• Journal of the Korean Society for Railway
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• v.8 no.2
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• pp.176-181
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• 2005

The purpose of this thesis is, based on the cognitive response of employees, to depict the phenomenon and the pattern of organizational culture in A Subway system, To attain this purpose, several aspects of organizational culture are surveyed through questionaire and analyzed by SPSS. The major findings are . 1) In general, the cognitive response of employees in railway-concerned firms on culture-related aspects is awfully negative. 2) Job satisfaction and involvement in A Subway is highly related to achievement factor in terms of culture. 3) According to the analysis based on four kinds of Job Groups, certain job groups such as drivers and vehicle maintenance are seen as having exceptionally negative attitude towards every aspects of their organization. So, some careful diagnosis and approaches to the symptoms, the causes, and the treatments are urgently needed.

• Journal of Korea Society of Digital Industry and Information Management
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• v.8 no.1
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• pp.99-105
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• 2012

Given the numbers of smartphones, tablets and other mobile devices shipped every day, more and more users are relying on the cloud as the main driver for satisfying their computing needs, whether it is data storage, applications or infrastructure. Mobile cloud computing is simply cloud computing in which at least some of the devices involved are mobile. Each node is owned by a different user and is likely to be mobile. Using mobile hardware for cloud computing has advantages over using traditional hardware. These advantage include computational access to multimedia and sensor data without the need for large network transfer, more efficient access to data stored on other mobile devices and distributed ownership and maintenance of hardware. It is important to predict job execution time in mobile cloud computing because there are many mobile nodes with different capabilities. This paper analyzes the job execution time for mobile cloud computing in terms of network environment and heterogeneous mobile nodes using a mathematical model.

• Journal of Digital Convergence
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• v.16 no.7
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• pp.97-105
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• 2018

The fourth industrial revolution is expected to bring about great changes in information technology sector and create a variety of jobs. However, the psychological anxiety of IT staff is increasing due to stress and uncertainty created by the new technologies. Accordingly, researchers examined how professional identity moderate the effect of job stress of system maintenance staff on emotion exhaustion. For empirical studies, data was collected from 160 employees responsible for managing and supporting IS, and the hypothesis was verified using SPSS 21. The analysis results showed that role conflicts, role ambiguity, and qualitative work overload, which are components of job stress, have affected the emotion exhaustion. Professional identity had a moderating effect the relationship between qualitative work overload and emotion exhaustion. On the other hand, professional identity did not moderate the relationship between role conflict and emotion exhaustion, role ambiguity and emotion exhaustion. As professional identity lessen the psychological burden and emotion exhaustion of introducing new technologies, organizations need to provide support to enhance professional identity for system maintenance staff.

• The Journal of the Korea Contents Association
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• v.19 no.12
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• pp.93-100
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• 2019

this study aims to analyze causality on the effect of job satisfaction on vocational adaptation of ex-prisoners through empirical study and to verify the moderated effect of self-esteem and the Moderated Mediation effect of the job stress. According to the analysis, job satisfaction have a static effect on Vocational Adjustment and the self-esteem have a mediated effect in this process. also, the indirect effects of job satisfaction on vocational adaptation by self-esteem are moderated by job stress. advanced researchs study that job-related emotions affect vocational adaptation and maintenance, but psychological factors affecting vocational adaptation is not dealt with in depth, and what factors actually moderate this process is not explored in detail. also, becausea there are few studies related to the job of ex-prisoner, this study carried out full-fledged exploration and verification of it.

• Convergence Security Journal
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• v.12 no.2
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• pp.3-12
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• 2012

This study is to investigate determinants of the private security agents' career choices. Random sampling of newly agents working at the private security firms in Gyeonggi-do and ChungChong-do was used. The period of under review was from May, 2010 to June, 2011 and the total number of interviews was 382. For this study using SPSSWIN 18.0, factor analysis(EFA/CFA), reliability analysis, discriminant analysis and descriptive statistics. The followings are conclusions. The first factor is' the value of job'. It consists of public security, contributions to our society and nation, protection public safety, spirit of sacrifice, crime prevention, and maintenance security. The second factor is 'ease of career choice'. Qualifying conditions are not particular and it is easy to get the job, as a result, this job is easy of access, they chose this job. The third factor is 'occupational stability'. They think this is a good job because the job is future-oriented so they chose this job. The fourth factor is' curiosity'. They became interested in this job, so they wanted to know about this job and then they chose this job.

• Journal of the Korean Society of Industry Convergence
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• v.23 no.5
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• pp.865-874
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• 2020

Offshore drilling units have a very dangerous working conditions due to the harsh working environment of the ocean and the high possibility of fire or explosion. This study would identify the hazards that emerge from the marine environment in the operation and maintenance phase of offshore drilling units and show how these hazards can be reduced through risk assessment/management. Various risk reduction and management measures were first reviewed, and Job Safety Analysis (JSA) was selected as the risk assessment technique of this study. In order to understand the characteristics of offshore drilling operations, accident statistics of onshore and offshore drilling were analyzed and compared with each other, and major risk factors for offshore drilling were derived. The jobs in which offshore drilling accidents occur more frequently than onshore drilling was analyzed as the job of fastening, transporting and moving pipes and various materials. This result is due to the limited space of the ocean and the work environment that is prone to being shaken by wind, waves and ocean currents. Based on these statistical results, the job of picking and making up drill pipes was selected as a high-risk job, and JSA was performed as an example. A detailed safety check procedure is proposed so that workers can fully recognize the danger and perform work in a safe state that has been confirmed.

• Korean Security Journal
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• no.17
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• pp.277-300
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• 2008

The effect of satisfaction through job performance competency on management performance is enormous, for private security industry depends upon human resources generally till quite recently and often makes contact with clients. Although high-quality personnel who were taught professional education are held in high repute in private security industry, the studies of job satisfaction and recruit education for private security guards are insufficient. Consequently, this investigation analyzes the effect of recruit education program on job satisfaction searchingly for incumbent facility guards. The effect of recruit education program for facility personnel on job satisfaction is as follows. First of all, the differences of personal characteristics, training characteristics, work environment, job satisfaction are inspected in accordance with sociodemographic characteristics. After then, there is a remarkable contrast. Secondly, the former from among of learning expectation and self efficacy as personal characteristics has a positive effect on job satisfaction statistically. Thirdly, educational facility and contents as training characteristics have a positive effect on job satisfaction statistically. Finally, work environment including supervisor's support and maintenance has a positive effect on job satisfaction statistically.

• Journal of the Korean Society of Safety
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• v.27 no.3
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• pp.125-130
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• 2012

According to the Korea National Statistical Office data in 2010, the population over ages of 65 years would possess to 11.3% whole population of Korea in 2011 denoting Korea is already in the aging society. Old age is associated with inevitable time-dependent losses in physical capabilities. However the maintenance of physical capabilities is essential for continuing independence in old age. The work ability index(WAI) was constructed to reveal how well a worker is able to perform his work. This study focused on the discovery of an industrial and age-related influences on the work ability and job stress of workers in the shipbuilding, house managing, apartment construction industry. For this, the study conducted a job stress test using the Korean Occupational Stress Questionnaire Short Form, and employee performance evaluations using the Work Ability Index (WAI) of the Finnish Institute of Occupational Health (FIOH) on 3,228 workers in the shipbuilding, house managing and apartment construction industry. SPSS 12.0 K statistics program was used for statistics analysis and significance was verified with the Kruskal-Wallis test, a corporate body of nonparametric statistical analysis. As a result, employee performance had significant differences, depending on age, an industrial and years of service. The mean WAI score of the shipbuilding industry was lower than that of the other industry. Additionally, it was found that employee work ability decreased more as job stress increased.

• Culinary science and hospitality research
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• v.6 no.3
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• pp.373-389
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• 2000

This study is about job change hotel kitchen cook. addition, through case analysis, by choosing three hotels in Seoul, the relation job changes was found out, and through the interviews with cooking employees for more than three months, their opinions and reliabilities were collected and analyzed. The surveyed questionnaires were analyzed and studied through SPSS WIN Package, reliability analysis, factor analysis, frequency analysis, correlation, and distribution analysis and T-test were conducted to figure out the population statistical difference. According to the study results. those employees who thought kitchen environment, internal and external working conditions. the welfare for the employees are the most important factors in case of changing jobs scored over average 4 in the statistical analysis. For this reason, in order to reduce the rate of job changes the hotels efforts for and interests in appropriate compensation, improvement of working environment. continuous educational training, fair human resource management, and maintenance of good relation with co-workers are necessary.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.6
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• pp.447-453
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• 2021

Human resources play a key role in developing and enhancing the manner in which an organization change. In fact, the role of human resource-related quality management has contributed greatly to the growth of the organization in both the short and long term. The purpose of the current study is to identify factors that influence human resource retention in Hanoi in the backdrop of growing economic performance of Hanoi in Vietnam's economy. Primary data was collected through questionnaires of 280 respondents from the four districts in Hanoi, including 25.2% of respondents working in Cau Giay district, 21.2% in Dong Da district, 34.2% in Ha Dong district, and 19.4% in Thanh Xuan district. After applying Cronbach's Alpha and Explore Factor Analysis (EFA) analysis, Durbin-Watson test, empirical results demonstrate that relationship among co-workers has a significant and positive contribution on the maintenance of human resources in the organization. Additionally, higher welfare facilities for an employee are more likely to impact the maintenance of human resources in the organization. Factors such as working environment, job placement, and leadership relationship have no adverse effect on the maintenance of human resources, although a positive impact could be established in all cases.