• 한국산학기술학회논문지
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• 제22권3호
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• pp.453-459
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• 2021

본 연구의 목적은 예술심리치료사의 일터영성, 사회적지지, 대인관계의 관계를 파악하는데 있다. 연구대상은 U시 예술심리치료사 114명을 대상으로 실시하였다. 분석방법은 SPSS 22.0 프로그램을 사용하여 빈도분석, 신뢰도분석, 상관관계분석, 다중회귀분석을 실시하였다. 연구결과 첫째, 예술심리치료사의 일터영성이 대인관계에 미치는 영향을 살펴본 결과 일터영성의 하위요인인 소명의식, 내면의식, 공감의식은 대인관계에 긍정적으로 유의미한 영향을 미치는 것으로 나타났다. 반면 일터영성의 하위요인인 공동체의식, 초월의식은 대인관계에 유의미한 영향을 미치지 않는 것으로 나타났다. 둘째, 예술심리치료사의 사회적지지가 대인관계에 미치는 영향을 살펴본 결과 사회적지지의 하위요인인 평가적지지, 물질적지지는 대인관계에 긍정적으로 유의미한 영향을 미치는 것으로 나타났다. 반면 사회적지지의 하위요인인 정서적지지, 정보적지지는 대인관계에 유의미한 영향을 미치지 않는 것으로 나타났다. 이는 예술심리치료사의 소명의식, 내면의식, 공감의식, 평가적지지, 물질적지지 요인이 높을수록 대인관계가 높아진다는 것을 의미하는 것이다. 본 연구의 시사점은 예술심리치료사들의 긍정적인 대인관계 증진을 위한 방안 마련의 기초자료가 될 것으로 사료된다.

• 한국실내디자인학회논문집
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• 제22권5호
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• pp.68-77
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• 2013

'The Third space,' which is the concept that embraces sociological, spatial, and marketing concepts, refers to the place which is other than the home and the workplace and which is a comfortable frequented place where meditation, psychological relaxation, and social needs can be satisfied. 'The Third space' has the characteristics of comfort, openness, interactivity, playfulness, and diversity. In modern times, most of consumption spaces play the role of 'the Third space,' and the typical example is $Caf{\acute{e}}$. $Caf{\acute{e}}$ began from its origin with the characteristics of 'the Third space,' and recently it has become the complex cultural space of urban dwellers. $Caf{\acute{e}}$ as 'the Third space' has the characteristics of a healing space, communication space, personalized space, value-expressive space, culture and consumption space, nomad space. Such characteristics of $Caf{\acute{e}}$ are well represented in the cafes around the regions where 'street culture' has recently been formed. As examined through the examples, $Caf{\acute{e}}$ as 'the Third space' can be more strategically produced by establishing themes through storytelling, giving spatial identity through style creation, diversifying the sequence through complex space organization, and establishing interaction devices through experience elements.

• Human Ecology Research
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• 제59권2호
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• pp.185-197
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• 2021

This study examined the impact of job demand and organizational culture on new task difficulties, burnout, and job satisfaction using a survey data of 145 family specialists in Healthy Family and Multicultural Family Support during the COVID-19 pandemic. We used the job demand-resources model and the competing values model to categorize the four dimensions of organizational culture as a conceptual framework for this study. We found that the mean of work overload was higher than the means of job conflict and job ambiguity. Our latent profile analysis proposed four profiles of organizational culture: cultural absence type, authoritative culture type, middle cultural balance type, and high cultural balance type. The results of multiple regression analyses showed that work overload was positively associated with difficulties in new task performance and burnout, job ambiguity was positively related to burnout, and job conflict and ambiguity were negatively related to job satisfaction. These findings imply that the higher the job demands reported by family specialists, the higher the level of burnout and the lower the job satisfaction. In addition, organizational culture was a unique predictor of burnout and lower level of job satisfaction. Family specialists in the groups with a high cultural balance were Family specialists in the groups with a high cultural balance were more likely to have lower levels of burnout than those in the culture absence and in the middle culture balance, and higher job satisfaction than the other groups. The results suggest that management strategies to build a creative workplace culture can prevent burnout and improve job satisfaction.

• 융합정보논문지
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• 제10권12호
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• pp.39-48
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• 2020

본 연구는 간호사를 대상으로 병원조직에서 겪은 태움에 관한 경험의 의미와 본질적인 구조를 파악하기 위한 질적 연구이다. 참여자는 해당 병원의 협조를 받아서 직장내 SNS를 통하여 연구에 참여하겠다고 동의한 자를 대상으로 10명을 선정하여 면담을 진행하였다. 수집된 자료는 Colaizzi의 현상학적 방법을 적용해 분석하였다. 연구 결과 간호사의 병원조직 내 태움은 4개의 범주(지독한 첫발 내딛기, 끝날 것 같지 않은 힘듦의 연속, 스스로 버텨봄, 적응을 위한 비상의 날갯짓 하기)와 16개의 주제들로 도출되었다. 결론적으로 태움은 신규간호사 뿐만 아니라 경력을 쌓은 간호사들조차도 여전히 현재진행형이므로 힘든 병원조직에 적응을 하고 있음을 확인할 수 있었다. 따라서 간호사들을 위한 심리적 지원프로그램을 도입한다면 태움 문제를 해결하고, 간호사들이 존중 받는 조직문화를 이루는데 기여할 것이다.

• 한국임상보건과학회지
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• 제1권3호
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• pp.39-48
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• 2013

Purpose. This study was performed on survey related dental hygienist job stress and job satisfaction, to improve the work efficiency of the dental hygienist and for dental hygienist to eliminate the cause of stress for health promotion and for management to be able to help to finding ways to provide basic data. Method. This survey is based on 235 people who are dental hygienists working in Changwon city from November 1 to November 30 2012, by statistical analysis of collected data using SPSS Win Program 20.0 version t-test, univariate analysis of variance (one-way ANOVA), correlation analysis that performed to determine statistical significance with a significance level of 0.05 was considered. Results. For correlation of job satisfaction and job stress, the job demands, job insecurity, and workplace culture shows a negative correlation. For Correlation of the physical environment, insufficient job control, interpersonal conflict, and organizational system is, lack of reward shows a positive correlation. The less job stress due to Insufficient job control, interpersonal conflict, organizational system, is, the higher job satisfaction due to job demands and workplace culture is.(p <0.05), The higher job stress is, the higher the job satisfaction is(p <0.05). Conclusions. Job satisfaction and job stress may be relevant each other, there fore several measures should be sought to solve insufficient job control, interpersonal conflict, organizational system and the lack of reward, consequently to increase the job satisfaction of dental hygienists.

• 산업경영시스템학회지
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• 제31권4호
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• pp.41-48
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• 2008

The purpose of this study was to investigate the job stress factors that were related to the general characteristics, work characteristics, and health characteristics of the workers at distribution industry. The survey of job stress measurement scale for Korean employee which was developed by KOSHA and OSHRI in 2003 was used for this study. Three hundred and fifty workers at distribution industry participated in this study, and among them 326 responses were analyzed for this study due to the unreliability and insincerity of responses. Eight job stress factors like physical environment, self-control for the job, job unsecure, organization system, workplace culture, compensation for the job, relationship to the superior, and job requirement were analyzed. The results showed that the stress because of self control for the job was relatively higher than that of other industry workers. However, the stress because of physical environment, job requirement, job unsecure, organization system and compensation for the job was relatively lower than that of other industry workers. The female workers felt more stress than male workers in compensation for the job and workplace culture factors at distribution industry. The delivery and carrying job workers were more stressful than those of other jobs at distribution industry because of physical environments and self-control for the job. The non-regular job workers were more stressful than regular job workers in many stress factors like self-control for the job, job unsecure, organization system and compensation for the job.

• 한국직업건강간호학회지
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• 제30권4호
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• pp.232-242
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• 2021

Purpose: This study investigated the occupational status and job stress of visiting nurses during the COVID-19 pandemic. Methods: Participants were 151 visiting nurses working in the public health services in Seoul and Gyeonggi-do. The study was conducted using a structured online questionnaire. Results: The average age of the visiting nurses was 49.5 years. A occupational period was 38.4% of the participants had worked for a period of 6-10 years and 34.5% of them had worked for a period of 11 years or more. In terms of employment type, 74.8% had permanent contracts and 13.9% had fixed terms. 93.4% of nurses were working on COVID-19-related work; and 57.6% of them were working more than 50% of their work. Each visiting nurse provided health services for a total of 436.4 cases on average and the per day count was 14.3 cases. The service was provided through home visits or phone consultations. The results of the job stress were relationship conflict (60.92±20.72), job demand (59.05±14.10), job autonomy (57.83±14.63), job instability (45.25±27.37), organizational system (44.97±17.21), workplace culture (42.71±18.00), and inadequate compensation (35.29±18.14). There was a significant difference in job stress according to the proportion of COVID-19 work was 'workplace culture' (p=.023), Job autonomy (p=.053) and Inappropriate compensation(p=.054). Conclusion: In order to provide a stable working environment for visiting nurses and effective public visiting health services during unexpected circumstances, such as the COVID-19 pandemic, it is necessary to promote progressive policies and systemic improvements.

• 한국환경보건학회지
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• 제49권5호
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• pp.247-250
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• 2023

This case report aims to introduce the safety campaign activities for preventing chemical accidents that were cooperatively conducted by an environmental office and chemical-handling workplaces located in the Ulsan area. A chemical safety campaign was initiated to examine and manage chemical-handling facilities at high risk for chemical accidents, specifically valves, flanges, and switches (VFS) from October 2020 to December 2022. The VFS safety check campaign was conducted to raise workers' safety consciousness based on a campaign of advertisements in the workplace from October 2020 to December 2021. In addition, a VFS plus [+] campaign was initiated to encourage actual management activities for chemical-handling facilities at high risk of chemical accidents in 2022. A total of 49 corporations participated in the VFS plus [+] campaign. In contrast to the VFS safety check campaign, which simply focused on publicity and resulted in changes in worker awareness, practicable safety management activities focusing on the handling facilities were carried out. Although notable short-term impacts have yet to be discerned from the campaigns, it is expected that they will eventually serve as a starting point for developing a proper safety culture and environment.

• 문화기술의 융합
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• 제9권6호
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• pp.495-507
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• 2023

이 연구는 소방공무원이 직무를 수행하는 과정에서 발생하는 법적 분쟁의 현황을 파악하고 이에대한 효율적 대응 방안을 제시하는 것을 목적으로 하고 있다. 법적 분쟁에 대한 인식조사를 위해 소방공무원 3,500명을 대상으로 설문조사를 실시하였고으며, 설문에 참여한 505명의 응답을 분석하였다. 연구방법으로는 참여자의 인구·사회학적 특성과 소방공무원의 법에 대한 인식조사를 근거해 빈도분석과 교차분석을 실시하였으며, 이를 통해 기초통계와 현황을 분석하였다. 분석 결과 소방공무원은 직무 수행 과정에서 법적 분쟁이 발생할 경우 직장 내 불이익과 정신적 불안, 시간적, 물질적 손실 등 많은 부분에서 부담을 느끼는 것으로 나타났다. 이에 대한 효율적 대응 방안으로 직장 내 조직적인 대응의 필요성이 통계적으로 확인되었다. 따라서 이 연구결과를 바탕으로 소방공무원이 법적 분쟁으로부터 자유롭게 직무에 전념할 수 있도록 각 시·도 소방본부 내에 전문 법률지원팀의 설치와 상설 운영을 제언한다.

• 한국사회복지학
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• 제43권
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• pp.222-245
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• 2000

The purpose of this study is to analyse the realities of fundraising and distribution of the local community chest in Korea. Until now little empirical study has been conducted concerning the culture of giving. Using the sample of 900 citizens selected from 7 cities and another sample of 230 from policy-making group in 16 local community chest, this study analysed empirical1y how the capacity, motivation and opportunity of the prospective donors are related to giving and the current issues of fundraising and distribution. According to the results of analysis, the level of motivation in giving culture is very low. Also it was found that religious beliefs is the most important motivating factor in giving. Participation in volunteer activities is another important factor to influencing giving. Some effective fundraising strategies are suggested including strengthening the motivation of prospective donors, workplace donation and joint-fundraising with religious organization or other foundation, coordinating fundraising activities between the community chest and other social welfare agencies. Program-oriented distribution and change of some distribution standards are stressed as an effective distribution strategy.