• 중환자간호학회지
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• 제3권1호
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• pp.1-13
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• 2010

Purpose: This study was designed to evaluate ICU nurses' clinical competence according to clinical ladder by job analysis tool for the evaluation tool development of clinical ladder development program, Methods: Data was collected using the ICU nurses job analysis tool from 148 ICU nurses who work for 6 ICUs of A hospital in S city, Results: The mean clinical competence score of the subjects was 3.03 on a 4 point scale, Competence score was increasing as ICU clinical ladder was higher (F=35.18, p<.001). Step_1 was the lowest and step_4 was higher than step_3 from Scheffe post hoc test, Result of multiple regression showed that ICU clinical ladder and ICU clinical nursing education explained 52.1% (F=38.83, p<.001) of ICU nurse's clinical competence. Conclusion: ICU nurses' clinical competence can be evaluated using ICU nurse's job analysis tool. Further researches is needed on job description according to clinical ladder for performance and evaluation.

• 한국콘텐츠학회논문지
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• 제21권12호
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• pp.662-675
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• 2021

본 연구는 전라북도 사회복지심부름센터의 효과성을 평가하기 위해 이용자의 개인특성 및 종사자 직무환경특성이 이용만족도에 미치는 영향을 파악함에 주목한 연구이다. 분석 자료는 전라북도 각 시·군 사회복지심부름센터 11개소의 이용자 및 종사자를 대상으로 수집한 서베이 자료이다. 구체적인 분석에서는 이용자들의 개인특성은 1수준 독립변수, 종사자의 직무환경 특성은 2수준 독립변수, 이용만족도를 종속변수로 설정한 다음 위계적 선형모형분석 모델을 적용하였다. 분석결과 장애인 가구, 직무가치감, 직무스트레스, 역할과다, 급여만족도가 이용자의 서비스 만족도에 유의미한 영향을 미침을 확인할 수 있었다. 이와 같은 분석결과는 종사자의 직무환경특성이 서비스 이용자들의 만족도에 주요한 영향을 보여주는 바로, 사회복지심부름센터 이용자들의 만족도를 높이기 위해서는 직무가치감, 직무스트레스, 역할과다, 급여만족도 등의 종사자의 직무환경 측면들에의 개선이 적극 필요함을 시사하여 준다.

• 대한간호
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• 제31권5호
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• pp.53-64
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• 1992

A nurse is give much weight in the professions of hospital.The effective achievement of a goal of hospital organization needs to get nurses to contribute the structure positively through the rational personnel management of the nurses.The operation of performance rating system is necessary to improve because the nurses hold negative opinions about the resonable management of that system in most Korean hospitals.Therefore, the prupose of this research was to suggest an efficient method to solve the problem in connection with the management of nurses performance rating system.The results of the study are summarized as follows.1. As the performance rating implies the evaluation of employee's functional accomplishment and ability, and essential condition of the job was surveyed according to the job analysis of nursing activities and nurse position.That is to say, Nusrses' performances and capability is estimated in comparision with the condition of the job. 2. It is required adequacy for evaluation factors in performance rating.That is, $\circled1$ as for those who work in psychiatry or newborn baby room they should be appraied in terms of different factors from those applicable to whom work in a general staffs. $\circled2$ Evaluation factors should be concrete so that the quality and quantity of work and the potential ability of them can be correctly appraised. 3. In order to realize the object of perfamance rating system, the training on chief nurses are quite important. Also, careful practices and continuous supplementary training are required before the system is introduced.First of all, the appropriate evaluation can be mad by continuing to record the rating objects every day for the purpose of obtaining the objectivity of rating. 4. In course of transfering of the position and training, the induction of self-rating system and presentation of self-description is required to supplement functionally the performance rating system. 5. For the efficiency of nurses' performance rating system, the results of performance rating system must be reflected in promotion, allocation and training course, which makes the nurses have the motives and the organization accomplish the goal of modern nursing through its activation.

• 한국IT서비스학회지
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• 제19권3호
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• pp.35-56
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• 2020

The purpose of this study is to measure corporate personality by analyzing the internal employees' corporate reviews and to identify the impact of the representative corporate personality on the relationship between job satisfaction of internal employees and the turnover rate of the company. To this end, we first created a dictionary of words representing the corporate personality with a Word2vec method based on words explaining five corporate personalities, such as reliability, initiative, practicality, activism, and femininity, obtained from the preceding study. Next, we analyzed reviews which were written by internal employees on their companies to measure the score of corporate personality at a review level, aggregated the review level scores for each company to calculate the company level score of corporate personality, and assigned to each company the corporate personality with the maximum score among the five such scores. Also, job satisfaction and turnover rate were measured from internal employees' corporate evaluation scores and the percentage of former employees of each company who left a review on the company, respectively. This study collected datasets of corporate reviews, employee information, and corporate information from Job-Planet from 2014 to 2017, conducted a technical statistic check and correlation analysis to confirm the suitability of the datasets, and performed linear regression analysis to evaluate the research model and verify hypotheses. As a result of the analysis, the job satisfaction of the internal staff has a significant negative impact on the corporate's turnover rate. In addition, companies having a personality of reliability, initiative and femininity also showed a significant cause-and-effect relationship between job satisfaction and turnover rate and among them, job satisfaction of companies having a personality, initiative, showed a greater impact on turnover rate. In sum, we not only proposed a novel method of measuring corporate personality, but also showed that corporates need to identify its corporate personality and to utilize a different strategy to reduce their employee's turnover rate depending on the corporate personality.

• 한국실천공학교육학회논문지
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• 제3권1호
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• pp.127-135
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• 2011

기존의 과부족인원 중심의 정량적 분석을 위주로 하는 직업훈련 수요연구에서는 직무능력의 질적 불일치에 대한 문제점이 존재한다. 이에 대한 보완적 연구로써 특정한 산업과 관련한 직종 내 직무기술에 대한 정성적 분석을 통해 직업훈련 프로그램에 대한 개선논의가 필요하다. 본 연구는 디스플레이 산업을 대상으로 직종별 직무기술요소의 상대적 중요도와 격차를 이용한 시급성 분석결과를 제시하고, 이를 기반으로 정성적 상향식 훈련 프로그램의 설계 가능성을 논의하고자 한다. 연구 수행방법으로는 디스플레이 산업에 특화된 직무기술요소 수요조사를 수행하였으며, 직종과 직무, 그리고 각 직무기술요소의 정성적 수요를 분석하여 8개의 직종과 29개 세부직무별 직무기술요소들에 대해서 인력수준별로 제시하였다. 또한 기업의 직무기술의 확보방법을 분석하고 지역의 대표적 교육과정과 연계를 예시함으로써 직업훈련 프로그램의 적정한 공급 방안을 찾고자 하였다.

• 대한영양사협회학술지
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• 제27권2호
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• pp.92-112
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• 2021

This study compared the job satisfaction and job importance of school dietitians according to various school types in Sejong. One hundred and twenty-six school dietitians working in kindergartens (n=36), elementary schools (n=42), middle schools (n=22), and high schools (n=26) participated in this questionnaire survey. The subjects were divided into four groups according to the school types. Half of the subjects were over 41 years of age, with 64.3% graduating from graduate school. The percentage of nutrition teachers was the highest in middle schools at 95.4%, followed by the elementary school at 90.5% and high school at 73.1%, whereas 100% of the kindergarten dietitians were not nutrition teachers (P<0.001). The percentage of the running status of nutrition education classes/activities was lowest in kindergartens (P<0.001). The job satisfaction score in the job itself area was significantly lower in kindergartens and high schools than in middle schools (P<0.01). The satisfaction scores of human relationships, working environment, personnel evaluation, and welfare did not differ significantly among the schools. As for the Job importance, the scores of nutrition counseling were significantly lower in middle school than in elementary and high schools (P<0.05). In cooking and distribution management, high schools were less important than other school levels (P<0.05). These findings highlight the need for the placement of nutrition teachers in kindergarten to promote nutrition education, the reduction of workload for school dietitians/nutrition teachers and additional placement of dietitians by the appropriate workload such as the number of people and meals to serve.

• 보건행정학회지
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• 제23권2호
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• pp.145-151
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• 2013

Background: The objective of this study was to explore patient family's evaluation of emergency department (ED) service satisfaction and to compare these with ED staff perception of patient family's evaluation. Methods: Based on two surveys of the National Emergency Medical Center: the 2008 National Survey for Recognition and Satisfaction towards Emergency Medical Services and the 2008 Opinion Survey of Emergency Medical Service Providers, satisfaction gaps among physicians, nurses, and patient family were evaluated by Kruskal-Wallis tests and Wilcoxon-Mann-Whitney tests. Furthermore, the factors associated with satisfaction of emergency medical service were identified by ordinal logistic regression models. Results: There were statistically significant gaps among physicians, nurses, and patient family in overall satisfaction with ED visit, length of stay in ED, enough explanation, physicians/nurses kindness, and ED facilities. Age and income in the patient family model, the number of beds in hospital, job satisfaction and year of service in the physicians model, and the number of beds in hospital, job satisfaction and the number of patients per duty hour in the nurses model were statistically significant factors associated with evaluation/ perception of ED service satisfaction. Conclusion: Patient satisfaction is an important indicator of the quality of care and service delivery in the ED. To improve and understand satisfaction in ED service, a dyadic view of the evaluation of service quality and satisfaction-that is, from the perspectives of both the patient and the emergency medical service providers-should be concerned.

• 한국IT서비스학회지
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• 제14권4호
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• pp.61-80
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• 2015

This paper has explored the analyzing and defining the core competencies of IT consultants who carry out IT consulting projects which desperately are needed by companies to survive in business competitions. Many companies have used IT consultants for their IT projects to achieve their project objectives. The problem of this is the results of IT projects carried out by IT consultants from the recognized consulting firms are quite often criticized by many clients who pay high price for hiring IT consultants. The purpose of this paper is that to weight of capability evaluation model for IT consultants. To define the capability model, I conducted the surveys from the IT professionals by the interview and e-mails. The result of this, this paper defines what core skills IT consultants should have to perform well when they carry out the IT projects. There are 6 major skills and 17 sub skills IT consultants should have in succeeding IT projects. 6 major skills are job competence skill, communication skill, business attitude, vocational values, job performance skill, leadership skill and related 17 sub skill are defined. With the capability evaluation model, the managers who are in the charge of incubating and enhancing the capability of IT consultants in the large corporation and also small, medium companies will utilize their companies' strength to get the advantage on the business competition.

• 산업경영시스템학회지
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• 제17권31호
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• pp.11-20
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• 1994

In these days, as human resource development is emphasized in an enterprise, the importance of evaluation of the education and training which is the means to practice is gradually increased. Because people wants to know the effects compared to the cost of the education and training in several years. Therefore, in this paper, I testified to a contribution about the strategic purpose of the functions of the education and training and I represented several strategies to practice it Through these strategies. the department of the education and training is getting know that how much does the education and training affect a prodectivity and a profit in offering service. And I also represented that it can be applied soft system analysis in developing concept model of ways of doing things. This analysis explains detaily the job performance skills which needs in each constituent element of system. The education and training can develop the ways of improving the job performance skills. The job performance skills affect a productivity and a profit. Finally, increasing of a profit due to the education and training represents the contribution of the strategic purpose and emphasize the development of the program for it. The education and training have to be considered the development of the marketing plan. If the prefects of the department of the education and training help their strategic purpose achievement, other departments can be given the services offering the education and training. The education and training measures the effects, embodies them and needs to be more sensitive making datas of the success cases.

• 대한공업교육학회지
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• 제42권1호
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• pp.30-52
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• 2017

이 연구의 목적은 중등단계 공업계열 직업교육기관 교사의 직무(직무 영역과 영역별 직무 내용)를 구명하고, 구명된 직무에 대해서 교사가 인식하는 직무 중요도, 곤란도, 수행 빈도를 분석하고자 한다. 중등단계 공업계열 직업교육기관 교사의 직무를 도출하기 위하여 관련 문헌을 고찰하여 이론적으로 구안하였다. 구안된 직무의 내용을 현장 교사 전문가 16명과 교사 교육 전문가 3명의 검토를 통하여 직무 모형을 완성하였다. 직무 모형을 바탕으로 최종 조사 도구를 개발하였으며, 조사 도구는 설문지를 사용하였다. 본 연구의 결과는 다음과 같다. 첫째, 중등단계 공업계열 직업교육기관 교사의 직무 영역은 7개(중영역 포함 10개)로 교과지도, 학생지도, 학급 경영, 교육과정 편성 운영, 교무 행정 업무, 대외 협력 및 현장 실습지도, 전문성 신장으로 구성되었다. 확인적 요인분석을 통해 교과지도 영역은 수업 준비 및 계획, 수업 운영, 학습 평가 3개 영역, 학생지도 영역은 교과외 학생지도, 생활지도 2개 영역, 학급 경영, 교육과정 편성 운영, 교무 행정 업무, 대외 협력 및 현장 실습지도, 전문성 신장으로 공업계열 직업교육기관 교사의 직무 영역은 총 7개 영역(중영역 포함 10개 영역)의 46개 하위 요인으로 구성되었다. 둘째, 중등단계 공업계열 직업교육기관 교사가 인식하는 직무 중요도는 4.10으로 전반적으로 높게 나타났고, 곤란도는 3.45로 보통 이상으로 나타났으며, 수행 빈도는 3.12로 보통 수준(한 달에 1-3회 정도 수행)으로 나타났다. 직무 중요도가 높은 영역은 학습 평가(4.32), 수업 준비 및 계획(4.28), 전문성 신장(4.27), 수업 운영(4.26), 생활지도(4.25), 학급 경영(4.17), 대외 협력 및 현장 실습지도(4.12) 영역 등의 순으로 나타났다. 곤란도가 높은 영역은 대외 협력 및 현장 실습지도(4.07), 교육과정 편성 운영(3.73), 전문성 신장(3.55), 생활지도(3.48), 학습 평가(3.35), 교과외 학생지도(3.22) 영역 등의 순으로 나타났다. 직무 수행 빈도가 높은 영역은 학급 경영(3.88), 수업 운영(3.77), 생활지도(3.52), 교무 행정 업무(3.40), 수업 준비 및 계획(3.17) 영역 등의 순으로 나타났다.