• Journal of the Korean Society of Fisheries and Ocean Technology
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• v.56 no.3
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• pp.265-276
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• 2020

The objective of this study is to develop education programs for cultivating smart aquaculture experts through a education demand survey of industries, high school students, university (graduate) students and field workers. The industry demand analysis was conducted as an in-depth interview on representives from seven companies. Education demand surveys were conducted on 96 students and field workers in the Jeonnam region. Results on the demand survey were analyzed using frequency analysis and cross-analysis. The company representatives responded that they want to participated in internship and retraining programs to proactively secure manpowers with convergence capabilities about smart aquaculture. Seven companies preferred manpowers with basic competencies on ICT (Information and Communications Technologies) or aquaculture. The most respondents in the demand survey want to participate in the education program for experience on advanced technology, self-development and enhancement of work capability. On the other hand, some respondents said that the education is time-consuming and that the education program does not fit their level. Thus, the education program should be developed in a way to minimize the spatial and temporal limitations of education targets and to improve understanding of non-majors by reflecting the demands of human resources in the industrial field.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.3
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• pp.477-500
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• 1999

Korean labor market has showed remarkable change of the increase in the amount of unemployment and contingent employment since IMF bailout agreement. There is a theoretical position to explain this increase in contingent employment at hospitals with the notion of flexibility. The high flexibility of employment due to the increase of contingent employees is becoming very important part in new business strategy of hospitals. The types of contingent employment of the nurse are part-time employment temporary employment, fixed-term employment, and internship which was introduced in early 1999. Recently, Korean health care industry managers have paid attention to the customer oriented service, rationalization of business administration, service quality control so that they can adjust their business to outer environment. Especially their efforts concentrate on the wage reduction through efficient and scientific control of man power because wage shares about 40% of total cost. This dissertation aims at verifying the phenomena of the contingent employment of the nurse and analyzing the related factors and problems. To rephrase these aims in ordinal: First, verifying the phenomena of contingent employment of the nurse. Second, verifying the problems of that phenomena. Third, analyzing the related factors of the contingent employment of the nurse. To accomplish these research goals, a statistical survey was executed. in which 384 questionnaires-66 for manager nurses, 318 for contingent nurses - were given to nurses working at 66 hospitals-which have at least 100 beds-in Seoul. Among them, 187 questionnaires-38 from manager nurses, 149 from contingent nurses'- 'were returned. Then, the data coded and submitted to T-test, $X^2$ -test, variance analysis(ANOVA), correlation analysis, multiple regression analysis, Logistic Regression with SAS program. The research results of the contingent nurses are followings: 1. The average career term at the present hospital 8.4 months: duty-on days per month are 24.2 days: working time per day is 7.9 hours. These results showed little difference from regular nurses. 2. Their wage level is about 70% of regular nurses except for internship nurses whose wage level is 41% of regular nurses. To break down the wage composition, part-time nurses and internship nurses get few allowance and bonus. And contingent nurses get very low level of additional pay except for fixed-term nurses who are under similar condition of employment to regular nurses. These results show that hospital managers are trying to reduce the labor cost not only through the direct way of wage reduction but through differential treatment of bonus, retirement allowance, and other additional pay. 3. The problem of contingent employment: low level of pay; high level of turn-over rate: weakening of union; low level of working condition: heavy burden of work; inhuman treatment. The contingent nurses consider these problems more seriously than manager nurses do. What manager nurses regard problematic is the absence of feeling-belonged and responsibility of the contingent nurses. 4. The factors strongly related with the rate of the number of contingent nurses for the number of regular nurses; gross turn-over nurses; average in-patients per day; staring wage of graduate from professional college: the type of hospital ownership; the number of beds; the gap between gross newcomer nurses and gross turn-over nurses. The factors related with their gross wage per month; the number of beds; applying of health insurance; applying of industrial casualty insurance; applying of yearly-paid leave; the type of hospital ownership; average out-patients per day; gross turn-over nurses. The meaningful factors which make difference by employment type: monthly-paid leave; physiological leave. The logistic regression analysis using these two factors shows that monthly-paid leave is related with the type of hospital ownership; the number of beds; average out-patient per day, and physiological leave is related with the gross newcomer nurses; gross turn-over nurses; the number of beds.

• Journal of Korea Port Economic Association
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• v.17 no.2
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• pp.89-110
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• 2001

Recent trends in globalization and informatization underscore the importance of logistics. As a result, there is a need for skilled and specialized logisticians. Third Party Logistics (TPL) and Supply Chain Management (SCM) require logisticians with a broad base of knowledge in areas such as multimodal transport, international trade, information technology computers, finance, operations management, etc. This study conducted a survey to find out the opinions of demanders and suppliers. The results of the surrey show that there are more skilled logisticians in the field of management, computer works in manager level and system management. The survey also found that the certificate exam, which the Ministry of Construction and Transportation started in 1997 as the "Certified Logistics Manager" exam, should have more questions in areas such as foreign languages, computers, logistics information, management skills, etc. To produce better logisticians in Korea, the government will have to invest more into their education, especially near the major ports and metropolitan areas. In addition, it is important that universities and companies work together to provide students with internship and other field-experience teaming opportunities. Logistics education centers should be built at the national level. In addition, the existing certification should be divided into two separate certifications: one for ordinary logistics, and one for international logistics. To further improve the certification system, short-answer or essay questions should be added to the second exam, and an additional certification for the highest level logisticians, a so-called "professional logisticians certificate," needs to be introduced.ntroduced.

• Journal of the Korean association of regional geographers
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• v.21 no.4
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• pp.639-648
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• 2015

There is a growing interest in Co-operative education as an important way of university-industry collaborations for improving employment competitiveness, recruiting talented human resource, and promoting university-industry collaborations. In this study, we recognize that the paradigm of professional practice have to be changed from internship to Co-operative education. This paper examines the characteristics of Co-operative education in a regional public university through a case study of Central Washington University(CWU), USA. The results of the study and policy implications are as follows. First, the professional practice program of CWU is centered upon Co-operative education and has a high local and regional connectivity in terms of location of institutions that students work for professional practices. Second, the professional practice program of CWU has a high connectivity between majors and jobs, and is characterized by an active participation of students majoring in humanities, social sciences, arts and education. Third, the qualifications of Co-operative education are strict, but programs of Co-operative education are flexibly operated according to the characteristics of departments and colleges. We emphasize that universities in Korea need to focus upon the employment connectivity, the major connectivity, the local and regional connectivity, Therefore, when attempting to introduce Co-operative education. In addition, the management and governance of Co-operative education should be flexible.

• Journal of the Korean Dietetic Association
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• v.3 no.2
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• pp.141-158
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• 1997

The purpose of this study were to investigate the job analysis questionnaire was mailed to 250 dietitians who are members of The Korean dietetic association practice group in self-operated foodservices(hereafter group A)and 250 dietitians who are employed in contracted foodservice companies(hereafter group B). Completed questionnaires were received from 285 dietitians(121 in self-operated, 164 in contracted) ; a response rate of 57%. Statistical data analysis was completed using the SAS/win packages for descriptive analysis, t-test, $x^2$-test, The results of this study can be summarized as follows. 1. The dietetic training or internship experiences were significantly different between the two sample group(p<.001), but the perceptions of needs for training or internship were not different between and they thought one to six month training would be needed for the job. 2. The question about the time needed in order to perform an expert job was answered significantly differently(p<.001) 3. Group A usually took part in obligatory continuing education and short-term training courses, and group B usually took part in obligatory continuing education and on-the-job trainings, respectively. However both group perceived all three types of educations would be needed for performing the job better. 4. As for the physical demands of the job, a certain degree of accuracy and dexterity for physical tasks and equipment operations was needed for the job. Concerning the mental demands, they answered that their job needs considerable creativity and judgement for planning and performing their tasks was needed. 5. As for responsibilities, group B's responsibilities were heavier than group A’s(p<.001) and need for confidentiality was also greater for group B than for group A(p<.001). 6. As for the supervising role differences, group A rarely received supervision from others and they were given directions only in essential situations, whereas group B was usually supervised when planning and performing their job and tasks, showing significant difference in positions between the two sample groups(p<.001). But each group supervised co-workers and employees in their department. 7. With regard to personal contact, both groups frequently contacted people in their department and other departments at the company and sometimes people outside the company. 8. Concerning the work environment, there were some risks and discomforts in the physical environment and there was no significant difference between the two sample groups.

• Journal of the East Asian Society of Dietary Life
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• v.19 no.2
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• pp.287-294
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• 2009

This study was conducted to evaluate the perception and satisfaction of undergraduates majoring in culinary arts and food service with working and internship abroad. The responses of the participants to 10 questions regarding perception and 13 questions regarding the importance and satisfaction with working and internship abroad were measured on a 5 point Likert scale. The primary results were as follows : 1) The subjects were composed of 50.9% male and 49.1% female students, of which 42.1% were employed and 57.9% experienced an internship abroad. 2) Most students went abroad to gain experience with respect to various foreign cultures in response to recommendations by the western cuisine department. 3) The items "I wish to conduct my affairs continuously"(M=4.21) and "I have good relationships with my colleagues at work"(M=4.11) received the highest points from male and female respondents, respectively. 4) Male students considered "cooperation among divisions"(M=4.11), "language skills"(M=4.38), and "kitchen environment"(M=4.34) to be very important. However, female students believed that "language skills"(M=4.36),"social relationships"(M=4.21), and "wage income"(M=4.18) were most important. Furthermore, male students were most satisfied with "company size" (M=4.28), "kitchen environment"(M=4.21), and "business hours"(M=4.10), while female students were most satisfied with "kitchen environment","incentive"(M=4.14) and "social relationships"(M=4.11).

• The Journal of Korean Academic Society of Nursing Education
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• v.29 no.1
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• pp.27-40
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• 2023

Purpose: The study aimed to examine the concept and attributes of the quality of clinical nursing education for new graduate nurses. Methods: This study adopted a hybrid model introduced by Schwartz-Barcott and Kim. In the theoretical stage, the meaning and attributes of the quality of clinical nursing education for new graduate nurses were determined by analyzing eight articles. In the fieldwork stage, data were collected using semi-structured interviews with five new graduate nurses and seven experienced nurses. The data were analyzed by qualitative content analysis methods developed by Elo and Kyngӓs. In the final analysis, a final result was arrived at comparing, contrasting, and integrating the attributes of the concepts derived in the theoretical and field-work stages. Results: The quality of clinical nursing education for new graduate nurses was identified as excellence or the standard of education for new graduate nurses that would support them in adapting to clinical settings and transitioning to professional nurses. The attributes of the quality of clinical nursing education were founded to possess three dimensions, six categories, and 18 attributes. The multidimensional attributes of the quality of clinical nursing education for new graduate nurses were confirmed as education resources, design, method, content, evaluation, interaction, and outcome under the three dimensions of input, process, and output. Conclusion: The concept and nature of the quality of clinical nursing education observed in this study can be utilized as a basis for the future development, evaluation, and improvement of clinical nursing education for new graduate nurses in healthcare organizations.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.12
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• pp.200-211
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• 2019

This study analyzed the factors related to the job satisfaction and turnover rate of students in the skin care contract department, and suggested ways to enhance long-term employee retention. Frequency analysis and multiple regression analysis were performed using the SPSS statistical program and based on the survey data of 260 skin care contract students. The main results were as follows. First, contract students had high job satisfaction because of sufficient in-service training during the internship and also received the authority to perform the job duties of their positions. Second, the regular technical education for the job of contract students gave them confidence in job performance and job confidence, which led to long-term employee retention. Third, contractual students' turnover was reduced by applying compensation such as incentives, awards, and promotion opportunities in accordance with their work performance. Therefore, the results of the study suggest that compensation based on job performance, and the confidence in job performance of skin care contract students, can lead to increased job satisfaction, a reduced turnover rate and better long-term employee retention.

• Journal of the Korean Society for Library and Information Science
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• v.51 no.2
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• pp.133-156
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• 2017

This study was performed to find out how to improve the usefulness and effectiveness of the field practice program in Library and Information Science by diagnosing the practical instructor's perception of the overall field practice in the Library and Information Science. To achieve this goal, we conducted a research on the current situation and a measurement in perception of the field practice program through a survey of practical instructors at practical training institutions. We, then, analyzed the factors affecting the perception and examined the relationship between the effects. As a result of investigating the factors affecting the perception of field practice, 'operational accountability for the field practice program' was found to be a significant factor among other factors such as the general characteristics of the practical instructors, the characteristics of library related work and the field practice status of the practical training institutions. And factors of 'practice environment' and 'practice instruction method' have been identified to have a significant impact as a result of analyzing how the six factors constituting the perception of field practice effect on the overall perception of field practice of the practical instructors.

• Journal of vocational education research
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• v.37 no.1
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• pp.77-100
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• 2018

The purpose of this study was to explore how the college students of the beauty department changed their perspective about jobs, career development, and self-reflection in the process of job shadowing. We selected 8 students who were enrolled in the beauty department of a college located in the capital area and conducted individual in-depth interviews with them. According to the result of the study, First, participants have learned attitude, knowledge, competence, and an important matter necessary to achieve a excellent performance in the beauty job. In particular, they figured out that a core competency for a successful beauty job is to share a social relationship with the clients. Second, they recognized that doing a beauty job is very tough and then set a criteria to make a decision of their future job. Doing a Job shadowing made them being change in the area of job and their job perspective. Finally, they looked themselves back how they are satisfying with developing their career at the beauty department. This study is significantly meaningful in that it contextually showed how the college students are developing their job careers through an indirect job experience from a constructive point of view. Moreover, this study is different from the existing studies focusing on student's direct work experiences such as the existing internship programs, which focused on exploring the student's indirect work experience and the process of their vicarious learning. The result of the current study has a practical implication in terms of providing a basic perspective for career education for students of colleges.