• International journal of advanced smart convergence
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• v.13 no.2
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• pp.154-165
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• 2024

The purpose of this study is to investigate the relationship between organizational culture (innovation culture, relationship culture, hierarchy culture, task culture) as perceived by organizational members and its impact on organizational justice and job performance. This contributes to providing additional data for the revitalization and development of the organizational system for efficient management and operation measures included in the organization's sustainable management. To this end, the hypothesis established through the traditional process of quantitative research was tested as follows. First, organizational culture showed a positive effect on organizational justice. Second, organizational culture had a positive (+) effect on job performance. Third, organizational justice was significantly analyzed in terms of job performance. In other words, the importance of systematic re-establishment and continuous implementation of organizational culture (innovation culture, relationship culture, hierarchy culture, task culture) and organizational justice consistent with organizational characteristics was emphasized in order to improve job performance, which is the result of organizational competitiveness. In addition, it is the aspect of drawing practical implications for strategic human resource management and human resource development to systematically improve it.

• Journal of the Korean Society of Fisheries and Ocean Technology
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• v.56 no.3
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• pp.265-276
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• 2020

The objective of this study is to develop education programs for cultivating smart aquaculture experts through a education demand survey of industries, high school students, university (graduate) students and field workers. The industry demand analysis was conducted as an in-depth interview on representives from seven companies. Education demand surveys were conducted on 96 students and field workers in the Jeonnam region. Results on the demand survey were analyzed using frequency analysis and cross-analysis. The company representatives responded that they want to participated in internship and retraining programs to proactively secure manpowers with convergence capabilities about smart aquaculture. Seven companies preferred manpowers with basic competencies on ICT (Information and Communications Technologies) or aquaculture. The most respondents in the demand survey want to participate in the education program for experience on advanced technology, self-development and enhancement of work capability. On the other hand, some respondents said that the education is time-consuming and that the education program does not fit their level. Thus, the education program should be developed in a way to minimize the spatial and temporal limitations of education targets and to improve understanding of non-majors by reflecting the demands of human resources in the industrial field.

• Journal of Engineering Education Research
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• v.13 no.6
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• pp.49-56
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• 2010

In this study, we investigated the perception difference of industrial managers and engineering faculties in the engineering education, and searched for a rational solution to resolve this perception differences. Both engineering faculties and industrial managers place strong emphasis on practical training, but they showed a significant difference in addressing the issues on the graduates of engineering education have. This different perceptions are occurred since the industrial managers prefer "the instant(or ready-made) human resource type", the ones to put to work right away whereas professors prefer the ones with the strong basic knowledge, "the potential human resource type", who may in the long run contribute to the development of the industry. We believe Finland Helsinki Engineering School's co-op course and Pennsylvania State University's Capstone Design Education are the good examples of nurturing "practical" human resource although both programs are conducted in very different imaginative ways.

• Journal of Practical Engineering Education
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• v.6 no.2
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• pp.119-126
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• 2014

The purpose of this study is to take a look at the cases on managing the senior human resources of business enterprises following the significant number of retirement of baby-boom generation and obligatory retirement age of 60 years of age and present the implication points in policies. With respect to the implication of the company, it would urgently require the introduction of programs with long-term point of view for career management strategy from the time of employment to the resignation, settlement of company leave system called chulhyang, expansion of wage peak system, full-time job transfer support center within the enterprise for retirement management, expansion of various consulting, conversion of paradigm on senior human resource management of top management in the enterprise level. In the government level, it is considered as required for systematic supplementation of the chulhyang system, improvement of support system for employment encouragement fund, expansion of national work capability standard-based senior employment field as well as task development, support for innovation of personnel management system, supply of management manual and implementation of job transfer education for life-time conversion period in the government level.

• Journal of Family Resource Management and Policy Review
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• v.24 no.1
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• pp.41-53
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• 2020

The purpose of this study was to identify the factors that affect middle-old aged housewives' participation in lifelong learning as a part of human resource development. Through purposive sampling, the study recruited 163 full-time housewives over age 40 years who live in C City. As a result, first, 87.1 percent of all respondents, or 142, said they were willing to participate in lifelong learning in the future. There was no statistically significant difference in the results of cross-checking by age, educational background and monthly household income variables. Additionally, we used cluster analysis to measure differences in participation intentions according to the perception of human resource development of middle-old aged full-time housewives. The perception variable of lifelong learning is: First, Cognitive degree, second, importance, third, activation awareness. Cluster 1(n=16) was divided into generally low-perception types, such as cognitive degree, importance, and life-long learning activation of the C city, while Cluster 2(n=61) was classified as a type of person who thinks that lifelong learning is important to life and Cluster 3(n=86) was generally classified as a type with a higher lifelong learning perception. and we found that there was no difference in the intention to participate in lifelong learning by all cluster Lastly, we found that participants who valued human resource development scored significantly higher on measures of cognition than those who did not value it. Based on these results, we advocates social change that encourages the cultivation of talent through lifelong learning programs that can positively affect one's unique identity, not just wife and mother, and provide opportunities for self-development.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.39 no.3
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• pp.100-108
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• 2016

The purpose of this study is to present a business strategy plan to increase organizational effectiveness of small and medium-sized enterprises. The research investigated in the level of human resource activity, such as recruitment, education, evaluation, compensation and development for the employees and executives who are working at small and medium-sized enterprises where located in Busan and Gyongnam province. With this, the research carried out actual proof analysis on the level of human resource activity effects on organization effectiveness like job satisfaction and organizational commitment. The following implications can be acquired from the result of multiple regression analysis on the 201 employees of small and medium enterprises. First, small and medium-sized enterprises should carry out human resource management activities and improve research and development capacity to enhance organization effectiveness. Second, in order to improve job satisfaction of the members of small and medium-sized enterprises, the management should concentrate on recruitment activity and reward maintenance management activity and come up with strategies to enhance learning ability and external network ability. Third, in order to enhance organizational commitment of the members of small and medium-sized enterprises, recruitment activity, training activity, and reward maintenance management activity should be carried out and the management should come up with strategies to enhance learning ability and external network ability. In this research, the objective was only to find out antecedents of organization effectiveness, but considering that causality might arise among the antecedents, in the studies hereafter, the verification on the structural relationship of various factors will be needed.

• Journal of Agricultural Extension & Community Development
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• v.6 no.2
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• pp.3-15
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• 1999

The objectives of this study were 1) to review the developmental process of agricultural extension services since 1960 in Korea, and 2) to suggest new paradigm of agricultural extension education in the 21st century. The study suggested major objectives of agricultural extension service in Korea should be focused on; 1) Agricultural technology transfer for environmentally friendly food production, 2) Diffusion of energy saving and safe farming technologies and upbringing export oriented agriculture, 3) Education and training of capable farmers for competitive world, and 4) Technological support for home improvement considering harmony of human, environment and life. To achieve major objectives of extension services the following strategies should be employed; 1) National administration and financing. 2) Farmer oriented services should be performed since extension education is originally two-way communication process to help farmers in better decision making, 3) Human resource development for extension educators to meet increasing demands of target population, and policy measures should be implemented to increase morale of extension educators, and 4) Role of public extension should be strengthened to meet needs of majority farmers and public interests in the knowledge based information society in the 21st century.

• Hwankyungkyoyuk
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• v.20 no.1
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• pp.106-117
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• 2007

The purpose of this study was to evaluate the environmental education of public servants in National Institute of Environmental Human Resource Development(NIERD). Based on CIPP model, Evaluation areas and items were made. The data were collected through interviews, questionnaires and training and development team's internal information from November, 2005 to January, 2006. Based on the interviews and survey of 11 employee from training and development team, context factors, input factors, process factors, product factors were evaluated. The major findings of this study were as follows: First, the problem of the environmental education of environmental officials indicated lack of interest about education of Ministry of Environment, lack of education expense, lack of expertise of employee in training and development team, and so on. Second, the curriculum for environmental officials was not considered the environmental officials' readiness for education, developmental level and competency. Suggestions for future research were offered.

• Journal of Family Resource Management and Policy Review
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• v.15 no.4
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• pp.43-64
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• 2011

This study suggests policies to rearrange the status of Health Family Support Centers, targeting hands-on workers and centering on collected problems and improvements. To attain this aim, the study rearranged the materials investigated in 2009. On this basis, the study suggests the following policies. First, Health Family Support Centers changed into Korean Institute Healthy family which could prepare a means for opinion convergence through base organizations. Thus, it is necessary to establish a Gyeonggi-do wide area Health Family Support Center. Second, space and human resource arrangement, suitable to business, are necessary, and so are stable, secure finances. Third, urban areas, agricultural villages, and fishing villages are distributed across Gyeonggi-do. Thus, the development of specialized business, suitable to Gyeonggi-do, is necessary. Consequently, this study suggests executing obligatory family education (education for engaged couples, education for parents). Fourth, case management models, unique to Health Family Support Centers, have to be developed, as well as unified services related to education, counseling, and cultural businesses. Fifth, the Health Family Support Center has to secure its own status as a hub organization of inter-regional family businesses, has to strengthen its organizational identity, and has to promote suitable business development.

• Journal of Practical Engineering Education
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• v.8 no.2
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• pp.147-155
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• 2016

The purpose of this study was to develop the fit-occupation for getting a job or supporting start-up in the middle and senior aged. The study was performed in three phases; First classification categories and model were developed to select occupation candidates. Secondly, 40 occupation candidates were developed and reviewed the priority through the analysis of current status and needs of employment in the middle and senor aged. Thirdly, the final 4 fit-occupations in Korea Polytechnics were chosen through in-depth interviews of experts and survey. These results are suggested some implications for the management of vocational education for baby boomers as a public education and training institution.