• 한국콘텐츠학회논문지
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• 제7권11호
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• pp.34-42
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• 2007

본 논문에서는 휴대폰 카메라에서 촬영한 악보 영상에서 오선을 검출하고 삭제하는 방법을 제안한다. 오선 검출 및 삭제는 악보 영상을 인식하기 위한 전처리 기술로서, 기울어짐이나 휘어짐과 같은 왜곡에 손상된 영상에도 효과적으로 적용할 수 있어야 한다. 제안 방법은 기울어짐이나 휘어짐의 정도에 따라 보표를 분할하여 오선을 검출한다. 보표의 분할 개수는 분할 위치에서 좌표값의 차이에 대한 평균값이 임계값 이하가 될 때까지 반복하여 계산한다. 따라서, 분할 개수는 기울어짐의 정도에 따라 적응적으로 추정될 수 있다. 실험을 위해, 휴대폰 카메라로 촬영한 임의 악보 영상을 $1^{\circ}{\sim}3^{\circ}$로 기울어거나 강 약의 휘어짐을 주어 여러 가지 영상을 구성하였다. 실험 결과, 제안 방법이 실험 영상에 대해 정확한 오선 검출 및 삭제가 가능함을 보였다.

• Journal of Community Nutrition
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• 제7권3호
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• pp.135-140
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• 2005

This study was conducted to evaluate the health status of staff by medical examination data according to the work classification as professional, office worker and laborer in K University in Seoul, Korea. Two thousand four hundred and eighty-four staff (men : 1154, female: 1330) from the university were studied for this report. The anthropometric (height, weight and BMI) and blood pressure (systolic, diastolic) and biochemical parameters (hemoglobin, glucose, cholesterol, AST, ALT) were measured. All groups were calculated using GLM multivariate analysis for three groups after adjustment for age. The average BMI was significantly higher in laborers than professionals and officers after adjustment for age. In blood pressure, especially in SBP, the significant difference was found in females according to the job classification. Blood glucose levels of female laborers were significantly higher than those of officers and professionals. The level of blood total cholesterol of male professionals was significantly higher than those of laborers. The level of blood total cholesterol of female laborers was significantly higher than officers or professionals. Importantly, significant differences were found in BMI, SBP, blood glucose level and cholesterol level of female staff after adjustment for age. These results showed that there were differences in health subjects of staff according to the work classification. This study would provide basic data to prepare the program of health promotion for the college staff according to work classification. Further research is required to discover factors influencing health promotion of staff in colleges.

• 한국문헌정보학회지
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• 제22권
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• pp.29-82
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• 1992

The goal of the public library as perceived by its staff has asignificant influence on establishing, implementing and restructuring the objectives of the public library. Therefore, it is necessary to analyze the nature of staff's perception of the goal. The goals of the library are divided into 'actual goal' and 'preferred goal' according to the level of goals, and into 'aoutput goal' a and 'asupport goal'a according to the areas of goals. This study aims at clarifying the relationship among various goals of the public library. On the basis of staff's perception, personal characteristics of individual staff and their effects on the goal can be analyzed. For the purpose of the research, the author took a sample from the 238 public libraries in Korea and tested a few hypotheses extracted from the questionnaires. A statistical software package called SYSTAT was used to process the data. The result of the study can be summarized as follows: 1. Staff members of the public libraries tend to place a higher priority on support goal with instrumental value over output goal, the terminal value of the public library. This is tantamount to a displacement of goals. 2. Personal characteristics such as the age and the length of work experience appear to influence their present perception of actual goal at large. On the other hand, the formal qualification as librarian and special features regarding the job hierarchy seem to affect the areas of support goal within the actual goal. 3. Perception of preferred goal is affected mainly by formal qualification as librarian among their personal characteristics. 4. There is a significant difference between the staff's perception of actual and preferred goals in the large. Goal discrepancy which indicates the expectation of change and the degree of conflict in goals is very large as well.

• 한국콘텐츠학회논문지
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• 제19권10호
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• pp.630-640
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• 2019

최근 일련의 사건은 대중문화예술 산업에 종사하는 스태프에 대한 부실한 작업 안전 문제에 대해 다시 논의할 수 있는 계기가 되었다. 우리나라에서는 그동안 대중문화예술제작물스태프의 문제에 대해 표준계약서를 통한 해결을 주된 정책의 한 방법으로 추진하고 있었다. 그럼에도 불구하고 기존의 표준계약서가 스태프의 작업 안전 문제에 대해서 시장의 특성 및 요구 등을 적절히 반영하지 못하고 있다 보니 마련된 표준계약서를 현실에서 활용하고자 하더라도 실질적인 효과를 얻는데 큰 한계가 발생한다. 이에 본 연구에서는 표준계약을 통한 계약당사자 간 의무 규율 사항을 개선함으로써 스태프의 작업 안전에 대한 유의미한 효과를 얻고자 하였다. 이를 위해 안전사고의 주요 원인과 계약 사례 등을 고려하여 계약항목의 구성을 최적 작업역량 유지를 위한 부정적 요인의 제거, 스태프 개인의 주의 해태(懈怠) 원인의 제거, 외부요인에 의한 주의 해태 원인 제거로 설정하고, 이들 각 상위 구성요소에서 각각 다루어야 할 구체적인 계약사항을 제시하였다.

• 융합정보논문지
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• 제11권12호
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• pp.127-137
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• 2021

본 연구의 목적은 보육교직원의 돌봄노동에 대한 Axel Honneth의 인정이론 관점, 헌법, 영유아보육법, 국가인권위원회법의 고찰을 통해 보육교직원의 사회적 인정 당위성을 규명하는 것이다. 연구결과 첫째, 보육교직원의 열악한 근무환경을 확인하였다. 보육교직원의 근무환경 개선을 위한 보육정책의 지속적인 개입에도 불구하고 여전히 저임금, 휴게시간 보장 등의 열악한 근무환경을 확인하였다. 둘째, 보육교직원의 인권침해를 확인하였다. 보육기관의 아동학대 예방을 위해 설치한 CCTV설치는 보육교직원의 인권훼손 뿐만 아니라 24시간 감시받는 보육교직원의 심리적 압박감을 초래하는 요인으로 확인되었다. CCTV 의무 설치는 보육서비스 질을 저하시키는 메카니즘으로 효과적인 개입의 필요성을 시사하였다. 셋째, 본 연구는 영유아 돌봄에 대한 적절한 업적평가를 위한 현행법 개정 및 보완을 통해 보육교직원의 사회적 인정 당위성을 제시하였다는 연구의 의의를 갖는다.

• 한국산업보건학회지
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• 제29권1호
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• pp.82-97
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• 2019

Objective: In this study, in order to investigate the relationship between leadership type and job satisfaction, the types of leadership in medical institutions are divided into transformational leadership, servant leadership and authentic leadership. In addition medical staff and non-medical staff are classified according to their job characteristics, and middle managers and operators are classified according to position. Methods: For this purpose, 589 questionnaires were applied to the medical institutions in Seoul and Gyunggi-do, and empirically analyzed with multiple regression. Results: The results of this study are first, among gender, medical or non-medical staff, position and career experience, men, non-medical staffs, and middle managers showed higher leadership, job engagement, and job satisfaction. Second, servant leadership and authentic leadership have significant positive relationships with job engagement. In the case of medical staff, only servant leadership has a positive effect on job engagement, while in the case of non-medical staff, both servant leadership and authentic leadership have significant influence on job engagement. Job satisfaction was found to have a statistically significant effect of servant leadership and authentic leadership in medical staff and non-medical staff. Third, in the case of middle managers, servant leadership showed a statistically significant effect only on job satisfaction, while servant leadership and authentic leadership had statistically significant effects on job engagement and job satisfaction of operators. Conclusions: This study suggests the possibility and applicability of authentic leadership in addition to transformational leadership and servant leadership in hospital organizations. Also, by identifying differences in the effects on organizational effectiveness, it is also suggested the need for research on identifying leadership factors that reflect strictly distinctive job characteristics.

• Journal of Hospice and Palliative Care
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• 제24권2호
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• pp.130-134
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• 2021

In the era of coronavirus disease 2019 (COVID-19), social distancing and strict visitation policies at hospitals have made it difficult for medical staff to provide high-quality end-of-life (EOL) care to dying patients and their families. There are various issues related to EOL care, including psychological problems of patients and their families, difficulties in EOL decision-making, the complicated grief of the bereaved family, moral distress, and exhaustion of medical staff. In relation to these issues, we aimed to discuss practical considerations in providing high-quality EOL care in the COVID-19 pandemic. First, medical staff should discuss advance care planning as early as possible and use the parallel planning strategy. Second, medical staff should play a role in facilitating patient-family communication. Third, medical staff should actively and proactively evaluate and alleviate dying patients' symptoms using non-verbal communication. Lastly, medical staff should provide care for family members of the dying patient, who may be particularly vulnerable to post-bereavement problems in the COVID-19 era. Establishing a system of screening high-risk individuals for complicated grief and connecting them to bereavement support services might be considered. Despite the challenging and limited environment, providing EOL care is essential for patients to die with dignity in peace and for the remaining family to return to life after the loved one's death. Efforts considering the practical issues faced by all medical staff and healthcare institutions caring for dying patients should be made.

• 사회복지연구
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• 제43권2호
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• pp.113-139
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• 2012

본 연구는 지역자활센터의 성과평가에 대한 실무자의 인식 차이를 알아보는 연구로, 구체적으로는 성과평가 기준, 평가 절차, 평가 시행, 평가 결과에 대한 보상, 평가 결과의 환류 각각에 있어 팀장급 이상의 실무자와 일반 실무자 간 차이가 있는지 살펴보는 데 연구의 목적이 있다. 이를 위해 2010년 9월 6일부터 9월 30일까지 전국 15개 지부의 지역자활센터에 근무하는 실무자를 대상으로 우편 설문조사를 실시하였고, 배포된 672부의 설문지 중 회수된 439부 가운데, 432부를 최종 잠재평균분석에 반영하였다. 본 연구의 주요 결과는 다음과 같다. 첫째, 지역자활센터의 실무자들은 참여적 성과평가 시행이라는 측면에 있어서는 비교적 긍정적으로 인식하고 있으나, 성과평가에 대한 환류 측면에 있어서는 다소 부정적으로 인식하고 있음을 알 수 있었다. 둘째, 팀장급 이상의 실무자들은 일반 실무자들에 비해 성과평가의 기준, 평가 결과에 대한 보상에 대해 보다 부정적으로 인식하고 있음을 알 수 있었다. 이상의 결과를 바탕으로 지역자활센터의 성과평가제도와 관련한 시사점을 도출하였다.

• 항공산업연구
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• 통권35호
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• pp.61-110
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• 1995

• 대한간호학회지
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• 제22권4호
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• pp.589-603
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• 1992

This study investigated a process to estimate the need for nursing staff on the basis of a patient elassification system and the required care needs and activities. The investigation was carried out in the following four steps. Step 1. Patients were classified according to the amount of nursing care need on each shift as class I (mildly ill), class II (mederately ill), class III (acutely ill), and class IV (critically ill). Step 2. Measurement of the direct nursing care hours needed for each patient class, and measurement of indirect nursing care hourse and personal time of the nursing staff. Step 3. Calculation of he total nursing workload in a nursing unit. Step 4. Estimation of the nursing staff needed. The investigation was carried out from July 17th to 30th, during 24hours every other day. The subjects were the patients and the nursing staff on two units of Seoul National University Hospital, Korea. Some of the results from the investigation are as follows : 1) Distribution of patient classification On the neuro surgical (N.S.), the distribution was class I, 22 patient, 3, class II, 27 patients, class III, 26 patients, and class IV, 25 patients, For the orthopedic surgical unit(0.5.), it was class I, 43 patients, class II, 43 patients, class III, patients, and class IV, 3 patients. 2) Direct nursing care hours per day On the N.S. unit, 3.2 hours of direct nursing care were needed for class I, 3.9 hours for class II, 5.1 hours of class III, and 6.2 hours for class IV patients, while 2.0 hours for class I, 2.5 hours for class II, 3.5 hours for class III, 5.0 hours class IV patients were needed on the 0.5. units. 3) Analysis of direct nursing care activities Activities were classified into assessment and observation(47%), medication(38.7%), communiontion(5.1%), exercise(2.4%), elimination and irrigation(1.3%), treatmemt(1.1%), hygiene(0.8%), nutrition(0.8%), and hot and cold compress(0.1%). 4) Average hours of indirect nursing care per day. On the N.S. unit 4.2 hours, and on the O.S. unit, 3.5 hours of RN indirect care was needed. 5) The average personal time used by the of nursing staff was 17 minutes for both RNs and nursing assistants in the N.S. unit, and 32 minutes for both RNs and nursing assistants in the O.S. unit. 6) Estimation of nursing staff needed on two specialized units of a university hospital For the N.S. nursing unit of 43 beds, 31 nursing staff would be indicated. For the 0.5. nursing unit of the same number of beds, 19 nursing staff would be indicated.