• Korean Medical Education Review
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• v.23 no.2
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• pp.108-117
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• 2021

This study investigated medical students' perceptions of good jobs. We classified medical students' perceptions of good jobs and analyzed the characteristics of each type. The Q methodology was used to extract medical students' subjective thoughts. After extracting statements based on previous studies, 46 Q samples were selected. The P sample consisted of 40 medical students divided evenly by gender and grade. They performed a Q sort of the 46 Q sample questionnaire and the results were analyzed using the QUANL ver. 1.2 program. Very few consensus statements were found in the replies. We divided answers into four types, each of which was clearly distinguished: (1) quality of life-oriented jobs, (2) reward-oriented jobs, (3) service-oriented jobs, and (4) self-realization-oriented jobs. Medical students in type 1 prioritized quality of life equally at work and at home. Medical students in type 2 preferred high-paying jobs. Medical students in type 3 placed importance on serving others. Finally, medical students in type 4 viewed good jobs as involving learning and development. The types of jobs sought were classified according to individual students' values and subjectivity. Medical schools may use the results of this study as a basis for career guidance.

• Fire Science and Engineering
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• v.27 no.3
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• pp.85-93
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• 2013

Modern fire fighting jobs have been expanded to include areas of rescue, emergency medical service as well as conventional fire suppression, so that load for fire fighting jobs has been increased. Specifically, musculoskeletal disorders (MSDs) such as low back injury have been considered as one of major industrial hazards in heavy manual material handling during fire fighting jobs. This study tried to evaluate risk levels and to prepare background for reducing risk levels associated with heavy manual material handling during fire fighting jobs. This study applied two major tools in evaluating heavy manual material handling jobs which were NLE (NIOSH Lifting Equation) and 3DSSPP (3D Static Strength Prediction Program). A risk index in terms of heavy manual material handling during fire fighting jobs was identified. This index consisted of seven risk levels ranged from nine points (the first level) to three points (the seventh level). There was no job associated with the first level (the highest risk level) of index. There was only one job (life saving job) belonging to the second level (the second highest risk level) of index. The third level had jobs such as usage of destruction equipment and lifting patient. A total of basic eighteen jobs was categorized into six different levels (2nd-7th levels) of index. The outcome of the study could provide a good basis for conducting job intervention, preparing good equipment and developing good education program in order to prevent and reduce MSDs including low back injury of fire fighting jobs.

• Korean Journal of Occupational Health Nursing
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• v.26 no.1
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• pp.55-64
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• 2017

Purpose: This study was performed for the effective management of nursing organization as surveyed choice motives and job satisfaction about nurses who changed to public hospitals. Methods: This study is a descriptive study. This study surveyed 214 nurses who changed jobs to public hospital in six Gyeonggi-do hospitals from October 23 to November 20, 2015. The collected data were analyzed for descriptive statistics, t-test, one-way ANOVA, sheffe test, multiple linear regression analysis using the SPSS/WIN 21.0 program. Results: Most of the nurses chose public hospitals due to benefits correspond to public officials. They had worked in general hospitals located on provinces and changed jobs due to a heavy workload and low benefits. Of the participants 84.1% were satisfied with changing jobs to public hospitals and the advantages of public hospitals of their choice were job stability and good employee benefits(guaranteed maternity and paternity leave, etc). On the other hand there were complaints about low salaries compared to the workload after changing jobs to public hospitals. Conclusion: Hospitals need to enhance job stability and provide nurses with good employee benefits to reduce turnover rate.

• Korean small business review
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• v.43 no.1
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• pp.35-50
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• 2021

The youth job problem is becoming more serious due to COVID-19. To solve this problem, a "good job platform" was proposed that allows young job seekers to easily and conveniently find excellent SMEs they want to work for. This study developed a "good job self-assessment model" that grasps the preferred jobs of young job seekers and evaluates SMEs and applied them in the platform. In this process, the characteristics of good jobs from the viewpoint of job seekers were identified through conjoint analysis from the viewpoint of salary level, performance compensation, working environment, corporate soundness, and organizational culture. Next, the importance of 13 detailed evaluation items was reflected through AHP for industry, academia, and research experts. The self-assessment model of this study can be used as a tool to improve awareness that changes the SME environment into a job favored by young job seekers. As a result, it could provide an opportunity to change the job problem from providing cost-oriented support to a qualitative solution.

• Journal of information and communication convergence engineering
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• v.9 no.4
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• pp.471-474
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• 2011

In parallel job scheduling, each job can be executed simultaneously on multiple machines at a time. Thus in the input instance, a job $J_i$ requires the number $m_i$ of machines on which it shall be processed. The algorithm should determine not only the execution order of jobs but also the machines on which the jobs are executed. In this paper, when the jobs have deadlines, the problem is to maximize the total work of jobs which is completed by their deadlines. The problem is known to be strongly NP-hard [5] and we investigate the approximation algorithms for the problem. We consider a model in which the algorithm can have more machines than the adversary. With this advantage, the problem is how good solution the algorithm can produce against the optimal algorithm.

• IE interfaces
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• v.15 no.4
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• pp.338-348
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• 2002

In this paper, we present a restricted tabu search(RTS) algorithm that schedules jobs on identical parallel machines in order to minimize the maximum lateness of jobs. Jobs have release times and due dates. Also, sequence-dependent setup times exist between jobs. The RTS algorithm consists of two main parts. The first part is the MATCS(Modified Apparent Tardiness Cost with Setups) rule that provides an efficient initial schedule for the RTS. The second part is a search heuristic that employs a restricted neighborhood generation scheme with the elimination of non-efficient job moves in finding the best neighborhood schedule. The search heuristic reduces the tabu search effort greatly while obtaining the final schedules of good quality. The experimental results show that the proposed algorithm gives better solutions quickly than the existing heuristic algorithms such as the RHP(Rolling Horizon Procedure) heuristic, the basic tabu search, and simulated annealing.

• Journal of the Korean Operations Research and Management Science Society
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• v.26 no.2
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• pp.69-83
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• 2001

The problem of minimizing total tardiness on a batch processing machine with incompatible job families when there are sequence independent setup times between families is studied where all jobs of the same family have identical processing times and jobs of different families cannot be processed together. A batch processing machine can process a number of jobs, within a maximal batch size, simultaneously as a batch. The processing time required of each batch is equal to the one of jobs. A dynamic programming algorithm which gives the optimal solution, and several heuristics are presented. Performance of simple dispatching rules based on due dates are compared, and the best of them is used as an initial solution for the decomposition algorithm, which is shown to give good schedules in relatively short computational time.

• The Journal of Korean Academic Society of Nursing Education
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• v.4 no.2
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• pp.280-295
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• 1998

This study examines attitudes among nursing student, attitudes that give direction in life and effect the decision-making process when seeking employment. The exigency of which derives from the need to design a proper guidance program to assist students in their search for employment. Data was collected from a survey conducted between November 20 and November 25, 1995, the respondants of which were 120 nursing students without jobs. The data was analyzed by examining frequency, percentage, average, Chi-square, one-way ANOVA and t-test through an SPSS $PC^+$ program. The results of the study can be summarized as follows : 1) There are positive relationship between a student's academic major and employment(So responded 84.3% of the subjects with only 2.5% claiming that his major didn't matter). 2) Students believe that 'good jobs' are secured through aptitude. 'Good jobs' are seen as ones which develop an individuals abilities and which offer the opportunity for advancement. However they do not believe that 'good Jobs' contribute to society 3) Students have not been supplied the proper guidance and information necessary for finding employment. The student's life research institude, professor and assistants provide Insufficient information and counseling. Personal goals are decisive factors in determining what direction a student may take as well as the kind of employment he will seek. However, advice from parents, siblings, friends, alumni, professors, assistants and counselors is also considered. 4) Students do not think it reasonable to base their career decisions on one factor only(33.9% responded that aptitude and personal interests were the most important factor, and 14.9% that income was the key determinant). 5) Location and size of the hospital are important considerations when choosing a job. There is a preference for larger hospitals. 6) A lack of stability and few opportunities for advancement are perceived as the primary reasons for the possibility of leaving one's job.

• Journal of Navigation and Port Research
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• v.38 no.2
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• pp.155-162
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• 2014

In container terminals, stacking yard is the place where import and export containers are temporarily stored before being loaded onto or after being discharged from a ship. Since all the containers go through the stacking yard in their logistic flow, the productivity of the terminal critically depends on efficient operation of stacking yard, which again depends on how well the stacking locations of the incoming containers are determined. However, a good location for stacking an incoming container later can turn out to be a bad one when that container is to be fetched out of the stacking yard, especially if some rehandling is required. This means that good locations for the containers are changing over time. Therefore, in most container terminals, the so-called remarshaling is done to move the containers from bad location to good locations. Although there are many previous works on remarshaling, they all assume that the remarshaling can be done separately from the main jobs when the cranes are idle for rather a long period of time. However, in reality, cranes are hardly available for a period long enough for remarshaling. This paper proposes a crane dispatching strategy that allows remarshaling jobs to be mixed together with the main jobs whenever an opportunity is detected. Experimental results by simulation reveals that the proposed method effectively contributes to the improvement of terminal productivity.

• Journal of Convergence for Information Technology
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• v.9 no.12
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• pp.124-132
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• 2019

Scheduling problems can be classified into offline and online ones. This paper considers an online scheduling problem to minimize makespan on the identical parallel machines. For dynamically arrived jobs with their ready times, we show that the sequencing order according to the ERD (Earliest Ready Date) rule is optimal to minimize makespan. This paper suggests an algorithm by using the MIP(Mixed Integer Programming) formulation periodically to find a good periodic schedule and evaluates the required computational time and resulted makespan of the algorithm. The comparition with an offline scheduling shows our algorithm makes the schedule very fast and the makespan can be reduced as the period time reduction, so we can conclude that our algorithm is useful for scheduling the jobs under online environment even though the number of jobs and machines is large. We expect that the algorithm is invaluable one to find good schedules for the smart factory and online scheduler using the blockchain mechanism.