• Journal of Information Technology Services
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• v.12 no.4
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• pp.91-108
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• 2013

In this study, we empirically examine cross-sectional determinants of IT personnel size of Korean listed companies from year 2004 to year 2009. Also, cross-sectional determinants of IT personnel size involved in managing internal control over financial reporting (hereafter, "ICFR") were examined. IT personnel or IT workers are recognized as critical intangible resources comprising firm's IT capability. Although IT personnel are regarded as important resources, there are not much information about factors explaining the size of firms' IT personnel. Fortunately, the Korean governmant regulates that every listed companies should dislclose the number of IT workers and ICFR-related IT personnel in their annual reports. This study utilizes the mandatorily disclosed IT personnel data to analyze cross-sectional determinants of korean listed companies' IT personnel size. Empirical results show that profitability, uncertainty, leverage, industry types are statistically significant factors associated with the size of IT personnel.

• Journal of the Korean Dietetic Association
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• v.10 no.4
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• pp.401-406
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• 2004

The purposes of this study was to evaluate the foodservice quality on the viewpoint of personnel in hospital foodservice. In result, S hospital's foodservice quality, that was evaluated by personnel, was comparatively high on the every variables and factors, especially on 'Q13. Meals delivery to the bed'(4.70 out of 5.0), 'Q14. Removal service of tray by foodservice personnel'(4.63), 'Q15. Kind foodservice personnel'(4.63), 'Q16. Foodservice personnel's clean and neat uniforms'(4.56) and 'factor 4. personnel attitude'(4.63). Foodservice quality factors weren't significant by general characteristics of personnel, thus all personnel were considered to hold similarly the level of foodservice quality. On the basis of these results, the gap between foodservice providers and customers need to be analyzed in the further study.

• International Journal of Contents
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• v.18 no.3
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• pp.49-57
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• 2022

The purpose of this study was to investigate the satisfaction of personnel selection process according to type of personnel manager and to examine whether the relationship between the type of personnel manager and the satisfaction with the personnel selection process was moderated by the applicant's perception of procedural justice. This study was conducted using a between-group design with 208 students from a four-year university in Korea. One group watched a video in which a human personnel manager selected employees and the other group watched a video in which an AI personnel manager selected employees. Participants were randomly assigned to a condition, responded to a demographic questionnaire, and answered measures of procedural justice and satisfaction with personnel selection after watching the video. As a result, the selection process satisfaction was significantly higher when the human personnel manager conducted the selection process than when the AI personnel manager conducted such process. In addition, when procedural justice was perceived as low, there was a significant difference in satisfaction between human and AI groups. However, when procedural justice was perceived as high, there was no significant difference in satisfaction between the two groups. Based on study results, the significance and limitations of this study and suggestions for future studies are discussed.

• Proceedings of the Technology Innovation Conference
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• 2006.02a
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• pp.150-169
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• 2006

Science & Technology (S&T) personnel have played a major role to develop our country since S&T is the most important factor to increase national competitiveness in the 21st century. Therefore, it is very essential to increase the welfare of S&T personnel in order to increase national S&T and economic competitiveness. However, the welfare of S&T personnel has not been discussed sufficiently not only in academic research, but also in actual S&T policies. It has caused many. social problems (for example, avoiding fields of S&T of young generation, low social recognition of S&T community and so on). Under this background, this paper aims at investigating how to effectively improve S&T personnel's welfare. For this purpose, we deal with a theoretical review on the welfare of S&T personnel. After that, we will suggest 'Comprehensive Welfare Town for S&T Personnel' as a method of improving the welfare of S&T personnel.

• Journal of Trauma and Injury
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• v.20 no.2
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• pp.65-71
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• 2007

Purpose: In the Korean armed forces, vaccination against tetanus is done when personnel join the military service, but we do not know how many military personnel are vaccinated and how many soldiers have protection against tetanus. We performed a qualitative analysis of the tetanus antibody in Korean military personnel by using the TQS (Tetanus Quick Stick) Methods: This study used a prospective collection method for military personnel visiting to the emergency department of a tertiary armed forces hospital from July 2005 to January 2007. We performed an analysis by using the TQS and asked whether the personnel had been inoculated during military service. Results: The number of enrolled military personnel was 474. Among them, 412 had been vaccinated against tetanus after entering the military service. The positive rate of TQS was 91.3% (373 patients) after vaccination for tetanus. Conclusion: Many military personnel were inoculated with tetanus toxoid during military service and have protective antibodies for tetanus. According as TQS should be used for military personnel who visit the emergency department of an armed forces hospital. Also, anti-tetanus immunoglobulin should not normally be used a positive TQS for tetanus prophylaxis.

• Journal of Technology Innovation
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• v.14 no.3
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• pp.155-182
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• 2006

Science & Technology(S&T) personnel have been Playing a major role to develop our country since S&T is the most important factor in enhancing national competitiveness in the 21st century, As S&T activities are done by S&T personnel, it is essential to improve the welfare of S&T personnel in order to increase the performance of S&T activities. We should motivate them to pour their efforts and energy in S&T activities. However, the issue of S&T personnel's welfare has not been discussed sufficiently not only in academic research, but also in actual S&T policies. It has caused many social problems, for example, avoidance of S&T areas by young generation, low social recognition of S&T community, and so on. Under this background, this paper aims at investigating how to effectively improve S&T personnel's welfare. In this paper, we will suggest the 'Comprehensive Welfare Town for S&T personnel' as an effective instrument for improving of S&T personnel's welfare. In particular, we will discuss the detailed aspects of the comprehensive welfare town : objectives, strategies and budgets.

• Korean Journal of Oriental Medicine
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• v.15 no.1
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• pp.43-47
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• 2009

Personnel who had contributed Medical development in history are classified into four types in this paper. The first, it is personnel that studied the medicine or treated a patient like doctors, medical researchers, physicians, nurses, etc.. The second, it is personnel that made law or systems about medicine or published the medical books. The third, it is personnel that received the medical treatment like patients or their protectors. The last, it is personnel that are teachers, students, friends, and relatives of people above mentioned. The studies of medical personnel in history are important. Those are more effective and easier informations than medicine itself. This paper is the study on medical personnel about HyangYak medicine that soley made from HyangYak(鄕藥) and that of classifying the informations about these persons.

• Journal of Korea Society of Industrial Information Systems
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• v.13 no.2
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• pp.88-99
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• 2008

In this article, DHRMIS being developed with ERP at resent realizes the personnel affairs recording procedures that all the Ministry of National Defense, the army, the navy and the air force can use on personnel affairs in order to solve the problem of the personnel recording procedures of the MND and each of the troops such as using manual affairs together with computation affairs, absence of electronic recording managements in some of the institutions MND, insufficiency of real time recording, and excess of centralized managements to present and record the personnel data. The personnel recording procedures consist of standardized personnel recording procedures and definition of the personnel recording procedures. This personnel recording procedures propose 3 improvements such as an atomic electronic recording management, a real time recording affair, effective centralization and distribution of verification authority so as to guarantee authentication, integrity, reliance, and accessibility of personnel data. When proposed personnel recording procedures are realized through developing DHRMS, these can bring on unification of 10 recording management systems, reduction of recording management time from 45 days to 3 days, distribution of verification authority MND, each of the troops, each of the institutes, an individual, and reduction of some of the manual documents.

• Asia pacific journal of information systems
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• v.9 no.4
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• pp.163-179
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• 1999

MIS personnel should not only be capable of developing technically sounded systems, but also act as the companion role of strategic management. For this reason, it is important to direct efficient human resource management for MIS personnel. For directing efficient MIS human resource management, this paper studies the relationship of major types of MIS career orientation, job satisfaction and organizational commitment based on the work area of MIS personnel, Based on the empirical analysis using questionnaires answered from MIS personnel of Korean public and private enterprises, the hypotheses of this study were proved. The result of this research shows most of the domestic MIS personnel tends to line up with technology and management favoritism for their career orientation. If an individual career orientation and his or her work area are matched, it presents higher job satisfaction. Furthermore, a group of management orientation shows higher organizational commitment than a group of technology arientation among MIS personnel with identical job satisfaction. Therefore, this study suggests that career orientation of MIS personnel affect the job satisfaction and organizational commitment. In the future, a career management system suitable to the MIS personnel should be developed to improve the effectiveness of MIS organization.

• The Journal of the Korea Contents Association
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• v.13 no.12
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• pp.974-985
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• 2013

This research aimed to propose policy alternatives on acquisition and retention of SME's R&D personnel through the analysis of the status and problems of SME's R&D personnel. As research methods, literature review, survey analysis, domestic and foreign R&D personnel support system and practices benchmarking, human capital corporate panel (HCCP) and integrated survey DB material analysis, and case investigation by interview were used. The occupational status and problems of SME R&D personnel concerned on the corporate size, HRM practices on satisfaction and HRD problems, talent personnel management and training system status, the core talent management system and R&D personnel management system, and its complaints were organized. As conclusion, we have proposed alternatives on acquisition and retention of R&D personnel focused on the talent management. Suggestions were such as supports on R&D personnel management system and its dissemination, systematic career development programs, and excellency promotion on SME's and R&D talent personnel.