• Journal of Family Resource Management and Policy Review
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• v.13 no.1
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• pp.23-39
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• 2009

This study was an attempt to examine the basic scheme required for the job analysis of healthy family-center workers in the context of human resource management. For this purpose, factors including frequency, importance, priority, and difficulty were examined. The job classification and concrete job activities were extracted from the interviews of eight healthy family-center workers, and these factors were then analyzed from the recordings. From the results of this study, 28 job tasks were collected and the four job types were classified. The results can be used for job analysis and human resource development (HRD). This study suggests that various methods should be used for job analysis and that a large number of samples should be utilized for the further studies.

• Journal of Distribution Science
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• v.17 no.9
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• pp.83-92
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• 2019

Purpose - This research is to verify job fitness, empowerment, and recognition of career development support having the influence on formation of occupational identity in Korean food franchise distribution company. Research design, data, and methodology - Total 600 copies have been distributed and 394 copies have been collected, the covariance structure analysis has been implemented to verify the presented research hypothesis. Results - Demand fit and competency fit being the lower level of job fitness appeared not to have significant influence on occupational identity, and also these do not have the significant influence on the empowerment. Even though formal career development support being lower level of career development recognition appeared to have significant influence on empowerment, nonformal career development support appeared not to have significant influence on empowerment. Formal career development support and nonformal career development support appeared to have significant influence on occupational identity. Finally, empowerment appeared to have significant influence on occupational identity. Conclusions - It is implied that the psychological and subjective success felt in employee's career course may be improved by the job related job fitness, the initiative being individual characteristic and formal and formless career development support being organizational characteristic.

• Journal of Agricultural Extension & Community Development
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• v.23 no.4
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• pp.471-481
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• 2016

The purposes of this study were to analyze the long-term trends for the outlook for job development in the forestry sector and to identify supply and demand on job markets. Due to the results of the studies of the forest area would be focused on area of forest therapy and guide, forest biomass research, researcher on prevention & control of forest pests, technician for forest protection, expert in forest disaster prevention, investigating of overseas tree species, and similarly the qualification items should be given more in trees and or bio-energy producer, forest saver and preventer, forest therapist and guide, tree pesticide doctor, forestry job regulator, etc. The main implication of the study result is that the reason of climate changes, environment pollutions and green-energy productivity would push the conditions of job market trend in forest workforce area.

• The Journal of Korean Physical Therapy
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• v.31 no.4
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• pp.254-259
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• 2019

Purpose: This study examined the interactions between the job strain and social support in the workplace on the development of workrelated neck pain in office workers. Methods: The participants included 62 office workers without neck pain over the last twelve months. A battery of measures evaluating the potential workplace risk factors in office settings were conducted at the baseline, and at the 12 month incidence of work-related neck pain was reported via monthly questionnaires. Survival analysis evaluated the interaction effect between job strain and social support on the development of work-related neck pain. Results: The incidence of work-related neck pain was 1.91 (95% CI: 1.06 - 3.45) per 100 person months. The interaction effect between job strain and social support found that job strain may increase the risk of developing new work-related neck pain when lower social support existed in the workplace. On the other hand, the adverse effects of job strain on the development of neck pain were not significant when workers had higher social support from their colleagues and supervisors. Conclusion: An investigation of the moderating effects of risk factors on neck pain might reveal the unexplained relationship between the risk factors for the development of neck pain in office workers. Therefore, the interest in prevention plans and treatments should involve a comprehensive understanding of the risk factors at workplace.

• International Journal of Knowledge Content Development & Technology
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• v.7 no.1
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• pp.79-100
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• 2017

The purpose of this study is to investigate awareness of librarian's job prospects, and to do this a survey was conducted with 502 college students in 14 Departments of Library and Information Science around Korea and 753 librarians in libraries and related agencies. The study results are as follows. First, satisfaction with educational curriculum was higher in students than librarians. Second, both students and librarians regarded workplace based practical training as employment requirements and also evaluated certifications and academic performance as important requirements. Third, both groups asked that information on employment rates be available in a timely manner, and perceived that the librarian's job prospects were not bright. Therefore, in order to improve employment of librarians, it will be necessary to establish a job information system, reorganize the current educational curriculum into a practice-oriented curriculum, and introduce the national curriculum statements (NCS)-based curriculum.

• Asia-Pacific Journal of Business
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• v.14 no.1
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• pp.427-437
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• 2023

Purpose - The purpose of this research is to examine the impact of job satisfaction related attributes on the level of life satisfaction of individuals with disabilities. Job satisfaction related elements consist of wage level, job stability, working condition, career development, and communication. Design/methodology/approach - For the data collection, this research made use of The Korean Panel Survey of Employment for people with disabilities, with the study period consisting of 2016-2018, and the number of observations measuring 4405. For the data analysis, the ordinary least square, fixed effect, and random effect regression models were used. Findings - The results indicate that the life satisfaction of people with disabilities is positively influenced by wage satisfaction, job stability satisfaction, working condition satisfaction, career development satisfaction, and communication satisfaction. Research implications or Originality - This study informs policy makers for the design of welfare for people with disability, specifically related to their labor conditions.

• International Journal of Internet, Broadcasting and Communication
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• v.13 no.1
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• pp.123-133
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• 2021

We study confirmed the factors influencing the organizational culture(collective culture, development culture, rational culture, hierarchical culture) perceived by members of the organization and the manager's authentic leadership(self-awareness, balanced information processing, relational transparency, internalized moral perspective) on job crafting. In addition, the relationship between organizational culture and authentic leadership was empirically analyzed. In order to verify the hypothesis of the research model, the survey results of 269 parts were verified as follows using the statistical program of SPSS 24.0. First, the organizational cultures perceived by members of the organization, development culture and rational culture, showed positive (+) influence on job crafting. In other words, Hypothesis 1 established by the research model was partially adopted. Second, the group culture, development culture, and rational culture of organizational culture were statistically significant in the relationship between the hypothesis 2 organizational culture and authentic leadership. In other words, Hypothesis 2 was partially adopted. Third, the three hypotheses of authentic leadership (self-awareness, balanced information processing, relational transparency, and an internalized moral perspective) all showed positive (+) effects on job crafting. As a result of this study, it was possible to confirm the importance of the organizational culture that improves the job-crafting of the members of the organization and the strategic activation plan for authentic leadership. Therefore, the necessity of strategic human resource development for the development and application of programs to revitalize organizational culture and improve the manager's authentic leadership has emerged.

• Journal of Information Technology Applications and Management
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• v.21 no.1
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• pp.107-136
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• 2014

This study aims to suggest research implications that may contribute to preventing turnover of personnel in small and medium sized software companies. A research model is developed based on the Bergiel, et al. (2009) and Woo and Hwang (2010). This model describes how human resource management (HRM) practices (compensation, recognition, job autonomy, technical capability development, work-life conflict) affect turnover intention, through the mediating effects of job satisfaction and job embeddedness. 177 questionnaires are collected and analyzed. Validity and reliability of measures, and appropriateness of the structural model are verified. Results of the hypotheses testing are somewhat different from the expected ones: Only compensation and technical capability development are significant, but the remaining variables are not significant in affecting job satisfaction and job embeddedness. As for turnover intention, job embeddedness and job satisfaction are proved to be significant predictors. From the analyses of data, subsequent interview with several respondents and additional data analyses, more research implications are derived. The study has a limitation of not including more diverse variables that might affect job embeddedness and job satisfaction of so called road warriors.

• 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.

• The Korean Journal of Health Service Management
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• v.6 no.4
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• pp.121-130
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• 2012

This study had collected 171 dental hygienists working in Busan and Ulsan, in order to investigate coaching behavior, job satisfaction and job performance of dental hygienists and find relationship between these. A survey was conducted from July 10 through August 20, 2012, by using structured, self-administered questionnaires. The collected data were analyzed with SPSS 12.0 program. The obtained results were as follows; 1. The mean of dental manager's coaching behavior was 3.35 out of 5. In terms of sub-domain, accountability(3.36) is the highest, followed by relationship(3.32), and development(3.20). 2. In multiple regression analysis, development factor is most influential factor of job satisfaction, followed by relationship, accountability. 3. The job performance was under the greatest influence of the patient relationship, followed by freedom factor.