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Anapana-sati의 심리치유적 이해와 적용: 서양 및 국내 심리치유 프로그램의 고찰을 중심으로
윤미숙 ( Mi Sook Yoon ) 동아시아불교문화학회 2015 동아시아불교문화 Vol.0 No.24
Anapana-sati(아나빠나사띠)는 호흡명상의 빨리어로 세 가지 단어ana(들숨), apana(날숨), sati(알아차림)가 나타내는 그대로 들숨과 날숨의 호흡을 알아차림 하는 호흡 수행법이다. 호흡명상은 깨달음의 수행을 출발에서 도착까지 다 가능하게 하는 수행체계를 가진 중요한 수행법으로 동서양에서 호흡명상을 이용한 심리치유프로그램이 개발되어 심리치유의 임상 및 연구에 적용되어 오고 있다. 특히 현대인들이 겪고있는 우울증과 외상 후 스트레스 등 다양한 심리장애 치료를 위한 방법중의 하나로 효과적으로 사용되고 있다. 본고에서는 초기 불교에 나타난 아나빠나사띠의 심층이해와 이 명상을 이용한 서구의 대표적인 심리치유 프로그램인 MBSR과 MBSR을 근간으로 개발된 MBCT, DBT, ACT 프로그램 및 국내의 호흡명상, 요가명상, 선 수행을 이용한 심리치유상담 프로그램을 고찰하였다. 이 고찰을 통하여 임상적용에 참고할 수 있는 이론적 근거와 기법 적용에 도움이 될 수 있는 실용적인 정보를 제공하고자 하였다. Anapana-sati means breathing mediation in Pali language. It consists of three words: ana (inhalation), apana (exhalation), and sati (awareness). Through the inhalation and exhalation of breath, Anapana-sati helps practitioners to achieve awareness. This breathing meditation is considered a very important practice as it has a perfect system which enables the journey, from its beginning to the ending, to the enlightenment possible. Based on the Anapana-sati, various psychological treatment programs such as MBSR and other similar programs have been developed and applied for treating psychological disorders both in the east and the west. It is proved that those programs work effectively, especially for treating patients with depression and post-traumatic disorder. This study researched on in-depth understanding of Anapana-sati and how it is being understood and applied in four different mindfulness based psychological programs in the west as well as Meditation based Psychological Therapy Program, Yoga Meditation, and Zen Practice in Korea. The study was performed to see the way Anapana-sati has been incorporated in those programs so that practical information for further use of breathing meditation as an effective intervention can be obtained.
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일부 치위생과 학생의 식이섭취실태와 치아우식증과의 상관관계 연구
윤미숙 ( Mi Sook Yoon ),정은주 ( Eun Ju Jung ),윤혜정 ( Hye Jeong Youn ) 한국치위생과학회 2012 치위생과학회지 Vol.12 No.2
The purpose of this study was to utilize it as useful basic data for improving oral health and for developing educational guidelines, by surveying the intake frequency in cariogenic food and the dietary intake status in detergent food through dietary life diary of some female undergraduates, and by researching into relationship between dietary intake factor and dental caries. It allowed dietary life diary for 5 days to be recorded targeting female undergraduates for the Dept. of Dental Hygiene, selected dietary life diary of 66 people without omission of record, and used it in this study. The following conclusions were obtained. 1. As a result of surveying the food intake status, it was indicated to be 12.82 for cariogenic food intake frequency, 256.36 for caries incidence available time and 8.32 for detergent food intake frequency. 2. As a result of surveying in order to examine relationship between cariogenic food intake frequency, detergent food intake frequency & cariogenic light-meal intake frequency and dental caries by dividing group with caries and group with non-caries, the group with caries was indicated to be a little higher than the group with non-caries. However, statistically significant difference wasn`t indicated. 3. In the correlation between dietary intake status and dental caries, it was indicated that the more rise in cariogenic food intake frequency leads to the more rise in detergent food intake frequency and even in total light-meal intake frequency, but wasn`t shown correlation with dental caries. In light of the above results, many limitations were indicated in finding and analyzing the dental caries incidence level and cause just with a method through surveying dietary intake. However, given the more in cariogenic food intake frequency and detergent food intake frequency, the possibility of dental caries incidence could be predicted.
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윤미숙(Mee-Sook Yoon) 한국비서학회 2000 비서·사무경영연구 Vol.9 No.2
The purpose of this study is to define the current and future roles of secretary. A three-round Delphi technique was used to collect data through a series of surveys to obtain the consensus of a group of experts in secretarial job. In the first round, and unstructured questionnaire was sent to 52 experts who were qualified to respond to define the secretary's role. Fifty-two experts consist of 17 instructors at colleges, 16 current or former secretaries, and 19 bosses and HRD managers. In the second round, the summarized results of the first round were distributed to 45 round-two respondents to rate the importance of each item for confirmation and validation of the results. In the third, the same procedure as in the second round was repeated to obtain the consensus of the experts on secretary's roles. Data were analyzed using content analysis and descriptive statistics. The results of this study are summarized as follows: First, the secretary's current roles are defined as administrative assistant, communication expert, planning manager, human relations manager, information manager, office manager, public relations manager, training manager, training manager, facilitator, customer relations manager, and business partner. Second, the secretary's role are defined as multi-functional office professional, information manager, business partner, human relations manager, communication expert, planning manager, facilitator, change agent, customer relations manager, and training manager. Based on the findings of this study, further research is required to identifying the required competencies of each role. Second, it will be interesting to validate the roles defined by expert panel, to assess the current level of expertise, and to rate the importance weighting by secretaries who are now employing.
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윤미숙(Yoon Mee-Sook) 한국비서학회 2003 비서·사무경영연구 Vol.12 No.2
본 연구에서는 현재 비서직에 현재 필요한 역량과 미래에 필요한 역량을 규명하여 향후 비서교육이 역량 중심으로 이루어질 수 있는 토대를 제공하고자 한다. 연구대상은 비서직과 관련된 전문가 집단을 비서교육전문가, 현직(전직) 비서, 비서의 상사 및 HRD 담당자 등으로 나누어, 총 3차례에 걸친 델파이 연구를 실시하였다. 본 연구를 통하여 도출된 결론은 비서직에 현재 필요한 역량은 지식 5개 항목, 개인의 심리적 특성 11개 항목, 기술 6개 항목 및 결정전략 6개 항목 등 총 28개가 선정되었다. 지식은 사무관리 능력, 조직에 대한 이해, 업무와 관련된 지식, 타문화에 대한 이해, 회계 능력의 순으로, 개인의 심리적 특성은 기밀성, 정확성 및 신속성, 직업의식, 인성, 책임감 충성심과 정직성 자기개발 전문가다운 이미지, 융통성 및 적응력, 적극성 및 주도성, 지도력 순으로, 기술은 컴퓨터 활용능력, 문서/구두 의사소통 능력, 외국어 능력, 대인관계 형성 및 유지 능력, 시간 관리, 고객 몽사의 순으로, 결정전략은 정보관리 능력, 판단력 문제해결능력 예견성, 의사결정 능력, 기획능력의 순으로 도출되었다. 비서직에 미래에 기대되는 역량은 지식 5개 항목, 개인의 심리적 특성 11개 항목, 기술 4개 항목, 그리고 결정전략 7개 항목 등 27개로 최종 선정되었다. 현재 역량에서 고객 봉사, 시간관리, 충성심 및 정직성 등이 미래역량에서는 제외되고, 새롭게 창의력, 논리적 사고력/분석력 등이 추가되었다. 본 연구에서 비서직의 현재 및 미래 역량을 추출하여 비서교육을 역량중심 교육으로 시도할 수 있는 기반을 제공함으로써 기업에서 원하는 역량을 갖춘 비서를 양성하는 토대라는 점은 의의가 있다. 하지만 역량을 규명하는데 있어서 모든 비서가 갖추어야 할 기본 공통 역량과 비서의 특정 역할을 하는데 필요한 역량을 구분하지 못했으므로 이에 대한 후속연구가 필요하다고 본다. 또한 본 연구에서 규명된 역량을 기업현장에서 근무하는 현직 비서를 대상으로 검증, 실증 분석하는 과정이 필요하다. 또한 추출된 역량을 갖춘 비서를 양성하기 위한 후속 연구도 필요하다. The purpose of this study is to define the current and future competencies of secretary. A three-round Delphi technique was used to collect data through a series of surveys to obtain the consensus of a group of experts in secretarial job. In the first round, and unstructured questionnaire was sent to 52 experts who were qualified to respond to define the secretary's role and competencies. Fifty-two experts consist of 17 instructors at colleges, 16 current or former secretaries, and 19 bosses and HRD managers. In the second round, the summarized results of the first round were distributed to 45 round-two respondents to rate the importance of each item for confirmation and validation of the results. In the third, the same procedure as in the second round was repeated to obtain the consensus of the experts on secretary's roles and competencies. Data were analyzed using content analysis and descriptive statistics. The results of this study are summarized as follows: First, the secretary's competencies to perform the current roles consist of 5 domain knowledge, 11 psychological traits, 6 cognitive skills, and 6 decision strategies. Second, the secretary's competencies to perform the expected roles in the future consist of 5 domain knowledge, 11 psychological traits, 4 cognitive skills, and 7 decision strategies. Based on the findings of this study, further research is required to define separately the key common competencies and job-specific competencies. Second, it is also required to identify the organizational conditions that help or hurt the exercise of the roles and competencies. Fifth, further research is required to identify the behavioral indicators needed for each competency.
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