• 한국산학기술학회논문지
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• 제17권11호
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• pp.537-544
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• 2016

정보보호 산업 분야에서도 신규 인력의 양성과 재직자의 지속적인 직무능력 향상을 위해 국가직무능력표준(NCS : National Competency Standards)의 도입이 필요하다. 특히 정보보호 전문 인력의 효율적 운영을 위해 신규 인력 양성을 위한 NCS 교육과정의 도입은 중요하다. 그러나 현행 NCS는 정보보호 산업분야에 대한 세분류가 명확히 제시 되지 않아 교육훈련 기관에서 교육과정으로 도입하는데 어려움이 있다. 이에 본 연구에서는 직무별 인력유형에 따라 교육과정에 도입 가능한 능력단위를 선정하였다. 능력단위 선정을 위해 우선 선행 연구들에서 제시한 필요 지식 및 기술을 고려하였고, 추가적으로 공공기관, 공기업 및 일반 기업에서 시행하고 있는 NCS 기반 채용 기준을 포함하였다. 선정된 능력단위는 직무의 중요도, 교육의 필요도에 따라 필수 능력단위와 선택 능력단위로 구분 하였고, NCS 정보통신(SW) 분야의 신 자격 경력 경로 모형에 적합한지에 대한 검증을 하였고, 최종적으로 정보보호 산업분야 신규 인력양성을 위한 NCS 교육과정 설계에 필요한 능력단위와 교과목을 제안하였다.

• 한국의류학회지
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• 제34권2호
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• pp.371-384
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• 2010

This research investigates the historical changes of the educational system for the clothing departments at vocational high schools. According to the growth of the fashion industry, employment potential in the clothing departments of the vocational high schools, numerical changes in the educational statistics, and curriculums were investigated by papers, reports, and statistic data. The statistic data were derived from the 'Center Educational Statistics and Information', 'School Information' (Hak-gyo Alimi), 'Korean Statistical Information Services' and internet home pages of vocational high schools. Technical service workers that graduate from clothing departments and vocational high schools have limited competitiveness in a thriving fashion industry field. Highly developed fashion industries require more professional workers in fashion design, fashion marketing, and fashion materials. Compared to 1994, when 35 classes were conducted in 5 vocational high schools, 69 classes are now conducted at 15 schools. They have over 2,000 students and produce over 600 graduates. However, 222 credits of the $1^{st}$ curriculum in 1958 went down to 82 credits in the 2007 revised curriculum to complete the credits of clothing departments. The 15 courses of the 1st curriculum fell to 5 courses in the 2007 revised curriculum on the number of major subjects. It is a fundamental problem that major courses in clothing education have been excessively reduced despite the demand for of highly specialized workers in the fashion industry. In the view of operating conditions of those schools, there were several problems such as the wide gaps in the curriculum, limited equipment, the supply of teachers, and counseling on the choice of college or a career. In conclusion, the following measures are required: 1) the increase of complement credits in major subjects and renovation of curriculum, 2) national substantial support to change the social circumstance concerning vocational education and occupational consciousness, 3) operation of credit approving systems in universities and colleges for students that have completed the same courses at vocational high schools, 4) designing realistic programs for vocational education and cooperation systems with corporate enterprises.

• 한국직업건강간호학회지
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• 제13권2호
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• pp.104-117
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• 2004

Objectives: To propose the basic data for the development of the optimum health promotion program (HPP) for the workers in a petrochemical industry complex. Methods: The subjects were 553 workers who worked at the six plants in a petrochemical industry complex. From February to March 2003, questionnaire survey was conducted by the nurses with occupational health specialty about the life styles, interests, self-cognitions, practices of health behavior, subjective symptoms thought to be related the working environments, burden to the own health, needs and intentions to participation of the HPP. Data analysis was done using SPSS program (ver 10.0) with ${\alpha}=0.05$ of statistical significance. Results: The mean age and tenure of the subjects were 39.7 years and 14.2 years, respectively, and proportion of smokers was around 50%. Two of third (66%) satisfied their own job, and 58% recognized themselves healthy. The most frequent health behavior were exercise (60%) and regular health check (87%) in individual and job based, respectively. About half of them (58%) had at least one of the symptoms thought to be related the working environments, and the most frequent one was odor (21%). These symptoms were more frequent in case of the shorter career. The needs of HPP was relatively higher in exercise (66%), cancer prevention (51%), stress control (47%), and intention to participation was also the highest in exercise (64%). Job satisfaction was higher in case of the higher interests and cognitions to their own health, and thought that the ownership's interest to workers' health be high (p<0.01), but no associations with the subjective symptoms. The mean level of burden to the own health were $14.1{\pm}13.9$ of physical, $11.7{\pm}13.6$ of emotional, $9.1{\pm}10.7$ of behavioral as out of one hundred. They felt the more burden in case of office workers, the lower interests and cognitions to their own health, the lower satisfaction to their job, the frequent drinking group, and complained the subjective symptoms (p<0.05). Abnormal results of the regular health check was higher in the frequent drinking group (p=0.083). Conclusions: For the optimum HPP for the workers in the petrochemical complex, the ownership's interest to workers' health would be enhanced, and the priority would be focused on exercise and drinking habits control.

• 한국엔터테인먼트산업학회논문지
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• 제15권4호
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• pp.45-54
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• 2021

배우 정선아는 데뷔 이후 20년간 선이 굵고 에너지가 넘치는 연기로 공연 이력을 쌓으며 한국의 대표적인 뮤지컬 배우라는 위상을 굳혔다. 이런 가치를 고려해 연기의 심리구조인 투사와 역투사 이론을 적용해 정선아를 심층 인터뷰하여 그녀의 고유한 연기 인입과 이탈 기법을 통한 정서적 패턴 및 특성을 도출했다. 정선아의 연기 메커니즘은 자아를 비우고 이전 공연, 동명 영화, 원작 소설, 대본 등을 집중 탐구해 창조한 배역을 투사해 페르소나를 구현한 뒤, 해외여행, 신체 훈련과 같은 역동적 활동으로 역투사해 자아를 환원하는 방식을 취했다. 리얼리티 표현의 극대화를 위해 인물이 처한 현장을 미리 찾아 체험하며 연기 방향을 탐구하였다. 작품마다 장르가 다른 보컬 트레이너와의 연습을 통해 색다름을 추구하고 파워풀한 가창 연기를 위해 보컬과 더불어 강도 높은 체력 단련을 뒷받침 했다. 대부분의 작품(75%)에서 공연 후 배역 이탈 장애로 인해 우울증, 자기애, 히스테리, 불면증 등의 정서들을 겪었지만 '셀프 처지'에 의존했기에 향후 전문가 상담 강화 등의 대안도 요구된다. 연평균 1.6편에 출연해 평균 1.7개월을 연습하고 평균 3.9개월간 공연하며 작품 사이 평균 100일 남짓 쉬며 강행군한 배우의 부단한 준비성과 열정, 그리고 에너지 비축과 안배의 노하우가 돋보인다. 도출된 정선아의 연기 인입 및 이탈 스킬은 뮤지컬 연기 교육과 배우의 자기관리에 큰 시사점을 제공한다.

• 한국응급구조학회지
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• 제11권3호
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• pp.47-64
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• 2007

Purpose : This study examines satisfaction of students at the department of Emergency Medical Technology with clinical practice and relationship between motivation of achievement and satisfaction with clinical practice and aims to provide basic materials contributing to the improvement of clinical practice education. Method : It selected 237 students in the second and third grade at the dept. of Emergency Medical and having experience in clinical practice as the subjects, collected data from Sept. 1 to 30, 2007 and analyzed 237 questionnaires collected with SPSS 12.0 program. Result : 1. Degree of motivation of achievement scored 3.46 of full marks of five points and they showed motivation of achievement over average score. Students who entered the dept. of Emergency medical after beginning social career(3.78) showed higher motivation of achievement in the period of entrance and group having will to be volunteer(3.66) showed the highest motivation of achievement in selecting this major. The better personal relationship they have, the greater hospital grade and the higher their transcript, the higher motivation of achievement they have. In the desired area of employment after graduation, first-aid staffs at the field of industry group(3.85) showed the highest motivation of achievement. 2. Degree of their satisfaction with clinical practice scored 3.53 of full marks of five and they showed satisfaction with it over average score. They showed the highest satisfaction in the contents of practice(3.64). 3. There was statistically significant positive correlation between motivation of achievement and satisfaction with clinical practice(r = .165, p < .05). Conclusion : There was statistically significant positive correlation between motivation of achievement and satisfaction with clinical practice. Repeated research through sampling based on probability to generalize relevance of motivation of achievement and satisfaction with clinical practice is needed and further researches on developing program to inspire motivation of achievement in theoretical learning as well as in clinical practice are required.

• 한국화재소방학회논문지
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• 제33권6호
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• pp.142-151
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• 2019

본 연구는 소방산업 중 소방시설관리업 종사자에 대하여 직무만족도를 파악하고 직무만족이 이직의도에 주는 영향에 대하여 분석하였다. 연구결과, 통제변수를 연령, 직급, 학력, 임금, 총 소방경력, 자격증, 담당업무로 하고, 직무만족에 대한 집단 간의 유의미한 차이는 이들 통제변수 중에서 담당업무에서만 있었고, 이직의도에 대한 집단 간의 유의미한 차이는 모든 통제변수에서 없었다. 그리고, 직무만족과 이직의도의 영향을 살펴본 결과 직무만족의 하위변수 중 임금과 조직체계에 대한 만족이 증가함에 따라 이직의도에 부(-)의 영향을 미친 반면에 일 자체와 승진은 영향을 미치지 않음을 알 수 있었다. 연구결과는 기술자 인적관리 및 대안창출의 자료로 활용하고자 한다. 향후 연구과제로 직무만족을 상승시키기 위한 합리적인 보직 순환주기 설정을 위한 연구, 저가수주 현황조사와 대책에 대한 연구, 소방시설관리업 발전방향에 대한 연구가 필요하다.

• 한국산학기술학회논문지
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• 제16권12호
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• pp.8896-8900
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• 2015

최근 한국에서는 다양한 분야의 직업군을 가지게 되면서 우리나라의 20대부터 40대 젊은 인력들이 대거 도시로 몰리는 현상이 발생하고 있으며, 우리 국내 농업분야의 생산인구가 감소되고 고령화가 빠르게 진행되고 있다. 또한 WTO, FTA와 같은 세계적인 농업시장의 개방화를 통하여 전 세계의 농작물과의 경쟁을 해야 하는 어려움에 직면하고 있다. 본 논문에서는 오픈소스 하드웨어인 라즈베리파이와 오픈소스 프로젝트를 활용하여 누구나 쉽게 환경을 구축할 수 있도록 하여 제안하는 기술을 농업 산업에 빠르게 적용시킬 수 있는 기술을 소개한다. 즉, 생산지의 환경을 모니터링 할 수 있는 디바이스를 구성하게 함으로써 누구나 쉽게 사물인터넷 기술을 이용하여 농업분야에 활용하고 직접 적용시켜 생산과정의 자동화를 통해 농촌의 일손 부족상황을 대치하면서 실시간으로 농작물의 상태를 체크하고, 여러 상황에 맞게 대응을 하면서 농작물의 품질을 향상 시키고, 가격경쟁력을 확보하여 전 세계 농작물과의 비교에서도 경쟁력을 갖게 될 것이다. 또한 사물인터넷을 활용하는 과정에서 발생하는 데이터 수집 및 분석을 통하여 다른 여타 비즈니스에 활용하는 방안을 모색하고자 한다.

• 지역사회간호학회지
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• 제9권2호
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• pp.313-323
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• 1998

This study is to develop the model on the joint employment system of occupational health nurse practitioners for medium or small sized enterprises in Korea based on the comparison opinions between employers and occupational health nurses (OHN). The data were collected by questionnaires from Oct. to Nov. in 1997. The number of subjects was 210 OHNs and 176 employers, response rate was 47.1% for OHNs and 23.2% for employers. The SAS PC program was used for the descriptive statistics. The results were as follow: 1. More than three years career was preferred for qualification of OHN by employers and OHNs. OHNs preferred that all instruments and materials should be equipped in each industry, but employers preferred that they should be equipped by OHN. 2. For the limit number of industries and employees per one OHN, employers preferred average 2.25 industries and 307 employees, OHNs preferred average 3.0 industries and 448 employees. Both of them preferred two times visit per week for all day long. 3. OHNs wanted that the local office of Ministry of Labor could act as mediator, but employers preferred direct contact individually. For the average wage, employers preferred 887,000 won per month, but OHNs preferred 1,960,000 won per month. 4. OHNs preferred the Korean Association of Occupational Health Nurse as the recruit agency. Finally, employers and OHNs have the opinions that they can choose this system depending on the condition. There is in need of development of effective strategy for this new system such as manpower development, cost-benefit analysis, establishment of occupational health service standard, advertisement for employers, and government supported project.

• 복식
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• 제60권7호
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• pp.31-46
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• 2010

Fashion industry is faced with issues of raising the competitiveness of established designers recently. As well as the change of business system, the specialization of professionals in design team increases the needs of in-service training of fashion designers. But, the education programs of enterprise are generally focused on adaptability to the organization and harmony among men as an introduction level. Furthermore, there are few professional institutions that give an education to the working-level designers. Thus, this study aimed at development of specialized in-service training program that could educate established designers for more integrated thought to cope with rapid changes in the fashion field. Firstly, the theoretical study on the in-service training and changes of fashion environment had been studied through literature review. Then, the current state of in-service training of fashion enterprises and the courses for established designers in fashion institutions were analysed. Finally, a comprehensive framework of in-service training program for fashion designers has been established as a result of this study. The program was designed in accordance with the previous research which reached 4 different educational needs for in-service training: brand planning and management, understanding production, understanding practical fabrics & colors, computer program. The study went further to apply the program to each design group divided by career: new designer, junior designer, senior designer, design leader. This study also suggested evaluation process to confirm the effects.

• 공학교육연구
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• 제13권1호
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• pp.38-51
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• 2010

이 연구는 공학과 젠더에 관한 이론적, 경험적 연구이자 여학생 공학교육 선도대학 (WIE) 사업의 발전 방향을 다루는 정책 연구의 성격을 갖는다. 우리나라의 WIE 사업은 성인지 공학교육 시스템, 여학생의 현장 적응력 향상, 산학협력 프로그램의 도입을 통해 우수한 여성 엔지니어의 양성을 촉진하려는 목적을 갖는다. 이 연구는 WIE 사업이 공학교육에서 갖는 의미를 분석하기 위해 젠더 연구들을 검토하였다. 공학 분야 여성을 발전시키는데 있어서 교육적, 제도적 공평성을 확보하는 것만으로는 충분하지 않다. 무엇보다 여성의 경력 개발을 좌절시키는 상황에 주목해야 한다. 대학교육에서는 공과대학 교수진이 젠더 공평성에 대한 인식을 향상시킬 필요가 있다. 여성 엔지니어의 전문가 정체성 확립, 남녀가 함께 참여하는 프로그램 개발, 그리고 여성 네트워크 발전 등이 WIE 사업을 성공적으로 수행하는데 있어서 매우 중요한 요소이다. 향후 WIE 사업에 대한 지속적 지원과 대학 단위의 프로그램 확대 등이 정책적 과제로 논의되었다.