• 한국병원경영학회지
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• 제25권1호
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• pp.58-72
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• 2020

Purposes: This study aims to investigate the determinants of change-oriented organizational citizenship behavior(CO-OCB) of hospital employees and test the mediating effect of the job satisfaction and organizational commitment on the CO-OCB. Methods: Data were collected from the self-administered questionnaire survey for hospital employees of ten hospitals located in five regions, including Seoul. Out of 1,100 questionnaires which were distributed through the administrative routes, a total of 617 copies were returned(response rate 56.1%) and analyzed by frequency analysis, t-tests, correlation analysis, multiple regression, and path analysis using SPSS 21.0 and AMOS 21.0. Findings: The study results revealed that the explanatory power(56.4%) of the model was most significantly increased by the variables of psychological attributes(R²-change 33,5%). Also, the variables of self-efficacy, followed by hope, the organizational climate for innovation, the psychological safety climate, team-member exchange, and leader-member exchange were found to have positive total effects on CO-OCB, through the mediating variables of job satisfaction and organizational commitment. Practical Implications: The study results imply that, in order to improve the CO-OCB of hospital employees, the administrators have to take the integrated approach considering the various domains of factors including the psychological attributes, job characteristics, interpersonal relations, and organizational climate simultaneously.

• 보건의료산업학회지
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• 제10권3호
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• pp.27-37
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• 2016

Objectives : This study was conducted to test the influence of job stress and calling on the organizational commitment of clinical nurses. Methods : 220 clinical nurses at two university hospitals in Busan were recruited. They were asked to complete a questionnaire, and 192 data sets were included in the statistical analysis. Results : The mean score of the clinical nurses' organizational commitment was 4.0. All subdomains of job stress and calling were found to have correlations with organizational commitment. The organizational system (t=-6.099, p<.001), lack of reward (t=-3.990, p<.001), purpose/meaningfulness (t=3.624, p<.001), and occupational climate (t=-3.581, p<.001) were revealed to have influences on the organizational commitment. The model was statistically significant, explaining 52.2% of the variance (F=47.808, p<.001). Conclusions : To help clinical nurses become committed to their organizations, administrators need to build fair and rational organizational systems, strengthen various types of rewards, and help nurses reconcile nursing and the meaning of their lives. In addition, every nurse should endeavor to change the nursing organizational climate which is based on vertical collectivism, to a rational climate.

• 한국컴퓨터정보학회논문지
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• 제19권12호
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• pp.319-328
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• 2014

지구 기후 변화 정책에 대한 논쟁의 대부분은 그들의 정치적 호소에 대한 초점을 맞추고 있지만, 이 논문은 계약의 약속이 보다 효율적임을 제기한다. 이 목표에 부합하는 기후 정책은 상당한 배출 감축을 목표로 한다. 이러한 시나리오가 지구 평균 기온의 증가를 제한한다. 21세기 중반까지 2010에 비해 40~70%에 의해 세계 온실 가스 배출량을 낮추겠다는 의미이며, 대기로부터 이산화탄소를 제거할 수 있다는 결론에 이른다. 이 논문은 환경과 개발(UNCED)에 관한 유엔 회의 자료를 분석하여 이러한 비교를 제공한다. 분석내용은 결론적으로 각 나라들이 협정에서 제시한대로 배출오염 물질을 줄이는데 이행하고 지구 온난화의 지속적인 발전방안이 요구되는 협력체계가 중요하다는 것을 확인하였다.

• 환경정책연구
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• 제11권3호
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• pp.149-170
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• 2012

2011년 12월 12일 남아프리카 공화국 더반에서 열린 제17차 유엔기후협약 당사국 총회가 예정보다 36시간 연장 협상 끝에 더반 플랫폼을 채택하며 폐막했다. 더반 총회는 예상과 다르게 교토의정서 연장에 합의하고 2020년부터 모든 국가가 참여하는 감축 체제 협상 출범에 합의하는 성과를 거두었다. 교토의정서의 연장과 2020년 이후 전지구적인 기후체제 출범 합의라는 성과에도 불구하고 성공적인 기후체제의 안착을 위해서는 앞으로 풀어야 할 숙제가 많다. 총회 이전부터 일부 감축 의무국들은 교토의정서 제2차 감축기간에 참여하지 않겠다고 공표하여 교토의정서 연장의 실효성을 반감시켰으며, 협상당사국들은 새로운 협약 하의 국가별 감축목표, 목표 이행의 법적 구속력 여부 등 다양한 의제를 두고 첨예하게 대립하고 있기 때문이다. 이러한 불확실한 국제 정세 속에 한국은 교토의정서 연장으로 인해 당분간 감축의무를 면제받았다는 것에 안도하지 말고 장기적인 관점에서 국내 기후변화대응정책을 재정비해야 할 것이다. 장기적인 석유 의존도를 줄이는 저탄소 경제로의 이행을 위해 기후변화대응정책의 필요성에 대한 범국민적 공감대 형성을 위해 노력하고, 국제경쟁력 제고를 위해 비용효과적인 감축정책 마련을 위해 고민하며, 국제협상에서는 전지구적인 참여를 독려하기 위해 국가 간 신뢰 형성에 일조해야 할 것이다.

• 한국철도학회:학술대회논문집
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• 한국철도학회 2010년도 춘계학술대회 논문집
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• pp.2058-2063
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• 2010

United Nations Framework Convention on Climate Change(UNFCCC) is one of the international environmental convention with the goal of stabilizing Greenhouse Gas(GHG) concent in the atmosphere and preventing potentially dangerous change in the earth's climate. The purpose of this convention is to reduce fossil fuel consumption and to prevent GHG emission. The Republic of Korea was one of the Annex-II parties submitted its national communication to the UNFCCC. As a developing county, there is no GHG emission reduction commitments made by South Korea during first commitment period(2008~2012). On the contrary, South Korea' status as an OECD member, joining in 1996, ranks 6th in GHG emission. Furthermore the rate of increase of GHG is first among OECD countries in year 2005. As a result, Korea will probably be incorporated into Annex-I in second commitment period (after 2013). So, Korea government established and announced Voluntary GHG Reduction scheme to reduce emissions of 4%(accounting for 30% reduction base on Business As Usual) from the 2005 level by the year 2020 for mitigation of reduction duty impact. In specific case of Korea, transportation section occupied almost 21% of total energy consumption and nearly 17% of total GHG emission at 2005, so systematic emission management is required. To do so, in this research, we focus on systematic way of GHG management system to handle GHG reduction duties in Railroad section.

• 기본간호학회지
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• 제19권4호
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• pp.453-462
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• 2012

Purpose: The purpose of this study was to examine the impact of job satisfaction and organizational commitment on patient safety management activities of nurses. Methods: A cross-sectional design was adopted. The sample included 307 nurses working in three tertiary university hospitals. Data were collected during November and December, 2012, with a response rate of 93%. A 40-item patient safety management activities scale was used to measure patient safety activities. Job satisfaction and organizational commitment were also measured with established instruments and included general characteristics. Data were analyzed with PASW 18.0 program. Results: The mean score for patient safety management activities was 3.98 out of 5. Stepwise multiple linear regression indicated that organizational commitment (${\beta}$=.20, p<.001) and job satisfaction (${\beta}$=.18, p=.013) respectively predicted patient safety management activities. Especially, the addition of organizational commitment as the strongest predictor of patient safety management activities increased the associated explained variance ($R^2$ change=.11, p<.001). Conclusion: It is important for managers to create an organizational climate that promotes the organizational commitment and job satisfaction of nurses. Future studies are encouraged to replicate the findings and also to better understand patient safety management activities and personal emotional stability.

• Safety and Health at Work
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• 제15권3호
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• pp.292-299
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• 2024

Background: The aim of this research is to analyze the transformation of workers perceptions of the safety climate in an oil and gas company in Indonesia when they experience a change in ownership from a multinational to a national company. Methods: This cross-sectional study used questionnaires distributed offline and online in three periods of ownership of Company X. Data analysis was carried out descriptively by comparing workers perception scores regarding the safety climate at Company X when managed by the multinational holder, transition period, and national holder. Results: Workers perceptions of the safety climate in Company X when it experienced a change in ownership from a multinational company to a national company has a trend of decreasing scores (from 8.07 to 7.48). Overall, a decreasing trend in scores occurred in several sub-variables of safety climate, namely management commitment (8.33 to 7.56), communication (8.10 to 7.64), safety priority (8.55 to 7.68), personal appreciation of risk (8.25 to 5.48), involvement (7.50 to 7.36), and personal priority and need for safety (8.25 to 5.48). Conclusions: Ownership changes cause a trend of decrease in employee perceptions of the safety climate at Company X. Company's priority on safety related to production target factors is decreasing due to the change of ownership. On the other hand, the national period had a higher score in supportive environments and work environments, compared to the multinational period.

• 태양에너지
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• 제18권1호
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• pp.3-18
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• 1998

1994년부터 발효된 UN 기후변화협약은 지구온난화의 방지를 위해서 각국의 자발적인 이산화탄소 배출 저감을 의무 사항으로 규정하고 있다. 우리 나라도 21세기에 들어서면 본격적으로 이산화탄소 배출 저감을 추진해야 할 것으로 예상되지만 에너지 절약의 측면에서나 대체에너지 개발의 측면에서 다른 나라들보다 상황이 크게 불리한 입장에 있다. 기후변화협약에 대비하는 한 대안으로 태양에너지를 이용할 필요성이 상당히 증대될 것이기 때문에 앞으로 태양에너지 관련 기술에 대한 수요는 현재보다 상당히 높아질 것으로 예상된다. 이런 점을 감안해서 본고에서는 먼저 기후변화협약의 내용들을 살펴보고 이에 대응하는 수단으로서 태양에너지 기술 개발의 전망을 포괄적으로 검토하였다. 특히 우리 나라에서는 고효율 태양전지의 대량 생산 기술과 태양열 이용 온수기 및 난방 시설의 효율 증진 기술 등이 유망하다고 전망되었다.

• 한국기후변화학회지
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• 제6권1호
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• pp.11-19
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• 2015

This study has aimed to compare an emission trading system (ETS) in the EU and Japan that introduced the scheme prior to Korea and provided the latter with a benchmarking model. Especially, the EU has a reputation for its well-organized and evolving system, and Japan has also successfully established the system despite its similar condition with Korea, such as an industrial structure and the degree of energy dependence. However, there are noticeable differences between the EU and Japan in their ETS. Whereas Japan has focused on securing certifications in CDM as the implementation of Kyoto protocol, EU has shown a tendency to transform the trading market from a parallel structure of EUA and CER transaction to only the EUA transaction after ending of 1st commitment period of the Kyoto Protocol. Since the differences were mainly caused by not only in a design of the system but also in internal governance and their national circumstance, it is meaningful to analyse the Korean case with a similar framework. This study may contribute to designing an appropriate system for emission trading in Korea through the comparison of the EU and Japanese case.

• 환경정책연구
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• 제5권3호
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• pp.57-78
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• 2006

2013년 이후의 온실가스 의무저감에 대한 참여국 및 배출목표에 대한 논의가 진행중인 지금, 5년 단위의 단기 접근방식과는 별도로 2050년 장기 온실가스 저감 시나리오에 대한 연구가 유럽 국가들을 중심으로 활발히 진행 중이다. 본 논문에서는 영국, 독일, 프랑스, 네덜란드 등 유럽 국가들의 2050년 장기 온실가스 저감 시나리오 수립의 배경, 온도 목표, $CO_2$ 농도 목표, 국가 배출량 목표, 접근방식 등을 중점적으로 검토하였다. 그리고 선진국들과 우리나라의 경제활동 및 배출량 관련한 지표들을 비교하고, 우리나라의 장기 온실가스 저감 시나리오 수립에 갖는 시사점을 살펴보았다. 기후 변화의 과학적 불확실성으로 인하여 온실가스 저감활동을 지연하기보다는, 기후변화의 영향과 기술개발의 불확실성 역시 고려하여 저감활동을 일찍부터 장려할 필요가 있으며, 2050년 장기 저감목표의 설정을 통하여 기후변화 대응에 대한 우리 사회의 비전과 정부정책 방향을 경제주체들에게 분명히 제시하고, 이에 대비할 수 있도록 할 필요가 있다.