초·중·고 학생들의 과학 지식 성취 수준 추이 분석을 위한 종단적 연구

권재술,최병순,권치순,양일호,이경호,김지나 한국교원대학교 과학교육연구소 1999 청람과학교육연구논총 Vol.9 No.1

학생의 과학 지식 성취도에 대한 장기간의 경향성은 과학 교육 정책의 효율성을 점검하는데 매우 중요한 요인이다. 그러나 지금까지 우리 나라 학생들의 학업 성취도의 경향성을 이해해보려는 진지한 노력이 현실적으로 거의 없었다. 최근까지 한국교원대학교 과학교육연구소에서는 전국에 있는 초·중·고 학생들을 대상으로 학생들의 과학 지식 성취도를 알아보기 위한 연구를 진행시켜왔다. 연구의 첫 단계에서는 평가 문항을 개발하였다. 두 번째 단계에서는 개발된 문항을 전국적으로 투입하고 그 결과를 수집하여 2년간의 변화를 분석하는 것으로써, 이 논문은 두 번째 단계에 관한 내용을 담고있다. 이 연구에서는 권재술 등(1998)이 개발한 국가 수준의 과학 지식 평가 도구를 일부 수정하여 사용하였다. 1997년에는 전국적으로 8,766명의 학생을, 1999년에는 4,398명의 학생을 조사 대상으로 하였다. 조사 대상은 지역별, 성별 등을 고려하여 우리 나라 전체 학생의 모집단을 대표할 수 있는 표본으로 선정되었다. 연구 결과, 2년 동안 초·중·고 학생들의 과학 지식 성취 수준의 서로 다른 변화를 확인할 수 있었다. 초등학생의 경우는 성취도가 감소하였으나, 고등학생의 경우는 증가하였고 중학생의 경우는 두 시기에 의미 있는 차이가 없었다. 과학 지식 영역의 하위 영역별 분석 결과를 보면, 초등학생의 경우 개념 체계에 대한 지식 수준을 유의미하게 향상되었으나, 사실과 원리에 관한 지식 수준은 낮아졌다. 반면 고등학생의 경우는 지식 수준이 향상되었으며 특히, 사실 영역에서 크게 향상 되었다. 연구에서는 이 자료를 성별, 지역별, 행동 목표 수준 그리고 검사 문항의 상황 등으로도 나누어서 분석하였다. 한국교원대학교 과학교육연구소에서 개발한 과학 성취 수준 점검 시스템은 국가 수준에서 학생들의 과학성취도를 점검하는데 효과적인 도구가 될 것이다. The long term trend of studensts' science achievement is a very important factor to check the effectiveness of science educational policy. However, up to date no such effort to understand the trend of Korean students' science achievement has been put into action. Recently, the Science Education Center in Korea National University of Education has been attempted to collect nation wide data for students' science achievement. The first part of the effort was to develop item pools. This study was the second part to collect nation wide data and to check any change during the two year time interval. In this study, the item pools developed by Kwon et. al.(1998) were used with some modification. The data were collected two times; February 1997 and March 1999. The subjects collected nationally were 8,766 students in 1997 and were 4,398 in 1999. The subjects were collected randomly but stratified by region and sex. As the results, the trends of achievement change during the two years were different from elementary to high school. The achievement scores were decreased in elementary schools and increased in high school. In case of middle schools, the change was not significant. However, even in elementary schools the knowledge on theory was increased significantly while knowledge on facts and principles were decreased. In contrast, the knowledge on fact showed the most increase in high schools. In this study, the data were analysed in light of region, sex, behavioral objective levels(ability) and context of test items. The science achievement monitoring system developed by the Science Education Center in Korea National University of Education can be an effective tool for monitoring students' achievement on the national level.

고려홍삼의 수지상세포 활성화 효과

김도순(Do-Soon Kim),박정은(Jueng-Eun Park),서권일(Kwon-Il Seo),고성룡(Sung-Ryong Ko),이종원(Jong-Won Lee),도재호(Jae-Ho Do),이성태(Sung-Tae Yee) 고려인삼학회 2006 Journal of Ginseng Research Vol.30 No.3

본 연구에서는 정관장 홍삼의 물(water) extract, 식용발효 주정 extract 및 홍삼 추출물로부터 분리 제조한 crude saponin을 이용하여 면역반응을 매개하는 수지상세포의 활성효과에 대하여 알아보았다. 그 결과 홍삼시료 중, crude saponin 100 ㎍/㎖을 처리하였을 때 수지상세포의 세포표면분자인 MHC class II, CD40, CD80, CD86의 발현이 증가하였으며, phagocytosis는 감소하였다. 또한 홍삼시료를 처리한 수지상세포와 allogeneic T세포를 함께 배양하였을 때, 홍삼시료의 물 extract, 식용발효주정 extract, crude saponin 모두 allogeneic T세포의 증식반응을 유도하였고, IL-2와 IFN-γ의 생산량을 증가시키는 것을 확인하였다. 또한 CD4? syngeneic T세포와 CD8? syngeneic T세포의 반응에서도 T세포의 증식반응을 높게 유도하였으며, CD4? syngeneic T세포에서 IL-2와 IFN-γ의 생산량을 증가시키고, CD8? syngeneic T세포에서는 IFN-γ 생산량을 증가시키는 것을 확인하였다. 이상의 결과로 crude saponin의 경우 수지상세포의 세포표면 공동자극분자의 발현을 유도하고 성숙을 유도함으로써 T세포의 활성을 증진시키는 것으로 생각되며, 물 extract와 식용발효주정 extract는 crude saponin과는 다른 기작으로 T세포 활성화를 유도하는 것을 알 수 있었다. 따라서 실험에 사용한 홍삼시료, 즉 물 extract, 식용발효주정 extract, crude saponin 모두 수지상세포의 활성을 유도하는 물질로써 암항원 특이적 T세포 활성화를 이용한 항암치료에 이용할 수 있는 가능성이 있다고 사료된다. Ginseng is a medicinal herb widely used in Asian countries. Dendritic cells(DCs) play a pivotal role in the initiation of T cell-mediated immune responses, making them an attractive cellular adjuvant for use in cancer vaccines. In this study, we examined the effects of Red-ginseng(water extract, edible and fermented ethyl alcohol extract, crude saponin) on the DCs phenotypic and functional maturation. Immature DCs were cultured in the presence of GM-CSF and IL-4, and the generated immature DCs were stimulated by water extract, edible and fermented ethyl alcohol extract, crude saponin and LPS, respectively, for 24hours. The expression of surface co-stimulatory molecules, including MHC(major histocompatibility complex) class II, CD40, CD80 and CD86, was increased on DCs that were stimulated with crude saponin, but antigen-uptake capacity was decreased. The antigen-presenting capacity of Red-ginseng extracts-treated DCs as analyzed by allogeneic T cells proliferation and IL-2, IFN-γ production was increased. Furthermore, CD4? and CD8? syngeneic T cell(OVA-specific) proliferation and IFN-γ production was significantly increased. However, CD4? syngeneic T cell secreted higher levels of IL-2 in responding but not CD8? syngeneic T cell. These results indicate the immunomodulatory properties of Red-ginseng extracts, which might be therapeutically useful in the control of cancers and immunodeficient diseases through the up-regulation of DCs maturation.

대학의 조직문화가 조직유효성에 미치는 영향에 대한 연구 : 부산S대 학생의 행동특성을 중심으로

권순일 신라대학교 경제경영연구소 2007 경제경영연구 Vol.8 No.-

The objective of this study is to make some contribution to the activation of the organizational culture in university. To accomplish this objective, we illustrated the diverse approaches about the definition and it's contexts of organizational culture and investigated the factors of the organizational culture that influence organizational effectiveness. And, after suggesting the necessity of the introduction of organizational culture to university, We examined the relationship between the culture and the effectiveness of university reviewing the previous researches. Based upon the theoretical background, We analyzed the influential factors of the university culture on effectiveness through the empirical research in terms of student's behavior and attitude, in order to activating the university culture. The main findings of the analysis are as follows; First, the result showed that the university effectiveness was positively influenced by 'symbolic contexts of culture' such as 'idea', 'rituals and ceremony' and 'tradition and history'. Second, It was also found that the university effectiveness was positively influenced by 'practical contexts of culture' composed of 'curriculum and instruction', guidance and counselling of employment', 'supportive administration', 'relationship with the community', 'acquisition and allocation of resources' and 'adaption to the social changes'. Especially, among of them, the external contexts such as 'relationship with the community' and 'adaption to the social change' was proven the crucial factors for achieving the university effectiveness Third, it was indicated that 'symbolic contexts of culture' positively influenced all of the 'practical contexts of culture', in particular, more impacted on those factors such as the 'relationship with the community' and the 'adaption to the social changes' were to be important factors for the university effectiveness

從業員 職務滿足要因에 對한 一考 : L社 工場 從業員을 對象으로

權純一 新羅大學校 1983 論文集 Vol.14 No.-

The primary purpose of this study is to give light on the factors of job satisfaction. So many scholors have studied the factors of job satisfaction, but they couldn't have clearly found out which are the desive factors. Therefore I tried to search for decisive factors through the practical study. The results are as follows: 1. Job satisfaction depends on individual backgrounds. Amang them, marriage, age, seniority, and number of dependents are closely related with job satisfaction. On the other hand, sex and education are hardly related with it. 2. Job satisfaction can be influenced by extrinsic reward. Especially pay is the most influential element for job satisfaction. Promotion chance and rank give a little relationship to job satisfaction especially in case of man. 3. Job satisfaction can be varied according to the characteristics of the job and the private views on the job. Aptitude and autonomy for the job are closely related job satisfaction, but ability and variety for the job are hardly related with job satisfaction. And people in sales department rather than in production department or general affairs feel much more job satisfaction. And also those who make the job itself their own purpose feel much more job satisfaction than others. 4. Job satisfaction can be influenced by the social interaction in the organization: if leadership is employee-oriented, parental, and if the relationship, among employees is based on understanding, they feel much more job satisfaction. Cohesion and life-commitment are also important elements for job satisfaction. The results of this practical study also have the limitation as follows: 1, There are methodological limitations in the practical study itself. The problem is, reliability & objectivity of the study. 2. Another problem can appear when we apply these results to real situation. That is job perfomance.

小集團 活性化를 위한 理論的硏究

權純一 新羅大學校 1985 論文集 Vol.20 No.-

The concern for the small group nowadays grossly increases, as does that for O.C circle. For this reason, the aim of this paper is to introduce all relevant topics in which the small group has been able to improve the productivity. To begin with, we discussed the concept of the small group and then presented the diverse approach of the small group contexts historically. After an examination of these approaches, we attempted to classify those into two theorical models-structure oriented model and process oriented model. Finally, we also dealt with the aspects of productivity in the small group, and we here discussed the effects of the small group influencing on individual performance. After discussing the difference of individual verse group peformance, we offered several factors affecting group performance.

人事考課 實施에 對한 實證的 硏究 : 釜山地方 製造業體를 中心으로

權純一 新羅大學校 1983 論文集 Vol.15 No.-

The main purpose of this paper is to reveal the states of performance appraisal in the manufacturing firms, pusan. The objects of this study are 39 firms which responded to questionnaire, among the firms employing more than 200 employee. The result are described as follows; 1) Only 74% in the given 39 firms adopted the performance appraisal, and they mostly began in the late of 1970s. 2) The purpose of performance appraisal is to provide the data for the promotion, increase in salaries, bonus of employees. 3) The appraisal process are undertaken by a group of raters who are all superiors. the number of them are amount to 2∼5 and the training of raters is carried about 50%. 4) The ratee are all employees. 5) The rating are primarily made by the the immediate superiors of the ratee, next are modified by personnel dept. in view of maintaining the reliability & validity of such ratings. 6) The ranking method & rating scale method are mainly utilized as the method of performance appraisal and most firms categorized the result of rating employee to 3∼4 grades. 7) The factors & factor scales are responsibilities, faithfulness, which are related to the attitude of employees, and the number of factors usually consist in 14∼15 items. 8) The usual schedule in the timing of rating is once or twice yearly. 9) performance appraisal of employees are mostly in secret. 10) The result of performance appraisal are preserved for 3∼5 years.

재해성 요추 추간판 탈출증의 역학 및 임상적 연구 : 비재해성 추간판 탈출증과 비교분석

권순용,이승구,장일석,김지홍,임영 대한산업의학회 2000 대한직업환경의학회지 Vol.12 No.2

Objectives : The purpose of study was to define the clinical and epidemiological factors of HNP and to provide the meaningful sources for establishing a prognosis and a rationale for clinical management of occupational low back problem. Methods : This study was performed at eight branch hospitals of Catholic University of Korea and several governmental hospitals for occupational disorders around the Kyunggi province of Korea since Jan. 1985. We analyzed the several factors about lumbar HNP through comparative study of the hospital admission series of each 200 patients in both occupation- and nonoccupation related, subjected to epidemiologic and clinical investigation, respectively. Results : 1. Mean age of occupational HNP was younger (30.9±8.8) than non-occupational HNP (35.2±10.5) (p〈0.05). 2. The duration of clinical symptom before admission was longer in non-occupational HNP(19.9±22.8 Mo.) than in occupational HNP(6.9±12.4 Mo.) (p〈0.05). 3. The symptomatic attack before admission was more frequent in non-occupational HNP(3.7±1.9) than in occupational HNP(2.5±0.9) (p(0.05) 4. There were no significant differences in physical findings between two groups, except for low rate (63%) of straight leg raising test (SLR) limitation in occupational HNP compared to non-occupational HNP(83%) (p〈0.05). 5. Even though The main reason for operative intervention was a failure of conservative treatment in both groups (p〈0.05), extruded subligamentous type was predominant(50%) in occupational HNP (p〈0.05), whereas extruded transligamentous type occupied major portion (67.8%) in non-occupational HNP (p〈0.05). Conclusion : The clinical results were poor in occupational HNP in both conservative and operative management groups, compared to non-occupational HNP (p〈0.05) and mean durations admission and re-admission rate was higher in occupational HNP, compared to non-occupational HNP (p〈0.05).

서비스業의 QC分任組 活動 活性化 方案에 關한 硏究

權純一 新羅大學校 1986 論文集 Vol.21 No.-

Nowdays, Importance of the small group activities is remarkably emphasized. The concept of the small group is introduced under the mame of Q.C. circle and utilized in Korea, since 1970s. In case of the service industry, Q.C. circle are currently introduced, but they are actually and characteristically effective in the service industry. This paper focuses on the empirical analysis of the main factors related to the activation of Q.C. circle in the service industry in comparison with the manufacturing industry in Korea and Japan. The result are as follows; 1) The attitudes and activities of the manager for the Q.C. circle are importance regardless of the varieties of industries and countries. But, the function of the managers controlls and supports would be emphasized rather than that of the contacts. 2) The abilities of problem solving and the perception of problem are importance in the Japanese manufactuaring industry, where as the autonomy and the abilities of presentation are importance in case of Korea manufacture. But the factors, communication and role understanding, which are needed to presuppose the Q.C. circle, are particularly importance in the service industry. The following directions are likely to be needed to activate the Q.C. circle 1) To induce the participation of the meeting and communication 2) To give autonomy and the opporttunity of the presentation to the individual 3) To understand the role and problem for the enterprise 4) To support the cohesiveness for the company and group 5) To reinforce the abilities of leaders and the supports of managers

職務設計에 對한 理論的 考察

權純一 新羅大學校 1984 論文集 Vol.17 No.-

Nowadays job design has emerged as a crucial issue. The main issue is how the job is designed so as to satisfy simultaneously both individual and organizational objective, since job design is able to achieve higher productivity when it is related to the individual motivation. Historically, the diverse approach has been directed toward how jobs are designed. We looked at, however, the evolution of the theory of job design, the classical, the neoclassical and the modern theory. The modern theory is characterized by the development of a number of theoric model to explain the relationship of job design and employee response. It is indicated that employee job satisfaction is the strongest and the most consistant correlate of job attributes. Employee is more satisfied with complex jobs, compared with routin jobs. In this case, all employee do not react the sameway to similiar job characteritics. Therefore, in job design, the individual difference must be considerated in respons to job attributes. In addition, job design should not be proceeded in a vacuum. Thus, we must focus on the organizational context in which the job and employee are embeded. We have therefore illustrated a number of variables related to job design. We attempt to set forth several job design programmes which have been put forward in recent years as aids to improve productivity. They are job enrichment, management by objectives, scanlon plan, autonomous working group (sociotechnical system design), and flexible working hours. Here, we should offer some cautionary notes that this progrmams are no panacea. since there exists no programm which will do good to all organization in all circum stance.

초·중·고 학생들의 과학 태도 변화에 대한 학습환경의 원인 분석

권치순,허명,양일호,김영신 한국과학교육학회 2004 한국과학교육학회지 Vol.24 No.6

최근 학교교육에서 학생들의 과학 태도에 대한 관심과 중요성이 증대되고 있다. 학생들의 과학 태도는 학업 성취도, 교육 프로그램의 일관성, 수업의 질뿐만 아니라 과학 교육의 관점과 과학 관련 직업 선택에도 영향을 준다. 그 동안의 과학 태도에 대한 선행 연구와 국제 비교 연구에 의하면, 우리나라 학생들의 과학 태도는 점차 하락하고 있는 것으로 나타났다. 이 연구에서는 초ㆍ중ㆍ고 학생들의 과학 태도 변화 과정을 알아보고, 이에 영향을 미치는 학습 환경 변인을 밝히는데 그 목적이 있다. 초등학교 3학년부터 고등학교 2학년 학생 약 6,925명을 대상으로 2003년 3월부터 3회에 걸쳐 학생들의 과학 태도와 학습 환경 검사를 실시하였다. 분석 결과, 학생들의 과학 태도는 일년 중 6월 이후에 낮아지고, 초등학교 4학년에서 중학교 2학년까지 과학 태도가 크게 변하였다. 과학 태도가 1학기보다는 2학기에 더 많이 하락하였으며, 초?중학교 학생들보다 고등학생들의 과학 태도 하락 폭이 더 컸다. 학생들의 과학 태도에 가장 큰 영향을 주는 요인은 과학에 대한 경험이고, 교사, 학급 분위기 등이 과학 태도 변화에 영향을 주는 것으로 나타났다. 학습 환경 변인은 과학 태도가 하락한 학생과 과학 태도가 상승한 학생이 각각 다르게 영향을 주는 것으로 밝혀졌다. 과학 태도에 영향을 주는 범주는 초등학교에서는 성, 학년, 지역, 중학교에서는 학년과 지역, 그리고 고등학교에서는 지역으로 나타났다. The importance of science attitudes is more increasing in science education. Science attitudes may influence students' attainment, consistency and quality of classwork as well as their later views of science education and scientific occupations. According to the international comparative researches and longitudinal studies on Korean students' science attitudes, it has shown that the more grade, the less science attitude. This research was survey the science attitudes and learning environment variables, and then make a inquiry that causes of decline of science attitudes. To study this purpose, the participating students in this study will be selected from 3th to 11th grade. 6,925 participants were administered 3 times in questionnaires of science attitudes and learning environment variables during a year. The result of this study showed that science attitude got low after June. Science attitude was changed from 4th grade to 8th grade students. Science attitude much more decrease second semester than first semester, high school students' science attitude fell much. It was experience about science that cause the biggest effect in science attitude and other learning environment variables influence in science attitude change. Learning environment variables made different influence from students of increased and declined science attitude. As category that influence in science attitude, in elementary school were gender, area and grade, in middle school were grade and area, and in high school was area.