• Journal of the Korean Society of Food Culture
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• v.27 no.5
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• pp.490-495
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• 2012

The purpose of this study was to analyze the effects of quality factors on value, satisfaction and loyalty in a wine training program. The results of this study can be summarized as follows: Structural verification of the wine training program loyalty model showed that the quality of the wine training program positively affected both value (p<0.001) and satisfaction (p<0.001). Further, the value of the wine training program positively affected satisfaction (p<0.01), which in turn positively influenced loyalty (p<0.001). The quality of the wine training program was presented as solicitude for students, textbook and curriculum, qualification and confidence of lecturer and staff, and training quality, whereas the value of the program was composed of sense of belonging, promotion of self-esteem, good impression on others, and improvement of social status. Therefore, the wine training institute's intensive management of the quality and value of the program could induce students' loyalty by enhancing satisfaction for the wine training program.

• Culinary science and hospitality research
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• v.20 no.5
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• pp.11-15
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• 2014

The current study investigated the interrelationship among job-training satisfaction, job satisfaction, and turnover intention in foodservice operations. The findings suggested that the more satisfied employees were with their job training the more likely they were to be satisfied on their job. Furthermore, improving employees' job satisfaction led to lower turnover intention. However, job-training satisfaction by itself did not prove to have a negative relationship with turnover intention. Implications of the findings and future research are discussed.

• Journal of Engineering Education Research
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• v.21 no.1
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• pp.44-55
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• 2018

The purpose of this study is to investigate the relationship between post - employment job satisfaction and both short-term (4-12 weeks) and long-term (12+weeks) on-site training. For this purpose, 405 graduates who had completed on-site training (205 short-term, 200 long term) during the school year were surveyed. The results of the comparative analysis of both short-term and long-term on-site training participants are as follows: In both short-term and long-term on-site training, it was found that on-site performance during the school year did not directly affect post-employment job satisfaction. In the case of short-term on-site training participants, job match and organizational commitment were found to have no mediating effect on the correlation between on-site training performance and job satisfaction. On the other hand, in the case of long-term on-site training participants, the analysis showed that job match and organizational commitment had mediating effects on the correlation between on-site training performance and job satisfaction. These effects are not solely attributable to differences in duration of training; the differences in operating systems and the degree of preparation derived from these systems also affect the level of on-site training for students, businesses, and schools. This paper summarizes these findings and suggests the following improvement plans for on-site training in the future: First, short-term on-site training is required to establish a systematic basis in order to enhance students' preparedness level. Second, both short-term and long-term on-site training should improve the skills and field understanding for students' majors through systematic quality management during the training period. Third, it is necessary for universities to increase expectations and quality of short-term on-site training for all involved while simultaneously reducing the gap between educational goals and practice in this field.

• Journal of Korean society of Dental Hygiene
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• v.12 no.1
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• pp.225-233
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• 2012

Objectives : This thesis aims to provide basic materials for exploring trends and operational strategy of the cyber training. To achieve study purpose, it analyzed the satisfaction of trainees in regard to the education of field training course of Cyber Oral Health Promotion Program, established and operated between 2007 and 2009. Methods : This study conducted questionnaire surveys after the completion of training to utilize the satisfaction level of 989 respondents among 1,310 employees of public institutions who completed the field training course of Cyber Oral Health Promotion Program. Results : Respondents showed satisfaction on the training course throughout three years in terms of satisfaction of instructional methods (screen characteristics, educational techniques, and so on) according to educational contents, the connection and realization of online education and service satisfaction, necessary for learning in association with educational guidance, offered to learners by a tutor and rapidity in questions and answers. A majority of respondents in all years answered that they participated in training program voluntarily for self-development and improvement in work ability, and they thought that the completion of course would be helpful to their current work and future work. In addition, cyber training program was primarily conducted in the working place by 72.5%, and the most difficult thing in cyber training was to combine work and learning by 60.6%. Conclusions : As shown in the results above, workers in public institutions were satisfied with cyber job training and it was evaluated that cyber job training would be helpful to performing their actual work. Therefore, it is needed to collect and evaluate more diverse requirements of trainees with regard to cyber job training, and the development and operation of job training program that reflects these results sufficiently is required.

• Asia-Pacific Journal of Business
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• v.12 no.4
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• pp.241-251
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• 2021

Purpose - Drawing on the content-process approach, this study examines the effect of employees' perceived utility of education and training in small and medium enterprises (SMEs) on their satisfaction. In addition, this study investigates how the human resource management department' activities moderate the relationship between employees' perceived utility of education and training and satisfaction. Design/methodology/approach - This study predicts the positive relationship between employees' perceived utility of education and training and satisfaction, and HR activities strengthens this positive relationship. To test these hypotheses, this study utilized Human Capital Corporate Panel (HCCP) datasets, especially 2017 data at the individual level. The number of the final sample is 425 for the test. Moreover, this study used the hierarchical regression model with SPSS. Finding - As predicted, the analytical results with the hierarchical regression model showed that employees' percieved utility of education and training and satisfaction were positively related. In addition, HR activities strengthened this relationship between employees' percieved utility of education and training and satisfaction. Research implications or Originality - This study will provide academic and practical implications for future research on human resource development, especially SMEs by deepening an understanding of the important factors in order to increase employees' satisfaction of education and training. the number of viewers is found in most American films released in Korea.

• Journal of Fisheries and Marine Sciences Education
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• v.27 no.2
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• pp.441-451
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• 2015

The one-year onboard training, which has been implemented since 1988 according to the STCW Convention in 1978, is a crucial part of cadets' training and education. The choice of training shipping company is important that like a internship. This basic study is for the satisfaction at the shipping companies that trains cadets the Mokpo National Maritime University. The satisfaction for onboard training consists of a conscious, educational and environmental parts with six demographic characteristics and carried out the questionnaire survey of 206 cadets in shipping companies. The low parts of satisfaction are implemented cross tabulation analysis and in-depth interview for realize the reason. In this paper, the satisfaction from environmental part($3.83{\pm}0.75$) is high but conscious part($3.35{\pm}0.86$) and educational part($3.33{\pm}0.79$) are low. In demographic characteristics, male in gender, apprentice officer in duty, others in kind of crew, container in kind of vessel and 30,000~100,000 tons in size of vessel are high satisfaction in general. Specifically, feeding service($4.02{\pm}0.75$) in environment, influence on future vision($3.65{\pm}0.84$) in consciousness, goal for training($3.50{\pm}0.65$) in education showed the highest level in satisfaction.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.33 no.2
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• pp.156-170
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• 2023

Objectives: This study conducted practical training to improve the proper usage of personal protective equipment(PPE), which greatly impacts workplace safety and health management. Personal protective equipment education was conducted through active participation, without theoretical modules, and aimed to identify the effects of repeated practical education and determine ways to increase participant satisfaction. Methods: Study data were analyzed using the IBM SPSS Statistics ver.29 software. First, participants' general characteristics were analyzed with frequency analysis. Second, the normality and equality of variances (Leven's test) were tested for the dependent variables prior to statistical analyses to determine the use of parametric tests. In general, normality is assumed when the sample size is 30 or more per the central limit theorem (Park et al., 2014). As our sample size of health management workers was 43, normality can be assumed. However, to ensure rigor of the study, we examined skewness and kurtosis. The results confirmed that the data were normally distributed. Third, the effects of repeated PPE training were analyzed using paired t-tests. Fourth, differences in satisfaction with PPE training according to the safety and health job position and safety and health certification were analyzed with t-test and Welch's t-test. For parameters that did not meet the assumption of equal variances, the Welch's t-test was performed. Results: Repeated PPE training improved the educational outcomes, and the improvements were significant in the 1st and 2nd respiratory PPE and safety and hygiene PPE training evaluations (p<.001). In terms of safety and health job position, repeated training led to improvements in educational outcomes, with significant improvements observed among supervisors and specialized health management institution workers in the 1st and 2nd training evaluations (p<.005). In terms of safety certification, repeated training led to improvements in educational outcomes, with significant improvements observed among both certified and non-certified individuals (p<.005). Regarding satisfaction with PPE training according to safety and health job positions, specialized health management institution workers showed greater satisfaction than supervisors, with significant differences in the satisfaction for expertise of lecture, work relevance, and lecturer's attitude (p<.001). Regarding satisfaction with PPE training according to safety and health certification, satisfaction was higher among certified individuals, with significant differences in satisfaction for work relevance and lecture attitude (p<.05) Conclusions: PPE education should be recommended to be provided as practical training. Repeated training can enhance educational outcomes for individuals with inadequate knowledge and understanding of PPE prior to education. For individuals with high levels of pre-existing knowledge and understanding of PPE, the results show that various training experiences should be provided to enhance their satisfaction. Therefore, it suggests that the workplace should actively seek educational media and methods to acquire expertise and skills in wearing personal protective equipment and improve the ability to use

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.2
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• pp.219-227
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• 2018

The consortium for the HRD ability magnified program is part of the joint training program for SMEs in the strategic field and supports the infrastructure, training, personnel, and general operation expenses required for the joint training. The purpose of this study was to analyze the factors affecting the satisfaction of the education and training program, as perceived by the participants of the Consortium for the HRD Ability Magnified Program. The results of this study are as follows. Gender, trainer satisfaction, educational facilities and service satisfaction have a statistically significant effect on training program satisfaction. The impact on education and training satisfaction of gender, instructor satisfaction, educational (facilities) and service satisfaction was high and in that order. It was found that the male participants have a more positive effect on satisfaction of education and training than the female participants. Age, job group, and job title did not have a statistically significant effect on training program satisfaction. Based on the results of this study, the following suggestions are made. The capacity of the trainers should be strengthened. It is important to provide facilities that enable trainees to participate effectively in education and training and increase the transfer of education and training to the field. It is necessary to design and implement a curriculum that takes into consideration the female trainees' characteristics and situations. More effort is needed to improve the appropriateness of the education and training contents, education and training time, job relevance, and job contribution.

• Journal of Technologic Dentistry
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• v.28 no.1
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• pp.121-142
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• 2006

Collecting materials for study on teaching efficiency and satisfaction of clinical training, it changes. Dental technology's educational procedure to many ways of a prospect. In a circumstance that needed higher level of education, this study is aimed on realizing an importance of clinical training through the various materials that previously carried out and offering basic knowledge to take better clinical training for the students. Study results below 1. This Investigation conducted on 123 of sophomores(70.3%) and 52 of juniors(29.7%) who have been taken clinical training, and men's proportion(51.45%)is a bit higher than girls(48.6%). The 64% of respondents taken largest proportion were 20 to 24 years old. As 67.9% of respondents attended daytime school and 30.3% of them attended nighttime one, their school time shows a little difference. In a question about relation ship, one answered "Harmonious" took largest proportion by 72.6% during training, and about the degree of satisfaction of campus life who answered "normal" were the most with 59.4%. 2. About the reason choosing dental technology as a major, 41.1% taken the most answered "due to the specialized job", "Getting job easily" was second with 26.9%, and third was "recommended from around" with 18.3%. 50.3% of the respondents answered "normal" about the Satisfaction of their major, student marked in grade "B" most with 51.4% 3. In a investigation result about clinical training statues and preference, most(72.6%) choose place less than 10 for clinical training, and 60.6% of them resided own home. About their commuting time from home to training place, 44% was under 30min, 40% took time 30-60min. It shows students prefer shotter distance in terms of choosing training place. 4. Each part manager took large proportion as a clinical trainer with 33.7%, Training curriculum reform and developing method were most answer as a improvement measure after completing training with 30%. 5. The average of total score about clinical training was 3.15 of 5. In the detailed question, 'satisfaction of clinical training' got 3.38 as a highest score, the lowest score was 2.86 that is about satisfaction of clinical training period. The average score about efficiency of study was 2.86 and in detailed question, 'a Role model' got 3.26 as a highest score and participation of student got 3.05 as a lowest score. 6. The result of T-test to see the difference of the satisfaction according to the general character and clinic training condition between teaching efficiency is that the degree of satisfaction of clinical training showed statistical significance only in the degree of satisfaction of campus life(p<0.05), and teaching efficiency has a statistical significance with their age, grade, and satisfaction of campus life (p<0.05). 7. The relation between of teaching efficiency of clinical training and satisfaction of clinical training of dental technologic student has a statistical meaning in significance leveler 0.01. Now, therefore we suggest following based on these result. 1. To elevate satisfaction of clinical training, it agentry needs development of consistent clinical training curriculum. 2. To grasp the satisfaction and requirement, in needs to measure anxiousness and satisfactory degree after completing training 3. To train efficiently and evaluate efficiency over the teaching activities, it needs to develop measuring tools for teaching efficiency in terms of teacher's important rules in a clinical training. 4. Strengthen the relations with the study developing and managing curriculum gathering theoretical knowledge and practice. And make an effort to apply to their students. 5. Let the trainee take a class setting a belief, sense of value, function and obtain behavior by making the students comfort over clinical training as increasing teaching efficiency.

• Journal of Engineering Education Research
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• v.20 no.5
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• pp.3-13
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• 2017

The purpose of this study was to investigate the effect that completing long-term on-site training with varying grades of success had on the job satisfaction of former university students after obtaining employment. Although the grades themselves achieved during long-term on-site training did not directly affect job satisfaction, positive effects on job satisfaction were shown due to the mediating effects of job match and organizational commitment. The results of this study are as follows: First, it was found that employees who participated in long-term on-site training showed different results in belonging and attachment to their organizations according to their achievement. The higher the grades during long-term on-site training, the higher the degree of reported job match and organizational commitment, suggesting a positive correlation with job satisfaction. Therefore, long-term on-site training should not be operated as simply a program for temporary experiential learning, but instead should be optimized by companies and schools to motivate their students to achieve high grades for the purpose of their future job satisfaction.