• Asian Journal of Business Environment
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• 제5권2호
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• pp.31-36
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• 2015

Purpose - This work aims to study the existing management process and methods of statistical evaluation of personnel mobility management, and propose improvement measures. This is particularly relevant in today's market economy because proper organization of personnel movement affects the availability and effective utilization of human resources in enterprises. Hence, it influences the volume, timely execution of work, equipment efficiency, and consequently the volume of production, its cost, profit, and other economic indicators. Research design, data, and methodology - We investigate the indicators that measure staff mobility, and their dependent consequences. Further, it analyses the factors influencing high staff turnover, which is a main indicator of staff mobility. Results - Measures for staff mobility development and prevention of turnover are proposed. Micom Systems is a sample case that has developed special programs to reduce staff turnover. Conclusions - Staff mobility leads to additional costs, significant loss of working time, and increase in defects. However, the advantages of staff mobility outweigh these negative factors. The role of staff mobility in a market economy cannot be overestimated.

• 한국지역사회생활과학회지
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• 제18권2호
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• pp.301-311
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• 2007

This study examined the needs analysis of school-based staff development at the elementary school level in rural areas of Kyungki and Chungnam provinces. Using a modified survey, the Korean School-based Staff Development Needs Assessment Survey (KSSDNAS), adapted from the Teacher Needs Assessment Survey (TNAS) developed by Gary M. Ingersoll et al. and the Korean Teacher Needs Assessment Survey (KTNAS) developed by K. Chung, the study analyzed 192 teachers' responses. In order to analyze the data, frequency, factor analysis, cross-tabulation, and one-way ANOVA were computed. The findings of this study indicated that there were significant differences between years of teaching experience and the teachers' perceptions of school-based staff development needs. These involved "building learning objective and learning group "and" cooperation of classroom management and students' activity". However, elementary school teachers' perceptions of their school-based staff development needs were not significantly influenced by school size or school location. Most of all, it may be suggested that active teachers can improve the achievement of their rural schools by rearrangement of the subject contents and by understanding their students in rural areas.

• The Journal of Asian Finance, Economics and Business
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• 제9권9호
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• pp.157-166
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• 2022

The purpose of this paper is to explain the process of developing and validating the instrument to measure the university's organizational core values and sub-values known as ESI iDART. The three core values are excellence, synergy, and integrity, while the five sub-values comprise knowledge, discipline, trustworthiness, diligence, and responsibility that all staff should understand and practice. These values must be measured to examine the extent to which the staff has practiced them in their work life. With regard to methodology, the research instrument used in the study was developed using a focus group study involving 39 university staff from various departments and campuses. The instrument was later refined and validated by a group of experts from the university. In the main study, the instrument was distributed to all 17,969 university staff from all over the country. After one month, a total of 11,688 university staff participated in the survey indicating a 66% response rate. Using descriptive analysis, reliability analysis, and ANOVA, the results indicate that instrument is considered valid and reliable to be used. The major findings from the study show that organizational values increase over time. Some theoretical and managerial implications are also discussed.

• 한국항공운항학회지
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• 제31권2호
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• pp.38-45
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• 2023

The purpose of this study is to understand the effect of airport staff's attachment and participation to Incheon International Airport on satisfaction through mediating effects of development support and negative perception. This paper surveyed airline staff who worked at airport and conducted an empirical analysis based on survey results. This is because the effect of community members' attachment on satisfaction has been reviewed quite substantially. However, there has been insufficient research on the effect of attachment and participation on satisfaction through mediating effects of development support and emotional perception. According to empirical analysis, it was found that the participation of airport staff had a significant positive effect on satisfaction. In addition, support for development projects has also been proven to have a mediating effect. Following the empirical research results, this paper suggested implications for the 5^th development project at Incheon International Airport.

• 대한간호학회지
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• 제40권2호
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• pp.213-224
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• 2010

Purpose: The purpose of the study is to develop a web-based program on child health care, and to identify the effect of the program on knowledge of, attitudes towards child health care, and health care practice in staff of daycare centers. Methods: The program was developed through the processes of needs analysis, contents construction, design, development, and evaluation. After the program was developed, it was revised through feedback from 30 experts. To identify the effect of developed program, onegroup pretest-posttest design study was conducted with 64 staff members from 12 daycare centers in Korea. Results: The program was developed based on users' needs and consisted of five parts: health promotion, disease and symptoms management, oral health, injury and safety, sheets and forms. This study showed that the total score of staff who used the program was significantly higher in terms of knowledge, attitudes, and their health care practice compared with pretest score (p<.05). Conclusion: These results suggest that this Web-based program can contribute to the child health promotion as well as can provide the staff with the insightful child health information. Therefore, it is expected that this program will be applied to staff of other child care settings for children's health.

• 대한간호학회지
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• 제22권2호
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• pp.127-142
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• 1992

The purpose of this study was to identify relationships between the nursing performance of staff nurses and the leadership styles of head as perceived by the head nurses and the staff nurses. The subject consisted of 33 head nurses and 200 staff nurses who were working at SNUH between July 1, and July 31, 1991. Leadership styles as perceived by head nurses and staff nurses were measured using an instrument adapted by Park (1988) . Evaluations of the nursing performance of staff nurses were done by head nurses utilizing a questionnaire adopted by Park(1988). Data were analysed using percentage distribution, ANOVA, Scheffe test and Pearson Correlation Coefficient. The results are summarized as follows : 1. The majority of the head nurses and staff nurses perceived the head nurse as having a tendency to exercise high level authority and benevolence oriented leadership. 2. The majority of the staff nurses carried out their nursing performance in a highly skilled manner. 3. There were significant differences in perceptions of leadership style between head nurses and staff nurses. 4. “Authority” and “Benevolence” in leadership style as perceived by the head nurses were related very weakly to the nursing performance of the staff nurse. 5. “Benevolence” of leadership style as perceived by the staff nurses was related very weakly to the nursing performance of the staff nurse. 6. Group comparisons of nursing performance and leadership style found that high nursing performance by the staff nurse was related in the group with high “Authority” as perceived by the head nurse and low “Authority” as perceived by the staff nurse. From the above findings, this study suggests the following : 1) Further studies are needed to control extraneous variables. 2) Efforts in leadership development are needed to enhance nursing performance. 3) Factor exploration study are needed to seek factors that contribute to the perception gap between the head nurse and the staff nurse.

• 한국지구과학회지
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• 제24권2호
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• pp.74-81
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• 2003

The Iowa Chautauqua Program has provided effective staff development for over 2,700 K-12 science teachers during the past two decades. This is a review of the features of the program, its instructional staff, and a description of the outcomes as disclosed from evaluative studies conducted by staff, teacher participants, doctoral students, and outside evaluators. Examples of outcomes are included as revealed from the qualitative studies reported in newsletters, published papers, dissertations, annual staff reports, and evidences of success reported to accrediting groups. The Chautauqua stresses student-centeredness, constructivist learning, and the visions of reform featured in the National Science Education Standards.

• 한국보육지원학회지
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• 제10권4호
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• pp.5-28
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• 2014

우리나라는 양적으로 확대된 어린이집의 보육서비스 질을 제고하기 위해 2005년 1월 영유아보육법을 개정하면서 보육교사의 자격 기준을 강화하였다. 이후 원장의 국가자격증 도입, 명칭 변경, 원장과 보육교사 자격기준 강화와 보수교육 체계 정비, 보육교사 자격취득 보육관련 교과목 및 학점기준 강화, 2012년에는 보수교육 보육교사자격검정 등 업무위탁관련 조항을 정비하는 등 보육교직원 관련 법적 근거의 변화가 있었다. 이는 보육교직원이 보육의 질 향상과 밀접한 관련이 있으며 영유아에게 직접적인 영향력을 주는 매우 중요한 변인이기 때문이다. 본 연구에서는 보육교직원과 관련된 법적 근거 규정이 계속 강화되고 있는 시점에서 문헌조사와 분석을 통해 보육교직원의 현황과 발전방향을 서술하고자 하였다. 본 연구는 크게 3가지 측면을 다루고 있다. 첫째, 보육교직원 관련 역사적 흐름을 리뷰하고 보육교직원의 개념과 역할, 전문성, 법적지위를 조사 분석하였다. 둘째, 보육교직원의 양성기관, 자격체계, 재직 보육교직원, 처우의 현황을 조사하였다. 셋째, 이 모든 것을 토대로 양성체계, 자격기준, 보수교육과 훈련체계, 처우개선 및 지위 향상을 위한 발전방향을 제안하였다.

• 보건의료산업학회지
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• 제1권1호
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• pp.16-30
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• 2007

The point of this study is to analyze the difference between the outsourcing staff and the permanent staff. Also, to do a comparative analysis of the degree of understanding of the two groups with regards to elements of the major organization culture. The subjects of the study carne from 9 Catholic hospitals, the outsourcing staff being 198 and the permanent staff being 206. A survey was conducted with them, using SPSS 12.0 and carrying out t-test and ANOVA. A summary of the actual results of this analysis are as follows: Among the elements of organization culture (principles of understanding, practice, education, values, work environ) there appeared a high level of understanding among the permanent staff. As for satisfaction about the facilities, the outsourcing staffs' satisfaction level was higher. Second, the results of analyzing the effectiveness of the factors in job satisfaction and involvement - show that as the elements of education, values, work environ etc. were rated higher, job satisfaction came out higher. Contrary to that, job satisfaction was lower as the work hours lengthened. Through the results of the above study, education program for the outsourcing staff are helped to understand the hospital's special characteristics, unique philosophy and values. Therefore, it is needed the development of new techniques of management for the outsourcing staff; through setting up a department whose whole responsibility is the education and administration of the outsourcing staff, their job satisfaction and involvement will improve.

• Perspectives in Nursing Science
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• 제6권1호
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• pp.77-83
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• 2009

The number of nurses per bed at acute-stage hospitals is quite low in Korea compared with other OECD countries. In order to prevent the degradation of the quality of inpatient nursing services due to insufficient nurse staffs, the national health insurance introduced the differentiated nursing care fee system. This did not work as a motive for inducing the employment of nursing staff due to insufficient cost compensation. Because of insufficient nursing staff, family members have to stay with the patient or patients have to hire a personal care attendant. This increases the burden and cost to families. For the activation of hospitals without guardians, there should be policies for raising additional nursing staff such as standardizing jobs among nursing staff, particularly between nurses and nursing assistants, setting adequate standards of staffing in nursing according to medical service, substantiating the cost of nursing under the differentiated nursing care fee system, improving the medical fee system of hospitals without guardians including health insurance payment, supplying nursing staff stably through improving their working conditions such as providing child rearing services and salary increase, clarifying the qualification of personal care attendants working at acute.stage hospitals, developing indexes for assessing the quality of nursing care services, and monitoring for the management of uniform quality.