• 한국콘텐츠학회논문지
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• 제14권2호
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• pp.234-246
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• 2014

본 연구에서는 지역사회복지관에 근무하는 기혼 여성사회복지사의 근무환경이 얼마나 가족친화적인지 분석하고 여성사회복지사들의 일-가정양립 실태를 파악하고자 한다. 이를 위해 설문조사와 인터뷰 조사를 행한 혼합적 연구방법을 사용하였고, 설문지 대상자는 전국 4개 도(서울, 경기도, 강원도, 경상도)의 지역사회복지관에 근무하는 82명의 기혼 여성사회복지사로, 이 중 10명을 선정하여 인터뷰 조사를 실시하였다. 분석 결과, 산전 후 휴가는 긍정적으로 사용되고 있는 반면 유연근무제 및 육아휴직제도의 사용은 저조하였다. 이에 영향을 미치는 원인으로 기관의 분위기, 대체인력 채용의 어려움, 휴직 시 동료에게 전가될 수 있는 업무량으로 인한 관계 우려 등이 나타났다. 또한 업무량의 과도한 집중화로 인한 출퇴근 시간의 불규칙성이 일-가정양립에 부정적으로 영향을 주었다. 마지막으로, 복리후생제도로 자녀학비 지원 및 직장 내 어린이집을 비롯하여 어린이집 사용에 대한 기관의 지원에 대한 욕구가 높다는 것이 확인되었다.

• 복식
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• 제66권4호
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• pp.32-44
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• 2016

The purpose of this study is to examine the cognitive responses and the corresponding behavior responses of consumers who have experiences in not being able to buy a product in an online shopping mall due to it being sold-out. Responses were gathered from 526 consumers between the ages of 20 to 40 years residing in a metropolitan area. Each person surveyed had experienced a situation in which a product that they wanted to purchase from an online shopping mall was sold-out. SPSS 18.0 was used to perform frequency analysis, factor analysis, reliability analysis, and regression analysis. The first set of results of this study showed positive responses of quality, discernment, scarcity, but also negative cognitive responses of careless management, manipulation of shopping mall management, and common taste. In negative cognitive responses, sold-out situations caused consumers inconvenience. The second set of results revealed that quality, discernment, and careless management had a significant effect on product replacement (Substitute, S); likewise, factors such as quality, discernment, careless management, manipulation by shopping mall designers, and common taste had a significant effect on the delay of purchasing decisions (Delay, D). Scarcity, careless management, manipulation by shopping mall designers, and common taste also demonstrated significant influence on the incomplete leaving of stores (Incomplete Leave, L1), while discernment, scarcity, careless management, manipulation by shopping mall designers, and common taste had a significant influence on the complete leaving of stores (Complete Leave, L2). Previous studies have examined the behavioral response topics of substitute, delay, and leave. These study results suggest that product sellouts at online shopping malls did not have a solely negative effect on consumers. It actually had a positive effect in terms of discernment, scarcity, and the perception of quality of sold-out products. Furthermore, both positive and negative cognitive responses had various effects on behavioral responses.

• 보건의료산업학회지
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• 제7권4호
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• pp.23-32
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• 2013

This study aimed to explore possible relationships between self-efficiency and intention to leave in dental hygienists so as to provide basic data for developing solutions to effectively manage dental hygienist man power. A total of 206 dental hygienists from different dental care institutions in Cheonbuk Province were chosen as subjects by a convenience sampling method. Data were collected through a self-reported survey. The results were as follows. The self-efficiency was higher among dental hygienists who were more than 36 years of age, had graduated university, were at their cuurent job longer than 11 years, and reported their annual income to be more than 25 million won. As their age was younger and their education and income levels were lower, their intention to leave was stronger. Also subjects who were unmarried, did not feel satisfaction with their current job, and did not want to stay any longer at the location where they were currently working tended to have higher intention to leave. The higher their self-efficiency, the lower their turnover intention. An examination of the three factors offered by a factor analysis on self-efficiency, 1) sense of competence, 2) sense of confidence, and 3) strong drive, revealed that the higher their sense of competence, the lower their turnover intention. It was also revealed that their self-efficiency had a significant influence on their turnover intention and the most influential factor was their sense of competence.

• 보건행정학회지
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• 제20권3호
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• pp.73-103
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• 2010

This study aims to explore how the transformational leadership (consisting of three factors"charisma, individualized consideration, and intellectual stimulation) and the organizational culture (typified by developmental, rational, consensual, and hierarchical culture) are related to the organizational effectiveness (consisting of job satisfaction, organizational commitment, and intention to leave a job) of dental clinics. We found the following empirical results through a survey of 378 persons who work in dental clinics. Firstly, the respondents acknowledged charismatic leadership as the typical type of leadership ; as for organizational culture, a culture of consensus is recognized as the representative type. Secondly, transformational leadership has different effects according to the type of organizational culture: a positive influence in developmental and rational cultures, but a negative influence in consensual and hierarchical cultures. Thirdly, developmental culture has proven to be the most suitable for increasing job satisfaction and organizational commitment. The developmental, rational, and consensual cultures have all contributed to reducing intention to leave among clinic staff, whereas in the hierarchical culture, intention has been elevated. Fourthly, transformational leadership has a positive effect on the job satisfaction and organizational commitment; the intent to leave has been lessened under individualized consideration and charismatic leadership, but has been increased under leadership of intellectual stimulation. Fifthly, it is consideration and charisma that help to increase organizational effectiveness. These influences will become more effective through a developmental culture. Based on the above empirical results, we propose practical measures to improve the organizational effectiveness of clinics, in particular dental clinics. In order to build developmental culture, the doctor (manager) should produce an atmosphere in the clinic in which staff members are able to create and jointly own ideas and then promote awareness of staff participation. Additionally, in order to bring leadership of charisma and consideration into full play, the doctor should shape a relationship of mutual trust mainly by recognizing and praising the work of clinic staff. Finally, the doctor needs to acknowledge that organizational effectiveness can be significantly improved by increasing the transparency of the business.

• 가정과삶의질연구
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• 제32권3호
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• pp.157-177
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• 2014

The purpose of this study was to investigate the contexts in which employed mothers with young children consider leaving the labor force. We used a mixed methods design, which integrates the findings of quantitative and qualitative analyses, to better understand the dynamics underlying employed mothers' intentions to leave the labor force. The participants of both quantitative (N = 324) and qualitative (N = 16) data were married mothers who were employed full-time and had at least one child younger than elementary-school age at the time of data collection. Both the quantitative analysis of logistic regression and the qualitative thematic analysis revealed that the child's age, the husband's income, the utilization of child care by relatives, the mother's job involvement, family-to-work role conflict, and other costs and rewards of participation in the work force were the important contexts where employed mothers considered leaving the labor force. The quantitative analysis uniquely found that being employed at a workplace with flexible work hours were associated with lower odds of considering exit from the labor market. The qualitative analysis highlighted that the decision to leave the labor force or to stay in it is a complicated issue that almost all employed mothers potentially face at some point in their careers. These findings suggest that policy support is warranted to help employed mothers with young children remain in the workforce when they wish to.

• Safety and Health at Work
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• 제12권4호
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• pp.536-543
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• 2021

Background: Sickness absenteeism is an area of concern in nursing and is more concerning given the recent impacts of the COVID-19 pandemic on healthcare. This study is one of two meta-analyses that examined sickness absenteeism in nursing. In this study, we examined demographic, lifestyle, and physical health predictors. Methods: We reviewed five databases (CINAHL, ProQuest Allied, ProQuest database theses, PsycINFO, and PubMed) for our search. We registered the systematic review (CRD de-identified) and followed the Preferred Reporting Items for Systematic Reviews and Meta-Analyses. Additionally, we used the Population/Intervention/Comparison/Outcome Tool to improve our searches. Results: Following quality testing, 17 articles were used for quantitative synthesis. Female employees were at higher risks of sickness absenteeism than their male counterparts (OR = 1.73; 95% CI: 1.33-2.25). Nursing staff who rated their health as poor had a greater likelihood of experiencing sickness absence (OR = 1.38; 95% CI: 1.19-1.60). Also, previous sick leave predicted future leaves (OR = 3.35; 95% CI: 1.37-8.19). Moreover, experiencing musculoskeletal pain (OR = 2.41 95% CI: 1.77-3.27) increased the likelihood of sickness absence with greater odds when it is a back pain (OR = 3.05; 95% CI: 1.66-5.62). Increased age, physical activity, and sleep were not associated with sick leave. Conclusion: Several variables were statistically associated with the occurrence of sickness absenteeism. One primary concern is the limited research in this area despite alarming rates of sick leave in healthcare. More research is required to identify predictors of sickness absence, and thereby, implement preventative measures.

• 치위생과학회지
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• 제23권4호
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• pp.361-368
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• 2023

Background: This study aims to investigate the perceptions of dentists and dental hygienists regarding quality dental job conditions and to identify differences in perceptions based on job type. Methods: As a result of conducting face-to-face and online surveys, data from a total of 132 people were analyzed. In order to investigate the perception of quality job conditions, the importance of a total of 13 items was investigated, and the work policies and job satisfaction of the current workplace were examined. Since the data did not follow a normal distribution, a non-parametric test, the Mann-Whitney U test, was performed. Results: Both dentists and dental hygienists perceived income and working hours to be of priority importance for quality job conditions. Dental hygienists valued holiday support and welfare, human relations, and personal development potential more than dentists (p<0.05). Looking at differences by job type, dental hygienists rated all conditions as more important than dentists except income, indicating a statistically significant difference (p<0.05). In terms of the work policies, 96.2% of the practices in the study were required to have the four types of social security contributions, but fewer had flexible working hours (19.7%), healthcare support (23.5%), and incentives (25.0%). Of the participants, 60.6% had parental leave available at their workplace, and dental hygienists had statistically significantly higher job satisfaction when parental leave was available (2.57 points) than when it was not (p<0.05). Conclusion: Quality dental jobs are an important factor in keeping workers happy and maintaining an efficient practice. Dental practice owners need to pay attention to the quality of jobs required by the dental workforce, provide flexible working hours and welfare programs such as parental leave, and create a workplace atmosphere and human resource management system that supports the use of these programs.

• 한국식품영양과학회지
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• 제35권9호
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• pp.1139-1145
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• 2006

본 연구에서는 제주 연안에 서식하는 갈조류 중 감태의 줄기와 잎의 항산화활성을 비교하기 위하여 감태 줄기와 잎으로부터 효소적 가수분해와 메탄올을 이용하여 각각의 추출물을 제조한 후 이들로부터 활성산소종의 소거활성 및 세포의 산화적 손상 억제활성을 포함하는 항산화활성에 대한 차이를 비교 검토하였다. 여기에서 효소적 가수분해를 이용하여 제조된 감태의 효소적 추출물은 메탄올 추출물에 비하여 폴리페놀 함량은 낮았으나, 수율은 약 30% 이상 높게 나타났다. 감태는 줄기와 잎의 모든 부분에서 항산화활성이 우수하게 나타났으며, 두 부위 간의 유의적인 차이는 없었으나, 대체로 잎의 추출물이 줄기의 추출물보다 약간 우수한 항산화효과를 나타내었다. 이러한 결과는 감태의 잎 뿐만 아니라 줄기 또한 마찬가지로 우수한 생리활성 재료임을 확인할 수 있었다. 그리고 메탄올 추출물에 비해 효소적 추출물은 hydroxyl radical 소거활성을 제외한 전반적인 항산화효과 분석에 있어서 더 유용한 경향을 보였다. 이와 같은 결과는 여러 가지 효소들이 복합되어진 효소가 세포벽에 있는 섬유질이나 당단백질 혹은 알긴산 고분자물질 등을 분해시키는 작용을 하여 활성물질들이 원활히 추출될 수 있도록 유도해 주는 작용을 하였기 때문이라고 사료된다. 그리고 높은 수율을 바탕으로 한 수용성의 추출물이기 때문에 그들이 가지고 있는 생리활성물질을 식품산업에 쉽게 응용시킬 수 있으며, 유기용매와 같은 화학약품을 사용하였을 때에 발생할 수도 있는 안전성에 대한 문제도 해결할 수 있을 것이다. 이상의 결과로 감태는 잎 뿐만 아니라 줄기도 잠재적 의약품 소재 및 기능성식품 소재로서의 가능성이 충분하다고 판단된다.의 서로 반대되는 위치에서 온도차가 13.7도에서 -8.3도까지 차이가 나는 것으로 관찰되었으며, 미디어 높이 위치의 변화에 따라서도 21도에서 2도가지 차이를 나타냈다. 바이오필터 함수비는 실험기간 동안 지속적으로 변화가 발생하였는데, 스팀이 제공되는 동안에는 미디어 함수비가 훨씬 빠른 속도로 증가됨이 관찰되어 졌다.EX>$4.9{\sim}5.1^{\circ}Brix$ 수준이었으며, 소형과와 기형과는 S-3에서 많이 나왔다. 이상 연구결과에서 입도분포가 1.2-5mm인 것이 바람직한 것으로 나타났다.omopolysaccharides로 확인되었다. EPS 생성량이 가장 좋은 Leu. kimchii GJ2의 평균 분자량은 360,606 Da이었으며, 나머지 두 균주에 대해서는 생성 EPS 형태와 점도의 차이로 미루어 보아 생성 EPS의 분자구조와 분자량이 서로 다른 것으로 판단하였다.TEX>개로 통계학적으로 유의한 차이가 없었다. Heat shock protein-70 (HSP70)과 neuronal nitric oxide synthase (nNOS)에 대한 면역조직화학검사에서 실험군 Cs2군의 신경세포가 대조군 12군에 비해 HSP70과 nNOS의 과발현을 보였으며, 이는 통계학적으로 유의한 차이를 보였다(p<0.05). nNOS와 HSP70의 발현은 강한 연관성을 보였고(상관계수 0.91, p=0.000), nNOS를 발현하는 세포가 동시에 HSP70도 발현함을 확인할 수 있었다. 결론: 우리는 cyclosporin A가 토끼의 25분간의 척수허혈에 대해 척수보호 효과가 있었으며 이는 HSP70의 과발현과 연관이 있으리라 생각한다.

• 한국콘텐츠학회논문지
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• 제16권8호
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• pp.59-70
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• 2016

본 연구는 출산율 제고를 위한 지자체별 강조할 정책을 파악하고자 시도별 합계출산율에 영향을 미치는 요인 - 2005~2014년까지의 지자체별 보육시설수, 육아휴직급여, 여성고용률, 여성총근로시간 - 을 패널분석하였으며 그 결과는 다음과 같다. 먼저, 2005~2014년 패널분석에서는 고정효과모형이 가장 타당한 모형으로 검증되었으며, 육아휴직급여는 정적인 영향을, 보육시설수와 여성총근로시간은 합계출산율에 부적인 영향을 미쳤다. 둘째, 저출산 고령사회 기본계획 실시 이전과 실시 기간별로 영향요인을 분석한 결과, 보육시설수는 지속적으로 부적(-) 영향을 미치는 것으로 나타났다. 셋째, 지자체별로 볼 때, 부산/대구/광주는 보육시설수(-), 육아휴직급여(+), 울산/충북/전남은 육아휴직급여(+), 제주는 여성총근로시간(-)이 유의미한 변수로 나타났으며 그 외의 지역은 유의미한 변수가 없었다. 본 연구는 지자체별 합계출산율에 영향을 미치는 변수가 차이가 있으며 그 중심에 보육시설수와 육아휴직급여가 있다는 것을 확인한 것에 의미가 있다.

• 한국식품조리과학회지
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• 제16권6호
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• pp.663-669
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• 2000

기능성 산형 음료의 산도는 번데기 동충하초 음료가 0.52로 가장 높았으며 감잎과 솔잎음료가 0.19로 가장 낮았다. 산형 음료의 pH는 동충하초 음료가 가장 낮았으며 코코아 음료가 3.12로 가장 높았다. 당도는 코코아 음료가 5.8로 가장 낮았으며 눈꽃 동충하초 음료가 10.3으로 높게 나타났다. 관능검사에서 외관의 색상(color)은 홍차 음료가 6.5로 가장 강하게 나타났으며, 탁도(turbidity)는 코코아가 가장 높았다. 달콤한 향(sweet odor)은 홍차, 감잎차 음료 순으로 높게 나타났으며, 새콤한 향(acidic odor)은 코코아 음료가 6.3으로 가장 강하게 나타났다. 단맛(sweetness taste)은 감잎차 음료가 5.6으로 가장 달다고 평가했으며, 신맛(sourness taste)과 떫은 맛(astringent taste)은 눈꽃 동충하초 음료가 가장 높게 나타났다. 외관(appearance)의 기호도, 향(odor)의 기호도, 맛(taste)의 기호도, 전반적인(overall) 기호도 모두 감잎차 발효 음료가 가장 높은 선호도를 보였으며, 솔잎음료, 쑥 음료 순으로 유의한 차이를 나타내었다(p<.001). 구매의사 면에서도 감잎차 >솔잎 >쑥 음료 순으로 나타나 구매의사가 높았다(p<.001). 색도는 홍차 발효 음료의 명도(L)가 가장 낮았으며, 솔잎 발효음료의 명도(L)가 가장 높게 나타났다. 반면 적색도(a)와 황색도(b)는 홍차발효음료가 가장 높았다. 관능검사와 기호도 항목간의 상관관계에서 달콤한 향, 단맛, 마신 후의 구매의사가 높을수록 선호하는 경향을 보였다. 색도 측정과 관능검사간의 상관관계는 명도가 높을수록 외관의 기호도가 좋았으며, 적색도와 황색도가 높을수록 탁도와 외관의 기호도는 낮게 평가되었다. 이화학적 특성과 관능검사간의 상관관계에서는 pH가 낮을수록 산도는 높을수록 선호도가 낮게 평가되었으며, 당도는 달콤한 향과 정의 상관관계를 보였다. 이상의 결과 감잎차, 솔잎, 쑥 발효음료가 가장 수용도가 높아 기능성 음료로서의 상품화가 가능하겠으며, 음료 제조시 pH가 낮고 산도가 높은 음료는 당을 좀 더 첨가하여 신맛을 감소시킬 필요가 있다고 사료된다.