• Safety and Health at Work
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• 제7권1호
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• pp.18-31
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• 2016

Background: A job-specific Worker's Health Surveillance (WHS) for hospital physicians is a preventive occupational health strategy aiming at early detection of their diminished work-related health in order to improve or maintain physician's health and quality of care. This study addresses what steps should be taken to determine the content of a job-specific WHS for hospital physicians and outlines that content. Methods: Based on four questions, decision trees were developed for physical and psychological job demands and for biological, chemical, and physical exposures to decide whether or not to include work-related health effects related to occupational exposures or aspects of health reflecting insufficient job requirements. Information was gathered locally through self-reporting and systematic observations at the workplace and from evidence in international publications. Results: Information from the decision trees on the prevalence and impact of the health- or work-functioning effect led to inclusion of occupational exposures (e.g., biological agents, emotionally demanding situations), job requirements (e.g., sufficient vision, judging ability), or health effects (e.g., depressive symptoms, neck complaints). Additionally, following the Dutch guideline for occupational physicians and based on specific job demands, screening for cardiovascular diseases, work ability, drug use, and alcohol consumption was included. Targeted interventions were selected when a health or work functioning problem existed and were chosen based on evidence for effectiveness. Conclusion: The process of developing a job-specific WHS for hospital physicians was described and the content presented, which might serve as an example for other jobs. Before implementation, it must first be tested for feasibility and acceptability.

• 대한간호학회지
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• 제18권1호
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• pp.5-18
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• 1988

Herzberg and his associates concluded from their findings that job satisfaction consisted on two independent dimension ; the first dimension was related to job satisfaction, the second to job dissatisfaction. According to the Herzberg theory, the satisfiers are related to the nature of the work itself and the rewards that flow directly from the performance of that work. The dissatisfaction factors are associated with the individual's relation to the context or environment in which he works. The purpose of this study was to investigate selected factors which result in job satisfaction / dissatisfaction of nurses employed in general hospital. In a study of this nature, it is important that the population be as homogenous as possible in order to reduce the effects of the different environments and backgrounds on job satisfaction. A job satisfaction questionnaire developed by Slabitt et als. was used for this study. It contains 45 statements and utilizes a Likert type scale of 5. Participants were asked to select response which were congruent with their perceptions of the item. It was decided to conduct the study in one general hospital in Seoul. A sample of 505 clinical nurses were selected to participate in this study. The results of this study were as follows ; 1. The overall mean score for the 45 five-point scales of job satisfaction items was 2.945, showing that the subjects of this study were neither satisfied nor dissatisfied. 2. To identify the specific job related factors that result in Job satisfaction / dissatisfaction, the 45 items of job satisfaction were divided into 6 areas and the mean scores and % of agreement were compared. The specific job related factor that resulted in job satisfaction was the job status and those that resulted in job dissatisfaction were salaries, task requirements and organization requirements. But the areas of autonomy and interaction did not belong to either side of the specific job related factors. 3. To identify the relationship between the job satisfaction and the subject's general characteristic, data was analyzed using the t-test and the Pearson correlation coefficient. It was found that the relationship between the job satisfaction and the request for rotation and intention to remain on the job were statistically significant at .05 level, but the relationship between the job satisfaction and age, work experience, and educational background were nor statistically significant at the .05 level.

• 한국컴퓨터정보학회논문지
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• 제14권9호
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• pp.127-134
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• 2009

대학이나 직업 훈련 교육 기관에서는 주문식 교육의 일환으로 산업체의 요구사항을 충족하는 교육 과정을 개발해서 교육을 실시하는 것이 필요하다. 따라서, 일반화된 교육과정 체계 도출을 위해 현존 직무수행에 필요한 능력을 분석해서 교육과정에 반영할 수 있도록 하는 직무분석 시스템이 요구되고 있다. 본 논문에서는 산업체의 요구에 부응하는 교육과정체계 개발을 위하여 DACUM(Developing A CurriculUM) 프로세스에 기반한 직무자의 작업기술의 확인과 교육과정 로드맵 작성 등의 일련의 프로세스를 구현하고 적용 사례를 분석한다. 제안된 시스템은 Java 와 MS Access 데이터베이스로 구현하고, 인터넷을 통해 MS SQL Server 로 구현된 중앙 데이터베이스에 직접 접속하여 작업이 가능하도록 구현한다.

• 한국조명전기설비학회:학술대회논문집
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• 한국조명전기설비학회 2002년도 학술대회논문집
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• pp.363-368
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• 2002

Performance-based course design on the job of receiving substation installations is presented to achieve a work based curriculum development. It includes a job analysis method called ISD(Instructional Systems Design & Development) and DACUM(Developing a Curriculum) which is designed to accept various requirements of industrial fields. It is provided with course profile, key contents, terminal learning objectives, intermediate learning objectives, instruction strategy, instruction sequence, case study, action learning and lesson plan.

• 대한토목학회논문집
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• 제39권6호
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• pp.923-932
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• 2019

VE는 기능을 향상시키고 비용을 절감함으로써 시설물의 가치를 제고하는 강력한 도구로 활용되고 있다. VE의 프로세스 중 발주자의 요구사항을 파악하여 품질모델에 반영함으로써 개발된 대안이 발주자의 요구사항을 충족시키도록 하고 있다. 그러나 기능분석과 아이디어 도출 및 평가를 통하여 개발된 대안이 발주자의 요구사항을 얼마나 반영하고 있는지를 검증할 수 있는 프로세스는 없다. 본 연구는 VE Job Plan 중에 개발된 대안에 대한 발주자의 만족도를 평가할 수 있는 방법론을 개발하여 검증하고 효과성을 입증하고자 하였다. 상품기획에서 요구사항의 만족, 불만족 여부를 파악할 수 있는 카노(KANO) 모델을 VE의 대안 검증절차를 위한 방법론으로 설정하고 본 연구의 목적에 맞게 개선하여 적용하였다. 연구 결과 본 연구에서 개발된 대안평가 방법은 유용한 것으로 판단되었다. 향후 카노(KANO) 모델이 VE Job Plan 분석단계에서 VE대안에 대한 만족도를 평가하는데 활용될 것으로 기대한다.

• The Journal of Asian Finance, Economics and Business
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• 제9권5호
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• pp.157-169
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• 2022

Job love is an emerging phenomenon, which is the utmost approach to fulfilling employees' and organizations' mutual interests, especially performance. The current study aims to define and extend the existing proposed construct of "loving one's job" as job love. It provides a novel theoretical multi-level framework of job love, contextual factors, and performance principled on the attraction-selection-attrition framework and social exchange theory through an integrated approach. This study collected cross-sectional data through a questionnaire from 332 nurses across eight tertiary hospitals in Khyber Pakhtunkhwa, Pakistan. The findings are based on the structural equation modeling technique (SEM) at multi-levels. The results show significant relationships between job love, contextual factors, and performance at the individual and organization levels. There are some insignificant relationships between the variables at the cross-level. Job love plays a key role for both employees and organizations. It facilitates the individuals in the recruitment process to select the job they love, be a good fit, and stay committed to that particular job and organization. This phenomenon allows people to pursue their common interests. Job love assists firms in developing human resource capacity utilization plans that satisfy the needed requirements.

• International Journal of Knowledge Content Development & Technology
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• 제8권3호
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• pp.29-40
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• 2018

This paper discussed motivation, some theories of motivation and motivation of library personnel. The most important aspect of any organization is its workforce. Motivation arouses, energizes, influences and sustains behaviour and performance of employees. Motivating factors include extrinsic factors which pertain to the conditions under which a job is performed and intrinsic motivators which contribute to job satisfaction and subsequently increase productivity. Two levels of motivation were identified in the library: the need-factor motivation and the profession-related motivation. Need-factor motivation is well-pronounced in the lower cadre of library staff such as library assistants, clerical staff, and porters who set their priority on economic needs. The profession-related motivation occurs among professionally trained librarians whose motivation hinges self-fulfillment derived from professional growth and development. Other motivating factor in the library is job design which includes job rotation, job enlargement, and job enrichment. Job design specifies the contents or methods of any job in such a way that various requirements of a job can be effectively satisfied. Adequate motivation of library employees lies with the managers because they generally control work distribution, freedom and autonomy, work challenge Remove, staff development and training, and advancement opportunities. The managers are urged to create enabling environment to ensure improved commitment, satisfaction, and productivity of employees in the library.

• 대한영양사협회학술지
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• 제28권2호
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• pp.143-159
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• 2022

This study was undertaken to assess levels of job stress, self-efficacy, job satisfaction, and job involvement as perceived by school dietitians/nutrition teachers during the early stage of the COVID-19 pandemic and to determine the effects of these three factors. An online survey was sent from May 18 to May 26, 2021, to school dietitians/nutrition teachers in Seoul with experience of foodservice operations during 2020; 250 responses were used for this analysis. Job demands contributed most to job stress, whereas human relations contributed most to job satisfaction. Job stress caused by COVID-19 had a negative impact on self-efficacy (P<0.01) and job satisfaction (P<0.01), but a positive impact on job involvement (P<0.05). Self-efficacy positively impacted job involvement (P<0.01) but did not significantly influence job satisfaction. However, job satisfaction during early COVID-19 positively impacted job involvement (P<0.05). In conclusion, job stress associated with job requirements was greater during the early stage of the COVID-19 pandemic than before the pandemic guidelines are needed that enable school dietitians/nutrition teachers to better cope with the job pressures generated by infectious diseases.

• Journal of Information Technology Applications and Management
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• 제15권3호
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• pp.61-77
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• 2008

Research results show (1) there are two dimensions characterizing Korean IS practitioners : 'project -operation' and 'product-orientation-strategic-orientation', (2) there are two distinctive and main career paths of Korean IS practitioners : generalists who support using information systems in the context of operation and specialists who are engaged in software development or improvement projects, and (3) Korean IS practitioners are experiencing serious and pervasive knowledge and skill deficiencies. Research results also provide clear evidence that Korean universities fail to provide eligible entry-level software developers and that the shortage of eligible entry-level software developers distorts both IS specialists' careers and knowledge and skill requirements for them.

• 한국컴퓨터정보학회논문지
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• 제6권4호
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• pp.138-145
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• 2001

본 논문에서는 분산처리시스템에서 서버에 대한 작업의 서비스요구와 서버의 서비스율이 네트워크환경에 따라 모호성을 갖는 경우, 시스템의 성능을 평가할 수 있는 퍼지 폐쇄형 BCMP 큐잉네트워크모델을 제안하였다. 이 모델은 퍼지요소들을 처리할 수 있는 퍼지평균값분석방법을 사용하여 시스템성능을 평가할 수 있는 측도를 유도하였다. 이들의 유효함을 검증하기 위하여 제안한 모델에 작업의 서비스요구와 클라이언트의 수의 변화에 따른 성능평가를 시뮬레이션 하였고, 그 결과를 확인하였다.