• 유통과학연구
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• 제12권11호
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• pp.45-53
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• 2014

Purpose - Goal setting is effective in any domain in which an individual or group has some control over the outcomes. It applies not only to work tasks but also to sports and health, and in various other settings. Its success depends on considering the mediators and moderators determining its efficacy and applicability. This study investigates the individual factors influencing academic goal attainability. Unlike previous studies, we focused on the effect of the relationships between individual traits (passion, tenacity, self-control) and specific motivation (vision, self-efficacy, implementation intentions) with academic goal attainability, rather than the effects of the relationship between commitment and the goal shielding mechanism with goal attainability. Research design, data, and methodology - Data collected through questionnaires were analyzed by the SPSS program. A total of 293 school students, who participated in the TOEIC program, participated in the survey. Slightly more than half were female (male: n=145 vs. female: n=148). We verified nine hypotheses through various statistical methods (reliability analysis, exploratory factor analysis, confirmatory factor analysis, structural equation model for the hypothesis test, bootstrapping test for the mediation test). Results - Data was analyzed in three phases. The first phase involved measurement analysis (i.e., item purification and factor structure confirmation), involving the scales of the three variables of individual traits, three mechanism variables, and goal attainability. The second phase involved estimating the proposed structural relationships among the key constructs (see Figure 1), using the results to test H1 to H9. The final phase involved examining the mediating effects of the three variables (vision, implementation intention, and self-efficacy). The research model shows that the independent variable passion has a significant result with both the mediators-vision and self-efficacy. Further, vision and self-efficacy significantly affect goal attainability. The second variable, self-control, shows a significant effect when mediated by implementation intentions, but the direct relationship between implementation intension and goal attainability shows an insignificant result. However, when further mediated by self-efficacy, it showed a significant effect between self-efficacy and goal attainability. Similarly, the third variable, tenacity, shows an insignificant result when mediated by vision. In contrast, the mediator self-efficacy shows a positive effect between tenacity and goal attainability. Conclusions - This study shows how these individual traits, when mediated with the appropriate motivational factors, resulted significantly in the attainability of academic goals. We may identify several theoretical and practical contributions. Theoretically, we developed a step further in the research into consumer goals and related studies. Future research could examine the effects of different learning goal types and their combinations with performance goals (e.g., learning goals first, then performance goals), different types of goal framing (approach success vs. avoid failure), the relation between goals and cognition (which, by implication, entails all of cognitive psychology), goal hierarchies, and macro goal studies with organizations of different sizes. More studies on the relationship between conscious and subconscious goals would also be valuable.

• 가정과삶의질연구
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• 제20권2호
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• pp.43-56
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• 2002

While there is universal agreement that the ecosystems approach to family resource management is the must influential currently, questions have arisen about the broad applicability of the Deacon & Firebaugh (1988) ecosystems framework. Engberg (1996) has characterized the dominant approach in family resource management as technical and argued that a technical approach substantially restricts feasible actions in much of the world and should not be used in ethical practice. The purpose of the present paper is to compare the family resource management patterns by dual role manager of business owning families in Korea and The United States. Such a comparison is an essential step in the assessment of the usefulness of the Deacon & Firebaugh framework, in particular, and the ecosystems framework, more generally. Korean respondents are 105 family and business managers interviewed in 2000 as part of a survey of owners of small to medium size family business enterprises in Seoul. U.S. respondents are 259 dual role managers in the National Family Business Survey (NFBS 1997). Chi squared statistics indicated country differences on each of the ten(goal setting, standard setting, demand clarification, resource assessment, action sequencing, actuating, checking, adjusting, demand responses, resource change)management practices. Mean responses on eight of the practices(goal setting, standard setting, action sequencing, actuating, checking, adjusting, demand responses, resource changes) were significantly different between two countries. U.S. total score means of family resource management were higher than Korea. Factor analysis of the management scale items yielded different patterns for Korea, and the United States. Korean dual role manager of family business were categorized into three different patterns as classic oriented manager, goal oriented manager, action oriented manager and U.S. were categorized into Process oriented manager and Production oriented manager. Both the number of managerial strategies and the types of strategies used varied in the two countries.

• 한국물환경학회지
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• 제31권5호
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• pp.569-575
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• 2015

The current Total Pollution Load Control (TPLC) sets the Target Water Quality (TWQ) by utilizing the delivery ratio, unit loads, and water quality modeling, it also allocates the watershed's permitted discharge load. Currently, common target pollutants of every unit watershed in TPLC are BOD and T-P. This study has reviewed the 1th and 2th of TWQ setting process for the Nakdong River 3th TWQ setting in Total Pollution Load Control (TPLC). As a result of review, 1th and 2th were divided into one management basin (mulgeum) for setting management goals. However, 3th was divided into six management basins (mulgeum, gnagjeong, geumho river, nam river, miryang river, end of nakdong river). The principle of management goal setting were to achieve the objective criteria of Medium Areas for the linkage of the water environment management policy. And Anti-Degredation (principle of preventing deterioration) were applied to the 3th TWQ. Also, additional indicators were considered in accordance with the reduction scenarios for the final management goals.

• 공학교육연구
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• 제15권3호
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• pp.12-21
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• 2012

본 연구에서는 직업교육에서 이공계 대학생이 가지는 숙달목적지향과 시간관리가 직업탐색효능감에 어떻게 영향을 주는지 알아보는 것을 목적으로 한다. 이를 위하여 경기도 지역 이공계 남녀 대학생 52명이 본 연구에 참여하였다. 이들을 대상으로 직업탐색효능감, 숙달목적지향, 시간관리를 검사하였다. 회귀분석 결과 첫째, 숙달목적지향성은 직업역량효능감과 진로목표선택효능감을 모두 예측하는 것으로 나타났다. 둘째, 시간관리능력은 진로목표선택효능감만 예측하는 것으로 나타났다. 셋째, 이공계 전문대학생의 성별 및 거주지역에 따른 숙달목적지향성, 시간관리능력, 직업역량효능감과 진로목표선택효능감의 집단 간 차이는 없는 것으로 나타났다. 넷째, 이공계 전문대학생의 숙달목적지향성의 평균은 높은 편이나, 시간관리능력의 평균은 가장 낮은 것으로 나타났다.

• 기술혁신연구
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• 제13권1호
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• pp.25-54
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• 2005

In this study, priority setting model of new promising IT industries which will be the growth engines for the Korean IT industry, was established. Based on the AHP model, priority setting of IT new promising IT industries was conducted. Firstly, the selection cases of the new promising IT industries and major priority setting methodologies including the AHP methodology, were analyzed. The AHP model was selected as the most feasible methodology for priority setting of the new IT industries, among the various priority setting methodologies. Secondly, in setting up the AHP model for prioritization of the new promising If industries, a 'goal' was established to be priority setting of the new promising IT industries, and an 'alternatives' to be 18 new promising IT industries. Then a logical and a systematic assessment criteria including 5 main criteria('Technological Innovation', 'Market Ability', 'SPin-off Effect', 'Public Benefit', 'Strategic Importance') and 14 sub-criteria, were developed for priority setting of the 18 new promising industries. Finally, with the AHP model, the substantial analysis was made to set up priority of the 18 new promising IT industries. The substantial analysis showed the following priority setting results and implications for the 18 new promising IT industries.

• 한국교육학연구
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• 제23권1호
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• pp.113-138
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• 2017

이 논문에서는 목표에 대한 다양한 관점의 문헌연구를 종합하여 역동적 의사결정 과정으로서 목표개념을 새롭게 제안하고자 하였다. 목표는 인간 동기의 원천으로서, 동기적 행동이 시작되고 유지되는 전 과정을 관장한다. 하지만 각기 다른 이론과 연구마다 정의하고 있는 목표의 수준과 범위가 너무 다양하여 이론 간 소통이 사실상 불가능한 실정이다. 이러한 한계점을 극복하고자 먼저 기존의 목표 관련 이론들을 다섯 가지 중요 요소에 따라 분류하고, 분류 결과를 토대로 목표에 대한 새로운 정의를 도출하였다. 그 결과, 목표란 개인이 이루고자 하는 다면적이며 위계적인 최종 상태를 구조화하고 실행에 옮기는 동기적 과정으로 정의하였다. 이는 목표 지향적 활동 시 요구되는 세 가지 질문인 "왜-무엇을-어떻게"에 대한 해답을 찾는 과정이기도 하다. "왜"라는 질문은 목표의 생성단계를 의미하며, 목표의 원천이 되는 경험에 대한 의식적, 무의식적 해석을 바탕으로 인지적 스키마를 형성하는 단계이다. "무엇"에 대한 질문은 목표의 설정단계를 의미하며, 목표의 내용과 구조를 설정함으로써 목표 표상을 보다 구체화 시키는 단계이다. 마지막으로 "어떻게"라는 질문은 설정된 목표를 실행에 옮기는 단계로, 실행 여부에 대한 의사결정과 자기조절 과정이다. 마지막 장에서는 이와 같이 새롭게 제안된 목표개념을 청소년 학습자들이 지니는 실질적 고민들과 연관 지어 해결 방향을 제안하고자 하였다.

• 보건행정학회지
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• 제17권1호
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• pp.50-74
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• 2007

The purpose of this study was to identify a determent of mastery approach goal and performance approach goal using a basic concept of goal orientations and goal setting theory, and to evaluate a preference of goal achievement index as a balance score card (BSC). The study model proposed had a adoptable level of goodness of fit index(.94) and root mean square residual(.08). The meditating variable, goal contribution, totally mediated the impact of goal commitment, Y-theory human behavior, and self-efficacy but organizational resource contribution for pursuing goal orientation. Moreover, goal contribution significantly determined mastery approach goal(p<.01) and performance approach goal(.05). In standardized effects, the most powerful antecedent of mastery approach goal and performance approach goal were in order of organizational resource contribution(.27/.28), goal contribution(.21/.17), self-efficacy(.07/.06), and Y -theory human behavior and goal commitment(.05/.05), respectively. Moreover, goal contribution had a more powerful impact on mastery approach goal(.21) rather than performance approach goal(.17). In the preference of BSC, all job types preferred learning and growth index in first. In the second preference, medical doctors and pharmacists chose financial results, nurses customer service, and office managers internal processes. Each job type reflected its' own preferred BSC index to that of the other job types. In comparing a preference of four BSC index of each own job type, it was statistically different at p<.001. In conclusion, one who emphasize organizational goal contribution in pursuing goal orientation has a more strong orientation toward mastery approach goal rather than performance approach goal. A hospital should overcome and harmonize the different preferences of four BSC index since the differences might cause organizational conflicts among job types with having each unique professional norm.

• 보건의료산업학회지
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• 제8권1호
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• pp.135-150
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• 2014

The purpose of this study was to identify the effects of nursing simulation-based practice education on learning outcome and teaching experience in nursing students. Pretest-posttest design with nonequivalent control group was utilized to analyze the effects of nursing simulation-based practice education. The subjects were 96 students of a nursing college. All subjects participated in 6 week. The data were analyzed by the SPSS win 17.0 program. The results were as follows; There were statistically significant differences in learning outcome and teaching experience effects of nursing simulation-based practice education in nursing students. In conclusion, we required nursing simulation-based practice education and small group discussion analysis of factors are associated with goal-setting skills and self-presentation skills, goal setting skills. We required nursing simulation-based practice education training to strengthen the ability of self-directed learning program utilizing the repeated study.

• 대한안전경영과학회:학술대회논문집
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• 대한안전경영과학회 2011년도 춘계학술대회
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• pp.143-151
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• 2011

Reviews indicated that supervisory feedback provided to workers is the most effective intervention to change performance in organizational settings. However, supervisors themselves hardly receive feedback on their own behaviors. This study implemented self-management technique to improve supervisory behaviors at a construction site. Self-management in the current study consisted of goal setting, self-monitoring and providing reinforcers for two supervisory behaviors; (1) conducting safety observations and (2) interacting with workers for safety improvement. Two supervisors severed as participants. An AB within-group design was adopted. After baseline (A), self-management technique was implemented (B). Results suggested that self-management was effective in increasing the two supervisory behaviors. Moreover, the increased supervisory behaviors were associated with improvement in workers' safety performance.

• 한국안전학회지
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• 제27권6호
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• pp.151-159
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• 2012

This study implemented self-management technique to improve supervisory behaviors at a construction site. Self-management in the current study consisted of goal setting, self-monitoring and providing reward for two supervisory behaviors; (1) conducting safety observations of workers safety behavior and (2) providing safe related feedback. Two supervisors severed as participants. An AB within-group design was adopted. After baseline(A), self-management technique was implemented(B). Results suggested that self-management was effective in increasing the two supervisory behaviors. Moreover, the increased supervisory behaviors were associated with improvement in workers' safety performance.