• Proceedings of the Korean Society for Information Management Conference
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• 2012.08a
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• pp.25-28
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• 2012

최근 스마트폰 열풍과 함께 트위터, 페이스북 등으로 대표되는 SNS의 이용이 크게 확대되었다. SNS가 개인간 네트워크 유지 및 확대를 위한 소통의 도구로 자리매김함에 따라 기업들도 고객과의 관계 강화를 위한 마케팅 도구로 SNS를 활용하고 있다. 그러나 개인 프로필을 기반으로 하는 정보의 공개 및 공유가 특징인 SNS는 개인정보 노출이나 퍼블리시티권 침해, 저작권 침해 등 여러 가지 사회적 이슈를 야기하고 있다. 이에 SNS 이용자들은 정보의 공유에 대한 범위 설정 등을 통해 자신의 권리는 물론, 타인의 권리도 보호해야 할 필요가 있다. 따라서 이 연구는 SNS 상에서 발생하는 권리침해 문제들을 개괄하고, 주요 SNS의 이용약관을 살펴봄으로써 SNS 이용자의 정보공유 및 권리보호를 위한 권한과 책무를 파악하고자 한다.

• Journal of the Korean Society for information Management
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• v.25 no.3
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• pp.5-25
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• 2008

Individuals and organizations in the modern society produce diverse digital objects everyday, which are not only valuable information resources at present but also will be invaluable digital heritage for the future generation. TRAC(Trustworthy Repositories Audit & Certification: Criteria & Checklist) is one of the evaluating tools against which digital archives could be assessed for their preparedness to perform the task of long-term preservation. The current study uses TRAC to assess OASIS(Online Archiving & Searching Internet Source). The results show that the web archive has a greater room for strengthening in the object management infrastructure than in organizational and technical infrastructures.

• KLA journal
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• v.38 no.6 s.307
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• pp.40-44
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• 1997

이제 우리는 전문인으로서의 도덕적 가치체계를 확립하고 행동의 지향점을 명백히 정립할 수 있는 지표를 갖게 되었다. 1997년 10월 30일 한국도서관협회가 주관하는 제 35차 전국도서관대회에서 '도서관인윤리선언'이 채택되고 만인이 지켜보는 가운데 공식적인 선포식을 갖게 됨으로 역사상 최초로 우리의 덕목과 행위지표가 창제된 것이다. 주문(主文) 7개조항과 28개 행위지표로 설정된 이 윤리선언은 도서관인의 존재양식을 극명하게 부각한 것이며 시대가 부과하고 있는 임무를 적극 수용하려는 결연한 의지가 담겨 있다. 선언문의 기본 개념은 한국의 사회적 현실이, 그리고 도서관이 처하고 있는 여건이 개선되고 시정되지 않으면 않되며, 그 일차적 책무는 우리 도서관인에게 있다는 것이다.

• Korean Association of Arts Management
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• no.56
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• pp.39-87
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• 2020

This study empirically analyzed the value conflicts of cultural administration based on the needs of axiological discussions and the differences in intersubjectivity among the cultural administration groups and the contradicting attributes of culture and administration. The study classified the stakeholders into administrative staff, planners, and artists to compare their value priorities of publicness in cultural administration. A classification analysis was also conducted based on the normative by each group and the value distribution on a 2×2 value matrix between autonomy and accountability and fairness and efficiency. Based on the results of the quantitative study, the awareness of the relationships among the groups and cause and effects of value conflicts was analyzed through in-depth interviews. Thus, the study aimed to identify the directions for value distribution wherein the values of administration and culture can coexist and determine the implications of expanding this mutual understanding. The results revealed that in the conflict between autonomy and accountability, all groups had a greater awareness of accountability. In terms of normative aspects, it was possible to see a normative value line with an emphasis on autonomy, rather than on accountability from the lower stages on the budget hierarchy (administrators at the top, followed by planners and artists). In the conflict between autonomy and accountability, the size of dissonance between appropriateness and reality was the largest among the groups in the lower stages of the budget hierarchy, and became larger along the order of administrators, planners, and artists. In the conflict between efficiency and fairness, all groups had a greater awareness of efficiency. In terms of fairness in normative aspects, emphasis was placed on was artists, administrators, and planners, in that order. The size of dissonance between efficiency and fairness by groups became larger along the order of budget hierarchy-administrators, planners, and artists. Based on the results, the study compared and analyzed the 2×2 value matrix between the normative and actualities by groups. The normative value distribution emphasized Type 1 (accountability x fairness) as seeking communitarianism values through culture and Type 2 (autonomy x fairness) as seeking balanced values of cultural freedom of individualsonabalance. However, in actualities, although the communitarianism values of Type 1 were considered important, there were no distributions to the liberal values of Type 2, rather to the economic values of culture from Type 4 (accountability x efficiency). In summary, the Korean cultural administration isunderapressureof value distribution to emphasize the communitarianism and economic rather than liberal values, through bureaucratic control in actualities compared with the normative. This study will have significant implications on value distribution decision-making by groups and political implementations within the purview of cultural administration.

• 한국벤처창업학회:학술대회논문집
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• 2021.04a
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• pp.97-102
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• 2021

최근의 사회 경제적 현상에 비추어 우리나라 젊은이들은 취업에 많은 고민을 하고 있으며 이의 극복을 위해 많은 시간과 노력을 할애하고 있다. 우리나라는 경제규모가 세계 10위권대 임에도 불구하고 취업시장은 매우 어려운 상황이어서 돌파구가 있어야 하는 상황이다. 지금의 세계경제는 4차 산업시대로 빠르게 변화하고 있다. 이러한 변화의 중심은 세계적 대기업이 아닌 IT기반의 플랫폼 사업의 개인 창업가들이며, 이 개인 창업가들이 엄청난 속도로 성장하여 지금의 글로벌기업을 이끌고 있다. 최근 창업에 관한 인식변화와 함께 관심을 갖고 실제로 창업에 도전하는 현상이 늘어나고 있으며, 이의 성공여부가 본인은 물론 우리나라의 경제를 활성화 시킬 수 있는 원동력이 된다고 생각한다. 본 연구를 통해 생애전반에 걸쳐 교육과 취업이나 창업의 많은 사회적 경험활동이 사업가적 도전성에 어떠한 영향을 미치는지 검증하고자 한다. 실질적인 성과를 낼 수 있는 경험자들이 창업에 도전성에 어떤 영향을 주고 있는지 알아보고자 한다. 본 연구는 사회적 경험활동이 기업가적 도전성에 어떤 영향을 미치는 알아보는 연구로 개인적 특성, 사회적 경험, 창업실패에 대한 인식이 사업가적 도전성에 어떤 영향을 미치는지 검증하고, 사회적 지지가 사업가적 도전성에 조절효과가 있는지 검증하고자 한다. 창업이 국가의 경제성장이나 개인의 취업 및 경제활동 욕구를 충족시키는 요소라면 사업가적 도전성을 개개인의 사회적 경험에 앞서 학교 교육과정에서부터 체득될 수 있는 환경을 조성해서 창업에 도전성이 더욱 더 성장될 수 있도록 성장과정에서 교육적 사회적 책무를 가지고 환경조성을 한다면 사회적 경제적 비용을 줄일 수 있을 뿐 아니라 건정한 사회를 만들 수 있다고 생각한다.

• Journal of Practical Engineering Education
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• v.14 no.2
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• pp.413-423
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• 2022

The purpose of this study is to analyze the role of the job competency assessor who assess achievement of job performance ability based on NCS (educational training, qualifications, field experience, etc.) through competency assessment. For this purpose, job analysis including development and verification of the job model and selection of core task are conducted. As a result, main duties of the job competency assessor are to understand the NCS based assessment principle, establish an assessment plan, design and develop assessment tools, assess competence, provide feedback and re-assessment, record and manage assessment result, verify the internal assessment result, establish the RPL (recognition of prior learning) plan, implement the RPL and verify the RPL assessment result, and 48 task are derived. In addition, a total of 21 core tasks are derived based on the threshold value multiplied by the importance and difficulty of the task for each duty. Based on this, implications for job analysis of the job competency assessor are presented.

• 대한공업교육학회지
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• v.34 no.2
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• pp.230-247
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• 2009

This study was performed to investigate and analyze technology teachers' and other subject teachers' satisfactions with motivation-hygiene factors in order to provide informations for their job motivation at secondary schools. The data were collected from 216 technology teachers and other subject teachers in Gwangju City and Chon-nam Province and analyzed and tested at p<.05 or more by employing t-test through SPSS program. The average satisfaction levels of the teachers were M = 3.85 with compounded motivation factors and M = 3.38 with compounded hygiene factors. The former is higher the latter. In the satisfaction levels of individual factors responsibility was first, work itself second, achievement third, and human relation, job safety, growth opportunity, recognition, supervision skill subsequently went down. The satisfaction levels of these factors were higher than neutral(M = 3.00). On the other hand, the satisfaction levels of work environment and payment were a little lower than neutral. Technology teachers were more satisfied than other subject teachers with responsibility and human relation factors among 10 motivation and hygiene factors. They had more positive perception than the others with these two. Generally, these teachers groups presented almost the equal satisfaction level with motivation and hygiene factors. The data were collected from technology teachers and other subject teachers in Gwangju City and Chon-nam Province and thus these might not be applicable to teachers in other cities and provinces.

• Korean Medical Education Review
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• v.21 no.3
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• pp.137-142
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• 2019

Producing graduates with sufficient practical competency is the main mission of every educational institution. Following the accreditation of the Korean Institute of Medical Education and Evaluation, medical schools have been stepping up efforts to establish curriculum that reflects the practical value of medical education and the importance of adapting to the practice of graduates in order to increase the accountability of medical education in Korea each year. To this end, all medical schools have recently made efforts to develop diverse policies to strengthen the social accountability of medical education along with the transition to a competency-based curriculum. In line with this trend, the institutional accountability of medical education as well as the personal accountability of students, the main subjects of learning, should be highlighted, and educational activities to foster accountability need to be specified. Personal accountability in medical students involves recognizing their social accountability as future doctors and understanding and practicing student accountability. To achieve this, medical schools should provide programs that support and teach practical application of skills, and students need to define and attempt specific activities to strengthen their accountability.

• Korean Medical Education Review
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• v.8 no.1
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• pp.35-54
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• 2006

의사에게 있어 자신의 적성과 능력에 부합하는 세부 전공을 선택하는 것은 자신의 자아실현뿐만 아니라 환자들에게도 중요한 의미를 갖는다. 이것은 의과대학생들의 전공 선택을 위해 의과대학 재학 중에 이루어지는 진로개발의 중요성을 시사한다. 이 글은 의과대학생 개개인의 적성과 소질에 따른 전공 선택을 어떻게 지도할 수 있는지 단계별 진로지도 전략에 대해 고찰하였다. 전공 선택 지도의 첫 번째 단계는 자기평가이다. 자기평가는 자신의 적성과 능력에 맞는 전공을 선택하기 위해 스스로에 대한 정보를 모으고 이해하는 과정이다. 두 번째는 전공탐색 단계이다. 이 단계는 자신의 적성과 능력에 부합할 가능성이 높은 전공과목에 대한 정보를 수집하는 것이다. 세 번째는 전공 선택 단계이다. 이 과정은 학생 스스로에 대한 자기평가 결과 및 전공에 대한 탐색 결과에 기초하여 자신이 어떤 분야에 더 적합한가에 대한 의사결정을 하는 과정이다. 전공 선택을 위한 접근 방법의 마지막은 전공 영역의 수련을 위해서 자신이 결정한 전공 선택을 이행하는 단계이다. 이 단계에서는 자신이 선택한 전공영역, 그리고 전공의 수련교육과정을 제공하는 교육기관에 응시원서를 제출하고, 면접을 실시하는 과정이 포함된다. 의과대학생들이 자신의 적성과 소질에 따른 전공 선택과 의과대학생 개개인의 선택의 문제를 넘어 의료 인력의 수급, 의료서비스의 질적인 수준과 밀접하게 관련되어 있다. 그러므로 의과대학은 대학의 책무성 수행차원에서 학생들의 가치관 확립과 진로지도를 위한 체계적인 학생 진로지도 프로그램을 개발하고 학생들을 적극적으로 지원해야 한다.

• The Journal of the Korea Contents Association
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• v.12 no.4
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• pp.485-494
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• 2012

The role of admissions officers in universities is to evaluate applicants from a comprehensive perspective on the basis of diverse bases and materials for evaluation that include not only quantitative, but also qualitative information about applicants. Therefore, the crucial key to ensuring the success of the admissions officer system is to ensure the fairness of admission-related decisions and the integrity of individual admissions officers by urging them to render impartial evaluations based on professionalism and avoidance of bias. This study selected the major realm of the ethical education for admission officers on the basis or experts' opinions, and documentary research, and tried to secure the validity of the composed educational contents through the in-depth interviews and discussions with the incumbent admissions officers. The program must handle subjects that are intimately related to the actual experience of many admissions officers, and must be capable of inducing voluntary compliance from the officers. Therefore, the program suggested by this study focuses on three core areas of ethics: that is, 'interaction with society,' 'ethics and responsibilities involved in admission,' and 'legal obligations and roles of admissions officers.' To this end, it provides twelve sub-topics and learning materials. Providing this kind of ethical education programs for admissions officers will help not only to enhance the professionalism and ethical commitments of admissions officers, but also broadly to establish a fairer and more reliable admissions officer system.