• 보건교육건강증진학회지
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• 제22권4호
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• pp.257-273
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• 2005

Objectives: The study was to analyse health educator system of Japan and to suggest some implications to certification system of health education specialist in Korea. Methods: A content analysis carried out for the study which is an establishment the central operating organization, and curriculum of health educator system of Japan. Related documents of Japanese Association of Health Education were reviewed and personnel of the central operating body was interviewed in 2005. Result: Major findings were as follows: 1. Health educators in Japan were trained and certified through a non governmental organization, named Health Educator Training Organization in cooperation with Japanese Society of Health Education and Promotion. 2. Certification system was developed by Japanese Society of Health Education and Promotion, and health educators were certified through fulfillment of professional training and examination administered by Health Educator Training Organization. 3. The professional training sessions were held twice a year and the credential should be renewed every five years. 4. The eligibility of participation in the professional training sessions and renewal requirement were defined in the regulations of Health Educator Training Organization. 5. There were two kinds of health educators in Japan. The first one was a practical health educator, and the other was a professional health educator. The training for a professional health educator was more intensive than the practical one and consigned to a graduate school designated by Health Educator Training Organization. Conclusion: Review of operating system, clarity of operating process, and the development of renewal system of health education specialist would be necessary for the improvement of certification system in Korea.

• 대한간호학회지
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• 제21권2호
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• pp.186-194
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• 1991

Nursing, a profession, continues its efforts founard professionalization. Attention to efficiency and effectiveness of its organizational system must be balances with that of maintaining quality of care. The wise use of personnel is of particular concern. The structure of nursing's administrative organization is very important, because most nursing services are delivered through an organization. Professional bureaucracy is recommended for the structure and managerial strategy of nursing's administrative organization, Specifically, considerable decision -making in their work should be transferred to the staff nurses who provicle professional nursing services in direct interaction with the public. The co -ordinative parameters of the system should be based on professional nursing knowledge. The premise required by this commitment would be built on the identification of nursing knowledge and intellectual and behavioral standard of nursing practice.

• 기술사
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• 제33권1호
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• pp.12-28
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• 2000

This paper presents several important status and strategic rotes for APEC Engineer Framework. Every technologies and engineering services are opened to the world and freely competed under WTO system after 1995. Most developed economics have been organized and coordinated each other within the common economic zone, such as EU, NAFTA for the mutual recognition agreement for professional engineers . Asia Pacific Economic Cooperation Engineers ( APEC Engineers) has been organizing to proceed the mutual recognition agreement for professional engineers among the Asia and Pacific economic including Korea from 1996. Therefore, Korean government and civil organization, such as KPEA must monitor and investigate the activities and managements of APEC Engineers.

• 한국사회복지학
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• 제48권
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• pp.271-301
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• 2002

This paper is to provide the legitimacy of the recruit system of professional social welfare workers in public sector with government by analyzing the evaluation results of the supervisors. In order to evaluate the public welfare workers recruit system, 500 supervisors are selected randomly from the universe of 2,880 supervisors working in the public welfare field. They are not a professional social worker, but an administrative supervisor in hierarchical structure. Among them 302 supervisors give their views on the recruit system, social welfare workers' job achievement, job attitude, ability, and professional values. They assess the workers' job achievement very positively, which are affected by job attitude, ability, and professional values. They agree that it is very valuable to exist the recruit system of professional social welfare workers in public sector, because it has contributed to increasing the workers' job achievement level in the public welfare field. This study concludes that it is successful to adopt the recruit system of social welfare workers in public sector, and suggests that the system be developed further in public welfare field. Besides, this paper insists that professional public welfare workers recognize that they are one of the members of the organization and they work together with administrative staffs.

• 기술사
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• 제33권6호
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• pp.87-92
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• 2000

As more and more companies pursue ISO 9000 certification, the adaptation of ISO 9000 has brought about some significant positive effects to domestic quality systems However, somenegative results occurred in domestic industries rushing to fulfill the requirements of these new quality systems. The primary objective of this research is to provide the efficient implemen tation process of ISO 9000 certification on the basis of total quality management concerning with ISO/ DIS 9000:2000, ISO/ DIS 9001:2000, ISO/DIS 9004:2000. this study has been conducted using the data collected from 325 Korean small and medium manufacturing companies which registered ISO 9000 certification in March 2000. The first, the adoption of a quality manage ment system needs to be a strategic decision of the organization. The design period of the adoption of a quality management system is influenced by the size of the organization, the products process, KS certification, the rate of management.

• 기술사
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• 제32권3호
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• pp.92-105
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• 1999

With the advent of the information age and the knowledge-based society, human resource development has become a key factor in determining a nation's competitiveness. And technological qualification systems have a direct and significant influence on human resource development. In order to guarantee Korea's continued development as a competitive member of the international community, it is demanded that a Korean Technology Qualification System (KTQS) is to accept international qualification criteria. This study was conducted in order to analysis current movements about the international mutual recognition of Professional Engineer and present problems for introducing APEC Engineer System to KTQS, and also recommend reasonable plans which overcome those. Under the WTO/GATS, the liberalization of trade in professional services will steadily increase. APEC activities to facilitate the portability of qualifications is considered complementary to the WTO movement. If the government attempts to introduce the APEC criteria for university degree requirements, university curriculum standards, programs for continuing professional developments(CPD), and practical, on-site experience. In the standpoints with the recent developments of APEC Engineer agreement on profession qualification, it is important to guarantee that Korean qualifications have a common, international currency. Measures have to be taken to harmonize the qualifications standards for Professional Engineer with those set out by the WTO/GATS movement. Also this will require an increase in the quality of university curriculum and an establishment of CPD. This process will be further enhanced by the organization of APEC Engineer Monitoring committee, Consisting of government officials, professional engineers and university professors. At this committee we can discuss the best strategies to keep our nation's interests.

• 한국조경학회지
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• 제27권5호
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• pp.25-37
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• 2000

The purpose of this case study is to provide the basic knowledge and the rationale for establishing the professional personnel position of Landscape Architecture(LA) in local Government of Korea o the basis of the characteristics and adoption system of professional personnel organization in comparison with the cases of Japan, the United States of America, and Germany. I have analyzed the case of Chonju City, Chollabuk-Do, recruited professional personnel of LA by using informal career position, to justify the needs and the division of professional Landscaping works of the city and to figure out drawbacks of the current adoption system of professional personnel in South Korea. In have found the following results that 1) City Mayor in Korean local Governments do not have the proper authorizing rights of recruiting the special personnels for performing urban policy, which is under controls of the Official Appointment Regulations, 2) because of no official position status for specialist in the fields of LA, the Chonju City had been recruited them as Urban Planner status through an informal process, 3) the section of Park and Urban Forestry was established under the control of Department of Culture and multimedia Industry, 4) the fields of specialized works of LA are defined as the work of ecopolis design and planning, biotope networking, ecological bridge and ecological restorations, and 5) the professional positions for LA should be established in Official Appointment Regulation for the urgent needs of local Government sin South Korea.

• 한국노년학
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• 제29권2호
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• pp.669-682
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• 2009

본 연구는 노인생활시설 사회복지사들의 직무 및 조직특성과 직무만족도의 관계에 있어서 전문직업적 정체성의 매개효과를 보고자 하였다. 연구를 위해 대구시 전체 노인생활시설 24개소에 근무하는 사회복지사 180명을 대상으로 자료를 수집하였다. 매개효과 검증을 위한 통계적 분석은 위계적 회귀분석 (Window SPSS 12.0)을 이용하였다. 연구 결과, 직무 및 조직특성, 전문직업적 정체성, 직무만족에 대한 대상자들의 인식은 직무만족(3.28±.63)이 가장 높았으며 전문직업적 정체성(3.23±.50), 직무특성(3.17±.49), 조직특성(3.17±.58)의 순으로 나타났다. 그리고 직무특성(β=.699, p<.001)과 조직특성(β=.871, p<.001)은 직무만족에 유의적인 영향을 미치는 변수로 확인되었다. 뿐만 아니라 전문직업적 정체성을 매개변수로 사용한 경우 직무만족에 대한 직무특성(β=.543, p<.001)과 조직특성(β=.773, p<.001)의 영향력이 감소되어 전문직업적 정체성의 부분적 매개효과를 확인할 수 있었다.

• 대한안전경영과학회지
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• 제5권3호
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• pp.81-98
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• 2003

In modern society, there are diverse sorts of VIPs including a king and individuals. Some like a king or president are in need of professional secret services, and others become VIPs by being guarded by a bodyguard company at their own request. The former is called a public guard, and the latter is a private one. In the field of the public guard, the nation should be furnished with a guard system in consideration of political circumstances to protect VIPs. That is, the parliamentary cabinet system and presidential system call for a different guard system, and the guard system's professional features vary to some degree with political situations and cultural climate. If the ultimate goal of guard is to protect the chief of the democratic and open state in a most efficient and safe manner, it's mandatorily necessary to set up a professional and specialized guard organization to provide democratic and efficient secret services. It's desired that the domestic presidential guard division should be staffed with not only expert guards but other personnels dispatched from the military and police. In the police, guard mission is splitted among various guard and security agencies, including the National Police Agency's public security bureau or the Seoul Metropolitan Police Agency's public security division, 101 security unit, mobile police and 22 special guard division. As a chain of command is separated and it's difficult to manage such organizations effectively, the National Police Agency should be exclusively in charge of VIP guard and security. In the area of private guard, the private police system has shared national security task as a middle organization between the private police and private guard. But now its intent has gradually weakened, and its mission should be redefined. In addition, the way people look at private guard should change, and they should be well informed that it could serve to prevent possible crimes, protect them against crimes and get rid of their inconveniences. To make a good impression on people, the guard associations and businesses should put their efforts into reinforcing publicity activities, and the government, academic circles and press should team up with them as well.

• 한국문헌정보학회지
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• 제25권
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• pp.343-388
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• 1993

The ability of any organization to innovate itself in a rapid change of environment means the existence of the organization. Innovative activity is achieved in different ways according to the objectives of organization. the characteristics of external environmental factors. and various attributes in organization. In the present study. all the existing approaches to the innovative nature of organization were synthetically compared to each other and evaluated: then. for a more rational approach. a research model was built and suggested by establishing the inclusive variables of the innovative nature of library organization and categorizing the types of such nature. Additionally. an empirical. analytical study on such a model was done. That is. paying regard to the fact that innovation has basically a close relation with the circumstantial factors of organization. synthetic, circumstantial relations were clarified. considering the external environmental factors and internal characteristics of organization. In the study. the innovation of library organization was seen in two parts i.e .. the feasible degree of technical innovation and the feasible degree of administrative innovation. Regarding the types of innovative implementation. according to the feasible degree of innovation, four types such as a stationary type. technic-oriented type, organization-oriented type. and technical-socio systematic type were classified. There were nine independent variables-i.e., the scale of organization. available resources of the organization, formalization, differentiation, specialization. decentralization, recognizant degree of the technical attribute. degree of response to the change of technical environment, and professional activities. There were three subordinate variables - i.e., technical innovation, administrative innovation. and the performance of organization. Through establishment of such variables, the factors which might influence the innovation of library organization were understood, and with the types of the innovative implementation of library organization being classified according to the feasible degree of innovation. the characteristics of library organization were reviewed in the light of each type. Also. the performance of library organization according to the types of the innovative implementation of library organization was analyzed. and the relations between the types of innovative implementation according to circumstantial variables and the performance of library organization were clarified. In order to clarify the adequacy of the research model in the methodology of empirical study, data were collected from 72 university libraries and 38 special libraries. and for a hypothetical test of the research model. an analysis of correlations, a stepwise regression analysis. and One Way ANOVA were utilized. The following are the major results or findings from the study 1) It appeared there is a trend that the bigger the scale of organization and available resources are, the more active the professional activity of the managerial class is, and the higher the recognizant degree of technical environment (recognizant degree of technical attributes and the degree of response t9 the change of technical environment) is, the higher the feasible degree of innovation becomes. 2) It appeared that among the variables influencing the feasible degree of technical innovation, the order from the variable influencing most was first, the recognizant degree of technical innovation: second, the available resources of organization: and third, professional activity. Regarding the variables influencing the feasible degree of administrative innovation from the most influential variable, it appeared they were the available resources of organization, the differentiation of organization. and the degree of response to the change of technical environment. 3) It appeared that the higher the educational level of the managerial class is, the more active the professional activity becomes. It seemed there is a trend that the group of library managers whose experience as a librarian was at the middle level(three years to six years of experience) was more active in research activity than the group of library managers whose experience as a librarian was at a higher level(more than ten years). Also, it appeared there is a trend that the lower the age of library managers is, the higher the recognizant degree of technical attributes becomes. and the group of library managers whose experience as a librarian was at the middle level (three years to six years of experience) recognized more affirmatively the technical aspect than the group of library managers whose experience as a librarian was at a higher level(more than 10 years). Also, it appeared that, when the activity of the professional association and research activity are active, the recognizant degree of technology becomes higher, and as a result. it influences the innovative nature of organization(the feasible degree of technical innovation and the feasible degree of administrative innovation). 4) As a result of the comparison and analysis of the characteristics of library organization according to the types of innovative implementation of library organization. it was indicated there is a trend that the larger the available resources of library organization, the higher the organic nature of organization such as differentiation. decentralization, etc., and the higher the level of the operation of system development, the more the type of the innovative implementation of library organization becomes the technical-socio systematic type which is higher both in the practical degrees of technical innovation and administrative innovation. 5) As a result of the comparison and analysis of the relations between the types of innovative implementation and the performance of organization, it appeared that the order from the highest performance of organization is the technical-socio systematic type, then the technic-oriented type, the organization­oriented type, and finally the stationary type which is lowest in such performance. That is, it demonstrated that, since the performance of library organization is highest in the library of the technical-socio systematic type while it is lowest in the library whose practical degrees in both technical innovation and administrative innovation are low, the performance of library organization differs significantly according to the types of innovative implementation of library organization. The present study has extracted the factors influencing innovation, classified systematically the types of innovative implementation, and inferred the synthetical, circumstantial correlations between the types and the performance of organization, and empirically inspected those factors. However, due to the present study's restrictive matters and the limit of the research design, results from the study should be more prudently interpreted. Also, the present study, as an investigative study of the types of innovative implementation, with few preceding studies, requires more complete hypothetical inference based on the results of the present study. In other words, if more systematical studies are given to understanding the relations, it will devote the suggestion and demonstration of a more useful theory.