• Journal of Preventive Medicine and Public Health
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• 제35권2호
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• pp.160-168
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• 2002

Objectives : This study was intended to investigate the differences of job stressors between managers and low level employees among white-collar workers. Another objective of this study was to examine whether the effects of job stressors on mental health differ between the two groups. Methods : Data was obtained from 204 managers and 258 low level employees who were employed in white-collar jobs. Fourteen job stressors and seven job stress variables were measured. Results : Among the 14 job stressors, role overload, job insecurity, and work-family conflict were higher job stressors for the manager group whereas role conflict, work-aptitude incongruity, participation in decision making, and promotion problems were higher job stressors for the low level of employees. There were no differences in job stress scores between the two groups. However, differences in the effects of job stressors on job stress were found between the two groups. For the manager group, job insecurity, work-aptitude incongruity, and work-family conflict significantly affected in explanation of job stress whereas for the low level employees, role underload, peer satisfaction, and environmental problems significantly explaining the job stress variables. Conclusions : There were significant differences in job stressors between managers and low level employees among white-collar workers. Additionally there were differences in the effects of job stressors on job stress between the two groups.

• Journal of the Korean Dietetic Association
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• 제2권2호
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• pp.181-198
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• 1996

This study was carried out to investigate effects of general characteristics of the Korean dietician on job satisfaction. The subjects were 2987 dieticians who responded to the questionnaire distributed at the annual education program of the Korean Dietetic Association in 1995. The results are followings: 1. The level of the job satisfaction of Korean dieticians was low for payment, work environment, and value achievement as a dietician, while it was relatively high for the relationship with colleagues. The other parts of job satisfaction, such as work load, work contents, supervision by senior, participation of policy decision and etc were above average. 2. Dieticians who were older and/or who had worked longer than others had significantly higher job satisfaction in all fields. 3. Dietician who received college education showed significantly lower job satisfaction in all fields than did dieticians with B.A. and M.A. degree. 4. Dieticians with low position at the work had significantly lower job satisfaction in all fields than had dieticians with higher position.

• KDI Journal of Economic Policy
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• 제32권1호
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• pp.131-169
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• 2010

I develop a matching model in which risk-averse workers face borrowing constraints and make a labor force participation decision as well as a job search decision. A sharp distinction between unemployment and out of the labor force is made: those who look for work for a certain period but find no job are classified as the unemployed and those who do not look for work are classified as those out of the labor force. In the model, the job search decision consists of two steps. First, each individual who is not working obtains information about employment opportunities. Second, each individual who decides to search has to take costly actions to find a job. Since individuals differ with respect to asset holdings, they have different reservation job-finding probabilities at which an individual is indifferent between searching and not searching. Individuals, who have large asset holdings and thereby are less likely to participate in the labor market, have high reservation job-finding probability, and they are less likely to search if they have less quality of information. In other words, if individuals with large asset holdings search for job, they must have very high quality of information and face very high actual job-finding probability. On the other hand, individuals with small asset holdings have low reservation job-finding probability and they are likely to search for less quality of information. They face very low actual job-finding probability and seem to remain unemployed for a long time. Therefore, differences in the quality of information explain heterogeneous job search decisions among individuals as well as higher job finding probability for those who reenter the labor market than for those who remain in the labor force. The effect of the extended maximum duration of unemployment insurance benefits on the aggregate labor market and the labor market flows is investigated. The benchmark benefit duration is set to three months. As maximum benefit duration is extended up to six months, the employment-population ratio decreases while the unemployment rate increases because individuals who are eligible for benefits have strong incentives to remain unemployed and decide to search even if they obtain less quality of information, which leads to low job-finding probability and then high unemployment rate. Then, the vacancy-unemployment ratio decreases and, in turn, the job-finding probability for both the unemployed and those out of the labor force decrease. Finally, the outflow from nonparticipation decreases with benefit duration because the equilibrium job-finding probability decreases. As the job-finding probability decreases, those who are out of the labor force are less likely to search for the same quality of information. I also consider the matching model with two states of employment and unemployment. Compared to the results of the two-state model, the simulated effects of changes in benefit duration on the aggregate labor market and the labor market flows are quite large and significant.

• Journal of the Korea Society of Computer and Information
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• 제18권8호
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• pp.9-15
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• 2013

As the resources of cloud computing are essentially heterogeneous and jobs have various characteristics, resource allocation to jobs is one of important problems. We define this issue as a multi-criteria decision-making problem. This paper proposes a priority-based job scheduling algorithm based on analytic hierarchy process (AHP). On the first step, jobs are classified based on their preferences. On the second step, response time, system utilization, and load becomes decision criteria based on the AHP algorithm. Jobs are allocated to adequate resources through their priorities that are calculated by the AHP algorithm. Through analysis and experiment of the proposed algorithm, we are to confirm that the scheme can schedule jobs as well as utilize its resource efficiently.

• Journal of the Korea Society for Simulation
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• 제9권1호
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• pp.21-38
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• 2000

A fuzzy dispatching algorithm with adaptable control scheme is proposed for more flexible and adaptable operation of AGV system. The basic idea of the algorithm is prioritization of all move requests based on the fuzzy urgency. The fuzzy urgency is measured by the fuzzy multi-criteria decision-making method, utilizing the relevant information such as incoming and outgoing buffer status, elapsed time of move request, and AGV traveling distance. At every dispatching decision point, the algorithm prioritizes all move requests based on the fuzzy urgency. The performance of the proposed algorithm is compared with several dispatching algorithms in terms of system throughput in a hypothetical job shop environment. Simulation experiments are carried out varying the level of criticality ratio of AGVs , the numbers of AGVs, and the buffer capacities. The rule presented in this study appears to be more effective for dispatching AGVs than the other rules.

• Journal of the Korea Academia-Industrial cooperation Society
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• 제13권7호
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• pp.3112-3122
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• 2012

This study was performed to determine the job satisfaction and its association with sociodemographic and health related characteristics, job-related factors and job stress among nursing officers. The survey was administered to 350 nursing officers working at military hospitals of the ROK Armed Forces, from May 30 to June 15. The structured self-administered questionnaires were delivered and they were collected without respondents' personal information. As a results, The job satisfaction of respondents turned out to be significantly higher in the group of elder, current drunker, higher positional status, a longer job career, department of general wards, satisfied with their work, fit to the job, haven't considered quitting the job, lower job demand, higher decision latitude and higher support from supervisor. Especially, job stress is highly correlated with job satisfaction. Therefore, to initiate inner motives leading to higher job satisfaction to provide a better working environment for nursing officers, serious effort is necessary to improve the factors related with job stress.

• Journal of the Society of Disaster Information
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• 제4권2호
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• pp.40-50
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• 2008

The purpose of this study is to analyze the job of the security and secretary, to offer useful basic data throughout human resources management by withdrawing the ability required from the security and secretary based on the analyzed results. In this regard, this study intended to look into the job of the security and secretary, the necessary ability for the job of the security and secretary. To achieve the research goals, the study selected the research participants, composed of 5 secretaries for security with more than 5-year careers after graduating from a security and secretarial service department in a college and conducted an in-depth interview with them concerning their jobs. The in-depth interview data from the 5 participants was applied with a classification analysis used by Spradley (1980). In order to enhance the dependability and validity of the research, the study held an expert meeting composed of 2 persons with a doctoral degree in securities service studies and 1 person with a master's degree in secretarial information studies, twice. Also, the study drew results concerning the job of the security and secretary and the necessary ability of the job. Though the above process, the following conclusions were drawn; the job of the security and secretary includes the areas of job safety, a housing residence job, a health care job, an interpersonal relationships job, an assistant' s job, document and office works, general affairs, and an education job. The necessary ability for the job of the security and secretary involves martial arts abilities, risk management ability, the strict keeping of secrets, decision-making ability, information processing ability, foreign language proficiency, understanding other cultures, communications skills and office work ability.

• Korean Journal of Computational Design and Engineering
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• 제17권3호
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• pp.175-187
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• 2012

The BIM simulation systems involve inefficient aspects in delivering real world circumstances because they are operated in the virtual reality (VR) environment without representing the job-site operations. Differently from VR, augmented reality (AR) enhances the reflection of job-site reality to virtual environment. AR influences architecture, design and construction. This reality replaces or merges with the normal physical world and it can be tailored to enhance comprehension for specific design and construction activities. The main objective of this research is to develop an AR-based decision support system for free-form buildings design/construction/maintenance processes. Haewoojae, a free-form housing building built in Seoul area is identified as a model building to generate the system. Seventeen engineers, who are masters or doctorate graduate students at the S university in Seoul and have been working in the Korean construction industry for more than 10 years are invited to validate the system's appropriateness and usability in comparison with its development objectives.

• Journal of the Korea Academia-Industrial cooperation Society
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• 제16권11호
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• pp.8096-8105
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• 2015

The purpose of this research is to understand influence of personal turnover factors and work turnover factors on job satisfaction in career decision-making and to analyze the moderating effects of supervisor support in their relations. Meaningful difference between one group with high supervisor support and other group with low supervisor support is demonstrated in regard with a course; job burnout ${\rightarrow}$ job satisfaction, and work overload ${\rightarrow}$ job satisfaction. Hence from a perspective of the course of job burnout ${\rightarrow}$ job satisfaction and work overload ${\rightarrow}$ job satisfaction, it can be argued that a group with low supervisor support yields more influence. Also it is shown that conflicts on balancing between job and family do not have influence on job satisfaction for either group with high supervisor support or with low supervisor support. As the result of the research shows, it bears a quite significant meaning that career development/lack of opportunity out of personal turnover intentions disclose difference between these two groups with different levels of supervisor support. Especially, a group of flight attendants which females are consisted of a majority of employees would require that their supervisors have more emotional interactions with each employee, so as that better opportunity would be given to the employees. To this end, utmost efforts are needed that deep and genuine relations with a supervisor can be built up.

• International conference on construction engineering and project management
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• The 1th International Conference on Construction Engineering and Project Management
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• pp.962-967
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• 2005

Construction management requires decision-making skills. Main approaches to training construction management students are: (1) analyzing sample situations involving decision-making; and (2) teaching logical decision-making procedures. The absence of 'pressure' factors in these approaches has significant impacts on the success of the training. The approaches also lack 'dynamic' effects that help create a spontaneous plan for construction projects where unforeseen changes and interruptions may occur. To minimize the adverse effects of the existing approaches, this paper proposes a framework for developing a web-based training system. The application is delivered as a game involving decision-making on the student's part in response to developments at the job-site, and where one student competes against another in an attempt to simulate a real-world scenario.