• 한국치위생학회지
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• 제7권2호
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• pp.153-166
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• 2007

The job of dental hygienists is specialized, and they have to be capable of performing their primary duties including prevention of oral diseases, oral prophylaxis, and oral health education. To ensure their successful job performance, dentists should have an accurate understanding of their duties and need a change of mind-set about them. And there should be written legal and concrete regulations on the coverage of their work in order to let them boost their job performance with pride and a sense of responsibility. The purpose of this study was to examine the actual roles and job performance of dental hygienists in clinical field in an attempt to discuss the substantial job performance of dental hygienists and their job enlargement. It's basically meant to help enhance the efficiency and quality of medical services. The subjects in this study were 471 dental hygienists in dental clinics, dental hospitals, university hospitals and general hospitals across the nation, on whom a survey was conducted in person from March 2 to 25, 2005. The collected data were analyzed with SPSS Win 12.0 program, and the findings of the study were as follows: 1. The major jobs they currently performed included oral health education, hospital management, simple duties, extensive dental hygiene duties and joint treatment assistance. They hoped to continue to be responsible for oral health education, preventive treatment and extensive dental hygiene duties. 2. As for their current job by age, extensive dental hygiene duties, preventive treatment, joint treatment assistance, preserving treatment, prosthetic treatment and pediatric treatment were most conducted by the dental hygienists who were at the age of 26 to less than 31, and those who were at the age of 31 and up were most responsible for hospital management and simple duties. 3. As to job awareness by workplace, their workload was statistically significantly different according to their workplace. The hospital employees took care of more work than those in clinics. 4. Concerning job awareness by age, the younger dental hygienists suffered more role conflicts and were given a less free hand in work handling, the middle-aged group's job was uncertain. Legal regulations about the coverage of their work should be prepared in detail as a measure to stir up their responsible job performance and pride. In order to take advantage of experienced dental hygienists, their duties should be more differentiated and specialized, and their working conditions should be improved to boost their job satisfaction. That is, they should be given ample chances for promotion and serving as a middle manager and be given fair treatment according to their career. If their work is accurately darified and specialized based on career, it will boost the efficiency of dental treatment. Dental hygienists also should direct sustained efforts into self-development in order to become a skilled and professional oral health personnel.

• 경영과정보연구
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• 제33권2호
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• pp.13-35
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• 2014

본 연구는 중국은행 조직에서 구성원들의 동기부여 요인으로서 동기요인과 위생요인이 직무만족에 미치는 영향을 분석하고, 인구통계학적 특성이 이들 관계에서 조절역할을 하는 가를 탐색적으로 분석하였다. 실증분석 결과 동기요인의 일 자체, 승진 및 성장, 인정 등의 요인과 위생요인의 임금, 회사의 정책, 상호인간관계 등의 요인이 직무만족에 긍정적 영향을 미치는 것으로 분석되었다. 성별, 연령, 학력, 근무기간, 직위에 따른 조절효과가 존재하는 것으로 나타났다. 이러한 실증분석을 통해 중국은행 조직에서 동기부여 관리를 통해 직무만족을 높이고 조직목표를 달성하기 위한 효율적인 조직관리 방안으로서 공평한 승진 체계 구축, 공정하고 합리적인 임금 제도 설계, 조직 내 구성원 간 원활한 인간관계 구축, 조직구성원의 개성에 대한 관심 등을 제시하였다.

• 한국보건간호학회지
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• 제14권2호
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• pp.355-371
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• 2000

The purpose of this study was to explore and compare health-promoting behaviors and its relationships with associated variables between Korean elderly and Korean-American elderly. Study instruments were questionnaire that consisted of socioeconomic characteristics, health-promoting lifestyle patterns. self-esteem and self-efficacy. Data were collected from convenient sample of 150 Korean elderly and 110 Korean-American elderly recruited from senior centers. Collected data were analyzed by t-test. ANOVA, and Pearson correlation coefficients. The results are followings : 1. In religion, $32.7\%$ of Korean elderly were protestant. while $32.7\%$ of Korean-American. elderly were protestant. $61.3\%$ of Korean elderly were living with their children, and only $17.3\%$ of Korean-American elderly were living with their children. 2. There was no significant difference in the mean HPLP score in two groups. but Korean elderly showed higher practices in health responsibility. exercise. and stress management than that of Korean-American elderly. The subjects showed the highest practices in nutrition(3.14. 3.01), and the lowest practices in exercise (2.14, 1.92). 3. The mean HPLP score of Korean elderly was 2.63, showing significant relationships with age. education and economic status. the score of Korean-American elderly was 2.54, showing significant relationships with education. 4. Self-esteem score of Korean elderly was 2.72 and Korean-American elderly was 2.73. there was no significant difference in two groups. The score of self-esteem of Korean-American elderly was showing significant relationships with presence of spouse. 5. Self-efficacy score of Korean elderly was 3.27 and Korean-American elderly was 3.21. there was no significant difference in two groups. The score of self-efficacy of both groups were showed significant relationships with education. 6. The HPLP of Korean and Korean-American elderly showed(r=.24. r= .49) positive correlations with self-esteem had positive correlations with self-efficacy(r=.42. r=.28). To draw concrete resolution for health promotion of Korean and Korean-American elderly. this study suggests followings for future research : 1. Nursing interventions enhancing exercise and stress management of the elderly must be provided. Especially developing and adopting feasible exercise programs for Korean-American elderly is highly needed. 2. Identifying the influences of culture on their practices of health-promoting lifestyle patterns among Korean. Korean-American and other racial elderly groups.

• 한국경영과학회지
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• 제38권1호
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• pp.15-27
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• 2013

Because consumers tend to have negative opinion about a company that neglects social issues like poverty or pollution while it focuses on its own profit, a lot of companies have invested their resources in Corporate Social Responsibility(CSR). CSR has merits of image improving and profit gaining, on the other hand, it has also many shortcomings. First, the cost of CSR may become a heavy financial burden. Specifically, CSR tends to be implemented by a company's unilateral backup, and then this may impose a heavy burden on the company. Second, one cannot expect effects of CSR in a short-term. Because of these shortcomings, the unilateral CSR has gone into alteration of the type of CSR since 1980's. Instead of unilaterality, Cause-Related Marketing(CRM) began to be used for mutual profits among company, consumers, and society. That is, CRM has become to be spotlighted as a new type of CSR. It focuses on partnership between a company and consumers based on cause and mutual profit pursuing through this partnership. So, many contemporary companies prefer CRM activities that derive their positive corporate image, that increase their sales, and that reduce their financial cost. The IBM Matching Grants Program, which is the largest of the IBM-Employee partnership programs, is a typical CRM. This program enables employees and retirees to increase the value of their donations to educational institutions, hospitals, hospices, nursing homes, and cultural & environmental organizations with a matching gift from IBM. Hundreds of educational institutions and thousands of nonprofit organizations have benefited from the contributions by IBM. There might be various types of matching grants. For example, an employee might choose a lump-sum expense or partitioning a lump-sum into a series of small ongoing expenses for his (or her) donation, and a firm might match the employee's total contribution with a lump-sum expense or might match the employee's total contribution with a series of small ongoing expenses. However, it is not easy to find an academic research on which type of matching grant is preferred by employees. This paper shows that an employee prefers the type of matching grants that consists of a lump-sum expense for his (or her) contribution and a series of small ongoing expenses for a firm's contribution [or the type of matching grants that consists of a series of small ongoing expenses for an employee's contribution and a lump-sum expense for a firm's contribution] to the other types of matching grants.

• 대한간호학회지
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• 제27권3호
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• pp.541-549
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• 1997

This study was done to describe health promoting lifestyle and determine affecting factors in elderly based on the Heath Promotion Model by Pender. Cognitive-perceptual factors that were included in this study were self-efficacy and hardiness. Modifying factors were demographic characteristics (sex, age, partner, previous illness, education level. income and religion). The specific purpose of this study was to examine the relationships of self-efficacy, hardiness and the demographic chasteristics to health promoting lifestyle and to determine causal factors affecting the elderly. The subjects were a volunteer sample of 98 elderly in one city in? The instruments for this study were Health Promoting Lifestyle Profile(47items, 4scale), Health Related Hardiness Scale(22i1ems, 6scale), general Self-Efficacy Scale(13i1ems, 5scale). Frequency, percentage, t-test, ANOVA, Pearson's correlation coefficient and Stepwise Multiple regression technique with SAS program were used to analyse the data. The Results of the study are as follows : 1) The average item score for the health promoting lifestyle was 2.63, the highest score on the subscales was interpersonal support (M=3.3), followed by self-actulization(M=2.9), nutrition(M=2.8), stress management(M=2.7), health responsibility(M=2.1) with the lowest bring exercise(M=2.0) 2) A significant difference between education level, income, religion and health promoting lifestyle were found. 3) All of the subscales on health promoting lifestyle were positively related to total hardiness (r=0.330, p<0.001). The hardiness subscale of control was positively related to self-actulization(r=0.276, p<0.01), and commitment was positively related to self-actualization(r=0.315, p<0.001), exercise /nutrition(r=0.245, p<0.01), interpersonal support(r=0.278, p<0.01), stress management(r=0.250, p<0.01). Challenge was positively related to self-actualization(r=0.315, p<0.001), exercise /nutrition(r=0.245, p<0.01). There was no significant correlation between self-efficacy and all of the subscales of health promoting lifestyle. Self-efficacy showed a significant correlation only with control(r=0.469, p<0.001), comittment(r=0.507, p<0.001), challenge (r=0.489, p< 0.001). 4) Comittment, self-efficacy and income explained 25.01% of the variance for the total health promoting lifestyle. The results of this study show that commitment, self efficacy and income predicted the health promoting lifestyle of the elderly. So health promoting programs that increase commitement and self-efficacy should be developed to promote a healthy lifestyle of the elderly, especially those who have low income.

• 한국산학기술학회논문지
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• 제19권5호
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• pp.117-121
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• 2018

기술발전의 가속화와 기술융합의 시대로 패러다임이 바뀌면서, 국방 분야는 국방과학기술이 세계 최고 수준으로 발전하기 위해 투자 확대와 더불어 선택과 집중에 의한 국방연구개발을 추진하고 있다. 미래전 양상에 부합하는 신개념 첨단 무기 및 핵심기술에 집중적인 투자와 함께 제한된 예산범위 내 투자 전략도 수립 중에 있다. 민간분야에서는 R&D 정책의 성과 극대화와 기획 관리의 전문성 및 책임성 제고를 위하여 PD제도를 도입하여 운영하고 있다. 이러한 추세에 따라, 국방 분야에서도 과제기획역량 강화 및 민간기술 활용 활성화의 목적으로 국방기술기획 고도화 추진계획 수립 하에 전문성을 갖춘 국방기술PD 제도를 추진 중에 있다. 핵심기술 연구개발의 일관된 기술지원과 개방형 기술기획 제도 개선 및 민 군 간기술 연계성 확대의 필요성을 고려한다면, 국방 분야의 PD제도는 반드시 필요한 제도라 할 수 있다. 이에 본 연구에서는 국내 외 유사 사례를 검토하여 국방기술PD 제도 도입 및 운영 방안에 관하여 살펴보고자 한다. 본 연구는 현재 추진되고 있는 국방기술PD 제도에 대한 현황을 바탕으로 작성한 것이다.

• 정보관리학회지
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• 제37권2호
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• pp.197-223
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• 2020

본 연구는 통합서지용 한국문헌자동화목록(KORMARC)으로 작성된 서지레코드를 FRBR의 저작(Work) 단위로 군집화하는 과정에서 나타난 이슈사항들을 분석하고, 이에 대한 해결방안을 고안하였다. 특히 기존의 연구에서는 대표저작자를 식별하고 처리하는 기준이 명확하게 드러나지 않거나 파생저작 레코드의 대표저작자를 선정하는 방법에 대한 논의가 충분히 이루어지지 않았다. 따라서 본 연구는 저작을 창작하는 데 기여한 사람이 다수일 때 대표저작자를 명확하게 식별하기 위한 방법을 고안하는 데 초점을 맞추었다. 이를 위해 책임표시사항(245) 필드의 책임표시 태그(▼d, ▼e)에서 추출한 역할용어를 토대로 표준화된 저자역할용어사전을 개발하여 대표저작자 판별에 활용하는 방안을 마련하였다. 또한 저자명의 유사도와 표제의 유사도를 각각 계산하여 유사도가 일정 수준 이상인 경우 동일한 저작으로 군집화 하는 방법을 채택하였다. 각각의 유사도를 계산하여 동일 저작을 판단하므로 공백, 관제처리, 괄호제거와 같은 데이터 정제 조건을 조정하여 6가지 패턴에 따른 군집화의 정확도를 비교하였고, 저자명과 표제의 유사도가 모두 80퍼센트 이상일 때의 정확도가 가장 높게 나타났다. 본 연구는 대표저작자 선정을 위한 역할용어사전 개발, 대표저작자와 표제의 유사도를 별도로 측정하여 저작군집화를 시도한 실험연구이며 후속 연구에서는 표제 간 유사도 측정의 정확도를 향상시키는 방안과 FRBR 1그룹의 다른 개체(표현형, 구현형, 개별자료) 수준으로 확대하여 활용하는 방안, 국내에서 사용하고 있는 다른 형태의 MARC 데이터에 적용하는 방안을 고안할 예정이다.

• 한국프랜차이즈경영연구
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• 제8권4호
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• pp.33-43
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• 2017

Purpose - Previous studies about corporate image generally explore how corporate image affects a company's effectiveness from the consumer view. However this study attempts to explore the impacts of corporate image (reliability, friendly, corporate social responsibility, and innovation) on employees' altruistic behaviors in the franchise industry context. This study also examine whether organizational trust and affective commitment play a mediating role in the relationship between corporate image and employees' altruistic behaviors. The authors developed several hypotheses to achieve these purposes. Research design, data, and methodology - The data were collected from employees in food-service franchise companies located in Seoul, Korea. Among a total of 363 questionnaires distributed, 294(response rate of 81%) questionnaires were returned. After excluding 18 invalid respondent questionnaires, 276 valid questionnaires(response rate of 76%) were coded and analyzed using frequency, confirmatory factor analysis, correlations analysis, and structural equation modeling with SPSS 21 and SmartPLS 3.0. Result - The findings of the study are as follows: First, friendly, CSR, and innovation had positive effects on organizational trust, but reliability did not have a significant effect on organizational trust. Second, reliability and friendly of corporate image had positive effects on affective commitment, but CSR and innovation did have a significant effect on affective commitment. Third, organizational trust and affective commitment had positive effects on employees' altruistic behaviors. Conclusions - The aim of this study is to investigate the franchise corporate image as a significant influencing factor of employees' altruistic behaviors. The data were collected from only employees from franchising companies. The findings might vary from position to position. Future studies need to collect and compare data from managers. Future studies need to consider other variables that affect employees' altruistic behaviors. For example, leadership and market orientation might influence employees' attitude and behaviors. Also, future research should include other variables and it may have limitations in sample representative because of sampling franchise corporate in Seoul. Future studies will include franchise corporate all over the country. Future studies can also consider other variables (e.g., job performance and turnover intentions) to measure employee performance at the level of individuals and identify the impact of employee performance on business performance at the level of corporate.

• 항공우주정책ㆍ법학회지
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• 제29권2호
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• pp.87-108
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• 2014

항공기 승객을 포함하여 소위 악성소비자에 의한 감정노동자의 피해는 소비자의 권한 남용이 노동자의 인권을 침해할 가능성이 많다는 이유로 심각한 사회 문제가 되고 있다. 감정노동은 공개적으로 얼굴과 신체를 나타내며 만들어 내는 감정 조절의 한 형태이며, 또한 노동자에 의한 감정의 관리가 시장에서 교환될 수 있는 상황을 만들어내는 직업에서의 감정의 관리에 해당한다. 감정노동을 요구하는 직업의 예로서 간호사, 의사, 대기 직원 및 TV 배우 등을 들 수 있다. 그러나 경제가 제조업으로부터 서비스업으로 이동함에 따라 더 많은 노동자들이 다양한 서비스의 직업 환경에 처해 있는데 과거에 비해 고용주의 요구에 따라 그들의 감정을 관리하도록 요구받고 있다. 감정노동으로부터 오는 증상의 하나는 소위 스마일증후군인데 마코토 나츠메교수는 노동자가 계속되는 부자연한 웃음의 결과로 우울증과 신체적 질병을 발전하게 된다고 주장한다. 직장에서의 심한 정도의 감정 통제는 종사자의 심한 정도의 감정 고갈 및 낮은 수준의 직업 만족도로 연결되어진다. 대부분의 경우, 감정노동자는 구매한 상품 및 서비스와 관련하여 공급자에게 대하여 불만을 제기하여 악의적으로 보상을 받으려는 악성소비자에 의한 권리 남용으로 상처를 받고 있다. 이러한 배경 하에서 한국 정부는 "소비자보호법"을 폐기하고 2006년 "소비자기본법"을 제정하였는데, 소비자는 보호를 받기도 하지만 동시에 의무와 책임을 가질 것을 규정하고 있다. "항공안전 및 보안에 관한법률"은 항공기 승객이 여행 중에 기내난동 등 금지되는 행위를 예시하고 있다. 또한 감정노동자의 인권은 예절과 품격 및 근로 환경의 문화적인 향상이 이루어질 때 더욱 보호될 수 있다.

• 가족자원경영과 정책
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• 제28권2호
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• pp.11-25
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• 2024

본 연구는 영유아 자녀를 둔 맞벌이 가정 아버지와 어머니의 자녀돌봄 실태를 돌봄유형별 자녀돌봄에 사용한 시간과 시간사용 관련 인식을 중심으로 비교하여 살펴보았다. 2019 통계청 생활시간조사 자료 중 영유아 자녀를 둔 아버지와 어머니의 근무일의 시간일지 444부를 분석한 주요 결과는 다음과 같다. 첫째, 영유아 자녀를 둔 맞벌이 가정 부모의 근무일의 전체 자녀돌봄 시간은 평균 72.1분이며, 발달돌봄보다 필수돌봄에 좀 더 많은 시간을 사용하고 있었다. 둘째, 맞벌이 가정 아버지의 근무일의 자녀돌봄시간은 40.8분, 어머니의 자녀돌봄시간은 110.3분으로 크게 차이 났다. 돌봄유형별로도 어머니의 돌봄시간이 아버지의 돌봄시간보다 필수돌봄, 발달돌봄 각각 3배, 2배 정도로 더 많았다. 셋째, 가구소득 집단별로 어머니의 근무일 필수돌봄 시간에 차이가 있었으며, 아버지와 어머니 모두 주당 근로시간이 많은 집단과 적은 집단 간에 필수돌봄 시간에 차이가 있었다. 넷째, 영유아 자녀를 둔 맞벌이 가정 아버지와 어머니는 피로감과 시간부족감을 다소 느끼고 있으며, 가사분담 만족도는 어머니의 만족도가 아버지에 비해 낮았다. 아버지들의 자발적 참여를 이끌어낼 수 있도록 부모로서의 공동 책임을 강조하는 '공동육아'개념을 반영한 부모교육이 필요하며, 맞벌이 가정 아버지와 어머니의 부모로서의 권리를 보장한다는 측면에서 부모의 돌봄을 지원하는 제도의 확대와 가족친화적 직장문화의 확산이 요구된다.