Earticle

본 연구의 목적은 노인맞춤돌봄서비스 생활지원사의 직무를 구체적으로 분석하고, 직무분석의 결과를 바탕으로 직무교육 강화가 필요한 직무 영역이 무엇인지를 체계적으로 정리하는 것이다. 데이컴(DACUM) 방법을 활용하여 생활지원사 직무 정의, 7개의 책무와 21개의 과업으로 구성한 직무 모형을 도출하였고, 직무 모형을 기반으로 직무 요구분석을 실시하였다. 대응표본 t 검정, Borich 요구도 분석과 The Locus for Focus 모형을 활용한 결과, 사회참여 프로그램 관리, 생활교육 운영, 일상생활 지원 직무 영역에서 특 히 생활지원사의 인식 개선과 직무교육 강화가 필요한 것으로 나타났다. 연구결과를 바탕으로 생활지원사 직무에 대한 인식 개선 및 직업 정체성 강화 교육, 역량 기반 직무교육의 체계화, 생활지원사 업무매뉴얼 제작, 그리고 생활지원사 종사 이전 교육과정 선이수 등을 제안하였다.

The purpose of this study was to conduct a job analysis of life care supporters who were affiliated with 「Individualized Support Service for Older Adults」. What job areas should be strengthened were also examined based on results of job analysis. Using the DACUM method, a job model consisting of a job definition of life care supporters, 7 duties, and 21 tasks was derived. The needs analysis was conducted based on the job model. As a result of analyzing job needs using paired t-test, the Borich needs assessment model, and the locus for focus model, it was found that life care supporters' awareness should be improved and job education should be strengthened, especially in areas of social participation program management, life education operation, and daily life support. Results of the study suggest the following: 1) awareness of job of life care supporters should be improved, 2) job identity education should be strengthened, 3) competency-based job training should be systematized, 4) work manuals should be produced for life care supporters, and 5) life care supporters should receive job training before starting work.

Purpose: This study was done to analyze the job of clinical research coordinators (CRCs). Methods: Through the "developing a curriculum (DACUM)" workshop, the definition of CRCs' role was described and CRCs' duties and tasks were identified. Finally, the developed duties and tasks were validated for importance, difficulty, and frequency. Results: A CRC is defined as the one who coordinates and performs tasks related to clinical research/trials among investigators, participants, and sponsors according to the Good Clinical Practice at institutions conducting clinical trials. Twelve duties and 78 tasks were identified on the DACUM chart which represented the importance, difficulty, and frequency of tasks represented as A, B, and C respectively. Based on determinant coefficient (DC) of the task, the highest ranked task was confirming the eligibility of participants for research (DC=8.03) and the lowest was inventory management for clinical study materials (3.95). Conclusion: In this study, the job of a CRC was analyzed through the DACUM process and it was found that CRCs were doing various duties and tasks. Based on these results, it is suggested that it is necessary to develop CRC education programs considering the career ladder of CRCs.

Purpose: The purpose of this study is to conduct job analysis of nurses at dementia care centers and to identify the importance, frequency,and difficulty of each duty and task. Methods: Through Developing a Curriculum (DACUM) Committee workshop, the committee members developed a job analysistool using DACUM, and the nurses working at dementia care centers evaluated the importance, frequency, and difficulty of each dutyand task. Results: The jobs of the nurses were derived from 10 duties and 66 tasks, and each duty consisted of 3 to 10 tasks. The important dutieswere ‘public guardianship project for dementia’ and ‘dementia diagnosis screening,’ the most frequent duties were ‘consultation and registrationmanagement,’ and ‘dementia diagnosis screening,’ and the most difficult duties were ‘public guardianship project for dementia’and ‘project planning and evaluation.’ Based on these results, the core duties and tasks were derived, and the top priority duties were‘consultation and registration management,’ ‘case management,’ and ‘support for families and carers of dementia patients’. Conclusion: The most recent duties of nurses, who have the largest proportion of workers at dementia care centers, were identified, andthe core duties that should be given priority in selecting the direction of education for job performance and professional improvementwere presented. Based on the application method of education and training presented in this study, it is important to detail educationand training that is appropriate for and applicable to each duty to support the professionalism of nurses at dementia care centers.

Background: The globalization of the healthcare industry and the increasing demand for skilled professionals in the global healthcare industry have opened up opportunities for specialized biotech healthcare professionals to seek overseas employment and career advancement. Objects: This study aimed to develop educational content essential for the overseas employment of digital bio-health professionals. Methods: A survey was conducted among 196 participants. Google Forms (Google) were utilized to create and administer the survey, employing purposive sampling, a non-probability sampling method. Data analysis was performed using IBM SPSS 25.0 (IBM Co.), including Cronbach's α and independent sample t-tests to assess significant differences. Results: About half of college students are interested in overseas employment and international careers, while the other half had not. The most common reason for wanting to work or go overseas was "foreign experience will be useful for future activities in Korea." Students who had experience taking courses from the Bio-health Convergence Open Sharing University preferred overseas programs more than those who did not have that experience. In terms of the degree of desire for overseas education courses provided by universities, contents related to human health were the highest, followed by bio-health big data. Conclusion: Many students wanted to work and go overseas if there is sufficient support from the university. The findings in this study suggest that universities are necessary to play an important role in supporting students' aspirations to work or go overseas by providing language education, education and training programs, information on overseas jobs, and mentoring programs.

Purpose: This study explored job stress experiences among pediatric ward nurses in Ko rea and identified the underlying meanings and patterns of these experiences using qual itative content analysis. Methods: Data were collected through individual in-depth interviews with 9 pediatric ward nurses who had at least 1 year of experience, thereby excluding nurses in the initial adaptation phase of clinical practice. The data were analyzed using qualitative content analysis. Results: Five categories of job stress experiences were identified: (1) cognitive and emo tional burden related to the distinctive characteristics of children, (2) difficulties main taining positive relationships with caregivers, (3) difficulties arising from job demands and organizational culture, (4) additional stress from caring for children from multicul tural families, and (5) growth through overcoming stress. Pediatric nurses experienced heightened emotional labor related to developmentally appropriate care and caregiver interactions, as well as structural stress associated with organizational and interprofes sional contexts. Despite these challenges, they described developing professional compe tence, resilience, and professional identity through accumulated experience and support ive relationships. Conclusion: Job stress among pediatric ward nurses is a multifaceted experience shaped by clinical, relational, organizational, and sociocultural contexts. Although stress created substantial challenges, nurses also described professional growth and resilience as they accumulated experience. These findings highlight the need for integrated educational and organizational strategies that address emotional labor, strengthen resilience, and promote equitable family-centered pediatric nursing care.

This study investigates how temperature profile changes with time during fluid circulation through the wellbore and annulus by using ANSYS Fluent, to help designing offshore cementing job in the petroleum industry. The use of two-dimensional nature of transient computational-fluid-dynamics (CFD) simulations shows that both flow rheology and fluid distribution in the well affect heat transfer calculations and such an effect is more pronounced at the bottom hole where the flow direction changes from downward to upward. When compared with one-dimensional (1D) simulation, multi-dimensional simulation results predict a longer time for heat transfer consistently, implying that simple 1D simulation techniques tend to under-predict the amount of time associated with cementing job. How fluid distribution within the well changes with time and how the resulting pressure and temperature calculations are affected at different times and locations are also visualized in this study.

Purpose: While digital transformation has become a necessary trend for hospitals, it imposes technostress(TS) on nurses working on the healthcare front lines. According to previous research, it increasesconflict between nurses and patients, but the mechanism and age difference are ignored. Methods: A total of 672 nurses were recruited from five hospitals in Liaoning Province, China. Networkanalysis was adopted to analyze the network characteristics among TS, job burnout (BO), and workengagement (WE), as well as to compare gender differences. Results: The expected influence of techno-induced invasion of privacy was highest for nurses agedbelow the age of 40 (±1.15), while techno-induced role ambiguity was more significant for those agedabove 40 years (±0.98). The betweenness of BO was highest (emotional exhaustion = 1.34 andcynicism = 1.77). For nurses aged below 40, the betweenness of cynicism was higher (2.06) than that ofolder nurses, and it had a negative association with dedication (W = ?? .08). Conversely, for older nurses,the betweenness of cynicism was higher (1.27) compared to nurses below 40 and was negativelyassociated with absorption (W = ?? .06). Conclusion: (1) Younger nurses suffer more from invasion of privacy, while older nurses are moreconcerned about role ambiguity. (2) Technostress is positively and directly associated with BO and hasan indirect negative relationship with WE through BO. (3) Controlling cynicism is more important foryounger nurses, while emotional exhaustion is more important for older nurses. This research helps inunderstanding the complex interrelationships and helps hospital administrators to better addressnurses' stress and adapt targeted strategies during digital transformation.

Purpose: The preceptorenewly graduated nurse (NGN) relationship is integral to the successful experience of clinical teaching and learning and new nurses' transition. However, interpersonal conflicts between them are common. Little is known whether their anger contributes to their level of job satisfaction and burnout. This study aimed to examine the effects of each nurse's anger on job satisfaction and burnout in preceptoreNGN dyads. Methods: A cross-sectional, correlational survey design was used. This study involved 121 preceptor enewly graduate nurse dyads in two hospitals in South Korea. Nurses completed a questionnaire about demographics, the State-Trait Anger Expression Inventory-Korean version, a job satisfaction measure, and the Copenhagen Burnout Inventory. This study adopted the Actor-Partner Interdependence Model to handle dyadic data. Results: Preceptor nurses reported higher frequencies of feeling anger than did new nurses and appear to have higher levels of trait anger, anger-out, and burnout. Both the preceptors' and NGNs' trait anger was positively associated with preceptors' burnout. Suppressing anger was closely related to the nurses’ own job satisfaction and burnout. Preceptors with a higher level of anger-control had higher job satisfaction, and NGNs with a higher level of anger-control had less burnout. Conclusion: The results indicate that preceptors and new nurses appear to experience significant anger, which is closely associated with their job satisfaction and burnout during their preceptorship. Anger management training programs geared toward educating both preceptors and new nurses about appropriate anger expression in the workplace should be developed to retain valuable nurses.

본 연구는 닥터헬기 응급의료종사자의 직무분석을 통해 그들의 책무와 과업을 정립하고 안전한 항공이 송업무체계 구축을 하기 위함이다. 직무분석 참여자는 닥터헬기 응급의료종사자 4명, 중앙응급의료센터 운영 전문가 2명, 직무분석 경험이 있는 간호학과 교수 1명과 함께 DACUM 기법을 적용하여 닥터헬기 응급의료종사자의 직무분석을 시행하였다. 닥터헬기 응급의료종사자의 직무분석결과는 7개의 직무, 45개의 과업, 68개의 과업의 요소로 도출되었다. 이상의 연구 결과를 통해 닥터헬기 항공이송업무에서 다빈도로 수행되어지는 응급의료종사자의 직무는 협력관계 구축 및 유지(18), 평가장비 활용(9), 장비관 리(5), 의무기록작성(5)순이었다. DACUM 워크숍을 통해 의사소통, 팀워크 구축, 의사결정, 인적 요소, 안전을 중시하는 협력 관계 구축 및 유지는 항공이송에서 매우 중요한 업무로 확인되었다. 본 연구의 결과는 닥터헬기 응급의료종사자의 직무역량 강화를 위한 체계적이고 표준화된 훈련 프로그램 개발을 위한 기초자료로 활용될 수 있다.

This study utilized the Developing a Curriculum(DACUM) method to conduct a comprehensive job description of Doctor Helicopter emerge medical workers. The participants included four emergency medical workers in Doctor Heli, two experts in operating the Central Emergency Medical Center, and a nursing professor with experience in job descriptions. As a result, the duties of seven jobs, 45 tasks, and 68 elements of task associated with Doctor helicopter emergency medical work were identified. Based on the research results, it was confirmed that emergency medical workers frequently perform certain duties in buliding and maintaining cooperative relationship (18), utilization of medical equipment (9), equipment management (5), and medical records (5). Building and maintaining cooperative relationship prioritizing safety were identified as important tasks in air transportation. The results of this study should be used as basic evidence for the developing systematic and standardized training program aiming to strengthen the job competency of Doctor Helicopter emergency medical workers.

Background: Community pharmacy experiential education in South Korea, introduced in 2014, faces challenges in standardization due to the independent nature of pharmacies. Preceptors play a vital role, yet their responsibilities remain undefined. This study analyzes preceptors’ job functions, focusing on competencies and comparing perceptions between preceptors and students. Methods: Using the Developing Curriculum (DACUM) method, a task inventory questionnaire assessed the frequency, importance, and difficulty of preceptor responsibilities. The survey targeted preceptors affiliated with South Korean pharmacy schools and accredited pharmacies. Data was analyzed using descriptive statistics, t-tests, and correlation analyses. Results: Responses from 103 preceptors and 105 students identified professionalism (43.6±13.6), interpersonal skills (36.2±14.4), and communication skills (35.8±15.0) as core competencies. Students rated tasks such as providing feedback and mentoring as more important than preceptors did. Female preceptors scored higher in clinical knowledge and communication. Preceptor experience influenced perceptions of task difficulty, with early-stage preceptors reporting challenges in professionalism and communication. Conclusions: This study highlights the multifaceted roles of community pharmacy preceptors, emphasizing professionalism, communication, and feedback. Tailored training programs are needed to address identified gaps. Future research should include diverse samples and objective performance measures to further refine preceptor development strategies.

본 연구는 육군에서 안전문화 정착을 위해 전투준비안전단 창설과 함께 전 부대에 안전관리담당관 직책을 신설하고자 하는데 직무분석을 통해 그들의 책무와 과업을 정립하는데 있다. 따라서 본 연구 는 직무분석 기법 중에서 DACUM을 활용하여 안전관리담당관의 책무와 과업을 도출하였으며, 설문 조사를 통해 도출된 과업에 대한 타당도와 신뢰도를 검증하였다. 연구결과는 다음과 같다. 첫째, 군 안전관리담당관에 대한 4개의 책무와 81개의 과업이 도출되었다. 둘째, 안전관리담당관의 책무 및 과업의 중요도 분석 결과 안전정책과 안전교육 수립 및 시행과 부대안전진단활동 및 예하부대 지원 책무 및 해당 책무 내 과업이 중요한 것으로 나타났다. 본 연구는 군안전관리담당당관의 전・ 평시 핵심과업을 도출함으로써 군안전관리담당관의 업무를 명확히 규명하였다는 점에서 의의를 가진다.

To establish a safety culture in the Army, this study aims to establish a combat preparation safety group and establish a new position of safety management officer in all units through job analysis to establish their responsibilities and tasks. Therefore, Among the job analysis techniques, this study derived the responsibilities and tasks of the safety management officer using DACUM, and verified the validity and reliability of the tasks derived from the survey. The findings of the analysis were as follows. First, four responsibilities and 81 tasks for the military safety management officer were derived. Second, the analysis of the importance of the duties and tasks of the safety management officer showed that the establishment and implementation of safety policies and safety education, unit safety diagnosis activities, support of subordinate units, and tasks within the responsibilities were important. This study is meaningful in that it has clearly identified the work of the military safety management officer by deriving the core tasks of the military safety management officer on the wartime/peacetime.

예술 문화교육 진흥법은 한국의 예술과 문화교육에 관한 사항을 제도화한 것으로 역사적 관점에서 직업 전문성 을 촉진하는 경향을 품고 있다. 특히, 예술 및 문화교육 분야 전문가들의 직업 정체성의 본질은 인적자원 개발에 대한 분석 및 토론에 관한 사항을 주요 초점으로 두고 있다. 따라서, 본 연구는 예술 및 문화교육 관행의 다양성을 강조하고 예술 및 문화교육 전문가의 직업 훈련의 경우 학제 간 접근방식을 고려하는 다양한 교과과정 및 프로그램을 기반 되어 야함을 나타낸다. 이러한 점에서 전문가의 직업 정체성의 과도한 단순화는 예술과 문화교육의 다양성과 우수성에 부정 적인 영향을 미칠 수 있다. 예술과 문화교육의 요구를 충족시키기 위해서는 대학 수준의 커리큘럼 및 훈련 프로그램 운영 전문가들의 실무분석을 기반하여 학제 간 접근을 통해 새로이 개발 및 수정되어야 한다.

“Arts and Cultural Education Promotion Act” comes with institutionalization of arts and cultural education in Korea, and tends to mean facilitating occupational professionalism in historical perspectives. In particular, the nature of vocational identity of professional educators in arts and cultural education is the main focus of analysis and debate for human resource development. Accordingly, this study emphasizes the diversity of arts and cultural education practices and reveals that the vocational training of arts and cultural education experts should be based on various curriculum and programs which take an interdisciplinary approach. In this respect, excessive simplification of vocational identity of the experts may exert negative effect on the diversity and excellence of arts and cultural education. To meet the needs of the arts and cultural education, curriculum and training program for university level should be newly developed or revised through an interdisciplinary approach with the job analysis of practicing professionals.

최근 전 세계적으로 산불의 대형화 및 장기화에 따른 산불 진화대원의 업무 기피와 이직률 증가로 인한 인력 수급의 어려움이 심화되고 있다. 이를 해결하기 위해 미국 내무부와 산림청은 진화대원의 업무 및 복지 개선을 위한 실태 조사 및 연구를 통해 업무 만족에 관한 실태 조사 분석과 업무 만족도 평가 활발히 이루어지고 있고, 산불 관리 예산 증액을 통해 진화 업무의 전문화, 임금 증액, 건강 증진 프로그램 등을 확대하고 있다. 하지만 국내에서는 산불 진화대원의 업무 만족 및 조직편성의 적정성 등에 대한 실태 조사와 연구가 미흡하다. 본 연구에서는 국내 산불 진화대원에 대한 설문 조사를 통해 업무 만족도를 분석(상관관계분석, 일원변량분산분석, 독립변수 t검정, 회귀분석 등)하고 문제점 해결을 위한 방안으로 미국의 산불 관리 정책 사례를 참고하여, 국내 산불 진화대원의 처우개선 및 업무 만족도 개선에 관해 제언하였다.

In recent years, the global escalation and prolonged nature of wildfires have exacerbated challenges in recruiting and retaining wildland firefighters, leading to increased job aversion and turnover rates. To address this issue, the U.S. Department of the Interior and the Forest Service have actively conducted surveys and research to improve the duties and well-being of wildland firefighters, expanding specialized training, increasing wages, and implementing health promotion programs through additional budget allocation for wildfire management. However, domestically, there is a lack of comprehensive research on the job satisfaction and appropriateness of organizational structures for wildland firefighters. This study analyzes job satisfaction among domestic wildland firefighters through a survey (correlation analysis, one-way ANOVA, independent sample t-tests, regression analysis, etc.) and proposes solutions for identified issues by referencing U.S. wildfire management policies. Recommendations focus on enhancing the treatment and job satisfaction of domestic wildland firefighters.

This study explores the job satisfaction of General Disaster Managers (GDMs), who are responsible for disaster management in super high-rise and complex buildings with underground connections. As these structures increase in urban areas, the role of GDMs becomes more critical. Using a survey of eight job satisfaction items from the ‘Korea Network for Occupations and Workers’ (KNOW), data were collected from 95 GDMs and compared with ten other major job classifications. Results show GDMs ranked lowest in salary satisfaction, overall job satisfaction, and willingness to support their children choosing the same job. Despite their high responsibility, GDMs feel undervalued and inadequately compensated. Conversely, GDMs scored relatively higher in social contribution, job security, and growth potential, indicating recognition of the job’s social importance. The study calls for policy reforms to improve compensation and working conditions, alongside efforts to enhance the profession’s public image. Future research should include longitudinal and qualitative approaches to capture deeper insights.

본 연구는 간호대학생의 직업존중감의 개념을 정립하고 정의하기 위해 시행되었다. 분석방법은 Schwarts-Barcott와 Kim의 혼종모형(Hybrid model)을 이용하였으며, 자료수집 방법은 간호대학생 3.4 학년 6명을 대상으로 한 심층면담과 관련 문헌으로부터 수집하였다. 본 연구결과 간호대학생의 직업 존중감은 2개 차원의 3가지 속성, 10가지 지표로 최종 분석되었다. 직업존중감의 차원은 개인적 차원 과 사회적 차원으로 구분 되었으며, 개인적 차원의 속성은 본질적 긍정적 가치, 사회적 차원의 속성 은 외재적 상대적 가치, 긍정적 평판과 인정으로 나타났다. 결론적으로 간호대학생의 직업존중감은 간호사라는 직업에 대해 개인적으로는 본질적 긍정적 가치를, 사회적으로는 외재적 상대적 가치와 긍정적 평판과 인정에 대해 스스로 인식하고 평가하는 정도로 정의되었다. 본 연구는 간호학에서 낯선 직업존중감의 개념을 최초로 분석하였다는 것과, 추후 간호사들의 이직과 적응, 직무만족, 경력 관리의 주요한 요인이 될 수 있는 직업존중감을 간호전략으로 구성하고 평가하기 위한 기초자료를 제공했다는 데 의의가 있다.

The purpose of this study was to identify and define the concept of job-esteem among nursing students. We analyzed the data using the hybrid model introduced by Schwartz-Barcott and Kim. The data used in this study were collected from the in-depth interviews of six 3rd and 4th grade nursing students, along with the review of the relevant literature. As a result of this study, job-esteem of nursing students was finally analyzed with 3 attributes and 10 indicators at two dimensions, including intrinsic affirmative values at personal dimension and extrinsic comparative values, affirmative reputation and recognition at social dimension. In conclusion, job-esteem of nursing students was defined as the degree of self-recognition and evaluation on intrinsic affirmative values at personal dimension and extrinsic comparative values and affirmative reputation at social dimension.

목적: 본 연구는 헤어드레서들의 환경요인과 직무 스트레스를 분석하고 직무 환경과 스트레스가 이직요인에 미치는 영향을 검증 하고자 한다. 방법: 20-30대 헤어드레서들을 대상으로 자료를 수집하였고, SPSS WIN 25.0 프로그램을 이용하여 분석하였으며, t-test, one-way ANOVA, χ2 (Chi-square)-Test, Correlation, Multiple Regression을 실시하였다. 결과: 인적자원관리 요인인 교 육시스템, 근무환경, 복지, 임금, 직무 스트레스가 이직의도에 유의미한 영향을 미치는 것으로 나타났다. 결론: 본 연구결과가 미용 산업의 발전을 위하는 기초자료로 활용되기를 바라며, 헤어드레서들의 의식변화에 따라 바뀐 직무 스트레스, 환경요인을 정확히 분 석하여 이직 의도를 낮추는 쳬계적인 인적자원관리를 계획하고 진행하여야 할 것으로 생각되어 진다.

Purpose: This study analyzes the environmental factors and job stress of hair dressers and tries to verify the job environment and the effects of stress on the turnover factors. Methods: Data were collected from hair dressers in their 20s and 30s, analyzed using the SPSS WIN 25.0 program, and t -test, one-way ANOVA, χ2 (Chisquare)- test, correlation, and multiple regression were conducted. Result: Education system, working environment, welfare, wages and job stress, which are factors of human resources management, have significant influence on the degree of turnover. Conclusion: It is hoped that the results of this research should be used as basic data for the development of the beauty industry, and that a systematic human resource management should be planned and carried out to accurately analyze job stress and environmental factors that have changed according to changes in the consciousness of hair dressers.

目的: 通过对理发师的环境因素和工作压力的分析，验证工作环境和压力对离职因素的影响。方法: 采用SPSS WIN 25.0统计软件对20、30岁的美发师进行统计分析，采用t检验、单因素方差分析、卡方检验、相关分析和多 元回归分析。结果: 教育制度、工作环境、福利、工资、工作压力等因素对离职率有显著影响。结论: 希望本研 究成果能作为美容行业发展的基础数据，规划和实施系统的人力资源管理，根据美发师意识的变化，准确分析 工作压力和环境因素的变化。

음식점 조리사를 중심으로 음식품질에 영향을 주는 요인을 실증분석 하였다. 음식점 전문점 조리사들이 직접 기입 하는 자기기입식 설문방식을 사용하였다. 592부를 수집하여 분석하였다. 연구결과 다음과 같았다. 첫째, 음식품질에 영향을 주는 요인으로 직무특성은 유의한 영향력이 있는 것으로 확인 되었다. 둘째, 음식품질에 영향을 주는 요인으로 조직공성성 은 유의한 영향력이 있는 것으로 확인 되었다. 셋째, 음식품질에 영향을 주는 요인으로 자아탄력성과 임파워먼트는 유의한 영향력이 있는 것으로 확인 되었다. 음식품질에 영향을 주는 조리사의 행동요인으로 직무특성이, 조직공정성, 자아탄력성, 임파워먼트를 확인하였다. 이를 기초로 보다 확장된 조리사의 행동요인에 대한 연구가 진행되어야 한다.

The effect of restaurant cook on food quality was analyzed. Data collection was done by the self - filling questionnaire which was directly written by the restaurant cooks. 592 parts were collected and analyzed. The results of the study were as follows. First, job characteristics and organizational justice were found to have significant influence on ego-resilience. Second, job characteristics and organizational justice have a significant influence on factors affecting empowerment. Third, Job characteristics were found to have a significant influence on food quality. Fourth, organizational justice has a significant influence on food quality. Fifth, ego-resilience and empowerment were found to have a significant influence on food quality food quality

Research results show (1) there are two dimensions characterizing Korean IS practitioners：‘project-operation’ and ‘product-orientation-strategic-orientation’, (2) there are two distinctive and main career paths of Korean IS practitioners：generalists who support using information systems in the context of operation and specialists who are engaged in software development or improvement projects, and (3) Korean IS practitioners are experiencing serious and pervasive knowledge and skill deficiencies. Research results also provide clear evidence that Korean universities fail to provide eligible entry-level software developers and that the shortage of eligible entry-level software developers distorts both IS specialists’ careers and knowledge and skill requirements for them.

When a competent employee leaves an organization, the technical skills and know-how possessed by that employee also disappear, which may lead to various problems, such as a decrease in organizational morale and technology leakage. To address such problems, it is important to increase employees’ job satisfaction. Due to the advancement of both information and communication technology and social media, many former and current employees share information regarding companies in which they have worked or for which they currently work via job portal websites. In this study, a web crawl was used to collect reviews and job satisfaction ratings written by all and incumbent employees working in nine industries from Job Planet, a Korean job portal site. According to this analysis, regardless of the industry in question, organizational culture, welfare support, work system, growth capability and relationships had significant positive effects on job satisfaction, while time and attendance management, performance management, and organizational flexibility had significant negative effects on job satisfaction. With respect to the path difference between former and current employees, time and attendance management and organizational flexibility have greater negative effects on job satisfaction for current employees than for former employees. On the other hand, organizational culture, work system, and relationships had greater positive effects for current employees than for former employees.

The purpose of the study was to analyze the effect of contingent and permanent employees in Korea on the job satisfaction through meta-analysis. A total of 230 effect size cases were extracted from a total 95 articles and thesis selected for the final selection. The conclusions as a result of analysis were as follows. First, the study on the job satisfaction of contingent and permanent employees in Korea was the most performed in job of health, medical, food and service. Second, contingent employees have lower job satisfaction than permanent employees, and the difference was moderate. In the previous research, there were different results about the job satisfaction of contingent and permanent employees. As a result, the job satisfaction of contingent employees was lower than permanent employees and the difference was normal. Third, job satisfaction of contingent employees was much lower than that of permanent employees in financial, insurance, food and service - related jobs. On the other hand, job satisfaction of contingent employees was higher in health and medical care, social welfare and religion - related jobs. Fourth, contingent employees were less satisfied with wages, promotion, working environment, human relations, and work than permanent employees. The difference of wage and promotion satisfaction was nomal and satisfaction of human relations was low.