• Journal of Korean Academy of Nursing Administration
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• v.5 no.2
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• pp.237-251
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• 1999

The purpose of this study is to suggest successful strategies through which the effect of the information system of a hospital can be forecasted at the nursing department. In order to set up successful strategies, in the first place, both the methods of CSF(Critical Success Factor: Rockart, 1979) and ULD(User-Led Development) method and the method suggested by the Korea Productivity Center were applied. In order to measure the improvement of nursing productivity, the Dissonance theory was used. The data were collected from 100 employees serving at the clinic department of Kwangju Patriots' and Veterans' Hospital from July 4 to July 25, 1998 with reference to all 222 cases, for sampling work; then the part of the efficiency of the treatment or management of hospital business - simplification of the process of the treatment of hospital business and reduction of the time of the treatment of hospital business were measured; and in order to forecast organizational behavior, 100 cases of organization behavior were analysed, based on the well structured, questionnaires. In order to forecast the user's organizational behavior, a tool(Ronald. 1988; Stephen, 1982: Senn, 1992: Olsen, 1980: Anderson, 1988: Kim. 1992: Cho. 1994) to measure the extent or degree of the user's recognition or understanding whose reliability coefficient is 0.63 was used: and regarding the items expected by the users concerning the convenience of the system, a tool created by Bernadett, Szajna and Richard W. Scamell(1993) whose reliability coefficient is 0.88 was used. And finally, those data were analysed, utilizing the statistical package of SPSS/PC 6.0. successful strategies are suggested as follows: 1. In order that the Kwangju Patriots' and Veterans' Hospital's purpose can be successful through its strategic, information system, the quality of its services should be elevated. and for elevating the quality of medical services, elevation of the quality of medical expertism or specialty is an important factor in determining such quality. 2. In order to make the hospital information system to be successful, the hospital's top manager should participate in the effort making it successful with helping hands of the members or personnel of the hospital. 3. In order to make users participate in the hospital information system, it is prerequisite that all nurses in a hospital should voluntarily participate in the system 4. In order to reduce the expense, the time in coping with business per duty should be reduced by 10${\sim}$33.23%. The time of the direct nursing care which added value is relatively high should be elongated in order to elevate the quality of hospital services. 5. Since the introduction and spread of the hospital information system are influenced by the duration in the experience of computer use, the user of the hospital information system should have a plan to receive well-planned computer education. Finally it is suggested that the forecast of long-term productivity through a review of the user's expectation of the system should be inspected and tested through continuous studies of its effectiveness.

• Journal of dental hygiene science
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• v.3 no.2
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• pp.51-57
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• 2003

This research is to empirically analyze the effects of leadership styles on job satisfaction and job performance and to provide some basic for organizational and personnel management in dental hospitals. The test results of this study are as follows for each hypothesis: 1. The recognition of leadership styles has nothing to do with sex, educational background, post, job type, and career, but job satisfaction has something to do with age. 2. Job satisfaction has nothing to do with sex, educational background, and job type, but job satisfaction has something to do with age, post, career. Job performance has nothing to do with sex, age, educational background, post, job type, but job performance has something to do with career. 3. The recognition of leadership styles has something to do with the recognition of situations. 4. Job satisfaction and job performance has something to do with leadership styles. In consequence, while the most effective style is one of a patriarchal warmhearted type, most hospital managers show either democratic or dictatorial one, is an evident example. Therefore, the hospital managers are required to adopt a leadership style which is like an affectionate patriarch.

• Journal of the Korean Dietetic Association
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• v.8 no.2
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• pp.163-174
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• 2002

The purpose of this study is to gather basic data on dietitian's general characteristics, working conditions, job achievement and job satisfaction. Thereby, a formulation can be worked out to improve dietitian's job achievement and satisfaction. The study was conducted during one week period, spanning July 23 to July 30, 1998. The method of the study was to distribute 560 questionnaires to the primary school dieticians working in the city of Tae Jun, located in Choong-Cheong Province. Out of 560 questionnaires that was distributed, 327 were returned. Moreover, 318 out of 327 questionnaires that was returned was valid enough to be processed by the SAS Program. About sixty percent of the respondents(61.1%) indicated that they were between 26 to 30 years old. Moreover, approximately half of the respondents(48.8%) were unmarried. In terms of the level of education, the bachelor's degree was reported as the most common education level(56.3%), while 3.8% of the participants reported achieving graduate degrees. The number of years in working in the profession ranged from 2 to 5 years. Furthermore, approximately 74% of the respondents indicated that, on average, they earned over ￦800,000 per month. In terms of the type of the school setting, 52.8% of the respondents worked in the urban setting, whereas, 60.0% worked in the rural school setting. Of these schools, about thirty eight percent(38.7%) of the schools were relatively small sized schools(400 students or less ). In terms of dietitian's sense of job satisfaction, the areas that showed relatively high level of satisfaction was in the menu control work(3.90) and purchase control work(3.90). However, appallingly low job satisfaction was indicated in the areas of personnel management (2.96%), and nutritional education and counsel(2.73%). Furthermore, job satisfaction varied greatly depending on age, wage, type of the food service, and type of school. The highest satisfaction was indicated in the areas of supervisory position(3.42), work itself(3.31%), co-workers(3.11). Other facets that led to job satisfaction were periodic wage increase(2.19%) and promotion opportunities(2.79%). In conclusion dietitian's job achievement showed significant correlation with job satisfaction. The study suggests that, in order to improve the overall job satisfaction of the dieticians, it is necessary to improve the working conditions of dieticians in primary schools. Secondly, there is a necessity for improving the status of the dieticians by raising the salary and treating the dieticians with the same level of respect in comparison with teachers or executive officials. Finally, another way of raising the job satisfaction of the dieticians is to provide opportunity for continuing education. So that, they can further their career in their chosen field.

• Journal of the Korean Institute of Landscape Architecture
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• v.41 no.3
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• pp.83-93
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• 2013

This study has been performed to analyze and consider the problems after 30 years in terms of landscape design competition process in Korea, so that it can provide the basic data, which can improve the future landscape design competition. We have used Delphi Investigation to carry out a survey that targets professionals and identifies problems. The results are summarized as follows. Firstly, the results of the analysis of Landscape Design Competition for institution theory and case studies showed that there is an issue from four perspectives which are 'method of design competition', 'guidelines for design competition', 'winner selection process', and 'design changes after winning' Secondly, the process by professional Delphi performed expert analysis, and agree with expert opinion. As a result, we derived the problems of a landscape design competition system with the 12 items. Third, in the 'design competition style', two items, the 'design competition style' and 'problem of design public offering period' had become a problem. Fourth, the 'Guidelines for design competition', 'non-hierarchical excess of the amount of instructions', 'directive determined the guidelines', and the 'provision of confusion' three items had also become a problem. Fifth, 'sex expert committee review selection process winning work', 'Problems of participation', 'examination scoring system experts lack', and 'non-landscaping' had become a problem. Sixth, 'The design of the original order' as much as possible 'design changes after the winning work' Four 'order to Comments to reduce the creativity of the design of the climate', 'original extension', 'contractor feedback of excess without the promise of frequent personnel changes', design period of the person in charge is reflected in excess item has become a problem. I considered that a continuous research on the improvement of the problems of the landscape design competition system based on the results must be performed.

• Journal of the Korea Institute of Construction Safety
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• v.2 no.2
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• pp.70-75
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• 2019

The purpose of this study is to conduct survey on the DfS system for employees who perform construction-related tasks, analyze the results, and present improvement directions. The results of the survey showed that the system was gradually being settled, with about 82% and 93% positive results on the recognition and necessity of the system. In addition, the three highest response rates for the improvement of the system were first, improving the expertise of DfS-related performance personnel, second, improving the awareness of DfS-related actors, and third, reflecting the appropriate costs associated with DfS. For the realization of the above improvements, it was proposed to prepare a curriculum for improving the professionalism of the staff, to implement an incentive system for improvement of perception, and to prepare appropriate payment criteria for preparing reports available during the construction phase. In addition, the Korea Infrastructure Safety and Technology Corporation will need to perform its active role in order to become a system for preemptive management of risk factors for construction accidents from the design stage.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.16 no.6
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• pp.43-54
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• 2016

The occurrence of cyber crime is on the rise every year, and the security control center, which should play a crucial role in monitoring and early response against the cyber attacks targeting various information systems, its importance has increased accordingly. Every endeavors to prevent cyber attacks is being attempted by information security personnel of government and financial sector's security control center, threat response Center, cyber terror response center, Cert Team, SOC(Security Operator Center) and else. The ordinary method to monitor cyber attacks consists of utilizing the security system or the network security device. It is anticipated, however, to be insufficient since this is simply one dimensional way of monitoring them based on signatures. There has been considerable improvement of the security control system and researchers also have conducted a number of studies on monitoring methods to prevent threats to security. In accordance with the environment changes from ESM to SIEM, the security control system is able to be provided with more input data as well as generate the correlation analysis which integrates the processed data, by extraction and parsing, into the potential scenarios of attack or threat. This article shows case studies how to detect the threat to security in effective ways, from the initial phase of the security control system to current SIEM circumstances. Furthermore, scenarios based security control systems rather than simple monitoring is introduced, and finally methods of producing the correlation analysis and its verification methods are presented. It is expected that this result contributes to the development of cyber attack monitoring system in other security centers.

• Journal of the Korea Convergence Society
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• v.7 no.4
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• pp.107-121
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• 2016

This study aimed to seek the way of effectively managing job stress of shift work nurses, to improve nursing performance, the influence of job stress of shift work nurses on nursing performance through convergence research. A total of 244 questionnaires obtained by a survey targeting nurses, who were doing shift work in a university hospital located in B city, in the period from March 2 to 15, 2015 were analyzed using the SPSS 21.0 program. As a result, the mean score of job stress was 3.57 points, and the mean score of nursing performance was 3.69 points. Job stress made a significant positive(+) influence on the sub-dimensions of interpersonal duty. Therefore, efforts should be made to more accurately identify shift work nurses' job stress and efficiently manage the nursing personnel. Moreover, if shift work nurses' job stress is effectively managed by preparing practical job stress management intervention programs for continuous improvement of nursing performance, high quality medical services will be provided through high quality nursing practice.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.3
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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.

• Progress in Medical Physics
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• v.20 no.4
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• pp.253-259
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• 2009

We have developed standards based on international criterions for the quality control of dose tested by the measurement institutions of individual exposure doses through improving the reliability of data on the exposure dose of individuals working in radioactive environment and securing the accuracy and reliability of individual dose measurements. Laws related to radiation dose applied to domestic institutions refer to ANSI N13.11.1993, but currently, in U.S. and some other countries the measurement of radiation doses is based on ANSI N13.11.2001 that reduced test categories and tightened the standards. We made efforts to simplify the standards and to reduce the number of dosimeters required in experiment, and avoided preventing or hindering the use of future technologies not approved under the current law such as glass dosimeter and optical stimulation dosimeter. The Quality Management Manual of Radiation Dosimetry Service, Assessment Manual of Radiation Dosimetry Service Accreditation Program, and the Personnel Dosimetry Performance. Criteria for Testing are documents applicable in supervising laboratories.

• Journal of Food Hygiene and Safety
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• v.30 no.4
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• pp.343-349
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• 2015

A study survey about the rice cake producers completing the food hygiene education in Korea was investigated by characteristics of the rice cake business. The difference between their online and offline awareness of food hygiene education were compared. The average age of rice cake producers is 50 (40.1%), with a high school education (52.6%), 10-20 years of service (34.3%) showed the highest percentage. In relation to sales and work area, workshop personnel are engaged in two (79.5%), An area of less than $99.17m^2$ (92.0%), rent (60.2%) with most paying a monthly rental amount of less than 1 million won (54.8%). There were 228 accident cases in three years (an annual average of 2.4%), manufacturing, Processing the item number was less than 20 types of analysis (86.7%). Case of food hygiene education graduates are women, the lower the age, the higher the education level, was preferred online. Online education was chosen because of 'time, economic, convenience'(73.7%). Online graduates have recognized that health education is more conducive to business. There was no significant difference between the sales online and offline graduates. For hygienic management response was that online graduates are well above the 7.4% offline graduates. Online and offline graduates 60.7% appeared to be more satisfied than the previous training institutions.