• 한국산학기술학회논문지
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• 제17권12호
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• pp.634-642
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• 2016

본 연구는 간호대학생을 대상으로 인성, 대인관계, 대학생활 적응간의 관계를 알아보고 대학생활 적응에 영향을 미치는 요인을 파악하고자 한다. W시에 소재한 간호대학생 180명을 대상으로 2016년 5월 30일부터 6월 9일까지 자가보고식 설문조사를 시행하였다. 수집된 자료는 SPSS 23.0 프로그램을 이용하여 Mann-whitney U-test, Kruskal-wallis test, Pearson's correlation coefficients, multiple regression로 분석하였다. 연구결과 간호대학생의 인성 수준은 평균 4.42점(범위 1-6점), 대인 관계는 평균 3.70점(범위 1-5점), 대학생활 적응은 평균 3.33점(범위 1-5)으로 중간수준 이상이었다. 간호대학생의 인성, 대인 관계, 대학생활 적응간의 관계는 대학생활 적응과 인성(r=.506, p<.001), 대학생활 적응과 대인관계(r=.585, p<.001)은 통계적으로 유의한 중정도의 양의 상관관계로 나타났다. 간호대학생의 대인관계가 좋을수록, 인성의 행동 영역 수준이 높을수록 대학생활 적응을 잘하는 것으로 나타났으며 대학생활 적응에 대한 설명력은 46%로 나타났다(F=75.28, p<.001). 본 연구결과에 의하면, 간호대학생의 대학생활 적응을 증진시키기 위해서는 간호교육과정 개발 시 간호대학생의 인성 특성을 고려할 것과 간호대학생의 대인관계를 증진시킬 수 있는 실천프로그램 개발이 필요할 것이다.

• 한국산학기술학회논문지
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• 제20권8호
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• pp.560-569
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• 2019

본 연구의 목적은 교정시설 종사자들의 소진에 영향을 미치는 요인들을 살펴보는 것이다. 이를 위해 한국법무보호복지공단에 근무하는 종사자들을 대상으로 2018년 2월에 설문을 실시하였으며, 290명의 자료가 최종분석에 포함되었다. 소진에 미치는 요인들을 탐색하기 위하여 개인적 특성, 직무관련 특성, 직무스트레스, 대인관계 스트레스 요인을 주요변수로 구성하였다. 주요변수 측정을 위해 소진은 Baslach 소진척도를 사용하였으며, 직무와 대인관계 스트레스는 한국판 직무스트레스 척도(KOSS)와 한국판 대인관계 스트레스 척도(KIRS)를 사용하였다. 소진에 미치는 영향을 알아보기 위해 기술분석, 상관분석, 위계적 회귀분석을 실시하였다. 상관분석 결과 척도 간 서로 통계적으로 유의미한 상관(p<.01)이 있는 것으로 나타났다. 최종 모형에 따라 소진에 대한 상대적 영향력을 비교하였을 때, 직무 스트레스(직무요구 ${\beta}=.308$, p<.001, 직무자율 ${\beta}=.124$, p<.001, 관계갈등 ${\beta}=.169$, p<.001), 대인관계 스트레스(상사와 관계 ${\beta}=.402$, p<.001, 보호대상자와 관계 ${\beta}=.155$, p<.01), 개인적 특성(성별 ${\beta}=.173$, p<.01) 순으로 나타났다. 4가지 모형을 비교한 결과 개인적 특성과 직무관련 특성이 소진에 영향을 미치지만 높은 직무스트레스와 대인관계 스트레스로 인해 더 높은 소진을 경험하는 것을 의미한다. 연구결과를 기반으로 교정시설 종사자들의 소진을 낮추기 위한 제언과 연구의 한계점을 제시하였다.

• 산업융합연구
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• 제20권12호
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• pp.187-193
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• 2022

본 연구는 신체활동 참여 대학생들의 신체이미지가 외모관리행동에 미치는 영향을 살펴보기 위해 실시하였다. 집략 무선표집법을 사용하여 6개월 이상 신체활동에 참여한 남학생 109명, 여학생 189명, 총 298명을 표집하여 분석하였다. 그 결과는 다음과 같다. 첫째, 대학생의 개인적 특성에 따라 남학생은 외모, 체력, 건강요인과 외모향상형, 여학생은 외모관리형과 대인관계형에서 높게 나타났으며, 예체능 계열이 외모, 체력에서 용돈이 많은 대학생이 신체이미지와 외모관리행동에서 영향을 미치는 것으로 나타났다. 둘째, 신체이미지는 외모관리행동에 영향을 미치는 것으로 나타났다. 신체활동을 통한 대학생의 신체이미지는 외모관리행동에 영향을 미치며 이러한 행동은 앞으로 행복한 일상생활을 영위하는데 긍정적인 연관성이 있을 것이다.

• 한국콘텐츠학회논문지
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• 제18권10호
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• pp.257-266
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• 2018

본 연구는 일 지역 보건의료계열 대학생의 자아존중감, 외모 만족도, 대인관계 및 취업스트레스 간의 관계를 알아보고, 대학생들의 취업스트레스에 영향을 미치는 요인들을 파악하기 위해 시도된 서술적 상관관계 연구이다. 2018년 6월 11일부터 15일까지 4년제 보건의료계열 학과에 재학 중인 4학년 학생 184명을 대상으로 하였다. 연구결과 대상자의 자아존중감은 4점 만점에 2.92점, 외모 만족도는 5점 만점에 2.89점, 대인관계는 5점 만점에 3.65점, 취업스트레스는 5점 만점에 2.24점이었다. 자아존중감, 외모 만족도 및 대인관계는 모두 취업스트레스와 부적상관관계가 있었다. 취업스트레스에 가장 큰 영향을 미치는 요인은 자아 존중감이었으며, 18.5%의 설명력을 보였다. 따라서 보건의료계열 학생의 취업스트레스를 감소시키기 위해서는 무엇보다도 학생 개인의 자아존중감을 향상시킬 수 있는 전공영역별, 개인별 맞춤형 취업프로그램 개발이 필요하다.

• 농촌지도와개발
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• 제18권4호
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• pp.1051-1083
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• 2011

One of the significant element of industrialization is the marketing mixed by advertisement. This paper concerns itself with two key methodological issues that have arisen during the marketing communication research. First, it examines BTL media, appeal type and executive type for interpersonal communication. The second part of the paper argues that story have an effect on making relationship between a consumer and a producer as storytelling producer's history, story of experiences of user, episode and so on. In this paper we developed contents of advertising for pine nut in Hong Cheon using the storytelling marketing communication strategy.

• 동의생리병리학회지
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• 제26권5호
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• pp.753-759
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• 2012

The purpose of this study was to examine Enneagram personality types and job satisfaction of Korean medicine clinic staff, thereby providing basic materials for job training programs and human resource management programs for Korean medicine clinic staff with a lot of face-to-face relationship. The researcher visited 50 Korean medicine clinics randomly selected from 255 clinics in Changwon and explained the purpose of this study and the content of questionnaire. Questionnaires on Enneagram personality types and job satisfaction were distributed to and collected from those who consented to participate. Data analysis was done using SPSS WIN IBM 20.0 program. The results are as follows. General characteristics of the subjects were as follows. Female respondents comprised 97.6% of the total. The rate of those whose age was between 20 and 25, between 26 and 30, between 31 and 35, between 36 and 40, between 41 and 45, and 46 years old or older was 22.6%, 21.4%, 13.1%, 21.4%, 17.9%, and 3.6%, respectively. The rate of those who were unmarried was 46.4%. As for educational levels, those who graduated from high school or received lower level education, those who graduated from two-year college, and those who graduated from university accounted for 46.4%, 39.3%, and 14.3%, respectively. Regarding the distribution of the center of energy, 64.3% was in the instinctive center, 20.3% in the thinking center, and 15.5% in the emotional center. As for the personality type of Enneagram, 25.0% belonged to type 8, 22.6% to type 9, 15.5% to type 1, 9.5% to type 5, 8.3% to types 4 and 6, 6% to type 2, and 2.4% to types 3 and 7. Job satisfaction according to the center of energy and personality types was not statistically significantly different. Interpersonal relationship, autonomy, and overall job satisfaction according to the developmental stage of Enneagram were significantly different.

• 대한간호
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• 제33권1호
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• pp.65-79
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• 1994

The purpose of this study was to describe the job retainment factors and the level of job satisfaction, and to identify the relationship between job retainment and the level of job satisfaction among the registered nurses working in hospitals. Four hundred eight registered nurses currently employed at 8 hospitals in Seoul were surveyed for the study. The 39 item, 5 point likert scale questionnare was developed by the researcher. The internal consistency of job satisfaction was. 86 and that of job retainment was. 90 in Cronbach's alpha test. The data sas collected from July 15 to July 30, 1993. The SPSS/PC+statistical program was used for data analysis. The descriptive analysis of the characteristics of the subjects, the level of job satisfaction and the job retainment factors was done. The relationship between the job satisfaction level and the job retainment factors was tested with. the Pearson Correlation Coefficient analysis, and thd differences of job retainment scores among the sample was tested with t-test and ANDVA. The results of the study were summarized. 1. The mean age of the subjects was 29.7 years, 41.7% of them were married. 71.1% of them were 3 years course graduates, 71.8% of them were staff nurses, and the mean duration of experience was 6 years. 2. The factors related to professionalism(3.43), society(3.31), and interpersonal relationship(3.29) were significant in job retainment. The maximum score was 5.0 Two other factors, personal(3.05) and organization(2.83) factors, also showed relatively high scores. 3. The factors to the job satisfaction showed similar pattern as job retainment: professionalism (3.47), society (3.33), finance(3.31), interpersonal relationship(3.02), and organization(2.72). 4. Society related factors(r=.7420, p<.00l) and professionalism(r=.7249, p<.00l) had high correlation with job retainment. Personal(r=.6372, p<.001) and organizational(r=.3597, p<.001) factors had moderate relationship to job retainment. Finance(r=.3597, p<.00l) had significant but weak relationship to job retainment. 5. Age, marital status, job position, departmental involvement, experience, and continuity of employment of the sample showed significant differences in job retainment. However, the period of job retainment, number of children, educational level, type of hospital, previous employment experience were not significant. 6. lndiviuals older than 40 years of age, who were married, who held the position of charge or head nurse position, who worked in central supply or nursing administration showed significantly high job retainment score. This research indicates that the professionalism is the most significant factor in job retainment. In order to retain more experienced nurses, it is important to improve the profesionalism among nurses.

• 대한지역사회영양학회지
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• 제14권2호
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• pp.216-228
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• 2009

The purpose of the study was to investigate the influences of contract foodservice managers' personal characteristics, foodservice characteristics and organizational characteristics on job satisfaction, including interpersonal relationships, self-actualization and promotion opportunity categories. A survey was administered to four hundred contract foodservice managers of five large companies and five small/medium companies in the Seoul and Kyungin areas. The final response rate was 66%(N=265), and the data were analyzed using SPSS Windows(ver. 12.0). The respondents were 76.1% female, average age 28.8 years, and 73.0% were regular workers. Contract foodservices have profit and loss contracts(69.1%), single menu types(59.6%) and buffet serving styles(37.7%). There are significant differences of job satisfaction by some personal characteristic variables(gender, martial status, age, education, position, work hours, period of working for the present company, and payroll per year) and foodservice characteristic variables(type of contract and charge of food costs). In three job satisfaction categories, foodservice managers reported the highest interpersonal relationship satisfaction, following self-actualization satisfaction and promotion opportunity satisfaction in both large companies and small/medium companies. However, foodservice managers of large companies tended to be more satisfied regarding their promotion opportunities than foodservice managers of small/medium companies(p<0.05). Work hours, number of meals served/day, male, workload, communication with the clients, relationship with co-workers, obvious role and autonomy were significant factors to increase the job satisfaction in contract foodservices of large companies. On the other hand, relationships with co-workers and males were significant factors to increase the job satisfaction in contract foodservices of small/medium companies. This research suggests that contract foodservice companies need to understand the characteristics of their managers, foodservices and organizations to enhance the job satisfaction of foodservice managers and to develop specified human resource management strategies that can be applied to each company scale.

• 한국정보통신학회:학술대회논문집
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• 한국정보통신학회 2013년도 춘계학술대회
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• pp.167-169
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• 2013

본 연구에서는 스마트폰 애플리케이션 서비스 이용자를 대상으로 서비스 사용 실패 후 서비스 실패에 대한 회복과정을 살펴보고자 한다. 뿐만 아니라, 서비스 유형에 따라 사용 목적이 달라지듯 서비스 유형에 따라 회복과정도 달라질 것이라고 예상되기 때문에 서비스 유형에 따른 서비스 회복과정을 살펴보고자 한다. 이를 위해, 본 연구에서는 시나리오 기법을 통해 다양한 서비스 실패 유형을 선정하였고, 이를 기반으로 설문을 진행하였다. 연구 결과, 절차적 공정성과 상호작용 공정성은 신뢰에 영향을 미치는 것으로 나타났으며, 신뢰는 모든 사용 품질에 영향을 끼치는 것으로 나타났다. 정보 품질 및 서비스 품질의 경우 로열티에 영향을 끼치는 것으로 나타났으며, 마지막으로 서비스 유형에 따라 조절효과가 있는 것으로 나타났다.

• 대한간호학회지
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• 제14권2호
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• pp.28-37
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• 1984

The purpose of this study is to propose the baseline data for developing the stress measurement tool for staff nurses working in the hospital. Two hundred and fifteen stan nurses in Seoul National University Hospital were participated during the period from Feb. 28 to Mar. 10, 1984. Though the pretest and literature review a questionnaire was constructed with 63 stressors which were experienced by the nurses in the hospital. Subjects were given instruction to rate 1∼6 likert type scale according to the level of stress experienced by each stressor described. Reliability of the tool was tested by Cronbach's Alpha, and the result was α=0.94871. Factor analysis was applied to organize 63 items together. As the result, 15 factors were obtained and these factors explained 66.3% of variance. The 15 factors were: 1) Work overload 2) Role conflict as a profession 3) Lack of professional knowledge and skill 4) Interpersonal problem 5) Conflict in nurse doctor relationship 6) Work conflict with doctors 7) Emotional burden due to the limitation of medicine 8) Poor treatment 9) Unsatisfactory relationship with supervisor 10) Low reward 11) Unsatisfactory relationship with subordinate 12) Poor physical environment of unit 13）Responsibility for extra affairs 14）Unfamiliar situation 15）Night duty.