• 한국조리학회지
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• 제12권1호
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• pp.37-50
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• 2006

The objective of this study is validating the effect of Hotel kitchen environment on the cook's job involvement. The literature examination classifies the study domains into the hotel kitchen environment and job involvement for this study. In particular, it has provided the theoretical background for the field study and questionnaires developed for the research were distributed to the employees of five-star hotels in Seoul, Busan and Gyeongju, and questionnaires were collected to use for analysis. The finding of this study involves the factors of human resources and safety and sanitary effect on cook's job involvement. The physical environment factors, nonetheless, are treated important to the cooks but didn't have a positive impact on job involvement.

• 수산해양교육연구
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• 제19권3호
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• pp.403-414
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• 2007

The study aims at analyzing practices of vocational life of human resources in Busan. This study adopted a questionnaire method in research of university(14), college(12) and public & private vocational training institute(10) in Busan areas for empirical analysis. Analyzing items are consist of two parts. The one is employment life and job-seeking activity, the other is career development and future plan in career. The major findings of this study are summarized as follows. First, employees have had a 2-3 times job transfer experiences. Second, difficulties of job-seeking activity are lack of information and experience. Third, the best wanted region for job transfer is Seoul etc.

• 디지털융복합연구
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• 제16권1호
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• pp.453-461
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• 2018

건강하고 아름답게 살고자 하는 욕구가 높아지면서 의료미용분야도 양적 질적 성장을 거듭하고 있으며, 의료분야에 뷰티서비스를 통합적으로 적용하고 있다. 따라서 본 연구에서는 의료미용서비스를 제공하는 종사자를 대상으로 직무요구와 의료미용간의 직무자원 조절적 역할을 검증하고 직무요구, 직무전문성이 직무만족도에 미치는 영향을 검증하였다. 연구방법은 의료미용사를 대상으로 설문조사를 실시하였으며, 자료는 Spss 21.0을 이용하여 요인분석 및 신뢰도 분석, 상관분석 등을 실시하였다. 그 결과 첫째. 직무요구는 협력자원만이 직무자원조절 효과가 나타났다. 둘째, 직무자원이 의료 미용전문성에 미치는 영향을 검증한 결과 협력자원과 기기활용 자원이 정(+)의 영향이 나타났다. 셋째, 직무요구도와 전문성이 직무만족에 미치는 영향을 분석한 결과 직무요구인 업무긴장도는 부(-), 업무부하량은 정(+)의 영향을 미치는 것으로 나타났으며, 의료미용 전문성이 직무만족에 정(+)의 영향을 미치는 것으로 나타났다. 이를 통해 의료미용사의 인적관리를 위해서는 다양한 직무자원의 지원이 지속적으로 필요할 것으로 사료된다.

• 간호행정학회지
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• 제7권3호
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• pp.497-509
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• 2001

The purpose of this study was to examine frequency of job performance, level of urgency, index of importance experienced by 138 new nurses who were working at 6 hospitals that had over 400 bed in Incheon and Bucheon. The data were analyzed using a SPSS program for descriptive statistics [numbers of job performance, level of urgency, index of importance(job performance+1/4 level of urgency)]. Some of the most frequent job performance were application of aseptic technique, application of principle of infection control, and medication (IV, PO, IM, supply fluid and electrolyte). Some of the most uncommon job performance were activity as a lecturer in nursing department, activity of arrangement of community resources, and participation in multidisciplinary conference. Some of the highest level of urgency were use of aseptic technique, CPR, application of principle of infection control, defibrillation for dysrhythmia, blood transfusion, observation of patient's status in procedure (operation), v/s check, intervention for improvement of respiratory function and medication of antihypertensives. Some of the lowest level of urgency were activity as a lecturer in nursing department, preceptor's activity, supervisor and delegation of job to nurse aids, attendance at nursing conference, activity of arrangement of community resources, participation in clinical teaching practice, participation in multidisciplinary conference, and delegation of patient care. Those were indirect patient care. The order was physiologic integration(60.99%), safety and effective nursing environment, psychosocial care, and health maintenance and improvement. The most importance item in maintenance of physiologic integration was medication. Some of the highest index of importance were aseptic technique and application of principle of infection control, v/s check, observation of patient's status in operation and medication. Some of the lowest index of importance were activity as a lecturer in nursing department, preceptor's activity, activity of arrangement of community resources, participation in multidisciplinary conference, nursing conference, participation in clinical teaching, and delegation of job to nurse aids.

• KSII Transactions on Internet and Information Systems (TIIS)
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• 제12권1호
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• pp.287-307
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• 2018

There are two targets to schedule parallel jobs in the Cloud: (1) scheduling the jobs as many as possible, and (2) reducing the average execution time of the jobs. Most of previous work mainly focuses on the computing speed of resources without considering other attributes, such as bandwidth, memory and so on. Especially, past work does not consider the supply-demand condition from those attributes. Resources have different attributes, considering those attributes together makes the scheduling problem more difficult. This is the problem that we try to solve in this paper. First of all, we propose a new parallel job scheduling method based on a classification method of resources from different attributes, and then a scheduling method-CPLMT (Cloud parallel scheduling based on the lists of multiple attributes) is proposed for the parallel tasks. The classification method categories resources into different kinds according to the number of resources that satisfy the job from different attributes of the resource, such as the speed of the resource, memory and so on. Different kinds have different priorities in the scheduling. For the job that belongs to the same kinds, we propose CPLMT to schedule those jobs. Comparisons between our method, FIFO (First in first out), ASJS (Adaptive Scoring Job Scheduling), Fair and CMMS (Cloud-Minmin) are executed under different environments. The simulation results show that our proposed CPLMT not only reduces the number of unfinished jobs, but also reduces the average execution time.

• 한국콘텐츠학회:학술대회논문집
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• 한국콘텐츠학회 2007년도 추계 종합학술대회 논문집
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• pp.582-585
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• 2007

그리드란 지역적으로 분산되어 있거나 혹은 다양한 조직(organization)에 소속된 여러 자원들을 네트워크로 연동하여 사용자들에게 하나의 자원처럼 이용할 수 있는 인프라스트럭쳐이다. 전통적으로 그리드 상에서 작업관리 서비스는 작업을 제출하고 모니터링 하는 중요한 역할을 하고 있으며, 자원 정보 서비스와 데이터 전송 및 관리 서비스와 더불어 중요한 요소 중의 하나이다. 본 논문에서는 TIGRIS 상에서 작업 관리 서비스의 설계 및 구현 방법을 제시한다.

• 한국문헌정보학회지
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• 제42권4호
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• pp.533-549
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• 2008

주제전문사서의 직무에 관한 깊이 있는 직무분석은 직업정의, 교육과정개발 훈련기준설정, 채용기준, 기관 및 개인적 목표 결정을 위한 중요한 자료이다. 본 연구는 국내 주제전문사서의 직무분석을 실시하여 7개의 책무(duties)와 58개의 작업(tasks)을 추출하였으며, 7개의 책무내용은 다음과 같다. A. 도서관 주제별 정보자원 개발, B. 도서관 주제별 정보자원 관리, C. 도서관 주제별 연구지원 서비스, D. 도서관 이용자 리에종 활동, E.도서관 주제별 이용자교육, F. 도서관 운영관리. G.주제별 능력개발.

• 한국시뮬레이션학회논문지
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• 제15권4호
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• pp.21-28
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• 2006

본 논문에서는 커널기반 관리 방식의 모바일 그리드의 구조를 제시하였다. 모바일 그리드 패러다임은 모바일 사용자들로 하여금 효과적이고 안전하면서 투명하게 분산된 자원에 접근할 수 있도록 한다. 각각의 모바일 사용자가 작업의 수행을 요청하면, 작업을 수행하기에 적합한 자원을 찾고, 할당된 시스템에서 작업을 수행하며, 수행된 결과를 작업의 요청자에게 전달하게 된다. 그러나 모바일 그리드 환경에서는 한정된 모바일 장비의 성능과 모바일 장비의 이동성 등의 제한점들을 고려해야 한다. 그래서 본 논문에서는 모바일 장비의 한정된 자원의 제한성을 극복하기 위해서 커널기반의 모바일 그리드 어플리케이션을 위한 관리 시스템을 설계 및 구현하였으며, 성능평가를 통하여 제안한 구조의 효율성을 제시하였다.

• 한국교육학연구
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• 제24권3호
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• pp.1-26
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• 2018

본 연구는 고등학생을 대상으로 학업요구와 학업자원이 학업소진 및 학업열의에 미치는 영향을 직무요구-자원 모형(Job Demands-Resources Model)을 바탕으로 학업 장면에서 검증하고자 한다. 이에 서울, 인천, 경지 소재의 정규 교과과정 중에 있는 8개의 학교에서 고등학교 3학년 총 934명을 대상으로 연구를 실시하였으며, 학업요구, 학업자원, 학업소진 및 학업열의간의 관계를 확인하였다. 구조방정식모형을 이용하여 검증한 결과는 다음과 같다. 첫째, 개인의 노력, 학업과몰입, 교사압력으로 구성된 학업요구는 학업소진과 학업열의 모두에 유의한 정적인 영향을 미쳤다. 둘째, 보상, 또래지지, 교사 자율성지지, 부모 학업적지지로 구성된 학업자원은 학업소진에 유의한 부적인 영향을, 학업열의에 정적인 영향을 미쳤다. 본 연구는 직무요구-자원 모형을 학업장면에서 검증하였다는 데에 의의가 있으며, 이에 대한 한계를 포함하여 후속연구를 제안하였다.

• 한국치위생학회지
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• 제12권4호
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• pp.793-800
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• 2012

Objectives : The purpose of this study was to examine the relationship between the DISC behavioral type of dental hygienists and their job satisfaction in an effort to provide some information on the efficiency of human-resources management. Methods : The subjects in this study were 278 dental hygienists who worked in dental clinics in Seoul. A self-administered survey was conducted from February 10 to March 30, 2011, and the statistical package SPSS WIN 12.0 was employed to analyze the collected data. Results : As for differences among the dental hygienists in DISC behavioral type according to their general and job-related characteristics, there were statistically significant differences in dominance type according to age, and statistically significant differences were found in steadiness type according to martial status. There were statistically significant differences in conscientiousness type according to career, and statistically significant differences were found in steadiness type according to the daily mean number of outpatients. Concerning differences in job satisfaction according to DISC behavioral type, the group of influence type was most satisfied with the job itself, and those who were of dominance type expressed the best satisfaction with pay. The group of influence type was most satisfied with boss ties, and those who were of influence type expressed the best satisfaction with colleague relationships as well. Conclusions : The above-mentioned findings indicate that in order to ensure the job satisfaction of dental hygienists in terms of human-resources management, both of their DISC behavioral type and job satisfaction should accurately be grasped, which is expected to make a contribution to the efficient human-resources management of dental institutions.