• 한국직업건강간호학회지
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• 제28권3호
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• pp.166-175
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• 2019

Purpose: The purpose of the study was to identify factors affecting the innovative behavior of military hospital personnel. Methods: The study involved the analysis of 146 structured questionnaires received from military hospital personnel in D city and S city. Data were collected from January 10 to February 9, 2019. The SPSS/WIN 24.0 program was used for data analysis, which included the t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson's correlation coefficient, and multiple regression analysis. Results: The multiple regression analysis showed that factors affecting innovative behavior of military hospital staff were the natural reward strategies of self-leadership, behavior-focused strategies of self-leadership, and organization-based psychological ownership ($R^2=.30$). Conclusion: The results suggest that to promote innovative behavior in military hospital staff, it is necessary to implement strategies that inspire self-leadership and psychological ownership.

• 의학교육논단
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• 제23권2호
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• pp.108-117
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• 2021

This study investigated medical students' perceptions of good jobs. We classified medical students' perceptions of good jobs and analyzed the characteristics of each type. The Q methodology was used to extract medical students' subjective thoughts. After extracting statements based on previous studies, 46 Q samples were selected. The P sample consisted of 40 medical students divided evenly by gender and grade. They performed a Q sort of the 46 Q sample questionnaire and the results were analyzed using the QUANL ver. 1.2 program. Very few consensus statements were found in the replies. We divided answers into four types, each of which was clearly distinguished: (1) quality of life-oriented jobs, (2) reward-oriented jobs, (3) service-oriented jobs, and (4) self-realization-oriented jobs. Medical students in type 1 prioritized quality of life equally at work and at home. Medical students in type 2 preferred high-paying jobs. Medical students in type 3 placed importance on serving others. Finally, medical students in type 4 viewed good jobs as involving learning and development. The types of jobs sought were classified according to individual students' values and subjectivity. Medical schools may use the results of this study as a basis for career guidance.

• 한국응급구조학회지
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• 제25권3호
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• pp.163-178
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• 2021

Purpose: This study explored a plan for improving the overall preventive activity of Korean Citizen-Corps-Active-in-Disaster (CAIND). Methods: The study used the documentary survey and the technical approach methods. This way, detailed information regarding civil anti-disaster organizations was found in scholarly monographs, specialty publications, and master's/doctoral dissertations. It further utilized the statistical yearbooks between 2015 and 2018 from the Korean Ministry of Public Administration, Security, and Fire Service, and the National Statistical Office, to discover practical problems through a statistical analysis. Volunteer activities being inherent, related issues were reviewed at the same time to for purposes of clarifying the characteristics of disaster prevention activity by CAIND. Results: The study provided four major suggestions for improvement. First, the quota management system of Korean CAIND considering the characteristics of rural areas should be supplemented. Second, the education and training systems of Korean CAIND should be established to satisfy regional conditions. Third, management members' readership competency in operating organizations, including that of the Korean CAIND captain in charge, should be strengthened. Fourth, the reward system for Korean CAIND activities should be improved. Conclusion: In the future, the results of this study are expected to be utilized as a basic data to develop Korean CAIND.

• 한국치위생학회지
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• 제9권4호
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• pp.864-873
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• 2009

Objectives : This study was to collect data about oral health to develop preschool children' oral health program. Methods : This research was from July 20th to August 20th, 2008 with self-administrated questionnaires by post and e-mail. The response rate was 57.6%(144 of 250). Results : 1. Daycare center provided fruit(64.6%), bread(56.9%), milk(82.6%), yoghurt(47.9%). daycare center tend to provide cariogenic snacks and drinks such as bread, yoghurt. 2. 73.6% of teachers said they reward children with sweets for good behavior. 3. Activities related to oral health was done in daycare center were : children brush their teeth with fluoride toothpaste(79.9%), catering staff receive the education about nutrition(79.2%), children participate in the activities and training related to food(78.5%), using sugary food at a birthday party(77.3%), annual dental health check-up by a dentist(65.3%). 4. The percentages of guiding principles based on documentation in the topic of the oral health were : coping with a situation where a child injured his or her teeth(76.4%), annual dental health checkup by a dentist(72.2%), teachers supervise children's tooth brushing using a fluoride toothpaste(70.8%). 5. Documented guide or course for oral health includes the following; training for coping with tooth damage(76.4%), annual dental health check-up(72.2%), and coaching children to brush their teeth with toothpaste that contains fluoride(70.8%). Conclusions : It is believed that for better children's oral healthcare, childcare teacher should be given a range of in-depth oral health program. Furthermore, through detailed analysis on the documented guide of oral health, cooperation from the associated organization will be required to have the guide placed at the childcare center.

• 한국콘텐츠학회논문지
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• 제13권9호
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• pp.216-226
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• 2013

본 연구는 노인일자리사업 참여자의 셀프리더십과 임파워먼트가 직무만족을 매개로 하여 직무성과에 미치는 영향을 검증하기 위해 수행되었다. 연구대상은 광주, 전남, 전북, 제주지역 노인일자리사업 참여자로 총 158부가 분석에 사용되었다. 연구결과를 도출하기 위해 SPSS Version 12.0 프로그램을 사용하였으며, 각 변수에 대한 요인분석과 신뢰도 검증을 실시하였고, 가설검증을 위해 회귀분석을 실시하였다. 연구결과, 노인일자리사업 참여자의 셀프리더십과 임파워먼트가 직무만족의 매개효과를 통해 직무성과가 극대화 된다고 나타났다. 이를 위해 노인일자리사업 참여자의 자연적보상전략과 의미성, 역량, 영향력 강화 방안을 제시하였다.

• 한국간호교육학회지
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• 제16권2호
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• pp.213-221
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• 2010

Purpose: The purpose of this study was to investigate the perception of nursing student's preceptorship and to compare the perception on the readiness of clinical competence between nurse preceptors and senior-level nursing students. Method: Data was collected with self-administered questionnaires and analyzed by descriptive statistics and t-test. Study participants were 65 preceptors in one university hospital and 59 nursing students in the same university. Result: The knowledge and satisfaction about preceptorship in the nurse preceptor was 2.66 and 2.70 out of 5. Most of the preceptors (70%) agreed to the students preceptorship program even though the intention to be a preceptor was very low (14.1%). They responded that the merits of student preceptorship were self-development (29.7%) and knowledge acquisition (29.7%), whereas the disadvantages were increased workload (67.2%) and increased stress (23.4%). Requested rewards were monetary reward (44.4%) and promotion (33.3%). In all areas of clinical competence readiness, students' perception score was higher than preceptors'. Conclusion: Nursing education must reexamine current approaches to clinical teaching and seek methods to better prepare future nurses. These findings may serve as a guide to create an ideal students preceptorship program to place a greater emphasis on the competencies desired for providing high quality nursing services.

• 한국산학기술학회논문지
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• 제20권7호
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• pp.61-67
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• 2019

본 연구의 목적은 간호대학생에게 영화를 활용한 셀프리더십 프로그램을 적용하고 셀프리더십, 임파워먼트, 자기 주도적 학습능력, 행복감에 미치는 효과를 확인하는 것이다. 연구참가자는 총 60명의 간호대학생으로 자료수집기간은 2017년 3월 7일부터 6월 13일까지이다. 데이터는 SPSS WIN 24.0 컴퓨터 프로그램을 이용하여 빈도, 백분율, 평균, 표준편차, paired t-test로 분석되었다. 셀프리더십 프로그램은 총 13차시로 구성되었고, 셀프 메니지먼트, 셀프 트레이닝, 셀프 브랜딩에 대한 내용으로 14편의 영화가 활용되었다. 간호대학생의 셀프리더십은 교육 후 유의하게 증가하였다(t=-4.38, p<.001). 세부항목으로, 행동중심적 전략, 자연보상적 전략 및 건설적 사고전략가 모두 유의하였다. 임파워먼트도 교육 후 유의하게 증가하였고(t=-5.83, p<.001), 개인적능력, 집단인식 및 자기결정도 모두 유의하였다. 자기주도적 학습능력도 교육 후 높았고(t=-3.31, p=.002), 학습계획과 학습실행이 유의하였다. 더불어, 간호대학생의 행복감도 교육 후 유의하게 높았다(t=-4.49,p<.001). 본 연구결과, 영화를 활용한 셀프리더십 프로그램은 간호대학생의 셀프리더십, 임파워먼트, 자기주도 학습능력 및 행복감을 향상시킬 수 있으므로 향후 교육중재로 유용하게 활동이 될 수 있을 것이다.

• 디지털융복합연구
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• 제16권8호
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• pp.373-380
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• 2018

본 연구는 초등학교의 표현활동수업에서의 교수행동유형이 몰입 및 유능감에 미치는 영향을 알아보는데 목적이 있다. 본 연구에서는 B광역시 소재 초등학생을 모집단으로 선정하였다. 연구 설계에 준하여 비확률 표본추출방법 중의 하나인 편의표본추출법을 사용하여 표본을 추출하였다. 총 300부를 배포하여 280부를 회수하였고 응답이 불성실하거나 적합하지 않은 자료를 제외하고 216부를 최종분석에 사용하였다. 자료처리는 Window용 SPSS 통계 Package 22.0 Version을 이용하여 빈도분석, 탐색적 요인분석, 신뢰도 분석, 상관관계 분석 및 다중회귀분석을 실시하였다. 결과는 다음과 같다. 첫째, 교수행동유형의 하위요인인 지시형, 권위형, 민주형, 보상형 모두 몰입에 유의한 것으로 나타났다. 둘째, 교수행동유형의 하위요인인 민주형, 보상형은 유능감에 유의한 것으로 나타났으나, 지시형, 권위형은 유의하지 않은 것으로 나타났다. 셋째, 몰입은 유능감에 유의한 것으로 나타났다.

• 대한간호학회지
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• 제27권1호
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• pp.228-241
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• 1997

Today's healthcare environment is changing, driven by demographic, environmental, social, political and technological forces. These rapidly changing healthcare environment and increasingly professional nursing practice indicate that identifying leadership characteristic of nursing leaders and executives is a vital importance in today's time and also mandate innovative leadership for nursing service. Therefore, the purpose of this study is to examined the transformational, transactional leadership styles of the Nurse Administrators. Also described are the relationships between these leadership styles and the job satisfaction. the organizational commitment of their subordinates. The sample consisted of sixteen mid-level nurse administrators, fifty head nurses and one hundred aid fifty-three staff nurses of 4 public & private University Hospitals and 1 General Hospital. Data for this study was collected from Sep. 20 to Oct. 5 by Questionnaire(Bass' MLQ, Job Satisfaction scale developed by Paula(1978), Organizational Commitment scale by Peter et at(1979). The data was analyzed by frequency, percentage, one-way ANOVA, Pearson's Correlation Coefficient with SPSS PC/sup ＋/ program. Major findings are as follows : Appropriate one-way ANOVA tests revealed that the differences for transformational and transactional leadership styles of nurse executives. mid-level nurse administrators, head nurses as perceived by their immediate subordinates were statistically significant(P<.05), The scores of transformational and contingent reward behaviors were declined of the mid-level nurse administrators, nurse executives. The transactional scores of nurse administrators were lower than trans- formational ones, which is a desirable findings. The result of this study, the head nurses were perceived as the highest transformational leader by their subordinates, and second was the mid-level nurse administrators. The nurse executives received the lowest transformational leadership scores from their subordinates. These results were opposit to the previous studies. And significant positive correlations were founded between transformational leadership including charisma, intellectual stimulation, individual consideration and contingent reward of nurse administrators and the job satisfaction, the organizational commitment of their subordinates. From the data, it can be concluded that transformational leadership style of nurse administrators promotes the job satisfaction, the organizational commitment of thier staff nurses. Therefore leader looks for potential motives in subordinates, seeks to satisfy higher need, and engages the full person of the subordinate resulting in a relationship of mutual stimulation and elevation.

• 한국벤처창업학회:학술대회논문집
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• 한국벤처창업학회 2007년도 추계학술대회
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• pp.111-140
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• 2007

본 논문은 공공기관의 사내벤처제도 개선방안에 대하여 분석하여 보았다. 연구방법은 문헌조사, 국내외 기업 사례조사 및 A공사의 사내벤처제도 운영실태에 대한 종업원의 설문조사와 인터뷰조사 방법을 사용하였다. 분석결과 A공사의 사내벤처제도 문제점은 다음과 같다. 첫째, 사내벤처제도에 대한 CEO의 강력한 추진의지와 이를 수행할 수 있는 조직분위기 형성의 지속성이 미흡하다. 둘째, 실제 사업을 수행할 종업원의 역량개발 노력이 부족하다. 셋째, 사업아이템 발굴 및 타당성 평가에 있어 종업원의 수용성과 객관성 제고가 필요하다. 넷째, 사내벤처팀의 성과측정을 위한 명확한 기준 및 측정시스템이 미흡하다. 다섯째, 성과에 비례한 보상이 제한적인 범위 내에서 이루어진다. 마지막으로, 사내벤처팀이 별도법인으로 분사 시 모기업의 지분 출자 및 자금지원이 이루어 지지 못하고 있다. 이러한 문제점에 대한 개선방안은 다음과 같다. 첫째, CEO의 강력하고도 일관성 있는 제도 후원 의지 천명과 함께 종업원들이 주도가 된 도전적이고 창의적인 조직문화의 확산이 필요하다. 둘째, 공사는 종업원의 역량제고를 위하여 창업관련 지식 및 개인의 역량개발 프로그램 제공과 이를 공유할 수 있는 정보공유 시스템을 갖추어야 한다. 셋째, 사업아이템 발굴 및 타당성 평가에 있어 외부 전문가의 컨설팅 제공 및 타당성 평가결과에 대한 명확한 feed-back을 통하여 수용성 제고와 함께 종업원의 참여의지를 제고하여야 한다. 넷째, 사내벤처팀의 성과측정을 위하여 자율성과 독립성을 전제로 한 명확한 목표부여 및 벤처팀 특성에 맞는 세부 평가시스템을 마련하여야 한다. 다섯째, 사내벤처 참여자에 대하여 성과에 비례하는 보상을 강화하여 실질적인 동기부여가 될 수 있도록 하여야 한다. 마지막으로, A공사는 벤처사업에 대한 사후관리 강화 차원에서 기존의 기술개발과제 지원제도 활용 및 중소기업 창업투자조합 결성을 통하여 분사하는 사내벤처팀에 대한 지분 출자 및 자금지원을 할 수 있도록 하여야한다.