• Asian Journal of Innovation and Policy
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• v.4 no.1
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• pp.55-75
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• 2015

The purpose of this study is to find what competence determines the employment of college students using data from the K-CESA (Korea Collegiate Essential Skills Assessment) of a Korean university during 2009-2014. This test comprises of 6 categories of competence: self-management, global readiness, interpersonal relationship, resource/information/technology handling, communication and comprehensive reasoning. In addition to these competences, we add the comprehensive variable, grade point average. In order to identify the qualities of employment, employment was classified into 3 types: all employment, employment in decent jobs and employment in the top 500 companies. Results are as follows: For all employment and decent jobs, GPA and comprehensive reasoning were the meaningful variables. However in case of the top 500 companies, interpersonal relationship was added. Based on the analysis, this study suggests the fundamental concepts of college students' job competence: job specific competence, job basic competence, and basic competence.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.12
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• pp.6163-6172
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• 2013

This study examined the job competence of the staff at the center for teaching and learning(CTL) in university and to find out the level of job competence, which has been asked to the staff of the CTL. For that, the factor of the job competence, which is required of the staff of the CTL, was inquired through a literature review. Based on the job competence, this study examined the required job competence of the staff in Daejeon city and Chungnam province. The result suggests that the job competence required of staff are the basic job competence, planning-analysis job competence, management job competence for the project, and evaluation job competence. The first factor in basic job competence is the attitude to change and innovation. In the planning-analysis job competence, the first factor is an analysis and consultation of instruction. In managing the job competence for the project, the first factor is the management of human resources, and the first factor in evaluating the job competence is an evaluation of the effectiveness of the media. Therefore, to revitalize the CTL, there is a need to organize an expert pool, plan and support program that is suitable for professional development.

• Research in Community and Public Health Nursing
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• v.30 no.2
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• pp.195-205
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• 2019

Purpose: This study was conducted to identify effects of Medicaid Case Manager's communication competence and stress on their job satisfaction. Methods: The current work is descriptive research, and the participants were 154 medicaid case managers. Data were collected between May and July, 2017 through Embrain, a specialized research organization. The data were analyzed using independent t-test, ANOVA, and multiple regression. Results: The mean communication competence of the medicaid case managers was 3.61, stress 1.76, and their job satisfaction 2.74. Age and average monthly compensation brought significant differences in their job satisfaction. Their communication competence was correlated with stress (r=-.35, p<.001), but not with their job satisfaction. The stress was the most influential factor in job satisfaction (${\beta}=-.45$). Conclusion: The results of this work show that the medicaid case managers' communication competence was not an influence factor of their job satisfaction, which is different from implications from the previous studies and needs confirmation through future research. In addition the results of this study also suggest that stress management can be a useful approach to the improvement of medicaid case managers' job satisfaction.

• Journal of Korean Clinical Nursing Research
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• v.23 no.1
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• pp.1-8
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• 2017

Purpose: The purpose of this study was to provide basic data required to improve nursing resources management and nurse organizations. Methods: The data were collected using a questionnaire. Participants were 294 nurses who were working at 8 hospitals with more than 500 beds located in G and C cities, Korea. Data analysis was done using t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson correlation coefficient and stepwise multiple regression analysis with SPSS. Results: There were significant correlations between self-leadership, clinical competence, job satisfaction and job involvement. Factors affecting job involvement were job satisfaction, self-leadership, length of clinical career and length of career in current department. Job satisfaction was the most influential factor with an explanatory power of 41%. Conclusion: Findings show that to strengthen job involvement, identification and management of factors that affect job satisfaction and self-leadership are required and relevant training and strategies should be developed and used.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.1
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• pp.43-52
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• 2015

Purpose: In this study, behavioral styles of Dominance, Influence, Steadiness, and Conscientiousness (DISC) were examined and differences in job satisfaction and clinical competence among newly hired nurses were explored. Methods: For this explanatory correlational research, 176 newly hired clinical nurses were recruited from three university hospitals and one general hospital located in Seoul and Gyeonggi province. Data were collected in August, 2013 though self-report questionnaires. Results: The distribution of behavioral styles was 11.4%, 42%, 29% and 17.6% for Dominance, Influence, Steadiness, and Conscientiousness respectively. DISC behavioral styles were associated with sub-areas of job satisfaction such as professional position and doctor-nurse relationship. DISC behavioral styles were significantly associated with the total score for clinical competence and sub-areas of data collection, basic nursing skills, critical thinking, education and leadership, and attitudes toward professional development and practical skills. Multiple linear regression analysis showed that DISC behavioral styles predicted clinical competence (Adj. $R^2$=.14, F=9.42, p<.001). Conclusion: A focus on cultivating influential and steady behavioral styles among newly hired nurses can be helpful in improving job satisfaction and clinical competence. There is a need to improve interpersonal relationships through a deeper understanding of each person's behavioral style based on the analysis of DISC behavioral styles.

• Journal of the Korea Convergence Society
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• v.11 no.3
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• pp.263-269
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• 2020

The purpose of this study was to determine the factors for professional consciousness of caregivers and provide basic data that could help develop a intervention to promote their professional consciousness. For this descriptive research, a survey was conducted to collect data from 110 caregivers in G City for six weeks in September 2019. Descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression were used. They scored 3.41 for calling and 3.23 for Communication Competence and 4.12 for job satisfaction. Professional consciousness was positively correlated with job satisfaction (r=.636, p<.001) and calling (r=.356, p<.001) and Communication Competence (r=.378 p<.001). job satisfaction (B=.329, p<.001), followed by Communication Competence (B=.216, p<.001) and calling(B=.165, p=.002), had the strongest impact on professional consciousness, accounting for 57.5% in general. It is necessary to give job satisfaction reinforcement training constantly in long-term care givers. It is also necessary to conduct education and research that can promote professional consciousness.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.2
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• pp.40-49
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• 2021

The purpose of this study was to examine the influence of self-help education on job competence, job satisfaction, and quality of life in 119 paramedics, and to prepare basic data for the improvement of the quality of emergency medical services. A survey was conducted from May 12 to August 23, 2019, on 205 male and female fire officers in the Gangwon and Daegu Provinces. The collected data was analyzed using the SPSS 20.0 version, and frequency analysis, correlation analysis, and multiple regression analysis were carried out. The multiple regression analysis showed that the participants had a static correlation between self-help education, job competence, job satisfaction, and quality of life. Also, the self-help education had a significant correlation with job competence (personal area), job satisfaction (personal area, organizational area, professional area) and quality of life (personal area, professional area) (p<.01, p<.001). The job competence and job satisfaction of the paramedics had a significant impact on their quality of life. Given the findings of the study, specific systems need to be developed to improve the quality of life through the invigoration of self-help education for paramedics.

• The Korean Journal of Emergency Medical Services
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• v.22 no.1
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• pp.61-72
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• 2018

Purpose: The purpose of the study was to analyze the effects of ethical decision making factors on vocational ethics and job satisfaction of firefighters and to provide basic data to promote appropriate vocational ethics and improve job satisfaction. Methods: A self-reported questionnaire was filled out by firefighters in D metropolitan area from May 7 to 15, 2017. A total of 410 data were analyzed using SPSS 24.0 program. Results: Among influential factors of ethical decision making, "ethical environment of organization"(${\beta}=.266$), "coworkers' influence" (${\beta}=.216$), and "managers' ethical competence" (${\beta}=.148$), 'compensation and punishment'(${\beta}=.097$) had a positive effect on vocational ethics, while "coworkers' influence" (${\beta}=.281$), "ethical environment of organization" (${\beta}=.274$), and "managers' ethical competence" (${\beta}=.143$) had a positive effect on job satisfaction. Vocational ethics was found to have a significantly positive effect on job satisfaction (B=.657, t=8.802, p=.000). Conclusion: It is necessary to promote vocational ethics for improvement of firefighters' job satisfaction, and appropriate ethics education should be provided. It is important to actively manage the factors affecting ethical decision making.

• Journal of Korean society of Dental Hygiene
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• v.22 no.3
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• pp.209-216
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• 2022

Objectives: This study was conducted to provide basic data for developing a professionalism improvement program for dental hygienists in preparation for the 4th industrial revolution era. Methods: A survey was conducted in 216 dental hygienists from May 3 to June 14, 2021, and statistical processing was performed using frequency analysis, t-test, one-way ANOVA, Pearson's correlation analysis, and multiple regression analysis. Results: Communication competence were at higher levels for dental hospital workers (3.98) and university/graduate school (3.94); professionalism was at higher levels for dental hospital workers (3.64), university/graduate school (3.55), and 7 or more dental hygienists at workplace (3.53); self leadership was at higher levels for dental hospital workers (4.11), university/graduate school (4.04), and intermediary manager (4.00); job performance was at higher levels for 11 years or more (4.08), university/graduate school (4.04), intermediary manager (4.04), and 30-34 years of age (4.04). There was positive correlation among communication competence, professionalism, self-leadership, and job performance. Factors affecting job performance were self-leadership (β=0.461), communication competence (β=0.353), 30-34 years of age (β=0.141), and total experience of 8-10 years (β=-0.149). Conclusions: In the era of the 4th industrial revolution, it is necessary to develop a program to strengthen the professional competence of dental hygienists.

• Korean Journal of Childcare and Education
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• v.11 no.2
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• pp.39-57
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• 2015

The purpose of this study was to identify the influence of private kindergarten teachers' teacher efficacy and communication competence on their job stress. The subjects in this study were 161 private kindergarten teachers working in kindergartens in Gyeong-gi province. For the research analysis, frequency, Cronbach's ${\alpha}$ coefficient, and Pearson's correlation were calculated and regression analysis were conducted. The results are as follows. Firstly, it was revealed that personal teacher efficacy does have statistically meaningful negative influences on job stress as a whole as well as the sub-factors of job stress, but general teacher efficacy has meaningful negative influences only on the personal-related stress of the sub-factors. Secondly, communication competence has statistically meaningful negative influences on job stress as a whole as well as the sub-factors of job stress. Through this study, it is possible to provide a basic guideline to configure the subject content that enhance teacher efficacy and make them give full play to communication competence and develop a positive attitude for coping with job stress in a curriculum for private kindergarten teachers.