• The Journal of the Korea Contents Association
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• v.14 no.9
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• pp.651-662
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• 2014

The introduction and application of NCS(National Competency Standards) into college education seeks for competency-based human resource development and management, which targets what to do rather than what to know in terms of employees' performing jobs, duties and tasks in their work environments. The focus of the study is to redesign an educational curriculum of the field of Advertising Production for college students from a perspective of NCS. The field of Advertising Production related competency unit groups, competency units and competency elements were selected followed by the process of developing the curriculum. Using survey questionnaires and FGIs, data were collected from advertising industry experts, field practitioners and college students. The redesigned NCS-based curriculum is expected to link college education into industrial needs for human resources and thus to enhance the quality of college education.

• Journal of Digital Convergence
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• v.18 no.7
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• pp.85-92
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• 2020

The purpose of this study is to compare and analyze the differences in employment trends between enterprises and job seekers related to the 4th Industrial Revolution, focusing on the 11 elements of recruitment process. As a method of analysis, a methodology suitable for the convergence research methodology was used by mixing social network analysis and variance analysis, and significant results were derived. First, while large enterprises emphasized organizational culture and job analysis, small enterprises emphasized an interview from the perspective of practitioners. Second, in both manufacturing and service industries, enterprises emphasized interviews and documents, but job seekers emphasized job analysis. Third, the proportion of the recruitment process was found to be greater in the manufacturing industry than in the service industry. Fourth, it was found that enterprises accounted for a larger proportion of the recruitment process than job seekers. This showed an interaction effect between the subject and the industry sector. Therefore, the evaluation of the recruitment process between enterprises and job seekers was found to be very different.

• Asia-Pacific Journal of Business
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• v.10 no.4
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• pp.87-118
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• 2019

The purpose of this study is to examine the effects of person-job fit, which consists of educational fit and skill fit, on employees' intrinsic job satisfaction. To the end, the 10-year balanced panel data of the Korean Labor and Income Panel Study(KLIPS) by the Korea Labor Institute (KLI) for 2008-2017 are utilized. This study analyzes 12,730 observations by 1,273 employees by using fixed effect model, random effect model, and pooled OLS estimation method. The empirical results are as follows: First, it is founded that educational fit and skill fit seem affect job satisfaction positively. Second, the negative effects of over-education are clear and the negative effects of under-education are unclear, while the effects of over-skilled and under-skilled are insignificant statistically. Third, the results imply that the size of effect of over-education on intrinsic job satisfaction is larger than that of the effect of over-skilled. Forth, it is shown that the use of fixed effect model is more effective and trustworthy than that of random effect model and pooled OLS estimation method, implying that the effect size of coefficients which are estimated by pooled OLS method and random effect model are likely over-estimated. The empirical results above imply that firms and employees should focus on solving over-education issue before all in order to enhance employees' job satisfaction and it is needed to monitor regularly whether systemic job assignment process is done based on the employees' educational attainment and skill level and to provide more chances for job re-allocation and job rotation.

• Convergence Security Journal
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• v.22 no.1
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• pp.61-69
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• 2022

When a large-scale cyber attack or terrorism occurs and the country suffers enormous damage or poses a fatal threat to security, social interest in nurturing cybersecurity workforce increases. In addition, the government often suggests policies and guideline to train cybersecurity workforce. However, the system that can systematically manage trained cyber workforce after they are employed in related organizations or companies is still weak. Software workforce has a standardized qualification level model, so appropriate jobs are set and managed for each level. Cyber workforce also need a specialized qualification level model that takes into account their career, academic background, and education&training performance. By assigning a qualification level, the duties that can be performed for each level should be set, and the position and duty of the department should also be assigned in consideration of the level. Therefore, in this paper, we propose a qualification level model for cyber security workforce.

• The Journal of the Korea Contents Association
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• v.22 no.5
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• pp.667-684
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• 2022

This study analyzed the problems of skin beauty textbooks used in high school based on the NCS ability unit, and was to improve them. By the NCS standard, it focuses on the contents which can be learned during the high school course. The main results are as follows. First, the revision of textbooks is to contain NCS competency unit, which is excluded in spite of being taught. Second, Replacement is required for NCS 5 level beyond the high school. Third, the illustrated and photographic materials is revised to improve the understanding by maintaining consistency and visibility. Fourth, the contents on the practical skill need specific explanations and instructional materials. Fifth, to revise terminology and the notation system is needed in skin care. The results of this study can be used as basic data to develop an NCS learning module in the skin care field and high school textbooks.

• Journal of East Asia Management
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• v.4 no.2
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• pp.63-92
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• 2023

This study analyzes the effect of job crafting behavior on career satisfaction and job satisfaction that allows active participants to perform their jobs in a work environment where autonomy and delegation are emphasized, and how the degree of person-job fit plays a role in the relationship between the three variables. The results of an empirical analysis of 360 employees of domestic companies are as follows. First, job crafting was found to have a positive (+) effect on career satisfaction and job satisfaction, respectively, confirming the importance of job crafting in a situation where the work environment changes rapidly. Second, job crafting was found to have a positive (+) effect on desire-supply fit and ability-demand fit, respectively, which are components of person-job fit. This means that person-job fit can be improved through task, cognitive, and relationship crafting. Third, it was found that desire-supply fit and ability-demand fit had a positive (+) effect on career satisfaction and job satisfaction. This means that the higher the person-job fit the more satisfied the career and job. Finally, desire-supply fit has a partial mediating effect in the relationship between job crafting, career satisfaction, and job satisfaction and ability-demand fit has a partial mediating effect in the relationship between job crafting, job satisfaction. In summarizing the above research results, this study suggested in a changing organizational environment that it is necessary to provide individual active work performance (job crafting) opportunities for career satisfaction and job satisfaction, and that it is important to create an organization's support environment to enhance person-job fit.

• Journal of Hospice and Palliative Care
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• v.4 no.1
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• pp.26-40
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• 2001

Purpose : The purpose of this study was to develop task guidelines for hospice team members. The task range of all personnel who work for hospice institutions was identified, and a tool describing roles and tasks of the hospice team members was developed based on review of related literature, both domestic and international. Methods : The content validity of the tool was assured by an expert panel through two phases of discussion. The first phase of the study included a survey conducted from December 1999 to January 2000 for a total of 126 hospice experts and practitioners affiliated with domestic hospice institutions. The second phase of the study included 35 subjects. The data were collected using a survey when the investigators visited each hospice institution. The data were analyzed using descriptive statistics. Results : 1) In the first phase of the study, all items scored over 80 points in CVI were selected as the roles and tasks of hospice coordinator, nurse, pastor, social worker, pharmacist, nutritionist, therapist, volunteer, and nurse aide. However, two items were excluded because they scored below 80 points: an item describing eligibility of a physician, a person who has a license for managing anesthetic agents was scored as 78.6 points, and an item describing the eligibility of the team leader of volunteers, a person educated at the graduate level was scored as 74.7 points. 2) In the second phase of the study, all items scored over 80 points in CVI were selected as the roles and tasks of hospice nurse, pastor, social worker, pharmacist, nutritionist, therapist, volunteer, and nurse aide. Of the roles of the hospice coordinator, however, the item scored as 77.9 points, assess and plan a patients physical, social, emotional, and spiritual status, and, of the roles of the team leaders of volunteers, the item scored as 78.6, attend a team meeting once a week and participate in building an standard nursing plan for patients were included in the tool since they scored over 80 points in the first phase of the study. Conclusion : The developed task guideline should be further modified and revised based on the findings of a preliminary application in the actual field. There is also a need of continuous research for developing more culturally-appropriate task guidelines for hospice team members.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.5
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• pp.2903-2913
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• 2014

The purpose of this study was to examine the effects of aroma inhalation method with roll-on in occupation stress, depression and sleep in female manufacture shift workers. The study was a nonequivalent control group pre-post test design. The subjects in this study were female manufacture shift workers who were from K-do area; 26 in the experiment group and 26 in the control group. Data was collected from April 1 to May 25. The questionnaires about pre and post occupation stress, depression and sleep were used to identify the effect of aroma inhalation method with roll-on. The data was analyzed using SPSS Win 18.0 version program. The homogeneity between two groups of general characteristics was analyzed by Chi-square test and independent t-test. The homogeneity of occupation stress, depression and sleep were analyzed by independent t-test. The difference of pre-post occupation stress, depression and sleep were analyzed by independent t-test. The finding of this study were as follows: The first research hypothesis that the occupation stress of the experimental group might get less than the control group was rejected(t=-0.37, p=.717). The second research hypothesis that depression of the experimental group might get less than the control group was accepted(t=-6.11, p<.001). The third research hypothesis that sleep of the experimental group might get less than the control group was accepted(t=3.15, p=.003). Based on the above-mentioned findings, Aroma inhalation method with roll-on can be utilized as an effective intervention for depression and sleep in female shift workers in the manufacturing industry. and The multiple nursing intervention should be needed to decrease on occupation stress in female manufacture shift workers.

• Journal of The Korean Association For Science Education
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• v.38 no.2
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• pp.123-133
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• 2018

The purpose of this study is to investigate pre-service science teachers' motivation factor and satisfaction of teaching choice in Korea. For this purpose, we surveyed 815 pre-service science teachers in 11 universities in Korea. The questionnaire used in this study was the FIT-Choice scale (Factors Influencing Teaching-Choice) developed by Richardson and Watt (2006). The most significant factor in choosing teaching science as a profession was 'intrinsic value,' followed by 'social utility value,' but lower than the average of other countries in the previous research results. The confidence in teaching professions was low because the percentage of respondents about 'ability' was low and 'task demand' was high. Satisfaction with teaching choice was 5.36, and it is lower than the average of responses in Australia and USA. As for the differences according to gender, male pre-service teachers responded that they chose teaching because they have the proper ability to teach, while female pre-service teachers perceived that the influence of others was greater. Also, female pre-service teachers felt the burden of job such as hard work and emotional demands more than men. Finally, the motivation which showed the highest correlation with the satisfaction of choosing to teach was the intrinsic value. Therefore, finding ways to increase the intrinsic/social utility motivation for pre-service science teachers and differentiated approach considering gender differences are needed.

• Korean Security Journal
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• no.16
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• pp.19-45
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• 2008

This study intended to examine the Korean municipal police operating system which is certain to be introduced to the nation, and verify the effect of the new appointment system presented herein from the viewpoint of police and experts in related areas, thus contributing to having the municipal police system in place stably. In particular, this study focused on the education and training in the process of a new appointment. On the basis of the discussion based on the results, it could be concluded that: First, it must be executed the adequate education and training to foster needed democratic policemen considering regional realities and different localities. Second, it must be included the open environment to train competent policement in the process of education and training. In addition, it needed to utilize the educational facilities and professor of regional universities. Third, it must be needed to secure independent education and training different from National Policemen Education. To do this, it must be developed curriculum fit for characteristics fo the municipal police system.