• Journal of Korean Academy of Nursing Administration
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• v.12 no.1
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• pp.113-121
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• 2006

Purpose: This study was aimed to investigate educational need of nursing managerial competency in the hospitals. Method: The data were collected from 296 nurses(nurse manager and nurse) who had worked in 9 hospitals using the structured questionnaires. Data was analysed by the SPSS for Windows 12.0 program. Results: Educational needs of the nurse managerial competency development were very high. Most of items in the areas of 'human resource management', 'leadership', 'ethic/ law responsibility' and 'quality improvement' were needed for nurse managerial competency development. Current level of the nurse managerial competency level in practice was lower than education need. However nurses had moderate level ability in the areas of 'ethic/ law responsibility', 'human resource management' and 'nursing information management'. There were significant differences in current level and need of the nurse managerial competency(p=.000). Education needs of the nurse managerial competency were influenced by age, clinical career, position, education level, experience of nurse manager education(p<.05). 5) Education program operations were preferred to 'the theme course', 'lecture', 'external education institution'. Conclusion: Education program of the nursing managerial competency development is urgently needed for nurses who have worked in a hospital.

• Journal of The Korean Society of Integrative Medicine
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• v.7 no.4
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• pp.193-202
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• 2019

Purpose : The study was conducted to analyze the differences in perceptions, attitudes, and knowledge of health tourism students' medical tourism industry as a basic data for improving the curriculum for human resource development that can be activated by the medical tourism industry. Methods : The questionnaires were directly distributed and retrieved from 394 university students attending 4 year college health department and tourism department of some regions (IRB approval number, KW-2017-05). The questionnaire used the Likert 5-point scale to analyze differences in perceptions, attitudes, and knowledge levels in the medical tourism industry. Independent sample t tests were conducted to examine the differences in perceptions, attitudes, and knowledge about the medical tourism industry between the two groups. Results : Results obtained from this study are as follows. 1. Differences in perceptions of the medical tourism industry were 3.44 points for health and 3.45 points for tourism (p<.05). 2. The difference in attitude level was 2.28 for health and 2.79 for tourism. And that tourism has a high perception and attitude. The knowledge of medical tourism industry was 5.93 in health department and 7.11 in sight tourism, and the tourism sector was significantly higher (p<.001). 3. As a result of analysis on attitudes, interest, direct and indirect experience, practical knowledge acquisition, and development possibility were all statistically significant. 4. 98.6 % of the health students and 97.8 % of the tourism students did not obtain the qualification for the qualification of the international medical tourism coordinator. However, in the future, respondents who answered that they have obtained the certificate of international medical tourism coordinator responded positively to 54.9 % of tourism department and 25.2 % of health department. Conclusion : A systematic education of the medical tourism industry will improve the level of human resource development in the medical tourism industry, including the acquisition of international medical tourism coordinator certification, as well as the level of medical tourism industry awareness, knowledge and attitude.

• Journal of Korea Game Society
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• v.13 no.2
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• pp.71-80
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• 2013

The purpose of this paper is to analyze the results & performance of the optimized human resource development program, which was progressed by Gachon University in the past three years. Gachon University since 2009, with the support of the government, has launched a "Game Project Track" and also has carried out curriculum development and student education with cooperative companies in the field of game industry. Furthermore, Game Project Track, with companies, has pursued special lecture & intern training during vacation in order to strengthen students' ability to adapt on-site. As a results of co-education, 25 students have received the award in the external competitions, and also 39 students(97.5%) of 40 graduated from this course have been employed by cooperative companies.

• Journal of Korea Society of Digital Industry and Information Management
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• v.19 no.1
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• pp.77-89
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• 2023

The purpose of this study is to empirically confirm what is an important variable of organizational change by intelligent technology acceptance and whether is a difference in important variables in the organization level of acceptance of intelligent technology. Recently, business models using intelligent technologies such as chat-bots, self-driving cars, credit-prevention fraud, face recognition, and health-care are emerging. External situation factors such as artificial intelligence, big data, COVID-19, and the ESG management are changing the direction of a company's management strategy. This research method established a structural equation model. As a result of the analysis, we found that the leadership, organizational culture, and organizational cooperation variables had a positive effect on human resource development variables. Human resource development found a positive effect on the performance of intelligent technology. In addition, we found the independent variables of leadership, organizational culture, and organizational cooperation had partial mediating effects on the performance of intelligent technology. Each group of levels of intelligent technology found performance differences. The organizational culture variables appeared as important variables in all groups. On the other hand, the leadership variable appeared as an important variable in the middle and lower groups of intelligent technology. The theoretical background of this study is that the business theory was updated through artificial intelligence and intelligent technology theory. As a practical implication, the organization adopting intelligent technology is necessary to prepare a systematic plan for organizational culture change.

• Journal of Practical Engineering Education
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• v.15 no.2
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• pp.285-297
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• 2023

This study was conducted to explore the career competencies among the middle-aged employment vulnerable groups and to provide the basis for systematic career development and human resource development for the middle-aged and employment vulnerable groups. Interviews and expert advice for the middle-aged (40-64 years old) employment vulnerable groups were conducted. The main research results as follows. First, middle-aged employment vulnerable groups have different career requirements depending on their characteristics. Second, the career competencies of the middle-aged employment vulnerable group were composed five factors and 21 sub-detailed competencies including career cognitive competencies, career skill competencies, career attitude competencies, career transition competencies, and career resource management competencies. Third, as a result of the priority analysis of Borich and Locus for Focus, career goal setting, career implementation competency, employment and start-up information, job search skills were the top priorities, career identity, digital literacy, job market knowledge, and infrastructure utilization were the second priority.

• Culinary science and hospitality research
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• v.22 no.6
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• pp.132-144
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• 2016

This study reviewed previous researches about the competence selection of foodservice firms, and shows firm's performance model through the results. The study classified factors according to core competence, differentiation strategy, and management performance. Out of 400 survey responses from by the firm's executive and employees who had worked for over three years at the headquarters (sales, financial, marketing/plan, R & D, etc.), a total of 302 questionnaires were used for the final analysis due to missing values and biased responses (response rate: 75.5%). As the results of analyzing final research model of this study, it appeared that ${\chi}^2(df=170)=384.88$, ${\chi}^2/df=2.26$, GFI=0.90, NFI=0.92, CFI=0.95, RMSEA=0.07. The results indicated that the CEO leadership, organizational culture, and human resource competencies are a driving force in all aspects of competitive advantage differentiation strategies. In addition, the R & D innovation, service, and marketing differentiation strategies are positively related to performance. The results validate the fact that foodservice firms could reinforce strategic decisions through a variety core competencies and achieve continuous performance through competitive strategies.

• Korean Journal of Community Nutrition
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• v.11 no.1
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• pp.116-123
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• 2006

The purposes of this study were to develop a tool for assessing internal branding performance and to identify the difference of internal branding performance between local and international hotels. The internal branding performance measure was developed through literature studies and face-to-face in-depth interviews with managers in various departments of 5 deluxe hotels. The questionnaires were distributed to 460 employees in food and beverage departments of 11 deluxe hotels in Seoul, and a total of 398 questionnaires were used for analysis ($86.5\%$). The statistical analyses were completed using SPSS Win (12.0) for descriptive analysis, reliability analysis and t-test, and AMOS (5.0) for confirmatory factor analysis. The results of this study showed that the measure developed in this study was reliable and valid for assessing internal branding performances of hotels. In addition, the internal branding performances of hotels were high at understanding of brand dimensions and relatively low at work and organizational culture and human resource management dimensions, and local hotels showed lower levels of performance than international hotels at the dimensions of work and organizational culture (t = -3.801, P < 0.001) and human resource management(t = -5.397, p < 0.001). In conclusion, it is considered that a strong internal branding strategy should be established for successful brand management, and the practical measure for internal branding performance would be a key factor.

• 한국신재생에너지학회:학술대회논문집
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• 2008.05a
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• pp.103-106
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• 2008

신재생에너지기술 개발인력 확보는 국가 에너지 안보의 확보 및 지속적인 성장을 가능하게 하는 주요 요인이다. 관련 사업추진에 있어 비효율성의 제거와 인적자원 개발 정책의 효과적인 추진을 위해서 신재생에너지 인력양성 사업에 대한 체계적인 성과평가가 요구되고 있다. 본 연구에서는 신재생에너지 인력양성의 평가를 위하여 적용가능한 방법론을 살펴 보았다. 기존 인력양성 방법론의 구분을 수정하여 인력 양성의 평가 방법을 성과점검, 요인통제분석, 사업의 파급효과 산출방법으로 분류하고 각 기준별 세부방법론을 제안하였다. 성과점검 방식에는 단순환산/일반질문법, 요인통제분석에는 AHP-DEA효율성 측정방법, 인적자본 축적모형방법이 포함될 수 있다. 마지막으로 사업의 파급효과 산출방법에는 산업연관분석 방법, 인력양성 산업연관도 작성 방법이 있다. 제안된 모형 중AHP-DEA효율성 측정방법은 신재생 에너지 인력양성 평가에 적용될 경우 DEA 모형의 객관성이라는 특징을 최대한 이용하는 동시에, 한계로 지적될 수 있는 변별력 분제를 체계적으로 보완하기위한 방편으로 AHP를 도입함으로써 적절한 인력양성 평가 방법론으로 적용될 수 있을 것이다.

• The Journal of Industrial Distribution & Business
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• v.11 no.10
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• pp.49-58
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• 2020

Purpose: The purpose of this study was to examine the differential effect of workforce diversity on employee productivity and its subsequent impact on customer experience. Research design, data and methodology: A once-off cross-sectional research design was used in this study where the Zimbabwean civil service was targeted. Randomization was used to collect 324 validated responses. The study focused on both primary (age and gender) and secondary (education and political affiliation) dimensions of workforce diversity. Results: The results were confirmatory that workforce diversity is a significant predictor of employee productivity (β = 0.668, P < 0.05), at the same time employee productivity holds explanation to customer experience by 37%. Results also revealed that gender diversity, educational diversity and political diversity were significant determinants of workforce diversity (P < 0.05). However, the study established that age diversity was not a significant factor in enhancing employee productivity (P > 0.05). Conclusions: The study concluded that workforce diversity is a powerful tool in enhancing both customer experience and employee productivity. As such, the latter can be augmented through shrewd workforce diversity practices as championed by management. To that end, the study recommends the development of a workforce diversity framework which promotes inclusivity.

• International journal of advanced smart convergence
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• v.10 no.2
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• pp.97-107
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• 2021

This study attempted to confirm the factors that the meaning of work perceived by organization members and job embeddedness affects creative behavior. In addition, we tried to confirm the relationship between the meaning of work and job embeddedness. On the other hand, we tried to verify the mediating effect of job embeddedness between the meaning of work and creative behavior. Accordingly, the following results and implications were derived through the hypotheses set for the members of small and medium-sized enterprises. First, the meaning of work showed a positive effect on job embeddedness and creative behavior, and it was empirically analyzed that job embeddedness was improved on creative behavior. In order to improve the creative behavior of organizational members, the need for advancement of the management and training system to systematically improve and strengthen the meaning of work and job embeddedness has emerged. Second, job embeddedness showed a mediating effect between the meaning of work and creative behavior. In other words, the employee's job embeddedness acted as a direct or indirect factor according to the improvement of the meaning of work and creative behavior. Accordingly, as one of the major factors in human resource management and strategic human resource development for the advancement of the sustainable management system, the need for institutional establishment and implementation was required as it became more efficient and effective.