• International conference on construction engineering and project management
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• 2009.05a
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• pp.956-961
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• 2009

When construction engineers perform their work in the jobsite, they have to record as-built conditions in the project log (Data Collection). On the other hand, the engineers often have to refer to the construction documents when necessary at the job faces (Data Access). The practice of Data Collection and Data Access in the jobsite can be greatly enhanced by utilizing mobile computing with wireless communications. In this paper, two cases of mobile computing applications for construction field management are presented; Mobile Specifications System and Mobile Data Collection System. The demonstration of the process for developing two mobile applications is the primary purpose of the paper. The problems and issues involved with adopting mobile computing for construction field are also presented. The simple information framework for mobile computing has been also proposed as an outcome of the research. As for development tools, readily available relational database and wireless network have been used. The use of commercial mobile broadband was examined for data communication where local area network is not available.

• Asia Marketing Journal
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• v.18 no.1
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• pp.75-97
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• 2016

Globalization and the emergence of new markets has placed increased emphasis on cross-cultural sales and marketing research. Despite considerable advances in the personal selling literature, little is known about the cross-cultural transferability of key constructs. Given the degree to which well-accepted relational sales behaviors such as ASB and customer oriented selling reflect Western values such as individualism and low uncertainty avoidance, the relative efficacy of such practices in alternative cultural context is less clear. Using a Korean sample, our results confirm the beneficial direct effects of these relational selling practices upon performance. However, we also find strong workgroup interdependence diminishes the effects of ASB and that performance fully mediates the relationship between both sales behaviors and job satisfaction. In contrast to prior results, we find female salespeople and those newer to their position demonstrate stronger ASB.

• Journal of the Ergonomics Society of Korea
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• v.13 no.2
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• pp.57-63
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• 1994

This paper summarizes recent research in the use of the psychophysical method of adjustment to establish acceptable parameters for upper extremity work activities. Results from these studies show that this psychophysical approach can provide reliable guidelines based upon realistic job conditions which involve one or more risk factors for cumulative trauma. It is also shown that this method provides advantages over other psychophysical methods as well as current biomechanical and physioligical criteria.

• Korean Journal of Social Welfare
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• v.57 no.3
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• pp.73-103
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• 2005

This study takes of youth panel data(2002-2003), there is the purpose to know to youth employed's labor mobility conditions of employment status conversion and examine on factors affecting conversion of employment status. Main analysis result and policy imply, is as following. First, although youth employed's non-standard employment shows some decrease, employment youth hierarchy was construed that youth of our country is consisting very changefully because appear great turnover that is converted by unemployment or Not economically activity population same period. Specially, non-standard employment phenomenon of woman or low in scholarship person appeared notedly, and because phenomenon that is converted by unemployment or Not economically activity population is expose that is deepened, discriminating policy of government dimension is required for employment stabilization of these class. Second, show result that danger to escape to non-standard job risk trap which seeking employment activity of youth class is arranged case or company which is formed by official path is suitable becomes low, must formulate path of employment about youth class and improve qualitative level of employment through suitable job placement education of youth class or function (technology) level. Third, when was construed, but take into account that the although large enterprise have low risk in non-standard job, recently employment of youth class consists very limited, rather small scale business or smaller enterprise's competitive power preferably need to be plan. Finally, danger to non-standard job youth employed's company form is government connection wonder was expose that high, Such result can do that it is difficult by limited research period, but reflect actuality that youth unemployment policy of our country is enforced laying stress on public labor or unregular job employment such as internship system. Therefore, current youth unemployment policy may have to change by employment policy that can secure stable work record by youth class or act as bridge-building that promote conversion by full-time job.

• The Journal of Korean society of community based occupational therapy
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• v.10 no.3
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• pp.37-52
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• 2020

Objective : This study was conducted to identify occupational therapists working in public health centers, the characteristics and actual conditions of occupational therapists in the community, and use them as basic data on occupational therapists in the community as of 2020. Methods : 77 questionnaires were replied by e-mail from OTs work at nationwide health public centers. Job characteristics and status were analysed by descriptive statistics and check correlation between job satisfaction and other factors. Results : Most survey respondents were female(77.9%) and 20-30(96.1%).. Some occupational therapists worked for dementia related team(72.7%) and others worked for like visiting care, health care, and rehabilitation center etc. Rate of experiences of public health center was 1-2 years(67.5%), the most common type of contract was flexible part-time worker(61%) and work intensity(94.8%) and satisfaction of work was very high(85.7%). The highest difficulty of their job was budget administrative work(26.7%) and of non-work difficulty was inequality under contracts(27.2%). They usually participated at dementia shelter, visiting OT, group OT. Difficulty of their job was high in budget administration, dementia shelters, and visiting work treatments. Goals of treatment were high in improvement of cognitive ability and, family support. Frequency of treatment was high in improvement of cognitive therapy, family support, and evaluation. Occupational therapy targets for health centers were dementia, the general elderly, and adult brain lesions, including those for ordinary people, psychiatric disorders and children. It was found that the primary occupations for evaluation were nurses (35.7%) and occupational therapists (33.7%), and that MMSE-DS, SGDS, and SMCQ were used a lot. Conclusion : This study could identify the job characteristics and status of community OTs. We hope that this result could be basic data for building expertise and role for community OTs in changing situations like community cares.

• Journal of Korean Academy of Nursing
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• v.27 no.4
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• pp.880-891
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• 1997

The purpose of this study was (1)to undertake a survey to identify the profile of inactive nurses, who account for 42.2% of the 130,000 RN(Registered Nurses) in Korea, (2)to identify factors related to the inactivation of these nurses, (3)to identify reasons behind the high turnover rate of nurses, and (4)to delineate measures for inactive nurses to participate in professional nursing activities so as to upgrade the quality of the health care delivery system in Korea. For these purposes, this study surveyed existing literature on the turnover of nurses and, used the nominal group technique of action research, to collect ideas from hospital/nurse administrators, inactive nurses, nurses on the job, graduate students in nursing, part-time nurses, patients, and their families to formulate strategies to mobilize inactive nurses. The findings are as follows : Frist, institutional supports should be provided to mobilize inactive nurses. To be more specific : (1) A data-base needs be created at the Korean Nurses Association to link inactive nurses with jobs available. (2) Retraining programs need be established to equip inactive nurses for new jobs. (3) Comprehensive information related to employment needs should be made available. Second, a conducive environment needs to be created to draw in inactive nurses to the job market. To be more specific : (1) A system of part-time work needs to be introduced in hospitals. (2) Nurse-specialists need to be promoted. (3) Potential jobs need to be created. (4) Working environment and terms and conditions for nurses need to be improved. (5) Competent nurses need to be secured in the health care delivery system. To achieve the goals presented above, this paper presented 55 specific strategies that may help mitigate the turnover rate of nurses and, in turn, help make the Korean Nurses Association effective in implementing its policies.

• Journal of Preventive Medicine and Public Health
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• v.51 no.3
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• pp.154-162
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• 2018

Objectives: Early retirement occurs when one's job satisfaction suffers due to employment mismatch resulting from factors such as inadequate compensation. Medical doctors report high levels of job stress and burnout relative to other professionals. These levels are highest among emergency physicians (EPs), and despite general improvements in their working conditions, early retirement continues to become more common in this population. The purpose of this study was to identify the factors influencing EPs intention to retire early and to develop a probability equation for its prediction. Methods: A secondary analysis of data from the 2015 Korean Society of Emergency Physicians Survey was performed. The variables potentially influencing early retirement were organized into personal characteristics, extrinsic factors, and intrinsic factors. Logistic regression analysis was performed to identify risk factors and to develop a probability equation; these findings were then arranged in a nomogram. Results: Of the 377 survey respondents included in the analysis, 48.0% intended to retire early. Risk factors for early retirement included level of satisfaction with the specialty and its outlook, slanderous reviews, emergency room safety, health status, workload intensity, age, and hospital type. Intrinsic factors (i.e., slanderous reviews and satisfaction with the specialty and its outlook) had a stronger influence on early retirement than did extrinsic factors. Conclusions: To promote career longevity among EPs, it is vital to improve emergency room safety and workload intensity, to enhance medical professionalism through a stronger vision of emergency medicine, and to strengthen the patient-doctor relationship.

• Journal of Korea Multimedia Society
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• v.4 no.5
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• pp.377-389
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• 2001

It has a tendency to build Workflow Systems based on the web with the spread of web environment. The important function in Workflow Systems are to automatize job flow according to the predefined regulations, procedures or conditions. Hence, there needs to consider excluding passive jobs, supporting GUI and a migratory information processing for information flow. Distributed Workflow System for workflow of a distributed service system should perform transfer control and Fault-Tolerance between tasks based on process logic, and real time processing. However, the existing mail systems being used are just for transmission and it doesn't fit to automatize job flow. To solve the matter, there needs a Distributed Workflow Engine to design workflow and automatize its control. In this paper, we design a web browser with graphic interface using web mail, a browser creating a script code for a procedural performance. Also, we design a Process-engine has a Preprocessor which tolerates process scheduler for task transaction or server node's faults on distributed environment. The proposed system enhances the reliability and usability of a system reduces the cost rather than a workflow system based on database, for they execute as proxy for a server's fault or suers' absence.

• Journal of the Korea Institute of Information and Communication Engineering
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• v.14 no.9
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• pp.2113-2119
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• 2010

In this paper, the cooperative curriculum between university and company according to the 'Type of IT Business(TIB)' is proposed for an IT manpower cultivation. The cooperative curriculum is established by the core technology from the matching table between 'Type of IT Business(TIB)' and 'Class of IT Techniques(CIT)'. The company participated in the cooperative curriculum gives a guarantee of the job position to the university students who took this cooperative curriculum. For the cooperative curriculum, the agreement is needed between university and company for the establishment and its operation of UCCCC(University and Company Cooperative Curriculum Council) after an exchange of the Memorandum of Understanding(MOU) including the supply-demand of IT manpower, the core technology, and the job conditions. The cooperative curriculum will be useful for employments of small and medium sized companies.

• Korean Journal of Childcare and Education
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• v.9 no.2
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• pp.97-115
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• 2013

The present study examined the relationships between work related flow (i.e., absorption, work enjoyment, and intrinsic work motivation) and role conflict causes (i.e., teacher's belief, teaching and interaction with young children, comradeship, relationships with parents, workload, supervision, and social awareness of the job). A canonical correlation analysis was performed on the data from a sample of 154 childcare teachers. The results are as follows (1) there was a reciprocal-causal relationship between teachers' role conflict causes and their work-related flow; (2) canonical function 1 showed that absorption and work enjoyment are strongly associated to a teacher's belief and supervision of conflict causes; and (3) canonical function 2 showed that intrinsic motivation has a relatively strong relationship with workload and supervision of conflict causes. It can be concluded that it is important for childcare teachers to have sufficient job resources to promote their flow at work. Further research is needed for investigation of teacher's flow at various conditions of work.