• 대한공업교육학회지
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• v.41 no.2
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• pp.69-88
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• 2016

The study tried to investigate perception of the importance and educational needs of job performance competency of National Competency Standards based vocational education curriculum in technical specialized high schools and meister high schools. For this, the survey was conducted targeting 269 specialty subject teachers in technical specialized high schools and meister high schools. And the results are as follow: First, job performance competency were divided into 5 categories(curriculum guidance, school life guidance, class management, extraordinary activities and administrative duties) and 34 sub-categories. Second, higher importance values were curriculum guidance, extraordinary activities and school life guidance. Higher educational needs values were curriculum guidance, extraordinary activities and administrative duties in categories. Third, higher importance values were construction and reconstruction of NCS learning modules, organization and manage of NCS based vocational education curriculum, guide of the new laws and employment, student records manage, research activities of NCS, hands-on-background training, NCS projects in sub-categories. Fourth, the results show that the NCS experienced teachers more highly evaluated the importance and educational needs of the job performance competency than the NCS inexperienced teachers did.

• 대한공업교육학회지
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• v.30 no.2
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• pp.33-44
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• 2005

The purpose of this study is to suggest plans to improve the industrial high school through the inquiry of Competency-Based Education(CBE). The suggestions are as followings: (1) Selection and organization of the educational contents of industrial high school must be based on job analysis. (2) Instructional objectives must be defined as a performance objective and enabling objectives. (3) Instruction must be individualized in method, the instructional contents must be organized in the unit of module. (4) Evaluation system must be not knowledge based but performance-based. (5) Physical Environment of work shop must be organized based on facilities, equipments and machines abstracted by job analysis. (6) Competency-Based Teacher Education(CBTE) program is required to train competent teachers in practice.

• Journal of Radiation Industry
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• v.11 no.1
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• pp.33-38
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• 2017

RI-Biomics technology is advanced convergence technologies that can be measured in real time and track in vivo behavior and metabolism of substances using characteristics of the radioactive isotope. Its application fields are increasing such as drug development, agriculture, development of new materials and their utilization, etc. In addition, according to domestic and international developments and changes in the RI-Biomics environment, RI-Biomics professionals are needed to train continuously. To develop systematic human resources basement and competency-based curriculum, we perform competency modeling of pedagogical perspective to targeted at high-performance on RI-Biomics. Furthermore, we redefine the competency model and verified by industry experts with focus group interviews. In the result, two general competencies and three professional competencies were extracted by interview. Each competencies are organized six sub-competencies and nine sub-competencies. In the finial steps, the same procedures were repeated to obtain the consensus of experts on derived competencies and behavioral objectives. The results of the study are applicable to enhance human resource management and to develop the curriculum for RI-Biomics expert training. It is expected to be used as reference material of long term-planning for RI-Biomics professional.

• Journal of Digital Convergence
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• v.18 no.11
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• pp.347-354
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• 2020

The purpose of this study is to develop a competency model for the revision of the dentistry education curriculum based on the competency of W College of Dentistry. For this, this study made progress of the competency model development procedure in three stages. The preparation stages of the competency model was developed by performing an analysis about the awareness investigation of the members, and the development stages were progressed through the competency level and behavioral index, etc. The content validity was verified by an expert for the evaluation stage. As a result, content validity index was high with CVI of .91 and a competency model was developed with the 4 key competencies, which are the common competencies of the university linked with job competency, the major competency. This study holds significance by the fact that the competency model development case developed through this procedure provided basic data for research that requires the development of the competency model and the education curriculum revision based on the competency of W College of Dentistry is planned to also be applied.

• 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.

• Human Ecology Research
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• v.53 no.4
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• pp.391-404
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• 2015

This study examined job satisfaction and relevant variables for multi-cultural family home-visiting educators. The selected study subjects were 192 home-visiting educators who work at Multi-Cultural Family Support Centers in the Seoul, Gyeonggi-do, and Chungcheongnam-do areas. Data analysis was conducted using SPSS ver. 18.0. The main results were as follows. First, the job satisfaction level in multi-cultural family visiting educators stood at 3.29 points, subjects' age, averagely monthly income, marital status, and activity career were shown to influence generally upon job satisfaction, self-efficacy, job stress, and cultural competency. Job satisfaction was high in groups with: a high age, small career, low averagely monthly income, and married. Second, self-efficacy and job stress were big in the job satisfaction of multi-cultural family visiting educators. The same outcome as the existing prior research was indicated. Cultural competency was not significant. Third, an examination of relative influence upon job satisfaction in home visiting educators indicated that the explanation power was 29.0%. Significant influential variables included academic background, marital status, self-regulation, and role ambiguity. Self-regulation was greater for those with lower academic backgrounds and unmarried. Job satisfaction was higher in the lower role ambiguity. Thus, the same outcome as the existing prior research was indicated. Cultural competency wasn't indicated to be significant. This has significance in having shown characteristics of job satisfaction in multi-cultural family visiting educators.

• Journal of radiological science and technology
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• v.40 no.3
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• pp.469-484
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• 2017

Radiological Technologists deals with the life of a person which means professional competency is essential for the job. Nevertheless, there have been no studies in Korea that identified the job competence of radiologists. In order to define the core job competencies of Korean radiologists and to present the factor models, 147 questionnaires on job competency of radiology were analyzed using 'PASW Statistics Version 18.0' and 'AMOS Version 18.0'. The valid model consisted of five core job competencies ('Patient management', 'Health and safety', 'Operation of equipment', 'Procedures and management') and 17 sub - competencies. As a result of the factor analysis, the RMSEA value was 0.1 and the CFI, and TLI values were close to 0.9 in the measurement model of the five core job competencies. The validity analysis showed that the mean variance extraction was 0.5 or more and the conceptual reliability value was 0.7 or more, And there was a high correlation between subordinate competencies included in each subordinate competencies. The results of this study are expected to provide specific information necessary for the training and management of human resources centered on competence by clearly showing the job competence required for radiologists in Korea's health environment.

• Journal of Technologic Dentistry
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• v.34 no.4
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• pp.457-469
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• 2012

Purpose: The purpose of this study is analyzing how much students of dental technology possess core competencies and cognition between dental technicians and students. Methods: The subjects of this study were dental technicians, dental technology students and a self-administered structured questionnaire survey wax conducted for 428 selected people. Collected data were analyzed using SPSS Win 20.0 statistics program and analysis techniques include the frequency, t-test, One-way ANOVA. Results: The results of the survey are as follows. The cognition of key competency according to the gender in the students showed differences in interpersonal ability, information ability and the requirement of key competency according to the gender in the students showed differences in speaking ability, listening ability, problem solving ability. The cognition of key competency according to the grade in the students showed difference in speaking ability, listening ability and the requirement of key competency according to the grade in the students showed difference in comprehension of organization ability. The speaking ability is the lowest in the cognition of key competency according to the gender, grade, experience of clinical training in the students and the skill ability is the highest in the requirement of key competency according to the gender, experience of clinical training in the students. The cognition of key competency according to the career in the dental technicians showed difference in problem solving ability, self-regulation and self-development ability, skill ability and the requirement of key competency according to the career in the dental technicians showed difference in writing ability. The cognition of key competency according to the educational background in the dental technicians showed difference in comprehension of organization ability. The foreign language ability is the lowest in the cognition of key competency according to the career, job in the dental technicians and the skill ability is the highest and the math ability is th lowest in the requirement of key competency according to the career, place of employment in the dental technician. Conclusion: This study can be used as basic data for dental technology that are available not only to field-oriented disciplines but also to overall higher education fields which aim to strengthen key competency.

• Journal of Korean Clinical Nursing Research
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• v.23 no.2
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• pp.248-257
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• 2017

Purpose: This study was aimed to compare nursing competency, self-esteem, and job stress between floating nurses and clinical nurses. Methods: The data were collected between October $1^{st}$ and December $31^{st}$, 2015, from 43 floating nurses and 57 clinical nurses working at a tertiary care hospital in Seoul. The collected data were analyzed with SPSS/WIN 23.0, using descriptive statistics and the t-test, $x^2$ test, ANCOVA, ANOVA, $Scheffe{\acute{e}}$ test, Pearson correlation coefficients, and Stepwise multiple regression. Results: The nursing competency of clinical nurses was significantly higher than that of floating nurses (F=4.370, p=.039). For both floating and clinical nurses, nursing competency was positively correlated with self-esteem (floating nurses, r=.47, p=.002; clinical nurses, r=.62, p<.001). Also, For both floating and clinical nurses, the most significant predictor of nursi ng competency was self-esteem(floating nurses, ${\beta}=0.45$, p=.001; clinical nurses, ${\beta}=0.60$, p<.001). Conclusi on: Efforts are needed to increase the nursing competency of the floating nurse through the improvement of the floating system, the nursing work environment, and continuous education. Also, as self- esteem is the most effective predictor of nursing competence, nursing intervention is needed to improve self-esteem of the floating nurse.

• Journal of the Korea Safety Management & Science
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• v.23 no.2
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• pp.9-17
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• 2021

As interest in vocational competency development projects increases, support is increasing. In this study, in order to study ways to improve participation in vocational competency development training, related factors are selected and the main factors influencing them are derived. The main factors were influencing factors were identified and ways to improve participation rate of vocational competency development were studied. Variables were selected through prior research, and data were collected and analyzed through in-depth group interviews. Based on factor analysis and reliability analysis, as a result of confirming the factors that influence the plan for improving participation in vocational competency development training by applying the backward stage selection (condition) method of logistic regression analysis, the case of respect for minorities in the 7-point Likert scale The closer to 7 was, the higher the probability of being classified as having never participated, and the other factors except minority respect, Likert scale closer to 7 indicates higher probability of bening classified as having never participated, except for the minority respect factor. Therefore, it was confirmed that lowering the scale of the factor of respect for minority, which is job satisfaction, and increasing the factors of individual characteristics such as annual salary and organizational commitment, training system for job satisfaction, and quality assurance have effects on improving participation rates in vocational competency development training.