• 한국직업건강간호학회지
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• 제13권1호
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• pp.5-18
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• 2004

This study aims to investigate the use state of the health service computerization system in the occupational nursing field and the occupational nursers' satisfaction level, and provide basic data to promote the development of the health service computerization system for the nursing field. For this study, a questionnaire was provided to 118 occupational nurses who belong to Busan and Gyeongnam branches of KAOHN(Korean Association of Occupational Health Nurses) for 2 months (from Dec. 1, 2002 to Jan. 31, 2003). A tool of Choi Yong-Heui(2000) was used to investigate the satisfaction level of using the health service computerization system. The collected materials were analyzed in real number and percentage, average and standard deviation, t-test and ANOVA by using the SPSS WIN 10.0 program. This study is summarized as follows: 1. The average age was $31.99{\pm}5.58$ old in this study. The married were 54.2%. Participants who graduated from a junior college was 76.9%. The average service period was $4.48{\pm}4.68$ years. In service types, 79.7% of participants served in a health care center. The average service period was $3.22{\pm}2.89$ years. The service place which had 1000 workers or more was 35.6%. 2. Only 20.3% of participants in this study had a computer use education. 3. The field who participants used mostly was communication/internet, $3.29{\pm}.85$ hours in average. 4. 97.1% of occupational fields had computers and peripheral devices: 71.4% in pentium computer, 42.8% in the hard disk capacity of 20-29GB, 60.0% in 15 inch monitors, 86.2% in printers, 18.1% in digital cameras, 12.4% in LAN, and 9.5% in scanners. 80.1% of the occupational fields which were objects of study could use communication. 5. The occupational fields which did not introduced the health service computerization system were 62.8%. The main cause was attributable to entrepreneurs' insufficient recognition 66.6%. 51.5% of the entrepreneurs did not have an introduction plan. 37.2% of participating companies had the health service computerization system. 56.4% of them introduced it since the year 2000. 81.6% of the introduction motivation aimed to the efficiency of health service. The most issue upon introduction was insufficient understanding of a person in charge - 25.6%. The in-house development of the system covered 56.4%. 61.5% of the participants accepted their demands from the first stage of development. The direct effect of computerization showed the increase of 25.9% in the quickness and continuity of service treatment, and 25.9% in the serviceability of statistical treatment. 6. 22.0% of the participants had a computerization system use education. 69.2% of them had a in-house education. An educational method by nurses who used the computerization system was 76.9%. 92.3% of the education was helpful for practical duties. 7. An analysis of the computer use by health service fields showed that the medicine management in a health management field was 15.9%. the work environment measuring management in a work environment filed was 32.9%. the employment. general and special examination management in a heal th management field was 61.1 %. the various reports management in an administrative field was 64%. the health education data preparation management in an educational field was 58.0%. and the medicine and expendables management in an equipment management field was 51.6%. An analysis of the computerization system use showed that the various statistical data manage in a health management field was 13.0%. the work environment measuring management in a health management field was 34.8%. the personal disease management in a health management field was 51.9%. the heal education data preparation management in an educational field was 54.5%. and the equipment management of health care centers in an equipment management field was 52.6%. 8. 31.6% of the participants wanted that health service computerization system would include the generals of health services. 42.4% of the participants thought that first of all. the aggressive interest and investment of employers were required to build the health service computerization system. 9. The participants' satisfaction level on the computerization system use was $3.51{\pm}.57$ points. An analysis by each factor showed $3.62{\pm}.68$ points in a service change factor. $3.15{\pm}.63$ points in a computer program use factor, and $3.45{\pm}.71$ points in a continuous computerization use factor. 10. An analysis of the computerization system use by general characteristics of participants showed that the married (p = .022) had the satisfaction level higher than the unmarried. 11. The satisfaction level of the computerization system use by participants' computer use ability tended to be higher in proportion to the increase of computer use abilities in spreadsheet (F=2.606. p=.048). presentation (F=3.62. p=.012) and communication/internet(F=2.885. p=.0321. Based on the study results mentioned above. I will suggest as follows : The nationwide enlargement and repetition study is required for occupational nurses who serve in occupational nursing fields. The computerization system in a health service field is inferior comparing with other fields. The computerization system standard by business types and characteristics should be prepared through employers's aggressive participation and national support. Therefore various statistical data which occurs in occupational fields will be managed systematically and efficiently. A regular and systematic computer education plan for occupational nurses in charge of health services in the filed is urgently required to efficiently manage and improve the health of on-site workers.

• 한국사회복지학
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• 제58권1호
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• pp.209-235
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• 2006

이 연구는 우리나라 사회복지사의 수행 직무 특성을 고찰하고 사회복지사 1급과 2,3급의 직무유형을 제시하기 위하여 911명의 사회복지사를 대상으로 직무의 수행 빈도와 직무수준을 조사하였고, 이 두 가지 요소를 함께 고려하여 1급과 2,3급의 직무를 유형화하였다. 사회복지사의 수행 직무 특성으로는 시설관리, 직접 서비스 제공, 접수, 문서관리 등 수준이 낮게 인식된 직무의 수행 빈도가 높은 반면, 인력관리, 기획 및 재정관리 등의 행정적 직무와 업무형성과 유지, 평가 및 종결 등 수준이 높게 인식된 직무의 수행 빈도는 낮게 나타났다. 직무유형에 대안 분석 결과, 85개의 요소업무 중 유형 I의 업무(1급 사회복지사의 수행업무)는 53개였으며, 유형IV의 업무(2,3급 사회복지사의 수행업무)는 11개로 분류되었다. 또한 1급이나 2,3급이 실천현장이나 분야의 특성에 따라 탄력적으로 수행할 수 있는 업무유형 II, III의 업무는 31개가 제시되었다. 이 연구는 사회복지사 급수별 직무를 제시함으로써, 직무 할당의 근거로 활용하고 그에 따른 전문적 서비스를 제공하기 위함인데, 직무 할당이 급수별로 보다 명확하게 이루어지기 위채서는 현행 사회복지사 자격 제도가 함께 정비되어져야 한다. 이 연구가 자격제도 정비의 근거로 활용되고, 책임 있는 사회복지서비스의 제공근거로 활용되길 바란다.

• 가정과삶의질연구
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• 제30권6호
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• pp.167-181
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• 2012

This study analyzed consumer's harsh complaining behaviors and firm's reactions toward consumers' harsh complaining behavior, and investigated the differences in the firms' reactions according to the characteristics of counselors and customer service centers. In addition, this study attempted to find a strategy and provide guidance regarding consumer's harsh complaining behaviors. The results of this study are discussed below. First, consumer's harsh complaining attitudes were expressed by crude language, violent language, threats, personal attacks, and claims of a high-ranking social position. Consumer's directive, complaining behaviors were repeated on the telephone, and threats of prosecution or disclosure to the public, exposure of habitual product returns, and requests for interviews with superiorsat the representative firm were made. Second, a firm typologies according to its reaction style toward a consumer's harsh complaining behaviors were as follows: Group 1, having a neutral attitude toward consumers and preparation thoroughly regarding their demands; Group 2, having a negative attitude toward consumers and some degree of preparation toward consumers' demands; and finally, Group 3, having a positive attitude toward consumers but offering insufficient reparation regarding consumers' demands. Third, female counselors, counselors having a certified counselor's license, and those much experience working in labor work were more likely to be in Group 3. Male counselors, part-time counselors, and those having experience of many years were more likely to be in Group 2. Group 1 were more likely to have large number of workers at customer service centers, male counselors, and to have large numbers of educational training programs related to the reactions of consumers in the form of dissatisfaction, complaints, how to offer compensation for injuries to consumers, and issues related to PL(product liability). In addition, Group 1 also had more firm level welfare policies related to hight stress levels of consumer counselors and extra types of support regarding harsh consumers. However, Group 2 members were more likely to provide excessive compensation and rewards to harsh consumers. Finally, to react to consumer's harsh complaint efficiently, it was suggested that firms should not treat consumers as harsh consumers, should react to consumers' complaints sincerely, and should take precautionary management efforts as regards consumer dissatisfaction based on better quality control of products. In addition, it was deemed necessary to formulate a management strategy to train competent consumer counselors with a high quality of counselor skill, having standardized and consistent reaction guidance toward consumer complaints and thorough knowledge of compensation rules for consumer injuries and subsequent guidance.

• 한국치위생학회지
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• 제10권4호
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• pp.735-744
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• 2010

Objectives : The purpose of this study was to examine the stressors and stress-adaptation patterns of students preparing for the national dental hygiene certification examination. Methods : The subjects in this study were dental hygiene juniors in four selected colleges located in the metropolitan area. After a survey was conducted, the collected data were analyzed. Results : 1. Concerning motivation of choosing the department of dental hygiene, the largest group that accounted for 72.2 percent chose it due to employment prospects. As to satisfaction level with the department, 40.4 percent were satisfied. In relation to employment prospects, 54.1 percent thought the prospects were bright. 2. They got a mean of 3.23 in stressors. To be specific, they felt the most stress due to test anxiety(3.70), followed by leisure insufficiency (3.21), the uncertainty of the future(3.18) and parental pressure(2.64). 3. They got a mean of 2.02 in stress-adaptation method. They got 2.31 and 1.72 in long-term and short-term adaptation respectively, which showed that long-term stress adaptation method were more prevailing than short-term ones. 4. As for the relationship of the stressors, there was positive correlation among all the test anxiety, future uncertainty, leisure insufficiency and parental pressure, and their correlation was statistically significant(p<0.000). 5. Regarding connections between general characteristics and the stressors, whether they spent two years or more for college admission, satisfaction level with the dental hygiene department, employment prospects and health status made significant differences to the stressors (p<0.05), and there were significant gaps in adaptation patterns according to academic standing, satisfaction level with the department and health state(p<0.05). Conclusions : The dental hygiene students were under great pressure since they had to prepare for the national dental hygiene certification examination to become a certified dental hygienist, one of professional health care workers. Therefore stress counseling programs and stress-coping programs should be developed to relieve the stress of dental hygiene students who are going to take the national dental hygiene certification examination. And they should be assisted to stay away from stress and to handle their stress in a more active manner.

• 한국안광학회지
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• 제18권1호
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• pp.1-10
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• 2013

목적: 울산지역 안경사들의 직무스트레스 요인을 측정하고, 해당 요인의 부하와 관계된 영향요소가 무엇인지를 평가하고자 한다. 방법: 울산 지역에 근무하는 안경사 180명을 대상으로 하였다. 조사대상자의 일반적 특성에 따른 직무스트레스를 한국산업안전보건공단이 '직무스트레스요인 측정지침(KOSHA code H-42-2006)'으로 제시한 한국형 직무스트레스 요인 측정 도구(이하 측정도구)를 사용하여 조사하였다. 결과: 직무스트레스 요인 평가 결과 평가 점수의 성별 중위수 값을 한국 근로자 참고값과 비교해 볼 때 8개의 스트레스 요인들 중 남, 여 모두 관계갈등(참고값; 남, 여 33.4, 측정값; 남성 38.3, 여성 41.5)과 직장문화(참고값; 남, 여 41.7, 측정값; 남성 47.4, 여성 49.3)에서 한국 근로자 참고 값 평균보다 높은 스트레스 부하를 나타내었다. 다중회귀분석 결과 관계갈등에서는 직책이 낮고, 근무시간이 길수록, 미혼인 경우, 평균 급여가 작을수록 관계갈등에 대한 스트레스 부하가 커지는 것으로 나타났다. 직장문화에서는 최종학력이 낮을수록, 휴무일수가 적을수록, 근무경력이 많을수록, 평균 급여가 적을수록, 근무시간이 많을수록 직장문화에 대한 스트레스 부하가 커지는 것으로 나타났다. 결론: 이상의 결과들을 살펴볼 때 안경사의 주요한 직무스트레스 요인인 관계갈등과 직장문화 영역의 스트레스 요인에 대한 관리를 위해서는 안경사의 처우개선과 직장내에서 상호 수평적인 의사소통 체제를 통하여 긍정적인 조직문화를 형성하는 것이 중요한 요소라 하겠다.

• 대한영양사협회학술지
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• 제8권2호
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• pp.163-174
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• 2002

The purpose of this study is to gather basic data on dietitian's general characteristics, working conditions, job achievement and job satisfaction. Thereby, a formulation can be worked out to improve dietitian's job achievement and satisfaction. The study was conducted during one week period, spanning July 23 to July 30, 1998. The method of the study was to distribute 560 questionnaires to the primary school dieticians working in the city of Tae Jun, located in Choong-Cheong Province. Out of 560 questionnaires that was distributed, 327 were returned. Moreover, 318 out of 327 questionnaires that was returned was valid enough to be processed by the SAS Program. About sixty percent of the respondents(61.1%) indicated that they were between 26 to 30 years old. Moreover, approximately half of the respondents(48.8%) were unmarried. In terms of the level of education, the bachelor's degree was reported as the most common education level(56.3%), while 3.8% of the participants reported achieving graduate degrees. The number of years in working in the profession ranged from 2 to 5 years. Furthermore, approximately 74% of the respondents indicated that, on average, they earned over ￦800,000 per month. In terms of the type of the school setting, 52.8% of the respondents worked in the urban setting, whereas, 60.0% worked in the rural school setting. Of these schools, about thirty eight percent(38.7%) of the schools were relatively small sized schools(400 students or less ). In terms of dietitian's sense of job satisfaction, the areas that showed relatively high level of satisfaction was in the menu control work(3.90) and purchase control work(3.90). However, appallingly low job satisfaction was indicated in the areas of personnel management (2.96%), and nutritional education and counsel(2.73%). Furthermore, job satisfaction varied greatly depending on age, wage, type of the food service, and type of school. The highest satisfaction was indicated in the areas of supervisory position(3.42), work itself(3.31%), co-workers(3.11). Other facets that led to job satisfaction were periodic wage increase(2.19%) and promotion opportunities(2.79%). In conclusion dietitian's job achievement showed significant correlation with job satisfaction. The study suggests that, in order to improve the overall job satisfaction of the dieticians, it is necessary to improve the working conditions of dieticians in primary schools. Secondly, there is a necessity for improving the status of the dieticians by raising the salary and treating the dieticians with the same level of respect in comparison with teachers or executive officials. Finally, another way of raising the job satisfaction of the dieticians is to provide opportunity for continuing education. So that, they can further their career in their chosen field.

• 한국안전학회지
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• 제30권1호
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• pp.72-78
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• 2015

According to the report of the WHO, workers have been exposed to much job strain such as job load, responsibility, role, interpersonal conflict etc. In Korea, studies on job strain started to become active from 1990s and now hundreds of studies are actively under going or publishing so that the studies are contributing to development and improvement of job strain. Representative measurement models of job strain are Job Strain Model of Karasek, Job Stress Model of NOISH, Korea Occupational Stress Scale, JSQ(Job Stress Questionnaire), K-OSI(Korea Version of Occupational Stress Inventory) etc. (Lee Kwan-Suk, 2012 ; KOSHA, 2003). Among them, Job Strain Model of Karasek had been loved by many researchers of job strain before Korea Occupational Stress Scale was developed. Job Strain Model of Karasek had been fitted to Korean style and then, used to analyze job strain of Korean people so that this Scale highly contributed to seeking relationship with cardiovascular disease, musculoskeletal disease caused by job, smoking, drug, alcohol poisoning, and pulse(Lee Kwan-Suk, 2012). But as this Model was studied and developed based on foreign culture and life pattern, a model fit to Korea was developed to measure job strain for Korean people, which is Korea Occupational Stress Scale now most frequently used in measuring job strain. Accordingly, after this study made questionnaire survey about same population using the two methods used most frequently in measuring job strain, the study investigated what features appeared, what correlations appear between two models, and comparatively analyzed characteristics each independent and dependent variable. Based on this, the study aimed to exactly express job strain of Korean people. The subjects of the study were a population of 233, and Karasek's Questionnaire and KOSS's Questionnaire were surveyed at the same time. The results were analyzed by statistical program to obtain significant difference between two models. Four particular groups were divided with Job Strain Model of Karasek and the four particular groups were measured with Korea Occupational Stress Scale. And job strain come from combination of two models was measured, with which new comparative analysis method was suggested.

• 한국콘텐츠학회논문지
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• 제15권7호
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• pp.300-313
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• 2015

본 연구는 농촌지역 여성단체의 사회복지 관련 활동이 사회적 자본 형성에 어떠한 영향을 미치는지 알아봄으로써 농촌지역 여성단체의 활성화를 도모하고자 한다. 이를 위하여 전남지역 농촌에 거주하고 있는 여성단체에 소속된 자원봉사자 250명을 대상으로 조사를 실시하였으며 수집된 자료는 SPSS WIN 18.0 프로그램을 사용하여 통계 분석하였다. 본 연구의 주요결과는 다음과 같다. 첫째, 농촌지역 여성단체의 사회복지 관련활동 정도는 평균 3.36점이었고 사회적 자본형성의 정도는 3.47점으로 이들 점수 모두 중앙치인 3점보다 약간 높은 수치를 나타내 사회복지 관련 활동과 사회적 자본의 형성 정도는 비교적 높은 것으로 보인다. 둘째, 조사대상자인 여성단체 자원봉사자의 사회복지 관련 활동의 정도는 계층인식, 연령, 사회복지 활동횟수, 사회복지 활동기간에 따라 집단 간에 통계적으로 유의한 차이가 있었다. 그리고 사회적 자본형성의 정도는 계층인식, 교육수준, 연령, 사회복지 활동횟수, 사회복지 활동기간, 사회복지 활동분야에 따라 집단 간의 차이를 보이고 있었다. 셋째, 농촌지역 여성단체의 사회복지 관련활동과 사회적 자본형성 간의 관계는 매우 밀접한 상관관계가 있는 것으로 나타났다. 넷째, 사회적 자본형성에 대한 여성단체 자원봉사자의 사회인구학적 변인과 사회복지 관련 활동의 영향력은 복지에 대한 관심, 계층인식, 복지에 대한 태도 순으로 영향을 미치고 있었으며 이들 변인이 갖는 설명력은 46%로 매우 높았다.

• 디지털융복합연구
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• 제13권10호
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• pp.569-578
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• 2015

남성들도 외모 추구스타일 변화, 그리고 외모관리행동과 그 추구가치에 상당한 변화가 나타났다고 보며 이에 대한 연구의 필요가 대두되었다. 이를 위해 남성들의 외모관리를 위한 정보 수용도와 이에 따른 추구가치별 특성을 분석하였다. 연구방법은 서울거주 직장인 남성 약 500명을 대상으로 온라인조사를 실시하였다. 연구결과, 다섯 가지 외모관리행동의 실용적 가치에 대한 추구 정도가 가장 높고, 미적 가치는 다른 두 개의 가치에 비해 외모관리행동 유형에 따라 매우 다르게 나타났다. 특히 피부관리 양식의 수용도는 다른 양식과는 달리 사회문화적 가치, 실용적 가치, 미적 가치 모두에 의해 영향을 받는 것으로 나타났다. 특히 미적가치 추구의 소극성과 실용적 가치와 사회문화적 가치의 중시 경향으로 나타났다. 헤어관리는 실용적 가치에 의해, 성형수술은 미적 가치에 의해 영향을 받는 것으로 나타났다. 관리양식 부분에서는 피부관리 수용도만이 복합적 가치 추구에 영향을 받는 것으로 나타났다. 관리 양식별 마케팅으로는 헤어관리는 대규모 마케팅 캠페인이 오히려 효과적일 수 있으며, 성형 수술에 대한 비즈니스에 대해서는 좀 더 심미적 차원의 캠페인을 모색할 필요가 있다고 볼 수 있다.

• 한국산학기술학회논문지
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• 제16권12호
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• pp.8585-8595
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• 2015

본 연구는 서울지역 헤어미용실 근무자 500명을 대상으로 SPSS18.0을 활용하여 통계분석을 실시하였다. 통계분석 방법은 표본의 인구통계학적 특성을 파악하기 위한 빈도분석, 타당성을 확인하기 위한 Varimax 직각회전방법을 이용한 요인분석, 신뢰성을 확인하기 위한 Cronbach's ${\alpha}$계수를 이용한 신뢰성 분석을 실시하였다. 또한 분산분석, Pearson의 상관관계 분석을 실시한 후 회귀분석을 통해 가설을 검증하였다. 연구결과 첫째, 인구통계학적 특성에 따른 분산분석 결과 직무만족, 직무성과는 성별, 연령, 교육수준, 직종/직위, 총 경력, 근무 년 수, 일일근무시간, 월 소득별로 차이가 있는 것으로 나타났다. 둘째, 헤어미용인의 직무만족은 직무성과에 유의적인 영향을 미치는 것으로 나타나 직무만족 수준이 높을수록 직무성과 수준이 높은 것으로 나타났다. 그러므로 직무만족은 구성원 자신이 담당하고 있는 직무를 통해 자신의 욕구 수준이 충족되어 직무성과를 높이는데 중요한 요인이 되고 있음을 알 수 있었다. 또한 성취동기와 임금, 승진, 보상 등 직무의 욕구를 가질때 헤어미용인들은 더욱 능동적이고 미래지향적인 역할을 수행할 것이다. 따라서 헤어미용인의 직무성과를 높이기 위해서는 직무만족에 주안점을 가질 수 있도록 경영자나 관리자는 프로그램 개발을 지속적으로 제시하여야 할 것이다.