• The Korean Journal of Health Service Management
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• v.13 no.4
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• pp.253-263
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• 2019

Objectives: This study evaluated the perception on importance of interprofessional core competencies (PI-ICCP) scale. Methods: Data were collected from 353 college students of health. Content validity was tested using the content validity index for individual items(I-CVI) and for scale(S-CVI). Criterion validity was tested using the professional competencies scale developed by Choi. Reliability was evaluated using Cronbach's coefficient alpha. The goodness-of-fit of the construct validity was determined through exploratory and confirmatory factor analyses. Results: The I-CVI of each item was .8 or higher for all items, and the S-CVI was .98. The reliability of the PI-IPCC was Cronbach's α=.98. The goodness-of-fit indices of the model were χ2=1811.54(p<.001), the comparative fit index (CFI)=.91, and root mean square error of approximation (RMSEA)=.08, which satisfied the criteria. Conclusions: The construct and criterion-related validity of the perception for PI-ICCP scale were a good fit, so the instrument is appropriate for measuring perception on importance of interprofessional core competencies. Further research will be required using this instrument to investigate perception of interprofessional core competencies of health professionals.

• The Research Journal of the Costume Culture
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• v.19 no.6
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• pp.1150-1162
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• 2011

Considering the fact that the fit for men's clothes is important for the sizing system modern ready-made pants, an analysis of obese middle-aged men is required at this period of time to determine the appropriate fit for obese men. The following research focused on 635 middle-aged obese men who had a BMI index of at least 25 and a waist circumference from the belly-button level of 34 inches or more. This research deals with the articles of circumference, thickness and other major physical changes that happen during the 30s, 40s, and 50s. According to the analysis of these body measurement articles with specific regard to age, men's height and the height of their waist seemed to decrease as their age increased. This demonstrates that as these men grow older, the waist and stomach slowly curved into a circular and flat body type due to their obesity. In this study, the first factor figure was the height and leg length. The second factor figure was the waist form. The third factor figure was the center thigh circumference. The fourth and fifth factor figures were the hip length and shape. Lastly, the sixth factor figure was the calf circumference. These 6 factor figures construct 80.57% of the volume explanation and showed 3 patterns through a cluster analysis that showed different patterns of obesity forms for waist circumferences in key figure 1, waist and thigh circumferences in key figure 2, and waist and buttocks circumferences. Therefore, it was worthwhile to consider the circumferences of the waist, buttocks and thigh according to the body type category to enhance the drafting of well-fitting pants.

• Journal of the Korean Society of Costume
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• v.63 no.1
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• pp.97-107
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• 2013

To give satisfaction with the fit to a wearer, the wearer's body size and body types should be considered first, this study conducted the descriptive statistical analysis on the upper body measurements of women in their 20s because their body shape has reached the completion stage of adult female's physical development. Also, the analysis classified their upper body types into groups to secure basic data for (maximum satisfaction with the fit of ready-to-wear clothing. The factor analysis was conducted using 49 items of measurement. The main factor analysis was used as a factor extraction method. After extracting the factors with Eigenevalues over 1, the factor loadings were drawn using the Varimax rotation. As a result, 6 factors were extracted. To secure internal consistency, factors that could lower the reliability of the experiment were taken out, so only 36 of the 49 items were used for the analysis. After selecting the items to recognize the main features of each body type, they were used for the final factor analysis. The entire R square of the 6 factors was 84.06%. To classify the upper body types of women in their 20s and to recognize the main features of each body shape type, the researcher conducted the cluster analysis with the items generated from the factor analysis. Through the cluster analysis, the upper body type of women in their 20s were classified into 3 body types. Also, since there are some restrictions on this research objects in terms of local and numbers of measured objects, the results of the this research should only be used as basic data.

• Journal of The Korean Society of Agricultural Engineers
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• v.59 no.3
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• pp.63-70
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• 2017

The purpose of this study was to calibrate the hydrologic parameters of SWAT model and analyze the daily runoff for the study watershed using SWAT-CUP. The Hardware watershed is located in Virginia, USA. The watershed area is $356.15km^2$, and the land use accounts for 73.4 % of forest and 23.2 % of pasture. Input data for the SWAT model were obtained from the digital elevation map, landuse map, soil map and others. Water flow data from 1990 to 1994 was used for calibration and from 1997 to 2005 was for validation. The SUFI-2 module of the SWAT-CUP program was used to calibrate the hydrologic parameters. The parameters were calibrated for the highly sensitive parameters presented in previous studies. The P-factor, R-factor, $R^2$, Nash-Sutcliffe efficiency (NS), and average flow were used for the goodness-of-fit measures. The applicability of the model was evaluated by sequentially increasing the number of applied parameters from 4 to 11. In this study, 10-parameter set was accepted for calibration in consideration of goodness-of-fit measures. For the calibration period, P-factor was 0.85, R-factor was 1.76, $R^2$ was 0.51 and NS was 0.49. The model was validated using the adjusted ranges of selected parameters. For the validation period, P-factor was 0.78, R-factor was 1.60, $R^2$ was 0.60 and NS was 0.57.

• The Journal of the Korea Contents Association
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• v.20 no.8
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• pp.274-284
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• 2020

In the era of the Fourth Industrial Revolution, the level of data-efficient utilization greatly affects the performance of the enterprise. This study was to verify the effect on organizational performance and the absorption capacity as a mediate, depending on person-job fit and person-organization fit in organizational memory affordance. According to a survey of 317 employees of large, medium and small businesses, organizations that have sufficient organizational memory have had a positive impact on both person-job fit(PJF) and person-organization fit(POF), and also on absorption capacity. In addition, the organizational memory affordance had a positive effect on absorption capacity by mediating the POF. PJF and POF had a positive effect on management performance, but only POF when mediating absorption capacity showed a positive influence relationship. This study is meaningful by comprehensively empirical analysis of the organizational IT construction environment and the members' perception of organization and job as a leading factor in absorption capacity, and simultaneously demonstrating the impact on organizational performance.

• Korean Journal of Human Ecology
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• v.21 no.1
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• pp.151-163
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• 2012

The purpose of this study was to examine the effects of perceived fit and brand transfer on extension evaluation in luxury fashion brands. The instrument for this research was a self-administered questionnaire based on a previously developed scale. The variables addressed in this scale included perceived fit, brand value for both parent brand (clothing) and extension brand (home line), extension brand association, and purchase intention of the product in extension brands. The participants in this research comprised of 215 female consumers between the ages of 19 and 51 demographically distributed nationwide. Data were analyzed by descriptive statistics, paired t-test, factor analysis, and regression analysis via SPSS 12.0. Findings showed that brand value consisted of two factors: cognitive and hedonic value in luxury fashion brands. Parent brand value was significantly related to perceived fit with a positive effect on brand association and hedonic value in extension brands. With respect to brand transfer, cognitive value of the parent brand increased the extension brand's cognitive value, while hedonic value of the parent brand increased the extension brand's hedonic value. In addition, purchase intention of the product in the extension brands was determined by the perceived fit and hedonic value of extension brands. This study also discusses the managerial implications for marketers in developing effective luxury brand extensions into new product categories, which leads to a synergy effect in building brand equity in the luxury fashion market.

• Journal of Korean Public Health Nursing
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• v.33 no.2
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• pp.188-199
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• 2019

Purpose: The aim of this study was to provide a person-job fit as the basis for a better job environment and human resource development by examining the causal relationships with the perceived organizational support and job satisfaction of 45 public health center nurses located in Gyeonggi Province. Methods: Frequency analysis, factor analysis, correlation analysis, path analysis, mediating effect, and moderating effect were verified for use by SPSS & AMOS 22 ver. to target to nurses located in Gyeonggi Province. Results: First, the person-job fit has a positive effect on the perceived organizational support and job satisfaction. Second, the perceived organizational support has a partial mediating effect. Third, there was no difference in verifying the moderating effect of full-time public servants and temporary public servants. Conclusion: This study examined the relationship among the person-job fit, job satisfaction as an organizational effectiveness, and the perceived organizational support of mediated effect for nurses working at public health centers. The nurses in government service containing permanent and temporal employees was the adjustment effect. The analysis results showed that the ability of public health center nurses to perform tasks related to person-job fit and the ability of the individual to perceived organizational support was high. In addition, and the job satisfaction was good.

• Safety and Health at Work
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• v.14 no.3
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• pp.332-339
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• 2023

Background: The aim of the study was to test the validity and reliability of the Perceived Future Decent Work Securement Scale for Turkish nursing students. Methods: A cross-sectional, methodological study design was used. The study was carried out at three nursing undergraduate programs in Turkey during the academic year of 2020-2021 with 336 senior nursing students. Language validity and content validity analyses were performed for the scale adaptation, followed by confirmatory factor analysis (CFA) for construct validity. The reliability of the scale was determined using the test-retest and Cronbach's alpha internal consistency coefficient. Results: The scale-content validity index score was 0.988. In CFA, all goodness-of-fit indices verified the acceptable fit of the model; its root mean square error of approximation was 0.076; the normed fit index was 0.909; the standardized mean square residual was 0.097; the relative fit index was 0.881; the goodness-of-fit index was 0.915; the adjusted goodness-of-fit index was 0.872 and χ²/df = 2.932. The overall reliability was α = 0.86. The item-total correlations of the scale were above the acceptable level, and the test-retest analysis had a high correlation. The access to healthcare (14.68, SD 3.53) obtained the highest average score, and the adequate compensation (8.52, SD 3.76) was the lowest rated by the senior nursing students. Conclusion: The Perceived Future Decent Work Securement Scale is a valid and reliable scale to assess nursing students' future decent work securement.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.1
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• pp.113-121
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• 2014

To improve management performance, medical institutions have great attentions to selecting the good employee. Through job placement, recruited employee performing a given task, previous studies have lack of research, how job environment affects the individual perception of job ability and individual performance. Therefore, targeting at the health care professional employees who work in the hospital, 134 questionnaire data collected, this study performed an empirical study on the relationship between person-job fit, self-efficacy and individual performance. Specifically, mediating effect of self-efficacy between person-job fit and individual performance was verified. The results indicate that first, person-job fit appeared to affect significantly to the sub-factor of self-efficacy (self-adjustment, confidence, goal-difficulty). Second, among the self-efficacy sub-factor, self-adjustment, confidence appeared to influence to the individual performance. Third, self-adjustment was fully mediated between person-job fit and individual performance and confidence was partially mediated between person-job fit and individual performance. These findings have the theoretical implications that self-efficacy studies are expanded to environmental factors and practical implications and study's limitations are discussed in terms of hospital organization's human resource management.

• Journal of Distribution Science
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• v.14 no.4
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• pp.81-92
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• 2016

Purpose - In recent years, management scholars have expressed growing interest in the concept of person-Job fit because of having many benefits for employees' attitudes and behaviors. The related research is needed to determine what specific types of fit are related to each other, and to get important individual outcomes. Person-job fit of employees in service organization plays an important role in company as well as person in service industry. Person-job fit, representing the consistency between person (service provider) and job (service provided to the customers), gives significant and positive effects on the attitude and behavior of service provider. On the basis of the study background, the purpose of this study is as follows. First, we would like to examine the effects of person-job fit of service provider on their emotional intelligence. Emotional intelligence is divided into four sub-factors such as self-understanding, understanding others, emotional utilization, and emotional regulation. Second, we would like to identify the relationships between job satisfaction and sub-factors such as self-understanding, understanding others, emotional utilization, and emotional regulation. Research design, data, and methodology - We performed structural equation model using Spss 18.0 and Amos 20.0 in order to verify the hypotheses. Subjects were golf service assistants who were high-touching service with high degree in interaction and long contact time with customers. 178 out of the total 200 surveys were used in evaluation from helpers of golf service working as full-time service provider after selecting two locations of golf course located near Busan. From the evaluation of reliability and validity with variables used in this research, they satisfied and confirmed certain standard. Results - The results are as follows. First, as the results of identifying the relationships between person-job fit and emotional intelligence of service provider, person-job fit did not have positive and significant effect on self-understanding. On the other hand, it affected positively and significantly other factors in emotional intelligence such as emotion to others, emotional utilization, and emotional regulation. Second, as the results of identifying the relationship between emotional intelligence and job satisfaction, sub-factors in emotional intelligence such as emotion to others, emotional utilization, and emotional regulation except self-emotion affected significantly and positively job satisfaction. However, self-emotion did not have significant and positive effects on job satisfaction. Conclusion - These results will be valuable and used for service providers. In addition, many service providers will recognize that person-job fit is very important to get a job. This research has a purpose on the assumption that appropriateness between individual and task in service industry shall act as major influence in emotional intelligence of service provider. Recognitive ability of service provider is also very important per characteristics of service, but emotional intelligence that interacts and connected directly with most customers can be a very meaningful factor as well. Emotional intelligence allows people to recognize, understand, and empathize the emotion of customers shall be a positive reinforcement for customers to evaluate the service ultimately.