• 간호행정학회지
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• 제20권5호
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• pp.576-586
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• 2014

Purpose: The purpose of this study was to investigate the factors influencing nurse turnover intention in small and medium sized hospitals in the metropolitan area. Methods: A cross-sectional survey design was used. A questionnaire was distributed to the nurses in small and medium sized hospitals. The data of 209 nurses was analyzed using t-test, ANOVA, Pearson correlation coefficient and multiple regression. Results: Organizational commitment and age were identified as factors influencing turnover intention. These factors explained 56.8% of variance of turnover intention. Conclusion: Results suggest that establishment of organizational commitment needs to be discussed and continuously developed. Further study is also necessary to identify the key mechanism in nurse turnover intention.

• 대한안전경영과학회지
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• 제8권6호
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• pp.41-53
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• 2006

Safety climate in the research area of industrial safety begins to be influential meta-theory. With this research trend, this paper is to examine the relationship between safety climate and safety participation, and the moderating effect of age. Data were gathered from 292 manufacturing workers in construction industry. It is found that management involvement, safety education, and precaution activities have affirmative effect on safety participation, and physical job load negative effect on it. Next, education, precaution activities, and safety system were found to have interactional effects on safety participation with age.

• 기술사
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• 제32권6호
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• pp.48-54
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• 1999

The ISO 90000 Quality System Certification is one of trends over the world. Many companies and organizations want to achieve the ISO 9000 certificate. But, some of companies did not fully consider the needs of certification before the decision of establishing the quality system to ISO 90000. If a company/organization wants to establish its unique quality system, it should consider some of points in the identification of needs, definition of application scope, effective ways of system establishing, top management committement, composition of task force team, practical involvement and development, analysis of process and assigned job functions, adoption of changes of business circumstances, and practical implementation of its unique quality system.

• 한국콘텐츠학회:학술대회논문집
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• 한국콘텐츠학회 2011년도 춘계 종합학술대회 논문집
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• pp.215-216
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• 2011

이 연구는 시큐리티조직의 시장지향성이 직무만족 및 조직몰입에 미치는 영향을 규명하는데 있다. 이러한 연구목적을 달성하기 위하여 이 연구에서는 2011년 현재 경기도 소재 재직하고 있는 민간경비원을 대상으로 설정하였으며 326명을 표집하였다. 타당도 및 신뢰도는 요인분석과 신뢰도 분석을 통해 검증하였다. 통계처리는 다중회귀분석 등이 활용되었다. 이상과 같은 방법을 통하여 이 연구에서는 다음과 같은 결론을 도출하였다. 첫째, 시큐리티조직의 시장지향성은 직무만족에 영향을 미친다. 둘째, 시큐리티조직의 시장지향성은 조직몰입에 영향을 미친다. 셋째, 시큐리티조직 구성원의 직무만족은 조직몰입에 영향을 미친다.

• 대한가정학회지
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• 제27권3호
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• pp.13-28
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• 1989

With the purpose of identifying clothing for persons with special needs one of new directions in Clothing and Textiles, this pater comparatively analyzed current curriculum and research trends related to this field between Korea and America. Questionaire was distributed to 25 Korean colleges with Clothing and Textiles department and 4 American colleges known for special clothing study. Questions regarded the name of course, level (grade), number of credit houre, prerequisits and supporting courses, subjects of lecture and projects, way of managing lecture and projects, evaluation system, other special characteristics. Resources for analyzing research trends are Thesis and Dissertations in Clothing and Textiles, Research Journal of Clothing & Textiles/Home Economics Association, College Professors' research reports collection, of both Korea and America. Years of publications are 1972∼1986 (America), 1978∼1988 (Korea). Findings are as follows; 1. Clothing for special needs can be classified into various groups; Clothing for physically handicapped, mentally retarded, elderly, unusual-sized, pregnant/nursing mothers, institutionalized, protective clothing, uniform/career apparel. 2. Management of coursework related to special clothing has several common characteristics specially in America; Building-up coursework, problem-solving orientation, cooperative team-preject, interdisciplinary approach, client-versus-designer preference, community involvement. In Korea, a few school only has special clothing coursework and its scope of study was very limited. 3. Majority of research reports done with the subjects of special clothing had made for physically handicapped people and the elderly. Protective clothing and uniform have recently been paid much interests. 4. Researchers had mainly concerned on Design and Construction Aspects and nextly on social-psychological aspects. However, in America, selection and care aspects and marketing aspects of special clothing have been very procuctive issues recently. 5. Study on clothing for special needs has several opportunities to be stressed and improvements to be strengthened. Opportunities included active participation to the welfare of community society, strong publicity of accurate professional image, share with business and industry, interdisciplinary approach and new job market. Improvements were discussed in terms of strengthening supporting courses/prerequistes, intensifying interdisciplinary cooperation, provoking strong community involvement and securing financial support and research funds.

• 공학교육연구
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• 제16권6호
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• pp.45-51
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• 2013

본 연구의 목적은 현업적용도 평가를 실시하여 교육과정, 교육방법, 교육환경 등의 교육시스템 개선 방안을 도출하는 것이다. 이를 위해 현업적용도 개념과 이론을 탐색하였다. 연구방법으로는 노혜란, 박선희(2011)가 개발한 현업적용도 연구도구를 활용하여 30명의 기계공학과 졸업생을 대상으로 설문 및 반구조화된 문항으로 인터뷰를 실시하였다. 현업적용도 설문결과 대학에서 배운 전공교과목이 업무와 관련 정도가 평균 4.27로 나타나 매우 높은 것으로 측정되었다. 뿐만 아니라 현업에 적용하는 기회도 평균 4.10으로 나타나 현업활용도가 높은 것으로 나타났다. 교육과정에 관한 설문결과는 현업에서 필요한 전공 및 교양과목이었다고 생각하느냐에 대한 문항에 평균 3.90의 결과가 나타났고, 현업적용을 높이는 실제적인 문제나, 사례, 경험 등이 활용되는 수업을 받았는지에 대한 문항에 평균 2.63으로 낮은 점수를 나타냈다. 인터뷰 결과 대학의 교육과정은 전공의 경우 현업에 대부분 직접적으로 활용되는 것으로 나타났다. 특히 전공동아리 활동, 팀프로젝트 등의 활동을 한 것이 현업에서 긍정적인 영향을 주는 것으로 나타나 지속적으로 강화해야 하는 것으로 조사되었다.

• 한국병원경영학회지
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• 제5권1호
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• pp.40-61
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• 2000

The purpose of this study is to promote the efficiency of the management of the controls organization in the university hospitals and general hospitals by evaluating the factors underlying organizational conflict. The subject population included 351 hospital workers randomly selected from two general hospitals of less than 200 beds and two university hospitals over 500 beds in Seoul area. Data were collected through a survey questionnaire. To define related factors for the level of conflict among departments in each hospitals multivariate regression analysis was conducted. Independent factors were characteristics of subjects, conflicting factors between the departments. The results are as follows: 1. Those in high job position group demonstrated significantly higher level of conflict between departments. Those working in the general hospitals, who were older and had long-term tenure at current working hospital had higher level of conflict between the departments. 2. Concerning the involvement of conflicting factors and the level of conflict in the employees' there was statistically significant positive correlation between reliability and job-related and intradepartmental level of conflict in university hospitals. There was a significant positive correlation between interdepartmental conflicting factors of mutual dependence, difference in goal/orientation and interdepartmental level of conflict. 3. In the university hospitals, among the interdepartmental factors, mutual dependence and difference in goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the general hospitals, job position was a significant factor which showed that those in high position such as section chief or above, compared to those in general position had higher level of conflict. Among the interdepartmental characteristics, factors of mutual dependence and goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the general hospitals setting efforts to reduce conflict in areas among workers with high position, old age, and long tenure and those in medical care department should be made and prudent management and planning for improved manpower and increased budget or efficient allocation and clear definition of job description are necessary to adequately assess. In the university hospitals setting efforts to reexaminitation of the organizational structure and efficiency conveyance of information and efforts to resolve conflict among young workers with lower level of education is need. This study has its own merit in comparing empirically the conflict among hospital workers in the university hospitals and general hospitals. Future study are needed with respect to the relationship between interdepartmental level of conflict and the effectiveness of the hospital organization for improved resolution of conflict in the organization and hospital management.

• 한국병원경영학회지
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• 제3권1호
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• pp.62-82
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• 1998

The purpose of this study is to assess the cause and level of conflict arising within and between departments among administration office workers who work in a recently established tertiary hospitals of a major cooperation or related non-profit cooperation: The study also aimed to find methods for resolution of such conflicts by comparing with other existing university hospitals. The subject population included 299 business administration office workers randomly selected from two cooperate related tertiary hospitals of less than 3 years in its existence and two university hospitals over 700 beds in Seoul and Kyong In area. Data were collected through a survey questionnaire. To define related factors for the level of conflict among departments in each hospitals multivariate regression analysis was conducted. Independent factors were characteristics of subjects, conflicting factors within and between the departments. The results are as follows: 1. Those in the 30-39 rears of age group demonstrated significantly higher level of conflict between departments. Those working in the new hospitals, who were older and had long-term tenure, and those with short-term job experience at current working hospital had higher level of conflict between the departments with statistical significance. 2. Concerning the involvement of conflicting factors and the level of conflict in the administration there was statistically significant positive correlation between reliability and job-related intra- and interdepartmental level of conflict in existing hospitals. There was a significant positive correlation between intradepartmental conflicting factors of mutual dependence, difference in goal/orientation and intra- and interdepartmental level of conflict. 3. In multivariate regression analysis, women more than men, and those who had worked for many years in hospitals had statistically significant influence on factors involved in interdepartmental level of conflict, explaining 51.0% of the model. 4. In existing hospitals, gender was a significant factor with women showing a higher level of interdepartmental conflict compared to men. Among the interdepartmental factors, mutual dependence had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the new hospitals, job position was a significant factor which showed that those in high position such as section chief or above, compared to those in managerial or general position had higher level of conflict. Among the interdepartmental characteristics, factors of mutual dependence and goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the new hospital setting efforts to reduce conflict in areas among workers with high position, old age, and long tenure and those in Purchasing, Material and Computer Department should be made and prudent management and planning for improved manpower and increased budget or efficient allocation and clear definition of job description are necessary to adequately assess and make improved efforts for rapid stabilization of the premature hospital system from its inception, In the existing hospitals a lack of conflict within and between departments may give rise to stagnation or inefficiency of the organization. Future study are needed with respect to the relationship between interdepartmental level of conflict and the effectiveness of the hospital organization for improved resolution of conflict in the organization and hospital management.

• 한국병원경영학회지
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• 제7권2호
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• pp.37-51
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• 2002

It has been 2 years since the implementation of the separation of prescription and drug dispensing policy. This study analyzes the effects of the policy on the job contents and personnel structure of hospital pharmacy. The main purposes of the analysis are to determine if the policy has causes the increase of professional activities of pharmacists in hospital and to investigate whether the hospital pharmacy is equipped with enough manpower to provide high quality pharmaceutical service as intended by the policy. The level of professionality of pharmacists' activities is measured by the number of activities of direct involvement in inpatient care such as participation in patient rounding, medication consultation, the number of hospital committee the pharmacists involved and the number of continuous education pharmacists took. The adequacy of personnel structure to provide high quality pharmaceutical care is measured by the level of compliance to the governmental standard of hospital pharmacy personnel. In order to collect the data, surveys were performed for two periods: year 1999 (before the implementation of the policy) and year 2001 (after the implementation of the policy). The results show that the pharmacists' participation in inpatient rounding decreased and that the inpatient medication history management activities, operation of ward pharmacy, participation in hospital committee increased. In personnel structure, the average number of pharmacist per hospital decreased and the number of prescription processing per pharmacist increased. Based on the results this study concludes that the professional activities of hospital pharmacists has increased a little and there were structural changes in hospital pharmacy service activities to increase the professionalism in providing care. However, the pharmacy departments were understaffed hampering the strive to increase the provision of professional pharmaceutical service in hospitals.

• 시스템엔지니어링학술지
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• 제6권2호
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• pp.47-57
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• 2010

Taylor and Ford in the 1910s led to the "scientific management" for the entire industry from the manufacturing spread of TQM Total Quality Management has been structured as a management efficiency, such as 6-Sigma techniques were developed. SW development also introduces the idea, such as CMMI and SPICE-based process management, management practices have evolved. However, in recent years to increase the knowledge of workers in the manufacturing process oriented management approach is under serious challenge. Business performance or productivity will be varied depending all motivation, human relationship, job involvement rather than simply putting a lot of time. Especially in the SW industry which is depending on human resource, Creativity should be limited in traditional management methods. Recently, Google and Apple, Cisco and global advanced companies adopt a human relationship management. Their productivity and creativity in product development has been successful by giving autonomy and motivation, enthusiasm and vision to tile employees. Human relationship management since the mid-1990s, appears as a new paradigm so called Agile process in the field of SW development. Agile processes emphasis on light, flexible and responding to changes immediately in the business environment step away from traditional management approach which is the heavy and complicated process. In this paper, agile project management concepts and practices which is applied to industry will be examined.