• Journal of the Korean Society for Library and Information Science
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• v.5
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• pp.125-151
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• 1978

It can be expected for a public library to increase the service efficiency only when librarians can be satisfied with their job. Job satisfaction is the feeling a librarian has about his salary, his work, his promotion opportunities, his co- workers, his supervisors, etc. and affects directly librarians' morale. This paper is a study on these factors that affect the professional librarians' morale in national and public libraries in Korea. The methods employed to achieve the purpose of this study are (1) to establish some tentative factors affecting librarians' morale (2) to gather and analyze the answers against them from the professional librarians working in national and public libraries in Seoul, Korea. (3) to find out the factors abstructing the librarias' morale (4) to propose the improvement plans for them. The conclusions made are as follows: (1) Delegation of rights and responsibilities. (2) Adoption of the democratic leadership. (3) The harmonious communications between managers and librarians. (4) The level of wages and allowance. (5) Revision of the librarians' promotion regulation. (6) Necessity of continuing education of librarians. (7) Satisfaction of welfare facilities. (8) Improvement of social acknowledgement for the librarians' professionalism according to the advancement the level of educational course.

• Korean Journal of Occupational Health Nursing
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• v.28 no.4
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• pp.242-252
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• 2019

Purpose: This study aimed to identify factors influencing depressive symptoms in public and private sector employees. Methods: Survey data on 23,602 workers who had worked in the public or private sector were obtained from the 2014 Korean Working Condition Survey (KWCS). Symptoms of depression were measured using the WHO-5 Well-being Index. Data were analyzed using a $x^2$ test, t-test, and multivariate stepwise logistic regression to determine the factors affecting the symptoms of depression. Results: First, the prevalence of depressive symptoms was 41.1 % in public sector employees and 43.4 % in private sector employees. Second, the factors commonly affecting depressive symptoms in public and private sector employees were residence area, cognitive demands, development opportunities, social support from colleagues, social support from supervisors, social community at work, job rewards, and work-family conflict. In addition, age, company size, atypical work, ergonomic risks, quantitative demands, emotional demands, influence, and job insecurity were found to be predictors of depressive symptoms unique to private sector employees. Conclusion: Mental health programs including the employee assistance program (EAP) should be developed and implemented after considering the risk factors affecting depressive symptoms.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.4
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• pp.1021-1032
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• 2021

This research identifies the main factors of the psychological climate that directly affect the performance of banking employees in Vietnam. Besides, this research also takes into consideration the differences in gender, age, educational level, and income on working performance. A survey was obtained from 207 employees working at joint-stock commercial banks and the analysis was handled with SPSS 20 software supports. The result shows that the measurement scales meet the requirements of validity and reliability. Regression analysis demonstrates that there are four factors directly affecting the working performance: friendliness, personal development and learning opportunities, straight and open communication, and the support from the senior management. These four factors have created a healthy psychological climate in the banks, where employees will feel comfortable and happy to improve work performance. Furthermore, this research has found that the higher the income, the more efficiently employees will work. The results of this research contribute to the measurement scale of working environment factors. At the same time, this research also proposes some recommendations for organizational managers to build a reasonable working environment that can inspire a sense of mental comfort for employees to work at their full capacity and to achieve the highest performance.

• 대한공업교육학회지
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• v.41 no.1
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• pp.68-87
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• 2016

This research conducted a survey for total 166 teachers of schools so as to analyze validity and satisfaction for performance objectives of SMB administration subsidy the HRDP and the CEP in Specialized High School. The results of research are as follows. First, teachers recognize that purpose of HRDP is to expand employment of specialized high school and provide human resource of SMB. And, they recognize that HRDP is important to improve school outcomes and makes a positive effect on the improvement of school outcomes. Second, teachers recognize that objectives of HRDP are improvement of student's understanding for SMB, improvement of teacher's understanding for SMB, improvement of SMB's understanding of school, cultivation of student's occupational view, systematization of career guiding program based on employment process, strengthening of industry-academia cooperation education, improvement of the level of student's skill, fulfillment of workplace experience and practice focusing workplace learning, training of customized human resource for SMB, improvement of student's adaptation to the workplace, improvement of employment rate for SMB, expansion of job opportunities for students with SMB, preparation of the base of connection between school and SMB, publicity of school, expansion of opportunities to cooperate between SMB and school, establishment of cooperative system among industrial association and school, introduction and operation of the employment connective model for joint education and employment, strengthening of field professionalism of teachers. However, satisfaction for the achievement of objectives of HRDP except for strengthening of industry-academia cooperation education and improvement of employment rate for SMB is relatively lower than the validity. Third, teachers in charge of human resource training business of middle and small sized company's specialized high school recognize that objectives of CEP are expansion of job opportunities for students with SMB, excavation of good-quality SMB, expansion of opportunities to cooperate between SMB and school, fulfillment of workplace learning, improvement of student's major foundation and in-depth skill, improvement of literacy, math, teamwork and communication abilities for students' job performance, improvement of student's working attitude and student's proper career exploration decision. However, satisfaction for achievement of objectives of CEP is relatively lower than the validity.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.1
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• pp.546-554
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• 2018

This cross-sectional correlational study investigated factors affecting career planning of nursing students, focusing on the associations between satisfaction of academic major, perceived professional competence, and job expectations. Data from 255 nursing students were collected through self-administered questionnaire surveys on 2016 January 4 and 7 and analyzed using descriptive statistics, Pearson's correlation coefficients, t-tests, bootstrapping SPSS macro and path analysis using AMOS. There were significant correlations between major satisfaction, professional competence, and job expectations. Both major satisfaction and professional competence were significant factors influencing job expectations, but their effects on job expectations were significantly different depending on whether there was a role-model, which support a moderating effect of having a role-model. Major satisfaction had a significant direct effect on career planning, but its indirect effect on career planning through job expectations was not significant. Professional competence did not have a significant direct effect on career planning, but its indirect effect on career planning through job expectations was significant. Overall, the results highlight the importance of providing educational support and opportunities for nursing students to explore their own motivation and to have a role-model during pursuit of a nursing career.

• Industry Promotion Research
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• v.7 no.4
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• pp.17-23
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• 2022

This study is a study to analyze the effect of corporate working environment on job enthusiasm. Based on the 6th work environment survey conducted between 2020 and 2021 among data from the National Statistical Office, some 440 data were used for analysis. The analysis results are summarized as follows. First, the job satisfaction that the working environment had on job enthusiasm had a statistically significant effect with a β value of .307. Second, it was analyzed that there was a statistically significant difference in job enthusiasm according to general characteristics in employment type and income level. The significance probabilities were .028 and .012, respectively, and there was a significant difference between the groups of temporary workers and daily workers in employment type. was analyzed to exist. Third, there was no significant relationship between gender and work environment satisfaction. However, in Satisfied, 148 men and 181 women, out of a total of 329 respondents, 45% male and 55% female in satisfaction. could know a little more. This study is considered to be necessary to provide opportunities and resources so that members of the organization can demonstrate their abilities by creating a working environment that workers can be satisfied with.

• Journal of Digital Convergence
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• v.18 no.10
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• pp.81-93
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• 2020

This study is based on workplace learning, which has revealed its significant influence in the previous enterprise case studies. Why do small business owners have the opportunity to participate in workplace learning based on authenticity? It was intended to clarify whether it was necessary and to increase the growth and development potential of small business owners based on its contents. Moreover, this study is focused on identifying the influence of workplace learning on management performance through this series of processes. In order to investigate the influence of small enterprise workplace learning on management performance, research hypotheses were set based on a review of previous studies, and empirical analysis was carried out. A total of 203 questionnaires were empirically analyzed using SPSS 18.0 program. As a result, first, workplace learning had partially significant positive influence on job satisfaction. Second, workplace learning had significant positive influence on management performance. Third, job satisfaction had significant positive influence on management performance. Fourth, job satisfaction had partial mediating effect in the relationship between workplace learning and management performance. The analysis result showed that among sub-factors of workplace learning, only formal learning did not affect job satisfaction and that job satisfaction did not have mediating effect in the relationship between formal learning and management performance. According to analysis, this was because in poor small enterprise environments, opportunities to participate in formal learning like external training or in-house training were not kept. In other words, poor small enterprise environments were plainly revealed from the managerial, economic and social standpoint. Therefore, there is a need to establish the foundation of growth for them to solve problems and develop win-win development capabilities and an institutional system that can make a contribution to policy and education, and management, by helping small enterprises keep opportunities to participate in workplace learning. In spite of these significant study results, there can be a limitation. For improving this limitation, further research will need to target diverse fields focusing on samples, which can explain relations of many different variables. Also, working-level relation research connected to studies that can highly enhance management performance will be required.

• Hwankyungkyoyuk
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• v.21 no.1
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• pp.82-96
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• 2008

The primary purpose of this research is to examine the career development of under-graduate environmental education program students. More specifically, it intends to understand how they perceive their career prospect, how they prepare for they career and what kind of career development assistance they receive from their school. For most of college students, a primary purpose for attending college is to prepare for a career, but often academic preparation in college is not enough to get the job they aspire. Career preparation becomes even more complex when their major does not dictate any specific career path or when the major does dictate a specific career path but it does not provide sufficient and quality job opportunities. Undergraduate environmental education programs are typical examples of the latter. To illuminate the understanding of the context surrounding undergraduate environmental education program students, semi-structured interviews were conducted through an instance message software program from August 17th, 2007 to August 20th, 2007. The subjects of this study consisted of 4 undergraduate students and 2 graduates of Hangu University (a tentative name). Each participant was interviewed once or twice for about 2 hours each interview. The findings of the study are as follow. First, they maintain a positive attitude regarding the career outlook and the career decision but it is not well founded. Second, career search and career preparation are conducted individually, and their school does not provide much systematic career assistance. Third, they did not see the relevance of the curriculum of their program to their future career. A few preliminary implications for practices related to career development may be drawn from the findings reported in this study. First, undergraduate students in environmental education programs appear to be in need of comprehensive career development assistance ranging from exploration of job opportunities related to majors, to development of job-seeking skills, to general issues of career preparation and choice. Experiential modes of career exploration seem to be helpful in clarifying their interest and aptitude in the area of environmental education. Second, career development assistance for these students should start at early college years. Third, these students may need help in exploring diverse opportunities related to their major as well as other academic areas. Finally, it is recommended to create more careers in the area of environmental education.

• Korea journal of population studies
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• v.11 no.1
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• pp.204-229
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• 1988

This paper documents and discusses trends and differentials in youth's participation in the labor force and employment. Youth in this study is defined asthe young aged 15-29. Youth passes through a series of life-course transitions,which include school completion own family formation(marriage and childbirth) .mandatory service in the army (by males) , and their economic activities are affectedby those life-course events. Accordingly we show how and to what extent youth'slabor force participation and employment varies with age and how the age patternhas changed over time.Throughout the 1980's and 1990's, youth's labor force participation showeddifferent trends by age group Labor fDrce participation rate of the 15-19 agedsteeply decreased, while that of the 25-29 steadily increased during the twodecades, the rate fsr the 20-24 aged showing not much variation. The former is dueto the increased rate of school enrollment among the age group, while the lattercould be attributed, in part, to the young women s increased and more steadyparticipation in the labor force over time.While labor force participation could be considered as a result of one's choicesand preferences, employment opportunities are more or less restricted by labormarket structure and institutions . This study documents how the structuralconstraints have interacted with individual and group attributes to differentiateemployment opportunities between individuals (educational background) and groups(especially sex diffrences) . One of the most salient feature of youth's em[ploymentstructure is the recent high unemployment rate of the college graduates. We discusshow that is related to the'credential society'in which one's educational credentials and it's social status play major role in determining who gets what in terms of job opportunities. Also is discussed the discordance between school and labor marketsupply and demand system, which is apparent in the prolonged oversupply of thecollege graduates, which is due to the consistently high rate of college entranceobserved since the early 1980's. Theoretically the job market for college graduates isviewed not as the'neoclassical'wage competition market but as job competition market in which one's (good) job opportunity is determined by one s position in thejob queue, which is in turn heavily dependent on from which college one get shis/her college degree as well as one's sex.

• KDI Journal of Economic Policy
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• v.32 no.1
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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.