• Journal of Fisheries and Marine Sciences Education
• /
• v.25 no.2
• /
• pp.393-404
• /
• 2013

In order to improve the employment rate of graduates in maritime and fisheries high schools, we investigated the employment situations of the those graduates for the last 8 years. The results were as follows, The ratio of graduates in maritime and fisheries high schools to total graduates of on-board departments are 69.1% and 30.9% respectively. The on-board employment rate of maritime high schools and fisheries high schools graduates are 63.2% and 26.7% respectively. Nearly all of the maritime high schools students were employed to merchant ship and fisheries high schools students were employed to merchant ship 77.2% and only 22.8% of them got a job on fisheries ship. The ratio of getting a job in maritime high schools to ocean-going ship was 76.7%, that was the highest ratio and the ratio of fisheries high schools got a job to ocean-going ship was 55.1%. The on-board career of maritime high schools graduates was 1~5 years, which took 86.4% of all careers and that of fisheries high schools was less than 1 year, which took 60.0% of all careers. We should make the various efforts to improve the employment rate of getting job to fisheries ship in the fisheries high school graduates.

• Journal of Fisheries and Marine Sciences Education
• /
• v.23 no.4
• /
• pp.779-785
• /
• 2011

In order to improve the employment rate of graduates in maritime and fisheries universities, we investigated the employment situations of the those graduates for the last 7 years. The results were as follows, The ratio of graduates in maritime and fisheries universities to total graduates of on-board departments are 69.1% and 30.9% respectively. The on-board employment rate of maritime universities and fisheries universities graduates are 63.2% and 26.7% respectively. Nearly all of the maritime universities students were employed to merchant ship and fisheries universities students were employed to merchant ship 77.2% and only 22.8% of them got a job on fisheries ship. The ratio of getting a job in maritime universities to ocean-going ship was 76.7%, that was the highest ratio and the ratio of fisheries universities got a job to ocean-going ship was 55.1%. The on-board career of maritime universities graduates was 1~5 years, which took 86.4% of all careers and that of fisheries universities was less than 1 year, which took 60.0% of all careers. We should make the various efforts to improve the employment rate of getting job to fisheries ship in the fisheries university gradustes.

• Journal of Korean Society for Quality Management
• /
• v.40 no.2
• /
• pp.219-230
• /
• 2012

These days, getting a gob is emerging as a hot social issue, and specialized sites offering job information are rapidly increasing. On the contrary of quantitative increase, job information sites have lots of problems with respect to satisfying customer's needs. This study is designed to explore web-site service quality factors in job information site, and relationship among characteristic web service quality, customer satisfaction, relationship quality and reuse intention. In this study we found that customer satisfaction is prior to relationship quality, which decide long-term customer relationship. And also, Trust which is one of the relationship quality and customer satisfaction affect customers reuse intent respectively. This study also found that characteristic service quality in related to job information site can be composed of four factors such as delivery of information, customization, web design and interaction. Delivery of information, web design and interaction affect trust, and web design and interaction affect customer satisfaction. And also relationship quality is prior to reuse intention.

• Journal of Korean society of Dental Hygiene
• /
• v.19 no.2
• /
• pp.231-239
• /
• 2019

Objectives: This study was conducted to understand the influencing factors of job satisfaction of clinical dental hygienists in schoolwork, and use the basic data to enhance their job satisfaction. Methods: A self-reported questionnaire was filled out by 210 dental clinic hygienists from June 10 to August 30 of 2018. Data were analyzed using SPSS 22.0. Independent t-test, one-way ANOVA, Scheffe's post-hoc test, and Pearson correlation coefficient were reviewed, and a multiple regression analysis was conducted. Results: The scores of subjects' professional self-concept, self-esteem, job stress, and job satisfaction were 3.37, 3.80, 2.79, and 3.37, respectively. The influencing factors of job satisfaction of clinical dental hygienists in schoolwork included marital status, support in workplace, professional self-concept, and job stress, with 41.6% of the explanatory power. Conclusions: The stronger the professional self-concept, the lower the job-stress and higher the job satisfaction. The job satisfaction was also higher in the group in which the subjects were married and getting support in the workplace compared to the other group with no support in the workplace. Therefore, support systems and institutional support are required for clinical dental hygienists to be continuously educated in the workplace.

• Journal of Families and Better Life
• /
• v.30 no.2
• /
• pp.47-64
• /
• 2012

Purpose of this research is to analyze young job-seekers' preparation for employment process. Participants for the present research include 30 unmarried single males and females in their 20s, who are preparing for employment after graduating four-year colleges. To follow the rule of data triangulation, data includes in-depth personal interviews, field notes, memorandums, coding books, and additional questionnaires. There are 556 abstracted meaning units, 15 subcategories, 11 main categories, and final 5 themes from the data analysis. The result showed that young job-seekers were experiencing a typical cycle of preparation, attempt, failure, slump, and downgrade in job seeking standard. It is also observed that youth unemployment was a persistent phenomenon of vicious circle not easy to overcome. Especially, young job seekers were reported to restructure the perception on employment as they struggle for seeking a job, in particular, at times of experiencing hardship during the job hunting process. The interviewees responded that the possibility of getting a job declines as the job hunting period drags on eventually ending up with applying for a job of lower qualification standard.

• Journal of the Korea Safety Management & Science
• /
• v.23 no.4
• /
• pp.135-146
• /
• 2021

It is getting more intensified with the competition among participating companies for global market share in major industrial fields. The situation is accelerating especially within the top 5 market share, and these include electric vehicles, semiconductors, chemicals, and shipbuilding industries. The key to the advantage over the competition within a strategic group is which company leads the innovation in the field. On-the-ground innovation refers to job-based innovation. This paper aims to analyze job unit innovation in the structure of empowerment, LMX, and job crafting. Existing studies on job crafting have suggested a causal structure based on job design in the traditional sense, and there are not many scholars who study the causal structure using a job situational model. Therefore, this paper takes an approach from the perspective of the job situation. As a result of the study, LMX showed a moderating effect on the relationship between autonomy provision and job crafting. While, in the relationship between meaing-giving and cognitive crafting, there is no significant moderating effect shown on the relationship between autonomy provision and cognitive crafting. Therefore, the results of the analysis in this study suggest that the meaning of jobs and participation in decision-making should be managed in an integrated way in structural and design areas, not just qualitative factors such as empowerment and leadership.

• Korean Journal of Adult Nursing
• /
• v.28 no.5
• /
• pp.572-584
• /
• 2016

Purpose: The purpose of this study was to explore the subjective experience of job stress among nurses working in long-term care hospitals. Methods: A phenomenological approach was used for the study. Data were collected from May to June, 2016 using open-ended questions during in-depth interviews. Participants were nurses working in long-term care hospitals and had reported experiences of stress. Six nurses participated in this study. Results: Six themes emerged from the analysis using Colaizzi's method: (a) Heavy workload and responsibility due to nurse shortage, (b) Getting exhausted by caring for cognitively impaired patients, (c) Feeling pressure due to conflict with patients' family, (d) compassion for patients who are getting worse, (e) Low value in being a long-term hospital nurse, and (f) Efforts to overcome stress. Conclusion: Sufficient labor supply, environmental improvements, program for improving interpersonal skills, education and counseling on end-of-life care, and recognition improvement about long term hospital are suggested to reduce the job stress of long-term hospital nurses.

• Journal of Labour Economics
• /
• v.26 no.3
• /
• pp.209-230
• /
• 2003

This study investigates the factors affecting job seekers' utilization of social networks in Korean job markets by using the East Asia Social Survey on People's Work Life: South Korea data collected in 1996. If employees are analyzed as a whole, social networks have been used more frequently than formal means and direct application. Results of the multinomial logistic regression largely show that job seekers who occupy better positions in job markets have used social networks less frequently. This is due to the characteristics of Korean job markets: (1) Korean job markets are clearly divided by several criteria, and (2) in the sectors of job markets which provide better socioeconomic rewards, the competition through formal means is the main path of getting jobs.

• The Korean Journal of Franchise Management
• /
• v.6 no.2
• /
• pp.51-66
• /
• 2015

As competition for better service between corporations is getting fierce, many efforts to improve service quality are being made endlessly. The quality of service is directly associated with customer satisfaction and the employee performance of emotional labor is a key factor to attain a high level of customer review and better corporation image. This study examines an influence of emotional labor on job stress and customer orientation in the context of a service franchise firm. The results are as follow. First, deep acting of emotional labor has a negative influence on job stress, and surface acting of emotional labor has a negative influence on customer orientation. Also, job stress has a negative influence on customer orientation. Second, deep acting of emotional labor does not have a positive influence on customer orientation. Third, surface acting of emotional labor does not have a positive influence on job stress. The findings of this study show that deep acting of service based on an employee emotion can produce the employee's better service attitude by decreasing employees' job stress, but standardized surface acting of service cannot. Therefore, franchisor needs to use employees' deep acting to improve the franchisee service quality.

• Journal of Korean society of Dental Hygiene
• /
• v.9 no.4
• /
• pp.633-643
• /
• 2009

Objectives : This study is aimed to help the dental hygiene department students to improve their adaptive ability to the field work by letting them know the performing levels required of the job world, by renovating the knowledge-centered curriculum, and by finding out the core competencies needed for successfully performing their duties and tasks in the work field. Methods : The survey tool was recomposed through the examination of the preceeding studies on basic vocational competencies and skills, and the survey has been done to 200 dentists in Seoul and Gyunggi provice. Results : 1. As for the job-getting routs, 35.1% of them finds their jobs through the job portal sites, and 21.3% through the recommendation by professors. So we can see the meaningful difference in the employment ways. 2. Dental hygiene clinics think that the purpose of their cooperation with the colleges is mainly to secure human resources by requiring the colleges to give field-centered education the colleges through. 3. The clinics for dental hygienic students' field learning have a great power for hiring the students. So it is necessary to set up a good management system of the clinics for dental hygienic students' field learning in order to reinforce the students' competitive power in getting jobs. 4. The priorities in basic working abilities needed for the task performance are in the order of vocational responsibility, self-managing & developing ability, interpersonal skill, and problem solving ability. 5. The core competencies required of those who graduate from dental hygiene school show the following scores by Likert measurement; good personality and vocational consciousness 2.16(${\pm}.677$), understanding power of major-related knowledge 2.19(${\pm}.723$), field adapting ability 2.31(${\pm}.748$), get-along-with ability 2.32(${\pm}.799$), interpersonal skill 2.42(${\pm}.768$), and self-development ability such as getting certificates 2.43(${\pm}.729$). Among the core competencies, the only meaningful factor which influences on their satisfaction measurement has been identified as the professional ability related to the major. Conclusions : The results suggest that the knowledge and skill related to the major are core competencies of able human resources and closely related with the professionality of the job, and so they are very important. However, job basic abilities are also proved to be important, which reinforce the students' activeness, self-regulation, and creativeness, and help them to pursue their lasting growth in their abilities.