• 한국치위생학회지
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• 제12권4호
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• pp.771-780
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• 2012

Objectives : The purpose of the study was to explorer the extent to which the dental hygienist demand for higher education. Methods : This study was done using the statistical package for social sciences 12.0 (SPSS 12.0) for windows. The results was as followed. Results : Participation continuing education 42.3%, do not attend the continuing education 57.7%. General characteristics of respondents according to education after graduation, in recognition of the existence, winning less than five years if is the most was higher with 42.9%, to 50.5% in the current academic year graduated colleges is the most highly(p<0.05). Through continuing education, improve 'self-regard and identity' $3.12{\pm}.49$ was the highest. General characteristics of subjects with continuing education in accordance with the highest satisfaction of the relevant item 'future work areas hope' has been investigated(p<0.05). Conclusions : Dental hygienists as one of professionals taking responsibility and duties on oral health need to make effort to satisfy. While they show infinite ability, possible as they can and overcome given environment and situation.

• The Journal of Asian Finance, Economics and Business
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• 제8권5호
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• pp.987-1000
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• 2021

The concept of 'Employer branding' (EB) - one effective and sustainable strategy to attract and retain talent - has received a lot of attention from researchers and business managers. This concept becomes more meaningful when the 'war of talent' takes place in an extremely fierce manner in Vietnam as well as around the world. However, this concept is rather new; as a result, many points related to 'EB' scales should be improved, especially in Vietnamese context. Therefore, this study focuses on developing and confirming the EB scale in the context of Vietnam. Based on EB theory, this research applies the mixed research method: qualitative methods (expert interview and group discussion) and quantitative method (questionnaire survey of 937 respondents). EB is demonstrated to be a quadratic concept, consisting of the following 10 dimensions: Corporate social responsibility (CSR), Promotion (PRO), Work-Life Balance Satisfaction (WLSA), Education (EDU), Behavior-based Family interference with work (WLBE), Travel opportunities (TRA), Time-based work interference with family (WLTI), Teamwork (GRO), Supporting (SUP), and Strain-based family interference with work (WLST) with 58 observed variables. Based on the survey towards the employees in enterprises and organizations in Vietnam, the analysis results affirm that this scale ensures efficiency, reliability, unidirectionality and convergent values.

• 가정과삶의질연구
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• 제35권1호
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• pp.107-124
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• 2017

Consumer citizenship is essential for better market and economy, and social capital plays an important role for raising consumer citizenship. This study explored the types of social capital developed on social media, and investigated the relationship between consumer citizenship of college students and social capital. Using data from 263 undergraduate students currently using social media, K-mean cluster analysis, one-way ANOVA, Duncan's multiple range test, chi-squared test, and multiple regression analysis were conducted. The major results were as follows. First, four types of social capital on social media were identified: mediocre social capital, instrumental-centered social capital, weak social capital, and strong social capital. Second, socio-demographic characteristics variables such as gender and work experience showed significant difference by type of social capital through social media. In addition, the most used social media and time for using social media variables showed significant difference by type of social capital through social media. Third, controlling for socio-demographic characteristics and social media usage pattern, the types of social capital had a significant effect on consumer citizenship. Based on the results, the implications for consumer education to develop consumer citizenship were suggested.

• 한국콘텐츠학회논문지
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• 제11권12호
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• pp.475-485
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• 2011

본 연구는 사이버대생과 일반대생의 사회복지 현장실습성과와 전문직 정체성에 영향을 미치는 요인을 비교하여 현장실습의 질을 제고하기 위한 각 학교의 개입지점을 찾고자 한다. 연구결과, 사이버대생의 현장 실습성과가 일반대생보다 유의미하게 더 높게 나타났으며, 사이버대생의 현장실습성과에는 수퍼비전, 학교 요인이, 일반대생은 전공만족도, 수퍼비전과 학교요인이 영향을 미치는 요인으로 나타났다. 전문직 정체성에는 사이버대생의 경우 전공만족도, 수퍼비전, 학교요인이, 일반대생은 전공만족도, 수퍼비전이 영향을 미쳤다. 이에 실습 수퍼바이저는 분명한 역할과 체계적인 지도를 제공하고, 학교는 학생들의 전공만족도를 높이기 위한 노력과 함께 예비사회복지사로서의 자질을 향상시킬 수 있는 사전 사후실습지도가 필요하다.

• 한국직업건강간호학회지
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• 제28권4호
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• pp.242-252
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• 2019

Purpose: This study aimed to identify factors influencing depressive symptoms in public and private sector employees. Methods: Survey data on 23,602 workers who had worked in the public or private sector were obtained from the 2014 Korean Working Condition Survey (KWCS). Symptoms of depression were measured using the WHO-5 Well-being Index. Data were analyzed using a $x^2$ test, t-test, and multivariate stepwise logistic regression to determine the factors affecting the symptoms of depression. Results: First, the prevalence of depressive symptoms was 41.1 % in public sector employees and 43.4 % in private sector employees. Second, the factors commonly affecting depressive symptoms in public and private sector employees were residence area, cognitive demands, development opportunities, social support from colleagues, social support from supervisors, social community at work, job rewards, and work-family conflict. In addition, age, company size, atypical work, ergonomic risks, quantitative demands, emotional demands, influence, and job insecurity were found to be predictors of depressive symptoms unique to private sector employees. Conclusion: Mental health programs including the employee assistance program (EAP) should be developed and implemented after considering the risk factors affecting depressive symptoms.

• 사회복지연구
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• 제42권4호
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• pp.329-363
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• 2011

본 연구는 사회복지관의 사회복지사를 대상으로 기관의 조직풍토에 대한 지각 정도를 측정하고, 사회복지사가 지각한 조직풍토 수준이 전문성에 미치는 영향을 알아보는 것이다. 이를 위해서 사회복지관 사회복지사 570명의 자료를 위계적 회귀분석 등을 통해 분석하였다. 사회복지관의 조직풍토가 사회복지사의 전문성에 영향을 주고 있다고 나타난 연구결과는 복지관의 풍토(분위기)를 어떻게 조성하고 관리하느냐에 따라 사회복지사의 전문성이 향상되기도 하며, 혹은 그렇지 못하기도 한다는 것이다. 이러한 조직풍토는 궁극적으로는 클라이언트에게 제공되는 서비스의 질과도 연관된 중요한 요소이기도 하다. 따라서 사회복지관 실정에 맞는 긍정적인 조직풍토를 조성하고 관리하도록 사회복지사와 운영자 모두의 노력이 필요하다.

• 한국사회복지학
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• 제56권3호
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• pp.327-355
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• 2004

본 연구에서는 직접실천기관에서 실습을 이수한 재학생을 대상으로 실습지도 실태 및 실천수행능력에 영향을 미치는 요인을 조사하였다. 조사결과, 첫째, 수퍼비전 정도는 4점 척도에서 평균 2.6(표준편차 .5), 실천수행능력은 11점 척도에서 평균 56.7(표준편차 1.7)점으로 나타나, 모두 거의 중간수준으로 응답했으며, 수퍼비전 요인 가운데 이론과 실천의 통합에 대한 지도와 지지적인 사적 관계 형성 요인이, 그리고 실천수행능력 요인 가운데 개입기술 능력과 사례관리 능력 요인이 상대적으로 낮게 나타났다. 둘째, 수퍼비전과 실천수행능력의 요인들간의 상관관계는 모두 유의미한 것으로 나타났다. 셋째, 실천수행능력은 수퍼비전 요인 가운데서도 이론과 실천의 통합에 대한 지도가 많을수록, 기관 업무에 대한 지도가 많을수록, 학습계약에 대한 논의를 많이 하고 수퍼비전 시간이 많을수록 증가되는 것으로 나타났다. 이외에 실습생이 여성일 경우, 그리고 수퍼바이저의 수퍼바이저로서의 경력이 적을수록 실천수행능력이 높게 나타났다. 이러한 연구결과를 토대로 대학과 기관에서 협력하여 실습지도를 효과적으로 운영하기 위한 제언을 하였다. 또한 궁극적으로 사회복지 교육의 효과성을 제고하기 위한 연구 및 노력의 필요성을 제기하였다.

• 한국정책학회보
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• 제21권2호
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• pp.277-300
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• 2012

본 연구는 고령화사회에서 노인의 경제활동과 사회참여가 노인 개인뿐만 아니라, 지역 사회 및 국가 전체에 긍정적 파급효과를 미칠 수 있다는 전제를 바탕으로, 우리나라 노인의 경제활동과 사회참여에 대한 시간 배분의 패턴 및 그 변화를 통계청에서 조사한 1999년, 2004년, 2009년 『시간활용조사』를 통해 경험적으로 분석하고자 하였다. 시간 배분과 패턴에 대한 기술적 분석결과, 60-64세 노인의 유급노동 시간이 빠르게 감소하는 반면, 수동적 여가시간은 상대적으로 느리게 증가하는 것으로 나타났다. 그러나 적극적 여가활동만을 비교하면 사회기여적·대인관계 중심적인 여가활동이 감소하고, 자기계발 및 신체적·정신적 건강 증진을 목적으로 하는 개인중심적 여가활동은 증가하는 것으로 나타나, 경제활동 및 사회참여에 배분하는 시간이 전반적으로 감소하고 있는 것으로 나타났다. 이러한 경향은 1930년대 후반 출생집단에 비해 1940년대 후반 출생집단에서 강하게 나타났다. 이것은 노인의 경제활동과 사회참여를 필요로 하는 시대적 요구와 상반되는 것으로 정책적 대응이 필요함을 보여준다. 노인의 여가활동을 종속변수로 하는 토빗분석 결과, 개인중심적 여가활동에 소비하는 시간은 최근에 이를수록 증가해왔으며, 고학력 집단일수록 증가하는 것으로 나타났다.

• 가정과삶의질연구
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• 제9권2호
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• pp.171-190
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• 1991

This study focused on time use and the influencing factors of employed wives. Its aims are specified as follows.:1) to figure out the tendency of time use spent on a holiday and weekday by employed wives ; (2) to find out factors influencing the amount of time in each domain spent on each day. The samples were composed for 396 employed wives living in Seoul and Kwangju city who had the eldest child less than 18years old. were sampled based on their work kind, work status, and residential quarter. The results are as follows; 1) Employed wives spend 423 minutes a weekday, and 513 minutes a holiday on the sleep and 522 minutes(weekday ), 618 minutes (holiday) on the total Physiological time 599 minutes (weekday), 72 minutes(holiday) were devoted to the employed time. compared to 214 minutes. 395 minutes for the housework Finally 103 minutes and 349 minutes were assigned to leisure time. Compared with the research results in Japan and the United States, this shows large difference. Korean wives; work time is excessively too long while the time for leisure and psysiological time is too short, which means the life style of Korean wives ti too simple and monotonous. 2) Social demographic variables(such as work status, education, income, wive's relative income rate, family type. family number, the younger child's age, and etc. )and variables connected with employment (such as employed work time and employment motivation) significantly differentiate the time use. A wive with higher education, employment status, and income level, spends more time for the psysiological , leisure time, and manegerial housework time, while spending less time for work and physical housework.

• 대한가정학회지
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• 제48권9호
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• pp.79-87
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• 2010

The purpose of this study was to investigate whether employed mothers' extended working hours have effects on childcare style and work-family conflicts. The data came from the 2007 Korean Longitudinal Survey of Women and Family(KLoWF) of the Korean Women's Development Institute. 475 females with preschoolers or elementary-school children were used in this study. The major findings can be summarized as follows: (1) Weekly average working hours varied by education, salary, and the presence of preschoolers. (2) The time of childcare was significantly shorter in mothers who work more than 50 hours/week (3) Mothers who worked more than 50 hours/week felt significantly high work-family conflict. These analyses pointed to the importance of obeying the law related to working hours as the most important thing to sustain work-family balance. Institutional foundations should be enabled to keep legal working hours.