• 산업진흥연구
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• 제1권1호
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• pp.13-18
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• 2016

본 연구는 국가직무능력표준(NCS) 적용이 직무 몰입도에 미치는 영향을 분석하고자 기업의 채용과정, 성과 평가 및 역량개발에 대한 국가직무능력표준(NCS) 적용도와 직무만족, 조직몰입, 직무성과 및 이직의도의 관계성을 검증하였다. 연구결과 국가직무능력표준(NCS) 적용도가 조직몰입(p<.001)과 직무성과(p<.01)에 유의한 영향을 미쳤다. 세부 요인별로 국가직무능력표준(NCS)의 채용과정과 역량개발에 대한 적용도는 조직몰입에 유의한 영향(p<.001)을 미쳤으며, 국가직무능력표준(NCS)의 역량개발 적용도는 직무성과에 유의한 영향(p<.05)을 미치는 것으로 나타났다. 본 연구는 국가직무능력표준(NCS) 적용이 직무 몰입도에 미치는 영향을 분석함으로써 기업 현장에서의 국가직무능력표준(NCS) 도입의 타당성과 효과성을 밝힌 데에 그 의의가 있다.

• 한국직업건강간호학회지
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• 제18권2호
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• pp.205-218
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• 2009

Purpose: The purpose of this study was to learn the affective factors of case managers' occupational stress. Method: A total of 986 participants responded to a self-administered questionnaire that included 24 items of Korean Occupational Stress Questionnaire Short Form (KOSQSF), job satisfaction index, health behaviors, general characteristics, and variables related to work. The data collection of research was done from 17th to 21th of September, 2007. The data were analysed by t-test, ANOVA, and multiple regression with SPSS 11.1 package program. Result: The results of this study were as follows: The overall job satisfaction rate of men and women was highly than that of the Korean worker's standard. There were statistically significant differences in occupational stress in work place, work department, work position, smoking, treatment in out-patient clinic, subjective & relative health-status, work load, supervisor's review on work-ability, and job satisfaction. According to the multi-variate analysis, occupational stress(47.6%) was related to job satisfaction, workload, individual work-ability, supervisor's review on work-ability, health status and gender. Conclusion: Occupational stress varied depending on the ten variables and was influenced by job satisfaction(35.7%) and 5 other variables. The results suggest that further follow-up study on case managers is necessary to relieve their occupational stress.

• 디지털융복합연구
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• 제15권11호
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• pp.9-21
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• 2017

본 연구는 국내 커피산업의 발전과 성장을 위하여 커피관련 민간자격증 취득의 만족도와 효용가치를 알아보기 위한 자료이다. 국내에서 실시하고 있는 커피바리스타 민간자격증이 NCS에서 지정한 직업기초능력의 어떤 부분을 개발시켜주는 지를 알아보고, 나아가 이것이 직무수행 만족도 및 활용 의도에 미치는 영향을 살펴보았다. 사전설문을 통해 커피 바리스타 민간자격증과 NCS의 직업 기초 능력 개발의 연관성을 알아본 결과를 토대로, 본 설문을 실시하여 직무수행의 만족도와 활용의도에 미치는 영향을 살펴보았다. 기술능력, 자기개발능력, 문제해결능력은 전반적으로 직무수행 만족도에 정(+)의 영향을 미치고 있으나 활용의도에는 부분적으로만 정(+)의 영향을 미치고 있었고, 직업기초능력이 주는 직무수행 만족도는 활용의도에 정(+)의 영향을 주었다. 본 연구를 통해 커피바리스타 민간자격증은 직업기초능력의 개발에 영향을 주고 있으며 직무수행의 만족도를 향상시키고 채용 및 구직을 위한 능력척도의 자료로써 활용되고 있음을 알게 되었다.

• 대한공업교육학회지
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• 제39권1호
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• pp.143-163
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• 2014

이 연구는 '13년 국가직무능력표준 개발 매뉴얼과 국가직무능력표준 개정 분류체 계표에 근거하여 카지노운영관리 직무에 대한 국가직무능력표준(NCS)을 개발한 것이다. 연구 방법은 단계별 연구 범위와 직무분석기법인 데이컴(DACUM) 절차에 의하여 국가직무능력표준 개발전문가인 산업현장전문가, 교육훈련전문가, 자격(직무분 석)전문가, 퍼실리테이터 및 실무 검증위원인 워킹그룹과 함께 총 10차례 검토 협의 수정 보완 보고 절차 단계를 거쳐 카지노운영관리 직무의 국가직무능력표준을 개발 하였다. 이 연구의 주요 개발 결과는 다음과 같다. 첫째, 국가직무능력표준 개정 분류체계 표에 근거하여 카지노운영 직무 선정과 직무를 정의하였고 직무를 토대로 총 8개의 능력단위를 도출 개발하였다. 둘째, 개발한 능력단위를 근거로 총 27개의 능력단위별 능력단위요소를 도출 개발하였다. 셋째, 국가직무능력표준 수준 및 개정 분류체계표에 근거하여 능력단위요소별 수준 체계를 개발하였고 이들 능력단위요소별 수준 평정값을 이용하여 상위 영역인 능력단위별 수준 체계를 합의 도출하였다. 이에 카지노운영관리 직무에 관한 능력단위 및 능력단위요소에 따른 국가직무능력표준 (NCS)의 개발 지침에 근거하여 카지노운영관리 직무에 관한 국가직무능력표준(NCS)의 분류번호를 제시하였다. 넷째, 능력단위 범위를 기준으로 총 27개의 해당 능력단위요소별 수행준거와 지식 기술 태도를 도출 개발하였다. 다섯째, 카지노운영관리 직무에 기초한 총 8개의 해당 능력단위에 근거하여 적용 범위 및 작업 상황, 평가 지 침, 직업기초능력 등을 협의 도출 개발하였다.

• 간호행정학회지
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• 제5권3호
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• pp.425-444
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• 1999

The purpose of this study is to survey evaluation of the nurse on the current Performance Appraisal System. the need for future performance of the nurse and the opinions about the job rotation, and suggest the direction of improvement by obtaining basic data to improve personnel management of the nurse in a hosipial, the subject of the investigation. The study was conducted self-reporting questionniare survey of 330 nurses working at C hospital located in Chonbuk Province and the data was collected from May 4. 1999 through May 14. The research used measuring instrument developed by researcher for evalution about the present performance appraisal. the need for the future performanc appraisal system and the opinion of job rotaion. The analysis of the collected data was computerized using SPSS/PC+ program, calculated frequency, percentage, the mean and standard deviation and used Pearson, s Correlation Coefficients, t-test, chi- square test. Major findings are as follows. 1) As for the purpose of the current performanc appraisal, the appraiser recognized it as a security of promotion standard, while the employee saw it as a means for control as guidance and supervison of work. 2) With regard to use the result of the present performance appraisal, appraiser picked ambiguous appraisal standard, employees recognized unilateral evaluation of superior eliminated the participation of them as the highest priority. 3) In relation to the current criteria for promotion of the nurse, both appraisers and employees placed more weight on the length of clinical than performance appraisal score. 4) There is much possibility of the appraiser making an error to evaluate considering the length of performance appraisal. 5) Both appraisers and employees indicated that prospective result of performance appraisal should be used for the ability development & motivation of the individual. 6) Concerning employee's participation for performance appraisal both sides wanted by far more participation. 7) Regarding the most ideal appraisal method, both parties favored most the way added up the evaluation of the head nurse and peer review and followed by the manner the revaluation of the head nurse by considering self-evaluation. 8) As to the individual interview after the appraisal, more than 60% of appraisers responded it's not necessary, while above 88.5% of employees answered it is essential so that it is showed significantly difference between the appraisers and the employees. 9) As far as open of the evaluation result is concerned. 75% of the appraiser were against it but 80% of the employee were for it so that it showed significantly between them. The most principal reason that the employee want is that it motivates the individual's ability development and the fairness of the appraisal increases. 10) Whether the periodical rotation is necessary or not, 80% of appraisers and employees answered it's necessary, however, over 70% of them did not want the rotation. 11) Work-group Cohesiveness level within the nursing unit was attentive different from desire of the rotation, that is, the work group cohesiveness level of nurses wanting rotation was significantly lower than that of the group not desiring it.

• 간호행정학회지
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• 제7권1호
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• pp.127-144
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• 2001

The purpose of this study is to provided a basic administrative data for effective personnel management of nurses' by investigation their assessment and satisfaction with the job rotation and by analyzing the relation between their satisfaction and organizational commitment. Data were collected from Nov. 20 to Nov. 25, 2000 through self-reporting questionnaires taken by 280 nurses working at a university hospitals The 3 structured instruments were used for collecting the data; Questionnaires for measuring the utility and the problem of job rotation, Questionaires for measuring the satisfaction with the job rotation, and Mowday's Organizational Commitment Questionnaires. The data obtained were analyzed using frequency, percentage, average, standard deviation, range, Cronbach's alpha coefficients, Peason's correlation coefficients, t-test, one-way ANOVA, and chi-square test, multiple regression. The Results were as follows : 1. The supporters for regular job rotation account for 67% while the opponents to it account for 33%. The chief reason for endorsing the regular job rotation is quoted ${\lceil}$to attain more diverse job experiences${\rfloor}$, followed in order by ${\lceil}$to improve the job motivation and morale through the realization of personal needs${\rfloor}$, ${\lceil}$to place the right man in the right position${\rfloor}$. The reasons for opposing to the regular job rotation were listed in order ${\lceil}$difficulties to secure the expertise of nursing${\rfloor}$, ${\lceil}$personal needs not fully reflected in the job rotation${\rfloor}$, ${\lceil}$job rotations prompted rather by the administrative needs than by personal aptitude and ability${\rfloor}$. 2. In the assessment of job rotation, the points affirming the utility of the job rotation are $2.60({\pm}.66)$ out of possible 5 points and those admitting the problems the job rotation are $3.58({\pm}.59)$. The satisfaction with the job rotation is rated at $2.98({\pm}.55)$. 3. In the analysis into the relation between the assessment of job rotation and satisfaction with the job rotation, fairly high positive correlation is revealed between the satisfaction and utility of job rotation, whereas, considerably high negative correlation is seen between the satisfaction and problems with the job rotation(p=.000). 4. There is relatively high positive correlation between the satisfaction with the job rotation and organizational commitment(p=.000). In conclusion, the utility of on the job rotation and their satisfaction with the job rotation have positive correlation and the satisfaction with the job rotation and organizational commitment showed the positive correlation, too. Therefore, it is thought desirable to take administrative strategies well as education to improve the recognition of the job rotation's utility and to reduce the recognition of the problems with the job rotation to remain in the direction toward contributing to enhancement of the organizational commitment.

• 한국융합학회논문지
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• 제8권9호
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• pp.17-23
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• 2017

국가 직무능력 표준(NCS)은 국가가 산업군의 직무에 필요한 지식과 기술, 태도 등을 체계적으로 분류하여 국가 인재 양성을 효율적으로 진행하도록 하는 표준이다. 온톨로지는 인간의 개념 속에 있는 추상적인 정보들을 컴퓨팅이 가능하게 정형적으로 표현하게 해주는 기법으로 현재 단순 DB에 저장되어 있는 NCS 체계도 온톨로지화하여 지식관리를 정형화할 필요성이 있다. 본 연구는 NCS와 온톨로지 융합연구로, 방대한 NCS 직무중 "응용SW 엔지니어링" 직무에 대한 NCS 온톨롤지를 설계 및 구현하여 해당 직무의 지능형 지식관리 및 추론검색을 가능하게 하였다. 또 해당 직무의 능력단위요소들의 학습 콘텐츠 구조의 정형화 명세서로 일관성을 유지할 수 있도록 해 주며, 전체 NCS 직무 온톨로지로 확장 구현할 수 있는 토대를 제공하였다.

• Human Ecology Research
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• 제56권3호
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• pp.263-282
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• 2018

This study is used to understand the characteristics of home economics teachers that could to help develop personal development in home economics teacher and home economics education. The questionnaire survey was conducted on 150 home economics teachers who belong to either the home economics teachers' study association or Korean home economics education essociation. The survey was processed with frequency analysis, standard deviations, factor analysis, independent sample t-test, and reliability analysis using SPSS 12.0 depending on the contents of the research. The study results are as follows. First, for home economics teachers' conscious teaching, they build their own identities as experts, and have a vocation and sense of duty for their job. The culture of research and investigation community to study education and to maintain collaborative relationships with teachers of home economics teachers' associations has evolved. Second, home economics teachers have the ability to analyze and manage students' demands in order to perform teaching activities, and understand individual student characteristics. They understand new study trends and curriculum, develop sources for class, use appropriate teaching and learning theories, and create students' reflective activities. In addition, they grow their learning ability as specialist and study in self-oriented ways.

• Journal of Preventive Medicine and Public Health
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• 제38권1호
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• pp.107-116
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• 2005

Objectives : We analyzed the changes from 1996 to 2002 in distributive equity of the contribution burden in the Korean National Health Insurance. Methods : The study subjects were a total of 8,923 employee households and a total of 7,296 self-employed households over the period from 1996 to 2002. Those were the households meeting the two criteria as completing each annual survey and having no change in the job of head of the household during that period from the raw data of the Household Income and Expenditure Survey annually conducted by the Korean National Statistical Office. The unit of analysis was a household, and this was the standard for assessing the contribution that is now applied on a monthly basis. Deciles Distribution Ratio, Contribution Concentration Curve and Contribution Concentration Index were estimated as the index of inequality. Multiple regression analysis was conducted to compare the annual ability-to-pay elasticity of the contribution to the reference year of 1996 for three groups (all households, the employee households, and the self-employed households). Results : For the index of inequality, the distributive equity of contribution was improved in all three groups. In particular, the employee group experienced a substantial improvement. Using multiple regression analysis, the ability-to-pay elasticity of the contribution in the employee group significantly increased ($\beta$=0.232, p<0.0001) in the year 2002 as compared to the reference year of 1996. The elasticity in the self-employed group also significantly increased ($\beta$=0.186, p<0.05), although its change was smaller than that in the employee group. Conclusions : The employee group had a greater improvement for the distributive equity of the contribution burden than the self-employed group. Within the observation period, there were two important integration reforms: one was the integration of 227 self-employed societies in 1998 and the other was the integration of 139 employee societies in 2000. We expected that the equity of the contribution burden would be improved for the self-employed group since the integration reform of 1998. However, it was not improved for the self-employed group until the year 2000. This result suggests that capturing exactly the beneficiaries' ability-to-pay such as income is the precedent for distributive equity of the contribution burden, although a more sophisticated imposition standard of contribution is needed.

• 디지털융복합연구
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• 제16권8호
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• pp.41-55
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• 2018

본 연구에서는 국내에서 실시하고 있는 바리스타 민간자격제도의 운영체제와 방법이 커피직무능력의 학업만족도에 미치는 영향을 알아보고 직무능력 향상, 입직이나 전직에 활용하려는 경제적 효용도에 미치는 영향을 살펴보았다. 이를 위하여 자격증을 취득하였고 관련 업체에 종사하고 있는 자를 대상으로 설문을 실시하였다. 커피자격검정제도의 운영체제 및 방법이 직무수행능력의 학업만족도와 경제적 효율성에 부분적으로 정(+)의 영향을 미치고 있었고, 커피자격검정을 통해서 얻어지는 직무수행능력의 학업만족도도 직업의 경제적 효율성에도 부분적인 정(+)의 영향을 미치고 있었다. 즉, 커피관련 자격검정제도의 내용 및 전문적이고 신뢰할 만한 체계적인 관리와 운영은 직무수행능력의 학업만족도에 영향을 주고 있었고, 나아가 입직이나 전직 등의 경제적 효율에도 영향을 미치는 것을 알 수 있었다. 따라서 자격검정제도의 전문성과 공정성에 대한 연구는 지속되어야 할 것이다.