• 한국과학교육학회지
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• 제29권6호
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• pp.666-679
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• 2009

이 연구의 목적은 학교과학교육에서 논증활동 활용에 대한 교사들의 인식을 조사하는 것이다. 연구 목적을 위해, 교육학 박사인 중학교 과학교사와 심층면담을 통해 설문지가 설계되었으며, 초등학교 교사와 중학교 교사들에게 파일럿 테스트를 거쳐 완성되었다. 초등학교 교사 762명, 중학교 과학교사 127명, 고등학교 과학교사 126명, 총 1,015명에게 설문을 얻었다. 설문 결과의 빈도분석을 통해 얻은 결과, 첫째, 학생들은 절반 이하의 학생들이 토론에 참여하고 있으며, 주장과 근거는 대체로 일치되는 정도였으며, 둘째, 교사들은 생활 속 주제를 통해 토론 활동을 제공하거나 토론이 수반되는 실험을 제공하고 있었고, 셋째, 교사들은 논증활동에 대한 필요성은 절대적으로 인식하고 있는 것으로 나타났다. 이 결과로부터 후속연구를 위한 제안을 제시하였다.

• Nutrition Research and Practice
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• 제5권4호
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• pp.313-321
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• 2011

The Korea Food and Drug Administration (KFDA) revised the Health Functional Food Act in 2008 and extended the form of health functional foods to general food types. Therefore, this study was performed to investigate consumers' perceptions of the expanded form of health functional food and to predict consumption patterns. For this study, 1,006 male and female adults aged 19 years and older were selected nationwide by multi-stage stratified random sampling and were surveyed in 1:1 interviews. The questionnaire survey was conducted by Korea Gallup. The subjects consisted of 497 (49.4%) males and 509 (50.6%) females. About 57.9% of the subjects recognized the KFDA's permission procedures for health functional foods. Regarding the health functional foods that the subjects had consumed, red ginseng products were the highest (45.3%), followed by nutritional supplements (34.9%), ginseng products (27.9%), lactobacillus-containing products (21.0%), aloe products (20.3%), and Japanese apricot extract products (18.4%). Opinions on expanding the form of health functional foods to general food types scored 4.7 points on a 7-point scale, showing positive responses. In terms of the effects of medicine-type health functional foods versus generic health functional foods, the highest response was 'same effects if the same ingredients are contained' at a rate of 34.7%. For intake frequency by food type, the response of 'daily consistent intake' was 31.7% for capsules, tablets, and pills, and 21.7% for extracts. For general food types, 'daily consistent intake' was 44.5% for rice and 22.8% for beverages, which were higher rates than those for medicine types. From the above results, consumers had positive opinions of the expansion of health functional foods to generic forms but are not expected to maintain accurate intake frequencies or amounts. Thus, continuous promotion and education are needed for proper intake of generic health functional foods.

• 한국건설관리학회논문집
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• 제23권5호
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• pp.3-14
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• 2022

건설공사는 이해관계자들 간에 클레임(claim)이 발생할 가능성이 높은 특징을 지니고 있다. 클레임 그 자체가 분쟁은 아니지만, 당사간에 이견이나 갈등으로 인해 상호간 합의가 이루어지지 않으면 이는 분쟁으로 발전하게 될 가능성이 높다. 발주자와 건설사 간에 분쟁이 발생하게 되면 양측 모두에게 부정적인 영향을 끼치며, 건설분쟁을 최소화 하거나 선제적으로 대응하기 위해서는 발주자의 역할이 더욱 중요하다. 본 연구의 목적은 연관규칙 분석(Association Rules Analysis)을 바탕으로 분쟁유형과 분쟁원인의 연관성을 도출하고 주요 특징 및 발주자 관점의 시사점을 제시하는데 있다. 본 연구를 통해 분쟁유형과 분쟁원인간의 연관성을 파악할 수 있었으며 연관성이 높은 규칙을 도출할 수 있었다. 또한 연관규칙 분석을 통해 분쟁유형과 분쟁원인의 연관성을 도출함으로서 단순한 기술통계(빈도수)에 의존하는 것과 비교하여 보다 체계적인 분석을 실시하였다. 사례 분석을 통해 발주자 관점의 시사점으로 분쟁원인을 해소하기 위한 방향도 제시하였다. 본 연구의 결과를 통해 분쟁유형과 분쟁원인의 연관성에 대한 이해를 높일 수 있으며 건설공사의 분쟁을 선제적으로 대응하는데 유용하게 활용될 수 있다.

• 농촌의학ㆍ지역보건
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• 제25권1호
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• pp.65-83
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• 2000

본 연구는 일부 전라북도 지역에 거주하는 노인을 대상으로 1999년 6월에서 12월까지 ADL, IADL의 정도와 이에 영향을 줄 수 있는 일반적 특성과의 관련성을 알아보고자 시도되었다. 조사대상 노인은 전체 281명이었고 이중 여자가 195명(69.6%)이었고 남자가 85명(30.4%)이었다. 남성과 여성의 평균연령은 70.8세와 71.9세 이었다. 질병유무에 있어서는 있다가 81.1%이었고 없다가 18.9%이었다. 질병의 유병률에 있어서는 운동 골관절질환은 50.1%, 기타가 15.0%, 순환기 질환이 10.5%, 소화기 질환이 9.4%, 치과질환이 8.5%, 호흡기 질환이 6.3%이었다. 최근에 이용한 의료기관에서는 병의원이 40.0%, 한방병의원이 16.8%, 보건소가 14.5% 약국이 10.9%, 기타가 10.0%, 치과의원이 7.8%이었다. 증상의 호전여부에 대해서는 보통이다가 62.3%, 호전되었다가 19.4%, 호전되지 않았다가 18.2%이었다. 건강상태에 있어서는 나쁘다가 37.1%, 좋다가 35.7%, 보통이다가 27.1%이었다. 일상생활동작능력(ADL)은 6점이 67.1%, 5점이 27.9%, 4점이 2.1%이었고 여성의 ADL이 남성보다 낮은 경향이 있었다. 수단적 일상생활동작능력(IADL)은 5점이 50.4%, 3점이 19.3% 4점이 12.1%이었고 여성의 IADL이 남성보다 낮은 경향이 있었다. 일상생활동작능력(ADL)에 있어 장해빈도가 높은 순으로 보면 실금 28.9%, 목욕 6.1%, 식사 2.9%, 집안 걸어다니기 2.5%, 화장실 1.8%, 옷 갈아입기 1.4%이었고 6항목 모두 남성보다 여성의 장해빈도가 높았다. 일상생활동작능력에서 고 ADL 67.1%, 중 ADL 32.5%, 저 ADL 0.4%로 연령의 증가에 따라 고 ADL은 감소하는 경향이 있었고 중 IADL은 증가하는 경향이 있었다. 수단적 일상생활동작능력(IADL)에 있어 장해빈도가 높은 순으로 보면 현금출납 42.9%, 청구서 지불(납부) 31.8%, 시장보기 21.1%, 식사준비 16.4%, 버스이용 11.8%이었다. 식사준비를 제외한 모든 항목에서 여성이 남성보다 IADL에 있어 장해빈도가 높았다. 수단적 일상생활동작능력에서 고 IADL 50.4%, 중 IADL 42.5%, 저 IADL 7.1%로 연령증가에 따라 고 IADL은 감소하는 경향이었고 중 IADL은 증가하는 경향이 있었다. 일반적 특성에 따른 ADL의 평균은 5.56이었고 학력과 건강상태가 통계학적으로 유의한 변수이었다. 일반적 특성에 따른 IADL의 평균은 3.76이었고 연령, 성별, 학력, 직업, 배우자 유무, 동거가족, 생활비 부담, 건강상태, ADL 분류가 통계학적으로 유의성있는 변수이었다. 단계적 중회귀분석결과 일상생활동작지수(ADL)와 종교, 건강상태 그리고 수단적 일상생활동작지수(IADL)와 교육수준, 동거가족, 생활비, 건강상태가 통계학적으로 관련성이 있는 설명변수이었다.

• 대한간호
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• 제36권1호
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• pp.77-96
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• 1997

The duty shifts of hospital nurses not only affect nurses' physical and mental health but also present various personnel management problems which often result in high turnover rates. In this context a study was carried out from October to November 1995 for a period of two months to find out the status of hospital nurses' duty shift patterns, and preferred duty hours and fixed duty shifts. The study population was 867 RNs working in five general hospitals located in Seoul and its vicinity. The questionnaire developed by the writer was used for data collection. The response rate was 85.9 percent or 745 returns. The SAS program was used for data analysis with the computation of frequencies, percentages and Chi square test. The findings of the study are as follows: 1. General characteristics of the study population: 56 percent of respondents was (25 years group and 76.5 percent were "single": the predominant proportion of respondents was junior nursing college graduates(92.2%) and have less than 5 years nursing experience in hospitals(65.5%). For their future working plan in nursing profession, nearly 50% responded as uncertain The reasons given for their career plan was predominantly 'personal growth and development' rather than financial reasons. 2. The interval for rotations of duty stations was found to be mostly irregular(56.4%) while others reported as weekly(16.1%), monthly(12.9%), and fixed terms(4.6%). 3. The main problems related to duty shifts particularly the evening and night duty nurses reported were "not enough time for the family, " "afraid of security problems after the work when returning home late at night." and "lack of leisure time". "problems in physical and physiological adjustment." "problems in family life." "lack of time for interactions with fellow nurses" etc. 4. The forty percent of respondents reported to have '1-2 times' of duty shift rotations while all others reported that '0 time'. '2-3 times'. 'more than 3 times' etc. which suggest the irregularity in duty shift rotations. 5. The majority(62.8%) of study population found to favor the rotating system of duty stations. The reasons for favoring the rotation system were: the opportunity for "learning new things and personal development." "better human relations are possible. "better understanding in various duty stations." "changes in monotonous routine job" etc. The proportion of those disfavor the rotating 'system was 34.7 percent. giving the reasons of"it impedes development of specialization." "poor job performances." "stress factors" etc. Furthermore. respondents made the following comments in relation to the rotation of duty stations: the nurses should be given the opportunity to participate in the. decision making process: personal interest and aptitudes should be considered: regular intervals for the rotations or it should be planned in advance. etc. 6. For the future career plan. the older. married group with longer nursing experiences appeared to think the nursing as their lifetime career more likely than the younger. single group with shorter nursing experiences ($x^2=61.19.{\;}p=.000;{\;}x^2=41.55.{\;}p=.000$). The reason given for their future career plan regardless of length of future service, was predominantly "personal growth and development" rather than financial reasons. For further analysis, the group those with the shorter career plan appeared to claim "financial reasons" for their future career more readily than the group who consider the nursing job as their lifetime career$(x^2$= 11.73, p=.003) did. This finding suggests the need for careful .considerations in personnel management of nursing administration particularly when dealing with the nurses' career development. The majority of respondents preferred the fixed day shift. However, further analysis of those preferred evening shift by age and civil status, "< 25 years group"(15.1%) and "single group"(13.2) were more likely to favor the fixed evening shift than > 25 years(6.4%) and married(4.8%)groups. This differences were statistically significant ($x^2=14.54, {\;}p=.000;{\;}x^2=8.75, {\;}p=.003$). 7. A great majority of respondents(86.9% or n=647) found to prefer the day shifts. When the four different types of duty shifts(Types A. B. C, D) were presented, 55.0 percent of total respondents preferred the A type or the existing one followed by D type(22.7%). B type(12.4%) and C type(8.2%). 8. When the condition of monetary incentives for the evening(20% of salary) and night shifts(40% of. salary) of the existing duty type was presented. again the day shift appeared to be the most preferred one although the rate was slightly lower(66.4% against 86.9%). In the case of evening shift, with the same incentive, the preference rates for evening and night shifts increased from 11.0 to 22.4 percent and from 0.5 to 3.0 percent respectively. When the age variable was controlled. < 25 yrs group showed higher rates(31.6%. 4.8%) than those of > 25 yrs group(15.5%. 1.3%) respectively preferring the evening and night shifts(p=.000). The civil status also seemed to operate on the preferences of the duty shifts as the single group showed lower rate(69.0%) for day duty against 83. 6% of the married group. and higher rates for evening and night duties(27.2%. 15.1%) respectively against those of the married group(3.8%. 1.8%) while a higher proportion of the married group(83. 6%) preferred the day duties than the single group(69.0%). These differences were found to be statistically all significant(p=.001). 9. The findings on preferences of three different types of fixed duty hours namely, B, C. and D(with additional monetary incentives) are as follows in order of preference: B type(12hrs a day, 3days a wk): day shift(64.1%), evening shift(26.1%). night shift(6.5%) C type(12hrs a day. 4days a wk) : evening shift(49.2%). day shift(32.8%), night shift(11.5%) D type(10hrs a day. 4days a wk): showed the similar trend as B type. The findings of higher preferences on the evening and night duties when the incentives are given. as shown above, suggest the need for the introductions of different patterns of duty hours and incentive measures in order to overcome the difficulties in rostering the nursing duties. However, the interpretation of the above data, particularly the C type, needs cautions as the total number of respondents is very small(n=61). It requires further in-depth study. In conclusion. it seemed to suggest that the patterns of nurses duty hours and shifts in the most hospitals in the country have neither been tried for different duty types nor been flexible. The stereotype rostering system of three shifts and insensitiveness for personal life aspect of nurses seemed to be prevailing. This study seems to support that irregular and frequent rotations of duty shifts may be contributing factors for most nurses' maladjustment problems in physical and mental health. personal and family life which eventually may result in high turnover rates. In order to overcome the increasing problems in personnel management of hospital nurses particularly in rostering of evening and night duty shifts, which may related to eventual high turnover rates, the findings of this study strongly suggest the need for an introduction of new rostering systems including fixed duties and appropriate incentive measures for evenings and nights which the most nurses want to avoid, In considering the nursing care of inpatients is the round-the clock business. the practice of the nursing duty shift system is inevitable. In this context, based on the findings of this study. the following are recommended: 1. The further in-depth studies on duty shifts and hours need to be undertaken for the development of appropriate and effective rostering systems for hospital nurses. 2. An introduction of appropriate incentive measures for evening and night duty shifts along with organizational considerations such as the trials for preferred duty time bands, duty hours, and fixed duty shifts should be considered if good quality of care for the patients be maintained for the round the clock. This may require an initiation of systematic research and development activities in the field of hospital nursing administration as a part of permanent system in the hospital. 3. Planned and regular intervals, orientation and training, and professional and personal growth should be considered for the rotation of different duty stations or units. 4. In considering the higher degree of preferences in the duty type of "10hours a day, 4days a week" shown in this study, it would be worthwhile to undertake the R&D type studies in large hospital settings.