• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.2
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• pp.498-508
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• 2019

This is a comparative descriptive research conducted to compare work obstacles and safety culture perceptions of elderly welfare facility employees in Korea and Japan. The number of subjects are total 680 including 460 Japanese employees, working at elderly welfare facility in city 'N', and 220 Korean employees in city 'A' and 'S' of province 'K'. This study had been conducted from April 1, 2018 to August 30, 2018 and the data was analyzed by x2-test, t-test, ANOVA. As a result, work obstacles were korea and japan, there were no statistically significant differences between two groups. In the safety culture perceptions, employees of elderly welfare facility in Korea showed significantly higher level of safety culture perception than employees of that in Japan. furthermore, it is revealed in both countries that the less work obstacles they have, the higher safety culture perceptions they get. And it is a work obstacles that affects safety culture perceptions. Lastly, it is expected that the result of this study can be used as basic data for the improvement of working environment and for the strategy development in human resource management to enhance the safety culture perceptions and to reduce work obstacles.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.16 no.6
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• pp.229-239
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• 2021

This study examined the influence of ethical leadership on employee job satisfaction and the mediating role of employee engagement in the relationship between these two variables. In this study, employee engagement was divided into job engagement and organization engagement. Data were collected from 183 employees working for Korean companies. The results of this study are as follows. First, it was found that ethical leadership was positively related to both job engagement and organization engagement. Second, ethical leadership was also positively related to job satisfaction of employees. Third, job engagement and organization engagement were found to partially mediate the relationship between ethical leadership and job satisfaction respectively. The results of this study suggest a theoretical contribution in that it expanded existing studies on the relationship between ethical leadership and job satisfaction. This study is significant in that it revealed a mechanism that ethical leadership directly affects job satisfaction in the relationship between ethical leadership and job satisfaction, but indirectly positively affects employee engagement variables such as job engagement and organization engagement. The results of this study also suggest practical implications that CEOs should strive to help organizational managers demonstrate ethical leadership. In addition, the results of this study suggest practical implications that managers and human resource development experts need to seek ways to increase the level of engagement of employees in the organization. Finally, this study presented limitations to be revised and supplemented in future studies and future research directions.

• Journal of Intelligence and Information Systems
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• v.21 no.2
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• pp.191-204
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• 2015

According to the '2013 Performance Assessment Report on the Financial Program' from the National Assembly Budget Office, the unfilled recruitment ratio of Software(SW) Developers in South Korea was 25% in the 2012 fiscal year. Moreover, the unfilled recruitment ratio of highly-qualified SW developers reaches almost 80%. This phenomenon is intensified in small and medium enterprises consisting of less than 300 employees. Young job-seekers in South Korea are increasingly avoiding becoming a SW developer and even the current SW developers want to change careers, which hinders the national development of IT industries. The Korean government has recently realized the problem and implemented policies to foster young SW developers. Due to this effort, it has become easier to find young SW developers at the beginning-level. However, it is still hard to recruit highly-qualified SW developers for many IT companies. This is because in order to become a SW developing expert, having a long term experiences are important. Thus, improving job continuity intentions of current SW developers is more important than fostering new SW developers. Therefore, this study surveyed the job continuity intentions of SW developers and analyzed the factors associated with them. As a method, we carried out a survey from September 2014 to October 2014, which was targeted on 130 SW developers who were working in IT industries in South Korea. We gathered the demographic information and characteristics of the respondents, work environments of a SW industry, and social positions for SW developers. Afterward, a regression analysis and a decision tree method were performed to analyze the data. These two methods are widely used data mining techniques, which have explanation ability and are mutually complementary. We first performed a linear regression method to find the important factors assaociated with a job continuity intension of SW developers. The result showed that an 'expected age' to work as a SW developer were the most significant factor associated with the job continuity intention. We supposed that the major cause of this phenomenon is the structural problem of IT industries in South Korea, which requires SW developers to change the work field from developing area to management as they are promoted. Also, a 'motivation' to become a SW developer and a 'personality (introverted tendency)' of a SW developer are highly importantly factors associated with the job continuity intention. Next, the decision tree method was performed to extract the characteristics of highly motivated developers and the low motivated ones. We used well-known C4.5 algorithm for decision tree analysis. The results showed that 'motivation', 'personality', and 'expected age' were also important factors influencing the job continuity intentions, which was similar to the results of the regression analysis. In addition to that, the 'ability to learn' new technology was a crucial factor for the decision rules of job continuity. In other words, a person with high ability to learn new technology tends to work as a SW developer for a longer period of time. The decision rule also showed that a 'social position' of SW developers and a 'prospect' of SW industry were minor factors influencing job continuity intensions. On the other hand, 'type of an employment (regular position/ non-regular position)' and 'type of company (ordering company/ service providing company)' did not affect the job continuity intension in both methods. In this research, we demonstrated the job continuity intentions of SW developers, who were actually working at IT companies in South Korea, and we analyzed the factors associated with them. These results can be used for human resource management in many IT companies when recruiting or fostering highly-qualified SW experts. It can also help to build SW developer fostering policy and to solve the problem of unfilled recruitment of SW Developers in South Korea.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.20 no.2
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• pp.21-27
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• 2020

The purpose of this study is to investigate the ecosystem structure underlying the development of artificial intelligence technology and related industries. In addition, the research on the AI business ecosystem based on AI technology and the ways to activate them was discussed. Ecosystems play a role in organically connecting producers, consumers, and decomposers. In the AI ecosystem, we classified the AI service producers, producers of AI services using the produced services, and data and related infrastructure services that are the basis of AI services. Stakeholders in the AI business ecosystem are the government and various private organizations that have a direct or indirect influence on AI service production, consumption, and operation. In Korea, in particular, the government plays a role as the most influential stakeholders. For example, the company contributes to the increase of producers, which are related to human resource development, and plays a catalyst role in the increase of services produced by R & D funding. In this study, the policy for revitalizing the AI business ecosystem includes (1) securing the environment for increasing producers, (2) spreading AI awareness among consumers, (3) securing data exchange and supply infrastructure, and (4) supporting services and related laws. Secure the system. This study is meaningful in that it contributes to and contributes to the construction of domestic AI-based environment and related research.

• Korean Journal of Health Education and Promotion
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• v.23 no.4
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• pp.173-192
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• 2006

Objectives: This job analysis of a staff in charge of quit-smoking policy at public health centers aims at providing fundamental information to establish strategies supporting various quit-smoking. Methods: The job analysis of a staff in charge of quit-smoking policy at public health centers was carried out through DACUM(Development of Curriculum) method from April through May 2006. Three experts had developed job description with staffs in charge of quit-smoking policy at public health centers through two workshops. The survey was practiced for staff in charge of quit-smoking policy at the other public health centers. The characteristics of the staffs such as age, years for working at public health center, years for charging with quit-smoking work, the proportion of responsibility for quit-smoking work, were surveyed. Results: The research has reached the conclusions below. 1. The job description have been developed considering input-process-outcome axis and plan-do-evaluation axis for quit-smoking policy at public health centers. The final job description is composed of 3 missions, 7 accountabilities, 20 sub-work items. 2. The quit-smoking activity mostly focused at direct education and counselling. But planing and evaluation activity for quit-smoking have been under-achieved. 3. The staffs for quit-smoking policy were feel it is easy to educate and counsel to comer to public health centers for quit-smoking. But having the high proportion of responsibility for quit-smoking policy have usually difficult to do that. So they want to education about counselling for smoker. 4. The staffs who worked over the 2 years for quit-smoking policy the public health center have responded that investigate the smoking rate of the jurisdiction community and the problem of the culture about smoking and smoking policy is important. Conclusions: The study helps reinforcing the initiatives of central government for quit-smoking policy at public health centers. Especially staffs want education in technology area for counselling smoker. And they want nationwide supporting for investigating smoking rate and related factors at the local level.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.1
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• pp.304-312
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• 2019

Service companies are making constant efforts to gain positive business performance such as customer satisfaction, quality improvement, and valuable management. Compared to other industries, service companies are highly dependent on workers for responding to customers and satisfying various customer needs in terms of business content and type. Thus, the attitude, given, environment, and capacity of the workers who supply service and serve customers are important factors that directly and indirectly influence customer satisfaction and performance. To enhance the performance of organizations and gain competitive advantage, it is important to provide the various forms of social support for workers as service suppliers. In this sense, active interests including the development of personal competence, support for working environment, and providing chances for the development of new services are significant. This study is a follow-up study on the influence of social support for positive psychological capital, creativity, and work performance of service workers. Among the service process matrix, this study targets the workers involved in mass service fields and seeks to examine how support for co-worker influences the performance through self-efficacy. No empirical analysis has examined workers involved in mass service fields. Thus, this study aims to take an approach different from that of previous studies and to suggest more effective human resource management strategies for enhancing the competitiveness of service companies and provide related implications.

• Journal of Korean Home Economics Education Association
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• v.35 no.2
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• pp.1-20
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• 2023

The purpose of this study is to extract and analyze ecological citizenship elements in the middle school home economics textbook used in the 2015 national curriculum for the introduction of ecological transformation education in the 2022 national curriculum. As a result of the analysis, the content analysis of the ecological citizenship factor was validated by six experts who are incumbent middle school home economics teachers, and the S-CVI value was 0.97, ensuring the validity of the ecological citizenship factor analysis. The results of analyzing 242 ecological citizenship factors extracted from home economics textbooks are as follows. According to the content area of the 2015 national home economics curriculum, the 'human development and family' area had the highest presence of ecological citizenship factors followed by the 'resource management and self-reliance' area and the 'home life and safety' area. Among the categories of ecological citizenship factors, 'value⋅attitude' was the most frequent, followed by 'process⋅function' and 'knowledge⋅understanding'. For each textbook composition system, ecological citizenship elements were extracted in the order of pictures, text, activities, and supplementary materials. There was a significant variation in the number of ecological citizenship factors among publishers, indicating the importance of the textbook writers' perception, interpretation, and direction of writing. Based on these analysis results, ecological citizenship teaching and learning activities applicable to home economics education were presented. This study highlights the potential for practicing ecological citizenship education in line with the new orientation of the curriculum on ecological transformation education through home economics education. Furthermore, it provides valuable baseline data for the development and implementation of textbooks for the 2022 national curriculum.

• The Korean Journal of Franchise Management
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• v.1 no.1
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• pp.43-63
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• 2010

Currently, franchise industries are constantly rising in the domestically and it is possible to predict that franchise industries will rapidly develop internationally. Local Franchisee markets are increasing quickly and in year 2010 their income will exceed 114 trillion won. Annually, new franchise system is being born; however, there are only few industries that success in the market. When circulation market was opened for foreign franchise industries, their numbers of franchisee were rapidly increasing; however, domestic franchise industries are not securing new franchise and strengthening current franchise 's man power moreover these implements are being discarded. Therefore, in this research shows that development procedures of franchise division and utilization of personnel, and subsequent to this research indicates that changes of scales and income of cooperate growth will determine numbers of manpower on franchise industry. N ow days, when we are looking at personnel in franchise industries, they need more personnel in distribution, finance, and accounting department, so this phenomenon formalize life cycle of organization and its stages. When we are considering life cycle of organization, needs of human resource on future is important.

• (The) Research of the performance art and culture
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• no.22
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• pp.253-285
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• 2011

The number of "Performing Arts Festivals" is growing increasingly in South Korea. This trend is mainly held in large cities which are difficult to communicate closely among residents. South Korea, while the pace of city life and speed of development are very fast, increasing number of "Performing Arts Festivals" with communal characteristics is in the natural process of festival evolution in large cities. In the evolution of the contemporary festival, it is natural to see some increase of modern festival after the development of traditional and folk festivals. It is important that the "Performing Arts Festivals" express the two elements, artistic character and festivity, not only in distinctively but also in harmony. The "Performing Arts Festivals" should consider the process of the organization, human resources, networking systems of the human communication process, resource use, etc. For the success of the festival, we must obtain the complementary effects between two attributes:festival characteristics and artistic senses. Therefore, we chose the 'Festival d'Avignon' as the reference of the total representation of artistic characteristics and festivity. From the case of the Festival d'Avignon, we get the implications of the development of performing arts festival in South Korea. To explain the festival value and artistic significance of the Festival d'Avignon, we explained the spontaneity and openness to public participation, the relationship between spectators and works, the representation of memory and communicative image, etc. To explain the artistic attributes of the 'Festival d'Avignon', we explained the mission to reconcile the artistic and the popular, to promote the artistic know-how, understanding how to communicate with the public, to consider more artistic quality than commercial benefits. Essentially, this study shows the meaning and the vision to forecast the future as well as the recent proliferation in various fields of Performing Arts Festivals. This study may help to improve analytical precision of Performing Arts Festivals.

• 대한공업교육학회지
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• v.38 no.2
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• pp.267-286
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• 2013

Recently, the advanced company has been sparing no efforts in improving necessary core knowledge and technology to achieve outstanding work performance. In this rapidly changing knowledge-based society, the company has confronted the task of creating a high value-added knowledge. The role of R&D workforce that corresponds to the characteristic and role of knowledge worker is getting more significant. As the life cycle of technical knowledge and skill shortens, in every industry, the technical knowledge and skill have become essential elements for successful business. It is difficult to improve competitiveness of the company without enhancing the competency of individual and organization. As the competency development which is a part of human resource management in the company is being spread now, it is required to focus on the research of determining necessary competency and to analyze the competency of a core organization in the research institute. 'H' is the semiconductor manufacturing company which has a affiliated research institute with its own R&D engineers. Based on focus group interview and job analysis data, vision and necessary competency were confirmed. And to confirm whether the required competency by job is different or not, analysis was performed by dividing members into workers who are in charge of circuit design and design before process development and who are in the process actualization and process development. Also, this research included members' importance awareness of the determined competency. The interview and job analysis were integrated and analyzed after arranging by groups and contents and the analyzed results were resorted after comparative analysis with a competency dictionary of Spencer & Spencer and competency models which are developed from the advanced research. Derived main competencies are: challenge, responsibility, and prediction/responsiveness, planning a new business, achievement -oriented, training, cooperation, self-development, analytic thinking, scheduling, motivation, communication, commercialization of technology, information gathering, professionalism on the job, and professionalism outside of work. The highly required competency for both jobs was 'Professionalism'. 'Attitude', 'Performance Management', 'Teamwork' for workers in charge of circuit design and 'Challenge', 'Training', 'Professionalism on the job' and 'Communication' were recognized to be required competency for those who are in charge of process actualization and process development. With above results, this research has determined the necessary competency that the 'H' company's affiliated research institute needs and found the difference of required competency by job. Also, it has suggested more enthusiastic education methods or various kinds of education by confirming the importance awareness of competency and individual's level of awareness about the competency.