• Proceedings of the Korean Institute of Building Construction Conference
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• 2023.11a
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• pp.101-102
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• 2023

This study analyzes the problems of legal job training currently being implemented to improve the job competency of beginner and intermediate technical personnel working in design offices and suggests improvement measures.

• Journal of Internet Computing and Services
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• v.8 no.2
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• pp.117-135
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• 2007

There are two purposes of this study; 1) to identify the perception about Web accessibility of students with disabilities and their Web-based Instructional personnel (WBI personnel) in higher education, and 2) to find out effective WBI design strategies actually used by WBI personnel to design and develop accessible Web-Based instruction for students with disabilites. Sixteen students with disabilites and their WBI personnel at a mid-western university in US were recruited for individual interviews. The results showed that WBI personnel did not know about Web accessibility and were not well prepared to make their WBI accessible. They have to provide the equality and quality of life to students with disabilites by making their instruction accessible. They felt that they could not guarantee whether their WBI was accessible even after meeting current standards and guidelines. WBI personnel also suggested that they had to provide students with disabilites with various methods and use appropriate instructional design strategies in order to address their needs. Finally, some effective instructional design used by WBI personnel in order to make WBI accessible were listed.

• International Journal of Contents
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• v.18 no.3
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• pp.49-57
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• 2022

The purpose of this study was to investigate the satisfaction of personnel selection process according to type of personnel manager and to examine whether the relationship between the type of personnel manager and the satisfaction with the personnel selection process was moderated by the applicant's perception of procedural justice. This study was conducted using a between-group design with 208 students from a four-year university in Korea. One group watched a video in which a human personnel manager selected employees and the other group watched a video in which an AI personnel manager selected employees. Participants were randomly assigned to a condition, responded to a demographic questionnaire, and answered measures of procedural justice and satisfaction with personnel selection after watching the video. As a result, the selection process satisfaction was significantly higher when the human personnel manager conducted the selection process than when the AI personnel manager conducted such process. In addition, when procedural justice was perceived as low, there was a significant difference in satisfaction between human and AI groups. However, when procedural justice was perceived as high, there was no significant difference in satisfaction between the two groups. Based on study results, the significance and limitations of this study and suggestions for future studies are discussed.

• Journal of Digital Convergence
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• v.17 no.12
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• pp.117-127
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• 2019

This study was done to analyze the relationship among the characteristic elements for a evaluation factor(design, function, quality, price, conveniency, personnel factor), the evaluation factor satisfaction, repurchase intention and recommend intention that the China cellular phone users perceived by group. The survey was divided into "design, function, quality, price, conveniency, personnel factor, repurchase intention and recommend intention". As a study result, every characteristic elements for a evaluation factor excepting price had an effect on independent variables such as design, function, quality, conveniency, personnel factor satisfaction. And all evaluation factors had an effect on repurchase and recommend intention. In conclusion, in order to increase the repurchase and recommend intention in China cellular phone market it would be necessary to improve the characteristic elements satisfaction for design, function and personnel factor. And after the design, function and personnel factor satisfaction were improved, we could improve the repurchase and recommend intention.

• International Journal of Knowledge Content Development & Technology
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• v.12 no.2
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• pp.7-27
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• 2022

The study investigated the contributions of digital and media literacies to knowledge sharing among school library personnel in Nigeria. The survey research design was adopted for the study while a questionnaire was used to collect data from the 190 respondents that constitute the sample size for the study. Findings from the study revealed a high level of digital and media literacy skills possessed by the school library personnel surveyed. Producing information, evaluating digital information, and finding digital were major media and digital information literacy skills that significantly contributed to knowledge sharing among the school library personnel. The study recommended that adequate attention should be given to the development of digital and media literacies of school library personnel in Nigeria to ensure effective and efficient knowledge sharing.

• Journal of Distribution Science
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• v.19 no.8
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• pp.25-35
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• 2021

Purpose: This study aims to propose an integrated MCDM model to support the qualified personnel selection in the distribution science. Research design, data, and methodology: The integrated approach of AHP and TOPSIS was employed to address the personnel selection problem. The AHP method was used to define the weights of the selection criteria, whereas the TOPSIS was applied to rank alternatives. The proposed model was then applied into a leading logistics company to select the best alternatives to be the sales deputy manager. Results: The results showed that Candidate 3 is the most qualified personnel for the sales deputy manager position as he is ranked first in the order of preference for recruitment. Conclusions: The proposed model provides the decision makers with more effective and time-saving methods than conventional ones. Therefore, the model can be applied to personnel selection around the world. In terms of theoretical contribution, this study proposes a personnel selection model for choosing the most appropriate candidates. In addition, the study adds to the theory of human resources management and logistics management the full set of personnel selection criteria including education, experience, skills, health, personality traits and foreign language.

• International Journal of Knowledge Content Development & Technology
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• v.14 no.4
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• pp.7-25
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• 2024

This study investigated the influence of job motivation on job performance of library personnel in university libraries in Oyo State, Nigeria. Descriptive survey research design type was used for the study. The population of the study consisted of 164 library personnel in university libraries in Oyo State. An adapted questionnaire was used as the instrument for data collection. The data collected were analyzed using both descriptive and inferential statistics. PPMC were used for hypotheses testing at a 0.05 level of significance. The findings of the study revealed that the level of job performance of library personnel among university libraries in Oyo State was high ( x =2.85) and that the level of job motivation (promotion, compensation, conducive work environment) of library personnel among the sampled universities was also high ( x =2.77). More so, the findings of the hypothesis disclosed that there is a significant and positive relationship between job motivation (p= 0.029 < 0.05) and job performance of library personnel among universities in Oyo State. It was recommended that library leadership should make provision for motivational ingredients that can serve as an encouragement for the library personnel to enhance the level of their job performance.

• Journal of Korean Academy of Nursing
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• v.36 no.5
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• pp.681-690
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• 2006

Purpose: The purpose of this study was to investigate the effects of assertiveness training on nurses' assertive behaviors, interpersonal relations, communication conflicts, conflict management style and personnel turnover rate. Method: A non-equivalent control group pretest-posttest design was used in this study, Nurses were assigned into the experimental or control groups, each consisting of 39 nurses. Data was collected between January to March 2004. An 'Assertiveness Training Program' for Nurses developed by Park was used for the study. To emphasize assertiveness practice, 5 practice sessions utilizing ABCDE principles were added to Park's program. To examine the effects of the program, differences between the two groups in assertive behaviors, interpersonal relations, communication conflicts, conflict management style and personnel turnover rate were analyzed using ANCOVA. Results: The assertiveness training was effective in improving the nurses' assertiveness behaviors, but was not effective in improving interpersonal relations, reducing the subjects' communication conflicts, changing the conflict management style or reducing their personnel turnover rate. Conclusion: There have been many studies about factors affecting nurses' personnel turnover rates, but few have been done about methods of intervention to reduce the personnel turnover rate. Thus, this study provides a significant contribution in attempting such an intervention from nursing management perspectives.

• Journal of Technology Innovation
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• v.4 no.1
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• pp.83-128
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• 1996

This paper explores desirable features of annual salary system a corporation can adopt to design it for R&D personnel or staff. This research, in particular, purports to examine how effective the money compensation is used to motivate R&D personnel and some differences with respect to their research areas, educational backgroudns and professional positions. In addition, the paper analyzes the motivational effectiveness of non-money compensation by comparing the preference level of the money and non-money rewards such as recognition, autonomy and responsibilities, etc. The response of R&D personnel as analyzed in this paper would provide a helpful reference for designing an annual salary system in R&D group.

• Journal of the Korean Institute of Landscape Architecture
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• v.27 no.5
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• pp.25-37
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• 2000

The purpose of this case study is to provide the basic knowledge and the rationale for establishing the professional personnel position of Landscape Architecture(LA) in local Government of Korea o the basis of the characteristics and adoption system of professional personnel organization in comparison with the cases of Japan, the United States of America, and Germany. I have analyzed the case of Chonju City, Chollabuk-Do, recruited professional personnel of LA by using informal career position, to justify the needs and the division of professional Landscaping works of the city and to figure out drawbacks of the current adoption system of professional personnel in South Korea. In have found the following results that 1) City Mayor in Korean local Governments do not have the proper authorizing rights of recruiting the special personnels for performing urban policy, which is under controls of the Official Appointment Regulations, 2) because of no official position status for specialist in the fields of LA, the Chonju City had been recruited them as Urban Planner status through an informal process, 3) the section of Park and Urban Forestry was established under the control of Department of Culture and multimedia Industry, 4) the fields of specialized works of LA are defined as the work of ecopolis design and planning, biotope networking, ecological bridge and ecological restorations, and 5) the professional positions for LA should be established in Official Appointment Regulation for the urgent needs of local Government sin South Korea.