• Korean Journal of Community Nutrition
• /
• v.13 no.4
• /
• pp.540-554
• /
• 2008

The purpose of this study was to analyze task performance and importance level of the dietitian who is working in the public health nutrition area. Work oriented job analysis methodology was employed for the study purpose. Subjects of 38 dietitians currently working at health centers in 2002 were recruited. Based on the focus group interview with 7 public health nutritionists and 7 professors, information about task elements was collected. Questionnaires measuring work performance and self-perception of importance of the selected task elements were administered. The results of this study can be summarized as follows; 1) The tasks with high performance and importance level among 20 tasks are developing nutrition education material (B1), nutrition services for adults and the elderly (C3), writing the proposal for nutrition services (A2), evaluating service effect (A4), improving professionalism (E1), and self management (E2). 2) The task elements with high performance and importance level among weekly task elements are nutrition education for diabetes (C56), nutrition counseling for adults (C47), nutrition for hypertension (C53), managing and keeping records (C80), nutrition education for kindergarten and nursery school children (C42), searching for nutrition education materials (B26), and searching for media (B27). 3) The number of task elements with high performance and importance level among monthly task elements are 13 in the planning and evaluation of public health nutrition service, and 5 in developing nutrition education materials. The tasks of a dietitian in the public health center show a very wide spectrum. However dietitians recognize most of the tasks are important even though they cannot perform those tasks adequately.

• Korean Journal of Childcare and Education
• /
• v.7 no.1
• /
• pp.41-65
• /
• 2011

The purpose of this study was to examine the influence of satisfaction with workplace child-care on the parenting stress, job commitment, and job satisfaction of parents. The questionnaires survey of this study was conducted on 185 parent-employees (97 fathers & 88 mothers) who used employer-supported child-care in the province of Kyungki-do. The results of this study were as follows: As the level of satisfaction with workplace child-care became higher, the level of parenting stress became lower. And as the level of satisfaction with workplace child-care became higher, the level of job commitment and job satisfaction became higher. Among five components of satisfaction with workplace child-care, satisfaction with the environment for child-care had an independent influence on parenting stress. And satisfaction with the management of child-care facility had an independent influence on job commitment and job satisfaction. This study suggested that education programs that target employers need to raise employers' awareness about the importance of workplace child-care in order to reduce parenting stress and to enhance job commitment and job satisfaction of parent-employees.

• Journal of Korean Academy of Nursing Administration
• /
• v.15 no.1
• /
• pp.91-105
• /
• 2009

Purpose: The aim of this study was to analyze the needs of HIV/AIDS care and to develop the job description of HIV/AIDS Counselling nurse in Korea. Methods: The needs assessment was done by focus group interview with HIV/AIDS care recipients who are 16 persons living with HIV/AIDS and four their family members, seven persons from HIV/AIDS high risk group, and five nurses working on HIV/AIDS clinics. Based on the result of needs assessment, job description was developed using the DACUM. Mail survey was done to identify the frequency, importance, and difficulty of duties, tasks, and task elements. Results: The job description was classified under 8 duties, 36 tasks, and 290 task elements. Duties were categorized as needs assessment, health promotion and quality of life, improvement of treatment compliance, symptom care, health education, resource network, administrative activity, and career development. The importance of all duties and tasks showed high score from the survey, but the frequency and the performance level were middle range. Conclusion: It is suggested that the special training program based on the job description needs to be developed. In the political aspects, the introduction of HIV/AIDS nurse specialist certification could be considered.

• Journal of Digital Convergence
• /
• v.19 no.6
• /
• pp.47-52
• /
• 2021

This research emphasized that the importance of key elements of job characteristics such as technical diversity, task identity, task importance, autonomy, and feedback. Moreover, it focused on verifying the effects of these five elements on turnover intention through Self-Efficacy. To verify this, an empirical analysis was conducted on employees of the service industry in China. Through empirical analysis, it was found that all five elements of job characteristics improve Self-Efficacy. Furthermore, Self-Efficacy was found to degrade the level of turnover intention. Furthermore, it has been verified that self-efficacy has a fully mediated effect in the relationship between the two elements(technical diversity, autonomy) of job characteristics and turnover intention. Through this research, it was revealed which elements of job characteristics had the greatest influence on self-efficacy. Finally, based on this research, we presented useful implications in human resource management to practitioners of Chinese service companies and Korean service companies seeking to enter China and future research directions were discussed.

• Journal of Korean Academy of Nursing Administration
• /
• v.14 no.1
• /
• pp.72-84
• /
• 2008

Purpose: The purpose of this study was to identify nurses' duties and tasks for job analysis of the nurses in the operating room. Methods: This study was descriptive investigation research using the 3-point likert scale questionnaires and the level of importance, difficulty and the frequency of each duty and task were analyzed. Data were collected by 422 OR nurses from 57 hospitals. Results: Job of OR nurses included 13 duties and 105 tasks. The 13 duties were 'management of operative patient' 'assistive work for operation' 'supportive work for operation' 'infection control in OR' 'management of equipments and instruments for operation' 'administrating medicine for operation' 'supplies management for operation' 'safety management for operation' 'environmental management for operating room' 'administrative work for operation' 'education for operating room personnel' 'development of operation procedure books' and 'elf development of OR personnel' Conclusion: This study identified duties and tasks performed by OR nurses. Based on these results, the importance, frequency, and difficulty in this study will provide research evidence for developing training programs for OR nurses.

• Journal of Fisheries and Marine Sciences Education
• /
• v.19 no.2
• /
• pp.219-228
• /
• 2007

The purpose of this study is to analyze the job and develops the educational training program of ship-fitter by using the DACUM (Developing A Curriculum) method. On the first stage, the authors have been defined the job and classified duties and tasks of ship-fitters. To fine what is the most efficient task for ship-fitter, we have been investigated the levels of importance, difficulty, frequency and entry in each task. A DACUM committee is composed of total 10 members, which are one facilitator, eight panel members, one recorder & coordinator to analyze the job of ship-fitter. Following is the result of this study. First, 5 duties and 28 tasks are analyzed. Second, 19 tasks that are essential in entry level of occupation containing 'drawing inspecting' are identified. Third, a job model of ship-fitter is constructed by the results of DACUM job analysis. Fourth, training program is developed. This program contains task/curriculum Matrix, task/Course Matrix, training Course Profile, training Road Map.

• Health Policy and Management
• /
• v.18 no.3
• /
• pp.41-57
• /
• 2008

To examine the gap between physician's perceived importance and performance of care and to identify factors associated with the gap. A self-administered questionnaire survey was conducted with 91 physicians working in a University hospital in Seoul. The respondents were asked about their perceived importance and actual performance of interpersonal care on a 5-point Likert-type scale, indicating a higher score as higher importance and performance. Interpersonal care was measured by questions modified from the Korean Standard Service Quality Index, which are grouped into 6 categories: basic services, extra services, reliability, courtesy, convenience, and tangibles. Multiple regression analysis was conducted to find out physician characteristics associated with the gap. All of the 6 interpersonal care categories showed lower performance than perceived importance. The respondents tended to have a worse performance than perceived importance as the number of patients per outpatient care session ($\beta$=-0.0204, p<0.05) and the need for customer satisfaction education increase ($\beta$=-0.2226, p<0.05). Female physicians ($\beta$=0.2336, p<0.05) and those with higher job satisfaction($\beta$=0.0096, p<0.05) showed a better performance than perception. Overall, it appears that lower quality of interpersonal care was delivered to patients than the desired level considered by the responding physicians. Based on the regression analysis results, it is suggested that reducing patient volume per session, fulfilling education need for customer satisfaction, and improving job satisfaction may contribute to reduce the gap between physician's perceived importance and performance of interpersonal care.

• Safety and Health at Work
• /
• v.13 no.2
• /
• pp.213-219
• /
• 2022

Objective: The Job Demand & Resources model suggests work characteristics are related to mental well-being and work engagement. Previous work describes the development of a combined construct 'engaged well-being at work' (EWB). To what extent changes in measures of this construct are responsive to changes in job demands and resources or associated with changes in job-related attitudes has not been established. Methods: Longitudinal employee-level data from three waves (German Linked Personnel Panel) were used. Logistic and linear fixed effects regression analyses explored longitudinal associations between changes in EWB for participants over a three-year period with changes in job demands and resources and job-related attitudes (job commitment, satisfaction, and turnover intentions). Results: While job resources were associated with increased odds for a change into a healthier and/or more engaged category of EWB, job demands reduced them. Job resources were more strongly related to higher EWB (OR_range = 1.22 - 1.61) than job demands (OR_range = 0.79 - 0.96). Especially psychological job demands showed negative associations with improved EWB (OR = 0.79). A change from the least desirable category 'disengaged strain' to any other category of EWB was associated with greater odds by up to 20.6 % for increased commitment and job satisfaction and lower odds for turnover intentions. Discussion: Improving work characteristics, especially job resources, could increase employees' EWB, emphasizing the importance of job characteristics for a healthy workplace. Because EWB seems to be associated with job attitudes, an improvement of this indicator would be relevant for employees and employers.

• Journal of Information Technology Services
• /
• v.13 no.2
• /
• pp.219-250
• /
• 2014

Corporations look for their competitiveness in many different areas, and one of them is customer call center, which provides professional, special service to the customers. The importance and the value of realization of customer satisfaction at each call center have become significant as it plays a leading role and is responsible for customer recreation and follow-up services. This study held in-depth interviews with 3 groups of professional call representatives (categorized by experience) from popular property and life insurance companies in Korea who operate in and outbound calls. Three variables, emotional quotient, organizational citizenship behavior (OCB), and IT utilization skill, were selected and it was observed how these variables affect the job performance of in and outbound call center representatives. The importance of the relationship between the variables and the key factors in the future direction of improvement of the call center representative organization was analyzed. Emotional quotient refers to the ability to recognize and use the emotion of oneself and others. It was considered it would be effective in enhancing the counseling ability of call center representatives, This study identifies the effect of emotional quotient on job performance and organizational citizenship behavior, which is defined as actions outside of normative roles in the organization. Also, the study aims to prove the effect of emotional quotient on the rapidly developing IT utilization ability in relation to job performance. As a result, it was found that service career (3 months, 3 years, 10 years) had a significant effect on the key factors that affect the organization-emotional quotient, IT utilization skill, and OCB. Especially for OCB, it was considered relatively less important to the new employees, while it greatly affected the job performance, rate of settlement, and sustainment of the working life for those with longer experience. Also, the result of the interview for each variable differed by the service career. Emotional quotient, IT utilization skill, and OCB were close connection for the representatives with longer experience than for those with shorter experience. And the level of intimacy of their relationship with job performance was in proportion to the years of service. Thus, to secure stability for the call center representatives and enhance their job performance continually, the importance of emotional quotient and IT utilization skill shall be reflected in the operation process actively. In particular, in order to lead a organization with outstanding culture, a management system shall apply OCB from the recruitment process.

• Korea Journal of Hospital Management
• /
• v.16 no.1
• /
• pp.124-141
• /
• 2011

The purpose of this study was to analyze of hospital administrator based on the DACUM(Developing A Curriculum) method. The contents of this study were to extract the duties, tasks consisting of job of hospital administrator and to investigate levels of importance, difficulty, frequency and entry level on each task, and to make out a job model of hospital administrator. A DACUM committee was composed to analyze job of hospital administrator and the committee members were total 9, a facilitator, 7 hospital administrator and a recorder. The major findings of this study were as the followings; first, duties in job of hospital administrator were total 13, which were organization of hospital administration affairs, health insurance review & assessment, general affairs, personnel management, hospital planning & management, medical quality improvement, hospital financial affairs, logistics management, facilities management, computerized system management, education & study supports, medical staffs' perceptions of service quality both directly and indirectly through their perceptions of patient orientation. These findings implied that HPWS would be a way of survival in drastically changing hospital environments.