• 제목/요약/키워드: Working Position

검색결과 935건 처리시간 0.028초

미술의 공공성과 키스 해링(Keith Haring)의 사회적 개입에 관한 연구 (A Study on Art's Public Features and Social Intervention by Keith Haring)

  • 김지영
    • 미술이론과 현장
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    • 제8호
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    • pp.59-87
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    • 2009
  • This thesis started from the attempt to make it clear that 80's American artist Keith Haring(1958-1990) had conducted social intervention of criticism, resistance, and participation through his works, and so pursued public value. Haring of graffiti fame left popular and familiar cartoon style pictures on the street wall, the billboards, the posters and so on. Popular and playful works was explained as his unique characteristics, but Haring's creative way at the field has more value than just being grasped as artist's personal characteristics. Haring's work pieces became everyday art by joining with people's life, and are working as a social speaking place. So I think that these Haring's art works possess characteristics of 'the public sphere'. 'The Public Sphere' means that is independent and free from the government or partisan economic forces, so that is not connected with the interested relations, and that is the sphere of rational argumentation without 'disguise' or 'fabrication', and that is the sphere where general public can participate in and is inspected by them. The public sphere between the sphere of public authority such a nation and a market and the private sphere of free individual, it is mutually connected with them and works as the space forming public opinion. Private individuals communicate with this public sphere and perform a role of direct and indirect check, balance, and social criticism way off from power. Openness that should include the voice of not only leading power but also the socially weak such as citizens, women, homosexuals, minority races, and so on, and alienated class, is an index of the public characteristics. The public sphere is not working just with speech and mass media. Many artists as well as Haring open their mouth and act through an art at the center of society, and create another public sphere by an art. I understood that the real participatory and practical characteristics on the Haring's work is a phenomenon and current of a part of the art world including Haring. Such current started from 1960s is the in-depth effort to be connected with the life more closely, to communicate with people, and to improve problems of life. And it has pursued public value on the different way from the nation or public power. Artists have intervened in the society with strategic and positive ways in order to raise pushed-out value and sinked rights as the public agenda, and labored to accept the value of variety and difference at the society. The aspect of such social intervention is the notable features, findable on the Haring's works and process. Haring's works include art historical meanings and are expressed with familiar and plastic language, so they were able to communicate with various classes. And he secured various customers at the field and the street. This communicative and public approach factor raised the possibility much for his works to work as the public sphere. Haring presented critical and resistant speech toward society with his works based on this factor. He asserted his position and justice of gender identity as a sexual minority. And his such work continued to movement for alienated class and social week over his own rights. His speech and message on the wall painting, poster, T-shirts, billboard of the subway, and so on worked as a spectacle and pressed concern with social issues and consciousness shift. And he's been trying to protect and care people who is injured by HIV and drug and to realize social justice through social week protection. Haring's works planned to meet many people as much as possible performed its role of intervening in society through criticism, resistance, speech, and participation, and controlling and checking social issues. These things considered, Haring's works show his consciousness about public attributes of art, and obviously include public value seeking. And also we can find the meaning of such his work as that an art is working as the public sphere and shows the possibility to discuss and practice public issues.

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방사선수술치료계획 프로그램의 지시자 회전 오차 교정 기능 점검 (Verification of Indicator Rotation Correction Function of a Treatment Planning Program for Stereotactic Radiosurgery)

  • 정현태;이레나
    • Journal of Radiation Protection and Research
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    • 제33권2호
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    • pp.47-51
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    • 2008
  • 목 적: 방사선수술에 사용되는 치료계획을 위한 정위 영상 획득 때 사용되는 표시기(indicator)의 회전에 의한 오차를 분석하고 이를 교정하는 소프트웨어의 기능을 점검하는 방법을 제시한다. 이 방법을 이용하여 상용 프로그램인 렉셀감마플랜의 회전 오차 기능을 점검한다. 대상 및 방법: 상용 프로그래밍 언어인 Interactive Data Language (version 5.5)를 이용하여 소프트웨어적으로 만든 정위 영상으로 가상 팬텀을 만들었다. 영상의 두께는 0.5 mm, 픽셀 크기 0.5 mm, 필드 크기 256 mm, 그리고 분해능은 $512{\times}512$이었다. 영상은 DICOM 3.0 표준을 따라서 렉셀감마플랜이 인식할 수 있도록 하였다. 회전 교정 기능 점검을 위하여 가상 팬텀의 중심에서 상하로 50 mm와 30 mm 떨어진 곳과 중앙에 위치한 횡단면 영상에 각각 50 mm 간격으로 측정점 9개를 만들어 총 45개의 측정점을 만들었다. 기준 가상 팬텀을 x, y, z축을 중심으로 각각 $3^{\circ}$ 회전한 영상, xy, yz, zx 축을 중심으로 각각 $3^{\circ}$씩 회전한 영상, xyz세 방향으로 모두 $3^{\circ}$씩 회전한 영상을 만들어서 회전에 의한 오차를 계산하고, 렉셀감마플랜의 교정 기능을 점검하였다. 결과: 가상 영상을 렉셀감마플랜에 입력하고 정위좌표를 정의할 때 영상에 의한 등록 오차는 $0.1{\pm}0.1mm$로써 방사선수술에서 요구하는 오차 내에 있었다. x, y, z축 중 1개 축을 중심으로 $3^{\circ}$ 회전할 때 가능한 최대 오차는 2.6mm, 2개 축을 중심으로 $3^{\circ}$씩 회전할 때는 3.7mm, 3개축 모두에 대해 $3^{\circ}$씩 회전할 때는 4.5 mm이다. 이에 대해 영상의 회전을 교정하여 렉셀감마플랜에서 측정한 측정점들의 변위는 1 개축을 중심으로 회전하였을 때 $0.1{\pm}0.1mm$, 2 개 축의 경우 $0.2{\pm}0.2mm$, 3개축의 경우 $0.2{\pm}0.2mm$로서 회전의 영향을 보정하는 기능이 정확하게 작동하고 있음을 확인할 수 있었다. 결론: 방사선수술 치료계획 프로그램의 여러 소프트웨어적 기능을 점검하기 위한 가상 팬텀을 만들고 상용프로그램의 회전 오차 교정 기능을 점검한 결과 정확하게 작동하고 있음을 확인하였다. 본 연구에서 작성한 가상 팬텀은 치료계획 프로그램의 다른 여러 기능들을 점검하는 데도 사용될 수 있을 것이다.

유통업체 종사자의 유동근무제에 대한 선호성향에 대한 연구 (Distributors' Preference for the Flextime System)

  • 이원행
    • 유통과학연구
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    • 제10권4호
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    • pp.13-20
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    • 2012
  • 유동근무제는 고정된 시간대에만 근무하지 않고 조직과 종업원의 협의에 의하여 근무시간대를 유연하게 조절하는 제도를 의미한다. 대부분의 선행연구에서는 유동근무제가 성과나 생산성, 조직에 대한 태도, 결근율 및 이직률에 미치는 영향을 밝히는데 그 초점을 맞추었으나, 한국의 대부분 기업들이 아직 이 제도를 채택하지 않기 때문에 본 연구는 서울에 주소지를 둔 유통업체에 종사하는 노동자들을 대상으로 현장조사를 실시하여 노동자들의 개인적 특성이 유동근무제의 선호성향에 미치는 영향을 분석함으로써 제도도입을 위한 이론적 틀을 제공하는데 그 목적을 두고 있다. 본 연구의 결과를 요약하면 다음과 같다. 노동자들의 연령은 유동근무제의 선호성향에 영향을 미치지 않는 것으로 나타났다. 다만 통계적으로 유의하지는 않았지만 36세 이상의 노동자들은 35세 미만의 노동자들에 비해 선호성향이 낮은 것으로 나타났다. 남성의 선호성향이 여성보다 더 높게 나타났는데, 이것 역시 유동근무제는 자기개발과 직장생활을 공존하게 할 수 있어 아무래도 자기개발에 관심이 적은 여성보다는 남성들의 태도가 더 호의적인 것으로 분석되고 있다. 통제의 위치와 유동근무제에 대한 선호성향은 약한 상관관계가 존재하는 것으로 나타났는데 이것은 내적 통제를 지향하는 노동자일수록 유동근무제에 대해 호의적인 태도를 갖고 있음을 의미한다. 성취욕구가 높은 노동자일수록 유동근무제에 대해 호의적인 태도를 보여줬다. 성취욕구가 높은 사람들은 새로운 제도를 도입하는데 있어서 과감하게 도전을 하기 때문으로 보인다. 직무만족과 유동근무제의 선호성향과는 유의한 관련성을 나타내고 있지 않았다. 끝으로 본 연구의 한계를 제시하고 향후 연구의 방향을 제시한다.

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조선 후기 종부사(宗簿寺) 낭청(郎廳)의 실태 및 운영체계 - 장서각 소장 『종부사낭청선생안(宗簿寺郎廳先生案)』을 중심으로 - (The Characteristics and Operation System of the Staff Officials at Jongbusi (Court of the Royal Clan) in the Late Joseon Period - Based on Jongbusi nangcheong seonsaengan (Register of Staff Officials at the Court of the Royal Clan) Kept at Jangseogak Archives)

  • 김동근
    • 동양고전연구
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    • 제69호
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    • pp.83-114
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    • 2017
  • 이 글은 18세기부터 19세기 중반까지 종부시의 관원, 그 중에서도 실무를 담당했던 정 이하의 관원에 대한 실태를 분석하는 데 목적이 있다. 종부시는 왕실 보첩을 편찬하고 친진 범위 내의 종친들을 규찰하던 정3품 당하 관서이다. 조선 후기 종부시의 낭청으로는 정3품 당하관 정, 종6품 주부, 종7품 직장이 있었다. 이러한 체제는 조선 시대 내내 유지되다가 1864년(고종 1) 종친부에 합속 되었다. 한국학중앙연구원 장서각에 소장된 유일본인 "종부시낭청선생안"은 1794년(정조 18)부터 종친부에 합속 될 때까지 낭청에 대한 명단이 기록되어 있다. 이들의 관직, 성명, 자, 생년, 본관, 전직, 이직 등의 기록들이 남아 있어 조선 후기 종부시를 이해하는데 중요한 자료로 활용될 수 있다. 이들의 출신 성분을 살펴보면 전체적으로 문과 출신자들이 다수를 차지하였다. 직장의 경우에는 상당수가 소과 출신자들이었는데, 관직을 제수 받을 때에는 문음의 자격으로 임명되었다. 이들의 전직을 살펴보면 대체적으로 해당 관직과 유사하거나 그보다 낮은 품계에서 차출되었음을 알 수 있다. 주부의 전직 관서로는 청요직 관서에서의 차출이 가장 많이 나타났으며, 각종 행정아문에서의 차출도 많았다. 직장의 경우 1품아문인 의금부의 도사가 가장 많이 차출되었는데, 이러한 낮은 관서로의 차출은 관직 고하를 떠나 실직을 제수한 것으로 보인다. 종부시 관원의 이직을 살펴보면, 종부시 정은 낮은 직급으로의 이직을 많이 하였는데, 정3품 당상관의 자리가 제한되어 있었기 때문으로 보이며, 주로 청요직 관서로 이직한 것으로 보아 정3품 당하관의 청요직 관로를 확인할 수 있었다. 그 외에 외관으로의 이직도 많았는데 인사 적체 현상을 해소하는 방편으로 이해된다. 주부와 직장은 대체적으로 승진을 하거나 유사한 관품의 직급으로 이직을 하였다. 특히 종7품인 직장은 절대 다수가 승육을 하였다. 종부시 관원을 가장 많이 역임한 가문은 전주 이씨로 전체의 10% 정도를 차지한다. 종부시 관원을 역임한 성관은 조선 후기 문과 급제자의 출신 성관과 대부분 겹치는데, 문과 급제자를 많이 배출한 성관에서 종부시 관원을 많이 배출해 냈음을 알 수 있었다. 또한 상위 20개 가문의 역임 횟수가 전체 50% 정도에 이르는데 특정 가문의 관직 독점 현상도 확인할 수 있었다. "종부시낭청선생안"의 기록에 나와 있는 승진, 승육, 가자 등의 사유를 살펴보면 90% 가까이 선원보략 수정 후의 일로 나와 있다. 종부시의 두 가지 직능 가운데 종친 규찰 업무가 조선 후기에 상실된 것으로 보이는데, 연대기 자료에서도 조선 후기 종친 규찰 업무는 거의 보이지 않는다. 이는 17세기 인조 대부터 종친의 수가 급감하는 현상과 관련이 있다. 종친의 수가 왕실 의례를 거행하는데 미치지 못할 만큼 줄어들게 되자, 종부시에서의 종친 규찰 업무는 기능을 상실하게 되었고, 왕실보첩 편찬 업무만이 남게 된 것이다. 이렇듯 종친의 위상이 격하되자, 흥선대원군은 종친의 위상 강화 및 왕실 권위를 높이려는 의도로 종친부와 종부시를 통합하게 되었다.

경인지역 임상간호사의 간호업무 전산화활용에 관한 태도 조사연구 (A Survey on Nurses' Attitudes for Computerization in Nursing Practice in Kyung In Province)

  • 강익화;황은아
    • 간호행정학회지
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    • 제1권2호
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    • pp.325-337
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    • 1995
  • This study attempted to increase quality of nursing care by assessing the nurses' attitudes for computerization in nursing practice and ensuring right recognition and attitude for computerized system. Study subjects are 311 nurses who are working at 4 general hospitals. Those hospitals are selected according to the degree of computerized in Kyoung In Province. Study instrument consists of 20 items and 12 general questionnaire which was developed by Brodt and Stronge(1985) and modified by Lee(1991). Data collection was done from april 19th in 1995 to april 29th. Data gathered were analized number, t-test, ANOVA by using SPSS. The study results are as follows : 1. Study subject's attitude for computer application showed positive response as mean score of 3.44 especially nurses who had experience using computer showed 100% pro-response. 2. Study subject's attitude by age was significant statistically(F=3.9589, p=.0038), among them age 25-30 revealed the highest positive scores, and age 40 showed the lowest positive scores. 3. Study subject's attitude by education level showed no significant difference(F=1.4182, 2437), and those who are more educated showed more positive response. 4. Study subject's attitude by duty years showed no significant difference(F=2.2648, p=.0622), and those who had 7- 9 duty years had the highest positive attitude however those who have 10 duty years showed lowest positive attitude. 5. Study subject's attitude by position revealed no significant difference(F=2.0017, p=.1369), and the charge nurse groups who were using computer showed the highest scores. 6. Study subject's attitude by computerized type showed significant difference(F=23.9665, p=.0000), and G hospital which had computer system in nursing area obtained the highest positive scores. 7. study subject's attitude by presence of computer education showed no significant differenec(F=.9002, P=.3435), and non computer educated groups showed the highest positive response. 8. Study subject's attitude by computer education place revealed no significant difference(F=4.3723, p=.0020). and the groups who were taught individually or in the institution obtained the highest positive scores. 9. Study subject's attitude by duty year computer use showed no significant response(F=.9591, P=.3282), and groups of computer use showed the high degree of positive response. 10. Study subject's attitude by duty year using computer showed significant difference(F=5.9174, p=.0009),and the groups using computer for 6 years or group of 4-6 years showed the highest degree of positive response and the groups using computer for 1 year showed the lowest degree of positive response.

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의무기록사의 직무만족도 및 조직몰입도 (The Level of Job Satisfaction and Organizational Commitment of Medical Record Technicians)

  • 최은미;김영훈
    • 한국병원경영학회지
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    • 제8권3호
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    • pp.72-91
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    • 2003
  • The purpose of this study is to investigate the recognition of health information managers, and to analyze the level of job satisfaction and organizational commitment of medical record technicians. The data for this study were collected through a self-administered survey with a structured questionnaire to 172 subjects from medical record technicians working in hospitals in Seoul and Gyeonggi Province as well as the faculty of medical schools across South Korea. In this analysis frequency, t-test, ANOVA, factor analysis and structural equation model were used. The main findings of this study are as follows: 1. As for recognition of the seven dimensions in the role of health information managers, the role as clinical data specialist received the most positive feedback, followed by document & repository managers, patient information coordinators, health information managers, data quality managers, security officers and research & decision support analyst. 2. The level of job satisfaction among medical information handlers and managers averaged 3.14. In terms of the factors in the work environment concerned with job satisfaction, being able to work independently and as team players reached the top among 6 factors with the average of 3.39, followed by professional position, salary & rewards, expectations for job performance and administration. 3. The average rate of organizational commitment stood at 3.09. Respondents tend to be focused on present tasks rather than future-oriented tasks. 4. The result of the analysis based on the relationship between recognition as health information managers, job satisfaction and organizational commitment found that all analysis are statistically meaningful. The more the respondents were aware of their roles as health information managers, the more they tended to be committed to their work and satisfied with their work. The more the respondents were committed to their work, the more satisfaction was seen. The effects of recognition as health information managers on organizational commitment measured 0.27 and for job satisfaction it was 0.17. The effects of organizational commitment on job satisfaction stood at 0.71. The feasibility of the model meets the standard at Chi-square value of 66.755 and the P value of 0.057. The Normed Fit Index (NFI) of 0.930 was in compliance with the standard for model feasibility and the squared multiple correlation coefficient of this model was 8% in organizational commitment and 60% in job satisfaction.

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소비자의 악성불평행동 분석 및 기업의 대처행동 조사 연구 (An Analysis of Consumers' Problematic Complaining Behaviors and Firms' Reactions)

  • 허경옥
    • 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.

일부 치과위생사의 감정노동과 직무스트레스와의 관계 (Relations between emotional labor and job stress among some dental hygienists)

  • 윤성욱;김정숙
    • 한국치위생학회지
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    • 제11권2호
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    • pp.179-188
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    • 2011
  • Objectives : The study set out to analyze correlations between emotional labor and job stress among dental hygienist, who have direct and lasting relationships with patients in dental clinic, and provide basic data to resolve stressors and manage stress. Methods : A survey was taken among dental hygienists working at dental clinics, and 200 questionnaires were used in analysis. The gathered data were put to Cronbach's alpha with the SPSS WIN12.0 program to test the reliability of the inventories to measure their emotional labor and job stress. In addition, correlation analysis was conducted to examine relations between the items of emotional labor and those of job stress along with regression analysis to examine relations between emotional labor and job stress. Finally, t-test and One-way ANOVA were conducted to test mean differences in the job stress items according to the degrees of emotional labor with the statistical significance level set at 0.05. Results : 1. The measurement tool used in the study recorded 0.7 for all the areas of Cronbach's alpha for internal reliability and thus achieved high reliability. 2. The overall mean of emotional labor was 2.74, which indicates that the dental hygienists had 'average' or higher stress for emotional labor. 3. Emotional labor had statistically significant relations with educational background, place of work, motivation to choose to be a dental hygienist, and religion of their general characteristics. 4. There was statistical significance in relations between general characteristics and job stress according to educational background, position at work, and experience with change of occupation. 5. The correlations between emotional labor and the stress areas were analyzed. As a result, emotional labor was in positive(+) correlations with job demand, lack of job autonomy, relational conflict, job instability, organizational system, and corporate culture. In addition, regression analysis was conducted to test causal relations between emotional labor and job stress. The results indicate that there were positive(+) influences between emotional labor and job stress. Conclusions : The results show that emotional labor can serve as a mediating variable for job stress in dental clinic. Thus both dental clinics and dental hygienists need to have ways to deal with job stress derived from emotional labor in which they are forced to process their emotions according to the dental clinics' demands, properly. The study will hopefully trigger ongoing follow-up researches on the deployment of dental hygienists according to their job characteristics and the situational variables to alleviate the negative results of emotional labor.

3차원 CAD 통합형 용접물량 산출 시스템에 관한 연구 (A Study on the Welding Amount Estimation System combined with 3D CAD Tool)

  • 유원선;김호경;고대은
    • 한국산학기술학회논문지
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    • 제14권7호
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    • pp.3184-3190
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    • 2013
  • 근래에 조선 해양 구조물 분야의 대부분 설계와 공정 계획은 각 회사가 보유한 전용 CAD/CAM 시스템을 통해 수행되고 있다. 이는 설계 형상 및 생산 관련 정보들이 추출되어 시간과 인력이 소비되는 많은 분야에서 해당 정보를 유용하게 사용할 수 있는 프레임워크가 구축되는 초석이 마련되었음을 뜻하며, 가장 전형적인 예로 선박 및 해양 구조물의 생산에 있어서 용접 관련 정보 산출 문제가 있는데 초기 일정 계획에 있어서 사용될 용접물량의 정확한 예측은 구조물 중량 그리고 도장면적 산출과 더불어 생산 과정의 자연스런 흐름을 가능케 하며 예상 소요 인력과 비용을 확보할 수 있는 극히 중요한 과정으로 인식되고 있다. 본 연구에서는 ERP 시스템에서 추출된 구조물의 형상 및 생산정보로부터 정확한 용접장 및 용접물량을 추정할 수 있는 프레임워크를 구축하고 프로그램을 개발하였다. 산출된 용접 정보는 용접 자세, 조립단계, 블록, 베벨 그리고 용접타입에 따라 분류되며, 적절한 Factor를 통해 용접작업에 필요한 시수와 비용을 예측하는데 사용된다.

간호사의 부서이동제도에 대한 만족과 조직몰입의 관계 (A Study on the Relation Between Nurses' Satisfaction with the Job Rotation and Their Organizational Commitment)

  • 전길정;이명하
    • 간호행정학회지
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    • 제7권1호
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    • pp.127-144
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    • 2001
  • The purpose of this study is to provided a basic administrative data for effective personnel management of nurses' by investigation their assessment and satisfaction with the job rotation and by analyzing the relation between their satisfaction and organizational commitment. Data were collected from Nov. 20 to Nov. 25, 2000 through self-reporting questionnaires taken by 280 nurses working at a university hospitals The 3 structured instruments were used for collecting the data; Questionnaires for measuring the utility and the problem of job rotation, Questionaires for measuring the satisfaction with the job rotation, and Mowday's Organizational Commitment Questionnaires. The data obtained were analyzed using frequency, percentage, average, standard deviation, range, Cronbach's alpha coefficients, Peason's correlation coefficients, t-test, one-way ANOVA, and chi-square test, multiple regression. The Results were as follows : 1. The supporters for regular job rotation account for 67% while the opponents to it account for 33%. The chief reason for endorsing the regular job rotation is quoted ${\lceil}$to attain more diverse job experiences${\rfloor}$, followed in order by ${\lceil}$to improve the job motivation and morale through the realization of personal needs${\rfloor}$, ${\lceil}$to place the right man in the right position${\rfloor}$. The reasons for opposing to the regular job rotation were listed in order ${\lceil}$difficulties to secure the expertise of nursing${\rfloor}$, ${\lceil}$personal needs not fully reflected in the job rotation${\rfloor}$, ${\lceil}$job rotations prompted rather by the administrative needs than by personal aptitude and ability${\rfloor}$. 2. In the assessment of job rotation, the points affirming the utility of the job rotation are $2.60({\pm}.66)$ out of possible 5 points and those admitting the problems the job rotation are $3.58({\pm}.59)$. The satisfaction with the job rotation is rated at $2.98({\pm}.55)$. 3. In the analysis into the relation between the assessment of job rotation and satisfaction with the job rotation, fairly high positive correlation is revealed between the satisfaction and utility of job rotation, whereas, considerably high negative correlation is seen between the satisfaction and problems with the job rotation(p=.000). 4. There is relatively high positive correlation between the satisfaction with the job rotation and organizational commitment(p=.000). In conclusion, the utility of on the job rotation and their satisfaction with the job rotation have positive correlation and the satisfaction with the job rotation and organizational commitment showed the positive correlation, too. Therefore, it is thought desirable to take administrative strategies well as education to improve the recognition of the job rotation's utility and to reduce the recognition of the problems with the job rotation to remain in the direction toward contributing to enhancement of the organizational commitment.

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