• 한국산림과학회지
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• 제80권1호
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• pp.20-31
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• 1991

자연휴양지(自然休養地) 내(內)의 오염행동(汚染行動), 특히 음식찌꺼기 방치행동(放置行動)의 체계적(體系的)인 이해(理解)와 예측(豫測)을 위하여 논리적(論理的) 행위이론(行爲理論)에 근거한 모델이 제시되었다. 계룡산(鷄龍山) 국립공원(國立公園) 방문자(訪問者) 중(中) 399 집단(集團)을 대상으로 실시한 설문조사(設問調査)에서 그들의 문제행동에 대한 신념(信念), 태도(態度), 규범적(規範的) 신념(信念)은 과거행동(過去行動)과 통계적으로 유의한 상관관계(相關關係)를 (R=0.3) 보였다. 또한 신념, 규범적 신념을 포함한 관련변수를 이용한 Logit 분석에서 과거의 행동에 대한 설명력이 ($R^2$) 0.35로 나타났다. 모델 내에서 교육수준(敎育水準), 동반자(同伴者) 성격(性格), 직업(職業), 연령(年齡), 산행빈도(山行頻度) 등이 모두 과거의 음식방치행동과 음(陰)의 관계를 나타내고 있고, 신념과 규범적신념도 통계적 유의성은 약하나 이론(理論)에서 제시하는 방향으로 분석되었다. 연구의 결과는 본 이론(理論)이 자연휴양지 내의 바람직하지 못한 행동의 통제(統制)를 위한 경영전략(經營戰略) 수립에 도움정보를 제공할 수 있음을 입증하였다.

• 재활치료과학
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• 제7권2호
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• pp.29-40
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• 2018

목적 : 본 연구의 목적은 한국 성인의Upper extremity performance test for elderly (TEMPA) 표준치를 제시하고, 수집된 자료를 바탕으로 성인의 손 기능의 특성과 근력의 차이를 연령별, 성별로 알아보는 것이다. 연구방법 : 연구에 참여한 대상자는 20세에서 59세 사이의 손 기능에 장애가 없는 성인 138명이었다. 손 기능의 특성과 근력을 평가하기 위하여 모든 대상자에게 TEMPA, Jarmar dynamometer, pinch gauge를 시행하였다. 결과 : 성인의 손 기능에는 연령별, 성별 차이가 통계적으로 유의미한 차이를 보이지는 않았지만, 40대와 50대에서 수행 속도가 감소하는 경향을 보였다. 성인의 근력은 40대에서 가장 높은 수준의 근력을 보였으며 50대에서 감소하는 경향을 보였지만 대부분의 결과에서 유의미한 차이는 없었다. 결론 : 작업치료사는 중년 성인의 손기능과 근력에서 나타나는 감소의 전조 증상에 대한 관심과 그 기능 수준을 유지하기 위한 교육 프로그램을 제공하는 것이 필요할 것이다. 본 연구를 통해 한국 성인의 TEMPA 표준치가 확립되었다. 이 표준치가 임상적 평가 및 근거 기반연구에 있어 유용한 자료가 되기를 기대한다.

• 간호행정학회지
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• 제8권3호
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• pp.441-456
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• 2002

Purpose : This research is, by investigating the relations between the cultural types of a nursing organization in a hospital and performance, to ascertain the cultural types to be able to improve performance. Method : The data were gathered from 487 nurses and 328 patients who were in eight general hospitals by using the self-report type of questionnaires. The period of data collection was from August 10, 2000 to September 10, 2000. For this research, the following tools were used; the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment, and the tool for measuring patients' satisfaction. For data analysis the SPSS Win 7.5 program was used. Result : 1) There was a significant difference in the organizational culture type according to the establishment type of hospital. 2) In the relationship between organization characteristics and organizational culture of a hospital were correlated with the type of each culture(p=0.00). 3) In the relation between the organizational culture type of hospital and its performance, there was a strong positive correlation between innovation-oriented culture and job satisfaction. And relation-oriented culture and task-oriented culture showed that they had a weak positive correlation with job satisfaction(p=0.00). There were a positive correlation between affective commitment and relation-oriented, innovation-oriented cultures(p=0.00), and there were no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture(p=0.00). 4) The types to have an influence upon nurses' job satisfaction were innovation-oriented culture and relation-oriented culture. These had 34.5% of influence with job satisfaction.. The type of organizational culture did not influence continuance commitment, but it had an influence on affective commitment and normative commitment. And relation-oriented culture and innovation-oriented culture had 21% of an influence with affective commitment, and they had 9.5% of an influence with normative commitment. Conclusion : As the above mentioned research results, the organizational culture type was found which had an influence upon nurses' job satisfaction and organizational commitment and patients' satisfaction in nursing service. These results are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• 한국식생활문화학회지
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• 제31권2호
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• pp.141-148
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• 2016

The purpose of this study was to understand the influence of employees' commitment (affective, normative, continuous) in the food & beverage departments of deluxe hotels upon job satisfaction and analyze the moderating effects of the leader-member exchange on the relationship between organizational commitment and job satisfaction. Based on a total of 403 food & beverage employees, this study reviewed the reliability and fitness of the research model and verified two hypotheses. The hypothesized relationships in the model were tested simultaneously by using SEM. The proposed model provided an adequate fit to the data, ${\chi}^2=635.160$ (p< .001), df=112, GFI= .845, NFI= .851, CFI= .874. SEM showed that organizational commitment (affective: ${\beta}=428$; normative: ${\beta}= .293$; continuous: ${\beta}= .342$) showed a positive significant influence on job satisfaction. However, the findings demonstrate that the leader-member exchange did not moderate the relationship between organizational commitment and job satisfaction. Limitations and future research directions are also discussed.

• 한국조경학회지
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• 제33권1호
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• pp.10-18
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• 2005

The main concept of social carrying capacity is based on the principle that 'there are limits to the number of users a given recreation site can accommodate in order to provide quality of recreation experience'. The quality of the experience is revealed as user's satisfaction and perceived crowding. In this respect, studies of social carrying capacity have been frequently conducted by measuring perceived crowding and satisfaction. The purpose of this study is to identify the variables affecting perceived crowding, and causality bet-ween satisfaction and perceived crowding. Four hundred seventy six visitors were selected at Naejangsan National park on peak day of autumn excursion through on-site survey. The collected data were applied by factor analysis for categorizing the research variables, and multiple regression for finding the causality among variables. The study results are follows. The expectation of crowding, as a normative variable for perceived crowding, are categorized by three factors; circulation, user facility, and landscape. The circulation factor is the most powerful affecting perceived crowding among three factor. The landscape factor, however, do not have statistical significance on perceived crowding. The causality between satisfaction and perceived crowding is found. Although this relation is significant in statistics, magnitude of the coefficient is very small. It might be interpreted that satisfaction cannot be predicted simply from a user's perception of crowding, but a multi-dimensional concept such as adaptation and coping behavior.

• The Journal of Asian Finance, Economics and Business
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• 제7권3호
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• pp.235-243
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• 2020

The research aims to examine the impact of leadership style on accountants' commitment with FDI firms in Vietnam based on theory of Bass and Avolio (2004). A survey with 110 accountants in FDI firms was conducted. The total of 110 respondents with full information were used for data entry and analysis. Through quantity methodology, we used Cronbach's Alpha, EFA and correlation analysis to determine the relationship between leadership style and three dependent variables including affective, normative and continuance commitment. The results showed that the leadership style had positive relationships with accountants' commitments. In particular, normative commitment with FDI firms of accountants is the most strongest. In addition, there is no statistically difference in the level of three commitments with FDI firms of accountants for three groups of job description. From the findings, this study suggests several recommendations to improve accountants' commitments such as intellectually stimulating, individualized consideration, inspirational motivation, idealized influence, and idealized influence behavior. The results are considered as a useful reference for establishing policies to attract talent personnel toward to sustainable development of firms. Commitment with the organization is a crucial factor to gain a competitive advantage and guide the success of organizations by satisfying customers, maintaining productivity and efficiency.

• 한국사회복지학
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• 제61권4호
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• pp.217-241
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• 2009

본 연구는 사회복지사들의 실천지식의 생성과정과 내용 그리고 규범적 실천을 살펴보고 사회복지 지식의 재구조화에 시사점을 찾고자 하는 목적하에 수행되었다. 연구방법으로는 성찰적 내러티브 방법을 원용하였고 연구에는 6명의 현직 사회복지사가 참여했다. 연구결과 참여자들은 기존이론과 지식체계로 설명할 수 없는 현상에 직면했을 때 자기 성찰을 통해 지식을 만들었고 실천을 통해 이를 확인하고 재생산하는 경향을 보였다. 연구결과를 근거로 실천현장에서의 지식개발 방법론으로 귀추 추론 양식, 사회복지교육과정에서 인문학 교육의 강화, 네트워크의 지식공동체로의 재구조화를 제언했다.

• 디지털융복합연구
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• 제10권11호
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• pp.175-183
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• 2012

본 연구는 조직 외부적 요인인 제도적 압력이 의사결정자의 IT투자 의사결정에 미치는 영향을 규명하기 위해 수행되었다. 제시된 연구모형을 분석하기 위해 중소기업을 대상으로 설문을 배포하여 데이터를 수집하였다. 수집된 데이터는 PLS 기법을 활용하여 분석하였다. 분석 결과 강압적 압력과 규범적 압력은 IT투자 의사결정에 유의한 영향을 미치지 않았으나 모방적 압력에 유의한 영향을 미치는 것으로 나타났다. 모방적 압력은 IT투자 의사결정에 유의한 영향을 미치는 것으로 나타났다.

• Journal of information and communication convergence engineering
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• 제11권1호
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• pp.62-68
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• 2013

This paper proposes a method for identification of harmful video images based on the degree of harmfulness in the video content. To extract harmful candidate frames from the video effectively, we used a video color extraction method applying a projection map. The procedure for identifying the harmful video has five steps, first, extract the I-frames from the video and map them onto projection map. Next, calculate the similarity and select the potentially harmful, then identify the harmful images by comparing the similarity measurement value. The method estimates similarity between the extracted frames and normative images using the critical value of the projection map. Based on our experimental test, we propose how the harmful candidate frames are extracted and compared with normative images. The various experimental data proved that the image identification method based on the 2-dimensional projection map is superior to using the color histogram technique in harmful image detection performance.

• 간호행정학회지
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• 제11권2호
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• pp.129-145
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• 2005

Purpose: This research was, by investigating the relations between the cultural types of a nursing organization in military hospital and performance, to ascertain the cultural types to be able to improve performance. Method: The date were gathered from 255 nurse officers who were in 19 military hospitals by using the self-report type of questionnaire. The period of data collection was from April 20, 2003 to July 15, 2003. For this research, the following tools were used: the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment. For data analysis the SPSS Win 12.0 program was used. Result: 1) Most of the cultural types of a nursing organization in military hospital is Relation-oriented. 2) In the relation between general the characteristics of subject and the organizational cultural type, there was a difference in the innovation-oriented, relation-oriented, hierarchy-oriented, and task-oriented culture according to nurse officers careers, hospital types, year in hospital, marital status, and unit(p<0.05). 3) In the relation between general characteristics of subject and organizational performance, there was a difference in the job satisfaction, affective commitment, transactional commitment, and normative commitment according to nurse officers careers, education, madrigal status and unit(p<0.05). 4) In the relationship between the of a military hospital were correlated with the type of each culture(p=0.00), 5) In the relation between the organizational culture type of military hospital and its performance, there was a positive correlation among job satisfaction and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with job satisfaction(p<0.05). There was a positive correlation among affective commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with affective commitment(p<0.05). There was no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture. The types to have an influence upon nurse officers' job satisfaction were relation-oriented culture and innovation-oriented culture(p=0.00). And relation-oriented culture and innovation-oriented culture were major variances for affective commitment and only relation-oriented culture was influential variance for normative commitment(p=0.00). Conclusion: The organizational culture type was found which had an influence upon nurse officers' job satisfaction and organizational commitment. These result are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.