• The Journal of the Korea Contents Association
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• v.11 no.5
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• pp.338-346
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• 2011

This study analyzes the turnover intention of social workers, then finds the way to lower the turnover intention. The survey result of the proportion of the respondents who have turnover intention appeared to be higher in the workers in use facilities and subordinate facilities. As for the reason of turnover intention, the proportion who answered 'poor working environment' and 'low wage level' appeared to be higher in the workers in life facilities and use facilities. As for the desired field of turnover, thus telling that they prefer to change jobs within the same field of social welfare rather than challenging new field. The result from this study suggests that, to lower the turnover intention of social workers, there should be more effort to increase wage level, reduce work hour, expand welfare benefit program and diversify self development and training programs.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.2 no.1
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• pp.109-131
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• 2007

The purpose of this study were to a) clarify the current practice of internal marketing by contracted food service management companies, b) analyze the effectiveness of current internal marketing practices. The survey was conducted between October 12 and November 2, 2002 with the 10 contracted food service management companies; 6 large, and 4 small & medium sized companies. No significant difference was existed with the categories of internal marketing. However significant differences were existed with the service education, sanitary education, periodic interviews, rewards for best employees, incentive payments, paid -leave allowances, job function allowances, and position classes including unit manager, dietician and cook of MBO. The actual administration of internal marketing strategies showed that, the significant differences were existed with education, paid-leave, and employee welfare systems among position classes. Also the significant differences were existed with all categories of internal marketing between large and small & medium sized companies. In general, small & medium sized companies score of the internal marketing performance was lower than that of large sized companies. Therefore, the segmented internal marketing strategies depending on the analysis not only demand for employees but also the size of company, were required to be an effectively and efficiently managed contracted food management companies.

• Journal of Korean Society of Forest Science
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• v.103 no.2
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• pp.270-277
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• 2014

This research analyzed job satisfaction for improvement in job satisfaction of forest interpreters and effective management. Interpreters felt satisfied with their job with a mean satisfaction score 3.41 out of 5 but unsatisfied with pay and job benefits. Job satisfaction showed significant differences in interpreting field, agencies and working period. Results from factor analysis, job satisfaction classified into four factors; team atmosphere, level of compensation, job conflict and working environment. And interpreters more satisfied in team atmosphere and working condition than level of compensation and job conflict. Also this study showed related variables to job satisfaction. Team atmosphere was related with working period and agency, the level of compensation was also related with agency and the working environment is in relation to agency and interpreting field.

• Journal of Digital Convergence
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• v.19 no.9
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• pp.343-348
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• 2021

This research analyzed the influence of distributive justice on the job satisfaction and the mediating effect of the empowerment of social workers in rehabilitation facilities for disabled persons. A survey of 241 social workers being engaged in the facilities of A Metropolitan City and B Province was conducted. The analysis result of this research is as follows : the social workers' distributive justice influenced the job satisfaction positively and the empowerment mediated between the distributive justice and the job satisfaction. According to these results, some solutions can be presented to promote their job satisfaction. It is necessary to improve the social workers' perception of distributive justice and their empowerment through various methods. I think that this study will contribute to the improvement of the level of services in the facilities and desirable community life and self-reliant life of the disabled.

• Proceedings of the Korean Society of Computer Information Conference
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• 2011.06a
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• pp.253-256
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• 2011

이 연구는 국내 초등학교에서 실시되고 있는 방과후 컴퓨터교육의 운영을 조사하고 문제점을 체계적으로 분석하고 파악함으로써 방과후 컴퓨터교육의 개선방안을 제안하는데 목적이 있다. 이를 위해, 방과후 컴퓨터교육에 관련한 문헌조사 및 컴퓨터교육의 운영에 대한 CIPP평가모형을 적용한 설문조사, 지도교사 집단면담 등을 토대로 방과후 컴퓨터교육의 운영성과를 분석했다. 연구결과, 현행 방과후 컴퓨터교육은 대체로 바람직하게 운영되고 있다고 인식하고 있었다. 각 평가항목별 구체적인 분석결과 수준별 고려여부(학생:M=2.35, 교사:M=2.70), 시설 및 기자재(학생:M=2.25, 교사:M=2.20), 복리후생 여건(학생:M=2.28, 교사:M=2.50), 교재구성(학생:M=2.51, 교사:M=2.65), 맞춤형 수준별 전략(학생:M=2.90,교사: M=2.45) 등의 분야는 미흡하다고 인식하는 것으로 조사되었다. 또한 집단면담 결과를 토대로 교육현장 요구 반영, 과정별 차이를 고려한 목표 제시, 새로운 교육 과정의 개발이 필요, 강사 전문성 기준의 재정립, 교재 구성 및 유용성 제고, 래포(rapport) 형성과 개인별 맞춤형 수업 가능성, 성찰과정을 강조하는 평가, 통합 커뮤니티 구축 가능성 모색, 방과후 컴퓨터 수업 개선을 위한 연계 방안 필요성 등을 고려해야 하며, 각종 방과후 컴퓨터교육 운영에의 저해요인(컴퓨터관련 각종 규정, 학생들의 참여의지 부족, 예산 및 인력부족 등)등을 개선하는 것이 중요하다. 초등학교 방과후 컴퓨터교육에 대한 양적 질적 성과분석 결과를 바탕으로 차세대 방과후 컴퓨터 교육의 개발을 위한 총론적 개선방안 제시는 물론, 구체적인 차세대 방과후 컴퓨터교육의 개발연구가 필요하다.

• Korean Journal of Labor Studies
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• v.24 no.2
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• pp.409-441
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• 2018

This study is a case study about the Valero Energy Corporation, the largest American independent refinery company, examining the characteristics of human resource management as a union avoidance strategy. The main research questions here are whether union substitution strategy differs clearly from union suppression strategy in the context of Valero Energy. Since the establishment in 1980, the Valero had maintained non-union tradition. The typical examples of human resource management in the non-unionized American companies are easily found in the Valero, such as strong CEO leadership, manpower policy emphasizing corporate culture and teamwork, direct communication between company and individual employees, no lay-off policy and no outsourcing policy of HRM, salary level around average of industry and best level of fringe benefits in the industry, non-union tradition and well-functioned alternative dispute resolution system and so on. Until now, based on tremendous growth and profitability, the company have applied union substitution method adopted by good companies as concrete method of union avoidance strategy instead of union suppression method that marginal enterprise prefers.

• Korean Journal of Social Welfare
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• v.68 no.4
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• pp.97-118
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• 2016

The primary goal of this study was to investigate factors affecting job satisfaction of injured workers who returned to work. There are two types of injured workers' returning to work returning to pre-injury job and getting a new job. After separating the two types of workers we conducted the multiple regression analysis on the data from the Workers'Compensation Insurance Panel of the Korea Workers' Compensation and Welfare Service Corporation(2014). The sample consisted of 1,333 occupationally injured workers who were finished with medical treatment(693 workers returned to previous work place, and 640 workers found new work places). Main results are as follows. First, injured workers who got new jobs were vulnerable to sustainability to job, work status, average monthly wage as well as job satisfaction compared with injured workers who returned to pre-injury job. Second, gender, educational level, skill fitness, average monthly wage, welfare benefits, family income/leisure life/residential environment/social relation satisfaction, and maintenance of relation with business owner during medical care were related to job satisfaction of injured workers who returned to pre-injury job. Third, gender, work status, skill fitness, continuous work possibility, average monthly wage, family income/leisure life/social relation satisfaction, substitute worker for assigned task during medical care and maintenance of relation with business owner during medical care affected on job satisfaction of injured workers who got new jobs. Based on these findings implications for policy and interventions were discussed in regards to job satisfaction of injured workers.

• The Korean Society of Law and Medicine
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• v.16 no.1
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• pp.83-124
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• 2015

Currently, infertility and artificial insemination have increased. However, there is no detailed legislation about this. In this study, I'll consider the legal status of artificial insemination child. Through the examination of the overseas legislation, we may get the reference of the future legislation. If we consider the increasing of infertility, artificial insemination should be allowed. And due to the well-being of artificial insemination child, such as the United States and France, the artificial insemination child should be regarded the legal child of the infertile couples. When the contradiction between the subject's basic rights has occurred, we need to consider the welfare of the child preferentially. Because the artificial insemination child has no selection of opportunity in birth, unlike adults who select the artificial insemination in their own free will. The development of biotechnology should be for the treatment of human. But creation and improvement of human must be prohibited. In addition, the social investigation of recognition about A.R.T. and general public administrative legal regulation should be made. There is a need for balanced discipline through a multi-disciplinary research. This study may be providing a legal interpretation criteria of other biotechnology researches.

• Journal of the Korean Society for Library and Information Science
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• v.47 no.4
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• pp.143-167
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• 2013

The power of human capital in a library is the main resource that determines the level of library services, which in turn should play a pivotal role in forming the intellectual power of the country. This research conducted a survey on the employment perspectives of LIS undergraduates, which resulted as follows. First, among the LIS undergraduates, 40% of students responded that their desire was to be employed in the library as librarians. Although there were some negative opinions regarding the working environment of the industry, the undergraduates appreciated the developmental possibilities. Second, the most desired task was working with cultural programs. Third, the respondents were satisfied with the current curriculum overall, acknowledging the extra need for job search support programs, which include career support, employment-related mentoring, and internships. Fourth, the main requirements for their future employability were perceived as grade point average, language skills, obtaining licenses, internship and apprenticeship experience, and career management. Fifth, influential factors on employment decision making were divided into two aspects: environmental and personal factors. The environmental factors included salary, welfare, opportunities in personal development, workplace environment, organizational culture, and development possibilities of the organization. The personal factors included fitness with personal aptitude, the level of knowledge and technology in the job industry, social norms and acknowledgement, rewarding opportunities with their major, and location of job.

• Information Systems Review
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• v.13 no.3
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• pp.83-97
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• 2011

CRM (Customer relationship management) has become increasingly relevant in the public sector as citizens have become accustomed to high levels of service in private sectors. Public sectors have begun to emphasize on their customers and customer service quality. Thus to improve the service quality in citizens, public sectors conduct several types of surveys to analyze customer satisfaction and employee satisfaction on their product/services. Most of the public sector organizations, however, are reluctant to conduct the total survey targeting the whole teams and analyze the relationship among types of surveys because of the limitation of budget and time. In this paper, we propose the methodology to analyze the relationship of customer satisfaction index, employee satisfaction index and KPI achievement of whole teams and a framework which identifies key action initiatives and builds KPI.