• Proceedings of KOSOMES biannual meeting
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• 2017.11a
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• pp.45-45
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• 2017

• Korea Journal of Hospital Management
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• v.21 no.1
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• pp.1-13
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• 2016

As the importance of strengthening the competency of managers who are in charge of cash collection and disbursement, and preparing for financial statements becomes more visible, this study examined the competency of middle-level managers of accounting department in general hospitals in Korea. Based on the literature, competency was measured by seven components: achievement and action, service, influence, management, cognition, individual effectiveness, and change management. Survey questionnaires included the respondents' perceived importance and performance of each of the seven components of competency. A total of 84 managers from 29 general hospitals responded to the survey between October 2015 and November 2015. Descriptive statistics, mean comparison (t-tests and ANOVAs), and multiple linear regression were conducted. The results of this study are as follows. Overall perceived importance of the competency was 4.16, while the performance was 3.87, and thus, the difference was 0.29. Among the seven components of the competency, cognition and change management had higher scores in terms of difference between the importance and performance. The regression analyses found that female managers had higher perceived importance and performance of competencies in achievement and action, and influence compared to male counterparts. In addition, participants in this study responded that main reasons for the gap between the perceived importance and performance are low compensation, lack of support, lack of knowledge, insufficient technical experience, excessive workload, and regulations. The results of this study can be used when designing capacity building training opportunities for the hospital accounting department. Also, the managers may evaluate themselves and look at the areas where they can narrow the gap between the perceived importance and performance of the competency that is required for today's leading managers.

• Research in Community and Public Health Nursing
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• v.27 no.2
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• pp.163-172
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• 2016

Purpose: This study was conducted to investigate the relationship between cultural competency and the importance of nurses' qualities perceived by undergraduate nursing students. Methods: Researchers developed two tools for this study after reviewing the related literature and conducting research team workshops: questionnaire of cultural competency and the importance of nurses' qualities. 200 nursing students were recruited in convenient sampling to respond to these questionnaires. Of nurses' 10 qualities, major affecting factors on the cultural competency were identified by stepwise multiple regression analysis. Results: The nursing students perceived technical nursing skills and professional nursing knowledge as nurses' most important qualities. However, 'having a passion for patient care', 'demonstrating strong nursing profession's code of ethics' and 'teaching and research ability' were found as significant influencing factors on the variance of the cultural competency. These three factors explained 16% of the total variances of the cultural competency (F=13.98, p<.001). Conclusion: The educational strategies to improve cultural nursing competency need to incorporate students' expectations for the professional nurses' roles. Also, further studies need to develop reliable and valid measurement tools for cultural competency.

• Korean small business review
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• v.42 no.4
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• pp.147-172
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• 2020

This study presents the determinants of R&D efficiency as the focus on CEO's competency, which influences R&D competency and R&D efficiency. The research samples are 6,708 technology-innovation small and medium-sized enterprises (SMEs). The independent variable is the R&D competency(existence of R&D organization, level of R&D personnel, R&D personnel management, R&D investment), the dependent variable is R&D efficiency. The moderator is the CEO's competency(experience level in its own industry, technical knowledge level, technology management strategy, management ability). R&D efficiency measures the relationship between inputs(level of R&D personnel, R&D investment) and outputs(patent applications, prototype) by the DEA. and the determinant analysis uses Tobit regression. As a result of the analysis, the existence of R&D organization and R&D personnel management is positively significant, level of R&D personnel and R&D investment is negatively significant for R&D efficiency. The moderating effect of CEO's competency on the relationship between the R&D competency and R&D efficiency is significant determinants of CEO's experience(experience level in its own industry, technical knowledge level) and technology management strategy. The finding is to measure the efficiency of R&D performance, and to analyze its determinants as the moderating effect of CEO's competency, using the technology appraisal data. In the conclusion session, the limitations of the research and future research directions were discussed.

• Journal of Practical Engineering Education
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• v.9 no.1
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• pp.77-83
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• 2017

The purpose of this paper is to compare SWECOM and Information & Communication Engineering NCS to explore how to improve current NCS. First, it would be helpful to use NCS competency unit and competency unit element as categorization criteria and then to provide levels and roles into performance criteria and KSA. Second, developing common lower level competency unit would decrease the redundancy of KSA and make it clear for users. Third, providing other kinds of skills along with technical skills such as management skill would be useful for users.

• 대한공업교육학회지
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• v.38 no.2
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• pp.267-286
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• 2013

Recently, the advanced company has been sparing no efforts in improving necessary core knowledge and technology to achieve outstanding work performance. In this rapidly changing knowledge-based society, the company has confronted the task of creating a high value-added knowledge. The role of R&D workforce that corresponds to the characteristic and role of knowledge worker is getting more significant. As the life cycle of technical knowledge and skill shortens, in every industry, the technical knowledge and skill have become essential elements for successful business. It is difficult to improve competitiveness of the company without enhancing the competency of individual and organization. As the competency development which is a part of human resource management in the company is being spread now, it is required to focus on the research of determining necessary competency and to analyze the competency of a core organization in the research institute. 'H' is the semiconductor manufacturing company which has a affiliated research institute with its own R&D engineers. Based on focus group interview and job analysis data, vision and necessary competency were confirmed. And to confirm whether the required competency by job is different or not, analysis was performed by dividing members into workers who are in charge of circuit design and design before process development and who are in the process actualization and process development. Also, this research included members' importance awareness of the determined competency. The interview and job analysis were integrated and analyzed after arranging by groups and contents and the analyzed results were resorted after comparative analysis with a competency dictionary of Spencer & Spencer and competency models which are developed from the advanced research. Derived main competencies are: challenge, responsibility, and prediction/responsiveness, planning a new business, achievement -oriented, training, cooperation, self-development, analytic thinking, scheduling, motivation, communication, commercialization of technology, information gathering, professionalism on the job, and professionalism outside of work. The highly required competency for both jobs was 'Professionalism'. 'Attitude', 'Performance Management', 'Teamwork' for workers in charge of circuit design and 'Challenge', 'Training', 'Professionalism on the job' and 'Communication' were recognized to be required competency for those who are in charge of process actualization and process development. With above results, this research has determined the necessary competency that the 'H' company's affiliated research institute needs and found the difference of required competency by job. Also, it has suggested more enthusiastic education methods or various kinds of education by confirming the importance awareness of competency and individual's level of awareness about the competency.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.13 no.4
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• pp.99-116
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• 2018

The purpose of this study is to suggest the integrated entrepreneurial competency models that reflect critical entrepreneurial competencies that entrepreneurs should have at different stages, thereby enhancing the success rate of ventures. To accomplish the purpose, this study developed the hypotheses about the positive effects of entrepreneurial competencies on business performance, and the moderating effect of learning competency to strengthen the relationship between entrepreneurial competencies and business performance. The results of this study are as follows. First, the technological functional competency of entrepreneurial teams, the resource utilization and business planning competency of entrepreneurs in the early stage of business development were found to significantly affect both non-financial and technological performance. The opportunity recognition competency has a significantly positive effect on non-financial performance. In addition, it is analyzed that learning competency significantly moderated the relationship between entrepreneurial competencies(technological functional, resource utilization) and non-financial performance. The moderating effect of learning competency between business planning competency and technological performance was also found to be significant. Second, leadership and resource acquisition competency of entrepreneurs in the late stage of ventures have significantly positive effects on both non-financial and technological performance. The strategic competency has a significantly positive effect on non-financial performance. It was also found that the moderating effect of learning competency between strategic competency and non-financial performance was significant. Finally, the results show that both non-financial and technical performance of NTBVs are significant determinants of financial performance.

• Journal of Fashion Business
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• v.19 no.5
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• pp.188-198
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• 2015

This study analyzed the qualifications necessary and manpower required in the Jeju nail art and make-up industry. We aimed to investigate the relationship between NCS education and national technical qualifications. For this study, 164 participants were given a questionnaire, and the collected data were analyzed via frequency analysis and multiple regression analysis using SPSS Ver. 18.0. The results of this study are as follows: 1. Matching job seekers with available positions was more difficult in nail art businesses than in makeup businesses. The main routes by which practitioners found jobs were Internet job sites and acquaintances. In addition, experience was the first consideration in hiring employees. 2. Those in high positions had less intention of employing students who had received NCS education, than those in lower positions. Intention to employ NCS graduates was high in businesses that found their employees through Internet job sites, vocational training institutes, acquaintances, or colleagues. Nail art workers prioritized NCS educational units in the following order: nail care, nail shop hygiene, gel nails, cosmetic nail removal, and tips/wraps. Makeup workers had the following priorities: basic makeup, wedding makeup, makeup shop safety, and hygiene management. They also mentioned basic occupational skills such as communication skills, interpersonal skills, and problem solving skills. Moreover, the new national licensing system was found to reflect competency in the most important skill sets.

• Korean Journal of Construction Engineering and Management
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• v.9 no.4
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• pp.154-162
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• 2008

Ministry of construction and transportation has been enforcing extensionally design phase VE(Value Engineering) to the construction costing more than 10 billion won, an importance of design phase VE accordingly is raising to get rid of a waste of cost and noneffective factors previously in construction projects. Although there are legal supports and technical effects, an effect about an introduction of design phase VE can not be applied properly because of several problems at the process. So, in this study, present competency factors of design phase VE to highly raise the output through organizing an effective team at the beginning stage of design phase VE. Find out 29 competency factors through characteristics of design VE team for the check list, classify by team knowledge, team work skill, and team attitude. Get an efficiency regarding importance and find out Competency Evaluation items of design VE team, present a Competency Evaluation plan for indicating an objective standard to Competency Evaluation by measuring relative importance as to each Competency Evaluation item.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.30 no.6
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• pp.1167-1187
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• 2020

We are facing the situation where cyber threats such as hacking, malware, data leakage, and theft, become an important issue in the perspective of personal daily life, business, and national security. Although various efforts are being made to response to the cyber threats in the national and industrial sectors, the problems such as the industry-academia skill-gap, shortage of cybersecurity professionals are still serious. Thus, in order to overcome the skill-gap and shortage problems, we propose a Cybersecurity technical response Job Competency(CtrJC) framework by adopting the concept of cybersecurity personnel's job competency. As a sample use-case study, we implement the CtrJC against to personals who are charged in realtime cybersecurity response, which is an important job at the national and organization level, and verify the our framework's effects. We implement a sample model, which is a CtrJC against to realtime cyber threats (We call it as CtrJC-R), and study the verification and validation of the implemented model.