• East Asian Journal of Business Economics (EAJBE)
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• v.8 no.1
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• pp.21-40
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• 2020

Purpose - The labor management department is an important area in charge of the labor-management relations that affects the competitiveness of the company. This study seeks to diagnose labor management education focusing on labor manager competency strengthening curriculum that is currently being conducted domestically and propose an educational model that can contribute to the labor manager competency development by researching improvement measures. Research design, data, and methodology - In this study, the first phase is a Delphi open form survey and 15 expert panels participated. The second phase had 31 expert panels participating and in the final IPA analysis, targeting 111 on-site subjects, it conducted a survey regarding desired level of current educational level and future education requirement. Results - A final 57 subjects regarding 11 items to increase the competency of the labor managers through the first and second Delphi survey was deduced through this study. To add, regarding the current education level and desired level that the current workers are thinking with respect to analysis results of the 57 subjects through the IPA analysis, an educational model could be deduced to increase competency of the labor managers based on the result. Conclusions - Thus far, research regarding labor management has been insufficient as it was defined as a subordinate role to human resources. This study reviews the role and competency of labor managers and presented an educational model to strengthen the capabilities of internal labor managers to re-illuminate the labor manager. However, this study is limited in terms of the diversity of the types of companies participating and the small number of panels. Better data can be produced if such parts are supplemented in the future.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.12
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• pp.5594-5600
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• 2011

Even though many studies have showed that competence is positively related to organizational performance, few studies have attempted to find out the process of competency - performance. This study focuses on the organizational factors to explore their effect on the competence of customer relationship. Based on the data collected by KRIVET and the Ministry of employment and labor, strategic role of HR department and information systems are examined. As well human resource competency is investigated as a mediating variable. This study used surveys targeting department managers and executive members in firms and sample size was 1086 after cleaning the dataset by deleting all the cases with many missing values. The findings show that strategic role of HR department and information system has an influence on human resource competency, significantly. In addition, the human resource competency affect customer relationship competency, positively. Implications and directions for future research are discussed.

• Journal of Engineering Education Research
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• v.18 no.2
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• pp.8-13
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• 2015

This paper deals with the formation and development of hierarchical ranking stmcture among universities in Korea and the nature of university education. As the growing number of university graduates have trouble with finding job opportunity, the development of skills and competency which are required for the labor market is becoming the most important role for universities. Finally, I proposed several policy suggestions to overcome negative aspect of hierarchical ranking structure of university.

• Journal of the Korea Safety Management & Science
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• v.10 no.4
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• pp.247-258
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• 2008

In today's business environment faced in very quick change, Human Resource Management play a key role in sustaining corporate competitive advantage and boosting organizational competency. Based on a former study, the purpose of this study is to find how individual Human Resource Management practice effects business performance and labor relations. Business performance is a positive influence on employee royalty and devotion. Also it is more influenced statistically significant impact on industrial relation of corporate. As a result of this study, we can find the significant influence from Human Resource Management practice and industrial relation.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.2
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• pp.129-140
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• 2022

Micro and small enterprises are businesses that absorb the most labor in Korea. The position of micro and small enterprises in the national economy has an important and strategic role because micro and small enterprises are quite dominant in the Korea economy. The purpose of this study is to look at the effect of the CEO' business experience, competency(job competency, money competency, digital competency), government support service(government support satisfaction, education support) on the performance. For this study, data was collected from 220 CEO by using questionnaires. The statistics analysis SPSS 24.0 was used, it is a factor analysis, reliability test and multiple regression analysis for hypothesis verification. The research results are as follows. First, as a result of examining the effect of the CEO competency on the performance, it was found that among the competency factors, money competency and digital competency had a significantly positive (+) effect on the performance. Second, as a result of examining the effect of government support service on the performance, government support satisfaction, education support had a positive (+) effect on the performance. Thirdly, in the relationship between CEO' business experience, competency, government support service and performance, the mediating effect of self efficiency was significant money competency→self efficiency→performance, digital competency→self efficiency→performance.

• Journal of Korean Academy of Nursing
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• v.29 no.4
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• pp.940-950
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• 1999

One hundred two high-risk women(HRW) and 115 low-risk women(LRW) were studied at post-partal hospitalization and at 1, 4, and 8 months after giving birth to determine whether they would differ in the achievement of perceived maternal acquisition and whether predictors of maternal acquisition would differ for the two groups over time. The subjects were 102 HRW and 115 LRW, all in the above 27 weeks, admitted to two hospitals and to two clinic in the Kyoungnam area between July 1, 1998 and May 4, 1999. The data were analyzed by a SPSS program and the results are as follows ; 1) Predictors of Maternal role acquisition in the HRW were fetal attachment, maternal attachment, state anxiety, relationships of partner, social support in the early postpartum, maternal attachment, relationships of partner, depression, infant's health status in the postpartal 1 month, relationships of partner, self-esteem, educational degree in the postpartal 4 month, and maternal attachment, social supports in the postpartal 8 month. 2) Predictors of Maternal role acquisition in the LRW were fetal attachment, social supports, perceived experience about labor and delivery in the early postpartum, maternal attachment, sense of mastery in the postpartal 1 month, sense of mastery, experience with infants, relationships of partner in the postpartal 4 month and maternal attachment, experience with infants, social supports in the postpartal 8 month. 3) The hypothesis that HRW would score significantly lower on maternal competency than LRW was rejected. 4) The hypothesis that maternal acquisition would be significantly related to maternal attachment was accepted.

• Journal of vocational education research
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• v.36 no.2
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• pp.95-121
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• 2017

The vocational competency development training teacher must complete the training course for the training of vocational competency development training instructor and get the qualification of the vocational competency development training teacher from the Ministry of Employment & Labor with the criteria set by the Presidential Decree. Therefore, it can be said that H_university 's educational performance, which is the only vocational competency development training teacher in Korea and that plays a role of mass production in the labor market, has a great influence on vocational competency development training. The purpose of this study is to identify the problems through the analysis of actual condition of vocational competency development training education based on CIPP model, Furthermore, it was aimed to suggest improvement plan of qualification training education. In order to accomplish the purpose of the research, the present situation of the training course for the vocational competency development training teacher training students was grasped. And We conducted a survey to draw out the improvement plan and utilized the results of 173 copies. We conducted interviews by selecting eight subjects for in-depth analysis and Understand the details of the results of the surveys conducted. As a result of the study, positive responses were obtained from the educational objectives and educational resources in the context factors. On the other hand, there were negative opinions about the curriculum reflecting the learner and social needs. In the input factors, positive opinions were derived from the educational objectives and training requirements. However, there were many negative opinions about the achievement of the learner's educational goals. In addition, there were many negative opinions of online contents education. In the process factors, positive evaluation was high in class related part, learner attendance management, and institutional support. However, negative opinions were drawn on the comprehensive evaluation of qualification training period, and the learner's burden due to lack of learning period appeared to be the main reason. In the factor of calculation, Positive opinions were derived from the applicability of the business curriculum for training courses for training teachers who are in charge of education and training in industry occupations. However, there were negative opinions such as learning time, concentration of learning, and communication of instructors. Based on the results of the study, suggestions for improving the operation of vocational competency training teacher qualification training are as follows. First, it is necessary to flexibly manage the training schedule for the weekly training course for vocational competency development training teachers. Second, it is necessary to seek to improve the online education curriculum centered on consumers. Third, it is necessary to seek access to qualification training for local residents. Fourth, pre - education support for qualified applicants is required. Finally, follow-up care of qualified trainees is necessary.

• Journal of agricultural medicine and community health
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• v.45 no.4
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• pp.194-207
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• 2020

Purpose: The purpose of this study is to develop and evaluate the curriculum, that was the continuing professional development program, for cultivating physician's competencies in public health. Methods: This study was conducted through in-depth interview and survey in the frame of ADDIE, from 2 May to 30 June in 2019. Participants were 7 physicians by in-depth interview and Respondents were 46 physicians worked in public health by survey. Results: The results were analyzed and described in the frame of ADDIE model. In the stage of Analysis, physician's core competencies in public health was presented to practical education, management of organization and labor force, communication with community, and director' role of public health center in the community as core competencies by in-depth interview. The skill - knowledge-attitude competencies were highest in order in the survey for placing priority (by Borich score) of 29 core competencies. In design stage, the educational objective of curriculum was established, that is to develop the competencies of knowledge, skills, and attitude needed for physician of public health in 21th century. In development and implementation stage, it is important to decide to lecturer, to get in advance educational materials to do the maintenance and management of curriculum. In the stage of evaluation, the educational satisfaction was high on the whole and educational effect was statistically significant. Conclusions: This study was an initial study of Korean doctors, and it aims to pursue competency-based education as a continuing professional development (CPD) beyond continuing medical education (CME) including knowledge, skills, and attitudes.

• Journal of the Korean Society of Safety
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• v.35 no.3
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• pp.64-71
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• 2020

Safety is not a service provided selectively by the country, and it is a basic right that human beings should enjoy. However, as the recent expansion of outsourcing due to the efficient corporate management, fatal accidents such as the Taean Power Plant where subcontractors are pinched on conveyors continued to occur. In addition, public safety concerns have been widespread as there are constant safety-related accidents in public institutions such as KTX trains derailing. As public institutions require safety as a top priority for management rather than profit, the government needs a leading role to enhance the level of private safety activities. The government announced the "Measures to strengthen the workplace safety of public institutions" and is promoting measures to protect the lives and safety of the people. The purpose of this study was to in-depth analysis of the accident and death situation in public institutions in the last 5 years from 2014 to 2018. A recognition survey was also conducted and the results were analyzed. As a result of the analysis of industrial accident death, it showed that the number of industrial accident deaths in public institutions was about 50 people per year, and it occupied about 6.1% of all industrial accidents. Following the government's public policy measures, positive changes as a result of the survey on awareness were detected in the order of rising safety awareness and participation of management (56.9%), safety and health organization and personnel composition (37.9%), and increasing safety awareness and participation of members (18.9%). However, the obstacles to the implementation of government measures were followings; 1) consciousness and lack of participation (42.1%), 2) indifference from other departments (35.1%), 3) absence, or lack of competency of safety manager (33.3%). In addition, safety investments and safety management of contractors and ordering works were analyzed to have remained largely unchanged even after the implementation of safety measures. Through this study, it is intended to provide basic data for strengthening the level and activities of safety in public institutions.

• Journal of East-West Nursing Research
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• v.10 no.1
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• pp.11-26
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• 2004

The purpose of this study is to investigate the present conditions of nursing investment contents, its conversion process, and output in Oriental University Medical Center, Korea to get good qualified Oriental nursing result which is the ultimate purpose of the Oriental nursing management, and to develope a matrix of Oriental nursing management system on the basis of that project. The subjects for nursing investment and output contents were eighteen nursing directors in eleven Oriental University Medical Center and two hundred thirty-nine nurses with three years and over experience in Oriental medical center. The subjects for Oriental nursing organization, human affair management, and control function were nineteen Oriental medical center in Oriental University Medical Center, Korea. Data were collected from November, 2002 to February, 2003 with questionnaire. Data analysis was done by SPSS PC+ 12 program. Frequency, percentage, and minimum/maximum values were used for investment contents, and frequency and percentage were used for conversion process and output contents. 1. The input factors of oriental nursing management system The objective's western hospital career was over five years of one hundred and seventy-five(73.2%) persons. Nursing in-service education was performed in fourteen hospitals(77.8%). Two hundreds(83.7%) were pro to oriental nurse system. Only four hospitals(22.2%) had independent budget in nursing division. Nursing staff allocation to the bed was from 2.8:1 to 9.06:1 respectively, with a big gap of the rate following the hospitals. 2. The conversion factors of oriental nursing system 1) Oriental nursing system Oriental hospital nursing system was organized independently in ten hospitals among eighteen hospitals. The recruitment of nurses which was a vital role of the nursing division of the hospital was mostly(79%) opened. The education to develope nursing personnels was through in-service one in 97.4%. Education for oriental nursing and management was performed in 42.1%(eight hospitals) and that for reserves was done in 36.8%(seven hospitals). Administration for nursing education by nursing division was 68.5%(thirteen hospitals). The post education evaluation was performed by report submission in 36.8%(seven hospitals), by written examination in 26.3%, by questionnaires in 21.1%, and by lecture presentation in 15.8% subsequently. The directorial meeting for the nursing directors was attended by 84.2%(sixteen hospitals), and the meeting type was the medical executive and support division executive meeting in 55.6%(ten hospitals) and the personnel management in 39.6%(seven hospitals). 2) The actual conditions of oriental nursing personnel management The reason of working in oriental hospital was by voluntary in 67.1%(a hundred and sixty persons), by nursing department order in 28.0%(sixty-seven persons), and by others in 5.0%(twelve persons) respectively. The shift form was a three-shifts one in 94.7%(eighteen hospitals), a two-shift one in only one hospital. Duty assignment was functional in 52.6%(ten hospitals), team and functional in 26.3%(five hospitals) and no team alone. Promotion manual was present at 68.4%(thirteen hospitals) and the competency essentials comprised of performance evaluation in 79%, interview, written examination, training result, study result subsequently. No labor union existed in 79%(fifteen hospitals) 3) Oriental nursing preceptor system There were five oriental hospitals(27.7%) administering the preceptor utilization model, which showed lower rate than the twenty-two medical university hospitals in Seoul in which fifteen hospitals (72.7%) were having the system. To the question of necessity of oriental nurse system asked to the objectives of two hundred and thirty-nine with more than three year-experience in oriental hospital, two hundred persons(83.7%) answered positively. 4) The control of oriental nursing The evaluation results from the target hospitals were mostly not opened in 89.4% of oriental hospitals. Thirteen hospitals(68.3%) had evaluation system of direct managers and the next were three hospitals(15.8%) of direct managers and selves. There was one hospital(5.3% each) where fellows and superiors, fellows, and inferiors' evaluation was performed and no hospital where superiors, fellows, inferiors and selves, and superiors, fellows and selves' evaluation was performed. The QI activity of nursing was 42.1%(eight hospitals) for nursing service evaluation, 36.8% for survey of ECSI, 26.3% for survey of ICSI, 15.8% for medical visit rate, 10% for hospital standardization inspection in sequence. 3. The output factors of oriental nursing management system The job satisfaction appeared good in general, indicating very good in thirty-seven persons (15.7%), good in one hundred and fourteen persons (48.3%) and fair in eighty-five persons(36.0%).