• Journal of Korean Society of Industrial and Systems Engineering
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• v.43 no.3
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• pp.10-20
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• 2020

This paper presents a method to measure the similarity of assigned jobs in the gravure printing operation based on the chromaticity and color sequence, and order the jobs accordingly. The proposed dispatching rule can be used to fulfill diverse manufacturing site requirements because the parameters can be adjusted to prioritize chromaticity and color sequence. In general, dispatching rules either ignore the job-changing time or require that the time be clearly defined. However, in the gravure printing operation targeted in this study, it is difficult to apply the general dispatching rule because of the difficulties in quantifying the job-changing time. Therefore, we propose a method for generalizing assignment rules of the job planner, allocating relative similarity among assigned jobs, and determining the sequence of jobs accordingly. Chromaticity priority is determined by the arrangement of the color assignments in the printing operation; color sequence priority is determined by the addition, deletion, or change in a specific color sequence. Finally, the job similarity is determined by the dot product of the chromaticity and color sequence priorities. Implementation of the proposed dispatching rule at an actual manufacturing site showed the planner present the same job order as that obtained using the proposed rule. Therefore, this rule is expected to be useful in industrial sites where clear quantification of the job-changing time is not possible.

• International journal of advanced smart convergence
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• v.13 no.2
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• pp.154-165
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• 2024

The purpose of this study is to investigate the relationship between organizational culture (innovation culture, relationship culture, hierarchy culture, task culture) as perceived by organizational members and its impact on organizational justice and job performance. This contributes to providing additional data for the revitalization and development of the organizational system for efficient management and operation measures included in the organization's sustainable management. To this end, the hypothesis established through the traditional process of quantitative research was tested as follows. First, organizational culture showed a positive effect on organizational justice. Second, organizational culture had a positive (+) effect on job performance. Third, organizational justice was significantly analyzed in terms of job performance. In other words, the importance of systematic re-establishment and continuous implementation of organizational culture (innovation culture, relationship culture, hierarchy culture, task culture) and organizational justice consistent with organizational characteristics was emphasized in order to improve job performance, which is the result of organizational competitiveness. In addition, it is the aspect of drawing practical implications for strategic human resource management and human resource development to systematically improve it.

• Journal of Technologic Dentistry
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• v.43 no.4
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• pp.181-185
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• 2021

Purpose: This study aims to make suggestions for the implementation of the job-based dental technician practical exam. Methods: The duties of dental technicians and the recent trends in the dental technician field were defined and identified, respectively, to achieve the purpose of the current study. The practical test system of domestic and foreign national tests was comparatively analyzed to seek improvements. Additionally, the direction of the practical test to be taken in the future was investigated through a public hearing of domestic experts. Results: As a result of this study, the job site of dental technicians was recently found to be undergoing many changes, and it can be observed that related laws and the work site have already changed. Comparison of overseas test systems showed that Korea was limited to a rather small evaluation range; in general, the scope of the evaluation of the practical tests in foreign countries was widely conducted. In the results of the public hearing, opinions exist that the evaluation range of the practical test was expanded and that new subjects were needed, but the opinion on the existence of practical difficulties was mainly mentioned. Conclusion: The evaluation range of the current practical examination subjects should be expanded and the evaluation of digital dental engineering subjects should be added to proceed with the job-based practical examination. However, it seems that efforts should be made gradually through various efforts in the future due to practical difficulties.

• Journal of the Korean Dietetic Association
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• v.10 no.3
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• pp.261-271
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• 2004

The purpose of this study was to provide basic data for practical HACCP training. A survey was conducted and analysed on 46 contract foodservices: 13 "Appointed" foodservices (appointed by Korean Food & Drug Administration), 17 "Voluntary Applying" foodservices (voluntarily applied HACCP, but not appointed), 16 "Non-applying" foodservices (not applied HACCP). Hygiene knowledge and recognition on job performance levels for HACCP application for 46 dieticians and 361 employees were surveyed. According to the survey, 61.5% of the "Appointed" dieticians took HACCP training from outside the company, 58.8% of "Voluntary Applying" dieticians took in-house HACCP training, and 62.4% of "Non-applying" dieticians have not taken any HACCP training. As for the comparison of hygiene knowledge, total mean of employees (6.38) showed significantly lower average than that of the dieticians (7.82) (p<0.001). From the result for recognition on job performance levels, total mean of dieticians (3.91) indicated generally good performance while employees (3.41) (p<0.001) showed considerably lower recognition. Hygiene knowledge and recognition on job performance levels of both dieticians and employees showed considerably close correlation (p<0.01 or p<0.05).

• Journal of Korean Public Health Nursing
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• v.12 no.1
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• pp.37-54
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• 1998

For the purpose of investigating the job implementation of industrial health nurses catch hold of satisfaction, relational character of influence. A questionnaire survey was carried out on 131 nurses who employed at the manufacture of electronic products$(27.1\%)$, distribution industry$(38\%)$, service station$(22\%)$, construction$(10\%)$, et cetra The tool of this study was modified as completed from kang's(l991) checklist of questions were composed of the performance of nurses' duty(13 items), the factor of main influential character of nurses' job(11 items), job satisfaction(26 items). The results were as follows. 1. Industrial health nurses worked to labor follow up study after physical examination$(100\%)$, medication$(97.1\%)$, workers regular physical examination(95.5%), dressing$(94.1\%)$. 2. The factor of influence of job performance were personal relation$(100\%)$, satisfaction of nurses job performance$(86.7\%)$, environment of workplace$(86.7\%)$. 3. A period of long work experienced nurses felt the highest satisfaction as 3.44 point.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.3
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• pp.314-324
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• 2009

Purpose: This research was conducted to investigate the nurses' awareness and behavior on coaching and its relation with job characteristics in a hospital. Methods: Total 300 nurses in a university affiliated hospital were surveyed with questionnaires between April and May, 2008. The data was analyzed using SAS 9.1. Results: The data showed that 88.9 % of nurses responded the need of coaching training program while only 80.9% of general nurses and 75.7% preceptor nurses would like to participate in the training. The current level of knowledge for coaching was not different by the age, education level, and career. However, coaching behavior and job characteristics were significantly higher in the nurse managers than in general nurses or preceptors. The correlation between coaching behavior and job characteristics were identified. Conclusion: The gaps between the perceived necessity of coaching program implementation and willingness to participate in the coaching program were due to worry about the burden of extra hours needed to participate the program. To introduce coaching program to a nurses' organization successfully, the efforts should be made to develop the coaching training program for nurses based on the results and to support them systematically.

• The Journal of Industrial Distribution & Business
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• v.10 no.10
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• pp.15-21
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• 2019

Purpose - This study is intended to explore influential factors on the life satisfaction of physically challenged laborers preparing for support plans for their future. This is to enjoy a better life and have social opportunities and to review institutional support or plans for implementation to be applied for physically challenged people. Research design, data, and methodology - 4,161 disabled people participated in the Panel Survey of Employment of the Disabled. Among 2,124 physically challenged people, 957 wage workers (45%) were primarily extracted in this study, and a total of 581 (27%) with sufficient responses on the questionnaires were finally selected. Results - First, physical preparation for later life had a positive influence on retired life satisfaction among retirement satisfaction. People showed higher retired life satisfaction. Secondly, physical preparation for later life had a positive influence on satisfaction over relationship after retirement among retirement satisfaction. Conclusions - In this study, it was found that job satisfaction was the variable with the highest influential power on life satisfaction. Therefore, it seems to be necessary to proceed a research as to which factors influence life satisfaction in the medium of job satisfaction and also about plans to improve job satisfaction on experts or the disabled.

• Journal of vocational education research
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• v.37 no.3
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• pp.1-23
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• 2018

The purpose of this study was to develop evaluation indicators which can help decision making in the quality control and improvement of the job capability strengthening program for the vocational high school depending on the situation, input, process and output of CIPP evaluation model. For this purpose, through the literature review and the research of expert opinions, the evaluation indicators for the job capability strengthening program in the vocational high school was designed. In addition, the Delphi research was conducted to 15 teachers in charge of job searching in specialized high schools and education related experts to validate it. The CVR value which indicates the value of validity was analyzed through the findings of the collected Delphi questionnaires and the degree of opinion consistency was analyzed through the degrees of agreement and convergence. Through the correction and complementation, the final evaluation criteria and evaluation indicators was decided. The evaluation criteria developed from the findings include 7 references such as requirement analysis, objective setting, implementation plan, implementation contents, program activities, program control & evaluation and program performance. Each Criteria has 41 evaluation indicators. It is expected that the finally decided evaluation indicators would be used by the people concerned with the job capability strengthening program at the vocational high schools and contribute to the quality improvement of the job capability strengthening program at the vocational high schools as well as its future directions.

• Journal of the Korea Convergence Society
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• v.8 no.2
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• pp.83-89
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• 2017

The purposed of this study was to identify the factors that affect turnover intention in general hospital nurses. The study subjects were 110 general hospital nurses agreed to participate and understand the purpose of the study. The collected data were analyzed using SPSS WIN 18.0 program. The mean score of emotional intelligence was 3.51 points, and the mean score of job embeddedness was 3.09 points, and the mean score of turnover intention was 3.61 points. Emotional intelligence and turnover intention had a negative correlation, job embeddedness and turnover intention had a negative correlation and emotional intelligence and job embeddedness had positive correlation. The factor with the largest effect on turnover intention was job embeddedness (${\beta}$=-.298, p<.001). The explanatory power of job embeddedness on turnover intention was 21.0%. Therefore, we propose the implementation of a study to develop and apply nursing intervention programs to improve job embeddedness.

• Asian Oncology Nursing
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• v.10 no.1
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• pp.68-79
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• 2010

Purpose: The purposes of this study were to identify job definition, duties and tasks of Korean oncology Advanced Practice Nurses (APNs) and assess frequency, importance, and difficulty for each of duty and task using the DACUM method. Methods: The DACUM committee was organized with nine oncology APNs. The committee documented the job definition, duties and tasks based on their daily job descriptions. Validity of the elicited duties and tasks was tested by a study team and 6 oncology APNs. Data were collected using a questionnaire survey from 53 oncology APNs. Results: The job description of oncology APNs was identified 12 duties and 66 tasks. Among the twelve duties, 'education for patients/families' was the most frequently performed and was the most important duty. 'Case management' was the most difficult duty. Among 66 tasks, 'providing education for patients/families' was most frequently performed. 'Providing education for patients/families' and 'assessing patient condition comprehensively' were the most important tasks. 'Implementation research' as the principal investigator was perceived as the most difficult task. Conclusion: In this study, Korean oncology APNs' job performances were identified and analyzed. It is recommended that job description for oncology APNs needs to be standardized and reshaped in advanced way in future.