• 대한안전경영과학회지
• /
• 제19권1호
• /
• pp.63-71
• /
• 2017

As the demand for automation (or autonmation) or clean workplace has grown, the interest in the knowledge and skill regarding safety is rising in manager duty. Moreover, the importance of severity rate of injury has increased due to the enlargement of industry scale, even safety management area has developed. Thus, it is important that production managers, the core of the line process, realize the safety in their production line, even if a safety manager acts as a staff. However, in the duty oriented National Competency Standard (NCS), the education about the safety duty of production management part is insufficient. According to NCS, it is calculated production managers receive only 6.7% of whole safety education regarding the duty related the safety management for production manager in mechanical industry. However, the ability in safety is more demanded from production managers as the concept of "production and safety" turns into the concept of "production with safety". And then in this paper, we will compare and analyze the safety management duty in Korean NCS and the safety management duty in State Leaders Connecting Learning to Work in US manufacturing industry, in terms of the duty of the production manage in mechanical industry (05). And, we will develop the safety duty education system for production manager, by classifying the safety education in domestic mechanical industry into knowledge education, skill education, and attitude education with using AHP(Analytic Hierarchy Process).

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

• Journal of Audiology & Otology
• /
• 제25권4호
• /
• pp.189-198
• /
• 2021

Background and Objectives: This study aimed to investigate the occupational performance of Korean workers with and without hearing loss and analyze the hearing-related difficulties in the working environment. Subjects and Methods: The Amsterdam checklist for hearing and work was used for the analyses and the occupational environments of the Korean workers were investigated. Out of 129 total participants, 86 workers experienced severe to profound hearing loss and 43 had the normal hearing ability. The hearing-impaired workers were recruited from two leading vocational centers and normal-hearing workers were their colleagues. Results: The hearing-impaired workers were found to take fewer sick leaves and exhibited higher rates of permanent job statuses compared to the normal-hearing workers. Workers with hearing loss rarely detected background sound; however, they could perceive reverberation more frequently. They felt more satisfied with their careers than the normal hearing workers as they received social support and needed to put their effort into hearing for most hearing activities. Furthermore, the effort in hearing increased with the increase in job demand, job control, social support, and career satisfaction. The working hours per week increased with the increase in age, education level, job demand, job control, and social support. Different trends were observed in 9 out of 12 variables while comparing the data from the present study with that obtained from the hearing-impaired workers of the Netherlands, indicating a large difference between countries. Conclusions: Although the hearing-impaired Korean workers operate diligently with good job positions, it is necessary to enhance their acoustic environment and provide them social support. Considering the cultural background of the hearing-impaired workers, the development of suitable vocational rehabilitation programs and specific questionnaires is strongly recommended worldwide.

• 대한청각학회지
• /
• 제25권4호
• /
• pp.189-199
• /
• 2021

Background and Objectives: This study aimed to investigate the occupational performance of Korean workers with and without hearing loss and analyze the hearing-related difficulties in the working environment. Subjects and Methods: The Amsterdam checklist for hearing and work was used for the analyses and the occupational environments of the Korean workers were investigated. Out of 129 total participants, 86 workers experienced severe to profound hearing loss and 43 had the normal hearing ability. The hearing-impaired workers were recruited from two leading vocational centers and normal-hearing workers were their colleagues. Results: The hearing-impaired workers were found to take fewer sick leaves and exhibited higher rates of permanent job statuses compared to the normal-hearing workers. Workers with hearing loss rarely detected background sound; however, they could perceive reverberation more frequently. They felt more satisfied with their careers than the normal hearing workers as they received social support and needed to put their effort into hearing for most hearing activities. Furthermore, the effort in hearing increased with the increase in job demand, job control, social support, and career satisfaction. The working hours per week increased with the increase in age, education level, job demand, job control, and social support. Different trends were observed in 9 out of 12 variables while comparing the data from the present study with that obtained from the hearing-impaired workers of the Netherlands, indicating a large difference between countries. Conclusions: Although the hearing-impaired Korean workers operate diligently with good job positions, it is necessary to enhance their acoustic environment and provide them social support. Considering the cultural background of the hearing-impaired workers, the development of suitable vocational rehabilitation programs and specific questionnaires is strongly recommended worldwide.

• 한국식생활문화학회지
• /
• 제24권5호
• /
• pp.525-532
• /
• 2009

School dietitians are divided into two groups according to their status of employment, school nutrition teachers and dietitians, with the latter being irregularly employed by the institution. In this study, the job satisfaction, communication ability, work performance and importance in feeding services and dietetic counseling of both groups were compared. To accomplish this, 100 regularly employed school nutrition teachers (regularly employed) and 101 dietitians (irregularly employed) were surveyed by questionnaire. The results were as follows: (1) The irregularly employed dietitians showed a lower level of job satisfaction than the school nutrition teachers. This was likely because the school nutrition teachers belonged to the strong inner circle of school teachers and cafeteria workers, and had enough time to prepare for class lectures and consultancy. Conversely, the irregularly employed dietitians generally handle extra office work in addition to their primary duties. Despite these differences, both parties agreed that it was necessary to change the work system. Additionally, school dietitians reported that they had little opportunity for further training for career development. (2) Both parties had good communication skills; however, the irregularly employed dietitians had more conflicts with other staff members than the regular employees. (3) Job performance and job importance level was compared among employees involved in school feeding services and nutrition counseling. No significant differences were observed between dietitians and nutrition teachers in either group (p<0.05). However, the school nutrition teachers showed better skills than school dietitian with respect to public relations, running independent counseling offices, and using effective tools and materials. Job performance level was lower when compared to job importance level for all items, which meant the job was not well performed when compared to the work importance awareness.

• 과학교육연구지
• /
• 제38권3호
• /
• pp.543-554
• /
• 2014

이 연구의 목적은 현재 이루어지고 있는 대한민국 과학교사들이 실시하고 있는 동티모르에서의 과학교사 실험 연수에 대해 대한민국과 동티모르 교사들이 어떻게 인식하고 있는지 알아보는 데 있다. 이 연구를 위해 참여관찰과 설문 조사, 면담이 이루어졌다. 연구 결과, 대한민국 과학 교사들이 동티모르 과학교사 연수를 실시하는 이유는 동티모르 과학교사들의 자발적인 성장을 돕기 위한 것이며, 과학교사로써 국제적인 재능 기부 형태의 봉사활동 수행하는데 있는 것으로 나타났다. 대한민국 과학교사들은 연수를 진행하면서 언어 및 실험 재료 등의 현지화가 절실하다는 반응을 보였다. 동티모르 과학교사 실험연수가 체계를 갖추기 위해서는 동티모르의 과학과 교육과정과 교육 현황에 대한 정확한 자료, 현지 과학교사들의 필요가 무엇인지 파악, 연수 결과에 대한 피드백이 중요하다고 하였다. 연수에 참가한 동티모르 과학교사들은 10년 이내, 20-30대의 교사들이 많았고, 초등보다는 중등교사들의 참여가 많았다. 동티모르의 과학교사들이 연수를 통해 기대하는 것은 과학에 대한 전문성의 심화에 초점이 맞추어져 있었다. 연수 참가시 어려운 점은 언어, 비용, 거리 등의 요인이었다. 연수 프로그램에 대한 동티모르 교사들의 평가는 모든 프로그램이 재미있고, 유용하고 학생들에게 필요한 프로그램이라는 것을 강력히 표현하고 있었다. 또한, 동티모르 과학교사 연수의 최종 목표는 동티모르 교사들의 자생적인 연수 능력 획득에 있었는데, 이러한 가능성에 대한 실마리를 얻었다는 것이 중요한 의미이다.

• 한국인터넷방송통신학회논문지
• /
• 제20권5호
• /
• pp.163-173
• /
• 2020

본 연구에서는 기업현장교사가 학위연계형 고숙련마이스터 과정에 학습근로자로 참여하여 일학습병행제 경력비전에서 제시하고 있는 스스로의 직무 역량을 향상시키고 응용력을 높이며, 고도화된 훈련 지도와 평가자로서의 역량을 강화하기 위한 기대 목표에 대한 만족도를 훈련 준비, 훈련 수행, 훈련 효과, 훈련 행정 측면에서 평가할 수 있는 평가문항을 개발하고 문항에 대한 타당성을 검증하였다. 이를 위해 델파이 기법을 활용하였으며, 연구 결과 4개 영역 6개 부문 총 48개 문항을 개발하였다. 훈련 준비 영역의 훈련과정 개발 만족도에 대하여 7개 평가 문항을, 훈련 수행 영역의 Off-JT와 OJT 과정의 만족도와 관련하여 21개 평가 문항을, 훈련 효과 영역의 기업현장교사로서의 역량 강화 만족도와 직무 적용 및 실무 활용 능력제고 만족도와 관련하여 16개 평가 문항을, 훈련 행정 영역에서는 행정지원만족도 평가를 위한 6개 평가 문항을 개발하고 평가 문항의 안정성, 내용 타당도, 합의도와 수렴도 지표를 통해 최종 적합도를 검증하였다. 본 연구 결과는 일학습병행 시범사업으로 추진 중인 고숙련마이스터 과정의 품질 관리를 위한 실무적 활용은 물론, 일학습병행 고숙련마이스터 과정 전반의 제도 개선 요인 등을 도출하기 위한 다양한 의견 수렴의 기초 조사 도구로서 참조될 수 있는 이론적 근거를 제공한다.

• Asia pacific journal of information systems
• /
• 제24권1호
• /
• pp.93-112
• /
• 2014

As personal data breach reared up as a problem domestically and globally, organizations appointing chief privacy officers (CPOs) are increasing. Related Korean laws, 'Personal Data Protection Act' and 'the Act on Promotion of Information and Communication Network Utilization and Information Protection, etc.' require personal data processing organizations to appoint CPOs. Research on the characteristics and role of CPO is called for because of the importance of CPO being emphasized. There are many researches on top management's role and their impact on organizational performance using the Upper Echelon theory. This study investigates what influence the characteristics of CPO gives on the organizational privacy performance. CPO's definition varies depending on industry, organization size, required responsibility and power. This study defines CPO as 'a person who takes responsibility for all the duties on handling the organization's privacy,' This research assumes that CPO characteristics such as role, personality and background knowledge have an influence on the organizational privacy performance. This study applies the part relevant to the upper echelon's characteristics and performance of the executives (CEOs, CIOs etc.) for CPO. First, following Mintzberg and other managerial role classification, information, strategic, and diplomacy roles are defined as the role of CPO. Second, the "Big Five" taxonomy on individual's personality was suggested in 1990. Among these five personalities, extraversion and conscientiousness are drawn as the personality characteristics of CPO. Third, advance study suggests complex knowledge of technology, law and business is necessary for CPO. Technical, legal, and business background knowledge are drawn as the background knowledge of CPO. To test this model empirically, 120 samples of data collected from CPOs of domestic organizations are used. Factor analysis is carried out and convergent validity and discriminant validity were verified using SPSS and Smart PLS, and the causal relationships between the CPO's role, personality, background knowledge and the organizational privacy performance are analyzed as well. The result of the analysis shows that CPO's diplomacy role and strategic role have significant impacts on organizational privacy performance. This reveals that CPO's active communication with other organizations is needed. Differentiated privacy policy or strategy of organizations is also important. Legal background knowledge and technical background knowledge were also found to be significant determinants to organizational privacy performance. In addition, CPOs conscientiousness has a positive impact on organizational privacy performance. The practical implication of this study is as follows: First, the research can be a yardstick for judgment when companies select CPOs and vest authority in them. Second, not only companies but also CPOs can judge what ability they should concentrate on for development of their career relevant to their job through results of this research. Cultural social value, citizen's consensus on the right to privacy, expected CPO's role will change in process of time. In future study, long-term time-series analysis based research can reveal these changes and can also offer practical implications for government and private organization's policy making on information privacy.

• 산업진흥연구
• /
• 제6권1호
• /
• pp.63-77
• /
• 2021

본 연구는 2020년 TV 조선 미스터트롯 경연에서 최종 결승에 올라간 7인들이 인상을 통해 예능인으로 성공할 수 있음을 얼굴의 어느 부분에서 기인하는지 인상학적 특징과 공통점을 찾아 분석해 보았다. 분석 기준은 고전 『마의상법』과 인상학 학술 논문을 참고하여 기준을 세웠다. 그리고 연구대상자 7인의 얼굴 사진은 인터넷과 언론자료에서 수집하였다. 분석한 결과, 다음과 같은 공통점이 확인 되었다. 첫째, 이마의 발달보다는 이마 양쪽으로 잔 머리카락이 발달되어 있었다. 이는 공부보다는 예체능에 적합하다. 둘째, 대부분 눈썹 뼈[미능 골]가 솟아 있었고 귀 안쪽 연골이 튀어나와 있었다. 이는 자신의 삶을 스스로 결정하며 노력을 통하여 성공을 이루어내는 유형이다. 셋째, 입이 크고 입술 선이 반듯하며 목이 굵은 편이었다. 이 또한 예체능의 기질과 재능이 있음을 확인할 수 있었다. 넷째, 나이별로 해당하는 부분에서 크게 발전하였다. 결론적으로, 선천적으로 타고나는 얼굴모양의 특징이 운명론적인 모든 것을 증명해 줄 수는 없지만, 일정한 재능의 특징적 요소는 분명히 나타나고 있었다. 그리고 이들이 연예계에서 두각을 보이며 사랑을 받을 수 있었던 것은 그것을 뛰어넘는 자기 노력의 결과물이었다. 이러한 결과는 단순한 측면으로 자신의 재능이나 진로를 결정하는 데에 참고할 수 있다는 시사점을 갖는다.

• 한국과학교육학회지
• /
• 제24권3호
• /
• pp.442-458
• /
• 2004

여학생 친화적 과학 활동 프로그램의 활용 현황을 조사하고 시범운영 결과를 분석하여 이를 토대로 프로그램의 확대 보급 방안을 마련하기 위하여 본 연구를 수행하였다. 1999년 여성부의 연구용역으로 개발된 여학생 친화적 과학활동 자료는 5개 주제의 특기적성 교육자료와 7학년부터 10학년 까지의 심화 보충 학습자료들인데, 이 자료는 서울 지역의 과학교사 모임인 '신나는 과학을 만드는 사람들'의 홈페이지에 체계적으로 정리되어 수록되었으며 한글 문서를 다운로드받아서 활용할 수도 있고 html 형식의 문서를 모니터 상에서 그대로 확인할 수도 있도록 하였다. 현재 여학생 친화적 과학활동 자료 홈페이지의 방문객이 꾸준히 이어지고 있다. 특기 적성 프로그램에 대한 시범 실시 결과, 개발된 자료는 개발 목적과의 일치도 및 내용 및 수준, 적용 효과에 대해서는 높은 점수를 얻었지만 교사 수행의 수월성, 조직과 운영 측면에서는 낮은 점수를 얻었다. 또한 학생들은 과학에 대한 인식이 변화되었고, 간학문적인 활동을 통해 다양한 과학 경험을 하였다는 점에 대해서 긍정적으로 생각하였다. 한편, 학생들의 활동 내용에 대한 평가는 성공의 경험에 크게 좌우되며, 주로 오리고 자르고 붙이는 일로 이루어진 활동에 대한 평가 점수는 낮게 나타났다. 학생들의 성취도 검사에 의하면, 정의적 영역은 향상되었지만(p<0.05), 탐구 능력의 향상은 통계적으로 의미가 없었다. 그러나 많은 시범 실시학교에서 협동 활동 및 토의 능력의 향상과 관찰, 추론 능력이 향상되었음을 관찰하였다고 보고하였다. 본 프로그램의 확대 보급을 위해서는 프로그램이 교사들의 지지를 얻고 이들의 교수 학습 전략을 변화될 수 있도록 유도하는 것이 가장 중요하며, 이에 따라 교사 커뮤니티를 형성하고 교사 연수를 실시하는 것이 필요하다는 결론을 얻었다. 또한 프로그램의 추가 개발 및 국내 여성 과학 기술인을 적극적으로 발굴하여 교육 자료화하는것 등이 추후 실천해야할 과제로 남아있다.