• Journal of the Ergonomics Society of Korea
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• v.34 no.4
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• pp.327-334
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• 2015

Objective: The purpose of this study was to evaluate Korean workers' work ability and to identify its contributing factors. Background: In order for Korea to overcome the phenomena of becoming an aged society, older adults must participate in the workforce to balance out the population; workers' work ability must also be maintained. In addition, influential factors in employees' capabilities and degrees of importance thereof should be identified in advance to maintain work ability. Method: The Work Ability Index (WAI) questionnaire was completed by 5,708 Korean workers. Survey questionnaire consisted items of current work ability, physical and mental demands of the job, numbers of diseases, work impairment due to diseases, sick leaves, work ability in 2 years and mental resources. Results: Results indicated that work ability and length of service increased with age. It was also found that employees in administrative positions had greater work ability than site workers, workers directly managed by a supervisor had greater work ability than workers in cooperative firms, and workers who performed intellectual tasks had greater work ability than workers who performed physical labor. Job stress was additionally observed to contribute towards overall work ability. And musculoskeletal disorders (MSDs) were found to negatively affect work ability. Conclusion: The strongest determining factors in the work ability of Korean workers were stress level and mental state. Therefore, when the WAI is used to assess Korean workers, the weighting of WAI items pertaining to physical and mental abilities should be adjusted accordingly to account for these factors. Application: The result is expected to suggest that workers maintain work ability in an aged society.

• Journal of Families and Better Life
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• v.33 no.4
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• pp.1-17
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• 2015

The purpose of this study was to investigate the effects of individual characteristics, family characteristics, job characteristics, and family strength on work-family spillover in dual-earner families focusing on users and non-user of Healthy Family Support Centers(HFSC). The subjects were 703 people who lived in Seoul and Gyeonggi-Do. The results were analyzed by using the PASW 21.0 program. The findings of this study led to the following conclusions: First, the users of HFSC showed a higher level of family strength than the non-users did. This is the users had a high level of awareness of family's values and importance compared to the non-users. Second, the users revealed higher levels at a positive spillover from work to family and from family to work than the non-users. Therefore, it is confirmed that the users have a positive view of work-family spillover due to their family strength. Finally, there was a significant result at the moderation effects of work-family spillover according to personal traits, family and job characteristics. Specifically, work-family negative spillover was effected family strength through the age of the users' children. The result suggest that family strength has positive effects on the family cycle. It will be worthwhile to pay attention in future research to discover what is the appropriate support for dual earner families.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.31 no.5
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• pp.1031-1043
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• 2021

Recently, the importance of information security has become greater. For this reason, the number of departments related to information security at universities and professional educational institutions is increasing. It is analyzed that the curriculum of such educational institutions has a lot to do with the job competency mentioned in NCS in relation to major subjects. This has the advantage of providing a standardized level of education for each job competency. However from the perspective of students there may be limitations on duplicate curriculum quality of education according to the level of teachers and timely acquisition of necessary elemental skills. In this paper we analyze the curriculum of universities and professional educational institutions and propose a cell-based three-dimensional education model to address the limitations of students. We verified based on the college curriculum that the proposed model can effectively improve its limitations.

• Journal of Korean Institute of Industrial Engineers
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• v.26 no.1
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• pp.27-35
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• 2000

For a weighting method to be practically valid, it should produce weights which coincide with the relative importance of attributes perceived by the decision maker. In this paper, 'bootstrapping' is used to compare the practical validities of five weighting methods frequently used; the rank order centroid method, the rank reciprocal method, the rank sum method, the entropic method, and the geometric mean method. Bootstrapping refers to the procedure where the analysts allow the decision maker to make careful judgements on a series of similar cases, then infer statistically what weights he was implicitly using to arrive at the particular ranking. The weights produced by bootstrapping can therefore be regarded as well reflecting the decision maker's perceived relative importances. Bootstrapping and the five weighting methods were applied to a job selection problem. The results showed that both the rank order centroid method and the rank reciprocal method had higher level of practical validity than the other three methods, though a large difference could not be found either in the resulting weights or in the corresponding solutions.

• Journal of Korean Elementary Science Education
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• v.38 no.1
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• pp.102-115
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• 2019

This study investigated how elementary school teachers reconstruct science curriculum and how they perceive about their experiences. In-depth interviews were conducted with four elementary school teachers who had experience in restructuring science curriculum. Two distinct types of reconstruction were found; restructuring within the subject and integrating between subjects. The teachers who were restructuring science curriculum from personal needs usually substitute, delete, add some contents or activities and change the order of unit within science subject. In contrast, the teachers who were participating in research school usually integrated science with other subjects, developing a new unit or project. The latter recognized the need of teachers' reconstruction of science curriculum more strongly and the importance of teacher's voluntary learning community in implementing the reconstruction. Though they had some difficulties in identifying students' interests and level of understanding and lack of time, all teachers valued curriculum reconstruction by relating it to teacher professional development, identity as a teacher, and job consciousness.

• Korean Security Journal
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• no.32
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• pp.123-150
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• 2012

The purpose of this study was to seek practical intelligences for certain persons who wish to be a guard by studying for what practical public guards' recognition of organization and vocation is. The results of this study were as follows. First, Six study participants presented 'Respect within members', 'Atmosphere like family', 'Premium members', and 'Economic compensation & wealth of budget' as essential requirements for the best guard organization. Second, they also presented 'Systematic daily task & training', 'Exact selection system', and 'Strong cohesion & teamwork' as strong points of their organization. Third, they mentioned 'Internal evaluation system', 'Lack of education contents', and 'Limited position circulation' as weak points of their organization. Fourth, they mentioned that they feel encouraged itself as they work in the best guard organization, while they were skeptical when the citizens did not cooperate with them and they were not fully rewarded for their injury. Fifth, they expressed 'Difficulty of business cooperation', 'Unstable living patterns', 'Inconsistent assessment', and 'Continuing tension' as difficulties for performing the duties and stress causes. Lastly, they recognized of job security and self-esteem as they work in the best guard organization as advantages of a job, while they recognized of controlled life, low salaries and welfare level compared to duty importance and risks as disadvantages of a job. Consequently, students who wish to be a guard should consider job and organization attributes and set their career goals refer to these results.

• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.293-303
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• 2019

The purpose of this research is to investigate the psychological factors affecting job performance of public enterprise employee. Based on the literature review, three types of job performance are identified, which are behavioral responses to the demands from job environment. They are named as task performance, contextual performance, and adaptive performance. As independent variables, four factors were selected form positive psychological concepts, which are self-efficacy, hope, optimism, and resilience. These are the factors which compose of the concept of psychological capital. All the factors are hypothesized to positively affect job performances. From the regression analysis results, all the psychological factors in the model were turned out to have statistically significant impacts on the job performances. The importance of variable 'resilience' were dominant all three models, which might be interpreted as a behavioral response to the demands from uncertain organizational enviornments. From the marginal effect analysis, contextual performance decreases first five years, then reach peak at 20th. year. These results demonstrates that mid-level employees in the organizational hierarchy are more concerned with the overall performance of organization.

• Health Policy and Management
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• v.8 no.1
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• pp.15-51
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• 1998

compensation is a major function of human resources management. The hospital industry is characterized by its remarkable labor intensity and human resource input by unit. That is why the hospital industry has a higher level of wage/cost ration. The issues of how much the hospital personnel's direct financial compensation amounts to and how the organizational and other factors generate compensation differentiation, are central problems for research in hospitals. But there have been few approaches to study staff compensation in hospitals, its magnitude and inter-hospital relative compensation amounts for the same personnel. A worker who moves from low-wage to a high-wage employer can usually increase his or her pay without change in job description. This means in the cases of same jobs, relative importance is different for each hospitals. The purpse of this study were to find the compensation levels of hospital personnel and to determine the factors affecting compensation levels of hospital personnel. The unit of analysis is the hospital and 145 hospitals were studied for nurse(RN), medical technoloist(MT), managerial personnel(MP) and 100 hospitals for medical doctor(MD). In this study the definitions of direct financial compensation are before tax, excluding employer's contriution and total annual remuneration received by the employee. Main findings of the research can be summarized as follows. 1. Direct financial compensation of hospital personnel are MD 45,056,000 won, RN 9,222,000 won, MT 9,513,000 won and MP 9,185,000 won in the starting year's employment in hospital. 2. According to determinants of hospital personnel compensations, there are no statistical significant variables to determine the level of MD's compensation. Wlith RN and MT's compensation level, the greater the patient revenue per 100 hospital beds, the higher the RN compensation and the tertiary hospital's compensation is much more than other types of hospitals. The location of hospital is another determinant factor for the MT's compensation level. Hospitals that are in the uban area have lower compensation level than rural area. There are the same results in MP with MT. Conclusions can be drawn from the results of the study. First, the wage differentiation of MD and other health personnel still remains and the differentiation existed in inter and intra job personnel of hospitals. Second, determinants of hospital personnel personnel compensation level are patient revenue, location, and type of hospital level.

• The Journal of the Korea Contents Association
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• v.10 no.8
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• pp.308-316
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• 2010

The present study set out to explore the acculturative stress and mental health(depression) of Korean women living in Britain according to socio-demographic factors, social relations and social supports level. 152 Korean women's data were collected and analyzed with frequency, correlation, ANOVA. Analysis revealed that women's acculturative stress and depression level was 2.50(moderate) and 1.66(slightly low) respectively. Acculturative stress level showed correlation with depression level. Among demographic variables, acculturative stress was significantly different from residence period in Britain, marriage and economic state and the level of depression was also different from job and economic state. The group which has frequent relationships with British and high level of social supports showed low acculturative stress. The group has high level of social supports also showed low depression. These findings highlight the importance of concerns and interventions about acculturation and mental health of Korean immigrant women and community services for the new immigrant women to improve their acculturation and mental health.

• Women's Health Nursing
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• v.21 no.2
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• pp.83-92
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• 2015

Purpose: The purpose of this descriptive study was to assess levels of stress, coping style, and nursing needs for hospitalized pregnant women diagnosed with preterm labor. Methods: Data were collected from 125 pregnant women aged between 20 and 40 years and diagnosed with preterm labor by OBGY units at 3 hospitals. Data were analyzed by frequency, percentage, t-test, and ANOVA with $Scheff{\acute{e}}$ test. Results: The level of stress among women was an average of 2.13 out of 4 points, the level of coping style was an average of 2.66, and nursing needs was an average of 2.83 out of 4 points. The level of stress was significantly different by job, length of hospital stay, type of hospital, and history of admission at obstetric unit. The level of coping style was significantly different by age and monthly income. The level of nursing needs was significantly different by type of hospital. Higher level of stress and coping style were related to higher level of nursing needs. There was no significant correlation between stress and coping style. Conclusion: The result showed the importance of nursing intervention dealing with stress, coping style and nursing needs for women with preterm labor. Nurses need to provide nursing interventions to reduce the stress, to strengthen the coping style, and to satisfy the nursing needs for pregnant women hospitalized due to preterm labor.