• Journal of the Korean Society for information Management
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• v.26 no.4
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• pp.147-168
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• 2009

Professions with librarianship can be found in various fields. It includes all different kinds of libraries, including academic, public, special, and school libraries. Moreover, there are national and commercial information distribution bodies, and other bodies supporting the national body such as library automation companies, library supply companies, and library outsourcing companies. Careers of those who have studied in library and information science could be developed in all these fields. High flexibility and labour turnover can be expected due to the wide range of career fields. Nevertheless, there have been very little studies reflecting the reasons of high level of turnovers and flexibility in librarian workforce. Therefore, this paper invastigates career movement and development of librarian as a foundation stone of further researches. It also analyzes career development process of librarians, including career paths of those working in libraries and other related areas, their efforts for career development, factors influencing their career movements.

• Journal of the Korean Society for Library and Information Science
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• v.49 no.2
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• pp.275-290
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• 2015

Cooperation between school libraries and public libraries is one of strategies to use the libraries'resources effectively and foster an educational role of librarians by providing good services to children and young adults. According to analysis results of the questionnaire on their cooperation, they sympathize necessary of cooperation between school libraries and public libraries and consider programs and materials as the most necessary part of mutual cooperation. They recognize that lack of awareness and attention obstructs their coordination in common. The teacher librarians promote the programs and services for children and young people of the public libraries, the public librarians also introduce their programs to the school libraries and discuss purchasing and providing educational materials with the teacher librarians. Finally, they assist that assignment of professional workforce and network operation are necessary to improve inter library collaboration.

• Journal of Korean Library and Information Science Society
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• v.45 no.4
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• pp.253-276
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• 2014

The diversification of Korean society with a large influx of migrant workers, international marriages, and international students calls for an attention to the importance of cultural competence of Library and Information Science sector in order to respond effectively and appropriately to the needs of immigrants who have diverse cultural backgrounds. In regard to these circumstances, this study is designed to develop the components of cultural competency needed by librarians. For this, this study collected its data through literatures review and interviews with librarians who are implementing services for immigrants in multicultural libraries and with experts who have experienced researches based multicultural services or involved with the management of multicultural families and migrant workers. As a result, the cultural competency components emerging from literatures review and interviews were divided into three parts ; multicultural attitude, multicultural knowledge and multicultural skills. And detailed components of three parts of cultural competency were specifically multicultural attitude, knowledge of multicultural groups, knowledge of multicultural services, development of collections, programs, and services, service delivery, language diversity, and professional education and workforce diversity.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.21 no.4
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• pp.133-147
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• 2010

With the start of knowledge based society, there has been extinction of traditional librarian jobs, new kinds of jobs are created, differentiated, and joined. As so there has been a great change in career paths. This study is a basic research of career parhes of library and information sciences alumni to adapt field work and build powerful workforce. Through the research of 5 Universities and 190 career routes, the movement of the library information and science majors' career has been unveiled. The majority of the library and information science majored career was jobs based on culture and arts, education and researches, economy and planning related ones, marketing and sales respectively. Particularly, except the librarian, there were just few careers in artistic cultural field. Further more, because there is a great impact in career tendency based on his education, the library information and science has drawn the report that the future of career and knowledge which is demanded in working field.

• Journal of Korean Library and Information Science Society
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• v.47 no.4
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• pp.93-122
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• 2016

The present study investigates librarians perceptions of Free Learning Semester, and their commitment to program development for coordination with Free Learning Semester, and whether they currently offer programs for Free Learning Semester. The study results are as follows. First, the results on perceptions of Free Learning semester showed that 54.20% of the librarians who participated in the study were aware of Free Learning Semester, and 80.15% had participated in training related to Free Learning Semester. Regarding the anticipated outcomes of implementation of Free Learning Semester, "Participation in various experiential activities offered through Free Learning Semester" was the most common response, and regarding special considerations in Free Learning Semester, "Need for instituting the dedicated workforce and enhancing their sense of responsibility and expertise" was the most common response. Second, regarding the library program development and provision for coordination with Free Learning Semester, 58.02% thought that the implementation of Free Learning Semester was an opportunity to expand the role of libraries, while insufficient budget was listed as a barrier. In addition, 63.36% stated that they had no experience in providing a program in a library. Finally, the results on the perception on the Free Learning Semester program they want to provide in a library showed that "Human Library" and "Read! Think! Dream!" were the programs they want to provide most, with the mean score of 3.939.

• International Journal of Knowledge Content Development & Technology
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• v.8 no.3
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• pp.29-40
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• 2018

This paper discussed motivation, some theories of motivation and motivation of library personnel. The most important aspect of any organization is its workforce. Motivation arouses, energizes, influences and sustains behaviour and performance of employees. Motivating factors include extrinsic factors which pertain to the conditions under which a job is performed and intrinsic motivators which contribute to job satisfaction and subsequently increase productivity. Two levels of motivation were identified in the library: the need-factor motivation and the profession-related motivation. Need-factor motivation is well-pronounced in the lower cadre of library staff such as library assistants, clerical staff, and porters who set their priority on economic needs. The profession-related motivation occurs among professionally trained librarians whose motivation hinges self-fulfillment derived from professional growth and development. Other motivating factor in the library is job design which includes job rotation, job enlargement, and job enrichment. Job design specifies the contents or methods of any job in such a way that various requirements of a job can be effectively satisfied. Adequate motivation of library employees lies with the managers because they generally control work distribution, freedom and autonomy, work challenge Remove, staff development and training, and advancement opportunities. The managers are urged to create enabling environment to ensure improved commitment, satisfaction, and productivity of employees in the library.

• Journal of Korean Library and Information Science Society
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• v.40 no.4
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• pp.261-286
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• 2009

Despite much recent researches on career development or career movement, research on domestic librarians' career development are rarely conducted. Therefore this study examined the career movement of directors of public libraries as one aspect of research for librarian workforce. This study surveyed directors of public libraries and analyzed the following points; age of first job, initial type of career, age when they became the director. Factors affecting career move, career paths, working years by career steps, the number of changing department before director, training opportunities for manager, and so on. This study also analyzed what kinds of efforts they exerted to become a director. The result showed 45.1% of respondents made an effort to increase knowledge and skills, 23.6% undertook an effort to improve their honesty and gain their integrity, 12.8% underwent an effort to increase competence and self-management efforts in about the library. Through analyzing the career development process of public library directors, we can find the ideal path for career development to become a director of public libraries.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.21 no.2
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• pp.15-28
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• 2010

The purpose of this study was to investigate how local governments implement and enforce library policies for their regional libraries to provide benefits to their community residents. To this end, this study analyzed public library polices of regional governments in Korea with their long-term and annual plans. According to the results almost regional governments included plans for public libraries in their long-term plans, however, organizations exclusively responsible for libraries were very rare. Main components of the policy mostly related with establishing public libraries. In addition, creating and supporting a small library, a library of building workforce capacity planning librarians, library cooperation system, whether to target the entire city reading promotion policies were included in the policy.