• 인삼약초
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• v.3 no.5 s.9
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• pp.20-27
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• 2005

• 인삼약초
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• v.1 no.4
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• pp.42-49
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• 2004

• Proceedings of the Korean Society of Community Living Science Conference
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• 2009.09a
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• pp.97-97
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• 2009

본 연구에서는 초 중등 교원들의 농업 농촌에 대한 가치 인식 및 학교 현장에서의 학생 지도력을 높이기 위해 교원들에게 농촌어메니티에 대한 이론과 체험 학습을 제공하는 '농촌어메니티 체험 연수 프로그램'의 개발 적용하고, 프로그램의 효과를 분석하였다. '농촌어메니티 개념 및 정책 이해', '농촌어메니티 현장 이해 및 체험', '농촌어메니티 수업 적용'의 3개 영역으로 구성된 총 20시간의 교원연수 프로그램을 개발하였으며, '09. 7. 23. ~ 8. 13.까지 2박 3일씩 5차에 걸쳐 200명의 교사를 대상으로 연수 프로그램을 운영하고, 연수 전후 설문조사를 실시하여 그 결과를 분석하였다. 연수에 참여한 교원들의 인구통계학적 특성을 분석한 결과, 여성의 비율이 56.9%로 남성(43.1%)에 비해 높았으며, 일반교사의 비율(53.3%)이 부장교사(26.9%)나 교장 교감 (19.8%)의 비율에 비해 높았다. 연령 분포에서는 50대가 35.2%로 가장 많고, 40대가 32.7%를 차지하고 있었으며, 경력이 20년 이상인 교원들이 67.2%인 것으로 나타났다. 근무기관 분포에서는 초등학교 교원들이 54.8%로 가장 많았으며, 중학교, 고등학교 교원이 각각 20.3%, 18.8%인 것으로 나타났다. 근무지역 분포에서는 중소도시에서 근무하는 교원들이 70.6%로 대다수를 차지하고 있었으며, 농촌거주 경험이 있는 교원들이 64.8%인 것으로 분석되었다. 연수 참여 사전-사후 설문조사를 통한 인식 변화를 분석(Paired samples t-test)한 결과 참여 이후 '농업 농촌에 대한 관심 정도', '농업의 중요도에 대한 인식', '농촌의 생활 정주, 관광 휴양 여건에 대한 인식', '농촌어메니티에 대한 이해도'가 모두 개선된 것으로 나타났다. '농촌어메니티에 대한 중요도 인식'(5점 척도)에서는 환경자원, 자연자원, 역사자원, 경관자원, 시설자원, 경제활동자원, 공동체활동자원으로 분류된 37개의 세부자원들에 대한 중요도 인식이 연수 참여 이후 높아진 것으로 나타났다. 단, 환경자원 가운데 '수질'의 평균 점수는 사전 4.8671, 사후 4.8960로 유의미한 차이가 발견되지 않았다. 연수 전반에 대해 만족하는 교원의 비율이 98.5%로 나타났으며, 연수 이후 농업 농촌에 대한 이해도가 증가했다는 응답이 98.0%, 학생 지도력이 증가했다는 응답이 95.0%, 연수에서 학습한 내용을 학생지도시 활용하겠다는 응답이 97.5%로 집계되어, 개발된 연수 프로그램이 설계시 수립한 목적 달성에 기여하고 있는 것으로 분석되었다.

• Journal of dental hygiene science
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• v.12 no.6
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• pp.600-606
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• 2012

The purpose of this study is to investigate work environment and job satisfaction of dental hygienists. The survey had collected 373 dental hygienists in Daegu and Gyeongsangbuk-do areas. The results were as follow; 1. The overall average of job satisfaction was 3.30. 2. Differences in the general characteristics and job satisfaction were significantly high with high age, high educational level and high work experience for married people. It was also significantly high when people worked in Gyeongsangbuk-do rather than in Daegu. 3. Differences in work environment and job satisfaction were significantly high in large size of the hospital, patient management and consultation services rather than assistance, monthly salary rather than annular salary, the presence of training opportunity and benefit for long-term worker, and more other vacations and annual vacations. 4. The influence factors of general characteristics on job satisfaction were education, work area and marriage in order ($R^2$=0.092). 5. The influence factors of work environment on job satisfaction were training opportunities, benefit for long-term worker, size of hospital, area of work and incentives in order($R^2$=0.092). From the above results, in order to improve job satisfaction of dental hygienists require a reasonable working environment considering the realistic situation improved.

• Proceedings of the Korean Society for Information Management Conference
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• 1994.12a
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• pp.185-188
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• 1994

본 연구는 사서들의 직무만족도를 요인별로 알아보고 연령, 성별, 학력, 직위, 근무연수, 사서자격증 및 소속부서별 직무만족도의 차이를 분석하여 경영적 측면에서 사서들의 직무만족 현황을 파악하고 문제점에 대한 개선방안을 마련하는 데 그 목적을 두었다.

• Korean Journal of Health Education and Promotion
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• v.14 no.1
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• pp.47-62
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• 1997

본 연구는 한국 보건전문가들의 보건행동을 조사하고, 보건행동간의 상호 관련 요인과 보건행동에 영향을 미치는 인구학적 요인을 분석하는데 그 목적이 있다. 본 연구 대상으로는 한국보건협회 산하의 8개의 보건 관련 학회 중에서 보건교육과 가장 관련이 있는 한국보건교육학회(212명)와 한국보건 간호학회 (124명) 회원 336명이 선정되었다. 본 연구의 도구는 미국에서 이미 실시된 여러 보건행동 연구를 기초로 하여 focus group discussion, back-translation, 전문가들의 panel discussion, 그리고 pilot test(사전조사)를 통하여 한국인의 보건행동 연구를 위해 타당하게 개발되었다. 본 연구를 위하여 1995년 약 두달동안(11월, 12월), 3차에 걸친 우편설문조사를 실시하여 64.3%의 응답회수율을 보였고, 응답자들의 보건행동을 분석하기 위해서 factor analysis(요인분석)와 ANOVA (변량분석) 방법을 사용하였다. 본 연구의 결과는 다음과 같다. 1. 조사응답자의 분포는 남자가 33.8%, 여자가 66.2%였고, 응답자의 80.3%가 석사 이상의 학위를 소유하고 있었다. 응답자들의 전공분야는 다양하였고, 그들 중에서 36.3%가 간호학, 24.4%가 공중보건학을 전공하였다. 응답자 중 과반수 이상이 학교에 근무하였고, 서울에 거주하였으며, 응답자의 평균 직장 근무연수는 14년 이였다. 2. 응답자들의 보건행동에 대한 요인분석 적용의 적합성을 사전검증하기 위하여 Bartlett’s Test of Sphericity (630.37, p〈.00)를 실시하였다. 응답자들의 보건행동을 요인분석한 결과, 17개의 보건행동으로 구성된 네가지 보건행동요인들이 추출되었다. 응답자들의 네가지 보건행동요인들은 다음과 같다: (1) 규칙적인 식사 및 과일 섭취 (2) 음주 및 흡연 (3) 외식,간식 및 카페인 음료 섭취 (4) 운동 및 휴식 3. 응답자들의 인구학적 요인과 네가지 보건행동요인들과의 관계를 분석한 결과, 성별(F=69.59, df=1,203, p〈.05), 교육정도(F=3.48, df=3,199, p〈.05) 그리고 직장(F=4.04, df=3,201, p〈.05)에 따라 음주 및 흡연 행동에 커다란 차이를 보였다. 또한 응답자의 직장 근무연수(F=2.39, df=5,185, p〈.05)에 따라 운동 및 휴식 행동에 커다란 차이를 보였다.

• The Journal of the Korea Contents Association
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• v.18 no.1
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• pp.476-486
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• 2018

The purpose of this study is to investigate the social distance that physical therapists in rehabilitation clinics have for the person with disability. The subjects were 146 physical therapists at 8 sites in kyunggi provinces, investigated the social distance of the subjects by gender, age, religion, working years, circumstantial disorder. The results of this study were as follows. First, as for the social distance of the person with disability, the physical therapists showed relatively intimate perceived by the social distance and the sub-factors, physical distance and interpersonal distance. Second, they showed close social distance to the disabled when they had sex, age, working years, and showed close interpersonal distance to the disabled when they had male. Third, the subjects with disabled friends showed close physical and social distance to the disabilities. Finally, There was a significant correlation between the age of the physical therapist and the social distance to the disabled, there was a negative correlation between the number of years of work and the age, sex. Based on these results, interactions with disabled person affect the positive cognition toward disabilities. In addition, It is necessary to educate the therapist to change the attitudes and behaviors of the disabled person positively through improvement of the cognition of the disabled and direct experience with the disabled from the beginning of the clinic.

• Journal of dental hygiene science
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• v.7 no.1
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• pp.37-47
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• 2007

Targeting dental hygienists who work in clinical division and public dental health division, this study was to investigate and analyze their working environment by work division, so that it could make basic material available in the interest of efficiently employing technical manpower specializing in public health and their better work environment in the future. 1. In terms of the sociodemographic characteristics of respondents, it was found that employees in public health were married in higher percentage and had higher age with longer career than those in clinical division, and it was noted that the former group had higher percentage in longer academic career than the latter group. 2. In terms of working days and hours, it was found that dental hygienists employed in public health worked 5 days a week(95.8%), while those in clinical division worked 6 days a week(70.3%). That is, the latter group worked longer days a week than the former group. 3. In terms of annual regular holidays, it was found that dental hygienists in public health division mostly took 11 to 20 days off a year, while those in clinical division mostly took 1 to 3 days off a year. That is, the former group is significant different in annual holidays from the latter group. 4. In terms of pay and allowances, it was found that most of public health group(89.4%) got monthly pay, while most of clinical group(65.4%) got the pay in annual salary. 5. In terms of reorientation experiences, it was found that 63.5% of total respondents didn't have any opportunity of domestic and overseas reorientation. And in terms of financial sponsorship for reorientation, it was noted that 54.0% of total respondents were financially supported for their reorientation by the institution they work for. 6. In terms of in-house welfare environment for married employees, it was found that 85.5% respondents ever faced no discrimination in job opportunities. In terms of the availability of maternity leave, it was noted that 69.2% respondents used the maternity leave, and 74.8% respondents used the maternity leave during 3 months. 7. In terms of quitting job, it was found that 46.8% respondents had ever left their job(public health group: 53.8%, clinical group: 45.8%), while the remaining 53.2% respondents(public health group: 46.2%, clinical group: 54.2%) had never left their job. Here, it is found that the employees in public health accounted for somewhat higher percentage in quitting job than those in clinical division. In terms of the number of leaving job, it was noted that most(50.8%) respondents left their job once, and there were similar distributions in quitting job between these both groups. In terms of the reason for quitting job, it was found that 29.2% respondents left their job due to desire for better pay(allowance) and working conditions.

• Journal of the Korean hospital association
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• v.27 no.12 s.257
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• pp.110-111
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• 1998

병원은 1백50종의 다양한 직종이 팀웤을 이루어서 일을 하고 있다. 뿐만아니라 병원근무 직종중 전문직이고 지속적인 연수교육과 새로운 정보의 습득이 필수적이다. 이러한 병원직종의 전문성과 특수성 때문에 병원에는 전문분야별로 협회등 단체가 설립되고 지속적인 교육과 연수 정보 교환을 통해 업무능률을 향상시키고 있다. 본지는 이번호로부터 병원내 전문직단체를 소개함으로써 병원 직종간의 이해를 돕고 함께하는 병원인상 구현에 보탬이 되고자 한다.

• Journal of Korea Entertainment Industry Association
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• v.14 no.7
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• pp.609-621
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• 2020

This study identified the impacts of organizational commitment on medical service reduction rates by lifestyles of medical institution workers with a medium of environmental factors in a medical institution, and it conducted a survey targeting 300 medical institution workers in Jeolla-do, South Korea. The results are as follows. First, there was a significant difference in an organizational commitment by sociodemographic characteristics based on age, academic career, gender, marital status, occupational description, monthly earnings, the years of employment, and the type of hospital. Second, there was a significant difference in environmental factors by sociodemographic characteristics based on marital status, the years of employment, and the type of hospital. Third, there was a significant difference in the inpatient reduction rate based on the occupational description, years of employment, and the type of hospital. In the outpatient reduction rate, a significant difference was shown based on age, marital status, occupational description, the years of employment, and the type of hospital. Fourth, when analyzing the relationship between organizational commitment, environmental factors, and the reduction rate, there was a significant positive correlation between inpatient reduction rate and outpatient reduction rate. Fifth, when analyzing the impacts on the inpatient reduction rate by deploying organizational commitment and environmental factors at the same time, it was shown that the environmental factors mediated partially in organizational commitment and inpatient reduction rate. In the case of outpatient reduction rate, it was shown that the environmental factors mediated completely in organizational commitment and outpatient reduction rate. The present study is aimed to contribute to providing the baseline data for an efficient operational plan and effective workforce management of medical institutions.