• 유통과학연구
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• 제13권10호
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• pp.5-13
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• 2015

Purpose - This study aims to suggest appropriate policies and performance indicators for financial aid recipients. It analyzes the existing regular government policy funds support project, especially its propriety and reasonability. Research design, data, and methodology - When financial aid is effective, it should be able to predict small enterprise business results. Additionally, there should be an evaluation, checking before and after performance rates so that the rate of achievement and outcome can be measured. This study's contribution for small enterprises is in researching the best way to improve this support system. Results - The Small Enterprise and Market Service (SEMAS), currently designated as a support organization for implementing the government financial aid project, has assessment indicators. However, these focus mainly on quantitative indicators and survey results. Conclusions - In the future, there is some need to draw up measures, setting the right direction for developing policies for the small enterprise fund loans and improving the management of the plans. Eventually, this effort will dispel concerns about the present support policy, which is considered to be weakening small enterprises.

• 한국산학기술학회논문지
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• 제19권6호
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• pp.484-492
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• 2018

본 연구는 내부조직문화속성이 직무수행능력 및 직무만족에 미치는 영향을 분석하기 위한 목적이다. 자료수집은 경기도 일개 종합병원 500명을 대상으로 2014년 12월 8일부터 12월 20일까지 무기명 자기기입식 설문지를 통해 이루어졌다. 본 연구의 결과는 첫째, 병원 내부조직문화속성이 직무수행능력에 통계적으로 유의미한 영향을 미치는 것으로 나타났다. 둘째, 직무만족도 통계적으로 유의미한 영향을 미치는 것으로 나타났다. 셋째, 직무수행능력이 직무만족에 통계적으로 유의미한 영향을 미치는 것으로 나타났다. 조직의 커뮤니케이션, 조직발전 및 미래상과 조직속성 및 체계가 높아지면 직무수행능력과 직무만족이 상승하는 것으로 나타났기 때문에 상급자 및 동료와 의사소통, 부서간 역할과 책임을 명확하게 해야 한다. 조직문화는 개인적인 것 보다 조직의 속성을 지니고 있기 때문에 조직구성원들의 업무와 행동에 영향을 미치게 된다. 따라서, 병원이 경쟁에서 살아남기 위해 병원조직문화를 정확하게 진단해야 하고, 조직문화의 유효성을 극대화하여 바람직한 병원문화로 정착시켜야 할 것이다. 또한, 경영진에서는 병원의 목표와 직원이 추구하는 목표가 일치하도록 명확한 중장기 비전을 직원들에게 구체적으로 방안을 제시하여야 할 것이다.

• 항공우주정책ㆍ법학회지
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• 제31권2호
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• pp.237-269
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• 2016

Asia-Pacific Space Cooperation Organization (APSCO) is the only intergovernmental space cooperation organization in Asia. Since its establishment to date, eight countries have signed the convention and become member states. South Korea participated actively in the preparatory phase of creating the organization, and one conference organized by AP-MCSTA which is the predecessor of APSCO was held in South Korea. However, after the APSCO Convention was opened for signature in 2005 to date, South Korea does not ratify the Convention and become a member. The rapid development of space commercialization and privatization, as well as the fastest growing commercial space market in Asia, provides opportunities for Asian countries to cooperate with each other in relevant space fields. And to participate in the existing cooperation framework (e.g., the APSCO) by the Asian space countries (e.g., South Korea) could be a proper choice. Even if the essential cooperation in particular space fields is challenging, joint space programs among different Asian countries for dealing with the common events can be initiated at the first steps. Since APSCO has learned the successful legal arrangements from ESA, the legal measures established by its Convention are believed to be qualified to ensure the achievement of benefits of different member states. For example, the regulation of the "fair return" principle confirms that the return of interests from the relevant programs is in proportion to the member's investment in the programs. Moreover, the distinguish of basic and optional activities intends to authorize the freedom of the members to choose programs to participate. And for the voting procedure, the acceptance of the "consensus" by the Council is in favor of protecting the member's interest when making decisions. However, political factors that are potential to block the participation of South Korea in APSCO are difficult to be ignored. A recent event is an announcement of deploying THAAD by South Korea, which causes tension between South Korea and China. The cooperation between these two states in space activities will be influenced. A long-standing barrier is that China acts as a non-member of the main international export control mechanism, i.e., the MTCR. The U.S takes this fact as the main reason to prevent South Korea to cooperate with China in developing space programs. Although the political factors that will block the participation of South Korea in APSCO are not easy to removed shortly, legal measures can be taken to reduce the political influence. More specifically, APSCO is recommended to ensure the achievement of commercial interests of different cooperation programs by regulating precisely the implementation of the "fair return" principle. Furthermore, APSCO is also suggested to contribute to managing the common regional events by sharing satellite data. And it is anticipated that these measures can effectively response the requirements of the rapid development of space commercialization and the increasing common needs of Asia, thereby to provide a platform for the further cooperation. In addition, in order to directly reduce the political influence, two legal measures are necessary to be taken: Firstly, to clarify the rights and responsibilities of the host state (i.e., China) as providing assistance, coordination and services to the management of the Organization to release the worries of the other member states that the host state will control the Organization's activities. And secondly, to illustrate that the cooperation in APSCO is for the non-military purpose (a narrow sense of "peaceful purpose") to reduce the political concerns. Regional cooperation in Asia regarding space affairs is considered to be a general trend in the future, so if the participation of South Korea in APSCO can be finally proved to be feasible, there will be an opportunity to discuss the creation of a comprehensive institutionalized framework for space cooperation in Asia.

• 디자인학연구
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• 제17권2호
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• pp.123-134
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• 2004

이 논문은 일러스트레이션 전공교육을 위한 교과과정 개발이 주목적이다. 지난 30년 동안 일러스트레이션 분야는 양적으로나 질적으로 눈부시게 발전했으며 유형도 매우 다양해졌다. 최근에는 한국작가들의 작품이 국제적으로 인정된 단체에서 수상을 하는 등 나름대로의 성과도 있었다. 그럼에도 불구하고 전문 일러스트레이터 양성을 위한 교육과정은 마련되지 않았다. 이를 해결하기 위해서는 달라진 환경과 시대에 필요한 교과과정의 연구와 이에 걸맞는 교수진의 전문성 화보가 지름길이라고 생각한다. 시각언어인 일러스트레이션 교육의 핵심은 소통의 본질과 객관성 확보, 그리고 표현 방법론의 전문화이다. 또한 일러스트레이터 양성을 위한 기초조형교육은 매우 중요하지만 현재의 교육과정으로는 성과를 기대하기 어렵다. 양질의 일러스트레이션, 일러스트레이터의 배양을 위해서 독립된 장르의 위상에 맞는 교육과정 개발이 필요한 때이다. 아울러 이 졸고가 일러스트레이션 전공의 교육뿐만이 아니라 인접한 만화나 애니메이션 분야의 교육방법론으로도 접목될 수 있기를 바랄 뿐이다.

• 영재교육연구
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• 제8권2호
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• pp.69-89
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• 1998

The purpose of this study is to develop a test which can be used in identification of the gifted students in the area of mathematics. This study was carried out for two years from 1996. Mathematical giftedness is, in this study, regarded as a result of interaction of mathematical thinking ability, mathematical creativity, mathematical task committment, background knowledge. This study presumed that mathematical thinking ability is composed of seven thinking abilities: intuitive insights, ability for information organization, ability for visualization, ability for mathematical abstraction, inferential thinking ability(both inductive and deductive thinking abilities), generalization and application ability, and reflective thinking. This study also presupposed that mathematical creativity is composed of 3 characteristics: fluency, flexibility, originality. The test for mathematical creative problem solving ability was developed for primary, middle, and high school students. The test is composed of two parts: the first part is concentrated more on divergent thinking, while the second part is more on convergent thinking. The major targets of the test were the students whose achievement level in mathematics belong to top 15~20% in each school. The goodness of the test was examined in the aspects of reliability, validity, difficulty, and discrimination power. Cronbach $\alpha$ was in the range of .60~.75, suggesting that the test is fairly reliable. The validity of the test was examined through the correlation among the test results for mathematical creative problem solving ability, I. Q., and academic achievement scores in mathematics and through the correlation between the scores in the first part and the scores in the second part of the test for mathematical creative problem solving ability. The test was found to be very difficult for the subjects. However, the discrimination power of the test was at the acceptable level.

• 한국조리학회지
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• 제22권4호
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• pp.1-23
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• 2016

본 연구는 제주지역의 조리사를 대상으로 리더십과 LMX 그리고 조직성과간의 영향관계를 분석하기 위한 연구이다. 연구결과, 리더십 유형이 상사부하의 관계(LMX)에는 서번트 리더십만이 영향을 미치는 것으로 나타났으며, 상사부하의 관계(LMX)는 직무만족과 조직몰입 모두에 영향을 미치는 것으로 나타났으며, 리더십과 상사부하의 관계(LMX)에 의한 직무만족도 조직몰입에 영향을 미치는 것으로 나타났다. 이는 결국 LMX의 관계를 높이기 위해서는 리더십 중 리더의 서번트 리더십이 중요한 매개 역할을 하는 것으로 실증되었다. 그리고 리더십과 조직성과에서는 LMX의 관계가 매개역할을 하는 것으로 실증되었다. 결국 조직 관리에 있어서 상사부하의 관계 개선을 위해서는 서번트 리더십 요인인 봉사, 설득, 경청 및 공감, 비전제시가 필요하며, 상호 유대와 존경 등을 통한 관계의 형성이 조직성과에도 긍정적인 영향을 미치는 것을 알 수 있었다.

• 보건행정학회지
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• 제26권4호
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• pp.373-381
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• 2016

Background: The purpose of this study is to evaluate the outcomes of clinical education program for nurses in regional public hospital, utilizing the Kirkpatrick's model. Methods: Kirkpatrik's 4-level model was applied to this study. Trainees were asked to fill out questionnaires in the middle and at the end of the program. Also administrators of excellent trainees were asked to fill out the questionnaires regarding nursing management performance after 1-2 months from the end of the training course. Results: All trainees had positive reactions to the clinical education program. Not only the results of individual level (satisfaction and achievement scores, academic achievement scores, practical application rate, and educational transition factors) but also the scores of organization level (nursing management performance scores) are improved. Conclusion: By showing a correlation between the effectiveness factors we need to verify the relationship between these factors in a future study. In addition, development of quantitative and qualitative performance indicators are needed. To establish a long-term education system, it is required to applying the excellent trainee's successful experiences.

• 한국화재소방학회논문지
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• 제25권2호
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• pp.71-79
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• 2011

최근 소방행정은 인적자원의 중요성을 인식하고 2008년부터 멘토링 제도를 도입하여 신임직원으로 하여금 빠른 시간에 소방조직에 효과적으로 적응할 수 있도록 지원하고 있다. 또한 예방검사요원을 대상으로 직무역량 향상과 전문성 확보를 위하여 멘토링 제도를 도입 운영하고 있다. 그러나 현재 운영하고 있는 소방공무원의 멘토링 제도는 멘토의 전문성 부족, 멘토링의 법적 제도 불비, 멘토링의 매뉴얼 및 자료의 부족, 멘토에 대한 무보상, 형식적인 멘토링 등 다양한 문제점이 나타나고 있다. 본 연구는 소방공무원 멘토링 제도의 실태 분석과 선행연구를 통해 소방공무원 멘토링 기능이 직무역량에 미치는 영향요인을 도출하는데 목적이 있다. 연구의 결과 소방공무원의 직무역량에 영향을 미치는 변수는 역할모델, 업무수행, 지도방법, 태도, 흥미, 역할수행 순으로 상대적인 영향력을 가지는 것으로 나타났다.

• 한국과학교육학회지
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• 제21권3호
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• pp.487-496
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• 2001

본 연구에서는 중학교 과학 수업에 협동학습을 실시하여 학생들 사이에서 발생하는 언어적 행동 유형을 범주화하고 이들과 학습 전략의 사용, 학습 동기, 태도 증진과의 관계를 조사하였다. 또한 협동학습에 대한 학생들의 인식을 성취 수준별로 조사하였다. 협동학습 과정에서 나타나는 언어적 행동 유형들은 점검 및 조직화 전략의 사용이나 자아효능감, 과학 수업에 대한 태도의 증진과 많은 관련이 있었다. 협동학습에 대한 인식 조사 결과, 중위와 하위 수준 학생들은 전반적으로 협동학습에 대하여 긍정적으로 인식하였으나, 상위 수준 학생들에서는 부정적인 인식도 나타났다. 특히, 학습의 효과성 측면에 있어서 중위 및 하위 수준 학생들의 경우 동료와의 언어적 상호작용을 통해 학습 내용에 대하여 더 잘 알게 되었다는 인식이 많았던 것에 반해 상위 수준 학생들은 배웅의 깊이가 작다고 지적하였다.

• 경영과정보연구
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• 제26권
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• pp.181-204
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• 2008

This study is to categorize five types of conflict handling styles that employees can take when conflict occurs. The five types are integrating, avoiding, dominating, obliging, and compromising. I found these factors that explain conflicts handling styles divided them into organizational structure, task group functioning and need styles and how certain factors explain different kinds of conflict handling styles without other factors. To measure conflict handling styles, this study used the scale of conflict style devised Rahim. Data were collected by the survey method from employees engaged in the service industry located Seoul, the Province of Gyeonggi, and the Province of Gangwon. In addition, in order to prove my hypothesis, I used hierarchical regression analysis method to find the pure explanation that each factors have without multicollinearity. According to the study's result, in a person's type of needs, if the need for achievement is high, they prefer integrating style. In contrast, if the need for achievement is low, they prefer avoiding style. Also, if the need for affiliation is high, the employees prefer compromising style. But if the need for affiliation is low and the need for dominance is high, the employees favor dominating style. However, in task group functioning, group homogeneity, group cohesiveness, and group goal clarity are high, or the confidence in peers and management is high, the employees prefer obliging style to other conflicts handling styles. As well as if group homogeneity, group cohesiveness, and group goal clarity are high, it was found that they prefer compromising style. Also, if the role conflict that is related to organizational structure is serious, employees prefer obliging style, but they have weakenss in explanation. To sum up these results, if the employees have obliging style that shows lack of concerns over themselves and at the same time, have high concerns to others, is affected by task group or organization. And we can infer that the other conflicts handling styles are effected by personal characteristic.