• 대한치과기공학회지
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• 제38권4호
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• pp.365-380
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• 2016

Purpose: The purpose of this study was to ascertain the need to reform curriculums for digital experts in a way that include the practical and educational aspects of dental labs by determining why educational reforms are needed to comply with changes in dental technology business that are brought by the applications of digital scanning and what changes are being actually brought by the use of CAD/CAM. Methods: This study analyzed the need of education and practice in relation to CAD/CAM by using the independent sample t-test and One-way ANOVA. in accordance with the participants demographic characteristics and job-related variables and factors related to CAD/CAM, and provided only some of the analysis results that were found statistically significant. Concerning the need of education and practice in relation to CAD/CAM, the study also used the independent sample t-test to measure difference in the perception of that need within each of the three groups, or those of job performance, job efficiency and knowledge gain at the signficance level of ${\alpha}=.05$. Results: Dental technologists surveyed here were perceiving that the use of CAD/CAM would bring changes in their job performance, job efficiency and knowledge gain. They were expecting that the biggest changes would be made in work climate and product quality as sub-areas of job performance. However, they said that in terms of job efficiency, the use of CAD/CAM would change job contribution, job satisfaction and job efficiency, but not lead to staffing. These results suggest that more special programs for CAD/CAM education are needed to bring up CAD/CAM experts who are more specialized. Conclusion: Among 13 skills related to CAD/CAM, what is most needed to be educated to dental technologists was "molding the occlusal surface" (M=4.19), followed by "designing the 3-D work" (M=4.17), "final shape modification" (M=4.16), "molding the border" (M=4.15) and "checking the fit of prothesis" (M=4.14) in order.

• 가정과삶의질연구
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• 제16권3호
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• pp.39-52
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• 1998

This study is to find the relation between role performance on employed wives and husbands in family and family life contribution family life satisfaction and to found out variables which influence them. The samples were selected from the employed wives with children more than one in Seoul. Among 900 respondents 684 employed wives were finally selected as data. The major results are as follows: 1) Their husbands' role performance was affected by the level of communica-tion support from family members to their employment and that their own role performance was affected by the level of sex role attitude the level of communication degree of resourcefulness recognition and support from family members to their employment. 2) They contribution to family life was affected by type of wive's occupation sex role attitude job satisfaction husbands' role as spouse performance wive's role as spouse performance parent's role and economic role. 3) Influential variables on the degree of famil life satisfaction were income the level of communication the degree of resourcefulness recognition support from family members to their employment job satisfaction wive's role as parent and contribution to self·child-care However their contribution to housework was adversely affected family life satisfaction.

• 한국재난정보학회 논문집
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• 제5권1호
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• pp.104-119
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• 2009

The purpose of this study is to examine the effects of job involvement and organization commitment on job form of security guard. The total 260 subjects are composed of 50 women and 210 men who work at security company for security guards in Seoul and Gyonggi province. First, according to the populational and social character, job involvement was higher in women security guards than men, higher in 'above 41' for age, higher in 'university' for educational level, and higher in '300-400' for incomes. Second, according to the populational and social character, organization commitment was higher in men security guards than women, higher in 'above 41 ' for age, higher in 'graduate school of university' for educational level, and higher in '300-400' for incomes. Third, according to the form of the job, the job involvement was higher in 'under 10' for their career, higher in 'manager' for their responsibilities of work, higher in 'afternoon working' for the time schedules, and higher in 'field service' for the kind of working. Fourth, according to the form of the job, the organization commitment was higher in 'under 10' for their career and higher in 'field service' for the kind of working. However, there was no difference between the responsibilities of work and the time schedules. Fifth, it increases the organization, when the job involvement of the security guards such as work attachment, active performance, and the pursuit of job achievement.

• 대한한의정보학회지
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• 제20권1호
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• pp.9-24
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• 2014

Purpose: This study was done to identify the relationship between emotional intelligence and nursing performance of clinical nurses in hospitals. Methods: Data were collected from a convenience sample of 396 nurses who work for a university in a city. The Questionnaire measured the level of emotional intelligence, nursing performance of nurses. The data were analyzed with PASW (SPSS) 18.0, using t-test, ANONA, Scheffe' test, Pearson correlation coefficients, and multiple regression. Results: The mean score of emotional intelligence was 3.44(${\pm}.39$), nursing performance was 3.59(${\pm}.42$). There were significant differences on emotional intelligence to age, education level, current position, total clinical career, job satisfaction. And there were significant differences on nursing performance to age, marital status, education level, current position, total clinical career, job satisfaction. It was significant positive correlation between emotional intelligence and nursing performance. The emotional intelligence and age explained 32.7% of variance in nursing performance. Conclusion: The findings indicate that to increase nursing performance, nursing managers need to develop emotional intelligence, especially use emotion and regulation of emotion for nurses.

• 한국응급구조학회지
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• 제11권1호
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• pp.73-80
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• 2007

This study is a descriptive survey research to know the levels of job satisfaction and influential factors for emergency medical technicians(EMT). This study sampled Level 1 and Level 2 Rescue Members from fire stations and EMT from general hospitals in the Gwangju City and JeollaNamdo area. Interviews for the 75 participants of this convenience sample were conducted for a two month period from July to September 2006. Data was collected on interviewing questionnaires. When looking at the results above internal factions were most influential towards satisfaction and self-responsibility, fulfillment, displays of Aptitude were highest for satisfaction. However, organizational factors were the lowest. There is a need for reform in promotion term periods and policy as well as promotion opportunities. Influential factors for job satisfaction were Role Performance Ability, Intentions for Changing Jobs, and Job Selection Motivation. Therefore, the more insufficient your ability to perform your job the less satisfied you are with it and the more fear you feel from experiences on the job the less satisfied you are with your job. Henceforth, there is a need to reform the educational programs offered to EMT for job training emphasizing job performance ability and the ability to judge for oneself on emergency situations, and reform the promotional system. Finally, there is a need for psychological consultation to offer stability to those after treating an emergency situation and encouragement for personal religion.

• 한국직업건강간호학회지
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• 제22권2호
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• pp.159-170
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• 2013

Purpose: To provide the data of health manager education program in order to improve the quality of work-sites health management with qualification based job analysis of health managers (Occupational Health Nursing, Industrial Hygienist, Environmental Engineer). Methods: A descriptive research on 132 health managers using IPA and SPSS/WIN. Results: The overall average of importance of health management job was 8.0 (10 being the maximum score). Nurses had significantly higher score in the level of importance per areas and health management jobs. The overall average of performance of health management job was 6.7 (10 being the maximum score). Nurses had higher score in the area of health management. IPA matrix distributions per health management job area showed the correlations in qualification backgrounds and all of 3 main areas. Conclusion: There was difference in the level of importance and performance on health management jobs based on the qualification backgrounds of health managers. To improve the health of workers, an integrated health management must be provided. And to provide this, it is necessary to offer the additional education to health managers with an institutional complementary plan.

• 한국산학기술학회논문지
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• 제21권1호
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• pp.521-529
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• 2020

영업 현장 및 영업 사원에 대한 현실은 윤리적 영업 행동과 연계된다. 따라서 본 논문에서는 윤리적 행동 연구들을 바탕으로 영업사원의 윤리적 영업행동이 기업과 업무 수행자 모두에게도 긍정적 효과가 있는가를 실증 분석하고자 하였다. 또한 사회적 교환이론을 바탕으로 윤리적 행동과 직무만족 그리고 직무 성과간의 관계에 상사지원인식이 긍정적 조절효과가 있을 것이라 가설을 설정하였다. 2018년 4월부터 2018년 6월까지 백화점 등 유통업에 종사하는 영업사원들을 대상으로 설문을 진행하였으며, 총 238부를 분석대상으로 삼았다. 본 연구에서는 Windows SPSS/PC version 22를 사용하여 다중회귀분석을 실시하였다. 분석결과는 다음과 같다. 첫째, 영업사원의 윤리적 행동은 가설에서 예상한 바와 같이 직무만족 및 성과에 긍정적 효과가 있는 것으로 검증되었다. 둘째, 상사지원인식에 대한 조절효과 검증은 영업사원의 윤리적 행동과 직무성과간의 관계에서만 유의하게 나타났다. 즉 상사지원인식을 많이 하는 직원일수록 윤리적 행동에 따른 직무성과가 보다 강화됨을 알 수 있다. 반면에 윤리적 행동과 직무만족간의 관계에 있어 상사지원인식의 조절효과는 검증되지 않았다. 본 연구결과를 토대로 연구의 사사점 및 향후 연구방향을 제시하였다.

• 대한영양사협회학술지
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• 제1권1호
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• pp.66-78
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• 1995

The purposes of this study were to a) analyze the dietitian's job as a foodservice manager in employee foodservice, b) examine the performance and importance levels of management activities, c) determine factors affecting performance and importance levels of management activities. A job analysis questionnaires were developed and mailed to 65 dietitians who were members of The Korean Dietetic Association Practice Group, members with management responsibilities in employee foodservices. Completed questionnaires were received from 32 dietitians for a response rate of 49%. The questionnaire contained two parts with a total of 99 statements. Statistical data analysis was completed using the SAS programs for descriptive analysis, Wilcoxon signed ranks test, Wilcoxon rank sum test, and pearson correlation. The results of this study can be summarized as follows. 1. The average score of performance and importance levels on management activities were 3.11, 3.99 respectively. And they were significantly different(p<0.001). 2. The performance level was significantly correlated to working hours per week(r= .6598, p<.01), number of meals(r=.3934, p<.05) and foodcost(r=.5208, p<.05). 3. The importance level on management activities was significantly correlated to working hours per week(r=.6214, p<.05), number of meals(r= .4161, p<.05) and foodcost (r =.6920, p<.01).

• Journal of Computing Science and Engineering
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• 제6권4호
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• pp.287-293
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• 2012

We introduce a methodology for the study of the application-level performance of time-sharing parallel jobs on a set of compute nodes in high performance clusters and report our findings. We assume that parallel jobs arriving at a cluster need to share a set of nodes with the jobs of other users, in that they must compete for processor time in a time-sharing manner and other limited resources such as memory and I/O in a space-sharing manner. Under the assumption, we developed a methodology to simulate job arrivals to a set of compute nodes, and gather and process performance data to calculate the percentage slowdown of parallel jobs. Our goal through this study is to identify a better combination of jobs that minimize performance degradations due to resource sharing and contention. Through our experiments, we found a couple of interesting behaviors for overlapped parallel jobs, which may be used to suggest alternative job allocation schemes aiming to reduce slowdowns that will inevitably result due to resource sharing on a high performance computing cluster. We suggest three job allocation strategies based on our empirical results and propose further studies of the results using a supercomputing facility at the San Diego Supercomputing Center.

• 유통과학연구
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• 제19권7호
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• pp.19-27
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• 2021

Purpose: Former research has argued that organizations in distribution channels face several issues to make a better team-based system. The purpose of the present research is to measure between employee's job performance and three major issues which disturb a solid team system. Research design, data and methodology: Scant past studies are available to guide for team practitioners which elements should be eliminated to improve team performance. To achieve this goal, the present authors obtained 267 US workers in distribution channels and conducted ANOVA test to measure the relationship between three team issues (Free-rider, Trust, and Communication) and job performance. Results: Our statistical findings clearly suggests that there was a statistically recognizable difference at the significance level of probability between the mean value of employees' job performance and three major issues, showing the high degree of job performance can be occurred by eliminating three major team issues. Conclusions: Therefore, the present research concludes that it is necessary that team-based management in the supply chain should focus on removing free-rider issues and also adopt open communication lines to overcome team-building challenges due to communication. Above all else, the ability to increase trust can be enhanced via task delegation and more team members' engagement.