• Journal of Korean Public Health Nursing
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• v.33 no.2
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• pp.188-199
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• 2019

Purpose: The aim of this study was to provide a person-job fit as the basis for a better job environment and human resource development by examining the causal relationships with the perceived organizational support and job satisfaction of 45 public health center nurses located in Gyeonggi Province. Methods: Frequency analysis, factor analysis, correlation analysis, path analysis, mediating effect, and moderating effect were verified for use by SPSS & AMOS 22 ver. to target to nurses located in Gyeonggi Province. Results: First, the person-job fit has a positive effect on the perceived organizational support and job satisfaction. Second, the perceived organizational support has a partial mediating effect. Third, there was no difference in verifying the moderating effect of full-time public servants and temporary public servants. Conclusion: This study examined the relationship among the person-job fit, job satisfaction as an organizational effectiveness, and the perceived organizational support of mediated effect for nurses working at public health centers. The nurses in government service containing permanent and temporal employees was the adjustment effect. The analysis results showed that the ability of public health center nurses to perform tasks related to person-job fit and the ability of the individual to perceived organizational support was high. In addition, and the job satisfaction was good.

• Korean Journal of Labor Studies
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• v.23 no.2
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• pp.195-230
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• 2017

This study combined Youth Panel Data(2009~2014) to analyze youth employees' turnover determinants by business scale and wage effects and the results are as follows: First, the turnover rate of youth employees was analyzed and as a result, the average turnover rate in 2014 was 26.3% and was found to be small company 25.6%, medium-sized company 25.1%, large company 17.2% in terms of business scale (based on regular permanent position), showing that the larger the company size, the lower the turnover rate. Second, turnover reasons of youth employees were found to be dissatisfaction with working conditions 40.3%, job mismatch 39.2%, personal reasons 11.8% in order and turnover by job mismatch was higher in large companies (41.5%) than in small and medium enterprises (38.5%). Third, job satisfaction and job-major agreement depending on the status of turnover were analyzed and as a result, the lower the job satisfaction and job-major agreement, the higher the turnover rate in all areas. Fourth, scale turnover determinants by business scale were analyzed through panel regression analysis and as a result, variables significantly affecting turnover were analyzed to affect objective working conditions such as wage and employment type and job satisfaction and 'job-level of education skill level major'agreement variables to lower the turnover rate as well. Fifth, wage effects depending on the status of turnover were estimated and as a result, the wage level of youth employees who changed their job was lower than that of youth employees working in the same company by about 3.1% and this wage gap was further expanded over time. But, turnover of changing employment type(temporary position${\rightarrow}$regular permanent position) and company size (small and medium enterprise${\rightarrow}$large company) was not the case. Therefore, in order to reduce the turnover rate of youth employees, it is necessary to increase overall job satisfaction and job-major agreement with objective working conditions and working in the same company for a long period of time rather than changing jobs frequently can be said to be rational choice in terms of youth employees.

• Journal of Engineering Education Research
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• v.20 no.5
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• pp.3-13
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• 2017

The purpose of this study was to investigate the effect that completing long-term on-site training with varying grades of success had on the job satisfaction of former university students after obtaining employment. Although the grades themselves achieved during long-term on-site training did not directly affect job satisfaction, positive effects on job satisfaction were shown due to the mediating effects of job match and organizational commitment. The results of this study are as follows: First, it was found that employees who participated in long-term on-site training showed different results in belonging and attachment to their organizations according to their achievement. The higher the grades during long-term on-site training, the higher the degree of reported job match and organizational commitment, suggesting a positive correlation with job satisfaction. Therefore, long-term on-site training should not be operated as simply a program for temporary experiential learning, but instead should be optimized by companies and schools to motivate their students to achieve high grades for the purpose of their future job satisfaction.

• The Korean Journal of Emergency Medical Services
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• v.19 no.2
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• pp.51-69
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• 2015

Purpose: This study aimed to identify the effects of job insecurity and job engagement on turnover intention of paramedics who work in emergency medical institutions. Methods: From October 14 to 28, 2014, data were collected by structured questionnaires from 171 paramedics who were working in emergency medical institutions. The data were analyzed by using SPSS/WIN 21.0. Results: Of the 171 subjects, 57.3% were temporary employees, of whom 87.5% were working in regional emergency medical centers. The mean scores were 3.19 for job insecurity, 4.58 for job engagement, and 3.28 for turnover intention. The correlation between the variables showed that the higher the job insecurity of the participants, the higher their turnover intention (r = .397, p <.001). Moreover, the higher their job engagement, the lower their turnover intention (r = -.354, p <.001). The variable that most significantly affected turnover intention was job insecurity. The coefficient of determination ($R^2$) of job insecurity and job engagement was 24.3%. Conclusion: A law should be enacted to involve paramedics as required personnel for emergency medical institutions in order to enhance the quality of emergency medical services and provide prompt and professional emergency medical services to emergency patients.

• Safety and Health at Work
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• v.13 no.1
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• pp.93-98
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• 2022

Background: Despite a growing number of investigations exploring the health problems in precarious workers, there is still a paucity of studies investigating workplace violence in workers with multi-party employment arrangements (WMPEAs). This study was aimed at comparing the prevalence of workplace violence between non-WMPEA and WMPEA. Methods: The 5th Korean Working Conditions Survey data were used. The study subjects were employees aged 20-74, with 26,239 non-WMPEA and 1,556 WMPEA. WMPEA included temporary agency workers and workers providing outsourced services. Workplace violence including verbal abuse, unwanted sexual attention, threats, and humiliating behaviors were used as outcome variables. The odds ratios of risk of workplace violence were calculated using multiple logistic regression. Results: The age-standardized prevalence of workplace violence was significantly higher among WMPEA. After adjusting for all covariates, the risk of workplace violence among WMPEA was still significant (OR 1.80, 95% CI 1.5-2.2) compared with non-WMPEA. The odds ratio of workplace violence among female WMPEA was 1.99 (95% CI 1.53-2.59), which is higher than that of male WMPEA (OR 1.52, 95% CI 1.18-1.96). Conclusion: We found that WMPEA were exposed to higher risk of workplace violence. Discrimination against WMPEA in the working environment and management policy need to be corrected. It is also necessary to identify the risk factors of workplace violence in WMPEA and to make efforts to prevent violence.

• 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.

• Journal of the Korean Society for information Management
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• v.30 no.4
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• pp.61-91
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• 2013

In order to achieve effective human resource development in LIS fields, it is essential to have strategies to nurture and utilize those human resources, in relation to supply and demand as well a sound legal foundation supporting those strategies. Such strategies and legal foundation can only be developed from a complete knowledge of the current status of human resources in the LIS and related industries. This study, therefore, conducted research on the basic employment status, employment environment, and an overall analysis of related issues, in order to address policy implications on the effectiveness of human resource development in the LIS field. This research included the current status of policy environments that involve social environment, and related institutions and laws, and human resources developments as well as the current requirements of librarians in the field, based on a demand survey of LIS employment. It was found that first, there are three distinguishable factors in LIS employment: a feminization of librarianship, an increase in temporary posts, and a high entering ratio into the library workplace. Second, while there were only little differences in the given tasks between full-time and temporary employees, the differences in salary and welfare were considerably larger. Third, field requirements for librarian education included a mentoring system with field experts, short-term internships, and librarian apprenticeships, while job requirements included internship or apprenticeship, language skills, various license acquisition, and career management. Fourth, librarians with licenses for related organizations held 20% more librarian licenses overall.

• The Korean Journal of Emergency Medical Services
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• v.9 no.2
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• pp.147-168
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• 2005

It examined the doubt point which AED motive relates until now, the AED should have bought a life how, present address of our country site pre-hospital care, comparison it tried to observe the advanced nation instance back. Gist of this research the AED important cold region once compared to informed to how many cardiac arrest patient, against him the what kind of preparation wanted informing the necessary cold region. It soaks simultaneously but the AED motive is widely supplied distant in future and it is generality and it is feeble but it wanted doing one morning. The habit difference of an American who does of course meat diet mainly and a Korean is many and it compares in the United States and the cardiac arrest patient comparison occurs holds a point few. To become Western anger but and be caused by with thin dietary life, stanching bleeding cung, with the fact that the heart attack is increasing rapidly with the hyperextension. It is a talk which anyone it knows all. The major league most Choi huy Sub in condition will catch the ball which floats and the multi co-player and to collide when falling down, the medical device which is committed with emergency aid is AED motive. From the United States subway station and the shopping which are a public place on the baseball field outside the jar which it will drive, the museum and the school, easily there is it will be able to discover the AED from the court of justice back. The Pittsburg university the students per the individual $30 the core phyey were receiving the smallness lifestyle alcoholic beverage and a AED motive actual training with mercy of degree. From the United States distant in future the AED motive is sold even from the retail store and. From our country like this plan government offices temporary disposal education from from 119 fire fighters emergency structure company in fire fighting government employee and nursing must magnify a former enterprise rainy spell in summer multi temporary disposal education with the head which it will burn with the head. This plan in early rising will be able to become fixed in Korea it forecasts with the fact that. The research which it sees it leads and like the United States to some day become fixed even from our country to believe and suspicion it is not and in the people in approach ease one AED supply plan fire fighting government employees stand in the first and feed with the fact that must be positive at this enterprise they become.

• Korean Journal of Social Welfare Studies
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• v.42 no.4
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• pp.35-59
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• 2011

As the long term care insurance for the elderly has been established for 3 years it was noticed that the success of the policy is depending on the care workers. This study is to analyze and evaluate what are the characteristics and factors influencing their job satisfaction. The questionnaire survey was conducted over 291 care workers who are employed at 61nursing home for the elderlyin Jeollanamdo. The survey result is as following. Firstly, 93.5% of workers were female, 78% of them were over 40-50 years old, and 68.7% of them werelower than a high school graduate as their academic background. Secondly, 63.2% were contract-based or temporary employees, 53.3% had a work-related education less than 5 times for the past year, and 79.7% had an annual salary lower than KRW 20 million. Thirdly, the overall job satisfaction was 3.19 on the Likert scale of 5. Also, the job satisfaction was higher for the care workers working and getting paid by home than by company, for full-time workers than temporary workers. In addition, it was found that the more workers have work-related education and the higher their annual salary is, the higher their job satisfaction is. The study evaluated the factor influencing on their job satisfaction and suggested the way to improve it based on the survey analysis.

• Korean Journal of Veterinary Research
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• v.38 no.3
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• pp.544-552
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• 1998

A random study of 574 dairy farms in Gyeongnam area was designed to determine 1) management factors that may be associated with the occurrence of drug residues; 2) the dairy farmer's attitudes and knowledge about residues; 3) how these variables influence the occurrence of residues in dairy cattle. Management factors perceived as having the greatest influence on drug residues in milk were insufficient knowledge about withdrawal periods, errors due to hired help, insufficient identification and record of animals treated for mastitis, dry cow treatment for mastitis, and metritis treatment. Seventy-one percent of farms with residues problem used mixed own feeds compared with twenty-nine percent of farms with premedicated feeds. Factors significantly associated with the occurrence of residues were herd size, increased number of hired persons, increased frequency of use of mixed-own feeds, category of medicated feed, and producer's attitude toward the public health significance of residues. Our findings suggest that residue occurrence was mainly associated with errors due to hired help, insufficient knowledge about withdrawal periods, poor animal identification and records of treatment animals and use of medicated feeds. Any residue avodiance educational program needs to stress how to deal with these factors. This educational program should be directed to dairy farmers and employees, especially temporary employees. In addition, Dairy farmer's attitudes and knowledge about drug residues need to be improved. More evidence on the public healths significance of residues should be available to them. Because belife in importance of public healths concerns was related to successful residue avidance and because 81.3% of the dairy farmers with residue problem thought public healths concerns were less important than economic ones, it would be helpful to provide educational programs specifically directed to this issue. it may be useful to provide programs not only for the dairy farmers but also change of their concerns about on the public healths.