• Korea Journal of Hospital Management
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• v.14 no.2
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• pp.41-59
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• 2009

Modern job seekers often visit recruitment web-site for employment. Recruiting on the Internet is one of the fastest-growing recruitment methods. But there was not research about Internet recruitment in health care labor market. The purpose of this study is to research the actual conditions of hospital recruitment by using internet homepage of Korea College of Hospital Administrators(KCHA). Data were collected from 399 iob posting and job seeker's interest in Internet homepage of KCHA. This study analyzed the research model using data mining method. This study shows that the frequency of job posting and job seeker's interest depend upon a season. The result of this study indicates that there is necessity to present the various and specific employment conditions. As the recruitment becomes job seeker-centered in other industry labor market, it is also recommended in the health labor market. Therefore a job posting should provide a salary range and emphasize competitive benefits for job seekers in the health labor market.

• Journal of the Korea Society of Computer and Information
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• v.21 no.4
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• pp.89-96
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• 2016

In this paper, we study the relationship between vacancy duration and information items of a job posting by using generalized linear models and a decision tree analysis w.r.t. the three factors such as company characteristics, employment conditions, and constraints. The results indicate that the employment conditions rather than company characteristics are more influential to the vacancy duration. These effects are presumed to be based on the complex relations between the decisions of the employers and the job seekers. And in this paper we suggest the need to provide personalized and profiled labor market information tailored for a quick decision to job seekers and employers. Policy implication is that since employer's decision affects the vacation duration, employers may had better to provide a comprehensive labour market information including supply and demand of the required skills in order to reduce the time for judgment on the cost-effectiveness.

• International Journal of Computer Science & Network Security
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• v.22 no.10
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• pp.223-229
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• 2022

LinkedIn is one of the most job hunting and career-growing applications in the world. There are a lot of opportunities and jobs available on LinkedIn. According to statistics, LinkedIn has 738M+ members. 14M+ open jobs on LinkedIn and 55M+ Companies listed on this mega-connected application. A lot of vacancies are available daily. LinkedIn data has been used for the research work carried out in this paper. This in turn can significantly tackle the challenges faced by LinkedIn and other job posting applications to improve the levels of jobs available in the industry. This research introduces Text Processing in natural language processing on datasets of LinkedIn which aims to find out the jobs that appear most in a month or/and year. Therefore, the large data became renewed into the required or needful source. This study thus uses Multinomial Naïve Bayes and Linear Support Vector Machine learning algorithms for text classification and developed a trained multilingual dataset. The results indicate the most needed job vacancies in any field. This will help students, job seekers, and entrepreneurs with their career decisions

• The Journal of Society for e-Business Studies
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• v.27 no.2
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• pp.1-20
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• 2022

As the global business environment is rapidly changing due to the 4th industrial revolution, new jobs that did not exist before are emerging. Among them, the job that companies are most interested in is 'Data Scientist'. As information and communication technologies take up most of our lives, data on not only online activities but also offline activities are stored in computers every hour to generate big data. Companies put a lot of effort into discovering new opportunities from such big data. The new job that emerged along with the efforts of these companies is data scientist. The demand for data scientist, a promising job that leads the big data era, is constantly increasing, but its supply is not still enough. Although data analysis technologies and tools that anyone can easily use are introduced, companies still have great difficulty in finding proper experts. One of the main reasons that makes the data scientist's shortage problem serious is the lack of understanding of the data scientist's job. Therefore, in this study, we explore the job competencies of a data scientist by qualitatively analyzing the actual job posting information of the company. This study finds that data scientists need not only the technical and system skills required of software engineers and system analysts in the past, but also business-related and interpersonal skills required of business consultants and project managers. The results of this study are expected to provide basic guidelines to people who are interested in the data scientist profession and to companies that want to hire data scientists.

• The Korean Journal of Health Service Management
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• v.2 no.1
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• pp.37-55
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• 2008

This study aims to enhance work efficiency and satisfaction by offering data that make a physical therapist cope with stress coming from the job efficiently by identifying and analyzing the job satisfaction and work stress perceived by a physical therapist, and the level of reaction of a physical therapist. The study distributed survey questionnaires to 300 physical therapists working in medical institutions in Busan via mail and by visit from March 3, 2007 by selecting them simply and randomly from the physical therapist list, and collected the questionnaires by March 20, 2007, 103 respondents were working at 17 general hospitals including a university hospital, 65 respondents at 12 medical centers, and 79 respondents at 39 doctor's offices. The study collected 251 copies, which showed the collection rate of 83.7%, and analyzed 247 copies (82.3%) excluding 4 copies of insincere answers. As a research tool for measuring job satisfaction the study used a tool employed for research into the job satisfaction of physical therapists who work at medical institutions in Gwangju, Jeonnam, and Jeonbuk by Kim Hee-Gwon(1992) and research regarding job satisfaction by Jeong Jeong-Hee(2004) as well as research regarding the factors of job satisfaction by Flippo(1980) & Seberhagen(1970) after adjusting the research tools to the purpose of the study. Also for questions about work stress, the study employed nurses' job stress measurement tool developed by Kim Mae-Ja and em Mi-Ok(1984) by modifying the tool to the purpose of the study, and for a measurement tool for reaction to stress, the study used a tool employed for research into reaction to stress of nurses at general hospitals by Choi Eun-Deok(2005) without modification. For data analysis, the study used the SPSS12.0 as a statistical method, and then used t-test or ANOVA for verifying actual numbers, percentile, average :score, standard deviation, rank, and difference. Also, the study conducted which is a post-test method for variables that show a significant difference at the level of p<.05 level after the analysis. The findings include the following. 1) The respondents' job satisfaction score was 3.21 points on the average (out of 5 full points). The peer relationship ranked the highest, posting 4.02 points on the average, and the job satisfaction with rewards was proven the lowest, posting 2.51 points. For the job satisfaction level by characteristics, there were significant differences (p<.05) in gender, hospital type, weekly working hours, monthly working days, number of patients per day, department in charge of therapy, and number of peers, and there was no significant difference in characteristics other than that. 2) The respondents' work stress score was 2.72 points (out of 5 full points) on the average. The respondents were shown to be under the highest stress when they suffered from excessive workload, posting 3.49 points on the average, and they were shown to be under the least stress when they had a conflict with peers at another department, recording 1.90 points on the average. for the job stress level by the characteristics of job, there was a significant difference in the reflection of job assessment(p<.05). 3) 1n respondents' reaction to stress, most of them were shown to make efforts in coping with stress, posting 2.80 points (out of 5 full points). For their experience of being wider stress, they answered that 'they felt depressed (2.85 points)" for their experience of coping with stress, they answered that 'they were indifferent to it or thought about something else' (2.62 points). Also, for their efforts in coping with stress, they answered that 'they were motivated to remove their strain by taking leave, playing, or using their preferences' (3.52 points), which ranked higher. For the level of reaction to stress by characteristics, there were significant differences by age, gender, marital status, total service years as a physical therapist, monthly working days, and department in charge of therapy(p<.05). It is necessary to offer correct information by conducting an in-depth analysis of the stressful situations of physical therapists who exert efforts in rehabilitating patients at hospitals by factor, and seeking management plans based on the research results. Also, it is necessary to develop a program for coping with stress efficiently for removing stress and to conduct research into the understanding and cooperation of administrators and persons in charge of physical therapists for reducing physical therapists' stress at hospitals.

• Journal of the Korean Regional Science Association
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• v.39 no.4
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• pp.19-32
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• 2023

Using extensive job posting big data, this study investigates the industrial and locational characteristics of decent work from the supply side. The analysis revealed that manufacturing is pivotal in supplying decent work, accompanied by a stark regional disparity, most notable in the Seoul Metropolitan Statistical Area (MSA), which constitutes nearly half of all decent work opportunities. The study further uncovered that the distribution of decent work varies significantly across MSAs, with a pronounced inclination towards a higher supply in peripheral rather than central areas. These findings bring to light the critical need for policies that bolster manufacturing, aiming to enhance the availability of high-quality jobs and to bridge the job quality gap between the Seoul MSA and other regions. Moreover, the results emphasize the necessity for customized job supply strategies in each MSA, prioritizing strategies that account for the proximity between workplaces and living areas in the job supply process.

• The Journal of Society for e-Business Studies
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• v.26 no.1
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• pp.43-65
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• 2021

With the advancement of information and communications technology, a means to recruit IT professional has fundamentally changed. Nowadays recruiters search for candidate information from the Web as well as traditional information sources such as résumés or interviews. Particularly, open-source software development (OSSD) platforms have become an opportunity for developers to demonstrate their IT capabilities, making it a way for recruiters to find the right candidates, whom they need. Therefore, this study aims to investigate the impact developers' profiles in an OSSD platform on their finding a job. This study examined four antecedents of developer information that can accelerate their job search: job-seeking status, personal-information posting, learning activities and knowledge contribution activities. For the empirical analysis, we developed a Web crawler and gathered a dataset on 4,005 developers from GitHub, which is a well-known OSSD platform. Proportional hazards regression was used for data analysis because shorter job-seeking period implies more successful result of job change. Our results indicate that developers, who explicitly posted their job-seeking status, had shorter job-seeking periods than those who did not. The other antecedents (i.e., personal-information posting, learning, and knowledge contribution activities) also contributed in reducing the job-seeking period. These findings imply values of OSSD platforms for recruiters to find proper candidates and for developers to successfully find a job.

• Journal of Information Science Theory and Practice
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• v.10 no.spc
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• pp.86-95
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• 2022

Online recruitment websites discuss job demands in various fields, and job postings contain detailed job specifications. Analyzing this text can elucidate the features that determine job salaries. Text embedding models can learn the contextual information in a text, and explainable artificial intelligence frameworks can be used to examine in detail how text features contribute to the models' outputs. We collected 733,625 job postings using the WORKNET API and classified them into low, mid, and high-range salary groups. A text embedding model that predicts job salaries based on the text in job postings was trained with the collected data. Then, we applied the SHapley Additive exPlanations (SHAP) framework to the trained model and discovered the significant words that determine each salary class. Several limitations and remaining words are also discussed.

• Science of Emotion and Sensibility
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• v.26 no.2
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• pp.67-84
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• 2023

Gender diversity policies aim to reduce institutional discrimination in a male-dominated society and the underutilization of women in terms of the economy. Extant gender diversity literature has focused on gender diversity policies premised on women being treated as a minority. However, since women-centered occupational groups do exist, women cannot be considered an absolute minority. Therefore, we explored the gender difference in job seekers' reactions to a diversity policy favorable to men. The experiment divided participants into 2 (Gender: Male, Female) × 2 (Diversity: Favorable, Unfavorable), canvassing 329 college students (156 male, 173 female). Participants evaluated the organizational justice and organizational attractiveness of the virtual company by looking at the diversity cues presented in the job posting seeking new employees. As a result, it was confirmed that if the diversity cues presented in the job posting were favorable (vs. unfavorable) to the individual, the organization's distribution justice and procedural justice perceptions were generated differently according to the gender of the job seeker. Moreover, female job seekers perceived distribution justice and procedural justice as higher than male job seekers when they encountered diversity cues that were favorable (vs. unfavorable) to them. In addition, the relationship between diversity cues and organizational attractiveness was mediated by the perception of organizational justice, and this mediating effect was moderated by gender. For women, on the one hand, the mediating effect through the perception of distributive justice and procedural justice was significant in the relationship between diversity cues and organizational attractiveness. On the other hand, the mediating effect alone through the perception of procedural justice was significant for men. Our findings suggest that identical diversity managements are distinguished by individuals' social status or affiliation and may even result in differentiated behaviors.

• Journal of the Korean Society for Library and Information Science
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• v.42 no.2
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• pp.189-208
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• 2008

This study aims to deane prototypes of professional librarians as well as their job requirements by analyzing international demands for librarianship. Demands analysis starts with examining librarian job posting websites in the US, UK and Canada, followed by inquiring incumbent librarians in Korea. As for the job requirements. the study parallels definitions by IFLA and ALA with job announcements by hiring institutions. As a result, we identified 21 professional librarian prototypes by subject(7), task(12) and object(2), and defined the job requirements as 1) MLS or equivalent school knowledge with undergraduate degree of library science, and/or at least six years of relevant business experience, or 2) at least nine-rear experience as a second-level full-time librarian with two-rear experience and/or professional training in the job relevant field.