• 공학교육연구
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• 제25권5호
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• pp.33-43
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• 2022

This study started from a critical review of the current problem of ethics education in engineering colleges, how it has become stereotyped and perfunctory and hence, is failing to properly foster engineers with a sense of responsibility. Existing engineering ethics education occupies a very limited role and weight in the periphery of the engineering curriculum, unable to hold a central position. This situation is of grave concern, especially when the leadership of engineers with social and professional responsibility is of great importance. Therefore, this study explored new directions and strategies for engineering ethics education while reviewing domestic and foreign studies dealing with the current status and problems of engineering ethics education. First, this study discussed the need for and direction of shifting to ethical engineering education instead of ethics education centered on liberal arts courses. Second, this study presented specific practical strategies to construct the ethical engineering curriculum. For example, it is necessary to establish the ethical engineering curriculum with an education linking ethics with human development goals, ethics education using Korea's current issues and agendas, micro- and macro-level analysis related to engineering, and leadership education.

• 시큐리티연구
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• 제13호
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• pp.71-90
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• 2007

이 연구의 목적은 사회적 행동이 개인차에 의해서 나타난다는 가정 하에 대학생의 사회성 요인과 다차원적 리더십 요인과의 관계규명을 통하여 사회성 요인이 선행변인임을 밝혀보고자 한다. 이러한 연구의 목적을 달성하기 위하여 연구대상은 2005년 현재 태권도 선수활동을 하고 있는 대학 태권도 선수를 모집단으로 선정하였으며, 조사대상에 대한 표집은 편의표본추출방법을 사용하여 228명의 자료를 최종적으로 활용하였다. 이와 같은 절차와 방법으로 다음과 같은 결론을 얻었다. 첫째, 사회성요인 중 책임감은 p<.001수준에서 훈련과 지시형, 긍정적 피드백형, 사회적 지지형, p<.01수준에서 권위적 행동형, p<.05수준에서 민주적 행동형에 유의한 영향을 미치는 것으로 나타났다. 둘째, 사회성요인 중 사교성은 p<.05수준에서 훈련과 지시형에 유의한 영향을 미치는 것으로 나타났다. 셋째, 사회성요인 중 계획성은 p<.001수준에서 사회적 지지형 p<.01수준에서 민주적 행동형, 권위적 행동형에 유의한 영향을 미치는 것으로 나타났다.

• 대한간호
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• 제29권5호
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• pp.46-53
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• 1991

In the past, management had been done over nurses rather than nursing and this brought the existence of general manager and as a result, nurse-manager's position and role are being threatend. For the up-bringing of nursing to firm professional recognition in the 21st century, it is firmly believed that nursing managers are to be in the position to play the role of general manager with professional qualifications; personal qualities and exact understandings on the role and function of each tier group under her/his management. 124 top(3 nursing superintendents), middle-range(23 supervisors) and unit managers(98 head-nurses) from 3 university hospitals in Seoul were interviewed in order to investigate their belief in the role, professional qualifications, personal qualities as well as the strategy for the development of their leadership qualities. The frame of reference for the interview were developed by the researcher in reference to relevant literatures. It was the common belief that qualifications o[ top-managers and mid-managers require an educational background of master's preparation or higher and clinical career for at least 15 years for top-managers and 5 -10 years for mid-managers. The personal qualities required by nurse managers include; leadership, initiative, judgement, self-confidence, flexibility, open-mindedness and strong motivation. Achievment-orientedness would greatly help them become excellent managers. On the other hand, [or more effective management, managers of each teir group are to fully understand their role and perform "their job responsibilities ie. Top managers are supposed to study with emphasis on organization, function and conceptual s~ill while mid-managers concentrate their effort on the development of skills for direction, guidance and human relationship. Unit managers also supposed to have abilities to manage their function with emphasis on development of clinical performance skill, for direction on operative aspects. The strategies for the development of leadership qualities include program-planning at individual instutional level as well as local, national and international level. Nurse-managers are to be motivated and encouraged to participate in the programs in order to effectively communicate within tier groups.oups.

• 한국프랜차이즈경영연구
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• 제10권4호
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• pp.31-42
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• 2019

Purpose : This study can provide various implications for the franchisors to expand activities related to franchise support or to develop andoperate an education program for foodservice franchise owners. Research design, data, and methodology : For those purpose, first, the literatureand literature related to the competency of domestic franchise owner were collected and reviewed through the Korea Education and Research Information Service (RISS). Second, the questionnaire was prepared based on the theoretical basis prepared through previous studies. Based onthe foodservice franchise owner's competency model presented by Kim & Lee (2019b), 13 franchise owner's competencies were marked with both 'What is' levels and 'What should be' levels. Therefore, the total questionnaire consists of 26 questions. Third, questionnaires were distributed and collected. This study used data from 55 surveys which were gathered from foodservice franchise owners in Seongnam-si. SPSS 25.0 was used to analyze the collected survey data. Descriptive and frequency analysis were conducted to analyze the demographic characteristics of the study subjects. Next, we conduct a t-test to analyze the difference between the level of 'What is' competencies by the franchise owners and the level of 'What should be' competencies. Descriptive statistics were used to derive the priorities of the 'What should be' competencies. The Locus for Focus model was used to derive the priorities of the required competencies. Result : Four competencies of team leadership, teamwork and cooperation, customer service, technical·professional·managerial expertise were found to be the first to be developed. Conclusions : The conclusions of this study are as follows. First, teamwork and cooperation competnecy, and team leadership competency, which are derived from the core competencies of foodservice franchise owners, are among the leadership competencies required as managers of organizations. Second, customer service competency and ttechnical·professional·managerial expertise competency derived from the core competencies of restaurant franchise owners belong to the job competencies. Third, the results of this study suggest that the foodservice franchisors will be able that will serve as a baseline to support the foodservice franchisors and franchise owners for sustainable mutual growth by encouraging their will and encouraging them to create results.

• 영재교육연구
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• 제23권1호
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• pp.109-128
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• 2013

본 연구의 목적은 초등학생용 및 중 고등학생용 'KEDI 리더십특성검사(KEDI Leadership Inventory (Simplified)'를 개발하고 그 타당성을 검증하기 위한 것이다. 이를 위해 선행 연구 및 기 개발된 리더십특성검사의 분석을 토대로 'KEDI 리더십 특성검사(간편형)'를 개발하였고, 그 신뢰도와 타당도를 검증하되, 내적일치도, 내용타당도, 구인타당도, 준거타당도의 측면에서 분석하였다. 본 검사의 신뢰도를 분석한 결과, 초등학생용은 .610-.838에 이르는 높은 신뢰도를 보여주었고, 중 고등학생용은 .734-.936에 이르는 높은 신뢰도를 보였다. 내용타당도 분석을 위해 교사 3인의 심의를 통해 수정 보완하였고, 교육학 전공 전문가 2명에게 문항별로 적절성 정도에 따라 5점 척도로 평정하였다. 그 결과, 리더십 전체 검사 평균이 각각 4.23, 4.17을 받아 비교적 높은 수치를 보였고, 두 전문가 평정점수의 상관계수가 .676로(Spearman 상관관계 계수) 내용타당성을 검증하였다. 구인타당도 분석을 위해 확인적 요인분석으로 모형적합도 분석을 실시하였고, 초등학생의 경우 CFI, TLI, RMSEA 지수가 각각 .954, .943, .068로 양호하게 나타났고, 중학생의 경우 CFI, TLI, RMSEA 지수가 각각 .935, .915, .070으로 양호하게 나타났다. 마지막으로 준거타당도 분석을 위해 학교 안팎에서 리더로 활동하는 직책과의 관련성을 분석하였다. 그 결과, 리더십 검사점수결과는 모든 리더 직책과 유의미한 정적 상관성을 보여주었으나 특히 학급 내에서의 직책과 상관성이 높게 나타났다(p<.01). 또한 영재교육경험의 유무에 따라 리더십 요인별 점수 차이가 있는지 살펴본 결과, 영재교육을 받아본 경험이 있는 학생들이 영재교육을 받지 않은 학생들보다 약 0.5점정도 유의미하게 높은 점수를 보였다. 본 연구에서 개발하고 검증한 'KEDI 리더십특성검사(간편형)'은 개인이 내적으로 지니고 있는 특성과 타인과의 관계 속에서 외적으로 드러나는 개인 간 특성을 쉽고 간편하게 파악할 수 있도록 하는 데 있어서 타당성과 신뢰성을 확보한 검사도구라는 점에서 의의가 있다.

• 한국병원경영학회지
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• 제6권3호
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• pp.46-68
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• 2001

The study was to examine the relationships among those variables related to total quality management and to reveal those variables affecting total quality management in Health-Care Organizations. To study the relationship, a questionaire was designed and sent to 220 hospitals of which the number of beds is over 200 beds. Out of 660 questionaire, 263 questionaire were collected. Data analysis were conducted by using t-test, ANOVA, Pearson correlation coefficients and stepwise multiple regression. The result were as follows: 1. TQM was significantly different according to activities of QI, department of QI, age, and position. 2. Leadership was significantly different according to activities of QI, department of QI, age, and position. 3. Significant differences in the level of satisfaction of employee were found according to activities of QI, department of QI, age, position, and duration of employ. 4. Significant differences in the level of participation of employee were found according to activities of QI, department of QI, and position. 5. Education trainning was significantly different according to amount of bed, activities of QI, department of QI, level of education, kind of job, and position. 6. Medical technique was significantly different according to activities of QI, department of QI, and position. 7. Quality of work was significantly different according to activities of QI, department of QI, age, and position. 8. Significant differences in the level of investigation's system in satisfaction of client were found according to activities of QI, department of QI, kind of job, and position. 9. Positive correlations were observed between TQM and those variables related to TQM. 10. TQM was significantly predicted by the level of satisfaction of employee(40.9%), participation of employee(7.0%), investigation's system in satisfaction of client(2.7%), leadership(1.4%), and medical technique(1.1%), respectively.

• 한국의상디자인학회지
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• 제11권2호
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• pp.153-168
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• 2009

The purpose of this study was to identify the clothing attitude of Chinese students in korea according to gender, socio-economic level and resident period. The survey was conducted from October 30th to November 25th 2008, and 267 questionnaires were used for the analysis. Data were analyzed by factor analysis, T-test, ANOVA, Duncan's Multiple Range Test with SPSS 12.0. The results were as follows: 1. Most of Chinese students were middle-class Han race and they have been staying in Korea for 3 years. 2. Fashion leadership was classified as Innovation and Opinion leading factor; conformity as Nonconformity, Identification, and Norm consciousness; pursuit benefit as Practicality, Economy, and Aesthetic. 3. The Innovation factor was highly marked in female student group, the Opinion leading factor was higher in high-class group, and the pursuit benefit factor was significantly different between less than three years group and over three years group who have been in Korea. 4. We need to recommend best-design clothes for high-class Chinese female students who have been in Korea for over three years, and low-price clothes for less than 3 years.

• 보건행정학회지
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• 제6권1호
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• pp.29-58
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• 1996

This study was conducted to identify the factors that affect the output of health conters. An analystical model employed in this study was developed by modifying 'input-output model' and 'organizational behavior model'. Data were collected form two source; the 1995 report of thealth center which was submitted to the Ministry of Health and Welfare and a mail survey questionary of officers at health center, including 66 directors and 1,768 staffs of the health centers in southern region. The major findings are as follows: That analysis has identified the factors associated with dependent variables: medical services provided by the health center and health program performance(HPP). The number of primary medical facilities was negatively associated with health center performance while the number of staffs, job satisfaction, and professional background of health center directors were positively associated. These independent variables accounted for 40.1% of the variance of dependent variables. The variance of HPP was significantly explained by the number of health subcenter and primary health post, priority level of public health program by hief executive officers(CEOs) and legislator. A significant relationship was found between leadership types of health center directors and the performance of maternal and child health program. Considering these results, the authors suggested that the role in medical care service of health center in the should be rearranged at local level because medical care service of the health center is competing with primary medical facilities in the same region. It is also suggested that educational efforts be made to improve leadership of the health center directors and concern with public health program by the CEOs and legislators of local governments.

• 대한안전경영과학회지
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• 제15권1호
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• pp.21-30
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• 2013

Korean Volunteer Fire Departments are the representative disaster-related civilian organizations which are based on "Firefighting Framework Act Article 37"and ordinance for complementing the lack of fire-fighting personnel and volunteer and they play a part as community safety keepers. They are operated by the National funding, but cannot be defined as the organization in governmental sources completely or pure volunteer organization in terms of its founding purpose and activities. In these special characteristics, some Volunteer Fire Departments play an important role in Civilian Volunteer Disaster Prevention by being managed effectively, but the others do not. There can be many cause-analyses about this difference. They aren't profit-making organizations and are groups which have no compulsion. So it is important that who the leader is, and what type of leadership he has. By solving this bias by considering these characteristics, in this study we make them perform the center role of community safety network through analyzing the existing status and problems of volunteer fire department education and customized training program reengineering to meet class-specific and regional level.

• The Journal of Asian Finance, Economics and Business
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• 제8권10호
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• pp.285-295
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• 2021

This study estimates the influence of organizational-level factors on work motivation and job performance of middle managers of small and medium enterprises (SMEs) in Vietnam. A 5-point-Likert-scale structural questionnaire consisting of 36 observation variables was used to survey middle managers of Vietnamese SMEs. 425 out of 500 responses collected were valid for multivariate data analysis. The results of confirmatory factor analysis and structural equation modeling reveal three main findings. First, philosophy and policy, compensation and benefits, goal system, and leadership have positively significant impacts on the work motivation of middle managers under investigation. Second, there is a significantly positive influence of work motivation on job performance. However, there is no indication that growth opportunities, work environment, evaluation system have significant impacts on the work motivation of respondents. Based on the findings, the study suggests four recommendations for Vietnamese SMEs to improve motivation and job performance of middle managers, which are (1) ensuring the clarity and soundness of the organizational policies and philosophies, especially human resources policy that boosts employees' work motivation; (2) building a comprehensive compensation and benefit system to attract and retain talented employees; (3) developing a clear and adequate goal system; (4) enhancing top-level managers' leadership abilities.