• 한국사회복지학
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• 제64권4호
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• pp.285-310
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• 2012

본 연구는 사회 스트레스 이론을 근거로 한국복지패널 1차~4차년도 자료를 활용하여 베이비붐 세대 남성의 우울과 스트레스 요인간의 인과관계를 종단적으로 살펴보고자 하였다. 연구결과, 베이비붐 세대 남성의 우울정도와 우울증 의심군은 시간의 진행에 따라 감소한 것으로 나타났다. 패널회귀분석 결과, 시간에 따른 우울의 감소에 영향을 미치는 요인은 중위소득 기준 소득계층의 상승, 가족관계 만족 증가, 사회적 친분관계 만족 증가, 주거환경 만족 증가 등인 것으로 나타났다. 연구결과를 바탕으로 베이비붐 세대 남성의 우울과 인과관계를 가지는 사회 스트레스 요인의 감소에 대한 사회복지 정책 및 개입방향에 대한 논의를 하였다.

• 응용통계연구
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• 제34권2호
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• pp.141-152
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• 2021

미결정자 추론을 재평가하기 위해 기존 변수에 새로운 변수들을 추가하는 통계 모형이 필요하다. 미결정자와 결정자의 양성률은 다르게 계산되기 때문에 MNAR 가정이 필요하다. 본 연구에서는 두 통계적 모형이 계층 관계를 가지고 있으므로, 두 AUC 차이의 신뢰구간을 이용하여 MNAR 가정하에서 미결정자를 추론한다. AUC 차이 신뢰구간의 추정방법 중에서 모의실험을 통하여 네 종류의 방법의 성능이 우수함을 발견하였다. 그리고 네 종류의 방법을 바탕으로 로지스틱 회귀를 이용한 미결정자 추론에 도움이 되는 변수를 선택하는 방법을 제안한다.

• 한국수자원학회:학술대회논문집
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• 한국수자원학회 2007년도 학술발표회 논문집
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• pp.1910-1914
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• 2007

This paper employs a relatively new technique of Artificial Neural Network (ANN) to forecast water demand of Daegu city. The ANN model used in this study is a single hidden layer hierarchy model. About seventeen sets of historical water demand records and the values of their socioeconomic impact factors are used to train the model. Also other regression and time serious models are investigated for comparison purpose. The results present the ANN model can better perform the issue of urban water demand forecasting, and obtain the correlation coefficient of $R^2$ with a value of 0.987 and the relative difference less than 4.4% for this study.

• 한국건축시공학회지
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• 제13권2호
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• pp.159-168
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• 2013

Construction projects have become increasingly complex in recent years, resulting in substantial safety hazards and frequent fall accidents. In an attempt to prevent fall accidents, various safety management systems have been developed. These systems have mainly been evaluated qualitatively and subjectively by practitioners or supervisors, and there are few tools that can be used to quantitatively evaluate the performance of safety management systems. We propose an expertise-based safety performance evaluation model (EXSPEM), which integrates a fuzzy approach-based analytic hierarchy process and a regression approach. The proposed model uses S-shaped curves to represent the degree of contribution by subjective expertise and is verified by a genetic algorithm. To illustrate its practical application, EXSPEM was applied to evaluate the safety performance of a newly developed real-time mobile detector monitoring system. It is expected that this model will be a helpful tool for systematically evaluating the application of a robust safety control and management system in a complex construction environment.

• Industrial Engineering and Management Systems
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• 제1권1호
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• pp.73-78
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• 2002

In this paper, we propose a constrained optimization model for conjoint analysis (a preference decomposition technique) to improve parameter estimation by restricting the relative importance of the attributes to an extent as decided by the respondents. Quite simply, respondents are asked to provide some pairwise attribute comparisons that are then incorporated as additional constraints in a linear programming model that estimates the partial preference values. This data collection method is typical in the analytic hierarchy process. Results of a simulation study show the new model can improve the predictive accuracy in partial value estimation by ordinal east squares (OLS) regression.

• 노동경제논집
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• 제30권2호
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• pp.87-118
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• 2007

본 논문에서는 한국직업능력개발원의 "전문대 및 대학 졸업생 경제활동상태 추적조사" 2005년 자료를 주로 이용하여 대학서열화와 노동시장 성과 간의 관계를 지방대 졸업생에 대한 임금차별을 중심으로 분석하였다. 주요 결과로는 첫째, 지방대학 졸업생 월평균 임금은 174.77만원으로 수도권대학 졸업생에 비해 11.5% 낮았으나 지방대학의 낮은 수능점수에 상당 부분 기인하였다. 둘째, 위계선형모형(Hierarchical Linear Model)을 적용하여 학교의 임금효과를 추정한 결과 개인간 임금차이의 12.2%만이 학교간 차이에 기인하는 것으로 나타나 학교효과가 예상보다 작음을 확인하였다. 셋째, 대학 진학시의 선택편의(selection bias)를 고려한 Heckman형 2SLS 임금함수를 추정한 후 Neumark 임금분해를 시도한 결과 수도권대학과 지방대학 졸업생 간 임금격차는 전적으로 수도권대학 졸업생의 인적 속성과 직업 속성상의 우위에 기인하였으며, 특히 수도권에 집중된 상위권 대학의 영향이 결정적으로 작용하였다. 넷째, 분위회귀 기법을 적용하여 임금분위별 지방대생 차별을 분석한 결과 임금분위와 무관하게 대체로 -4.01%~-2.51% 범위의 임금차별이 관찰되었다.

• 한국병원경영학회지
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• 제25권2호
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• pp.25-44
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• 2020

Purposes: This study was to analyze the effects of organizational culture attributes on organizational effectiveness in newly established general hospital. Method: For this purpose, this study sampled 981 hospital employees working for E hospital opened on Apr. 1, 2019 in Seoul. A total of 981 questionnaires were distributed to them, and 888 ones responded to the survey, which had been conducted from Oct. 17, through Oct. 25, 2019. 793 responses were used for the final analysis. The data collected were processed using the SPSS 19.0K for descriptive statistics, T-test, ANOVA, Pearson's correlation coefficient and regression analysis. Findings: First, The type of organizational culture perceived most by hospital employees was 'hierarchy-oriented' (3.53) followed by 'relation-oriented'(3.33), 'task-oriented'(3.23), 'innovation-oriented'(3.19) and job satisfaction scored 3.13, organizational commitment scored 3.28 on their order. Second, 'Relation-oriented', 'task-oriented' and 'innovation-oriented' was positively correlated with job satisfaction and organizational commitment. hierarchy-oriented' was negatively correlated with job satisfaction and organizational commitment. Third, Factors that significantly influencing on organizational effectiveness in a newly established general hospital were as follows. Factors influencing job satisfaction included 'innovation-oriented', 'relation-oriented' and factors influencing organizational commitment included 'relation-oriented', 'innovation-oriented' and age. Practical Implications: In order to increase the organizational effectiveness of the E-General Hospital, it is necessary to gradually move from a hierarchica l-oriented culture to an innovation-oriented and relationship-oriented culture. Since age also affects organizational commitment, it is necessary to promote stability and growth by promoting the mentor-menti system for new members with a low level of experience and experience.

• 한국간호교육학회지
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• 제26권3호
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• pp.248-258
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• 2020

Purpose: The purpose of this study was to identify the factors influencing nursing work performance among clinical nurses in the hospital. Methods: This descriptive correlational study collected data from 122 clinical nurses who were working in three tertiary referral hospitals in Busan. The data were collected, using self-reported questionnaires, from September 2 to October 14, 2019. The data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression using SPSS/WIN 25.0 program. Results: Nursing work performance was significantly associated with resilience, innovation oriented culture, relationship oriented culture, and hierarchy oriented culture. The factors significantly influencing nursing work performance of the participants included relationship oriented culture (β=.27, p=.015), hierarchy oriented culture (β=.25, p=.003), resilience (β=.19, p=.035), and total clinical career (β=.18, p=.030), which explained 27.3% of nursing work performance (F=8.59, p<.001). Conclusion: The results indicate that there is a need to improve communication skills among multidisciplinary team members and to harmonize hierarchical and relational cultures in order to enhance nursing work performance. In addition, this study suggests developing interventions for enhancing the resilience of clinical nurses.

• 임상간호연구
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• 제24권2호
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• pp.137-146
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• 2018

Purpose: The purpose of this study was to identify the influence of nursing organization culture on resilience of new nurses. Methods: Participants were 1,033 new nurses with careers of less than 12 months and who were from 43 general hospitals located in Seoul, Incheon, other metropolitan cities and provinces in Korea. The data were analyzed using t-test, ANOVA, Pearson correlation coefficient and multiple regression with SPSS/WIN 24.0 program. Results: Relation-oriented culture was scored highest for perception of organizational culture by new nurses (3.35), followed by hierarchy-oriented culture (3.19), innovation-oriented culture (3.12), and task-oriented culture (2.73). The score for resilience of the new nurses was 3.49, and the first subcategories were interpersonal relationship ability 3.66, self-positivity 3.45, and self-control ability 3.36. Relation-oriented culture (${\beta}=.30$, p<.001) was the most significant factor influencing resilience of new nurses, followed by innovation-oriented culture (${\beta}=.14$, p=.001), hierarchy-oriented culture (${\beta}=.12$, p<.001), task-oriented culture (${\beta}=-.10$, p=.003) in that order ($R^2(adj. R^2)=.16$, F=47.04, p<.001). Conclusion: Findings show that for improved resilience in new nurses it is necessary to develop relation-oriented culture to provide a cooperative work environment(friendly interpersonal relation and dialogue) for new nurses and to encourage involvement of these members in the hospital culture.

• 한국직업건강간호학회지
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• 제33권1호
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• pp.26-35
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• 2024

Purpose: This study aumed to identify the effects of job satisfaction, nursing organizational culture and social support on intention retention among general hospital nurses. Methods: The subjects were 254 nurses working in one general hospital. Data were collected from January 1 to 30, 2023. Data were analyzed by t-test, ANOVA, Pearson correlation, and multiple regression analysis using the SPSS/WIN 25.0 program. Results: (a) In this study, the mean value of job satisfaction was 3.07±0.43, relation-oriented culture was 3.45±0.51, hierarchy-oriented culture was 3.39±0.49, task-oriented culture was 3.35±0.48, innovation-oriented culture was 3.00±0.46, social support was 3.75±0.49, and intention retention was 4.98±1.39. (b) Intention retention had a positive correlation with job satisfaction (r=.41, p<.001), social support (r=.29, p<.001), innovation-oriented culture (r=.29, p<.001), relation-oriented culture (r=.20, p=.001), and hierarchy-oriented culture (r=.18, p=.002). (c) Factors that affect intention retention include job satisfaction (β=.41, p<.001), Working type (Non-shift) (β=.18, p=.001), Nursing job selection (Recommendation, employment) (β=-.16, p=.003), and the explanation power was 23.1% (F=9.43, p<.001). Conclusion: Our study shows that job satisfaction plays a significant role in the intention retention of nurses. It is important to strengthen job satisfaction to increase the retention of nurses. The results of this study may serve as basic data for the development of strategies to improve intention retention in nurses.