• 한국임상보건과학회지
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• 제1권3호
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• pp.39-48
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• 2013

Purpose. This study was performed on survey related dental hygienist job stress and job satisfaction, to improve the work efficiency of the dental hygienist and for dental hygienist to eliminate the cause of stress for health promotion and for management to be able to help to finding ways to provide basic data. Method. This survey is based on 235 people who are dental hygienists working in Changwon city from November 1 to November 30 2012, by statistical analysis of collected data using SPSS Win Program 20.0 version t-test, univariate analysis of variance (one-way ANOVA), correlation analysis that performed to determine statistical significance with a significance level of 0.05 was considered. Results. For correlation of job satisfaction and job stress, the job demands, job insecurity, and workplace culture shows a negative correlation. For Correlation of the physical environment, insufficient job control, interpersonal conflict, and organizational system is, lack of reward shows a positive correlation. The less job stress due to Insufficient job control, interpersonal conflict, organizational system, is, the higher job satisfaction due to job demands and workplace culture is.(p <0.05), The higher job stress is, the higher the job satisfaction is(p <0.05). Conclusions. Job satisfaction and job stress may be relevant each other, there fore several measures should be sought to solve insufficient job control, interpersonal conflict, organizational system and the lack of reward, consequently to increase the job satisfaction of dental hygienists.

• 한국식품조리과학회지
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• 제28권2호
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• pp.97-110
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• 2012

The purposes of this study were to examine the levels of job stress and job burnout perceived by nutrition teachers and dietitians in school foodservice in Gyeongsangnam province and to analyze job stress factors affecting job burnout. A total of 270 questionnaires were distributed from December 10 to 29, 2010 and 252 were returned (response rate : 93.3%). A total of 245 were used in the final analysis (usage rate : 90.7%), excluding seven improper questionnaires. The results of this study were as follows : 100% of the respondents were women, and their mean age was 38. 60% were nutrition teachers and 40% were dietitians. The level of job stress and job burnout of the respondents were 2.89 points (on a 5-point Likert scale) and 3.70 (on a 7-point Likert scale), respectively. In regard to job stress factors, job demand (3.97) recorded the highest scores, followed by organizational system (2.99), lack of reward (2.85), interpersonal conflict (2.69), job insecurity (2.63), organizational climate (2.63), and insufficient job control (2.45) in that order. Exhaustion burnout (4.60) recorded the highest points among job burnout factors, followed by cynicism (3.46), and professional efficacy (3.04) in that order. Job stress factors affecting job burnout were organizational system (p<.001), job insecurity (p<.001), lack of reward (p<.001), and organizational climate (p<.01). In conclusion, it is necessary to provide human resources management strategies to lower job demand and workload in order to reduce job stress and job burnout for dietitians and nutrition teachers in school foodservice.

• 한국방사선학회논문지
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• 제11권4호
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• pp.263-271
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• 2017

본 연구는 부산, 울산지역에 근무하는 초음파 검사자 150명을 대상으로 일반적인 특성 및 직무 스트레스와 직무만족도 간의 관계를 분석하고 이를 통해서 직무만족의 예측 요인을 규명하기 위해 실시되었다. 결과적으로 연령이 높을수록, 이직경험이 있을수록 직무만족도는 증가하였으며 직무 스트레스 하부요인과 직무만족과의 상관관계는 조직체계, 보상부적절, 직장문화, 직무 불안정, 직무자율성 결여, 직무요구 순으로 유의 한 부적 상관관계를 보였다. 또한 직무만족에 가장 영향력 있는 변수는 조직체계와 보상의 부적절로 나타났다. 따라서 초음파 검사자의 직무만족도를 높이기 위해서는 직무스트레스를 줄일 수 있는 효율적인 조직 및 인력관리, 보상과 관련된 적절한 제도적 장치를 마련하는 것이 중요하다고 사료된다.

• 한국직업건강간호학회지
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• 제18권2호
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• pp.262-269
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• 2009

Purpose: The purpose of this study was to explore job stress, job satisfaction and their relationship among Workers' Compensation Case Managers. Method: 137 Workers' Compensation Case Managers (89 case workers and 48 nurses) responded to a self-administered questionnaire. The data were collected in october, 2006 and analyzed using t-test and Pearson's Correlation Coefficient with SPSS WIN 14.0 program. Result: The mean score of job stress of nurses was 2.60 which was higher than that of the Korean female workers'. The mean score of job satisfaction was 2.30. The significant inverse correlation between job stress and job satisfaction was found (P<.01). In regard to the 7 items, the significant inverse correlations were found in lack of reward, interpersonal conflict, organizational system, insufficient job control, and occupational environment. Conclusion: The result indicated that the Workers' Compensation Case Managers have higher occupational stress and lower job satisfaction. To improve their job satisfaction, it is necessary to reinforce reward, organizational system, job autonomy, and cooperative occupational environment.

• 한국직업건강간호학회지
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• 제18권1호
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• pp.106-115
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• 2009

Purpose: Occupational stress is a determinant risk factor for cardiovascular disease and work disability. This study aims to describe occupational stress and identify its related factors among aged security guards. Methods: A random sample of 76 aged security guards were interviewed by three research assistants. The criteria of the subjects were as follows : 50 or older male with 40 or more working hours a week working with colleagues ranged from 3 to 50. The data were collected in September, 2007 and analyzed by multiple regression using SAS Version 9.1. Results: The mean score of occupational stress among aged security guards was 47.2. The mean scores of its sub-scales were 31.3(physical environment), 33.8(occupational demand), 80.8occupational control), 44.6(interpersonal conflict), 51.3 (occupational insecurity), 53.6(occupational system), 57.5(lack of reward), and 30.3(work environment). The scores of occupational control, interpersonal conflict, and occupational insecurity were higher than the scores of Korean average occupational stress sub-scales. Significant variables affecting occupational stress and its sub-scales were work place, work type, and employment type. Conclusion: In order to reduce occupational stress among security guards, sufficient occupational control and interpersonal conflict control, appropriate reward, and employment stability should be considered. Also long working hours and work shift should be improved.

• 디지털콘텐츠학회 논문지
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• 제1권1호
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• pp.1-11
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• 2000

최근 인터넷상에서는 원격교육이나 온라인 교육에서 다양한 교육용 디지털 컨텐츠가 제공되고 있다. 특히 에듀테인먼트분야가 활성화되면서 흥미위주의 교육 컨텐츠가 많이 개발되고 있다. 하지만 컨텐츠가 적정기간($1{\sim}2$년) 동안 학습자가 흥미를 잃지 않고 스스로 학습하도록 유도하는가 라는 질적인 면에서 고려해 볼 때 부족한 면이 많다. 그러므로 학습자로부터 자발적이면서 적극적인 학습을 촉진시키기 위해서 학습자의 학습동기를 강화시키는 시스템이 필요하다. 본 논문은 후견인과 학습자가 제시한 목표의 성취도에 따라 보상을 제공하는 학습보상시스템 (LRS)을 설계 및 구현한다. LRS는 기존의 에듀테인먼트 컨텐츠를 활용하여 동시에 흥미와 보상을 함께 제공함으로써 교육효과증진을 목적으로 한다.

• 한국인터넷방송통신학회논문지
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• 제22권6호
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• pp.75-81
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• 2022

주차 공간의 부족함을 획기적으로 해결할 수 있는 자율주행 자동차는 심층 강화 학습을 통해 큰 발전을 이루고 있다. 심층 강화 학습에는 활성화 함수가 사용되는데, 그동안 다양한 활성화 함수가 제안되어 왔으나 적용 환경에 따라 그 성능 편차가 심했다. 따라서 환경에 따라 최적의 활성화 함수를 찾는 것이 효과적인 학습을 위해 중요하다. 본 논문은 자율주행 자동차가 주차를 학습하기 위해 심층 강화 학습을 사용할 때 어떤 활성화 함수를 사용하는 것이 가장 효과적인지 비교 평가하기 위해 강화 학습에 주로 사용되는 12개의 함수를 분석하였다. 이를 위해 성능 평가 환경을 구축하고 각 활성화 함수의 평균 보상을 성공률, 에피소드 길이, 자동차 속도와 비교하였다. 그 결과 가장 높은 보상은 GELU를 사용한 경우였고, ELU는 가장 낮았다. 두 활성화 함수의 보상 차이는 35.2%였다.

• International Journal of Safety
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• 제3권1호
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• pp.47-52
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• 2004

Current OSH system was analyzed in this paper to explain why high fatal incidents and disasters are continuously repeated for recent years in Korea. It was found that we have Dichotomous Perceptional Misconception of prevention before accident and compensation after accident and there is a significant lack of proper feed­back reward system for OSH performance. It was assumed that no reduction of accident rate and fatality rate have not been achieved recently despite of a great effort and increased resource allocations. Some statistics for proving weak punishment were analyzed. In the current system, the will of administrative agency would have been very limited particularly in the legal aspects. The Industrial Safety and Health Act is not suitable to after-injury punishment for employer and/or corporate since it is based on a framework for enforcement of prevention. Based on these analyses, it was concluded that there was a need to consider a special law for Corporate Accountability for Fatal Accidents. Because it is necessary to consider seriously for introduction of a new legal system for after injury punishment to repair the current system where it was found lack of proper feedback system. Also, there was no proper sanction measures for corporate with the current OSH legal system, and the most urgent problem in OSH area is the high fatality rate. it is necessary to consider seriously for introduction of a new legal system for after injury punishment. Also, there is no proper sanction measures for corporate with the current OSH legal system, and the most urgent problem in OSH area is the high fatality rate.

• 생물정신의학
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• 제22권3호
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• pp.113-117
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• 2015

Psychiatry has progressed with neurobiological basis, providing individually tailored treatment, preventing mental illness, and managing public mental health. Foundational knowledge that may contribute to the development of psychiatry and neuroscience has been attained through continual national and international investment in research. However, this knowledge obtained from neurobiological research is not being applied to clinical practice proactively. This may be due to a lack of support for translational research connecting neuroscience with clinical practice, and a lack of development and availability of educational programs for clinical psychiatrists. To solve these problems, it is essential to support translational research conducted by clinicians and to establish an appropriate reward system. Considering the direction of progress in psychiatry and the demand from clinicians, appropriate investment in research and education programs that provide neurobiological knowledge applicable to clinical practice is required. Researchers and educators must also communicate and collaborate to deliver neurobiological findings effectively.

• 한국간호교육학회지
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• 제21권4호
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• pp.490-498
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• 2015

Purpose: The purpose of this study is to identify factors that predict job satisfaction in office workers. Participants were recruited from eight industries in B Ku in D city, and the research was carried out from February 10 until October 10, 2014. Job satisfaction was assessed using the Minnesota Satisfaction Questionnaire (MSQ). Methods: Data was analyzed using Pearson correlation coefficients and a stepwise multiple regression analysis with SPSS/WIN 18.0. There was a negative correlation between job satisfaction and job stress. Results: Job stress (lack of reward, occupational climate, job demand, job insecurity) and psychological happiness were identified as determinants of job satisfaction, which explained 43.6% of the total variance of job satisfaction. Conclusion: The findings provide empirical evidence to help nurses prepare effective interventions related to the mental health promotion of office workers.