• Korean Journal of Social Welfare Studies
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• v.48 no.1
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• pp.113-141
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• 2017

Child welfare centers not only protect children at the first line of community, but also perform the tasks of systematic social service by linking the various resources of community and establishing a support system for children. Making quantitative growth, child welfare centers are faced with a request for operational systemicity and professionalism in terms of quality. This study set out to investigate the effects of professional capability, psychological capital, and career-related continuous learning on the job performance among practitioners of child welfare centers. For those purposes, the study conducted a survey by mail with those who were working for child welfare centers in Busan and Gyeongnam Province from March 2 to 25, 2016. Of the collected questionnaires, 550 whose responses were sincere were used in the final analysis. The analysis results show that psychological capital had the biggest influence on the job performance among practitioners of child welfare centers. Furthermore, in the chief of child welfare centers, the more having of professional capability, the more job performance they experienced. However, in the front-line social workers, professional capability did not affect the job performance. Those results indicate that the expansion of psychological capital should be a top priority to help the practitioners of child welfare centers improve their job performance. Based on those findings, the study offered some implications for the organizational management of child welfare centers.

• The Journal of the Korea Contents Association
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• v.11 no.7
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• pp.225-233
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• 2011

The purpose of this study was to investigate the reliability and the validity of the Korean Occupational Stress Scale(KOSS) in occupational therapists. The data were collected from 214 occupational therapists by using the Korean Occupational Stress Scale. The gathered data were conducted the factor analyses and validation process to ascertain the validity. The results of this study suggested that to estimate occupational stress of occupational therapist, modified version of the KOSS which was consist of eight subscales might be more an appropriate measurement scale than the original version of the KOSS which was composed of seven subscales. Eight subscales of the scale were occupational climate, organizational system, insufficient job control, lack of reward, job demand, interpersonal conflict, job ability and job insecurity, and out of these, job ability was newly added for occupational therapist. Also the results indicated that Cronbach's alpha score of this measurement tool was 0.84, and it means that internal consistency of this scale has good reliability, and the number of questions are also valid. This study has significance to suggest necessary psychometric characteristics of the occupational stress scale for job stress study in occupational therapist.

• The Journal of the Korea Contents Association
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• v.14 no.11
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• pp.849-857
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• 2014

Occupational Stress is defined the stress which occurs in the workplace or organization. In Korean workers, the rate of occupational stress was 87.8% which was the highest level among OECD countries(average 80.0%). The purpose of this study was to examine the empirical verification of the Korean Occupational Stress Scale(KOSS) in physical therapists. For this purpose, the subject of this study was set up physical therapists who were working at Gyeonggi province and collected from 388 persons by using purposive sampling. The collected data was conducted explanatory factor analysis and confirmatory factor analysis in order to ascertain factor structure and practical verification of KOSS. Major results were as following: first, the reliability of KOSS was 0.83, and it means that a measure of internal consistency is high. Second, the KOSS result of physical therapists was composed 7 subscales(job demand, insufficient job control, job insecurity, interpersonal conflict, occupational system and lack of reward, organizational climate) and that is more appropriate measurement scale than the original one by using explanatory/confirmatory factor analysis. This study could be contributed as a tool for evaluation and outcome of the basic information of related occupational stress in physical therapists.

• Journal of dental hygiene science
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• v.12 no.6
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• pp.634-643
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• 2012

Job stress is emerging as one of major issues related to oral health in modern society that has increasingly been complicated and diversified. The purpose of this study was to examine the job stress and dry mouth of workers and their self-diagnosed oral symptoms in an attempt to determine the relationship between job stress and dry mouth. The subjects in this study were 366 workers, and a survey was conducted to June 1 to 20, 2012. Whether there would be any differences in dry mouth and self-diagnosed oral symptoms according to job stress was analyzed, and it's found that there were significant differences in dry mouth according to organizational climate. And oral symptoms made significant differences to job demand, interpersonal conflicts, organizational system, lack of reward and job stress. There was a positive correlation between dry mouth and organizational climate, and oral symptoms had a significant correlation to job demand, interpersonal conflicts, job insecurity, organizational system, job stress and dry mouth. Organizational climate and lack of reward had a significant impact on dry mouth, and oral symptoms were under the significant influence of dry mouth, job insecurity and organizational system.

• 발명특허
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• v.13 no.7 s.149
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• pp.54-57
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• 1988

• 한국경영정보학회:학술대회논문집
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• 2007.06a
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• pp.310-317
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• 2007

많은 기업들이 IT 인력의 역량개발의 방법의 일환으로 교육훈련을 실시하게 되는데 이의 효과를 높이기 위해서 IT 직무의 기술기반 정립과 관리가 필요하다. 하지만 IT 인력의 교육이 여타 다른 인력의 교육체계와 다른 특성을 보이고 있음에도 불구하고, IT 인력의 교육체계수립에 대해 이런 특성을 반영한 연구는 거의 이루어지지 않고 있다. 본 연구는 IT 인력의 교육체계를 수립하고 그 운영방안을 제도화하기 위한 프레임워크를 제시하고 그것을 사례 연구를 통하여 비교해 보고자 한다.

• Journal of Digital Convergence
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• v.19 no.10
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• pp.367-376
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• 2021

The aimed of this research was to identify the influence of perception of the vocational ethics and education on job stress and job commitment in occupational therapists. 173 occupational therapists measure for perception of vocational ethics and education, job stress and job commitment, the findings of the study were as follows. First, perception of vocational ethics and education was correlated with job stress, job commitment(p<.01). Second, perception of vocational ethics and education sub-factor of education experience(p<.01), seriousness of ethical issues(p<.05) was found to have affected the job stress. Third, perception of vocational ethics and education sub-factor of education experience(p<.05) was found to have affected the job commitment. Through the results of this study, systematic education will be needed to recognize the importance of vocational ethics and improve it.

• Journal of the Korea Society of Computer and Information
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• v.27 no.3
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• pp.251-258
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• 2022

In this paper, we propose a standard AI developer job training track based on industry needs. The characteristic of this curriculum is that it can minimize the mismatch of AI developer job competency between industries and universities. To develop an AI developer job training track, a survey will be conducted for AI developers working in industrial fields. In this survey, among the five NCS-based AI developer jobs, job analysis is conducted by deriving AI developer jobs with high demand for manpower in industrial fields. In job analysis, the core competency unit elements of the job are selected, and knowledge, skills, tools, etc. necessary to perform the core competency unit elements are derived. In addition, a standard AI developer job curriculum is developed by deriving core subjects and road-map that can educate knowledge, skills, tools, etc. In addition, we present an efficient AI developer job training method using the standard AI developer job training course proposed in this paper.

• Korean Journal of Social Welfare
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• v.36
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• pp.147-173
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• 1998

The purpose of this study was to investigate the current status and problems of the social service delivery system for women in Korea, and to suggest ways to improve its function. The current social service delivery system in the public sector contains a network of services connected with the Division of Women's Welfare in the Ministry of Health and Social Welfare. This study focused on evaluating the function of the public service delivery system from the perspective of the service providers. A survey of 167 civil officers in charge of women's welfare services in the city.county.district administrations, and 202 women's welfare counselors around the country was conducted in order to evaluate their current duties, effectiveness of services, and problems of the current system Six criteria including integration, continuity, accessibility, adequacy, efforts and professionalism were used for evaluating the effectiveness of the social service delivery system for women. According to the survey, the civil officers and women's counselors gave relatively favorable ratings for their job effectiveness and job satisfaction. However, their duties involving guidance and counseling of prostitute women and operation of women's welfare councils received least favorable evaluation. Moreover, in terms for job satisfaction, these service providers were less satisfied with their working conditions than their relationships with clients or colleagues. In addition, budget and personnel shortages were the most serious problems facing the delivery system Further analysis showed that professionalism and accessibility of the service delivery system had positive impact on job effectiveness while efforts, integration, accessibility and adequacy had positive impact on job satisfaction of the service providers. These findings have potential implications for designing more effective social service delivery system for women.

• Journal of the Korean Institute of Gas
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• v.18 no.4
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• pp.68-75
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• 2014

It is necessary to control and evaluate human factors to reduce economic loss by major accident in toxic gas facilities. Conventional works to evaluate hazards have been focused on mechanical and systematic failure, while only a little works have been studied on managing human errors. In this work, a classification system of performance shaping factor (PSF) was suggested to consist human error in managing accident in the toxic gas facilities. Four types of PSFs (human, system, task characteristics, and task environment) were collected, reviewed, and analyzed to be categorized selected according their characteristics of situational, task, and environmental parameters. The PSFs were further modified to set up PSF systems adequate to evaluate human error, and the proposed system to consist PSFs to evaluate human error was further studied through accident analysis in toxic gas facilities.