• Journal of Korean Academy of Nursing Administration
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• v.5 no.1
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• pp.169-180
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• 1999

The purpose of this study was to identify the degree of stress and job satisfaction and the relationship of stress and job satisfaction of oriental hospital nurses. The subjects were 255 nurses of 9 oriental hospital in Taegu and Pusan cities and data were collected from 20 March to 10 May 1998. The instruments used for this study were a survey of genernal characteristics(7 items). stress(6 items) and job satisfaction(20 items). Analysis of data was done by use of mean, percentage, t-test, ANOVA and pearson correlation with SPSS program. The results of this study are as follows : 1) The average item score for stress was 3.08. Religion, duration of nurse expectancy and work motivation among sociodemographic characteristics were significantly different with the degree of stress. 2) The average item score for job satisfaction was 2.84. Education, religion, marital state, carrier history, duration of nurse expectancy and work motivation among sociodemographic characteristics were significantly different with the degree of job satisfaction. 3) There were significant negative correlation among the variables : working volume and group conflict factors · role implementation fators${\cdot}$personal socialization fators/nursing skill and role implementation fatal's· personal socialization fators/rolesharing with peers and role implementation fators/relationship with co-workers and group conflict factors${\cdot}$role implementation fators${\cdot}$personal socialization fators/relationship with patients and role implementation fators/relationship with supervisors and role implementation fators. And there was a significant positive correlation between role-sharing with peers and decision-making fators.

• Proceedings of the Korea Contents Association Conference
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• 2004.05a
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• pp.176-187
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• 2004

Demand of industry site should be accepted for effective job education of college. This study was conducted to analyze the demand of industry and the need of education, and to reflect them in the customer demand education of Department of Cadastral Information, Shingu College. DACUM job analysis method was adapted to conduct this study, and pannelists who work in surveying and GIS industry had been invited to analyze systemically the job of related industrial site. As results, the job-task model and Knowlege Skill Tool matrix was derived by analysis of job and task of industrial site. This job analysis data can be used to develop the curriculum or the program of surveying and GIS education, or to revise existing curriculum.

• Journal of the Korean Society of Food Culture
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• v.29 no.1
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• pp.18-25
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• 2014

The purposes of this study were to understand the influence of social intelligence and positive psychology capital in foodservice employees on job satisfaction and to analyze whether employees' positive psychology capital plays a moderating role between social intelligence and job satisfaction. Based on total 316 samples obtained from empirical research, this study reviewed the reliability and verified a total of 2 hypotheses and 1 proposition using the SPSS program. The results showed that social awareness (${\beta}$=0.546) and social skill (${\beta}$=0.152) in foodservice employees, were indicated to have positive (+) influence upon job satisfaction. And, employees' positive psychology capital (${\beta}$=0.307) had a significant positive (+) effect on the job satisfaction. However, the effect of the employees' social intelligence upon job satisfaction was not found to be moderated by positive psychology capital. Limitations and future research directions are also discussed.

• Journal of the Korea Fashion and Costume Design Association
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• v.19 no.4
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• pp.75-91
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• 2017

This study investigated how learning motivation affects satisfaction with training and employment services and its performance for participants in government-supported job skill development program of the clothing industry so as to provide fundamental data for developing a training program that fosters professionals and relieves the labor shortage in the clothing industry. 180 copies of questionnaires were statistically analyzed by SPSSWIN 21.0. Most trainees were low-income citizens in their 40s and 50s. They were divided into highly educated or low-educated. The results of the research are as follows: when the trainees were motivated by the goals of getting a certificate or a job, employment service satisfaction levels were influenced meaningfully. Secondly, educational satisfaction levels and occupational ability development also scored highly. Therefore, it is important to strengthen instructors' competency. Instructors must be required to have onsite experience so that they can provide authentic education that can be applied to the work field. The government should establish a compulsory training session for the trainers along with an incentive program so that they can catch up with up-to-date technology and trend. Third, the research shows that supporting business startup and job placement is important. Follow-up management systems should be provided in cooperation with relevant institutions of employment and business startups. Either outsourcing or placement of professional advisors is also needed.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.30 no.6
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• pp.1167-1187
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• 2020

We are facing the situation where cyber threats such as hacking, malware, data leakage, and theft, become an important issue in the perspective of personal daily life, business, and national security. Although various efforts are being made to response to the cyber threats in the national and industrial sectors, the problems such as the industry-academia skill-gap, shortage of cybersecurity professionals are still serious. Thus, in order to overcome the skill-gap and shortage problems, we propose a Cybersecurity technical response Job Competency(CtrJC) framework by adopting the concept of cybersecurity personnel's job competency. As a sample use-case study, we implement the CtrJC against to personals who are charged in realtime cybersecurity response, which is an important job at the national and organization level, and verify the our framework's effects. We implement a sample model, which is a CtrJC against to realtime cyber threats (We call it as CtrJC-R), and study the verification and validation of the implemented model.

• Journal of Korea Technology Innovation Society
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• v.14 no.1
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• pp.22-39
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• 2011

This study examines the wage level from a viewpoint of major-job match as part of an analysis on the skill mismatch problem in 4-year college graduates. The empirical analysis explicitly incorporate the sample selection bias as an econometric problem not only suggested but merely introduced in the earlier studies. This study also set up a major-job match variable, which was usually handled as a binary variable for analytical convenience, as a polychotomous choice variable in selection equation as provided by the survey. In particular, it considered multi-cohort survey on graduates of the years 1982, 1992, and 2002 for the empirical analysis. As a result of empirical analysis, the wage premium of a major-job match was identified. This result was consistent after the consideration of a sample selection bias and also after modeling the major-job match variable as polychotomously selective. Through an analysis classified by the major, this study identified a relatively high wage premium among Social Science, Engineering, and Science majors. However, there was a difference in the effect of selection among these majors. Also, by assessing cohort effects this study found that the skill mismatch had rapidly progressed in 1992, while difference between 1992 and 2002 cohorts are insignificant. The analysis suggests that wage level is better understood within the context of both sample selection and major-job match, and regardless of model specification the major-job match affects wage strongly.

• Journal of Agricultural Extension & Community Development
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• v.8 no.2
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• pp.273-283
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• 2001

The purposes of this study were to review the rural youth programs of selected foreign countries and to draw some implications to the rural youth programs in Korea. The youth development programs reviewed were 4-H Youth Development Program of U.S.A, Rural Youth Information Service of Australia, Rural Youth Job Strategy of Canada, The Urban-Rural Youth Program of U.S.A, and Expert Consultation on Extension Rural Youth Programmes and Sustainable Development of FAO. After reviewing the rural youth programs of selected foreign countries, the authors suggested the following implications for further development of rural youth programs in Korea; 1. The target group of rural youth programs should include urban youth as well as rural youth, and the programs should be focused on enlarging their awareness of the rural community and agriculture. 2. Rural youth programs should be extended beyond agricultural sectors, such as leadership, career development, leisure activity, and cultural life. 3. We should develop some programs to support academic achievement, career development, employment, cultural needs including some strategies to prevent problematic behaviors of rural youth. 4. Rural youth should be supported more opportunities to join the community life to experience and learn various life skills through active participation such as interpersonal skill, leadership skill, and problem-solving skill.

• Korean journal of food and cookery science
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• v.32 no.6
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• pp.745-753
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• 2016

Purpose: This study was conducted to provide basic data for human resources management of hospital foodservice employees by determining their job characteristics, job satisfaction, and organizational commitment according to recent hospital environment changes. Methods: Our survey was administered to 248 hospital foodservice employees in Busan area from September 1 to September 25, 2014. A total of 158 questionnaires were used for final analysis. Results: The mean score of job characteristics showed significantly difference by work experience (p<0.001), annual salary (p<0.01), and cooking certification (p<0.05). Job satisfaction had significantly difference by the age (p<0.05), annual salary (p<0.001), and turnover intention (p<0.001). Organizational commitment showed significantly (p<0.001) difference by age, work experience, and annual salary. There was positive correlation (p<0.001) between organizational commitment and job characteristics, job satisfaction. Organizational commitment had significantly positive correlation with skill variety (p<0.001), feedback (p<0.01), and task significance (p<0.001) of job characteristics, with work (p<0.001), pay (p<0.001), and co-workers (p<0.001) of job satisfaction. Job characteristics (${\beta}=0.249$, p<0.001) and job satisfaction (${\beta}=0.380$, p<0.001) had positive influences on the organizational commitment(p<0.001). In sub factors of job satisfaction, work (${\beta}=0.291$, p<0.001) and pay (${\beta}=0.252$, p<0.01) had positive influences on organizational commitment. Conclusion: To develop the organizational commitment, hospital managers need to reinforce responsibility and fulfillment by job enrichment and to consider increasing salaries to get a higher satisfaction from foodservice employees.

• The Journal of Information Systems
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• v.5
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• pp.373-381
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• 1996

Increasingly, systems analysts are expected to have behavioral and administrative skills as well as technical skills. This paper presents the results of 739 information systems (IS) mangers (220 responses) regarding the importance of various skills needed by systems analysts. The survey instrument skill items were gathered from those reported in previous similar studies.

• Journal of Korean Academy of Nursing
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• v.28 no.2
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• pp.431-440
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• 1998

The purposes of this study were to determine the factors that influence job satisfaction for ICU nurses and to analyze group differences in job satisfaction based on the nurses' preference and perception of the work environment with an enhanced professional role. A total of 231 nurses who had been working in Intensive Care Units at least for 6 months at selected university hospitals participated in the study while head nurses or those with administrative positions were excluded. The study participants had an average of 33 months of clinical experience with an age range of 23 to 40 years. The data were analyzed by utilizing SPSSWIN and the results are as follows. 1) Hierarchical multiple regression analysis showed that work characteristics defined by Job characteristics theory and nurses' preference / perception of ideal work environment together explained 33% of variance in job satisfaction. Skill variety, task identity and autonomy as well as individual perception of work environment were significant variables for explaining job satisfaction. Job satisfaction was not significantly related to age, marital status, education, and clinical experience. 2) The groups classified by nurses' preference and perception of work environment were significantly different in their job satisfaction. Nurses with high preference and high perception showed significantly higher general and specific job satisfaction than other nurses. The nurses who showed high preference but perceived their work environment as not reflecting ideal job characteristics reported the lowest job satisfaction among the groups. In conclusion, the role of individual preference and perception of the work environment in explaining the relationship between the redesign of work environment and job satisfaction was supported by the study, The preferences of nurses to the innovative work characteristics should be considered in the process of enhancing job characteristics to lead job satisfaction and low turnover and ultimately to improve quality of care.