• Land and Housing Review
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• v.11 no.4
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• pp.1-13
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• 2020

This research explores the generational similarities and discrepancies of socio-demographic and housing statuses between young adult children leaving the parental home and their parents. Utilizing the 20th Korean Labour and Income Panel Study (KLIPS), this study identified a total of 609 households who have left their parent home from 1999 to 2017. Two-thirds of the adult children were married couples while the rest was singles. Children's educational level was higher, and their household size was smaller than their parents. Both generations were mainly headed by employed and married men. The vast majority of the adult children lived in the same area with their parents and lived as tenants in much smaller housing than their parents. On the contrary, most parents were homeowners of a large single-family home. The generational differences were clearly observed in housing tenure, housing structure, and housing size. Although leaving parents' home is part of a transition to adulthoods (depending on the stability of the labor market and the affordability in the housing market), that process was largely triggered by the employment status that can lead to economic independence rather than their marital status. Both housing and job opportunities are important factors to determine independent life.

• The Korean Journal of Food & Health Convergence
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• v.7 no.3
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• pp.41-50
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• 2021

The purpose of this study is to analyze the work value factors regarded as important by the culinary-related graduates in their 20s, and also to analyze the effects of work value factors on the life satisfaction. To achieve this purpose, this study analyzed the data of 155 graduates from departments including 'culinary arts', 'foodservice', and 'confectionery' among the college graduates in their 20s who participated in GOMS 2018. The results of analysis are as follows. First, the new generation majors in culinary arts showed the high importance of their aptitude and interest, employment stability, earned income. Second, in relation to the major field, the male graduates majored in culinary arts more highly perceived the importance than the female graduates majored in culinary arts. On the other hand, regarding the social reputation of job and work duty, the female graduates majored in culinary arts more highly perceived the importance than the male graduates majored in culinary arts. Third, the developmental value factor of work value had positive effects on the life satisfaction. Thus, the career-related staffs or professors of college should provide the career guidance by considering gender when the majors in culinary arts transit to the labor market after graduation.

• Safety and Health at Work
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• v.13 no.1
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• pp.32-39
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• 2022

Background: Industrial accidents can determine the overall level and quality of the work environment in industries and companies that contribute to national economic development. Korea has transformed the country from an international aid recipient to a donor country, but it has ranked first among the Organisation for Economic Co-operation and Development member countries in the number of fatal industrial accidents. Little has been known about the policy effects in terms of the workers' insurance for their industrial accidents and rehabilitation. This study raises two research questions about the influence of workers' personal characteristics and vocational rehabilitation services on their return to workplaces. Methods: The study implements weighted logistic regression analysis using propensity score matching. This research utilizes the relevant dataset (3,924 persons) of Korea's industrial accident and insurance. Results: The findings show that the level of workers' awareness of health recovery and their counseling for rehabilitation by physicians had positive effects on their return to work. Environmental factors such as workers' job stability at the time of industrial accidents and the temporal effects of industrial accidents (e.g., the level of disability, their age) had negative impacts on their return to work. Conclusions: These findings have policy implications that the concentration of rehabilitation services for patients who have been mildly affected by industrial accidents would be effective in the short and medium term. The findings also highlight the necessity of ongoing policies about workers' vocational recovery with concrete evidence about policy impacts.

• IEMEK Journal of Embedded Systems and Applications
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• v.18 no.4
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• pp.165-172
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• 2023

Heterogeneous computing is a technology that utilizes different types of processors to perform parallel processing. It maximizes task processing and energy efficiency by leveraging various computing resources such as CPUs, GPUs, and FPGAs. On the other hand, edge computing has developed with IoT and 5G technologies. It is a distributed computing that utilizes computing resources close to clients, thereby offloading the central server. It has evolved to intelligent edge computing combined with artificial intelligence. Intelligent edge computing enables total data processing, such as context awareness, prediction, control, and simple processing for the data collected on the edge. If heterogeneous computing can be successfully applied in the edge, it is expected to maximize job processing efficiency while minimizing dependence on the central server. In this paper, experiments were conducted to verify the feasibility of various parallel programming models on high-end and low-end edge devices by using benchmark applications. We analyzed the performance of five parallel programming models on the Raspberry Pi 4 and Jetson Orin Nano as low-end and high-end devices, respectively. In the experiment, OpenACC showed the best performance on the low-end edge device and OpenSYCL on the high-end device due to the stability and optimization of system libraries.

• Journal of Korea Society of Digital Industry and Information Management
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• v.20 no.3
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• pp.101-115
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• 2024

Compensation plays an important role in increasing the satisfaction of organizational members and reducing turnover. A balanced approach including competitive base salary and performance-based compensation can meet the financial and psychological needs of members, creating more dedicated and satisfied organizational members. From this perspective, this study was conducted on the impact of trainers' performance-based compensation system on customer satisfaction and turnover rate, focusing on TASTE FITNESS. TASTE FITNESS established differentiated compensation and performance-based compensation system based on performance-based compensation for each job group of counselors, managers, and trainers working within the organization, and confirmed that this led to the turnover rate of organizational members and customer satisfaction. However, a more efficient and satisfactory compensation system can be established by supplementing the stability of performance-based compensation, supporting the initial entry stage, diversifying performance-based compensation, and strengthening long-term performance-based compensation. This is an issue that should be considered not only by TASTE FITNESS but also by all similar industries.

• Journal of radiological science and technology
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• v.47 no.4
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• pp.255-262
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• 2024

Although a universally accepted definition of artificial intelligence (AI) remains elusive, the terminology has gained widespread familiarity owing to its pervasive integration across diverse domains in our daily lives. The application of AI in healthcare, notably in radiographic imaging, is no longer a matter of science fiction but a reality. Consequently, AI education has emerged as an indispensable requirement for radiological technologists responsible for the field of radiology. This paper underscores this imperative and advocates for the incorporation of AI education, using the Orange platform in university radiology department as part of the solution. Furthermore, this paper presents a case study featuring machine learning analysis using structured data on exposure doses for radiation related workers and unstructured data consisting of X-ray data encompassing 69 COVID-19-infected cases and 25 individuals with normal findings. The emphasized importance of AI education for radiology professionals in this research is expected to contribute to the job stability of radiologic practitioners in the future.

• Korean Journal of Child Education & Care
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• v.18 no.2
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• pp.85-102
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• 2018

The purpose of this study is to determine the working conditions and demands of the assistant workforce at childcare centers, and to provide suggestions on policies for childcare teachers. To achieve the purpose of the study, a total of 190 assistant teachers, nursing helpers, alternative teachers and others were surveyed online during the month of August 2017. The survey examined the employment route and working motives, working conditions and environment, job and educational difficulties for analyzing the work conditions and demands of ancillary staff. For the analysis method, SPSS 12.0 was used to analyze frequency and difference. The main findings are as follows. First, childcare center assistants were able to work at their respective times, making it mandatory for them to enter the workforce, and making job openings for ancillary teachers. Second, 73.7% said the daily working hours were '4 hours to 8 hours' under the conditions and 57.9% said 'More than 510,000 won to less than 1 million won.' Average amount of rest time per day was about 30 minutes, and 17% had no rest periods. Third, based on the job and education status, ancillary personnel performed "infant and child guidance and interaction", "Cleaning and cleanliness related tasks" most actively, and "care for cleaning and cleanliness" and "care for morning and night care". Fourth, in the job trouble and difficulty, ancillary staff found it difficult to satisfy with wage related complaints and job insecurity, and the reason for agreeing to the non-regular workforce becoming a regular worker was found to be due to the stability of employment. Lastly, the most urgent tasks to solve the problem of non-regular workers were to fill the wage gap between regular and irregular workers, shorten the working hours and improve the working conditions. The policy implications are presented based on the above findings.

• 대한공업교육학회지
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• v.39 no.2
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• pp.58-80
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• 2014

The purpose of this study was to analyze career cognition, key competency, vocational values of university students and junior college students. The study was carried out through questionnaire survey method. The population sample for the study constituted 368 completed questionnaires from sample of 373 freshmen-women of university and students. A survey questionnaire consisted of career cognition items, key competency scale, vocational values scale, and personal characteristics items. The construct validity of key competency scale and vocational values scale were confirmed by factor analysis with varimax rotation. Both descriptive and inferential statistics were employed for data analysis. Major findings of this study were as follows: First, university students and junior college students most wanted to get a job after graduate. Many students decided their career at high school days. Many students were not prepared for their career after graduate. They recognized that major curriculum of university and junior college was very helpful to prepare their career. And many students discussed with their parents about their career. Second, key competency of them was moderately high. In the items of key competencies, 'communication and following' was the highest. And key competency of university students was better than that of junior college students. Key competency of male students was better than that of female students. Third, vocational values of them were high. In the items of vocational values, 'occupational stability' was the highest, and 'work in freedom and challenge' was the lowest. 'Occupational stability' and 'work in freedom and challenge' of junior college students was higher than that of university students. And 'occupational stability' of female students was higher than that of male students.

• Journal of the Korean Society of Food Science and Nutrition
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• v.33 no.10
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• pp.1646-1652
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• 2004

This study is to help management of foodservices with the means of preparing a favorable food service environment which will likely improve employees' job satisfaction and present the plans for Quality leadership which are capable of effectively improving the aims of food service. Transformational leadership (4.08) that includes charisma (4.12), intellectual stimulation (4.12) and individual consideration (4.01) was more strongly observed by employees than transactional leadership (3.35) that includes contingent reward (3.99) and management by exception (2.70). According to employees' age, it was shown that individuals over 40 observed transformational leadership significantly more frequently than those below 30. When considering academic background, both transformational leadership and transactional leadership were more strongly observed in the group of lower education. When the type of employment was considered, contract workers showed higher individual consideration and contingent reward than regular workers. Also, when the consideration of working places was taken into account, employees who were employed by schools presented a stronger observance of transactional leadership than employees in industrial cooperation or hospitals. Employees, especially in schools, were more receptive to dietitians' contingent reward than hospital employees. Regarding age, dietitians below the age of 40 had stronger transformational leadership skills, but there was no significant difference in the case of transactional leadership. According to these items of leadership, dietitians over 40 felt stronger in management without exception. Relationship with co-workers was the highest among job satisfaction (3.84), coworkers (4.00), stability (3.60), autonomy (3.76). In the collective food service organization, there was a positive correlation between management expectations and the expectations of the dietitians' management styles and employees' job satisfaction.

• Management & Information Systems Review
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• v.17
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• pp.191-214
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• 2005

Recently, most enterprises are having a knowlege management boom. A number of books associated with the knowlege management are being published, countless public seminars are held, and many research councils have been organized studying it formally or informally as if not importing the system is like falling behind a fashion. However, there are not many cases that achieved success by constructing the system of knowledge management. Then, why the knowledge management is not so much effective despite so many voices wanting the change of management system and a lot of public lectures about it? I guess the reason is that most companies do not have concrete methodology. Seeing a result of a survey which reported that with spread of venture boom and successful examples being known widely, the outflow of precious human resources is accelerated and a large number of employees of conglomerates have already resigned or are considering separation from their positions, we can realize that are occurring a change which can be nearly called severance in an occupational view and an organization culture. The preference to a large enterprise or a public institution of labor is low today and the notion about a lifelong job is regarded as past remains. As for this, it could be said that the social atmosphere that pursued the stability of a job has been changed to the practical one that attaches importance to ability and pay. The way of thinking of employees has been changed while established organizations cannot satisfy their desire and this explains why important members of a company are flown out. The reason why superior human resources move to venture businesses is that they can do their likable work and also prove their ability as well as unconventional rewards. Although existing companies are trying to preserve important human resources through performance compensating stock option, temporary patching up of personnel management cannot retard the rushing wind of foundation and the outflow of labor. On the contrary, clumsy import of performance-based reward system not only fails to hire superior labor power but also can bring about a sense of incompatibility and conflicts among the remaining employees. Therefore, this thesis, focusing on how to choose, develop, and maintain the human resources, will suggest a future-aiming human resources management model of Korean enterprises after comparing and analyzing the actual condition of domestic companies and the trends of advanced corportaions.