• 가족자원경영과 정책
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• 제12권2호
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• pp.15-30
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• 2008

According to the research taken by the National Statistical Office, the fertility rate of a Korean fertile female is 1.17. This figure is the lowest in the world, and the reduction in the fertility rate over the last 30 years was the biggest in the world. It can be seen as a warning alarm about the effects of a low birth rate and a silver society. Assuming that there are several factors involved in this phenomenon, this study inquired into the attitude towards children, attitude towards nourishing children, attitude towards sex roles and the harmony between the jobs and families of married females, and examined the factors that influence the willingness to give birth. Final 581 copies of the survey questionnaire were used for analysis and the collected data were analysed by SPSS, Pearson's correlation analysis, t-test, ANOVA, and Duncan's Multiple Range Test. Three main conclusions were reached: Firstly, the value variables, such as sex-role attitudes and the preference for work or home, affect the willingness to give birth. Therefore, it can be said that one's values have a significant effect on these variables and the willingness to give birth. Secondly, both working morns and housewives have a strong tendency to give a birth if they are supported on child rearing. Finally, the employment of the married women itself can be a variable that can affect childbirth. In other words, the working hours affect employed married women so as sex-role attitudes, the preference between work and home, ideal number of children, and the income to housewives. Also, even in whole married women, the employment itself can be a major factor of the willingness to have a baby. Therefore, unemployed married women have more of a tendency to have children than employed married women.

• 임상간호연구
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• 제26권2호
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• pp.217-231
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• 2020

Purpose: To identify the clinical role of Advanced Practice Nurses (APN), and evaluate how other medical personnel perceive their work(difficulty, importance). Methods: A questionnaire survey was performed with 277 health care providers (APN 52, nurses 88, and medical doctors 137 [professors 51, fellows 44, & residents 42]) in a single, tertiary hospital. The questionnaire was categorized into 6 domains (total 40 tasks): 6 tasks on identifying health issues (A); 3 tasks on prescribing and conducting diagnostic tests (D); 18 tasks on disease treatment (T); 4 tasks regarding prescribing medicine (M); 3 tasks regarding medical collaboration (C); 6 tasks regarding patient education (E). The survey measured the frequency, difficulty, and importance of APN's clinical tasks, and evaluated the willingness of authorizing clinical tasks to APN. Results: The most frequent tasks for APN were A domain, lowest were T domain. The scores for perceived job difficulty were lower than those for job importance in all groups. The proportion of willingness to legally delegate clinical practices to APN was higher in A and E domains, but lower in D and T domains. However, professors, who spent the most time with APN, showed a higher willingness to legally delegate clinical practice. The participants favored medical doctors as substitutes for tasks which were not legislated for delegated job performance. Conclusion: In this study identified clinical roles that medical doctors considered possible for legal delegation to APN were identified. The results can be used as evidence for the legalization of the practice of APN.

• 한국직업건강간호학회지
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• 제23권4호
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• pp.254-261
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• 2014

Purpose: The purpose of this study was to investigate the degree of performance of TB control manpower in Korea and to identify the affecting factors associated with it. Methods: This study employed a quantitative observational with cross-sectional design and the subjects were consisted of 189 TB (Tuberculosis) control manpower who were working in both community health centers and private hospitals. Variables included in this study were demographic, social, work-related characteristics, aqhnd self-efficacy. A reliability of the instrument for the performance was Cronbach's ${\alpha}$=.91. Data were analyzed by t-test, ANOVA and multiple regression using SPSS (19th version). Results: The mean value of the degree of work-related performance of TB control manpower was $4.4{\pm}0.49$9 and it was higher than those of general nurses working in any other health care departments. The mean differences in the degree of work-related performance were in self-efficacy, workplace, the number of full charge manpower in TB, the number of participation in in-depth education, and the willingness to job maintenance. In multiple regression analysis, factors associated with TB control manpower' work-related performance were self-efficacy (${\beta}$=.164, p=.025), workplace (${\beta}$=-.186, p=.023), the number of participation in in-depth education(${\beta}$=.339, p<.002), and the willingness to job maintenance (${\beta}$=-.157, p=.036). Conclusion: Results of this study showed that work-related performances of manpower working in private hospital were higher than those of manpower in public health centers. So, it is necessary to enhance nation's active intervention to improve effectiveness and reduction of risk factors in TB policy.

• 대한가정학회지
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• 제38권9호
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• pp.143-157
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• 2000

The purpose of this study was to show the possibility of labor mobility among married women by analysing some variables to have effects on their employment status and willingness to move in the labo market, namely, whether they would willingly enter into/come out the labor market. The personal collecting data were used and one discirminant function and two probit models were employed to analyse the efficients to the independent variables. The resets of this study were as follows. The very discriminant variables to have significant effects on the employment status of married women were the age of the youngest and the number of children. The willingness to enter into the labor market of unemployed married women was high in contrast as the willingness to keep the job was high among employed married women. The subjective perception on their own health, children related variables, and financial variable were very significant to predict the possiblities to move in the labor market among married women. It was remarkable that the psychological variables, which were related with the attitudes toward the occupation of house wife and employment of married women, were also important. These results showed that first of all, the decision of whether they enter into or come out in the labor market among married women is largely on the basis of the household situation not on the personal capacities of married women themselves.

• 정보보호학회논문지
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• 제26권5호
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• pp.1243-1250
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• 2016

본 논문은 조직내에서 나타나는 상사의 비인격적 감독이 종업원들이 정보보안 정책을 준수하려는 의도에 미치는 영향을 규명하고자 하였다. 또한 이러한 영향 관계를 종업원들이 인식하는 조직공정성이 조절하는 효과도 규명하고자 하였다. 분석한 결과, 비인격적 감독은 조직 내의 정서적 사회적 유대감을 낮추고, 조직원들이 조직의 정보보안정책을 준수하려는 의도에 부정적인 영향을 끼치고 있으며 조직공정성은 비인격적 감독과 보안정책 준수의도 사이의 부정적 관계를 완화시키는 것으로 나타났다. 특히 분배공정성이 높을수록 부정적 관계가 완화되는 것으로 나타났다.

• 기본간호학회지
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• 제8권2호
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• pp.147-159
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• 2001

Purpose: The purpose of this study was to analyze changes in the work patterns of nurses working in tertiary hospitals in Seoul, Korea Method: Structured self-administered questionnaires were sent to the nursing department of each hospital, and distributed to nurses. The questionnaires were designed to identity changes in work patterns, frequency of contact inside & between departments, and interpersonal relationship inside & between departments. And also variables for analysis included the followings ; acknowledgement of convenience, information applicability, willingness to participate in, and job satisfaction after implementation of a Hospital Information System. A total of 249 nurses from 13 hospitals replied. Results: Changes in direct nursing time showed the most improvement and the frequency of contact was decreased while interpersonal relationships among coworkers was improved. As most nurses expressed a positive opinion of the HIS including its convenience, and information applicability, their willingness to participate in it and job satisfaction, it can be concluded that the implementation of the HIS has resulted in positive influences in the work patterns of clinical nurses.

• 벤처창업연구
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• 제11권2호
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• pp.157-165
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• 2016

이 논문은 미시(微視)기반레벨에서 (at Micro-Foundations level) PBR(등급에 의한 가격책정)도구를 개발하여 PBR이 어느 상황에서든 가격책정(Pricing)의 기준과 비즈니스모델평가에 대한 일반적인 기준으로 사용될 수 있음을 주장하고 있다. 본 논문은 우선 구매력과 지불/구매의향 (Willingness to Pay/Purchase: WTP)을 동시에 지니고 있는 현시니즈(Explicit Needs)로부터 WTP모델을 유도하여 WTP수준과 WTS(willingness to supply/sell: 공급/판매의향) 수준간의 간격에 대한 서열척도(ordinal scale)를 취하여 PBR방법을 개발하였다. 구체적으로 고객이 기대하는 이상적 마케팅믹스인 최선의 SPEC (Solution, Price Indicator by WTP, Encouragement, Channel)과 기업이 제공하는 실제 마케팅믹스 (Marketing Mix) 4P에 대하여 우선 각 구성요소 마다마다를 상호 개별적으로 비교할 뿐만 아니라 전체를 하나로 인식하여 상호 비교함으로써 PBR방법을 개발한 후 이를 적용한 몇 가지 예시를 통해서 PBR방법이 실제로 비즈니스모델을 평가하는데 사용될 수 있음을 보여 준다. 결론적으로 본 논문은 어떤 상황에서든 PBR이 가격책정과 비즈니스모델의 평가도구로서 유용하게 사용될 수 있다고 주장한다.

• 유통과학연구
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• 제20권1호
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• pp.41-53
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• 2022

Purpose: This study has three main purposes: first, to examine the effect of transactional leadership on knowledge sharing and innovative work behavior. Second, to examine the effect of knowledge sharing on innovative work behavior. Third, to examine the mediating role of knowledge sharing in the relationship between transactional leadership and innovative work behavior. Research design, data and methodology: The quantitative method is considered appropriate for this study, and a questionnaire is used to collect data from a total of 107 employees who participated in the study. The SmartPLS-SEM version 3.0 is used to analyze data. Results: The results reveal that transactional leadership has a positive and significant effect on knowledge sharing. However, transactional leadership directly has no significant effect on innovative work behavior. In addition, knowledge sharing positively and significantly affects innovative work behavior. This finding demonstrates that knowledge sharing becomes an essential mediator of transactional leadership and innovative work behavior in distribution market. Conclusions: This study makes a novel contribution by unboxing the limited understanding of the effect of transactional leadership on innovative work behavior mediated by knowledge sharing in the lens of social exchange theory. Also, this study highlights that transactional leader develops bonding and willingness among employees to share their knowledge to foster innovative work behavior.

• Child Health Nursing Research
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• 제23권1호
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• pp.28-36
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• 2017

Purpose: This paper is a report on the concept analysis of family-centered care for hospitalized children. Methods: The concept analysis approach of Walker and Avant was used. A search of multidisciplinary literature published between 1960 and 2016 was undertaken using the keyword 'family centered care' or 'family centered nursing' combined with hospitalized children. Attributes, antecedents, and consequences were inductively derived from the citations analyzed (n=19). Results: The attributes of family-centered care included (1) family respect, (2) collaboration, (3) family support, and (4) information sharing. These attributes are influenced by the 'willingness of family to participate', 'competency and willingness of staff,' and 'institution policy and system.' Additionally, family-centered care does significantly impact 'the health of the children', 'family empowerment' and 'work satisfaction and self-confidence of staff'. Conclusion: Family-centered care of hospitalized children as defined by the result of this study will contribute to the theoretical foundation for application in pediatric nursing practice.

• 한국컴퓨터정보학회논문지
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• 제26권5호
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• pp.87-93
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• 2021

본 연구는 치과위생사의 여가활용 의지와 직무만족과의 관계를 파악하고 여가활용 의지에 대한 기회의 확대 필요성을 제시하고자 실시하였으며 직무만족 정도는 3.84점이며 여가활용의 의지는 공동체와 교류를 우선하는 것으로 분석되었다. 직무만족, 이직의도 및 여가활용 의지에 대한 상관관계 분석결과 세 항목 모두 강력한 상관관계를 보이며 직무만족이 높으면 여가활용 의지가 높고 이직의도가 낮으며 여가활용 의지가 높으면 직무만족이 높고 이직의도가 낮은 것으로 분석되었다. 직무만족도를 높일 수 있는 방안 수립을 위하여 회귀분석을 실시한 결과 이직의도(β=-0.551), 여가활용(β=0.368), 건강상태(β=0.139), 현재 직장에서의 근무년수(β=0.069), 하루 동안 병원에 방문하는 환자수(β=-0.056) 순으로 영향을 미치는 것으로 분석되어 이직의도를 낮추고 여가활용 기회의 확대 및 개인의 건강상태와 현재 근무하는 직장의 근무년수를 고려하고 하루 동안 병원을 방문하는 환자수를 고려하여 치과위생사가 처리하는 건수를 적절히 조절하는 등의 방법을 통하여 최적의 근무환경을 제공할 수 있는 방안을 수립 할 필요가 있을 것으로 판단된다.