• Journal of East Asia Management
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• v.1 no.1
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• pp.29-49
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• 2020

In an intensively competitive global market, small-and medium-sized firms are puzzled about how to develop sustainable competitive advantages against global rivalries, thus leading satisfactory economic performance. However, despite the roles and contributions of such small-and medium-sized firms in the local community and national economies in Japan, little guidance has been offered to the practical issues related to their strategic behaviors toward global management. To fill this notable knowledge gap, this study aims to investigate the conditions in which how Japanese small-and medium-sized could dominates global market, which is one of key challenges in the literature of small business and entrepreneurship. To obtain better insights to this research area, this study undertakes an in-depth interview survey with I.S.T (Industrial Summit Technology) Corporation that shows off the highest global market share (40 per cent) with seamless polyimide tube product widely used in office automation equipment (e.g., copiers and printers). This method of survey is designed to deeply understand historical considerations about how I.S.T Corporation could dominate in the global market of such seamless polyimide tube product. Based on findings drawn from an interview, this study identifies five major factors enabling I.S.T Corporation to be a competitive global hidden company: vision sharing through founder's entrepreneurship, core competence, strategic network, risk management, and employee engagement. Specifically, to become a global hidden champion, sharing the vision motivating employees to partake in shaping company's future will be the first step on the road to global success through founder's entrepreneurship. However, in order to achieve such a vision, the importance of company's core competence cannot be overemphasized, which differentiates your customer solution with those of competitors. As such, a group of experts will be naturally formed and demonstrates your expertise in the global market, thereby building sustainable competitiveness. On the other hand, to maintain sustainable competitiveness, it is necessary to make up for the weaknesses small-and medium-sized firms suffer from competitive resources while strengthening their own strengths through strategic networks with external organizations. Here, every company has to understand the critical role of risk management, which is essential in this process of being global company so as not to lose your own strengths. Last but not least, do not forget the significant effects of employee engagement in firm performance. To enhance employees' engagement, a company has to create an ideal organization culture which fits into company's history and personality. In doing so, such organization culture can allow the vision and strategy to be implemented into detailed business tactics while facilitating employees to challenge the status quo by experimenting with creative ideas.

• The Korean Journal of Franchise Management
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• v.3 no.2
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• pp.55-78
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• 2012

The purpose of this study is to devise successful strategies for launching of new brands in franchise companies based on cases of 'Gamarogangjung' of Masedarin Inc. The results of case analysis shaw following successful strategies. First, Masedarin Inc. has used its core competence; Masedarin Inc., which managed chicken franchises for many years, launched the new brand, 'Gamarogangjung' based on its differentiated technologies and infrastructure. Second, the brand, 'Gamarogangjung' has used market oriented strategy actively; the brand has reflected customers' needs to its adminstration immediately by understanding and sharing of customers' needs at the corporate level. Third, Masedarin Inc. has differentiated a business model from other companies; by using 'take out' purchasing system instead of 'delivery to doors' or 'purchasing by visiting', the company has saved huge management cost. Fourth, Masedarin Inc. developed a new kind of business which is differentiated from existing chicken franchise brands or take-out restaurants. Fifth, Masedarin Inc. has appealed its sincerity to franchisees; its business information session, which explains about the business openly without exaggeration, has drawn a high rate of franchise agreement. Sixth, Masedarin Inc. changed its way of thinking about conditions of a location for member stores. The company has selected 'A' level locations for their member stores which enables 'quick sales at small profits' while other take-out stores are usually located at 'B' level location. Lastly, Masedarin Inc. has given thorough instructions to the staff of member stores. And immediately after opening of the stores, franchisees were able to operate the stores comfortably because the company educated the staff repeatedly over a long period to make them master skills before the opening of the store.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.10
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• pp.4496-4505
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• 2012

As the result of this study, total 27 core competencies are developed and categorized into four competence groups; common competence group, teamwork formation competence group, data-processing and analysis group and resource management and application competence group. The result of diagnosing of competency level, the required level of competencies were more higher than possessed level. This result supports that it is essential to raise the competency level of employees entirely through the education programs. The data analysis with two independent variances, rank and type of occupation, shows the significant difference between the required and current competency level in terms of ranks, staff, senior and principle. Therefore, it is necessary to provide a differentiated educational programs considering ranks.

• Journal of The Korean Association of Information Education
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• v.24 no.2
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• pp.139-146
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• 2020

There is a hot debate about what the core competencies of future generations, who have to live an uncertain future, should cultivate. The future society is expected to become a Software-oriented Society driven by software. Under these circumstances, interest in software education is exploding around the world, and interest in cultivating computational thinking through software education is also increasing. Also, discussions about what computational thinking is and what competence factors are made up are in progress. However, the research on the relationship between the competence factors of computational thinking is relatively insufficient. In order to solve this problem, this study proceeded as follows. First, five competence factors of computational thinking were selected. Second, we defined a path model to analyze the relationships among the competence factors of computational thinking. Third, we chose a test tool to test computational thinking. Fourth, the computational thinking tests were conducted for 801 students in grades 3 through 6 of elementary school. Fifth, implications were derived by analyzing various viewpoints based on the results of the computational thinking test.

• Journal of the Korea Convergence Society
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• v.11 no.10
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• pp.181-186
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• 2020

In this study, an attempt was made to investigate the clinical reasoning of nursing students and to identify the factors that influence it. This study was held to grasp the learning ability related to core nursing competency for 297 3^rd and 4^rd grade nursing students. Results indicated that there was a significant difference when comparing clinical competence by grade(p=0.001). Also variables effecting clinical reasoning competence were Problem solving ability, Clinical Decision making ability, Clinical practice performance, and grade of nursing students were found to be significant (p,.001). Outcome of this study can be used as the basis for the development of various curriculums to enhance the clinical reasoning competence, in the future, research for this education development is expected to be needed.

• The Journal of the Korea Contents Association
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• v.11 no.2
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• pp.353-366
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• 2011

The purpose of this study was to present the fundamental direction in training social work supervisors. First it defined the competency of supervisors and by analyzing the contrasts between the present situation and points for compensation, the study searched for alternative solutions to reinforce the role of supervisors. The research was conducted by interviewing 7 Focus Groups, the 20 Delphi questionnaire panel, and the 213 social workers in the community welfare centers. This study multilaterally evaluated the opinions of all supervision interested parties and as a result, defined the core supervisor competence in the areas of knowledge, skill, and attitude(KSA). The main characteristics to be improved were found to be supervisors' leadership, supervision knowledge, self-recognition. conflicts arbitration skills, the communication skills, the team work skills, and the main attitudes of consistency, patience and openness. This study is significant that it presented specific direction in the developing training courses for supervisor, researching the detailed education demands and analyzing the application of the supervisor's competency model in the organization.

• The Korean Journal of Emergency Medical Services
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• v.25 no.3
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• pp.17-35
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• 2021

Purpose: This study aimed to investigate basic data on preceptor's core competencies required for junior 119 paramedics to improve the quality of emergency care in the prehospital field. Methods: From February 23 to March 10, 2021, data were collected through structured mobile questionnaires from 163 paramedics working in Sejong, Daejeon, and Chung Nam fire stations. The data were analyzed using SPSS version 25.0. Results: The average score of core competencies for junior 119 paramedics accounted for the importance of core competency (3.92 points), level of competence (3.43 points), educational needs (3.65 points). Among them, the importance of a role model accounted for 4.02 points, the highest among the sub-areas. Additionally, there was a significant correlation (r=.686), which was the highest, between the importance and educational needs of core competency; therefore, higher the importance of core competency, higher are the educational needs. Conclusion: Preceptor's core competencies concern three domains: role model, socialization facilitation, and instructional design. It would be more effective for those with higher professionalism and professional self-development needs to be trained as a prehospital preceptor.

• The Journal of Korean Academic Society of Nursing Education
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• v.27 no.1
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• pp.16-28
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• 2021

Purpose: The purpose of this study was to develop nurses' core competencies and sub-competencies and to verify the validity and importance-performance of core competencies. Methods: The core competencies of nurses were derived through an analysis of strengths, weaknesses, opportunities, and threats, as well as a literature analysis of domestic and foreign accreditation institutions. Validity and importance-performance analyses were conducted on the core competencies derived from nursing colleges nationwide. Results: Six core competencies of nurses were revealed: integration of knowledge and nursing skills, critical thinking, communication, leadership, safety management, and global competency. Further, eighteen sub-competencies were derived. The content validity ratio values for the core competencies were higher than 0.74. Communication skills among multidisciplinary teams and communication skills among nursing teams were shown to be the most important competencies to be improved. Conclusion: The results of this study are meaningful in terms of how the core competencies of nurses were derived and evaluated for the fourth cycle of nursing education accreditation according to the changes of time and culture.

• Journal of the Korean Society of Marine Environment & Safety
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• v.26 no.6
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• pp.665-673
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• 2020

Mokpo National Maritime University's Maritime College operates education and training programs that allow students to adapt to the specifics of ships and the oceans. The purpose of this study is to investigate the effect of student satisfaction on core competencies and self-directed competency through the operation of socially customized education programs. We surveyed the leaders in industry-university cooperation+ education programs, and selected TALK+, an education program capable of statistical analysis, as the focus of our analysis. The TALK+ program connects people in charge of communication with those in charge of reflecting the peculiarities of maritime universities. Data were collected using satisfaction surveys that returned 259 results. These were analyzed using a 5-point Likert scale that showed a high level of satisfaction with an average of 4 points or more. The satisfaction level showed that there is positive correlation between satisfaction levels and core competency and self-directed competency. In addition, a linear regression analysis was performed, and the results showed that satisfaction has a statistically significant effect on the improvement of core competencies and self-directed competencies (p<0.001). Through this study, it was confirmed that efforts to improve the satisfaction level and develop various comparisons method and programs are necessary.

• Archives of Plastic Surgery
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• v.47 no.1
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• pp.70-77
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• 2020

Background As the demand for cosmetic surgery continues to rise, plastic surgery programs and the training core curriculum have evolved to reflect these changes. This study aims to evaluate the perceived quality of current cosmetic surgery training in terms of case exposure and educational methods. Methods A 16-question survey was sent to graduates who completed their training at a U.S. plastic surgery training program in 2017. The survey assessed graduates' exposure to cosmetic surgery, teaching modalities employed and their overall perceived competence. Case complexity was characterized by the minimum number of cases needed by the graduate to feel confident in performing the procedure. Results There was a 25% response rate. The majority of respondents were residents (83%, n=92) and the remaining were fellows (17%, n=18). Almost three quarters of respondents were satisfied with their cosmetic training. Respondents rated virtual training as the most effective learning modality and observing attendings' patients/cases as least effective. Perceived competence was more closely aligned with core curriculum status than case complexity, i.e. graduates feel more prepared for core cosmetic procedures despite being more technically difficult than non-core procedures. Conclusions Despite the variability in cosmetic exposure during training, most plastic surgery graduates are satisfied with their aesthetic training. Incorporation of teaching modalities, such as virtual training, can increase case exposure and allow trainees more autonomy. The recommended core curriculum is adequately training plastic surgery graduates for common procedures and more specialized procedures should be consigned to aesthetic fellowship training.