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일차성 하지 정맥류 치료에서 광투시 전동형 정맥적출술과 고식적 수술의 비교
백광재,김만우,김호성,배국현,최상용,박신희,이광찬,김진승 대한외과학회 2003 Annals of Surgical Treatment and Research Vol.65 No.5
Purpose: This study was designed to compare Transilluminated Powered Phlebectomy (TIPP) with conventional surgical treatment (high ligation of the greater saphenous vein and above knee stripping with varicosectomy). Methods: 428 cases of varicose veins, managed surgically at our hospital, were reviewed. A retrospective review of clinical records, between November 2000 an March 2003, was performed. The patients were divided into one of two groups: TIPP or a conventional operation. All the patients had at least a C2 CEAP disease. Results: The demographics, hospital stays and operating times for the two groups were similar. However, a TIPP was associated with significantly fewer incisions (4.4±1.5 vs 8.2±3.9; P<0.001) and recurrence (n=14, 6% vs n=24, 12%; P=0.003). The incidence of a postoperative hematoma developing was more common with TIPP (n=20, 9% vs n=1, 0.5%; P=0.023). The problem of a hematoma formation in TIPP was solved by the insertion of a small closed suction drain. Skin perforation and wrinkling, and dermatosclerosis, were only complicated in the TIPP. The mean pain scores (out of 10) for the TIPP and conventional operation groups, at 2 and 7 days and 4 weeks, were 4.8, 1.4 and zero, and 4.8, 2.8 and zero, respectively. The cosmetic satisfaction score was higher in the TIPP group (8.7 vs 5.7; P<0.001). Conclusion: With respect to pain, cosmetic satisfaction and residual varicose, the outcomes in the TIPP group were significantly better than those in the conventional operation group. (J Korean Surg Soc 2003;65:452-456)
요양보호사의 긍정심리자본이 직무만족에 미치는 영향에서 직무스트레스와 조직신뢰 매개효과 분석
백광재 ( Baek Kwang-jae ) 한국사회복지경영학회 2023 사회복지경영연구 Vol.10 No.2
본 연구의 목적은 요양보호사의 긍정심리자본이 직무만족에 영향을 미칠 때 직무스트레스와 조직신뢰의 매개효과를 확인함으로써 직무만족을 향상시킬 수 있는 방안을 모색하는 데 있다. 이에 따른 연구문제는 요양보호사의 긍정심리자본이 직무만족에 영향을 미치는 과정에서 직무스트레스와 조직신뢰가 어떠한 매개효과를 가지는가? 본 연구의 연구 대상자는 506명이었다. PASW(SPSS) 26.0을 활용하여 매개효과를 분석하였다. 분석결과 첫째, 요양보호사의 긍정심리자본이 직무스트레스와 조직신뢰에 유의미한 영향을 미치고 있었다. 둘째, 요양보호사의 직무스트레스와 조직신뢰가 직무만족에 영향을 미치는 것으로 나타났다. 셋째, 요양보호사의 긍정심리자본은 직무스트레스와 조직신뢰에 영향을 미치고 직무스트레스와 조직신뢰는 직무만족에 영향을 미치는 것으로 나타났다. 넷째, Sobel test 검증 결과 Z값이 모두 유의미하게 나와 매개효과가 유효한 것으로 나타났다. 본 연구의 함의는 첫째, 요양보호사의 직무스트레스 감소와 조직신뢰 증진을 위해 요양보호사의 긍정심리자본이 중요한 변인이라는 점을 검증하였다. 둘째, 요양보호사들의 긍정심리자본과 직무만족 관계에서 직무스트레스와 조직신뢰의 매개효과를 확인하였다. 요양보호사 스스로가 자신이 하는 일에 대한 가치와 자부심으로 자신에 대한 신념을 갖고 직업에 대한 자긍심이 높아질 수 있도록 하는 다양한 프로그램이 제공되고, 근무환경개선, 보상체계 개선, 처우개선이 이루어지도록 제도적인 지원이 이루어져야 함을 함의한다. The purpose of this study is to explore ways to enhance job satisfaction by examining the mediating effects of job stress and organizational trust when positive psychological capital of caregivers affects job satisfaction. The research problem is to determine the mediating effects of job stress and organizational trust in the process by which positive psychological capital of caregivers affects job satisfaction. The study included a total of 506 participants. The mediating effects were analyzed using PASW (SPSS) 26.0. The analysis results revealed the following findings: First, positive psychological capital of caregivers had a significant impact on job stress and organizational trust. Second, job stress and organizational trust of caregivers were found to affect job satisfaction. Third, positive psychological capital of caregivers influenced job stress and organizational trust, and job stress and organizational trust influenced job satisfaction. Fourth, the Sobel test confirmed that the Z-values were all statistically significant, indicating the presence of mediating effects. The implications of this study are as follows: First, it validates that positive psychological capital of caregivers is an important variable for reducing job stress and enhancing organizational trust. Second, it confirms the mediating effects of job stress and organizational trust in the relationship between positive psychological capital of caregivers and job satisfaction. It suggests the need for various programs that enable caregivers to have a sense of value, pride, and belief in their work, and institutional support such as improving working conditions, compensation systems, and welfare benefits.