• KDI Journal of Economic Policy
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• v.30 no.2
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• pp.61-97
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• 2008

This paper aims at analyzing the practice of job rotation in the Korean government and putting forward policy suggestions. The Korean government is often accused of low capacity and weak competitiveness, which mainly result from the low expertise of public officials. Considering the high quality of human resources flowing into the public sector in Korea, solutions should be found from the structure of the system. This paper regards frequent position changes due to excessive job rotation as a key factor undermining the accumulation of expertise and conducts in-depth analyses. The current practice of frequent rotation shows that the average tenure period of government officials at director level and above is only about one year, far shorter than those in major developed countries, which causes many problems such as low efficiency, lack of accountability and policy consistency, and low opportunity for accumulating expertise. Simple models are set up to analyze job rotation and other alternative personnel management systems. Analyses find that it would be desirable to have each individual experience various positions during the initial rotation period to find his/her own aptitude, and then accumulate expertise by settling in at a certain specialized field for a prolonged period of time based on the revealed aptitude in mid and high positions. This turns out to be in line with the structure of the Career Development Program which is being introduced. The model-based analysis of this paper distinguishes this study from preceding ones conducted in the traditional framework of personnel management study. Practical measures to mitigate the problems of frequent job rotation include rotating within the area of specialty, narrowing the scope of transfer, and reinforcing the minimum tenure period. However, since the current frequent rotation is fundamentally attributable to the rank system based on seniority, the present civil service classification system needs to be converted into a position classification system in the long run.

• Culinary science and hospitality research
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• v.11 no.4 s.27
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• pp.59-76
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• 2005

The purpose of this study is to illuminate the influence happened by the process of acquirement of professional cooking skills related to satisfaction with duty of hotel cooks according to the development and expansion of the food service industry. First, interaction with colleagues, working environment, accomplishment of duty, satisfaction of duty etc. have a big effect on improvement of cooking skills, that is, acquirement and accumulation of cooking skill. Therefore, it's confirmed that improvement of skill can be promoted if we focus on this kind of factors and meet more positively. Second, field education training should be operated professionally with systematic education training. Third, duty rotation has an effect on skill advancement. It can be interpreted that oppressive feelings caused by ability, skill, knowledge, human relations etc. which is required in new business related to frequent change of the business in one's charge can have an effect on duty satisfaction. It's considered that comprehensive and in-depth study should be accomplished in future concerning duty rotation, field training.

• Culinary science and hospitality research
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• v.19 no.3
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• pp.291-304
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• 2013

This study analyzed the effects of Employee Value Proposition (EVP) and the impotance of a job rotation system on the subjective career success. The total 379 samples were surveyed from employees engaging in domestic hotel enterprises located in Seoul using convenient sampling method. The result of this research is as followings. First, EVP has total 5 factors('career development,' 'affiliation,' 'work environment,' 'work content' and 'pay & reward') and job rotation has total 3 factors('individual capacity improvement,' 'procedural justice,' and 'career development'). Second, the results of hypotheses test using a series of multiple regression analysis indicate that EVP factors including 'career development,' 'affiliation,' 'work environment,' and 'work content' influence subjective career success. However, EVP factor of 'pay & reward' does not influence subjective career success. Similarly, EVP factors excluding 'pay & reward' affect a job rotation system. Lastly, a job rotation system positively affects subjective career success. Based on the analysis results, we could draw the importance of the non-financial reward instead of financial reward in the perception of employees' subjective career success. As a research implication, the importance of the creative organization culture was suggested in the conclusion section.

• Journal of the Korea Convergence Society
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• v.6 no.6
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• pp.119-129
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• 2015

The purpose of this study is to show how much career management systems of hospital affect the psychological states of hospital employees. The research was dealing the issues about hospital's career management systems which affect exhaustion, cynicism, and job engagement. We found that job rotation has a negative significant effect on exhaustion. In addition, job rotation also negatively influence cynicism. On the other hand, career education and training has a positive effect on job engagement. Career management support systems and evaluation of career development, however, do not have significant effect on dependent variables. Thus, effective career management systems for hospital organizations are job rotation and career education and training programs. Finally, based on the analyzed results, this study has provide useful information for hospital management to establish efficient and productive human resources-management systems in order to increase in job engagement and reduce exhaustion and cynicism of employees as well.

• The Journal of the Korea Contents Association
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• v.19 no.2
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• pp.22-35
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• 2019

Utilizing fit theory in strategic human resource management, this study examines the impact of two HR practices on newcomer turnover rates. While there is a growing body of research identifying the linkage between high-performance work systems(HPWS) and improved organizational performance through higer employee commitment, little research addresses how specific mechanisms among the systems deliver different performances to organizations. Using management by objective(MBO) and job rotation in HPWS, we found a strong main effect of each practice-it decreases newcomer turnover rates. This main effect becomes stronger when one practice combined with another, showing synergy exists. Linking HPWS research to turnover, this study provides insightful evidence of interactions between MBO and job rotation for organizational performance.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.1
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• pp.53-64
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• 2001

The study was done to evaluate patient satisfaction with nursing care. The study subjects were patients admitted in a general hospital in Gangwon province. The instrument used in the study was developed by Lamonica. The reliability alpha of this tool 0.8596. The survey method was applied to collect data period of data collection was total 21days from September 4rd to September 24th in 2000. The data was analysed by statistical method of %, mean, ANOVA, Pearson's Correlation Coefficients though SPSS program. The follows are the summaries of results of the study. 1. The highest scores of satisfaction was shown in the area of technical professional nursing and the lowest scores was shown in area of nursing education. 2. The crossed analysis of patient general characteristics and satisfaction of nursing care showed a significance by marriaged status(p<0.05) but no significance by factors of sex, ages, education, religency. 3. Job satisfaction of nurses showed 2.79 in average on the basic of 5 marks. 4. The significant Correlation were found between job satisfaction degree and bed rotation rates , number of patients by one nurse, experience of nurse(p<0.05). 5. The significant Correlation were found between nursing satisfaction degree and ages, job satisfaction, bed rotation rates, number of patients by one nurse(p<0.05), experience of nurse(p<0.01). On basis of the above findings the following recommendations are made : to suggest to improve environment of nursing unit. And to suggest to improve job satisfaction for improvement of nursing satisfaction in practice.

• Journal of Digital Convergence
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• v.6 no.2
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• pp.107-115
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• 2008

This paper aims to examine the main factors of the job embeddedness on organizational citizenship behavior and job performance. To accomplish these purposes, the main factors of the job embeddedness such as fit, linkage, and sacrifice were found from the previous studies. The questionaries of 250 were distributed to the employees working at the Gumi Industrial Complex. The questionaries of 220 were obtained and 204 were analyzed through frequencies, correlation and multiple regression. The results of this study are as follows; First, we conducted exploratory factor analysis for three constructs (fit, linkage, and sacrifice) using oblique rotation method that did not assume independence among the factors and main factors of job embeddedness were grouped together by three factors. Second, it is shown that three main factors of job embeddedness have a positive influence on the organizational citizenship behavior and job performance (p<0.05). This study, however, have limitations of number of sample and survey area. The future study should consider these limitations in improving model applicability in practice.

• 한국디지털정책학회:학술대회논문집
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• 2006.06a
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• pp.77-86
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• 2006

This paper aims to examine the main factors of the job embeddedness on organizational citizenship behavior and job performance. To accomplish these purposes, the main factors of the job embeddedness such as fit, linkage, and sacrifice were found from the previous studies. The questionaries of 250 were distributed to the employees working at the Gumi Industrial Complex. The questionaries of 220 were obtained and 202 were analyzed through frequencies, correlation and multiple regression. The results of this study are as followings; First, we conducted exploratory factor analysis for three constructs (fit, linkage, and sacrifice) using oblique rotation method that did not assume independence among the factors and main factors of job embeddedness were grouped together by three factors. Second, it is shown that three main factors of job embeddedness have a positive influence on the organizational citizenship behavior and job performance (p<0.05). This study, however, have limitations of number of sample and survey area. The future study should consider these limitations in improving model applicability in practice.

• KOREAN JOURNAL OF CROP SCIENCE
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• v.38 no.4
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• pp.304-311
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• 1993

To find out suitable crops and their rotation years with rice for paddy-upland rotation, continuous rice cropping and rice with 1, 2 and 3 years cropping of upland crops(soybean, maize and job's tears) were tested for four years from 1989 to 1992. Rice yield, when averaged over rotation years for each crop, was increased ranging from 7% to 12% when compared with that of continuous rice cropping. With every crop, rice yield of 2 year upland rotation was higher than that of 1 year upland rotation, but rice quality seemed to deteriorate in paddy-upland rotation. When considering yields of the upland crops, 1 year rotation was the best condition for soybean and job's tears, with 3 years rotation being the best for maize. In paddy-upland rotation, number of weed species and its occurrence rates were reduced in paddy and upland condition and the reduction rates in paddy condition were higher than those in upland condition. Physical properties of soil were improved in paddy-upland rotation and airphase seemed to increase with increasing upland period.

• Industrial Engineering and Management Systems
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• v.4 no.2
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• pp.165-175
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• 2005

Two extreme and one mixed procedures for designing a noise hazard prevention program are discussed in this paper. The two extreme design procedures (engineering-based and HPD-based) yield upper and lower bounds of the total noise control cost, respectively; while the mixed design procedure provides an optimal noise hazard prevention program within a given total budget. The upper bound of the workforce size for job rotation is approximated using a heuristic procedure. Six optimization models are developed and utilized by the mixed procedure to eliminate or reduce excessive noise levels (or noise exposures) in an industrial workplace. The mixed procedure also follows the OSHA’s hierarchy of noise control. A numerical example is given to demonstrate the application of the proposed design procedures.