• Journal of Korean Library and Information Science Society
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• v.39 no.3
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• pp.119-137
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• 2008

The purpose of this study is to find out the character types and job satisfaction of the college university librarians by using the Enneagram personality analysis tools. The study of the job satisfaction still remains as a permanent research subject in the actual field because it is directly related with library service. Furthermore, this study intends to develop the desirable professional skills of the librarians through presenting the distinctive characters that can increase the job satisfaction. It will also provide the basic materials for educating the librarians with man-power development program which can also include the distinctive characters.

• Journal of Korean Clinical Nursing Research
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• v.19 no.2
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• pp.255-264
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• 2013

Purpose: This study was done to examine the effects of assertiveness training on Intensive Care Unit (ICU) nurses' assertive behavior, job stress, communication conflict, and self-esteem toward improving their communication skills and coping. Methods: The assertiveness training program was developed to a 10-hour program consisting of 3 sessions. The goals were to understand assertive behavior and learn how to practice assertive communication in general conflict situations and/or a difficult conflict situation in the ICU. Participants were 65 nurses recruited from a tertiary teaching hospital and of these, 27 nurses completed the program. Data were collected from Jan. 30th to Mar. 28th, 2009 using a questionnaire which included demographic characteristics, assertive behaviour scale, job stress scale, communication conflict inventory-specific, and self-esteem scale. Data were analyzed using SPSS v. 14.0 for $x^2$ test and t-test. Results: ICU nurses in the experimental group had a significant increase in aspects of assertive behavior and a decrease in job stress. Conclusion: The results of the study indicate that assertiveness training is effective in increasing ICU nurses' assertive behavior and decreasing job stress through reinforcement of assertiveness behavior.

• Journal of Digital Convergence
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• v.20 no.2
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• pp.155-161
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• 2022

Until now, many leadership styles have focused only on behavioral characteristics or skills. However, genuine leadership focuses on the essence of leadership. This study intends to analyze the effects of genuine leadership, the main body leading the corporate organization, on the organization's influence in order to achieve the organizational mission. In order to examine the relationship between genuine leadership, job satisfaction, and organizational commitment after deriving a research model as a method of research, we conducted a regression analysis after frequency analysis, validity, and reliability analysis to examine the effect of genuine leadership on organizational commitment and job satisfaction. looked at the As a result of the analysis, it was found that leadership had a positive effect on organizational commitment and job satisfaction.

• The Journal of Industrial Distribution & Business
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• v.14 no.3
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• pp.19-26
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• 2023

Purpose: There is little emphasis on alternative forms of communication in psychotherapy, thus leaving a gap in research on the impact and effects of alternatives such as using artistic expressions. The current research, therefore, seeks to address the gap by investigating the effect of psychological counseling using Art Therapy on improving workers' job efficiency. Research design, data and methodology: The present author collected topic related to prior studies in terms of psychological counseling, art therapy, and employee job efficiency. And then, the author conducted clear procedure of the screening to eliminate inappropriate previous works including conference papers and dissertations so that this research could obtain only journal articles and books which have been proven by high degree of reliability and validity. Results: This research has concluded that psychological counselling using art therapy is pertinent to improving the worker's job efficiency in various ways, addressing properly mental health issues ranging from small to complicated or acute issues, thus promoting the well-being of employees to work at their optimum or best possible conditions. Conclusions: Psychological counseling using art therapy improves self-confidence, esteem, and awareness. Further, it enhances their social skills, expression capability, and general work ability. Elsewhere it improves coping with pain and reduces stress and depression.

• The Journal of Industrial Distribution & Business
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• v.14 no.7
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• pp.1-7
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• 2023

Purpose: The present research is to explore and investigate the meaningful difference between job-based pay and skill-based pay in the current literature to shed light on the advantages and caveats of two compensation approach, providing direction for human resource practitioners looking to develop efficient and fair compensation plans. Research design, data and methodology: The methodology based on Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) was used for this research. The PRISMA technique is generally considered the gold standard since it guarantees openness, repeatability, and rigor. Studies comparing salaries based on work duties versus those based on individual skills published in English and accepted for publication in peer-reviewed journals are eligible for inclusion. Results: According to the comprehensive literature analysis, the present research provides clear comparison between Job-based pay and skilled-based pay, pointing out a similarity and four differences (1. Criteria for pay determination, 2. Flexibility, 2. Job Scope, and 4. Career progression. Conclusions: The result of the current research implies that human resource professionals would be well to learn the effects of various compensation structures on career advancement, and suggests for them that employees can take advantage of chances to advance in their careers based on right compensation schemes.

• Information Systems Review
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• v.7 no.2
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• pp.129-139
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• 2005

Information technology (IT) managers play a very important role in implementing information systems as well as in organizing IT resources. In order to adequately prepare candidates for such positions, it is important that one determine exactly what skills are required for success in this position. This study is intended to reveal the most up-to-date skill requirements for IT managers through analyzing job ads posted on online job boards in South Korea.

• Asian Journal of Business Environment
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• v.5 no.3
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• pp.23-28
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• 2015

Purpose - The aim of this study is to evaluate the effectiveness of a corporate training program. The case study of HCL Technologies was used to investigate how training programs improve the performance of employees on the job, as well as to identify unnecessary aspects of the training for the purpose of eliminating these from future training programs. Research design, data, and methodology - An exploratory research design was used to conduct the study. The research sample size included 50 HCL employees. The sampling technique for the data collection was convenience sampling. Results - Training is a crucial process in an organization and thus needs to be well designed. Specifically, the training programs should provide adequate knowledge to all employees, ensure correct methods are used for the selection of trainees, and avoid any perception of biasness. Conclusions - Employees were not fully satisfied by the separation of the training program into two parts, on the job and off the job training, but if sufficient data is provided to employees in advance, this could help them during the training process.

• Journal of Digital Convergence
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• v.18 no.10
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• pp.491-499
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• 2020

The purpose of this study is to grasp the difference in vocational education and training and vocational competency according to the career movement path, targeting middle-aged Koreans (ages 40 to 64) who have experience in vocational mobility. A survey was conducted for a month in February 2020, and among the 1,224 data, 845 middle-aged adults who had moved within the last 5 years were selected. First, 69.0% of them moved to work, and 48.2% of them moved to 'employment→employment'. Second, among all groups, 80.6% did not participate in vocational education and training. Third, the 'employment→employment' group had the highest perception of job basic ability and job competency and job seeking skills compared to other groups. And the job competency of middle-aged workers who moved from 'employment to unemployment and housework (childcare)' appeared to be slightly lower than those of other groups.

• Korean Journal of Community Nutrition
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• v.2 no.4
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• pp.605-615
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• 1997

The job characteristics and competencies of 285 dietitians in employee foodservices were investigated by worker-oriented job analysis methodology. The purposes of this study were to : a) determine the knowledge, abilities, skills and other characteristics(KASO) needed for dietitians in two types of employee foodservice groups(self-operated vs. contracted), b) categorize KASO items by factor analysis and c) provide job information and job descriptions for dietitians in employee foodservices. The job analysis questionnaire was consisted of questions concerning the 134 KASO items. The questionnaire was mailed to 250 dietitians who are members of The Korean Dietetic Association Practice Group in self-operated foodservices(group A) and 250 dietitians who are employed in contracted foodservice companies(group B). Completed questionnaires were received from 285 dietitians(121 in self-operated, 164 in contracted) ; with response rate of 57%. Statistical data analysis was completed using the SPSS/win and the SAS/win packages. The results of this study can be summarized as follows. 1) Through factor analysis, the 134 KASO items were regrouped into 6 categories :‘primary dietetic tasks concerning menu management and administrative work regarding merchants’, ‘primary dietetic tasks concerning procurement and purchasing of food and supplies and meal production and service control’, ‘primary dietetic tasks concerning facility, sanitation and safety control’, ‘secondary dietetic tasks concerning nutrition education and research’, ‘secondary dietetic tasks concerning foodservice operation management’and‘human attributes’. 2) Analysis of the total scores(average scores of degree of frequency, importance and entry requirements of KASO items within 6 categories), group A showed high priorities placed on‘human attributes’, ‘procurement and purchasing of food and supplies and meal production and service control’, ‘menu management and administrative work regarding merchants’, ‘whereas group B showed high priorities placed on’‘human attributes’, ‘foodservice operation management’. (Korean J Community Nutrition 2(4) : 605-615, 1997)

• Korea Journal of Hospital Management
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• v.4 no.1
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• pp.21-40
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• 1999

This study attempts to analyze the relationship between various job-related factors and the intent to turnover of employees working at different types of hospitals/clinics in urban and rural areas. The data was compiled from 1,506 employees in 21 hospitals and 10 clinics located in Kyung-gi Do. Korea, using a self-administered questionnaire. Major findings are as follows: 1) The intent to turnover was higher for the employees of small hospitals located in rural areas. It was also higher when the employees were less than 30 in age, female, single, had not received college education, and had worked for 2-5 years in their hospitals. 2) An important factor affecting the intent to turnover was job satisfaction, which in turn had a strong correlation with the job itself(opportunity of utilizing abilities and skills, subjective value attached to the current job, sense of accomplishment) and had a rather weak correlation with salary, supervision, promotion and co-worker relationship. 3) In the analysis by job category, it was found that, besides job satisfaction, the intent to turnover was significantly affected by the job itself in case of administrative personnel and by the level of salary in case of nurses. 4) For a successful management of turnover, hospitals need to develop (a) programs for improving adaptive abilities of 'new' employees(who have worked for less than 2 years), and (b) for the other employees(who have worked for more than 2 years), strategies for enhancing job satisfaction by providing the environment where they can show their maximum abilities.