• Journal of the Korean BIBLIA Society for library and Information Science
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• v.28 no.4
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• pp.5-33
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• 2017

In this study, an investigation has been made on the status of the issuance of librarian qualification, the status of operating Subject specialized librarians at home and abroad, the status of professional manpower of the similar cultural facilities, and their recruitment method, based on which an attempt has been made to propose a way to nurture the Subject specialized librarians. First, I propose a method for training Subject specialized librarians through a regular curriculum and a retraining process, while suggest the ways to nurture the Subject specialized librarians from undergraduate and also nurture the existing librarians to become the Subject specialized librarians. Second, the basic qualification of the Subject specialized librarians must have a career of more than 3 years in a specific subject area with a master's degree or higher, and in order to have a subject area background, it is proposed that a bachelor's degree or a master's degree must absolutely be acquired in the corresponding subject area. Third, in order to improve the treatment of such Subject specialized librarians, the Subject specialized librarians in the administrative service group could be organized into a research librarian (or library and information science) series and types as a subordinate literary series under the researcher position. That is, it is proposed to differentiate the librarians and the Subject specialized librarians by reorganizing series and types of the Subject specialized librarians while maintaining the current librarian series.

• Journal of the Korean Institute of Rural Architecture
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• v.17 no.3
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• pp.55-62
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• 2015

Recently as return farmers has been increased rapidly, the introduction of a system of rental housing is being considerated in order to induce regional fixation. It was examined organizational management, business scope of rural type rental housing, management role, through the analysis about the management realities of the business of similar form Rural-Fishing New Town project. Jangseonggun and Hwasungun have maneged rental housing 280ho in Rural-Fishing New Town project. It is large village among Rural Rental Housing. And these counties have organized the complex on a large scale among the rental housing. Local governments have managed and operated directly, also these governments have two different methods for the co-management, and the way of making payment. Rental housing management services are divided into rental management, housing management, tenant management. Rental management services such as residents of recruitment, tenants and retreat, rent collection and the storage, management and leasing promotion of the cantilever, surveys of residents. Housing management services such as check of various facilities, maintenance and maintenance work, security and cleaning and daily facility management. Tenant management is life management in connection with housing welfare. In the rural type of rental housing, there are few cases to operate a management office. It is often supplied by rental housing to buy a house or vacant land within the existing village. In this case, by utilizing community facilities within the existing village instead of establishment of extra facilities,It doesn't need to make payment for maintenance fee. In the smaller complex than No. 20, it is self-managed by the tenants in order to reduce the administrative costs and specify the necessary municipal manager. Organization form can be maneged directly from local governments and part of for the management of the building can be employed a mixed management system to delegate management to private organizations such as non-profit organizations or neighborhood association. Tenant management helps people who move in a rental house live on stable circumstance in there area by connection with the program of life support.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.2 no.3
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• pp.61-102
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• 2007

This study empirically analyzed how human resource management(HRM) practices affect the performance of venture firms using The results of the study are as follows: First of all, several HRM practices were found to affect organizational performance significantly. Specifically, ${(1)}$ recruitment and selection practices were negatively related to turnover, which seemed to mean that effective staffing including development of good recruitment pools and rigorous selection process lower turnover, and ${(2)}$ training and development, compensation, and labor-management relations were positively related to subjective performance of the firms, which implied that as the venture firms provide more opportunities of training and development to employees, provide compensation on the basis of performance, and develop cooperative labor-management relations, the subjective performance of the venture firms Increases. Secondly, negative interaction effects were found to exist between competitive strategies and HRM practices on organizational performance. Specifically, ${(1)}$ the interaction between differentiation strategy and compensation were significantly related to turnover, ${(2)}$ HRM planning and training and development interacted with differentiation strategy to significantly affect subjective organizational performance, and ${(3)}$ HRM planning, selection, training and development, compensation and communication practices interacted with technology innovation strategy to affect subjective organizational performance. So far, there have not been many studies which deal with HRM practices of venture firms in Korea. Thus, it is hoped that this study stimulate more research efforts on theory development and empirical studies on HRM practices of venture firms. Also, it is hoped that government conduct more policy studies and provide more resources in HRM area of the venture firms. Specifically, it is suggested that government take proactive steps to improve industrial skilled staff and technical researcher systems in order to alleviate the problems of workforce shortages in venture firms. And it IS also suggested that regional human resource development programs be introduced with the participation of the firms, local governments, and universities.

• Proceedings of the KOR-BRONCHOESO Conference
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• 1978.06a
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• pp.9.2-9
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• 1978

Monaural and binaural hearing aid performance under quiet and noisy conditions were compared in regard to (1) the degree of hearing impairment, (2) the symmetry of pure tone audiogram, (3) the automatic gain control of the hearing aid. (4) hearing impairement with recruitment and, word discrimination ability. Performance using binaural hearing aids was consistently superior to that using monaural hearing aids. The results were as follows. 1. Speech detection thresholds were enhanced by a mean of 4.25dB when tested with danavox 747 PP stereo type hearing aid and by a mean of 4.12 dB when tested hearing aids connected seperately to the right and left ears. 2. Binaurally tested speech reception thresholds were superior to monaurally tested thresholds by a mean of 3.56dB when tested in quiet and by a mean of 5.56dB when tested in noise. 3. Binaurally tested word discrimination scores were also superior by a mean of 17.09% in quiet and by a mean 19.63% in noise. 4. Both SRT and word discrimination scores were performed best by subjects with moderately-severe impairement. The performance by one mildly impaired subject was the poorest of all performances. The levels of performance order were; moderately-severe loss, severe loss. moderate loss and mild loss. 5. The data obtained using AGC aids when compaired with that of linear amplification show that when AGC aids were worn in both ears. the results were very poor but when one AGC aid was worn in one ear and linear amplification in the other. the results were good. 6. The advantages of binaural hearing aids were obvious even in cases 1) with great diferences in hearing thresholds between right and left ears, 2) when the subject was unable to discriminate words without vision and. 3) when the subject had extreme recruitme t phenomenon.

• Korean Journal of Social Welfare
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• v.58 no.1
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• pp.31-58
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• 2006

The purpose of this article is to analyze the structure and characteristics of the care manager systems of the long term care insurance in Japan's social welfare institution. In order to realize such purposes, this paper develops the discussion process as follows. Firstly, this paper examines the developmental processes and contents of the long term care insurance system and the care plan services which are the services to aid the utilization of long term care services. Secondly, this paper describes the care manager which conducts the role of care plan services intentively. Thirdly, this paper makes the research framework which is formulated as the legislative views about the care manager on the long term care insurance act, task systems, recruitment and retraining systems, and research data of care manager. Summarizing the contents of care manager's circumstances and characteristics about the long term care insurance, the results are explained as follows. that is to define care manager's status as the components of care plan center, to control indirectly the activities of care manager's care plan by operating care service center and care plan center in equal corporate, to set role and task ambiguously, to recognize care manager's role as the attributed role of care service center, to give licence and qualification in local government. Therefore, it's difficult to realize care plan depending on speciality and neutrality for the service user. The essential parts for the reform of care manager systems may be to separate care service center and care plan center and to redefine the task and role of care manager, the role and task of which should be put on care plan services.

• Journal of Life Science
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• v.28 no.2
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• pp.162-169
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• 2018

Many cytoplasmic proteins are targeted to the cytoplasmic membrane of the trans-Golgi network (TGN) via an N-terminal short helix. We previously showed that the 20 N-terminal amino acids of Aplysia phosphodiesterase 4 (ApPDE4) long form are sufficient for its targeting to the plasma membrane and the TGN. The N-terminus of the ApPDE4 long form binds to PI4P and sulfatide in vitro. Therefore, in order to decipher the roles of sulfatide in Golgi complex targeting, we examined the cellular localization of sulfatide-binding peptides. In this study, we found that enhanced green fluorescent protein (EGFP) fused to the C-terminus of modified sulfatide- and heparin-binding peptides (mHSBP-EGFP) was localized to the TGN. On the other hand, its mutant, in which tryptophan was replaced with an alanine, leading to the impairment of heparin and sulfatide binding, was localized to cytosol. We also found that the TGN targeting of mHSBP-EGFP is impaired by the treatment of antimycin A, phenylarsine oxide (PAO), and adenosine but not a high concentration of wortmannin. These results suggest that PAO and adenosine-sensitive kinases, including phosphatidylinositol 4-kinase II, may play key roles in the recruitment of mHSBP-EGFP.

• The Korean Society of Law and Medicine
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• v.20 no.3
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• pp.211-233
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• 2019

The 「Health Care Workforce Support Act」 was came into effect on 29 October 2019. Health care workforce is the most important national health resource, and the quantity and quality of them is also related to the level of national health care. This study examined the background and major contents of this Act and suggested future improvement by analyzing main issues. Th e Act was enacted to support the health care workforce for their recruitment and better working environment. By stipulating the establishment of the master plan, management of the supply and demand, improvement of working environment for health care workforce, the act contributed to raise the quality of health service and health promotion. Given that the act was developed in consideration to support of health care workers, it has many meanings. However, it is necessary to reexamine the above-mentioned five issues in order to develop the effective law while utilizing the significance of the law for health care workforce support and has to revise as soon as possible.

• Research in Community and Public Health Nursing
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• v.13 no.1
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• pp.89-97
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• 2002

Purpose: The purpose of this study is to explore the validity of the application of the Denver II developmental screening test to Korean children. This screening test. which was developed and standardized in United States. was designed to screen for developmental delay in Korea. and to compare the levels of development of Korean children with the development of children from the U.S. Method: Quota sampling. NP To facilitate field sampling. the age range used from 0 to 6 years old. was split into 10 different age groups. Sample size was estimated according to residence. 1.054 children were recruited from Seoul's metropolitan. urban and rural areas. NP To fill the quota established. the Recruitment and testing of children was done at public health centers, pediatric outpatient clinics of general hospitals and a child care center. The 25, 50, 75 and 90 percentiles were identified by using logistic regression analysis and were calculated as norms. The items in which the ages of both 50 and 90 percent passing differed more than 20 percent by the calculation was identified for comparison. NP Result: There were significant differences found in 45 items between Korean children and the children from the City of Denver as it relates to age differences. 90% of the sample passed items among 125 items from 4 sectors, e.g., personal- social. fine motor adaptive, language, and gross motor sectors. Korean children were found to be advanced in 9 items, whereas there were significant differences found in 38 items in our comparison of the two countries for age differences when 50% of sample pass items. Korean children were found to be advanced in 16 items. NP Conclusion: The result showed that there was a discrepancy in the developmental norms. It could be explained by the differences in the developmental environment. including child rearing patterns and ethnicity. Therefore, a restandardization of the Denver Screening Test is necessary as it relates to its application on Korean children. This restandardization is necessary in order to avoid both under and over-referrals of children with developmental abnormality. The modification of items in the language sector is especially suggested.

• The Journal of the Korea Contents Association
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• v.9 no.8
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• pp.350-359
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• 2009

This thesis in the social welfare-related institutions in the Seoul area, art therapy and the therapist based on the status of welfare-related agencies in the community of art therapy is to present possibilities and challenges. Research results presented by Health and Welfare, where seven of the 14 kinds of social welfare facilities, participate in the survey and the target organ, 45.1% of art therapy's role in social welfare-related institutions and gradually establish the location was the result. Art therapy is to conduct the current difficulties in institutions about the environmental factors related to a professional therapist and art therapist in the therapist's expansion as a major research and maintenance was network. Welfare-related agencies and community relationships we maintain mutual relationship, and are formed within the community have an effect on consciousness and collectivization. To provide the opportunity which realize the value in the art therapy by applying more to expand the variety of professional method. First, secure the facility of art therapy environment and the therapists. Second, if the art therapy association secures the integrated system, it makes a connection with professional therapists to improve recruitment environment in the art therapy community and therapists need to be addressed by all involved is a challenge. Third, a therapist for the duration of training in order to access a variety of academic and clinical research is the importance of the process of learning the training and supervision is to discuss the issue.

• Journal of Information Technology Services
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• v.13 no.2
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• pp.219-250
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• 2014

Corporations look for their competitiveness in many different areas, and one of them is customer call center, which provides professional, special service to the customers. The importance and the value of realization of customer satisfaction at each call center have become significant as it plays a leading role and is responsible for customer recreation and follow-up services. This study held in-depth interviews with 3 groups of professional call representatives (categorized by experience) from popular property and life insurance companies in Korea who operate in and outbound calls. Three variables, emotional quotient, organizational citizenship behavior (OCB), and IT utilization skill, were selected and it was observed how these variables affect the job performance of in and outbound call center representatives. The importance of the relationship between the variables and the key factors in the future direction of improvement of the call center representative organization was analyzed. Emotional quotient refers to the ability to recognize and use the emotion of oneself and others. It was considered it would be effective in enhancing the counseling ability of call center representatives, This study identifies the effect of emotional quotient on job performance and organizational citizenship behavior, which is defined as actions outside of normative roles in the organization. Also, the study aims to prove the effect of emotional quotient on the rapidly developing IT utilization ability in relation to job performance. As a result, it was found that service career (3 months, 3 years, 10 years) had a significant effect on the key factors that affect the organization-emotional quotient, IT utilization skill, and OCB. Especially for OCB, it was considered relatively less important to the new employees, while it greatly affected the job performance, rate of settlement, and sustainment of the working life for those with longer experience. Also, the result of the interview for each variable differed by the service career. Emotional quotient, IT utilization skill, and OCB were close connection for the representatives with longer experience than for those with shorter experience. And the level of intimacy of their relationship with job performance was in proportion to the years of service. Thus, to secure stability for the call center representatives and enhance their job performance continually, the importance of emotional quotient and IT utilization skill shall be reflected in the operation process actively. In particular, in order to lead a organization with outstanding culture, a management system shall apply OCB from the recruitment process.