• Journal of the Korean Institute of Landscape Architecture
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• v.45 no.4
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• pp.92-103
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• 2017

As a professional occupation, landscape education focuses on fostering professional human resources and is one of the major axes of the landscape industry. In this study, a survey of landscape students on their learning and pedagogics was conducted with the aim to present basic information for the improvement of teaching on landscape construction. A total of 348 people answered 14 questions in the category of the impression of landscape construction classes included in the questionnaire. The results showed that the students found landscape construction classes academically important and recognized the necessity for completing these classes, but they were not satisfied with the learning environments and pedagogics used in these classes. They found what they learned not readily applicable to actual practice and saw these classes as part of their preparations for the landscape engineer qualification test. Their demands in relation to the classes included field practice-oriented teaching and participation in various programs for field practice, which highlights the necessity for human resource management-oriented classes that cover planning, design, construction, and management. Challenges in relation to field practice included the provision of environment, for example offering a variety of opportunities and improving treatment in practice. This study has significance in that it analyzed the views of students and discussed directions for future improvement since there is a lack of studies and discussions about education in the field of landscape construction. This study also has a limitation that only four-year universities were included in the study. Comprehensive studies including investigating junior college and graduate school curricula and case studies of landscape construction curricula overseas are needed in the future.

• Journal of Internet Computing and Services
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• v.18 no.5
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• pp.113-121
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• 2017

Company A's core competency is IT internet security services. The Web diagnosis team analyzes the vulnerability of customer's internet web servers and provides remedy reports. Traditionally, Company A management has utilized a simple table format report for resource planning. But these reports do not notify the timing of human resource commitment. So, upper management asked its team leader to organize a task team and design a visual dashboard for decision making with the help of outside professional. The Task team selected the web security diagnosis practice process as a pilot and designed a dashboard for performance evaluation. A structural design process was implemented during the heuristic working process. Some KPI (key performance indicators) for checking the productivity of internet web security vulnerability reporting are recommended with the calculation logics. This paper will contribute for security service management to plan and address KPI design policy, target process selection, and KPI calculation logics with actual sample data.

• Korean small business review
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• v.42 no.3
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• pp.27-42
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• 2020

The purposes of this study are to summarize the past studies on human resource management (HRM) published in Asia Pacific Journal of Small Business and to propose the future research directions. This study selected 33 HRM papers (3.1 % of all published papers) and classified them depending three yardsticks. First, this study investigated the frequency and the trend of each year and, as a result, it demonstrated the variations in published papers depending on the publication year. Next, on the basis of the research theme, this study divided 33 papers into two parts; a general HRM vs. a specific HRM practice. The result showed that most studies focused on the specific HRM practice. Lastly, with regard to methodology, this study classified them into a conceptual paper, a case-study, and empirical research, and the result showed that most studies are empirical-based papers. Based on the trends, this study proposed three issues in terms of the number of research, research theme, and methodology, and suggested future research directions for HRM in small-medium enterprises.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.4
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• pp.1-15
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• 2021

Purpose - In a difficult time for a firm, it seems impossible to change circumstances by a firm. Nevertheless, the firm must do whatever it can do by however it can do. Therefore, the purpose of this study is to analyze the effect of HRM practice on organizational effectiveness with the status quo of the firm as a moderator. Based on the result of this study, the managerial implication could be suggested as a contextual response to each status quo of the firm in improving and managing organizational effectiveness by HRM practice. Research design, data, and methodology - This study measured organizational effectiveness with employee satisfaction and organizational commitment. HRM practice includes two HR management areas, HR system, and HR attitude. HR system includes education & training and additional wage welfare. HR attitude includes employee stress and empowerment. As for the status quo of the firm, this study considered three construct; firm feature, strategic feature, environment change feature. This study analyzed 397 employees of 24 company data from the 7th HCCP of KRIVET. Result - Hypothesis 1 through Hypothesis 3 were partially supported. The results of this study suggest that to increase organizational effectiveness(job satisfaction and organizational commitment), employee stress and education & training participation need to be managed. And circumstance of an organization as given the Status Quo of the firm needs to be managed differently like firm size, environment change in demand, and technology. Conclusion - This study suggests best-practice implications based on the result between HRM practice and organizational effectiveness. And also suggest differentiation in management to increase the best-fit in management.

• Journal of the Korean Institute of Landscape Architecture International Edition
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• no.2
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• pp.147-152
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• 2004

With the rapid development of urban suburbanization, a plenty of commercial operation of suburban environmental resource, the environment in suburb is more and more deteriorated. It also leads some passive effect on ecology, human, society and nature etc. At the same time, a serial of emergency rescue action has been implemented to decrease the deteriorating of suburban environment. For example, some important ecology nature reserves were built up; some compulsive protections have been put in practice for some key resource development region and gotten some good achievements. However, we still face the problem is that how to balance the contradiction between suburban environment resource development and conservation. It's necessary to introduce some western advantage management ideas, combined our actual situation, to find a way which is the most benefited to combine our country's suburb environment development and use.

• Industry Promotion Research
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• v.1 no.1
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• pp.159-166
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• 2016

The purpose of this study is to present and identify the relationship for the effects of performance-based human resource practices on the organizational effectiveness with focusing on small and medium-sized enterprises around Shandong province of China. The performance-based human resource practice factors include selective employment system, education training system, evaluation system, compensation system and the career promotion ladder opportunity system. As a result, among ten hypotheses, six hypotheses turned out to be the meaningful approaches. In addition there exist some human factors that interfere with the fairness of the evaluation due to the regional and personal factors, assessment system difference among firms. Finally the compensation system and organizational investment for increasing or decreasing will critically affect the enthusiasm of the staff members of firms, and the less invested for thema, the greater the likelihood of their turnovers.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.1
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• pp.55-72
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• 2002

Purpose : This study aimed at understanding the lived experience of new graduate nurse in hospital setting.Method : This study was based on a phenomenological approach. For this study, 8 new graduate nurses participated. The unstructured in-depth interviews were carried out from June to October, 1998. The data was analyzed Van Kaam's method.Results : Clinical new graduate nurses experienced clinical adaptation and endeavor, professional conflict of nursing, disability of nursing performance, work stress and management, maladaptation of human relationships, diverse emotions of interpersonal relationships, change of personal identity, difference between theory and reality of nursing.Clinical adaptation and endeavor included to get familiar with hospital life, satisfaction and worth for nursing, to get familiar with scoldings, calm down by oneself, efforts for self-development. Professional conflicts of nursing included future uncertainties in the hospital, dissatisfactions in work, doubts and regrets in nursing.Disability of nursing performance included lack of knowledges and skills, desolate working, stresses from mistake in working. Work stress and management included psychological signs and symptoms, physical signs and symptoms, management of stress. Maladaptation of human relationships included unsuitabilities in nursing unit climate, difficulties in human relationship. Diverse emotions of interpersonal relationships included regrets and absurdities to clients, thanks and regrets to colleagues, difficulties with doctors, sense of rivalry with colleague nurses. Change of personal identity included to become narrowing life circle, change of personality. The differences between theoretical knowledge and practice included needs of systematic pre-education for clinical nursing practice, differences between nursing educations and clinical practices.Conclusion : Therefore, the human resource management reflecting new graduate nurses' experiences should be developed.

• Safety and Health at Work
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• v.10 no.3
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• pp.341-346
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• 2019

Background: Although the concept of workload is important to nursing practice, only a few nursing researchers have focused on the issue of workload within the nursing context. Knowledge of how the dynamics of workload affects the job stress of nurses working in a specific unit or department in a hospital setting, and the influence of coworker support on this relationship, still remains limited. This study, therefore examined the effect of workload on job stress of Ghanaian outpatient department nurses and the moderating effect of coworker support on this relationship. Methods: A cross-sectional survey design was used, and questionnaire was used to collect data from a sample of 216 outpatient department nurses from four major hospitals in Ghana. The data collected measured workload, job stress, and coworker support using National Aeronautics and Space Administration (NASA) Task Load Index, job stress scale, and coworker support scale, respectively. Data were analysed using descriptive statistics, correlation, and hierarchical regression. Results: High levels of workload were associated with high levels of job stress of the nurses. Also, higher levels of workload were related to higher levels of job stress for nurses who received high levels of coworker support, but this was not the case for those who received low levels of coworker support (reserve buffering effect). Conclusion: The finding reiterates the adverse effect of workloads on employees' health, and the reverse buffering effect implies that supporting a colleague at work should be conveyed in a positive manner devoid of negative appraisal.

• Iberoamérica
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• v.13 no.1
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• pp.351-388
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• 2011

Many global business failures have been ascribed to a lack of intercultural competence, especially to a lack of an adequate conceptualization and definition of intercultural competence, focusing instead on the knowledge, skills, and attributes that appear to be its antecedents. Intercultural competence should be perceived as multifaceted important components of global management capabilities. Depending on the related concepts of intercultural competence, such as global mindset, intercultural sensitivity, and cultural intelligence, dynamic aspects of intercultural competence as learning process are suggested. Also, the domain of intercultural competence in the context of global management or business comprised three dimensions - perception management, relationship management, and self management. Each dimension is characterized by facets that further delineate aspects of intercultural competence. With respect to the domain of intercultural competence, appropriateintercultural training methods should be designed. In practice, human resource managers may benefit from gaining knowledge about which measures to use for identifying employee's weakness in intercultural competence in order to create appropriate training programs.

• Information Systems Review
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• v.5 no.1
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• pp.1-18
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• 2003

Many organizations experience that the value they gained from IT (information technology) investment is lower than they expected prior to the actual implementation of a system - the value gap between expected value and realized value from IT. Research on the barriers to the expectation and realization is of high importance both in practice and in IS research. This study analyzed such barriers observed in three companies that have adopted such IT systems as Enterprise Resource Planning (ERP), Supply Chain Management (SCM), and Customer Relationship Management (CRM) systems each. From analyses of the three companies we specifically identified eight types of barriers: barriers related to industry, organization, knowledge, resource, usage, competence, product, and safety. Common barriers among the three cases were classified into six types, e.g. lack of strategic mind-set, improper organizational structure, lack of human resource, etc. We expect that the results help managers in IS investment to minimize the valuation gap and maximize realized values.