• The Journal of Korean Physical Therapy
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• 제27권4호
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• pp.201-206
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• 2015

Purpose: This study was conducted in order to understand the influence of professionalism on job satisfaction and job performance of the physical therapist. Methods: Subjects were 148 physical therapists. We conducted a questionnaire survey on professionalism, job satisfaction, and job performance. Professionalism questions were 'Compliance of professional organization', 'Beliefs about public service', 'Autonomy', 'Beliefs about self-regulation', and 'Vocation awareness of the profession'. A regression analysis was then performed. Results: The subjects' average score for professionalism was $3.18{\pm}0.31$ points. The lowest score for satisfaction was observed for 'Compliance of professional organization'. Professionalism had an effect on job satisfaction. 'Vocation awareness of the profession (${\beta}=0.44$, p<0.001)', 'Beliefs about public service (${\beta}=0.25$, p<0.01)', and 'Autonomy (${\beta}=0.17$, p<0.05)' had an effect on job satisfaction. R square=0.46 (adjusted R square=0.45). Professionalism had an effect on job performance. 'Autonomy (${\beta}=0.29$), p<0.001)', 'Vocation awareness of the profession (${\beta}=0.22$, p<0.05)', and 'Beliefs about self-regulation (${\beta}=0.18$, p<0.05)' had an effect on job performance. R square=0.25 (adjusted R square=0.22). Conclusion: The results of this study indicate that in order to improve job satisfaction and job performance, it is necessary to improve professionalism. Therefore physical therapists should improve their professionalism ('Compliance of professional organization', 'Beliefs about public service', 'Autonomy', 'Beliefs about self-regulation', and 'Vocation awareness of the profession') in order to improve their job satisfaction and job performance. In addition, research to improve professionalism of the physical therapist should be continued.

• 한국컴퓨터정보학회논문지
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• 제13권6호
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• pp.137-145
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• 2008

대형 무선 센서 네트워크(WSNs)는 일반적으로 수백에서 수천 개의 센서 노드들로 구성되어 있다. 이러한 대형 WSNs는 비용 및 에너지를 고려한 에너지 효율성뿐만 아니라 네트워크의 유지 및 관리가 요구된다. 사용자는 효율적인 시스템을 통해서 사용자 수준의 센싱 서비스 품질을 제공받을 수 있어야 한다. 이 네트워크에서 사용자에게 제공되는 결과 데이터의 품질은 이벤트 검출에 관련된 센서들의 개수가 결정적인 역할을 한다. 그러므로 사용자 요구 품질에 적합한 QoS를 제공할 수 있는 네트워크 프로토콜은 일부 센서 노드들에서 에러가 발생하더라고 전체 시스템 성능에 영향을 주지 않으면서, 동시에 에너지 소비가 최소화되도록 설계되어야 한다. 본 논문에서 제안된 프로토콜은 LEACH(Low Energy Adaptive Clustering Hierarchy) 프로토콜을 기반으로 하며, 지속적인 감시가 요구되는 대형 네트워크에 적합한 역할 기반의 자가 구성 프로토콜을 제안하였다.

• 한국산학기술학회논문지
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• 제16권9호
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• pp.6260-6268
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• 2015

상이한 망이 공존하는 LTE-Advanced에서 기존 음성 서비스에 적용된 절차적이고 정적인 제어방식으로는 서비스 연속성을 효과적으로 지원하는 것은 현실적으로 어렵다고 여겨진다. 본 논문에서는 SON를 기반으로 서비스 연속성을 효과적으로 지원하기 위한 서비스 자기-조직화를 제시하고자 한다. SON을 통하여 가입자 단말기는 자신의 현재 상태 및 주변 기지국 정보를 수집하고, 기지국은 내부 및 인접한 기지국 모니터링으로 수집된 정보를 통하여, 관련 제어 데이터를 공유하고 이를 종합 분석하여 서비스 연속성을 자체적으로 조절/제어하는 방법을 제안한다. 서비스 자기-조직화는 단말기 및 기지국의 상태 정보 변화에 따라 관련 기능(여기서 기능은 ISHO, 셀 선정, 자원 할당, 부하 제어, QoS 매핑 등을 의미함)의 설정을 동적으로 제어하고, 각각의 기능들이 변화에 적응하여 조정되고 재구성하는 과정을 주고받으면서 각 기능들이 상호 작용하게 된다. 이러한 동작들이 서비스 자기-조직화를 통하여 서비스 연속성을 만족시키는 방향으로 이루어진다. 자원 이용률과 outage 확률을 성능척도로 하여 수행된 시뮬레이션 결과에 의하면 제안된 방안은 기존 방안에 비하여 더 우수한 성능을 가짐이 확인된다.

• Journal of Korea Trade
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• 제27권4호
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• pp.19-44
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• 2023

Purpose - This study examines the relationships between leader-member exchange (LMX), perceived fit, organization-based self-esteem (OBSE), corporate citizenship, work engagement, and employees' negative word-of-mouth (NWOM). In particular, it analyzes the effect of the interaction between LMX and corporate citizenship on OBSE, and the effect of the interaction between perceived fit and corporate citizenship on OBSE. Finally, this study analyzes moderated mediation by legal/ethical citizenship and philanthropic citizenship, and work engagement in the LMX-NWOM relationship and the perceived fit-NWOM relationship, respectively. Design/methodology - The research data were collected through a questionnaire from 293 employees working at 117 restaurant companies in Korea. Findings - The results were as follows. First, both LMX and perceived fit were negatively related to employees' NWOM. Second, both LMX and perceived fit were positively related to OBSE. Third, OBSE was negatively related to employees' NWOM. Fourth, legal/ethical citizenship and philanthropic citizenship were found to attenuate the positive (+) relationship between perceived fit and OBSE, respectively. Fifth, it was found that work engagement weakened the negative (-) relationship between OBSE and NWOM. Finally, OBSE was found to have a partial mediating effect moderated by corporate citizenship (legal/ethical citizenship and philanthropic citizenship) and work engagement in the relationship between perceived fit and NWOM. Originality/value - This study makes a theoretical contribution by expanding the mechanisms associated with LMX and NWOM by revealing the mediating effect of OBSE in their relationship. Additionally, this study makes a theoretical contribution in that it demonstrates the importance of enhancing legal and ethical citizenship and philanthropic citizenship by revealing the moderating effect of corporate citizenship in the relationship between perceived fit and OBSEE. Finally, it makes a theoretical contribution by suggesting that the interaction between work engagement and OBSE is important in reducing employees' NWOM by revealing the moderating effect of work engagement.

• 한국식생활문화학회지
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• 제23권2호
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• pp.139-151
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• 2008

The purpose of this study was to determine the empirical cause-effect relationships among business ethical values and person-organization fit, job satisfaction, turnover intent, and organizational performance within family restaurants and feeding facilities. Self-administered questionnaires were completed by 459 restaurant employees. The SPSS and Amos programs were then applied to the data to perform frequency, factor, reliability, correlation and SEM analyses. The primary results are as follows. First, business ethical values had a significant positive effect on person-organization fit. Second, person-organization fit had a significant positive effect on job satisfaction, and a significant negative effect on turnover intent. Third, job satisfaction had a significant positive effect, and turnover intent had a significant negative effect, on organizational performance. Finally, upon verifying the possible direct and indirect effects of business ethical values within family restaurants and feeding facilities, it was determined that the ethical values had significant direct and indirect effects on person-organization fit, job satisfaction, turnover intent, and organizational performance. These findings have various implications. For example, an improved in-house ethical working environment leads to greaterperson-organization fit, and having employees that feel there is better in-house ethical reliability leads to greater consistency between personal and organizational values, resulting in higher job satisfaction and ultimately organizational performance.

• 보건의료산업학회지
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• 제7권4호
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• pp.259-272
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• 2013

The purpose of this study is to examine the effects of self-leadership and self-efficacy on organizational performance, or more specifically, job satisfaction, organizational concentration and organizational citizenship behavior and then the effects of hospital organization members' job attitude on organizational performance, helping strengthen capability that individuals of the members have and ultimately improve that performance. Findings of the study can be summarized as follows. First, self-leadership has statistically significant effects on organizational citizenship behavior. Second, self-leadership has statistically significant influences on self-effectiveness, especially job satisfaction and organizational concentration. Third, how self-efficacy influences organizational effectiveness was examined to find that self-efficacy has significant effects on organizational concentration, but not on job satisfaction. Fourth, self-efficacy has no effect on organizational citizenship behavior. Fifth, how organizational effectiveness influences organizational citizenship behavior was investigated to find that effectiveness has statistically significant effects on organizational concentration, but not on job satisfaction.

• 한국사회복지학
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• 제47권
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• pp.334-368
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• 2001

The purpose of this study is to apply to the phenomenological self-evaluation method in the social welfare agency. It means that the phenomenological self-evaluation method accepts "the reality" which occurs in the social welfare setting, and functions for the social worker to play dual role of practitioner-evaluator. This paper examines two dimensions of social work evaluation theory and practice. Firstly, this study is to investigate a trend of evaluation in social work setting, and seeks theoretical aspect of phenomenological self-evaluation method, with emphasis on the strength and limit of the positivism evaluation methods. Although qualitative evaluation was suggested to make an alternative to the positivism by qualitative researchers, they did not suggest the specific methods and roles of the practitioner-evaluator. In this study, two directions of the phenomenological self-evaluation method are suggested to overcome the limitations. which are "environment-relation self-evaluation" and "program-oriented self-evaluation". Secondly, the result of phenomenological self-evaluation studies for the social welfare community center program and organization in kangnam district from June, 1994 (Program-oriented self-evaluation) to march, 2000 (Environment-relation self-evaluation) are presented. the phenomenological self-evaluation study showed the expected outcome such as; reflective self-training, making a practice knowledge, enhancing service quality, and reinforcing the identity of social welfare profession.

• 동양고전연구
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• 제49호
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• pp.7-38
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• 2012

본 연구는 여헌의 "역학도설"이 사실은 위기지학(爲己之學)의 전통을 계승하는 동시에 그것을 강화하고 발전시키는 저술이라는 점을 논증한 것이다. 그 논증의 방식은 공자로부터 송대로 이어지는 위기지학의 개념화 과정, 그리고 특히 남송 시대의 주희와 그의 문인들에 의하여 시도된 위기지학의 체계화 과정을 논하고, 그것을 바탕으로 여헌의 "역학도설"이 그러한 위기지학 전통의 계승과 발전이라는 맥락에서 이루어진 것임을 밝히는 것이었다. 위기지학은 공자 이래로 유학의 맥락에서 유학적 진실을 지키기 위해서 개발하고 전승하면서 체계화하여 온 실학적 방법론이라는 관점을 채택하였고, 여헌의 "역학도설"은 바로 이러한 실학적 방법론을 발전시켜서 더 실현력이 높은 방법론으로 발전시킨 것이라는 관점을 취한 것이 본 연구이다. 특히 그가 "역학도설"에서 성현의 사업 내지 우주 사업을 강조하는 것이 바로 그렇게 볼 수 있는 점이다. 이러한 논의는 아직까지 위기지학에 관한 연구가 본격화되지 않은 상태에서 이루어진 것이므로, 더 많은 구체적이고 상세한 논의를 필요로 하는 것이다. 그럼에도 불구하고 본 연구를 통해서 제시하고자 했던 여헌의 "역학도설"의 저술적 지향성이나 학문적 내용의 특성에 대해서는 기존의 연구들이 주로 역학이라는 경학적 분야에서 이루어진 성과라는 사실에 초점을 맞추었던 것과 차별화된 관점을 제시하는 데에는 작은 기여를 하였다고 생각된다. 여헌의 "역학도설"은 따라서 역학의 원리와 체제에 근거하여 설계한 위기지학의 교과서로서의 성향과 구도를 두드러지게 갖추고 있는 저술이다. 중국 송대부터 이어지면서 발전해온 위기지학이 여헌의 단계에 이르러서 역학의 방식에 의하여 재구성되었다는 점에 중요한 발전이 있는 것이다. 즉 여헌의 "역학도설"은 경학과 위기지학을 통합하고, 비로소 경학의 지혜를 우주 사업의 역량으로 내면화하고 양성할 수 있는 체계적인 방법을 세웠다는 점에 의의가 있다. 이것은 중국의 송대의 유학자들이 위기지학의 중요성을 절감하면서도 경학의 숲에 매몰되어서 경학과 위기지학의 병행상태에 있었던 것과 다르다. 그리고 조선의 유학자들도 성학의 명칭을 사용한 저술로써 위기지학을 체계화하였지만 그것들이 입문의 방법을 제시하는 점에서는 과거 선유들의 언급을 되풀이하는 것과도 다르다. 여헌은 그가 터득한 역(易)의 이치와 그것을 다루는 역학(易學)의 이치(易簡)를 매우 간결하게 요약하였고, 동시에 천지의 도에 두루 통할 수 있도록 인간사의 다양한 과정과 변수들을 통괄하여 섭렵하고 통달할 수 있는 공부의 과정을 설계한 것이라고 판단된다. 그러한 의미에서 여헌의 "역학도설"이 위기지학의 전개과정에서 중국의 전통을 잘 발전시켜서 완결된 체계를 구성했다고 평가된다.

• 간호행정학회지
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• 제8권4호
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• pp.563-574
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• 2002

Purpose : This study was designed to compare importance of the types of leadership-followership combination in the nursing organization. Method : The subjects of this study were nurses working in the hospital. They were recruited 490 from three medical centers. Data were collected by using self-reported questionnaires from April 8th to 18th, 2002. Result : The results were as follows; 1) It appeared that the most important type of leadership-followership combination for job satisfaction in the nursing organization was the transformational leadership-effective follower, however the most important type of leadership-followership combination for organizational commitment was the transformational leadership-the conformist. 2) According to analysis of partial correlational coefficient to compare the importance of variables, the leadership-followership combination type was the more important than other variables: education, age, duration of job, religion, marriage. Conclusion : With these findings, it was found that the most proper type of leadership-followership combination in nursing organization was the transformational leadership-effective follower for job satisfaction and the transformational leadership-the conformist for organizational commitment. So these results will be used to develop a more effective staffing management strategies to improve the effectiveness of nursing organization.

• 임상간호연구
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• 제17권2호
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• pp.215-227
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• 2011

Purpose: This research was done to identify relationships among job stress, fatigue, job satisfaction, and commitment to organization in emergency department nurses. Methods: Research participants were 513 nurses who worked in the emergency department of 17 tertiary centers and 28 secondary hospitals. Data collection for this descriptive correlational study was done from May to July 2010 using self report questionnaires, and analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient with the SAS 9.2 program. Results: There were statistically significant differences in organizational commitment according to age, religion, total clinical experience, emergency department experience, current position, frequency of night shift, average sleep hours, wage level, numbers of beds in unit, and reason for working. A positive correlation was found between job stress and fatigue, and between job satisfaction and commitment to organization for the emergency department nurses and a negative correlation between job stress and Job satisfaction, and fatigue and Job satisfaction. Conclusion: Results of this research indicate that job stress in emergency department nurses was the principal variable affecting job satisfaction and commitment to organization along with fatigue. Appropriate stress management strategies based on identification of job stress for these nurses should lead to development of improved management of nursing manpower and a reduction in stress.