• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.1
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• pp.612-627
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• 2020

This is a case study of Korea Airports Corporation(KAC) examining the effects of pre- and post-employment experience factors on individual and organizational priority. This study surveyed 240 employees of KAC and analyzed the results. The influence of pre-employment experience (number of times applying to public sector, reason to choose public sector, and job changing experience) and post-employment experience (years of employment, position, and job types) on personal value (authority, achievement, welfare, vacation, and personal life) and organizational value (responsibility, obligation, performance, compensation, and participation) was studied. The results indicated that organizational value is generally greater than personal value. Preference value (=organizational value/personal value) was greater than one for every group. Education, years of employment, position, reason to choose public sector were confirmed to influence preference value. For pre-employment factors, as an employee chooses to work in the public sector because of better balance of work-personal life, preference value was confirmed to be lower. For post-employment factors, when the years of employment are longer and the position is higher, preference value is significantly higher. The results imply that an organization should establish a fair evaluation and compensation system to help employees display their full capability to produce maximum performance.

• Journal of Engineering Education Research
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• v.12 no.2
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• pp.51-62
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• 2009

The purpose of the study was to analyze job satisfaction and organizational commitment of organizational members for accreditation of engineering education. That will allow applying for effective and efficiency job system in workplace. To this aim, this study analyzed 62 organizational members for accreditation of engineering education how they perceived job satisfaction and organizational commitment in their workplace. The main results of the study are follows. First, organizational members' general job satisfaction is very low. Especially satisfaction of job security, wages, promotion and reward is very low. Second, organizational commitment of organizational members is low. Especially continuance commitment is higher in comparison with affective commitment and normative commitment. It means that their retailing potential is huge if they have a chance. Finally, influencing factors of job satisfaction and organizational commitment are job security, wages, promotion and reward. In conclusion, this study suggests effective organizational system for enhancing job satisfaction and organizational commitment of organizational members for accreditation of engineering education.

• The Journal of the Korea Contents Association
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• v.15 no.5
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• pp.386-402
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• 2015

The purpose of this study was to analyse reemployment status of nurses participated in reemployment support program and to examine the effects of 2011-2013 reemployment programs which were managed by regional centers under Korean Nurses Association. An analysis was conducted using the data of self reported structured questionnaire from 332 career-interrupted nurses who were unemployed more than 6 months and have received reemployment services. The major finding were as follows. 59.9% of respondents were successfully reemployed, but 22.3% didn't get a job and 17.8% left jobs again after reemployed. Major reasons of not being employed were unmatched working hours and low salary. Subgroup analyses show that the reemployment program worked better to the respondents with older age, three year college graduate, and longer unemployment period than the respondents with young, four year college graduate, and short period of unemployment. The results show that more diverse reemployment programs are need to fit various kinds of career interrupted nurses, along with the development of different work hour systems and improvement of salary.

• Journal of dental hygiene science
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• v.18 no.4
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• pp.241-251
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• 2018

This study was based on the experience of dental hygienists' role conflict, and attempted to grasp the nature of the dental hygienist role conflict factor, constituent factor and coping. Giorgi's phenomenological method was used to analyze data collected through in-depth interviews with nine dental hygienists working in a dental clinic. The analysis revealed three central meanings: task scope, role conflicts, and role conflict management style and limitations. In the first category, task scope, the range of the legal scope, and the duties performed by the dental hygienist differed slightly. The second category included role conflict due to interpersonal relationship, work, work environment, competence, and identity as a professional because of role conflict. The third category included the role conflict management style and limitations. Dental hygienists tried to solve the role conflict situation through various efforts. In the face of the reality that the conflict is not solved despite such efforts, the dental hygienists felt the limitation and chose to leave. Dental hygienists are dissatisfied with their roles because of confusion regarding professional values and lack of awareness of the professional workforce due to differences between legal scope and actual practice. Based on the results of this study, it is necessary to develop a tool to quantitatively measure the level of role conflict in dental hygienists and to conduct follow-up studies on the effects of coping strategies by role conflict situations.

• Journal of Digital Convergence
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• v.11 no.10
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• pp.331-340
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• 2013

The recent economic downturn has created new challenges for today's company workers such as increased job instability; layoffs; the need to maintain dual income households and the associated childcare requirements; and other job stresses. These stresses give rise to serious problems for workers and ultimately to organizations. Companies therefore need to pay attention to solving the problem of stress. These days, many companies seek a solution from EAP. EAP aims to support workers through counseling, consulting and coaching services to help them overcome issues which may adversely affect job satisfaction and performance. EAP was introduced in this country ten years ago. Formerly, many companies viewed stress primarily as a personal issue. But now more companies are in a hurry to adopt EAP as a means for individuals to resolve stress. This study draws on the example of EAP use in LG Hausys. The company has adopted EAP under the CEO's strong support. The company has effectively managed EAP services which include professional counseling and the training of internal counselors. This study derives implications for the further implementation of EAP services.

• Journal of Convergence for Information Technology
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• v.7 no.4
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• pp.113-119
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• 2017

The purpose of this study is to examine whether the enhancement of convergent job competence of social worker working in a social welfare facility affects the quality of life. In order to achieve the purpose of the study, we surveyed 20 social welfare workers working in 20 social welfare facilities in Gyeonggi area and used 188 pieces collected. The random sampling method was used for the sampling method. As a result, there was a positive correlation between personal competence and satisfaction, environmental competence and dissatisfaction, relationship competence and satisfaction in social workers' competence enhancement and quality of life. And social competence's individual competence and environmental competence play a positive role in dissatisfaction. Also, it can be seen that the relationship competency plays a negative role in dissatisfaction. The degree of individual competence, the ability to control the mind to turnover, and the relationship capacity play a positive role in satisfaction. Therefore, in order to improve the quality of life of the social welfare workers, it is expected that there will be a positive effect in implementing the job capacity enhancement education program for the social welfare workers.

• Korean Journal of Construction Engineering and Management
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• v.5 no.2 s.18
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• pp.162-171
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• 2004

Crack sealing is a maintenance procedure that is commonly used to reduce pavement degradation. If cracks in pavements are not sealed, surface water penetration can reduce the strength of the sub-base layers, which can result in increased deflections of the pavement. Reduced strength of the sub-base also accelerates the deterioration of the surface, due to development of greater cracking and potholes. Crack sealing is performed to reduce water and debris penetration, thereby helping to maintain pavement structural capacity and limiting future degradation. The process of sealing cracks in pavements is however dangerous, costly, and labor-intensive operation. Labor turnover and training are increasing problems related to crack sealing crews, and as traffic volumes increase. Automating crack sealing can reduce labor and road user costs, improve work quality, and decrease worker exposure to roadway hazards. The main objective of this research is to develop an automated system for sealing cracks in pavement. Extension of the algorithms and tools presented in this research is also recommended for future study.

• Korean Journal of Construction Engineering and Management
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• v.22 no.2
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• pp.31-41
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• 2021

The purpose of this study is to analyze the properties of previous studies related to vocations in the construction field. The results of the analysis are as follows. First, The paper has not been published at the beginning of the establishment of the academic foundation for vocational studies, but there was a marked increase over the next 15 years. Second, research related to vocations in the construction field has been more active in engineering than in social science. Third, the primary data method was used much more than the secondary data method, and the quantitative research method through a questionnaire was the most common research method. Fourth, human objects showed the highest frequency as 78.9%, and among them, technicians was the most. Fifth, as the research topic, psychological and behavioral aspects such as job satisfaction, job stress, turnover intention, and organizational commitment were dealt with most, and structural and environmental aspects such as national job competency standards, job analysis, construction accidents, and career development. It was also found that the topic of the research was actively being dealt with.

• Smart Media Journal
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• v.11 no.10
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• pp.9-21
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• 2022

The recent expansion of the use of social media has served as an opportunity to express users' opinions in real time in various fields such as society, economy, politics, and culture, and brought many platforms that provide various information about companies. Among them, Glassdoor.com which started 2008 in US provides users with evaluations of the current and the former employees of their companies and also provides a outlooks for the company's growth Such a platform has the utility of providing necessary information to whom want to find a job or change jobs. In addition to this, variable studies have shown that the company information provided through these platforms is useful for investors as well. In this study, it was tested whether the corporate growth prospects of employees provided by Jobplanet, a platform with a typical function similar to Glassdoor.com in Korea, have predictive power to predict actual corporate growth. The forecast provided by Jobplanet and the company's financial indicator data received from FnGuide were collected and composed of panel data and analyzed using fixed effect model regression analysis. As a result, it was found that companies with positive prospects had higher employment growth than companies with negative prospects. When the outlook was neutral, the employment growth rate was higher than that of companies with a negative outlook.

• Journal of Venture Innovation
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• v.7 no.1
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• pp.111-130
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• 2024

The purpose of this study is to investigate whether self-leadership affects organizational commitment through job satisfaction of employees working in domestic mold-related companies. Questionnaires were collected online for a period of three months from employees working in domestic mold-related companies., A total of 209 questionnaires were used for the final analysis, and the questionnaires were composed of self-leadership, organizational commitment, and job satisfaction. In order to improve the early turnover problem and job competence of employees working in domestic mold-related companies, the effect of self-leadership on organizational commitment and job satisfaction and the effect of self-leadership on organizational commitment through job satisfaction were verified. As a result of the verification, it was proved that self-leadership had a significant effect on organizational commitment and job satisfaction, and job satisfaction had a complete mediating effect between self-leadership and organizational commitment.,This proved that the stronger the self-leadership and the higher the job satisfaction, the greater the impact on organizational commitment, thus laying the foundation for self-leadership education for mold-related workers in companies and associations.