• Korean Security Journal
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• no.33
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• pp.51-80
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• 2012

This study is to summarize main contents which was mentioned by Beomseok Kim' doctoral dissertation. The purpose of this study focuses on presenting the outplacement countermeasure and retention level examination analysis about outplacement competency of special security government official through implement of questionnaire method. The questionnaire for retention level examination including four groups of outplacement competency and twenty subcategories was implemented in the object of six hundered persons relevant to outplacement more than forty age and five grade administration official of special security government officials, who have outplacement experiences as outplacement successors, outplacement losers, and outplacement expectants, in order to achieve this research purpose effectively. The questionnaire examination items are four groups of outplacement competency and twenty subcategories which are the group of knowledge competency & four subcategories including expert knowledge, outplacement knowledge, self comprehension, and organization comprehension, the group of skill competency & nine subcategories including job skill competency, job performance skill, problem-solving skill, reforming skill, communication skill, organization management skill, crisis management skill, career development skill, and human network application skill, the group of attitude-emotion competency & seven subcategories including positive attitude, active attitude, responsibility, professionalism, devoting-sacrificing attitude, affinity, and self-controlling ability, and the group of value-ethics competency & two subcategories including ethical consciousness and morality. The respondents highly regard twenty-two outplacement competency and they consider themselves well-qualified for the subcategories valued over 4.0 such as the professional knowledge, active attitude, responsibility, ethics and morality while they mark the other subcategories below average still need to be improved. Thus, the following is suggestions for successful outplacement. First, individual effort is essential to strengthen their capabilities based on accurate self evaluation, for which the awareness and concept need to be redefined to help them face up to the reality by readjusting career goal to a realistic level. Second, active career development plan to improve shortcoming in terms of outplacement competency is required. Third, it is necessary to establish the infrastructure related to outplacement training such as ON-OFF Line training system and facilities for learning to reinforce user-oriented outplacement training as a regular training course before during after the retirement.

• Journal of Korean Society of Forest Science
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• v.77 no.2
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• pp.242-251
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• 1988

Private forestland in Korea occupies about 48 percent of the total land area. But, the ownership size is too small to expect self-supporting management of forestowners. In order to improve individual management of the small-sized forest through the to the state of self-support, a cooperative forest management has been demanded, enlargement of the size of the management units by combining the different individual management units. The cooperative management of the private forest is to combine forestry production factors such as forestland, labor-power, and capitals according to the agreement. For the cooperative forest management, a proper plan should be established and well-trained working-crew should be produced. In addition, forestry facilities should be provided and operated jointly. Though the cooperative forest management by owners is considered to be favorable theoretically, it is difficult for forestowners including many nonresidents to organize the forest management cooperatives without outside help. Therefore, intensive pulblication and extension programmes are required and a financial support by the government should be followed.

• Journal of Families and Better Life
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• v.35 no.1
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• pp.83-105
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• 2017

The purpose of this study is to strengthen the professional competence of novice play therapists through training, and to develop a CCPT internship program that encourages them to participate by experiencing play therapy education and cases. The five novice play therapists who participated in this study were currently getting their master's degrees in child psychotherapy. The novice play therapists's CCPT Internship program conducts 20 hours of education and practices, 24 hours of group supervision, 16 sessions of play therapy. The results of the research were as follows. First, the novice play therapist's CCPT internship program gave the play therapists positive effects on the development level. Second, the novice play therapist's CCPT internship program had a positive effect on the therapists' performance ability on play therapy. Third, the change of psychological and emotional reactions of play therapists through self-examination was different depending on the stage in the play therapy.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.13 no.6
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• pp.2824-2837
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• 2019

Container technologies are widely used in infrastructures to deploy and manage applications in cloud computing environment. As containers are light-weight software, the cluster of cloud applications can easily scale up or down to provide Internet-based services. Container-based applications can well deal with fluctuate workloads by dynamically adjusting physical resources. Current works of scheduling applications often construct applications' performance models with collected historical training data, but these works with static models cannot self-adjust physical resources to meet the dynamic requirements of cloud computing. Thus, we propose a self-adaptive automatic container scheduling framework AutoScale for cloud applications, which uses a feedback-based approach to adjust physical resources by extending, contracting and migrating containers. First, a queue-based performance model for cloud applications is proposed to correlate performance and workloads. Second, a fuzzy Kalman filter is used to adjust the performance model's parameters to accurately predict applications' response time. Third, extension, contraction and migration strategies based on predicted response time are designed to schedule containers at runtime. Furthermore, we have implemented a framework AutoScale with container scheduling strategies. By comparing with current approaches in an experiment environment deployed with typical applications, we observe that AutoScale has advantages in predicting response time, and scheduling containers to guarantee that response time keeps stable in fluctuant workloads.

• Korean Journal of Childcare and Education
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• v.20 no.2
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• pp.105-126
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• 2024

Objective: The study aimed to develop and validate a tool for assessing daycare center organizational competence and for autonomously managing childcare quality. Methods: Through literature review and expert reviews, items were derived and validated using the Content Validity Index. Data from a survey involving 216 directors and 509 teachers were analyzed using SPSS and AMOS to assess reliability and conduct confirmatory factor analysis. Results: Results revealed a 36-item diagnostic tool across four subcategories: shared values (6 items), training abilities (18 items), environmental support (6 items), and organizational promotion (6 items). A diagnostic tool named S.T.E.P+ was developed, named after the first letters of the four subfactors. Skewness and kurtosis were within normality assumptions. Good fit indices (CFI, TLI) and low SRMR and RMSEA values indicated a satisfactory model fit. Cronbach's α values showed high reliability for all factors. The tool enables autonomous diagnosis of childcare quality. Conclusion/Implications: This tool can effectively autonomously diagnose whether a daycare center is providing quality childcare.

• The Journal of Korean Academic Society of Nursing Education
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• v.8 no.1
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• pp.95-107
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• 2002

The purpose of this study is to determine the clinical nurses' knowledge of DM and diabetes patient education aptitude so as to provide a basis for clinical nurse training with respect to diabetes patient education program. The data has been collected through the questionnaires of 42 items from the Knowledge on DM and each 16 item from the Importance on the elements of diabetes patient and the Recognition for clinical nurses, respectfully. 166 nurses from a general hospital who had participated in clinical nurse training in Sep. 28 and Oct. 4, 2001 were subject to respond the questionnaires. Analysis has been done by using statistical method such as percentage, average, standard deviation, t-test, ANOVA, Duncan test and Pearson correlation coefficients. The findings are as follows: 1. Clinical nurses' knowledge levels of diabetes 1) The average level of nurses' knowledge about diabetes is 29.37 (right answer- finding rate: 70%), which is intermediate. 2) Amongst the nurses classified by their knowledge levels about diabetes, the group with less than one year career and that with more than 5 year careers are found to have higher knowledge levels. The item with the highest right answer-finding rate was 'Please find the wrong out of the following examples about foot care'. Meanwhile, the item with highest incorrect answer-finding rate was 'what does blood sugar control aims for amongst gestational diabetes?'. 2. Clinical nurses' importance and perception levels of educational training about diabetes 1) There were no differences amongst nurses' importance level about diabetes. 2) Nurses usually had high scores(4.30) in terms of the items related to the importances about educational training. 3) There were quite high recognitions of general characteristics and symptoms about diabetes, amongst the nurse cohorts working more than one year and less than 5 years, and over 5 years, the group belonging to the internal department, that having the previous experiences of dealing with diabetes, and that having their diabetic relatives and other close people. Meanwhile, strangely, the group who identified themselves as 'not good at treating diabetes' had a high recognition level of educational training about diabetes. 3. Relationship between knowledge levels and importance & perception levels of diabetes 1) The higher knowledge about diabetes nurses had, the more importance they recognized. 2) It is found that there was no relationship between knowledge and perception of diabetes. 3) The more importance about diabetes nurses had, the higher perception they obtained. In conclusion, there is an urgent need for systematic educational programs about diabetes including technical aspects, in order to upgrade and improve nurses knowledge levels. In addition, re-educational training should be provided at regular intervals. Further, we believe the nurses with high knowledge about diabetes and interests in the provision of educations for patients can be far more confident, and in return, patients can have better self-management about diabetes obtained through educations. Based on the above-mentioned findings, we would like to make the suggestion: re-evaluation about nurses' knowledge and cognition levels should be carried out after job training programs about diabetes.

• Korean small business review
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• v.43 no.1
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• pp.147-164
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• 2021

This study focuses on succession in a family business which is the crucial factor affecting future and survival of a family business. Especially, the study concentrate a successor's view which is regarded as a key-player during the succession. In this study, we used AHP (Analytic Hierarchy Process) methodology to identify priorities of factors influencing succession. We divided into two-tier level. The first-tier is defined as 1) the relationship with an incumbent CEO, 2) a successor 's management ability, 3) a successor' s self-efficacy and 4) succession plan. For the second-tier of each first-tier have 3 sub-factors ; 1) the relationship with an incumbent CEO is set as level of mutual trust, sharing the vision of a company, and level of communication each other. 2) A successor 's management ability is based on business competence, education and training and interpersonal management ability, 3) a successor 's self-efficacy was set as successor' s willingness of succession, confidence of overcoming crisis and confidence of achieving objectives. Lastly, 4) a succession plan is set as finance plan, leadership transformation plan and human-organization management plan. A total of 93 questionnaires is distributed and retrieved, and 88 questionnaires are used for the study, excluding those with missing data. As a result of this study, successors selected 1) the relationship with an incumbent C.E.O. as the most important priority in the first-tier. The second is 2) a successor 's management ability, the third is 3) a successor' s self-efficacy, and the last priority is 4) a succession plan. In particular, 3 sub-factors that make up the relationship with an incumbent are the most important factors. These factors rank the first to the third in the final result.

• Journal of Digital Convergence
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• v.11 no.12
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• pp.657-663
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• 2013

This study aimed to identify factors that influence depression in juvenile offenders. A cross-sectional study design was used. The participants were 275 juvenile offenders from D city. The collected data were analyzed using t-test, ANOVA, Pearson's correlation coefficients, and multiple regression with the SPSS/WIN 20.0 program. Of the participants, 32.4% and 52.0% were in the clinical group for ADHD and depression, respectively. ADHD symptoms and self-esteem were significantly correlated with depression. The final model showed that depression among juvenile offenders was significantly influenced by perceived health status, ADHD symptoms, and self-esteem. These variables accounted for 37% of the variance of depression.

• Journal of Digital Convergence
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• v.16 no.2
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• pp.261-267
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• 2018

This investigated 205 dental personnel in Daegu and Gyeongsangbuk-do to find out the effects of Dental Hygienist(Nurse's Aide)'s coaching leadership on job satisfaction, motivational self-concept and quality of life. the entire average of coaching leadership was 2.67 On 5 point scale, development coaching 2.61, relationship coaching 2.61. "my boss fully provides me with training opportunities for my development' had the lowest 2.50. As for coaching leadership according to general characteristics, had the highest average those aged of 20-25years old, work experience of 1-5years, single, salary less than 20 million, female immediate superior, immediate superior aged 20-30years old, position of immediate superior is team head, senior dental hygienists(p<.05). The three criteria had positive correlation with coaching leadership(p<.05). Therefore, Right coaching leadership increases job satisfaction, improves motivational self-concept for increasing individual development, raises quality of life.

• Asia pacific journal of information systems
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• v.33 no.4
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• pp.863-898
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• 2023

Previous studies have shown that insiders pose risks to the security of organisations' secret information. Information security policy (ISP) intentional violation can jeopardise organisations. For years, ISP violations persist despite organisations' best attempts to tackle the problem through security, education, training and awareness (SETA) programs and technology solutions. Stopping hacking attempts e.g., phishing relies on personnel's behaviour. Therefore, it is crucial to consider employee behaviour when designing strategies to protect sensitive data. In this case, organisations should also focus on improving employee behaviour on security and creating positive security perceptions. This paper investigates the role of psychological capital (PsyCap), punishment and organisational security resources in influencing employee behaviour and ultimately reducing ISP violations. The model of the proposed study has been modified to investigate the connection between self-efficacy, resilience, optimism, hope, perceived sanction severity, perceived sanction certainty, security response effectiveness, security competence and ISP violation. The sample of the study includes 364 bank employees in Jordan who participated in a survey using a self-administered questionnaire. The findings show that the proposed approach acquired an acceptable fit with the data and 17 of 25 hypotheses were confirmed to be correct. Furthermore, the variables self-efficacy, resilience, security response efficacy, and protection motivation directly influence ISP violations, while perceived sanction severity and optimism indirectly influence ISP violations through protection motivation. Additionally, hope, perceived sanction certainty, and security skills have no effect on ISP infractions that are statistically significant. Finally, self-efficacy, resiliency, optimism, hope, perceived severity of sanctions, perceived certainty of sanctions, perceived effectiveness of security responses, and security competence have a substantial influence on protection motivation.