• 간호행정학회지
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• 제18권2호
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• pp.146-154
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• 2012

Purpose: The purpose of this study was to examine the effects of preceptor nurses' self-leadership on role recognition and job satisfaction. Method: The participants were 171 preceptor nurses worked in one of three general hospitals in Seoul. The data were collected from April 12 to May 12, 2011 and analyzed using descriptive statistics, t-test, ANOVA, pearson correlation, Scheffe, and regression with SPSS Win 19.0 program. Result: The results of the study were as followed. The average score for preceptor nurses' self-leadership was 3.55, for role recognition, 3.81 and for job satisfaction, 3.28. The factors of the preceptors' self-leadership affecting role recognition were self-expectation (${\beta}$=260, p=.002) and goal setting (${\beta}$=199, p=.030), and those factors accounted for 18.9% of explanatory power. The factors of self-leadership influencing job satisfaction were self-expectation (${\beta}$=18.3, p=.021), and rehearsal (${\beta}$=-168, p=.030), and those factors accounted for 31.3% of explanatory power. Among the factors of self-leadership, self-expectation influenced both role recognition and job satisfaction. Conclusions: The results of the study indicate that to improve preceptor's role recognition and job satisfaction, there should be special training programs to enhance preceptor's self leadership.

• 한국직업건강간호학회지
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• 제24권4호
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• pp.340-351
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• 2015

Purpose: This study was conducted to identify the job competencies of HIV counseling nurses and to figure out the importance, level of difficulty, and performance frequency of the competencies. Methods: The job competencies were drawn from 22 HIV counseling nurses by developing new models and utilizing specialist groups. The importance, level of difficulty, and performance frequency of the competencies were analyzed using the average and deviation. Results: The results of this study identified 6 job competencies such as counseling performance, expertise utilization, cooperation, support, administration, and self-development, 28 sub-competencies, and 48 job descriptions. Out of the 6 job competencies, counseling performance recorded high levels in the importance, level of difficulty, and performance frequency. Conclusion: The study results will be used as the basic data of the training programs for strengthening the job competencies of HIV counseling nurses. Furthermore, it is expected that the results will contribute to the prevention of HIV/AIDS transmission, the core of the national HIV/AIDS control programmes, and the improved health and quality of life in people living with HIV.

• 대한공업교육학회지
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• 제39권2호
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• pp.81-100
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• 2014

본 논문에서는 국가경제성장에 그 중요성을 더해가고 있는 소프트웨어 산업의 전문인력육성을 위한 교육과정의 개발절차와 그 결과를 제시하였다. 특히, 개발된 교육과정은 산업현장을 반영하기 위해 국가직무능력표준(NCS)에 기반을 두었으며, 교육효과의 극대화를 위해 교육방법에 있어서는 S-OJT(체계적 현장직무 교육훈련:Structured on the job training)를 활용하였다. 본 연구를 위해 소프트웨어 산업과 관련한 경제지표와 관련인력의 투입 등의 자료를 검토하여 그 산업의 중요성을 확인하였으며, S-OJT방법의 차용을 위해, 선행 연구를 검토하여 해당 개념을 충분히 반영한 교육과정을 개발하고자 하였다. 특히 NCS기반의 교육과정 개발을 위한 기본 틀로서 고용노동부에서 개발하여 배포된 한국형 일 학습 듀얼 시스템 운영매뉴얼의 개발절차를 활용하였다. 현장성 높은 과정 개발을 위해 소프트웨어 분야 주식회사A의 교육요구조사분석을 통해 교육프로그램이 요구되는 직무를 선정하였다. 해당 직무를 수행하는데 필요한 지식과 기술수준을 발굴하기 위해, 기 개발된 NCS를 면밀히 검토하는 한편 NCS에 반영되지 않은 부분에 있어서는 기존자료 검토 및 전문가 자문을 통해 교육체계를 개발하였다. 총 44개의 교육과정이 4년간의 교육기간동안 이수되도록 개발되었으며, 각 과정은 교과목표, 소요시간, 교과내용, 교육방법, 그리고 선수과목을 각각 표기하였다. 또한 44개의 교육과정을 운영하는데 필요한 교육체계 로드맵, 세부 운영전략 등을 개발하였다. 사회적으로 NCS에 기반한 교육과정의 필요성이 증대되고 있는 상황에서 본 연구결과 도출된 교육체계와 교육과정은 많은 시사점을 가진다. 특히 고용노동부에서 제시하고 있는 매뉴얼에 따른 개발 절차를 자세히 소개함으로써, 향후 NCS에 기반한 산업직무별 교육과정개발에 참고자료로 활용될 것으로 기대된다. 보다 활발한 NCS기반 교육과정 개발을 위해 해당 과정의 교육성과를 측정하기 위한 지표의 개발과 NCS에 특화된 교재의 개발이 요구된다.

• 지역사회간호학회지
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• 제8권2호
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• pp.250-261
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• 1997

In Korea, visiting nursing services in pubic health centers have been in place since 1991. The purpose of this study is to compare the job characteristics, job motivation and job performance between visiting nurses and other public health nurses. 196 subjects were sent mailed questionnaires from Aug. to Sep., 1997. The response rate was 65.3%. Data were analyzed by a SPSSWIN program with a t-test, $X^2-test$, ANCOVA. The results were as follows : 1. The level of job ability in visiting nurses was higher than that of other public health nurses, but it was an insignificant difference(t=1.5975, p=.2078). Among job characteristics, skill variety was significantly higher in other public health nurses(t=8.2121, p=.0046); autonomy and feedback were significantly higher in visiting nurses(t=8.1877, p=.0047/t=7.7026, p=.0085). 2. There was no significant difference in the level of job motivation(t=.6485, p=.4216) and in job performance between the two groups (t=2.7393, p=.0995). In job performance, general nursing and organizational jobs were significantly higher in other public health nurses (t=4.8486, p=.1288/t=9.4237, p=.0024). 3. It was reconfirmed that there was, a significant difference in the level of skill variety, autonomy and feedback in analyzing age and career as covariates. 4. Significant positive relationship was found in job characteristics and job motivation(r=.5488, p=.0000). No significant relationship was found in job characteristics and job performance(r=.0486, p=.498). Through these results, it was supported that there were differences in some of the job characteristics and job performance between visiting nurses and other public health nurses. Therefore, it is requested to redesign job standards, training programs and management styles focusing on the job characteristics of visiting nurses.

• 간호행정학회지
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• 제21권1호
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• pp.32-42
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• 2015

Purpose: This study was done to elicit basic data for effective human resource management by identifying the relationships among job embeddedness, emotional intelligence, social support, and the turnover intention of Nurses. Methods: Research design was to build a hypothetical causal model between variables and to verify its fitness. The sample for this study was 283 nurses with careers of more than 6 months in one hospital of more than 800 beds located in Seoul. They agreed in writing and this study was approved by the Institutional Review Board. Data were analyzed using SPSS 18.0 and AMOS 18.0 program. Results: Differences in general characteristics for the variables were significant for age, marital status, education, work experience, job title, income, and department. Job embeddedness, emotional intelligence and social support were significantly correlated to turnover intention. Job embeddedness to emotional intelligence and social support showed positive effects and a negative effect to turnover intention. Emotional intelligence to turnover intention showed a positive effect, but social support was not significant. Conclusion: Organizations should provide ways to minimize voluntary turnover of a competent workforce and demonstrate their competency. Also it should develop training and management programs to effectively utilize emotional intelligence.

• 한국의류학회지
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• 제35권5호
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• pp.537-546
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• 2011

This study shows the necessity of internal marketing activities and the need for effective internal marketing programs for fashion shop. This research tests the hypothesized relationships between internal marketing and its determinants such as job satisfaction, organizational commitment, and customer orientation. To measure these hypotheses, a total 200 questionnaires were distributed and 185 were collected. Finally, 163 questionnaires were used for the analysis, while 22 were found invalid. The frequency analysis, factor analysis, reliability analysis, and multiple regression were conducted after coding and cleaning by SPSS 18.0. The internal marketing activities were classified into five factors (internal communication, welfare system, empowerment, educational training program, and incentive system). The results of this study are as follow. First, internal marketing activities have a positive influence on job satisfaction and organizational commitment. Second, job satisfaction has an effect on organizational commitment. Third, internal marketing activities, job satisfaction, and organizational commitment have a positive influence on customer orientation. Accordingly, it should raise the standard of customer orientation, if it is promote the job satisfaction and organizational commitment of employee through internal marketing activities such as internal communication and empowerment.

• 한국환경교육학회지:환경교육
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• 제5권1호
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• pp.9-18
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• 1993

Present situation and problems of environmental education in teacher education of 1079 kindergartens located in Seoul were investigated. More than 90% of kindergarten teacher recognized the need of environmental education in early childhood education of Korea. However, only 65% of kindergarten teachers had experiences of providing environmental education for their children. They complained that they had a poor knowledge about environmental problems and environmental education. They reported that kindergarten had no systematic programs and useful materials for environmental education. Firstly, the emphasis of environmental education in teacher education and on-the-job training programs for kindergarten teachers was discussed. And the development of environmental education programs and educational materials for young children on the basic of national policy was proposed.

• 디지털융복합연구
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• 제15권3호
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• pp.99-106
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• 2017

본 연구는 직업전문학교 재학생의 학습동기와 학습 자율성이 직무창의성과 전공만족도 및 학교만족도와 어떤 영향관계인지 파악하는 것을 연구목적으로 하였다, 국내 전문직업학교가 비교적 최근에 활성화되었고 학술적 연구가 매우 부족한 현실이다. 직업전문학교 제과제빵 전공 재학생 설문조사를 통해 이론적 선행연구에 근거한 연구가 설들을 검증하였다. 직무창의성은 학생의 학습동기와 학습 자율성의 복합적인 영향을 받는 것으로 나타났다. 내재적 학습동기와 학습 자율성은 전공만족도에 유의한 수준의 긍정적 영향을 미치나 외재적 학습동기는 전공만족도에 부적 영향관계를 보였다, 직업전문학교 교육은 실무중심의 기술전달 방식 위주라서 본 연구는 학습동기, 창의성, 학습 자율성 등의 심리적 성향이 학생 만족도에 미치는 영향을 파악하였고 교과정책 반영에 참고할 결과를 제시하였다. 향후 신입생 홍보나 교과운영, 학사관리를 위하여 더 체계적이며 복합적인 연구가 필요하다.

• 미래기술융합논문지
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• 제1권2호
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• pp.57-62
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• 2022

경력단절 여성들이 노동시장으로 재진입하는 것을 지원하기 위해서는 유망직업을 발굴하여 선정하는 것 뿐만이 아니라, 선정된 유망직종에 대한 객관적이고 정확한 직업정보를 제공하여 경력단절 여성들이합리적인 직업선택을 할 수 있도록 지원할 필요성이 제기된다. 정부지원과정이 일반과정에 비해 수강료의 부담이 없고, 교육 내용의 충실도가 높기 때문에 교육생 모집과정에서 경쟁을 통하여 취업의지가 높은 교육생을 선발할 수 있다는 점을 들 수 있다. 그리고 정부지원과정이 상대적으로 양질의 프로그램과 강사진을 확보하여 교육생의 집중도와 만족도, 취업에 대한 의지를 높인다는 점, 직무소양 및 취업대비 교육의 의무화, 취업상담을 통한 직업설계 지원 및 지속적인 사후지원 체제도 작용한다. 이에 따라 경력단절 여성을 위한 유망직종의 선정 및 교육훈련 프로그램의 설계과정에서 체계적이고 지속적인 개발과 지원이 이루어진다면 경력단절 여성들의 노동시장 재진입도 좀 더 활성화될 것으로 기대된다

• 한국철도학회논문집
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• 제16권3호
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• pp.233-239
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• 2013

본 논문에서는 개인은 물론 조직에 치명적인 해악을 초래하고 엄청난 경쟁력 상실을 가져오는 도시철도기관사의 스트레스를 알아보고 기관사의 직무 스트레스에 대처하는 방안들을 모색하였다. 도시철도기관사의 직무스트레스로 인하여 발생되는 여러 스트레스에 미치는 악영향의 요인을 최소한 줄이기 위해서는 첫째, 전문성 제고를 위한 교육훈련 확대 및 사고발생시 기관사에 대한 보호조치로 시설개선이 필요하다. 둘째, 정신적 보상이나 조직시스템 등이 직무스트레스를 유발하므로 경영자의 리더십 교육과 같은 전형적인 조직차원의 접근이 근본적인 문제를 해결할 수 있을 것이다. 셋째, 개인적 차원에서의 규칙적인 운동, 금주 등의 바른 생활습관으로 직무스트레스를 낮춘다. 넷째, 과도한 성과 지향과 불공정한 평가를 피하고 기관사의 심리상태를 이해함으로써 근무환경을 개선하고, 근무시간을 조정하는 등의 조직적 차원에서의 복합적인 건강증진 및 관리프로그램 등 제도적 장치를 마련하는 것이 필요하다.