• Journal of Distribution Science
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• v.14 no.8
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• pp.23-33
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• 2016

Purpose - The purpose of this study was to analyze the effects of education & training and organizational culture on job satisfaction and organizational commitment and then examine the difference that would appear depending on the job title in the case of Korean employees in the manufacturing industry. Research design, data, and methodology - Our sample consisted of 1,013 administrative employees in the manufacturing industry with data extracted from the 4th Human Capital Corporate Panel (2011) survey. Descriptive statistics and multiple regression analysis were conducted. Results - Results showed that education & training had positive effect only on job satisfaction while organizational culture had positive effect on both job satisfaction and organizational commitment. Components under education & training (duration of the formal learning, efficacy of formal learning and efficacy of informal learning) and organizational culture (equity, communication, talent recognition, innovation) that were found to be affecting job satisfaction and organizational commitment revealed to be different depending on the hierarchical position of the employee. Conclusions - Different approach and policy for each group of job title could be considered in order to increase job satisfaction and enhance organizational commitment of the employees.

• Korean Journal of Clinical Laboratory Science
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• v.53 no.1
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• pp.105-121
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• 2021

To investigate and accommodate opinions on the revision of the official occupational title of the medical technologist, the Korean Association of Medical Technologists (KAMT) requested 22,638 people registered as its regular members to participate in an online survey and select their two preferred options from the alternative job titles presented. Survey responses were collected from 3,999 people (17.66%). To examine job title preferences among the KAMT members, each respondent was asked to choose two terms from the choice set. As a result, 6,958 responses were obtained, and out of the total responses, 5,555 (79.83%) indicated a choice for a job title that included the word 'analyst' as the preferred alternative. The survey results showed that "Diagnostic Laboratory Analyst" was the most preferred alternative selected by the largest proportion of respondents (2,417 responses, 34.73%), followed by "Clinical Laboratory Analyst" (1,710 responses, 24.57%), "Biomedical Pathology Technologist" (758 responses, 10.89%), "Biomedical Analyst" (730 responses, 10.49%), "Biomedical Laboratory Analyst" (730 responses, 10.03%), and "Clinical Laboratory Scientist" (646 responses, 9.26%). Therefore, based on the responses of the surveyed members, results of consultation and literature review, the Standard Classification of Occupations (SCO), and the current status of the job titles used in major countries, it is suggested that the occupational title of medical technologists should be changed by adopting "Diagnostic Laboratory Analyst", "Biomedical Laboratory Analyst", or "Biomedical Analyst" as their new official job title.

• Korean Journal of Clinical Laboratory Science
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• v.50 no.1
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• pp.54-62
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• 2018

In the 2000's, due to a change in hospital management strategy, the organizational structure shifted from a hierarchical system to a team system. While the hierarchical system is characterized by being activity centered, job title linked, and vertically managed, the team system is characterized by being competency centered, job title segregated, and horizontally managed. The job titles of medical technologist manager was surveyed three times in 1997, 2007, and 2017. It has been confirmed through staff members working at 24 hospitals in more than 500 beds in the metropolitan area. The results of job titles follow are as follow: "Team Leader; Part Leader" 14/24 (59%), "Chief Technologist; Area Head Technologist" 7/24 (29%), and "Chief" 3/24 (12%). The present authors propose an alternative name based on the team system to refine the three job titles currently used by medical technologists. First, the Chief Technologist is unclear if it refers to the Technologist General Manager or Technologist Manager. The Chief Technologist should be changed to "Team Leader". Second, given that Area Head Technologist or Section Chief are on the same position as Head Nurse, we suggest that Area Head Technologist or Section Chief should be changed to "Part Leader". Third, while the organization regulation is marked merely as Department of Laboratory Medicine according to the hierarchical system, it is marked as Laboratory Medicine Team according to the team system. Medical technologists come to have more belongingness, feeling of solidarity, and intimacy under the team system.

• Journal of Technologic Dentistry
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• v.25 no.1
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• pp.173-185
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• 2003

This study mainly intends to determine the factors for which dental technicians are satisfied with their jobs and how much the resulting job transfer rate is and thus to identify the correlation between them. For these purpose, 200 subjects were sampled out of dental technicians in Seoul and Incheon, and the survey was performed from July 19, 2002 to August 15 (for 25 days) with self-administered questionnaire. Out of all collected questionnaires, 131 pieces(65.5%) were addressed for this study. As for the tools for this study, the structured questionnaire was used with its proven reliability and feasibility, and the contents of questionnaire consisted of 32 questions on the basis of related references. The contents of questionnaire were categorized into 3 sections: General attribute of subjects; Factors for which dental technicians are satisfied with their jobs; and their intention of job transfer. The questionnaire consisted of total 32 questions which included general attribute of subjects(10 questions), factors of their satisfaction with jobs(17 questions) and intention of job transfer(5 questions). The data analysis was processed by computerized system with SPSS(Statistical Package for Social Sciences). Statistical analysis techniques included frequency, percentage, T-test, F-test analysis and regression analysis. As a result of those analyses, the conclusion can be summarized as follows: 1. As a result of analyzing the factors for which the subjects were satisfied with their jobs, it was found that there were significant differences in career and job title out of question items(P<0.001). It was also shown that the factors of subjects' satisfaction averaged 3.43, which was considerably higher value than I expected. It was found that job and management factors were major job satisfaction factors. 2. As a result of analyzing the intention of subjects to decide their job transfer, it was found that there were significant differences in job title and marital status out of question items(P<0.001). It was shown that the total average of the intention of their job transfer amounted to 3.06. It was shown that dental technicians have relatively higher intention of job transfer from their current work place. 3. It was found that there was inverse correlation between the factors of subjects' satisfaction with their jobs and their intention of job transfer(r=-0.490, P<0.05). Likewise, it was also found that there was inverse correlation mostly between the evaluation value for each independent variable region in term of each factor of job satisfaction and the value for the intention of job transfer. In view of these correlations, it was concluded that higher job satisfaction likely led to lower job transfer. 4. As a result of regression analysis so as to determine the influences of job satisfaction factors on the intention of job transfer, it was found that the highest influential factor was management factor. And it was shown that the test values of model were statistically significant and its explanatory power amounted to 54.6%.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.22 no.1
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• pp.9-19
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• 2012

Objectives: The aim of this study is to critically review the exposure surrogates and estimates used to associate health effects in wafer fabrication workers such as spontaneous abortion and cancer, as well as to identify the limitations of retrospective exposure assessment methods Methods: Epidemiologic and exposure-assessment studies of wafer fabrication operations in the semiconductor industry were collected. Retrospective exposure-assessment methods used in cancer risk and mortality and reproductive toxicity were reviewed. Results: Eight epidemiologic papers and two reports compared cancer risk among workers in wafer fabrication facilities in the semiconductor industry with the risk of the general population. Exposure surrogates used in those cancer studies were fabrication(vs. non-fabrication), employment duration, manufacturing eras, job title (operator vs. maintenance worker) and qualitative classifications of agents without assessing specific agent or job-specific exposure. In contrast, specific operation, job title and agents were used to classify the exposure of fabrication workers, contributing to finding a significant association with spontaneous abortion (SAB). Conclusion: Further epidemiologic studies of fabrication workers using more refined exposure assessment methods are warranted in order to examine the associations between fabrication work, environment, and specific agents with cancer risk or mortality as used in SAB epidemiologic studies.

• Journal of Information Technology Services
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• v.20 no.3
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• pp.57-73
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• 2021

Recently, online job websites have been activated as unemployment problems have emerged as social problems and demand for job openings has increased. However, while the online job platform market is growing, users have difficulty choosing their jobs. When users apply for a job on online job websites, they check various information such as job contents and recruitment conditions to understand the details of the job. When users choose a job, they focus on various details related to the job rather than simply viewing and supporting the job title. However, existing online job websites usually recommend jobs using only quantitative preference information such as ratings. However, if recommendation services are provided using only quantitative information, the recommendation performance is constantly deteriorating. Therefore, job recommendation services should provide personalized services using various information about the job. This study proposes a recommended methodology that improves recommendation performance by elaborating on qualitative preference information, such as details about the job. To this end, this study performs a topic modeling analysis on the job content of the user profile. Also, we apply LDA techniques to explore topics from job content and extract qualitative preferences. Experiments show that the proposed recommendation methodology has better recommendation performance compared to the traditional recommendation methodology.

• Fashion & Textile Research Journal
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• v.7 no.1
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• pp.41-48
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• 2005

The purpose of this study was to investigate social support buffering stress symptoms and the relationship between stress symptoms and job performance. The data were obtained from questionnaires completed by 529 workers employed in textile or clothing companies. The SPSS package was used for data analysis which included t-test, ANOVA, and correlation analysis. The results showed there were significant differences in the perceived levels of social support according to individual differences such as gender, marital status, length of service, title of current position, and division of responsibility. Workers with a high level of supervisor or co-worker social support were found to have the lower levels of stress symptoms. Social support appeared to moderate the relationship between stress symptoms and job performance.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.3
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• pp.336-345
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• 2009

Purpose: The purpose of this study was to examine job status and job satisfaction among clinical research coordinators. Method: Subjects were 91 clinical research coordinators participating in clinical trials at hospitals in Korea. Data were collected from July to August, 2008 using a structured questionnaire that include informed consent, and question as pertaining to, general characteristics, job related characteristics, and job satisfaction. The collected data were analyzed using SPSS 12.0 version. Result: Almost half of the subjects were called as nurse researcher. Major tasks included participant screening (100%), participant scheduling (100%), and obtaining informed consent from participants (98.9%). The most difficult aspect of work was salary (28.6%). The mean score on the job satisfaction was 80.21 (range: 54.00-109.00). Item related to promotion ranked lowest in job satisfaction. There were significant differences in job satisfaction according to the type of hospital (t=-3.640, p<.001), title (t=7.894, p=.001), and route for information of CRC (t=4.970, p=.001). Conclusions: Subjects feel poorly compensated, unrecognized, and perceive a limited career path. These factors are likely to diminish job satisfaction over time. Attention to these aspects through education program and criteria for clinical research coordinators could be helpful.

• The Transactions of The Korean Institute of Electrical Engineers
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• v.62 no.8
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• pp.1192-1197
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• 2013

In this paper Ubiquitous Medical Electronic Device Export was defined, and it's job analysis. The authors have been defined the job and classified duties and tasks of Ubiquitous Medical Electronic Device Export. To fine what is the most efficient task for Ubiquitous Medical Electronic Device Export, we have been investigated the levels of importance, difficulty, frequency and entry in each task. A DACUM committee is composed of total 12 members, which are one facilitator, 10 panel members, one coordinator & recorder to analyze the job of Ubiquitous Medical Electronic Device Export. Following is the result of this study. First, The process began with the identification of a job title and definition of Ubiquitous Medical Electronic Device Export. Second, a job model of Ubiquitous Medical Electronic Device Export is constructed based on the results of DACUM job analysis. 5 duties and 33 tasks are analyzed. Third, occupational specification was drawn up in consultation with SME council. Fourth, duty specification was drawn up in consultation. 33 tasks that are essential in entry level of occupation are identified. Fifth, task specification was drawn up in consultation. Detail task component which include skill, materials, knowledge, equipment, achievement level and tool was specified in task specification.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.1
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• pp.32-42
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• 2015

Purpose: This study was done to elicit basic data for effective human resource management by identifying the relationships among job embeddedness, emotional intelligence, social support, and the turnover intention of Nurses. Methods: Research design was to build a hypothetical causal model between variables and to verify its fitness. The sample for this study was 283 nurses with careers of more than 6 months in one hospital of more than 800 beds located in Seoul. They agreed in writing and this study was approved by the Institutional Review Board. Data were analyzed using SPSS 18.0 and AMOS 18.0 program. Results: Differences in general characteristics for the variables were significant for age, marital status, education, work experience, job title, income, and department. Job embeddedness, emotional intelligence and social support were significantly correlated to turnover intention. Job embeddedness to emotional intelligence and social support showed positive effects and a negative effect to turnover intention. Emotional intelligence to turnover intention showed a positive effect, but social support was not significant. Conclusion: Organizations should provide ways to minimize voluntary turnover of a competent workforce and demonstrate their competency. Also it should develop training and management programs to effectively utilize emotional intelligence.