• 대한물리의학회지
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• 제5권2호
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• pp.133-141
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• 2010

Purpose : To contribute to the development and globalization of physical therapy in south korea. In the near future setting up the new definition of physical therapy making up for present problem and analysis of the physical therapy business. Methods : Checking the definition of physical therapy be in use, and then we draw a new concept and definition according to the job description at ICF of WHO, WCPT, Korea Job Information System, National Health Personnel Licensing Examination Board Analyses. Results : The existing Definition of the korea physical therapy is focus on physical factor and rehabilitation. But, new Definition of physical therapy is contain prevention, functional limitation, therapy of disorder and be made up of definition more detailed and specialized. Conclusion : If definition of the physical therapy out of WCPT used modify and supplement for Korean society, help globalization as well as public relations of national at the Korea physical therapy and take rights physical therapist.

• 수산해양교육연구
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• 제27권4호
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• pp.1136-1146
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• 2015

The purpose of this study was to clarify the meaning of marine officer's self-efficacy, job satisfaction, definition of self-development and factors of determination. It shows that how their self-efficacy affects job satisfaction, self-development and that how their job satisfaction affects self-development. To achieve the purpose of the research, checked the definition and factors of marine officer's duty, self-efficacy, job satisfaction and self-development. Furthermore, cultivated a research model about the factors to influence between self-efficacy and job satisfaction, self-efficacy and self-development, job satisfaction and self-development. A result of hypothesis test by regression analysis is that 11 hypotheses were adopted among 17, and the rest of them were dismissed. The contents of hypotheses were set as follows; self-efficacy and internal job satisfaction, self-efficacy and external job satisfaction, self-efficacy and self-development, job satisfaction and self-development.

• 한국건설관리학회논문집
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• 제7권3호
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• pp.102-111
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• 2006

건설 VE Job plan의 진행단계 중 초기 단계인 기능분석에서 핵심이라 할 수 있는 기능정의의 정확성은 VE 성과와 직결된다. 그러나 현재 사용되고 있는 기능정의의 방법은 정확한 정의와 이해가 이루어지지 않거나 활용방법에 어려움이 따라 체계적으로 수행하지 못하는 경우가 많으며 VE 대상 선정에 있어 기능에 대한 정의가 명확하게 이루어지지 않아 기능정의 후 기능정리 단계에서 각 기능들간의 유기적 연결에 어려움이 발생하는 경우가 많다. 이에 본 연구에서는 기능정의를 보다 명확하게 하여 차후 기능정리에서 발생하는 문제점을 보완하여 보다 나은 기능분석 단계를 유도할 수 있도록 하기 위한 CAFAT(Combined Antithetic Function Analysis Technique)을 제안하고자 한다.

• 대한영양사협회학술지
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• 제22권3호
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• pp.193-213
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• 2016

The purpose of this study is to provide a standard job description for a nutrition teacher placed in primary and secondary schools by analyzing their duties. DACUM is an acronym for 'Developing A CUrriculuM'. It was used by experts to determine the job duties, tasks and task elements to establish the job descriptions of a nutrition teachers through the development of a DACUM chart. An expert panel consisting of 10 nutrition teachers participated in a DACUM workshop and derived nutrition teacher's DACUM chart. A total of 1,550 nutrition teachers across the country were targeted as the survey subjects for validation of the DACUM chart through their perception of the frequency, importance, and difficulty of each item in the job description. A tree structure, criticality analysis, and contents validity index were added for verification. The definition of the nutrition teacher's job and DACUM chart with 5 duties, 28 tasks, and 107 task elements were derived by the DACUM method. The definition of a nutrition teacher was 'A teacher who is responsible for food service management and nutrition education and counseling for health promotion and disease prevention for students in primary and secondary schools'. The validation results of the tree structure were the priorities of the 28 tasks with ranks 1 and 2. Because there was no third priority, it was considered to be a good representation of the tasks of nutrition teachers. The DACUM chart was found to be evenly distributed with relative importances of more than 17 or less than 11 through the criticality analysis. Since the C5-4 (Conduct simulation exercise against food poisoning)'s content validity index was significantly less than the reference value of 0.78, it was not included in the final job description. 5 duties, 28 tasks, 102 task elements were included in the final job description of a nutrition teacher.

• 종양간호연구
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• 제10권1호
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• pp.68-79
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• 2010

Purpose: The purposes of this study were to identify job definition, duties and tasks of Korean oncology Advanced Practice Nurses (APNs) and assess frequency, importance, and difficulty for each of duty and task using the DACUM method. Methods: The DACUM committee was organized with nine oncology APNs. The committee documented the job definition, duties and tasks based on their daily job descriptions. Validity of the elicited duties and tasks was tested by a study team and 6 oncology APNs. Data were collected using a questionnaire survey from 53 oncology APNs. Results: The job description of oncology APNs was identified 12 duties and 66 tasks. Among the twelve duties, 'education for patients/families' was the most frequently performed and was the most important duty. 'Case management' was the most difficult duty. Among 66 tasks, 'providing education for patients/families' was most frequently performed. 'Providing education for patients/families' and 'assessing patient condition comprehensively' were the most important tasks. 'Implementation research' as the principal investigator was perceived as the most difficult task. Conclusion: In this study, Korean oncology APNs' job performances were identified and analyzed. It is recommended that job description for oncology APNs needs to be standardized and reshaped in advanced way in future.

• 대한안전경영과학회지
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• 제17권3호
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• pp.185-193
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• 2015

There are so many definition of good work but generally job quality can be useful to analyze the good work. Good work may include some factors about health or working environment. This paper was planned to investigate the level of job quality in Korean employees. Especially comparison of health status between low an high job quality can be analyzed. Korean Working Conditions Survey was used. The various job characteristics were categorized into 6 component of job quality using factor analysis. Statistically mean difference test and cross-tabulation analysis were used to identify the difference of health status and distribution of the level of job quality. The result has shown the different distribution of the level of job quality by the economic sectors and occupations statistically significant. The positive cases of all of six components of job quality was 2.1% of Korean employees and the negative cases of all six components of job quality was 1.5%. The subjective general health status was correlated with job quality but work-related stress was negatively correlated with the level of job quality. This study was heuristic one, more depth analysis will be needed to identify the relationship and causation of job quality and health status.

• 한국조리학회지
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• 제14권4호
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• pp.317-328
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• 2008

A food coordinator and a food stylist have become one of the prospective jobs in the food industry. Nonetheless, they have not been definitely classified, even regarded as the same meaning. This study was conducted to investigate the different characteristics and job requirements between food coordinators and food stylists by examining the curricula for food coordinators and food stylists of related departments in 13 colleges. According to the result of this study, the definitions of them in the job category have not been clearly distinguished. It was also showed that the job domain of food coordinators was broader than that of food stylists. Therefore, education curricula related to this field need to be reviewed to cultivate the human resources who fit the job requirements for food coordinators and food stylists respectively.

• 한국직업건강간호학회지
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• 제27권3호
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• pp.139-151
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• 2018

Purpose: This review aimed to integrate the results of studies related to job embeddedness of clinical nurses and suggest directions for future research. Methods: A search for relevant studies was conducted using six databases according to the predetermined index terms "nurse" and "job embeddedness." A total of 28 studies that met the inclusion criteria were selected and analyzed. Results: The definition of job embeddedness was consistent in the articles, but the terms, scope, and use of tools to determine job embeddedness were not. In addition, no article suggested a theoretical framework. In all the studies except one, the tool used to measure job embeddedness was one revised from Mitchell et al. (2001). In 15 articles, a negative correlation was found between job turnover and turnover intention. Job embeddedness was also found to be associated with nurses' work environment, organizational citizenship behavior, and organizational commitment, and it had a positive impact on these variables. Conclusion: Job embeddedness can be used as a major variable to explain nurses's turnover intention. Job embeddedness is multidimensional, and a theoretical framework is needed to explain the job embeddedness of clinical nurses. Tools specific to Korea should be developed to measure the job embeddedness of Korean clinical nurses.

• 대한감각통합치료학회지
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• 제15권2호
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• pp.1-21
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• 2017

목적 : 본 연구의 목적은 감각통합치료를 하는 아동작업치료사의 직무를 정의하고, 직무기술서를 도출하며 아동작업치료사를 대상으로 각 책무별 과제와 과제요소의 중요도, 빈도, 난이도 인식도를 조사하는 것이었다. 연구방법 : 2017년 5월부터 9월까지 직무분석을 하였다. 1단계에서 직무분석을 위해 10명의 전문가로 구성된 DACUM 위원회를 조직하였고, 워크숍 및 메일을 통해 감각통합치료를 하는 아동작업치료사의 직무를 정의하고 직무기술서를 완성하였다. 2단계에서 141명의 아동작업치료사를 대상으로 완성된 직무기술서로 설문조사하여 과제와 과제요소의 중요도, 빈도, 난이도를 알아보았다. 연구결과 : 직무의 정의는 '아동 청소년에게 작업치료서비스를 제공하여 일상생활 및 놀이를 포함한 작업수행과 사회참여를 지원한다'이었다. 직무기술서를 통해 9개의 책무(상담, 평가, 치료계획, 치료, 기록, 교육, 자기개발, 관리, 행정), 28개의 과제, 169개의 과제요소가 도출되었다. 중요지수가 가장 높은 과제는 '안전유지하기'와 '치료실행하기'이었고, 과제요소는 '아동과 도구, 주변의 안전 확보하기', '안전한 환경 준비하기'이었다. 결론 : 본 연구의 결과는 감각통합치료를 하는 아동작업치료사의 직무범위를 정의하고, 관련 교육과정을 개발 및 개선하는데 활용할 수 있을 것으로 보인다.

• 공학교육연구
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• 제11권4호
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• pp.94-108
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• 2008

이 연구는 국가직무능력표준 개발에서 기초적으로 검토가 되어야 하는 직무체계 중 환경분야 직무체계 개발에 목적이 있다. 세부적인 연구목적은 환경분야의 직무분류와 직무수준을 개발하고자 하는데 있다. 이 연구는 산업현장에서 통용되는 용어를 중심으로 직무분류를 수행하였으며, 각각의 직무는 배타적으로 설계하였습니다. 직무분류시 전문가 집중토의를 통하여 세부직무를 분류하였습니다. 이러한 분류결과를 살펴보면 환경 분야의 직무군은 크게 대분류 3개, 중분류는 12개, 이들 중분류를 다시 분류하면 총 41개의 직무가 환경분야에서 요구되는 직무로서 도출되었다. 환경분야 직무수준은 해당 직무군 및 직무분야에서 전문 인력의 가치를 창출하기 위해 필요한 전문성 정도를 고려하였다. 이에 따라 환경분야의 전문분야별 직무수준을 반영하여 6단계로 구분하였다. 또한 환경 분야의 고유한 특성을 고려하여 크게 '환경계획 및 평가'와 '환경 측정 분석', '환경관리', '환경설계 시공', '환경보건관리', '환경자원관리', '환경경영 및 컨설팅', '환경교육'으로 구분하여 직무수준을 설정하였다. 이를 바탕으로 하여 환경 분야 현장전문가 및 학계 전문가 등으로 구성된 전문가 협의회를 통하여 각 직무별 정의와 직무별 수준별 수행기준을 도출하였다.