• 한국콘텐츠학회논문지
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• 제18권12호
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• pp.432-443
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• 2018

본 연구는 건설기술자 경력관리체계의 현황을 분석하고, 이에 대한 개선안 도출을 목표로 한다. 특히, 건설기술자 경력관리의 근간을 이루는 건설기술자 역량지수(Index of Construction Engineer's Competency: ICEC)에 기초한 등급제도와 실제 업무현장에서의 능력 개발의 이슈를 중심으로 현 운영제도를 탐색하고 개선방안을 도출하는 것이 본 연구의 목적이다. 이를 위해 현대 경력개발의 주요 흐름과 이론적 개념들을 탐색하였다. 또한 향후 건설기술자 경력관리 방안의 발전방향을 모색하기 위해 전문가들을 대상으로 한 초점집단면접(Focus Group Interview: FGI)을 실시하였다. FGI에는 경력관리업무를 수행하는 공공기관 담당자 6명과 기업체 담당자 6명 등 총 12명이 참여하였다. 연구결과 향후 건설기술자의 경력관리와 관련하여 첫째, 신규인력의 적극적인 유인책 마련, 둘째, 현재 활용되고 있는 직무/전문분야의 제도적 보완, 셋째, ICEC의 최종 등급산정에서 현장경력의 중시, 넷째, 건설기술자 경력 평가 시 다양한 경력구성 요소의 고려, 그리고 다섯째, 특급인력의 실질적 업무 전문성 제고 등의 발전방안이 도출되었다. 이러한 연구결과에 근거한 이론적, 실천적 시사점 및 향후 연구에 대한 제언이 논의되었다.

• 한국콘텐츠학회논문지
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• 제21권1호
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• pp.639-648
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• 2021

본 연구의 목적은 강점기반 집단상담 프로그램이 보호관찰 청소년의 자아존중감과 진로성숙에 미치는 영향을 알아보고자 하였다. 연구대상은 G광역시 보호관찰 여자청소년을 대상으로 실험집단과 통제집단으로 각각 15명씩 배치하였다. 본 연구결과 강점기반 집단상담 프로그램은 보호관찰 청소년의 자아존중감 영역가운데 일반적, 사회적 자아존중감 향상에서는 긍정적인 효과가 있었지만, 가정적 자아존중감 향상에는 통계적으로 유의한 영향을 미치지 못했다. 이는 보호관찰 청소년들의 가정적 자아존중감 향상을 위해서는 가정 환경적 개입을 통해 부모와의 긍정적인 관계 회복, 가족기능의 회복을 도와야 한다는 것을 알 수 있었다. 또한 강점기반 집단상담 프로그램이 보호관찰 청소년의 진로성숙 영역 가운데 계획성, 자기이해, 직업지식, 진로준비 영역에서는 긍정적인 효과를 보였지만, 독립성 영역에서는 통계적으로 유의미한 영향을 미치지 못했다. 보호관찰 청소년들이 스스로 자신의 진로에 대해서 관심을 갖고 준비하는 독립성을 향상시키기 위해서는 가정과 사회가 더욱더 관심을 갖고 진로지도에 대해 구체적인 지원을 해야 된다는 것을 알 수 있었다. 이와 같은 연구결과는 강점기반 집단상담 프로그램이 보호관찰 청소년의 자아존중감과 진로성숙 향상에 유의한 영향을 미치는 것으로 나타났다. 앞으로 보호관찰 청소년들이 자신과 타인을 존중할 줄 알며, 자신의 진로에 대해 구체적으로 계획을 세우고, 책임감 있게 행동할 수 있는 성숙한 인간으로 성장하도록 돕기 위해서는 더욱더 강점기반 집단상담 프로그램에 대한 연구가 필요하며, 대학생 멘토들을 활용해서 보호관찰 청소년들을 도울 수 있는 다양한 방안들을 모색해야 할 것이다.

• 한국병원경영학회지
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• 제21권3호
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• pp.11-21
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• 2016

The purpose of this study is to investigate the degree of difficulty and turnover of nurses working in the field and to derive clinical work activation and supply policy improvements. Data was collected from December, 2014 to January, 2015, from 23 hospitals, and participants were 3,887 nurses working in the field, Survey details : the difficulty of the clinical work of nurses working in hospitals, turnover intentions status and policy proposals for clinical research work enabled General characteristics, difficulties in clinical working, turnover intention and clinical work plan activation are frequency analysis. The difference between each of the variables in accordance with the general characteristics are one-way ANOVA analysis, Correlation analysis of the variables is also a Pearson correlation coefficients. 'difficulties in clinical working' was a statistically significant difference depending on the type of hospital, nursing class, number of beds, location, age, position, employment, gender, working form, working department, salary, career, and degree level. 'turnover intention' was a statistically significant difference depending on nursing rate, number of beds, region, age, position, sex, shifts, departments, annual income, and career. 'policy recommendation' was a statistically significant difference depending on type of hospital, nursing rate, age, position, employ, shifts, departments, annual income, degree level and career 'difficulties in clinical working' is 'turnover intention' (p<.001), 'policy recommendations' (p<.001) and had a significant positive correlation. and 'turnover intention' had a "policy recommendation" significant positive correlation with the relationship (p<.001) The most difficulties point of the nurses working in the field are the environment, such as shift, urgent and dangerous. Major policy proposals are improve treatment such as wages, and welfare.

• 한국초등과학교육학회지:초등과학교육
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• 제41권3호
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• pp.443-456
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• 2022

본 연구는 초등학교 저학년 학생을 대상으로 과학 진로교육 프로그램을 개발하고 적용하여 초등학교 저학년에서의 과학 진로교육의 가능성과 발전방안을 모색하는 데 목적이 있다. 그를 위하여 먼저 초등학교 저학년 학생이 가진 과학자와 과학에 대한 이미지를 분석하고, 과학 진로교육 프로그램 적용 후 과학자와 과학에 대한 인식의 변화를 살펴보았다. 또 과학자 되어보기 활동을 통하여 과학에 대한 흥미를 알아보고, 과학 진로교육 프로그램에 대한 학생의 인식을 설문지와 면담을 통하여 분석하였다. 결과는 다음과 같다. 첫째, 초등 저학년용 과학 진로교육 프로그램은 학생들의 과학자와 과학에 대한 인식에 긍정적인 영향을 주었다. 둘째, 초등 저학년용 과학 진로교육 프로그램은 학생들의 과학에 대한 흥미에 영향을 준다. 셋째, 초등 저학년용 과학 진로교육 프로그램에 대한 학생들의 인식은 긍정적으로 나타났다. 학생들은 프로그램에 대한 흥미도, 참여도, 이해도 모두에 높은 점수를 주었다.

• 한국응용과학기술학회지
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• 제40권5호
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• pp.1033-1042
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• 2023

본 연구는 만학도 간호대학생의 교수-학생 상호작용, 진로몰입이 자기주도학습능력에 미치는 영향요인을 규명하기 위해 시행되었다. 연구대상자는 G광역시, J도에 소재한 4개 대학교의 25세 이상 64세 이하에 입학한 간호학과 재학생 162명이며, 자가설문방법으로 조사하였다. 수집된 자료는 SPSS 24.0 프로그램을 이용하여 t-test, ANOVA, Pearson's correlation 및 multiple regression으로 시행되었다. 연구결과, 자기주도학습능력에 영향을 미치는 요인은 진로몰입, 교수-학생 상호작용, 대학진학의 동기 순이며, 변인들은 만학도 간호대학생의 자기주도학습능력을 29.5% 설명하는 것으로 나타났다. 따라서 만학도 간호대학생의 진로몰입과 교수-학생 상호작용의 수준의 향상을 통해 자기주도학습능력을 촉진할 수 있는 프로그램개발이 필요하다.

• 교육시설
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• 제1권2호
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• pp.7-20
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• 1994

The Council of Educational Facility Planners, International: CEFPI included about 20 countries (now another members are continuously registering) have some decision making of the master plan for the educational facilities and buildings in constructing/consulting for the world education. Through the research & development of the educational facility & building designing by the Council members who are the professional, of the nursery to higher education. At the same time they will have some master plan for the connected school & university facility's & building's designing/constructing system, having for the White-, blue-, steel-, and idea color job's educational facilities. The Council will be Given a desirable 72nd Birthday 1995 with the 21st Century's Educational Facility Master plan.

• 가정간호학회지
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• 제4권
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• pp.30-40
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• 1997

The change in health care environment increases the importance of Visiting Nursing Services Program. It has been performed by nurses of district health centers in Seoul since 1991. The Achievement of Visiting Nursing Services Program will be dependent upon their activities. The purpose of this study was to identify the Performance of Visiting Nurses and Job satisfaction of district health centers in Seoul. Therefore, it was to provide the fundamental data development of Visiting Nursing Services Program. The subjects were 214 Visiting Nurses of district health centers in Seoul. The data was collected by self reporting questionnaire from April 15 to April 30, 1997. Their performances and various supportive factors were measured with the instruments developed by the researcher. Job satisfaction were also measured by the instrument developed by Slavitt et al. (1978) was used. The data were, analyzed by Cronbach Alpha, mean, standard deviation, percentage, t -test, ANOVA Duncan test, Correlation Coefficient, and Stepwise Multiple Regression with SAS program. The results of this study were as follows: 1. The average of budget of Visiting Nursing Services Program of district health centers was 0.9% and the average of visiting nursing services personnel of district health centers was 10.1%. 2. With regard to the job satisfaction of Visiting Nurses the mean score was 2.92 out of 5. While the level of Job prestige / status presented as a mean score of 3.48 which was the largest among the 7 components of job satisfaction, the level of administration was the lowest showing 2.57 scores respectively. There were significant differences in the job satisfaction by age, working career of health centers(p<0.01, 0.001). 3. The average of the performance level of Visiting Nurses variables was 2.29; The variable with highest degree of performance was the teaching & consultation, establishment of performance plan, whereas the on with the lowest degree was the directive nursing services. The significant difference was found in performance level according to age, structure type of visiting nursing services, working career of health centers and working career of visiting nursing services(p<0.05). 4. With regard to the perception of the performance expertise by the Visiting Nurses the mean score was 2.37 : The variable with highest degree of performance expertise was the teaching & consultation, establishment of performance plan, whereas the on with the lowest degree was management of home-environment. The significant difference was found in performance expertise according to working career outside of health centers(p<0.05). 5. With regard to the perception of the performance necessity by the Visiting Nurses the mean was 2. 40 : the variable with highest degree of performance necessity was the teaching & consultation, establishment of performance plan, whereas the on with the lowest degree was directive nursing services. The significant difference was found in performance necessity according to working career of visiting nursing services(p<0.05). 6. A positive correlation was found between job satisfaction and performance level(r=.3731, P<0.001). Also, a weak positive correlation was found between the components of job satisfaction and performance level. 7. Stepwise multiple regression analysis revealed that the most powerful predictor was the variance of job satisfaction(R=.3557, $R^2$=.1265). Structure type of visiting nursing services and working career of visiting nursing services accounted for 19.0% of the variance in performance level in nurses. In conclusion, Job satisfaction, Structure type of visiting nursing services and Working career of visiting nursing services variables had influenced on performance level in health centers. Further research is required to confirm these findings.

• 수산해양교육연구
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• 제19권3호
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• pp.403-414
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• 2007

The study aims at analyzing practices of vocational life of human resources in Busan. This study adopted a questionnaire method in research of university(14), college(12) and public & private vocational training institute(10) in Busan areas for empirical analysis. Analyzing items are consist of two parts. The one is employment life and job-seeking activity, the other is career development and future plan in career. The major findings of this study are summarized as follows. First, employees have had a 2-3 times job transfer experiences. Second, difficulties of job-seeking activity are lack of information and experience. Third, the best wanted region for job transfer is Seoul etc.

• 한국콘텐츠학회논문지
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• 제16권2호
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• pp.45-56
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• 2016

본 논문은 판매원의 경험에 따라 임금이 최적 임금이 어떻게 변화하는 지에 대하여 고찰하였다. 판매원의 경험이 판매 성과에 미치는 영향이 크지 않은 경우를 가정한 기존 논문과 달리, 우리는 판매원의 적정 수준 이상의 경험이 판매원의 업무 능력에 필수적인 환경에서, 판매에 따르는 인센티브 보상제도가 항상 최적이 아님을 밝혀냈다. 이 결과는 기존 논문들에서 다루어지지 않은 현상일 뿐 아니라, 현업에서 드물지 않게 관찰되는 임금 보상 제도를 설명한다.

• 대한안전경영과학회지
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• 제12권1호
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• pp.189-198
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• 2010

This study is aimed at proposing the framework of international cooperation business in HRD KOREA. To achieve this goal I collected all of data that were used in process of international cooperation business in HRD KOREA and interviewed some people to get information from the people concerned. After that I analyzed data involved in using SWOT technique and proposed the framework of international cooperation business in HRD KOREA. The conclusions are as these. First, alliances must be vitalized between businesses besides between organizations. For example 'Developing of voluntary comeback program for foreigner' and 'Establishment of HRD KOREA Center' can be proposed as action plans for this strategy. Second, glocalization must be pushed ahead. For example 'Business career monitoring system for PMC' can be proposed as action plan. Third, building of preemptive base must be done. For example 'Standing of international HRD forum' can be proposed as action plan. Fourth, reinforcement of organizational competency must be done. For example 'The program for internationalization' can be proposed as action plan. Fifth, SBU(Strategic Business Unit) must be pushed ahead. For example 'Customer diversification portfolio' can be proposed as action plan.