• Journal of dental hygiene science
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• v.3 no.1
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• pp.5-10
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• 2003

The purpose of this study was to examine how medical personnels in the field of dentistry perceived the introduction of the yearly income system in an effort to determine some of the right directions for that and find out in which way that could be vitalized. For that purpose, literature concerned and relevant materials were reviewed, and a survey was conducted on 95 medical personnels, who were working at dental hospitals and clinics throughout the nation, for approximately five months from April through August 2002. After the collected data were analyzed, the following findings were acquired; (1) Regarding their awareness of the yearly income system by the type of institute, the workers from the dental hospitals found the yearly income system, more than the others from the dental clinics did, to enlarge their sense of involvement in management (p<.001), further work productivity(p<.01), awake their target-oriented sense of mission(p<.01) and make them feel uneasy about their future(p<.05). (2) As to differences between the dentists and dental hygienists, the former group had a higher opinion about that system(p<.01) and its effect on impartial performance appraisal(p<.01), encouraging medical personnels to deploy their abilities(p<.01), furthering work productivity(p<.001), intensifying a target-oriented sense of mission(p<.001). (3) Concerning their perception by career, those who had longer experience to work in that field considered it to strengthen work severity(p<.05) more than the others who had shorter experience did, and the former group thought that system was more likely to concentrate on a short-term achievement (p<.05). The workers who had been working for three to five years were more conscious of change in office hours (p<.01), and those who had been working for two or less years viewed that system most favorably(p<.05). (4) In order for that system to be successful, impartial performance appraisal was most widely called for(31.6%), followed by trust between labor and management(26.3%), worker's positive attitude toward that system(16.8%), CEO's firm belief in that(12.3%), and setting up a feasible target. The workers from the dental hospitals put more stress on medical personnel's favorable attitude toward that system(p<.05) than the others from the dental clinics did. And the dentists placed more stock in setting up a feasible target, which was a criteria of determining the amount of annual income, than the dental hygienists did.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.1
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• pp.209-224
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• 2020

This study started from the question of whether the preference of corporate recruitment can be achieved without any difference between the start-up experiencer and the general job seekers. Therefore, the purpose of the study is to identify the factors related to start-ups that affect the preference of job seekers for companies, and to analyze the differences in the factors related to start-ups between general job seekers and job seekers with start-up experience. Third, it is to see the difference in the preference for employment between job seekers with start-up experiences and general job seekers. The independent variables of the research model were entrepreneurship, motivation for start-up (job search), and characteristics of the job seekers (founder). The dependent variables were job preference, and the moderating variables were presented as job seekers' classification (job seekers with start-up experience vs. general job seekers). The subjects of the study were personnel managers of 100 companies with more than 5 years of establishment and 100 new companies with less than 5 years of establishment. The questionnaire was distributed in two types, and 189 respondents, including 101 job seekers with start-up experiences and 88 general job seekers, were finally used for analysis. The results of the study were as follows. First, as a result of multiple regression analysis on both experienced start-up experiencers and general job seekers, only entrepreneurship had an effect on preference for recruitment. Second, the moderating effect of job seekers' classification was found only in the relationship between motivation for start-up and preference for employment. Third, the result of multiple regression analysis based on the start-up experiencers showed that the relationship between the motivation for start-up, the preference for recruitment, the characteristics of founders and the preference for recruitment was statistically significant. On the other hand, the characteristics of the founder and the preference for employment were rejected. Fourth, the results of the study based on general job seekers showed that the motivation for job search decreased the preference for employment. The study did not provide the results of differences in recognition between different industries, traditional enterprises and venture businesses due to the limitation of small examples. There is no clear definition of start-up experiencers either. However, it is meaningful to suggest the implications of what preparations should be made when the start-up experiencers close their start-ups and turn their career into employment and to help them to accurately recognize the importance of entrepreneurship. It also provides the preference of the general job seekers for the company, the preparation for successful employment, and the implications for the direction of the future start-up revitalization.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.2
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• pp.67-80
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• 2020

This study has been conducted at a time when Korean government continues to extend support for youth startups as part of its policy to create jobs and the focus moves from career and employment to youth startups with a growing interest in the field of youth startups. Against this background, this study aims to identify difficulty factors of youth startups in areas besides the Seoul Metropolitan Area, seek ways to overcome difficulty factors, and propose policy implications. To this end, this study set five criteria and 25 sub-criteria to evaluate the difficulties of youth startups by reviewing previous studies and conducting literature review, and performing brainstorming method. The empirical analysis of the evaluation criteria was performed, using the analytic hierarchy process (AHP) method, on youths aged 19 to 39 in Gunsan area. The analysis results showed that the largest difficulty factors facing local youths include business model establishment, business administration and management, and startup funding in the criteria. As for sub-criteria, the largest difficulty factors are market information acquisition, technology commercialization, project feasibility, technology development, and new market pioneering in descending order. Local youths have much difficulty about the process of turning a business item into a product and commercializing it. According to a comparative analysis by gender, men were a relatively high difficulty in commercializing business models than women. men were a relatively high difficulty in commercializing business models than women. On the other hand, women were higher than men in all factors (management management, entrepreneurship, improvement of entrepreneurship system, and improvement of entrepreneurship awareness) except for factors affecting business model. In addition, the factors of entrepreneurship were found to be relatively different among young people (college students, prospective entrepreneurs, entrepreneurs). In conclusion, it was suggested that in order to revitalize youth entrepreneurship in the region, it is necessary to actively resolve the difficulties of business model commercialization rather than entrepreneurship funds. In addition, it is necessary to strategically support customized entrepreneurship support and situational administrative services because gender and hierarchical difficulties are different than general solutions. This study presented practical priorities and derivation methods for the entrepreneurship difficulties faced by local youth, and suggested measures and improvements for vitalizing local youth entrepreneurship in the future.

• Journal of Preventive Medicine and Public Health
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• v.3 no.1
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• pp.97-110
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• 1970

This survey was conducted to evaluate not only the present status of health center directors-their personal histories, their will to private practice in the future, their responses to governmental policies, -but also the distribution of doctorless myons, budget and subsidy, and director's opinions to the enhancement of health center activities. This survey questioned 116 health center directors and 16 health personnel from August to October of 1970 and obtained the following results; 1) The average ages of directors of kun, city, and total health centers were $43.2{\pm}7.8,\;42.1{\pm}7.7,\;and\;42.9{\pm}10.3$ respectively. 2) The average family sizes of directors of kun, city, and total health centers were $5.6{\pm}2.7,\;5.6{\pm}2.1,\;and\;5.6{\pm}2.6$ respectively. 3) Directors holding M. D. degrees were 79.3%, those holding qualified M. D. degrees ('approved director') were 20.7%. 4) M. P. H., M. S., and Ph. D. holders were 6.0%, 6.1%, and 4.3% respectively. 5) The average duration of present directorship in kun and city were 30.2 months and 20.4 months respectively. 6) The majority of directors had been employed in related fields before assuming current position : directorship at other health center 26.7%, army 22.4%, health subcenter 21.6%, private practice 19.0%. 7) Average length of directorship is 41.8 months. Average length of public health career, including health subcenter and present position, is 56.5 months. 8) Both rural and urban experience in health centers for regular directors is 16.3% and for approved directors, 12,5%. A total of 15.5% of all survey directors had experience in both rural and urban health center. 9) A total of 70.7% of health center directorships were staffed by local doctors. 10) Nearly 40% wanted to quit the directorships within 3 years and 60.3% had already experienced private practice. 11) Of the regular directors 17.4% felt strongly about devoting their lives to public health fields, but only 4.1% of the approved approved directors felt so. 12) There wire 432 doctorless myons among 996 respondent myons and 4.5 doctorless myons per kun. 13) The percentage of doctorless myon by Province are as follows, Cholla buk-do 57.2%, Cholla nam-de 55.0%, Kyungsang nam-do 52.0%, Kyungsang buk-do 49.7%, Chungchong but-do 42.4%, Kyonggi-do 32.9%. Cheju-do 30.8%, Kangwon-do 25.8%. 14) Two thirds of health critters have experienced the abscence of the director for a certain period since 1966 and the average span of the abscence was 18.2 months. 15) The percentage of doctorless myons increased proportionally with the span of the director's abscence. 16) The average budgets of health centers, kun, city and ku, were $W15.03\;million{\pm}W4.5\;million,\;W22.03\;million{\pm}W17.80\;million,\;W13.10\;million{\pm}W7.9\;million$ respectively. 17) Chunju city had the highest health budget per capita(W344) while Pusan Seo ku had the lowest(W19). 18) Director's medical subsidies are W30,000-50,000 in kun, and roughly W20,000 in city. 19) The older of priority in health center activities is T.B. control(31.1%), Family Planning and M. C. H.(28.0%), prevention of acute communicable disease and endemic disease (18.2%) and clinical care of patients(14.3%). 20) Nearly 32% opposed in principle the governmental policy of prohibiting medical doctors from going abroad. 21) Suggestions for immediate enhancing the position of director of health centers and subcenters: (1) Raise the base subsidy (48.2%), (2) Provide more opportunities for promotion (20.7%), (3) Exemption from army services(12.1%), (4) Full scholarship to medical students for this purpose only (7.8%). 22) A newly established medical school was opposed by 56.9% of the directors, however 33.6% of them approved. 23) Pertaining to the division of labor in Medicine and Pharmacy, the largest portion (31.9%) urged the immediate partial division of antibiotics and some addictive drugs to be given only by prescription. 24) More than half wanted a W70,000 level for the director's medical subsidies, white 36.2% stated W50,000. 25) Urgently needed skills in the kun are clinical pathologist (38.6%) and doctor (health center director) (25.5%); while in the city nurse (37.1%), doctors(clinical)(31.4%) and health educators(14.4%) are needed. 26) Essential treatment for the better health center administration; raising the base subsidy (22.7%), obtaining the power of personal management (19.3%) and the establishment of a Board of Health (14.3%). etc.

• Journal of Gifted/Talented Education
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• v.24 no.6
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• pp.1001-1024
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• 2014

The purpose of the study is to explore the experiences and meaning of the AP (Advanced Placement) at the specialized school for the highly gifted through the in-depth interview with 39 college students who had graduated from the specialized schools with the AP experiences. It is expected that the AP will be expanded to the students at the Science High Schools from the year of 2015, however, there has been no study to examine the realities of the AP in-depth especially through the voices of the AP participants. Students have taken 8 required and/or selective courses as AP in average. Students usually start to take AP from the second year of the specialized school for the highly gifted, but some start from the first year through the placement test. Numbers of available AP courses vary by subjects, but relatively more courses open in the areas of math and physics. Students' opinions regarding the AP were quite positive. Specifically, the high quality of the AP class and energetic interaction between student and teacher compared to the college classes were preferred by the students. However, it was controversial whether C+ is enough for the pass condition of the AP. Students were using the shortened time by AP in diverse ways, such as early graduation, double majors, exchange students, individual researches, and so on. Most of all, they tried to search for their career interests through the AP experiences. In closing, the present study provides some advices and future directions for the better AP management, including the improvement of administrative system between schools for the gifted and the universities, and the expansion of the number of university which approves the AP system.

• Journal of dental hygiene science
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• v.15 no.3
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• pp.361-368
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• 2015

The study was conducted to provide data for the development of effective medical conflict prevention programs for dental hygiene by analyzing the dental experience conflicts. A self-administered questionnaire survey was conducted targeting dental hygienists who were performing dental assistance at university hospital, dental hospital and dental clinic in Busan and Gyeongnam regions from April 1 to 30, 2014. Collected questionnaires of 212 dental hygienists were then analyzed with IBM SPSS Statistics ver. 20.0 program. A total of 59.4% had experienced complaints, discontents and medical disputes and 24% of these had experienced a legal trouble developed from such and 95.3% were anxious and doubtful about a possible future medical dispute to some degree. Patient complaints, complaints of non-medical issues raised by 24.3% was the most common, notices, maps and descriptions in relation to the issues raised by 14.4%, is related to the impression issue was raised in the order of 13.5%. Occurrence of disputes did not show a significant difference by place of work, however, a possibility of development of dispute into a legal proceeding showed a significant difference depending on service career and it was investigated that the experienced group feels more pressures with regard to a medical dispute according to their experience of such. All respondents said that education on a prevention and countermeasures of medical disputes is necessary. Understanding of dental hygienists on medical related laws regarding the scope of duty is required to be enhanced and, in order to do so, opportunities to receive an education with regard to a prevention and countermeasures of medical disputes are to be expanded.

• Management & Information Systems Review
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• v.35 no.1
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• pp.85-116
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• 2016

The present study aims to explore the causes of employment difficulty on the basis of job applicant's interest from P-E (person-environment) fit perspective. Our approach relied on a textual analytic method to reveal insights from their situational interests in a job search during the change of labor market. Thus, to investigate the type of major interests and psychological responses, user-generated texts in a social community were collected for analysis between January 1, 2013 through December 31, 2015 by crawling the online-community in regard to job seeking and sharing information and opinions. The results of topic analysis indicated user's primary interests were divided into four types: perception of vocation expectation, employment pre-preparation behaviors, perception of labor market, and job-seeking stress. Specially, job applicants put mainly concerns of monetary reward and a form of employment, rather than their work values or career exploration, thus youth job applicants expressed their psychological responses using contextualized language (e.g., slang, vulgarisms) for projecting their unstable state under uncertainty in response to environmental changes. Additionally, they have perceived activities in the restricted preparation (e.g., certification, English exam) as determinant factors for success in employment and suffered form job-seeking stress. On the basis of these findings, current unemployment matters are totally attributed to the absence of pursing the value of vocation and job in individuals, organizations, and society. Concretely, job seekers are preoccupied with occupational prestige in social aspect and have undecided vocational value. On the other hand, most companies have no perception of the importance of human resources and have overlooked the needs for proper work environment development in respect of stimulating individual motivation. The attempt in this study to reinterpret the effect of environment as for classifying job applicant's interests in reference to linguistic and psychological theories not only helps conduct a more comprehensive meaning for understanding social matters, but guides new directions for future research on job applicant's psychological factors (e.g., attitudes, motivation) using topic analysis.

• 대한공업교육학회지
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• v.44 no.2
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• pp.104-122
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• 2019

In the era of the fourth industrial revolution, maker education is drawing attention as a method of student-led education. At a time when interest in maker education is also growing in technology education, figuring out what stage of concern(SoC) a middle school technology teacher is critical to effective implementation. This study analyzed SoC in maker education by layer sampling among 400 middle school technology teachers using Concerns-based adoption model. SoC was then obtained by measuring the origin using the SoCQ and then presenting it as a SOCQ profile. Gender, training experience with two lower variables were analyzed using t verification, working cities, teaching experience with more than three lower variables were analyzed using one-way ANOVA. Studies showed that SoC in maker education of middle school technology teachers showed the most similar characteristics to that of non-users. The difference in concern depending on gender was that male teachers were more concerned in maker education than female teachers. The difference in concern depending on the working city was that teachers working in the township were more concerned in the maker education than teachers working in the large city, and the difference in concern depending on the teaching career was higher among teachers with middle experience than those with low and high experience. There was also a higher stage of concern in maker education than in teachers without training experience. Therefore, it is necessary to provide middle school technology teachers with an introduction to the maker education and various information, teaching, learning and evaluation data to enhance overall concern and to support the use and evaluation of the maker education in the classroom by providing various teacher training and consulting on the maker education in the future. Further, through further study, we should conduct study that analyzes both Stage of Concern, Level of Use and Innovation Configuration, to put in the effort for effective settlement of maker education.

• Journal of the Korean Society of Food Culture
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• v.3 no.2
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• pp.163-175
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• 1988

The purpose of this study was to find out the utilization status of Korean rice-cakes and the evaluation degrees of their commercial products by subjects. The subjects were 530 housewives lived in Seoul, Deajeon, Youngju city, and Secheon khun. We conducted this survey from November 16 to 28, 1987 by questionnaire method. The results obtained can be summarized as follows; 1. In the subjects' home, 37 kinds of Korean rice-cakes were used. All of them, Inchelmi (67.9%), Songpyeon (66.6%), Whinddeg (51.4%) and Gaepiddeg (43.4%) were frequently used. 2. All of ceremonial days, Korean rice-cakes were used most frequently on the wedding day but they were used scarecely on the funeral day. 3. On the birth day of children and adults, cakes were used more frequently than Korean rice-cakes. 4. All of Korean festival days, Korean rice-cakes were used most frequently on New Year's day. 5. In the future, most housewives (61.7%) hoped to make the Korean rice cakes of themselves at home. 6. Convenience (65.8%) was the most favored cause purchasing the commercial products but many housewives (44.3%) wanted to make the Korean rice-cakes of themselves at home. 7. All the quality properties of commercial products, taste and color property were favored and price, package, storage and hygienic property were poorly evaluated by housewives. 8. The evaluation about color property of commercial products were affected by resident place variable of housewives (P<0.05) and hygienic property were affected by resident place and academic career variable of housewives significantly (P<0.01). And package property of them was affected by dwelling house type significantly. (P<0.05) 9. Housewives indicated that commercial products were improved hygienic property (37.0%), price (23.8%), package (15.6%), taste (11.1%), storage (10.1%) and color (2.4%) in order.

• The Korean Journal of Archival Studies
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• no.21
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• pp.323-353
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• 2009

This study examines current states of Professionals of records management after "Records Management of public instituition Act(공공기관의 기록물 관리에 관한 법률)" was enacted in 1999. The law forced to arrange records manager in Records Center. However the hire of Professionals of records management became in earnest in 2005. Records Manager among the research officials was established in 2005 February in the Participatory Government. Because of this regulation, in 2005 July, Professionals of records management were arranged in each of 45 central department for the first time. Going through many trial and error, Professionals of records management contributed to systemizing record management of center department and office. According to "Public Records Management Act(공공기록물 관리에 관한 법률)" totally revised in 2007, sixteen major cities and its public office of education decided to employ Professionals of records management until the end of 2007. In addition, minor cities which consists of people over 150,000 and public office of education which consist of the number of students over 70,000 are supposed to have Professionals of records management until 2008, but it is not accomplished yet. Furthermore, when recruiting professionalists of records management, it is necessary to employ not as a contract or a part-time employee or but as a regular or a full-time worker. Especially, if the specialists of record management were employed as a part-time employee, they would not concentrate on their work because of their unstable social positions. It means that changes from a contract worker to a regular employee are needed without further delay. At first, records managers who were recruited at the Central Department in May 2007 had various kinds of difficulties and experienced trial and error. These days, however, they show their expertise with finding their own works. Someday in Korea, the records manager is expected to be a professional career with their know-hows and active movements.