• The Journal of the Korea Contents Association
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• v.13 no.1
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• pp.221-233
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• 2013

This study aims to explore how to cognize and perform case management process to community psychiatric rehabilitation center in Busan area. The case of case manager for 12 people obtained by conducting focus group interviews were in-depth analysis. Many commissioned by a variety of human service organizations in the contract and the client-centric intake has been received. Assessment, rather than a function of mental disabilities center service needs, planning difficulties in securing resource discovery and felt. Intervention phase focuses on direct service and when several agencies responsible for the case management approach. The possession of responsibility was unclear. Mainly monthly facilities within the checking step checks are being made, there was a desire for the realistic-supervision. Completion stage expectations showed a performance evaluation oriented, and individualized case management that can be represented well on the rating scale.

• Journal of Internet of Things and Convergence
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• v.5 no.1
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• pp.1-6
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• 2019

This study was intended to verify the impact on the quality of service for employees of youth training facilities. The purpose of this study is to provide basic data for improving service quality by analyzing the factors influencing service quality of youth training facility workers. Data were collected from 110 youth training facilities in Busan. The results showed that social support, emotional labor and self-efficacy had a static effect on the quality of service. Based on the results of this study, the following suggestions were made. First, in order to enhance social support, it is necessary to strengthen regular networking with other agency workers, interview with middle managers, and counseling. Second, to raise emotional labor, it is necessary to imprint a sense of mission as a youth leader. Psychological and emotional programs should also be developed and implemented. Third, in order to increase the self-efficacy, it is necessary to strengthen the administrative super vision and strengthen related education such as image making.

• Korean Journal of Social Welfare
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• v.66 no.1
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• pp.87-111
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• 2014

The purpose of this study is to analyze informal learning cases including learning work and being skillful of social workers in the workplace. In addition, it is to examine the promotion plan of informal learning to reinforce competences of social workers in the development of human resources and managemental way. This is a qualitative case study that was involved 20 social workers working in social welfare centers in Jeju. Face to face in-depth interviews were used for collected data. Nvivo10, qualitative data analysis program, was used for analyzing data. According to the findings, the most normal informal learning method in their workplace was to get feedback from the boss including adapting the system of a workplace senior, participating in the meetings, reviewing various media and etc. In addition, feedback from the boss and contacting with acquaintances were used the most as the informal learning method in the learning work and being skillful process of social workers and focused on communication with human resources. Therefore, social welfare centers need to create working environments to promote informal activities such as supporting individual learning, informal meetings, mentoring, supervision, interacting with colleagues and etc as well as supporting institutional formal learning including refresher training to reinforce the capabilities for social workers.

• Korean Journal of Social Welfare
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• v.64 no.4
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• pp.113-136
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• 2012

This study profoundly analyzed cultural welfare workers to find out how they command a strategy of empowerment according to types of action. The analysis result shows that cultural welfare workers perceive cultural welfare as an unstable human service job. Activity types of cultural welfare workers can largely be categorized into professional workers and vocational workers, and they are two extremes and continuum at the same time. On this account, a strategy of empowerment depends on types of action conducted by cultural welfare workers. There are accelerative elements that boost empowerment strategies positively and there are impediment elements that work adversely. These cultural welfare workers are making suggestion to prepare an official requirement for them to be acknowledged as a specialized worker and to increase various types of educational spectrum to meet their level. This study has significance for providing basic data for education, supervision, and policy for training human resources in future.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.2
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• pp.1045-1053
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• 2015

In this research, we conducted meta analysis of the cases of "burnout" of social workers from the 1990s to 2013. The result of analysis shows that the factors that cause burnout of social workers include work experience, compensation from work environment, supervision, promotion, work freedom-related factors and client-related factors such as the seriousness of client problems, the appropriateness of client counts, and all factors excluding client-related factors showed signficaint correlatoins. Moreover, the higher the age and the length of work experience, the lower the sense of self-wroth and emotional intelligence; the higher the social support, the lower the possibility of burn out. The research results suggest need for programs to prevent burn out of social service providers both in environment internal and external to organizatoins.

• Journal of Digital Convergence
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• v.19 no.7
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• pp.391-396
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• 2021

This study inspected the relationship between the empowerment and the organizational immersion of professionals in community rehabilitation facilities for the disabled. And this also analyzed the mediating effect of job satisfaction. A survey of 348 professionals working in the 14 facilities of D Metropolitan City and C Province was conducted. The analysis results of this paper are as follows : the professionals' empowerment influenced the organizational immersion positively and the job satisfaction mediated between the two variables. According to the analysis results, several countermeasures were proposed to increase the professionals' organizational immersion. We need to provide decision making rights, various training opportunities, and appropriate supervision to advance their empowerment. To improve their job satisfaction, the education of professional ethics, the activation of successful case presentation, and the management of emotional labor are required.

• Journal of Broadcast Engineering
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• v.25 no.6
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• pp.954-964
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• 2020

In immersive media, the most important factor that provides immersion is depth information. Therefore, it is essential to obtain high quality depth information in order to produce high quality immersive media. In this paper we propose an algorithm to improve depth map, considering the segmentation of images and the relationship between multiple views in multi-view systems. The proposed algorithm uses a super-pixel segmentation technique to divide the depth map of the reference view into several segments, and project each segment into adjacent view. Subsequently, the depth map of the adjacent view is improved using plane estimation using the information of the projected segment, and then reversed to the reference view. This process is repeated for several adjacent views to improve the reference depth map by updating the values of the improved adjacent views and the initial depth map of the reference view. Through simulation, the proposed algorithm is shown to surpass the conventional algorithm subjectively and objectively.

• Journal of the Korea Convergence Society
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• v.12 no.6
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• pp.217-223
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• 2021

The research purpose is analyzing the relationship between the coworker relations and the burnout of professionals in community rehabilitation facilities for the disabled. And this study verifies the mediating effect of organizational commitment between the two variables. We conducted a survey of professionals working in 14 facilities of Daejeon and Chungnam area, and the 352 data were utilized for analysis. The analysis results are as follows. 1) The coworker relations of professionals influenced the burnout negatively and the organizational commitment positively. 2) In addition, the mediating effect of organizational commitment was testified between the coworker relations and the burnout. Based on these research findings, several measures were suggested to reduce the professionals' burnout.

• Journal of Convergence for Information Technology
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• v.12 no.4
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• pp.199-204
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• 2022

This study analyzed mediating effect of job satisfaction between directors' leadership and workers' organizational commitment in senior clubs. A survey of 288 workers in Chungcheong and Daejeon was conducted. The statistical analysis methods were frequency, correlation, confirmatory factor analysis, and bootstrap. The analysis result was that directors' leadership had positive effect on workers' organizational commitment and mediating effect of job satisfaction was verified. For improving directors' leadership, it is necessary to develop various leadership education and training programs, to induce voluntary participation in the programs, and to include the participation of leadership program in facility evaluation. To advance workers' job satisfaction, we need various exchange programs with colleagues and peer groups, mentoring and rest service to manage emotional labor, and professional job education and supervision.

• Journal of Digital Convergence
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• v.20 no.4
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• pp.645-649
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• 2022

This study verified the relationship between empowerment and job satisfaction and mediating effect of self-esteem of specialists in rehabilitation centers. We surveyed of 325 specialists in 14 centers of Deajeon and Chungnam. The analysis result is that specialists' empowerment has an positive effect on the job satisfaction and the self-esteem mediates between empowerment and job satisfaction. Considering this analysis result, we can suggest several plans to improve the job satisfaction. Firstly, in order to promote the empowerment, it is important to provide directors' positive leadership, appropriate support for the improvement of empowerment of specialists and their voluntary efforts, and development of self-leadership for voluntary work efforts and improvement of self-efficacy. Secondly, for enhancement of the self-esteem, operation of monitoring program to advance self-awareness, establishment of smooth cooperative system with colleagues, and managers' advocacy supervision is required.