• The Journal of the Korea Contents Association
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• v.17 no.5
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• pp.658-676
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• 2017

The purpose of this study is to suggest importance of emotional intelligence by studying effects between emotional intelligence and job crafting; the research was conducted among employees working for organizations. Especially this empirical study proves mediating effect of self-efficacy, and moderating effect of career growth opportunities in relationship between emotional intelligence and job crafting. The survey was conducted for employees; 341 answers were used from total population and were analyzed by SPSS 24.0 and AMOS 24.0 statistics package. The study concludes that emotional intelligence has positive influence (+) on job crafting of employee. Positive influence was found in the relationship between emotional intelligence and self-efficacy, and job crafting as well. The study also proves mediating effect of self-efficacy. Moreover it is likely that career growth opportunities have moderating effect in the relationship between self-efficacy and job crafting. The study implies that improving emotional intelligence is important to change attitude/behavior of employees on job. The study also implies that corporations need to provide career growth opportunities, to develop various programs, and to create friendly working environment.

• The Journal of Society for e-Business Studies
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• v.14 no.3
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• pp.87-105
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• 2009

This paper investigates the effect of individual and organizational factors of IT human resources on their career satisfaction, career prospect and career commitment. In this paper, a quantitative method was used to study the effect; A survey of IT developers and IT related employees was conducted. Factor analyses and regression analyses were used in verifying the consequences. As a result, followings were found：From the individual perspective, the self-esteem of IT human resource showed the most significant effect on career satisfaction and the desire for career success had significant effect on career commitment. Among organizational factors, the fairness of evaluation showed the most significant effect on both career prospect and career commitment. It has been also shown that organizations should provide more opportunities for individual growth to enhance career prospect. Finally, career prospect affected career satisfaction; Both career satisfaction and career prospect showed effect on career commitment. This research provided guidelines in enhancing the career commitment of IT human resources, thereby effectively managing IT human resources.

• Journal of Korean society of Dental Hygiene
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• v.9 no.3
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• pp.507-521
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• 2009

This study purposed to analyze dental hygienists' job satisfaction according to their clinical career as an effort to enhance their job satisfaction and quality and to provide basic materials for dental hygienists' effective job performance. For this purpose, we surveyed 120 dental hygienists working at dental hospitals and clinics in Busan during the period from the $1^{st}$ February to $31^{st}$ March 2009 by using a self administered questionnaire. Job satisfaction was measured using a 5 point Likert scale ranging from 'Absolutely yes' (5 points) to 'Yes' (4), 'So so' (3), 'No' (2), and 'Not at all' (1), and a high score indicates high degree of satisfaction. When it testd the reliability of the job satisfaction scale was tested, Cronbach's Alpha (${\alpha}$) was 0.85 which indicates the instrument is sufficiently reliable. Data collected were analyzed with SPSS. We performed frequency analysis in order to examine the subjects' demographical characteristics, and Chi square and one way ANOVA to examine their perception of their job, job satisfaction, and their aptitude and status as a dental hygienists' according to clinical career. The results of this study were as follows. 1. The longer clinical career the dental hygienists had, the more they thought that they had aptitude as a dental hygienist (p<0.05). 2. The dental hygienists' turnover intention was different according to clinical career (p<0.01). 3. The longer clinical career the dental hygienists had, the more satisfied they were when they were working at a dental hospital or clinic equipped with convenience facilities (change room, lounge, etc.) (p<0.01). 4. The longer clinical career the dental hygienists had, the more power to make decisions they had and the more acknowledgement and trust they received from dentists (p<0.01). 5. Satisfaction with duty coordination was low in general, but it grew higher with increase in clinical career (p<0.01). 6. The longer clinical career the dental hygienists had, the more satisfied they were with patients' appreciation of their treatment (p<0.01). In addition, their time and opportunities to discuss with dentists were different according to clinical career, and their satisfaction with the items was higher when their clinical career was long (p<0.01). 7. As to their perception of dental hygienists' potential for development, they generally believed that they had potential for future growth with the expansion of their work scope (M=3.73). The longer clinical career the dental hygienists had, the more satisfied the more power to make decisions they had and the more acknowledgement and trust they received from dentists and their time and opportunities to discuss with dentists when they were working at a dental hospital or clinic equipped with convenience facilities (change room, lounge, etc.). The longer clinical career the dental hygienists had, the more they thought that they had aptitude as a dental hygienist. In conclusion, the longer clinical dental hygienists' Career had, satisfaction was able to take a highness to a dental hygienist occupation.

• The Journal of Korean Academic Society of Nursing Education
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• v.22 no.3
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• pp.355-365
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• 2016

Purpose: This study explores the moral distress that nursing students experience during their clinical practice in Korea. Methods: Data were collected using focus group interviews, and analyzed using qualitative content analysis. Participants were recruited from three nursing schools in three different cities; each focus group interview lasted between one to two hours. Results: Twenty-two nursing students with more than one year of clinical practice experience participated. Three categories and ten themes were extracted. The following situational categories: "unprotected patients' right and dignity," "clinical settings in which standards of care are not upheld," "disrespectful hospital culture," and "inconsistent and unsystematic clinical education" caused moral distress. Types of responses to moral distress included: "shock and confusion over the gap between reality and moral standards," "powerlessness when cannot advocate patients," "fear and doubts about nursing career," and "moral desensitization and disappointment in oneself." "Expressions of moral distress and the need for advice" and "a search for meaning and hope" were identified as coping strategies. Conclusion: These results demonstrate the need for systematic clinical practicum and education programs to minimize moral distress. These programs may offer opportunities for students to turn moral distress into opportunities for learning and growth in the future.

• Journal of Distribution Science
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• v.11 no.9
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• pp.35-42
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• 2013

Purpose - The objective of this paper is to identify how different incentive factors influence teachers with different ages and professional titles at LinYi University, China. Research design, data, and methodology - A total of 435 university teachers participated in the study, and the Grey Correlation Degree Analysis method was used to analyze the sample data. Results - The results indicated that teachers with different professional titles and ages have different levels of preference on various incentive factors. Young and assistant-level teachers seem to place more importance on incentives than associate and senior-level teachers. Conclusions - This study has some practical implications. First, the principal and school administrators should pay more attention to young and middle-aged teachers and to how these teachers are motivated through monetary incentives as compared to associate or senior-level teachers. Second, school administrators should pay more attention to teachers' opportunities for career growth and should provide more opportunity for academic promotion. In order to stimulate positivity in teachers, school administrators should adopt various incentive systems.

• Korean Journal of Childcare and Education
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• v.14 no.5
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• pp.137-152
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• 2018

Objective: The purpose of this study is to examine the effect of the childcare environment on childcare efficacy of childcare teachers. Methods: The participants in the study were 274 childcare teachers working at childcare centers. The childcare environment was divided into physical environment and the work support environment. Results: The results of this study are as follows. First, there was a significant difference in childcare efficacy depending on the age and career of the childcare teacher. Second, the childcare environment of the childcare center showed a static correlation with the childcare efficacy of the childcare teacher in both the physical environment and the work support environment. Third, the physical environment of the day care center had an affect on child care efficacy. Among the subfactors, furniture for routine care, play and learning had a significant impact. Fourth, the work support environment of the childcare center had an affect on childcare efficacy of the childcare teacher. Among the subfactors, staff interaction and cooperation, and opportunities for professional growth had a significant impact. Conclusion/Implications: In order to enhance childcare efficacy of childcare teachers, a high quality childcare environment should be established.

• Journal of The Korean Association For Science Education
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• v.31 no.1
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• pp.14-31
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• 2011

This study investigated pre-service science teachers' motivation for career choice and their self-image as a science teacher. Although their motivations for becoming science teachers were very personal, three major characteristics emerged. First, during the process of their growth, their interest in education and science existed separately, and later the two interest were naturally focused on the job of a science teacher. When they find out that teaching science is right for them, they developed their inner motivation. Second, teaching opportunities to teach science subjects, including classroom observations, TA, tutor, and teacher-aid, played an essential role for them in finding their aptitude for science teaching. Third, their teaching-related experiences were very effective in building up their self-image as a science teacher and in preparing for the job. It also reinforced their inner motivation, which was important in finding their direction in life as a science teacher. Fourth, there were two categories for the self-image as a science teacher. One was teaching-oriented and the other was science subject-oriented. These images for the science teacher were closely connected with their inner motivation for science teaching.

• Journal of Gifted/Talented Education
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• v.26 no.4
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• pp.721-746
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• 2016

The purpose of this study was to investigate the effects of science experience with their children on mothers who have children who are science gifted children and how they perceive what kind of parenting methods are appropriate for the growth and development of children who are science gifted children. To do this, we interviewed 13 mothers of the gifted education center of the Ministry of Education and conducted two in - depth interviews with them. Results, mothers who have scientific gifted children have various science experiences with children who are scientific gifted. In this process, mothers of gifted children understand the gifted children through science experience with their children, I have come to realize that it is necessary to provide an educational environment that can express my child's talents and help to determine the direction of my career. For this purpose, leadership education that reminds the importance of relationships between people, providing opportunities for various experiences so that they can decide their life, career education through inquiry of deep science experience and meeting with senior scientists, humanities for integrated thinking And the arts. In this way, it is possible to provide in-depth research results to the mothers of the gifted and talented to provide specific directions for the various supportive methods and teaching methods that the gifted children should provide for intellectual and emotional growth and development. Development of educational programs is necessary.

• THE INTERNATIONAL COMMERCE & LAW REVIEW
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• v.78
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• pp.93-117
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• 2018

In all countries of the world, the development of trade is an important factor for the survival of the national economy. Increased export will lead to national economic growth. Export is directly linked to employment, and the industrial structure will be developed in the direction to produce products of comparative advantages. Therefore, every country around the world is trying to promote export regardless of the size of its economy. Accordingly, this paper focused on the promotion of export of domestic companies. It proposed to cultivate trade experts to promote export of domestic companies. The following five methods were proposed to materialize the proposal. First, it is important to foster trade experts to expand and foster the one-person creative companies. In particular, it is important to develop a professional education curriculum. It is necessary to design and conduct a systematic curriculum throughout the process including follow-up after education such as teaching detailed procedures for establishing a trade business, identification of relevant regulations and related organizations, understanding of special features of each exporting country, and details of exporting procedures through specialist training for the individual industries, helping themto keep their network steady so that they can easily get help from consultants. Second, it is necessary to educate traders working in the field to make them trade experts and utilize themin on-the-job training and consulting. To do this, it is necessary to introduce systematic consultant selection process, and to introduce a systemto educate and manage them. It is because, we must select the most appropriate candidates, educate themto be lecturers and consultants, and dispatch themto the field, in order to make the best achievement in export. Nurturing trading professionals utilizing the current trading workers to activate export of domestic companies can be more efficient through cooperation of trading education agencies and related agencies in various industries. Third, it is also proposed to cultivate female trade experts by educating female trade workers whose career has been disrupted. It is to provide career disrupted women with opportunities to work after training them as trade professionals and to give manpower pool to domestic companies that are preparing for export. Fourth, it is also proposed to educate foreign students living in Korea to be trading experts and to utilize them as trading infra. They can be trading professionals who will contribute to the promotion of export. In the short term, they will be provided with opportunities for employment and start-upin the field of trade, and in the mid- to long-term, they may develop a business network between Korea and their own countries. To this end, we need to improve the visa system, expand free trade education opportunities, and support them so that they can establish small but strong enterprises. Fifth, it is proposed to proactively expand trade education to specialized high school students. Considering that most of domestic companies pursuing activation of export are small but strong companies or small and mediumsized companies, they may prefer high school graduates rather than university graduates because of financial limitations. Besides, the specialized high school students may occupy better position in the job market if they are equipped with expertise in trading. This study can be meaningful, in that it is the first research that focuses on cultivating trading experts to contribute to the export activation of domestic companies. However, it also has a limitation that it has failed to reflect the more specific field voices. It is hoped that detailed plans will be derived from the opinions of the employees of domestic companies making efforts to become an export company in the related researches in the future.

• Korean journal of communication and information
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• v.79
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• pp.7-39
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• 2016

Journalism and Mass Communication as an academic field is believed more politicized one than pure literature and natural science. With the growth of the media, there follows additional opportunities for media scholars to take a part in politics as well. Few attention was given to understand the status and mechanism of political intervention either as advisers or decision makers though. This study attempts thus to fill this vacuum. For this, first of all, it examines a various types of laws related to media politics. Total number of 164 scholars who participated in 12 councils and commissions were analyzed on the following step. Research shows that there are patterns which favor Seoul National University, U.S. trained Ph. D and geographic preference to the capital. Neither academic excellence nor commitment to public interest appear to have impact on taking those positions. Taking into account media's expansion into politics, it is inevitable for media scholars to take responsibility not only in policy making but in taking leadership. Accordingly, the question of necessity is not who but how as much as manner. The authors hope this study will be a valuable opportunity to establish a kind of ethical standards in media politics.