• Journal of Labour Economics
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• v.31 no.1
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• pp.29-57
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• 2008

We construct a unique panel data by using Korean Economically Active Population Survey (KEAPS) from 2003 to 2007 to estimate the returns to different types of job mobility among men. By adopting Mincer(1986)'s method, we estimate the wage change to job mobility after controlling the sample selection bias. There are four different types of job mobility that are concerned in the study: (1) voluntary job-to-job changes without experiencing unemployment, (2) voluntary job changes with experiencing unemployment, (3) involuntary job changes due to layoffs, and (4) involuntary job changes due to discharges. Our findings indicate that Korean men who changed jobs without experiencing unemployment realized wage gains of 7% while those who changed jobs through unemployment period lost 10% of their wages. Among those who changed jobs involuntarily and went through unemployment, the workers who discharged from the previous jobs realized substantially greater wage loss.

• Journal of Korean Library and Information Science Society
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• v.42 no.4
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• pp.51-67
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• 2011

This study is to investigate the job characteristics and the job satisfaction of the administrators in small libraries. Also, it is to catch individual differences between the administrators and provide the preliminary data which is helpful to the operation of organizations and offer of information service with selection, supplement of administrators in small libraries and employment placement which is regarding individual characteristics that perceive specific job, and the job satisfaction. As a result, individual characteristics, such as marital status, gender, and age, don't affect the job characteristics, but certificates, and formation of employment influences meaningfully to the job characteristics. It convinced that the individual characteristics, such as marital status, age, and formation of employment, influence to the job satisfaction.

• Journal of the Korea Society of Computer and Information
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• v.24 no.9
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• pp.135-142
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• 2019

Given the ability and skills required by modern people, marketing can be divided into knowledge-related skill such as marketing plans, market segmentation, and marketing mix management and supportive skill such as communication, inter-organizational management, creativity, and decision making. Knowledge related skills can be nurtured in existing marketing classes, but it is recognized that special educational programs such as self marketing are needed to develop and train supportive skills regardless of education levels or major education. This paper is aimed to design for marketing educational program for the self marketing. In this study, a DACUM method job analysis to extract contents by specialists such as model setting of task and job, job statement, job analysis, education course development, and so on. In the first place, this report presents job analysis model by procedures for developing selection criteria of examination questions of the self marketing qualification. The first step is preparation for job analysis, the second step: the establishment of job models, the third step : the job specification and task analysis, the fourth step: the review of job model, the fifth step: the establishment of subjects for examination matrix table for making questions.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.5
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• pp.157-169
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• 2022

Job love is an emerging phenomenon, which is the utmost approach to fulfilling employees' and organizations' mutual interests, especially performance. The current study aims to define and extend the existing proposed construct of "loving one's job" as job love. It provides a novel theoretical multi-level framework of job love, contextual factors, and performance principled on the attraction-selection-attrition framework and social exchange theory through an integrated approach. This study collected cross-sectional data through a questionnaire from 332 nurses across eight tertiary hospitals in Khyber Pakhtunkhwa, Pakistan. The findings are based on the structural equation modeling technique (SEM) at multi-levels. The results show significant relationships between job love, contextual factors, and performance at the individual and organization levels. There are some insignificant relationships between the variables at the cross-level. Job love plays a key role for both employees and organizations. It facilitates the individuals in the recruitment process to select the job they love, be a good fit, and stay committed to that particular job and organization. This phenomenon allows people to pursue their common interests. Job love assists firms in developing human resource capacity utilization plans that satisfy the needed requirements.

• Journal of the Korean Operations Research and Management Science Society
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• v.26 no.2
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• pp.59-68
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• 2001

The job shop scheduling problem is not only NP-hard, but is one of the well known hardest combinatorial optimization problems. The goal of this research is to develop an efficient scheduling method based on hybrid genetic algorithm to address job shop scheduling problem. In this scheduling method, generating method of initial population, new genetic operator, selection method are developed. The scheduling method based on genetic algorithm are tested on standard benchmark job shop scheduling problem. The results were compared with another genetic algorithm0-based scheduling method. Compared to traditional genetic, algorithm, the proposed approach yields significant improvement at a solution.

• Journal of Korean society of Dental Hygiene
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• v.15 no.6
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• pp.1033-1041
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• 2015

Objectives: The purpose of the study is to find out the effect of part-time employment experience on adaptation to university life in dental hygiene students. Methods: A self-reported questionnaire was completed by 288 dental hygiene students in Seoul and Gyeonggido from September to October, 2014. The questionnaire consisted of general characteristics of the subjects(5 items), part-time employment experience(6 items), and adaptation to university life(53 items). The instrument for adaptation to university life was adapted from Baker and Sirky and modified by Kwon. Likert 5 point scale adaptation included personal emotion adaptation, academic adaptation, social adaptation, and university environment adaptation. Cronbach's ${\alpha}$ was 0.80 in the study. Results: The adaptation to university life was 3.0 points. The higher the economic level was, the higher the personal emotional adaptation(p<0.001) and academic adaptation were(p<0.05). The adaptation to university life was positively influenced by tuition support by parents and part-time employment(p<0.05). The part-time employment was significantly helpful to future job selection, social adaptation, and university environment adaptation(p<0.001). Economic stability and advantage of future job selection had a positive influence on the adaptation to university life. So the adaptation to university life was proportional to younger age, economic stability, and advantage to future job selection. Conclusions: It is very important to give a positive motivation and stimulation, and a careful counseling to the students in part-time employment. In order to encourage the part-time employed students, major-related part-time job opening must be given.

• Journal of Korean Society for Quality Management
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• v.17 no.1
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• pp.69-81
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• 1989

This study is concerned with a job sequencing method using the concept of sampling technique in the case of Job Shop. This is the follow study of Kang and Ro (1988) which examined the possibility of application of sampling technique to determine the Job Sequence in the case of Flow Shop. Not only it is very difficult, but also it takes too much time to develop the appropriate job schedules that satisfy the complex work conditions. The most job sequencing algorithms have been developed to determine the best or good solution under the special conditions or assumptions. The application areas of these algorithms are also very narrow, so it is very hard to find the appropriate algorithm which satisfy the complex work conditions. In this case it is very desirable to develop a simple job sequencing method which can select the optimal job sequence or near optimal job sequence with a little effort. This study is to examine the effect of sampling job sequencing which can select the good job of 0.01%~5% upper good group. The result shows that there is the sets of 0.05%~23% job sequence group which has the same amount of performance measure with the optimal job sequence in the case of experiment of N/M/G/$F_{max}$. This indicates that the sampling job sequencing method is a useful job sequencing method to find the optimal or good job sequence with consuming a small amount of time. The results of ANOVA show that the only one factor, number of machines is the significant factor for determining the job sequence at ${\alpha}=0.01$. It takes about 10 minutes to compare the number of 10,000 samples of job sequence by personal computer and it is proved that the selection rate of the same job sequence with optimal job sequence is 23.0%, 3.9% and 0.065% in the case of 2 machines, 3 machines and 4 machines, respectively. The area of application can readily be extended to the other work condition.

• Korean Management Science Review
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• v.20 no.1
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• pp.51-64
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• 2003

The JSSP (Job Shop Scheduling Problem) Is one of the most general and difficult of all traditional scheduling problems. The goal of this research is to develop an efficient scheduling method based on genetic algorithm to address JSSP. we design scheduling method based on SGA (Single Genetic Algorithm) and PGA (Parallel Genetic Algorithm). In the scheduling method, the representation, which encodes the job number, is made to be always feasible, initial population is generated through integrating representation and G&T algorithm, the new genetic operators and selection method are designed to better transmit the temporal relationships in the chromosome, and island model PGA are proposed. The scheduling method based on genetic algorithm are tested on five standard benchmark JSSPs. The results were compared with other proposed approaches. Compared to traditional genetic algorithm, the proposed approach yields significant improvement at a solution. The superior results indicate the successful Incorporation of generating method of initial population into the genetic operators.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.20 no.43
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• pp.127-137
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• 1997

This paper proposes a heuristic method for job shop scheduling with alternative machines. Our heuristic suggests two machine-selecting rules and two priority dispatching rules for modifying existent ones considering alternative machines, and then it extends existing nondelay/active job shop schedule generation. This heuristic provides good criteria(rules) in the selection of a proper machine among those performing a specific operation and for the dispatch of an operation to a selected machine and thus these rules permit the efficient job shop scheduling with alternative machines. The performances of our two machine-selecting rules in addition to the two priority dispatching rules, applied together with the existing 17 rules, are experimented and evaluated, respectively.

• International journal of advanced smart convergence
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• v.7 no.4
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• pp.121-127
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• 2018

This paper develops and builds an Integrated Assessment System for National Competency Standard Professional Basic. The integrated evaluation system for basic job competency in the National Competency Standards is developed to conduct examination by means of computers, smartphones and tablet PCs. The system can be used for the basic job competency test, examination for online cyber universities, job competency examination for enterprises, and the listening, reading, and speaking test in the foreign language proficiency examination and is even better in terms of facility investment and saved operating costs as well as efficient use of spaces in comparison with conventional evaluation schemes. Even greater synergy effects can be achieved by providing support for the integrated evaluation system for basic job competency in connection with the NCS qualification system. The evaluation system has been tested and practiced at a specialized high school and can be applied to the NCS education evaluation of the college and four-year college and to the selection examination of new employees of the company.