• 제목/요약/키워드: Korean Pride

검색결과 461건 처리시간 0.024초

일부 보건진료원의 성격특성과 직무만족도에 관한 연구 (A Study of the Relationship between Personality Traits and Job Satisfaction of Community Health Practitioners in a Rural Area)

  • 이순례;박상학
    • 농촌의학ㆍ지역보건
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    • 제24권2호
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    • pp.331-350
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    • 1999

  • 본 연구는 보건진료원의 성격특성과 직무만족도와의 관계를 파악하여 효율적인 업무수행에 도움을 주고 직무만족을 향상시킬수 있는 방안을 모색하기 위해 시도되었다. 연구의 대상은 광주, 전남지역 보건진료원 348명 중 200명으로 하였고, 1999년 2월 18일부터 3월 5일까지 설문지를 우편으로 대상자에게 발송하여 작성하게 한 후 응답지를 수집하였다. 연구도구로 성격특성 측정도구는 김(김기석, 1990)의 "일반성격검사"를 사용하였고 직무만족도 측정도구는 Salvitt의 도구를 석(석민현, 1992)이 수정 보완한 것을 사용하였다. 자료분석은 SPSS Program에 의해 백분율, 평균, 표준편차, Pearson's correlation coefficient, ANOVA, Logistic regression analysis 등으로 분석하였다. 본 연구의 결과는 다음과 같다. 1. 대상자의 특성 중 인구사회학적 특성과 직무만족도와의 관계에서 통계적으로 유의한 차이를 나타낸 것은 종교와 보수이다(P=.028). 2. 직업의식은 계속교육여부와 필수적 직무(P=.000), 자율성(P=.000), 보건진료원 선택동기와 필수적 직무(P=.007), 직업긍지(P=.007), 보건진료원 종사예정기간과 필수적 직무(P=.023), 직업적 긍지(P=.000), 현직에 대한 만족여부와 보수(P=.001), 필수적 직무(P=.016), 직업긍지(P=.000), 상호작용(P=.011), 자율성(P=.002), 조직요구(p=.001)가 직무만족과 통계적으로 유의한 차이를 나타냈다. 3. 근무지 여건과 직무만족도 관계를 보면 직급과 자율성(p=.038), 보건진료원 이전 분야별 경력과 상호작용(P=.059), 자율성(P.059), 진료소위치와 자율성(P=.021), 월가정방문수와 상호작용(P=.001), 월상담 교육건수와 보수(P=.044), 직업긍지(P=.021), 보건진료소 연수입과 필수적 직무(P=.013)가 통계적으로 유의한 차이를 나타냈다. 4. 보건진료원의 성격특성 중 자신감(80.1)과 책임성(82.6)이 다른 성격요인에 비해 높은 것으로 나타냈다. 5. 보건진료원의 직무만족도는 평균 3.16으로 보통수준으로 나타났으며, 직업적 긍지 점수가 4.09로 가장 높게 나타났다. 6. 성격특성과 직무만족도의 상관관계를 보면 지배성은 자율성(r=.24, P=.001)과 책임성은 직업긍지(r=.26, P=.000), 정서적 안정성은 필수적 직무(r=.25, P=.000), 사회성은 필수적 직무(r=.26, P=.000), 자신감은 필수적 직무(r=.34, P=.000)와 자율성(r=.31, P=.000)과 가장 관계가 있는 것으로 나타났다. 7. 보건진료원의 제요인과 성격특성 중 종교, 진료소위치, 환자진료, 교육기회 여부, 지배성, 자신감, 보건진료원 종사 예정기간, 현직에 대한 만족여부, 보건진료원 이전 근무 분야, 행정업무 등이 직무만족에 영향을 미치는 가장 중요한 요소로 나타났다.

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PRIDE 급·배기필터 교체

  • 장영국;노선호;조일제
    • 한국방사성폐기물학회:학술대회논문집
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    • 한국방사성폐기물학회 2015년도 추계학술논문요약집
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    • pp.79-80
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    • 2015

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임상간호사들의 조직몰입과 선행 및 결과변수사이의 인과관계 및 영향 (Causal Relationships between Antecedent and Outcome Variables of Organizational Commitment among Clinical Nurses)

  • 이상미
    • 간호행정학회지
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    • 제4권1호
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    • pp.193-214
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    • 1998

  • The purpose of the present study was to examine the causal model of nurses' organizational commitment. Based on literature review and Fishbein's behavioral intentions model ((Fishbein. 1967: Fishbein & Ajzen. 1975). the organizational commitment was conceptualized within a motivational framework that mediate between antecedents variables and outcome variables. Antecedent variables were pay, promotional chances. continuing education opportunity. rigidity of the administration. paticipative decision making, latitude, group support, role conflict, work load, need for achievement. experience and pride for professional nursing. Outcome variable was turnover intention. The subjects were 373 nurses who were working at 2 large general hospitals located in Seoul. It represents a response rate of 94%. Data for this study was collected from August 29 to September 22 in 1997 by Questionnaire. Path analysis with LISREL 7.16 prigram was used to test the fit of the proposed conceptual model to data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however. that path analysis can not count measurment errors: measurement error can attenuate estimates of coefficient and explanatory power. Nontheless the model revealed considerable explanatory power for organizational commitment (58%), pride for professional nursing (50%) and turnover intention(40%). In predicting nurses' organizational commitment, the findings of this study clearly demonstrated 'the pride for professional nursing' might be the most important variables of all the antecedent variables. Group support, role conflict, need for achievement were also found to be important determinants for the organizational commitment and turnover intention, The result showed experience might be a predictor for 'pride for professional nursing' and 'turnover intention' but not 'organizational commitment', 'Rigidity of the administration' and latitude were also found to have important roles in predictingr the organizational commitment, while participative decision making might have an impact on turnover intention. On the other hand promotional chance had an influence on all the outcome variables, while pay only on turnover intention. In predicting turnover intention, the result clearly revealed 'the pride for professional nursing' and 'organizational commitment' might be the most powerful predictors among all the variables. Theses results were discussed, including directions for the future research and practical implications drawn from the research were suggested.

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일선 간호관리자를 위한 리더십 프로그램에 관한 일반 간호사의 의견 조사 (Causal Relationships between Antecedent and Outcome Variables of Organizational Commitment among Clinical Nurses)

  • 고명숙;한성숙
    • 간호행정학회지
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    • 제4권1호
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    • pp.183-214
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    • 1998

  • The purpose of the present study was to examine the causal model of nurses' organizational commitment. Based on literature review and Fishbein's behavioral intentions model ((Fishbein, 1967;Fishbein & Ajzen. 1975), the organizational commitment was conceptualized within a motivational framework that mediate between antecedents variables and outcome variables. Antecedent variables were pay, promotional chances, continuing education opportunity, rigidity of the administration, paticipative decision making, latitude, group support, role conflict, work load, need for achievement, experience and pride for professional nursing. Outcome variable was turnover intention. The subjects were 373 nurses who were working at 2 large general hospitals located in Seoul. It represents a response rate of 94%. Data for this study was collected from August 29 to September 22 in 1997 by Questionnaire. Path analysis with LISREL 7.16 prigram was used to test the fit of the proposed conceptual model to data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however, that path analysis can not count measurement errors; measurement error can attenuate estimates of coefficient and explanatory power. Nontheless the model revealed considerable explanatory power for organizational commitment (58%). pride for professional nursing (50%) and turnover intention(40%). In predicting nurses' organizational commitment. the findings of this study clearly demonstrated 'the pride for professional nursing' might be the most important variables of all the antecedent variables. Group support. role conflict, need for achievement were also found to be important determinants for the organizational commitment and turnover intention. The result showed experience might be a predictor for 'pride for professional nursing' and 'turnover intention' but not 'organizational commitment'. 'Rigidity of the administration' and latitude were also found to have important roles in predictor for the organizational commitment, while participative decision making might have an impact on turnover intention. On the other hand promotional chance had an influence on all the outcome variables, while pay only on turnover intention. In predicting turnover intention, the result clearly revealed 'the pride for professional nursing' and 'organizational commitment' might be the most powerful predictors among all the variables. Theses results were discussed, including directions for the future research and practical implications drawn from the research were suggested.

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남한 상세 기후변화 시나리오를 이용한 아열대 기후대 및 극한기온사상의 변화에 대한 연구 (Studies on Changes and Future Projections of Subtropical Climate Zones and Extreme Temperature Events over South Korea Using High Resolution Climate Change Scenario Based on PRIDE Model)

  • 박창용;최영은;권영아;권재일;이한수
    • 한국지역지리학회지
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    • 제19권4호
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    • pp.600-614
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    • 2013

  • 이 연구는 PRIDE 모델에 기반하여 산출된 $1km{\times}1km$ 공간 해상도의 RCP 4.5와 RCP 8.5 상세 기후변화 시나리오와 수정된 쾨펜-트레와다의 기후구분 기준을 이용하여 우리나라의 아열대 기후대와 극한기온지수의 변화와 전망을 분석하였다. 현재 일부 남부 해안에서 나타나는 아열대 기후대는 미래로 갈수록 서해안 및 동해안을 따라 북쪽으로 확장하며, 대도시 지역에서 나타날 것으로 전망되었다. 극한기온지수의 경우 미래로 갈수록 RCP 4.5와 RCP 8.5 두 시나리오 모두 우리나라 모든 곳에서 추위와 관련한 지수의 빈도는 감소하며, 더위와 관련된 지수의 빈도는 증가할 것으로 예측되었다. 특히 RCP 8.5 시나리오의 경우 2071~2100년에는 해발고도가 높은 일부 산지를 제외한 우리나라의 대부분 지역에서 일최고기온 $33^{\circ}C$ 이상의 폭염이 30일 이상 발생할 것으로 전망되었다. 본 연구의 결과는 강화된 기후변화 대응 프로세스 구축에 중요한 기초자료로 활용될 수 있을 것이다.

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외식업체 종사원의 국내.외 브랜드에 따른 직무 만족도에 대한 연구

  • 이상미;김태희;고재윤;이경희
    • 한국조리학회지
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    • 제10권2호
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    • pp.72-83
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    • 2004

  • The study aimed at conducting comparative analysis of employees' job satisfaction between Korean brand restaurant and foreign's in the food service industry, and suggesting useful human resource management. As a result, the survey showed several findings; The first, workers in the Korean brand restaurant have more satisfied than foreign brand restaurant employee overall. The second, expecially employees in the Korean brand company have higher pride and vision than those of Foreign brand company in the restaurant business. The third, service staffs in the both recognized very low in the working schedule, fairness of promotion, and wage. Some implications are as followed; The first, works as a one day manager or unit manager who is one of the best employees. The second, use education & training video to increasing the communication. The third, attend in the decision making to being a part of co' and giving a motivation.

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