• Journal of Korean Public Health Nursing
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• v.28 no.3
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• pp.619-632
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• 2014

Purpose: This study was conducted in order to analyze the job of school health teacher in Korea. Methods: School health teachers' roles were analyzed by DACUM job analysis. Guide of DACUM methods and workshop were directed by a DACUM job analyst. The DACUM committee identified tasks associated with each duty and completed the DACUM chart. Results: Through DACUM job analysis, the roles of school health teachers were defined; one who manages health of students and staff, and conducts health education; 11 duties and 95 tasks were identified. The committee listed required knowledge and skills, working attitude, and future trends. Emergency and common disease care were the best critical duties, followed by health education, counseling, and self-development. Conclusion: School health teacher plays the roles of nurse and health care manager, and teacher. According to the expansion of health care needs and health education, school health teachers are placed in more essential and critical areas. Their duties and tasks are various and have changed significantly, thus the School Health Act should be changed practically. The results of this study can be used in development of training programs or evaluation of the job performance of school health teachers.

• Journal of the Korean Dietetic Association
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• v.5 no.2
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• pp.182-193
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• 1999

The purpose of this research is to analysis the general job of 76 dietitian on common management of school food service in Kyoung-buk area. In this research we asked them some general aspects, and made use of three variants(job performing time, the degree of major recognition, and the degree of difficulty) each question after classifying their jobs into 13 standard jobs. Statistical data analysis was completed using SPSS package program. The results of this survey showed the following : 1. The types of common management are as in the following : of the whole 76, 37 on the rotative trip to one single school, 8 to two schools, 1 to three schools, 28 on the trip to one single school plus central food production and 1 on the trip to two schools plus central food production. 2. The average job performing time in his or her school is 2813 minutes(8.52 hours) per week. 3. The factor of the evaluation and study of school foodservice has the highest level in every variant, but there were no standard job which needed the high-level difficulty and the longer job performing time as it needed the low degree of major recognition.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.5 no.1
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• pp.83-104
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• 2011

Mobile grid is a combination of grid computing and mobile computing to build grid systems in a wireless mobile environment. The development of network technology is assisting in realizing mobile grid. Mobile grid based on established grid infrastructures needs effective resource management and reliable job scheduling because mobile grid utilizes not only static grid resources but also dynamic grid resources with mobility. However, mobile devices are considered as unavailable resources in traditional grids. Mobile resources should be integrated into existing grid sites. Therefore, this paper presents a mobile grid middleware interconnecting existing grid infrastructures with mobile resources and a mobile service agent installed on the mobile resources. This paper also proposes a mobile resource reliability-based job scheduling model in order to overcome the unreliability of wireless mobile devices and guarantee stable and reliable job processing. In the proposed job scheduling model, the mobile service agent calculates the mobile resource reliability of each resource by using diverse reliability metrics and predicts it. The mobile grid middleware allocated jobs to mobile resources by predicted mobile resource reliability. We implemented a simulation model that simplifies various functions of the proposed job scheduling model by using the DEVS (Discrete Event System Specification) which is the formalism for modeling and analyzing a general system. We also conducted diverse experiments for performance evaluation. Experimental results demonstrate that the proposed model can assist in improving the performance of mobile grid in comparison with existing job scheduling models.

• Journal of Korean Critical Care Nursing
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• v.12 no.3
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• pp.24-34
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• 2019

Purpose : The purpose of this study was to identify the moderating and mediating effects of resilience in the relationship between emotional labor and job satisfaction among nurses working in intensive care units (ICUs). Method : The participants were 144 ICU nurses from three university hospitals. Data were collected using structured questionnaires and analyzed by t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson correlation coefficients, and multiple regression analysis, using SPSS 25.0. The mediating effect of resilience in the relationship between emotional labor and job satisfaction was analyzed by multiple regression analysis according to Baron and Kenny's procedure. Results : Statistically significant negative correlations were found between emotional labor and resilience (r=-.21, p<.014) and between emotional labor and job satisfaction (r=-.34, p<.001). A significant positive correlation was found between resilience and job satisfaction (r=.31 p<.001). A partial mediating effect by resilience was found between emotional labor and job satisfaction (Z=-2.11, p=.034), but no moderating effect was found. Conclusion : To improve the job satisfaction of ICU nurses, evaluation of their emotional labor, resilience, and interventions are necessary to alleviate emotional labor and improve resilience.

• Journal of Korean Library and Information Science Society
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• v.25
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• pp.339-375
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• 1996

This study is to identified the motivation level which university librarians in Korea perceived as motivating them, and to examine relationship between those motivation level and the demographic characteristics of university librarians. The results of this study are summarized as follows : (1) The factors that the motivation level is higher than the average (3.000) are shown to be human relation (3.399), working itself (3.198), and supervision (3.050), but the other factors : recognition (2.995), communication (2.985), salary (2.892), job evaluation (2.622), job environment (2.619), and promotion (2.126) are shown to be lower than the average. (2) In the results of X$^{2}$ test about the differences of the motivation level among 6 demographic attributes of the population, the attributes shown a significant difference are as follows : Salary : rank ; working terms ; sex ; national university or private one ; qualification. Promotion : rank ; sex ; national university or private one ; qualification. Recognition : rank. Human relation : no significant differences among 6 attributes. Work itself : rank ; sex. Communication : rank ; working terms ; sex ; education background ; qualification. Job evaluation : sex ; education background ; qualification. Job environment : sex ; national university or private one. Supervision : rank ; working terms ; sex ; education background ; qualification.

• Journal of Practical Engineering Education
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• v.12 no.1
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• pp.101-108
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• 2020

KOREATECH has operated a Co-op program called 'Industry Professional Practice (IPP)' that allows students to work full-time in relevant industries for at least four months since 2012, and also developed a systematic performance evaluation model on the basis of Kirkpatrick's four-stage assessment model. This study aims to share KOREATECH's Levels 3 and 4 evaluation results which are clearly what practitioners and academic investigators of cooperative education want to know the most. For this purpose, a questionnaire survey was conducted for KOREATECH graduates and their superiors to examine influence of IPP experiences on employment and job performance. A total of 730 alumni who graduated within last 5 years participated in the survey, with 213 (29.2%) having IPP experiences, and 162 superiors rated their subordinates on seven performance criteria. The analysis results were mixed. On the one hand, employment rate of IPP participants was 89.7%, compared to 86.8% of alumni without field experiences. Participants of the IPP program were more satisfied with their salary and felt less unfair about their career and promotion opportunities than alumni without field experiences. On the other, superiors rated their subordinates without IPP experiences slightly more positively than IPP participants in terms of job performance. These contrasting results are judged to show strengths and weaknesses of the IPP program at the same time. The limitations of the study and future research directions are discussed at the last part.

• Journal of the Korea Society for Simulation
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• v.15 no.4
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• pp.21-28
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• 2006

In this paper, we introduce the mobile grid architecture using kernel-based managements. Mobile grid paradigm is used to allow mobile users to access distributed resources in a transparent, secure and effective way. Each mobile grid user requests job submission, searches for suitable resources to run Job, executes the job to the allocated system resources, and receives the results of the requested job. There are a number of challenging issues when taking mobile environment into account, such as limited performance of mobile devices and mobility of mobile device. To resolve these issues, we design and implement the kernel-based management system for mobile grid application to overcome the limited resources of mobile devices. Also, we show the efficiency of the suggested architecture using the performance evaluation.

• Proceedings of the KSR Conference
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• 2003.05a
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• pp.159-164
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• 2003

The purpose of this article is to comparatively depict the organizational effectiveness of two rail firms based on the cognitive response of employees(group of drivers). To attain this purpose, several aspects of current personnel and organization management system and organizational culture are surveyed through questionaire and analyzed by SPSS. The questionaire includes two parts of items. First, it includes items on personnel-related factors such as evaluation system, job, wage, role, leadership and job satisfaction. Second, it includes items on organizational culture model suggested by Rousseau. The major findings are : 1) In general, the cognitive response of drivers in two firms concerning personnel-related aspects is to a certain degree negative. 2) The cognitive response of drivers in two firms concerning culture-related aspects is also awfully negative. 3) Job satisfaction of drivers in the firm A is highly related to role and leadership factors in terms of personnel-related aspects, on the one hand, and to achievement factor in terms of culture, on the other hand. In case of the firm B, job satisfaction of drivers is highly related to personnel evaluation factor as well as role and leadership factors in terms of personnel-related aspects, on the one hand, and to affiliation, power, and bureaucracy factors in terms of culture, on the other hand.

• Journal of Korean Library and Information Science Society
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• v.40 no.4
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• pp.93-111
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• 2009

This study aimed to analyze teacher librarians' perceptions of the importance and performance frequency of their roles inherent in the indicators and items for teacher evaluation and to determine their appropriateness. The results revealed that most indicators and items are appropriate for evaluating teacher librarians' job performance, but some items need to be revised to properly reflect teacher librarians' job tasks. Specific recommendations for their improvement were discussed.

• Korean Journal of Occupational Health Nursing
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• v.17 no.2
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• pp.216-223
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• 2008

Purpose: This study was performed to evaluate the worker's job stress status in the workplace of a local area. Method: Data were collected from October to December, 2007. The subjects were 208 workers at 2 work sites in Busan Metropolitan area, who were examined using Job-Strain-Model Questionnaire. Data were analyzed by SPSS 12.0 Win Program to get the percentage, mean, standard deviation, t-test, ${\chi}^2$-test, ANOVA. Results: The results of this study were as follows: In the mean sub-factors job stress level, the mean of job demand was $28.7{\pm}4.4$(median 29.0), the mean of job discretion was $54.7{\pm}8.2$(median 54.0), the mean of social support was $21.8{\pm}2.9$(range:8-32). This study's subjects were appeared as active group with relatively higher score of job demand and job discretion than the average value of those. There was no statistically significant difference of general characteristics among the different job strain groups. There was statistically significant difference with of social supports among the different job strain groups. Conclusion: In conclusion, the subjects of this study's were active group. Thus, it is suggested that it is be necessary to repeated the education of the job task work for active group with high score of job demand and job discretion.