• 한국산림과학회지
• /
• 제103권4호
• /
• pp.679-686
• /
• 2014

본 연구는 2014년 숲해설가 직무교육프로그램을 대상으로 중요도와 성취도 분석(IPA)을 이용하여 직무교육프로그램을 평가하고 문제점 및 향후방안에 대한 시사점 제공을 목적으로 이루어졌다. 먼저 숲해설가 직무교육프로그램 중요도와 성취도의 전체평균을 비교한 결과 중요도가 성취도보다 높게 나타났다. IPA 분석을 실시한 결과 I 사분면에 해당하는 항목은 해설가로서의 자신감, 적극적 참여, 숲의 가치를 깨달음, 숲에 대한 이해의 폭 고양, 해설가의 임무 이해, 해설가의 자질 이해로 6개 항목이었으며, II 사분면에 해당하는 항목은 교육내용의 흥미성과 교육을 통하여 많은 것을 배우는 것으로 2개의 변수가 추출되었다. 다음으로 III 사분면에 해당하는 항목은 서비스 대처방법, 해설프로그램 직접기획, 교육내용의 명료성, 교육내용의 정확성, 교육내용의 타당성, 적절한 규모의 학생 수, 적당한 교육시간으로 7개 항목이었으며 마지막으로 IV 사분면에 해당하는 항목은 교육내용 청취시의 집중력, 교육주제에 대한 이해로 2개의 항목이 추출되었다.

• 한국병원경영학회지
• /
• 제2권1호
• /
• pp.114-136
• /
• 1997

This study was carried out to find out the effect of conflict between profession groups within medical institution. For the purpose, the questionnaire-based research was done with 605 persons consisting of specialists, residents, nurses, radiologic technicians, clinicopatholigic technicians, health record administrator, administrative employees who are working in a university hospital located in Taegu City from February 15, 1997 to March 2, 1997. The results of the study were summarized as follows. The subject profession group against which each profession group feels the most conflict in interprofession mutual recognition relation was found out as follows; Specialists(34%) against colleague specialists, residents(54.0%) against nurses, nurses(54.8%) against residents, radiologic technicians(44.0%) against residents, and clinicopathologic technicians(34.5%) against nurses, while it was shown that health record administrator felt even conflict against residents, nurses and administrative employees and administrative employees(48.1) did against nurses. Most employee group answered that medical specialists have a one-sided and individual attitude toward all affairs, while both medical specialists and administrative employees of hospital answered that nurses are one-sided. It was shown among such groups that radiologic technicians' conflict results from their thinking which mutual dependence and cooperation are lowest while individual difference is highest, clinicopatholigic technicians' conflict from the problem in mutual communication, medical specialists' conflict from difference in goals greater than other group, respectively lower than other group. The rate of vertical conflict between groups was highest for the health record administrators and then for the radiological technicians, while it was lowest for the medical specialists and then for the nurses. In addition, the rate of horizontal conflict was high for both medical specialists and nurses, but it was low for the health record administrations and clinicopathological technicians. The group with the highest job satisfaction was the medical specialists and nurses, and the group with the highest involvement in organization was the medical specialists and administrative employees. Also it was shown that both medical specialists and clinicopathological technicians show a favorable attitude toward patients. Factors having an effect on the vertical conflict included difference in goals, cooperation within group and leadership. It was shown among those factors, however, that only the leadership has an effect on all the groups evenly. The horizontal conflict was influenced by such factors as educational level, mutual dependence, difference in goals, cooperation within group, and individual difference, when an important factor was the difference in goals for all the groups. Their attitude toward patients was influenced by the vertical conflict and age, but the vertical conflict was the most significant factor for the medical specialists. In conclusion, it is required to control properly the conflict between employees as well as between profession group and to execute good leadership, so as to improve patients' satisfaction which is the key goal of hospital.

• 보건행정학회지
• /
• 제10권1호
• /
• pp.111-125
• /
• 2000

To compare the differences in the recognition on hospital utilization and satisfaction, 368 hospital employees and 485 patients were selected in four hospitals in Seoul and Kyung-gi do. The survey was done using a constructed form of checklist from Apr. 30 to May 10, 1999. And the results are as follows: l. Gaining knowledge of hospitals available among hospital employees differed from that of patients. When finding out about sources of information concerning hospitals, direct visit to the hospital was recognized to be the main factor for the hospital employees in contrast to the patients' recognition which were mass media, personal involvement of job related workplace and recommendations from other hospitals. There was no difference between university and general hospitals. 2. The factors that concern which hospital to choose there was a difference between hospital employees and patients. Hospital employees recommended their own hospital solely based on the reason that it was their work place. On the other hand, the patients made a choice based on the type of medical staff, transportation available and whether it was a university hospital or not. There was no difference between university and general hospitals. 3. The recognition of employees concerning hospital image of a hospital between hospital employees and patients was different. In university hospitals, the employees recognized the name value of university hospital and cooperation as most important, whereas the patients thought convenience, kindness were the main factors. Patients considered general hospitals to be more convenient. There was some difference between university and general hospitals. For university hospitals employees' recognition was higher and for the general hospital patients' recognition is higher on hospital image. 4. The recognition of employees was different from that of patients' on hospital satisfaction. The patients' satisfaction was higher than that of employees'. There was no difference between university and general hospitals. Based on the above findings, the employees' recognition on hospital utilization and satisfaction was different from that of the patients, but there was no difference between university and general hospitals. In both groups choice of hospital was associated with satisfaction. Results showing difference between employees' and patients' recognition can be applied to implement customer-oriented attitude and be used as a baseline data for internal-external marketing planning of hospital management. The study may be limited in that the results cannot be generalized due to its small sample size and not being able to reflect demographic variables and life style. Further studies to investigate the difference of hospital utilization and hospital satisfaction will be necessary to define demographic characteristics and recognition of employees which influences patients' hospital satisfaction.

• 한국지역지리학회지
• /
• 제18권3호
• /
• pp.268-282
• /
• 2012

개발도상국에서 선진국으로의 국제결혼의 가장 중요한 동기로는 경제적으로 보다 여유로운 삶의 추구를 들 수 있다. 그러나 이들 결혼이주자들의 결혼 전후의 경제적 상황을 비교분석한 경험적 연구는 전무하다고해도 과언이 아니다. 본 연구는 한국의 베트남 여성 결혼이주자를 사례로 결혼 전후의 경제상황의 변화에 대한 인식을 그들의 사회 경제적 특성과 관련하여 분석하였다. 한국의 베트남 여성 결혼이주자의 결혼동기 역시 경제적인 이유인 경우가 약 80%정도를 차지하였다. 그러나 실제로 이들 가구의 경제적 수준은 상대적으로 매우 낮다. 이를 반영하듯 이들의 절반 정도는 결혼 전후 경제적 상황이 큰 차이가 없는 것으로 인식하고 있으며, 결혼 후 경제적 상황이 나아졌다고 인식하는 비율이 그렇지 않다는 비율보다는 4배 이상 높았다. 이러한 결혼 전후의 경제상황의 변화에 대한 인식과 그들의 사회 경제적 특성과의 관계에서는 본인과 남편의 교육수준, 한국어 능력, 직장 유무, 남편의 소득 수준 그리고 가계관리 여부, 한국에서의 거주기간과는 정(正)의 상관관계가 있었다. 그러나 베트남에서의 직업 유무 및 베트남으로의 송금 여부와는 상관관계가 별로 크지 않는 것으로 나타났다. 또한 베트남 여성 결혼이주자의 대부분은 현재 본인의 가족뿐만 아니라 베트남 가족의 경제적 여건을 제고하기 위한 취업에 대한 의욕이 매우 높았다. 따라서 이들의 취업을 위한 보다 구체적인 정책적 대안이 마련되어야 할 것이다.

• 디자인학연구
• /
• 제17권3호
• /
• pp.283-292
• /
• 2004

오늘날 세계는 마르게 변모하는 기술기반 처리과정에 의해서 형성되고 있다. 점점 더 많은 숫자의 고객들이 서비스회사나 직원이 아닌 기술과의 상호작용을 통해 서비스를 받고 있다. 이렇듯 정보화시대의 무인자동화 제품은 고객 스스로가 독자적으로 서비스를 이용할 수 있는 기술적인 인터페이스로서 점차 우리 주변에서 널리 이용되고 있는 상황이다. 특히 우리가 자주 이용하고 있는 지하철내 무인자동화 제품의 서비스는 더욱 확대되고 다양화 될 것으로 보인다. 따라서 본 연구에서는 지하철 내 설치되어 있는 무인자동화 제품디자인에 대한 소비자 만족요인을 알아보기 위해 CIT(critical incident technique)라는 반 구조화된 면접법을 통해 응답자의 만족요인이나 선호하는 디자인요인을 살펴보았다. 설문조사 결과 무인자동화 제품을 사용하는 고객들은 대체로 디자인요인 보다는 신속한 업무처리를 할 수 있는 기능 주의적 사용가치를 더 고려하고 있음을 알 수 있었다. 해당 무인자동화 제품의 경험만족은 주로 기본기능 충실, 사용의 편리성이었고, 가장 낮은 항목은 위생적인 측면으로 나타났다. 이런 현상은 소비자들이 쾌적함을 추구하는 반면에 청결치 못하거나 주위환경과 맞지 않게 설치된 시설물에 대해서는 불만족하다는 의미라고 보아진다. 이와 함께 기기 별로 제품, 서비스, 환경요소들을 동시에 3D 좌표 상에 포지셔닝 해보았는데 전반적으로 환경(공간)만족요인 보다는 제품(디자인)요소나 서비스(기능)요소에 근접하여 포지셔닝 되어 있음을 알 수 있었다. 이는 소비자들이 무인자동화 제품의 경험만족이유가 주로 시간절약, 즉각적 업무처리, 원하는 시간 내 업무수행 등과 연관되므로 포지셔닝 상에서 환경적 요인보다는 사용용도에 의한 제품 및 기능요인이 더 중요하게 나타나는 것이라고 보여진다. 한편 고객들이 사용하기 바라는 무인자동화 제품의 선호이미지는 첫째, 제품(디자인)측면에서 직선적이고 간결하며 현대적 이미지를 선호하였고, 둘째, 서비스(기능)측면에서는 컴퓨터에 의한 자동화기술로 인하여 빠른 시간 내 업무처리를 하는 첨단기능의 이미지를 선호하였으며, 셋째, 환경(공간)측면에서는 최소의 공간으로 쾌적한 효과를 내는 매립형태로서 위생적이며, 주변환경과 이미지가 어울리는 제품을 선호하는 것으로 나타났다.

• Asia pacific journal of information systems
• /
• 제17권3호
• /
• pp.105-130
• /
• 2007

Recently, there is a substantial interest in implementing Business Process Management System(BPMS) among enterprises with the purpose of business process innovation. BPMS redesigns and coordinates business processes in terms of both automated steps and human involvement in order to maximize the value of both involved people and systems. The reason why BPMS is getting attention from top managers is that it has the possibility to optimize the business processes by cycling the process of modeling, execution, monitoring, evaluation, and redesigning work processes. Thus, it has created high expectations about not only productivity improvement but also business process innovation. However. having an innovative nature, which is used for process innovation, BPMS implementation has great potential to stir up employee resistance. The analysis and the discussion about the prevention of the resistance against IS(Information Systems) is important because IS change the way people work and also alter the power structure within the organization, in general. The purpose of this study is to investigate factors that have an impact on the effective adoption of BPMS at the enterprise level. To find out these factors, this study considers two characteristics of BPMS: First. BPMS shares some characteristics with other enterprise-wide IS such as ERP. Second, it has special BPMS-specific characteristics. Due to the lack of previous research on BPMS adoption, interviews were carried out with IT-consultants and CIOs who conducted BPMS projects previously to find out BPMS-specific features that would make BPMS unique when compared to other enterprise-wide IS. As a result, the monitoring function was chosen as the main BPMS-specific factor. Thus, this paper reviewed studies both on enterprise-wide IS adoptions, which applied Technology Acceptance Model (TAM) and secondly on computer based monitoring to find out factors that would influence the employees' perception on the monitoring function of BPMS. Based on the literature review, the study suggested three factors that would have an impact on the employee's perception of the monitoring function: fairness of enterprise evaluation system, fairness of the boss, and self-efficacy of their work. Three factors that would impact the enterprise-wide IS adoption were also set: the shared belief in the benefit of BPMS, training, and communication. Then, these factors were integrated with TAM. Structural equation modeling was used to test hypotheses, out factors that would impact the employees' perception on the monitoring function of BPMS. Based on the literature review the study suggested three factors that would have an impact on the employee's perception of the monitoring function: fairness of enterprise evaluation system, fairness of the boss, and self-efficacy of their work. Three factors that would impact the enterprise-wide IS adoption were also set: the shared belief in the benefit of BPMS, training, and communication. Then, these factors were integrated with TAM. Structural equation modeling was used to test hypotheses. The data analysis results showed that two among three monitoring function related factors - enterprise evaluation system and fairness of the boss - were significant. This implies that employees would worry less about the BPMS implementation as long as they perceive the monitoring results will be used fairly for their performance evaluation. However, employees' high self-efficacy on their job was not a significant factor in their perception of the usefulness of BPMS. This is related to cases that showed employees resisted against the information systems because they automated their works (Markus, 1983). One specific case was an electronic company, where the accounting department workers were requested to redefine their job because their working processes were automated due to BPMS implementation.

• 한국재난정보학회 논문집
• /
• 제11권4호
• /
• pp.556-569
• /
• 2015

국민의 75%가 정부의 재난관리 정책을 비판하는 등 세월호 참사와 같은 대형 재난 관리실패는 정부 불신을 초래하고 있다. 세월호 참사와 같은 재난이 다시 발생하지 않도록 재난안전에 있어 골든타임 확보가 중요하며, 주민의 가장 가까운 곳에 위치한 경찰의 재난 위기관리 능력 개선이 필요하다. 재난 안전 역시 경찰 임무의 본질로서 다음과 같이 국가위기관리 단계별로 경찰의 재난안전 관리 시스템의 강화가 필요하다. 첫째, 예방단계에서는 과거 다중운집행사의 경우 수익성 행사의 경우 경찰력을 투입하지 않았으나, 앞으로는 기준을 수익성이 아닌 위험성 여부로 판단해야 한다. 그동안 교통 소통이 우선이었으나 안전 중심으로 교통 정책의 패러다임을 전화하고, 대형 사고를 예방하기 위해 수사 경찰은 비정상적 관행과 건축불법 하도급을 근절하며, 정보 경찰은 '안전'이라는 주제에 대한 정보 수집을 강화해야 한다. 둘째, 대비단계와 관련 최근 경찰관 대상 설문 조사 결과 경찰관의 72%는 안전관리와 경찰이 업무연관성이 없다고 응답하는 등 재난안전에 대한 인식도 개선이 시급하므로 재난 안전 교육 훈련을 강화해야 한다. 위기상황에 대한 민간 자원을 활용할 수 있도록 민 관 경재난 안전 네트워크를 구축해야 한다. 셋째, 대응단계에서 신속한 초동 대응을 위해 재난 통신망을 일원화하고, 경찰기관 상황실에 실시간 영상정보망을 도입해야 하며, 넷째, 복구단계에서는 2차 피해를 최소화하기 위한 복구지원팀을 운영해야 한다.