• Journal of the Korean Society of Marine Environment & Safety
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• v.29 no.7
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• pp.871-878
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• 2023

This paper showcases the study of 150 Coast Guard officers on how work environment compatibility impacts their organization and job attachment. The independent variable, work environment compatibility, is separated into three sub-variables, which are organization compatibility, job compatibility, and supervisor compatibility. The study's results show that job attachment is only influenced by job compatibility while organization attachment is influenced by all three; organization, supervisor, and job compatibility. With these results, we can make suggestions for the development of the Coast Guard organization and further research based on individual characteristics.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.9
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• pp.621-629
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• 2020

This research focuses on determining the impact of human resource management activities on the compatibility and work results of employees of Ho Chi Minh Stock Exchange (HOSE) listed companies. The paper includes five parts: introduction, literature review, research methodology, research results, and conclusion and policy implications. The data are collected from the survey of 350 listed companies in HOSE, in which 315 survey notes filled with sufficient information are used for analysis. The paper employs both qualitative method and quantitative method. Group discussion of 10 experts is for qualitative research. Quantitative method performs analysis of Statistics, Cronbach's Alpha, EFA analysis, CFA analysis and SEM model. The results of the research clearly indicate that human resource management (HRM) activities are measured through improving the ability, improving the motivation and improving the opportunity. While compatibility is measured through suitability, connection and sacrifice; whereby HRM activities of ability improvement have a positive effect on the job suitability and connection; HRM activities of motivation improvement have a positive effect on the job suitability, connection and sacrifice; and HRM activities of opportunity improvement have a positive effect on the job suitability, sacrifice and connection; Finally, the job suitability, sacrifice and connection positively affect the work results of employees.

• Korean Journal of Social Welfare
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• v.65 no.4
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• pp.317-340
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• 2013

The modern society has undergone the fast change of the family structure and labor market. Particularly, the compatibility of work and family life became the era's agenda while the labor force participation rate of the women increased. However, the family-friendly organizational culture was not created and the job engagement of the married female workers was decreased. The married female workers complained of suffering due to the work and family conflict. This research was conducted to study a relationship between family-friendly organizational culture and job engagement of married female social workers, and secondly to investigate if family conflict affect the relationship. From the results of the study, it was known that family-friendly organizational culture has effect on the job engagement, and work and family conflict play an intermediary role between the organizational culture and job engagement. Therefore, it can be explained that family-friendly organizational culture enhances the job engagement of married female social workers, and the culture would be a good measure of the compatibility of work and family life. Based on the study, it is suggested that public relation and education need to be preceded for the spread of family-friendly organizational culture by national initiated programs. Secondly, in terms of welfare organization, related regulations and guidelines need to be prepared, and thirdly, in the view of individual respect, members of family should have their own rights to put forth an opinion grandly with firm faith of the compatibility of work and family life.

• Journal of dental hygiene science
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• v.21 no.3
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• pp.158-167
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• 2021

Background: To identify work-family balance and level of happiness among married women dental hygienists in Seoul and Gyeonggi Province. The goal of this study is to use the outcome as basic data to determine the compatibility of dental hygienists with work and family, systems, and improvement of happiness levels. Methods: From July 3 to August 10, 2020, 250 dental hygienists in Seoul and Gyeonggi Province were targeted. The questionnaire comprised 65 questions, including general characteristics (perception of work-family balance, perception of work-family balance system, job satisfaction, parenting type, happiness level) whether or not they were implemented. The results were obtained through a self-control questionnaire. Results: The perception of work-family balance was significantly different in job rank and average income, while that of the work-family balance system had significant differences in workplace type, total work experience, current job work experience, childcare system status, and parental leave period. Happiness level and job satisfaction were significantly different in job rank, average income, and childcare system status. Additionally, the perception of work-family balance and that of the work-family balance system showed a positive correlation with job satisfaction and happiness level. Finally, the perception of married women dental hygienists toward work-family compatibility was determined, where the higher the satisfaction with the job, the higher the level of happiness. Conclusion: To improve the work-family balance and job satisfaction of dental hygienists and their levels of happiness, changes in social perception and improvement of the working environment such as proper staffing, flexible work systems, and incentive systems should be considered.

• Journal of the Korea Computer Industry Society
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• v.6 no.5
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• pp.813-820
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• 2005

To develop a genetic algorithm about job shop scheduling with alternative routing, we are performed that genetic algorithm efficiency analysis of job shop scheduling with alternative routing, First, we proposed genetic algorithm for job shop scheduling with alternative routing. Second, we applied genetic algorithm to traditional benchmak problem appraise a compatibility of genetic algorithm. Third, we compared with dispatching rule and genetic algorithm result for problem Park[3].

• Journal of Engineering Education Research
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• v.13 no.2
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• pp.59-63
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• 2010

A survey was conducted on 300 working women(one woman/company) who specialize in STEM(Science, Technology, Engineering and Mathematics) in the Busan region(south of Korea) to determine their job satisfaction. The overall response of women working in industry is relatively positive although they do experience a certain limit as female workers. The serious difficulties are long work hours and restriction of behavior in consequence of being the minority. Respondents anticipate an increase in number of working women in the STEM field due to the enforcement of women resource policies in Korea. Survey results about career development show that some of the most important factors in professionalism are responsibility, gumption and cooperation. The expectation of promotion is very low. Sexual discrimination is distinctly appearing in wages and promotions. If they decide to quit their job in the midstream, the key reason is in the difficulties of compatibility between home and occupation. Survey results about job satisfaction to work in industry reveal that 31.0% of respondents are satisfied because their job is consistent with their specialty; 30.7% of respondents are working where they wanted. Among respondents who intend to change their job, only 20.7% of respondents wanted to keep their specialties. Two factors involved in the respondents' satisfaction during work are special technical achievement and practical application of their knowledge. But, they are unsatisfied in terms of implementing their leadership.

• Journal of Family Resource Management and Policy Review
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• v.18 no.4
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• pp.1-26
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• 2014

This study analyzes the effects of the three types of flexible work arrangements (part-time, flexitime, and reduced working hours for childcare) available in Korea on work-family conflict, facilitation, and job satisfaction for married working women ages 15-49. The study employs a panel analysis based on the first to the fourth data from the Korean Longitudinal Survey of Women & Families (KLoWF). The major results are as follows. First, the availability of part-time jobs and reduced working hours to facilitate childcare is significantly related to work-family conflict for married women. If a married woman is employed in a part-time position or if reduced working hours for childcare are available, the conflict within the family caused by the job is reduced. Second, none of the three types of flexible work arrangements have a statistically significant influence on work-family facilitation for married women. Third, the availability of reduced working hours for childcare has a positive effect on the job satisfaction of married women. In conclusion, flexible working hours for women who are raising children are the main factor in reducing the negative effect of a job on a woman's family life as they contribute to work and family compatibility.

• Journal of Korean society of Dental Hygiene
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• v.19 no.5
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• pp.835-843
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• 2019

Objectives: This study presents job embeddedness as the principal factor that reduces turnover intention of clinical dental hygienists. The study also promotes the utilization of job embeddedness for efficient human management in dental organizations. Methods: A self-reported questionnaire was completed by 200 dental hygienists from June 1 to July 15, 2019. Data were analyzed using SPSS 20.0. An independent t-test, a one-way ANOVA, Scheffe post-hoc test, and Pearson's correlation coefficients were employed, and a multiple regression analysis was conducted. Results: The dental hygienists scored 3.25 points for job embeddedness, 3.81 points for organizational citizenship behavior, and 3.40 points for turnover intention. The variables that influenced their turnover intention were those related to job embeddedness. These factors showed 24.6% variance among the dental hygienists. Conclusions: Efficient human management of clinical dental hygienists requires increased interaction and compatibility within dental organizations. It is also necessary to create a variety of benefits and support systems.

• Journal of the Korean Institute of Telematics and Electronics A
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• v.28A no.10
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• pp.774-781
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• 1991

A communication network protocol among programable devices built-i manufacturing field, MAP (Manufacturing Automation Protocol), has to provide the job transfer service carrying out a lot of jobs distributively, and the MMS( manufacturing message specification) defines the above application layer protocol. In this paper user software required in job transfer was implemented. So as to provide each service with compatibility and extension, each module was designed according to the functions. A method is selected in double-assigning their domain and program applicable even in complex process, which loads and proceeds several programs sequentially. In order to confirm the logical validity of the designed protocol, local applying test is accomplished for the application layer of response station. Modelling the job flow process, each serice module is verified with the I/O primitives.

• Journal of the Korea Convergence Society
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• v.11 no.7
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• pp.223-230
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• 2020

The purpose of this study was to identify the characteristics of college graduates who obtain qualifications, and to check the economic and ineffectiveness of qualifications through the analysis of employment and job relevance according to their school area. For the main research, the "2016 Graduates Occupational Mobility Survey (GOMS)" data was used to perform basic statistics and logistic regression analysis using SPSS 25. This study reaffirmed the effectiveness of employment as stated in the preceding study, and in particular, the qualification of non-Seoul area colleges students had some positive effects on employment and job compatibility. In conclusion, the effectiveness of qualifications according to individual attributes and location of school may differ, but it suggests that proper qualification encouragement and acquisition support can help the employment and job convergence of college graduates.