• 한국병원경영학회지
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• 제8권3호
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• pp.92-117
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• 2003

The purpose of this study was to analyze the characteristics of socio-demographic, organizational conflict and job satisfaction, and to examine the interrelation of influential factors in the intention of turnover. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics of the respondent's level of the intention of turnover was higher in a doctor staff members than others, for females than males, and had worked for 5-10 years in hospitals. Also, the intent to turnover was generally higher younger workers than long terms workers. 2. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the intention of turnover was higher. And, technical conflict experiences were expressed greater than hierarchical conflict experiences. 3. According to the job satisfaction characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the intention of turnover was lower. 4. According to the result of Multiple Regression for the doctor staff members in general hospitals rather than special hospitals was negatively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was positively correlated with the intention of turnover. For the nursing staff members the job satisfaction for the working itself, salary were negatively correlated with the intention of turnover. For the administration staff members as the job satisfaction for the working itself was negatively correlated with the intention of turnover. For medical and pharmacy staff members as more working experience, correlation with the intention of turnover was negative. Besides, as the job satisfaction for the working itself and the fellowship was negatively correlated with the intention of turnover. For the skill and technicians, the job satisfaction for the working itself, promotion were negatively correlated with the intention of turnover. The above indicate that job satisfaction and promote their ability and form a good relationship with organization members were very important to decrease the intention of turnover. This study identified the major effective factors of the intention of turnover and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital of industrial accident and organizational development. However, this study has a problem, which is not to identify a valuable model for examining the relationship between organizational factors such as organizational conflict, job satisfaction, and intention of turnover. Therefore, further study is needed and strengthened in the field of intention of turnover for hospital for industrial accident.

• Journal of Genetic Medicine
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• 제4권2호
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• pp.142-159
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• 2007

Purpose : This study was undertaken to provide prerequisites for accreditation of medical genetics training program and certification process for medical genetics professionals as clinical specialist and set up guidelines on curriculum of medical genetics training program in Korea. Methods : Six ad hoc committees for clinical geneticist, clinical cytogeneticist, clinical molecular geneticist, clinical biochemical geneticist, medical genetics technologists and genetic counselors were organized for reviewing current status in Korea as well as foreign countries. Each committee is composed of 6-8 members. They summarized their opinions according to the structured questionnaire inquiring the ways of accrediting training program, qualification of program director, trainee requirements, contents of curriculum, duration of training program, certification process, estimation of numbers of each specialist needed in next 5 years in Korea. Results : Both prerequisites for the accreditation of medical geneticist training institutions and qualification of program director are suggested. Candidacy of trainees requires MD with board of medical specialty, or PhD degree with professional experiences in related field except clinical genetics program which only accepts MD with board of medical specialty, and Non-MD genetic counselor and medical technologists with degrees of BS or MS. General duration of fellowship will be 2-3 years depending on the categories they are enrolled into. Contents of curriculum for each speciality training are described. For the certification of each category, the candidacy should submit a log book detailing the cases they experienced during the fellowship, prove that they successfully completed course work and clinical experiences in the accredited program, and pass the written examination. Conclusion : As medical genetics becomes more important in daily routine clinical practice, the accreditation of medical genetics training program and certification of personnel are urgently needed. In this regard, the study will be providing guidelines and prerequisites for accreditation of medical genetics training program and certification process for medical genetics professionals as clinical specialist.

• Asian Pacific Journal of Cancer Prevention
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• 제14권1호
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• pp.589-594
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• 2013

Background: Prospective cohort studies to determine cofactors with oncogenic HPV-infections for cervical cancer are very rare from developing countries and such data are limited to the few screening trials. Large screening trials provide such data as a by product. Some of the cases are prevented by screening and do not surface as invasive cancers at all. Also, pre-invasive lesions are detected almost entirely by screening. Screening causes selection bias if attendance in or effectiveness of screening is correlated with the risk factors. The aim of this study was to quantify the influence of screening on risk factors for cervical cancer. Materials and Methods: Our material stems from a rural cohort of 80,000 women subjected to a randomised screening trial. The effect of screening on the incidence of cervix cancer was estimated with reference to socio-demographic and reproductive risk factors of cervical cancer. We compared these risks with the incidence of cancer in the randomised control population by the same determinants of risk. Results: The results in the screening arm compared to the control arm showed that the women of low SES and young age were benefitting more than those of high SES and old age. The relative risk by age (30-39 vs 50-59) was 0.33 in the control arm and 0.24 in the screening arm. The relative risk by education (not educated vs educated) was 2.8 in the control arm and 1.8 in the screening arm. The previously married women did not benefit (incidence 113 and 115 per 100,000 women years in control vs screening arms) whereas the effect was substantial in those married (86 vs 54). Conclusions: The results in controls were consistent with the general evidence, but results in attenders and nonattenders of the screening arm showed that screening itself and self-selection in attendance and effectiveness can influence the effect estimates of risk factors. The effect of cervical cancer screening programmes on the estimates of incidence of cervical cancer causes bias in the studies on etiology and, therefore, they should be interpreted with caution.

• 대한지역사회영양학회지
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• 제24권4호
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• pp.277-289
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• 2019

Objectives: This study examined the practices of a community meal program for older adults in rural areas during the agricultural off-season. Methods: A survey was conducted from December 12 to December 22, 2016. Self-administered questionnaires were distributed to 150 cooking volunteers, who had participated in the community meal program in 50 villages. A total of 114 responses were returned from 44 villages and used for data analysis. In addition, in-depth interviews were conducted with the volunteers of eight villages. Results: Most of the cooking volunteers were 50 years old or older and they participated in serving older adults meals for good will. The cooking volunteers perceived that the older adults in their community did not eat various foods, had difficulties in grocery shopping, and frequently consumed salty foods. During the agricultural off-season, 40.9% of villages served the older adults meals 6-7 days a week and 95.5% provided meals for lunch. An average of 21 to 40 older adults were served meals in each village. The cooking volunteers reported that the food preparation and meal service times were sufficient, recipes provided were useful, and menus met the preference of the older adults. At the end of the program, they felt proud of serving meals for older adults in the community. An increased awareness of healthy eating, interest in health, and consumption of nutritious meals, a decrease in loneliness among older adults, and the promotion of fellowship in the community were rated highly. The cooking volunteers expected additional support for cooking personnel and insisted that the program should be provided for the entire agricultural off-seasons. Conclusions: The community meal program during the agricultural off-season for the elderly in rural areas was effective in improving the dietary life of older adults, relieving their feelings of isolation, and promoting fellowship of the community. The volunteers felt workload due to a shortage of volunteers but answered that they were rewarded by helping older adults in their community.

• 사회복지연구
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• 제42권2호
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• pp.5-39
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• 2011

본 연구는 사회참여노인의 활동수준에 따른 삶의 질의 차이를 살펴보고 성별 및 연령 차이를 검증하는데 목적이 있다. 따라서 복합적이고 다양한 노인의 사회참여와 삶의 질의 관계성을 분석하기 위해 활동의 양적 수준과 질적 수준을 포함한 총체적인 활동수준과 삶의 질 모형을 제시하고 분석을 통해 성별 및 연령에 따른 차이를 분석하였다. 분석대상은 수도권지역에 거주하고 있는 60대 이상 사회참여노인 총 586명을 대상으로 구조방정식 모형을 활용하여 다집단분석을 하였다. 분석 결과를 살펴보면 첫째, 각 사회참여의 활동수준과 삶의 질에 대한 가설검증 결과에서는 경제참여활동의 몰입경험, 사교친교참여활동의 몰입경험, 자기개발참여활동의 몰입경험이 삶의 질에 정적으로 유의미한 영향을 미치는 것으로 나타났다. 둘째, 사회참여의 활동수준과 삶의 질 간의 관계에 대한 성별 차이에 대한 다집단 분석 결과, 사교친교참여활동의 활동량과 삶의 질의 경로에서 차이가 있음을 확인하였다. 셋째, 연령에 대한 다집단분석 결과는 경제참여활동 몰입경험과 삶의 질의 경로에서 차이가 있는 것으로 나타났다. 이러한 연구결과를 토대로 이론적 및 실천적 함의를 논의하였다.

• 한국안광학회지
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• 제7권2호
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• pp.229-234
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• 2002

인간의 눈과 피부는 태양에너지에 노출이 되어진다. 특히 자외선 노출은 각막 질환에서 중요한 원인으로서 손상이 되어진다. 각막의 이러한 손상은 망막에 영향을 주게된다. 그러므로 눈의 기능은 매우 심각한 영양을 받게 된다. 결과적으로 눈에서 자외선의 보호는 눈 건강에 매우 중요하다. 그러므로 태양에너지네 의한 강한 자외선 환경에 생활하는 인간의 눈은 자외선 차단 선글라스, 안경렌즈, 그리고 콘택트렌즈에 의해서 각막과 안구를 보호하고 있다. 최종적으로 자외선 차단 렌즈 장치는 피검자를 위해 일시적으로 안경사들이 이용할 수가 있다. 물론 앞으로 이런 특수한 렌즈는 연구자들에 의해 개발과 연구가 되어야 한다.

• KIEAE Journal
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• 제13권6호
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• pp.17-22
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• 2013

Community has been defined as a group of interacting people living in a common location. The word is often used to refer to a group that is organized around common values and is attributed with social cohesion within a shared geographical location, generally in social units larger than a household. The word can also refer to the national community or global community. The word "community" is derived from the Old French communit$\acute{e}$ which is derived from the Latin communitas (cum, "with/together" + munus, "gift"), a broad term for fellowship or organized society. A sense of community refers to people's perception of interconnection and interdependence, shared responsibility, and common goals. Understanding a community entails having knowledge of community needs and resources, having respect for community members, and involving key community members in programs. But, on account of industrial development, At some point, we have individualism behavior. therefore, This study will achieve local community activation using school land.

• Journal of the Korean Academy of Child and Adolescent Psychiatry
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• 제25권3호
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• pp.113-120
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• 2014

This is an analysis report of the "Korean Academy of Child and Adolescent Psychiatry (KACAP), Vision 2033 Survey". The survey questionnaires were developed by the planning department of KACAP and sent to KACAP members from 2012 to 2013. This survey consisted of six categories : membership, academic activity, journal publication, administrative system, fellowship training program, and future planning. The response rate was 40.5%. In addition to multiple choice questions, responders also described their own ideas and suggestions regarding KACAP. The results of this study can be used as evidence for planning the vision 2033 of KACAP.

• 노동경제논집
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• 제24권2호
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• pp.163-196
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• 2001

이 논문은 지난 2년간의 생산적 복지정책을 비판적으로 평가한 후 '생산적'이라는 의미가 부각된 향후 정책과제를 제시한다. 김대중 정부는 '생산적' 의미가 결여된 전통적 복지정책을 현재 시행하고 있다. 필자는 생산적 복지를 추구하기 위해 현금지급의 전통적 복지보다는 일을 통한 복지 시행을 강조하였고, 사회적 안전망으로서의 사회보장체계는 개인의 자립능력을 지원하는 체계로 전환되어야 함을 제안하고 있다. 구체적으로 고용보험구좌제, 의료저축예금구좌제 도입, 국민연금의 소득대체율 하향조정, 퇴직금제 폐지 등이 이 논문에서 제안되었다. 마지막으로 교육 및 인간개발을 통한 복지의 정책방향을 제시하였다.

• 공학교육연구
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• 제18권3호
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• pp.13-23
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• 2015

This paper attempts to take an in-depth study of the importance of teams and their creativity according to changes of recent design paradigm in engineering and to draw conclusions of the sub-domains and their element extraction. For this purpose, theoretical consideration was reviewed to present the definition of creativity and its sub-domains and elements. Besides, the two steps of expert validation test were conducted to extract the definition of creativity and its sub-domains and elements. The team creativity is defined as a team ability to come up with fresh and useful ideas and to lead them to get meaningful results through cooperative interactions among team members to solve problems given to them based on each member's creativity. Totally, 4 subs -domains and 16 sub-elements were extracted to get to know their influence on the team creativity. This includes a team size, characteristics of team members, and a team structure in team organization domain. To evaluate team atmosphere, elements such as sensibility, fellowship, teamwork, reliability, autonomy and open minded feature are included. In the team activity domain, strategies for solving problems, activities for divergent thinking, activities for convergence thinking and team interaction are included. Also, the sub-domain for team management includes a task, process and conflict management.