미용업 종사자의 조직문화가 장기근속의도와 심리적 행복감에 미치는 영향

이다해,진용미 한국디자인문화학회 2019 한국디자인문화학회지 Vol.25 No.2

This study is to find out the effects of organization culture on long-term employment intention and mental happiness, to provide basic resources for improvement of beuty industry workers’ organization culture and to contribute to effective organization management of beauty industry and to improvement of long-term employment intention and mental happiness. Through precedent studies, the theorematical frame was established for survey, and the current situation of their organization culture, long-term employment intention and mental happiness was comprehended. The survey was done in the self-administered questionnaire type, and for the data analysis, frequency analysis, factor analysis, reliability analysis and multiple regression analysis were done with the use of SPSS 24.0. The survey was done for 15 days from April 1, 2019 to April 15, 2019, and total 350 copies of questionnaires were distributed and 328 copies were collected for final analysis data by excluding 12 copies with untrustworthy answers. The summary of the results is as follows. First, the subjects of this study are mostly unmarried women in their 20s with the education of junior college, and they earn 1 million won to 2 million won per month. Second, in the result of validity and reliability of organization culture, long-term employment intention and mental happiness respectively, organization culture are classified into four factors, long-term employment intention three factors and mental happiness 4 factors. Regarding reliability coefficient, organization culture is over 0.812, long-term employment intention over 0.932 and mental happiness is over 0.908. Third, in the result of the effects of organization culture on long-term employment intention, each factor has a different effect. In the relation between long-term employment intention factors and organization culture, higher development factor and group culture factor have a positive(+) effect, but long-term employment intention has a negative(-) effect. This indicates that clear hierarchy of higher and lower positions and top-down relation enhance the speed of work performance leading to pride in their work, but these have a negative(-) effect on long-term employment intention. Fourth, in the result of organization culture on mental happiness, each factor has a different effect. A positive effect in work performance leads to a positive effect on mental happiness factors. This indicates that workers who have consistency in their tasks, satisfaction and sense of accomplishment are comfortable and happy. This study was done on beauty industry workers in Seoul, so it is difficult to generalize the result. Therefore, it is expected to generalize research result by collecting a large scope of samples for organization culture in future studies. 본 연구는 조직문화가 장기근속의도와 심리적 행복감에 미치는 영향을 알아보고, 미용업 종사자의 조직문화를 개선할 수 있는 기초자료로 제공하여 미용 산업의 효율적인 조직관리와 장기근속의도, 심리적 행복감 향상에 도움을 주고자 실시되었다. 선행연구의 고찰을 통해 이론적 틀을 마련하여 설문조사를 실시하였으며, 미용업 종사자의 조직문화와 장기근속의도 및심리적 행복감에 대한 현황을 파악하여 조사하였다. 자기기입식 설문 조사를 바탕으로 자료 분석은 SPSS 24.0을 사용해 빈도분석, 요인분석, 신뢰도분석, 다중회귀분석을 실시하였다. 본 조사는 2019년 4월 1일부터 2019년 4월 15일까지 15일 동안 이루어졌으며 총 350부의 설문지를 배포하여 328부를 수거, 응답이 불성실한 12부를 제외한316부를 최종 분석 자료로 사용하였다. 연구의 결과를 요약하면 다음과 같다. 첫째, 본 연구의 조사대상은 20세 이상에서 30세 미만의 전문대 재학/졸업 학력을 가진 미혼 여성이 많았으며, 이들은 대부분 100만원 이상에서 200만원 미만의 월 소득인 것으로 조사되었다. 둘째, 조직문화, 장기근속의도, 심리적 행복감 각각의 타당성 및 신뢰성을 알아본 결과 조직문화의 요인은 4개, 장기근속의도 요인은 3개, 심리적 행복감의요인은 4개로 분류되었다. 셋째, 조직문화가 장기근속의도에 미치는 영향을 알아본 결과 조직문화와 장기근속의도 요인과의 관계에서 발전문화, 집단문화 요인이 높을수록 정(+)의 영향을 미치는 반면, 장기근속의도 요인이 부(-)의 영향을미치는 것으로 나타났다. 이는 상급자와 하급자의 서열이 확실하고 하달식의 관계가 유지되면 업무의 추진 속도를 높여 업무에 대한 자부심은 높지만 장기근속에는 부(-)의 영향을 가지는 것으로 나타났다. 넷째, 조직문화가 심리적 행복감에 미치는 영향을알아본 결과 업무 실행 시 긍정적인 영향을 보이면심리적 행복감의 요인에서도 정(+)의 영향을 띄는 것으로 나타났다. 이는 직무에 대한 일치와 만족감, 성취감을 얻고 있는 종사자는 심적으로 마음이 편하고행복하다는 생각을 하는 것으로 나타났다. 본 연구는 서울 지역 미용사를 대상으로 검증되었기 때문에 연구에 결과를 일반화하기에 다소 한계가있어 차후 연구에서는 조직문화를 위한 광범위한 표본 수집으로 연구 결과의 일반화가 이루어지기를 기대한다.

노인요양시설 종사자의 조직문화와 리더십 유형이 조직몰입에 미치는 영향에 관한 연구

신미호(Shin Mi ho) 한국복지실천학회 2017 한국복지실천학회지 Vol.8 No.1

The purpose of this study was to examine the impact of the awareness of employees in long-term care facilities about organizational culture and leadership style on their own organizational commitment. It s specifically meant to investigate the mediating effects of job satisfaction on organizational commitment based on their perception. The findings of the study proved that organizational culture and leadership style served to bolster organizational commitment through the medium of job satisfaction. The theoretical, practical and political implications of the study were as follows: First, this study is of academic significance in that it demonstrated job satisfaction produced mediating effects when the organizational commitment of the employees was strengthened through organizational culture and leadership management. It implies that this study made a contribution to the enlargement of the scope of research by proving that the new variable of job satisfaction exerted an influence on the way organizational culture and leadership management affected the organizational commitment of the employees. Second, this study provided evidence on the advantages of organizational culture and leadership management in the organizations of long-term care facilities. And this study served to fuel discussions on the necessity of leadership management by proving the good results of organizational culture and leadership management, and to spread awareness of the necessity of exploring how to boost organizational culture and leadership management. Third, it should be noted that employees are satisfied with their job, become more altruistic and show more organizational commitment when they satisfy not only the job requirements of their organizations but their own job requirements for themselves at the same time. So reasonable criteria for compensation and punishment should be prepared to encourage employees of long-term care facilities to identify themselves with their organizations to increase their job satisfaction. And the criteria should be known to them and applied in a coherent manner to improve their organizational commitment. Fourth, like the cases of businesses and other institutions, organizational culture and leadership management turned out effective in the long-term care facilities that were social welfare centers. Accordingly, a standard manual for the introduction and implementation of an organizational culture and leadership management system tailored to the characteristics of long-term care facilities should be provided, and it s required to take every necessary measure to make it happen. Fifth, the job satisfaction of employees in long-term care facilities contributes to the enhancement of their own organizational commitment, which serves, in turn, to make them more customer-oriented and offer quality services for clients. And then customer orientation leads to the improvement of organizational culture and leadership management this time. The virtuous circle makes it possible for long-term care facilities to fulfill all the social responsibilities, which are their essential missions. Therefore impartial and systematic evaluation tools and processes should be prepared to put organizational culture and leadership management on the right track, and specific guidelines on how to reflect the results of evaluation in incentives and differentiated performance-based pay should be presented. 본 연구는 노인요양시설의 조직문화와 리더십 유형 인식이 종사자들의 조직몰입에 미치는 정도를 설명하기 위해, 그리고 그 과정에서 직무만족이 종사자들이 인식하고 있는 조직몰입에 대한 매개효과를 검증하고자 하였다. 연구를 통해 조직문화 및 리더십 유형은 직무만족을 매개로 하여 조직몰입을 한층 더 강화시킨다는 것을 입증하였다. 따라서 본 연구의 이론적, 실천적, 정책적 함의는 다음과 같다. 첫째, 노인요양시설의 조직문화 및 리더십 경영 실천이 종사자들의 조직몰입을 유도하는데 있어 직무만족의 매개효과를 실증하였다는데 학문적 의의가 있다. 이는 조직문화 및 리더십 경영 실천이 종사자들의 조직몰입에 영향을 미치는데 있어 직무만족의 새로운 변수에 의한 영향정도를 실증하여 연구의 범위를 넓히는데 일정 부분 기여를 하였다는 점이다. 둘째, 노인요양시설 영역에 있어 조직적 차원에서 조직문화 및 리더십 경영을 실천할 경우 조직에 가져올 수 있는 이점의 근거를 제공하였다. 이러한 결과는 조직문화 및 리더십 경영을 실천하는 과정에서 그 성과를 입증함으로서 리더십 경영의 필요성에 대한 논의를 재차 확장시켰고, 조직문화와 리더십 경영의 실천을 더욱 강화하는 방안을 모색해야 할 필요성을 대두시켰다. 셋째, 조직에서 요구하는 직무에 대한 만족과 자신의 직무에 대한 만족이 일치할 때, 종사자는 직무에 만족하게 되고 이타성과 조직몰입을 보이는 것에 주목하여야 한다. 노인요양시설 종사자의 직무만족이 조직과 동일시되어 직무와 연결될 수 있도록 업무와 관련된 합당한 보상과 처벌기준을 마련하여 종사자에게 홍보하고 일관성 있게 준수함으로써 종사자의 조직몰입을 더욱 강화시키도록 제도화하여야 필요성이 제기된다. 넷째, 일반 기업 및 기관에서처럼 사회복지기관인 노인요양시설에서도 조직문화 및 리더십 경영 실천의 효과성이 입증되었다. 따라서 노인요양시설 조직에 적합한 조직문화 및 리더십 경영 시스템을 도입하고 실천할 수 있는 표준 매뉴얼을 공급하고 확산될 수 있도록 제도적 뒷받침을 위한 노력을 해야 할 것이다. 다섯째, 노인요양시설 종사자의 직무만족은 기관의 조직몰입을 가져와 결국은 클라이언트에게 양질의 서비스를 제공하는 고객 지향성을 갖게 되고, 고객 지향성은 다시 시설의 조직문화 향상 및 리더십 경영을 향상시키게 되는 선순환 구조를 가지게 되어 사회복지조직 본연의 임무인 사회적 책임을 다하게 된다. 따라서 공정하고 체계적인 평가 도구와 절차의 마련 등 조직문화 및 리더십 경영의 정착을 위한 시스템을 구축하고, 평가의 결과를 반영하여 보조금 지급시 인센티브 반영, 성과급 차등지급 등 구체적 가이드라인을 제시할 필요성이 있다.

Establishment and long-term culture of the cell lines derived from gonad tissues of Siberian sturgeon (Acipenser baerii)

Ryu, Jun Hyung,Nam, Yoon Kwon,Gong, Seung Pyo The Korean Society of Fisheries and Aquatic Scienc 2016 Fisheries and Aquatic Sciences Vol.19 No.4

To culture germline stem cells in vitro, establishment of the cell lines that can be used as the feeder cells is a prerequisite. In this study, we tried to establish gonad-derived cell lines in Siberian sturgeon (Acipenser baerii). Five 1-year-old A. baerii were used as a donor of gonad tissues, and gonad-dissociated cells were cultured in vitro. Subsequently, determination of growth conditions, long-term culture, characterization, and cryopreservation of the cell lines were also conducted. Five gonad-derived cell lines were stably established and cultured continuously over at least the 73th passage and 402 culture days under the media containing 20 % fetal bovine serum at $28^{\circ}C$. All cell lines consisted of two main cell types based on morphology even if the ratio of the two cell types was different depending on cell lines. Despite long-term culture, all cell lines maintained diploid DNA contents and expression of several genes that are known to express in the A. baerii gonad. After freezing and thawing of the cell lines, post-thaw cell viabilities between 57.6 and 92.9 % depending on cell lines were indentified, suggesting that stable cryopreservation is possible. The results and the cell lines established in this study will contribute to the development of an in vitro system for A. baerii germline stem cell culture.

Establishment of Techniques for Primary Isolation, Characterization, and Long-Term Maintenance of Porcine Endothelial Cells

( Ji Hye Yang ),( Dong Eun Kim ),( Seul Bi Lee ),( Hyun Nam ),( Dong Sup Lee ),( Jung Ryul Lee ),( Gene Lee ),( Jae Jin Cho ) 한국조직공학·재생의학회 2009 조직공학과 재생의학 Vol.6 No.1

The long-term maintenance of highly purified primary porcine endothelial cells(pEC) is eventually required for xenotransplantation and stem cell research. However, primary isolated cells, after four to five passages, are commonly used even without correct characterization. Therefore, along-term maintenance system of pEC was established. This system produces highly-purified and well-characterized pEC and functions properly in order tofacilitate the studies of xeno-immune responses. Porcine thoracic aorta was dissected free of connective and adipose tissues, and aortic endothelium was digested and scraped mechanically. Isolated cells were filtered with nylon mesh, seeded on culture dishes, and maintained with specialized culture medium. Their function and characteristics were analyzed during long-term culture by immunohistochemistry, FACS analysis, uptake ability of acetylated low density lipoproteins(LDL), and cell proliferation assay. For over nineteen passages, cells showed a typical cobble-stone shape of endothelial cells and were endowed with the functional properties of endothelial cells, which could uptake acetylated low density lipoproteins(LDL). They also showed characteristic properties of endothelial cells, which could express endothelial specific markers, von Willebrand factor(vWF), and CD31(PECAM). Using flow cytometry, it was shown that over 95% of cells were positive in CD31 and over 90% in DiI-ac-LDL for over fifteen passages. Consequently, the cells showed high purity and functioned as porcine endothelial cells even with long-term maintenance. A simplified and reliable primary isolation, long-term maintenance, and characterization system of porcine primary endothelial cells is provided. This system facilitates the study of the role of the endothelial response in human-porcine xenotransplantation and stem cell research.

漢文文化 敎育의 現況과 課題

송병렬 영남대학교 민족문화연구소 2008 민족문화논총 Vol.40 No.-

Latin culture has fundamental influence in the West, and Classical Chinese is the equivalent in east Asia. Classical Chinese culture is the cultural pedestal of East Asia, and had been the dominating culture till the Western penetration. In Korea, Classical Chinese was adopted as independent local culture and evolved into the core of ethnic culture. Numerous words are derived from Chinese classical culture. Materials of literature, history, and philosophy are written in Classical Chinese. Classical Chinese deeply influenced the details of life. Nowadays, however, Classical Chinese culture is regarded no more than a legacy; we are rather reluctant to enjoy and develop this culture. Ecological factor of Classical Chinese culture uniting nature and man is safely preserved in language, literature, history, philosophy, and microhistory. We do not rejoice in this ecological heritage of Classical Chinese, though. Classical Chinese culture is organized in the curriculum and textbooks. Cultural factor is reflected in both current and future curriculums. The textbooks reflect adequate cultural material in accordance with the curriculum. Still, students are deprived of their opportunity to actually feel and experience the culture. Educating Classical Chinese and its culture is obviously ruined by education system concentrated on entrance exam and education policies based on short-term pragmatism. Today we confront the global environment crisis. Classical Chinese has its traditional ecological culture. We ought to rejoice in this ecological culture of literature, history, and philosophy. Educating Classical Chinese should follow this path. Latin culture has fundamental influence in the West, and Classical Chinese is the equivalent in east Asia. Classical Chinese culture is the cultural pedestal of East Asia, and had been the dominating culture till the Western penetration. In Korea, Classical Chinese was adopted as independent local culture and evolved into the core of ethnic culture. Numerous words are derived from Chinese classical culture. Materials of literature, history, and philosophy are written in Classical Chinese. Classical Chinese deeply influenced the details of life. Nowadays, however, Classical Chinese culture is regarded no more than a legacy; we are rather reluctant to enjoy and develop this culture. Ecological factor of Classical Chinese culture uniting nature and man is safely preserved in language, literature, history, philosophy, and microhistory. We do not rejoice in this ecological heritage of Classical Chinese, though. Classical Chinese culture is organized in the curriculum and textbooks. Cultural factor is reflected in both current and future curriculums. The textbooks reflect adequate cultural material in accordance with the curriculum. Still, students are deprived of their opportunity to actually feel and experience the culture. Educating Classical Chinese and its culture is obviously ruined by education system concentrated on entrance exam and education policies based on short-term pragmatism. Today we confront the global environment crisis. Classical Chinese has its traditional ecological culture. We ought to rejoice in this ecological culture of literature, history, and philosophy. Educating Classical Chinese should follow this path.

종합병원과 요양병원 간호사의 환자 안전 문화 인식에 관한 비교 연구

원효진,서은주 대한산업경영학회 2022 산업융합연구 Vol.20 No.11

This study conducted a descriptive research to compare the degree of patient safety culture awareness among general hospitals and long-term care hospital nurses. The subjects of this study were 150 nurses who worked for more than 6 months at 2 general hospitals and 4 long-term care hospitals located in 3 cities, the data has collected from October to December 2021. To Measure patient safety culture, the patient safety culture measurement tool developed by Soon Gyo Lee was used. Data were analyzed by χ2-test, ANOVA, and t-test using SPSS 20.0 program. As a result of the study, the variables with high patient safety culture were the nurse’s age(F=44.17, p =.000), clinical career(F=62.86, p =.000), and current workplace career(F=26.27, p =.000). Among the subdomains of patient safety culture, leadership(t=2.07, p = .040) and patient safety priorities(t=2.18, p =.031) were found to be higher in long-term care hospital nurses than general hospital nurses. Based on this result, we expected that it can be used as data in developing programs to raise the level of patient safety culture in hospitals and long-term care hospitals.

장기요양시설의 노인문화예술교육 현황 및 활성화 방안 연구

강윤경,박정현,이강일 한국문화교육학회 2017 문화예술교육연구 Vol.12 No.3

The present study aims to evaluate the status of elderly culture arts education and discover the arising problems in order to present measures for activation. Also, the purpose of this paper is to present the most effective means that suit the capacity and circumstances of the elderly and means to implement personalized culture arts education. By doing so, it will draw baseline data that will aid the development of programs that protect dignity of the elderly and improve their quality of life. The subjects of the present study were users of elderly specialized care facilities of long-term care institutions, common house facilities, day-and-night care centers, short-term care facilities, and visiting care facilities in Seoul and Gyeonggi areas. Among them, geriatric patients above the age of 65 using long-term care institutions were randomly sampled, and 380 responses were obtained. The sociodemographic factors for research were gender, age, period of long-term care facility usage, health status, type of services used. The factors related to the status of elderly culture arts education were the number of experiences in participating in a culture arts education program, the field of participation, and the requirement for participation. The survey results suggested five measures for activating elderly culture arts education of long-term care facilities. First is change in recognition of elderly culture arts education, second is establishment of network system, third is development of elderly culture arts education program corresponding to development in elderly stages, fourth is usage of institutional support for elderly culture arts education, and fifth is the establishment of infrastructure for experts in the elderly. 본 연구는 장기요양시설의 노인문화예술교육 현황을 파악하고 대두되는 문제점들을 규명함으로써 활성화 방안을 제시하고자 한다. 또한 노인의 생애주기와 상황에 부합할 수 있는 문화예술교육 프로그램을 실시하는 방안을 제시하고 노인으로서의 존엄성을 지키고 삶의 질 향상과 프로그램개발에 도움이 되는 기초자료를 도출하는데 본고의 목적이 있다. 본 연구는 서울, 경기지역의 수도권에 있는 노인장기요양기관의 노인전문요양시설, 공동생활가정시설, 주야간보호시설, 단기보호시설, 방문요양시설 이용자를 대상으로 조사하였다. 이들 중 65세 이상의 노인성질환을 가지고 있고 노인장기요양기관을 이용하는 노인 490명을 무작위로 표집하여 380명의 응답을 확보하였다. 연구를 위한 인구사회학적 요인으로 성별, 나이, 노인장기요양기관 이용기간, 건강상태, 이용서비스 종류를 조사하였고, 노인문화예술교육의 현황과 관련된 항목으로는 문화예술교육프로그램 참여경험 횟수, 참여분야, 참여요구에 대한 질문을 하였다. 설문결과에 따른 장기요양시설의 노인문화예술교육 실태는 크게 4가지로 요약될 수 있다. 첫째, 장기요양시설 노인들을 위한 문화예술교육의 질적·양적 개발과 체계적 관리시스템이 요구된다 둘째, 문화예술교육 사업을 지속하고 안정화하기 위해서 대상 노인들의 정신적·신체적 특성별로 요구되는 프로그램 개발 및 정착화가 필요하다. 셋째, 노인 문화예술교육 지원 분야의 다양화 및 교육영역의 확장이 필요하다. 넷째, 문화예술교육에의 참여가 노인들에게 새로운 학습의 기회를 제공하고 새로운 영역에 대한 경험을 제공하고 있다는 것이다

Limiting Dilution Assay를 이용한 Long-term Culture-Initiating Cells의 정량

성기웅,유경하,고상혁,윤계진,장필상,강형진,이준아,한효정,최형수,유은선,구홍회,신희영,안효섭 대한조혈모세포이식학회 1997 대한조혈모세포이식학회지 Vol.2 No.1

연구배경: LTC-IC는 5주간의 장기액상배양 후에도 집락을 형성할 수 있는 세포를 말하며 조혈모세포의 이식능을 가장 잘 대변할 수 있는 세포이다. 본 연구에서는 Limiting Dilution Assay를 통해 LTC-IC를 정량하고자 하였다. 대상 및 방법: 제대혈, 가동화된 말초혈 및 골수형을 대상으로 일정수의 단핵구에 포함된 CD34^(+) 세포수, CD34^(+)/38- 세포수, 단기배양시 형성된 집락의 수 및 LTC-IC의 수를 구하였다. LTC-IC의 수는 96-well plate에서의 장기액상배양 및 Poisson 분포를 이용한 limiting dilution assay를 이용하였다. 결과: 10^(5)개의 단핵구에 포함된 CD34^(+) 세포, CD34^(+)/38^(-) 세포수는 제대혈에서 960±493, 43.0±20.0, 가동화된 말초혈에서 720±432, 42.5±18.8, 골수혈에서 2,505±805, 805±305였고, CFU-GM의 수는 제대혈에서 24.6±9.9, 가동화된 말초혈에서 20.7±13.0이었고, LTC-IC의 수는 제대혈에서 10.4±5.7, 가동화된 말초혈에서 5.8±5.3, 골수혈에서 13.9±4.2였다. 결론: 96-well plate에서의 장기액상배양 및 Poisson 분포를 이용한 limiting dilution assay를 이용하여 성공적으로 LTC-IC의 수를 정량하였고 이를 통해 이식후의 장기생착능에 대한 정보를 얻을수 있다. Background: Long-term culture-initiating cells(LTC-IC) are defined as those cells responsible for the presence of clonogenic progenitors in 5-week-old long-term culture. LTC-IC are the best available approximation of stem cells in human. we compared the number of LTC-IC in cord blood(CB), mobilized peripheral blood(PB), and bone marrow(BM) using limiting dilution assay(LDA). Methods: Samples were obtained from CB, mobilized PB, and BM. Mononuclear cells(MNC) and CD34^(+) cells were separated by ficoll-hypaque centrifugation and method using immunomagnetic beads, respectively. Flow cytometric analysis was done for determination of CD34^(+) and CD34^(+)/38 cells. Clonogenic progenitors were assayed in methylcellulose media. For LDA, MNCs or CD 34^(+) cells were seeded onto irradiated murine stromal feeder layer in 96-well plate at 3~5 different cell concentrations. Wells that did not contain cobblestone area after 5 weeks of culture were counted and the number of LTC-IC was determined using Poisson distribution. Results: The number of CD34^(+) and CD34^(+)/38^(+) cells per 10^(5) MNCs in CB, PB, and BM were 960±493, 43.0±20.0, 720±432, 42.5±18.8, and 2,505±805, 805±305, respectively. The number of CFU-GM per 10^(5) MNCs in CB and PB were 24.6±9.9 and 20.7±13.0, respectively. The number of LTC-IC per 10^(5) MNCs in CB, PB, and BM were 10.4±5.7, 5.8±5.3, and 13.9±4.2, respectively. Conclusion: In this report, we successfully determined LTC-IC frequencies using LDA with long-term culture system. Determination of LTC-IC frequencies is useful for measurement of long-term in vivo repopulating potential.

한국과 베트남 청년의 이문화 요인 비교와 커뮤니케이션에 관한 연구

이제홍(Je-Hong Lee) 한국통상정보학회 2020 통상정보연구 Vol.22 No.3

본 연구는 한국과 베트남 청년의 이문화 변화추이를 고찰하여 비즈니스 커뮤니케이션에 미치는 영향을 파악하고자 한다. 목적을 도출하기 위해 한국 청년과 베트남 청년의 이문화 변화추이를 비교분석함과 아울러 이문화 요인인 집단주의적 문화, 전통관습중시 문화, 성과중심적 문화, 장기적·인내하는 가치문화, 평등한 사회문화, 신중·안정적(여성중심적) 가치문화가 언어적 커뮤니케이션과 비언어적 커뮤니케이션에 미치는 영향을 분석하여 베트남 협상자의 협상 행태를 파악하는데 있다. 아울러 시대환경변화로 이문화 변화추이에 따라 커뮤니케이션 행동패턴을 연구하여 베트남과의 관계결속을 유지하는데 도움을 주고자 본 연구를 실시하고자 한다. 분석결과 전통관습 중시문화, 성과중심적인 문화, 평등한 사회문와의 가치관 속성을 가진 베트남은 청년은 비언어커뮤니케이션에 유의한 영향을 미치는 반면, 집단주의적 장기적이고 인내하는 문화, 신중하고 안정적이며 여성적인 문화 속성을 가진 베트남 청년은 비언어적 커뮤니케이션에 영향을 미지 않는 것으로 나타났다. 베트남 집단주의 문화와 여성주의적 문화 가치관을 청년들은 언어적, 비언어적 커뮤니케이션에 모두 유의하지 않기 때문에 이들 문화의 속성은 또 다른 커뮤니케이션을 하고 있는 것으로 나타났다. The purpose of this study is to examine the trends of intercultural change among youths in Korea and Vietnam to understand their impact on business communication. In order to derive the purpose, the trend of cross-cultural changes between Korean and Vietnamese youths is compared and analyzed, and cross-cultural factors such as collectivist culture, traditional custom-oriented culture, performance-oriented culture, long-term and enduring value culture, equal social culture, prudent. It aims to understand the negotiating behavior of Vietnamese negotiators by analyzing the impact of a stable (female-centered) value culture on verbal and non-verbal communication. In addition, this study will be conducted to help maintain the relationship with Vietnam by studying communication behavior patterns according to the trends of intercultural changes due to changes in the time environment. As a result of the analysis, Vietnam, which has the attributes of traditional customs-oriented culture, performance-oriented culture, and equal social literacy values, has a significant influence on non-verbal communication while youth have a significant effect on non-verbal communication. Vietnamese youth with cultural attributes were found to have no effect on non-verbal communication. Because young people do not pay attention to both verbal and non-verbal communication about the Vietnamese collectivist culture and feminist cultural values, it was found that the characteristics of these cultures are different communication.

노인장기요양기관 윤리경영, 직무착근도, 고객지향성의 영향관계 연구 -조직문화의 매개효과 중심-

우혜숙 한국인간복지실천학회 2021 한국인간복지실천연구 Vol.26 No.-

본 연구는 노인장기요양기관의 윤리경영, 직무착근도, 고객지향성, 조직문화와의 관계 를 규명하되, 요양보호사의 윤리경영, 직무착근도, 고객지향성, 조직문화의 수준은 어느 정도인지를 파악하고, 이들 간의 관계를 조직문화가 매개하는지 검증하는데 목적이 있다. 이를 위해 본 연구에서는 충청지역에 소재하고 있는 노인장기요양기관의 요양보호사 626명의 설문을 실시하였는데 본 연구의 주요결과는 요양보호사가 인식하고 있는 윤리 경영 수준은 5점 척도 기준에서 평균 3.760, 조직문화 수준은 평균 3.501점으로 나타났는 데 관계문화가 가장 높고 위계문화가 가장 낮게 나왔다. 직무착근도 수준은 평균 3.524 를 보여주었고, 고객지향성 수준은 3.79로 나타났다. 윤리경영이 조직문화, 직무착근도, 고객지향성에 직접적으로 정적 영향을 미치는 것으 로 나타났고, 조직문화가 직무착근도에 직접적인 영향을 미칠 뿐만 아니라 고객지향성에 도 영향을 미치며, 윤리경영은 조직문화에 영향을 미치으로 윤리경영이 직무착근도에까 지 영향을 미치는 것을 알 수 있었다. . 한계점과 후속연구를 제언하자면 첫째, 노인장기요양기관의 특성에 맞는 윤리경영 측 정도구가 개발될 필요가 있다. 둘째, 다양한 지역의 요양보호사를 대상으로 본 연구와 유 사한 연구가 진행된다면 노인장기요양기관의 조직 윤리경영과 조직문화 수립 기여에 기 반이 될 것이라 판단된다. 셋째, 조직문화유형인 Quinn과 McGrath(1985)의 4가지 유형인 관계문화, 합리문화, 위계문화, 개발문화를 고찰하였다. Quinn과 McGrath(1985)의 4가지 문화유형만 연구한 것은 아쉬운 측면인데 본 연구 역시 마찬가지의 한계를 가지고 있다 고 하겠다. 넷째, 본 연구는 한 번의 설문을 수집하여 횡단적인 연구만 실시되어 변인들 간의 관계가 왜곡 될 수 있는 가능성을 가지는 한계가 있다. This study examines the relationship between ethical management, job commitment, customer orientation, and organizational culture of long-term care institutions for the elderly, but also identifies the level of ethical management, job commitment, customer orientation, and organizational culture of caregivers. The purpose of this study is to verify whether the organizational culture mediates the relationship between them. To this end, this study conducted a questionnaire survey of 626 caregivers of long-term care institutions for the elderly located in the Chungcheong region. The average level was 3.501, with relational culture being the highest and hierarchical culture being the lowest. The average level of job commitment was 3.524, and the level of customer orientation was 3.79. It was found that ethical management directly and positively affects organizational culture, job commitment, and customer orientation. As a result, it can be seen that ethical management has an impact on the degree of job commitment. To suggest limitations and follow-up studies, first, it is necessary to develop an ethical management measurement tool suitable for the characteristics of long-term care institutions for the elderly. Second, if a study similar to this study is conducted for caregivers in various regions, it is judged that it will be the basis for the contribution of ethical management and organizational culture establishment of long-term care institutions for the elderly. Third, the four types of organizational culture, Quinn and McGrath (1985), were examined: relational culture, rational culture, hierarchical culture, and development culture. It is unfortunate that Quinn and McGrath (1985) studied only four cultural types, but this study also has the same limitations. Fourth, this study has a limitation in that it has a possibility that the relationship between variables may be distorted because only a cross-sectional study is conducted by collecting a single questionnaire.