• Journal of Korean Home Economics Education Association
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• v.15 no.2
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• pp.21-33
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• 2003

The purpose of this research is to investigate the type of curriculum implementation and the level of teachers´ participation in the decision making process and their satisfaction related to the Technology and Home Economics, in middle school. The survey data were collected by mail from 284 $\ulcorner$Technology and Home Economics$\lrcorner$teachers for the first graders in middle school from July to August. 2001. The results showed that $\ulcorner$Technology and Home Economics$\lrcorner$ were mainly taught by Home Economics teachers alone. The teachers teaching whole subject alone were more anxious about lacks of facilities and confidence of students and parents as well as lacks of skills and knowledge of the non-major part. and student´s interest in the subject than team teaching teachers were. The team teaching teachers were more likely to be participated in the process of deciding curriculum implementation types and to be satisfied with the type of curriculum implementation. The satisfaction with curriculum implementation was mainly affected by the Participation in the decision making process as well as the type of curriculum implementation.

• Journal of the Korean Dietetic Association
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• v.12 no.4
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• pp.313-328
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• 2006

This study was objectively performed to identify dietitians' job in the elderly health-care facilities, to assess facilities and dietitian's demographic characteristics, and to determine performance and importance of dietitian's job including the demand of therapeutic diet development. Survey was conducted by mail and samples were the dietitians working in 376 facilities which capacity is over 50 members from nationwide 583 the elderly health-care facilities. Returned questionnaire was 102 and used for statistic analysis. The distributions of the elderly health-care facilities showed 39 the elderly nursing facilities(38.2%), 32 skilled nursing facilities (32.4%), 13 geriatrics hospital facilities(12.7%) and 9 the elderly cost nursing facilities(8.8%). 60.0 percent of the samples showed its menu price as 1,000 to 1,500 won. A cycle-menu program was in-use at the 79.0% facilities, but only 7.1% facilities have been introduced a selected menu system. 92.9% facilities employed only one dietitian. In the demographic characteristics of dietitian only 14.7% dietitian had a clinical dietitian license and 51.5% of respondents answered at least 1 to 3 months internship program is needed. Job activities of the dietitian in the elderly health-care foodservice were identified as 45 activities with 9 dimensions. Job performance score evaluated dietitian oneself was 4.71 of 7 points. The average importance score that the dietitian evaluated their own job was 5.66 points of 7. The job activities shown higher importance but lower performance were therapeutic diet development for in-patients, menu development suitable for taste of the elderly, and leadership. Job performance score by characteristics of dietitian and their elderly health-care facilities was significantly associated with experience of dietitian in elderly health-care (F=4.480, p<0.05), education of dietitian(F=2.659, p<0.01), number of dietitian(F=2.245, p<0.05), and number of employee in foodservice(F=2.607, p<0.05). Most common diseases of the aged was proved as hypertension(81.7%), diabetes mellitus(71.4%), and dementia(65.0%). The therapeutic diets frequently provided were diabetes mellitus diet, dysphagia diet, low sodium diet, high fiber diet, and high protein diet, in order. For those reasons, dietitian in the elderly health care emphasized that the information about therapeutic diet development such as diabetes mellitus diet, dysphagia diet, low sodium diet and hypertension diet must be continuously developed and provided. The result from this study can be applicable to enlarge and enrich job activities of dietitian in elderly health-care foodservice.

• Journal of the Korean Dietetic Association
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• v.10 no.2
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• pp.235-245
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• 2004

The Korea School Lunch Program mandates that school meals should safeguard the health and well-being of our children. School meals provide a nutritious diet that contains at least ⅓ of the daily Recommended Dietary Allowances of necessary nutrients at reasonable prices. This study was performed to assess the nutritional management of primary school meals, and to provide basic data for improvement of school meal nutritional guidelines. Three hundred and thirty six dietitians who worked at primary schools were recruited using a stratified sampling method. A survey was done by e-mail with a set of questionnaires about nutritional meal management. During school lunch planning, dietitians referred nutrition standards with priority, followed by students' food preferences and food hygiene. They considered energy as a most important nutrient during primary school lunch planning, followed by protein and calcium. Protein is usually over-served, whereas iron, vitamin A and calcium are usually under-served during primary school meal planning. For first and second grade primary students, grains, meat and vegetable side dishes seemed to be large compared to their eating capacity. Over 92% of school dietitians agreed the needs of food group standards for primary school lunch program. For making a checklist of the school lunch program, energy, protein and calcium were highly recommended, and meat.fish.egg group, vegetable.fruit group and dairy group were also highly recommended by school dietitians. Cooking method was also highly recommended. School dietitians proposed that remodeling of school kitchens and new cooking machine were the most important factors for improving school lunch system. These results suggest that food standards should be established for health-oriented nutritional management of primary school lunch programs. Nutritional checklists could include nutrient-rich foods and food groups, and items about cooking methods.

• The Journal of the Korea Contents Association
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• v.13 no.7
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• pp.238-247
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• 2013

This study aims to examine care workers' role perceptions of their occupation and job satisfaction with their work. They are core human resources in elderly care work practices and their perceptions of their occupation are likely to affect their work performance and job satisfaction. A mail survey is conducted targeting to 400 care workers who are at work in long-term care facilities located in Seoul, Gyeonggi and Pusan. Research findings are as follows: firstly, the perception level of care workers' professionalism is 3.38, and job satisfaction is 3.41. Secondly, the correlation analysis between perception level of professionalism and job satisfaction, coefficient is .553, which shows positive relations between two variables. Thirdly, the study shows that care workers' perceptions of professionalism significantly affects their job satisfaction. This study concludes that it is necessary to take a variety of measures in contribution to improve the quality of service through reinforcement of perception of professionalism higher than present level of care workers who supply direct service in long-term care facilities.

• Journal of Korean Public Health Nursing
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• v.2 no.2
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• pp.21-44
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• 1988

In Korea, fee-for service reimbursement has been adopted from the begining of medical insurance system in 1977, and the importance of the relative value unit is currently being investigated. The purpose of this study was to find out the level of propriety of the difference in the fees for different surgical services, and the appropriateness of the classification of the insurance fee schedule. For the purpose of this study, specific subjects and the procedural methodology is shown as follows: 1. The propriety of the Relative Price System(RPS). 1) Choice of sample operations. In this study, sample operations were selected and classified by specialists in general surgery, and the number of items they classified were 32. For the same group of operations the Insurance Fee Schedule(IFS) classified the operations into 24 separate items. In order to investigate the propriety of the RPS, one of the purpose of this study, was to examine the 24 items classified by the IFS. 2) Evaluation of the complexity of surgery. The data used in this study was collected The data used in this study was collected from 94 specialists in general surgery by mail survey from November I to 15, 1986. Several independent variables (age, location, number of bed, university hospital, whether the medical institution adopt residents or not) were also investigated for analysis of the characteristics of surgical complexity. 3) Complexity and time calculations. Time data was collected from the records of the Seoul National University' Hospital, and the cost per operation was calculated through cost finding methods. 4) Analysis of the propriety of the Relative Price System of the Insurance Fee Schedule. The Relative Price System of the sample operation was regressed on the cost, time, comlexity relative ,value system (RVS) separately. The coefficient of determination indicates the degree of variation in the RPS of the Insurance Fee Schedule explained by the cost, time, complexity RVS separately. 2. The appropriateness of the classification of the Insurance Fee Schedule. 1) Choice of sample operations. The items which differed between the classification of the specialist and the classification of medical, Insurance Fee Schedule were chosen. 2) Comparisons of cost, time and complexity between the items were done to evaluate which classification was more appropriate. The findings of the study can be summarized as follows: 1. The coefficient of determination of the regression of the RPS on-cost RVS was 0.58, on time RVS was 0.65, and on complexity RVS was 0.72. This means that the RPS of Insurance Fee Schedule is improper with respect to the cost, time, complexity separately. Thus this indicates that RPS must be re-shaped according to the standard element. In this study, the correlation coefficients of cost, time, complexity Relative Value System were very high, and this suggests that RPS could be reshaped I according to anyone standard element. Considering of measurement, time was thought to be the most I appropriate. 2. The classifications of specialist and of the Insurance Fee Schedule were compared with respect to cost, time, and complexity separately. For complexity, ANOVA was done and the others were compared to the different values of different classifications. The result was that the classification of specialist was more reasonable and that the classification of Insurance Fee Schedule grouped inappropriately several into one price unit.

• Journal of Korean Society of Forest Science
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• v.85 no.1
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• pp.24-33
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• 1996

The theory of reasoned action was examined as a theoretical model which explains the relationships among belief, attitude, and intention regarding the policy of limiting the total number of visitors per day in the national parks during the high-demand season. Also, effects of persuasive messages developed to change users' attitude toward the policy positively were examined. Among the visitors in Kyeryongsan National Park, 563 visitors participated in on-site and mail survey. The number of visitors who had positive and negative attitudes toward the policy was in the ratio of 43 to 49. A significantly positive relationship was found between the sum of belief and outcome evaluation crossproducts and attitude(r=0.42). Intention could be explained with attitude in an acceptable power ($R^2=0.32$). The visitors who had negative attitude and intention regarding the policy before the treatment were changed positively by the two types of persuasive messages. Among the visitors receiving the persuasive messages, 74% answered that carrying out the policy is good and 66% intended to agree to carrying out the policy. It was indicated that the persuasive messages were an effective communication method between park managers and users.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.3 no.3
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• pp.89-123
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• 2008

This study has the purpose to research on the actual conditions of discriminative treatment between regular and irregular work and find what kind of environment factors can effect on the job-satisfaction, organizational commitments. Especially, this study has addressed to improvement of conditions for irregular work and researched the difference factors between regular and irregular workers's job-satisfaction, organizational commitment, and employment - environmental. For the data collection, a total of 400 questionnaires were distributed for survey, 195 responses were available for statistical analysis. This questionnaires were sent to the distribution companies that has a variety type of employment as regular and irregular worker in Seoul province by e-mail and direct way. And SPSS 12.0(ver.) was used to analyze the data. The main results were as the following; First, the human relationship and the normative commitment were statistically different between regular and irregular work in the part of job satisfaction and organizational commitment. Second, income were important to improve the satisfaction of job environment and personnel policy and the normative commitment. Corporation welfare were important for the satisfaction of human relationship, job environment and personnel policy, normative commitment affective commitment and continuous commitment. Stability of employment were important to improve the satisfaction of human relationship and job environment, normative commitment and affective commitment.

• Journal of Convergence for Information Technology
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• v.10 no.1
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• pp.82-92
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• 2020

This study analyzed the factors affecting organizational adaptation among the members of SMEs. Until now, research on organizational adaptation has been mainly conducted in large corporations or public institutions. Very little research has been conducted on SME members. Factors affecting the organizational adaptation of employees were set by individual factors and job environment factors. In the individual factors, the sub-variables were set as self-efficacy, optimism, and resilience, and in the job environment factors, organizational fairness and organizational culture. The sample data were surveyed using a survey method such as visit, telephone call, e-mail and fax. 98 data were used for the analysis. Statistical analysis was performed using regression analysis. As a result, self-efficacy, optimism, and resilience of individual factors were analyzed as positive variables for organizational adaptation of employees, and organizational fairness in the job environment was analyzed as variables that did not positively affect organizational adaptation of employees. However, the organizational culture of the job environment was analyzed as a variable that positively affects organizational adaptation of employees. These results showed that the fair application of wage level, workload, compensation, and opinion reflection did not affect the organizational adaptation of employees. On the other hand, in the preceding studies, organizational adaptability was conducted mainly in large corporations, but this study was able to suggest practical implications in analyzing organizational adaptability among SME members.

• Korean Journal of Social Welfare
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• v.53
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• pp.257-283
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• 2003

The main objective of this study is to examine antecedents and outcome of organizational cynicism. This paper focuses on organizational commitment of social worker as outcome variable. Thus, this study attempts to examine structural relation of variables of organizational level(personnel management), job level(job characteristics), and individual level(level of self-control) on the level of organizational commitment, with special concern about the mediating effect of organizational cynicism. The study conducted mail survey and collected information for data analysis from 330 social workers working at 173 social welfare organizations in Seoul and Kyong-gi area, The study used structural equation modeling(SEM) method for analyzing the constructed model. Main results are as follows: (1) evaluation about personnel management is negatively related to organizational cynicism; (2) evaluation about job characteristics is negatively related to organizational cynicism; (3) evaluation about self-control is negatively related to organizational cynicism; (4) organizational cynicism exerts negative effect on the level of organizational commitment; and (5) evaluation about personnel management, evaluation about job characteristics, and evaluation about self-control exerts positive effect on the level of organizational commitment. Among the results of this study, this paper focuses on the function of personnel management system on organizational cynicism. This paper emphasizes that social welfare organizations must make a lot of efforts for making fair personnel system in order to reduce social workers' organizational cynicism and ultimately promote their organizational commitment.

• Korean Journal of Social Welfare
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• v.56 no.3
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• pp.279-301
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• 2004

Relations of factors associated with burnout were investigated among 124 child protective service workers currently working in Korean Child Abuse Prevention Centers nationwide. Three categories of factors associated with burnout were examined; (1) individual characteristics, (2) job-related characteristics, and (3) job-satisfaction. Social survey method using questionnaires by mail was employed. MBI(Maslach Burnout Inventory) for measuring burnout, a part of Smith, Kendal & Hulin's JDI(Job Description Index) for job-satisfaction, and a scale measuring the special characteristics of job developed by researchers were used. Mann-Whitney test and Kruskal-Wallis test were employed to analyze the data. Across all burnout sub-scales(emotional depletion, dehumanization of clients, lack of feelings of achievement), subjects reported a high degree(above the cutting point) of burnout. Several factors were identified as associated with burnout. Child protective service workers who are young, single with front line worker status reported higher burnout. Lack of education and training before the job location were another factors which contributed to worker burnout. Lack of proper supervision stood out as another burnout provoking factor. Job-satisfaction was negatively correlated with all three burnout sub-scales, which meant the lower the job-satisfaction, the higher the burnout of service workers. The findings implicate that the administrators of Child Abuse Prevention Centers should pay close attention to their workers' sign of burnout and develop carefully designed support system which include provision of excellent supervision, proper education and training opportunities and organizational effort to strengthen employees' overall job-satisfaction to secure their quality of services toward abused children and their family.