• Journal of Venture Innovation
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• v.7 no.1
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• pp.183-200
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• 2024

Recently, with the MZ generation's entry into society and the social participation of the female population, conflicts are occurring between workplace groups that value WLB and existing groups that emphasize collaboration due to differences in work orientation. Public institutions and companies that utilize work-life balance support systems show differences in job Commitment depending on the nature of the work and the activation of the support system. Accordingly, it is necessary to verify the effectiveness of the WLB support system actually operated by the company and present universally valid standards. The purpose of this study is, first, to verify the effectiveness of the support system for work-life balance and to find practical consensus amid changes in policies and perceptions of the working environment. Second, the influence of work-life balance level and job immersion according to work characteristics was analyzed to verify the mutual influence in order to establish standards for WLB operation that reflects work characteristics. For the study, a 2X2 matrix model was used to analyze the impact of work-life balance and work characteristics on job commitment, and four hypotheses were established. First, analysis of the job involvement level of conflict-type group members, second, analysis of the job involvement level of leading group members, third, analysis of the job involvement level of agreeable group members, and fourth, analysis of the job involvement level of cooperative group members. To conduct this study, an online survey was conducted targeting employees working in public institutions and large corporations. The survey was conducted for a total of 9 days from October 23 to 31, 2023, and 163 people responded, and the analysis was based on a valid sample of 152 people, excluding 11 copies that were insincere responses or gave up midway. As a result of the study's hypothesis testing, first, the conflict type group was found to have the lowest level of job engagement at 1.43. Second, the proactive group showed the highest level of job engagement at 4.54. Third, the conformity group showed a slightly lower level of job involvement at 2.58. Fourth, the cooperative group showed a slightly higher level of job involvement at 3.80. The academic implications of the study are that it subdivides employees' personalities into factors based on the level of work-life balance and nature of work. The practical implications of the study are that it analyzes the effectiveness of WLB support systems operated by public institutions and large corporations by grouping them.

• Journal of the Korea Convergence Society
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• v.6 no.6
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• pp.231-239
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• 2015

This study examines the self-efficacy, job satisfaction and the desire degree of self-development according to the general characteristics of dental hygienists. It aims to contribute to the establishment of the education system considering the characteristics of organization and effectively motivates the self-development of the dental hygienists. With the collected data, frequency, percentage, One-Way ANOVA and t-test were conducted using SPSS 20.0. This study result showed that among the general characteristics, activities inside and outside of the hospital, working experience, education and the size of the hospital affect the self-efficacy, job satisfaction and the desire degree of self-development. to enhance the motivation for the self-efficacy, job satisfaction and self-development of the dental hygienists, it is necessary to establish the advanced medical environment, provide support for the activities inside and outside of the hospital, and develop the systematic education program. Also, dental hygienists need to put their greatest effort into enhancing their self-efficacy, job satisfaction and self-development.

• Industry Promotion Research
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• v.6 no.3
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• pp.59-70
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• 2021

The purpose of this study is to analyze the impact of childcare teachers' professionalism on job performance, enhance the effectiveness of childcare teachers, and provide basic data to help them satisfy their duties. Statistical processing of the collected data has been studied through the SSPPWIN 21.0 program, level of expertise, understanding, skills, and attitude recognized by child care teachers, the higher the level of professionalism, the higher the age, educational background, and experience, the higher the level of expertise. In addition, various policy and institutional support at the level of childcare-related administrative agencies or local governments is needed to develop operational measures suitable for each type of daycare center and improve the quality of childcare services. Programs for the promotion of professionalism and job performance of childcare teachers should be developed and regular education, training and workshops should be provided to support application to childcare sites. This study is meant to improve the level of professionalism of daycare centers to achieve desirable professionalism and efficient organizational goals of daycare centers, and to improve the job performance of daycare centers and provide basic data to help them satisfy their jobs.

• The Journal of the Convergence on Culture Technology
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• v.8 no.3
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• pp.427-434
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• 2022

This study aims to develop design elements for cultural convergence between rehabilitation for individuals with developmental disabilities and lifelong education for individuals with disabilities, which is a key area in the practical support system for independent life support for individuals with developmental disabilities. As for the research method, a procedure for conducting FGI by forming two teams for professors majoring in special education and rehabilitation science was formed. The research was presented in three upper categories (universal cultural convergence elements, field-centered cultural convergence elements, and policy-centered cultural convergence elements) that should be designed for cultural convergence between rehabilitation for individuals with developmental disabilities and lifelong education for individuals with disabilities. In addition, subcategories were specifically composed for each upper category. First, as a universal cultural element, "open creative convergence" was presented in principle, which can be explained as a principle of exploring and practicing the validity of convergence between related fields for rehabilitation for individuals with developmental disabilities and lifelong education for individuals with disabilities. Second, field-centered cultural factors included development of joint practice model between fields of rehabilitation science and special education, subject matter education knowledge and skills, teaching and learning methods, learning career roadmaps, employment and job career development roadmaps, and the formation of an independent life development history certification system. Third, as policy-centered cultural elements, the formation of a curriculum integration composition system between local related institutions, the establishment of a qualification development path for coordinator-professional teacher-type personnel, and the organizational systematization between school-center types were presented. The study concluded that independent life support for individuals with developmental disabilities should not only be guaranteed for the entire life of adulthood, but also a lifelong education for individuals with disabilities based rehabilitation support system for individuals with developmental disabilities should be established through cultural convergence.

• Journal of Korean Society of Rural Planning
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• v.17 no.4
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• pp.25-38
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• 2011

본 연구는 방글라데시의 친환경농업 실태와 농업인들의 인식을 바탕으로 친환경농업 개발에 대한 정부의 역할과 정책적 대안을 모색하고자 하였다. 연구 자료는 방글라데시 탕가일 지역의 농업인을 대상으로 유기농가 100가구와 일반농가 100가구를 무작위로 추출하여 설문조사를 통하여 수집되었다. 인구 과밀의 방글라데시 정부는 식량안보를 위하여 지력 저하 및 환경악화를 방지하고자 많은 노력을 기울이고 있다. 즉 지속 가능한 농업개발을 위하여 통합해충관리(IPM), 통합작물 관리(ICM)를 비롯하여 토양의 비옥도 개선, 페로몬트랩이나 자연 천적을 이용한 해충방제 등 다양한 프로그램을 운영하고 있다. 농업인들의 의견 조사에 따르면 친환경농업에 대한 정부의 역할은 긍정적으로 평가하고 있으나 정책이나 관련 프로그램은 아직 부족한 것으로 나타났다. 일반농가인 경우 극히 소수 농가만이 친환경농업을 실행하고 있는데, 이는 관련기술에 대한 지식의 부족과 유기농 비료 등의 자재 부족이 친환경농업을 실행하는데 가장 큰 어려움이라 지적하고 있다. 일반농가의 39%는 유기농업 의사를 보이고 있지만 마케팅시설의 부족과 농사 실패에 대한 두려움 등을 유기농으로 전환하지 못하는 주요 이유로 들고 있다. 일반농가의 일부(17%)만이 정부의 농업교육 프로그램임인 통합해충관리(IPM)과정을 이수하고 있다. 정부의 유기농 정책은 거의 전무하며 NGO들의 지원에 의하여 꾸준하게 진행되고 있을 뿐이다. 따라서 농업인들은 통합해충관리(IPM), 유기농 퇴비, 페로몬트랩이나 자연 천적 등 매우 다양한 농민교육프로그램들을 정부 주도적으로 실시하여야 하며 친환경농업정책을 보다 명확하게 규정하기를 요구하고 있다. 비교적 젊고 교육수준이 높은 소규모 농업인들이 유기농에 적극적임을 알 수 있다. 유기농의 평균 농지규모는 0.246ha, 유기농 평균 경력은 7.63년, 일반농가대비 농가수입은 11.4% 높게 나타났고 비교적 소농들이 높은 수익률을 보이고 있다. 소비자의 신뢰, 마케팅시설, 생산자단체나 조직의 부족 등이 유기농가들의 가장 큰 애로점이 되고 있고, 유기농산품의 표준화를 위하여 정부의 인증제도와 인증기관 설립이 필요함을 지적하고 있다. 유기농을 보다 활성화하기 위해서는 정부 주도하에 마케팅을 비롯하여 교육, 수출 및 각종 장려책 등이 마련되어야 할 것이다.

• Korean Security Journal
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• no.33
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• pp.51-80
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• 2012

This study is to summarize main contents which was mentioned by Beomseok Kim' doctoral dissertation. The purpose of this study focuses on presenting the outplacement countermeasure and retention level examination analysis about outplacement competency of special security government official through implement of questionnaire method. The questionnaire for retention level examination including four groups of outplacement competency and twenty subcategories was implemented in the object of six hundered persons relevant to outplacement more than forty age and five grade administration official of special security government officials, who have outplacement experiences as outplacement successors, outplacement losers, and outplacement expectants, in order to achieve this research purpose effectively. The questionnaire examination items are four groups of outplacement competency and twenty subcategories which are the group of knowledge competency & four subcategories including expert knowledge, outplacement knowledge, self comprehension, and organization comprehension, the group of skill competency & nine subcategories including job skill competency, job performance skill, problem-solving skill, reforming skill, communication skill, organization management skill, crisis management skill, career development skill, and human network application skill, the group of attitude-emotion competency & seven subcategories including positive attitude, active attitude, responsibility, professionalism, devoting-sacrificing attitude, affinity, and self-controlling ability, and the group of value-ethics competency & two subcategories including ethical consciousness and morality. The respondents highly regard twenty-two outplacement competency and they consider themselves well-qualified for the subcategories valued over 4.0 such as the professional knowledge, active attitude, responsibility, ethics and morality while they mark the other subcategories below average still need to be improved. Thus, the following is suggestions for successful outplacement. First, individual effort is essential to strengthen their capabilities based on accurate self evaluation, for which the awareness and concept need to be redefined to help them face up to the reality by readjusting career goal to a realistic level. Second, active career development plan to improve shortcoming in terms of outplacement competency is required. Third, it is necessary to establish the infrastructure related to outplacement training such as ON-OFF Line training system and facilities for learning to reinforce user-oriented outplacement training as a regular training course before during after the retirement.

• Journal of agricultural medicine and community health
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• v.34 no.2
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• pp.155-167
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• 2009

Objectives: The purpose of this study was to investigate healthy city project related characteristics to members of the Korea Healthy Cities Partnership(KHCP). Methods: This study analyzed general characteristics of healthy city, characteristics of healthy city(political support, collaboration & citizen participation, healthy city project, infrastructure development, capacity building), self-evaluation of healthy city and etc by self-questionnaires from February to December, 2007, which were distributed to government workers who were in charged in health city project of 23 membership cities of KHCP. Results: The number of urban city was 11(47.8%) and that of rural municipality was 12(52.5%). Public health center was almost in charge of healthy city project(73.9%). As for the characteristics of healthy city, healthy city municipal budget(91.3%), city health profile(91.3%), technical support of cooperative university(82.6%), healthy city regulation(78.3%), citizen participation(78.3%), committee(73.9%), setting approach(69.9%) and healthy city network(69.6%) were good. But intersectoral collaboration(34.8%), long-term healthy city plan(39.1%), administrative policy or campaign promise(43.5%), programs to the vulnerable population(47.8%), department in charge(47.8%) and seminar(47.8%) were not good. Especially, characteristics of healthy city according to the existence of department in charge were significantly different in intersectoral collaboration, citizen participation, setting approach and healthy city network. Conclusions: In spite of rapid expansion in healthy cities, there were great difficulty in political support, collaboration, department in charge and programs of health equity. So we need to go a long way to achieve the vision of healthy cites by its principles and characteristics.

• Management & Information Systems Review
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• v.39 no.2
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• pp.61-75
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• 2020

The purpose of this study were to investigate self-leadership, nursing professionalism, job involvement and turnover intention and to identify factors influencing turnover intention of geriatric nurses working in long term care hospitals. The data of it were collected from the 135 questionnaires of its subjects, the nurses working in long term care hospitals in D province. The collected data were analyzed using descriptive statistics, t-test, ANOVA, Scheffe test, Pearson's correlation coefficient and stepwise multiple regression analysis with SPSS/WIN 21.0. The results revealed that the nurses working in long-term care hospitals had medium level of turnover intention. There were significant correlation between self-leadership, nursing professionalism, job involvement and turnover intention. Factors affecting turnover were age, marital status, nursing professionalism. Nursing professionalism was the most influential factor with an explanatory power of 30.6%. Based on the result, to reduce turnover intention of long term care hospital nurses, it is necessary to enhance their nursing professionalism through development of educational program and organizational support, establishment of systematic strategy and creation of suitable environment for enhancement of job involvement, and intervention for the work force management considering the variables related to turnover intention of nurses working in long-term care hospitals are required in order to reduce turnover intention of theses nurses.

• Journal of Digital Convergence
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• v.17 no.3
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• pp.181-189
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• 2019

The purpose of this study is to derive obstacle factors to 'high value vocational training' and to suggest development strategies. The training aims to solve the quantitative and qualitative problems of female employment by providing professional training in high value areas such as ICT, SW and knowledge service. To verify the training to meet these objectives, 48 processes operated in 2018 were analyzed and field monitoring was conducted. As a result of the analysis, problems were identified and improvements were derived in terms of learners management, training course design, field practice operation, and performance evaluation. Based on these results, researchers suggested four ways to develop high value vocational training. First, select learners based on combined talent and second, strengthen the project of linking enterprises and structured field practices. Third, establish a performance evaluation system of its own and manage performance and fourth, expand support for excellent training courses and provide consulting for course development. The results of this study are expected to be used as a reference for establishing policies for high value occupational training. In the future, quantitative research should be conducted to clarify the performance and problems.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.3
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• pp.223-229
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• 2020

The current technological advances are changing the way people live. In the history of war in the past, nations or people with an edge in military science and technology have always been the victor. The emergence of new technologies not only alters war patterns drastically but also affects military operational concepts and organizational systems. As the paradigm of the security environment changes, developed countries are investing heavily in defense R & D for their security. Therefore, the importance of professionalism of the defense acquisition personnel who perform their tasks from the exploration and development of weapon systems to mass production, deployment, and logistics support cannot be overemphasized. In the United States, an advanced country in this field, to improve the work efficiency of acquisition personnel in the defense field, the Directive of Ministry of Defense issued a law on education and training career development for personnel in 1990. The present study refers to related materials, such as the Desk Guide for the main education requirements for the US acquisition personnel in the military field, which contributes to the improvement of the workforce of the acquired manpower after the systematic education system.