• The Journal of the Korea Contents Association
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• v.10 no.1
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• pp.457-467
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• 2010

The purpose of this study is to develop New-IT internship and to search for the way to reduce quality mismatch and unemployment ratio and to ultimately enhance its effectiveness of university-industry collaboration(UIC) in the field of information technology in Korea. To achieve the goal of this study, we tried to come up with more job creation than educational UIC. The survey(based on CIPP model) based on the reaction of companies and interns participating in IT internship program promoted by MKE(Ministry of Knowledge and Economy) shows that intern experience helped them to get jobs and longer intern period gave them to find job more easily. This program is designed to focus on intern matching between students' major and their intern jobs, and requires new employees' level of job quality. They(56%) preferred to hire local college students majoring in special technology area related to regional innovation industry cluster. It also found that intern companies(87%) wanted to participate in this program again and hired intern students(61%) as showing the possible connection of internship and employment. IT Internship program affected students(68.3%) good images about small and medium enterprises(SME) after finishing internship.

• Journal of Digital Convergence
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• v.19 no.6
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• pp.175-184
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• 2021

The purpose of this study is to investigate the effect of the strategic role of the human resources department in the manufacturing industry on organizational effectiveness through education and training satisfaction. Among the data from the 7th human capital company panel survey, data from the manufacturing industry were used and analyzed through a structural equation model. The results of this study are as follows: First, the strategic role of the HR department has a positive effect on satisfaction with education and training. Second, satisfaction with education and training and the strategic role of HR departments have a positive effect on job satisfaction among organizational effectiveness. Third, it was confirmed that education and training satisfaction has a mediating effect on the relationship between the HR department's strategic role and job satisfaction. The results of this study are expected to become the basis for expanding the authority and responsibilities of the HR department, which is an important factor in overcoming the crisis faced by SMEs as well as innovation, and redefining their role.

• Korean Journal of Occupational Health Nursing
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• v.20 no.1
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• pp.1-13
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• 2011

Purpose: This study was conducted to compare the characteristics of organizational structure and occupational satisfaction among nurses in general hospital and small to medium-sized hospital and to investigate the affecting factors on their occupational satisfaction. Methods: The study was based on the cross-sectional descriptive survey. A self-report questionnaire was used to collect data from 343 nurses between June and July, 2010. Data were analyzed by ${\chi}^2$-test, t-test, ANOVA, Scheffe's test, Pearson's correlation coefficient, and multiple regression using the SPSS/WIN 14.0 program. Results: Hierarchical structure was dominant in general hospital whereas relationship was highly valued in small to medium-sized hospital. Occupational satisfaction was positively correlated with work environment built on relationship, innovation and tasks. Factors significantly influencing on occupational satisfaction in general hospital included innovative work environment, nurses' income and their health status ($R^2$=40.3%). For the small to medium-sized hospital, they included innovative work environment, satisfaction in life, tasks and professionalism ($R^2$=40.4%). Conclusion: Organizational structure, especially innovative work environment and relationship-oriented attitude had a significant influence on nurses' occupational satisfaction. Therefore, nursing administrators have to develop and consider organizational structure to improve occupational satisfaction.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.6
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• pp.399-407
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• 2020

The paper examines social entrepreneurial intention through outcome expectations. The proposed model incorporates outcome expectations from social cognitive career theory and theory of planned behaviors. The study also introduces a scale for outcome expectations in social entrepreneurship, including solving social problems, innovation, family tradition of social involvement, meaning in life, prestige and social recognition, competitive and favorite job and wealth. A survey of 279 students was conducted through face-to-face structured interviews. The confirm factor analysis and technique of structural equation modeling were used to explore relationships among latent constructs. Research results show that the outcomes impact only through three determinants of theory of planned behavior and do not have significant impact to social entrepreneurial intention. It suggests that outcome expectations may be a flexible factor. Individual outcome expectations can shift to motivations when facing favorable conditions such as family support, government support, etc. The findings suggest that the ability to predict social entrepreneurial intention of attitude toward behavior, subjective norms, and perceived behavioral control. The proposed model in this study contributes importantly to the emerging literature on entrepreneurial intention, particularly to social entrepreneurial intention. This study is also the first quantitative study to measure the impact of outcome expectations on social entrepreneurial intention.

• International Journal of Quality Innovation
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• v.5 no.2
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• pp.79-88
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• 2004

The purpose of this study was to analyze the prevalence of self-reported musculoskeletal symptoms among the three Taiwan's traditional industries as lathe, electronics and food by the Nordic Musculoskeletal Questionnaire (NMQ). Moreover, the study was also to make a comparison among the aforesaid industries for revealing their differences. The result of the questionnaire indicated that the symptoms appeared on the three industries were all originated from four parts as neck, shoulders, elbows, and wrists/hands. More than 68% of the interviewers thought that their symptoms might be related to their work. However, the rate of harmful influence resulted from life or job was over 50%. As to the respect of the interviewers' attitude in treating their symptoms, more than 80% of them neglected or just treated the symptoms by massaging or cold/hot compressing and resting. From the questionnaire, the proportion of symptoms discussed in each item indicated that the distribution, in perceiving symptom, of interviewers were not quite identical; however the Chi-square test discovered majority did not reach 0.05 levels, hence the difference among industries were not significant.

• Journal of Engineering Education Research
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• v.16 no.6
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• pp.19-28
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• 2013

The objective of this study is to investigate the gender differences in employment and career development paths of engineering graduates. 16 male and 16 female engineering H University alumni who graduated within last 6 years were interviewed. The interviews were recorded and transcribed, then analyzed by the Colaizzi method, a phenomenological qualitative data analysis method. The interview questions focused on three stages: selection and retention of one's major, employment preparation, and career development after employment. The gender differences pertaining to success factors, barriers, and psychological characteristics at each stage were identified. Interviewees were examined for general disposition during early career development and job-related characteristics. For women, strengths and weaknesses at work were also examined. Based on the results of this study, programs for successful employment and career development were suggested for H University, which can also be applied to other engineering institutions.

• Knowledge Management Research
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• v.18 no.4
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• pp.31-62
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• 2017

It found that employee silence negatively impacts both organizations and their employees as shown in findings from many studies and recently there has been a growing interest in it. Silence is described as intentionally withholding job-related ideas, information, concerns, and opinions. Employee silence may decrease organizational change and innovation and reduce employee learning motivation and knowledge sharing engagement as well. The purpose of this study is to examine the relationships among silence motivations, perceived silence climate, and employee silence; the relationships among employee silence, learning inertia and knowledge sharing disengagement; the mediating role of employee silence between antecedents of employee silence and consequences additionally. The results that analyzed using data from 225 employees in 42 organizations are as follows. First, the impact of silence motivation and perceived silence climate on employee silence are positively significant. Second, the influence of defensive silence motivation on the acquiescent and relational silence motivation is positively significant. Third, the influence of employee silence on learning inertia and knowledge sharing disengagement is positively significant. Forth, employee silence mediates the relationship between silence motivation and perceived silence climate and learning inertia and knowledge sharing disengagement. These results suggest that employee silence is another strong expression and message for organizations to try to establish a learning organization from the perspective of knowledge management.

• Fashion & Textile Research Journal
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• v.20 no.4
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• pp.369-378
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• 2018

This study started with the need for transition to competency-based education as well as the witness of fast changes in fashion industry's job environment. The goals of this study were (1) to explore fashion designers' competencies that are necessary for a successful careers in global fashion industry, and (2) to establish fashion designer competency model. In-depth individual interviews were conducted with 15 participants who have charged for design department and moreover have shown high performance in national, licence or designer brands in Korea fashion industry. Grounded theory was adopted to analyze data. As a result of analysis, the 4 core competencies emerged: problem-solving, research, inter-personal, and self-development. Each core competency has sub-competencies. Creativity, commerciality, control, decision making were sub-competencies for the problem-solving competency. Information management, innovation understanding & application, trend analysis & forecasting were sub-competencies for the research competency. Consumer, inside company, and outside company relationships were sub-competencies for the inter-personal competency. Self-awareness, self-management, expertise were sub-competencies for the self-development competency. In order to acquire these competencies, knowledge (academic, practical, multi-discipline), skills (sense, analysis, synthesis, communication), and attitude (interest, enjoyment, perseverance, personality) were essential. Based on these findings, implications for university fashion design education and further research areas were suggested.

• Journal of Agricultural Extension & Community Development
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• v.24 no.3
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• pp.211-222
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• 2017

The purpose of this study is to examine the effects of agriculture on the career adaptation and career decision by measuring the job value and the subjective norm of agriculture. Conclusions based on the study results can be suggested as follows. First, career decision self-efficacy and subjective norm were significant variables in career adaptability of agriculture major college students. Therefore, the belief that one can plan and practice career goals and the affirmation of career plans and decisions in the vicinity are important factors in career adaptability. Second, Self-Realization and social recognition were significant variables in career decision self-efficacy of college students majoring in agriculture. In other words, it can be judged that social recognition such as honor and honor of others in a career choice has a positive effect on the career decision self-efficacy which is self-esteem in career selection. Lastly, An important variable for the subjective norms of agricultural college students was social recognition. This can be said that the positive perception of the surrounding people is very important as the value of social recognition is more important.

• The Journal of Information Technology
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• v.6 no.4
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• pp.93-111
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• 2003

Enterprise portal(EP) is the emerging service and technologies in recent business area. We divided the three subportal of EP - IPP(Information Processing Porta), DPP(Decisino Processing Portal) and EKP(Enterprise Knowledge Portal). IPP include the information processing area that conduct the general business field. DPP is the area that can support the employee's decision processing and making according to their roles. The function of EKP assist the tacit knowledge management and the collaboration job among knowledge workers. If we efficiently integrate and aggregate their subportal, our business information system can achieve more efficient and effective business performance. Also we can anticipate this model that serve the system environment, supporting the user friendly circumstance, enforcing e-business activity, connecting between customer and supplier, positioning more competitive advantage.