• Journal of Korea Society of Digital Industry and Information Management
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• v.12 no.3
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• pp.11-24
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• 2016

The purpose of this study is to develop a recruiting platform resolving the mismatch between corporate job and job finder's competence in recruitment market. For this, we investigated technological trends and limitation on recruit platform. Based on the findings, this study investigates the trends and directions related to recruiting platform evolution and identified critical success factors and development strategies for successful development of recruiting platform. Two development strategies include employment of online resume and construction of database assessing job finder's competence. We also proposed target system architecture incorporating job database, competency assessment form, capability oriented resume. To analyze user requirement national competency standards and core job capability evaluation model were analyzed. Next, we designed integrated database, user interfaces, and dynamic functionalities using the forms developed in earlier stage. Finally, we assessed the fidelity of form item, integrity of database, and the usability of interface to evaluate the effectiveness of the system.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.12
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• pp.6163-6172
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• 2013

This study examined the job competence of the staff at the center for teaching and learning(CTL) in university and to find out the level of job competence, which has been asked to the staff of the CTL. For that, the factor of the job competence, which is required of the staff of the CTL, was inquired through a literature review. Based on the job competence, this study examined the required job competence of the staff in Daejeon city and Chungnam province. The result suggests that the job competence required of staff are the basic job competence, planning-analysis job competence, management job competence for the project, and evaluation job competence. The first factor in basic job competence is the attitude to change and innovation. In the planning-analysis job competence, the first factor is an analysis and consultation of instruction. In managing the job competence for the project, the first factor is the management of human resources, and the first factor in evaluating the job competence is an evaluation of the effectiveness of the media. Therefore, to revitalize the CTL, there is a need to organize an expert pool, plan and support program that is suitable for professional development.

• Asian Pacific Journal of Cancer Prevention
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• v.16 no.13
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• pp.5463-5469
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• 2015

Background: Nursing focuses on the development of an empathic relationship between the nurse and the patients. Compassionate competence, in particular, is a very important trait for oncology nurses. The current study sought to determine the degree of compassionate competence in oncology nurses, as well as to determine the relationships between compassionate competence, burnout, job stress, turnover intention, degrees of job satisfaction, and organizational commitment in oncology nurses. Materials and Methods: A descriptive correlational study evaluating the relationships between compassionate competence, burnout, job stress, turnover intention, degrees of job satisfaction, and organizational commitment in 419 oncology nurses was conducted between January 30 and February 20, 2015. Results: The average score of compassionate competence for oncology nurses in the current study was higher than for clinical nurses. Conclusions: The correlational analysis between compassionate competence and organizational commitment, burnout, job stress, turnover intention, and degree of job satisfaction revealed a high correlation between compassionate competence and positive job satisfaction and organizational commitment. Conclusions: Compassionate competence was higher in oncology nurses than in nurses investigated in previous studies and positively correlated with work experience. Job satisfaction and organizational commitment in nurses may be improved through compassionate competence enhancement programs that employ a variety of experiences.

• Korean Journal of Human Ecology
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• v.22 no.4
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• pp.511-524
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• 2013

The purpose of this study was to examine the impact of the communicative competence of early childhood teachers on their teaching efficacy and job satisfaction in an attempt to provide some information on the development of the communicative competence of early childhood teachers. Study results show that, first, the teaching efficacy of early childhood teachers differed according to their age, education and career level and their communicative competence differed according to their career level. Second, communicative competence had a statistically significant positive correlation with teaching efficacy and job satisfaction. Third, among the sub-factors of communicative competence, focusing attention and responding exerted a statistically significant positive influence on teaching efficacy. Among the sub-factors of communicative competence, focusing attention, analyzing and evaluating exerted a statistically significant positive influence on job satisfaction.

• Journal of Korean Critical Care Nursing
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• v.3 no.1
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• pp.1-13
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• 2010

Purpose: This study was designed to evaluate ICU nurses' clinical competence according to clinical ladder by job analysis tool for the evaluation tool development of clinical ladder development program, Methods: Data was collected using the ICU nurses job analysis tool from 148 ICU nurses who work for 6 ICUs of A hospital in S city, Results: The mean clinical competence score of the subjects was 3.03 on a 4 point scale, Competence score was increasing as ICU clinical ladder was higher (F=35.18, p<.001). Step_1 was the lowest and step_4 was higher than step_3 from Scheffe post hoc test, Result of multiple regression showed that ICU clinical ladder and ICU clinical nursing education explained 52.1% (F=38.83, p<.001) of ICU nurse's clinical competence. Conclusion: ICU nurses' clinical competence can be evaluated using ICU nurse's job analysis tool. Further researches is needed on job description according to clinical ladder for performance and evaluation.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.1
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• pp.43-52
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• 2015

Purpose: In this study, behavioral styles of Dominance, Influence, Steadiness, and Conscientiousness (DISC) were examined and differences in job satisfaction and clinical competence among newly hired nurses were explored. Methods: For this explanatory correlational research, 176 newly hired clinical nurses were recruited from three university hospitals and one general hospital located in Seoul and Gyeonggi province. Data were collected in August, 2013 though self-report questionnaires. Results: The distribution of behavioral styles was 11.4%, 42%, 29% and 17.6% for Dominance, Influence, Steadiness, and Conscientiousness respectively. DISC behavioral styles were associated with sub-areas of job satisfaction such as professional position and doctor-nurse relationship. DISC behavioral styles were significantly associated with the total score for clinical competence and sub-areas of data collection, basic nursing skills, critical thinking, education and leadership, and attitudes toward professional development and practical skills. Multiple linear regression analysis showed that DISC behavioral styles predicted clinical competence (Adj. $R^2$=.14, F=9.42, p<.001). Conclusion: A focus on cultivating influential and steady behavioral styles among newly hired nurses can be helpful in improving job satisfaction and clinical competence. There is a need to improve interpersonal relationships through a deeper understanding of each person's behavioral style based on the analysis of DISC behavioral styles.

• Industry Promotion Research
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• v.1 no.2
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• pp.87-93
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• 2016

This study analyzed the effect of university students' perception of job competence on job-seeking attitude. The study results showed that certificate and job-related experience significantly affected will of getting a job and self-efficiency. It is suggested that emphasizing the importance of getting a certificate and doing job-related practice is more effective rather than getting higher level of education or good grade to improve university students' job-seeking attitude. Also, if students took job-realated education in university job support center, their importance perception of job-related experience, will of getting a job, degree of self-development were higher. This study provided implications for verifying the importance and effectiveness of job competence in enhancing university students' job-seeking attitude.

• The Research Journal of the Costume Culture
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• v.30 no.3
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• pp.414-428
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• 2022

The goal of this study was to develop a curriculum based on practice and job competency, reflecting opinions on the required job competence of nail practitioners and professionals related to nail beauty. Through in-depth interviews with nail experts, the research focuses on developing nail beauty competency-based curriculum and curriculum profiles that reflect practitioners' needs of job competence in the field. In-depth interviews with 11 field experts and surveys of 154 people were conducted to develop a competency-based curriculum for beginner nail hairdressers. The results of this study show that the existing 38 National Competency Standards (NCS) job competencies were reduced to 21 job competencies. In addition, based on the common opinions of experts who reflect the current trend, two tasks on "eyelashes" and "waxing" were added, and they were modified and supplemented with 23 core competencies. The development of a competency-based curriculum and educational programs for nail beauty was performed based on the requirements of the core competencies investigated and the development of a systematic map for the core competencies of beginner nail technicians and hairdressers. In conclusion, the need for professional education and training for nail hairdressers is growing, and it can be seen that a curriculum building multi-faceted abilities is needed for their qualifications as experts. This study found that it is necessary to develop interpersonal communication skills that include marketing elements other than practical skills such as personality and customer response methods in the nail beauty curriculum.

• Health Communication
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• v.13 no.2
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• pp.175-183
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• 2018

Purpose: The purpose of this study was to compare communication competence, nursing professionalism, work environment and job satisfaction between outpatient nurses and ward nurses, and to identify the correlation among variables. Methods: The participants were 90 outpatient nurses and 98 ward nurses at the two general hospitals. Data were collected using self-administered questionnaires. Data were analyzed using descriptive statistics, ${\chi}^2-test$, independent t-test and Pearson's correlation coefficient. Results: There were statistically significant differences between two groups in nursing professionalism, possibilities for development, commitment to the workplace, social support from colleagues, social community at work and job satisfaction, outpatient nurses showed higher level than ward nurses except commitment to the workplace. The work environment variables and nurses' job satisfaction were mostly correlated. Job satisfaction showed significant negatively correlated with quantitative demands, emotional demands and role conflicts in both groups nurses. Conclusion: These findings showed that nursing work environments were the most important factor for job satisfaction of both group nurses. Therefore, it is necessary to put efforts in improving nursing work environment and to develop diverse strategies for human resource management.

• Journal of Information Technology Services
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• v.21 no.1
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• pp.61-79
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• 2022

In the rapidly changing era of knowledge revolution, user-centered IT services are emerging as a very important component of modern business. However, in order to lead IT services into success, traditional capabilities and competences are not good enough. Development of IT services involve service planners and designers as well as traditional systems developers. This detailed segmentation of job and corresponding competences among involved in IT service development brings in new type of conflicts and contradictions that may require special attention for IT services to be properly development and implemented. This study aims to explore and define competences and roles of newly emerging job groups in IT services: planners, designers, and developers. In order to identify underlying competences of these emergeing groups, two stage interviews were conducted. At the first stage, general competence framework is developed across these groups with different skills for similar competence catogories. Using the categories developed at the first stage, members of each groups were asked to rate and assess the competences of other groups. Comparisons of these reciprocal assessment revealed the conceptual differences and biases across these groups. Detail differences are discussed and implications are discussed.