• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.5
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• pp.193-203
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• 2014

This study was to highlight the importance of elements of flower fair to organizer who organize flower fair in local community, to increase of participancy in flower fair exhibition with informing experience element and finally to increase incomes of flower farmhouse. To investigate degrees of interest of visitors on experience marketing of exhibition factors in flower fair, survey was conducted for 278 target audiences and data was analyzed to find the effect of experience marketing of exhibition factors in flower fair on the interest of purchasing. To population statistics, female took majority, 61.9% in sex, twenties, 34.5% in ages, married, 50.7% in marriage and students, 36.7% in job. University graduation occupied 58.3% in education, one million something, 48.6% in average income, seoul showed 38.1% in resident cities and 1st time visit was 79.9% in flower fair visit. For statistical categories, technology statistics analysis and reliability analysis were conducted. To check validity, factor analysis was conducted, and to see interrelationship of factors, using regression analysis, fluence among factors was analyzed. Results showed that exhibition environment of flower fair was effected by cultural elements, exhibition quality and exhibition service were effected by event and cultural element, exhibition marketing was effected by cultural and image element and purchasing interest was effected by image element.

• Korea Journal of Hospital Management
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• v.19 no.3
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• pp.29-42
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• 2014

This study included empirical methods of study such as surveys and interviews with military hospital administrators from 14 military hospitals across the country. The results of the study is described below. First, results by demographic characteristics show that higher level of organizational commitment was found in males than females and in singles than married couples. Also, by organizational units, major units of military hospitals showed higher level of organizational commitment as well as job satisfaction. Second, Fair compensation had positive(+) effects on the study participants' job satisfaction and organizational commitment as the research hypothesized. Compensation included monetary and social benefits for the work performed. A transparent compensation system to reward members that performed the best for the department and the corps with appropriate amounts must be in place. Third, the organization culture of being considerate had positive(+) effects on job satisfaction and organizational commitment while the culture of giving commands had negative(-) effects. Fourth, Conflict factors had negative(-) effects on job satisfaction with no direct effect on organizational commitment. Any organization must take measures when adverse effects of conflicts surface. As shown by the analysis results, conflict factors bring negative results to job satisfaction and organizational commitments. Department managers should utilize the proper function of conflicts as an accelerator in organization operation.

• Journal of Digital Convergence
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• v.13 no.2
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• pp.205-213
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• 2015

This study is a survey and research attempted to seek the ways of effective human resource management and improving the quality of nursing - targeting the nurses working for the general hospitals - by analyzing the impact of job satisfaction and job stress factors on exhaustion and turnover intentions, so as to find the nurses' turnover factors and remove those factors in advance. Although we cannot raise job satisfaction to the level we are satisfied by monetary compensation, i.e. salary alone, but as seen in this study, it is worth considering such ways as the subjects with high salaries showed relatively higher job satisfaction. Finally, in order to prevent the turnover of the competent nursing staff at an early stage, active systematic supplements and efforts are required; it is also necessary to provide constant job training, by taking into account of the specificity of nursing units and to secure and place adequate nursing staff, and to establish fair and objective promotion criteria.

• Journal of the Korean Society of Safety
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• v.29 no.4
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• pp.147-152
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• 2014

The purpose of this study, the overall occupational safety and health status and identify the characteristics of the workers engaged in the field of quick services, substitute driving services, home delivery, caregiver, film and television arts, to take appropriate measures to prevent industrial accidents, profession and working environment, safety recognition and education, and safety activities, accident experience and job stress survey. Survey using a structured questionnaire, 846 people directly interview research. Safety consciousness level of himself or herself was "fair level" of 3.19 points and those of colleagues and the general public were evaluated to be low as 2.84 points and 2.54 points, respectively. During the last 12 months, 21.3% of total workers in 5 job categories have received an industrial safety health education for job-related accident or disease and 87.6% of workers engaged in caregiver have received an industrial safety health education for job-related accident or disease. The proportions for delivery worker, substitute driving service and quick service/cultural art were 26.4%, 12.1% and below 10%, respectively. Frequency of having received an education was 5.7 days on average and education hour was 9.2. Regarding cases of having experienced job-related accident or having been exposed to job-related disease over the past 1 year, 17.0% of total respondents have experienced accident and 21.3% have experienced job-related disease. Preventive education for occupational safety is required to be expanded and strengthened. Except caregiver, the proportion of having received an information and education for safety rules and hazardous factors. Safety education is urgently required in order to prevent and reduce accident. Safety and health guideline is required to be developed and disseminated in order to prevent accident in advance.

• Journal of Korean society of Dental Hygiene
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• v.7 no.2
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• pp.153-166
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• 2007

The job of dental hygienists is specialized, and they have to be capable of performing their primary duties including prevention of oral diseases, oral prophylaxis, and oral health education. To ensure their successful job performance, dentists should have an accurate understanding of their duties and need a change of mind-set about them. And there should be written legal and concrete regulations on the coverage of their work in order to let them boost their job performance with pride and a sense of responsibility. The purpose of this study was to examine the actual roles and job performance of dental hygienists in clinical field in an attempt to discuss the substantial job performance of dental hygienists and their job enlargement. It's basically meant to help enhance the efficiency and quality of medical services. The subjects in this study were 471 dental hygienists in dental clinics, dental hospitals, university hospitals and general hospitals across the nation, on whom a survey was conducted in person from March 2 to 25, 2005. The collected data were analyzed with SPSS Win 12.0 program, and the findings of the study were as follows: 1. The major jobs they currently performed included oral health education, hospital management, simple duties, extensive dental hygiene duties and joint treatment assistance. They hoped to continue to be responsible for oral health education, preventive treatment and extensive dental hygiene duties. 2. As for their current job by age, extensive dental hygiene duties, preventive treatment, joint treatment assistance, preserving treatment, prosthetic treatment and pediatric treatment were most conducted by the dental hygienists who were at the age of 26 to less than 31, and those who were at the age of 31 and up were most responsible for hospital management and simple duties. 3. As to job awareness by workplace, their workload was statistically significantly different according to their workplace. The hospital employees took care of more work than those in clinics. 4. Concerning job awareness by age, the younger dental hygienists suffered more role conflicts and were given a less free hand in work handling, the middle-aged group's job was uncertain. Legal regulations about the coverage of their work should be prepared in detail as a measure to stir up their responsible job performance and pride. In order to take advantage of experienced dental hygienists, their duties should be more differentiated and specialized, and their working conditions should be improved to boost their job satisfaction. That is, they should be given ample chances for promotion and serving as a middle manager and be given fair treatment according to their career. If their work is accurately darified and specialized based on career, it will boost the efficiency of dental treatment. Dental hygienists also should direct sustained efforts into self-development in order to become a skilled and professional oral health personnel.

• Journal of Convergence for Information Technology
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• v.10 no.9
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• pp.237-243
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• 2020

This study examines the inequality of female golf leaders in recruitment and promotion and investigates alternatives to overcome them. It consisted of in-depth interviews and observations of the participants of this researcher by 9 female golf instructors who were employed in the driving range and had more than 10 years of teaching experience. Area analysis and classification analysis were used, and expert consultation, triangulation verification, and reconfirmation with participants were performed. The results first, Female golf leaders were unable to compete equally in the network of male golf leaders who advanced first. Second, female golf leaders were faithful to the role theory of women who have been educated in Confucian culture in Korean society. Third, to overcome the gender inequality reality, education was selected and self-esteem was raised through education. Fourth, fair opportunities should be given through job postings and job standardization. Lastly, it was confirmed that the proportion of athletes soon leads to the proportion of leaders, and that the number of leaders becomes a condition for equality.

• Journal of the Korean Home Economics Association
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• v.18 no.2
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• pp.63-68
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• 1980

In a rapidly changing Korean society, the role of home economics in ideological education and practical professionalism is faced to be reset. In this article the author reviews home economics and career opportunities. the following issues were discussed in detail : 1. Home Economics and Occupation ; a) As professionals in the field of home economics, job applicants must carry their message in person to potential employers. Employers must be taught that persons with home economics degrees have the capabilities and qualifications to fill a variety of positions. b) In may of 1977, Vocational Education Coalition was established by American Home economics association (AHEA), American Vocational Association, and Home Economics Education association This coalition defined the vocational education as occupation of homemaking and paid employment in home economics occupations for women and men. 2. Home Economics in business: Twelve percent of the total membership of the AHEA is affiliated with the home economics in business section. A professional management consultant, Dr. strain's viewpoint and corning Glass Work's case about business value in the home economics were summarized; a) Why a business employs a home economist. b) Why a business does not employ a home economist. c) Enhancing the home economist's value. d) Home economist's roles in corning Glass works. 3. Creating a Career: a) Mrs. Maineri's story. b) Family financial counselors. c) Home economist and displaced homemaker. d) Job opportunities in international services. Since the role of home economics in Korea has had little perception in professionalism, the following issues require immediate and serious attention to enhance career opportunities for home economists: Employers and government's recognition of home economist's value, Home economist's attitude to enhance their value, Fair employment and sex discrimination, Curricula adjustment, and Support from women's organization for employment opportunities, fair treatment, top jobs, etc.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.12 no.1
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• pp.287-307
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• 2018

There are two targets to schedule parallel jobs in the Cloud: (1) scheduling the jobs as many as possible, and (2) reducing the average execution time of the jobs. Most of previous work mainly focuses on the computing speed of resources without considering other attributes, such as bandwidth, memory and so on. Especially, past work does not consider the supply-demand condition from those attributes. Resources have different attributes, considering those attributes together makes the scheduling problem more difficult. This is the problem that we try to solve in this paper. First of all, we propose a new parallel job scheduling method based on a classification method of resources from different attributes, and then a scheduling method-CPLMT (Cloud parallel scheduling based on the lists of multiple attributes) is proposed for the parallel tasks. The classification method categories resources into different kinds according to the number of resources that satisfy the job from different attributes of the resource, such as the speed of the resource, memory and so on. Different kinds have different priorities in the scheduling. For the job that belongs to the same kinds, we propose CPLMT to schedule those jobs. Comparisons between our method, FIFO (First in first out), ASJS (Adaptive Scoring Job Scheduling), Fair and CMMS (Cloud-Minmin) are executed under different environments. The simulation results show that our proposed CPLMT not only reduces the number of unfinished jobs, but also reduces the average execution time.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.32 no.3
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• pp.285-304
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• 2021

The study has a purpose of understanding the factors that affect the oranizational commitment of the employees working in the libraries for visually impaired. To do this, the study chose personal background, emotional labor, role, job characteristics, organizational culture and organizational justice and attempted to find out how these factors affect the oranizational commitment. As a research method, mixed study method was used where quantitative analysis was complemented by qualitative analysis. For quantitative analysis, statistical analysis was conducted using the retrieved questionnaires. For qualitative analysis, the researcher had a one-on-one talk with the experts and employees who want to participate using an interview note was recomposed based on the survey responses. In the study results, emotional labor, job characteristics, organizational culture and organizational justice was proven to have influence on job engagement. To improve the job engagement, autonomy should be guaranteed by minimizing the organizational intervention to the assigned works and expanding the discretionary power. Furthermore, intensive management of the employees' emotional labor and fair process regarding the work performance is highly important.

• The Journal of the Korea Contents Association
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• v.14 no.10
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• pp.639-648
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• 2014

As provider-centered medical environment has changed into consumer-centered, this study intends to improve the efficiency of management by motivation to administrative staffs and improvement in job satisfaction. The purpose of this study is to analyze the factors that influence job satisfaction among administrative staffs in a metropolitan university hospitals. Survey of 305 people in total were used in the data analysis. AMOS 21 Ver. was used to perform Structural model(SEM) equation. First, the validation results showed the follow results $X^2=206.776$, df=77, Q=2.685, P<.001, GFI=.915, TLI=.927, CFI=.946, RMSEA=.074, which supported this research's significance. Second, compensation and working conditions positively affected motivation. Third, motivation positively influenced job satisfaction. Fourth, communication positively influenced job satisfaction. Fifth, after adjusting the mediating effect, in the relationship between compensation and job satisfaction, it was proved that motivation was a complete mediator. Incase of the relationship between the working conditions and job satisfaction, motivation acted as a partial mediator. Fair and reasonable compensation and employment stability, benefits and other working conditions, better internal and external communication between the organization are to increase job satisfaction. To do this, an administrator needs to have attention and will, and a variety of education and training programs need to be developed. The purpose of this study is to provide basic grounds for future policies related to increasing administrative staffs' job satisfaction.