• 대한치과기공학회지
• /
• 제32권4호
• /
• pp.417-433
• /
• 2010

Purpose: This study evaluated the manpower planning of dental technicians. Methods: Methods : Survey was conducted regarding subject's general characteristics, characteristics of dental technician's occupational view and working conditions, and reason to enter into branches of the public health enter. The survey sample consisted of 323 dental technicians (221 male/ 102 female). Survey was conducted for one month from August 1 to September 1 in 2010. Following results were obtained. Results: 1. Regarding general characteristics of the subjects, there was a slight male predilection with 68.4%. Subjects in their 40s occupied the highest proportion of 32.2%. Majority of subjects worked in the big cities (71.5%). Favored working places were dental laboratory (57.6%) and dental hospital or dental clinic (19.5%). Although no position is available in the public sector such as public health center or health care civil servant, 9.3% preferred working in the public health center. Public sector is more favored than 2-year technical colleges or dental supply and equipment companies. In respect to education, 57% of the subjects graduated college. 67.8% were married. Subjects who specialize in the porcelain or all-ceramic were 57.9%. With regard to current position, head of the dental laboratory was most common. 2. Following occupation characteristics were found. Economic reason took the highest proportion when deciding their occupation (39.9%) followed by gaining social experience (36.5%). Majority of the subjects (76.5%) wanted to work as dental technicians until their retirement. 71.5% pursuit to become a manager of the dental laboratory. 76.1% agreed on opening a dental technician position in the public health center. Regarding an authority to lead developing the dental technician position in the public sector, majority of the subject chose ministry of health and welfare (35.6%) and Korean dental technologist association (34.7%). Employment (average, 30%) and turnover rate (average, 36.5%) of dental technology college graduates ranged from 40% to 60%. Most important factors for the employment were practical experience (41.2%) and competency (34.4%). With regard to job satisfaction, so-so as 46.7% and satisfactory was 42.7% 3. In respect to the reason for opening a position in the public health center, 'It is needed to continue denture rogram for elderly patients' obtained the highest score (4.14 point). 'Institutional devices are required to open a position for dental technicians as a public healthcare provider' received high score (4.11 point). 4. Concerning the working conditions, 'professional knowledge is required' received the highest score (4.23) followed by 'too short maternity and parental leave' (4.21). 5. Relationship between general characteristics of the subjects and favor of working in the public health center was investigated. Significant differences were found according to the current and favored working area, favored occupation, education level, marital status, and specialty. Working in the public health center was favored by following subjects: working in mid- or small-sized cities (4.16 point, p<0.05); PhD degree-holder (4.59 point, p<0.01). 6. Among general characteristics of the subjects, significant difference of working conditions was found in the following factors: gender; working areas; favored working areas; favored working positions, and education level. Majority of subjects favored working in big cities and currently work in big cities although satisfaction was comparatively low (3.75 score). 7. Future plan to work in public health center was evaluated according to occupational characteristics. Subject's intention to work in the public healthcare center was significantly affected by opening of dental technician position, leading authority, average turnover rate, and factors affecting employment. Working in the public health care center was favored by the following subjects: Dental technicians who actively supported opening of the dental technician position (4.34 point, p<0.001); subjects who thought the Korean dental technologist association is responsible for the opening of positions in the public sector (4.26 point, p<0.001); and subjects who thought that attitude and character are important for the employment (p<0.001). 8. Concerning difference of working conditions according to the occupational characteristics, significant difference was demonstrated by factors such as a reason to choose to be a dental technician, work plan, pursuing position, responsible authority, average employment rate, and job satisfaction. High standard of working conditions was required in subjects who selected to be a dental technician for the leisure time after work (s.05 point, p<0.01), who planted to work until their marriage (4.25 point, p<0.001), and who pursuit to be a manager (3.98, p<0.05). 9. In respect to influence of general characteristics on the advancement to public health centers, the coefficient of determination (R2) was 0.068 and age affected the working condition with significant difference according to the pvalue. 10. Regarding influence of general characteristics on the advancement to public health centers, the coefficient of determination (R2) was 0.335 and work plan, opening of dental technician position in the public sector, and responsible authority had significant influence over the subject's intention to work in the public health center according to the p-value. 11. With regard to the influence of general characteristics on the advancement to public health centers, the coefficient of determination (R2) was 0.091 and reason to choose to be a dental technician, work plan, and responsible authority significantly affected subject's working conditions. Conclusion: Korean society is becoming a super-aged society according to several statistics. As aged population is rapidly increasing, national health insurance plans to cover denture for senior citizen over 75 years old from 2012. Therefore, dental technicians are urgently needed in the public health centers all over the nation. Many subjects in this study planed to work until their retirement and recognized dental technician's expertise. Ministry of health and welfare and Korean dental technologist association should co-operate each other to prepare foundation and institutional devices for dental technicians to advance into the public health center. This will improve oral health of the population. This study showed urgency of medical facilities and services which meets increasing number of aged population and welfare of the population.

• 치위생과학회지
• /
• 제12권1호
• /
• pp.63-70
• /
• 2012

연구는 설문지를 통하여 치과위생사의 인구사회학적 특성, 근무관련 특성, 건강행태와 생활스트레스, 사회심리적 스트레스, 직무스트레스, 자아존중감을 조사하고 이들이 타액 내 코티졸 농도에 미치는 영향을 알아보고자 시행하였다. 연구대상은 2010년 2월 현재 대구 경북 치과 위생사 협회에 등록된 219명의 치과위생사로 하였으며, 타액 채취는 오후 5시를 기준으로 전후 30분까지 하였으며, 타액채취와 설문지를 동시에 할 수 있는 날짜를 선정, 2010년 3월 12일부터 3월 26일까지 실시하였다. 생활스트레스에서는 현재직장 근속년수(p<0.05), 자가 건강상태, 규칙적인 식사(p<0.01)에 유의한 차이가 있었고, 사회심리적 스트레스는 연령(p<0.05), 일일 근무시간(p<0.01), 자가건강상태, 수면시간, 규칙적인 식사, 취미여가활동(p<0.01)에 유의한 차이가 있었다. 직무스트레스는 학력(p<0.05), 직무경력, 직급, 같은부서의 인력 적절성, 현재직장 근속년수(p<0.05)가 유의한 차이가 있었다. 자아존중감은 자가건강상태(p<0.01), 수면시간(p<0.05), 취미여가활동(p<0.01)에 유의한 차이가 있었다. 타액 코티졸 농도에서는 정규시간 외 근무일(p<0.05), 자가건강상태(p<0.05)가 유의한 차이가 있었고 직무스트레스와 타액 코티졸 농도에는 약한 음의 상관관계를 보였다(p<0.01). 건강행태가 생활스트레스에 대한 경로계수는 -36.807(p<0.05)로, 건강행태가 사회심리적 스트레스 -5.209(p<0.001)로, 건강행태가 자아존중감 0.561(p<0.05)에 유의한 영향을 미쳤다. 생활스트레스가 사회심리적 스트레스 0.012(p<0.05)로, 자아존중감이 사회심리적 스트레스 -2.437(p<0.001)로, 사회심리적 스트레스가 직무스트레스 0.523(p<0.001)로 유의하게 영향을 미쳤다. 직무스트레스가 타액 코티졸농도 -0.060(p<0.05)로 유의하게 영향을 미쳤다. 이 연구에서는 직무스트레스가 타액 코티졸 농도에 유의하게 영향을 미치나 음의 상관성을 보여 만성적 직무스트레스에 의한 코티졸 농도의 고갈을 고려해 볼 수도 있겠다.

• 만화애니메이션 연구
• /
• 통권29호
• /
• pp.129-149
• /
• 2012

최근 페이스북이 오픈 플랫폼을 통해 다면시장을 형성함으로써 게임 분야에 소셜이 본격적으로 등장하기 시작하였다. 그중 가장 크게 주목을 받고 있는 분야는 소셜 네트워크를 기반으로 발전한 SNG 분야이다. SNG란 Social Network Game으로 소셜 네트워크 서비스(Social Network Service)의 인맥 관계를 기반으로 제작한 게임을 말한다. SNG의 가장 큰 특징은 게임 실력보다는 네트워크를 통해 이루어진 이웃간의 교류가 게임의 가장 큰 요소로 작용하는 것이다. 이러한 소셜 네트워크 게임의 빠른 성장과 함께 연구되어야할 분야는 인간과 인간, 인간과 게임, 게임과 게임 간의 소통이라 볼 수 있다. 본 연구는 SNG을 플레이하는 유저들의 심리가 소셜을 기반으로 하는 게임 속 캐릭터에 어떠한 영양을 미치는지에 대한 것을 알아보고자 한다. 연구방식은 성격 특성의 상관관계를 검증하는 방식으로 심리학적 성격 5요인 특성(Big Five Factor Model)과 리커트(likert) 척도를 사용하여 유저가 생성한 캐릭터와 성격 5요인 특성을 대입하는 방식을 사용 하였다. 본 논문을 통해 게임을 플레이하는 유저들의 심리상태를 파악하는 방식이 연구되어짐으로써 미래의 소셜 네트워크 게임이 어떠한 방향으로 발전해 나갈 것인지에 대한 준거점 역할을 할 수 있을 것으로 기대한다.

• 대한간호학회지
• /
• 제24권2호
• /
• pp.264-277
• /
• 1994

In Korea the concept of social support was first used as a research concept in nursing and has not had much application in the clinical field. Another problem is that research on social support has used a direct translation of the words “social support” into Korean as “sawhejuk jiji”. Three questions were posed to direct the re-search. 1) Is there a concept of social support in Korean society? 2) if so, what words or expressions are used to de-scribe it? 3) further, if so, how is social support structured and how does it function? In order to answer the research questions a three-step research methodology was used : The first step consisted of a literature review on re-search related to social support and on information on the background of, and the way of thinking re-lated to interpersonal relations among Korean people. The second step, which was done to identify whether there is a concept of social support in korean society, involved interviewing a sample of the population. The third step involved a panel discussion that included the members of the research team and three consultants, a sociologist, a philosopher and a scholor in korean literature. A review of the literature on interpersonal relationships in traditional korean society identified a four cirole structure that explains interpersonal relationships. The first circle with “me” at the center is the family but here “me” disappears into the “we” that is essential for a cooperative agricultural society. In the second circle are those close to “me” but outside the family. The third circle includes those with whom “I ” have infrequent but regular contact and with whom correct conduct is important. The last circle is all the people with whom “I” have nothing in common. They are excluded in interpersonal relationships. The literature on interpersonal relationships showed that within the traditional Korean society people lived in villages where most people were very familiar with each other. “Yun”, the social network established the connection and “Jung”, the feeling of affection increased with time as the connection was strengthened. In the traditional village psychological support was provided through “Mallaniki”, “Pumashi” and “Kae” with the latter two also providing material support. In modern Korea there are more informal and formal social networks, like social services and community activities on the formal level and cultural and leisure groups along with “kae’s on the informal level. But even with this modern variety of groups, most social support comes from informal networks that resemble the traditiorlal “Pumashi”, “Kai” md “Mallaniki”. The six member research team interviewed 65 people in order to identify whether there is a concept of social support and then analysed their responses. There were 20 different words describing the reception of the social support and these could be grouped into seven major categories : virtuous, fortunate, helped, supported, blessed, attached(receiving affection) and receiving (grace) benevolence. there were 27 words describing the act of social support which could be categorized into seven major categories : love, looking after, affection(attachment), kindness(goodness), faith, psychological help and material help. for the meaning of social support translated as “sawhe juk jiji” there were a total of 14 different answers which could be categorized into 3 major categories : help, agreement, and faith. In third step, the results of the literature review and the answers to the questions were discussed in a pannel. The results of the discussion led to the following definition of social support in Korea which is shaped like a the four sided pyramid on a base. Social support is the apex of the pyramid and four sides are made up of : “do-oom” (both emotional and material help), “jung” (connectedness, or relationship bound by affection, regard or shared common experience ), “midum” (faith or belief in), “eunhae” (kindness or benevolence). The research team identified “Yun”( the basic network of relationships) as the base of the pyramid and as such the foundation for the components of social support in Korean culture. On “Yun” rest the other four components of social support : “Jung”, “Midum”, “Do-oom”, and “Eunhae”, For social support to take place there must be “Yun”. This is an important factor in social support. In private social network “Jung” is an essential factor in social support. But not in the public social network. “Yun” is a condition for “Jung” and “Jung” is the manifestation of support.

• 생명과학회지
• /
• 제31권6호
• /
• pp.603-608
• /
• 2021

본 연구는 COVID-19과 COVID-19 변이 바이러스 시기에 vaccination을 통한 집단면역달성을 목표로 하고 있지만, 백신의 종류에 따라서 다양한 부작용도 발생을 하여, 백신 이외에 평소 규칙적인 운동을 통한 백신 효과의 조그만 근거를 마련하고자 수행하게 되었다. 이러한 연구 연구목적을 달성하기 위해 본론에서는 COVID-19 vaccine의 이슈, COVID-19 블루, COVID-19과 스포츠이벤트, 및 COVID-19과 운동중재에 관해 분석하였다. 본 연구결과 COVID-19은 혈관을 우선적으로 공격하고 혈관 내막에 침투해 혈액순환을 방해하는 바이러스로 알려져 있다. 그리고 이어서 폐, 심장, 뇌 등을 공격한다. 심혈관 질환이 있는 환자들은 몸에서 바이러스를 몰아내는 능력이 떨어져 있는 이유로 이러한 바이러스의 공격대상이 될 수 있다. 혈관은 적혈구와 영양소만 이동하는 곳이 아니라 백혈구와 림프구들도 이동하므로 평소 불포화 지방산, 저탄수화물 식이요법을 포함하는 건강한 식이 습관, 금연, 일상생활도의 증가 및 규칙적인 운동 습관의 중요성이 중요하게 고려되어 진다. 이러한 관점에서 평소 혈관의 건강은 매우 중요하게 작용하고 이는 규칙적인 운동을 통하여 얻을 수 있는 것이다. 규칙적인 운동은 면역세포들, 면역글로불린, 다양한 사이토카인들의 순환을 돕고 특히, 폐로의 순환을 도와 염증인자들을 감소시키는 역할을 수행하고 병원균의 유입을 막아주는 역할을 한다. 특히, 혈관 내막에 침투해 혈액순환을 방해하는 것으로 알려져 있으며 폐, 심장, 뇌 등을 공격하는 COVID-19의 특성을 고려할 때 운동을 통한 건강관리는 바이러스 예방에 필수적이라고 할 수 있다. 현재 다양하고도 많은 백신의 사용은 팬데믹 시기에서 매우 희망적이지만 아나플락시스나 혈전 색전증 등의 다양한 부작용도 초래하므로 규칙적인 운동중재는 백신의 도움없이 세균이나 바이러스로부터 나를 지키는 면역력을 잘 유지하게 하는 것이 규칙적인 운동이 되는 것이다. 추후 이러한 분야에 관한 심도 있는 연구들이 수행되어져야 할 것으로 여겨진다.

• 공연문화연구
• /
• 제42호
• /
• pp.107-146
• /
• 2021

이 글은 일제강점기 울산지역의 극장에서 이루어진 공연활동의 현황을 살펴보고, 당시 공연문화의 특징과 사회적 역할을 고찰하였다. 일제강점기의 문화공간은 크게 극장공간과 준 극장공간으로 나눌 수 있다. 울산지역의 극장공간에는 대정관, 상반관, 울산극장 등이 있으며, 준 극장공간은 울산청년회관, 울산청년동맹회관, 병영청년회관, 언양청년회관, 언양청년동맹회관, 언양기독교회관, 언양 협성여관, 언양공립보통학교, 학성공립보통학교, 서생학교, 울산공보교대강당, 언양여자야학관 등이다. 이들 공간은 특정 목적의 행사나 공연이 개최되었을 뿐만 아니라 지역담론을 생산하는 공적 공간으로서의 역할을 담당했다. 극장은 영화 상연과 함께 공연이 이루어지는 공간, 예술가와 관객이 만나는 복합적인 문화 공간이었다. 나아가 극장은 단순히 무대 공간의 의미를 넘어 식민지 근대화와 근대의 도시 형성, 새로운 대중문화의 출현 등 다양한 이슈들을 생산, 소비하는 특수한 경험을 제공하였다. 울산의 극장들도 지역극장의 건립 목적에 맞게 외래문화 수용과 여가활동, 문화콘텐츠의 상연과 관람, 지역예술가들의 예술적 기량을 나타낼 수 있는 공간으로서 기능하였다. 그리고 정치 집회나 모임, 강연 활동, 각종 대회 등을 개최함으로써 지역담론 생산과 향유 활동의 거점 공간이었다. 정치 집회는 연주회와 겸하였고, 계몽 활동은 영화 상영과 겸하였으며, 음악 연주는 무용 공연, 자선모임과 결부되기도 했다. 특히 울산최초의 극장이라고 볼 수 있는 '상반관'과 공회당의 역할을 겸한 '울산극장'은 영화 상영과 함께 음악극, 동요대회, 동화구연대회, 소인극 공연, 가극 및 무도회 등의 공연과 함께 대중계몽을 위한 강연회, 토론회, 웅변대회를 개최하였다. 그리고 대규모의 집회장소로 널리 활용되었고, 외부 극단 방문지로서의 역할을 하는 등 공회당으로서의 역할을 담당하였다. 준 극장공간도 마찬가지였다. 이처럼 일제강점기 울산지역의 극장과 준 극장공간은 지역의 문화적 수준을 향상시켜 지역민들의 심미적 욕구 충족과 동시에 여론과 의제를 선도하는 공론장으로서의 사회적 역할을 충실히 수행하였다. 그리고 근대사회의 대안적 공공영역으로 위치하면서도 공공기관으로서의 역할도 수행하였다.

• 한국조경학회지
• /
• 제52권1호
• /
• pp.71-86
• /
• 2024

기후위기가 심각해지는 현 시점에 서식처 보호 및 복원과 생물다양성 보전 등 도시공원의 생태적 기능의 중요성이 증가하고 있다. 생태공원은 「도시공원 및 녹지 등에 관한 법률」과 「자연공원법」이 정한 공원의 유형에 해당하지 않아 전국적으로 조성되는 수많은 생태공원의 법적 근거 역시 다양하고 관리주체도 상이하여 체계적으로 지정·관리되지 못하고 있는 현실이다. 도시공원 패러다임의 생태적 전환과 국토 생태계의 총체적, 통합적 관리를 위한 자연공원 체계의 개선을 위해 생태공원의 법적 지위를 명확히 하는 것은 중요하다. 이를 위해 관련 법령을 분석하여 문제점과 법제적 개선 방향을 도출하였다. 첫째, 국토교통부와 환경부 법률의 연계성이 떨어지고 이원화된 공원 체계 속에 생태공원의 법적 지위는 모호한 것으로 나타나, 공원 관련 법제의 개정을 통해 생태공원을 명확히 규정해야 한다. 둘째, 생태공원은 생태계의 보호와 복원, 생물다양성의 보전과 증진, 자연관찰과 생태학습 및 여가활동의 균형을 도모하며 생태적 방법으로 조성·관리되는 지속가능한 공원으로 정의할 수 있으며 지속적인 논의를 통해 다듬어가야 할 것이다. 셋째, 공원 관련 행정 협력 체계에서 국가와 지방자치단체의 역할을 체계화하고 거버넌스 구축을 통해 새로운 공원조성·관리 모형을 수립해야한다. 넷째, 생태공원 서식처의 특성은 개별법의 영향을 받으므로 시설 중복결정의 가능성을 열어둘 필요가 있다. 다섯째, 생태공원의 목표, 원칙, 시설물의 조성 기준을 갖추도록 세부 지침과 표준 조례가 필요하다. 여섯째, 법률의 개정과 더불어 지자체의 조례 역시 구체화되어야 한다. 이 연구는 생태공원을 제도적으로 명확히 규정해야 한다는 문제의식을 기반으로 현재 생태공원과 관련된 다양한 법적 현실을 추적한 문헌 연구이다. 다양한 이해관계자들의 의견을 실증적으로 반영하지 못한 한계를 가지나, 이러한 법적 고찰은 생태공원 조성 기반을 체계화하여 도시의 생태계를 보전하며 시민들에게 자연체험과 학습의 기회를 제공할 수 있는 정책 방향을 제시하는데 기여할 수 있다.

• 한국조경학회지
• /
• 제52권1호
• /
• pp.17-33
• /
• 2024

본 연구는 춘천시가지 중심에 위치하고 시민들의 휴식 및 여가공간으로의 활용도가 매우 높은 봉의산근린공원의 식물군집구조 특성을 활용한 관리방안을 제시하고자 하였다. 봉의산은 삼국시대부터 춘천의 중심으로 산림이 지속적으로 훼손되었으며 현대에는 무분별한 도시개발로 생태계의 고립과 단절이 심화되었다. 봉의산근린공원의 현존식생 유형별 면적비율을 보면, 신갈나무는 28.5%, 신갈나무-졸참나무는 2.1%, 소나무는 15.6%, 소나무-신갈나무는 15.9%, 박달나무는 1.6%, 아까시나무는 5.9%, 잣나무는 1.6%이었다. 신갈나무는 남서, 북서, 남동사면에 분포하고 소나무는 동쪽과 남동사면 능선부에 분포하고 박달나무는 북동쪽의 계곡부, 충원사 북쪽 급경사지에 분포하였다. 식물군집은 총 6개 군집으로 분류되었으며, 소나무군집(군집 I)과 상수리나무-아까시나무군집(군집 V)은 장기적으로 참나무류림으로 천이가 예상되었고, 신갈나무군집(군집 II)과 졸참나무-신갈나무군집(군집 III), 박달나무군집(군집 IV), 잣나무군집(군집 VI)은 그대로 유지될 것으로 예측되었다. 식물군집구조 특성을 고려한 목표식생 및 관리방안은 ① 자연경관 보전 및 개선형(소나무군집) ② 생태적 천이 순응형(낙엽참나무류군집) ③ 특이군락 보전형(박달나무군집) ④ 휴양 및 체험형(잣나무군집) 등 4가지 유형별 관리방안을 제시하였다. 봉의산근린공원의 효율적 관리를 위해 관리체계를 일원화하고 특히 생태적 보전 가치가 높은 소나무군집과 박달나무군집을 생태경관보전지역으로 지정·관리해야 할 것이다.

• 대한간호
• /
• 제36권1호
• /
• pp.77-96
• /
• 1997

The duty shifts of hospital nurses not only affect nurses' physical and mental health but also present various personnel management problems which often result in high turnover rates. In this context a study was carried out from October to November 1995 for a period of two months to find out the status of hospital nurses' duty shift patterns, and preferred duty hours and fixed duty shifts. The study population was 867 RNs working in five general hospitals located in Seoul and its vicinity. The questionnaire developed by the writer was used for data collection. The response rate was 85.9 percent or 745 returns. The SAS program was used for data analysis with the computation of frequencies, percentages and Chi square test. The findings of the study are as follows: 1. General characteristics of the study population: 56 percent of respondents was (25 years group and 76.5 percent were "single": the predominant proportion of respondents was junior nursing college graduates(92.2%) and have less than 5 years nursing experience in hospitals(65.5%). For their future working plan in nursing profession, nearly 50% responded as uncertain The reasons given for their career plan was predominantly 'personal growth and development' rather than financial reasons. 2. The interval for rotations of duty stations was found to be mostly irregular(56.4%) while others reported as weekly(16.1%), monthly(12.9%), and fixed terms(4.6%). 3. The main problems related to duty shifts particularly the evening and night duty nurses reported were "not enough time for the family, " "afraid of security problems after the work when returning home late at night." and "lack of leisure time". "problems in physical and physiological adjustment." "problems in family life." "lack of time for interactions with fellow nurses" etc. 4. The forty percent of respondents reported to have '1-2 times' of duty shift rotations while all others reported that '0 time'. '2-3 times'. 'more than 3 times' etc. which suggest the irregularity in duty shift rotations. 5. The majority(62.8%) of study population found to favor the rotating system of duty stations. The reasons for favoring the rotation system were: the opportunity for "learning new things and personal development." "better human relations are possible. "better understanding in various duty stations." "changes in monotonous routine job" etc. The proportion of those disfavor the rotating 'system was 34.7 percent. giving the reasons of"it impedes development of specialization." "poor job performances." "stress factors" etc. Furthermore. respondents made the following comments in relation to the rotation of duty stations: the nurses should be given the opportunity to participate in the. decision making process: personal interest and aptitudes should be considered: regular intervals for the rotations or it should be planned in advance. etc. 6. For the future career plan. the older. married group with longer nursing experiences appeared to think the nursing as their lifetime career more likely than the younger. single group with shorter nursing experiences ($x^2=61.19.{\;}p=.000;{\;}x^2=41.55.{\;}p=.000$). The reason given for their future career plan regardless of length of future service, was predominantly "personal growth and development" rather than financial reasons. For further analysis, the group those with the shorter career plan appeared to claim "financial reasons" for their future career more readily than the group who consider the nursing job as their lifetime career$(x^2$= 11.73, p=.003) did. This finding suggests the need for careful .considerations in personnel management of nursing administration particularly when dealing with the nurses' career development. The majority of respondents preferred the fixed day shift. However, further analysis of those preferred evening shift by age and civil status, "< 25 years group"(15.1%) and "single group"(13.2) were more likely to favor the fixed evening shift than > 25 years(6.4%) and married(4.8%)groups. This differences were statistically significant ($x^2=14.54, {\;}p=.000;{\;}x^2=8.75, {\;}p=.003$). 7. A great majority of respondents(86.9% or n=647) found to prefer the day shifts. When the four different types of duty shifts(Types A. B. C, D) were presented, 55.0 percent of total respondents preferred the A type or the existing one followed by D type(22.7%). B type(12.4%) and C type(8.2%). 8. When the condition of monetary incentives for the evening(20% of salary) and night shifts(40% of. salary) of the existing duty type was presented. again the day shift appeared to be the most preferred one although the rate was slightly lower(66.4% against 86.9%). In the case of evening shift, with the same incentive, the preference rates for evening and night shifts increased from 11.0 to 22.4 percent and from 0.5 to 3.0 percent respectively. When the age variable was controlled. < 25 yrs group showed higher rates(31.6%. 4.8%) than those of > 25 yrs group(15.5%. 1.3%) respectively preferring the evening and night shifts(p=.000). The civil status also seemed to operate on the preferences of the duty shifts as the single group showed lower rate(69.0%) for day duty against 83. 6% of the married group. and higher rates for evening and night duties(27.2%. 15.1%) respectively against those of the married group(3.8%. 1.8%) while a higher proportion of the married group(83. 6%) preferred the day duties than the single group(69.0%). These differences were found to be statistically all significant(p=.001). 9. The findings on preferences of three different types of fixed duty hours namely, B, C. and D(with additional monetary incentives) are as follows in order of preference: B type(12hrs a day, 3days a wk): day shift(64.1%), evening shift(26.1%). night shift(6.5%) C type(12hrs a day. 4days a wk) : evening shift(49.2%). day shift(32.8%), night shift(11.5%) D type(10hrs a day. 4days a wk): showed the similar trend as B type. The findings of higher preferences on the evening and night duties when the incentives are given. as shown above, suggest the need for the introductions of different patterns of duty hours and incentive measures in order to overcome the difficulties in rostering the nursing duties. However, the interpretation of the above data, particularly the C type, needs cautions as the total number of respondents is very small(n=61). It requires further in-depth study. In conclusion. it seemed to suggest that the patterns of nurses duty hours and shifts in the most hospitals in the country have neither been tried for different duty types nor been flexible. The stereotype rostering system of three shifts and insensitiveness for personal life aspect of nurses seemed to be prevailing. This study seems to support that irregular and frequent rotations of duty shifts may be contributing factors for most nurses' maladjustment problems in physical and mental health. personal and family life which eventually may result in high turnover rates. In order to overcome the increasing problems in personnel management of hospital nurses particularly in rostering of evening and night duty shifts, which may related to eventual high turnover rates, the findings of this study strongly suggest the need for an introduction of new rostering systems including fixed duties and appropriate incentive measures for evenings and nights which the most nurses want to avoid, In considering the nursing care of inpatients is the round-the clock business. the practice of the nursing duty shift system is inevitable. In this context, based on the findings of this study. the following are recommended: 1. The further in-depth studies on duty shifts and hours need to be undertaken for the development of appropriate and effective rostering systems for hospital nurses. 2. An introduction of appropriate incentive measures for evening and night duty shifts along with organizational considerations such as the trials for preferred duty time bands, duty hours, and fixed duty shifts should be considered if good quality of care for the patients be maintained for the round the clock. This may require an initiation of systematic research and development activities in the field of hospital nursing administration as a part of permanent system in the hospital. 3. Planned and regular intervals, orientation and training, and professional and personal growth should be considered for the rotation of different duty stations or units. 4. In considering the higher degree of preferences in the duty type of "10hours a day, 4days a week" shown in this study, it would be worthwhile to undertake the R&D type studies in large hospital settings.