• 환경정책연구
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• 제8권4호
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• pp.171-198
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• 2009

국가 온실가스 감축목표 설정과 더불어 이를 어떻게 달성해야 하는 이른바, 부문 간 책임배분의 문제는 주요 국가과제 중 하나다. 본 연구에서는 책임배분의 원칙 및 기준을 설정하고 할당지수를 이용해 부문 간 책임배분방안을 제시하였다. 주요 기준으로서 부문 간 저감잠재성, 배출증가율, 지불능력을 고려하였다. 본 연구에서는 저감잠재성만을 기준으로 할당할 경우와 비교분석하고 매우 상이한 결과를 도출될 수 있음을 제시하였다. 본 연구에서 제시한 방법론은 비용효율적인 동시에 사회적으로 수용 가능한 책임배분을 제시한 것으로서, 향후 국민경제 파급효과 분석 등을 거쳐 보다 면밀히 검토되어야 할 것이다.

• 영재교육연구
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• 제14권3호
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• pp.41-52
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• 2004

No educational provision for the gifted and talented works in a cultural vacuum, and this is as true for out-of-school activities as for what happens in school itself. There is evidence that excellence in children's achievements can come from widely differing special provision or from no special provision at all. Cultural influences affect attitudes as to who might be gifted and talented and what might be done for them. Whatever the size and influence of special centres anywhere, there is always overlap between in-school and out-of-school activities. For all styles of provision, cooperation between the two is a vital aspect of success. The major cultural dichotomy in this field is between the perception, usually found in the Far East that 'most children have gifted potential' and the largely Western view that 'few children have gifted potential'. It is safe to say that children who are selected for aptitude and ability, and who are keen to learn, will get more from special enrichment than those who of equal potential who have not had that experience. But this does not necessarily show the provision as the best possible method for enhancing gifts and talents. In fact, I do not know of a single scientific investigation, either cross-culturally or within one country, which compares any aspect of an out-of-school programme with another. As a result it is hard to say what type of provision would be most appropriate and effective in any given situation. Outcomes are also dependent on the enthusiasm, organisation and money put into any scheme - as well as the way youngsters are chosen for it. Some of the largest and most influential out-of-school American institutions were founded on the psychological understanding of human abilities that was current in the 1920s. These early influences of seeking an IQ cut-off point (or equivalent) to identify the gifted still affect their practice. in addition, the big American Talent Searches so often select youngsters for summer-schools not only by their high-level achievements, but also by their parent's ability to pay the sometimes high fees. Opinions about the identification of the brightest children and consequential educational practice underlie all provision for their education, whether in or outside school hours. Because of cross-cultural differences, it would not seem wise to copy any action directly from one culture to another without recognising these influences and possibly modifying the model. The growing trend around the world is to offer high-level opportunities to as many youngsters as possible, so that no keen learner is turned away without even a change of sampling them.

• 대한영양사협회학술지
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• 제8권1호
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• pp.33-41
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• 2002

This study has been focused on understandings for the problems of dietitian who perform nutrition service in the field of industry foodservice and then focused on using of its findings as basic material for smooth nutrition service performance through analyzing job satisfaction, job characteristic and its importance of dietitians' task in industry foodservice. A questionnaire survey of 120 nutritionists who have engaged themselves in industry foodservice―60 are under direct management and 60, held in trust―has been performed, and 95 responses (79%) have been collected and categorized, except some unfinished responses. The examined data have been classified statistically by using of SPSS, and then analyzed into frequency, percentage, mean value, standard deviation, and correlation among factors, according to questionnaires. The findings of the research can be summarized as following: The details of the surveyed dietitians were: 20-25 years old on an average; working less than two years; college graduates; mere employees; receiving monthly pay of 70～100 won on an average; working more than 52 hours weekly; and providing with four meals a day in a single menu. For job satisfaction and job characteristic, the service itself and the understanding of the service appear as main features. For the relative importance of the service, the findings show that the menu making, sanitation and cost control occupy an important position, while nutrition counseling, nutrition education and dietary control by ailments make up very low portion. For the cause of not enacting the nutrition service, the lack of counseling ability and the overburden of food service are at the top. The findings of this research, therefore, present the needs of the service capacity education and the reduction of excessive foodservice hours of dietitians in order to secure the efficient nutrition service in industry foodservice. To achieve this goal, first of all, there should be an intensive education course in school by using of practice hours. for enhancing practical service adaptability, and then the computerization of foodservice should be executed perfectly to reduce the excessive foodservice hours.

• 경영과정보연구
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• 제17권
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• pp.191-214
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• 2005

Recently, most enterprises are having a knowlege management boom. A number of books associated with the knowlege management are being published, countless public seminars are held, and many research councils have been organized studying it formally or informally as if not importing the system is like falling behind a fashion. However, there are not many cases that achieved success by constructing the system of knowledge management. Then, why the knowledge management is not so much effective despite so many voices wanting the change of management system and a lot of public lectures about it? I guess the reason is that most companies do not have concrete methodology. Seeing a result of a survey which reported that with spread of venture boom and successful examples being known widely, the outflow of precious human resources is accelerated and a large number of employees of conglomerates have already resigned or are considering separation from their positions, we can realize that are occurring a change which can be nearly called severance in an occupational view and an organization culture. The preference to a large enterprise or a public institution of labor is low today and the notion about a lifelong job is regarded as past remains. As for this, it could be said that the social atmosphere that pursued the stability of a job has been changed to the practical one that attaches importance to ability and pay. The way of thinking of employees has been changed while established organizations cannot satisfy their desire and this explains why important members of a company are flown out. The reason why superior human resources move to venture businesses is that they can do their likable work and also prove their ability as well as unconventional rewards. Although existing companies are trying to preserve important human resources through performance compensating stock option, temporary patching up of personnel management cannot retard the rushing wind of foundation and the outflow of labor. On the contrary, clumsy import of performance-based reward system not only fails to hire superior labor power but also can bring about a sense of incompatibility and conflicts among the remaining employees. Therefore, this thesis, focusing on how to choose, develop, and maintain the human resources, will suggest a future-aiming human resources management model of Korean enterprises after comparing and analyzing the actual condition of domestic companies and the trends of advanced corportaions.

• 펄프종이기술
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• 제47권1호
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• pp.24-34
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• 2015

Domestic companies supplying electricity must increase obligatory duty to use renewable energy annually. If not met with obligatory allotment, the electricity-supply companies must pay RPS (Renewable Portfolio Standards) penalty. Although the power plants using a pulverizing coal firing boiler could co-fire up to around 3 per cent with wood pellets mixed in with coal feedstock without any major equipment revamps, they recorded only about 60 per cent fulfillment of RPS. Consequently, USD 46 million of RPS penalty was imposed on the six power supplying subsidiaries of GENCOs in 2014. One of the solutions to reduce the RPS penalty is that the power supply companies adopt the co-firing of torrefied lignocellulosic biomass in coal plants, which may contribute to the use of over 30 per cent of torrefied biomass mixed with bituminous coals. Extra binder was required to form pellets using torrefied biomass such as wood chips, PKS (Palm Kernel Shell) and EFB (Empty Fruit Bunch). Instead of corn starch, 30, 50 and 70 per cent of Larix saw dusts were respectively added to the torrefied feedstocks such as Pinus densiflora chips, PKS and EFB. The addition of saw dusts led to the decrease of the calorific values of the pellets but the forming ability of the pelletizer was exceedingly improved. Another advantage from the addition of saw dusts stemmed from the reduction of ash contents of the pellets. Finally, it was confirmed that torrefied oil palm biomass such as PKS and EFB could be valuable feedstocks in making pellets through improved binding ability.

• 대한간호학회지
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• 제24권3호
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• pp.484-498
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• 1994

The purpose of this study was to investigate the home care needs in a rural county as a basic study to develop a Korean home care model. A stratified cluster sampling method was used to select 1, 352 household which accounted for 8.8% of Youn Cheon County population. A Standard criterias for home care subject were delineated by five nursing professors representing five different areas of nursing specialty. The developed criteria for home care subjects were as below, 1) Patients who had been discharged from hospital during the previous week. 2) Patients with special medical devices 3) Newborns and the mothers. 4) The chronically ill with poor recovery or control of disease. 5) Subjects with poor health care behavior or ability 6) Subjects with poor social support and / or family resources. 7) Subjects with health related educational needs. Three types of questionnaires were developed to screen home care subjects, one for adults, one for infants and one for the elderly. Also different questionnaire items were developed to evaluate the control and self care ability of chronically ill subjects. After training in interview methods for 2 days, 39 interviewers visited individual households for interviews. As the results of the study showed that 14.1％ of adult subjects and 76.5% of infants and child were judged as having at least one criterion related to home care need, 15.69% of adults and 53% of elderly had at least one chronic illness. The most prevalent chronic illnesses were hypertension, skeletal-neurological disease and diabetes. The prevalence of subjects with home care needs were, those with poor health care behavior(8.89%), with health-re-lated educational needs(8.71%), with poor recovery or control of disease (3.52%), and with poor social support and inadequate family resources(3.19%). There were only 0.3%, 0.37%, 0.11% who were discharged patients, patients with medical devices, or newborns respectively. Thus, the largest home care client group were those who need direct health care and health education. Seventy five percent of the subjects responded that they were willing to use and pay for home care service if it is offered in the future. It is suggested that recently discharged patients and patients with special medical devices can be cared for by hospital based home care nurses, but other home care clients can be cared for by com-munity based home care nurses.

• 노동경제논집
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• 제30권1호
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• pp.31-53
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• 2007

본 연구는 노동조합이 임금수준 및 분포에 미치는 효과를 우리나라의 제조업 생산직 남자 노동자를 중심으로 분석하였다. 임금수준에 대한 효과를 분석함에 있어서는 연립방정식을 사용하여 기업 특성을 충분히 통제한 위에 노조의 임금프리미엄을 정확하게 추정하고자 하였다. 노동조합과 기업의 수익성과의 관계에 관해서는 노동조합이 흑자를 얻고 있는 기업들의 수익성을 낮춘다는 사실이 확인되었다. 임금수준에 관해서는 노조가 있는 기업의 노동자가 누리는 임금프리미엄은 5~8%인 것으로 추정되었다. 그러나 노조원이 실제로 누리는 임금 및 고용상의 이득은 이들 수치가 제시하는 것보다 크다. 노조가 학력이나 외부 경력 등에 대한 한계보상을 낮추고 대신 근속에 대한 보상을 높이는 방식으로 선임자에게 유리한 임금체계를 구조화시킨 위에 강력한 고용보호정책으로 노조원의 근속연수를 비노조 부문의 두 배가 되게끔 만들었기 때문이다. 임금분산에 대한 분석에서는 노조기업 노동자간의 임금분산이 더 작아 이론적인 예측과 합치하는 것으로 나타난 반면, 인적 속성을 통제한 이후의 임금분산은 노조부문에서 더 크게 나타났다.

• 실천공학교육논문지
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• 제12권1호
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• pp.11-21
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• 2020

본 연구는 간호대학생의 플립러닝 교수법을 적용한 전공수업의 경험에 대한 의미를 이해하기 위한 현상학적 연구이다. 연구 참여자는 간호학과 4학년 8명으로 개별 심층면담을 실시하여 자료수집을 하였으며, Colaizzi의 현상학적 방법으로 자료분석을 하였다. 본 연구를 분석한 결과 총 35개 주제어와 11개의 중심의미가 도출되었다. 11개의 중심의미는 교육 전, 교실 안, 교육 후로 분류 하였다. 교육 전 단계는 '정보부족', '심리적 부담감', '교수법 차이', '자기주도적 학습능력 향상', '학습자의 성취도 차이'가 중심의미로 도출되었다. 교실 안은 '효율적 수업방향', '자신감 향상'이, 교육 후 단계는 '수업에 긍정적 영향', '자기부담 강화', '선호하지 않음', '강의식 선호'로 각각의 중심의미가 도출되었다. 따라서, 본 연구결과를 볼 때 간호학 전공에 플립러닝 교수법을 적용하기 위해서는 좀 더 다각적이며 심층적인 반복연구를 제언한다.

• 한국식생활문화학회지
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• 제11권3호
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• pp.393-402
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• 1996

The purpose of this study was to get data on the job attitude of cooks. This study was surveyed 216 cooks who work for deluxe hotels at Pusan. The results were summarized as follow: 1. The cooks think that their devotion is most important source for the best cooking. The next are taste, quality of raw materials, skill and hygiene in order. 2. 57.9% of the cooks think that a degree of expertise their field are average, but 73.6% cooks believe that the degree of expertise is higher than the other restaurant cooks. 3. They think that a good cook should be sincere and have proficiency of skill, good human relationship and study attitude, but they also believe an academic background and knowledge is not important to be a good cook. A deficiency of knowledge about cooking is what cooks believe to be the greatest hindrance for progress of cooking skills. The next hindrance are, a shortage of endeavor and authority of management. 4. The cooks believe that the ability of cooking is most important for a promotion, the others are, in order, human relationship, career background and age. 5. The cooks show little satisfaction with their job, but express their unsatisfaction with their pay. Also the cook's social status is mean. 6. The cooks recognize that a change in hotel policy is most important for the cooking department of the hotel. The next are, in order, enlargement of working space, arrangement of equipments and hiring of experts. 7. The cooks think that Japanese cooking have the best prospect in a food and beverage enterprise, while Chinese cooking have relatively lower prospect.

• 한국콘텐츠학회논문지
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• 제22권1호
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• pp.484-492
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• 2022

본 연구는 베이비부머세대의 과부담 의료비에 미치는 요인을 파악하기 위하여 한국의료패널조사 2017년 원자료를 분석자료로 이용하여, 베이비부머세대 808명을 최종 분석대상으로 하였다. 분석은 빈도분석, 교차분석, 로지스틱 회귀분석을 실시하였고, 모든 검증은 p=.05를 유의수준으로 하였다. 베이비부머세대의 교육수준, 배우자 유무, 의료보장형태, 가구소득, 음주여부, 흡연여부, 주관적 건강상태, 외래진료여부, 입원진료여부가 통계적으로 유의한 차이가 있었다. 베이비부머세대의 평균 질환수는 8.14개 이었고, 남자 7.97개, 여자 8.99개 이었다. 외래 진료평균횟수는 16.81회 이었고, 남자 14.81회, 여자 26.89회 였다. 과부담 의료비 발생률 중 지불능력 40% 이상은 남자 15.3%, 여자 26.3% 였다. 과부담 의료비 지출에 미치는 영향 요인은 남자는 민간보험가입여부, 가구소득, 음주여부, 입원진료여부 이었고, 여자는 민간보험가입여부, 가구소득, 음주여부였다.