• 패션비즈니스
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• 제19권4호
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• pp.75-91
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• 2015

There is an increased interest in having beauty regardless of ages and sex with improvement of the national income level and increase in social activities. Competition within the beauty service industry is increasing rapidly because of global impact within Korea wave. Thus, active public relations and offering distinguished service in the beauty service industry are important. Also, uniforms play an important role in providing an image differentiated from other brands and presents professionalism to the customer. Therefore, we determined function and design of uniforms required in beauty service industry by researching wearing realities, satisfaction, preferred designs and functions of uniforms from hair shop staff. Functional and aesthetic uniforms play an important role to enhance the staffs' sense of belonging. In addition, it is good for the image of hair shop. Special design mirroring job characteristics with expression of differentiated personalities is needed. However, the research was conducted only in the hair shop in Seoul, Daejeon, and Gyeonggi-do. Further studies on much wider areas will be needed.

• 대한간호
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• 제33권1호
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• pp.65-79
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• 1994

The purpose of this study was to describe the job retainment factors and the level of job satisfaction, and to identify the relationship between job retainment and the level of job satisfaction among the registered nurses working in hospitals. Four hundred eight registered nurses currently employed at 8 hospitals in Seoul were surveyed for the study. The 39 item, 5 point likert scale questionnare was developed by the researcher. The internal consistency of job satisfaction was. 86 and that of job retainment was. 90 in Cronbach's alpha test. The data sas collected from July 15 to July 30, 1993. The SPSS/PC+statistical program was used for data analysis. The descriptive analysis of the characteristics of the subjects, the level of job satisfaction and the job retainment factors was done. The relationship between the job satisfaction level and the job retainment factors was tested with. the Pearson Correlation Coefficient analysis, and thd differences of job retainment scores among the sample was tested with t-test and ANDVA. The results of the study were summarized. 1. The mean age of the subjects was 29.7 years, 41.7% of them were married. 71.1% of them were 3 years course graduates, 71.8% of them were staff nurses, and the mean duration of experience was 6 years. 2. The factors related to professionalism(3.43), society(3.31), and interpersonal relationship(3.29) were significant in job retainment. The maximum score was 5.0 Two other factors, personal(3.05) and organization(2.83) factors, also showed relatively high scores. 3. The factors to the job satisfaction showed similar pattern as job retainment: professionalism (3.47), society (3.33), finance(3.31), interpersonal relationship(3.02), and organization(2.72). 4. Society related factors(r=.7420, p<.00l) and professionalism(r=.7249, p<.00l) had high correlation with job retainment. Personal(r=.6372, p<.001) and organizational(r=.3597, p<.001) factors had moderate relationship to job retainment. Finance(r=.3597, p<.00l) had significant but weak relationship to job retainment. 5. Age, marital status, job position, departmental involvement, experience, and continuity of employment of the sample showed significant differences in job retainment. However, the period of job retainment, number of children, educational level, type of hospital, previous employment experience were not significant. 6. lndiviuals older than 40 years of age, who were married, who held the position of charge or head nurse position, who worked in central supply or nursing administration showed significantly high job retainment score. This research indicates that the professionalism is the most significant factor in job retainment. In order to retain more experienced nurses, it is important to improve the profesionalism among nurses.

• 한국문헌정보학회지
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• 제42권4호
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• pp.481-501
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• 2008

본 연구는 공공도서관 어린이사서의 전문성 강화를 위한 계속교육의 효과성 및 문제점을 파악함으로써 공공도서관의 어린이서비스가 보다 체계적이고 실용적으로 제공될 수 있는 계속교육의 활성화 방안을 제시하는데 목적이 있다. 이를 위해 국내외 공공도서관의 어린이서비스 및 사서교육과 관련된 연구문헌조사를 하였고, 국내 어린이 전문도서관 중 하나인 K도서관의 계속교육과정에 참여한 사서를 대상으로 2007년 7월 설문조사를 실시하였다. 1년 후인 2008년 10월 계속교육과정 참가자를 대상으로 전화 및 이메일 인터뷰를 실시함으로써 어린이사서를 위한 계속교육의 효과성 및 문제점을 파악하고자 하였다. 본 연구결과 어린이사서들은 일회성이 아닌 지속적인 실무교육 그리고 현장에 적용할 수 있는 실습위주의 실용적인 교육을 원하고 있는 것으로 나타났다. 아울러 업무의 전문성 및 어린이실의 인력부족 등이 현재 공공도서관 어린이서비스의 주요 문제로 제기되었다.

• 간호행정학회지
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• 제3권1호
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• pp.37-50
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• 1997

The purpose of this study was to identify the gap between need-level and demonstration-level in nursing managerial competencies. In addition, the study proposes solutions to narrow this gap. The results of this study are as follows : 1) The mean score for need-level of each item was 4.0, and for demonstration-level, 3.5. This indicates that military hospital head nurses demonstrate a higher level of managerial competencies than the moderate level on all items. But items which were related to resource/ cost/ information managament, staff development management and professionalism management got relatively low ratings in the need-level. 2) The mean score for need-level of each category was 4.14, and for demonstration-level, 3.53. Categories on the individual dimension got a higher rating than categories on the group or organization dimension in both need-level and demonstration level. 3) The gap between need-level and demonstration-level appeared in all items(p<.05) and categories(p<.001). Although the gap was relatively low, it indicates that it is essential to plan a developmemt program for all nursing management competencies for military hospital head nurses. 4) There were significant differences in the gap between need-level and demonstration-level according to specific characteristics of the subjects. The gap did not appear in many categories on the individual dimension where the number of nursing staff was more than 10, a major grade, ICU head nurse or for head nurses having a long career. 5) Need-level and demonstration-level showed a difference according to specific characteristics of the subjects, because need-level and demonstration-level were higher where the number of nursing staff was more than 10, a major grade, and for ICU or Medical ward head nurses. The categories which showed need-level difference and demonstration-level differences according to specific characteristics of the subjects existed almostly completely in the group and organization dimension. Gap-level differences according to the number of hospital bed existed in only two categories. 6) The general causes of the gap were indicated to be 'Knowledge/ skill/ experience deficit', 'Limitation of rules and systems/ Inappropriate organizational environment' for most items, categories, and dimensions. The results of this study indicate that extensive competency developing strategies must be developed, because a gap was found in all items and categories. Specially, there is a need to concentrate attention on competencies in the group and organizational dimension which had a wider gap level. And it is important to take an individual approach according to the cause for each gap. In order to produce effective competency developing strategies, top managers must have sinsights into the importance of nursing staff development and nursing officer's efforts to develop themselves must be achieved. Further multi-dimensional(education, personnel-policy, nursing/ organizational environment) solutions to the gap must be developed and utilized.

• 한국비블리아학회지
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• 제25권2호
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• pp.59-76
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• 2014

본 연구의 목적은 공공도서관 노인 서비스 현황을 노인 이용자들과 사서들의 인식 조사를 통해 파악하고 이를 토대로 보다 나은 공공도서관 노인 서비스를 위한 실질적 제언을 하고자함에 있다. 노인 이용자와 사서들의 노인서비스에 대한 인식 조사를 위해 ALA 서비스 가이드라인을 활용한 인터뷰를 진행하였으며 인터뷰자료는 질적 분석방법으로 분석하였다. 분석결과 노인 이용자들은 다음과 같은 열 가지 사항이 노인 서비스 발전을 위해 필요하다고 생각하는 것으로 나타났다: 첫째, 노인 이용자를 위한 다양한 맞춤형 평생교육 프로그램, 둘째, 평생교육 프로그램 강사진의 우수한 자질과 이의 유지를 위한 정기적인 평가, 셋째, 다양하고 새로운 정보자원의 제공, 넷째, 도서관 서비스 및 프로그램에 대한 적극적 홍보, 다섯째, 도서관 직원의 친절한 태도 및 전문성 유지, 여섯째, 정기적인 도서관 직원 교육, 일곱째, 노인 이용자의 도서관 이용 편의와 활성화를 위한 이용자 교육, 여덟째, 노인 이용자를 위한 맞춤형 자료, 시설 및 설비, 아홉째, 여가 시간 활용을 위한 공간으로서의 도서관의 역할, 열 번째, 노인 이용자를 위한 편리한 맞춤형 도서관 서비스. 이에 덧붙여 도서관 사서들은 다음의 네 가지 사항이 노인 서비스 발전을 위해 필요하다고 생각하는 것으로 나타났다: 첫째, 노인 이용자를 위한 맞춤식 서비스와 프로그램, 둘째, 노인 이용자를 위한 장서, 시설 및 설비, 셋째, 노인 서비스를 위한 예산 확보, 넷째, 노인 서비스를 전담할 수 있는 전문 인력. 두 집단 모두 노인이용자를 위한 맞춤 서비스, 프로그램, 장서, 시설, 설비가 필요하며 노인 서비스 전문 사서와 이들을 위한 정기적인 교육이 노인 서비스 발전을 위해 필수적이라고 생각하는 것으로 나타났다.

• 복식문화연구
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• 제20권1호
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• pp.18-35
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• 2012

The purpose of this study is to offer a holistic description of the role demanded of costume designers to provide qualitative improvement of costume designs for small- and medium-sized musicals. The study accomplishes this by analyzing the relationship between the play and costume design in musicals and also by examining the process and environments in which costumes of small-sized theater companies' original musicals are produced. The methods of study are empirical research of literature related to dress, stage art, and culture & arts from both domestic and foreign publications; research of visual materials related to plays; and production and analysis of theatrical performances in which the researcher has participated as a costume designer. The results of the study are as follows. First, professionalism of the play and visual perfection of the work may be enhanced by costume designers actively participating in meetings with staff from each field of the play. Second, by taking advantage of the unique aspects of the work environment of small-sized theater companies' small- and medium-sized original musicals, such as harsh situations of regular and periodical meetings with all staff member, the designer may consider the director's intentions and concepts of the play, but should display more creative and autonomous design abilities. Third, because the costume designers of small- and medium-sized original musical plays are given a small budget and short production periods, the ability to systematically manage budget and production periods and the ability to flexibly handle unexpected incidents during the play is essential.

• 한국치위생학회지
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• 제18권3호
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• pp.311-321
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• 2018

Objectives: The purpose of this study was to provide basic data on the current status and ways to improve the dental hygiene society by investigating working conditions, working experience, dental institution types among some dental hygienists, and ways to improve the dental hygiene society. Methods: This study conducted an online survey to 450 graduates of the department of dental hygiene in colleges in Gyeonggi, Jeolla and Gangwon Provinces. This study got some help in securing the list of graduates from the heads of the departments. SPSS WIN 23.0 was used to analyze the data. Results: To questions on what is the most important thing in considering to apply for jobs, the highest proportion (39.1%) of respondents designated employee welfare, followed by improvement of clinical dental hygiene (34.0%), of welfare related contents (26.0%), and salary (19.5%). In the relationship between employee welfare and dental institution type and between employee welfare and work experience, employee welfare tend to rise with the increase of work years. In the relationship between the director and staff members, it was found that as work years accumulate, the relationship tends to decrease. The dental clinic with no more than five staff members showed the best relationship between the leader and co-workers, while employee welfare was the highest in the other types of clinics, and the differences were statistically significant. Conclusions: Dental hygienists need to make various efforts to improve their statuses as professionals. In order to secure a part of professionalism, it is necessary for them to make more efforts to realize the health-care professionals being promoted by the Dental Hygienists Association of Korea.

• 한국보육지원학회지
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• 제18권2호
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• pp.57-84
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• 2022

Objective: The purpose of this study is to examine the perceptions of early childhood educators about the role of middle managers in daycare centers. Methods: A survey was conducted with 254 educators including directors, middle managers, and teachers working at daycare centers located in Jeonbuk. An interview was then conducted with 18 educators working at six different centers. IPA for the survey and thematic analysis were performed for the interview contents. Results: The results show that all the participants perceived that communication among managers, daycare staff, and related organizations should be improved most urgently; in the interview, middle managers as a solver of the uncomfortable relationship between directors and teachers and as a linker between generations were emphasized. Also, the directors and middle managers recognized that the skills to have as middle managers needed to be improved most urgently, and the teachers recognized nothing needed to be improved urgently. Different emphasis for the need of supports for environment and systems was made in the interview by each position. Conclusion/Implications: The study discussed the necessity of the official position of middle managers in a daycare center to promote the professionalism of early childhood educators.

• The Journal of Asian Finance, Economics and Business
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• 제8권9호
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• pp.201-210
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• 2021

A bank's competitive advantage helps in enhancing its ability to maintain a competitive advantage in product consumption, expand the consumption market, and effectively use business factors to maximize economic growth. The research aims to investigate the impact of organizational culture on the sustainable competitive advantage of commercial banks in Vietnam. The study adopts a quantitative research method, through structural equation modeling analysis (SEM). A survey was conducted on 608 participants who are staff at commercial banks in Vietnam. Research results show that organizational culture has both a direct and indirect impact on sustainable competitive advantage through factors of social responsibility and knowledge sharing. Based on these findings, the study gives some recommendations to contribute to the creation, maintenance, and development of sustainable competitive advantages of commercial banks. The findings of this study have shown the importance and impact of organizational culture on many aspects of a bank's sustainable competitive advantage. These are meaningful contributions in both theory and practice to help banks gain more insight into human resources management. The study also raises an issue on the need to care about and develop an organizational culture to bring professionalism, initiative, and fairness in all activities of commercial banks.

• 한국치위생학회지
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• 제20권4호
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• pp.505-514
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• 2020

Objectives: Although dental hygienists are professional workers, their job retention is short. Therefore, in order to improve job retention, the relationship between professional identity and professional self-concept was analyzed. Methods: From January 1 to April 30, 2020, 155 dental hygienists were examined. For data analysis, multiple regression analysis was conducted to confirm the effects of professional identity and professional self-concept on job retention. Results: The dental hygienist's professional self-concept was significantly higher in the team manager than in the staff, but the professional identity was not significantly different. Dental hygienists' professional identity, professional self-concept, and job retention were all positively correlated (p<0.05). As a factor influencing dental hygienist's job retention, the self-concept of the profession had a significant effect, but the identity of the profession did not. Conclusions: Since the professional self-concept has a positive effect on maintaining the profession of dental hygienists, it is necessary to make efforts to improve the professional self-concept in order to increase the job retention.