• 제목/요약/키워드: job position

검색결과 635건 처리시간 0.027초

간호사의 셀프리더십에 관한 문헌분석 (A Review of Research on Self-leadership in Nurses')

  • 원효진;조성현
    • 간호행정학회지
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    • 제19권3호
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    • pp.382-393
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    • 2013
  • Purpose: The purpose of this study was to review journal articles, master's theses, and doctoral dissertations on self-leadership in nurses in order to identify overall trends in nursing self-leadership and to suggest strategies to improve self-leadership. Methods: Twenty-six papers on self-leadership in nurses were reviewed. Results: These papers were journal articles, master's theses, and doctoral dissertations regarding nurses who worked in general hospitals, university hospitals, and public health centers. Self-leadership was measured by using instruments developed by Manz (1983), Prussia, Anderson, & Manz (1998), and Houghton & Neck (2002). The instrument was composed of 18 items, with a 5-point Likert scale developed by Manz (1983) and modified by Kim (2002). Nurses' self-leadership was found to be related to job satisfaction, organizational commitment, nursing performance, and citizenship behavior. General characteristics of nurses, including age, education, marital status, position, and career, were also associated with self-leadership. Conclusion: The study findings provide data on recent trends in nurses' selfleadership. These results serve as basic data to provide a standard for developing self-leadership and indicate directions for further research.

1,8-Naphthyridine Modified Naphthalimide Derivative: Ratiometric and Selective Sensor for Hg2+ in Organic Aqueous Solution

  • Shi, Yong Gang;Duan, Yu Lian;Chen, Jian Hua;Wu, Xiang Hua;Zhou, Ying;Zhang, Jun Feng
    • Bulletin of the Korean Chemical Society
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    • 제34권1호
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    • pp.63-67
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    • 2013
  • A bottom-modified (4-position) naphthalimide derivative 1 with 1,8-naphthyridine as binding site has been designed and synthesized. Compound 1 is the first 1,8-naphthyridine-modified naphthalimide-based sensor that can detect $Hg^{2+}$ selectively with respect to ratiometric fluorescent change and blue shift in organic aqueous solution. The Job's plot and FAB mass indicate that 1 formed a 1:1 complex with $Hg^{2+}$. A top-modified naphthalimide derivative 2 with 1,8-naphthyridin as binding site has also been synthesized for comparison.

가족친화제도와 조직문화가 여성관리자의 출산의향에 미치는 영향 (The Influence of Family-Friendly Workplace Policies and Organizational Culture on the Willingness of Female Managers to Have a Child)

  • 고선강
    • Human Ecology Research
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    • 제57권3호
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    • pp.353-367
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    • 2019
  • This study investigates the influence of family-friendly workplace policies and organizational culture on the willingness of married female managers to have a child. The analysis includes 353 married female managers from the $6^{th}$ survey of the 2016 Korean Women Manager Panel. Factors that are found to influence the respondents include age, education, number of children, job position, promotional goals, accessibility to family leave, accessibility to shorter work hours during the child-rearing period, and organizational culture. Female managers who can easily use family leave or who have shorter work hours during the child-rearing period show a higher willingness to have a child. By contrast, those whose work places employ a fair and horizontal organizational culture are less willing to have a child. The introduction of family-friendly policies are not found to be statistically significant determinants of female managers' willingness to have a child. We find that influencing family-friendly policies between the first and second childbirth differ. The accessibility of family-friendly policies that affect the willingness of female managers to have a child when they have no child include parental leave, employer-supported childcare, and childcare subsidies. For improving their willingness to have a second child, accessibility to both family leave and shorter work hours during the child-rearing period are effective. In conclusion, the government should strongly consider micro-personal factors, such as family-friendly workplace practices and organizational culture, when executing policies to reverse the current trend of low fertility.

산업분류 재구성을 통한 SW산업의 경제적 파급효과 분석에 관한 연구 (A Study on Economic Effect of SW Industry through Reconstruction of Industry Classification)

  • 장정환;이두용;장청윤;조용철;이춘섭;임동기;이창호
    • 대한안전경영과학회지
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    • 제14권4호
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    • pp.313-319
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    • 2012
  • SW industry is important at entire industry in Korea and also one of new growth engine industry. This paper deals with the economic effect of SW industry through input-output analysis. We reconstruct the SW industry by extracting and combining SW portion from other industries of the inter-industry relation table. We obtain that production inducement coefficients, value added inducement coefficients, employment inducement coefficients, and job position inducement coefficients are higher than average inducement coefficients of all industries.

누가 행복한 직장인인가?: 인구통계적·심리분석적 요인과 행복수준 간의 관계 (Who is Happy at Work?: The Relationship between Demographic·Psychographic Factors and Happiness Level)

  • 이종만
    • 한국컴퓨터정보학회논문지
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    • 제18권12호
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    • pp.159-166
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    • 2013
  • 본 연구의 주된 목적은 누가 행복한 직장인인지를 파악하는 것이었다. 이를 위해 본 연구는 성별, 연령대, 결혼여부, 자녀수, 종교, 학력, 직급, 직업, 소득 등과 같은 인구통계적 요인, 외향성, 신경증적 예민함, 긍정신념과 같은 심리분석적 요인 그리고 행복 수준으로 구성된 이론모형을 제안하였고 분석하였다. 주요 분석 결과는 첫째, 인구통계적 요인과 심리분석적 요인 모두 직장인의 행복 수준에 긍정적인 영향을 미치는 것으로 밝혀졌다. 둘째, 자녀수, 신경증적 예민함, 긍정신념은 직장인의 행복을 예측하는 주요 요인인 것으로 확인되었다. 결론적으로 본 연구는 직장인의 행복 수준을 증진시킬 수 있는 요인들을 실증했다는 점에서 시사점이 있다.

감염병전담병원 간호사의 COVID-19 관련 스트레스, 강인성 및 조직시민행동이 간호의도에 미치는 영향 (Influence of Nurses' COVID-19 Related Stress, Hardiness, and Organizational Citizenship Behavior on Nursing Intention in Infectious Diseases Hospitals)

  • 송명숙;양남영
    • 가정∙방문간호학회지
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    • 제28권2호
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    • pp.154-163
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    • 2021
  • Purpose: This study aimed to verify the effects of nurses' COVID-19 related stress, hardiness, and organizational citizenship behavior on nursing intention in infectious disease hospitals. Methods: The participants were 182 nurses. The data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple stepwise regression analysis with the SPSS program. Results: The nursing intention of nurses differed significantly by age (p=.013), marital status (p=.002), clinical career (p=.018), job position (p=.005), and experience of education for infectious disease management (p=.016). A statistically significant positive correlation was observed between nursing intention and COVID-19 related stress(r=.18), and between nursing intention and organizational citizenship behavior(r=.43). COVID-19 related stress, and organizational citizenship behavior explained 21% of the nursing intention. Conclusion: Based on the above results, improve the nursing intention of infectious disease hospital nurses exposed to risk, and it is necessary to manage inadequate stress of infectious diseases and cultivate organizational citizenship behavior.

선체 블록 용접을 위한 효과적 로봇 오프-라인 자동교시 소프트웨어 개발 연구 (Automatic Offline Teaching of Robots for Ship Block Welding Applications)

  • 임생기;최재성;홍석관;한용섭;범진환
    • 한국정밀공학회지
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    • 제14권5호
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    • pp.42-52
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    • 1997
  • Computer aided process planning and Offline programming are decisive factors in successful implementation of automated robotic production. However, conventional offline programming procedure has proven ineffective due to time-consuming teaching process for robot programming and due to inefficient system modeling. The paper presents an efficient procedure to semi-automatically generate robot job programs for ship block welding applications. In the research, the teaching positions are automatically determined by predefined rules which are functions of the type and the dimensions of the given welding section of ship block. And a sequence of robot movements and welding conditions such as welding type, welding current, welding speed, and welding torch orientation, are determined by use of Standard Program which is experimentally proved to work well for the welding wection group. Finally, a robot program for the welding section is generated automatically. Based on the algorithm, a offline automatic teaching software is developed. The paper presents also the algorithm and structure of the software.

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임상실습에 대한 방사선 전공 학생들의 인식에 관한 연구 (A Study on the Perception of Students in the Radiation Study on the Clinical Practices)

  • 이병렬;김현길;윤명관;이기종;차상영;임청환
    • 대한방사선기술학회지:방사선기술과학
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    • 제37권3호
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    • pp.211-221
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    • 2014
  • 임상실습은 전공분야에 관한 실제적 경험을 의료기관에서 현장 실습교육을 통해서 배울 수 있는 좋은 기회가 되고 있다. 이에 임상실습이 진행되는 가운데 임상 지도강사와 학생의 임상실습에 관한 인식을 비교 연구하고자 한다. 수도권에 소재하고 있는 방사선을 전공하는 재학생 중에 2013년 임상실습을 마친 학생을 대상으로 하였다. 본 연구를 위해 고안된 설문지를 사용하여 진행하였으며, 회수된 설문지 275부를 통계프로그램 SPSS(12.0 version)을 사용하여 빈도분석, 교차분석, 카이제곱 검정, McNemar검정을 실시하였다. 방사선 전공을 선택한 동기는 높은 취업률 때문(44.0%)이고, 학과에 대한 만족도는 보통(53.1%)이라고 대답하였다. 8주의 임상실습 기간에 대해 51.3%가 적절하다고 인식하였으며, 임상실습 시기는 3년 과정의 학생은 2학년 겨울방학(47.3%), 4년 과정의 학생은 3학년 1학기(27.7%)로 나타났다. 임상실습 동안 학생들은 전문지식의 부족(32.4%)을 느꼈으며, 실습교육의 일부 내용이 학교에서 이루어지는 교육과 차이가 있다(68.4%)고 대답하였다. 임상실습교육에 대해 대부분 만족하는 것으로 나타났으며 그중에서 임상실습에 대한 중요성의 인식은 $3.94{\pm}0.89$로 나타났다. 실습의 실시 전과 후에 방사선사 취업에 대한 인식의 변화는 84.1%에서 82.9%로 나타났다. 방사선사 취업을 원하는 이유는 직업의 안정성으로 실습 전 49.0%와 실습 후 46.0%, 취업을 원하지 않은 이유는 적성 및 소질에 맞지 않아서가 실습 전 37.0%와 실습 후 40.7%로 대답하였다. 취업을 위한 대학교육이 아닌 유능한 인재를 통한 방사선사의 위상을 높일 수 있는 내실 있고 만족도 높은 대학교육이 이루어 질 수 있는 노력이 필요하고 교육대상자인 학생들에게 효과적인 교육이 이루어 질 수 있는 임상실습시기와 기간에 대한 폭넓은 논의가 지속적으로 필요하다고 사료된다.

창업지원 매니저의 역량 특성이 창업지원단 몰입도와 업무성과에 미치는 영향: 매니저의 자기효능감을 중심으로 (The Effect of Start-up Accelerating Manager's Enabling Characteristics on Their Full Commitment & Performance to Start-up Support Groups: In The Center of Manager's Self-Efficacy)

  • 강혜정;양영석;김명숙
    • 벤처창업연구
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    • 제17권1호
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    • pp.13-28
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    • 2022
  • 2011년 이후, 정부의 창업지원 사업 규모가 급속히 커지며 이를 전담하는 창업지원 매니저의 규모 또한 증가하며 이들에 대한 역할과 역량의 중요성이 커지고 있지만, 창업지원 매니저들에 대한 역할과 역량에 대한 구체적인 개념이나 창업지원 매니저의 요구역량과 보유역량 간의 간극이 커지며 자기효능감이 감소하고 이것이 창업지원단의 몰입도와 업무성과에 부정적인 영향으로 이어지는 문제가 대두되고 있다. 본 연구는 창업지원 매니저의 정의와 창업기업의 성공적인 사업수행을 돕기 위해 요구되는 핵심역량에 따라 매니저가 조직에 몰입할 수 있는 정도와 업무성과에 미치는 영향에 대해 실증분석하는 것에 초점 두며, 이를 통해, 창업지원 매니저의 역량 강화 방안을 제시하여 이들의 자기효능감을 배가하여 창업지원단 업무에 몰입하고 성과를 높이기 위한 정책시사점 도출과 이를 통해 향후 창업지원 매니저 관련 연구에 유용하게 사용될 수 있는 기초자료를 제공을 목적으로 하고 있다. 이를 위해 본연구는 크게 네 가지의 연구를 수행하였고 각각의 연구 결과를 도출하였다. 첫째, 관련 법률적 근거를 가지고 창업지원 매니저에 대한 개념을 제시하였다. 둘째, 창업지원 사업 운영에 있어 창업기업의 성공적인 육성을 위해 매니저에게 요구되는 핵심역량이 무엇인지 도출하였다. 셋째, 창업지원 매니저의 핵심역량에 대한 요인들을 나열하고, 창업보육 매니저들과의 비교를 통해 창업지원 매니저의 역량 차이점을 분석하였다. 넷째, 실증분석을 통해 정부 지원사업의 현실에 따른 창업지원 매니저의 고용 형태, 근무 환경 및 상황 등 창업지원단 조직몰입도와 업무성과 등을 자기효능감을 통해 어떠한 영향을 보여주는지 분석하였다. 본 연구를 통해 창업지원 매니저의 차별적 필요역량은 창업자 발굴역량, 프로젝트 관리역량, 검증·보강역량, 투자유치 컨설팅역량으로 정의하였다. 실증분석 결과 창업지원 매니저역량은 업무성과와 창업지원단 몰입도, 자기효능감에 긍정적인 영향을 미쳤으며, 자기효능감은 창업지원 매니저의 역량과 업무성과, 창업지원단 몰입도 사이에서 매개효과를 나타내는 결과를 얻었다. 기초적인 업무 지식부터 전문적인 지식 습득을 위한 단계적, 맞춤식, 집중 교육 훈련, 창업자들의 빠른 성장을 위한 액셀러레이터 역량 강화 교육 등 이 뒷받침 되어야 하는 점을 시사점으로 제시하고 있다. 이러한 역량 강화 교육 훈련이 이뤄진다면 창업지원 매니저들의 자기효능감은 높아질 것이고 자기효능감이 커질수록 창업지원 매니저는 본인의 역량을 크게 펼칠 수 있고, 이는 조직의 업무성과와 창업지원단 몰입도에 긍정적인 영향을 줄 것이다. 이론적 기여로는 기존 창업보육 매니저의 역량과는 달리 창업자 발굴역량, 프로젝트 관리역량, 검증·보강 역량, 투자유치 컨설팅역량이라는 새로운 창업지원 매니저역량을 도출하였다.

일부(一部) 대도시(大都市) 지역(地域) 치과기공사(齒科機工士)의 직업(職業) 및 직업장(職業場) 만족도(滿足度)에 관한 조사연구(調査硏究) (A Study of Satisfaction About Dental technician's Post and Laboratory in Great Cities)

  • 이태정;이명곤
    • 대한치과기공학회지
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    • 제7권1호
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    • pp.41-51
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    • 1985
  • This study has been to survey the present situation of satisfaction to the occupation and dental laboratory by means of selscting 200 dental technicians who are woked in Pusan, Deagu, Kwangju, Deajun. Questionaires were distributed to them and the summerized results were as follows; 1. In general, the dental technician's satisfaction of the occpation was revealed as moderate(Mn, 2.83), the dental technician's satisfaction of the laboratory was revealas moderate(Mn, 2.80). The highest degree item out of the satisfaction of occpation was the outlook(Mn, 3.23), and the lowest degree item was the advancement and the rise to a high position(Mn, 2.22). The highest degree item out of the satisfaction of laboratory was dental material(Mn, 3.07), and the lowest degree item was the equipment of dust collection(Mn, 2.49) 2. By age, the highest degree item out of the satisfaction of occpation was 30 to 43 group(Mn, 3.28), 50 and over group was the lowest degree item(Mn, 2.89). The highest degree item out of the satisfaction of laboratory was 40 to 50 group(Mn, 3.10), the lowest degree item was 35 to 39 group(Mn, 2.88). 3. By school career, the satisfaction of occpation and dental laboratory were higher in the graduated college group than the graduated highschool group. 4. By personal health state, the highest degree item of the satisfaction of occpation was the health group(Mn, 3.25). The highest degree item of the satisfaction of laboratory was the unhealthy group(Mn, 3.07). 5. By religion, the satisfaction if iccupation of laboratory ws higher in the religious group than the non-religious group. 6. By job career, the highest degree item of occupation satisfaction was 15 to 20 years group(Mn, 3.27), the lowest degree item was 20 and over group(Mn, 3.02). The highest degree item out of the satisfaction of laboratory was 15 to 20 years group(Mn, 3.05), The lowest degree item was 7 to 10 years group (Mn, 2.90). 7. By job position, the highest degree item out of satisfaction of occupation was the chief of laboratory group(Mn, 3.33), the head of laboratory group was the lowest degree item(Mn, 3.07). The hightest degree item out of the satisfaction of laboratory was the head of laboratory group(Mn, 3.10), the lowest degree item was the chief of laboratory group(Mn, 2.88). 8. By the place of employment, the degree of occpational satisfaction by items was found that the highest degree in the group engagel in general hospital(Mm, 3.43), the group engaged in dental clinic and hospital(Mn. 3.24), and the dental laboratory group(Mn. 3.14) in order. The difference among the group was significant emough(P<0.05). The highest degree item out of the satisfaction of laboratory was dental laboratory group(Mn. 2.70). The difference among the group was significant emough(P<0.01). 9. By monthly salary, the highest degree item out of the satisfaction of occupation was ₩500,000 to 600,000 group(Mn. 3.32), the lowest degree item was ₩600,000 and over group(Mn, 3.07). The highest degree item out of the laboratory satisfaction was ₩100,000 to 200,000 group(Mn, 3.03), the lowest degree group was ₩300,000 to 400,000 group(Mn, 2.95). 10. As compared with the degree of satisfaction according to job satisfaction, the highest degree item out of the occupational satisfaction was much satisfied group(Mn, 3.65), the lowest degree item was non-satisfied group(Mn, 2.68). The difference among the group was significant enough(P<0.05). The highest degree item out of the satisfaction of laboratory was non-satisfied group(Mn, 30.9), the lowest degree item was satisfied group(Mn, 2.84). The difference among the group was significant enough(P<0.01).

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