• 정보교육학회논문지
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• 제17권4호
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• pp.393-407
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• 2013

대학 컴퓨터 정보화 분야 특기자 특별전형은 1997학년도부터 수도권 소재 대학을 중심으로 수시모집 기간에 주로 실시되었으나, 전체 선발인원과 선발대학은 지속적으로 감소추세이며, 2013학년도에는 2개 대학 14명을 선발하는 등 우수 특기생 양성 선발과 중등학교의 정보화 관련 교육에 긍정적 영향을 기대하기 어려운 수준이다. 이러한 현상은 중등학교의 정보화 관련 교육활동이 미흡하고, 컴퓨터 정보화 부분에 대한 사회적 인식이 반영된 결과이며, 중등학교의 정보화 관련 교육과정의 운영과 국가적 차원의 관련 인재 육성 정책에 대학입학전형이라는 영향력 높은 주요 변수가 적절하게 고려되지 못하고 있음을 나타낸다. 따라서 향후 관련 정책을 수립함에 있어 대학의 학생선발전형과 방법, 기준 등을 고려한 종합적인 접근이 필요하다.

• 간호행정학회지
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• 제3권2호
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• pp.17-40
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• 1997

The purpose of this descriptive, correlational study was to identify, describe the patterns of nursing unit culture, nursing performance, job satisfaction and turnover intention in the hospital setting, and to analyze the relationships between nursing unit culture, nursing performance, job satisfaction and turnover intention among the characteristic of the subjects The subject consisted of 223 nurses who were employed in medical & surgical units of 3 different University hospitals in Seoul. Data collection was done in November, 1996 by means of questionnaire. The instruments used for this study were the questionnaire based on the Nursing unit cultural assessment tool developed by Coeling(1993), Nursing performance scale used by Yoon(1991), Job satisfaction scale developed by Slavitt, et al.(1978) and Turnover intention scale used by Lee(1995). The data were analyzed by percentage distribution. Pearson correlation coefficient and ANOVA. The summarized results were as follows: 1. There was significant differences in the nursing unit culture between individual cultural behavior and group cultural behavior. 2. There was positive correlation between nursing unit culture, nursing performance and job satisfaction. 3. There was negative correlation between nursing unit culture and turnover intention. 4. There was significant difference in nursing performance efficiency according to the age, educational level, professional carrier in the nursing unit, in the hospital. 5. There was significant difference in turnover intention according to the age, educational level. According to these results, the following implications can be made ; 1. It needs to study on the nursing unit culture in other size hospitals and compare them to these results. 2. It is necessary to assess nursing unit culture and endeaveor good climate for the nursing organizational outcomes and prepare the training course of leadership of nurse manager. 3. In nursing administration, there should be an emphasis on assessment of staff nurses' cultural behavior in case of nurses' orientation, allocation, recruitment, continuning education, so that staff nurses' performance and job satisfaction will be increased and trunover intention will be decreased.

• Child Health Nursing Research
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• 제10권4호
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• pp.395-405
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• 2004

Purpose: The purpose of this research was to evaluate the application of the Problem-Based Learning(PBL) in nursing with regard to the learning process and learning outcomes. Method: PBL modules were provided to the students so that they could identify the nursing problems related to nutrition, regulation, and elimination, and implement appropriate nursing interventions according to the problems. PBL was also used to develop ability to use self-evaluation for nursing intervention outcomes. The modules were developed by the authors for the course, Nursing 1(3 credits) at Y university, and used during one semester, March to June 2003. Evaluation of the learning process and learning outcomes was done by self-report questionnaires and a semi-structured self -report developed by the authors. Result: The PBL evaluation included role of the facilitators, group work process, and self-directed learning attitude. The students evaluated the facilitator's role positively in fostering positive interactions and cooperative study among students and stimulating students to apply various problem-solving strategies. Students evaluated their own group work performances as a good opportunity to improve their group work participation, contribution, cooperation, and leadership through the PBL session. Their responsibility for their own learning and develop self-directed learning attitudes to connect present learning to long-term goals. Conclusion: Critical thinking, problem solving skills, self-directed learning and group work accomplishments in undergraduate student nurses were fostered and improved through the PBL program.

• 한국시뮬레이션학회논문지
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• 제25권3호
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• pp.125-132
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• 2016

본 연구는 우리나라 IT기업을 대상으로 환경불확실성과 학습지향성의 상호작용이 조직성과의 하나인 마케팅역량에 미치는 영향을 탐색적으로 살펴보고자 하였다. AMOS와 SPSS를 활용한 통계분석 결과, 직원수 500인 미만의 소규모 조직일수록 자신들이 직면한 환경불확실성에 보다 적극적으로 그리고 유연하게 대응하려는 경향이 농후했으며, 이 같은 환경에의 반응을 통해 마케팅역량의 증대라는 긍정적 성과를 가져왔다. 반면에 직원수 500인 이상인 기업의 경우는 그 어떤 유의한 상호작용효과도 보여주지 못했다. 이 같은 연구결과는 조직규모에 따른 경쟁 환경 및 시장지배력의 차이가 IT기업의 환경적응 메커니즘에서도 차이를 가져온 것이라는 추론을 가능케 한다. 다만, 이 같은 유추는 IT기업의 유형과 특성이 매우 이질적이라는 점에서 일정한 한계를 지닌다. 따라서 IT산업의 표본을 확장한 후속연구와 타산업과의 비교연구에 대한 필요성이 있다.

• 근관절건강학회지
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• 제26권1호
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• pp.35-45
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• 2019

Purpose: This study aimed to investigate perception of patient safety culture, incident reporting, and safety care activities among clinical nurses and to identify factors associated with the safety care activities. Methods: Structured questionnaires were used to collect data from 155 nurses who were involved in direct patient-care. Results: Descriptive statistical anaylses revealed that the mean score of patient safety culture was $3.26{\pm}0.32$ and $4.19{\pm}0.41$ was for the safety care activities. In incident reporting, reporting intention ($3.56{\pm}0.68$), belief in improvement ($3.42{\pm}0.60$), worry about appraisal ($3.37{\pm}0.65$) and reporting knowledge ($3.36{\pm}0.72$) respectively. Correlational analyses showed that perceived patient safety culture (r=.36), reporting intention (r=.34), belief in improvement (r=.32), and the knowledge (r=.38) in incident reporting were positively correlated with safety care activities, while the worry about appraisal in incident reporting attitude was negatively correlated. The factors associated with safety care activities were incident reporting knowledge (${\beta}=.31$, p<.001), supervisor/managers' attitudes toward patient safety culture (${\beta}=.29$, p<.001), belief in improvement of incident reporting attitude (${\beta}=.16$, p=.041). Conclusion: These results suggest that to improve safety care activities among hospital nurses, it is necessary to educate nurses on incident reporting. Also, a system-level approach is needed to support leadership in patient safety and to provide positive feedback on incident reporting.

• 한국프랜차이즈경영연구
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• 제11권4호
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• pp.7-15
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• 2020

Purpose: The purpose of this study is to clarify the role of decoupling between job characteristics, innovation behavior, and innovation resistance in order to seek ways for companies to survive and grow continuously through innovation activities in various uncertain situations. Research design, data and methodology: A total of 263 valid questionnaires were collected and used for analysis for employees working at the company. For the analysis, simple and multiple regression analysis, and 3-step mediated regression analysis were conducted using SPSS 24.0 and AMOS 24.0. Results: First, it was found that skill variety, task identity, autonomy, and feedback increase decoupling, and decoupling increases innovation resistance. In addition, it was confirmed that decoupling had a mediating effect between job characteristics and innovation resistance excluding task significance. Finally, it was found that task significance and feedback increase innovation behavior, and decoupling and task identity increase innovation resistance, but feedback can alleviate innovation resistance. Conclusions: As a result of the analysis, the fact that job characteristics excluding task importance have a positive effect on decoupling means that there are two sides of job characteristics perceived by employees. In other words, it means that the results of analysis on the jobs that the company assigns to its members may not be effective. In addition, decoupling, a phenomenon that seems to be accepting on the outside, but perceives that it is negative on the inside, means that there is a possibility to reject innovation. Therefore, prior to carrying out innovation activities, companies should give clear job specifications and meanings for the job and give them autonomy when assigning jobs to their members. In order to provide appropriate feedback, the company must design, operate, and provide feedback. It was found that there was a need to review the overall effectiveness. In addition, efforts such as strengthening corporate-level fairness, maintaining psychological contracts, and realizing authentic leadership should be preceded to reduce decoupling.

• 문화기술의 융합
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• 제8권4호
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• pp.289-296
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• 2022

이 연구의 목적은 S 대학교 교양필수과목 중 하나인 교양과 인성 수업에 나타난 학생들의 반응과 자기 이해를 살펴보는데 목적을 두었다. 연구 결과는 다음과 같다. 첫째, 이 수업에서 학생들의 긍정적인 변화에 미친 영향 정도는 5단계 리커트 척도를 사용하여 보통 이상의 높은 단계의 반응이 나타났다. 특히 연구자가 실시한 영화 토의 결과 만족도는 매우 높게 나타났다. 둘째, 그림 검사 분석 결과 스트레스와 자원 척도를 통한 대처 능력의 변화가 학생들에게 나타났으며, 학생들은 자신의 마음을 들여다봄으로써 자신을 이해할 수 있는 기회가 되었다. 본 연구는 문학과 예술, 그리고 영상 등을 통해 학생들의 인성을 함양하고 토의를 통해 책임감, 리더십, 협동심, 배려, 소통, 공감 등 세계 시민으로서의 자질을 함양할 수 있는 수업 예시를 제시하였다.

• Safety and Health at Work
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• 제13권4호
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• pp.394-400
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• 2022

Background: Impacts of exposure are generally monitored and recorded after injuries or illness occur. Yet, absence of conventional after-the-effect impacts (i.e., lagging indicators), tend to focus on physical health and injuries, and fail to inform if workers are not exposed to safety and health hazards. In contrast to lagging indicators, leading indicators are proactive, preventive, and predictive indexes that offer insights how effective safety and health. The present study is to validate an extended Voluntary Protection Programs (VPP) that consists of six leading indicators. Methods: Questionnaires were distributed to 13 organizations (response rate = 93.1%, 1,439 responses) in Taiwan. Cronbach α, multiple linear regression and canonical correlation were used to test the reliability of the extended Voluntary Protection Programs (VPP) which consists of six leading indicators (safe climate, transformational leadership, organizational justice, organizational support, hazard prevention and control, and training). Criteria-related validation strategy was applied to examine relationships of six leading indicators with six criteria (perceived health, burnout, depression, job satisfaction, job performance, and life satisfaction). Results: The results showed that the Cronbach's α of six leading indicators ranged from 0.87 to 0.92. The canonical correlation analysis indicated a positive correlation between the six leading indicators and criteria (1st canonical function: correlation = 0.647, square correlation = 0.419, p < 0.001). Conclusions: The present study validates the extended VPP framework that focuses on promoting safety and physical and mental health. Results further provides applications of the extended VPP framework to promote workers' safety and health.

• 한국식생활문화학회지
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• 제22권2호
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• pp.191-200
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• 2007

This study was designed to investigate the correlation between perceived TQM performance and organizational culture of dietitians. The objective of the study is to help the management of foodservice by providing a direction which will elevate perceived TQM performance of dietitians and presenting plans which will ensure effective dietitians. Questionnaires handed out to 308 dietitians worked in institutional foodservice operation including elementary, middle and high schools, hospitals, business and industries. In terms of TQM importance and performance, the more important dietitians perceived, the higher their performance level rose. Data form the IPA, external and internal customer satisfaction, executive ability, communication system and technology, information technology and application ability, food process, strategy, and leadership were required further improvement by dietitians. Of present organizational culture model, human relations model and open systems model were more likely to be adopted by dietitians in middle and high schools. According to the type of foodservice management, the open systems model was more preferred by dietitians from self-operated operations rather than respondents from contracted operations. Canonical correlation analysis between TQM performance and organizational culture showed canonical correlation to be higher (canonical correlations coefficient: .66). In conclusion, TQM performance-organizational culture showed higher canonical correlation. In the organizational culture, foodservice operation is capable of improving the aims for the rational goal model and the open systems model. The results showed that TQM performance and organizational culture had significant relationship, especially positive organizational culture emphasizing on internal process and rational goal model would have influence on TQM performance of dietitians. Foodservice operation, however, should recognize importance of open and development culture to improve dietitians' TQM performance. To apply open system foodservice organization should encourage dietitian and foodservice employees to challenge and compete for the works, Moreover, organizational effort such as information exchange program and support system should be established.

• 한국심리학회지 : 문화 및 사회문제
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• 제15권1호
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• pp.29-47
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• 2009

본 연구는 청소년의 행복과 또래 관계 형성의 관련성을 검토했다. 이를 위해서 총 241명의 중학교 1학년 학생들을 대상으로 급우 관계가 형성되기 전인 1학기 초에 행복 수준(주관적 안녕감, 심리적 안녕감, 자기존중감, 낙관주의)을 측정했다. 그리고 4개월이 지난 후 인기도와 사회적 행동을 자기보고 및 또래 평가 방식으로 측정했다. 학기 초 행복 수준과 그 이후 형성된 또래 관계의 관련성을 검토했을 때, 초기 행복 수준은 4개월 이후의 긍정적인 자기 지각 및 또래로부터의 사랑과 인정과 관련이 있었다. 구체적으로 학기 초에 행복했던 남학생은 또래로 부터 좋아하는 친구로 지명되었고, 초기 행복 수준이 높았던 여학생은 창의력이 있고 남을 돕는 친구로 지명되었다. 또한 행복한 남녀 청소년은 스스로를 사회성과 리더십이 높고 또래들에게 인기가 있다고 평가했다. 이러한 결과는 행복이 바람직하고 긍정적인 사회적 관계 형성과 관련이 있음을 시사한다.