• 한국학교수학회논문집
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• 제12권3호
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• pp.247-265
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• 2009

수학 교실에서 학생들은 교사나 동료 학생과의 의사소통을 통하여 수학적 지식을 구성하고, 서로의 지식을 타인과 교환하게 된다. 그런데 수학 학습의 주요 과정이 문제해결 활동임을 고려할 때, 학교 수학에서 다루어지는 어떤 문제 유형이 수학적 의사소통을 촉진시키는가를 알아보는 것은 중요하다. 이를 위해 본 연구에서는 수학 문제유형을 정형-개념형 문제, 정형-절차형 문제, 비정형 문제, 실생활 문제로 구분하여 소집단 문제해결 과정에서 구성원들의 의사소통 패턴을 분석하였다. 연구 대상자로 초등학교 4학년 8명의 학생을 선정하여 2개의 소집단으로 구성하였고, 2개의 소집단이 각각 5시간에 걸쳐 4가지 문제 유형으로 구성된 5세트의 문제를 해결하였다. 결과 분석을 위해 소집단 문제해결 과정을 비디오로 녹화하여 전사한 자료와 관찰일지, 문서자료를 이용하였다. 그 결과, 비정형 문제와 같은 문제해결 방법이 다양한 문제일수록 소집단 구성원들의 수학적 의사소통 참여도가 높았다. 또한 비정형 문제에서 다양한 풀이 방법에 대한 논의 및 새로운 풀이 전략에 대한 아이디어 공유와 같은 다수 참여의 의사소통 패턴이 나타났고, 수용적 합의, 논쟁적 합의, 정교화된 합의 등 다양한 합의 패턴이 나타났다.

• 중소기업연구
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• 제31권2호
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• pp.19-37
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• 2009

본 연구의 목적은 인적자원의 혁신성과 학습지향성이 혁신효과 및 사업성과에 미치는 영향관계를 연구함에 있어 중소기업과 대기업의 차이를 알아보는 것이었다. 다양한 업종의 실무자 479명으로부터 수집한 설문자료를 t-검정, 회귀분석 등을 이용하여 분석하였다. 연구결과에서 대기업은 중소기업에 비해 인적자원의 혁신성, 학습지향성, 혁신효과, 사업성과 면에서 더 높은 수준을 보였다. 혁신효과를 종속변인으로 한 회귀분석 결과에서 인적자원의 혁신성, 학습지향성, 인적자원의 혁신성-학습지향성의 상호 작용 변인이 혁신효과에 영향을 미치는 것으로 나타났고, 기업규모의 조절효과도 확인되어 중소기업의 경우 대기업에 비해 인적자원의 혁신성이 혁신효과에 미치는 영향이 더 크고, 대기업의 경우 중소기업에 비해 학습지향성이 혁신효과에 미치는 영향이 더 크다는 사실을 알 수 있었다. 사업성과를 종속변인으로 한 회귀 분석 결과에서는 학습지향성, 혁신효과, 인적자원의 혁신성-학습지향성의 상호작용 변인이 유의한 영향을 미치는 것으로 나타났으며, 기업규모의 조절효과가 확인되었다. 연구결과를 토대로 기업을 위한 시사점이 제시되었는데, 중소기업과 대기업 모두 혁신효과와 사업성과를 끌어올리기 위해 인적자원의 혁신성과 학습 지향적 문화의 확산에 고루 투자함으로서 성공적인 혁신 상품과 서비스 개발을 이루고, 궁극적으로 사업성과의 향상에 기여할 수 있을 것이다.

• 한국수학교육학회지시리즈A:수학교육
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• 제58권4호
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• pp.519-530
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• 2019

선행연구에 의하면 수학 학습활동에서 인지적, 정의적 요소들 사이의 상호작용에 기반하는 메타정의는 메타인지와 유사한 방식으로 학습자의 수학적 능력과 긴밀한 역학적 관련성을 유지한다. 본 연구에서는 이러한 특성을 현상학적으로 파악하기 위하여 초등학교 5학년 수학 영재아의 소집단 문제해결 사례를 메타정의적 관점에서 분석하였다. 그 결과 수학 영재아의 인지적, 정의적 특성이 메타정의적 활동을 통해 문제해결 활동에 나타나고 있음을 알 수 있으며, 특히 문제해결자의 정의적 역량은 정서나 태도 형태의 메타정의로 문제해결 활동에 작용함을 알 수 있었다.

• 한국의료질향상학회지
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• 제26권2호
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• pp.56-65
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• 2020

Purpose:This study aims to understand and explore the subjective experiences of patient safety education among health care professionals in developing a patient safety curriculum in South Korea. Methods: A qualitative descriptive study was conducted through two focus group interviews in the period October-December 2018. Eleven participants who underwent patient safety education participated in each session. All interviews were recorded and transcribed as spoken, and qualitative content analysis was used to identify categories of discussion depicting participants' subjective experience with patient safety education. Results: A total of three categories and seven themes were identified out of 77 units of analysis. Topics were identified in the dimensions of a patient safety curriculum, as follows: (1) activities for patient safety; (2) principle of patient safety (five rights, ethics, patient participation) and patient participation; (3) leadership, teamwork, and communication; and (4) reporting and learning system for patient safety events. In the dimension of methods, (5) case and evidence-based education and (6) multidisciplinary and small group teaching were identified. Finally, in the dimension of the system, (7) policies for patient safety education were identified. Conclusion: Our findings indicate that patient safety education is a significant area for health care professionals. Health care professionals suggested that a systematic patient safety curriculum would improve their knowledge and attitude toward patient safety. Moreover, it enables them to better construct a safety environment in a hospital.

• 한국과학교육학회지
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• 제35권4호
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• pp.573-584
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• 2015

오랜 기간 동안 과학교육 분야에서 탐구는 과학 학습의 핵심적인 목표이자 수단으로 자리매김해왔다. 그러나 교육 실천의 맥락에서 탐구 활동을 온전히 수행하기란 결코 녹록하지 않으며, 탐구의 역할과 기능에 대한 논의는 여전히 분분하다. 따라서 과학교사들이 실제로 탐구를 지도하면서 겪는 어려움을 비판적으로 검토하는 일은 반드시 필요하다. 본 연구에서는 탐구를 지도하는 교사에 초점을 두고, 예비교사의 탐구에 대한 인식과 실천 사이에서 나타나는 갈등의 양상을 질적 사례연구를 통해 살펴보고자 했다. 연구 참여자는 과학교육을 전공하는 8명의 대학생들이다. 이들은 약 1년 동안 주말 과학 프로그램에서 저소득층 중학생들의 보조교사와 멘토로 활동하면서, 방학 기간에는 자유로운 방식으로 담당 학생들의 탐구 활동을 지도하였다. 연구의 사례는 '자유탐구에서 수행하는 예비 과학교사의 탐구지도 활동'으로, 참여자의 개인면담과 집단면담과 참여관찰 기록, 자기보고서 등을 연구 자료의 분석에 사용하였다. 그 결과, 예비교사들은 학습자의 능동성뿐만 아니라 교과 지식과 연역적 절차 역시 탐구 활동을 가능하게 하는 중요한 요인으로 인식하고 있었다. 그러나 예비교사들이 실제로 탐구를 계획하거나 수행할 때, 인식과 실천 사이의 간극으로 인해 딜레마와 마주했다. 딜레마의 양상은 '발산하는 탐구와 수렴하는 과학', '흥미 중심의 탐구와 학습 중심의 탐구', '학습 주체로서의 학생과 부족한 지식인으로서의 학생'의 세 가지로 정리하였다. 끝으로 예비교사들의 딜레마 해소 과정을 논의하면서, 탐구와 과학교사에 대한 대안적인 관점을 제안하였다.

• Journal of Hospice and Palliative Care
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• 제25권2호
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• pp.55-65
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• 2022

Caring for patients with cancer is highly stimulating and rewarding, attracting health professionals to the field who enjoy the challenge of managing a complex illness. Health professionals often form close bonds with their patients as they confront ongoing disease or treatment impacts, which may be associated with multiple losses involving function and/or eventual loss of life. Ongoing exposure to patient loss, along with a challenging work setting, may pose significant stress and impact health professionals' well-being. The prevalence rates of burnout and compassion fatigue (CF) are significant, yet health professionals have little knowledge on these topics. A 6-week continuing education program consisting of weekly small-group video-conferencing sessions, case-based learning, and an online community of practice was delivered to health care providers providing oncology care. Program content included personal, organization and team-related risk and protective factors associated with CF, grief models, and strategies to mitigate against CF. Content analysis was completed as part of the program evaluation. In total, 189 participants (93% nurses) completed the program, which was associated with significant improvements in confidence and knowledge of CF and strategies to support self and team resilience. Qualitative themes and vignettes from experiences with the program are presented. Key themes included knowledge gaps, a lack of support related to CF and strategies to support resilience, organization-and team-based factors that can inhibit expression about the impacts of clinical work, the health professional as a "person" in caregiving, and the role of personal variables, self-skill practices, and recommendations for education and support for self and teams.

• 한국과학교육학회지
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• 제20권2호
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• pp.234-243
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• 2000

본 연구에서는 협동학습에서의 언어적 행동과 화학문제 해결력 사이의 관계를 조사하였다. 고등학교 2학년 학생을 대상으로 사전 화학 성취도의 측면에서 이질적인 3인 1조의 소집단을 구성한 후, 협동학습 환경에서 4단계 문제 해결 전략을 사용하도록 하였다.이러한 소집단 문제 해결 과정에 대해 녹화 및 녹음을 실시하였다. 학생들의 화학 문제 해결력은 문제 해결 전략 수행 능력 검사로 측정하였다. 언어적 행동은 크게 정보 주기, 정보 받기, 질문하기, 부정하기로 유형화하였고 총 16개 하위 범주로 세분하였다. 학생들이 가장 많이 나타내는 언어적 행동은 정보 제공하기의 하위 범주인 제공이었다. 언어적 행동과 문제 해결력 사이의 부분 상관을 조사한 결과, 7개 범주에서 유의미한 정적 상관이 나타났으며, 제공 범주가 문제 해결력과 가장 밀접하게 관련 있는 것으로 조사되었다. 그러나 선행 연구에서 보고되지 않은 교정, 정당화, 제공 명료화, 명료화 등에서의 상관도 유의미하였다. 하위 수준 학생들은 정보를 주거나 받는 언어적 행동과 문제 해결력 사이의 관련성이 높았으나, 상위나 중위 수준의 경우 언어적 행동이 문제 해결력을 향상시키지 못하는 경향이 있었다.

• 대한간호
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• 제36권1호
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• pp.77-96
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• 1997

The duty shifts of hospital nurses not only affect nurses' physical and mental health but also present various personnel management problems which often result in high turnover rates. In this context a study was carried out from October to November 1995 for a period of two months to find out the status of hospital nurses' duty shift patterns, and preferred duty hours and fixed duty shifts. The study population was 867 RNs working in five general hospitals located in Seoul and its vicinity. The questionnaire developed by the writer was used for data collection. The response rate was 85.9 percent or 745 returns. The SAS program was used for data analysis with the computation of frequencies, percentages and Chi square test. The findings of the study are as follows: 1. General characteristics of the study population: 56 percent of respondents was (25 years group and 76.5 percent were "single": the predominant proportion of respondents was junior nursing college graduates(92.2%) and have less than 5 years nursing experience in hospitals(65.5%). For their future working plan in nursing profession, nearly 50% responded as uncertain The reasons given for their career plan was predominantly 'personal growth and development' rather than financial reasons. 2. The interval for rotations of duty stations was found to be mostly irregular(56.4%) while others reported as weekly(16.1%), monthly(12.9%), and fixed terms(4.6%). 3. The main problems related to duty shifts particularly the evening and night duty nurses reported were "not enough time for the family, " "afraid of security problems after the work when returning home late at night." and "lack of leisure time". "problems in physical and physiological adjustment." "problems in family life." "lack of time for interactions with fellow nurses" etc. 4. The forty percent of respondents reported to have '1-2 times' of duty shift rotations while all others reported that '0 time'. '2-3 times'. 'more than 3 times' etc. which suggest the irregularity in duty shift rotations. 5. The majority(62.8%) of study population found to favor the rotating system of duty stations. The reasons for favoring the rotation system were: the opportunity for "learning new things and personal development." "better human relations are possible. "better understanding in various duty stations." "changes in monotonous routine job" etc. The proportion of those disfavor the rotating 'system was 34.7 percent. giving the reasons of"it impedes development of specialization." "poor job performances." "stress factors" etc. Furthermore. respondents made the following comments in relation to the rotation of duty stations: the nurses should be given the opportunity to participate in the. decision making process: personal interest and aptitudes should be considered: regular intervals for the rotations or it should be planned in advance. etc. 6. For the future career plan. the older. married group with longer nursing experiences appeared to think the nursing as their lifetime career more likely than the younger. single group with shorter nursing experiences ($x^2=61.19.{\;}p=.000;{\;}x^2=41.55.{\;}p=.000$). The reason given for their future career plan regardless of length of future service, was predominantly "personal growth and development" rather than financial reasons. For further analysis, the group those with the shorter career plan appeared to claim "financial reasons" for their future career more readily than the group who consider the nursing job as their lifetime career$(x^2$= 11.73, p=.003) did. This finding suggests the need for careful .considerations in personnel management of nursing administration particularly when dealing with the nurses' career development. The majority of respondents preferred the fixed day shift. However, further analysis of those preferred evening shift by age and civil status, "< 25 years group"(15.1%) and "single group"(13.2) were more likely to favor the fixed evening shift than > 25 years(6.4%) and married(4.8%)groups. This differences were statistically significant ($x^2=14.54, {\;}p=.000;{\;}x^2=8.75, {\;}p=.003$). 7. A great majority of respondents(86.9% or n=647) found to prefer the day shifts. When the four different types of duty shifts(Types A. B. C, D) were presented, 55.0 percent of total respondents preferred the A type or the existing one followed by D type(22.7%). B type(12.4%) and C type(8.2%). 8. When the condition of monetary incentives for the evening(20% of salary) and night shifts(40% of. salary) of the existing duty type was presented. again the day shift appeared to be the most preferred one although the rate was slightly lower(66.4% against 86.9%). In the case of evening shift, with the same incentive, the preference rates for evening and night shifts increased from 11.0 to 22.4 percent and from 0.5 to 3.0 percent respectively. When the age variable was controlled. < 25 yrs group showed higher rates(31.6%. 4.8%) than those of > 25 yrs group(15.5%. 1.3%) respectively preferring the evening and night shifts(p=.000). The civil status also seemed to operate on the preferences of the duty shifts as the single group showed lower rate(69.0%) for day duty against 83. 6% of the married group. and higher rates for evening and night duties(27.2%. 15.1%) respectively against those of the married group(3.8%. 1.8%) while a higher proportion of the married group(83. 6%) preferred the day duties than the single group(69.0%). These differences were found to be statistically all significant(p=.001). 9. The findings on preferences of three different types of fixed duty hours namely, B, C. and D(with additional monetary incentives) are as follows in order of preference: B type(12hrs a day, 3days a wk): day shift(64.1%), evening shift(26.1%). night shift(6.5%) C type(12hrs a day. 4days a wk) : evening shift(49.2%). day shift(32.8%), night shift(11.5%) D type(10hrs a day. 4days a wk): showed the similar trend as B type. The findings of higher preferences on the evening and night duties when the incentives are given. as shown above, suggest the need for the introductions of different patterns of duty hours and incentive measures in order to overcome the difficulties in rostering the nursing duties. However, the interpretation of the above data, particularly the C type, needs cautions as the total number of respondents is very small(n=61). It requires further in-depth study. In conclusion. it seemed to suggest that the patterns of nurses duty hours and shifts in the most hospitals in the country have neither been tried for different duty types nor been flexible. The stereotype rostering system of three shifts and insensitiveness for personal life aspect of nurses seemed to be prevailing. This study seems to support that irregular and frequent rotations of duty shifts may be contributing factors for most nurses' maladjustment problems in physical and mental health. personal and family life which eventually may result in high turnover rates. In order to overcome the increasing problems in personnel management of hospital nurses particularly in rostering of evening and night duty shifts, which may related to eventual high turnover rates, the findings of this study strongly suggest the need for an introduction of new rostering systems including fixed duties and appropriate incentive measures for evenings and nights which the most nurses want to avoid, In considering the nursing care of inpatients is the round-the clock business. the practice of the nursing duty shift system is inevitable. In this context, based on the findings of this study. the following are recommended: 1. The further in-depth studies on duty shifts and hours need to be undertaken for the development of appropriate and effective rostering systems for hospital nurses. 2. An introduction of appropriate incentive measures for evening and night duty shifts along with organizational considerations such as the trials for preferred duty time bands, duty hours, and fixed duty shifts should be considered if good quality of care for the patients be maintained for the round the clock. This may require an initiation of systematic research and development activities in the field of hospital nursing administration as a part of permanent system in the hospital. 3. Planned and regular intervals, orientation and training, and professional and personal growth should be considered for the rotation of different duty stations or units. 4. In considering the higher degree of preferences in the duty type of "10hours a day, 4days a week" shown in this study, it would be worthwhile to undertake the R&D type studies in large hospital settings.