• Title/Summary/Keyword: Professional Librarian Type

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A Study on Analyzing out the Key Tasks and Developing the Professional Type of National Librarians through Job Analysis (직무분석을 통한 국립중앙도서관사서의 핵심업무 및 전문사서 유형 개발에 관한 연구)

  • Ahn, In-Ja;Hoang, Gum-Sook;Noh, Young-Hee
    • Journal of the Korean Society for information Management
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    • v.25 no.1
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    • pp.129-148
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    • 2008
  • Analyzing out the Key Tasks and Developing the Professional Type of National Librarians through Job Analysis was made, because improving the professionalism of librarians is the strategy of survival in the competency based society. It is composed of 22 duties, 216 tasks of national librarian job and 96 key tasks is extracted among them. As the results, 12 types of professional librarian which is composed 10 function oriented types, and 2 user oriented types, is suggested: collection development librarian, cataloger taxonomist, information service librarian, reading coach, research librarian of international standards, database & system manager, international work librarian, national support librarian, marketing librarian, library literacy librarian, children' librarian, handicapped service librarian.

The Basic Research on the Establishment of a Librarian's Talent (사서의 인재상 정립에 관한 기초연구)

  • Noh, Younghee
    • Journal of the Korean Society for Library and Information Science
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    • v.55 no.2
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    • pp.51-90
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    • 2021
  • Talent is a person who has the values and skills necessary to achieve effective goals and performance of the nation, society, organization, and individuals, or those who play a key role in generating the success or performance of the nation and companies. It can be said that it is a talented person who will achieve a well-equipped library world and a knowledge-based national society. In this study, in order to derive the talent image of the librarian, the talent image, competency, role of the librarian, librarian job development, PEST analysis, etc. suggested in various fields of society including the library world were performed. First, 11 human resources were derived, and 4 types of human resources were derived through the FGI process, and a verification process was conducted for users, librarians, and students. Finally, in this study, four librarian talents were proposed: creative convergence type talent, personality type talent, professional type talent, and communication type talent.

A Study on the Tasks of Public Librarians based on Job Analysis (직무분석을 통한 공공도서관 사서 직무에 관한 연구)

  • Hoang, Gum-Sook;Ahn, In-Ja;Lee, Jae-Kwun;Noh, Young-Hee
    • Journal of Korean Library and Information Science Society
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    • v.39 no.2
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    • pp.407-427
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    • 2008
  • The purpose of this study are to analyze tasks of the public librarians through Job Analysis ('DACUM') and to survey the demands of professional librarian (professional librarian types), As the results, In public libraries, technical services (classification, cataloging etc.,) is reduced, while reading, culture (continued education), and information service are increased. Also, we identified 5 types of professional librarian which is composed 4 function oriented types, and 1 user oriented types, is suggested : reading coach, cultural service librarian, external work librarian, computing support librarian, children librarian.

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A Study on Analyzing Demands for Professional Librarians in Domestic and Foreign Countries (국내.외 전문사서 수요분석 연구)

  • Noh, Young-Hee;Ahn, In-Ja;Hoang, Gum-Sook
    • Journal of the Korean Society for Library and Information Science
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    • v.42 no.2
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    • pp.189-208
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    • 2008
  • This study aims to deane prototypes of professional librarians as well as their job requirements by analyzing international demands for librarianship. Demands analysis starts with examining librarian job posting websites in the US, UK and Canada, followed by inquiring incumbent librarians in Korea. As for the job requirements. the study parallels definitions by IFLA and ALA with job announcements by hiring institutions. As a result, we identified 21 professional librarian prototypes by subject(7), task(12) and object(2), and defined the job requirements as 1) MLS or equivalent school knowledge with undergraduate degree of library science, and/or at least six years of relevant business experience, or 2) at least nine-rear experience as a second-level full-time librarian with two-rear experience and/or professional training in the job relevant field.

A Study on the Library's Internal and External Environment Change and the Librarian Education and Training Vision and Promotion Strategy Proposal through HRD Trend (도서관의 대내외적 환경변화와 HRD 트렌드 분석을 통한 사서교육훈련 비전 및 추진전략 제안에 관한 연구)

  • Hong, Hyun Jin;Noh, Younghee;Jung, Youngmi;Lee, Jisue
    • Journal of Korean Library and Information Science Society
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    • v.53 no.2
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    • pp.43-71
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    • 2022
  • In this study, the vision and goal of librarian education and training were designed by reflecting the changes in the internal and external environment of the library and the human resource development (HRD) trend in order to prepare a mid- to long-term development plan for librarian education and training. To design the vision and goal of librarian education and training, redefining the necessity, goals, mission, and role of librarian education and training, and seeking strategies to realize the vision and goal of librarian education and training. Core competency and national competency standards (A detailed implementation plan was prepared for the development of NCS) - based educational operation guidelines. First, when analyzing domestic and foreign prior research and literature, the future librarian is a person with competencies that includes first, creative convergence, second, communication and cooperation, third, leading professional, and fourth, empathic and inclusive talent. It was identified that education and training should be established based on The curriculum according to the library's future talents and core competencies should be presented in the following process model, and the librarian competencies for each type of creative convergence type, communication cooperation type, leading professional type, and empathy and inclusive type should be derived, and It was identified that the education direction should be set in the direction of designing a curriculum for job competency improvement by setting the job competency according to the requirements.

Librarians' Experience of Occupational Socialization: A Phenomenological Study (사서의 직업사회화 경험 - 현상학적 연구 -)

  • Kim, Kap-Seon
    • Journal of the Korean Society for Library and Information Science
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    • v.42 no.2
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    • pp.327-370
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    • 2008
  • The purpose of this study was to identify and understand the meaning and structure of librarians' experience of occupational socialization. Two in-depth interviews were conducted with each of the sixteen participants, practiced above 5 years in libraries and selected by theoretical sampling. Colaizzi's method of phenomenological interpretation was used to arrive at themes that represent what the experience of being a librarian meant to participants. Five thematic categories emerged from the data: 1) growing through deepening work and extending ability, 2) adapting the organization culture, 3) come to maturity along with users, 3) having double consciousness of the profession, 4) seeking self-realization as a librarian. Thus, librarians' experience means to orient toward the becoming a librarian with the professional situated the practice, and is the process librarian concretizes and realizes the ideal type of librarianship in the practice through adjustable interactive-process with environments.

A Study on the Technical and Administrative Innovation of Library Organization in the Perspective of the Contingency Theory (도서관조직의 기술혁신 및 행정혁신에 관한 조직상황론적 연구)

  • Hong Hyun-Jin
    • Journal of the Korean Society for Library and Information Science
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    • v.25
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    • pp.343-388
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    • 1993
  • The ability of any organization to innovate itself in a rapid change of environment means the existence of the organization. Innovative activity is achieved in different ways according to the objectives of organization. the characteristics of external environmental factors. and various attributes in organization. In the present study. all the existing approaches to the innovative nature of organization were synthetically compared to each other and evaluated: then. for a more rational approach. a research model was built and suggested by establishing the inclusive variables of the innovative nature of library organization and categorizing the types of such nature. Additionally. an empirical. analytical study on such a model was done. That is. paying regard to the fact that innovation has basically a close relation with the circumstantial factors of organization. synthetic, circumstantial relations were clarified. considering the external environmental factors and internal characteristics of organization. In the study. the innovation of library organization was seen in two parts i.e .. the feasible degree of technical innovation and the feasible degree of administrative innovation. Regarding the types of innovative implementation. according to the feasible degree of innovation, four types such as a stationary type. technic-oriented type, organization-oriented type. and technical-socio systematic type were classified. There were nine independent variables-i.e., the scale of organization. available resources of the organization, formalization, differentiation, specialization. decentralization, recognizant degree of the technical attribute. degree of response to the change of technical environment, and professional activities. There were three subordinate variables - i.e., technical innovation, administrative innovation. and the performance of organization. Through establishment of such variables, the factors which might influence the innovation of library organization were understood, and with the types of the innovative implementation of library organization being classified according to the feasible degree of innovation. the characteristics of library organization were reviewed in the light of each type. Also. the performance of library organization according to the types of the innovative implementation of library organization was analyzed. and the relations between the types of innovative implementation according to circumstantial variables and the performance of library organization were clarified. In order to clarify the adequacy of the research model in the methodology of empirical study, data were collected from 72 university libraries and 38 special libraries. and for a hypothetical test of the research model. an analysis of correlations, a stepwise regression analysis. and One Way ANOVA were utilized. The following are the major results or findings from the study 1) It appeared there is a trend that the bigger the scale of organization and available resources are, the more active the professional activity of the managerial class is, and the higher the recognizant degree of technical environment (recognizant degree of technical attributes and the degree of response t9 the change of technical environment) is, the higher the feasible degree of innovation becomes. 2) It appeared that among the variables influencing the feasible degree of technical innovation, the order from the variable influencing most was first, the recognizant degree of technical innovation: second, the available resources of organization: and third, professional activity. Regarding the variables influencing the feasible degree of administrative innovation from the most influential variable, it appeared they were the available resources of organization, the differentiation of organization. and the degree of response to the change of technical environment. 3) It appeared that the higher the educational level of the managerial class is, the more active the professional activity becomes. It seemed there is a trend that the group of library managers whose experience as a librarian was at the middle level(three years to six years of experience) was more active in research activity than the group of library managers whose experience as a librarian was at a higher level(more than ten years). Also, it appeared there is a trend that the lower the age of library managers is, the higher the recognizant degree of technical attributes becomes. and the group of library managers whose experience as a librarian was at the middle level (three years to six years of experience) recognized more affirmatively the technical aspect than the group of library managers whose experience as a librarian was at a higher level(more than 10 years). Also, it appeared that, when the activity of the professional association and research activity are active, the recognizant degree of technology becomes higher, and as a result. it influences the innovative nature of organization(the feasible degree of technical innovation and the feasible degree of administrative innovation). 4) As a result of the comparison and analysis of the characteristics of library organization according to the types of innovative implementation of library organization. it was indicated there is a trend that the larger the available resources of library organization, the higher the organic nature of organization such as differentiation. decentralization, etc., and the higher the level of the operation of system development, the more the type of the innovative implementation of library organization becomes the technical-socio systematic type which is higher both in the practical degrees of technical innovation and administrative innovation. 5) As a result of the comparison and analysis of the relations between the types of innovative implementation and the performance of organization, it appeared that the order from the highest performance of organization is the technical-socio systematic type, then the technic-oriented type, the organization­oriented type, and finally the stationary type which is lowest in such performance. That is, it demonstrated that, since the performance of library organization is highest in the library of the technical-socio systematic type while it is lowest in the library whose practical degrees in both technical innovation and administrative innovation are low, the performance of library organization differs significantly according to the types of innovative implementation of library organization. The present study has extracted the factors influencing innovation, classified systematically the types of innovative implementation, and inferred the synthetical, circumstantial correlations between the types and the performance of organization, and empirically inspected those factors. However, due to the present study's restrictive matters and the limit of the research design, results from the study should be more prudently interpreted. Also, the present study, as an investigative study of the types of innovative implementation, with few preceding studies, requires more complete hypothetical inference based on the results of the present study. In other words, if more systematical studies are given to understanding the relations, it will devote the suggestion and demonstration of a more useful theory.

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A Study on the Junior College Librarians Personality Type and Job Satisfaction (전문대학도서관 사서의 성격유형과 직무만족도에 관한 연구)

  • Lee, Du-Yi;Koo, Yeen-Bai
    • 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.

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Factor Analysis of TQM in Medical Library (의학도서관의 총체적 질 관리(TQM) 요인분석)

  • Kim Seonghee;Jung Eun-Ah
    • Journal of Korean Library and Information Science Society
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    • v.36 no.2
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    • pp.307-325
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    • 2005
  • The paper examined and analyzed the factors affecting TQM in Medical libraries. The questionnaire was used for collecting data and the ANOVA and T-TEST were used for analyzing data. The results showed that librarians positively recognize the need of TQM in Medical libraries. However, the results showed that library system needs to improve the reward system for effective performance of the work. Finally, this study showed that librarians need to be well-qualified person as a professional with the CEO of strong leadership for successful TQM.

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A Study on the Job Burnout of Medical Librarians in Korea (의학도서관 사서들의 직무 소진에 관한 연구)

  • Chan, Hye Rhan;Kim, Jeong A
    • Journal of the Korean Society for Library and Information Science
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    • v.51 no.1
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    • pp.245-269
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    • 2017
  • To assess and understand the level of job burnout among the medical librarians and identify the factors affecting it, email survey, consisting of questions regarding personal background, organization characteristics, degree of burnout, and coping activities, was administered for two weeks in December 2016, to the librarians in 138 institutions affiliated with the Korean Medical Library Association. MBI-GS is used as a burnout measuring instrument. Data collected from 158 librarians (response rate 65.6%), were analyzed by descriptive statistics, t-test, ANOVA, and correlation analysis methods. According to MB-GS norm, respondents experience moderate level of exhaustion and professional efficacy, however the level of cynicism is extremely high. There are significant statistical differences in burnout, depending on age, medical librarian certificate, work experience, type of library, job coverage, and coping activities. There are also statistical significant correlations between workload, role conflict, decision making process and performance evaluation, organization communication, IT environment, continuing education and burnout. Based on the results, recommendations to alleviate burnout are suggested in individual, organizational, and professional association context.