• Korean Journal of Construction Engineering and Management
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• v.14 no.4
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• pp.65-72
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• 2013

While growth of domestic CM market has slowed down due to economic recession, it recently shows sign of scale as some public agencies are relocating their headquarters. Since the introduction of CM system, a number of client organizations have acquired construction project management capabilities, however, sufficient efforts are not made to estimate the size of construction project management organization. This study drew a method for estimating the size of the organization managing construction project by utilizing statics analysis and project costs per member based on 10 public construction projects and tried to review applicability through case studies. With this study, we would like to make a contribution to achieving smoother work performance and success of the construction project by estimating and allocating proper scale of management workforce.

• Journal of Digital Convergence
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• v.16 no.7
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• pp.47-54
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• 2018

Sediment disaster happen frequently in our country every year, and a lot of lives and the properties have been lost because of them. Non-structural measures for prevention of sediment disaster have been introduced by prefectures based on the Sediment-related Disaster Prevention Law established after the devastating rainstorm damage in Hiroshima in 1999. They include formulation of sediment disaster warning and evacuation standard rainfall and designation of sediment disaster warning zones and sediment disaster special warning zones. As a practical example, this research focused on the case of "TEC-FORCE" of "MLIT of Japan" as a method of utilizing professional workforce and the sediment disaster warning information delivery system in Kagoshima. In the future, it will be called for prevention and reduction of damages by utilizing professional workforce and sediment disaster response system such as Japan.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.10 no.8
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• pp.2141-2149
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• 2009

This research is based upon the nursing statistical data published by the Institute of Nursing Policy in 2007, on behalf of Korea nursing association. We analyzed the problems on the healthcare human resources supply in Korea. We suggest that a solution is to adopt immigration policy for foreign workforce employment. The result of the research shows that more than 1,000 nurses are registrated every year except for 2004, according to the yearly status of healthcare jobs. The variance of doctors' registration was quite significant. Compared to 750 registrations in 2004, 4000 doctors were registered in 2002. The healthcare accounts for the property of citizens in terms, which represents the health and lives of everyone, so the country must take all measures to supply the healthcare services in need. Focusing on the underdeveloped region where it is difficult to approach the medical services, the foreign workforce could be added into the healthcare profession field. We conclude that employing foreign healthcare professionals will contribute to the improvement of lives in those people living in underdeveloped region, as well as unity of the local community.

• STI Policy Review
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• v.9 no.1
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• pp.99-132
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• 2018

Developing countries face numerous challenges in the process of building science, technology, and research capacity; in particular, the formation and accumulation of skilled S&T workforce. The lack of organized and sustainable higher education options (Master and Doctoral programs), nonexistent or low-quality academic programs, and the absence of research-oriented study options are some of the strong contributors for talented students to emigrate to developed countries. At the same time, the consolidation of a global knowledge economy, the internationalization of higher education, and the competition to attract foreign talent in industrialized countries present challenges for underdeveloped nations to retain their already scarce skilled human resources. In this context, student mobility has been used as a policy mechanism to cope with S&T workforce shortages in S&T laggard nations. It has also enabled opportunities for international cooperation to play a key role. While significant literature has been devoted to studying the gains of developed nations with the arrival and potential migration of the mobilized students, few scholarly inquiries have addressed the benefits and losses experienced by their countries of origin. More importantly, limited research can be found on policy options and policy implications for developing countries to deal with the dilemmas presented by the brain-drain/brain-circulation debate. The goal of this article is to study empirical evidence of an international cooperation initiative for student mobility between the Republic of Korea and Guatemala (implemented during 2009-2015). The paper analyzes this particular international cooperation experience from the perspective of the different actors involved and attempts to draw policy implications and policy options for developing countries to deal with potential risks and gains derived from international mobility for their S&T capacity building.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.21 no.4
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• pp.77-87
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• 2011

As information services have been widely used in various environments, the knowledge information security sector plays a significant role in development and management of products and services, information privacy management, risk management and safety, etc. Thus, the process of acquiring knowledge information security professionals is getting more attention for promoting the stable and long-term development of the knowledge information security sector. This study identifies and analyzes the promising fields for the KISA Employment-Contract Master Program and suggests promotion strategies for knowledge information security professionals. By surveying participants and would-be participants, and interviewing experts, it is analyzed that 'mobile security' and 'convergence security' are the two most important fields to be included in the program.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.22 no.2
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• pp.295-316
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• 2012

In the recent field, cybersecuriyt has become one of the critical areas in the information technology field, and demands for cyberseucirty professionals have been increasing tremendously. However, there is In the recent past, cybersecurity has become one of the critical areas in the Information Technology (IT) field, and demands for cybersecurity professionals have been increasing tremendously. However, there is a shortfall in the qualified cybersecurity workforce which is a factor that contributes to the vulnerability of society to various cyber threats. Our study articulates a model to explain career selection behavior in the cybersecurity field. The study explored factors that affect scholars' behavioral intention to pursue a cybersecurity career. Positive outcome expectations from a cybersecurity career as well as high self-efficacy about skills and knowledge about cybersecurity have a strong impact on the scholars' cybersecurity career decisions. Further, perceived usefulness of the cybersecurity curriculum has a positive effect on the scholars' career decisions. The results of this research have implications for retaining a qualified workforce in the computer and information security fields.

• Journal of East-West Nursing Research
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• v.28 no.2
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• pp.151-159
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• 2022

Purpose: This study was conducted to identify the performance and need of professional nursing care among nurses in a neurosurgery department at a tertiary hospital. Methods: This study used a descriptive design using a questionnaire with 77-item. The participants were 58 nurses with more than 3 years of clinical experience in both the neurosurgery intensive care unit and ward at a tertiary hospital in Gangwon province. Data collection was conducted from January to February of 2021. The performance and need for each workforce were analyzed with the mean and standard deviation, and the effectiveness of the difference between the performance and the need were analyzed with a paired t-test using SAS 9.4. Results: The recognition for work performance level was in order of direct nursing activities (3.20±.54), consultation and coordination (3.18±1.15), education (2.55±.85), administration (1.92±.86), and research (1.57±.89). The recognition for need level was in order of consultation and coordination (3.95±.83), education (3.91±.87), direct nursing practice (3.83±.55), research (3.49±.87), and administration (3.45±.54). The results showed a statistically significant differences between work performance and need (p<.001). Conclusion: It is required to hire professional nursing personnel who can bridge the gap between the performance and need of professional nursing workforce in a neurosurgery department at a tertiary hospital. A professional nurse may be a good alternative.

• Journal of Korean Academy of Rural Health Nursing
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• v.18 no.1
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• pp.57-71
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• 2023

Purpose: This study aims to provide primary data for policy alternatives by identifying the problem of the nursing workforce shortage. Methods: For quantitative data, 446 questionnaires were analyzed. The mean and standard deviation were used for content description. ANOVA analysis and Scheffe? test were used to compare the differences according to the hospital level. For qualitative data, 1:1 in-depth and group interviews were conducted for six participants. Results: The factors nurses prioritized when choosing a workplace were salary, commuting distance, and work-life balance. Clinical nurses cited low wages, heavy workloads, and burnout as the most considerable difficulties in performing their duties. Factors influencing nurse's turnover intention were low wages, unmanageable workload, and rotation to unwanted departments in that order. New nurses tend not to apply to small-medium-sized hospitals, experienced nurses in their 30s-40s leave hospitals due to childcare and shift work difficulties, and nurses in their 50s and older tend to move to nursing homes rather than acute hospital settings. Conclusion: In this study, wage and workload were mentioned as the most critical factors in nurses' workplace selection, job performance difficulties, and turnover intention, so it is necessary to pay attention to this aspect when improving treatment for nurses.

• Asia pacific journal of information systems
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• v.29 no.1
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• pp.83-116
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• 2019

Given the critical role of information technology (IT) in achieving organizations' strategic goals, it becomes increasingly important for organizations to develop and retain a competent IT workforce. We investigate how organizations make IT personnel feel content with their job, motivate them to perform at their best, and consequently retain them. We develop a model in which IT leadership, conceptualized as "transformational" and "transactional" IT leader behaviors, influences IT personnel's perceptions of requisite soft skills and IT personnel's Quality-of-Work-Life (QWL), and how IT personnel's QWL in turn affects IT personnel's intention to stay. Using survey data from 205 IT professionals, we found that IT leadership behaviors, particularly transformational leadership behaviors, positively influence IT personnel's intention to stay. We also found that this relationship is fully mediated by IT personnel's QWL. In addition, we found that transformational leadership behaviors positively influence IT personnel's perceptions of requisite soft skills. We discuss the implications of our findings for theory and practice.

• The Journal of Society for e-Business Studies
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• v.19 no.1
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• pp.79-93
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• 2014

IT industry that main domain is future growth engines and convergence industry is based on national development through convergence others industry. However, shortage of advanced IT workforce is not limited to the region and urban. But, Previous studies is comprehensive research on human resource development. Human resource development studies, performance analysis and policy studies, are lacking to achieve the characterization in the region. Accordingly, The need for institutional improvement are appearing for activated regional industry through advanced Human resource development and IT convergence. in this study, we propose in order to improve institutions through IT sector performance evaluation.