• 한국엔터테인먼트산업학회논문지
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• 제13권4호
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• pp.385-400
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• 2019

용인 정서관리 훈련 프로그램(Yongin-Emotion Management Training: Y-EMT)에 대한 기존 연구들은 단기 연구로서 효과의 지속성 측면에서 추후 연구를 제안 하고 있다. 이에 본 연구는 Y-EMT 프로그램이 정서장애에 미치는 효과성을 검증 하고자 하였다. 이를 위해 만성 조현병 환자를 실험군과 대조군을 30명과 28명 동질성 검사 후, 반복 측정법을 통해 Y-EMT의 상호작용 효과를 검증한 결과 첫째, 사전검사와 사후(5개월 후)검사, 사전검사와 1년 후 검사, 사전검사와 2년 후 검사에서 실험집단과 통제집단간 유의한 평균 차이가 나타났다. 둘째, 실험집단인 경우 정서행동, 정서표현, 자기 효능감, 대인관계변화는 프로그램 종료 후 5개월까지는 높은 상승효과를 보였고, 이후 1년까지는 점진적인 상승효과가 있다는 것을 확인 하였다. 이와 같은 연구 결과를 토대로 만성 조현병 환자들의 치료효과 및 지속성을 유지하기 위해서는 용인 정서관리 훈련 프로그램 및 인지재활 훈련, 사회기술 훈련, 인간관계훈련 등의 효과를 동시에 비교분석한 후 가장 효과성이 높은 프로그램과 약물치료를 병행하는 것이 사회복귀에 도움될 것으로 사료된다.

• 한국보건간호학회지
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• 제13권2호
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• pp.45-58
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• 1999

This study was conducted to compare the practice of health promoting behaviors between hospital workers and government officers. The subjects for this study were consisted of 344 hospital workers in four university hospitals and 340 government officers in four district offices in the Kyong-in area. Data were collected by using constructed questionnaires from January to February in 1997 and analyzed by Chi-square test, t-test. ANOVA, Pearson correlation coefficient and stepwise multiple regression. The results were as follows : 1. There was no significant difference between hospital workers and government officers in practice of health promoting behaviors as a whole. but among five domains of the health promoting behaviors, hospital workers was significantly higher than that of government officer in the domain of health responsibility, while they were significantly lower than those of government officer in the domain of exercise & nutrition and stress management. The mean score of health promoting behavior for hospital workers and government officer were 2.40, and 2.47, respectively. The health promoting behavior in relation to the characteristics of the hospital workers varied significantly according to sex and age. The domain of self-actualization ranked highest in health promoting behaviors of hospital workers, interpersonal support came next. stress management, health responsibility and exercise & nutrition followed them. While those of government officers. the domain of self-actualization ranked highest. interpersonal support came next, stress management, exercise & nutrition and health responsibility followed them. 2. There were no significant difference between hospital workers and government officers in the health perception with mean score of 3.32 and 3.34 respectively, in the self esteem with mean score of 2.82 and 2.84 respectively, in the self-efficacy with mean score of 70.50 and 72.35 respectively. in the internal health locus of control with mean score of 2.95 and 3.03, respectively, m the chance health locus of control with mean score of 2.10 and 2.13, respectively, m the powerful others health locus of control with mean score of 2.39 and 2.46, respectively. 3. The practice of health promoting behavior of hospital workers were strongly associated with self-esteem and self-efficacy, and self-esteem was strongly correlated with self-efficacy. And the practice of health promoting behavior of government officers were strongly associated with self-esteem, powerful others health locus of control and internal health locus of control. and self-esteem was strongly correlated with self-efficacy. 4. The combination of self-esteem, powerful others health locus of control. health perception. self-efficacy. internal health locus of control. age and marital status explained $45.7\%$ of variance of likelihood to engage in health promoting behavior of hospital workers. And the combination of self-esteem. powerful others health locus of control. health perception. self-efficacy. internal health locus of control. sex and marital status explained $48.2\%$ of variance of likelihood to engage in health promoting behavior of government officers.

• 대한간호학회지
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• 제37권6호
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• pp.1003-1012
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• 2007

Purpose: The role of sex role identity types and health promoting behaviors in relation to premenstrual symptoms and interrelatedness among the three variables were examined. Methods: A cross sectional descriptive study was employed with 327 female university students. KSRI, HPLP, and MDQ were used as measurement tools. Results: Four types of sex role identities were classified; undifferentiated(33.7%), androgyny (32.7%), masculinity(16.8%), and femininity(16.8%) in order. Premenstrual symptoms(F=3.11, p= .027) and health promoting behaviors(F=12.74, p= .000) were significantly different by sex role identity types. As determinants of premenstrual symptoms, health promoting behaviors for all subjects, stress coping for the feminine type, and interpersonal relationships for the undifferentiated type were identified. In discriminating between the feminine type and undifferentiated type, premenstrual symptoms and self responsibility were shown as significant factors. Conclusion: Interrelatedness among sex role identity, health promoting behaviors and premenstrual symptoms imply the importance of a psychosocial aspect in premenstrual symptoms. Therefore, these three variables should be applied more specifically for nursing assessment and management of women having premenstrual symptoms.

• 지역사회간호학회지
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• 제10권1호
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• pp.140-153
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• 1999

This study is designed to furnish basic data for development of health -care program to promote health of the middle-aged adult by making the middle-aged adult an object who have radically increasing death rate because of chronic degenerative diaease, finding out the executive degree of health -promoting behaviors, and verifying the relation between self-efficacy/perceived health status and health -promoting behaviors. The results are as follows. 1) The hypothesis that 'the higher the self-efficacy, the better the health -promoting behaviors' was supported on a meaningful level(r=.30l, p=.000) 2) The hypothesis that 'The health-promoting behaviors will have differences according to the perceived health status' was supported on a meaningful level in the sections of the control of stress(p=.000), the self-achievement (p=.000), the exercise(p=.002), the control of interpersonal relation(p=.014) and the eating habit(p=.061) and was rejected in the sections of drinking' smoking(p=.787), heath-responsibility (p=.061). The fact that executive degree of health -promoting life-style have correlation with self-efficacy was found out and we need to develop health-education program to promote self-efficacy.

• 디지털융복합연구
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• 제18권9호
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• pp.239-248
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• 2020

본 연구의 목적은 포커싱적 태도와 임상수행능력간의 관계를 파악하고 포커싱적 태도가 임상수행능력에 미치는 영향을 확인하기 위함이다. 간호학과 재학생 189명을 대상으로 하여 2018년 12월에 자료를 수집하였고 다중회귀분석 방법을 이용하여 분석하였다. 그 결과 간호대학생의 전공만족도와 포커싱적 태도는 임상수행능력에 유의한 영향요인으로 확인되었다. 특히, 포커싱적 태도의 하위요인인 '표현하기'는 임상수행능력의 하위요인인 '간호과정, 간호기술, 교육 및 협력관계, 대인관계 및 의사소통, 전문직 발전'에 유의한 영향을 미쳤으며, 설명력은 15.7%~19.9%이었다. 따라서 학부과정동안 간호학과 대학생들이 '상황에 알맞은 표현하기 능력'을 기를 수 있는 프로그램의 개발과 함께 교수-학습방법의 적극적 반영을 제안한다.

• 디지털산업정보학회논문지
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• 제15권3호
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• pp.207-223
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• 2019

This study aims to explore the casual relation between construction company employees' Self-Leadership and two variables: Organization Citizenship Behaviour and Organizational Trust through Psychology Empowerment. To explain in details, this study examines how the independent variable, Self Leadership, with its behavior-focused, natural reward and constructive thought pattern strategies, affects the dependent variable, Organization Citizenship Behavior and Organizational Trust through the intervening variable, Psychology Empowerment. A survey was conducted on current employees of construction companies in metropolitan areas to empirically examine the research model. The result of study hypothesis on Self-Leadership is as follows; first, Self-Leadership showed a positive effect on Psychology Empowerment, Organization Citizenship Behaviour and Organizational Trust. Second, Psychology Empowerment showed a positive effect on Organization Citizenship Behaviour. Third, Psychology Empowerment showed a positive effect on Organizational Trust. The capacity of individuals is critical when it comes to competitiveness of construction companies. When employees willingly participate in building trust within the company, the work place will become more and more constructive; based on trust, efficiency will increase because people from different processes can work together and performance will also improve even when project managers are absent because others could help their role instead, thus driving more efficient human resource management to the company. To conclude, a company's vision can be spread wide and far when their employees engage themselves in Learning Organization with Self Leadership. They will also be satisfied with their work through improving interpersonal relationship at work.

• 한국언론정보학보
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• 제23권
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• pp.113-151
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• 2003

본 연구는 갈등이 커뮤니케이션을 통해 표현되고 인식되고 관리된다는 측면에서 생산적이고 긍정적인 갈등 결과를 가져오는 핵심적인 요소로 커뮤니케이션 능력을 상정하고 있다. 이러한 인식하에 본 연구는 대인적 갈등상황에서 갈등관리전략은 커뮤니케이션 능력과 어떠한 관계가 있고, 커뮤니케이션 능력은 갈등관리전략과 갈등 후의 상호관계에 어떻게 작용하는가를 밝히는데 목적을 두었다. 분석결과 첫째, 통합전략은 커뮤니케이션 능력과 정적인 상관관계를 보였고, 회피전략과 분할전략은 부적인 상관관계를 나타냈다. 이것은 통합전략을 사용한 사람들은 상대방으로부터 커뮤니케이션 능력이 있는 것으로 평가받는 반면 분할전략과 회피전략을 사용한 사람은 상대적으로 능력이 없는 것으로 지각된다는 것을 의미한다. 둘째, 커뮤니케이션 능력은 갈등 후의 상호관계, 즉 친밀감, 신뢰감, 관계만족도와 긍정적인 관계가 있는 것으로 나타났다. 이것은 상대방을 커뮤니케이션 능력이 있는 것으로 평가한 사림들은 대체로 갈등 후에 상대한 친밀감이나 신뢰감을 더 느끼게 되고 결과적으로 상호관계에도 만족한다는 것을 의미한다. 셋째, 커뮤니케이션 능력은 갈등관리전략과 갈등 후의 상호관계를 매개하는 것으로 나타났다. 이것은 갈등 후의 상호관계는 자기가 어떻게 갈등관리전략을 구사했는가라는 평가에 직접적으로 영향을 받기보다는 상대방이 자신의 커뮤니케이션 능력을 어떻게 지각했느냐에 따라 달라진다는 것을 의미한다. 결과적으로 대인적 갈등상황에서 만족스럽고 생산적인 결과를 얻기 위해서는 커뮤니케이션 능력이 무엇보다도 중요하다는 것이 이 연구를 통해 밝혀졌다.

• 경영과정보연구
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• 제32권3호
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• pp.189-220
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• 2013

본 논문은 조직 내 구성원들의 기업의 사회적 책임활동(CSR)에 대한 인식이 컴페션을 매개로 조직몰입에 어떻게 영향을 미치게 되는지를 실증적으로 검증해 보고자 하였다. 즉, 조직의 CSR 활동이 조직 내 구성원들의 조직에 대한 의미형성(sense-making)에 영향을 미쳐 결국 조직 내 구성원들의 태도와 행동 변화를 유발하여 컴페션을 증가 시키고, 결국 이를 통해 조직몰입을 증가시킬 것으로 예상했다. 국내 기업의 400명의 조직구성원들을 대상으로 실증적 연구를 실시한 결과, CSR인식은 컴페션에 통계적으로 유의한 정(+)의 영향을 미치는 것으로 나타났고, 컴페션 역시 종속변수인 조직몰입에 각각 유의한 정(+)의 영향을 미쳤으며, CSR 인식과 조직몰입의 정(+)의 관계를 컴페션이 부분 매개하는 것으로 검증되었다. 마지막으로, 상호작용 공정성은 CSR인식과 컴페션 간의 관계를, 조직후원인식은 컴페션과 조직몰입간의 관계를 조절하는 것으로 나타났다.

• 한국병원경영학회지
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• 제23권2호
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• pp.1-17
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• 2018

Purposes: Based on samples of government officials who are working at public health centers, following research examines the Effect of Organizational Justice on the relationships between Followership and Organizational Citizenship Behavior and analyzes the moderating effect of Leader-Member Exchange. Methodology: For the methods, Sphericity verification, Exploratory factor analysis, Correlation analysis, Causal relation, Mediating effect of followership and Moderating Effect of The Leader-Member Exchange have been analyzed with SPSS 22.0 & AMOS 22.0 Ver. Findings: As a result of Correlation analysis, Predictive validity and Construct validity have meaningful effect. Also, In case of Path analysis, distributive justice and interactional justice have meaningful effect but procedural justice has no such effect on Followership. As a result of Mediated effect of followership analysis, distributive and interactional justice have positive impact on (Organizational and Interpersonal). As to the mediation effect of followership analysis, It is shown that distributive and Followership have meaningful effect on In-group, not Out-group. Lastly, It is shown that procedural justice and Followership have no meaningful effect on both In-group and Out-group. Practical Implications: For the implications, distributive justice and interactional justice have positive impact on Followership, while procedural justice has no such impact on Followership. Also, It also possibly has same result to the moderating effect of Leader-Member Exchange. Consequently, It is recognized that a fair process without a fair result cannot be valued. also, We can know that reward for procedural justice is evaluated to kind of negative.

• 한국산학기술학회논문지
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• 제14권4호
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• pp.1755-1764
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• 2013

본 연구는 노인요양시설에 근무하는 간호사와 요양보호사의 직무관련 소진에 영향을 미치는 요인을 확인하기 위한 서술조사연구이다. 연구의 대상은 서울과 경기지역 소재 5개소 노인요양시설의 간호사 77명과 요양보호사 111명으로 구조화된 설문지를 이용하여 자료를 수집하였다. 수집된 자료는 IBM SPSS Statistics 19.0의 독립표본 t-test, Pearson's correlation coefficients, and multiple stepwise regression으로 분석하였다. 간호사의 직무관련 소진은 직무만족(r=.333, p=.003), 스트레스(r=.484, p<.001)와 양의 상관관계가 있었으며, 요양보호사의 직무관련 소진은 스트레스(r=.458, p<.001)와 양의 상관관계가 있는 것으로 나타났다. 간호사의 직무관련 소진에 영향을 미치는 요인은 대인관계 스트레스였으며 이는 간호사의 직무관련 소진의 27.0%를 설명하고 있었다. 요양보호사의 경우는 직무관련 스트레스로 나타났으며 이는 요양보호사의 직무관련 소진의 21.2%를 설명하고 있었다. 이와 같은 연구결과를 바탕으로 근무환경의 개선과 체계적인 스트레스 관리 프로그램의 개발이 이루어져야 할 것이다.