• 동남아시아연구
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• 제28권1호
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• pp.173-218
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• 2018

본 연구는 지속가능개발목표(Sustainable Development Goals) 하에 보편적 건강보장(Universal Health Coverage) 달성을 목표로 전 국민의 건강보험 가입을 추진하고 있는 베트남의 보건의료 부문에 주목하여 보건의료 체계와 건강보험법의 개혁 과정에서 나타난 특징을 역사 문화적 맥락을 통해 파악해보고 개발의 관점에서 그 함의를 살펴보고자 한다. UHC의 세 가지 차원, 즉 인구 집단에 대한 보장성 확대, 다양한 의료서비스 제공, 그리고 재정적 보호를 기준으로 베트남 보건의료 부문의 현황을 요약하면 다음과 같이 정리할 수 있다. 첫째, 2015년 발효된 개정 건강보험법에서 가구 단위의 의무 가입과 그에 따른 건강보험료 정산 방식이 새로운 제도로 시행되고 있다는 점이다. 둘째, 1차 의료시설, 즉 사($X{\tilde{a}}$, Commune)급 단위의 보건소를 중심으로 예방 및 건강관리 서비스를 제공할 수 있는 의료 네트워크가 구축되어 있다는 점이다. 셋째, 의료보험법 및 다양한 제도 시행 이후 공공 지출이 증가하고 민간 지출이 감소하고 있지만 여전히 본인부담 의료비 지출(Out-of-Pocket Expenditure)이 많은 비중을 차지하고 있다는 점이다. 베트남의 사회건강보험 개혁은 현재 과도기이다. 따라서 베트남은 보건의료 체계와 건강보험 제도를 어떻게 구축해 나갈 것인가에 대한 문제가 더욱 중요할 수밖에 없는 시기적 상황에 당면해 있다. 제도와 체계에 대한 개발은 효율성보다는 그것을 고스란히 감당해내야 하는 주체, 즉 해당 사회의 구성원들에게 적절하고 정당한 방식으로 설계되어야 한다. 본 연구는 제도와 문화, 즉 제도를 공유하는 사회적 가치, 가족 문화 그리고 비공식적인 제도 등과의 상호작용 등으로부터 그 함의를 이끌어내고자 하였다.

• International Journal of Computer Science & Network Security
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• 제24권7호
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• pp.128-142
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• 2024

Creation and implementation of export-oriented strategy is an urgent issue of economic development of any country. In an export-oriented model of economic development, exports should be a means of promoting economic growth and a tool to strengthen existing and potential competitive advantages. Agricultural production is the key factor in exports and the source of foreign exchange earnings in many countries. However, the export potential of agricultural producers may be inefficiently fulfilled due to the heterogeneity of countries in terms of economic development, trade relations and border policy. The aim of the research is to study the nature, main trends and problematic aspects of fulfilling the export potential of agricultural production in the context of aggravating food crisis. The study involved general scientific methods (induction and deduction, description, analysis, synthesis, generalization) and special (statistical method, economic analysis, descriptive statistics and interstate comparisons, graphical method). The need to ensure food security by countries around the world urges the importance of the agricultural sector as a catalyst for economic development, sources of foreign exchange earnings, investment direction, etc. The study of agricultural specialization led to the conclusion that wheat and sugar are goods with the highest export potential. It is substantiated that the countries of South America, OECD, North America and Europe have the highest level of realization of export potential of agricultural production, and African countries are import-dependent. In addition, the low export orientation of Africa and Asia due to the peculiarities of their natural and climatic conditions is established based on the assessment of export-import operations in the regional context. The internal and external export potential of each of the regions is analysed. Economic and mathematical simulation of assessing the impact of the most important factors on the wheat exports volumes was applied, which allowed predicting wheat exports volume and making sound management decisions regarding the realization of the export potential of agricultural companies. The inverse correlation between the exports volume and wheat consumption per capita, and the direct correlation between the effective size and area of land used for wheat cultivation was established through the correlation and regression analysis.

• 벤처창업연구
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• 제8권2호
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• pp.129-139
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• 2013

본 연구는 2004년 중소기업청이 창업분야 전문인력 양성을 목적으로 전국 5개권역에 창업대학원을 설립한 후 창업대학원의 기술창업교육 운영의 내실화를 도모하고 자율경쟁을 유도하기 위해 연차별로 그 성과평가를 해오고 있는 상황에 대해 BSC(Balanced Score Card) 기법을 이용해 그 평가방법의 타당성을 평가하고 개선방안을 제시하는 것이 목적이다. 이를 통해 본 논문은 중소기업청의 창업대학원지원사업의 성과평과와 관리의 타당성을 평가하고 정책적 보완점을 도출하고자 하였다. 본 연구는 크게 두 가지의 연구를 수행하였다. 첫째, 창업교육이라는 공공서비스를 제공하는 비영리기관인 창업대학원의 성과평가에 BSC 기법을 도입하는 방안을 기존문헌연구를 통해 제시하였다. 둘째, 중소기업청이 제시하고 있는 창업대학원 평가체계를 BSC적 관점에서 평가하여 평가체계의 타당성을 분석하고 합리성 제고를 위한 개선방안을 도출하였다. 연구결과, 첫째, 창업대학원의 성과평가는 평가에 그치며 차기 성과관리에 큰 기여를 하지 못하는 시스템을 가지고 있다. 둘째, 창업대학원의 성과평가가 정부의 직접적인 정책적 목표 달성 이외에는 큰 성과제고 환경을 구축하지 못하고 있다. 셋째, 창업대학원의 성과평가는 투입재무와 하드웨어적인 요소만 강조할 뿐 창업대학원의 자립적 성장에 큰 기여를 하는 인적자원확보와 정부정책 및 제도 활용 자원의 투입은 부재하였다. 넷째, 창업대학원의 정책목표 자체가 창업자 일변 중심이었다. 다섯째, 창업대학원이 지속적으로 그리고 자립적으로 성장하기 위해서는 학습 및 성장 관점에 대한 전략과 평가지표 수립이 미흡하였다. 본 논문은 최근 정부가 막대한 정부예산을 대학에 투입하여 창업교육을 통한 기업가정신 함양에 정책적 노력을 기울이고 있는 상황에서 정부의 창업교육정책이 표방하는 목표와 이를 수용하는 대학의 수용체계가 적절히 균형을 이루어가고 있는지를 평가하는 새로운 평가토대를 마련해 주는 의의가 있다. 그러나, 본 논문에는 중소기업청의 창업대학원 성과평가에 BSC 모형의 평가지표에 대해 설문조사등의 실증적 연구는 포함되지 않아 연구의 한계를 가지고 있으며 추후연구과제로 남아있다.

• 대한간호학회지
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• 제13권2호
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• pp.22-43
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• 1983

1. Need for and Purpose of the Study. There is an increasing demand for curriculum improvement of the Korean Army Nursing Academy (KANA), since it was upgraded into 4-year institution of higher learning from 3-year one. In particular, it is strongly advocated that the KANA needs the outside expertise for its curriculum improvement-namely not only from the internal military view of points but also from the viewpoints of professional educational society, In line with such a necessity for the study, this study was aimed at 1) analyzing the current actual practices of KANA'S curriculum, 2) investigating the desired practices of KANA'S curriculum, and 3) identifying the discrepancy between the actual and desired practices of curriculum. 2. Problems for the Study This study had 4 problems to be answeared as follows: 1) What are the actual curriculum practices of KANA? 2) What are the desired curriculum practices of KANA? 3) How are the extents of perception of actual and desired curriculum different in four groups (student, faculty & administrator, nurse, and medical doctor in militay hospital) ? 4) What are the restraining forces that impede the change from actual to desired curriculum practices? 5) What are the relationships of curriculum component,』 in actual and desired curriculum practices? 3. Methods and Procedures This study was conducted by means of document analysis in addition to literature review and by means of needs assessment questionnaire which was developed by the researcher. The questionnaire included 62 statments with 7 questions for demographic data collection. The needs assessment questionnaire was managed to a total of 243 subjects (100 students, 46 faculty & administrators, 55 nurses, and 42 medical doctors), The collected data were treated using SPSS computer system so as to calculate mean scores, standard deviations, and correlation coefficients. The significance test was made through t-test and one-way ANOVA. The statistical significance level was set at both .05 and .01 level. 4. Major findings The major findings in this study are as follows: 1) The score of desired practices was significantly greater than that of actual practices, representing a strong need for curriculum betterment. 2) There were significant differences in the perceptions of actual practices as well as desired practices among four groups (student, faculty & administrater, nurse, and medical doctor). 3) The most frequently selected restraining forces were army's inherent character, economical limitation, and educational expertise limitations. 4) Such variables as sex, position attachment to the KANA and grade made a statistically significant effect on the perception of desired curriculum practice, while the variables like marrige, position, and military class made it on the perception of actual curriculum practice. 5) The coefficients among the curriculum components were lower in perception of the actual curriculum practices than those in the desired practices. 5. Conclusions The conclusions based on the major findings of this study are as follows: 1) The current curriculum development procedure of the KANA is not consistent with the theoretical frame of systematic development sarategy of curriculum. 2) There are wide conflicts among the groups who are supposed to participate in curriculnm development, concerning the actual and desired practices of KANN'S curriculum. 3) A great deal of need for curriculum improvement for the KANA is clearly felt, and in particular, in the process of teaching and learning. 4) Each component of curriculum is not intergrated into a whole development procedure, being segregated each other. 5) For better curriculum improvement, such restraining forces as financial and professional limitations should be eliminated. 6. Recommendations 1) For Further Research a. There is a need to replicate this study after in-depth statistical analysis of each item of need assessment questionnaire, and with more representative subjects. b. A study should be conducted which. has its focus on the analysis of restraining forces for the change from actual to desired curriculum practices of the KANA. 2) For KANA'S Curriculum Improvement a. There is a need to promote the professional expertise of the participants in curriculum development and the communication among them. b. It is desirable to establish an institution or section of administration, which is soley in charge of curriculum development. c. To better develop KANA's curriculum not only faculty and administrators but also students should be encouraged to participate in development process, while the military medical doctors' participation should be carefully considered.

• 한국치위생학회지
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• 제6권4호
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• pp.437-453
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• 2006

To analyze dental hygienists and other manpower at dental care service institutions where a dental coordinator was working among about 200 dental care service institutions in Seoul, Gyeonggi Province, and Incheon as of June 2005 for contents of training for dental coordinators, opinions of qualification of dental coordinators, present and future services provided by dental coordinators, and awareness of dental coordinators and to provide basic data about future services, roles, and cultivation of dental coordinators, a survey was conducted and 216 copies returned were analyzed, obtaining the following results. 1. 83.8 percent needed an educational program for dental coordinators as an educational content; 41.7% had awareness of the educational content; and 83.8 percent insisted that over the intermediate level of curricula should be taken. Dental coordinator cultivation institutions identified included the institution under the control of the Korean Dental Hygienists Association and the education center for the department of dental hygiene; 76.9% insisted that an appropriate qualifying examination should be necessary. They suggested the central government department and the local government as a certification institution; 39.4% insisted that financial support for the education should be provided by financing education alone. Only 28.7% experienced dental coordinator education and 73.1% hoped to serve as a dental coordinator. They were found to expect a rise in payment(64.4%) and in the title(46.8%) after completion of the educational program. 2. 66.2% saw a dental hygienist as the most appropriate for a dental coordinator; clinical career (39.4%) and practical capacity(29.2%) were suggested as requirements for a dental coordinator; and a period of over three years(47.2%) was suggested for appropriate dental career. 3. Dental coordinators' present services included 'reservation management' for customer management, 'staff service training' for organization management, 'understanding of customer reception attitudes and actions' for self-management, 'hospital information management' for hospital marketing, 'acceptance' for hospital affairs management, and 'hospital environment management' for hospital facilities management; their future services included 'acquisition of ability to use a foreign language' for self-management, followed by 'staff service training' for organization management, 'training and counseling' for customer management, 'acquisition of counseling capacity' for self-management, 'complaining customer reception' for customer management, and 'marketing strategy implementation' for hospital marketing. 4. After comparing dental hygienists and other manpower in terms of dental coordinators' future services, dental hygienists showed interest in 'acquisition of ability to use a foreign language,' 'staff service training,' 'complaining customer reception,' and 'acquisition of counseling capacity' while other manpower showed interest in 'acquisition of ability to use a foreign language,' 'document data management,' 'acquisition of basic service manner,' 'acquisition of counseling capacity,' 'manpower management,' 'establishment and evaluation of a marketing strategy,' and 'education and counseling.' 5. As for awareness of dental coordinators, they were thought of as helpful in improving image of a dental clinic; it was found that continuous training should be necessary to develop dental coordinators' capacity; dental coordinators' services should be important and contribute to patients' qualitative satisfaction.

• Journal of Hospice and Palliative Care
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• 제3권2호
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• pp.126-135
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• 2000

목적 : 본 연구는 전국 호스피스 기관의 사별관리 실태를 파악하여 효율적인 사별관리 방안의 기초자료를 제공하기 위함이다. 방법 : 1차로 1999년 9월부터 10월사이, 2차로 2000년 11월부터 12월사이에 한국 가톨릭 호스피스협회와 가톨릭대학교 간호대학 호스피스 교육연구소를 통해 확인된 전국 55개 호스피스기관을 대상으로 하였으며, 본인과 연구원이 직접 전화를 걸어 조사목적을 설명한 후 기관의 책임자와 통화하여 면접조사를 하였다. 결과 : 1) 국내 호스피스 기관의 69.1%에서 사별관리를 시행하고 있었다. 2) 사별관리의 내용으로는 전화방문 28개 기관(74.5%), 사별가족 모임 26개 기관(68.4%), 가정방문 22개 기관(57.9%), 우편물 보내기 16개 기관(42.1%), 개별상담은 7개 기관(18.4%)이었다. 3) 사별가족 모임은 26개 기관(68.4%)에서 시행하고 있었고 그 빈도는 연 1회가 42.3%로 가장 많았으며 연2회가 6개 기관(23.1%), 월 1회가 6개 기관(23.1%), 월 2회가 3개 기관(11.5%)을 차지하였다. 4) 사별관리를 위해 사별사정도구를 사용하고 있는 기관은 4개 기관(10.5%)에 불과하였다. 5) 사별관리 운영상의 문제점으로는 사별가족을 모으기가 어렵다는 점이 가장 많았고 사별관리자의 전문적인 지식의 부족, 사별관리 인력의 부족, 호스피스 기관과의 지역적 거리가 먼 경우, 사별자에 대한 사회적인 관심 부족, 재정적인 어려움 등이 있었다. 6) 효율적인 사별관리 방안으로는 사별관리 프로그램의 개발, 사별관리 교육의 필요성, 전문가 양성, 인력충원, 재정 지원 등의 요구사항이 있었다. 결론 : 국내 호스피스 기관중에서 69%가 사별관리를 시행하고는 있으나, 사별관리 전문가와 인력이 부족하고 사별관리 프로그램도 다양하지 못한 실정이다. 또한 사별자의 개별적인 욕구 측면에서 사별관리 프로그램이 다양하지 못하였다. 그러므로 효율적인 사별관리를 위해 사별관리 프로그램이 개발되어야 하며 관리운영자의 전문적인 교육과 봉사자 교육 및 훈련이 있어야 하고 사별자의 개별성과 요구에 적합한 접근방법이 모색되어야 한다. 앞으로 한국실정에 맞는 토착화된 사별관리를 위한 다각적인 연구가 시도되어야 하며 이를 실무에 적용시켜야 한다.

• 한국조경학회지
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• 제47권6호
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• pp.1-11
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• 2019

이 연구는 미국 조경 아카이브의 구축 동향과 특성을 파악하고, 한국 조경 아카이브 구축을 위한 시사점을 찾는 데 목적을 둔다. 미국의 공공·대학·연구기관에서 운영하는 조경 아카이브 일곱 곳을 대상으로 아카이브 형성 배경, 기능, 범위와 대상, 수집 방법, 분류 체계, 활용 방법을 검토한 결과, 미국 조경 아카이브의 특성을 다음과 같이 정리하였다. 첫째, 경관의 가치와 중요성 인식이 아카이브 형성 배경에 주요하게 작용한다. 둘째, 아카이브의 목적은 경관의 다양성과 의미에 대한 대중의 인식 고취와 교육에 있다. 셋째, 아카이브의 대상과 범위는 각 운영기관의 목적에 따라 다양하다. 넷째, 수집 방법으로는 자료 기증이 주를 이루며, 이외에 자료 구매와 기록화 작업 등이 있다. 다섯째, 아카이브의 분류 기준은 사람, 작품 혹은 장소, 자료 유형으로 나눌 수 있지만, 아카이브 대상과 범위에 따라 차별화된 경향을 보인다. 여섯째, 미국의 조경 아카이브는 다양한 전문가와 조직의 참여와 협업, 그리고 안정적이며 지속적인 재정이라는 밑바탕 위에서 구축된다. 이러한 결과를 바탕으로 한국의 조경 아카이브 구축에 대해 세 가지 시사점을 제시하였다. 첫째, 조경 아카이브에 대한 장기적인 비전과 차별화된 주제 설정이 필요하다. 둘째, 적합한 자료 수집, 분류, 기록, 디지털화 방법과 체계를 모색해야 하며, 이를 위해 기초 연구와 시범 아카이브 구축 등이 필요하다. 셋째, 학술과 교육 프로그램과 연계한 아카이브 활용 방안을 개발하고, 재정 확보와 관련 제도 마련을 통해 아카이브의 지속가능성을 확보할 필요가 있다. 본 연구는 한국의 조경 아카이브 구축을 위한 기초 작업으로 후속 연구를 위한 단초를 마련했다는 점에서 의의를 갖는다.

• 한국의료질향상학회지
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• 제4권1호
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• pp.50-63
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• 1997

Background : A pressure sore was defined as any skin lesion caused by unrelieved pressure and resulting in damage to underlying tissue. The health care institutions in the United States were reported the incident rate of pressure sores ranging from 6 to 14 %. Intensive Care Unit needed highest quality of care has been found over 40% incidence rate of pressure sore. Also, Annual expenditures for the care of pressure sores in patients in the United States have been estimated to be $7.5 billion; furthermore, 50 percent more nursing time is required to care for patients with pressure sore in comparison to the time needed to implement preventive measures against pressure sore formation. However, In Korea, there were little reliable reports, or researches, about incidence rates of pressure sore in health care institution including intensive care unit and about the integrated approach like CQI action team for risk assessment, prevention and treatment of pressure ulcers. Therefore, this study was to develop pressure sore risk assessment tool and the protocol for prevention of pressure sore formation through CQI action team activities, to monitor incident rate of pressure sore and the length of sore formation for patients at high risk, and to approximately estimate nursing time for sore dressing during research period as the effect of CQI action team. Method : CQI action team in intensive care unit, launched since early 1996, reviewed the literature for the standardized risk assessment tool, developed the pressure sore assessment tool based on the Braden Scale, tested its validity, compared on statistics including incidence rate of pressure sore for patients at high risk. Throughout these activities, CQI action team was developed the protocol, called as St. Marys hospital Intensive Care Unit Pressure Sore Protocol, shifted the emphasis from wound treatment to wound prevention. After applied the protocol to patients at high risk, the incident rate and the period of prevention against pressure development were tested with those for patients who received care before implementation of protocol by Chi-square and Kaplan-Meier Method of Survival Analysis. Result : The CQI action team found that these was significant difference of in incidence rate of pressure sores between patients at high risk (control group) who received care before implementation of protocol and those (experimental group) who received it after implementation of protocol (p<.05). 25% possibility of pressure sore formation was shown for the patients with 6th hospital day in ICU in control group. In experimental group, the patients with 10th hospital day had 10% possibility of pressure sore. Therefore, there was significant difference(p<.05) in survival rate between two groups. Also, nursing time for dressing on pressure sore in experimental group was decreased as much as 50% of it in control group. Conclusion : The collaborative team effort led to reduced incidence, increased the length of prevention against pressure sore, and declined nursing care times for sore dressing. However, there have had several suggestions for future study. The preventive care system for pressure sore should be applied to patients at moderate, or low risk throughout continuous CQI team activities based on Bed Sore Indicator Fact Sheet. Hospital-wide supports, such as incentives, would be offered to participants for keeping strong commitment to CQI team. Also, Quality Information System monitoring incidents and estimating cost of poor quality, like workload (full time equivalence) or financial loss, regularly in a hospital has to be developed first for supporting CQI team activities as well as empowering hospital-wide QI implementation. Being several limitations, this study would be one of the report cards for the CQI team activities in intensive care unit of an acute hospital and a trial of quality improvement of health care in Korea.

• 한국치위생학회지
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• 제2권1호
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• pp.63-83
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• 2002

The purpose of this study was to serve as a basis for more efficient dental hygienist human resources utilization and for determining some of the right directions for supplementary education for dental hygienists, by examining how they actually worked and what they thought of job-related things. The subjects in this study were 537 dental hygienists who participated in a seminar by the Korea Dental Hygienist Association. After a survey was conducted, the following findings were given: 1. 50.2% of the dental hygienists investigated completed legally required eight-class education. Those who worked in clinics took less supplementary education classes than the others in the other types of dental institutions. The main reason they didn't receive supplementary education was financial burden and uncooperative employers. 73.2% took supplementary education at the association or its branches. The association was most favored by those in clinical sector as a place that provides supplementary education, followed by its branch and university in the order named. And the dental hygienists in public health sector preferred university most, and the next best favored one was the association and its branch in the order named. Those in clinical sector hoped to acquire clinical information on patient management, implant or aesthetics, and the dental hygienists in public health sector wanted to learn about health administration, public oral health operations and oral health education, which were different from what those in clinical sector wanted. 2. Regarding the period of service, 492% had worked for three years or more. This fact suggested that their service term and average age continued to grow. And they thought they would decide the retirement time on their own. 3. The most common yearly income ranged from 12 million won to 16 million won(40.7%). For-those in clinics, yearly income was 14.36 million won, and that of the dental hygienists who had worked for less than 3 years was 12.90 million won. 4. The Korea Dental Hygienist Association was most required to protect the rights and interests of the members and offer new knowledge and technology. 5. The largest group of them were engaged in patient management, and this type of job also was the most favored one for them to do. The greatest number of the dental hygienists in public health sector were in charge of dental treatment. 6. Concerning their turnover rate, 492% had never changed their occupation. Specifically, 70.0% of the respondents who had worked for less than 3 years had have no experience to do that. The time constraints for self-development and conflicts with other workers were the cause of their turnover. Those in dental hospital and general hospital changed their occupation chiefly due to the lack of time for self-development, and for the dental hygienists in clinics, the conflicts with other workers were the main reason. The above-mentioned findings suggested that the way the dental hygienists looked at things was undergoing change. The service area made a difference to their preference for the type of supplementary education and institution in charge of it, as those in public health and clinical sectors had a different opinion. And the dental hygienists in clinical sector had a different opinion as well, according to service area, about salaries, reason of not taking supplementary education, preferred type of supplementary education, cause of turnover, and type of occupation to which they hoped to change employment. To utilize and supply human resources in a more stabilized manner, job description should be more segmented, standardized and classified clearly, and dental hygienists should be motivated to perform their substantial jobs, including oral disease prevention, oral prophylaxis and oral health education. To make it happen, it seems that dentists are required to have a clear understanding of dental hygienist job and to change the way they look at it.

• 인터넷정보학회논문지
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• 제16권6호
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• pp.123-131
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• 2015

최근 정보통신기술의 발전으로 스마트한 기술들이 확산되면서 이전과 다른 방법으로 소통하고 콘텐츠를 활용할 수 있게 되었다. 이러한 변화는 보다 다양한 학습방법을 가능하게 함으로써 교육산업에 큰 변화를 가져오고 있다. 한국은 e-러닝에 이어 스마트러닝 선도국으로 도약하기 위해 2011년 스마트교육 추진 정책 수립을 시작으로 공교육에 스마트러닝 도입을 적극 추진해왔다. 그러나 아직까지 스마트러닝의 추진 성과는 미미한 것으로 판단된다. 따라서 현 시점에서 공교육의 스마트러닝 추진 문제점을 파악하고 개선안을 마련할 필요가 있다. 본 연구는 스마트러닝이 공교육에 정착하기 위한 성공전략을 제안하는 것을 목적으로 한다. 이를 위하여 공교육과 스마트러닝 환경을 종합적으로 검토하고, SWOT 분석과 AHP 기법을 통해 전략 요인과 우선순위를 도출하였다. 분석 결과, 국내 공교육 환경에 스마트러닝을 성공적으로 정착시키기 위해서는 약점을 보완하여 위협을 극복하는 WT전략에 초점을 맞춰야 하는 것으로 나타났다. 세부 요인으로는 미흡한 스마트러닝 관련 교사 연수 제도(W2), 제도차원 교육환경기반 및 추진역량(S4), 스마트러닝 추진에 대한 제한적 정부지원(T4) 순으로 나타났다. 특히 정부의 제도적 기반이 우선적으로 검토되어야 한다는 시사점이 도출되었다. 이 연구는 향후 스마트러닝 추진을 위한 정책과 지원제도 수립 과정에 전략적 가이드라인을 제공할 수 있을 것으로 기대된다.