• 한국사회복지학
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• 제52권
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• pp.171-200
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• 2003

사회복지기관에 근무하는 사회복지인력들의 행동은 기관의 공식적 지침들에 의해서 뿐만 아니라 공식적으로 명문화되어 있지 않은 숨은 규칙, 불문율, 또는 관행들에 의해서도 실질적으로 많은 영향을 받는다. 본 연구는 사회복지기관의 실제적인 운영에 영향을 미치는 복지기관 내 "숨은 규칙" 존재의 정도를 양적으로 측정해 보고, 그 규칙들이 기관에서 일하고 있는 사회복지 인력들의 기관헌신도, 만족도, 소진에 어떤 영향을 주는지를 탐색해 보았다. 또한, 복지 기관 종사자들이 기관에 존재하는 숨은 규칙들을 따르지 않았을 경우 받게 되는 개인적 피해, 숨은 규칙의 존재 정도에 따른 기관의 이익/피해 상황도 함께 살펴보았다. 연구 결과 우리 사회의 사회복지기관에는 숨은 규칙이 심각한 정도로 존재하지 않는 것으로 나타났다. 숨은 규칙의 미 준수로 인한 개인피해도 심각하지 않은 것으로 나타났다. 다만, 숨은 규칙이 많이 존재할수록 기관은 여러 가지 피해를 입을 수 있음이 밝혀졌다. 또한, 숨은 규칙이 많이 존재할수록 사회복지사들의 기관에 대한 헌신 및 만족도가 낮아지고, 소진의 수준은 높아지는 것으로 나타났다. 숨은 규칙들 영향력이 상대적으로 크게 나타난 내용은 사회복지사는 전문적 업무수행보다는 무슨 일이든 다하도록 요구받고 있다는 것과 근무시간 외 근무를 당연시하고 있다는 것이었다. 명시적 규칙이 있는 그대로 잘 지켜지고 있는 부분은 사회복지실천 윤리와 관련된 내용이었다. 영향력 있는 숨은 규칙들을 중심으로 사회복지실천 내실화 방안이 간략히 제시되었다.

• 한국사회복지학
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• 제69권4호
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• pp.41-65
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• 2017

이 연구는 4차 산업혁명으로 은유되는 인류사적 전환의 의미를 사회복지실천의 내부로 초대해 성찰하고 사회복지실천의 발전방향을 모색하는 데 목적을 둔다. 4차 산업혁명을 구심으로 하는 근미래 사회의 변화상을 예측하고 이에 적합한 사회복지실천의 발전전략은 무엇인가를 주제로 4인의 사회복지 연구자가 7회에 거쳐 토론한 내용을 분석하는 공동자문화기술지 방법을 사용하였다. 분석결과, 근미래의 특징은 초연결성, 새로운 공동체의 출현과 확대, 다원화와 개인화, 삶의 질에 대한 새로운 기준의 등장 등으로 집약되었다. 인터넷을 통해 사람과 사물이 시간과 공간을 초월해 유기적으로 연계되고, 노동에서 해방된 인간은 다양한 공동체를 추구하는 동시에 원자화된 개인 또한 증가할 것으로 분석되었다. 범주와 규범의 해체로 다원화와 개인화가 확대되고, 탈물질주의의 동향으로 생태주의적 세계관 등 새로운 삶의 질서가 부상할 것으로 예견되었다. 한편 현재의 사회복지실천은 거시적 맥락으로부터 분리, 기술 중심 전문가주의로의 편향, 통합성을 상실한 개인 중심 실천 등이 한계로 지적되었다. 현재의 한계를 극복하고 미래의 사회적 변화에 조응적인 사회복지실천을 구현하기 위해 첫째, 사회복지실천의 본질인 사람과 사회에 푯대를 둔 실천 지식, 기술, 가치의 재배열, 둘째, 공유경제 등 개인 삶의 경계를 공동체로 확대한 확장적 실천, 셋째, 사회복지 전문직의 고유성 탐색을 통한 매력의 회복을 풀어야 할 과제로 제안했다.

• 가족자원경영과 정책
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• 제9권3호
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• pp.17-29
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• 2005

The purpose of this study is to identify the characteristics of the household labors that are performed by dual income families. The methodology that has been applied in this study was a qualitative research based on in-depth interviews of a total of 10 people(8 housewives, 2 husbands) selected from the 8 different families. The 8 different families have been selected in order to identify the different family lives and the various household labor patterns that are conducted by both the working husband and the working wife. As a result, we have found out that working wives still had to manage their time in an extremely busy manner in order to balance their professional work with their household tasks. However, the household work that was being shared by the husbands also seemed to vary dynamically according to the different family situations. Although, it has shown that household tasks are divided by the person's sex, the amount of household tasks that are shared tended to increase according to the life cycle of each family.

• 한국조리학회지
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• 제24권3호
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• pp.47-59
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• 2018

Vocational education has been constantly blamed for training skills that are not suitable for the field. This study was sought for finding out the necessary skills for the hotel entry-level cooks by conducting in-depth interviews, questionnaires, and case studies in terms of NCS's basic competencies and competencies required at work environment. The results of this study are as follows: First, in the field, job performance ability is more important than skills and knowledge. Second, among the NCS's basic competencies, communication skills, interpersonal skills, self-development skills, information skills, and professional ethics are prioritized competencies for hotel-entry level cooks. Third, in terms of competency factors at work, it is necessary to learn the adaptability of the field. Fourth, in case of overseas culinary institutes, the core of their culinary education was the system to learn how to operate the site rather than the education about cooking skills or knowledge. Fifth, in holistic approach, the result showed that four elements which are skills, knowledge, field practice, and simulation training are required for Culinary Arts curriculum.

• 한국환경과학회지
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• 제9권6호
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• pp.489-494
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• 2000

This research focused on the priotity decision for establishment sriteria on the effects which environmental sculptures in urban area. The analysis performed in this study used the AHP(Analytic Hierarchy Process) that is recognized as a useful decision-making tool to select and evaluate alternatives through pairwise comparison in the context of hierarchical decision structure. The results obtained from the analysis drawn by collecting the professional opinions of 5 experts for environmental sculptures are as follows: 1. The orders of establish criteria priorities on environmental sculptures were harmony of environment> symbol> public> function. The harmony of environment was the most important priority because it showed the highest weight of criteria. 2. The alternative priorities of environmental sculptures were the meaning of work>setting place> social contribution> physical quality .The meaning of work showed the highest change in the weight of alternative. 3.The sensitivity analysis of environmental sculptures demonstrated that the rate of change in the alternative priorities of the public was stabilized although the criteria importance varied, while the harmony of environment, the symbol intimated and function of priorities has their rates of weight changed if the criteria priorities were high.

• 간호행정학회지
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• 제18권4호
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• pp.414-423
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• 2012

Purpose: The purpose of this study was to investigate the impact of the unit-level nurse practice environment on nurse turnover intention in the small and medium sized hospitals. Methods: A cross-sectional study was conducted using a questionnaire survey with 308 nurses in 38 nursing units of 6 small and medium sized hospitals, having over 200 beds and under 300 beds and located in B metropolitan city. Data were collected from July 20 to August 10, 2011. Data were analyzed using hierarchical multiple regression. Results: The mean turnover intention in nurses of small and medium sized hospitals was $3.52{\pm}0.53$. Factors affecting turnover intention in the nurses included age, work unit, monthly income, number of night-duties, work hours per day and unit-level nurse practice environment. The unit-level nurse practice environment accounted for 15% of turnover intention when other variables were controlled. Conclusion: The results of the study indicate that nurse turnover intention is associated with the nurse practice environment at the unit level. Small and medium sized hospitals can improve nurse retention and lower turnover intention by changing the nurse practice environment of unit, such as creating better support services and nurse participation in hospital affairs.

• 간호행정학회지
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• 제20권5호
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• pp.469-480
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• 2014

Purpose: This study was conducted to explore clinical nurses' experience of positive organizational culture in order to provide data for effective strategies of acquisition and retention of competent nurses. Methods: In this qualitative study, interviews with four focus groups of four to six nurses, 19 in total, were held. Compositional factors in groups included clinical experience, age, work place, and position. Interviews proceeded until data were saturated. Results: Fifteen sub-themes, categorized into six themes, emerged. Positive organizational culture themes included "Helping nurses to be organization members", "Allowing nurses to communicate with one another", "Helping nurses take an initiative to lead organization", "Having competent leader take charge of organization", "Enabling nurses to achieve organizational changes", and "Leading nurses to accomplish organizational performance." Conclusion: Results indicate that positive organizational culture is related to increases in occupational satisfaction and decreases in turnover through supportive organizational culture which makes it possible to reinvest expenses required for training new members to promoting quality growth in the organization and the prestige of professional nurses. In order to improve occupational satisfaction and sustained growth in nurses, it is necessary to provide nurses with positive work environments and require members to make active efforts leading to strategic changes.

• 한국도서관정보학회지
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• 제21권
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• pp.459-483
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• 1994

The purpose of the study is to design and implement a prototype expert system for library classification in the literature field of the DDC 20. The system was largely consisted of a knowledge base, an inference engine, a knowledge acquisition facility, an explanation facility and an user interface facility. The knowledge base was represented by inference rules and frames. The name file for authors and titles was designed separately. The forward chaining technique was chosen for the inference engine and the menu-driven dialog technique was also taken for the user interface. The conclusions of the study can be summarized as follows: 1) The difficulty of document classification work is due to the complex and stringent classification rules. Such problems can be considerably alleviated by using the present system. 2) Even the novice with a knowledge about the DDC 20 can easily access the system. And also librarian other than the professional classifier can easily be accustomed to the classification work. 3) The system can be used as an online classification scheme. 4) By adding any local language other than English or Hangeul on the menu screen, the language problem relating classification can be overcome. 5) The system can be employed as the intensification tool for the education of classification as well as library automation.

• 여성건강간호학회지
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• 제26권3호
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• pp.222-230
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• 2020

Purpose: Midwives working in hospitals (MWH) have limited roles in managing and assisting births independently. To find ways to successfully integrate midwifery into care systems, exploring midwives' work-related perceptions might be the first step. The purpose of this study was to compare professionalism and job satisfaction between Korean midwives working in birthing centers (MWBC) and MWH. Methods: A descriptive comparative design was used, querying 19 MWBC and 53 MWH in Korea. Data were accrued from October to November 2017 using the Professionalism Inventory Scale and the Job Satisfaction Scale. Results: Age, marital status, monthly income, length of career as a midwife, and length of career in the current workplace were significantly different between MWBC and MWH. The level of professionalism in MWBC showed significant differences by position at the birthing center (t=16.19, p=.001). Professionalism and job satisfaction among MWH showed significant differences depending on perceived professional performance (F=9.95, p<.001 and F=11.04, p<.001, respectively). Levels of professionalism and job satisfaction were higher for MWBC than for MWH. Conclusion: Educational programs designed to enhance professionalism and expand the role of MWH are suggested. Also, policy changes that clearly define job roles and improvement of the legal system is required to enable MWH in Korea to effectively perform their midwifery work and be properly reimbursed.

• 대한간호학회지
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• 제14권2호
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• pp.28-37
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• 1984

The purpose of this study is to propose the baseline data for developing the stress measurement tool for staff nurses working in the hospital. Two hundred and fifteen stan nurses in Seoul National University Hospital were participated during the period from Feb. 28 to Mar. 10, 1984. Though the pretest and literature review a questionnaire was constructed with 63 stressors which were experienced by the nurses in the hospital. Subjects were given instruction to rate 1∼6 likert type scale according to the level of stress experienced by each stressor described. Reliability of the tool was tested by Cronbach's Alpha, and the result was α=0.94871. Factor analysis was applied to organize 63 items together. As the result, 15 factors were obtained and these factors explained 66.3% of variance. The 15 factors were: 1) Work overload 2) Role conflict as a profession 3) Lack of professional knowledge and skill 4) Interpersonal problem 5) Conflict in nurse doctor relationship 6) Work conflict with doctors 7) Emotional burden due to the limitation of medicine 8) Poor treatment 9) Unsatisfactory relationship with supervisor 10) Low reward 11) Unsatisfactory relationship with subordinate 12) Poor physical environment of unit 13）Responsibility for extra affairs 14）Unfamiliar situation 15）Night duty.