• 대한간호
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• 제13권5호통권73호
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• pp.25-28
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• 1974

• 종양간호연구
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• 제3권1호
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• pp.24-44
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• 2003

The purposes of this study was to identify and propose the expected role of the oncology nurse specialist by embodying role theory to oncology nurse specialist. The subjects of this study were 149 persons in 14 hospitals, who were classified to 4 groups, oncology nurse specialists(ONS) group, head nurses and charge nurses(HN & CN) group in hemato-oncology ward, registered nurses(RN) group in hemato-oncology ward, and hematologists & oncologists(H&O) group. The questionnaire which was consisted of 89 items for role of oncology nurse specialist, was made by researcher with a field study and literature review about role of oncology nurse specialist and verified by matrix delphi technique about content validity and construct validity. The data were collected from October 22, 2002 to November 5, 2002. All 4 groups proposed that ONS should perform an expert practitioner role first of all. But ONS group, RN group and H&O group proposed orderly expert practitioner, educator, researcher, consultant, and administrator & change agent, but HN & CN group did expert practitioner, educator, consultant, researcher, administrator & change agent. Expert practitioner had the most highest necessary degree in all groups and most highest performance degree in ONS group. That was consistent with results that all groups proposed role of expert practitioner at first. 4 items out of 20 items showed the meaningful differences between groups. For role of educator, oncology nurse specialist group proposed necessary degrees over 4.0 point out of 5.0 in all items. 4 items out of 18 items showed the meaningful differences between groups. For role of researcher, 3 nurses groups proposed a high necessary degree, but performance of ONS group was most lowest among 5 roles. 6 items out of 14 items showed the meaningful differences between groups. The role of consultant had high necessary degree in some items related to hematopoietic stem cell transplantation. 2 items out of 17 items showed the meaningful differences between groups. In nursing behaviors of administrator & change agent, those items about enacting principle, cost development and participation of professional academy had a high necessary degree. 4 items out of 18 items showed the meaningful differences between groups. Oncology nurse specialists group performed 5 roles orderly, expert practitioner, consultant, educator, administrator & change agent, researcher. This result was different from expected role of themselves as well as the other groups. There was a different necessary degree between role and embodied nursing behaviors of role. ONS group and RN group proposed orderly educator, researcher, administrator & change agent, expert practitioner, consultant, but the other groups did educator, expert practitioner, researcher, consultant, administrator & change agent. The expected standards of oncology nurse specialist in this study were usually master's degree, total career of 5-7 years, oncology career of 3-5 years and certification. But for the post, qualification and qualification institution, various opinions were suggested. In the conclusion, there was a different necessary degree between role and embodied nursing behaviors of role. All groups proposed expert practitioner at first in abstract role, but educator at first in embodied nursing behaviors of role. So we have to consider this difference carefully in the future research. ONS acted the role of expert practitioner first of all, but we should develope and expand the roles of researcher, and administrator & change agent. We should enact roles by role behaviors induced from mutual agreements in necessary degree and performance degree, and bargain the role behaviors that showed the meaningful differences between groups But, we should consider carefully which group's opinion we have to select. I suggested 36 items out of 89 items, in which ONS proposed necessary degree over 4.0 out of 5.0 and half of them performed as the nursing behaviors of oncology nurse specialist that did not induce role stress. For the future, We should role bargain the role with other groups based on these items.

• 대한간호
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• 제24권3호통권131호
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• pp.42-45
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• 1985

• 한국정밀공학회:학술대회논문집
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• 한국정밀공학회 2001년도 춘계학술대회 논문집
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• pp.393-397
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• 2001

This paper addresses an Intelligent Agent-based Open Architecture Cell Controller for Intelligent Manufacturing System(IMS). With an Intelligent Agent approach, the IMS will be a independent, autonomous, distributed system and achieve a adaptability to change of manufacturing environment. As the development methodology of Open Architecture Cell Controller, an object-oriented modeling technique is employed for building models associated with IMS operation, such as resource model, product model, and control model. Intelligent Agent-based Open Architecture Cell Controller consists of two kinds of dependant agents, that are the active agent and the coordinator agent. The Active agent is contributed to control components of IMS in real-time. The coordinator agent has great role in scheduling and planning of IMS. It communicates with other active agents to get information about status on system and generates the next optimal task through the making-decision logic and dispatch it to other active agent.

• 대한간호학회지
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• 제36권8호
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• pp.1340-1351
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• 2006

Purpose. To determine and compare the perception among nurses and doctors of the roles and tasks of critical care advanced practice nurses (APNs) in order to establish standardized and formally agreed role criteria for such critical care APNs. Method. This study measured and analyzed the necessity of each of the roles and tasks of critical care APNs, as perceived by nurses and doctors, through a survey of 121 participants: 71 nurses in 7 intensive care units (ICUs) at a general hospital in Seoul, and 50 doctors who used ICUs. Data collection utilized a questionnaire of 128 questions in the following fields: direct practice (79), leadership and change agent (17), consultation and collaboration (15), education and counseling (11), and research (6). Results. Both the nurses' and the doctors' groups confirmed the necessity of critical care APNs, with doctors who frequently used ICUs indicating a particularly strong need. As for the priority of each role of critical care APNs, the nurses considered direct practice to be the most critical, followed by education and counseling, research, consultation and collaboration, and leadership and change agent. The doctors also considered direct practice to be the most critical, followed by education and counseling, consultation and collaboration, research, and leadership and change agent. There was a statistically significant difference between how the two groups regarded all the roles, except for the consultation and collaboration roles. As for the necessity of each role of critical care APNs, the nurses considered research to be the most necessary, followed by education and counseling, consultation and collaboration, leadership and change agent, and direct practice. The doctors, on the other hand, considered education and counseling to be the most necessary, followed by research, consultation and collaboration, leadership and change agent, and direct practice. The responses of the two groups to all the roles, except for education and counseling roles, were significantly different. Conclusion. Nurses and doctors have different perceptions of the roles and tasks of critical care APNs. Thus, it is necessary for the combined nursing and medical fields to reach an official agreement on a set of criteria to standardize for the roles and tasks of critical care APNs.

• 한국인쇄학회지
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• 제16권1호
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• pp.25-38
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• 1998

The developing agent is the materials which first acts on silver grain and make it into metallic silver by reducing reaction. There are several types in developing agent, and according to Lumiere-Andresen principle, substitution product which has amino or hydroxyl group in benzen nucleus has a developing power, but all reduing substances are not in used. In the developing effect, not only the role of developing agent but also that of assistant materials are important. But in this work, we have studied effect, change by lith developing agent which require high contrast image. We made an developing experiment after having manufactured developing solution used hydroquinone and another developing agents like chlorohydroquinone, pyrocatechol and pyrogallol as developing agent. And we added that did in addition of diethanolamine and ascorbic acid, and then we examined the possibility of use.

• 농촌지도와개발
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• 제8권2호
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• pp.209-221
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• 2001

The nature of work which is changing has increased the importance of HRD within organization. Also, these changes are making HRD shift its paradigm : from the segregated, closed, operational & administrative, dependent, utilitarian view to the integrative, open, strategic & facilitative, interdependent, generative view. The shifts of the perspective on HRD cause HRD professionals rethink the purpose and definition of HRD, and the role & competency needed to HRD in 21st century. The findings which are drawn through literature review and researcher’s intuition based on a long field experience are as follows. First, The function of HRD has recently been much more important then that of the past. Second, There is no consensus over the conceptual identity of HRD. Nonetheless, it is apparent that the preferred activities of the HRD function is performance improvement. Third, It is too difficult that we should define clearly the role & competency of HRD because of diverse perspectives on them. But we find much evidence converging to support the fact that the role & competency of HRD should be extended from the sole focus on training & development to adding the additional role & competency of change agent, who includes planning, implementing, and managing change.

• 한국언어정보학회:학술대회논문집
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• 한국언어정보학회 2002년도 Language, Information, and Computation Proceedings of The 16th Pacific Asia Conference
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• pp.195-204
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• 2002

The purpose of this paper is to analyze the lexical-semantic structure of morphologically derived passive verbs in Korean based on Pustejovsky (1995)'s Generative Lexicon Theory (GL) and to explain the change of the root verb's lexical-semantic structure by means of passivization. Passivization in this paper is defined as the unaccusaztivization. In Argument Structure of derived passive verbs, the agent argument is deleted and the theme argument is realized as a syntactic subject. As for Event Structure, derived passives express left-headed event (achievement), whereas their roots denote right-headed event (accomplishment). In Qualia Structure, passive verbs and root ones have the same Fomal Role, but in Agentive Role of passive verbs, an act weakens to a process. Both Formal and Agentive Roles have the same theme argument.

• 한국산업보건학회지
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• 제29권3호
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• pp.298-309
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• 2019

Objectives: This study aimed to investigate stages of safety and health culture change through a reflection on 40 years of hearing conservation history at a multinational company. Methods: The target workplaces were multinational companies with more than 1,000 employees. The research used the clinical case study and system analysis methods based on direct observation of the research from 1994 to 2009. The latter method performed an analysis of the equilibrium state of the cross-section in the given period and the longitudinal profile of the change during the given period. Results: The stages of cultural change are divided into five stages and summarized as follows. In the first stage, workplace noise was not widely recognized as a hazard, while in the second stage, the measurement of noise levels and audiometric testing were conducted under the Korean Occupational Safety and Health Act (KOSHA). The driving force for change in the second stage was the amendment of the KOSHA. In the third stage, noise came to be recognized as a hazard factor through awareness training. The driving force of change during the third stage was the strong executive power exerted by the audit of the industrial hygiene program from the US head office. In the fourth step, there was a change to actually reduce noise. The driving force in this stage was a change in company executives' risk perception resulting from lawsuits over noise-induced hearing loss and the task force team activities for culture change based on the action learning protocol. At the fifth stage, a 'buy quiet policy' was institutionalized. The management's experience that noise reduction was difficult was the motivation to manage noise from the time of purchase of equipment. Conclusions: The activities of a hearing conservation program are determined by the improvement of the legal system and by the way it is enforced. Noise control activities to reduce noise areas may be possible through the shared risk perception of noise-induced hearing loss and by a change agent role as a facilitator to implement noise control.

• 한국인쇄학회지
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• 제16권1호
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• pp.55-67
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• 1998

현재, 디지털 하드카피에 있어서 색변환방법으로 신경망에 의한 비선형변환 방법은 많은 연구가 되어지고 있으며, 색변환 시스템으로서의 유용성이 확인되고 있다. 그러나, 학습용 패치의 제작시 여러 가지 프린트 왜곡에 의해서 톤 재현의 범위가 좁아지게 되고, 전체적으로 불균일한 학습용 패치가 얻어지게 된다. 그러므로 신경망 학습의 허용오차 범위가 줄어들게 되러 CIEL*a*b 에서 CMYK로의 정확한 색변환이 어렵게 되고, 재현된 결과물이 원고 화상과 큰 색차를 가지게 된다. 본 논문에서는 이러한 문제점들을 해결하시 위해 시지각성특성에 기반을 둔 프린터의 톤 재현 범위 확장법을 이용하여 신경망의 학습용 패치를 제작하여 CIEL*a*b 에서 CMYK로의 비성형 색변환 방법을 제안하고, 제안한 방법의 유용성을 확인하고자 하였다.