• Journal of Technologic Dentistry
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• v.29 no.1
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• pp.73-91
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• 2007

The purpose of this study is to investigate relations among job-related attributes of dental technicians. Findings of the study can be summarized as follows. Differences in four job-related attributes among dental technicians in accordance with their titles were investigated to find that dental lab managers were higher in job satisfaction than chief and assistant technicians of the lab. Dental lab managers were given the best work climate, followed by chief technicians of hospital, those of dental lab and assistant technicians. Job competence was highest in part of the managers, followed by chief assistants of hospital, those of dental lab and assistant technicians. But work facilities that were being used by dental technicians were not significantly different in quality in accordance with their titles. Assistant technicians were lower in job satisfaction, given work climate and job competence than managers and chief technicians of both hospital and dental lab. Under same work conditions, female dental technicians were higher in job satisfaction than male ones. Dental technicians' job satisfaction were most affected by work climate, followed by job competence and the quality of work facilities in order. In other words, job satisfaction was higher when work climate was better, job competence was higher or when work facilities were better. Job satisfaction was generally lower in part of male dental technicians than female ones. Considering the fact that job satisfaction is most influenced by work climate, more careful attention should be paid to assistant technicians who while on duty, usually have not so good relationship with seniors or colleagues. Those technicians also usually have few or no opportunity of obtaining latest knowledge or skills, so they should be allowed time for seminars or lectures in which such knowledge or skills are educated. It is also important to raise assistant technicians' pride about their job by empowering them by authorization or giving more remuneration or other rewards for their improved job competence.

• Korean Journal of Clinical Laboratory Science
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• v.50 no.1
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• pp.54-62
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• 2018

In the 2000's, due to a change in hospital management strategy, the organizational structure shifted from a hierarchical system to a team system. While the hierarchical system is characterized by being activity centered, job title linked, and vertically managed, the team system is characterized by being competency centered, job title segregated, and horizontally managed. The job titles of medical technologist manager was surveyed three times in 1997, 2007, and 2017. It has been confirmed through staff members working at 24 hospitals in more than 500 beds in the metropolitan area. The results of job titles follow are as follow: "Team Leader; Part Leader" 14/24 (59%), "Chief Technologist; Area Head Technologist" 7/24 (29%), and "Chief" 3/24 (12%). The present authors propose an alternative name based on the team system to refine the three job titles currently used by medical technologists. First, the Chief Technologist is unclear if it refers to the Technologist General Manager or Technologist Manager. The Chief Technologist should be changed to "Team Leader". Second, given that Area Head Technologist or Section Chief are on the same position as Head Nurse, we suggest that Area Head Technologist or Section Chief should be changed to "Part Leader". Third, while the organization regulation is marked merely as Department of Laboratory Medicine according to the hierarchical system, it is marked as Laboratory Medicine Team according to the team system. Medical technologists come to have more belongingness, feeling of solidarity, and intimacy under the team system.

• Journal of the Korean Society for Library and Information Science
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• v.57 no.2
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• pp.453-475
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• 2023

This study investigated research data-related services offered by North American university libraries, focusing on service names, hierarchical relationships, job titles of service managers, and job descriptions. The study analyzed the homepages of 50 university libraries and found a clear hierarchical relationship between research data-related service names, indicating a clear structure for these services. The title of 'librarian' was most commonly used for the position in charge of research data-related services, and the job content of this position was found to be quite wide. Other job titles such as 'specialist' and 'analyst' were also used for experts in various research data-related fields. The existence of these job titles was seen as a way for university libraries to strengthen the expertise of their research data-related services. Based on the findings, the authors propose a service composition system for research data-related services in domestic university libraries. This system includes 'research data service' as the highest-level service name, with 'research data management service', 'GIS service', and 'data visualization service' as sub-service names. The authors also suggest that research data-related services should be provided through collaboration between existing university librarians in the early stages of service provision, and that new recruitment of research data-related professionals could be considered gradually.

• Journal of the East Asian Society of Dietary Life
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• v.6 no.1
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• pp.1-16
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• 1996

This study was conducted to obtain basic data for reinforcing and developing course programs in department of Food Science and Nutrition. For this purpose, data was collected from dietitians and professors who work at 2-and 4-year colleges. Results are as follows. 1. Many respondents (95.7%) support that It Is desirable to separate dietitian license into two types. Reasons are (1) specific knowledge required by job type is different(29.5%), and (2) to increse job performance (29.3%). 2. Most respondents(95.4%) agree that course programs are needed to be revised. Because (1) current programs are inadequate to provide specific knowledge required at field work (67.8%), and (2) the programs are not helpful to increase job performance of dietitians (54.1%). 3. Respondents of dietitians want to extend applied science area(37.7%) and reinforce lab training (63.1%), as principles of program revision. 4. Course titles which need to be reinforced are Internship(95.8%) and Lap training(67.8%). 5. Specialized areas which need to be reinforced are Food Service Managemant and Practical Training(90.9%), Nutrition Education and Guide(88.9%), Public Health Nutrition(79.0%), Basic Area for Clinics(85.6%), Basic area for Education and Counselling(87.1%), and Cooking Science(77.5%) 6. Courses which are needed to be reinforced by respondents(over 75% agree) are Computer Management for Food Service, Counselling, Nutrition and Disease, Diet Therapy, Quantity Cooking, Internship, Public Health (Health Care), Community Nutrition(Environment and Nutrition), Clinical Nutrition, Psychology, and Communication.

• The Research Journal of the Costume Culture
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• v.21 no.3
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• pp.401-412
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• 2013

The purpose of this study was to investigate the effects of female applicant's facial attractiveness and feminine-masculine clothing image on job performance evaluation and hiring decision. The research design of study consisted of 3(facial attractiveness high, middle, low)${\times}$2(feminine and masculine clothing image) factorial design. The subject consisted of 243 persons whose occupation were mid-sized companies' administrator in Gwangju and Seoul City. The data were analyzed by factor analysis, Duncan test, ANOVA, t-test. The results of this study were as follows. First, three factors emerged to account for the job performance evaluation. These factors were given the titles of task performance, cooperation and self-management factors. Second, applicant's facial attractiveness exerted significant positive effect on self-management and significant negative effect on cooperation. Third, applicant's facial attractiveness exerted significant effect on hiring decision. Finally, the interaction effect of female applicant's facial attractiveness and feminine-masculine clothing image on job performance evaluation and hiring decision were not significant.

• Journal of Preventive Medicine and Public Health
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• v.30 no.2 s.57
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• pp.293-307
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• 1997

In Korea, sudden deaths of middle-aged and older male workers who are the responsible persons at home as well as workplace, have aroused social concern. Besides, U. N. has reported recently that mortality of Korea male in 40-50's was one of the highest among newly developed countries in 1992. Not much is, however, known about the nature of the work contributing to the mortality of different groups of workers. Therefore, this study was done to examine mortality of public servants, comprising about 5% of all the employed in Korea, according to their job titles and grades. The datas of 1753 official deaths, comprised 323 (only disease-oriented deaths) applicants of survivors' compensation, were used to examine age-adjusted Standardized Mortality Ratios(SMRs) according to their job titles, grades, tenures and cause of deaths. Controlling age and sex difference was conducted using 26,950,481 general population, 95,340 general deaths and 864,560 working public servants. All the groups were aged 20-64, who were being observed January - December in 1993, at the same time. Results and discussions are as follows. 1. SMRs standardized by general population was significantly low (SMR 44.9 CI 42.8-52.7) for all job titlses. Of public servants, 90.0% was graduated from high school, although 17.5% in general population. The distinction of social status such a education may produce a strong healthy worker effect. Besides, SMRs for different tenure groups showed a steady increase as tenure increases. This suggests that the magnitude of healthy-worker effect may be greater with increasing tenures. 2. SMRs standardized by own public servants was significantly elevated for work-men(SMR 121.0, CI 110.2-132.6) in solitue. When SMRs for different grade, of work-men was examined, 9th(SMR 124.2, CI 104.4-146.7) and 10th(SMR 137.9 CI 120.8-156.8)grade, lower grade in workmen, showed significantly elevated SMRs. Of workmen, 57.0% were graduated from high school and 50.1% in 9th grade, as well. These mean that low economic states made up social class, education may increase mortality rate. 3. Of SMRs according to all causes of death, only policemen on 'cause of death related hypertensive disease'(SMR 282.5, CI 121.6-556.7) was significantly high except for' cause of death related other signs, symptoms and ill-defined conditions'. 4. When SMRs on cause of death related hypertensive disease for different grade of policemen was examined, senior policemen(SMR 241.9), in charge of the front service, showed elevated SMR, in spite of statistical no significance. Especially, the working hour of senior policemen is quite long and also the work schedule is even more irregular for policemen. The results of this study showed that mortality for different jobs differed, and it differed also for different grades in the same job. This difference in mortality may reflect the difference in the nature of job contents, and further studies are warranted to elucidate which job characteristics are responsible.

• Korean Journal of Clinical Laboratory Science
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• v.53 no.1
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• pp.105-121
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• 2021

To investigate and accommodate opinions on the revision of the official occupational title of the medical technologist, the Korean Association of Medical Technologists (KAMT) requested 22,638 people registered as its regular members to participate in an online survey and select their two preferred options from the alternative job titles presented. Survey responses were collected from 3,999 people (17.66%). To examine job title preferences among the KAMT members, each respondent was asked to choose two terms from the choice set. As a result, 6,958 responses were obtained, and out of the total responses, 5,555 (79.83%) indicated a choice for a job title that included the word 'analyst' as the preferred alternative. The survey results showed that "Diagnostic Laboratory Analyst" was the most preferred alternative selected by the largest proportion of respondents (2,417 responses, 34.73%), followed by "Clinical Laboratory Analyst" (1,710 responses, 24.57%), "Biomedical Pathology Technologist" (758 responses, 10.89%), "Biomedical Analyst" (730 responses, 10.49%), "Biomedical Laboratory Analyst" (730 responses, 10.03%), and "Clinical Laboratory Scientist" (646 responses, 9.26%). Therefore, based on the responses of the surveyed members, results of consultation and literature review, the Standard Classification of Occupations (SCO), and the current status of the job titles used in major countries, it is suggested that the occupational title of medical technologists should be changed by adopting "Diagnostic Laboratory Analyst", "Biomedical Laboratory Analyst", or "Biomedical Analyst" as their new official job title.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.11 no.3
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• pp.190-197
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• 2001

Noise-induced hearing loss(NIHL) was the highest rate (43.5%~58.5% from 1996 to 1998) of positive findings through specific medical program in Korea. There were much more NIHL at workers of automobile manufacturing factories than other manufacturing factories. The specific aim of the present study was to determine the noise exposure of automobile press lines, according to their job titles, press line types(auto, semiauto), dosimeter parameters setting. There were a total 11 press lines sampled at a automobile manufacturing company. Among those press lines, 10 press lines were autolines with acoustic enclosure, one semiauto press line was no aucostic enclosure Noise exposure data were sampled for an work shift using noise dosimeter, which recorded both time-weighted average(TWA) and 1-min average. The mean OSHA TWA(Korea TWA with threshold 90) was $80.7dB(A){\pm}4.7dB(A)$ for leader, $82.8dB(A{\pm}4.5dB(A)$ for pallette man, $76.7dB(A){\pm}4.3dB(A)$ for press operators, $76.6dB(A){\pm}5.6dB(A)$ for crane operators, $77.1dB(A){\pm}2.8dB(A)$ for forklift drivers, whereas the mean NIOSH TWA was $88.9dB(A){\pm}1.7dB(A)$ for leader, $89.6dB(A){\pm}2.1dB(A)$ for pallette man, $86.7dB(A){\pm}1.8dB(A)$ for press operators, $88.5dB(A){\pm}2.0dB(A)$ for crane operators, $87.7dB(A){\pm}1.0dB(A)$ for forklift drivers. While L10 for NIOSH TWA samples was 84.8 dB(A) ~ 87.3 dB(A), L10 for OSHA TWA samples was 69.5 dB(A) ~ 77.4 dB(A). L10 means that the TWA for 90% of the samples exceeded L10. Among OSHA TWA(Korea TWA with threshold 90) samples for pallette man, 7.7 % exceeded 90 dB(A), the OSHA permissible exposure level, but OSHA TWA samples for the other job titles didn't. Among NIOSH TWA samples, the samples over 85 dB(A), the NIOSH recommended exposure limit, was 100% (leaders), 83.3 %(operators), 97.4%(palletteman), 100%(forklift drivers), 91.7 %(crane operator). The results of One-way random effects analysis of variance models shows that the difference between job titles was significant by OSHA TWA(p<0.05), but not significant by NIOSH TWA(p>0.05). NIOSH TWA samples were significantly higher than OSHA TWA samples(P<0.05). Regression analysis was used to obtain relationships between OSHA TWA samples and NIOSH TWA samples. In this case the coefficient of determination = 0.90, which shows the high degree association between two methods. Regression equation, NIOSH TWA = 0.552 * OSHA TWA + 42.13 dB(A), shows that if OSHA TWA is known, NIOSH TWA can be predicted by the equation. The mean TWA difference between threshold 80 dBA and 90 dBA was significant(p<0.01). While the TWA noise exposures were 7.7% above the Korea(OSHA) PEL, they were more than 83.3% over NIOSH REL. Automobile workers were exposed to noise level that could be potentially damaging to their hearing. It found that there is approximately 25% excess risk of hearing loss even if a worker is protected to the PEL in according to NIOSH study.

• Safety and Health at Work
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• v.11 no.4
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• pp.397-404
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• 2020

Background: Most job exposure matrices (JEMs) have been developed for chemical and physical hazards in the United States (US). In addition, the overall validity of most JEMs of work organization hazards using self-reported data in the literature remains to be further tested due to several methodological weaknesses. Methods: This paper aims to review important methodological issues with regard to a JEM of work organization hazards using self-report data and to present a research protocol for developing a four-axis (job titles, hazards, sex, and time) JEM of major work organization hazards using the US General Social Survey-Quality of Work-Life (GSS-QWL) data (2002-2018; N = 7,100 workers). Results: Five methodological weaknesses in existing JEMs of work organization hazards using self-report data were identified: having only two axes (hazard and occupation), using psychometrically weak items and scales, including scales having little interoccupational variability, unresolved optimal minimum numbers of subjects per occupation, and low accessibility. The methodological weaknesses were successfully addressed in the proposed research protocol. Conclusion: The work organization JEM to be developed will significantly facilitate and strengthen occupational epidemiological studies on work organization hazards and major health outcomes, improve national and occupational surveillance of work organization hazards, and promote interventions for a healthy work environment in the US.

• Journal of Information Technology Applications and Management
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• v.31 no.1
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• pp.79-95
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• 2024

In modern society, as data plays a crucial role at the levels of businesses, industries, and nations, the utilization of data becomes increasingly important. Consequently, governments are prioritizing the development and implementation of plans to cultivate data workforce, viewing the data industry as a cornerstone of national strategy. To enhance domestic capabilities and nurture workforce in the data industry, it is deemed necessary to conduct an objective comparative analysis with major foreign countries. Therefore, this study aims to analyze cases of domestic and international data industries and explore methods for quantitatively comparing data industry workforce across nations. Initially, the study distinguishes between "data industry workforce" and "data job-related workforce," particularly focusing on professionals handling data-related tasks. Subsequently, it compares the workforce sizes of data job-related workforce across nations, utilizing standardized occupational classification codes based on the International Standard Classification of Occupations(ISCO). However, it should be noted that countries employing their own unique occupational classification systems often require matching job titles with similar meanings for accurate comparison. Through this study, it is anticipated that policymakers will be able to establish future directions for cultivating data workforce based on comparable status.