• 소프트웨어공모대전
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• s.2
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• pp.71-73
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• 1997

• 소프트웨어공모대전
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• s.2
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• pp.89-94
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• 1997

• 소프트웨어공모대전
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• s.5
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• pp.37-45
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• 2000

• 소프트웨어공모대전
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• s.5
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• pp.142-151
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• 2000

• Journal of Information Science Theory and Practice
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• v.5 no.1
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• pp.47-64
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• 2017

Purpose: This study aims to assess the level of job satisfaction among the practicing Library and Information Science (LIS) professionals in India. Some of the key variables studied include salary, work environment, professional position, working hours, location, employee participation in administrative matters, recognition, and advancement. Scope: The study is limited to LIS professionals in India; however, the results of the study show some degree of commonality among LIS professionals across the world. Methodology/Approach: The study has been purely undertaken by analyzing the primary data collected from practicing library and information professionals across India by circulating an online questionnaire, using Google services and by posting the link on various social groups and other social networking sites such as Groups, Facebook, LinkedIn, discussion forums, and e-mails. Findings: Responses were generated across 20 states and union territories of the country, representing 88.15% territory of India. Of the total responses generated, 72.88% are males and 27.12% females. From the data analysis it emerged that every third library professional in India enters in to LIS profession by chance and not by choice, as 35.59% respondents expressed that they landed in the LIS profession by chance and 60.45% by choice. More than 77% respondents have expressed their willingness to change their present employer, if given better opportunity. More than 80% professionals either fully or partly agree that most of the LIS professionals across India are dissatisfied with their employers. All these and many more areas have been explored, which reflect the aspects of job satisfaction and dissatisfaction among LIS professionals in India.

• Journal of Periodontal and Implant Science
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• v.36 no.4
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• pp.817-827
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• 2006

Purpose : This study was designed 1) to compare the perception of dental professionals and lay people with respect to minor variations in maxillary anterior tooth size and alignment and their relation to the surrounding soft tissues, and 2) to evaluate the normal tooth-gingiva topographical relationships in periodontally healthy young subjects, Materials and methods : Maxillary anterior teeth were intentionally diagrammed in varying degree of deviation with respect to one of three common anterior esthetic discrepancies including variations in crown length, shape of gingival margin, and length of interproximal contact, 17 images were generated to be preferentially selected by 2 groups consisting of dental professionals and lay people (total of 740). Smiling photographs of 120 dental students who had healthy periodontium were taken and the photographic images were analyzed to be classified as 17 kinds of altered image groups. Results : The results demonstrated noticeable difference between the varying levels of discrepancy. Both group preferred gingival margin of lateral incisor to be 0.5mm lower than that of central incisor. Lay people preferred the gingival margin shape that has 2/9 horizontal component of the crown width, while dental professionals preferred the gingival margin shape that has 1/9 horizontal component of the crown width. Lay people preferred longer length of the interproximal contact (two thirds of the crown length), whereas dental professionals preferred shorter length of the interproximal contact (half of the crown length). Photographic analysis of normal esthetic gingival topography revealed 2/9 horizontal component and short length of the interproximal contact which was of the hybrid nature of the preferences shared by lay people and dental professionals. Conclusion: The results of this study show that dental professionals and lay people demonstrated significant difference in their preference of dental esthetic components, which may then influence the decision making process by dental professionals with respect to designing the anterior esthetic gingival line.

• Review of Culture and Economy
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• v.21 no.2
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• pp.3-28
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• 2018

This study focuses on analyzing the glass ceiling effect in arts and culture professionals through the quintile decomposition applied to the RIF unconditional quantile regression and Oaxaca-Blinder decomposition technique. From the industrial viewpoint, we divide arts and culture professionals into cultural contents professionals(large category J industry) and arts professionals(large category R industry). For our analysis, we employ the pooling data of 'Wage Structure Survey' from 2009 to 2016. Our results are summarized as follows. First, as OLS wage decomposition showed that the gender wage gap among the arts professionals was lower than cultural contents professionals, but the discrimination portion of total gender wage gap was larger. Second, from quintile regression decompositions, the glass ceiling effects of two types of professionals showed different results. Cultural contents sector was observed with the "steady glass ceiling effect" as the portion of the discrimination was continuously increased, while the arts sector was observed with the "limited glass ceiling effect" as the discrimination had drastically increased in the 80s and 90s.

• Journal of Technology Innovation
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• v.26 no.4
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• pp.122-145
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• 2018

This paper investigates the relationship between R&D professionals' career plateau and organizational commitment in which career plateau's sub-dimensions consist of structural and job-content plateau. Further, it aims to examine the moderating effect of age and creative behavior of R&D professionals on the relationship between career plateau and organizational commitment. Empirical data were collected from 418 R&D professionals who work for Government sponsored research institutions. The results showed that the relationship between structural plateau and organizational commitment is differently related depending on age level. That is, the negative relationship between structural plateau and organizational commitment is stronger for junior R&D professionals. Furthermore, the relationship between job-content plateau and organizational commitment is negatively related, and differs in the strength depending on the creative behavior level of R&D professionals. For one with stronger characteristics of creative behavior, job-content plateau is more negatively related to organizational commitment. Based on the results, some implications are suggested on the career plateau issues of R&D professionals who work for government sponsored research institutions. Finally, it is discussed on the limitations of this study and further research directions.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.19 no.4
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• pp.77-89
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• 2009

As the awareness on the information security has been well developed, there have been various studies on effective training and management of the information security workforce. But, one of the most important things for the effective training is to develop education programs based on knowledge and skills requirements for information security professionals. This study aims to analyze the required and possessed levels of knowledge and skills for information security professionals' career. For this study, we selected 71 critical knowledge and skills for information security professionals by literature review and Delphi method, and we conducted a survey of information security knowledge and skills requirements for information security professionals to perform their jobs. As a result, we analyzed the current status of the information security professionals' knowledge and skills level and suggested some guidelines for educating information security professionals by their job career.

• Journal of Technology Innovation
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• v.6 no.1
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• pp.215-249
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• 1998

This study empirically examines the relationship between the career orientations of R&D professionals and their demographic characteristics (age, tenure, and education level), affiliated organizations (public and private organizations), reward systems. It further explores the contingent effects of the career orientation fit between leader and members on their performance. The results reveal that : 1) five different career orientations (technical, manager, project, technical transfer, and entrepreneur) are empirically distinguished, 2) technical orientation of R&D professionals is higher in public in private sectors, 3) technical, project, and manager orientation are positively associated with the education level, while technical transfer and entrepreneur orientation are negatively associated with the education level, 4) manager and technical transfer orientation is positively related with age and tenure, 5) the career orientation fit between leader and member is closely related with job satisfaction and organization commitment, and partially related with technical performance, 6) R&D professionals with different types of career orientation exhibit different preference to various rewards. Based on these findings, this study suggests several practical implications for the design of career ladder, mentoring, and reward systems of R&D professionals.