• 한국산학기술학회논문지
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• 제15권7호
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• pp.4258-4271
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• 2014

본 연구는 병원에 근무하고 있는 의무기록사들의 직업전문성 인식도와 직무만족도에 영향을 미치는 요인을 알아보고자 서울시, 경기도, 대전시, 충청남도 및 충청북도에 소재하고 있는 53개 병원급 이상에서 근무하고 있는 의무기록사 314명을 대상으로 2013년 3월 4일부터 4월 23일까지의 기간 동안에 표준화된 자기기입식 설문지(self-administered questionnaire)를 이용한 설문조사를 실시하였다. 연구결과, 조사대상자들의 직업전문성인식도에는 성별, 연령, 결혼상태, 월수입, BMI, 직위, 업무에 대한 적성, 직업전환의사 및 장래 의무기록사에 대한 사회적 지위 전망에 대한 인식이 유의한 관련성이 있는 것으로 나타났으며, 특히 인구사회학적 특성과 직업관련 특성이 직업전문성인식도와 높은 관련성이 있었다. 조사 대상자들의 직무만족에는 연령, 월수입, BMI, 직위, 업무에 대한 만족도, 직업전환의사, 응답자 자신의 사회적 지위 전망에 대한 인식 및 직업전문성인식도가 유의한 관련성이 있는 것으로 나타났으며, 특히 직업관련 특성 변수와 직업전문성인식도가 직무만족도와 높은 관련성이 있는 것으로 나타났다. 위와 같은 연구결과는 의무기록사들의 직업전문성인식도에는 인구 사회학적 특성 및 직업관련 특성 변수들이 높은 관련성을 보였으며, 직무만족도에는 직업관련 특성 및 직업전문성인식도 변수들이 높은 관련성이 있음을 시사하고 있다.

• 한국정보통신학회논문지
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• 제11권10호
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• pp.1999-2007
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• 2007

본 논문은 야드에서 스태커의 위치 정보를 이용한 효율적인 선적 하역 작업을 수행하기 위한 개선된 클로버 알고리즘에 대하여 기술하고 있다. 작업 스케쥴링은 반드시 스태커의 작업 할당과 스태커의 위치정보를 능동적으로 처리하기 위한 위치 데이터 처리에 중점을 두어야 하며 작업요구에 따른 복수의 스태커들의 작업 할당관리를 수행할 수 있어야 한다. GPS와 GIS를 이용한 스태커의 위치 추적은 야드 관리에 필수 요소이며 선적 하역 작업의 개선에도 필요한 요소 기술이다. 본 논문에서 제안하는 개선된 클로버 알고리즘은 야드 내에서의 스태커들의 위치를 추정하고 각 컨테이너들의 선적하역 작업을 모니터링하는 기법과 스태커의 작업량을 추정함으로써 다수의 스태커들의 작업 균형을 이루기 위한 기법을 소개하고 있다. 시뮬레이션 결과와 실험 결과로부터 제안한 알고리즘이 효율적임을 나타내고 있다.

• 한국병원경영학회지
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• 제6권3호
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• pp.46-68
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• 2001

The study was to examine the relationships among those variables related to total quality management and to reveal those variables affecting total quality management in Health-Care Organizations. To study the relationship, a questionaire was designed and sent to 220 hospitals of which the number of beds is over 200 beds. Out of 660 questionaire, 263 questionaire were collected. Data analysis were conducted by using t-test, ANOVA, Pearson correlation coefficients and stepwise multiple regression. The result were as follows: 1. TQM was significantly different according to activities of QI, department of QI, age, and position. 2. Leadership was significantly different according to activities of QI, department of QI, age, and position. 3. Significant differences in the level of satisfaction of employee were found according to activities of QI, department of QI, age, position, and duration of employ. 4. Significant differences in the level of participation of employee were found according to activities of QI, department of QI, and position. 5. Education trainning was significantly different according to amount of bed, activities of QI, department of QI, level of education, kind of job, and position. 6. Medical technique was significantly different according to activities of QI, department of QI, and position. 7. Quality of work was significantly different according to activities of QI, department of QI, age, and position. 8. Significant differences in the level of investigation's system in satisfaction of client were found according to activities of QI, department of QI, kind of job, and position. 9. Positive correlations were observed between TQM and those variables related to TQM. 10. TQM was significantly predicted by the level of satisfaction of employee(40.9%), participation of employee(7.0%), investigation's system in satisfaction of client(2.7%), leadership(1.4%), and medical technique(1.1%), respectively.

• 디지털융복합연구
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• 제10권4호
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• pp.333-339
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• 2012

본 연구는 중소기업 근로자가 평생교육참여 특성에 따른 직무만족도를 비교분석 하여 효율적인 평생교육 프로그램의 개발과 근로자들의 직무능력의 향상으로 직무 만족을 높이는데 있다. 직무만족은 20대가 40대보다 인센티브, 능력발전, 인적자원관리전체에서 높게 나타났고 조직 몰입도는 20~30대의 젊은 직장인들이 40~50대의 직장인들에 비해 직무만족도가 높게 나타났으며, 근무 년 수에서도 5년 미만의 군이 다른 근무 년 수 군에 비해 인센티브, 능력 발전, 인적자원관리전체가 유의하게 더 높게, 직급에 따른 직무만족도 차이에서는 하위직급이 상위직급보다 높게 나타났다. 따라서, 근로자의 직무만족도를 제고하여 기업의 경쟁력 강화와 근로자의 삶의 가치가 향상시키도록 노력해야 할 것이다.

• 한국의류학회지
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• 제19권4호
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• pp.590-601
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• 1995

The purpose of the study is to investigate the effects of physical attractiveness and dress on evaluation of female job Applicants in terms of suitable employment potential and job- type. The study was a 2$\times$3 between subject factorial design with two levels of attractiveness (attractive, moderately attractive) and three levels of dress image(masculine, androgynous, feminine). A group of clothing experts and the middle.level management staffs within a large corporation selected two models(attractive, moderately attractive) through two-step evaluation Process after viewing photographs of 50 female university students. Dresses in three levels were selected by a group of five experts. Two models were photographed with controlled background in three different clothes. Data were collected from 162 management level staffs enrolled in the Top Business Management, The Top Policy Science and the Top Press Information Graduated School of Korea University. Each respondent saw photograph and evaluated the applicant in terms of eight items of employment potential and suitable job type (management position vs. secretary) The results of this research were as follows: 1. Physical attractiveness had significant influences on applicants 'employment potential. Attractive applicant's emplolyment potential was evaluated higher than moderately attract live applicant. 2. Dress had little influence on female job applicants 'employment potential, but dress of androgynous image was evaluated relatively positively. 3. Physical attractiveness had some influences on the evaluation of suitable job-type. The attractive applicant was judged to fit in as a secretary and the moderately attractive model in management position.

• 한국병원경영학회지
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• 제22권1호
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• pp.21-39
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• 2017

Purpose : This study was intended to investigate the structural relationship among empowerment, self-efficacy, job motivation, autonomy, critical thinking, job-satisfaction, burnout, and self-achievement. In addition, we tested the moderating effect of the career period on the influence of empowerment. Methodology : The structural equation model was used to test the causal relationship between factors, and t-test, ANOVA, descriptive statistics are applied to analyze the research data. Findings : The result of this study shows that the structural model that is the empowerment encourages the self-efficacy, job motivation, autonomy, and critical thinking, also these factors affect the self-achievement through both the job-satisfaction and burnout is acceptable according to the goodness of fitness indices. In addition, we show that the career period moderates the influence of empowerment on the self-efficacy, job-motivation, and autonomy, but not critical thinking. Usually, the shorter the career period is the higher the influence of empowerment is. This moderating effect means that to give proper empowerment to lower position nurses encourage them, and prevent from burnout. Therefore, they feel job-satisfaction and finally self-achievement. Practical Implications : The empowerment helps the nurse to activate self-efficacy, job motivation, autonomy, critical thinking. Hence, these factors decrease burn-out but increase job satisfaction. Finally a sense of self-perfection increase.

• 기본간호학회지
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• 제18권4호
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• pp.547-555
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• 2011

Purpose: The purpose of this study was to identify the relationship between professional self-concept, professional autonomy, self-esteem, and job satisfaction of clinical nurses. Method: Data were collected from a convenience sample of 289 clinical nurses who worked in one of 4 hospitals located in B City. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Results: There were significant differences in job satisfaction according to marital status, current position, shift pattern, and average income. There was a significant positive correlation between professional self-concept and professional autonomy, self-esteem and job satisfaction. Job satisfaction showed a significant positive correlation with professional autonomy and self-esteem. The significant factors influencing job satisfaction were professional self-concept, self-esteem and professional autonomy, which explained 29.5% of the variance in job satisfaction. Conclusion: The results of this study indicate that the important role-related variables of professional self-concept, self-esteem and professional autonomy of clinical nurses are significantly related, and that as, professional self-concept is an important factor for job satisfaction of clinical nurses, strategies to increase professional self-concept need to be developed.

• 한국간호교육학회지
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• 제20권3호
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• pp.413-423
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• 2014

Purpose: The purpose of this study was to investigate the relations among emotional intelligence, interpersonal relationship, and job satisfaction among clinical nurses. Methods: Data were collected from 315 nurses who had worked for more than 6 months at five general hospitals by a self-reported questionnaire. The collected data were analyzed with descriptive statistics, t-test, ANOVA, Scheffe-test, Pearson's correlation, and hierarchial regression using SPSS 18.0 program. Results: The mean score of emotional intelligence was 3.42 and the score of self emotional appraisal was the highest. The mean score of interpersonal relationship was 3.44 and the score of intimacy was the highest. The mean score of job satisfaction was 3.04. Emotional intelligence and interpersonal relationship were positively correlated with the job satisfaction. Hierarchial multiple regression analysis showed that use of emotion was the main factor of affecting job satisfaction, which explained 30.8% of the variance for the nurses' job satisfaction together with intimacy, regulation of emotion, position, and monthly salary. Conclusion: These findings indicated that emotional intelligence and interpersonal relationship, especially use and control of emotion and intimacy contributed to nurses' job satisfaction. It is necessary to develop and implement the program for increasing emotional intelligence and interpersonal relationship for improving job satisfaction.

• 한국멀티미디어학회논문지
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• 제19권8호
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• pp.1433-1443
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• 2016

In the cases of the major cities, high poverty rate of the elderly, immature pension policies, and insufficient market conditions, policies and services for the employment of the elderly decrease the desire for the job participation. It is time to prevent the problems of the elderly, and induce the reachable seniors to participate in social activities. This research provides the location-based, customized job-search service for the elderly in order to actively support the participation in the economic activities of the elderly. The goal of SSJS(Smart Senior Job Search) is to provide the individual elderly with the customized position. It prints the appropriate positions near user location based on the residential area, job classification, and the physical condition, and provides the mash-up of the selectable job range in the unit distance based on the map. This customized service, which enables the seniors to select the type of the jobs based on their physical, mental and life conditions of the seniors, supports the participation in economic activities of the elderly people, and contribute to the expansion of the social job positions for the elderly and the equalization of the local development.

• 한국응급구조학회지
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• 제18권1호
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• pp.95-106
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• 2014

Purpose : This study was attempted to check the correlation between job satisfaction and turnover intention and to provide the basic information to increase job satisfaction of fire fighters. Methods : A total of 369 questionnaires were distributed and 354 questionnaires were filled out and collected for analysis. Results : There was difference in turnover intention by general characteristics. According to position, group of Fire lieutenant or more is lower than that of Fire sergeant or less (F=3.61, p=.014). The group of rescue & emergency service and administration was significantly lower than other groups(F=4.84, p=.001). In pattern of duties, day service group was significantly lower than shift work group in .05 level(t=2.59, p=.022). Finally, in the correlation, the more job satisfaction increase, the more turnover intention decrease that represents inverse correlation between job satisfaction and turnover intention(r=-.523, p <.001). Namely, it represents the results that the higher job satisfaction is low turnover intention. Conclusion : More studies of fire officer in other cities are required to generalize the results. We have to develop program for job satisfaction for fire officer firstly, because program for job satisfaction used in this study was not developed for fire fighters.