• 제목/요약/키워드: job performance level

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The Need of Education and Practice to Bring Up CAD/CAM Experts (CAD/CAM 전문 인력 양성을 위한 교육 및 업무의 필요성)

  • Nah, Jung-Sook
    • Journal of Technologic Dentistry
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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.

The Couple's Role Performance.Family Life Contribution and Family Life Satisfaction of Employed Wives (취업주부의 부부 역할수행.가정생활 기여도 및 만족도)

  • 이정우
    • Journal of Families and Better Life
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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.

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A Study of Job Involvement and oranization Commitment on Job Form of Security Guard (민간경호원의 직무형태가 직무몰입과 조직헌신도에 관한 연구)

  • Yang, Dok -yeol;Lee, Hyun-hee;Park, Jun -seok
    • Journal of the Society of Disaster Information
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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.

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Emotional Intelligence and Nursing performance of Clinical Nurses (간호사의 감성지능과 간호업무성과)

  • Lee, Gyoung Wan;Park, Keum Sook;Kim, Young Hee
    • Journal of the Korean Institute of Oriental Medical Informatics
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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.

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A study on problem solution method for works improvement and advancement quality of life on Job analysis of Emergency Medical Technicians (응급구조사의 직무분석에 따른 업무개선과 삶의 질 향상을 위한 문제점 해결 방법에 관한 연구)

  • Kim, Jae-Gab;Koh, Jae-Moon;Kim, Kyung-Wan;Jung, Young-Tae
    • The Korean Journal of Emergency Medical Services
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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.

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Job Analysis with IPA (Importance-Performance Analysis) based on the Qualification of Occupational Health Managers Working in Manufacturing Work-sites (IPA (Importance-Performance Analysis)를 활용한 제조업 보건관리자의 자격별 직무분석)

  • Yun, Jung-Ah;Kim, Soon-Lae;Jung, Hye-Sun
    • Korean Journal of Occupational Health Nursing
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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.

Do ethical sales behaviors improve job satisfaction and job performance? (윤리적 영업행동은 직무만족과 직무성과를 향상시키는가?)

  • Han, Su Jin;Kang, Sora
    • Journal of the Korea Academia-Industrial cooperation Society
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    • 제21권1호
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    • pp.521-529
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    • 2020
  • This paper attempted to empirically analyze whether or not ethical behavior at the individual level has a positive effect on both companies and employees. In addition, based on the social exchange theory, a hypothesis was established that perceived supervisory support has a positive moderating effect on the relationship between ethical behavior, job satisfaction, and job performance. As a result of analyzing a questionnaire given to 238 sales employees, It was first verified that ethical behavior by sales staff had a positive effect on job satisfaction and performance, as expected in the hypothesis. Second, the moderating effect of perceived supervisory support was significant only in the relationship between the ethical behavior of the salesperson and job performance. On the other hand, the moderating effect of perceived supervisory support on the relationship between ethical behavior and job satisfaction was not verified. Based on the results of this study, the implications and future directions of study are presented.

Performance and Importance analysis of dietitian's task in employee feeding facilities (사업체 급식소 영양사 직무분석 ( 제 1 보 ) : 업무수행도 및 중요성 인식도 분석)

  • Lee, Jin-Mi;Yang, Il-Seon;Kim, Hyeon-A;Cha, Jin-A
    • Journal of the Korean Dietetic Association
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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).

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A Comparative Performance Study for Compute Node Sharing

  • Park, Jeho;Lam, Shui F.
    • 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.

Quantitative Analysis: Team management for Better Employee Performance in the US Retail Supply Chain

  • KANG, Eungoo;HWANG, Hee-Joong
    • Journal of Distribution Science
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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.