• 농촌지도와개발
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• 제4권1호
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• pp.305-315
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• 1997

The propose of this study was to analyze the relationships among the levels of training & development evaluation (reaction, learning, transfer). The study has been conducted on 730 trainees who attended in the basic accounting program in L training and development institution through three incidents of tracked research such as reaction survey right after the conclusion of training, learning evaluation through test, and an evaluation of the transferability after 3 months of training. Questionnaires and test papers for analyses were used after their reliability, validity, difficulty, and discrimination have been verified on a pre-test. The research has been conducted for six months from 4 March 1996 to the end of August 1996, and data have been collected through direct research and survey through mail. The collected data have been worked on at SAS program for Windows with a statistical significance level of 5%. Statistical method that had been used was Pearson's correlation coefficient. The result and conclusion acquired from this study were as follows: Between reaction and learning, learning and transfer of training, only a weak positive correlation exists and explanation or prediction variance showing hierarchical relationship was quite weak with 1%. Thus, this research not only does not strongly support Kirkpatrick(1976)'s hierarchical model of $reaction{\rightarrow}learning{\rightarrow}transfer$, but also indicates that the separate measurement on each levels of training evaluation needs to be done. On the other hand, there was a relatively strong positive correlation between reaction and transfer of training. Based on the result, the conclusion, and the restriction perceived through this study, the following suggestions were made. 1. There is a need to empirically analyze and verify the hierarchy of all levels of training evaluation including the evaluation of the fourth level (result) such as organizational productivity, organizational satisfaction, and separation rate. 2. A great deal of efforts will be needed to systematically analyze what the relationships are among the methods measuring the level of evaluation of the training and development, and to apply this result to the training field.

• 한국문헌정보학회지
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• 제19권
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• pp.63-112
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• 1990

The environment of the modern library is changing rapidly with advancements in information technology, massive increse in information, and with the changing needs of users for information in order to keep up with developments in science and technology. The library should also be in a constant state of change in accordance with the changing environment. But the current situation is that library organizations in Korea do not show any change. Here arises the need to diagnose the health of these organization. Organizational innovations can be achieved either by change in the organizational structure or administrative methods or in personal attitudes. In making organizational innovations, however, it is not sufficient only to change the organizational structure or the administrative methods without changing personal attitudes. The purpose of this thesis is to diagnose the health of university library organizations in Korea and to suggest prescriptions based on the results of this diagnosis, by means of organization development theory. In this study, the action research model and the diagnostic model were developed for the health of university library organization in Korea. The action research model consisted of 3 steps: diagnosis, intervention and evaluation. The diagnostic model comprised diagnostic criterion and diagnostic indicators. The health of an organization was selected as the diagnostic criterion. Diagnostic indicators were divided into 3 levels: personal job-satisfaction at the individual level, cohesiveness at the group level, and the organizational climate at the organizational level. Both the interview and the questionaire were used as diagnostic methods. The questionaire form was designed according to the Likert typle 5-point scale. For the investigation, 10 university libraries were selected from the private universities in Seoul, and questionaire sheets were sent to their 156 librarians and responses were received from 116 persons. An interview was carried out with a selected chief of departments of the library concerned. The results of the diagnosis show that the average personal job­satisfaction was 3.57, the group cohesiveness was 3.15 and organizational climate was 2.93, and accordingly the comprehensive health indicator was 3.22. The health of university library organizations in Korea was generally on the decline at all 3 levels. In particular, the organizational climate was in a very weak state. Most problems concern dissatisfaction with personnel policy, communications and non-professionally qualified directors. As the prescriptions, the following was suggested: institutionalization of the staff meeting for resolving problems with communication, appointement of professional directors, performance appraisal, conferring faculty status for librarians, and a suggest system. And for the improvement of the organizational climate, managerial grid training was suggested as one of the educational strategies for organizational development.

• 대한치과기공학회지
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• 제31권4호
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• pp.97-108
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• 2009

This study was conducted in order to promote students' interest in overseas employment and to present methods of improving education that suits globalization and internalization. From responses to individual written survey questionnaires answered by 439 students who are studying Dental technology at colleges in Kyung-ki and Chung-cheong. The following are the results regarding their satisfaction levels with their majors and their interest in working abroad: 1. Regarding the motivating factors to major in Dental technology, students(37.7%), particularly most juniors(43.5%), have chosen this major to get a this professional job. The most common source of information in choosing majors is the Internet(44.4%). There was a slight difference in their knowledge about the major before college among freshmen, sophomores, and juniors. 2. Most students do not want to change their majors even if they are provided with the chance to do so(69.2%). They are in general satisfied with their studies. The result shows that the Dental technology majors are positive toward their major. 3. Many students have heard about overseas employment, particularly in case of juniors(98.5%), and there was a difference among different years of studies. They want to work abroad if they are given the chances(79.3%), which indicates that the Dental Technology majors have much interest and positive attitude in overseas employment. 4. The most significant barrier to their overseas employment is the language, and thus the Dental technology majors should improve their language abilities to be more involved in working abroad.

• 의학교육논단
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• 제25권1호
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• pp.45-54
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• 2023

We investigated the work-life balance of clinical professors in charge of patient care, research, and education at medical schools and the demand for work-life balance support according to position (professor, associate professor, or assistant professor). In total, 163 clinical professors completed the consent form and participated in the study. They filled out an online survey consisting of questions about essential characteristics, a work-life balance test, stress, burnout, work-life satisfaction, and work-life balance support needs. We analyzed the results by analysis of variance and cross-tabulation using IBM SPSS ver. 23.0. Differences were found in work-life balance, stress, burnout, and satisfaction with life and work by position. The requirements for support for work-life balance also varied by professional status. Professors had a higher balance between life and work than associate professors or assistant professors. The specific requirements for work-life balance support were also slightly different for each position. Overall, there was a high demand for work process simplification and efficiency for work support, flexible working hours and sabbatical years for family and leisure, and career management consulting and training support for growth. Assistant professors and associate professors had a lower level of work-life balance than professors, as well as higher levels of stress and burnout. Professors' job satisfaction was also higher than that of the other groups. Based on the results of this study, we hope that a healthy work environment can be established through work-life balance support suitable for clinical professors' positions.

• 한국치위생학회지
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• 제9권4호
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• pp.633-643
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• 2009

Objectives : This study is aimed to help the dental hygiene department students to improve their adaptive ability to the field work by letting them know the performing levels required of the job world, by renovating the knowledge-centered curriculum, and by finding out the core competencies needed for successfully performing their duties and tasks in the work field. Methods : The survey tool was recomposed through the examination of the preceeding studies on basic vocational competencies and skills, and the survey has been done to 200 dentists in Seoul and Gyunggi provice. Results : 1. As for the job-getting routs, 35.1% of them finds their jobs through the job portal sites, and 21.3% through the recommendation by professors. So we can see the meaningful difference in the employment ways. 2. Dental hygiene clinics think that the purpose of their cooperation with the colleges is mainly to secure human resources by requiring the colleges to give field-centered education the colleges through. 3. The clinics for dental hygienic students' field learning have a great power for hiring the students. So it is necessary to set up a good management system of the clinics for dental hygienic students' field learning in order to reinforce the students' competitive power in getting jobs. 4. The priorities in basic working abilities needed for the task performance are in the order of vocational responsibility, self-managing & developing ability, interpersonal skill, and problem solving ability. 5. The core competencies required of those who graduate from dental hygiene school show the following scores by Likert measurement; good personality and vocational consciousness 2.16(${\pm}.677$), understanding power of major-related knowledge 2.19(${\pm}.723$), field adapting ability 2.31(${\pm}.748$), get-along-with ability 2.32(${\pm}.799$), interpersonal skill 2.42(${\pm}.768$), and self-development ability such as getting certificates 2.43(${\pm}.729$). Among the core competencies, the only meaningful factor which influences on their satisfaction measurement has been identified as the professional ability related to the major. Conclusions : The results suggest that the knowledge and skill related to the major are core competencies of able human resources and closely related with the professionality of the job, and so they are very important. However, job basic abilities are also proved to be important, which reinforce the students' activeness, self-regulation, and creativeness, and help them to pursue their lasting growth in their abilities.

• 한국사회복지학
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• 제59권3호
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• pp.175-199
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• 2007

이 연구에서는 부산과 대구 지역의 노인시설에 근무하는 사회복지사, 간호사, 생활지도원 502명을 대상으로, 노인보호 관련 종사자들의 업무특성을 반영하여 고안된 측정도구들을 활용하여 이들의 일반적인 특성과 업무 스트레스, 업무 만족, 치매 및 인간중심 보호와 관련된 인식과 태도를 조사하여 그 결과를 분석하였다. 분석 결과 노인시설 종사자들의 급여수준이 낮고 근무시간이 길며 업무 부담이 과중한 상태인 것으로 나타났다. 치매 및 인간중심 보호와 관련된 종사자들의 인식수준은 높은 편이었으나, 업무 만족 수준이 낮았고 노인에 대한 보호 제공 및 업무환경과 관련된 스트레스가 높게 나타났다. 노인장기요양보험제도 시행을 앞두고 노인에게 사회적 보호를 제공할 전문 인력의 원활한 수급과 전문성 향상, 보호의 질 제고를 위하여 노인시설 종사인력에 대한 처우 개선과 인력 확충, 중장년기 인력 활용, 노인시설 종사인력에 대한 전문적 훈련과 교육 강화, 노인시설에서의 인간중심 보호 방식의 도입과 실천이 필요함을 제시하였다.

• 한국노년학
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• 제31권4호
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• pp.1119-1134
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• 2011

본 연구는 국민연금연구원의 제 3차 '국민노후보장패널조사'를 이용하여 60세 이상 1인 노인가구의 사회인구학적 특성 및 건강상태, 경제적 상태의 특성을 이해하고 이 요인들과 삶의 만족도와의 관계를 고소득가구와 저소득가구로 나누어 집단별로 분석하고자 하였다. 연구방법으로는 첫째, 조사대상자의 특성들에 대한 빈도분석, 평균과 표준편차를 구하고, 둘째, 각 영역별 삶의 만족도와 전반적인 삶의 만족도 간의 상관관계를 실시했으며 셋째, 삶의 만족도에 영향을 주는 결정요인을 분석하기 위해 다중회귀분석을 실시하였다. 회귀분석 결과 첫째, 1인 노인 가구는 종교가 있고, 신체적 건강과 심리적 건강 상태가 좋을수록, 총가계 소득이 많을수록 전반적인 삶의 만족도가 높은 것으로 나타났다. 둘째, 1인 노인가구를 소득계층별로 분석한 결과, 종교와 소득 수준이 유의하지 않은 것으로 나타났으며 저소득 가구에서는 남성에 비해 여성인 경우, 신체적 건강과 심리적 건강상태가 좋을수록, 고소득 가구에서는 취업 상태인 경우, 신체적 건강 및 심리적 건강상태가 좋을수록 생활 전반 만족도가 높은 것으로 나타났다. 소득 수준이 직접적으로는 유의미한 영향을 주지 않는 것으로 나타났으나 간접적으로 건강상태나 삶의 조건에 영향을 미치는 것으로 보인다.

• 보건의료산업학회지
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• 제7권4호
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• pp.23-32
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• 2013

This study aimed to explore possible relationships between self-efficiency and intention to leave in dental hygienists so as to provide basic data for developing solutions to effectively manage dental hygienist man power. A total of 206 dental hygienists from different dental care institutions in Cheonbuk Province were chosen as subjects by a convenience sampling method. Data were collected through a self-reported survey. The results were as follows. The self-efficiency was higher among dental hygienists who were more than 36 years of age, had graduated university, were at their cuurent job longer than 11 years, and reported their annual income to be more than 25 million won. As their age was younger and their education and income levels were lower, their intention to leave was stronger. Also subjects who were unmarried, did not feel satisfaction with their current job, and did not want to stay any longer at the location where they were currently working tended to have higher intention to leave. The higher their self-efficiency, the lower their turnover intention. An examination of the three factors offered by a factor analysis on self-efficiency, 1) sense of competence, 2) sense of confidence, and 3) strong drive, revealed that the higher their sense of competence, the lower their turnover intention. It was also revealed that their self-efficiency had a significant influence on their turnover intention and the most influential factor was their sense of competence.

• 한국콘텐츠학회논문지
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• 제19권5호
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• pp.484-496
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• 2019

본 연구의 목적은 대졸초기경력자가 직장 내에서 경험하는 갈등 전이의 과정을 통해 갈등 전이에 영향을 미치는 요인을 파악하는데 있다. 본 연구 참여자들은 대학을 졸업하고 직장 생활을 하고 있는 25-34세의 청년층으로 총 8명을 대상으로 심층면담을 하였으며, 수집하여 분석한 자료들의 전체 사례에서 공통적으로 드러나는 주제들을 발견하였다. 분석 결과, '인정과 보상 부재', '상사의 불공정성', '직무의 특성(상호의존성, 자율성)', 등의 주제가 도출되었다. '인정과 보상의 부재'는 열심히 일을 해도 인정받지 못한다는 생각에 일에 대한 회의감을 가져왔고 갈등 전이를 일으켰다. 연구 참여자들이 '상사의 불공정성'을 느꼈을 때 과업갈등은 더 증폭되고 관계갈등으로 전이가 나타났으며, '직무의 특성' 중 상호의존성이 큰 직무를 수행할 경우 갈등 전이를 보였고 갈등 수준이 높았다. 반면 직무자율성을 갖춘 근무 환경은 직무 만족감이 컸으며 갈등 전이를 보이지 않았다. 본 연구는 대졸 청년층의 초기 경력 상태에서 경험하는 갈등 전이의 과정과 갈등 전이 요인을 밝혀냈다는데 학문적 의의가 있다. 더불어 연구 참여자들의 직장 내 실제적 장면을 통해 갈등 전이에 대한 이해도를 높이는 실용적 함의를 가졌다.

• 보건의료산업학회지
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• 제9권3호
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• pp.95-106
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• 2015

Objectives : The purpose of this study was to identify levels of turnover intention of nurses in long-term care hospitals, and to explore influential factors on turnover intention. Methods : Data were collected with a structured questionnaires from 165 nurses. The data were analyzed with SPSS/WIN 21.0. Results : First, the average score for the practice environment cognition, job satisfaction, reward importance, and turnover intention were $3.14{\pm}0.21$, $3.18{\pm}0.32$, $4.02{\pm}0.53$, and $3.29{\pm}0.67$, respectively. Second, there were significant differences in the turnover intention according to the average monthly wage, total clinical career, present clinical career, work form, average monthly night shift and turnover experience. Third, the significant predictors of turnover intention were monthly salary, practice environment cognition, reward importance, monthly night shift and type of work explaining 67.0%. of the variance. Conclusions : It is necessary to conduct continuous and systematic research and to find ways that can prevent the resignation of nurses and improve cognition in the practice environment in long-term hospitals nurses.