepting chains of contracts and sub-contracts. Issues of improvement countermeasure of social problem, living, and compensation including rights of residence and environment are excluded from the discussion.

• Journal of the Korean Society of Food Science and Nutrition
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• v.43 no.1
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• pp.162-171
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• 2014

As the foodservice industry is labor intensive, the efficient management of human resources is an essential element for improving operational efficiency. This study was designed to investigate the performance level of human resource management in self-operated school foodservices and to examine the relationship between human resource management, organizational commitment, and productivity. Whether these factors rated differently by employment and job types was also examined. Data were collected through questionnaires distributed to 60 dieticians and 240 cooks in Seongnam and Yongin. Frequency analysis, factor analysis, the t-test and multiple regression analysis were tested using Minitab. Human resource management practices rated highly in the dimension of employee training (3.51), followed by working environment (3.39), and turnover management (3.37). In contrast, reward management (1.73) and working condition (1.56) received the lowest score. Organizational commitment scored 3.65 points, and showed that dedication (3.82) was the highest score; however, self-esteem (3.50) was the lowest score. For human resource management, there were significant differences between employment types as full time workers (3.85) rated management more highly than part-time worker (3.43). Overall productivity was fairly high, especially in high school foodservices. Only the performance appraisal had an influence on organizational commitment (${\beta}$=0.292, P<0.05). Productivity was positively correlated with human resource management (r=0.432, P<0.001) and organizational commitment (r=0.36, P<0.01). In conclusion, school foodservices need to establish objective performance standards, and increase employee morale by enhancing reward systems and working conditions. In particular, irregular employees require training with job performance standards and given a proper reward program, depending on their performance, to improve organizational commitment.

• Korean Journal of Labor Studies
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• v.23 no.2
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• pp.195-230
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• 2017

This study combined Youth Panel Data(2009~2014) to analyze youth employees' turnover determinants by business scale and wage effects and the results are as follows: First, the turnover rate of youth employees was analyzed and as a result, the average turnover rate in 2014 was 26.3% and was found to be small company 25.6%, medium-sized company 25.1%, large company 17.2% in terms of business scale (based on regular permanent position), showing that the larger the company size, the lower the turnover rate. Second, turnover reasons of youth employees were found to be dissatisfaction with working conditions 40.3%, job mismatch 39.2%, personal reasons 11.8% in order and turnover by job mismatch was higher in large companies (41.5%) than in small and medium enterprises (38.5%). Third, job satisfaction and job-major agreement depending on the status of turnover were analyzed and as a result, the lower the job satisfaction and job-major agreement, the higher the turnover rate in all areas. Fourth, scale turnover determinants by business scale were analyzed through panel regression analysis and as a result, variables significantly affecting turnover were analyzed to affect objective working conditions such as wage and employment type and job satisfaction and 'job-level of education skill level major'agreement variables to lower the turnover rate as well. Fifth, wage effects depending on the status of turnover were estimated and as a result, the wage level of youth employees who changed their job was lower than that of youth employees working in the same company by about 3.1% and this wage gap was further expanded over time. But, turnover of changing employment type(temporary position${\rightarrow}$regular permanent position) and company size (small and medium enterprise${\rightarrow}$large company) was not the case. Therefore, in order to reduce the turnover rate of youth employees, it is necessary to increase overall job satisfaction and job-major agreement with objective working conditions and working in the same company for a long period of time rather than changing jobs frequently can be said to be rational choice in terms of youth employees.

• Iberoamérica
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• v.22 no.1
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• pp.73-109
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• 2020

In the tourism industry, emotional labor-related problems are highly likely because workers cannot avoid frequent face-to-face contacts with customers. Emotional labor, however, is not always recognized in the same pattern by every worker in similar situations. As can be see in this research, emotional labor appears to vary depending on individual characteristics and sociocultural and economic conditions. In fact, there are so many factors affecting emotional labor, and the level of influence concerning these factors can vary depending on when and where they are. Psychological and mental pains and stress from emotional labor depend on a number of factors. The expression of emotional labor, depending on age, length of employment and gender, shows a clear difference. In particular, for those who are planning to participate in international labor migration to the United States in the future, emotional labor was often not recognized as a serious problem or rather a positive social and cultural experience. In fact, there are various types of tourism workers in Oaxaca, and their experiences vary greatly depending on individual and economic and sociocultural environments. The emotional labor of the workers in the tourism sector of Oaxaca also has various forms depending on various conditions. Positive or negative perceptions and consequences of emotional labor vary depending on the circumstances of the individual and working conditions. In other words, socioeconomic conditions, individual personality or experiences, sociocultural characteristics, and autonomy in the workplace, have a significant impact. As a result, the forms and effects of emotional labor expressed and understood by tourism workers vary considerably and may vary depending on the situations. Considering these problems, the way emotional labor emerges is greatly influenced by sociocultural or personal factors as well as economic factors. In addition, rather than considering the existence and seriousness of emotional labor as given depending on the nature of a particular industry or work, it should also be recognized that the expression of emotional labor differ considerably from individual to individual. Also, the seriousness of problems caused by emotional labor can be diversified. In this sense, it is necessary to clearly understand the meanings of the dynamism, diversity and multidimensionality of emotional labor from a new perspective.