• The Korean Journal of Franchise Management
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• v.11 no.3
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• pp.27-41
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• 2020

Purpose: This study was conducted for purpose to derive a model of the founding competency of undergraduate students preparing for job creation. We want to support undergraduate students who are preparing to start a job creation so that they can successfully start a job creation. In Korea, research on entrepreneurship competency has been actively conducted for a variety of subjects including undergraduate students, but research on job creation competency is insufficient. To this end, we intend to contribute to the success of undergraduate students preparing for job creation by deriving a job competency model. Research design, data, and methodology: In order to derive job creation competency, interviews were conducted with best practices in the job creation activity process, and the job creation competency was derived using Spencer and Spencer's competency model development process and competency dictionary. Result: The derived competencies were further supplemented through the verification of job creation experts and HRD experts, and a total of 3 competency groups, 13 competences, and 44 specific actions were derived. The derived job creation competency model is significant in that it is an initial study that attempts to develop job creation competency, that it can be a reference point for developing curriculum for undergraduate students preparing for job creation, and that they have developed a competency model in the new field of job creation. However, despite this significance, there are some limitations. First, the derived competency model did not perform validity verification using quantitative research. Second, the difference analysis between the excellent group and the average group was not conducted. Third, the level of behaviors could not be staged. Lastly, it was not possible to compare it with the competency of franchisor and job creation for undergraduate student competency. Therefore, it is necessary to upgrade the job creation competency model by conducting follow-up studies. The following is suggested as a follow-up study. First, verification of the validity of job creation competency, and second, a comparative study of excellent cases and average group. Third, a study on the level of action level of job creation competency. Lastly, it is a comparative study of job creation competency and the competency of franchise affiliates.

• Journal of Digital Convergence
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• v.13 no.3
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• pp.55-63
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• 2015

South Korean Government confirmed the creation of competency-centered society as a key national issue and announced development and utilization plan of NCS(National Competency Standards) On May 21, 2013. As a part of the government's plans, they had been developed NCS about 833 jobs by 2014. But Big Data related job, as an emerging job, cannot be seen as a reliable form of job yet. As, at the major industrialized countries and the domestic, education and job competency models of knowledge and skills to take advantage of various types of Big Data have coming, it is a situation that is certainly not settled and more or less in confusion. In this study, for the purpose to present the Big Data Competency reference model for companies and organizations to effectively leverage Big Data, we have presented this reference model and summarized competency elements units such as 20 knowledges and 15 skills of Big Data competency.

• The Journal of the Korea Contents Association
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• v.16 no.12
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• pp.383-398
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• 2016

The objective of this research is to depict examples of how a company could derive the skillset areas with the highest priority when analyzing the skill set requirements of human resources, based on the skillset requirements that are unique to each work site. For this purpose, a survey was conducted for each of the job categories for new employee in A company. The analysis results showed that in 32 out of the 34 areas, the gaps between the current levels and the expected levels were statistically significant. For employees of company A, the following 7 areas were determined to be the key job competencies with the highest priority: document creation skills, diagram creation skills, thinking skills, problem solving skills, time management skills, technology comprehension ability, and task comprehension skills. The required job competencies with the highest priority were found to be different for each job category. As a result of this research, the priority rankings of skillset requirements for each job category in company A could be determined, along with the implications for HRD/HRM and other companies.

• Korean Journal of Construction Engineering and Management
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• v.14 no.5
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• pp.26-34
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• 2013

Recently, many companies recognize the individual human resource as a core asset of the corporate value creation and devote a lot of effort to develop and manage competency-based human resource in order to strengthen the corporate competitiveness. As the integrated construction company taking the major portion in Korean construction industry, its construction engineers perform the construction supervision task with various related parties at each stage of the life cycle of the construction project. Therefore, the competency of a construction engineer is an important factor which have a direct impact on the success of the construction project. However, the current capability evaluation scheme of the domestic construction engineers is mainly oriented on the qualification factors such as the certificates or the seniority and this is quite different from evaluating the actual ability for construction management tasks. In this point of view, this study proposes the appropriate level of proficiency in cost management by analyzing the work process and its detailed items of the cost management that is the one of the basic management items of the construction industry. Based on this, this study analyzes the current competency level of the construction engineer by comparing with the required competency of each job position and also performs the engineer's work competency analysis of each work step.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.241-263
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• 2023

Recently, the aging of SME managers has emerged as a major issue in business succession. The smooth succession of small and medium-sized enterprises (SMEs), which are the industrial base of Korea, is becoming an important issue for enhancing the vitality of the national economy, such as job creation, beyond mere discussion of inheritance. At this point, this study conducted an empirical analysis on the factors affecting corporate succession intention. As independent variables, corporate Capability consisting of employee competency, marketing competency, and digital competency, human factors such as managers, successors, and third-party stakeholders, and institutional factors such as legislation, taxation, and trust were set. In addition, the effect of adjusting the sales scale was verified. To this end, a survey was conducted targeting representatives who are currently running small and medium-sized enterprises (SMEs). The total number of valid questionnaires was 315. Based on this, an empirical analysis was conducted using the hierarchical regression method. The results of the empirical analysis are as follows. First, marketing competency and digital competency, managerial competency and successor competency, taxation and trust had a significant positive (+) effect on corporate succession intention. However, a significant influence relationship between the third stakeholder, employee competency, and corporate succession intention was not tested. Among the factors that have a significant impact, the size of the influence was in the order of taxation, successor competency, executive competency, trust, marketing competency, and digital competency. Second, the size of sales was found to moderate the relationship between the variables that had a significant effect on corporate succession intention, that is, management competency, successor competency, marketing competency, digital competency, taxation and trust, and corporate succession intention. Based on these research results, academic, practical, and institutional implications for smooth business succession are presented.

• Korean Journal of Occupational Health Nursing
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• v.27 no.1
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• pp.36-47
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• 2018

Purpose: This study aimed to examine the effects of interpersonal relationship ability, job stress, and stress coping type on the turnover intention of nurses in the early stage of their careers. Methods: Data were collected from 136 early stage nurses from two general hospitals and one tertiary hospital in Chungbuk province. An early stage nurse was defined as the nurse with a work experience of 3 to 36 months. The collected data were analyzed using independent t-test, one-way ANOVA, Mann-Whitney U test, Person's correlation coefficient, and stepwise multiple regression. Results: It was seen that turnover intention had a negative correlation with interpersonal competency (r=-.20, p=.020) and a positive correlation with job stress (r=.56, p<.001). Job stress due to work over load, inadequate compensation and working environment, interpersonal relationship ability, and length of clinical career were significant factors influencing turnover intention (p<.05). These variables explained for 50.4% of the variance in turnover intention. Conclusion: It is necessary to develop an interpersonal relationship ability improvement program to decrease turnover intention among early stage nurses by helping them to successfully adapt to their job. Moreover, it is important to bring about continuous improvements in terms of provision of adequate workload and appropriate rewards, and creation of a suitable work environment to reduce the job stress of early stage nurses.

• Journal of Digital Contents Society
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• v.19 no.3
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• pp.595-603
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• 2018

Recently, the government has been interested in the creative economy in order to create new added value through industries and cultures, jobs, and growth engines for talented people who have creative ideas. The government emphasized technology commercialization as a core task for the realization of the creative economy in the '5th Technology Transfer and Commercialization Promotion Plan' based on the 'Technology Transfer and Commercialization Promotion Act' in order to ensure that the technologies developed through R&D projects lead to new industries and job creation. It is necessary to study what kind of variables are influenced by specific variables in the utilization and process of the developed technology to lead the results as the proportion of national R&D budget is increasing and it is linked to the achievement of R&D purpose. Therefore, an empirical study was conducted to measure factors affecting performance for practitioners who evaluate the performance of SME technology development projects. As a result, Readiness, Technological Performance and Competency Assessment effect Performance Assessment positively.

• Journal of Practical Engineering Education
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• v.12 no.1
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• pp.61-72
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• 2020

Entrepreneurship works as a driving force in socio-economic innovation, the leading role in job creation and economic development. As the importance of entrepreneurship is increased, research on entrepreneurship training methods based on the capability model is vitalized in order to effectively develop entrepreneurship in the EU and OECD. In Korea, however, the research on entrepreneurship capability is nearly not proceeding while the outcome of entrepreneurship training is insufficient. The research, therefore, invented the entrepreneurship training model at K university after analyzing cases of entrepreneurship training from inside and outside of the country followed up through the theoretical consideration of entrepreneurship capability and collecting suggestions from experts. The training model rejects the existing economics-based theory education, focuses on the development of entrepreneurship capability, and suggests an educational process considering students' developing stage of entrepreneurship capabilities.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.5
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• pp.245-259
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• 2020

The development of technology and the advent of a non-face-to-face society are expected to have a direct impact on job problems. In line with this phenomenon, the government and education and training institutions are coping with job problems through the start-up support policy while at the same time inducing the creation of innovative companies. In particular, youth start-up support can be expected not only to compensate for market failures, but also to promote high-growth start-ups. Based on this background of research, this study examined the competency of young entrepreneurs to start their own businesses, their entrepreneurial self-efficacy, and their impact on success and satisfaction of start-ups. Based on the theoretical research, the research theory and research model were derived by setting entrepreneurial self-efficacy as a mediating variable after reviewing the relation between the main elements of start-up competency of young start-up entrepreneurs and start-up performance. The Youth Entrepreneurship Competency was divided into four categories: Entrepreneurial Competencies, Technical Competencies, Management Competencies, and Creative Competencies, and the hypothesis was that each had a significant impact on the start-up performance through the mediating effect of entrepreneurial self-efficacy. A survey was conducted on young entrepreneurs in their 20s and 30s in Korea for empirical research, and the analysis results were as follows. First of all, the competency of young entrepreneurs to start their own businesses affects the success of start-ups and the satisfaction of start-ups. There are differences in the competencies, and both technical and management competencies can be seen through the entrepreneurial self-efficacy to enhance the success of start-ups and the satisfaction of start-ups. Entrepreneurial competency was fully mediated to start-up success and partially mediated to start-up satisfaction. In the case of creative competency, there were only direct effects on successful start-ups, and the satisfaction of start-ups showed partial mediating effects. Thus, seven of the eight detailed hypotheses were supported and one was rejected. Based on the above findings, the implications were presented.

• Journal of Korea Multimedia Society
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• v.23 no.3
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• pp.499-507
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• 2020

This paper is one of the types of 'sharing economy', a social economic model that borrows and shares things, spaces, and services from the development of the 4th Industrial Revolution. Through sharing of empty space and time in the city, I would like to suggest a way to reduce the closure of small business owners in order to create jobs, which is one of urban problems in the community. We also build a platform that utilizes the free time and space of buildings through space sharing, one of the types of sharing economy, and provides education programs for start-up education, promotion, marketing, and consulting by matching small business owners with building owners. Therefore, in this paper, by sharing the space and time, the landlord and the small business can share the profits of the small business by reducing the business owner's closure and the job creation plan. Coaching urban regeneration was proposed.