• 한국콘텐츠학회:학술대회논문집
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• 한국콘텐츠학회 2009년도 춘계 종합학술대회 논문집
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• pp.398-401
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• 2009

본 연구는 기업이 원하는 맞춤형 인재육성과 함께 질적 불일치 해소와 최근 대두되고 있는 무업자 증가 및 청년실업률 완화에 기여할 수를 있기 위해 단순 교육차원의 산학협력이 아닌 고용이라는 실질적 가치창출로 연계되는 한국형 IT인턴쉽 모델 개발과 활성화를 목적으로 하고 있다. IT인턴쉽 시범운영한 참여기업 및 인턴학생에 대해서 실태조사를 한 결과, 재학 중의 인턴쉽 경험이 취업에 도움을 주고 있음을 알 수 있었으며, 현장실습기간이 길수록 취업에 도움의 정도가 커진다고 생각하고 있다. 학력보다는 전공 및 직무위주의 인턴사원을 매칭하고 사전교육의 효과로 신입사원 수준의 업무를 부여하고 수행하여 인턴쉽 내용이 질적으로 상승하게 되었다. 지방학생 채용비율 56%로 지역특화 산업과 연관된 기술 분야의 지방학생에 대한 기업의 선호도가 있는 것으로 나타났으며, 연수기관의 87%가 재참여 희망하였으며, 이중 61% 연수생을 채용 희망의사를 표시하여 고용연계 가능성을 확인 하였다. 또한 연수생들의 68.3%가 인턴 후 중소기업에 대해 긍정적으로 이미지 전환되어 인턴사업이 중소기업에 대한 기존의 부정적 선입견 완화에 기여 하고 있음을 보여 주고 있다.

• 한국의류학회지
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• 제34권5호
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• pp.819-830
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• 2010

This study proposes medical gowns for interns and residents that address the functions of utility and activity. Based on the questionnaires, the prototype focused on the pockets for practical use and movement adaptability. Functional pockets were made by increasing pocket sizes and separating pockets with sections according to use. An inside pocket and a loop for an identification tag was placed on the chest pocket and the side seam pocket were oblique lined. To resolve horizontal stress on the back of the gown,6 cm action pleats were added at both ends of the bladebone. The elbow area was tucked up to improve the workplace activities. To reduce hamper on the gown hemline, slits were added along the gown side seam. The front button was changed into an inside button closure. The cuffs, belt, and back waist belt were removed due to occupational cases of inconvenience. The length of the sleeves was adjusted with belts to improve the movement of the arms. In accordance with design preference, the gown was designed to be knee-length with wrist length sleeves. Blue colored (2.5PB 3/12: by Munsell) material was inserted to reduce the contamination on the neck, cuffs, front closure, and hemline area. The planning cloth of the experimental gown was designed to improve activity function, cleaning, and comfort from light materials. The field test (with 30 doctors at university hospitals and the objective assessment with 9 subject groups)were done by the valuation between the existing gown and the prototype. The results showed that the prototype had to be modified by decreasing the pocket size, expanding the usage of the penholder, and simplify front pockets in order to maintain unity. The loop for the identification tag, inside pocket, and the blue colored material had to be removed. The front closure of the gown had to return to its original state.

• 수산해양교육연구
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• 제27권5호
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• pp.1318-1333
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• 2015

The research aim of this investigation was to present implications and supplements in policy research middle school which has implemented free learning semester for 3 years from 2013 to now, through identifying and analyzing education program. In this study, the results were as follows. Firstly, it was needed to generalize career education programs. I was required to make a specialized program which was suitable for a characteristic of school and community rather than department-store-like program. Secondly, in considering career development stage of middle school students, it seemed that implementation of free learning semester was suitable for second grades. Thirdly, teacher interns should be used appropriately in order to manage efficiently free learning semester. Lastly, it was needed to develop a specialized program for career education through studying with expert groups.

• 대한간호학회지
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• 제27권1호
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• pp.169-177
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• 1997

This study aims at empirically clarifying the relationship between power and the interpersonal conflict, including nurses' understanding of their relative power, the causes of interpersonal conflicts with the nurses, and strategies to resolve conflicts, in order to understand how nurses' relative power affect their conflicts. For the empirical survey, the population was defined as all the nurses working at a medical organization in Seoul, Korea. 1083 nurses were selected as the sample for the questionnaire survey and statistical analyses. For the sampling, 32 medical organizations were selected by a stratified random method and sub-samples were arbitrarily drawn from each organization to obtain the final sample of 1083 nurses who responded to the questionnaire designed by the reseacher. According to the result of the study, most nurses experience conflict more than once a month, and 70.4% of the respondents answered that interpersonal conflicts were directly or indirectly caused by power relations. which indicates that they perceive power relations as the main cause of interpersonal conflicts. Nurses experienced the most conflicts with interns and residents(29.7%), then patients and their families(24.3%), higher-positioned nurses(12.3%), nurse colleagues(7.7%), lower-positioned nurses(6.5%), and staff doctors(5.1%). If we classify these into three groups. the frequency of the conflicts, from most frequent to least. is in the order of doctors. nurses, and patients. In terms of relative power, nurses perceive that they have greater power than patients and their families, lower-positioned nurses, and nurse colleagues. In contrast, nurses perceive that they have less power than interns and residents, higher-positioned nurses. and staff doctors. Among these groups. nurses perceive that they have the most power over patients and the least over staff doctors. These results indicate that nurses tend to experience more conflicts with members of groups that are stronger than themselves in terms of relative power, Nurses use positive strategies such as the compromise strategy(32.3%) or the collaboration strategy (20.3%) to manage conflicts, more than other strategies. However, they use avoidance or competition strategy more at the earlier stage, compromise strategy more in the mid stage, and collaboration strategy more at the later stage of the interpersonal conflict. In relation to power, nurses use the collaboration strategy or the compromise strategy more when their perceived power is greater than or equal to their counterpart's, and they use the avoidance strategy or the accommodation strategy if their power is less. In terms of source of power, nurses' perceived relative power is greater in the order of referent power. expert power, reward power, legitimate power. and coercive power. where referent power is perceived as having the greatest power and coercive power is least. Most nurses(69.3%) used their power to resolve a conflict. with positive outcomes. Expert power was used most frequently. Overall. this study strongly indicates that the enhancement of power of nurses to have equal power relations with doctors would heighten the success of conflict resolution, since power is the main cause of conflicts. Specifcally. nurses experience most conflicts with doctors against whom they perceive the greatest gap in power. and the choice of a conflict management strategy depend upon their power relations.

• 한국조리학회지
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• 제20권1호
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• pp.159-177
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• 2014

본 연구는 수도권 윈도우 베이커리의 매장근무자와 공장근무자의 위생교육, 위생 지식 및 위생관리 수행 수준을 조사하여 윈도우 베이커리 위생관리 현황을 파악하고자 하였다. 윈도우 베이커리 근무자를 매장과 공장 근무자로 분류하여 위생 교육 현황을 파악하였고, 위생 지식수준과 위생 관리 수행 수준을 직급, 근무연한, 위생 교육횟수에 따라 분석하고, 이 결과를 개인위생, 시설 및 작업장 위생, 재료 및 제조 위생으로 나누어 비교했다. 연구결과를 요약하면 다음과 같다. 첫째, 윈도우베이커리 근무자들은 1년에 3회 이하로 위생교육을 받고 있었으며, 위생 관리 수행 수준은 공장근무자가 매장근무자보다 평균이 높았다. 둘째, 위생지식수준의 경우 매장근무자는 재료 및 제조위생에서 대표와 근무기간이 5년 이상인 경우 낮게 나타났으며, 공장근무자는 공장장과 인턴, 근무기간이 5년 이상인 경우 낮았다. 셋째, 위생관리 수행수준의 경우 매장근무자는 인턴과 근무 1년 미만인 경우 수행수준이 낮았고, 공장근무자는 직급과 근무기간에 따라 유의한 차이는 없었다. 위생교육을 받지 않은 경우 매장근무자는 전반적으로 수행수준이 낮았고, 공장근무자는 재료 및 제조위생에서 수행수준이 유의하게 낮았다. 따라서 향후 윈도우 베이커리 매장과 공장 근무자들을 위한 업무에 따른 위생 교육 매뉴얼을 작성하여 지속적인 위생교육과 모니터링이 필요하다.

• 한국병원경영학회지
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• 제13권1호
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• pp.42-64
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• 2008

This study was conducted to evaluate the quality in medical records by analyzing its completeness through setting up the level of record on the patient's past history and through examining the actual medial records. Targeting the information on the patient's past history in interns' records, residents' records and nurses' records toward 403 inpatients who were admitted first in 2004 at an university hospital due to stomach cancer. We analyzed whether the charts were recorded or not, recording level, the satisfaction with the expectant level of the records in the hospital targeted for a research and the level of agreement. The results were as follows; first, as for the rate of recording those each items, they were high in the chief complaint & present illness and the past illness history. Depending on the group of recorders, the recording rate showed big difference by items. Second, as a result of measuring the level after dividing the recording level of items for the patient's past history from Level 1 to Level 4 by each item, the admission history, the past illness history, and the family history were about Level 3, and the smoking history, the medication history, the chief complaint & present illness, the drinking history and allergy were about Level 2. In the admission department, it was excellent in the interns' records for the medical department. Third, as a result of its satisfactory level by comparing the expect level of a record and the actual record by item in information on the patient's past history, which was expected by the medical-record committee members of the hospital targeted for a study. And forth, we analyzed the level of agreement with Kappa score in the level of 'Yes' or 'None' related to the corresponding matter in Level 1, in terms of information on the past history in the intern's record, the resident's record, and the nurse's record. The level of agreement in the resident's record & the nurse's record, and in the intern's record & the resident's record was from "excellent" to "a little good". There were differences in the level of completeness and in reliability for the information on the past history by the recorder group or by the admission department. The encounter process that was performed by the admission department or the recorder group, indicated the result that was directly reflected on the quality of medical records, thus it was required further study about the medical record documentation process and quality of care. The items that showed the high recording rate quantitatively were rather low, consequently we'd should develop the tool for the qualitative inspection and evaluate the medical records further. And the items were needed to be detailed in the record level were rather low, and hence there needed to be a documentation guideline and education by the clinical departments.

• Asian Pacific Journal of Cancer Prevention
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• 제17권8호
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• pp.3809-3816
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• 2016

Background: Increasing knowledge and awareness of cancer screening significantly influence health promotion behavior which could markedly reduce incidence rates. In many countries, health care providers are the principal source of information concerning cancer screening. This study was carried out to assess the level of knowledge concerning cancer screening among medical students, house officers and residents and to explore their attitude towards cancer screening practices. Materials and Methods: This cross-sectional study was conducted in Kasr Al Ainy Medical School at Cairo University in Egypt, with 300 undergraduate medical students and 150 postgraduates (interns and residents) enrolled. A pre-tested self-administered questionnaire was used to collect data from the study participants regarding personal and education-related information, knowledge about cancer screening and its sources, and attitude towards cancer screening. Results: More than 64% of participants had knowledge scores of ${\leq}10$ points (out of 24). The total knowledge score (out of 6 points) for breast cancer screening increased from $1.9{\pm}1.0$ to $2.3{\pm}1.2$ and $2.4{\pm}1.1$ for $4^{th}$, $5^{th}$ and $6^{th}$ year respectively, interns showed the highest score of $2.6{\pm}1.1$, P= 0.001. Year of enrollment at medical school was a significant positive predictor of acquiring knowledge about cancer screening (post graduate vs. undergraduate students) (OR= 1.30, C.I =1.01-1.63), lack of or none receiving of orientation/training about cancer screening was the sole negative significant predictor for proper knowledge about cancer screening (OR=0.50, C.I=0.31-0.82). Over 92% of students agreed that they had insufficient knowledge about cancer screening, 88.2% appraised the need to have enough knowledge in order to direct/advice patients, relatives and friends, and 93.7% required that the faculty should emphasize the importance of cancer screening in the delivered curricula at medical school. Conclusions: A relatively low to moderate level of knowledge about cancer screening was detected among the selected medical students regardless of their year of enrollment at medical school or their graduation status, which may implicate a negative impact on early cancer detection especially in a low resource country like Egypt.

• 대한한의학회지
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• 제33권2호
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• pp.56-63
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• 2012

Objectives: To undertake manpower-related improvements based on a comparison between specialists in the traditional Korean medicine hospitals(TKMH) and their counterparts in Western medicine Methods: A survey of the TKMH based on questionnaire sheets dispatched to them by mail(57 of 142 responded) in the June December, 2008 period, and on almanac statistics provided by the Ministry for Health, Welfare and Family Affairs of Korean Government. Results: Overall, the workforce engaged in the traditional Korean medicine hospitals comprises traditional Korean medical doctors(28%), nurses(23%), administrative staffs(19%), assistant nurses(9%), medical record keepers(2%), nutritionists(2%), herbal pharmacists(1%), and others(16%). Each hospital has 16.5 traditional Korean medical doctors on average, which can be broken down into 6.2 specialists, 1.3 generalists, and 9.3 residents/interns. Only 10.7% of whole of traditional Korean medical doctors work in the hospitals, compared to 54.5% of Western medicine doctors. The ratio of traditional Korean medical doctors to the entirety of employees in the TKMH is 2.5 times higher than their Western medicine counterparts, while the ratio of medical technicians to the entire employees in the TKMH is 20 times lower than in the Western medicine counterparts. Conclusions: To provide more qualified medical service in the TKMH, they will be required to increase the proportion of non medical doctor employees, like Western medicine counterparts.

• 의학교육논단
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• 제17권1호
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• pp.15-19
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• 2015

To produce well-qualified medical doctors, clinical training is a crucial part of medical education. To this end, teaching hospitals should be carefully selected and professionally managed. However, in Korea, there are no regulations or standards for training hospitals. Instead, some of the regulations that target teaching interns and residents are applied to teaching hospitals. In this study, we reviewed standards and regulations for training hospitals in other countries as a basis for proposing new standards for teaching hospitals in Korea. These new standards take into account the current environment of Korean medicine with the aim of designing appropriate educational programs for students and professional development systems for professors as well as providing educational resources and addressing the local community and international exchange opportunities.

• Management Science and Financial Engineering
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• 제17권1호
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• pp.45-63
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• 2011

The aim of this paper is to consider the process of supplying trained workers with knowledge and skills for upcoming business opportunities and the process of training apprentices to be prepared to meet future demands in an IT service firm. As the demand for new workers fluctuates, a firm should employ a buffer workforce such as apprentices or interns. However, as a result of rapid business development, the capacity of the buffer may be exceeded, thus requiring the company to recruit skilled workers from outside the firm. Therefore, it is important for a firm to map out a strategy for manpower planning so as to fulfill the demands of new business and minimize the operation costs related to training apprentices and recruiting experienced workers. First, this paper analyzes the supply and demand of workers for the IT service in a knowledge-intensive field. It then presents optimal human resource planning strategies via the familiar method of stochastic process. Also, we illustrate that our model is applied to the human resource planning of an information security service firm in South Korea.