• Culinary science and hospitality research
• /
• v.22 no.4
• /
• pp.265-276
• /
• 2016

In this study, what is motivation factors through academic study about whether to choose a career for chef and analysis career choice motives and IPA between importance and satisfaction and motivation was to analyze the impact of factors affecting satisfaction. The impact on job satisfaction according to the chef choose the real motivation, self-centered, values, etc., but having a significant impact on satisfaction stable did not have any effect on satisfaction. Therefore, the management runs the company makes employees motivate to engage in promoting stability through increased opportunities to employees, the ability to demonstrate opportunities, compensation, career development, work environment improvement. In addition, unlike the restaurant operated by individually casinos and luxury hotels apply overtime, laundry service, employee cafeteria, night shift allowances, operated by the Labor Standards Act such work 40 hours, but the non-corporate individual restaurant or newly opened hotels that still don't have it showed the low importance for welfare benefits, and expected to have a high turnover rate.

• Journal of Preventive Medicine and Public Health
• /
• v.44 no.1
• /
• pp.9-13
• /
• 2011

Objectives: Although increased reactive oxygen species (ROS) is caused by stress accelerates collagen degradation, there was no data on the relationship between stress and urinary hydroxyproline (Hyp) and proline (Pro), a good marker of collagen degradation. The purpose of this study was to evaluate the relationship between depression, anxiety, and stress (DAS) and concentrations of urinary Hyp and Pro. Methods: 97 hospital employees aged 20 to 58 were asked to fill out comprehensive self-administrated questionnaires containing information about their medical history, lifestyle, length of the work year, shit-work and DAS. Depression Anxiety Stress Scale (DASS) was applied to evaluate chronic mental disorders. Urine samples were analyzed using High Performance Liquid Chromatography (HPLC) with double derivatization for the assay of hydroxyproline and proline. Results: The mean value of Hyp and Pro concenturation in all subjects was $194.1{\pm}113.4\;{\mu}mol/g$ and $568.2{\pm}310.7\;{\mu}mol/g$. DASS values and urinary Pro concentrations were differentiated by sex (female > male, p < 0.05) and type of job (nurse > others, p < 0.05). In the stepwise multiple linear regressions, urinary Hyp and Pro concentrations were influenced by stress (Adjusted $r^2$ = 0.051) and anxiety and job (Adjusted $r^2$ = 0.199), respectively. Conclusions: We found that stress and anxiety were correlated with urinary Hyp and Pro concentrations. To identifying a definite correlation, further study in large populations will be needed.

• Journal of Convergence Society for SMB
• /
• v.2 no.1
• /
• pp.59-67
• /
• 2012

As industrial software domain is recognizing with one of areas producing high added values, almost software company is running around in securing skilled workers. However, the hiring of software engineers without the consideration of long-term business goals can be caused the lack of manpower again. Also if there is no strategic workforce management plan, it is impossible to gain high performance despite many software engineers have been employed. One of ways to empower the software development capability, this paper identifies the software job functions in detail and proposes how to define the competency profile for the job function. We also propose the career path management scheme using the profile. The proposed workforce management approach which is based on the competency profile, enables to keep the appropriate size of human resources, and to achieve the business performance of software organization.

• Journal of Digital Convergence
• /
• v.16 no.2
• /
• pp.343-349
• /
• 2018

The purpose of this study is to examine the implications of the business start-up mentoring that overcomes limitations of government support projects' mentoring. The start-up mentoring of 'Creative Maestar Job Creation Project' supported to match mentors and mentees regardless of location, provide a SNS mentoring that allows 24-hour open consulting, and visit a products production site accompanying mentors and mentees. These institutional devices encouraged the preparers of design start-ups to develop effective communication skills and managerial mindset, not material support. In addition, mentors and mentees have become facilitators of learning that grow their mutual capabilities by constantly exchanging new ways of thinking, behaviors, and values. As a result, this study implies the importance of mentoring a talented person focusing on cultivating the qualities of a one-man design entrepreneur and a mentor's relationship with a mentor based on human trust.

• Korea journal of population studies
• /
• v.30 no.3
• /
• pp.83-105
• /
• 2007

This study investigates the stance of the social capitals that explain voluntary services. The testing results indicate that the decision to join the voluntary services is significantly affected by ages, householder, marriage, preschool child, gender, physical condition, income, education, job position, occupation, region, day, etc. And a giving time is significantly influenced by ages, marriages, working together of husband and wife, gender, income, job, occupation position, a type of living house, etc. Moreover, we find that the economic values of the voluntary services estimate at 21,467 billion won a year in 2004, and GDP ratio is 0.2% that is lower than those of major developed countries.

• Korean journal of food and cookery science
• /
• v.31 no.3
• /
• pp.370-377
• /
• 2015

The purpose of this study was to obtain data to improve customer orientation by managing emotional labor in foodservice employees. This study investigated the correlation between emotional labor (surface acting, deep acting), job burnout (emotional exhaustion, cynicism), and job engagement (vigor, dedication, absorption) in high school foodservice employees, and how they affect customer orientation. Our survey was administered to 330 school foodservice employees in the Busan area from June 2 to June 27, 2015. A total of 321 questionnaires were used for final analysis. The mean values for deep acting (p<0.01), cynicism (p<0.01), and dedication (p<0.05) significantly according to the position of the emproyees. The mean customer orientation significantly according to employment status (p<0.01) and meal service time (p<0.01). There was positive correlation (p<0.01) between surface acting, and emotional exhaustion cynicism, but negative correlation (p<0.01) between surface acting and vigor, dedication, absorption, and customer orientation. Deep acting had negative correlation (p<0.01) with emotional exhaustion and cynicism, positive correlation (p<0.05) with vigor, dedication, absorption, and customer orientation. Surface acting had negative influences on emotional exhaustion and cynicism, cynicism had negative influences on vigor, dedication, absorption, and customer orientation. Deep acting had positive influences on absorption and customer orientation, absorption had positive influences on customer orientation. Thus, nutrition teacher(dietitian) should educate foodservice employees the positive effects of deep acting to change their surface acting to deep acting, while actively managing internal customers.

• Journal of Families and Better Life
• /
• v.33 no.4
• /
• pp.1-17
• /
• 2015

The purpose of this study was to investigate the effects of individual characteristics, family characteristics, job characteristics, and family strength on work-family spillover in dual-earner families focusing on users and non-user of Healthy Family Support Centers(HFSC). The subjects were 703 people who lived in Seoul and Gyeonggi-Do. The results were analyzed by using the PASW 21.0 program. The findings of this study led to the following conclusions: First, the users of HFSC showed a higher level of family strength than the non-users did. This is the users had a high level of awareness of family's values and importance compared to the non-users. Second, the users revealed higher levels at a positive spillover from work to family and from family to work than the non-users. Therefore, it is confirmed that the users have a positive view of work-family spillover due to their family strength. Finally, there was a significant result at the moderation effects of work-family spillover according to personal traits, family and job characteristics. Specifically, work-family negative spillover was effected family strength through the age of the users' children. The result suggest that family strength has positive effects on the family cycle. It will be worthwhile to pay attention in future research to discover what is the appropriate support for dual earner families.

• The Journal of the Korea Contents Association
• /
• v.20 no.3
• /
• pp.432-439
• /
• 2020

This study aims at exploring features of Korean university students' written text, focusing on the written voice, rhetorical patterns, and writing practices through English letters. The data comprised examples of students' English job applications, and a 'purpose-will' model was adopted for the data analysis. The findings showed that the students used unique ways of strategies to convey their voice in a recontextualized setting. Their written voice in the job applications were various, and nobody applied the Korean convention of weather opening. Their rhetorical patterns were a transformation from convergence to divergence, showing integrated patterns of written voice. Students' writing practices revealed their internal values of writing for a task, and they do not directly learn from the teacher's syllabus. This supports the sociocultural framework that learning is a situated activity in a specific discourse community. The study concludes that writing teachers should understand that life-world and learning experience can impact on students' written voice and practices.

• Journal of Family Resource Management and Policy Review
• /
• v.24 no.2
• /
• pp.1-21
• /
• 2020

The purpose of this research was, first, to classify work-life satisfaction among married wage workers aged 20-59 years into several distinct types based on two dimensions of work and life, using data from the 20th(2017) wave of the Korean Labor & Income Panel Study. Second, the study aimed to assess the differences in socio-demographic characteristics (sex, age, educational level, average monthly income), and workplace-related variables (weekly working hours, full-time employment, job stability, business type, family-friendly leave policies) by work-life satisfaction type. Accordingly, four types of work-life satisfaction were identified: work-life satisfaction, work-life dissatisfaction, work satisfaction, and life satisfaction. There was a significant difference in the type of work-life satisfaction among married waged workers based on sex, age, educational level, and average monthly income. Additionally, there was a significant difference in the type of work-life satisfaction for all workplace-related variables, namely, weekly working hours, full-time employment, job stability, business type, and family-friendly leave policies. In particular, proportionally higher values of work-life satisfaction were evident among the workers in companies with family-friendly leave policies such as paid leave, menstrual leave, maternity leave, childcare leave, and family events leave, whereas there was a high rate of work-life dissatisfaction among the workers in companies without family-friendly leave policies.

• Journal of the Korean Institute of Intelligent Systems
• /
• v.23 no.2
• /
• pp.144-150
• /
• 2013

The purpose of this study was to evaluate the competence level of the caregiver and verify empirically the evaluated score of the competence level of the caregiver depending on the type of career and employment to propose a measure to improve the quality of care services. To more accurately evaluate the competence level of caregiver, the collected data were analyzed using fuzzy relationships for identifying the extent of relationship, after setting weighted values for the evaluation factors for working levels and service qualities. Such approach has a significance in that individual evaluation factors and individual's competence levels for caregivers may be more suitably and exactly identified. The analysis results are as follows. Care skill, reliability, assurance, typicality were statistically significant according to the caregiver's career. Also, according to the types of employment, job consciousness, responsiveness, empathy, typicality were statistically significant. To improve the competence level of the caregiver, it may be seen that improvement of job consciousness considering the career and employment types and making environments for acquiring the care skills should be done, while providing stability of the employment types rather than careers is more meaningful to improve the quality of services.