• Journal of Distribution Science
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• v.7 no.4
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• pp.27-36
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• 2009

In the performance of this research we aimed at surveying·studying the trouble factors, problems and improvement plans to extend agricultural products and agro-food and providing basic data for the globalization of Korean agricultural products and agricultural foods in future. All the respondents highly recognized, in general, the problems in exporting agricultural products and agro-food, and it was surveyed that the biggest reason lay in the insufficiency of the scout for new buyers and the lack in opening overseas market and marketing specialists. As for the problems of the supporting system of the export of agricultural products, it was pointed out that the level of recognition was fairly high, but the procedures were difficult, and they indicated the problems of non-benefits in spite of the recognition of the selection. For the purpose, it could be known that it required the publicity and education as to export supporting system, and also required the extension of export supporting system and the improvement of the system. Finally, in relation with the export promotion plan, the factors blocking the export promotion of agricultural products marked the highest in the weak management size and production foundation and the lack in export mind and special workforce. Therefore, considering that most of exporters of agricultural products are small/medium sized businesses, we foresaw that we lack in the opening of overseas market and the capacity of marketing activities, and analyzed that it was necessary to open an overseas market in the dimension of the government and cooperate with the marketing to solve the problems.

• The Journal of the Korea Contents Association
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• v.19 no.4
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• pp.256-266
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• 2019

There are many different job skill evaluation scales, but the development of the job skill scale for the workers in the local child care centers has much to be improved. The purpose of this study is to develop and validate the job skill scales for the workers of local child care centers. It is also the purpose of this study to specify the scope of work for such workers and define the job skills to develop a tool to evaluate the job skills of them, eventually. As for the study method, the researcher conducted literature review and Delphi survey to extract the job skill factors. Then, after going through a discussion with an expert, the researcher developed the preliminary questions to verify the validity of the contents and the certification validity. For this, a survey was conducted with the workers in local child care centers across the country, and a total of 221 questionnaires have been used for analysis. With this, a total of five job skill factors for such workers were identified, based on which 20 questions were developed to constitute the scale. The sub-factors identified were student supervision, program planning, child education, administrative works, and link-up with the local community. The confidence level of the scale developed in this study was Cronbach ${\alpha}=.940$(N=221). With the scale of the job skills of the workers in local child care centers, it would be possible to develop various job skill programs. And, this would be able to be used for evaluating the job skill levels of not only the workers in the local child care centers but also other child-care service providers.

• Korean Journal of Social Welfare Studies
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• v.41 no.3
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• pp.349-378
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• 2010

The Life-Course perspective is a theoretical orientation that views the life-course as the age structure embedded in social institutions and history and understands the life-course of individual and group in the contextual perspective. The life-course perspective studies were developed in Germany and North America. They study social and historical effects and the effect of institutions and the state on the life-course, the pathway of the work career and differences of labour outcomes, and the inequality that is developed in the life-course. In Korea, the life-course perspective studies were tried in various fields and cumulated. However, it didn't established as a theoretical orientation. For applying the life-course perspective to connect the individual life-course with social and historical event, I describe the historical location of individuals born between 1930 and 1979 and analyse the change of their transitions to adulthood exploratorily. On results, the extension of education made the structural change of their life-course, and in young cohort the timing of leaving school, entering workforce, marriage and childbirth was delayed and transitions were made in narrower spread. It means the standardization of the life-course as appears in modern society. The 1970s birth cohort has the differenciated life-course pattern, however I cannot verify that change because of the right censoring.

• Korean small business review
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• v.31 no.2
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• pp.19-37
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• 2009

The purpose of this research is to explore differences between small and medium-sized companies and large-sized companies in the impact of human resource innovativeness(HRI), learning orientation(LO), and HRI-LO interaction on innovation effect and business performance. Although learning orientation has long been considered as a key factor influencing good performance of a business, little research was devoted to exploring the effect of HRI-LO interaction on innovation effect and business performance. In this study, it is investigated whether there is a synergy effect between innovative human workforce and learning orientation corporate culture, in addition to each by itself, to generate good business performance as well as a success of new innovations in the market. Research hypotheses were as follows, including H1) human resource innovativeness(HRI), learning orientation(LO), and interactions of HRI and LO(HRI-LO interaction) positively affect innovation effect, H2) there is a difference of the effect of HRI, LO, and HRI-LO interaction on innovation effect between large-sized and small-sized companies, H3) HRI, LO, HRI-LO interaction, innovation effect positively affect business performance, and H4) there is a difference of the effect of HRI, LO, HRI-LO interaction, and innovation effect on business performance between large-sized and small-sized companies. Data were obtained from 479 practitioners through a web survey since the web survey is an efficient method to collect a national data at a variety of fields. A single respondent from a company was allowed to participate in the study after checking whether they have more than 5-year work experiences in the company. To check whether a common source bias is existed in the sample, additional data from a convenient sample of 97 companies were gathered through the traditional survey method, and were used to confirm correlations between research variables of the original sample and the additional sample. Data were divided into two groups according to company size, such as 352 small and medium-sized companies with less than 300 employees and 127 large-sized companies with 300 or more employees. Data were analyzed through t-test and regression analyses. HRI which is the innovativeness of human resources in the company was measured with 9 items assessing the innovativenss of practitioners in staff, manager, and executive-level positions. LO is the company's effort to encourage employees' development, sharing, and utilizing of knowledge through consistent learning. LO was measured by 18 items assessing commitment to learning, vision sharing, and open-mindedness. Innovation effect which assesses a success of new products/services in the market, was measured with 3 items. Business performance was measured by respondents' evaluations on profitability, sales increase, market share, and general business performance, compared to other companies in the same field. All items were measured by using 6-point Likert scales. Means of multiple items measuring a construct were used as variables based on acceptable reliability and validity. To reduce multi-collinearity problems generated on the regression analysis of interaction terms, centered data were used for HRI, LO, and Innovation effect on regression analyses. In group comparison, large-sized companies were superior on annual sales, annual net profit, the number of new products/services in the last 3 years, the number of new processes advanced in the last 3 years, and the number of R&D personnel, compared to small and medium-sized companies. Also, large-sized companies indicated a higher level of HRI, LO, HRI-LO interaction, innovation effect and business performance than did small and medium-sized companies. The results indicate that large-sized companies tend to have more innovative human resources and invest more on learning orientation than did small-sized companies, therefore, large-sized companies tend to have more success of a new product/service in the market, generating better business performance. In order to test research hypotheses, a series of multiple-regression analysis was conducted. In the regression analysis examining the impact on innovation effect, important results were generated as : 1) HRI, LO, and HRI-LO affected innovation effect, and 2) company size indicated a moderating effect. Based on the result, the impact of HRI on innovation effect would be greater in small and medium-sized companies than in large-sized companies whereas the impact of LO on innovation effect would be greater in large-sized companies than in small and medium-sized companies. In other words, innovative workforce would be more important in making new products/services that would be successful in the market for small and medium-sized companies than for large-sized companies. Otherwise, learning orientation culture would be more effective in making successful products/services for large-sized companies than for small and medium-sized companies. Based on these results, research hypotheses 1 and 2 were supported. In the analysis of a regression examining the impact on business performance, important results were generated as : 1) innovation effect, LO, and HRI-LO affected business performance, 2) HRI by itself did not have a direct effect on business performance regardless of company size, and 3) company size indicated a moderating effect. Specifically, an effect of the HRI-LO interaction on business performance was stronger in large-sized companies than in small and medium-sized companies. It means that the synergy effect of innovative human resources and learning orientation culture tends to be stronger as company is larger. Referring to these result, research hypothesis 3 was partially supported whereas hypothesis 4 was supported. Based on research results, implications for companies were generated. Regardless of company size, companies need to develop the learning orientation corporate culture as well as human resources' innovativeness together in order to achieve successful development of innovative products and services as well as to improve sales and profits. However, the effectiveness of the HRI-LO interaction would be varied by company size. Specifically, the synergy effect of HRI-LO was stronger to make a success of new products/services in small and medium-sized companies than in large-sized companies. However, the synergy effect of HRI-LO was more effective to increase business performance of large-sized companies than that of small and medium-sized companies. In the case of small and medium-sized companies, business performance was achieved more through the success of new products/services than much directly affected by HRI-LO. The most meaningful result of this study is that the effect of HRI-LO interaction on innovation effect and business performance was confirmed. It was often ignored in the previous research. Also, it was found that the innovativeness of human workforce would not directly influence in generating good business performance, however, innovative human resources would indirectly affect making good business performance by contributing to achieving the development of new products/services that would be successful in the market. These findings would provide valuable managerial implications specifically in regard to the development of corporate culture and education program of small and medium-sized as well as large-sized companies in a variety of fields.

• Journal of Korean Society of Archives and Records Management
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• v.4 no.2
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• pp.41-75
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• 2004

This research discusses how to improve the current environment for record management in relation to the Revision of the Law of Record Management in South Korea. Three major issues are: 1) Legal status of the National Archives & Records Service of Korea as the government institution in charge of managing centrally records, 2) System for the education and training of professionals who specialize in record management, and 3) Foundation of the national museum and archives of records. Findings are as follows: First, the existing 'National Office of Records' as the government institution in charge of managing records, should be promoted to the 'National Archives & Records Service of Korea' in order to be administered by the class of a vice-minister in the Ministry of Government Administration and Home Affairs. Second, the qualification criteria which currently requires the Master's degree of Record Management, should be modified to include the Bachelor's degree in the field in order to expand the pool of professional human resources. Also, to hire the public officials for record management, either the positions of 'researcher/record manager group' should be created, or the existing positions of librarian, archivist, and record manager should be integrated into the new position of 'record culture group'. Third, the most significant task for the office of record management of local governments is to inherit and further develop the traditional culture and documentary legacy which are unique to those local communities and governments at various levels, and a priority should be given to those tasks. Therefore, when the Law of Record Management will be later revised, the establishment of the office of record management for local governments at every level should be required, and the museum and archives of records should be also established as a significant part of the institution. Unique local culture and history of particular communities should be collected and preserved in systematically specialized and differentiated ways in those institutions of record management, and the names should be uniquely given to the institutions according to the characteristics of local governments.

• Journal of the Korea Fashion and Costume Design Association
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• v.4 no.1
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• pp.111-130
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• 2002

This study performed a structural questionnaire survey and non-structural interview of the ladies apparel manufacturers in Daegu on the qualification for the employees, skills required for job performance, job training, automatic manufacturing systems, and the use of computer. The results are as follows. 1. Almost all of the apparel manufacturing systems were Pair System, except one Line System in one company. In terms of outsourcing, most of the manufacturers answered “yes,” and in 1998 the outsourcing process was sewing, but in the year 2002, outsourcing has been increased :12 manufacturers(57.1%) outsourcing most of the processes except patterning, 3(14.3%) outsourcing the finish of sewing. 2. The workforce of 1998 and that of 2002 shows a significant difference(P＜. 01) between office work and management. The number of office workers has decreased from 15 down to 5.3 people. On the other hand, that of the management has slightly increased from 5.3 to 9.2 people. The number of the manual workers has decreased from 32.2 to 28.7 people. And the number of tailoring and patterning workers has slightly decreased, but the number has increased in sewing from 3.7 to 7.0 people. 3. The wage of an employee shows a significant difference between a sewing assistant(P＜. 01) and a production manager(P＜. 05), and the wage of a sewing assistant, in particular, has slightly raised from ￦905,000 to ￦1,054,000. 4. The qualifications required of employees are “cooperative human relations”(30.8％), “diligence,” and “ability for job analysis”(26.9％), and “positive thinking” (15.4％) in 1998, and “ability for job analysis”(38.5％), “cooperative human relations”(34.6％), and “positive thinking” (15.4％) in 2002. The areas for job openings are significantly different(P＜. 01) depending on the year. Job openings in the design section has increased from 1(3.8％) to 16 manufacturers (61.5％), and decreased in tailoring section from 22(84.6％) to 2 manufacturers(7.7％). Job openings in the sewing section have increased form 2(7.7％) to 6 manufacturers (23.1％). In terms of sex of the employees, there is a significant difference(P＜. 001). 19 companies(73.1％) wanted “male” in 1998, but 8 companies(30.8％) answered that they want “female” and 17 companies(65.4％) answered that “it does not matter.” About the educational background, there was a significant difference between the years. The number of the companies that want junior college graduates with an associate degree has increased(15 companies(57.7％). There was a significant difference(P＜. 05) in major of the employee. The number of the companies that want fashion majors has increased from 5(19.2％) to 20(76.9％). 5. In terms of job skills required, there was no significant difference. In 1998, “production skills” (46.2％) and “ability for job analysis” (26.9％) were required, and in 2002, “ability for job analysis” (42.3％) and “emotional skills” (26.9％). 6. In regard to training for job skills, “fashion professional training” has slightly decreased from 65.4％ in 1998 to 46.2％ in 2002, however, “training for job analysis” has slightly increased from 30.8％ in 1998 to 46.2％ in 2002, which indicates the fact that “fashion professional training” and “ability for job analysis” have been emphasized. 7. The number of the manufacturers purchased apparel CAD has increased from 1(3.8％) to 3(11.5％), and the number of the manufacturers that have no plan for purchase has increased from 16(61.5％) in 1998 to 15(57.7％), still taking up a big proportion. 8. About the use of computers in manufacturing, there is a significant difference(P＜. 05). The number of the manufacturers using computer has increased from 5(19.2％) to 15(57.7％) and that of the manufacturers which do not use computers has decreased from 17(57.7％) to 8(30.8％). 9. In the interviews with the owners of the manufacturers, they pointed that schools should give more weight on practical training courses, the invitation of experts in the specific field, complex production systems, training courses for sewing, field trip courses, and furthering specialty education, personality and vocational education.

• 대한공업교육학회지
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• v.38 no.2
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• pp.267-286
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• 2013

Recently, the advanced company has been sparing no efforts in improving necessary core knowledge and technology to achieve outstanding work performance. In this rapidly changing knowledge-based society, the company has confronted the task of creating a high value-added knowledge. The role of R&D workforce that corresponds to the characteristic and role of knowledge worker is getting more significant. As the life cycle of technical knowledge and skill shortens, in every industry, the technical knowledge and skill have become essential elements for successful business. It is difficult to improve competitiveness of the company without enhancing the competency of individual and organization. As the competency development which is a part of human resource management in the company is being spread now, it is required to focus on the research of determining necessary competency and to analyze the competency of a core organization in the research institute. 'H' is the semiconductor manufacturing company which has a affiliated research institute with its own R&D engineers. Based on focus group interview and job analysis data, vision and necessary competency were confirmed. And to confirm whether the required competency by job is different or not, analysis was performed by dividing members into workers who are in charge of circuit design and design before process development and who are in the process actualization and process development. Also, this research included members' importance awareness of the determined competency. The interview and job analysis were integrated and analyzed after arranging by groups and contents and the analyzed results were resorted after comparative analysis with a competency dictionary of Spencer & Spencer and competency models which are developed from the advanced research. Derived main competencies are: challenge, responsibility, and prediction/responsiveness, planning a new business, achievement -oriented, training, cooperation, self-development, analytic thinking, scheduling, motivation, communication, commercialization of technology, information gathering, professionalism on the job, and professionalism outside of work. The highly required competency for both jobs was 'Professionalism'. 'Attitude', 'Performance Management', 'Teamwork' for workers in charge of circuit design and 'Challenge', 'Training', 'Professionalism on the job' and 'Communication' were recognized to be required competency for those who are in charge of process actualization and process development. With above results, this research has determined the necessary competency that the 'H' company's affiliated research institute needs and found the difference of required competency by job. Also, it has suggested more enthusiastic education methods or various kinds of education by confirming the importance awareness of competency and individual's level of awareness about the competency.

• Journal of the Korean Society of Food Science and Nutrition
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• v.42 no.5
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• pp.808-817
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• 2013

This study was conducted to compare job satisfaction and factors related to job satisfaction between permanently and temporarily employed dietitians in school foodservices in the Gyeongsangnam-do area. A total of 204 questionnaires were used in the final analysis. The average age, length of employment, and monthly wage of temporarily employed dietitians was significantly lower than those of permanently employed dietitians. However, there was no significant difference of overall job satisfaction between permanently and temporarily employed dietitians, although the average pay, welfare benefits, and promotion factors for permanently employed dietitians was significantly higher. Work and pay factors had significant effects on the overall job satisfaction of permanently employed dietitians, while work factors and work atmosphere had significant effects on the overall job satisfaction of temporarily employed dietitians. In conclusion, there was a significant difference in overall factors related to job satisfaction between permanently employed dietitian and temporarily employed dietitians. The pay, welfare benefits, and promotion condition of temporarily employed dietitians should be improved to ensure the efficient management of the school foodservice workforce in the future.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.9
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• pp.6089-6098
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• 2015

This study purposes to identify the effects of performance of public health services (PHS) and personal characteristics on community image to public hospitals. The subjects of this study were 33 public hospitals and 1,789 community residents. The data of '2011 Public hospital evaluation programme' were utilized in this study. The personal characteristics consisted of nine items which were gender, age, education, occupation, monthly incomes, medical security, use experience, health state, and location type. The PHS performance consisted of five items which were number of doctors, number of nurses, total number of staff, budget per 1,000 community residents, and amount of activities per 1,000 community residents. The cronbach's alpha of community image instrument was 0.916. As the results of logistic regression, the significant variables of community image, were age (OR=0.34, 95% CI=0.19-0.60), education (OR=3.03, 95% CI=1.60-5.76), use experience (OR=0.57, 95% CI=0.40-0.81), health state (OR=0.69 95% CI=0.49-0.96), location type (OR=2.10, 95% CI=1.11-3.99), and amount of activities per 1,000 community residents (OR=0.58, 95% CI=0.35-0.96). Community image is very important to public hospitals. The workforce and budget related PHS were significantly demanded to improve community image. The Central and Local government should support to public hospitals to perform PHS effectively.

• Journal of dental hygiene science
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• v.18 no.6
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• pp.357-366
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• 2018

The purpose of this study was to evaluate the validity of dental hygienist job according to judgment standard of medical practice in medical law. In this study, we conducted a self-administered questionnaire survey to evaluate the validity of dental hygienist job for 12 professors of dental college in Gangneung-Wonju National University from November 10 to 20, 2017. We investigated whether the dental hygienist job conforms to the three criteria of medical practice such as disease prevention and treatment, patient care, and health hazard. The response rates were scored and classified into four categories according to the final score. As a result of this study, dental hygienist job are classified into four categories according to judgment standard of medical practice. The higher the level of the category, the higher the degree of difficulty, and the higher the level of expertise and skills required. More than 50% of respondents answered that measuring the gingival pocket, bleeding on probing, professional tooth cleaning, oral health education, counseling after dental treatment are all three criteria for medical treatment. And these were classified into Level 4 group which requires the difficulty and expertise in the final score 4.3. It is necessary to develop and utilize standardized guidelines on the level of knowledge, education, and qualification standards required for dental practice in order to effectively allocate work among the dental personnel while ensuring the health rights of patients in the dental clinic field in Korea. In addition, there is a need to evaluate the various aspects of cost effectiveness, dental health service productivity, and health promotion contribution to dental hygienist jobs, And based on this evidence, it is necessary to continue to expand and adjust the dental hygienist job and to reorganize the dental workforce system.