• 보건행정학회지
• /
• 제15권1호
• /
• pp.97-117
• /
• 2005

This study was designed to compare the differences m results of supervisor and subordinate rating. Data was collected from personnel evaluation and subordinate rating results for middle managers(n=68) in hospital from 3rd January to 20th March in 2004. Supervisor rating consisted of performance, ability and attitude evaluation. Subordinate rating consisted of leadership, ability and attitude evaluation. Collected data included sociodemographic characteristics, work department, work level, years of work, years at present level and whether working in a patient serving department. The difference of standardized supervisor and subordinate rating score was used to define groups as 'higher in supervisor rating group'. Groups were defined in total score, ability score and attitude score. Main results were as follows: 1. In total score, sectional chiefs were apt to be 'higher in subordinate rating group' while chief clerks were apt to be 'similar group' or 'higher in supervisor rating group'. Staffs in patient serving department were likely to be 'higher in supervisor rating group' and staffs in non-patient serving department were likely to be 'higher in subordinate rating group'. All these results were statistically significant. 2. In ability score, there were no statistically significant differences in age, sex, years of education, work department, work level, years of work and whether working in a patient serving department among 'higher in supervisor rating group', 'similar group' and 'higher in subordinate rating group'. 3. In attitude score, staffs in the department of medical affairs and the department of administration were apt to be 'higher in subordinate rating group'. Staffs in the department of nursing were apt to be 'higher in supervisor rating group'. Staffs in a patient serving department were likely to be 'higher in supervisor rating group' and staffs in a non-patient serving department were likely to be 'higher in subordinate rating group'. All these results were statistically significant. 4. Logistic analysis about total score showed that sectional chiefs had higher Odds Ratio(OR) to be in 'higher in subordinate rating group'. Staffs in a non-patient serving department had higher OR to be in 'higher in subordinate rating group'. Both these results were statistically significant. 5. Logistic analysis about ability score showed that sectional chiefs had higher OR to be in 'higher in subordinate rating group'. Staffs in a non-patient serving department had higher OR to be in 'higher in subordinate rating group'. These results were not statistically significant. 6. Logistic analysis about total score showed that sectional chiefs had higher OR to be in 'higher in subordinate rating group', but the difference was not statistically significant. Staffs in a non-patient serving department had significantly higher OR to be in 'higher in subordinate rating group'. In conclusion, there is no clear superiority between supervisor and subordinate rating in personnel evaluation. It would be better to use a mixed model. It's also suggested to use an intervening rate of application or scores considering work levels and work department in personnel evaluation. These results would be helpful for hospitals planning a supervisor and subordinate rating system for personnel evaluation.

• 대한간호
• /
• 제19권5호통권108호
• /
• pp.39-49
• /
• 1980

The survey was performed with supervisor nurse at 30 general hospitals which had a system in concerning about supervisor nurse in seoul from Nov. 15 to Dec. 2, 1979. The findings as follows; 1. Age distribution of the subjects were from 25 to 65, most of

• 대한안전경영과학회:학술대회논문집
• /
• 대한안전경영과학회 2002년도 춘계학술대회
• /
• pp.189-191
• /
• 2002

A supervisor's role is very important to have accident free environment in a company. In order to take full advantage of safety management system, company safety supervisors require to learn how much responsibility they have in their company. To improve safety supervisor's knowledge, they must spend time to learn the importance accident free environment. To improve the efficiency of safety management, the supervisors need to voluntarily emphasize the importance of safety management.

• 대한안전경영과학회지
• /
• 제4권1호
• /
• pp.1-9
• /
• 2002

A supervisor's role is very important to have accident free environment in a company. In order to take full advantage of safety management system, company safety supervisors require to learn how much responsibility they have in their company. To improve safety supervisor's knowledge, they must spend time to learn the importance accident free environment. To improve the efficiency of safety management, the supervisors need to voluntarily emphasize the importance of safety management.

• 해양환경안전학회:학술대회논문집
• /
• 해양환경안전학회 2017년도 추계학술발표회
• /
• pp.6-7
• /
• 2017

• 대한안전경영과학회지
• /
• 제4권1호
• /
• pp.11-25
• /
• 2002

Though the Honorary Industrial Safety Supervisor System was activated from 1995, the system did not show the better effectiveness due to the unconcern of top management and the insufficient support of government etc. The purpose of this study is to analyze the problems of the system and to present the improvement direction of that system. The research result points out that we have to consider the following countermeasures; First, the government should make up the support system by a law dealing with proper compensation and professional education for the supervisor, and tax reduction for companies. Second, the companies should make an effort firming up the safety consciousness of top management, and strengthening the employees' concern about safety through continuous safety education and campaign by a labor union, and promoting the supervisor's pride through recognition from top management and other employees.

• 한국정보통신학회:학술대회논문집
• /
• 한국해양정보통신학회 2004년도 춘계종합학술대회
• /
• pp.575-578
• /
• 2004

현재 및 미래에는 무선통신의 효용성이 증가되면서 다양한 분야에서 유선과 무선을 통합한 형태의 연결망이 구축되고 있으며, 이에 따라 저속, 저가, 저전력의 무선통신 분야의 필요성이 제기되고 있다. 본 논문에서는 저속, 저가, 저전력의 무선통신 분야인 Zigbee(IEEE 802.15.4)의 표준안과 이를 기반으로 한 Wireless Home Safety Supervisor System에 대해서 제안 고찰하였다.

• 4차산업연구
• /
• 제1권2호
• /
• pp.1-8
• /
• 2021

Purpose - By suggesting relational distance between supervisor and subordinate, this study examines the boundary condition of the impact of transformational leadership and organizational commitment in Korea. Research design, data, and methodology - We collected survey data from employees in various industries in Korea. A total of 241 employees participated in this study. We conducted the hierarchical linear regression and confirmed moderating effects of relational distances (democratic, structural and affective distance) on the relationship between transformational leadership and organizational commitment. Result - The results from 241 Korean employees show that transformational leadership is positively related to organizational commitment. Further, this relationship was moderated by structural distance and affective distance between supervisor and subordinate. Conclusion - This study shed new light on how exercising transformational leadership can help raise employees' organizational commitment. Organizations should be concerned about the various relational distance between supervisor and subordinate.

• 한국정밀공학회:학술대회논문집
• /
• 한국정밀공학회 2003년도 추계학술대회 논문요약집
• /
• pp.182-182
• /
• 2003

• 한국콘텐츠학회논문지
• /
• 제15권7호
• /
• pp.343-352
• /
• 2015

본 연구는 작업치료사 직무에 대해 임상실습 지도자와 신입 작업치료사의 견해를 알아보고자 하였다. 연구대상자는 국내 58개의 의료기관에서 임상실습을 지도하는 117명의 작업치료사와 신입 작업치료사 104명이었다. 수집된 자료는 SPSS 20.0 윈도우용 프로그램을 이용하여 빈도와 백분율, 평균과 표준편차, 중위수와 범위를 구하였다. 연구결과 첫째, 임상실습 지도자는 실습생을 평가할 때 기본적인 소양과 매너를 가장 중요하게 생각하였다. 둘째, 신입 작업치료사는 대부분의 직무에서 중요도는 10점, 수행도는 7점, 만족도는 6점으로 생각하고 있었다. 셋째, 직무에 대한 임상실습 지도자의 중요도는 중재계획의 문제 확인과 치료계획 수립이 1위와 2위로 나타났지만, 신입 작업치료사의 수행도는 2위를 제외한 5위 내의 4개가 모두 평가 직무인 것으로 나타났다. 본 연구를 통해 신입 작업치료사가 겪는 어려운 점을 해결하기 위해 임상실습이 나아가야 할 방향을 제시할 수 있을 것으로 기대한다.