• International Commerce and Information Review
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• v.18 no.3
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• pp.205-226
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• 2016

As knowledge workers have increased and information interchanges become more diverse, only the resources of internal enterprise is not longer useful, and the practical use of external information through information public sharing network is even more crucial. But, few studies that use both internal and external information sharing systems together have been conducted. In this research, we carried on the depth interview to analyze the main factors that intend to utilize outside information as well as to share inside information voluntarily. In conclusion, sharing internal information is directly involved with the performance of their job exchanging simple data, past documents, and technical materials. On the other hand, using the external information belonged to several other organizations is mostly caused by the voluntary participants' satisfaction sharing their individual experience through the network systems. Based on the study, we propose the idea that can activate both internal and external information sharing network through the system with user feedback function regarding the customized information, and with the space expansion where people can freely raise their private opinion. We also introduce the plan of the construction of communication systems with various experts, and the development of compatible devices with diverse interfaces.

• Journal of the Economic Geographical Society of Korea
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• v.19 no.4
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• pp.694-711
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• 2016

This study analyzes the spatial characteristics of knowledge industry which has shown relatively rapid growth in the low-growth economy situation in recent years. In particular, we catch hold of the locational characteristics of the knowledge service industry which occupies the highest ratio by professional-expert jobs favoured by young generations, as well as estimate their occupational employment opportunities. By applying Location Quotient(LQ) and LISA, we reveal the spatial distribution patterns of publishing business, information service business and education service business in the Seoul Metropolitan area, and examine the changes in the spatial patterns during the last ten years. In order to understand the socio-economic factors which explain their locations, we apply the stepwise multiple regression analysis. Furthermore, we predict the changes distribution of Knowledge service industrial employment by applying Markov Chain Model. As the result, we found their clusters at the specific locations, while there is the significant variations in the socio-economic variables related their locations respectively. The related job opportunities of the knowledge service businesses in the Seoul Metropolitan area are predicted steady growth trend for the next four years, even though dull or stagnant trend is expected for other industries. This study provides basic resources to the planning for young generation employment problem.

• Journal of the Korea Institute of Building Construction
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• v.17 no.4
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• pp.377-384
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• 2017

It is generally acknowledged that subcontractors mostly allocate their resources to project relying on their previous experiences, instead of data-based judgement. Installing residential fire protection systems, typically performed by subcontractors, is labor-intensive job and its schedule is frequently changed as the contractor master schedule is often revised. Nevertheless, it is still important for subcontractors to make much effort to improve labor productivity through a thorough planning for scheduling and resource allocation. The purpose of this study is to identify significant factors that affect labor productivity for residential fire protection system installation. For this purpose, 50 potential factors that may affect productivity were identified based on literature reviews and expert interviews. These factors were further explored using correlation analysis and ANOVA test. The results showed that the labor productivity is significant impacted by various project characteristics.

• Journal of Internet Computing and Services
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• v.13 no.1
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• pp.37-44
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• 2012

Numerous scientists who are engaged in compute-intensive researches require more computing facilities than before, while the computing resource and techniques are increasingly becoming more advanced. For this reason, many works for e-Science environment have been actively invested and established around the world, but still the scientists look for an intuitive experimental environment, which is guaranteed the improved environmental facilities without additional configurations or installations. In this paper, we present an integrated scientific workflow execution environment for Scientific applications supporting workflow design with high performance computing infrastructure and accessibility for web browser. This portal supports automated consecutive execution of computation jobs in order of the form defined by workflow design tool and execution service concerning characteristics of each job to batch over distributed grid resources. Workflow editor of the portal presents a high-level frontend and easy-to-use interface with monitoring service, which shows the status of workflow execution in real time so that user can check the intermediate data during experiments. Therefore, the scientists can take advantages of the environment to improve the productivity of study based on HTC.

• Journal of Gifted/Talented Education
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• v.25 no.2
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• pp.195-216
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• 2015

Students' perceived values of career play a core role in formation of their career motivation. In particular, science gifted students should build sound values of career in science and technology so that our society can retain the human resources for future science and technology. This study compared and analyzed the structure of science gifted and general middle school students' preferred job and values of career using semantic network analysis. Methodologically, we first collected science gifted and general middle school students' preferred careers and the reasons of the career choice using survey method. Then, we structuralize semantic networks of students' perceived values of their preferred careers using semantic network analysis. We identified the characters of networks that two different student groups showed based on the structure matrix indices of semantic network analysis. Findings revealed that science gifted students considered the creativeness as the most important value of career. Second, science gifted students considered more diverse values of career than general students. Third, science gifted students considered the self-realization such as displaying capability as a core value of career in STEM and medical science whereas general students considered the community service as a core value of the careers. This study identified the significant differences between science gifted and general middle school students' values of careers. The structures of students perceived values of careers can be used for teachers to counsel their students about students' future careers.

• Journal of radiological science and technology
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• v.35 no.3
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• pp.201-210
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• 2012

This study aimed to look at servant leadership that general radiotechnologist perceive from the servant leadership perspective and based on this to suggest ways to improve not only organizational effects of radiotechnologist who work clinically but also their working conditions. A population of 290 radiotechnologist who work at hospital in Pusan was the subject of this study and a survey was conducted to them. The analysis for the collected data used SPSS/PC+Win13 version and one-way, ANOVA was carried out to verify differences between groups. Servant leadership according to background factors showed relatively higher values among unmarried than married, twenties or more in terms of age, and nuclear medicine department in terms of the work department than other groups. Regular positions in terms of work types and university hospitals in terms of hospital types showed high scores, and as the motive for being a radiotechnologist, many considered job prospects. Hospitals should improve the organization's ability and performance by managing human resources efficiently. According to this study, servant leadership that radiotechnologist serve the community based on true prestige with basic honesty and trust as a member of fair community is a new model of true leadership that the future society requires.

• The Korean Journal of Emergency Medical Services
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• v.7 no.1
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• pp.213-234
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• 2003

The purposes of this study which was done by questionnaire survey and case study of First Aid Certification Program in Seoul Health College were to analyze results and effects of the college financial support program from Ministry of Education & Human Resources Development. The significant 164 data were collected from 300 professors in 8 colleges having the Department of Emergency Care from Oct. 1, 2002 to Dec. 31, 2002 and analyzed using SPSS in terms of t-test, ANOVA, Pearson's correlation coefficient and so on. The conclusions and suggestions from this study were summarized as follows; (1) Degree of acknowledgement about aims, contents, results of the college financial support program was above the middle(participants 4.21, non-participants 3.63) and higher relation than the others in case of participants(r:0.32 p<0.001), planning team(r:0.22 p<0.05). (2) Degree of acknowledgement about improvement of curriculum & educational facilities through the program was above the middle and higher relation than the others in case of participants. (3) Degree of acknowledgement about positive influence on acquirement rate of certification(licence) & job through the program was above the middle and performance & adaptation at work place was higher relation than the others in case of participants. (4) Degree of acknowledgement about positive influence on improvement of learning of student's major through the program was above the middle and higher relation than the others in case of participants. (5) The respondents thought that the program had a negative influence on professor's educational activities & research such as study 40.4%, lecture 23.1%, student guidance 12.5%. (6) When the program was administered by planning team, there were difficulties such as execution of budget 42.1%, cooperation with companies 17.1%, cooperation among program teams 11.8%, when it was administered by non-planning team there were difficulties such as execution of budget 45.5%, cooperation among departments 22.7%, cooperation with companies 13.6%. (7) Because it was too short to execute the budget, the ministry have to select proposed programs before the next school year. (8) This program should be changed temporary, insufficient support into consecutive, sufficient support for more characterization & specialization of the college which has a long-term developmental plan & vision.

• Journal of Labour Economics
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• v.40 no.1
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• pp.1-36
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• 2017

This study aimed to analyze influencing factors to increase the wage differential between large enterprise and subcontracted small-medium enterprises by using panel data composed of 19 manufacturing industries for 16 years from 1999 to 2014. According to the results of analysis, in large enterprises the elasticity of substitution between the labor inputs and the subcontracted product supplies from small-medium enterprises was significantly less than 1. So, the increase in wages of workers of large enterprises, whose degree of employment protection was relatively high, seemed to increase the share of wage cost in total cost and was resulted to decrease the cost share of subcontracted product supplies significantly. This was interpreted to be able to exert a negative influence upon the price of subcontracted product supplies and the wages of workers in subcontracted small-medium enterprises, and, therefore, to increase the wage differentials between large enterprises and subcontracted small-medium enterprises. Furthermore, it was also found that the increases in the labor union participation rate at large enterprises and the openness rate of the industry concerned were contributing to make such effects much stronger significantly. In order to mitigate the wage differentials and the polarizing trend in labor market, we can suggest to establish a certain kind of flexible wage system and to introduce co-bargaining practices with the workers of subcontracted small-medium enterprises within large enterprises, and also for the workers of small-medium enterprises, to prepare new social systems to upgrade their human resources and job skills drastically.

• The Journal of the Korea Contents Association
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• v.16 no.11
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• pp.281-307
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• 2016

The goal of this study was to verify that effectiveness of transformational leadership in impacting work engagement with the psychological contract breach among members of the organization and organizational anomie as mediating factors. The mediating effect of psychological contract breach and organizational anomie on the relationship between transformational leadership and work engagement was explored using a theoretical approach based on Social Exchange Theory, Social Information Processing Model and Job Demands- Resources Model. To avoid common method bias, the dependent variable was surveyed using employee peer review. 277 surveys were collected from 18 companies in diverse industries including manufacturing, distribution, and finance. The results of the analysis showed that transformational leadership has a significant positive effect on employees' work engagement, while having a significant negative effect on psychological contract breach and organizational anomie. In addition, psychological contract breach and organizational anomie were found to act as partial mediators in the relationship between transformational leadership and employees' work engagement. Overall, this study showed that if leaders at organizations can assist employees to overcome negative factors such as psychological contract breach and organizational anomie through transformational leadership, it is possible to improve employees' work engagement.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.8
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• pp.440-446
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• 2020

This article highlights the issues and problems in the revised National Sports Promotion Act, Article 11(Fostering of certified sports leaders) and Article 11-2(Designation, etc. of qualifying examination institutions and training institutions) that were amended by Presidential decrees and Ordinances of the Ministry to implement the acts, July. 4, 2014. The national certification that was introduced to promote job career and to effectively manage human resource is forming a strong link with the education and labor market. Given the numerous human resources majoring in sports and exercise of the higher education and as they are providing them with professionalization of curriculum and instruction in higher education, the national sports promotion act administrative legislation article 8-2(offering certification for any person aged over 18 years old) should be omitted. The national sports promotion act administrative legislation article 12(Training course) that requires 90 hours of professional development should be revised to a few hours of continuing professional development every year.