• 한국도서관정보학회지
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• 제50권4호
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• pp.101-135
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• 2019

본 연구에서는 도서관에서 제공하는 서비스 만족도가 소득고용, 교육, 문화여가, 가족공동체, 시민참여, 안전환경, 주관적 만족도로 구성되는 삶의 질에 영향을 미치는지를 파악하고자 하였다. 이를 위해 공공도서관 이용자들을 대상으로 설문을 수행하였으며, 측정도구의 정규분포 정도(왜도와 첨도)와 타당성 및 신뢰도 검증을 하였다. 첫째, 도서관 서비스 만족도가 소득 및 고용 부분의 삶의 질에 부분적으로 유의미한 영향을 미치는 것으로 나타났다. 둘째, 도서관 서비스 만족도는 삶의 질 중 교육부분에 부분적으로 유의미한 영향을 미치는 것으로 나타났다. 셋째, 도서관에 대한 종합적인 만족도는 삶의 질 중 문화/여가/건강 등에 대한 만족도에 영향을 미치는 것으로 나타났다. 넷째, 도서관의 프로그램서비스, 종합적 부분에 대한 만족도가 높을수록 가족·공동체 만족도 역시 높은 것으로 나타났다. 다섯째, 도서관의 프로그램서비스와 종합적 부분이 높아질수록 시민참여는 증가하는 것으로 나타났다. 여섯째, 도서관의 프로그램서비스에 대한 만족도가 증가할수록 안전/환경에 대한 만족도 역시 높아지는 것으로 나타났다. 마지막으로 도서관의 공간/장소서비스와 도서관에 대한 종합적인 만족도가 높을수록 주관적 만족도는 증가하는 것으로 나타났다. 이러한 연구결과는 도서관에 대한 각종 지원을 통해 국민의 삶의 질 및 만족도를 향상시킬 수 있음을 시사하고 있다.

• 한국직업건강간호학회지
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• 제7권1호
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• pp.65-82
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• 1998

This study was carried out in order to confirm the reliability and validity of the commitment inventory developed by Meyer and Allen, and to investigate commitment level of health manager, to compare two different professionals of health manager such as industrial health nurse and industrial hygienist to find out some characteristics that have effect on commitment. This survey was done by self-administered questionnaire to 227 respondents as the trainees of Industrial Safety Training Center, KISCO from June to December 1996. Authors classified commitment into two categories ; professional commitment and organizational commitment, and these two types of commitments have three different aspects ; affective, continuance, and normative commitment based on Meyer's inventory. The results were as follows; 1. Items of whole scales of the both type of commitments have three factors that represent three aspects of commitment ; affective, continuance, and normative commitment. This means that each type of commitment was reliable to use as measurement tool of three different aspects of commitment. Classification of items by factor analysis was more consistent in professional commitment than organizational commitment. Among 16 items of organizational commitment, four items were classified into different aspects of commitment with similar factor loading. 2. Commitment level of industrial health nurse was higher than that of industrial hygienist in affective, continuance professional commitment controlled by other characteristics. These differences can be due to other characteristics of specific task and background of health managers that were not used in this study. 3. The level of affective professional commitment was statistically different in age, sex, educational level, and that of organizational commitment was statistically different in only two variables such as age, and job tenure. The level of continuance professional and organizational commitments were different in sex group, but past history of employment have effect on continuance organizational commitment. The level of normative organizational commitment was affected by only age. As the above results, the tools of measurement of commitment developed by Meyer and Allen can be useful to measure the level of commitment of health manager. Three aspects of two types of commitments were influenced by different characteristics of health manager. Authors suggested future study on the affecting variables to the commitment such as background, task of health manager and organizational characteristics.

• 한국병원경영학회지
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• 제12권4호
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• pp.96-118
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• 2007

This study were tried to suggest basic materials for making education and training plan, and members of organization were researched about thinking of education and training effectiveness and perceptible level. The subjects of this study were 762 hospital employee selected from ten of university hospitals in Seoul, Incheon, and Kyung Gi which are doing an education and training, and conducted a self-completion questionnaire. As a result of study and plan for raising the effectiveness were indicated following statements. Firstly, according to the general specific, training effectiveness was appeared similar. So, it requires suitable alternatives to make educational programs. Secondly, according to analysis of education and training necessity, achieving a goal for education and training have difference. it needs to be scientific analysis about necessity of education and training. Thirdly, when contents of education and training program are satisfied to educatee and fit for them, thinking of education and training effectiveness is higher. Therefore, establishing the goal of education training is concrete, realistic, and measurable for increasing learning motivation. Next to, thinking of education and training effectiveness is higher, when education and training person in charge taught to educatee very well, and they were satisfied about teaching. Consequently, they who nourishment of education and training person in charge within company have to improve their ability. And then, when educatee fit for teaching technique and satisfied about it, thinking of education and training effectiveness is higher. So, education and training were tried to find many of technique for fitting the desire of educatee. Sixth, the more education and training environment is satisfactory, the more educatee have high thinking of education and training effectiveness. CEO in hospitals have to think about many-sided solution for employee. Seventh, the more education and training have correct achieving organizational goal, the more educatee have high thinking of education and training effectiveness. Accordingly, hospital management should make up for education and training system. Then, thinking of education and training effectiveness is higher, when education and training measure an effect, and reflect to personnel management and assessment of an employee's performance. It should be the feedback for using information which is planning education and training. In conclusion, when result of measurement of education and training reflect to make a education and training plan, thinking of education and training effectiveness is higher, and result of measurement of education and training should reflect to make a education and training plan.

• The Journal of Korean Physical Therapy
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• 제16권4호
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• pp.90-114
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• 2004

This study was conducted to examine the influence and effect of muscle enforcement program on Activity of daily living(ADL) improvement and posture balance of the old, and to provide more effective muscle enforcement program and educational data. The muscle enforcement exercise program was performed on the old(institution, 16 men, 10 women) for 8 weeks from April 22, 2002 through June 17,2002. Programed Exercise 1 - Exercise 10 were practised 8 times per program for 3 days a week. The load of exercise was increased per two weeks. The methods of measurement were questionnaire, Indiana 47903(action-response analysis machine) and Sample exercise protocol for KAT 2000(balance training device). SAS/PC statistic analysis was used for data analysis. T-test was used for analysis of change before and after exercise in this study. The summary and conclusions are as follows. 1. On subjectively recognized health states, the healthy were $42.3\%$. On the satisfaction with health states, the satisfied were $50.0\%$. On the factors of effects on daily-life behavior performance, the group who had troubles was $50\%$ and the group who was so and so was $34.6\%$ compared with the old of the same age. On prospect about health states in the future, the group who would be better was $38.\%$. On effective methods for problem solving, exercise was $42.3\%.\;88.5\%$ of respondents answered the need of health care. The participation intention in health program was $92.3\%$. 2. On the change of psychological emotion and behavior aspects, the group who had repeated complaints or anxieties and reduced activities or interests was effective(P<0.01). 3. On the improvement effects of IADL difficulties, the group who had difficulties in doing daily-life indoors was improved effectively compared with before and after exercise(P<0.01). On medication management, the effects of improvement after exercise were high compared with before exercise(P<0.01), the effects of improvement was high on the whole. 4. On the effects of ADL function improvement, putting on upper clothing and lower clothing was improved effectively(P<0.05), toilet use and individual sanitation was improved effectively(P<0.05). 5. On the effects of action-response, the results of 8weeks regular exercise program were not different significantly compared with before and after exercise. The behavior quickness of the old by muscle enforcement program was not increased. This means that the old needs much time for exercise sense training because of the regression of cognition sense. 6. In the effect of posture balance, the whole grades were effective from 1272.69 before excercise to 476.92 after exercise(P<0.01). Especially right balance 657.65 was lowered to 208.57 after exercise most effectively(P<0.01). Rear balance 776.34 before exercise was lowered to 136.65 after exercise. The results of measurement were significant(P<0.05).

• 대한수학교육학회지:학교수학
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• 제11권1호
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• pp.17-37
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• 2009

자연수 곱셈의 개념과 모델은 단일하지 않다. 곱셈의 개념으로는 동수누가, 배, 곱집합이 있으며, 곱셈의 모델로는 측정, 격자, 조합, 수직선 모델이 있다. 초등수학 교과서에서 곱셈 개념을 도입할 때 어떤 개념과 모델에 중심을 두어야하는가 하는 문제는 교수학적인 논점이 많은 문제이다. 이 논문에서는 먼저, 곱셈의 개념과 모델에 대한 수학적이고 교수학적인 분석을 하였고, 이어서 배 개념을 중심에 둔 곱셈 도입방안을 구체적으로 구안하였으며, 마지막으로 이 지도안을 실제 학급에 적용하여 교수 실험하고 그 결과를 분석하였다. 5차시에 걸친 실험수업의 결과를 분석한 결과는 다음과 같았다. 첫째, 학생들의 배 개념의 이해도가 높지 않았다. 둘째, 단위량과 배 값이 주어졌을 때 전체량을 구하는 문항(전형적인 곱셈값 문제)보다 전체량과 단위량이 주어졌을 때 배 값을 구하는 문항의 정답률이 더 높았다. 셋째, 조합모델은 곱셈의 다양한 응용상황중의 하나로서 충분히 다루어질 수 있다. 넷째, 등수누가 계산문항의 정답률은 매우 높았다. 전체적으로 볼 때, 배 개념을 중심으로 곱셈을 지도하는 방안은 기존 방법의 문제점을 보완할 수 있는 하나의 대안이 될 수 있음을 확인하였다.

• 에너지공학
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• 제16권4호
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• pp.155-163
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• 2007

원자로의 안전성 확보를 위해 재장전 기간 동안 수행되는 노물리 시험에서 제어봉의 반응도가(reactivity worth) 산출을 위해 노심의 임계도를 측정해야 하고, 기동운전 시에도 반응도 사고를 대비하여 미임계도가 감시되어야 한다. 미임계도나 제어봉가 측정을 위한 연구가 국내외적으로 지속되어 왔으며, 최근에는 일본에서 "개선된 중성자 선원 증배법(Modified Neutron Source Multiplication Method, MNSM)"이 제안되어 기존의 중성자 선원 증배법의 한계를 극복하였다. 본 연구에서는 MNSM을 경희대 교육용원자로 AGN-201에 적용하여 미임계도를 계산하고 새로운 방법의 타당성을 평가하였다. MNSM의 적용을 위해 AGN-201 원자로에 적합한 핵자료집과 중성자수송 전산코드인 TRANSX - PARTISN 체계를 구축하였고, 유효증배계수와 중성자속(flux) 분포, 수반 중성자속(adjoint flux) 분포 등을 계산하여 제어봉위치에 따른 보정인자들을 산출하였다. 원자로의 미임계도 측정값은 $BF_3$ 비례계수관으로 측정한 중성자계수율을 사용하여 확보하였다. 연구 결과로서 MNSM을 사용하여 평가한 미임계도가 전산코드로 계산하여 얻어진 이론적인 미임계도 값에 근접하고 계산된 보정인자도 유효함을 확인하였다.

• 한국산학기술학회논문지
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• 제20권7호
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• pp.93-101
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• 2019

본 연구의 목적은 간호사가 인식한 간호관리자의 팔로워십과 임파워먼트, 직무만족과의 관계를 파악하고, 간호관리자의 팔로워십이 조직구성원인 간호사의 직무만족에 미치는 영향에서 임파워먼트의 조절효과를 확인하기 위함이다. 자료수집은 2019년 3월 2일부터 3월 17일까지 전남 소재 500병상 이상 4개 종합병원에서 근무하는 간호사를 대상으로 하였으며, 자료 분석은 대상자의 일반적인 특성과 측정 변수의 정도는 빈도 분석과 기술통계분석으로 하였다. 일반적 특성에 따른 관련 요인의 차이는 t-test와 ANOVA로 분석하였고, 측정변수들 간의 상관관계 및 다중공선성은 Pearson's correlation coefficient로 분석하였으며, 임파워먼트의 조절효과의 검증을 위해 조절회귀분석을 실시하였다. 연구 결과는 일반적 특성에 따른 대상자가 인식한 간호관리자의 팔로워십과 임파워먼트, 직무만족의 차이에서는 성별에서 임파워먼트와 직무만족은 유의한 차이를 보였고, 교육정도에 따라서는 팔로워십과 임파워먼트, 직무만족에서 모두 유의한 차이를 보였다. 또한 직장 이동 경험에 따른 차이는 직무만족에서 통계적으로 유의한 차이를 보였다. 대상자가 인식한 간호관리자의 팔로워십과 임파워먼트, 직무만족 간에는 모두 정적인 상관관계가 있는 것으로 나타났으며, 팔로워십과 직무만족 간에 임파워먼트가 조절변수로 작용함이 확인되었다. 본 연구의 결론은 최근 대두되고 있는 팔로워십을 간호분야에 적용하여 그 영향력을 검증하였다는 점에서 의의가 있으며, 향후, 조직 구성원들의 리더십 개발 뿐 아니라 팔로워십 증진프로그램 개발과 다양한 변수들을 추가하여 팔로워십에 대한 광범위한 연구가 필요하다.

• 디지털융복합연구
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• 제12권9호
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• pp.21-33
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• 2014

이 글에서는 한국 여성 결혼이주자정책의 특징과 한계를 상호문화주의(interculturalism)적 측면에서 조망하고 과제를 제시하고자 한다. 연구의 초점은 한국에서 압축적으로 급속하게 진행되고 있는 다인종사회화의 현황과 정책적 대응을 개괄하고, 여성 결혼이주자정책에서 나타나고 있는 인종 지향적이고 젠더 편향적인 이슈들을 검토한다. 그리고 여성 결혼이주자들은 '초국적 사회적 장'(transnational social field)에서의 독특한 정체성 재형성 과정을 거친다는 점에서 한국 여성 결혼이주자정책이 지향할 수 있는 현실적 지향점으로서의 상호문화주의의 개념과 특징, 유럽의 정책 및 사업 사례를 예시하고, '상호문화적 시민권'에 대한 인식 제고와 교육 프로그램 강화, '선택적 동화'를 통한 '다원적 통합' 지향, 여성 결혼이주자의 상호문화적응프로그램 강화, 한국의 특성을 고려한 상호문화성 측정 지표 개발과 평가 결과의 이주자정책에의 피드백 등 상호문화성 강화를 위한 과제를 제시한다.

• 대한간호학회지
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• 제39권4호
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• pp.490-498
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• 2009

Purpose: This study was done to identify the effects of a Human Papillomavirus (HPV) linked to cervix cancer prevention education program for unmarried university female students. A new model in the cervix cancer prevention is provided. Methods: The research design was a nonequivalent control group pretest-posttest design. Participants were 63 female students in one of two university in an experimental group (29 students) and control group (34 students). After 4 weeks education, the differences between the two groups in the measurement variables were compared. Twelve weeks later, a follow-up test was done for experimental group only. Results: After the education, experimental group showed significantly higher scores in all variables, the intention for Pap test (Z=-3.73, p<.001), intention for HPV vaccination (Z=-3.14, p=.002), general cancer prevention behavior (Z=-2.20, p=.028), attitudes to Pap (Z=-3.23, p=.001), benefits of cancer prevention behavior (Z=-3.97, p<.001), and HPV linked to cervix cancer knowledge (Z=-5.40, p<.001). In the follow-up study, the experimental group showed intermediate effects in intention for Pap test, intention of HPV vaccination and HPV linked to cervix cancer knowledge as well as short term effects in general cancer prevention behavior, attitudes to Pap and benefits of cancer prevention behavior. Conclusion: The program developed for this study on prevention education of HPV linked to cervix cancer was effective for unmarried university students in the short term and intermediate duration. Other educational approaches should be developed and short term effects and longitudinal changes of the education should be assessed. This education program should also be replicated for other female groups including unmarried working women or female adolescents.

• 간호행정학회지
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• 제7권1호
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• pp.85-95
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• 2001

The purpose of this study was to identify the influence of nursing organizational commitment and job satisfaction on intention of resignation of clinical nurses. The subjects of this study were clinical nurses who were working at general hospitals in Pusan and Taegu in Korea. The questionnaires were sent to 850 clinical nurses at 8 general hospitals and 790(92%) answers were replied. Data were collected from Oct. 4 to Oct. 30. The instruments of this study were scales for the measurement of nursing orgainzational commitment, job satisfaction and intention of resignation of clinical nurses. The Cronbach ${\alpha}s$ of the scales were .9385, .9232, .6847. After screening of data, 769 cases were analyzed with SPSS/WIN 10.0 program. The results of the study were as followings: 1. Average score of the nursing organizational commitment, job satisfaction and intention of resignation of the subjects were 48.50, 50.23 and 12.20. 2. There were significant differences in nursing organizational commitment, job satisfaction and intention of resignation by age, marital status, religions, education level, position, career, and work place. 3. There were negative relationships between nursing organizational commitment and intention of resignation and job satisfaction and intention of resignation(r= -.521, r