• 한국컴퓨터정보학회논문지
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• 제13권3호
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• pp.153-160
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• 2008

이동매니퓰레이터의 중요한 특징은 잉여의 자유도가 부과되므로 여러 모드의 이동을 가능하게 하고 다양한 작업을 수행할 수 있다. 본 논문에서는 이동로봇과 작업로봇이 결합된 형태를 이동매니퓰레이터라 정의하고 두 로봇이 협동하여 연속적인 하나의 작업을 수행할 때 최적의 자세를 유지할 수 있도록 한다. 이를 위하여 이동 로봇과 작업로봇의 기구학을 해석하고 이를 바탕으로 이동로봇의 Mobility를 이용하여 이동로봇의 가중치를 조정하였다. 또한 이동매니퓰레이터의 최적의 위치와 자세를 조인트 변위량의 최소화 충분조건으로 정의할 때 움직임을 최소화시키는 방법으로 Gradient Method를 이용하여 작업의 최적화 기준을 검토하였다. 이동로봇과 결합된 매니퓰레이터는 PURL-II를 이용하여 제시한 알고리즘 실현과 결과가 논의된다.

• 한국직업건강간호학회지
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• 제21권3호
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• pp.192-200
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• 2012

Purpose: The purpose of this study aimed to investigate job stress levels of occupational health managers and whether job stress levels were affected by various factors such as size and types of company and work-related characteristics of occupational health managers. Methods: The study was conducted from May to September 2011 in the chemicals manufacturing factories in Korea and total subjects were 59 occupational health managers. We measured job stress levels of occupational health managers using Korean occupational stress scale (KOSS) questionnaires and the information of company characteristics was obtained using a self-reported questionnaire. Results: The characteristics of company such as type, size and industries and job characteristics of occupational health managers were significant factors in job stress. Job demand, job control, job insecurity, organizational system and occupational environment scores were significantly associated with type, size and industries of company. In multiple regression analyses, we found that job demand was significantly associated with occupational position and type of company, and job insecurity was significantly associated with working hour. Also, we found that lack of reward was significantly associated with education level, speciality, duration of work and hour and type of company. Conclusion: These results indicate that job stress of occupational health managers is significantly associated with work-related characteristics and company's characteristics.

• 대한방사선기술학회지:방사선기술과학
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• 제20권1호
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• pp.77-84
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• 1997

Job satisfaction is very important for adequate manpower management in the medical field. To study job satisfaction among the radiologic technologists, 344 cases were reviewed in five university hospitals and one general hospital. Self-administered questionnaire was used to study their socioeconomic characteristics, working conditions, job satisfaction, and the factors affecting there Job satisfaction. The results were as follows : 1. There was statistically significant difference in job satisfaction according to the their department of employment, position, and hospital characteristics. 2. The group that was satisfied with their salary had a higher job satisfaction score, whereas others who were not satisfied ranked lower. 3. The positive answering group on the ability and job recognition ranked higher score on the job satisfaction than the negative answering group. 4. The group that was in good relationship with their superiors and co-workers scored higher on job satisfaction From the above results, the job satisfaction was high for the group with positive thinking and reply, but the intentin to change their job was low. Considering the fact that these results represent only 6 hospitals from limited arease, therefore, necessary to include more medical facilities nationwide, especially small-medium sized clinics or hospitals where the difficulty with high turnover rate of employment is expected, to study further various factors involving job satisfaction in the future.

• 지역사회간호학회지
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• 제24권1호
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• pp.51-61
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• 2013

Purpose: The aim of this study is to identify effects of emotional labor, job stress and personal resources on job satisfaction in home healthcare nurses. Methods: The subjects were 149 home healthcare nurses working for home healthcare centers at 61 hospitals. Data were collected using a structured questionnaire from November 22, 2010 to February 28, 2011 and analyzed with descriptive statistics, t-test, ANOVA, Pearson's correlation, Hierarchical multiple linear regression analysis. Results: The mean score of emotional labor level was $4.23{\pm}0.95$, that of job stress level $3.39{\pm}0.57$, that of personal resources $3.38{\pm}0.36$, and that of job satisfaction $3.31{\pm}0.40$. There were positive correlations among emotional labor, job stress, personal resources and job satisfaction. After age, educational level, job position, and work period in home health care, and traffic accident were controlled, the variables, emotional labor (${\beta}$=-.198, p = .034) and personal resources (${\beta}$=.236, p = .005) turned out to account for 13.3% of the job satisfaction. But job stress was not a statistically significant predictor. Conclusion: Home healthcare nurses were needed to minimize emotional labor and revitalize personal resources in order to maintain a comparatively high level of job satisfaction. Furthermore, it is necessary to carry out systematic education and an organizational management scheme into practice.

• 한국병원경영학회지
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• 제16권4호
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• pp.131-160
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• 2011

The purpose of this study was 1) to understand the job transfer in education & training(E&T) programs & organizational situational characteristics, and 2) to analyze the effects of the E&T programs & organizational situational characteristic groups on each of the levels of job transfer. There is intimate relationship between E&T programs characteristics & organizational situational characteristics and job transfer, so we can't think of them separately. With this point of view the most frequently discussed problem is how to apply the theory in actual job, but in reality it's true that the improvement of job transfer can't reach the expectations of the E&T programs. In literature view study, the concepts of job transfer in E&T, the general theory on E&T, and the actual condition and points at issue of the existing E&T practices in the medium and small-sized hospitals were defined. As the results from empirical analysis, we could find followings: First, in evaluation of the job transfer, demographic characteristics (seniority, occupational category, position) variables have a significant different. Second, in degree of the job transfer, E&T programs characteristics(contents of E&T, design of E&T, conditions of E&T, teaching ability of lecturer, methods of E&T) variables have a different influence upon each of the evaluation levels of E&T. Third, support of CEO variables have a different influence on the job transfer according to contents, design, conditions of the E&T programs. Fourth, support of co-works variables have a different influence on the job transfer according to design, conditions, method of the E&T programs. Fifty, support of organizational atmosphere variables have a different influence on the job transfer according to contents, design, conditions of the E&T programs.

• 지능정보연구
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• 제22권4호
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• pp.247-264
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• 2016

저출산 및 인구 고령화가 가속화되면서, 중장년 퇴직자 등 노동 소외 계층의 취업난 해결은 우리 사회의 핵심 과제로 등장하고 있다. 온라인에는 수많은 일자리 요구 정보가 산재해 있으나, 이를 중장년 구직자에게 제대로 매칭시키지는 못하고 있다. 워크넷 취업 로그에 따르면 구직자가 선호하는 직종에 취업하는 경우는 약 24%에 불과하다. 그러므로, 이러한 문제를 극복하기 위해서는 구직자에게 일자리 정보를 매칭시킬 때 선호하는 직종과 유사한 직종들을 추천하는 소프트 매칭 기법이 필수적이다. 본 연구는 중장년층에 특화된 소프트 직업 매칭 알고리즘과 서비스를 고안하고 개발하여 제공하는 것을 목표로 한다. 이를 위하여 본 연구에서는 1) 대용량의 구직 활동 기록인 워크넷 로그로부터 중장년층의 일자리 특성 및 요구 추세를 분석하였다. 2) 중장년층의 일자리 추천을 위해 직종 유사도 기준으로 일자리 분류표(KOCM)를 재정렬하였다. 이 결과를 이용하여, 3) 중장년에 특화된 인력 고용 소프트 매칭 직업 추천 알고리즘(MOMA)을 개발하여 구인 구직 웹사이트에 적용하였다. 자체 저작한 중장년층 특화 일자리 분류표(KOCM)를 이용한 소프트 일자리 매칭 시스템의 정확도를 측정하였을 때, 실제 고용 결과 기준, 하드 매칭 대비 약 20여 배의 성능 향상을 보였다. 본 연구내용을 적용하여 개발한 중장년층 특화 구직 사이트는 중장년층의 구직 과정에서 입력 정보 부담을 최소화하고 소프트 매칭을 통해 사용자의 요구직종에 적합한 일자리를 정확하고 폭넓게 추천함으로 중장년층의 삶의 질 향상에 기여할 수 있을 것으로 기대된다.

• 간호행정학회지
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• 제1권1호
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• pp.46-64
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• 1995

The 12-hour work shift can be influenced on the nurse's job satisfaction, effective personnel administration, and quality of patient care. The purpose of this study was to explore the perception on the 12-hour work shift by nurses. A total of 516 nurses were selected by convenience sampling from six general hospitals in Seoul. Based on the literature review, the questionnaire on the need of the 12-hour work shift was designed by the investigator. The data were analyzed using descriptive statistics, ANOVA and Duncan's method as post-hoc test. The results of this study are as follows ; 1. The need of 12-hour work shift The mean needs of 12-hour work shift in the nursing practice, psychological, physical, socioeconomic, and environmental perspectives were 3.05, 2.72, 2.66, 3.08, and 4.22. 2. The need of 12-hour work shift by demographic data For the nursing practice, there was a statistically significant relationship between marital status(p=.021), satisfaction on the 8-hour work shift(p=.038), the perception on the 12-hour work shift(p=.001) and the need of 12-hour work shift. For the psychological perspectives, there was a statistically significant relationship between marital status(p=.016), the perception on the 12-hour work shift(p=.0001), and the need of 12-hour work shift. For the physical perspectives, there was a statistically significant relationship between age(p=.002), marital status(p=.005), the number of children(p=.005), the duration of job career(p=.014), the job position(p=.002), the work shift(p=.030), the perception on the 12-hour work shift(p=.0001) and the need of 12-hour work shift. For the socioeconomic perspectives, there was a statistically significant relationship between the job position(0=.002), the work shift(p=.006), the perception of the 12-hour work shift(p=.002) and the need of 12-hour work shift. For the environmental perspectives, there was a statisitically significant relationship between the traffic method(p=.05), the duration of the job career(p=.026), the perception on the 12-hour work shift(p=.309) and the need of 12-hour work shift. 3. The need of 12-hour work shift by the demographic data There was a statistically significant difference between marital status(p=.014), the number of children(p=.038), the job position(p=.007), the work shift(p=.037), and the perception on the 12-hour work shift(p=.0001) for the need of 12-hour work shift.

• KDI Journal of Economic Policy
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• 제30권2호
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• pp.61-97
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• 2008

본 연구는 공무원의 전문성 축적을 저해하는 것으로 지속적으로 지적되는 순환보직의 실태를 파악하고 그 개선방안을 제시하는 것을 목적으로 한다. 우리나라 중앙부처 과장급 이상 공무원의 평균재직기간은 1년 남짓으로 매우 짧아 업무의 인수 인계에서 오는 비효율 및 업무공백, 전문성 축적기회의 감소, 책임성 저하, 정책의 일관성 및 연속성 결여 등 여러 문제를 낳으며, 특히 고도의 전문성을 요하는 대외 협상 분야에서 큰 국가적 손실을 낳는 것으로 파악된다. 이의 개선을 위해서는 전문성을 고려하는 보직이동, 전보범위의 축소, 전보제한기간의 강화 등의 조치가 필요하나, 근본적으로 현재와 같은 과도한 순환보직이 연공서열에 기초한 계급제에 기인하므로 장기적으로 공직분류제도를 계급제에서 직위분류제로 전환하고 실적주의적 요소를 강화해야 할 것이다.

• 대한치과의료관리학회지
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• 제11권1호
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• pp.62-69
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• 2023

This study aims to identify the impact of organizational culture on the work ability of dental hygienists and to analyze the factors that affect dental hygiene work ability. The survey was conducted from August 1 to August 30, 2022, and involved 193 dental hygienists from U and D cities. The data analysis method was conducted using the SPSS 18.0 software. The analysis revealed that age, work experience, and position were the demographic and sociological characteristics with statistically significant differences in dental hygiene work ability. Relationship-oriented culture (β=0.446), career (β=-0.439), age (β=0.358), position (β=0.280), and work-oriented culture (β=0.167) were the most influential factors in dental hygiene work performance. Therefore, it is necessary to work for an extended period to enhance dental hygiene work capabilities and to cultivate a culture focused on relationships.

• 대한영양사협회학술지
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• 제8권2호
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• pp.143-153
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• 2002

The purpose of this study was to verify the dietitian’s job description(2000) for dietitians working at schools. The survey was carried out for the frequency, criticality and difficulty of each job description with 4 point scales. The number of subject was 125 dietitians, who have been working over 3 years at their position. The results are following ; 1. Duties with high frequency and criticality were menu managements, purchasing, storage and inventory controls, food productions, meal services, managing equipments and facility, waste managements, sanitation managements and self promotions. 2. Duties with middle frequency and high criticality were human resources managements and financial managements. 3. Duties with low frequency and high criticality were nutrition assessment (life cycles, certain diseases, specific condition), medical nutritional theraphy, nutrition education and public health nutrition. 4. For difficulty, duties related food service had lower points than that of nutrition service.