• The Journal of the Korea Contents Association
• /
• v.18 no.6
• /
• pp.424-433
• /
• 2018

The purpose of this study was to analyze the structural relationship of variables affecting application of job training in the Integrated Public Health Promotion Program Personnel(IPHPPP); intrinsic motivation, individual oriented achievement motivation, achievement and satisfaction of program. The subjects were 115 IPHPPP who participated in job training program of Incheon City Integrated Health Promotion Support Team. Data were collected using a structure self-report questionnaire. Data were analyzed by a ANOVA, correlational analysis, and path analysis. As a result, the application of job training was high in the 40s. There was no significant difference in each variable by job application. Application of job training was positively correlated with intrinsic motivation, individual oriented achievement motivation, achievement and satisfaction of program. Further, Application of job training was directly by intrinsic motivation, individual oriented achievement motivation, and indirectly by satisfaction of program. Satisfaction of program was directly or indirectly influenced by achievement and application of job training. This showed that satisfaction of program play an important role in application of job training. Increasing the motivation and satisfaction of the participants is necessary as a way to increase application of job training. This findings may help to design educational programs to improve application of job training for IPHPPP.

• Korean Business Review
• /
• v.11
• /
• pp.83-100
• /
• 1998

The objective of our study is to build a theoretical framework for the examination of impacts of cross-functional integration upon new product development performance(NPDP). For this purpose, we have concentrated our efforts on systematically delving into how cross-functional integration factors affect upon the interdepartmental cooperation and upon the NPDP while dividing those critical integration factors into the structural and the infra-structural ones. We have selected interdepartmental job-rotation, consigning of papers, and cross-functional teem meeting as structural cross-functional integration factors. On the other hand, we have chosen Quality Functional Deployment(QFD), Concurrent Engineering(CE), and Evaluation and Reward Systems as those infra-structural cross-functional integration factors. After identifying those integration factors, we have carefully searched the relationship between those integration factors and those cooperation variables (interdepartmental common goal, interdepartmental interactions, and common sharing of ideas and informations) to look into how they affect upon the NPDP. Among cross-functional integration and NPDP related studies, our study is the first to show systematically how strongly infra-structural integration factors affect upon the achievement of interdepartmental cooperation and the improvement of NPDP. Considering the limitation of our resources and time available for this research, we have limited our study to building only a theoretical framework for future empirical studies to look into how cross-functional integration variables are related with NPDP.

• Journal of vocational education research
• /
• v.36 no.2
• /
• pp.23-50
• /
• 2017

The purpose of this study was to determine the hierarchical linear relationship among receptivity to organizational change, individual variables of professors and organizational variables in junior colleges. The population for this study was 12,920 professors in 139 junior colleges. Using random sampling method considering subject, 800 professors in 40 colleges were sampled for this study. The data were collected from May 26 to June 13. A total of 445 out of 800 questionnaires were returned of which 441 of 40 junior colleges were used for analysis after data cleaning. These data were analyzed by both descriptive statistics and One-way ANOVA with Random Effects, Ranmdom-Coefficients Regression Model, and Intercepts-and Slopes-as-Outcomes Model of hierarchical linear model(HLM). All data analysis was accomplished using the SPSS 20.0 for windows program and the HLM 6.0 for windows program. An alpha level of 0.05 was established priori for determining the significance. The findings of the study were as follows: First, the level of receptivity to organizational change of professions in junior college was 3.94. Second, 56.5% of total variance in receptivity to organizational change was individual level variance. 43.5% of total variance in receptivity to organizational change was organizational level variance. Third, personal valence about organizational change, psychological ownership, experience of assignment, years of service and job security had positive effects on receptivity to organizational change while years of service had negative effects on receptivity to organizational change. The effect of personal valence about organizational change was highest, and the effect of job security was lowest. Fourth, degree of organizational change, participative decision-making, group culture and accessibility of information related to organizational change had positive effects on receptivity to organizational change. The effect of degree of organizational change was highest, and the effect of accessibility of information related to organizational change was lowest.

• Journal of vocational education research
• /
• v.37 no.1
• /
• pp.1-29
• /
• 2018

The purpose of this study is to examine how the nursing teacher in vocational high school operates the class and examine various perceptions about the operation education. Moreover, This is to comparing the difference between nursing experience and education major about the operation the class. Based on the above findings, First, the nursing teacher should be recognized as a professional subject teacher and should have a qualification system that is appropriate as a professional subject teacher. Second, a formal education program should be established so that those who worked in the nursing field can become teachers of nursing education. It is recommended that nursing education within the graduate school of education be newly established and operated only for nursing graduates who are majored in the same country as developed countries. Third, if the establishment of qualifications and qualifications system can not be realized in a short time, it is necessary to systematically prepare the training for specialization nursing teachers only.

• Journal of vocational education research
• /
• v.36 no.4
• /
• pp.21-40
• /
• 2017

The purpose of this study is to demonstrate the effects of job training program satisfaction on objective training performance such as employment rate. In addition, the NCS(National Competency Standards) level was considered as a moderating variable in order to clarify the boundary conditions between job training program satisfaction and employment rate. The data used for the analysis of the research model are 513 job training programs that provide employment rate information among job training programs of 2016 Gwangju area on HRD-Net. The results of the analysis are summarized as follows. First, The satisfaction score of the job training programs calculated on the basis of the six dimensions of satisfaction is 4.46. The NCS level of the job training programs ranged from 2 to 6. The average score of the programs was 3.32. Second, satisfaction with the job training programs has no statistically significant effect on the employment rate, but the NCS level of the job training programs was found to be statistically significant in the interaction effect. Finally, policy implications, limitations, and further research directions are mentioned through this study.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.20 no.9
• /
• pp.390-396
• /
• 2019

This study was undertaken to analyze factors influencing the emotional labor and emotional intelligence of a dental hygienist on organizational effectiveness. The study was conducted between September 4, 2018 to December 7, 2018, enrolling a total of 233 dental hygienists living in the Jeollabuk-do province. The data were analyzed by independent t-test, one-way ANOVA, $Scheff{\acute{e}}$ test, Pearson's correlation coefficient, and stepwise multiple regression, using SPSS 18.0. The regression model obtained was F=138.917, P<0.05, with an explanatory percentage of 58.2. Emotional labor (${\beta}=0.608$) was determined to be the most influential variable among independent variables, and other factors affecting the organizational effectiveness of a dental hygienist include the highest level of education, career, and emotional intelligence. We conclude that in order to improve organizational effectiveness among dental hygienists, it is necessary to establish an effective plan for reducing emotional labor and promote emotional intelligence.

• Journal of the Korea Convergence Society
• /
• v.12 no.3
• /
• pp.177-186
• /
• 2021

The 2015 revised curriculum is structured around the core competencies of the 21st century, this is in line with the world's flow of education, such as OECD Education 2030. A future practical leading model was studied to provide a variety of creative teaching and learning experiences to elementary and Secondary students using intelligent information technology to cultivate core competencies such as ICT and computing thinking. In order for this practical model to stably settle the school field, the training was planned and operated to strengthen the creative convergence education capacity required by the teachers at the unit school through various types of the training. In particular, a nationwide administrators training program was operated for three years, reflecting the new curriculum, teaching and learning methods, and evaluation that can lead to future convergence talent training. In this paper, the perception of creative convergence education was investigated and analyzed considering the influence that administrators may have on the school field. Based on this, through the three-year operation results of the training, it was intended to establish a new training method for stable access to future creative convergence education under the post-corona era's social issues.

• Journal of Korean Library and Information Science Society
• /
• v.53 no.3
• /
• pp.455-477
• /
• 2022

This study aimed to compare and analyze librarian teacher evaluation index from evaluation of teachers' competency development with the the topics of information utilization education. To this end, LDA topic modeling was conducted by collecting papers related to information utilization education published in four major journals in the field of literature and information from 1995 to May 2022. As a result of topic modeling, it can be seen that information utilization education (T10) was the most actively discussed at 12.0% of the 20 topics, followed by library utilization classes (T2) 10.4% and user service (T3) 8.8%.On the other hand, 3.3% of reading discussion (T7), 2.9% of reading education (T19), 2.1% of manpower management (T13), and 2.1% of librarian teacher job satisfaction (T17) showed the lowest distributions 3.3%, 2.9%, 2.1%, and 2.1%, respectively. In addition, although librarian teacher's class model development (T1) and curriculum development (T20) are essential processes for collaborative classes and information utilization education, they were not reflected in the current teacher competency development evaluation index. Therefore, this study proposed that 'instructional model and curriculum development' indicator should be added on 'training and support classes' factors in the Librarian Teacher Evaluation Index in Teachers' Competency Development Evaluation for further evaluation.

• The Journal of the Convergence on Culture Technology
• /
• v.9 no.5
• /
• pp.149-158
• /
• 2023

The purpose of this study is to examine the current status of the career guidance counselor system and to explore the challenges of the career guidance counselor system in the future. The results of the study are as follows: First, in the case of the career counseling teacher system, ① The qualifications for career counseling teachers are through regular education and training according to the law. ② After acquiring the qualifications for career advancement counseling, receiving an appointment to become a subject teacher for 'career advancement counseling' is subject to another selection criteria. ③ At least one career counseling teacher must be assigned to each school. ④ The common job of secondary career counseling teachers suggested by the Seoul Metropolitan Office of Education consists of 15 items, focusing on the task of overseeing school career education as the head of the career counseling department. are presenting ⑤ The Ministry of Education is using a career guidance model as a guideline for career guidance to be referenced when providing career guidance in secondary schools. Second, the task of the career counseling teacher system is to examine the theoretical basis of the career guidance model presented in the ① Career Guidance Guidelines. ② It is necessary to transform former teachers into career teachers. ③ It is necessary to expand the number of career guidance counselors currently assigned to middle and high schools. ④ It is necessary to expand subject-integrated career education.

• Korean Journal of Culture and Social Issue
• /
• v.29 no.4
• /
• pp.429-453
• /
• 2023

Due to recent demographic changes, employees from diverse generations now work together in organizations. Thus, there is a need for research on intergenerational cooperation. However, the lack of valid and reliable measures to capture intergenerational climate in the workplace is an obstacle to research. Therefore, we translated the Workplace Intergenerational Climate Scale(WICS) into Korean and validated it with a sample of 1,052 Korean full-time employees. Firstly, we conducted an exploratory factor analysis by using sample 1(N = 460) and revealed a five-factor solution. Secondly, the confirmatory factor analysis(sample 2; N = 592) showed a good model fit of the correlated five-factor model. Thirdly, the scale's discriminant and convergent validity was supported by negative correlations with four types of existing ageism scales and by positive correlations with trust, organizational commitment, work engagement, psychological safety, intention to remain, job satisfaction, and communication satisfaction. Moreover, it further demonstrated significant incremental validity in predicting positive outcome variables even when controlling for pre-existing agism scales. Lastly, we confirmed strict measurement invariance of the scale between the age groups(below 40 versus above 40). The findings support the reliability and validity of the Korean version of WICS among Korean employees. The scale will be broadly applied to measure intergenerational climate of organizations and provide practical implications for HR management.