• Korean Medical Education Review
• /
• v.26 no.1
• /
• pp.5-18
• /
• 2024

The author recommends the creation of a nationwide career guidance program at the national level through the establishment of a long-term cohort, involving collaboration among medical schools nationwide. This cohort would be constructed for the purpose of analyzing correlations from admission to medical school to post-graduate education, facilitating the development of a career guidance program. This will aid in career development through students' self-analysis and competency building. Each medical school should operate a systematic career guidance program. Career guidance for post-graduate major selection should be included in the regular curriculum. Schools are advised to operate student counseling rooms for various career guidance services. For example, medical schools can operate 1:1 career counseling, academic counseling, career guidance surveys, psychological tests, and counseling. It is advisable to establish a mentor-professor system, connect mentor professors, and build a network of experts related to majors to provide immediate support according to students' needs. Professional mentor training should be provided to mentor professors. To provide opportunities for students to experience their career paths in advance, early clinical exposure, long-term integrated clinical practice, community-based clinical practice, participation in student research programs, career fairs, and student internship programs are recommended. In South Korea, it is necessary to systematically operate the internship system and make improvements to facilitate optical career choices. Additionally, considering the significant influence of social factors on students' career choices in South Korea, efforts should be made to identify and address the issues related to these social factors.

• Journal of the Korean BIBLIA Society for library and Information Science
• /
• v.33 no.4
• /
• pp.5-25
• /
• 2022

The purpose of this study is to analyze the duties and competencies of the teacher librarian required by schools as consumers to operate the curriculum, and to suggest ways to improve their professionality. To this end, the duties and competencies included in 20 job advertisements posted by IB schools to select teacher librarians were analyzed based on the IFLA School Library Guidelines. As a result of the analysis, it was found that the duties and competencies of IB schools are based on the IB curriculum guidelines and this guideline is based on the educational philosophy and learner image that IBO curriculum aims. And the job that schools want the most from the teacher librarian is teaching through library collection management and collaboration, and the main competencies for this are communication and collaboration skills, teaching-learning·curriculum·education design and operation, and digital & media literacy. The results of this analysis show that the professionalism should be based on the vision for the educated person and learner capabilities presented in the curriculum. Based on this results, in this study the ways for developing teacher librarians' professionalism were presented in the following aspects. First, including the educational responsibilities of the school library in the Arrangement and Implementation Guideline of National Level Curriculum. Second, Classifying human resources' duties through revision of the Enforcement Decree of the School Library Promotion Act. Third, reorganizing of basic courses to acquire teacher librarian qualifications and introducing a demonstration of collaborative teaching in the eduactional practice and the certification examination.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.19 no.4
• /
• pp.29-40
• /
• 2024

This study analyzed the impact of venture companies' innovation capabilities on business performance by growth stage. Innovation capability, which is an independent variable, is composed of entrepreneur characteristics, technology development capabilities, marketing capabilities, and external cooperation. And the dependent variables were set as sales and long-term growth prospects. This study utilized data from the '2022 Precise Survey on Venture Companies'and conducted descriptive statistics analysis, correlation analysis, and multiple regression analysis as research methodology. As a result of the analysis, the negative influence of the educational background of entrepreneurs' characteristics was found to decrease as the growth stage increased, and the long-term growth prospects of entrepreneurs with abundant industrial practical experience were perceived positively. Research and development personnel was a negative factor during the start-up period, but as the growth stage increased and technology accumulation occurred, it changed into a positive factor. Marketing competency level was found to be an important factor in all growth stages. For external collaboration activities, all hypotheses regarding sales were rejected, but hypotheses regarding the start-up and growth periods regarding long-term growth prospects were accepted. it is interpreted that external collaboration activities are necessary to overcome the limitations of internal resources.

• Journal of Digital Convergence
• /
• v.13 no.6
• /
• pp.257-265
• /
• 2015

The outsourcing has become a general part of the convergence in modern game development process for generating a higher profit margin. This study examines and defines the work competences required for the game graphic designers in a collaboration performance of outsourcing. In this study, we introduce the basic concept and advantages of the outsourcing and extend prior work on identifying three work competencies of graphic designers. We conducted in-depth case studies of outsourcing system used by North America's major game developer. The findings from this study offer insights into the essential core competencies expected for graphic designers, providing effective guideline from the practical perspective.

• Knowledge Management Research
• /
• v.18 no.3
• /
• pp.1-35
• /
• 2017

This study conducted comparative study on autonomous car's industry policy and corporate strategy of US, China, Germany, Japan and Korea. By analyzing core technologies and industry paradigm shifts of autonomous car industry, I was able to figure out autonomous car has high potential to be dominant transportation in the future and it is important to construct core competency in technology area. The meaningful findings by analyzing various primary and secondary data are as followings: First, in case of US, Google was leading autonomous car industry by developing its own OS and Platform. US government has been actively supporting and interacting with private firms and Universities for stimulating industry/technology convergence and establishing standard. Second, in case of Germany, autonomous car development was leading by several auto makers such as Mercedes, BMW in Hardware and manufacturing area, and German government was focusing on deregulations for private company. Third, in case of Japan which quite similar with German situation, they were both independently developing technology and expanding alliances with MNCs. And Japanese government was supporting triple helix system construction between local companies and universities. Fourth, in case of China, autonomous car industry was leading by IT companies, and various cooperations between IT companies and automakers were established. Chinese government was regulating foreign companies and supporting domestic companies both in market and technologies Last, in Korean case, the active and extensive alliances were lacking in Korean companies while strategic and strong government supports were missing in public sector. For competing with other countries and players, more active collaboration between different countries and strong policy supports are needed in Korean auto industry.

• Proceedings of the Technology Innovation Conference
• /
• 2002.02a
• /
• pp.133-149
• /
• 2002

This study aims to investigate the impact of wide use of digital technology, in particular, the Internet, on innovation process and corporate strategy in electronics industry. The introduction of digital technology has changed innovation process, business model and organizational structure of the electronics companies. With the introduction of digital technology, the entire value chain of electronics industry from procurement, sales, and marketing to R&D and manufacturing has been restructured. E-commerce has been a major agenda for e-business. Recently, collaboration among electronics companies through e-marketplace has emerged as an important issue. A web-based e-commerce standard, so called RosettaNet, has been developed for facilitating e-transactions of electronics firms. The development of digital technology has dramatically increased the processing speed and sophisticated the virtual reality technology. As simulation becomes easier and more effective, the uncertainty and risk involved in R&D has decreased significantly. Another positive impact is closer cooperation between R&D and manufacturing functions. Taking advantage of automated and flexible production technology, has a new type of firm, so called, EMS (Electronics Manufacturing Services) emerged, whose strategic focus is on manufacturing only. The EMS can be seen as a kind of innovative organization, that is, a modular organization for production function. Digital technology has made convergence of computer and communication possible at early years but right now the convergence has been accelerated in extensive areas of communication, broadcasting, information appliances, software, contents, and services. Firms' effort for an innovative product and service has been intensified and the competition for a new standard product and service has become severe in electronics industry. Business activities are always realized in a specific organizational context. Accordingly building up innovation-friendly organization has emerged as a critical concern. Due to the striking decrease of transaction cost, a network type of organization has proliferated, and a business function turns into a modular organization. As a whole, digital technology has pushed electronics firms into developing their own business model, which takes consideration of standardization of business platform and their core competency.

• Korean Medical Education Review
• /
• v.19 no.1
• /
• pp.18-24
• /
• 2017

This study examined the perception and readiness of nursing educators regarding interprofessional education (IPE), and discussed the validity and application of IPE in nursing. From December 2016 to January 2017, 239 nursing professors and nurses completed a structured questionnaire consisting of general characteristics, the Interdisciplinary Education Perception Scale, the Readiness for Interprofessional Learning Survey (RIPLS), and an IPE action plan. The collected data were analyzed by descriptive statistics and t-test using the IBM SPSS ver. 23.0 program (IBM Corp., Armonk, NY, USA). The analysis revealed that 91.6% of the participants had not experienced IPE, and only 11.7% knew about IPE. However, approximately 80.0% answered that IPE is necessary. The results of this study showed that the score of the perceived need for cooperation was higher in nurses than it was in professors, while the score on competency and autonomy was higher in professors than it was in nurses. With reference to the scores on the RIPLS, those of professors were high on the sub-scales of teamwork and collaboration, professional identity, and roles and responsibility. The results revealed that participants considered the upper-grade undergraduate years as the ideal time for imparting IPE, and it was deemed suitable to include communication, simulation, and clinical practice in IPE. Doctors, pharmacists, and physiotherapists were thought to require cooperation for IPE the most. Despite the presence of several barriers to IPE, the participants thought that IPE can achieve learning outcomes such as interprofessional communication and cooperation, conflict resolution, and teamwork. It is necessary to cooperate with professionals in the complex clinical environment as professional areas are specialized and subdivided. Therefore, it is necessary to examine the application of IPE in undergraduate education and in on-the-job training.

• New Physics: Sae Mulli
• /
• v.68 no.12
• /
• pp.1338-1346
• /
• 2018

The purpose of this study is to analyze the curriculum of a university-affiliated science gifted education center based on the core competencies and to suggest a direction for improving the education at the gifted education center. For this purpose, we set the 12 core competencies as follows: 6 cognitive competencies such as knowledge, creativity, scientific thinking ability, inquiry ability, problem solving ability and fusion ability, and 6 non-cognitive competencies such as task commitment, self-directed learning ability, motivation reinforcement and challenge, communication skills, collaboration ability and leadership. The curricula of the science gifted education centers reflect all the competencies, but some competencies are only potentially included in the contents of the programs. In this study, we present examples of education programs by each competences and suggest additional descriptions for the development of gifted education centers.

• New Physics: Sae Mulli
• /
• v.68 no.11
• /
• pp.1240-1248
• /
• 2018

This study examined teachers' perceptions about the components of the teacher's capacity according to the 4th industrial revolution. This study involved 100 elementary school teachers: 26 with less than 5 years of educational experience, 24 with more than 5 but less than 10 years, 25 with more than 10 but less than 20 years, and 25 with more than 20 years. From the results of recognition analyses of six competence components, 'Knowledge and application ability of knowledge information', 'ability to appropriately study content', 'collaboration ability among school members', 'ability to maintain relationship', 'value and attitude required for community', 'ability to communicate with others' were found to be important for teachers. The result of analyzing the importance and the retention of each competency element showed that the recognition difference according to the education career and the degree of retention was insufficient compared to most important competence component. Thus, in-service education and training programs must reflect the competencies required by actual teachers in education and education-teacher training institutions.

• The Journal of Korean Academic Society of Nursing Education
• /
• v.29 no.3
• /
• pp.319-334
• /
• 2023

Purpose: This study investigated the prevalence and perceptions of workplace violence against registered nurses (RNs) in hospitals. Methods: One thousand RNs replied to a nationwide survey from November 14 to December 22, 2022. They reported their general characteristics, prevalence of and their responses to different types of workplace violence from patients, family caregivers, physicians, and nurse peers, as well as their perceptions of workplace violence management systems. Results: A total of 71.1% of the RNs reported that they had experienced workplace violence in the last six months. The violence and sexual harassment experienced from patients and family caregivers were 57.3% and 19.1%, respectively. Furthermore, violence, sexual harassment, and workplace harassment from physicians were experienced by 24.6%, 4.0%, and 7.4%, respectively, of the RNs, and those from nurse peers by 21.4%, 3.1%, and 11.3%, respectively. The RNs stated that they often responded to workplace violence with passive and inactive behaviors, which were more serious toward physicians' workplace violence or sexual harassment from different perpetrators. Only 69.5% were aware of their hospital's workplace violence management systems, while only 14.7%~27.4%, according to the type of hospital (p=.471), perceived the systems as effective. Multiple important strategies were identified to prevent workplace violence. Conclusion: Critical suggestions are discussed for the prevention of workplace violence, including protecting the human rights of healthcare professionals, inter-organizational collaboration, and a culture of person-centered healthcare, and training nurse managers' competency in managing workplace violence.