• Korean Journal of Organic Agriculture
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• v.12 no.4
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• pp.359-375
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• 2004

Recently, many researches on the biomass of the agricultural and livestock wastes are being conducted in several respects. The use of biomass is of benefit to the curtailment of oil import, environmental pollution decrease, global warming mitigation and so on. And, in the agricultural sphere, making use of agricultural byproducts can contribute to the revitalization of the agricultural industry and rural community. In other words, making new products or energy by using biomass have a possibility to be developed as a new industry. The industry can create new businesses and job opportunities for rural dwellers. Also, major 3 positive effects of market formation for the agricultural wastes, increase of the idle land use and creation of the new business are expected. However, the use of biomass may be difficult to secure a proper right as a market good in the autonomic market economy. It is necessary to establish or amend related laws or systematic tools for the revitalization of the biomass use. Also, it is required for the government to bear partial costs of the facilities and others in the beginning stage.

• International Journal of Advanced Culture Technology
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• v.12 no.1
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• pp.220-226
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• 2024

Accounting is one of the fields greatly affected by the Industrial Revolution 4.0 in general and the digital transformation trend in particular. However, the digital transformation process will also be a weakness if domestic accounting and auditing training activities do not adapt promptly and keep up with the practical requirements of social needs. Job opportunities in the accounting industry will shrink due to increased labor productivity and increasing support technologies, leading to a decrease in the need for traditional accountants. This paper focuses on clarifying the shortcomings and difficulties in accounting training activities by surveying 120 accounting lecturers teaching at domestic universities. Research results show that there are six existing factors and difficulties in accounting training activities due to the digital transformation process, including: facilities, lecturer capacity, training programs, teaching methods. teaching, assessment methods and practice and practice activities. Based on the survey results, we propose recommendations for training activities due to the impact of digital transformation at universities in Vietnam.

• Journal of Korean Public Health Nursing
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• v.15 no.2
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• pp.225-238
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• 2001

The purpose of this study is to examine public health nurses for their morale, test the effect of each factor on the morale, determine the variables affecting the morale, and thereby, provide for some basic data useful to the development of personnel affair administration for nurses. The survey on the nurses for public health centers was conducted for 10 days from April 23 to May 2, 2001; 96 nurses from Pusan, 101 from Kyonggi-do and 108 from Kangwon-do. The results of the study are as follows; 1. For the demographic variables, those aged between 31 and 39 accounted for the majority $(50.2\%)$ of the sample. $90.8\%$ was married, and $67.9\%$ of the sample graduated from junior colleges. $29.6\%$ of them had worked for 10-14 years and $62.5\%$ was of the seventh rank. $62.3\%$ of the nurses was recruited, and $59.4\%$ had chosen the public job for its guaranteed status. Half the nurses were working for the county population of which was more than 260 thousands, and $53\%$ of the nurses was serving the public health centers with 11-15 members. $47.3\%$ of them perceived that their living standard is middle or lower. 2. The degree of the moral was found as mean score. 2.65, which is interpreted as low. It has 11 factors. The rank of mean score of the factors is job satisfaction (3.36), sense of belonging (3.36), sense of recognition (3.30), stress due to supervision (3.13), degree of participation (3.05) and self-achievement (3.04), while those scoring lower points were assurance of status (2.58), pay level (2.53), working conditions (2.35) and promotion opportunity (2.31). 3. The degree of moral depending on the demographic variables was significantly affected by such variables as age. academic background, career, rank, employment method, motive for the job, size of the population served and living standards. 4. The result of the Stepwise multiple regression analysis for the morale factors, it was found that self-achievement accounted for $61\%$ of the total variance of the degree of morale, followed by stable status $(18\%)$, working conditions $(8\%)$, job requirements $(4\%)$ and promotion opportunities $(2\%)$; these five factors explained about $94.6\%$ of total variance of the degree of nurses' morale. On the other hand. age $(8\%)$ and academic background $(2\%)$ accounted for $10\%$ of the total variance of the degree of morale. 5. The factors affecting nurses' job life was economic need $(26.7\%)$, personnel management $(17.5\%)$, sense of recognition $(13.2\%)$, human relationship $(11.0\%)$, stable status and personal development in rank. On the other hand, the factors influencing on their possible resignation were children's bringing-up $(27.8\%)$, poor personnel management and promotion $(13.3\%)$, workload $(11.1\%)$ and little personal development $(8.9\%)$, Since such morale factors as promotion opportunity, working condition. pay level and stable status scored lower, it is required to reconsider those factors to improve nurses' morale.

• Journal of Korean Public Health Nursing
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• v.13 no.2
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• pp.26-44
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• 1999

The study was done to improve the job training course for Community Health Practioners (CHPs) by evaluating the level of help that the training provided to the CHPs in carrying out their work and to analyze the management activities of the CHPs in order to develop a more effective CHP training program. The methodologies used in the study were a questionnaire survey. The survey results were analyzed using SPSS Windows. The study results are as follows. 1. The total average level of help from the job training(Theory. Practice and Field Practice) for carrying out the CHP work was found to be $3.04\pm.53$ (of a possible 4), which indicates a high level of help. The average for clinical practices was $3.16\pm.60$. for theory. $3.11\pm.40$ and for field practice. $2.84\pm.60$. 2. For the theory content of the job training courses. the help level was low in the area of mother and child health management/family planning with an average of $2.65\pm.62$ and in the area of health information system development with an average of $2.62\pm.83$. The reason for these deficiencies were. in order of frequency. few opportunities to apply learning. training content that was inadequate. training methodologies which were incongruent with content. improper training items and insufficient class hours. For the practice. the clinical work in rehabilitation/orthopedics departments and in ENT/Opthalmology departments had averages of $2.96\pm.86$ and $2.97\pm.80$ respectively. This low level resulted from the lack of direct experience. lack of sincerity during the practice time. lack of practice guidance. insufficient time and lack of practice equipment. in that order. For the field practice. the delivery management averaged $2.06\pm.90$ as the lowest help level. In this case 68% of respondents replied that there were no relevant reasons for this deficiency. 21% responsed that there was a lack of direct experience, 7%, a lack of practice guidance and 4.8%, insufficient time. 3. There were significant differences for several demographic variables when comparing the help level of the clinical courses (practice and Field Practice). A higher help level was reported by older nurses as compared to younger ones, experienced nurses as compared to scholarship nurses, and married over single. Also for nurses who had finished more other programs and were qualified or licensed in several areas the level was high. Although it was not statistically significant the level was higher if the work area was in a rural county, not a city, and if one had more recently completed the job training(P<,05). 4. Of the respondents 58.6% replies stated the period of job training for the CHP was adequate, but 51.7% reported that the period for theory courses was too short while an other 48.3% responded that it was sufficient. For practice locations, 50% responsed that it was good to practice in medical institutions(primary, secondary and tertiary) at the same time. While 48.3% agreed that doing theory and practice simultaneously was good, and 56.9% agreed that field practice should be done after completing theory and practice training. Hence, the development of new field practice guidelines suitable for changing environments of health management are required in place of the existing ones which were considered low in help level to the practical work of the CHPs.

• Korean Security Journal
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• no.27
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• pp.51-80
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• 2011

I had an interview with some unemployed career staffs who had retired and worked for more than twenty years in order to research impacting elements on reemployment for l retired special security government officials. This interview included an officer and a consultant for supporting employment in order to explore compacting elements on retired security government official's reemployment. Looking over analysis results, first, there is a shortage of reemployment opportunities and information. The job applicant's employment requirements are not in accordance with the company's employment conditions. They don't have enough professional experience necessary for employment. There is no positive employment supporting counterplan or vocational education program in the organization. Second, their insight about finding a job is high for the current employment market condition. The reemployment offices have a very difficult task because job applicants prefer a full-time job which offers long term work and guarantees a social position. Third, it is a huge obstacle to undertake going into various enterprises and fields because they don't have the right mind set and enough preparation for reemployment. Moreover, they would prefer to depend on organization employment support rather than getting a new job by themselves when they don't possess other careers' qualifications. Finally, they know that social networks and personal connections are extremely important in obtaining vocations, but actually have poor social networks and few personal connections. Accordingly, Their organization and related persons need to reflect on analysis results about impacting elements on reemployment for retired special security government officials.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.3
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• pp.181-189
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• 2021

This study uses a structural equation model for the turnover intention of female nurses performing shift work at a tertiary hospital. Data collection was conducted from November 11 to December 20, 2015, and 283 samples were included in the final analysis. As a result, 12 of the 19 hypotheses of the final model were supported. It was confirmed that external employment opportunities, nursing professional value, nursing organizational culture, job stress, job satisfaction, organizational commitment, and burn out accounted for 47.8% of the turnover intention. Burn out(+) and organizational commitment(-)had direct effects on turnover intentions, and nursing professional, relationship-oriented nursing organizational culture, and job stress showed indirect effects. Therefore, in order to reduce the turnover intention of female nurses working in shifts at tertiary hospitals, it is necessary to prevent burnout, increase organizational commitment, and job satisfaction. For this purpose, measures to strengthen relation-oriented nursing organizational culture and nursing professional intuition are required. In terms of hospital manpower management, the institutional arrangements of hospitals that enable flexible working hours adjustment, mutually respectful relationship-centered organizational culture, education, and policy support to reinforce nursing professional intuition, and the institutional system of hospitals to work with pride should be implemented.

• Journal of Korean Library and Information Science Society
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• v.40 no.4
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• pp.243-259
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• 2009

This study introduces strengths theory, a core subject of career development and job-getting, and discusses about the factors of strengths(namely talents, knowledge and skills), the processes of strengths personalization, and generating employability. It searches for opportunities to apply the concept of employability to the field of Library and Information Science now thrown under hard pressure from information and communication technology. Employability is defined here as competence to make oneself employable as needed by discovering or creating work opportunities using one's own tested personalized strengths. Employability is a package of systematically organized information about the essential abilities and productive personalities of a person, and it is essential to be duly cognitive of one's employability if one seriously intends to succeed in jobs and career. Since generation of employability heavily involves complex processes of information and knowledge-making, expertise from LIS, particularly from areas of personal information management(PIM) and personal knowledge management(PKM), is expected to help for process facilitation.

• The Journal of Information Technology
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• v.1 no.2
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• pp.143-162
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• 1998

As a method of providing lifelong educational opportunities to working professionals, some legal provisions allowing for the establishment and management of an entrusted education system linked with college and corporation was duly approved in 1994. According to the recent trend in the military organization, to provide higher educational opportunities to noncommissioned officers and warrant officers with the purpose of inspiring their spirit and improving military capabilities has been much increased. Professional soldiers such as noncommissioned officers and warrant officers have a lot of problems to continue their attendance at school because of regular military maneuvers, constant alert status and long-term outdoor military training. Even more serious problem is that the current curriculums and some departments in college are not concurrent with the present job specifications and the military specialties of the individual soldier as well. The purpose of this paper is, therefore, to introduce a newly revised educational model that provides more viable academic courses and curriculums to military professionals along with a proposal for the establishment and management of long distance educational system within barracks, utilizing the latest information and telecommunication technology.

• Journal of the Korean Home Economics Association
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• v.27 no.3
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• pp.13-28
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• 1989

With the purpose of identifying clothing for persons with special needs one of new directions in Clothing and Textiles, this pater comparatively analyzed current curriculum and research trends related to this field between Korea and America. Questionaire was distributed to 25 Korean colleges with Clothing and Textiles department and 4 American colleges known for special clothing study. Questions regarded the name of course, level (grade), number of credit houre, prerequisits and supporting courses, subjects of lecture and projects, way of managing lecture and projects, evaluation system, other special characteristics. Resources for analyzing research trends are Thesis and Dissertations in Clothing and Textiles, Research Journal of Clothing & Textiles/Home Economics Association, College Professors' research reports collection, of both Korea and America. Years of publications are 1972∼1986 (America), 1978∼1988 (Korea). Findings are as follows; 1. Clothing for special needs can be classified into various groups; Clothing for physically handicapped, mentally retarded, elderly, unusual-sized, pregnant/nursing mothers, institutionalized, protective clothing, uniform/career apparel. 2. Management of coursework related to special clothing has several common characteristics specially in America; Building-up coursework, problem-solving orientation, cooperative team-preject, interdisciplinary approach, client-versus-designer preference, community involvement. In Korea, a few school only has special clothing coursework and its scope of study was very limited. 3. Majority of research reports done with the subjects of special clothing had made for physically handicapped people and the elderly. Protective clothing and uniform have recently been paid much interests. 4. Researchers had mainly concerned on Design and Construction Aspects and nextly on social-psychological aspects. However, in America, selection and care aspects and marketing aspects of special clothing have been very procuctive issues recently. 5. Study on clothing for special needs has several opportunities to be stressed and improvements to be strengthened. Opportunities included active participation to the welfare of community society, strong publicity of accurate professional image, share with business and industry, interdisciplinary approach and new job market. Improvements were discussed in terms of strengthening supporting courses/prerequistes, intensifying interdisciplinary cooperation, provoking strong community involvement and securing financial support and research funds.

• The Korean Journal of Community Living Science
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• v.16 no.2
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• pp.51-59
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• 2005

The purpose of the present study is to seek measures to increase the quality of farmers lives by considering the results of a survey on the welfare demand for them when setting up policy. The results are as follows: First, though many concerns and policies to control the rural exodus have been exerted in terms of maintaining agricultural communities, which is one of critical components for the development of Korean agriculture and farming villages, the rural exodus became more and more serious. It is urgently required, therefore, for the Korean administration to correspond actively to the reasons why farmers depart their villages, such as bad prospects, low incomes or problems with their children's education. Second, as the number of females who take part in farming has increased, it is necessary to reform the rural educational environment. In addition, as the agricultural community develops, and other industries flow in, the greater the worries about crime, and consequently, it is necessary to equip a local safety system, share information on job opportunities, and provide educational opportunities. Third, since rural districts nay have financial difficulties because of old-aged and small-sized farmhouse, it is necessary to mainly support the welfare of the aged and lower-income farmers, considering the characteristics of each group and area. Fourth, over half of the farmers responded that they cannot bear to pay the national pension and health insurance premiums, and therefore it should be considered to reduce the pension and premium, or to readjust the insurance value appropriate to the level of the farmer's income. Fifth, despite a number of agricultural policies now in place, farmers desire a policy which can promise a prosperous vision for Korean agriculture and the facilities needed for education and health. It is necessary for the administration to set up policies that are characterized by locality with the view that farmers are not mere recipients, but participants in the policies.