• 대한공업교육학회지
• /
• v.38 no.2
• /
• pp.267-286
• /
• 2013

Recently, the advanced company has been sparing no efforts in improving necessary core knowledge and technology to achieve outstanding work performance. In this rapidly changing knowledge-based society, the company has confronted the task of creating a high value-added knowledge. The role of R&D workforce that corresponds to the characteristic and role of knowledge worker is getting more significant. As the life cycle of technical knowledge and skill shortens, in every industry, the technical knowledge and skill have become essential elements for successful business. It is difficult to improve competitiveness of the company without enhancing the competency of individual and organization. As the competency development which is a part of human resource management in the company is being spread now, it is required to focus on the research of determining necessary competency and to analyze the competency of a core organization in the research institute. 'H' is the semiconductor manufacturing company which has a affiliated research institute with its own R&D engineers. Based on focus group interview and job analysis data, vision and necessary competency were confirmed. And to confirm whether the required competency by job is different or not, analysis was performed by dividing members into workers who are in charge of circuit design and design before process development and who are in the process actualization and process development. Also, this research included members' importance awareness of the determined competency. The interview and job analysis were integrated and analyzed after arranging by groups and contents and the analyzed results were resorted after comparative analysis with a competency dictionary of Spencer & Spencer and competency models which are developed from the advanced research. Derived main competencies are: challenge, responsibility, and prediction/responsiveness, planning a new business, achievement -oriented, training, cooperation, self-development, analytic thinking, scheduling, motivation, communication, commercialization of technology, information gathering, professionalism on the job, and professionalism outside of work. The highly required competency for both jobs was 'Professionalism'. 'Attitude', 'Performance Management', 'Teamwork' for workers in charge of circuit design and 'Challenge', 'Training', 'Professionalism on the job' and 'Communication' were recognized to be required competency for those who are in charge of process actualization and process development. With above results, this research has determined the necessary competency that the 'H' company's affiliated research institute needs and found the difference of required competency by job. Also, it has suggested more enthusiastic education methods or various kinds of education by confirming the importance awareness of competency and individual's level of awareness about the competency.

• Korean Journal of Occupational Health Nursing
• /
• v.4
• /
• pp.48-57
• /
• 1995

The purpose of this study was to assess the performance of the role and function of some industrial nurses and to characterize the factors affecting the performance of their activities. Thus the results could be used to suggest the direction in the performance of industrials nurses' activities effectively. During a period from January 10 to March 31, 1994, the data were collected from 87 industrial nurses, who were working as health managers in the plants, in Ulsan city and the vicinity in Kyungnam province, using a structured questionnaire. The results were as follows : 1. The general characteristics of industrial nurses in this study were 82.8% being 30 years old or less, 60.9%, being not married, and 93.1% having eduction levels above junior college. 2. With respect to general work conditions, 94.3% were working in a separate room provided for health care division, 40.2% working under the safety and health department, and 98.9% working as common-level staffs. And 60.9% were working less than 44 hours a week, 70.1% had work experiences less than 5 years, and 50.6% had annual incomes ranging 10 to 14 million wons. 3. As work conditions related to health care activities, 49.4% performed the activities not related to health care as always or occasionally, and 87.4% answered that occupational physicians were appointed in their plant and among them, however, only 6.9% worked on full-time basis and 52.8% perform little activities as occupational physicians. For a decision related to health care activity, 69.0% discussed the problems with the supervisors, and 19.5% made decisions by themselves. 4. As for attitude and perception to their activities as health managers, 66.7% moderately recognized the importance of health manager in the workplace, with 63.2% being satisfied their wages and treatment from the company, 57.5% being satisfied with their job positions and 51.7% having positive attitudes as being health managers. 5. The degree of performance at least in one of health related activities were very high in activities such as general medical care(100%), general health examination(98.0%) and specific health examination(100%), and relatively high in health education(72%), new employee health examination(60.9%), document handling(79.3%) and activity for work environment(70.1%). However, the performance rate was very low in preparing protective equipment (20.8%). 6. The levels of activities related to health care were significantly high when making decisions by themselves, when occupational physicians not being full-time, and when satisfying their job positions, and, on the other hand, significantly decreased as work hours increased. 7. In addition to some kinds of periodic education asked by all of the nurses, 89.7% wanted a specialized licensing system for industrial nurse, and 97.4% wanted to apply for the license test. As a conclusion, it is suggested that industrial nurses should be given more authority and placed in more self-controlled system to perform health care and other activities more efficiently, and the role and function of the occupational physician should be clearly distinguished from that of the industrial nurse as a health manager to avoid an unnecessary overlapping.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.14 no.4
• /
• pp.1709-1717
• /
• 2013

This study was to identify the frequency and related factors of advanced airway management for patients with cardiac arrest by the Level 1 emergency medical technicians in the 119 Emergency medical service. 95 level-1 medical technicians belonging to Gwangju Fire Service Headquarter were surveyed with structured questionnaire composed of general and job-related characteristics, self-efficacy, barrier factors to performing the advanced airway for patients with cardiac arrest. From January 1, 2010 to June 30, 2011, data obtained from the Gwangju Fire Service Headquarter by performance of advanced airway. Self-efficacy toward the necessity of advanced airway revealed positive correlation with self-confidence. The barrier factor to advanced airway performance had negative correlation with the frequency of performance. The most important factor of advanced airway performance was necessity and self-efficacy. In conclusion, it is necessary to develop the field-based practice education program and to improve self-efficacy.

• Management & Information Systems Review
• /
• v.2
• /
• pp.209-235
• /
• 1998

Traditional cost system is distorted due to the using unit-based measure. It is being criticized that it do a poor job of attributing the expenses of support resources to the production and sales of individual product. Activity Based Cost System expend the range of second-stage cost assignment drivers beyond the traditional measures of labor and machine times, units produced, and material quantities to allow for drivers that measure the amount of batch-level, product-sustaining, and facility-sustaining activities performed. It is a resources consumption model of organization, not just a more complex cost accounting of cost allocation system. This paper proposes a enterprise resource planning by activity based management. To effective performance system for company that want to be setting competitive levels, the information systems must support a fast moving, rapidly changing. Activity based management is a process of accumulating and tracing cost and performance da to a firm's activities and providing feedback of actual results against the planned cost to initiate corrective action where required. Therefore this system provides a highly powerful decision-making tool. To construct this system, we need Enterprise Resource Planning System. Since ERP is designed around the idea that rapid change and a degree of unhandled change is normal, it allows driving the customer's rapidly needs much deeper through the business cycle.

• Korea Trade Review
• /
• v.46 no.6
• /
• pp.73-92
• /
• 2021

Small and medium-sized enterprises (SMEs) account for a large proportion of the total number of enterprises in many countries. The development of SMEs has contributed to job creation and economic benefits. Every government has formulated active diversification strategies to promote the export market of SMEs, but the performance of export capabilities remains insufficient. The primary purpose of this study is to examine the effectiveness of export credit insurance in promoting SME export performance in Canada. Using data from 2008-2017, the augmented Dickey-Fuller (ADF) model to test the stationarity of the concerned variables and the error correction model (ECM) and autoregressive distributed lag (ARDL) cointegration test to empirically investigate the cointegration relationship between the research targets. The results represent the positive and critical impact of export relative price and domestic demand pressure on Canada's export performance, and the negative impact of the export volume index at a significant level. Regrettably, the impact of export credit insurance on the export performance of Canadian SMEs is considered exaggerated overall. In view of this result, it is necessary for the Canadian government to enact policies based on the current market status. And enhance confidence among SMEs to begin exports and diversify their markets rather than focusing only on the domestic or US market, especially given the impact of COVID-19. From the case of Canada, Korean government can attempt to learn from them to conduct more efficient strategies for SMEs.

• Journal of the Korean Society of Marine Environment & Safety
• /
• v.22 no.6
• /
• pp.688-693
• /
• 2016

In this study, various conflicts in the maritime police organization were diagnosed and police subculture, which is different from dominant mainstream maritime police culture, was concluded to cause conflicts. In addition, maritime police conflicts and conflicts due to the balance, confrontation, and contradiction between bureaucratic and democratic values in the maritime police organization itself are discussed. The results of analysis on the effects of Maritime police subculture on organizational conflict are as follows: First, the influence of cynicism on functional conflict was explored. The higher the level of lies of the persons under investigation, the more functional conflict appeared. Also, if a person showed a low level of credibility among the police, this also led to functional conflict. In addition, if an individual showed low levels of cooperation and credibility with the police, this resulted in hierarchical conflict. Second, the influence of machismo on functional conflict was also explored. It was found that female officers experienced conflicts because of poorer job performance compared to male counterparts. In hierarchical issues, female officers experienced conflict over the reduced scope of tasks assigned to them and lower job performance ability. Third, the effect of non-acceptance of change in functional conflict was not statistically significant. An aggressive attitude toward crime control and rejecting jobs unrelated to crime influenced functional conflict, and an aggressive attitude and performing jobs unrelated to crime lead to functional conflict.

• Journal of Korean Society of Industrial and Systems Engineering
• /
• v.38 no.4
• /
• pp.159-167
• /
• 2015

We consider a wafer lot transfer/release planning problem from semiconductor wafer fabrication facilities to probing facilities with the objective of minimizing the deviation of workload and total tardiness of customers' orders. Due to the complexity of the considered problem, we propose a two-level hierarchical production planning method for the lot transfer problem between two parallel facilities to obtain an executable production plan and schedule. In the higher level, the solution for the reduced mathematical model with Lagrangian relaxation method can be regarded as a coarse good lot transfer/release plan with daily time bucket, and discrete-event simulation is performed to obtain detailed lot processing schedules at the machines with a priority-rule-based scheduling method and the lot transfer/release plan is evaluated in the lower level. To evaluate the performance of the suggested planning method, we provide computational tests on the problems obtained from a set of real data and additional test scenarios in which the several levels of variations are added in the customers' demands. Results of computational tests showed that the proposed lot transfer/planning architecture generates executable plans within acceptable computational time in the real factories and the total tardiness of orders can be reduced more effectively by using more sophisticated lot transfer methods, such as considering the due date and ready times of lots associated the same order with the mathematical formulation. The proposed method may be implemented for the problem of job assignment in back-end process such as the assignment of chips to be tested from assembly facilities to final test facilities. Also, the proposed method can be improved by considering the sequence dependent setup in the probing facilities.

• Korean Journal of Construction Engineering and Management
• /
• v.16 no.2
• /
• pp.54-64
• /
• 2015

It is required to be enhancement of competitiveness for specialty contractors' employees due to specialty contractors are in charge of the actual construction work. The effective educational program for specialty contractors' employees is essential to improve the work performance of them. Therefore, the purpose of this study is to analyze level of work performance and find factors of core competence for specialty contractors' employees that can be utilized for development of effective educational program. The survey is based on CEO, Engineer and Manager in specialty contractors, and a questionnaire survey was performed to investigate the importance of job task, work load and degree of work difficulty as well as their core competence needs. The analysis result of this study can be utilized for development of effective educational program which is reflected the characteristics of specialty contractor's employees.

• Journal of Intelligence and Information Systems
• /
• v.21 no.2
• /
• pp.191-204
• /
• 2015

According to the '2013 Performance Assessment Report on the Financial Program' from the National Assembly Budget Office, the unfilled recruitment ratio of Software(SW) Developers in South Korea was 25% in the 2012 fiscal year. Moreover, the unfilled recruitment ratio of highly-qualified SW developers reaches almost 80%. This phenomenon is intensified in small and medium enterprises consisting of less than 300 employees. Young job-seekers in South Korea are increasingly avoiding becoming a SW developer and even the current SW developers want to change careers, which hinders the national development of IT industries. The Korean government has recently realized the problem and implemented policies to foster young SW developers. Due to this effort, it has become easier to find young SW developers at the beginning-level. However, it is still hard to recruit highly-qualified SW developers for many IT companies. This is because in order to become a SW developing expert, having a long term experiences are important. Thus, improving job continuity intentions of current SW developers is more important than fostering new SW developers. Therefore, this study surveyed the job continuity intentions of SW developers and analyzed the factors associated with them. As a method, we carried out a survey from September 2014 to October 2014, which was targeted on 130 SW developers who were working in IT industries in South Korea. We gathered the demographic information and characteristics of the respondents, work environments of a SW industry, and social positions for SW developers. Afterward, a regression analysis and a decision tree method were performed to analyze the data. These two methods are widely used data mining techniques, which have explanation ability and are mutually complementary. We first performed a linear regression method to find the important factors assaociated with a job continuity intension of SW developers. The result showed that an 'expected age' to work as a SW developer were the most significant factor associated with the job continuity intention. We supposed that the major cause of this phenomenon is the structural problem of IT industries in South Korea, which requires SW developers to change the work field from developing area to management as they are promoted. Also, a 'motivation' to become a SW developer and a 'personality (introverted tendency)' of a SW developer are highly importantly factors associated with the job continuity intention. Next, the decision tree method was performed to extract the characteristics of highly motivated developers and the low motivated ones. We used well-known C4.5 algorithm for decision tree analysis. The results showed that 'motivation', 'personality', and 'expected age' were also important factors influencing the job continuity intentions, which was similar to the results of the regression analysis. In addition to that, the 'ability to learn' new technology was a crucial factor for the decision rules of job continuity. In other words, a person with high ability to learn new technology tends to work as a SW developer for a longer period of time. The decision rule also showed that a 'social position' of SW developers and a 'prospect' of SW industry were minor factors influencing job continuity intensions. On the other hand, 'type of an employment (regular position/ non-regular position)' and 'type of company (ordering company/ service providing company)' did not affect the job continuity intension in both methods. In this research, we demonstrated the job continuity intentions of SW developers, who were actually working at IT companies in South Korea, and we analyzed the factors associated with them. These results can be used for human resource management in many IT companies when recruiting or fostering highly-qualified SW experts. It can also help to build SW developer fostering policy and to solve the problem of unfilled recruitment of SW Developers in South Korea.

• The Korean Journal of Applied Statistics
• /
• v.24 no.2
• /
• pp.411-424
• /
• 2011

The studies of congruence in organizational research have explored the concepts such as person-job fit person-organization fit, or person-environment fit. The relevant studies dealt with the fit level as an important influencing factor on the performance. In particular, researchers have agreed that employees can be motivated by the high level fit of person-organization. However, few research developing an alternative methodological approach has been done. For the purpose mentioned above the statistics like D, |D| or $D^2$ and the Q values such as Q(the correlation between two sets of interval measures) or $Q_r$(the correlation between two rankings) have been conventionally adopted in spite of numerous methodological problems. In general, these traditional indices such as difference scores, or Q values, are nondirectional and add an extra weight to differences of lager magnitude. Therefore, Edwards (1993) introduced the polynomial regression and the response surface analysis to overcome flaws with conventional approaches. However, the method-ological approaches did not reflect the profile characteristics of person-organizational value fit and wouldn't be a proper solution for the fit level of person-organization value maximizing performance. Hence, this paper investigates alternative methodological approaches, the multivariate polynomial regression and the multiple response surface analysis, to avoid the problems issued from conventional ways.