• Journal of Korean Dental Hygiene Science
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• v.4 no.1
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• pp.29-37
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• 2021

Background: The selection of an occupation is typically based on individuals' personalities and the characteristics of occupations, which significantly affect occupational consciousness. The present study aimed to enhance the occupational achievement level of and provide fundamental data for student counseling in order to develop competitive professional workers by understanding the occupational consciousness of freshmen and motivating them as dental hygienists with career development plans, as freshmen majoring in dental hygiene eventually play a significant role in the field of dentistry as dental hygienists. Methods: The surveys were distributed to 160 freshmen in the dental hygiene department and were subsequently collected. The data from 142 surveys were used for analysis, as 18 surveys were excluded due to insincere responses. The survey contents included questions related to major selection and satisfaction, including motives for selecting a dental hygiene major, prior knowledge on a dental hygiene major and a career as a dental hygienist, satisfaction level of the major, and reasons for dissatisfaction in cases if applicable, as well as questions related to occupational consciousness, including career prospects for dental hygienists, opinions on the occupation, and conditions of job selection. Results: High employment rate with good salary level ranked highest (43.7%) among motives to apply the dental hygiene major, followed by the desire to be a professional worker (21.1%) and recommendation by acquaintances. Of those who responded, 50.7% indicated a normal level of satisfaction with the major, and 69.9% responded that they had prior knowledge regarding the dental hygiene major and/or field of dental hygiene. These results may be due to youth unemployment and the occurrence of job preparation immediately after students enter university, which is a result of the difficulty in job seeking. In terms of career prospects, 48.6% of students responded with "growing a little bit," followed by "growing a lot" (28.9%), "no difference from now" (21.1%), and "other" (1.4%). Regarding opinions on the occupation, 65.5% responded that occupation was an tool with which to make and income or a living, 23.2% responded that occupation was for dreams and self-realization, and 11.3% responded that occupation was for success in life and maintaining social status. Regarding the conditions of job selection, the responses included that the workplace had good working conditions (39.4%), good interpersonal relationships (21.8%), and a higher salary (18.3%). This may reflect the change in work ethics among university students, according to the trend of the times. Conclusion: Based on the results of the present study, we found that educational guidance to enhance the level of satisfaction with the major, and career guidance to understand and apply the clear vision and long-term job security are necessary.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.23 no.58
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• pp.119-128
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• 2000

The purpose of this study was to verify the determinants of person-organization(P-O) fit and its effects on job satisfaction and turnover intention. As a result of empirical survey, value congruence, job choice decision and similar occupation are confirmed as factors that affect on P-O Fit. And the effect of P-O fit on job satisfaction and turnover intention was significant. This findings indicated that P-O fit model can be used for organization to improve employee performance. Some limitations of this study and strategic application of P-O fit model for employee selection and retention were also discussed.

• The Transactions of the Korean Institute of Electrical Engineers
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• v.39 no.5
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• pp.527-537
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• 1990

This paper describes an intelligent control-based job scheduler, named ESIJOBS, for flexible manufacturing system. In order to construct rulebase of this system, traditional rules of job scheduling in FMS are examined and evaluated. This result and the repetitional simulations with graphic monitoring system are used to form the rulebase of ESIJOBS, which is composed of three parts:six part selection rules, four machine center selection rules, and twenty-one metarules. Appropriate scheduling rule sets are selected by this rulebase and manufacturing system status. The performances of all simulations are affected by random breakdowns of major FMS components during each simulation. Six criteria are used to evaluate the performance of each scheduling. The two modes of ESIJOBS are simulated and compared with combinational 24 rule-set simulations. In this comparison ESIJOBS dominated the other rule-set simulations and showed the most excellent performance particularly in three criteria.

• The Korean Journal of Applied Statistics
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• v.25 no.6
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• pp.959-975
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• 2012

Each year research institutions such as the Korea Employment Information Service(KEIS), a government institution established for the advancement of employment support services, and Job Korea, a popular Korean job website, announce first job waiting times after college graduation. This provides useful information understand and resolve youth unemployment problems. However, previous reports deal with the time as a completely observed one and are not appropriate. This paper proposes a new study on first job waiting times after college graduation set to 4 months prior to graduation. In Korea, most college students hunt for jobs before college graduation in addition, the full-fledged job markets also open before graduation. In this case the exact waiting time of college graduates can be right-censored. We apply a Cox proportional hazards model to evaluate the associations between first job waiting times and risk factors. A real example is based on the 2008 Graduates Occupational Mobility Survey(GOMS).

• Journal of Korean Society of Industrial and Systems Engineering
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• v.25 no.5
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• pp.1-8
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• 2002

The sales activity of most of small manufacturing companies is based on orders of buyers. The process of promotion, receipt and selection of orders of the manufacturers is closely coupled with the load status of the production lines. The decision on whether to accept an order or not, or the selection of optimal order set among excessive orders is entirely dependent on the schedule of production lines. However, in the real world, since the production scheduling activity is mainly performed by human experts, most of small manufacturers are suffer from being unable to meet due dates, lack of rapid decision on the acceptance of new order. To cope with this problem, this paper deals with the development of an agent for selecting an optimal order set automatically. The main engine of selection agent is based on the typical job-shop scheduling model since our target domain is the injection molding company. To solve the problem, we have formulated it as IP (Integer Program) model, and it has been successfully implemented by ILOG and selection agent. And we have suggested an architecture of an agent for tackling web based order selection problems.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.12 no.19
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• pp.25-30
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• 1989

This study is concerned with a job sequencing method using the concept of sampling technique. This sampling technique has never been applied to develop the scheduling algorithms. The most job sequencing algorithms have been developed to determine the best or good solution under the special conditions. Thus, it is not only very difficult, but also taken too much time to develop the appropriate job schedules that satisfy the complex work conditions. The application areas of these algorithms are also very narrow. Under these circumstances it is very desirable to develop a simple job sequencing method which can produce the good solution with the short tine period under any complex work conditions. It is called a sampling job sequencing method in this study. This study is to examine the selection of the good job sequence of 1%-5% upper group by the sampling method. The result shows that there is the set of 0.5%-5% job sequence group which has to same amount of performance measure with the optimal job sequence in the case of experiment of 2/n/F/F max. This indicates that the sampling job sequencing method is a useful job sequencing method to find the optimal or good job sequence with a little effort and time consuming. The results of ANOVA show that the two factors, number of jobs and the range of processing time are the significant factors for determining the job sequence at $\alpha$=0.01. This study is extended to 3 machines to machines job shop problems further.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.19 no.39
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• pp.177-192
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• 1996

The organization of business included many a factors that gave rise to the stress. The modem peoples in this organization lived in the flood of the stress. Job stress was an important factors which injured of the employee health, the employee health injured reduce the organizational function. The factors such as personal differences, stressors, personality, cognitive traits etc. should be considered in the study of job stress. The cognitive appraisal is an important factor in the study of job stress and a process of coping strategy. Job stress can be controlled and coped by organizational and personal ability. The coping strategy of job stress is also determined by the personal differences rather than by the intensity of stress symptoms. In copying the stress, to be considered the factors such as interpersonal correlation, organizational climate, career development, job redesign, selection and placement, training. However, these factors should be managed in the scientific, objective, reasonable manner effectively.

• Management & Information Systems Review
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• v.7
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• pp.265-292
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• 2001

This paper examines what determines the use of contingent workers in Korean Department Stores. Drawing on internal labor market, transaction cost & agency, and bureaucracy theories, I hypothesize that four factors affect the use of contingent workers: job characteristics, HRM, occupation, and organizational characteristics. Data from a sample of employers surveyed by the author in 1997 were used to test the hypotheses, and analyses showed the following results. First, consistent with job-based perspective, we find that such job characteristics as firm-specific skill and the level of skill significantly affect the use of contingent workers. But job standardization and outcome measurability have no effects of its use. Second, also we find significant effects on the use of contingent workers of such HRM as scrutiny on employee selection and promotion system. The promotion system has expected effect on its use, but scrutiny on employee selection has opposite effect. Third, we find that occupation significantly affects the use of contingent workers, especially the extent of use of contingent workers of sales service is as five hundred times as that of managerial occupation. Fourth, also consistent with organizational-based perspective, we find that the firm's size significantly has positive effects, and affiliate company and labor union have negative effects. That is, the larger firm's size is, the more possibility of use of contingent workers exists, and the possibilities of its use reduce in case of affiliate company and in front of labor union. Finally, we discuss the implications and limits of theses findings.

• Journal of the Korean Institute of Intelligent Systems
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• v.7 no.5
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• pp.8-13
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• 1997

In multi-server environment there are many servers which are able to process job requests. So we bave to design a mechanism that selects appropriate servers for processing each job request while maximizing server throughput and minimizing average response time of requests. Conventional methods ac~ opt the load of each server as criteria of server selection. that is, they select a server whose load is not bigger than the others. In this work we propose an approach that uses the degree of server performance, server load and the estimated service time of requested job as guidelines of server selection. We incorporate fuzzification techniques and expert knowledge in this approach. Comparing the performances c~f our approach to that of conventional one, experiments show that the proposed approach provides better performances.

• Korean Journal of Adult Nursing
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• v.26 no.2
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• pp.149-158
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• 2014

Purpose: The purpose of this study was to determine whether Selection, Optimization and Compensation (SOC) Strategy mediated the relationship between job stress and health promoting behaviors among nurses. Methods: A descriptive causal relationship research design was used. 245 subjects recruited from the five general hospitals, which have over 500 beds in Seoul and Kyunggi-do, participated in the study by completing a survey which included questions about SOC strategy, job stress and health promoting behaviors. t-test, ANOVA, Pearson's correlation coefficient and multiple regression were used to analyze the data. SPSS/WIN 20.0 was used for all analysis. Results: The mean job stress score was 47.89; mean SOC strategy score was .71. 'Spiritual development' was the highest reported health promoting behavior with a mean of 3.57. Job stress was significantly and negatively related to health promoting behaviors. The result showed that all the mediating paths of SOC strategy were significant. The partial mediating model showed high goodness of fit demonstrating that the model was outstanding. Conclusion: SOC strategy mediated the relationship between job stress and health promoting behaviors. Applying better SOC strategies among nurses will increase flexibility in responding to job stress and will also better perform health promoting behaviors.