• 한국유통학회지:유통연구
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• 제17권2호
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• pp.29-62
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• 2012

최근 유통환경과 소비자 라이프스타일의 변화 속에서 단순히 제품을 판매하고 유통시키는 것에 그치는 것이 아닌 소매점자산을 증대시켜 고객을 획득하고 유지할 수 있는 차별화된 경쟁우위가 필요하게 되었으며, 이러한 대안으로 소매점 이미지의 중요성이 날로 커지고 있다. 이에 따라, 본 연구는 소매점의 이미지와 자아이미지 일치성이라는 요인과 고객기반 소매점자산과의 구조적관계를 조사하여 소비자들의 재이용의도에 어떠한 영향을 미치는지를 알아보고자 하였다. 본 연구의 가장 큰 학문적 기여점은 소매점자산에 영향을 주는 자아이미지일치성이라는 선행 요인을 찾아내는데 있으며, 또한 소매점자산이 재이용의도에 강력한 선행요인임을 확인하는데 있어서 기존의 연구들이 보여준 Second-order Construct 유형의 소매점자산척도와 결과 변수간의 단일차원 인과관계가 아닌, 소매점자산을 구성하는 각각의 요인들과 재이용의도의 좀 더 구체적인 변수간의 구조적관계를 실증할 수 있게 되었다. 본 연구는 소매점과 자아의 이미지일치성을 두 가지 차원(실제 자아이미지일치성, 이상적 자아이미지일치성)으로 나누고 소매점자산의 구성요소인 소매점인지, 소매점연상, 지각된 소매점 품질, 소매점충성도에 어떠한 영향을 미치는가를 분석하고 자아이미지일치성을 토대로 평가된 소매점자산 요인들이 소매점의 재이용의도에 미치는 영향을 분석하여 소매점의 이미지의 관리와 투자에 대한 마케팅 측면의 중요성을 제시하고 있다. 연구모델에 대한 분석결과 소매점-실제 자아이미지일치성과 소매점-이상적 자아이미지일치성 모두 모두 소매점자산 요인들에 긍정적인 영향을 미쳤으며, 그 중 이상적 자아이미지일치성이 소매점자산 요인들에 미치는 상대적인 영향력이 더 크게 나타났다. 또한 소매점자산을 구성하는 각각의 요인들은 소비자의 소매점 재이용의도에 긍정적인 영향을 주는 것으로 나타났다. 이는 타겟 소비자들의 자아 이미지와 소매점의 상징적 이미지를 일치시키는 마케팅 노력을 통해 소비자들과 소매점 사이의 강력한 감정적 결속이 형성되어 해당 소매점의 자산을 높게 평가하고 지속적인 이용의도를 가져올 수 있음을 시사한다.

• 공연문화연구
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• 제22호
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• pp.287-325
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• 2011

본고는 조선후기 관서지방 공연문화의 시공간과 향유에 관한 연구이다. 관서(關西) 지방은 중국 대륙과 인접한 접경지대로 군사적 요충지이자 대외무역과 상업의 발달로 재화가 풍부한 문화의 중심지였다. 조선후기에는 중국과 조선을 오가던 수많은 사신과 역관, 상인들이 이 지역을 경유하였고, 1~2년 간격으로 관찰사가 교체되었으며, 지역 인재 선발을 위한 도과(道科)과 빈번하게 시행되면서 환영과 전송 의례, 위로, 향연에 따른 공연활동이 매우 활발하게 전개되었다. 이와 같은 양상은 여러 문헌자료와 읍지(邑誌), 그림 자료로 전하며, 문학, 음악, 무용, 민속학 분야의 연구를 통해서도 확인되고 있다. 그런데 <관서악부>를 비롯하여 평양, 성천의 자연과 풍류를 노래한 가사문학작품, 연행록 등을 문학작품을 세밀하게 읽다보면, 기존의 연구에서 주목해 온 공연의 종목과 악기편성, 음악기구, 음악인 등 뿐 만 아니라 공연활동의 주체와 시공간, 향유방식에 대한 유용한 정보들이 매우 풍부하다는 사실을 알게 된다. 이를 통해 공연이 '어디서', '어떻게' 이루어졌으며, 언제, 얼마나 긴 시간 동안 지속되었고, 공연의 규모는 어느 정도였는지, 관객과 공연주체가 어떻게 소통하였는지를 알아볼 수 있다. 음악과 춤에 관한 단적인 정보 외에 '공연', '사람', '시간', '공간'의 관계성에 관한 연구는 지금까지 미진했던 '전통공연예술 양식' 연구의 기반이 되리라고 판단된다. 이에 본 연구에서는 <관서악부> 108편, 한글 가사 작품 8편, 한문연행록 9종에 표현된 공연관련 정보를 '주요어' 에 주목하여 분석한 결과 조선후기 공연문화의 시공간과 향유 양상은 다음과 같이 정리할 수 있었다. 공연의 시기와 시간, 전체 소요시간에 대해서는 별도의 기준이 마련되어 있지는 않았다. 사신연의 경우, 국가나 개인의 상례(喪禮), 기일(忌日) 등의 '금지사유'가 없는 한, 더위나 추위를 무릅쓰고라도 진행되었다. 그 외에 계절을 선택하여 '놀음'을 벌일 경우, 계절적으로는 '삼사월 좋은 때', '춘풍' 불고 '일기 화창'한 날과 '가을 물결' 아름다운 '추강(秋江)'의 계절이 선호되었다. 공연 시간 대는 '아침밥을 먹고 나서', '포시(오후 4시경)', '석반을 물리치고~', '야심(夜深)', 의 예에서 처럼 매우 가변적인 것으로 조사되었다. 그러나 전체적으로는 밤에 열리는 야연(夜宴)이 압도적으로 많았으며, 공연의 지속시간은 '잠깐 보고'부터 '전날 오전부터 다음날 낮까지' 차이가 컸다. 공연시간대와 전체 소요시간은 사신일행의 일정에 영향을 받았다. 공연 공간은 자연, 누정이나 관아의 건축 공간, 선유놀음의 선상 공간, 영송(迎送)의 행차음악이 연주된 연도(沿道)로 구분해볼 수 있었다. 평양의 연광정, 부벽루, 성천의 백상루, 선천의 의검정, 천연정, 의주의 통군정 등의 건축공간과 강상에 배를 띄운 선유놀음의 크고 작은 선상공간은 관서지방 공연문화의 중심이었다. 공연 공간에는 공연주체와 좌상(座上)객의 필요에 따른 주물상, 다담상, 찬을 갖춘 상, 병풍, 의자, 향로 등이 구비되었으며, 야연에서는 청사초롱, 홍촉대, 횃불이 갖춰졌다. 약산동대 등, 자연 공간에서의 공연도 선호되었다. 공연 향유와 관련하여 공연주체와 관객, 공연내용, 향유자의 소감과 비평 등을 살폈다. 공연주체는 기생과 무동, 악공, 전악, 취타군, 무동, 가아(歌兒) 등 수많은 명칭이 사용되었다. 특히 공연에서 춤과 노래, 연주를 담당했던 기생에 대해서는 기생의 수, 연령, 역량, 이미지 등을 알 수 있는 아주 많은 이칭(異稱)이 조사되었다. 공연에서 향유자는 유객(遊客), 좌상(座上)으로 불렸고, 특정 작품에서는 '풍류 태수', '학탄 신선' 등의 표현도 사용되었다. 향유자들이 즐긴 공연은 정재류의 춤과 관서지방의 민속무, 이에 따른 삼현육각 편성의 음악, 12가사, 한문 낭송조, 잡가, 민요, 광대소리 등의 노래, 거문고, 가야금, 양금, 피리, 해금, 퉁소, 옥저 등의 기악 독주, 혹은 병주. 행차에 따른 연주 등이었다. 세부곡목에 주목해보면 조선후기 관서지방에서는 궁중 예술과의 교섭이 매우 활발하였고, 다른 지역에서 볼 수 없었던 <홍문연>, <항장무>, <선유락> 등의 레퍼토리를 탄생시켰는가 하면 고유의 민속가무도 함께 향유하였음을 알 수 있다. 공연의 규모는 '대연', '크게 벌이다', '수삼 동기', '성천기 7명', '60기생', '기생 2~3명', '삼자비' 등으로 표현되거나 독주, 독창, 독무인 경우 이름으로 표기하였다. 역시 공연 계기와 장소에 따라 공연의 규모가 매우 유동적이었음을 알려준다. 공연자의 연령은 10대 초반부터 늙은 기생까지 다양하게 소개되었는데, 특히 어린 기생들의 가무에 대한 관심도가 높았다. 공연은 대체로 긍정적으로 평가되었지만, 반대로 '잡악(雜樂)', '졸렬', '웃음거리'로 분류되어 외면당한 예도 있다. 그런가 하면 여러 지역에서 유사한 공연종목을 관람한 뒤, 이를 '비교(比較)' 평가한 예가 있는데, 이는 관서지방 공연문화 향유양상을 알려주는 중요한 지표라고 생각된다. 공연은 주로 사신맞이. 사신연, 순행에 따른 연회 등 공적인 성격을 띤 것이 많았고, 그밖에 사적인 향유 차원에서 이루어진 예도 적지 않게 조사되었다. 관서지역의 사신맞이는 대동강의 관선을 이용한 도강(渡江)의례가 특징적이다. 이는 관찰사, 부사, 감사 등의 관리의 이임과 부임뿐만 아니라 정례적으로 중국에 오가던 사신일행의 행차가 끊이지 않았으므로 이와 관련된 공연문화의 지속성이 탄탄하게 확보될 수 있었다. 이와같이 '주요어 추출'을 중심으로 조선후기 관서지방의 공연 시·공간과 향유양상에 관해 살핀 본 연구는 향후 관서지방의 재정과 경제, 생활문화의 측면과 관련지어 '관서지방 특유의 공연문화'를 밝히는 연구로 확장될 수 있을 것이다. 아울러 지금까지의 연구가 미진한 전통공연예술의 시공간과 공연양식에 관한 연구의 외연을 넓히는데 풍부한 근거자료로 활용될 수 있으리라고 생각한다.

• 대한간호
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• 제36권1호
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• pp.77-96
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• 1997

The duty shifts of hospital nurses not only affect nurses' physical and mental health but also present various personnel management problems which often result in high turnover rates. In this context a study was carried out from October to November 1995 for a period of two months to find out the status of hospital nurses' duty shift patterns, and preferred duty hours and fixed duty shifts. The study population was 867 RNs working in five general hospitals located in Seoul and its vicinity. The questionnaire developed by the writer was used for data collection. The response rate was 85.9 percent or 745 returns. The SAS program was used for data analysis with the computation of frequencies, percentages and Chi square test. The findings of the study are as follows: 1. General characteristics of the study population: 56 percent of respondents was (25 years group and 76.5 percent were "single": the predominant proportion of respondents was junior nursing college graduates(92.2%) and have less than 5 years nursing experience in hospitals(65.5%). For their future working plan in nursing profession, nearly 50% responded as uncertain The reasons given for their career plan was predominantly 'personal growth and development' rather than financial reasons. 2. The interval for rotations of duty stations was found to be mostly irregular(56.4%) while others reported as weekly(16.1%), monthly(12.9%), and fixed terms(4.6%). 3. The main problems related to duty shifts particularly the evening and night duty nurses reported were "not enough time for the family, " "afraid of security problems after the work when returning home late at night." and "lack of leisure time". "problems in physical and physiological adjustment." "problems in family life." "lack of time for interactions with fellow nurses" etc. 4. The forty percent of respondents reported to have '1-2 times' of duty shift rotations while all others reported that '0 time'. '2-3 times'. 'more than 3 times' etc. which suggest the irregularity in duty shift rotations. 5. The majority(62.8%) of study population found to favor the rotating system of duty stations. The reasons for favoring the rotation system were: the opportunity for "learning new things and personal development." "better human relations are possible. "better understanding in various duty stations." "changes in monotonous routine job" etc. The proportion of those disfavor the rotating 'system was 34.7 percent. giving the reasons of"it impedes development of specialization." "poor job performances." "stress factors" etc. Furthermore. respondents made the following comments in relation to the rotation of duty stations: the nurses should be given the opportunity to participate in the. decision making process: personal interest and aptitudes should be considered: regular intervals for the rotations or it should be planned in advance. etc. 6. For the future career plan. the older. married group with longer nursing experiences appeared to think the nursing as their lifetime career more likely than the younger. single group with shorter nursing experiences ($x^2=61.19.{\;}p=.000;{\;}x^2=41.55.{\;}p=.000$). The reason given for their future career plan regardless of length of future service, was predominantly "personal growth and development" rather than financial reasons. For further analysis, the group those with the shorter career plan appeared to claim "financial reasons" for their future career more readily than the group who consider the nursing job as their lifetime career$(x^2$= 11.73, p=.003) did. This finding suggests the need for careful .considerations in personnel management of nursing administration particularly when dealing with the nurses' career development. The majority of respondents preferred the fixed day shift. However, further analysis of those preferred evening shift by age and civil status, "< 25 years group"(15.1%) and "single group"(13.2) were more likely to favor the fixed evening shift than > 25 years(6.4%) and married(4.8%)groups. This differences were statistically significant ($x^2=14.54, {\;}p=.000;{\;}x^2=8.75, {\;}p=.003$). 7. A great majority of respondents(86.9% or n=647) found to prefer the day shifts. When the four different types of duty shifts(Types A. B. C, D) were presented, 55.0 percent of total respondents preferred the A type or the existing one followed by D type(22.7%). B type(12.4%) and C type(8.2%). 8. When the condition of monetary incentives for the evening(20% of salary) and night shifts(40% of. salary) of the existing duty type was presented. again the day shift appeared to be the most preferred one although the rate was slightly lower(66.4% against 86.9%). In the case of evening shift, with the same incentive, the preference rates for evening and night shifts increased from 11.0 to 22.4 percent and from 0.5 to 3.0 percent respectively. When the age variable was controlled. < 25 yrs group showed higher rates(31.6%. 4.8%) than those of > 25 yrs group(15.5%. 1.3%) respectively preferring the evening and night shifts(p=.000). The civil status also seemed to operate on the preferences of the duty shifts as the single group showed lower rate(69.0%) for day duty against 83. 6% of the married group. and higher rates for evening and night duties(27.2%. 15.1%) respectively against those of the married group(3.8%. 1.8%) while a higher proportion of the married group(83. 6%) preferred the day duties than the single group(69.0%). These differences were found to be statistically all significant(p=.001). 9. The findings on preferences of three different types of fixed duty hours namely, B, C. and D(with additional monetary incentives) are as follows in order of preference: B type(12hrs a day, 3days a wk): day shift(64.1%), evening shift(26.1%). night shift(6.5%) C type(12hrs a day. 4days a wk) : evening shift(49.2%). day shift(32.8%), night shift(11.5%) D type(10hrs a day. 4days a wk): showed the similar trend as B type. The findings of higher preferences on the evening and night duties when the incentives are given. as shown above, suggest the need for the introductions of different patterns of duty hours and incentive measures in order to overcome the difficulties in rostering the nursing duties. However, the interpretation of the above data, particularly the C type, needs cautions as the total number of respondents is very small(n=61). It requires further in-depth study. In conclusion. it seemed to suggest that the patterns of nurses duty hours and shifts in the most hospitals in the country have neither been tried for different duty types nor been flexible. The stereotype rostering system of three shifts and insensitiveness for personal life aspect of nurses seemed to be prevailing. This study seems to support that irregular and frequent rotations of duty shifts may be contributing factors for most nurses' maladjustment problems in physical and mental health. personal and family life which eventually may result in high turnover rates. In order to overcome the increasing problems in personnel management of hospital nurses particularly in rostering of evening and night duty shifts, which may related to eventual high turnover rates, the findings of this study strongly suggest the need for an introduction of new rostering systems including fixed duties and appropriate incentive measures for evenings and nights which the most nurses want to avoid, In considering the nursing care of inpatients is the round-the clock business. the practice of the nursing duty shift system is inevitable. In this context, based on the findings of this study. the following are recommended: 1. The further in-depth studies on duty shifts and hours need to be undertaken for the development of appropriate and effective rostering systems for hospital nurses. 2. An introduction of appropriate incentive measures for evening and night duty shifts along with organizational considerations such as the trials for preferred duty time bands, duty hours, and fixed duty shifts should be considered if good quality of care for the patients be maintained for the round the clock. This may require an initiation of systematic research and development activities in the field of hospital nursing administration as a part of permanent system in the hospital. 3. Planned and regular intervals, orientation and training, and professional and personal growth should be considered for the rotation of different duty stations or units. 4. In considering the higher degree of preferences in the duty type of "10hours a day, 4days a week" shown in this study, it would be worthwhile to undertake the R&D type studies in large hospital settings.

• 미술자료
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• 제97권
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• pp.87-104
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• 2020

산률(山律) 선우영(鮮于英)(1946~2009) 필(筆) <금강산 묘길상도>(2000)는 국립중앙박물관이 소장하게 된 최초의 북한 화가 작품이다. 지금까지 알려진 <묘길상도> 가운데 가장 큰 종축(縱軸) 형식으로 크기가 세로 130.2cm, 가로 56.2cm에 이르는 지본수묵진채(紙本水墨眞彩) 그림이다. 선우영에 관하여는 최근 우리나라에도 수차례 개최된 전시회에서 비교적 잘 알려졌다. 그는 1989년 공훈예술가, 1992년 인민예술가 칭호를 받는 등 이른바 '진채세화(眞彩細畫)'의 대가로서 북한을 대표하는 화가가 되었고, 60여 점의 작품이 북한 국보로 지정되었다. 이 그림의 주제인 <묘길상> 마애불은 금강산 내금강 지역에 있는 만폭동 골짜기의 높이 40m 벼랑 아래에 15m 정도 크기로 새겨진 고려시대의 마애불이다. 이 마애불의 명칭은 마사연(摩詞衍) 동쪽에 있었던 묘길상암(妙吉祥庵)에서 유래한다. 마애불의 오른쪽 옆 바위에는 직암(直庵) 윤사국(尹師國)(1728~1709)이 쓴 '묘길상(妙吉祥)'이라는 큼직한 음각의 글씨가 새겨져 있다. 필자는 불상의 수인(手印)을 오른손과 왼손이 모두 엄지와 약지(藥指)가 만나는 하품하생인(下品下生印)과 비슷하지만 왼손이 아래를 향하고 있지 않고 오른손과 거의 직각을 이루며 복부에 놓여있으므로 설법인(說法印)으로 보았다. 즉 이 불상은 설법인을 결하고 있는 석가상(釋迦像)이라고 결론지었다. 선우영의 <금강산 묘길상도>는 조선시대 같은 주제의 그림들과 비교하면 불상의 자연 환경, 즉 벼랑 아래 감실에 새겨진 불상이라는 점과 불상이 인간의 모습이 아닌 암각상임을 수묵진채로 표현한 유일한 그림이다. 구도와 색감이 자아내는 초현실주의적 분위기 또한 이 <금강산 묘길상도>의 특징이라 하겠다. 이 그림을 포함한 선우영의 대부분 작품이 진채로 바위 질감을 사실적으로 표현한 그림이지만 그의 만년작 <파도>(2008)와 같이 전통적의 수묵화에 가까운 그림도 그렸던 폭넓은 작품 세계를 보여주는 화가이다.

• Journal of Preventive Medicine and Public Health
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• 제20권1호
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• pp.165-203
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• 1987

This project was a service-cum-research effort with a quasi-experimental study design to examine the health benefits of an integrated Family Planning (FP)/Maternal & Child health (MCH) Service approach that provides crucial factors missing in the present on-going programs. The specific objectives were: 1) To test the effectiveness of trained nurse/midwives (MW) assigned as change agents in the Health Sub-Center (HSC) to bring about the changes in the eight FP/MCH indicators, namely; (i)FP/MCH contacts between field workers and their clients (ii) the use of effective FP methods, (iii) the inter-birth interval and/or open interval, (iv) prenatal care by medically qualified personnel, (v) medically supervised deliveries, (vi) the rate of induced abortion, (vii) maternal and infant morbidity, and (viii) preinatal & infant mortality. 2) To measure the integrative linkage (contacts) between MW & HSC workers and between HSC and clients. 3) To examine the organizational or administrative factors influencing integrative linkage between health workers. Study design; The above objectives called for quasi-experimental design setting up a study and control area with and without a midwife. An active intervention program (FP/MCH minimum 'package' program) was conducted for a 2 year period from June 1982-July 1984 in Seosan County and 'before and after' surveys were conducted to measure the change. Service input; This study was undertaken by the Soonchunhyang University in collaboration with WHO. After a baseline survery in 1981, trained nurses/midwives were introduced into two health sub-centers in a rural setting (Seosan county) for a 2 year period from 1982 to 1984. A major service input was the establishment of midwifery services in the existing health delivery system with emphasis on nurse/midwife's role as the link between health workers (nurse aids) and village health workers, and the referral of risk patients to the private physician (OBGY specialist). An evaluation survey was made in August 1984 to assess the effectiveness of this alternative integrated approach in the study areas in comparison with the control area which had normal government services. Method of evaluation; a. In this study, the primary objective was first to examine to what extent the FP/MCH package program brought about changes in the pre-determined eight indicators (outcome and impact measures) and the following relationship was first analyzed; b. Nevertheless, this project did not automatically accept the assumption that if two or more activities were integrated, the results would automatically be better than a non-integrated or categorical program. There is a need to assess the 'integration process' itself within the package program. The process of integration was measured in terms of interactive linkages, or the quantity & quality of contacts between workers & clients and among workers. Intergrative linkages were hypothesized to be influenced by organizational factors at the HSC clinic level including HSC goals, sltrurture, authority, leadership style, resources, and personal characteristics of HSC staff. The extent or degree of integration, as measured by the intensity of integrative linkages, was in turn presumed to influence programme performance. Thus as indicated diagrammatically below, organizational factors constituted the independent variables, integration as the intervening variable and programme performance with respect to family planning and health services as the dependent variable: Concerning organizational factors, however, due to the limited number of HSCs (2 in the study area and 3 in the control area), they were studied by participatory observation of an anthropologist who was independent of the project. In this observation, we examined whether the assumed integration process actually occurred or not. If not, what were the constraints in producing an effective integration process. Summary of Findings; A) Program effects and impact 1. Effects on FP use: During this 2 year action period, FP acceptance increased from 58% in 1981 to 78% in 1984 in both the study and control areas. This increase in both areas was mainly due to the new family planning campaign driven by the Government for the same study period. Therefore, there was no increment of FP acceptance rate due to additional input of MW to the on-going FP program. But in the study area, quality aspects of FP were somewhat improved, having a better continuation rate of IUDs & pills and more use of effective Contraceptive methods in comparison with the control area. 2. Effects of use of MCH services: Between the study and control areas, however, there was a significant difference in maternal and child health care. For example, the coverage of prenatal care was increased from 53% for 1981 birth cohort to 75% for 1984 birth cohort in the study area. In the control area, the same increased from 41% (1981) to 65% (1984). It is noteworthy that almost two thirds of the recent birth cohort received prenatal care even in the control area, indicating that there is a growing demand of MCH care as the size of family norm becomes smaller 3. There has been a substantive increase in delivery care by medical professions in the study area, with an annual increase rate of 10% due to midwives input in the study areas. The project had about two times greater effect on postnatal care (68% vs. 33%) at delivery care(45.2% vs. 26.1%). 4. The study area had better reproductive efficiency (wanted pregancies with FP practice & healthy live births survived by one year old) than the control area, especially among women under 30 (14.1% vs. 9.6%). The proportion of women who preferred the 1st trimester for their first prenatal care rose significantly in the study area as compared to the control area (24% vs 13%). B) Effects on Interactive Linkage 1. This project made a contribution in making several useful steps in the direction of service integration, namely; i) The health workers have become familiar with procedures on how to work together with each other (especially with a midwife) in carrying out their work in FP/MCH and, ii) The health workers have gotten a feeling of the usefulness of family health records (statistical integration) in identifying targets in their own work and their usefulness in caring for family health. 2. On the other hand, because of a lack of required organizational factors, complete linkage was not obtained as the project intended. i) In regards to the government health worker's activities in terms of home visiting there was not much difference between the study & control areas though the MW did more home visiting than Government health workers. ii) In assessing the service performance of MW & health workers, the midwives balanced their workload between 40% FP, 40% MCH & 20% other activities (mainly immunization). However, $85{\sim}90%$ of the services provided by the health workers were other than FP/MCH, mainly for immunizations such as the encephalitis campaign. In the control area, a similar pattern was observed. Over 75% of their service was other than FP/MCH. Therefore, the pattern shows the health workers are a long way from becoming multipurpose workers even though the government is pushing in this direction. 3. Villagers were much more likely to visit the health sub-center clinic in the study area than in the control area (58% vs.31%) and for more combined care (45% vs.23%). C) Organization factors (admistrative integrative issues) 1. When MW (new workers with higher qualification) were introduced to HSC, it was noted that there were conflicts between the existing HSC workers (Nurse aids with less qualification than MW) and the MW for the beginning period of the project. The cause of the conflict was studied by an anthropologist and it was pointed out that these functional integration problems stemmed from the structural inadequacies of the health subcenter organization as indicated below; i) There is still no general consensus about the objectives and goals of the project between the project staff and the existing health workers. ii) There is no formal linkage between the responsibility of each member's job in the health sub-center. iii) There is still little chance for midwives to play a catalytic role or to establish communicative networks between workers in order to link various knowledge and skills to provide better FP/MCH services in the health sub-center. 2. Based on the above findings the project recommended to the County Chief (who has power to control the administrative staff and the technical staff in his county) the following ; i) In order to solve the conflicts between the individual roles and functions in performing health care activities, there must be goals agreed upon by both. ii) The health sub·center must function as an autonomous organization to undertake the integration health project. In order to do that, it is necessary to support administrative considerations, and to establish a communication system for supervision and to control of the health sub-centers. iii) The administrative organization, tentatively, must be organized to bind the health worker's midwive's and director's jobs by an organic relationship in order to achieve the integrative system under the leadership of health sub-center director. After submitting this observation report, there has been better understanding from frequent meetings & communication between HW/MW in FP/MCH work as the program developed. Lessons learned from the Seosan Project (on issues of FP/MCH integration in Korea); 1) A majority or about 80% of the couples are now practicing FP. As indicated by the study, there is a growing demand from clients for the health system to provide more MCH services than FP in order to maintain the achieved small size of family through FP practice. It is fortunate to see that the government is now formulating a MCH policy for the year 2,000 and revising MCH laws and regulations to emphasize more MCH care for achieving a small size family through family planning practice. 2) Goal consensus in FP/MCH shouBd be made among the health workers It administrators, especially to emphasize the need of care of 'wanted' child. But there is a long way to go to realize the 'real' integration of FP into MCH in Korea, unless there is a structural integration FP/MCH because a categorical FP is still first priority to reduce the rate of population growth for economic reasons but not yet for health/welfare reasons in practice. 3) There should be more financial allocation: (i) a midwife should be made available to help to promote the MCH program and coordinate services, (in) there should be a health sub·center director who can provide leadership training for managing the integrated program. There is a need for 'organizational support', if the decision of integration is made to obtain benefit from both FP & MCH. In other words, costs should be paid equally to both FP/MCH. The integration slogan itself, without the commitment of paying such costs, is powerless to advocate it. 4) Need of management training for middle level health personnel is more acute as the Government has already constructed 90 MCH centers attached to the County Health Center but without adequate manpower, facilities, and guidelines for integrating the work of both FP and MCH. 5) The local government still considers these MCH centers only as delivery centers to take care only of those visiting maternity cases. The MCH center should be a center for the managment of all pregnancies occurring in the community and the promotion of FP with a systematic and effective linkage of resources available in the county such as i.e. Village Health Worker, Community Health Practitioner, Health Sub-center Physicians & Health workers, Doctors and Midwives in MCH center, OBGY Specialists in clinics & hospitals as practiced by the Seosan project at primary health care level.