• The Transactions of the Korea Information Processing Society
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• v.5 no.7
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• pp.1801-1812
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• 1998

기존의 접근 제어 메커니즘인 강제적 접근 제어와 임의적 접근 제어는 무결성을 요구하는 상용 환경의 정보 보안에는 부족하여 이의 대안으로 직무 기반 접근 제어 (RBAC:Role Based Access Control)가 주목 받고 있으며, 직무를 수행하는 사용자의 의무 분리(Separation of Duty)에 대한 연구가 최근 이루어지고 있다. RBAC에서 사용자는 직무에 배정된 접근권한(Privilege) 만을 수행하여야 하는데 상호 배타적(Mutual exclusive)특성을 갖는 직무는 표현 및 접근 권한의 직무 배정과 수행에 있어서 어려움이 있다. 본 논문에서는 RBAC의 기본 특성을 분석하여 직무에 접근권한을 부여하고 사용자를 직무에 배정하는데 따른 안전한 접근 제어를 위하여 반순서 관계를 갖는 직무의 승계 속성에 따라 직무의 계층 형태를 분류하고, 직무에 배정되는 접근권한의 표현과 관리를 용이하게 하기 위하여 객체에 부여된 객체 접근권한을 분석하여 방향성 그래프를 이용하여 기본 접근권한으로 모델링한다. 접근권한 그래프(Privilege Graph)로 표현된 기본 접근권한에 직무를 배정하면 상호 배타적 직무의 접근권한과 의무 분리의 표현 및 관리를 용이하게 할 수 있다. 이를 기반으로 의무 분리를 포함한 RBAC의 안정성 특성과 접근권한 그래프를 이용한 직무의 의무 분리를 위한 직무 관리 알고리즘을 제시한다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.12
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• pp.5633-5638
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• 2011

Kim(2011) showed that the team-based teaching method which is focusing on the individual job assignment solves the backlash effects of peer-evaluation method and suggested that it should be studied if the job assignment teaching method does not worsen the learning outcomes[1]. To analyse the learning outcomes of the job assignment teaching method is the purpose of this paper. This paper evaluates the improvement of the learning outcomes which are resulted from a variance of education style that each member of project team was given his specific task. Firstly, all the students evaluate a learning satisfaction and quality of outcomes by themselves. Secondly, an instructor and some professionals evaluate all the outputs. The results showed that the learning outcomes evaluated by students and instructors are improved significantly. The suggested method in this paper, which focuses on the job assignment of team project, could improve the learning outcomes of team project in engineering education.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.6
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• pp.2543-2547
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• 2011

This paper suggests a new method for team-based learning which is focusing on the individual job assignment to solve the possible problems of free riders, dysfunctional conflicts, and hostility among students. Especially, it examines that if a method using job assignment could reduce the adverse effects of peer evaluation. This study was executed during one semester. Each team was organized with seven members and an independent job among seven different jobs was assigned to each member. At the end of the semester, it was examined that if individual job assignment had solved the possible problems of free riders, dysfunctional conflicts, and hostility among students. Finally, this study found that a new method of team-based learning using a job assignment lessened a problem of free riders, and reduced dysfunctional conflicts and hostility among students comparing with the peer evaluation method. The suggested method in this paper, which focuses on the job assignment of team project, could improve the efficiency of team-based learning in education course.

• Journal of Industrial Technology
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• v.29 no.B
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• pp.25-31
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• 2009

The necessity of university's educational change is rising up, along with a social environment that keeps changing. This study deals with a newly educational style by recognizing the necessity of variance for engineering education, according to engineers' diversified roles within a company. The study was conducted by 7 members of middle-sized group, replaced from 5 members of small-sized and each was given his task by his job such as CEO, CMO, CSO, CIO, CCO, CQO or Auditor. On the basis of four theoretical backgrounds, this paper investigated students' level of learning satisfaction shown before and after task undertaking through a questionnaire and appraised the result made before and after task undertaking. This study is expected to improve a teaching method of university engineering education.

• 한국벤처창업학회:학술대회논문집
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• 2009.08a
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• pp.27-41
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• 2009

This study research the effect that the reality therapy program reduces the occupational stress in company employee. The subjects of this research were company employees of the A area in 30-40's. They were divided into two groups: an experimental group of 10 company employees, and a control groups of 10 company employees. And the reality therapy program was executed to the experiment group. A measurement tool was used a standard occupational stress scale for korean employee that developed by The Korean Society of Occupational Stress. For the purpose of the study, it was t-test to analyze collected data. The result of the study was that the occupational stress in an experiment group which take part in the reality therapy program was meaning statistically reduced than the control group.

• The Journal of the Korea Contents Association
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• v.9 no.10
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• pp.328-338
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• 2009

The Purpose of this study is to examine on the influence of organizational climates for social worker's job satisfaction in social welfare centers. Results were as follows that (1) the man's perception about organizational climates was more affirmative than woman's perception and under age 25 was more affirmative than over age 40 about organizational climates. (2) under age 29 was more affirmative than over age 40 about job satisfaction and over being in a graduate school was more affirmative than the college graduates about job satisfaction. (3) over a senior social worker was more affirmative than general social worker about job satisfaction. (4) The more social worker has affirmative perception about organizational climates, the more upgraded social worker's job satisfaction becomes. (5) The largest influence of social worker's job satisfaction was organizational climates.

• Journal of Digital Convergence
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• v.17 no.8
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• pp.187-196
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• 2019

This study focuses on the characteristics of culture and art industry organizations that emphasize tradition and artistic values. The purpose is to investigate the relationship between transformational leadership, job meaning and collective efficacy, and to clarify the effect of this study. In order to clarify this relationship, research models and hypotheses were set up based on literature research, and 377 questionnaires were distributed and retrieved for the relevant industry workers. The results showed that transformational leadership had a significant effect on group efficacy. In addition, the influence of transformational leadership on job meaning, the effect of job meaning on collective efficacy, and the mediating effect of job semantics were confirmed. These findings can provide guidelines for organizational change by identifying the effects of transformational leadership on the attitudes of members in the culture and arts industry.

• The Journal of the Korea Contents Association
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• v.9 no.12
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• pp.750-758
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• 2009

This study research the effect that the reality therapy program reduces the occupational stress in company employee. The subjects of this research were company employees aged 30 to 49 in the A area and they work more than 2 years in company. They were divided into two groups: an experimental group of 10 company employee, and a control groups of 10 company employee. and executed the program to the experiment group. A measurement tool was used a standard occupational stress scale for korean employee that developed by The Korean Society of Occupational Stress. For the purpose of the study, it was t-test to analyze collected data. The result of the study was that the occupational stress in an experiment group which take part in the reality therapy program was meaning statistically reduced than the control group by p<.001. In the subordinate measure of occupational stress, the occupational demand, organization system, requital inappropriateness score has a significant result by p<.01 and the occupational self-regulation, relation discord, and occupational insecurity score has a significant result by p<.05. In sum, the occupational stress score of treatment group which take part in the reality program reduce significantly than the scores of control group. Thus, the reality therapy program significantly effect to reduced the company employee's occupational stress.

• The Journal of the Convergence on Culture Technology
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• v.6 no.4
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• pp.391-400
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• 2020

This research examined organizational climate, multicultural practice competence, and job embeddedness of multicultural family service center and studied on the structural relationship among these variables. The study samples are 175 multicultural practitioners at 7 multicultural family service centers located at Seoul and Gyunggi-Do. The study data was analyzed with descriptive analysis, conformatiory factor analysis and structural analysis by SPSS Statistics 20.0 and Amos 21.0. The study results are as follows. First, organizational climate, multicultural practice competence, and job embededness of multicultural family service centers appeared to be posive by the mean value of 3.5 out of 5. Specifically, work reward and incentives(M=3.33) are relatively low, multicultural practice skills(3.27) are lowest among multicultural practice competence sub-factors and fitness is the highest(Mean=3.79) among job embededness sub-factors. Second, multicultural practice competence have a positive effect on job embededness(Ɓ=0.426, C.R.=5.293, p<.001), and has a mediating effect between organizational climate and job embededness. Third, organizational climate has a positive effect on multicultural practice competence(Ɓ=.206, C.R.=2.499, p<.05) and has a positive effect on job embedednes(Ɓ=0.488, C.R.=6.131, p<.001). Based on the study results, it was suggested to improve job embededness of multicultural practitioners by changing organizational climate and improving multicultural practice competence.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.2
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• pp.239-253
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• 2013

Purpose: This study was done to identify job tasks and task elements of Korean nurse anesthetists according to type of medical institution. Methods: A job task scale which consisted of 9 job tasks and 40 task elements was developed. Data were collected from December, 2009 to February, 2010 from 182 nurse anesthetists who were working in medical institutions (response rate: 75.8%). Results: Forty-eight percent of nurse anesthetists were independent from anesthesiologists in anesthetic practice. Preanesthetic nursing assessment was much more frequent in small hospitals than in general hospitals (p<.05), and anesthetic nursing intervention, administering the anesthetics, monitoring the patient's status during anesthesia, and provision of safety and compliance with anesthetic ethics were much more frequent in general hospitals than medical centers (p<.001). There were no differences among the medical institutions for job tasks in post-anesthetic nursing interventions (p=.229), administering anesthetics (p=.354) and monitoring patients' status during anesthesia (p=.099), providing safe anesthetic environment (p=.896), and management of ancillary personnel/equipment (p=.617). Conclusion: Results indicate that nurse anesthetists contribute significantly to anesthetic practice in small hospitals and general hospitals. Therefore, it recommended that nursing leaders make efforts to enact legal nurse anesthetist-related policies for safe and high quality anesthetic nursing care.