• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.7
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• pp.2951-2956
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• 2011

This study is to know the relations between self-efficacy and a factor to decide their major for beautician students. with questionnaires from 180 beautician students in Seoul, we could see a significant result with p < .05 from self-confidence and self-control efficacy of self-efficacy according to major satisfaction, a high level of significant result with p < .01 from level of difficulty of assignment, a significant result with p < .05 from information collect of career-deciding factor, and a greatly high level with p < .001 from goal setting, career planning and self-rating. As to verify the correlation of sub variables between self-efficacy and career-deciding factor, I analyzed it. Then I found that every variables except problem solve in self-confidence of self-efficacy variables showed a significant result and every variables between sub-variables and others in career-deciding factor showed a significant outcome. In conclusion, it is considered that self-efficacy resulting from major satisfaction plays a critical role in students career decision-making and that students self-efficacy and career deciding factors are corelated, given the meaningful outcome from them.

• The Journal of the Korea Contents Association
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• v.21 no.8
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• pp.236-246
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• 2021

The purpose of this study was to help solve the problems of the high school credit system by exploring its operation plans for both career guidance and the effective and efficient operation of the high school credit system. The study's research method was literature research; it examined prior research, public hearings, press releases, the 2015 revised curriculum, and plans to promote the high school credit system by the Ministry of Education. To solve the problems facing the high school credit system, the curriculum should be organized as follows. First, it should be organized around general subjects. Second, students need to be able to study subjects related to their desired fields in depth. Third, it is necessary to confirm the basis for organizing the curriculum. Meanwhile, the following steps should be taken to improve the operation of the high school credit system for career guidance. First, a career curriculum committee for career learning and coaching should be formed and operationalized. Second, the teachers' work system should be restructured. Third, career aspirations should be identified, and directions for further study should be researched. Fourth, career and academic design guidance coaching books should be provided. Fifth, it is the role of the career and academic design guidance teacher. Sixth, emphasis should be placed on responsibility for subject selection and preparation for re-taking program.

• Journal of the Korea Convergence Society
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• v.9 no.10
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• pp.159-165
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• 2018

This study was conducted to investigate the convergence effects of key vocational competency on career decision making in dental hygiene students. To this end, 196 students with an experience of clinical field training, who were enrolled in the department of dental hygiene in universities of Busan and Ulsan area. The collected data were analyzed by frequency analysis, correlation analysis and linear regression analysis using SPSS 24.0 program. The subjects' awareness level of key vocational competency was 3.38 points, while that of career decision making was 3.30 points. Among the sub-factors of key vocational competency, the awareness level of professional ethics was 3.46 points, which was the highest. As factors of key vocational competency affecting career decision making, interpersonal skills(p<0.01), skills for understanding groups(p<0.01), resource management skills(p<0.01), self-development skills(p<0.05), problem-solving skills(p<0.05), and mathematical skills(p<0.05) were found to be significant. It is necessary to make student individual, departmental, and university level convergence efforts and to develop curriculum so that dental hygiene education can help students equip with the key vocational competency as well as major competency.

• The Korean Journal of Elementary Counseling
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• v.8 no.1
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• pp.33-50
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• 2009

The purpose of this study was to develop a PBL-based career education program and to examine its effectiveness on school children's career maturity. It's specifically meant to prepare a career education program to assist students to get an accurate grip on their aptitude, interest and personality and explore various sorts of occupations in the course of solving authentic and contextual career-related problems. After children's developmental characteristics and needs were analyzed, task analysis was implemented, and the objectives were defined. And then the core of the program, PBL problems were developed, and the validity of the problems were verified Evaluation plans and tools were prepared to assess children's problem-solving process and presentation, and an online learning space was designed. The program that consisted of 10-minute 21 sessions was provided to fifth-grade elementary schoolers for eight weeks. The findings of the study were as follows: The experimental group that participated in the PBL-based career education program showed a more significant improvement than the control group that didn't in career attitude and three career attitude subfactors involving planness, disposition and compromise. And the former made a more significant progress than the latter in career ability and its subfactors including vocational comprehension, self-understanding and decision-making skills as well. As a result of making a content analysis to make up for the survey, the students reported that they were able to get an objective understanding of themselves and acquire diverse and profound knowledge on work and the business world in the middle of solving the given PBL problems related to different areas in group and giving a presentation. In conclusion, a PBL based career education program developed by this researcher encouraged the students to have an objective self-understanding, to have a dynamic interactive discussion with their group members. Therefore the program had a positive impact on boosting the career attitude and career ability of the elementary schoolers. The findings suggested that in the field of elementary career education, autonomous learning attitude and subjecthood are the crucial factors to stimulate school children to explore and create their own future.

• Journal of the Korean School Mathematics Society
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• v.16 no.2
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• pp.337-362
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• 2013

The purposes of the study were to develop STEM instructional materials for teaching and learning mathematics and to investigate how the STEM based approach affects on students' learning of mathematics in cognitive and affective domain and career choice. STEM instructional materials were designed for learning of mathematical concepts in the contexts of science, technology, and engineering as well as real world. According to the results of the study, STEM instructional materials for teaching and learning mathematics were effective for improving students' problem solving ability and affective achievement such as self-regulation, self-efficacy, and value of mathematics. In addition, STEM program played a positive role in tempting students' career choice into science and engineering fields including mathematics.

• Journal of Agricultural Extension & Community Development
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• v.8 no.2
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• pp.273-283
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• 2001

The purposes of this study were to review the rural youth programs of selected foreign countries and to draw some implications to the rural youth programs in Korea. The youth development programs reviewed were 4-H Youth Development Program of U.S.A, Rural Youth Information Service of Australia, Rural Youth Job Strategy of Canada, The Urban-Rural Youth Program of U.S.A, and Expert Consultation on Extension Rural Youth Programmes and Sustainable Development of FAO. After reviewing the rural youth programs of selected foreign countries, the authors suggested the following implications for further development of rural youth programs in Korea; 1. The target group of rural youth programs should include urban youth as well as rural youth, and the programs should be focused on enlarging their awareness of the rural community and agriculture. 2. Rural youth programs should be extended beyond agricultural sectors, such as leadership, career development, leisure activity, and cultural life. 3. We should develop some programs to support academic achievement, career development, employment, cultural needs including some strategies to prevent problematic behaviors of rural youth. 4. Rural youth should be supported more opportunities to join the community life to experience and learn various life skills through active participation such as interpersonal skill, leadership skill, and problem-solving skill.

• Proceedings of the Technology Innovation Conference
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• 1997.07a
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• pp.57-82
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• 1997

This paper empirically examines various personal characteristics and preferences of HRM (Human Resorce Mamagement) systems using data from 968 R&D professionals in 9 private R&D organizations. It identifies different patterns of reward and career development needs associated with 4 types of R&D professionals, who are categorized by personal characteristics: personality and attitude. A productive leader type shows active personal traits (which encompass high scores of need for achievement, risk-taking propensity, tolerance for ambiguity, and self-efficacy) and positive attitudes (which include high scores of job satisfaction, organizational commitment, and low scores of turnover intention), while a cynical bystander type exhibits passive personal traits and negative attitudes toward a job. A passive adapter, who has passive personal characteristics but positive attitudes, and a frustrated champion, who is active in personality but negative in current job attitude, lie in between them. The results reveal that: 1) These four different types of R&D professionals show differences in their education, age and tenure level, and technical performance. 2) They have different career orientations and problem solving styles. 3) They also exhibit different preferences in performance appraisal criteria and rater, and reward structures. Based on these findings, this study suggests a contingent type of human resource management in terms of selection and staffing of R&D professionals, performance appraisal, incentive systems, and career development plans.

• Journal of Information Technology Services
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• v.20 no.4
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• pp.53-68
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• 2021

Many organizations try to hire and retain a well-trained workforce to get their security level of IT assets and networks. However, most academic studies have focused on only how many workforces are needed to keep the secure function. We have to transit to other aspects of cybersecurity HRM studies because well-training workforces are not the problem of numbers but the quality. This study proves how the person-job fit and the work values impact job satisfaction of the cybersecurity workforce in early careers who graduated school recently and have a high turnover intention. The results of this study provide a lot of practical implications regarding job satisfaction of the cybersecurity workforce in an early career as follows. First, the major-job fit of the cybersecurity workforce doesn't influence job satisfaction, unlike other studies. Second, what graduates learned in college is little helpful in hands-on work, so retraining the cybersecurity workforce in an early career is very important. Third, the cybersecurity HRM plans have to center on realizing the self-realization of workforces to improve job satisfaction.

• Journal of Korean Home Economics Education Association
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• v.23 no.4
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• pp.143-157
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• 2011

This study aims to identify family strength and career maturity, and to explore the difference of career maturity according to family strength, targeting high school students as subjects. A total of 1,000 copies of the questionnaire were distributed and 858 copies were used for the final analysis. The major results are summarized as follows: In respect to general tendency of family strength and career maturity, the score of family respect was the highest, 3.59, followed by 3.56 of gratitude and affection, 3.54 of problem shooting ability, economic stability, faithfulness to role, emotional bond, positive communication and goal sharing. The score of emotional bond with society was the lowest, 2.90. The score of family strength was 3.36, which was the intermediate level. As sub-factors of career maturity, the score of relevancy was 3.40, and that of tendency was 3.17, followed by that of independence and compromise. The score of determination was the lowest, 2,75. A total score of career maturity was 3.05. Family strength was marked highly by the girls students studying humanities, and religious ones. Those whose parents have high education and no-divorce background also showed high scores. High school students with higher economic levels and long-married parents showed higher scores than high school students with poor economy levels and single parents. Students with parents who have professional jobs also marked high scores. Career maturity degree as a background variable was significantly higher in the following cases: In terms of religious background, students whose mother are buddhists or atheists marked high scores. High scores were marked by those whose parents have higher education and no-divorce background. High school students from middle class and over and long-married parents showed higher career maturity degree than high school students with poor economy levels and single parents. Students with parents who have professional jobs also marked high career maturity degree. While career maturity degree, which is subjected to family strength, showed very different results when analysed with 5 sub-variables. As family strength resulted in positive effects to career maturity degree, higher family strength showed higher career maturity degree. Especially, in the areas of relevance and tendency of career maturity degree, the effects of positiveness was clearly high.

• Journal of Information Technology Services
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• v.17 no.4
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• pp.53-74
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• 2018

This study theoretically examines the essence of the competencies, qualifications and grades newly required in the era of the 4th industrial revolution, points out that the engineer rating system does not reflect the new talent and practical capability, and conducts theoretical and empirical analyzes on improvement of the rating system. The current rating system need to be improved because it is not possible for graduates and experience workers to upgrade. Also, it is reasonable that the current highest grade of engineer, the Professional Engineer, which is a sort of qualification, is not a grade but a function of calculating the grade. Based on this theoretical background, empirical analysis of the question investigation and focus group interview shows that the rating system should be improved to four grades or return to the previous system in 2013. And if it is reduced to four grade, it should go in the way that the professional engineer and the qualified engineer combined. In the industry, the future skills of engineers are as follows : qualification, ability to use emerging technology, problem solving, understanding and utilization of major, and data management, etc. These can be summarized as qualification, education (degree) and career. In particular, the engineering industry considers qualifications, degrees, and career experience, and career experience as the most important elements of the rating system. In this regard, it is necessary to introduce a method that accurately reflects the career experience in the improvement of the engineer rating system.