• Korean Journal of Applied Biomechanics
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• v.14 no.2
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• pp.179-186
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• 2004

본 연구의 목적은 숙련된 골프선수들의 골프 스윙동작 시 상이한 무게중심 변환 형태가 존재하는지 그리고 만약 이 상이한 무게중심 변환 형태가 존재한다면 어떤 형태로 나타나는지를 알아보고자 하였다. 본 실험을 위해 13명의 남자 대학 엘리트 골프 선수들을 대상으로 드라이버를 이용한 스윙을 실시하게 하였다. 수직 지면 반력과 압력중심 이동 패턴을 측정하기 위해 지면반력기 2대와 스윙 동작 시 critical event 설정을 위해 1대의 고감도 비디오 카메라를 사용하였다. 또한 스윙 결과로 나타나는 비거리, 클럽헤드 속도를 측정하기 위해 스윙 분석기를 이용하였다. 피험자 간 상호 비교를 위해 측정된 수직 지면반력 성분은 몸무게를 이용하여 표준화하였고 압력중심은 어드레스시의 압력중심을 원점으로 재 계산하였다. 또한 임팩트 시 측정된 좌우 수직 지면반력 성분을 이용하여 두 가지의 상이한 스윙 스타일로 구분하였다. 연구결과 8명(62%)의 피험자에게서 좌측 수직력 성분이 상대적으로 높은 전족(FFS) 스타일임이 밝혀졌고 5명(38%)은 그 반대인 리버스(RFS) 스타일임이 밝혀졌다. 이 전족 스타일은 대부분의 골퍼들이 선호하고 또 그렇게 하여야만 한다고 믿고 있는 스윙방식이다. 이와 반대인 리버스 스타일은 코치들이 금기시 하는 스윙의 형태로서 초보자, 즉 비숙련 자에게만 나타나는 전형적인 스윙형태라고 인지되고 있다. 하지만 이 두 가지 스윙 스타일이 초보자가 아닌 숙련된 골프 선수들에게서도 실제 존재한다는 것이 본 실험 결과로 나타났다. 평균 압력중심 이동 패턴은 전후축 방향의 경우 RFS 스타일 그룹이 RFS 스타일 그룹에 비해 압력중심 이동이 크게 나타났고 좌우축의 경우에도 RFS 그룹이 FFS 그룹에 비해 압력중심 이동이 크게 나타났다. 특히 임팩트 시 압력중심의 위치가 FFS 그룹은 전족 근처에 있는 반면 RFS 그룹은 후족(rear foot)에 위치하여 두 스윙 스타일의 차이점을 분명하게 보여주었다. 따라서 비록 이 RFS 스타일이 대부분의 코칭 이론과는 상반되는 무게중심 이동 패턴을 보여주었지만 이 스윙 스타일이 잘못된 것이 아닌 실제 존재하는 하나의 스윙 스타일로 인식하여 스윙 지도 시 이에 알맞은 적절한 교습법을 마련해야 할 것이다.

• The Korean Journal of Coaching Psychology
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• v.7 no.3
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• pp.153-196
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• 2023

The purpose of this study is to development and validate kkondae tendency scale. Kkondae tendencies are defined as "a response pattern to others in a way that values authority in social relationships, is self-centered, and does not accept other people's opinions," and the subjects of the study are workers aged 19 or older who act as seniors, seniors, and bosses in the workplace. In Study 1, 65 preliminary questions were produced with 7 factors for the compositional concept of kkondae tendency through literature review, expert interviews, and open questionnaire survey. In Study 2, a preliminary survey was conducted with 65 questions derived from Study 1. Exploratory factor analysis was conducted based on the responses of a total of 395 people, and 22 items for 4 factors were derived. In Study 3, this survey was conducted with 22 questions derived from Study 2. A total of 880 responses were analyzed, and cross-validation verification was conducted by dividing the data into two groups (Group 1 and Group 2). Exploratory factor analysis was conducted on Group 1 (N=429) to derive 19 items with 4 factors. The four factors are authoritarianism(3 items), egocentrism (5 items), inertial thinking (5 itemss), and one-sided communication (6 items). A confirmatory factor analysis was conducted on 19 questions obtained from Group 1 for Group 2 (N = 451), and 19 questions of four factors were accepted due to the good fit of the model. To verify the convergent validity of the Kkondae tendency scale, the correlation with the Kkondae scale was examined, and to verify the criterion-related validity, the relationship between self-reflection, relationship conflict, social connectedness was examined. All were statistically significant, and convergence validity and criterion-related validity were verified. Finally, discussions on the process and results of this study, differences from related measures, academic significance, practical implications, limitations of the study, and future research directions were presented.

• The Korean Journal of Coaching Psychology
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• v.7 no.3
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• pp.109-125
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• 2023

This study aimed to investigate the influence of power distance on organizational outcome variables from the perspective of employee-organizational fit. Through cluster analysis, we sought to identify the subgroups that exist based on the combination of employees' power distance and organizational power distance. Additionally, we examined whether differences exist among these subgroups in terms of positive and negative organizational outcomes. A total of 398 participants were included in the study, and three distinct clusters were identified through cluster analysis. Cluster 1 comprised individuals with low power distance among employees and high power distance within the organization(LH), Cluster 2 consisted of individuals with high power distance in both employees and organizations(HH), and Cluster 3 represented individuals with significantly higher power distance among employees compared to their respective organizations(HL). When analyzing the differences between these three subgroups in relation to organizational outcomes, no significant differences were found in positive work affects. Overall, the LH group exhibited the most favorable organizational results, while the HH group displayed the most negative organizational outcomes. In light of these findings, we discussed the academic and practical implications of this study, as well as its limitations.

• The Korean Journal of Coaching Psychology
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• v.7 no.3
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• pp.1-26
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• 2023

This study aims to explore how professors at community colleges are experiencing career guidance for their students, uncovering key components related to causes, phenomena, contexts, coping strategies, etc., and deriving a paradigm model to structurally. To achieve this objective, focus group interviews were conducted with a total of 23 community college professors, and the results were analyzed using the grounded theory method (Strauss & Corbin, 1998). The analysis yielded 17 categories and 31 subcategories. The central phenomenon in the career guidance of community college professors was categorized into two groups: the distress experience in career guidance and attitude changes toward interactions with students..Three categories of causal conditions contributing to the occurrence of the central phenomenon were identified: professors' lack of expertise in career guidance, students' scope and needs for career guidance, and students' low interest and expectations. Additionally, four contextual conditions corresponding to special situations or circumstances that contributed to the central phenomenon were identified: increasing demand for career guidance, excessive burden and time constraints for career guidance, lack of communication about career guidance at the institutional level, and limitations within the career guidance support system. Furthermore, the study uncovered patterns of action-interaction, mediating conditions, and outcomes. This study is expected to contribute to a better understanding of the actual experiences of college professors in the career guidance process, and to stimulate consideration of the types of support required for effective career guidance for college professors in the future.

• Korean Medical Education Review
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• v.14 no.2
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• pp.78-85
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• 2012

This paper will discuss the issues in four different small group teaching programs administered by the Seoul National University Medical School, and will address and propose solutions to those issues for improving the effectiveness of the programs. Medical school has a particular educational environment that differs from the rest of the university. Therefore, program managers should develop better models to fit medical school needs by reviewing our practices and planning for improvement. As managers of these programs, the authors interviewed students applying to participate. If our responsibilities for these programs continue for a sufficient period of time and we have a sufficient number of participants hereafter, we will do a survey and generate more reliable conclusions from quantifiable data. However, given that these programs are in their early stages, we present here some introductory remarks on the theory behind the programs and the outcomes we expect. The discussion will define and explain the different needs and roles of each participant (professor, student, and manager) in the program, and will suggest some practical ways for the managers in the programs to make improvements to the existing model so that the enhanced programs can better suit the needs of the medical school.

• Journal of Industrial Convergence
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• v.20 no.9
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• pp.59-70
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• 2022

Background: Diabetes education is an important factor in blood glucose control. Reinforced education is necessary for effective diabetes education. However, it is difficult to provide reinforced diabetes education within Korea's medical environment. Therefore, we want to analyze the effect of continuous diabetes education using mobile health care that can effectively provide repeated education without having to face the patient. Methods: This study is a multicenter, randomized, controlled, pre-post design study conducted to analyze the effect of a continuous diabetes education method. A total of 109 people were registered at five hospitals in south Korea, and they were randomly assigned to the app group (34 people) who received real-time coaching and repetitive training, the logbook group (37 people) who received face-to-face training after writing a blood glucose logbook, and the general group (38 people) who received a one-time diabetes education. The study was conducted for a total of 24 weeks. Twenty-one patients withdrew their consent and failed to perform an HbA1c. A final 88 patients were analyzed. The difference in HbA1c, Self-management behavior, and Quality of life before and after education was analyzed. Results: The study involved 51 (58%) male subjects, mean age was 55.8 years and mean duration of diabetes was 7.6 years. After 24 weeks of intervention, there was no significant difference in self-care behavior and quality of life between the three groups, but the HbA1c of the app group significantly decreased after education compared to the logbook group and the general group (F=4.62, p=.013). Conclusion: It can be seen through the app group that receiving real-time education is more effective in improving blood glucose management and continuous diabetes education is important.