• 대한치위생과학회지
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• 제5권2호
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• pp.113-121
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• 2022

Background: This study aimed to create and present content that can be used in the dental hygiene ethics process to help dental hygiene students develop desirable work ethics and ethical values. Methods: In order to operate the dental hygiene ethics course in all academic systems, one three-year dental hygiene professor and one four-year dental hygiene professor participated in setting core competencies and learning goals for the dental hygiene ethics course. The class consisted of two credits, two hours of theoretical classes, and class activity sheets developed according to the learning contents and learning topics for each week that can be operated for 15 weeks. Results: The contents of the dental hygiene ethics subject were developed to be conducted as theoretical education and case-oriented discussion classes. The 15-week class consisted of a theory lecture on dental hygiene work ethics (eight weeks), discussions and presentations for ethical decisions based on actual cases related to dental hygiene ethics (four weeks), and the design and presentation of individual professional mission statements and codes of conduct (three weeks). The class data for each week consisted of four stages: "Learning goal-thinking," "open-thinking," "learning content-thinking," and "according to learning goal." Conclusions: In order to establish desirable workplace ethics and ethical values for dental hygiene students, it is necessary to approach education in a way that values understanding and application of dental hygiene practices, legal and ethical standards, ethical decision-making models, and ethical principles.

• Educational Technology International
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• 제8권1호
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• pp.17-39
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• 2007

The purpose of this study was to identify the relationships among organizational commitment, job satisfaction, and learning organization culture. This study was conducted in five sub-organizations of one Korean conglomerate company. One thousand employees were randomly and proportionately selected, with 669 useable cases obtained, for a response rate of 67%. The organizational commitment instrument used from the "affective, continuance, and normative commitment" scale (ACNCS) of Allen and Meyer (1990). The "Dimensions of Learning Organization Questionnaire" of Watkins and Marsick (1997) was used to measure learning organization culture. The short form MSQ (Minnesota Satisfaction Questionnaire), developed by Weiss, Dawis, England, and Lofquist (1967), was the third instrument used. Descriptive statistics, correlational statistics, and inferential statistics (ANOVA and t-tests) were used. Organizational commitment (except for continuance) is moderately and positively related to job satisfaction and moderately and positively related to learning organization culture. In addition, learning organization culture is weakly to moderately and positively related to job satisfaction. No differences by age were found. Four-year college graduates are more likely to have higher creating continuous learning opportunities in learning organization culture than graduate school degree holders. Males are likely to have higher affective and continuance organizational commitment than females. Employees working in R&D, Engineering, and Manufacturing (REM) are likely to have higher continuance organizational commitment than do other types of jobs. Employees are more likely to have higher learning organization culture and job satisfaction than assistant managers. Assistant managers have higher continuance organizational commitment than managers. Managers generally have higher organizational commitment, learning organization culture, job satisfaction than assistant managers. They also have higher learning organization culture than employees. Employees who had worked for less than four years in their current job and organization have higher promoting inquiry and dialogue in learning organization culture than those who have worked for ten years or more. Employees in the insurance organization have higher affective organizational commitment, learning organization culture, and job satisfaction than those of the other organizations. Finally, employees of the electronic company have higher continuance organizational commitment in learning organization culture than those of other companies. In summary, this research enables CEOs and HRD and HRM practitioners to view organizational commitment, learning organization culture, and job satisfaction as important variables in exploring diverse ranges of topics related to the workplace. And then, they can diversely apply their management, interventions and practices to fit these diverse characteristics.

• 한국문헌정보학회지
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• 제58권1호
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• pp.99-122
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• 2024

본 연구는 사서학습공동체 운영 가능성과 성공적인 도입을 위해 사서학습공동체에 대한 사서의 인식 및 수요를 조사한 것이다. 이를 위해 도서관 현직 사서를 대상으로 온라인 설문조사를 실시하였고 총 474건의 응답을 수집하였다. 주요 분석 결과는 다음과 같다. 첫째, 사서학습공동체에 대해 사서는 매우 낮은 인식을 지니고 있었지만 사서학습공동체 운영의 취지와 의미에 대해서는 높이 평가하였다. 둘째, 사서학습공동체의 참여동기는 전문성 신장, 동료들과의 연대, 지적 호기심 충족 등의 순으로 나타났다. 셋째, 사서는 사서학습공동체의 궁극적 가치로 도서관 서비스 개선, 전문성 함양, 협력적 집단 탐구, 가치와 비전 공유의 순으로 응답했다. 넷째, 사서학습공동체의 성공요인은 구성원의 자발성, 구성원 간의 협력 문화, 일과시간 확보(주 1회), 지원 환경(예산, 공간 등) 등 순으로 나타났고, 실패 요인은 사서 업무 과중으로 인한 시간 부족, 구성원의 자발성 부족, 기관장의 무관심, 지원 환경(예산, 공간 등)의 부족으로 나타났다. 마지막으로 사서의 사서학습공동체 참여의지는 매우 높은 것으로 나타났으며, 관심있는 주제 또한 매우 다양하게 나타났다. 본 연구의 결과는 향후 사서학습공동체 운영 시, 실질적인 운영 방식의 결정이나 주제 선정 등의 기초자료로 활용할 수 있을 것이다.

• 디지털융복합연구
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• 제16권1호
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• pp.63-72
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• 2018

본 연구의 목적은 치매교육훈련을 받은 요양보호사들의 학습전이 수준과, 학습전이에 미치는 영향요인간의 관계 및 설명력을 살펴보는데 있다. 서울시와 경기도에 근무하는 요양보호사 중 치매교육훈련을 수료한 후 3개월 이상 12개월 미만인 자를 연구대상으로 하였고, 총 279명에 받은 설문지를 바탕으로 다중회귀분석을 실시하였다. 분석결과, 치매교육훈련 학습자의 자기효능감이 높을수록, 교육훈련설계 중 교육방법과 강사역량이 높을수록, 업무환경 중 전이기회가 높을수록 학습전이가 높게 나타났다. 이러한 결과는 학습전이를 향상시키기 위하여 요양보호사의 자기효능감 증진, 업무현장에서 적용할 수 있는 실무 중심의 교육훈련, 장기요양업무관련 실무경험이 많은 강사선정의 중요성, 업무현장에서 요양보호사에게 더 많은 전이기회가 제공되어야 함을 시사한다.

• 품질경영학회지
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• 제42권3호
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• pp.407-424
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• 2014

Purpose: The purpose of this study was to propose supply chain management efficiency by analyzing moderating effect on the training support project in small and midium-sized enterprise. Methods: The collected data through the survey were analyzed using multi?regression analysis. The measurement tools used for this study were divided into three dimensions such as personal characteristics, supportive environment and training effect. Results: The results of this study are as follows; first, it was found that the effects of personal characteristics and supportive environment were significant on training effect. Second, significant differences were found between supply chain management active group and inactive group. Third, moderating effect of supply chain manage efficiency was found between variables. Conclusion: SME supporting project in training program needs supply chain management efficiency for training effect. Supply chain management needs to be promoted in SMEs not only for performance but also for their workplace learning and learning culture.

• 대한영상의학회지
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• 제83권6호
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• pp.1259-1272
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• 2022

목적 이러닝 센터의 개선 사업을 위해 회원들에게 현재 이러닝 센터의 만족도 및 개선되어야 할 점에 대해 설문조사를 진행하고자 하였다. 대상과 방법 영상의학과 전문의(454/617명) 및 전공의(163/617명)를 대상으로 이메일로 설문조사를 진행하였다. 설문조사 문항은 근무처 등 기본적인 정보와 현재 이러닝 센터의 이용 빈도, 만족도, 만족/불만족 이유 및 기타 개선되었으면 하는 점 등으로 구성하여 조사하였다. 결과 연회원전용 이러닝의 경우 67%, 전체회원용 이러닝의 경우 42%가 평균 이상의 만족도를 보였다. 한 달에 5회 이상 이러닝을 이용하는 회원은 30% 정도였으며, 특히 전공의의 이용 빈도가 높았다. 원하는 강의를 찾기 어렵거나(연회원전용: n = 28/97, 전체회원용: n = 72/166), 원하는 주제의 강의가 없는 경우(연회원전용: n = 37/97, 전체회원용: n = 58/166)가 있어 이 부분에 대한 개선 요구가 있었으며, 강의가 주기적으로 업데이트되었으면 좋겠다는 의견이 있었다. 또한 이러닝 시스템의 사용 편의성 및 안전성 향상에 대한 의견들이 많았다. 결론 설문조사를 토대로 이러닝 강의의 양뿐만 아니라 질적 향상의 도모, 그리고 시스템의 안전성 및 편의성 증대를 기본 방향으로 이러닝 센터 개선작업을 진행할 계획이다.

• Industrial Engineering and Management Systems
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• 제13권3호
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• pp.258-266
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• 2014

This paper proposes a management system for the educational program of production managers on the basis of value co-creation by the learner and the instructor. The program combines an intelligent knowledge-based approach with the kaizen activity program. The program helps individuals acquire knowledge and skills to ensure the total rather than the partial optimization of processes and operations facilitating continuous improvement in the workplace. To achieve these goals, the program uses models of a learning process and a swing of enlightenment. In addition, the program is supported by a framework of academic, business people, consultants, and government officers. The program was developed using an instructional design approach. This paper discusses the process of developing and managing the educational program between 2006 and 2012 as well as the results obtained.

• International Journal of Knowledge Content Development & Technology
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• 제7권1호
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• pp.79-100
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• 2017

The purpose of this study is to investigate awareness of librarian's job prospects, and to do this a survey was conducted with 502 college students in 14 Departments of Library and Information Science around Korea and 753 librarians in libraries and related agencies. The study results are as follows. First, satisfaction with educational curriculum was higher in students than librarians. Second, both students and librarians regarded workplace based practical training as employment requirements and also evaluated certifications and academic performance as important requirements. Third, both groups asked that information on employment rates be available in a timely manner, and perceived that the librarian's job prospects were not bright. Therefore, in order to improve employment of librarians, it will be necessary to establish a job information system, reorganize the current educational curriculum into a practice-oriented curriculum, and introduce the national curriculum statements (NCS)-based curriculum.

• 영어어문교육
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• 제18권3호
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• pp.149-174
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• 2012

This research aims at exploring what Korean teachers of English need for their effective professional development, particularly from the perspectives of peer trainers who are school teachers as well as teacher trainers. The research is based on an assumption that despite the critical roles of peer trainers in the changing process of English education, very little attention has been paid to listening to their voices. Having an awareness of the meaningfulness of their voices in teacher education, the researcher collected and analyzed the data, employing a questionnaire responded by 32 peer trainers and in-depth group interview with 6 peer trainers who responded the questionnaire. The research findings suggest that the majority of peer trainers believe that the priority should be put on teaching practice rather than language competence for Korean English language teacher development. It has been found that they believe that teacher learning within the workplace with some support from outside experts is the most effective way of making classroom change possible and keeping teachers' professional development sustainable. Finally, the research suggests school-based professional development as an alternative strategy to satisfy their needs on effective and sustainable professional development.

• 한국식품영양학회지
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• 제29권6호
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• pp.1058-1069
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• 2016

This study is intended to research workers' health, diet and the demand of nutrition education service in Seoul and Gyeonggi-do province. We implemented the survey from September 2012 through August 2013, and analyzed the data from 589 workers' questionnaires out of 890. For the analysis of the compiled data, we utilized the SPSS version 18.0 statistical package program. The study showed that majority of the workers participated in the survey consisted of 447 male (75.9%) and 142 female (24.1%). BMI showed that these men were overweight ($24.5{\pm}2.72$) and women were normal weight ($22.2{\pm}2.70$). Participants often diagnosed with hypertension or hyperlipidemia. In terms of health status, 34.5% answered satisfactory, the most concerned illness was high blood pressure, and the bad eating habits were often associated with general overeating and excessive intake of salt. 65.5% of participants had a meal three times per day. 49.4% of male participants had a meal less than 15 minutes and 66.2% of female participants had a meal between 15 and 30 minutes. The average of workers who needed to nutrition education is 3.74+0.85. The most desired way of learning was through counseling (36.7%), with overweight and weight management identified as the most interested topics. A relatively high portion (80%) passed the nutrition knowledge assessment test. According to the survey the highest rate of full-time employment is 85.2% which showed in small work places (the number of people on meal plan was 100~300), however the lowest rate of full-time employment showed 70.0% in large workplaces (the number of people on meal plan was within 1,000).