Earticle

이 연구의 목적은 W치과대학의 역량기반 치의학 교육과정 개편을 위한 역량모델을 개발하는데 있다. 이를 위해 이 연구방법은 역량모델 개발절차를 3단계로 진행하였다. 역량모델 준비 단계는 구성원의 인식조사를 분석하고, 개발단 계는 역량수준 등을 개발하였다. 평가단계는 전문가에게 내용타당도를 검증받았다. 그 결과 내용타당도지수(CVI: content validity index)는 .91로 높은 CVI를 나타났으며, 대학차원의 공통역량인 4개의 핵심역량과 전공역량인 직무 역량을 연계한 역량모델을 개발하였다. 이러한 절차를 걸쳐 개발된 W치과대학의 역량모델 개발 사례는 앞으로 역량모 델 개발이 필요한 연구에 기초자료를 제공할 수 있으며, W치과대학의 역량 기반 교육과정 개편에도 반영할 예정이다.

The purpose of this study is to develop a competency model for the revision of the dentistry education curriculum based on the competency of W College of Dentistry. For this, this study made progress of the competency model development procedure in three stages. The preparation stages of the competency model was developed by performing an analysis about the awareness investigation of the members, and the development stages were progressed through the competency level and behavioral index, etc. The content validity was verified by an expert for the evaluation stage. As a result, content validity index was high with CVI of .91 and a competency model was developed with the 4 key competencies, which are the common competencies of the university linked with job competency, the major competency. This study holds significance by the fact that the competency model development case developed through this procedure provided basic data for research that requires the development of the competency model and the education curriculum revision based on the competency of W College of Dentistry is planned to also be applied.

Purpose: This study was conducted to provide fundamental data for improving the quality of care by investigating the relationships of critical reflection competency, nursing practice environment, job crafting, and person-centered care among tertiary hospital nurses. Additionally, the study sought to identify the factors influencing person-centered care. Methods: Data were collected from 132 tertiary hospital nurses with at least 1 year of work experience via an online survey conducted in January 2023. Results: Person-centered care varied significantly according to age, clinical experience, and department. Significant correlations of person-centered care with critical reflection competency (r=.77, p<.001), nursing practice environment (r=.46, p<.001), and job crafting (r=.71, p<.001) were observed. Factors contributing to person-centered care among tertiary hospital nurses included critical reflection competency (β=.46, p<.001) and job crafting (β=.40, p<.001), with an explanatory power of 70.2%. Conclusion: To provide ethically enhanced person-centered care in tertiary hospitals, various training programs must be developed to strengthen nurses' critical reflection competency and job crafting skills.

목적: 본 연구는 실무교육이 중점적으로 이루어지는 미용학과의 National Competency Standards (NCS) 기반 학습의 학습체계를 알아보고자 하였으며, 학습체계가 직무능력과 교육과정에 어떠한 영향을 미치는지 살펴봄으로써 효과적인 NCS 교육에 대한 정보 와 학문적 자료를 제공하는 것을 목적으로 하였다. 방법: 서울, 경기도 지역의 전문대학, 대학교, 평생교육원 미용학과 학생을 대상 으로 설문지법을 통해 수집된 자료 211부는 Statistical Package for the Social Sciences (SPSS) 22.0을 통해 분석되었다. 결과: 연 구결과 NCS 학습체계가 직무능력에 유의미한 영향을 미치는 것으로 나타났고, 학습체계가 교육과정에 유의미한 영향을 미치는 것 으로 나타나 학습체계가 직무능력과 교육과정에 중요한 영향을 미치는 변수임을 확인하였다. 결론: 본 연구 결과에 따른 시사점으 로는 첫째, 취업에 대한 두려움을 없애고 현장학습이 자연스럽게 취업으로 연결될 수 있게 해야 할 것이다. 둘째, NCS 기반 교육과 정 운영의 효과성을 제고하기 위해서는 이론 교과목 보다는 실습이 요구되는 교과목 위주의 차별화 전략이 필요할 것다이

Purpose: This study aims to investigate the learning system of National Competency Standards (NCS)-based learning in the beauty department, which focuses on practical education, and to examine the effects of the learning system on job competency and the curriculum in order to provide effective NCS education information and academic data. Methods: The data collected through questionnaires for 211 beauty department students in the Seoul and Gyeonggi areas were analyzed using Statistical Package for the Social Sciences (SPSS) 22.0. Results: The results showed that the NCS learning system had significant effects on job competency, and the learning system had significant effects on the curriculum. Therefore, the learning system is an important variable affecting job competency and curriculum. Conclusion: The following are the implications of this study. First, the fear of employment should be eliminated and field learning should be naturally linked to employment. Second, to enhance the effectiveness of NCS-based curriculum management, it is necessary to differentiate the curriculum, which requires practice rather than a theoretical curriculum.

目的: 美容专业注重实践教育，通过调查国家职务能力标准National Competency Standards（NCS）的基础学习体系， 探讨学习体系如何影响职务能力和教育课程，为课程提供有效的NCS教育信息和学术资料。方法: 对首尔、京畿道地区的 专科大学、本科以及终生教育院的美容专业学生为对象，通过问卷调查收集211份资料，利用Statistical Package for the Social Sciences（SPSS）22.0分析其数据。结果: NCS学习体系对职务能力有显著影响，同时对教育课程也具有显著影 响。因此学习体系是职务能力和教育课程的重要变量。结论: 通过研究，第一，消除就业恐惧，自然连接实习与就业。 第二，为提高NCS基础教育课程管理的有效性，有必要提供实习课程为主的差别化战略，而不是理论课程。

본 연구의 목적은 특수전부대 간부의 취업역량 분석을 통해 그들이 지니고 있는 우수한 역량과 이에 적합한 직업(군)을 도출하고자 하였다. 연구결과는 다음과 같다. 첫째, 특수전부대 간부의 취업역량 분석결과 업무수행능력 보유수준은 신체적 강인성 능력이 가장 높게 나타났으며 행동조정능력, 공간 지각능력, 서비스 지향능력 등으로 나타났고 조작 및 통제능력과 고장의 발견⋅수리능력이 가장 낮 게 나타났다. 둘째, 특수전부대 간부가 일반인 재직자에 비해 상대적 우위를 가지는 역량으로 업무능 력은 논리적 분석, 창의력, 추리력, 선택적 집중력, 공간지각력, 학습전략, 선택적 집중력, 사람파악, 행동조정, 모니터링, 가르치기, 설득, 협상, 서비스지향, 파단과 의사결정, 문제해결, 인적자원관리, 작동분석 등 21개 항목으로 나타났다. 셋째, 특수전부대 간부가 상대적 우위를 가지는 역량을 통한 적합직업(군) 도출 결과 총822개의 적합 직업이 도출되었으며, 적합 직업(군)별로는 사회복지, 문화, 예술, 방송 분야의 문화예술 디자인 방송 관련 직업과 관리, 경영, 보험 등의 순으로 나타났다. 연구의 한계는 특수전부대로 한정하여 그들의 보유역량과 직업(군)을 도출 하였으므로 제대군인 전반으로 일반화하기에는 한계가 있다. 따라서 향후 연구로는 특수임무를 수행하고 있는 부대들을 대상으로 범위를 확대하여 상호 비교와 평가를 통해 보다 구체화된 전직지원 정책이 발전이 필요하다.

This research aims to analyze the job competency of executives in special warfare units and then suggest the appropriate job categories for them based on their specific capabilities. The results of this study are as follows. First, it is found that the highest level of their job competency was physical possessive ability, followed by behavior coordination ability, spatial perception ability, and service orientation ability. Second, compared to the general incumbents, the executives in special warfare units had a relative strength in job competency on 21 items including logical analysis, creativity, behavioral coordination, monitoring, teaching, persuasion, and so on. Third, based on their job competency, a total of 822 job categories were suggested as suitable occupations for executives in special warfare units. However, the findings cannot be generalized to all veterans, and there is a need of further studies to expand the scope to comparative evaluation across the units performing special missions so that they can be used as guidance in developing a policy supporting job transfer.

Research results show (1) there are two dimensions characterizing Korean IS practitioners：‘project-operation’ and ‘product-orientation-strategic-orientation’, (2) there are two distinctive and main career paths of Korean IS practitioners：generalists who support using information systems in the context of operation and specialists who are engaged in software development or improvement projects, and (3) Korean IS practitioners are experiencing serious and pervasive knowledge and skill deficiencies. Research results also provide clear evidence that Korean universities fail to provide eligible entry-level software developers and that the shortage of eligible entry-level software developers distorts both IS specialists’ careers and knowledge and skill requirements for them.

Background: Community pharmacy experiential education in South Korea, introduced in 2014, faces challenges in standardization due to the independent nature of pharmacies. Preceptors play a vital role, yet their responsibilities remain undefined. This study analyzes preceptors’ job functions, focusing on competencies and comparing perceptions between preceptors and students. Methods: Using the Developing Curriculum (DACUM) method, a task inventory questionnaire assessed the frequency, importance, and difficulty of preceptor responsibilities. The survey targeted preceptors affiliated with South Korean pharmacy schools and accredited pharmacies. Data was analyzed using descriptive statistics, t-tests, and correlation analyses. Results: Responses from 103 preceptors and 105 students identified professionalism (43.6±13.6), interpersonal skills (36.2±14.4), and communication skills (35.8±15.0) as core competencies. Students rated tasks such as providing feedback and mentoring as more important than preceptors did. Female preceptors scored higher in clinical knowledge and communication. Preceptor experience influenced perceptions of task difficulty, with early-stage preceptors reporting challenges in professionalism and communication. Conclusions: This study highlights the multifaceted roles of community pharmacy preceptors, emphasizing professionalism, communication, and feedback. Tailored training programs are needed to address identified gaps. Future research should include diverse samples and objective performance measures to further refine preceptor development strategies.

목적: 본 연구는 NCS를 기반으로 교육기관별 네일미용 직무의 중요도와 현재 역량 수준 차이를 분석하고, IPA 기법을 통해 개선 방 향을 제시하고자 한다. 방법: 특성화고, 전문대학, 4년제 대학의 미용 전공 학생에게 521부의 설문을 수집하여 SPSS 21.0을 활용해 분석하였다. 결과: 첫째, 직무 중요도는 2·3수준에서만 교육기관 간 차이가 확인되었고, 전문대학 학생이 가장 낮았다. 현재 역량 수 준은 3수준에서만 차이가 나타났으며, 4년제 대학 학생이 가장 높았고 전문대학 학생이 가장 낮았다. 둘째, IPA 분석 결과, 위생 서 비스는 현상 유지 영역에, 기초 직무는 과잉 노력 영역에, 고급 기술과 경영·교육 직무는 저순위 영역에, 디자인 스컬프처, 에어브러 시, 융합 네일아트, 문제성 발 관리는 집중 개선 영역에 포함되었다. 결론: 본 연구는 현행 NCS 교육과정이 산업 현장의 변화를 충 분히 반영하지 못하고 있음을 보여주며, 기초 역량 내면화하고, 중·고급 기술을 강화하며, 경영 및 교육 역량 확대의 필요성을 제시 한다.

Purpose: Across educational institutions and based on National Competency Standards (NCS), this study analyzed differences in the importance and current competency levels of nail salon positions. Moreover, it also proposed improvement directions using the importance performance analysis (IPA) technique. Methods: A total of 521 questionnaires were collected from beauty majors enrolled in specialized high schools, junior colleges, and four-year universities, and the data were analyzed using SPSS 21.0. Results: First, among educational institutions, differences in perceived position importance were observed only at levels 2 and 3, with junior college students ranking lowest. Differences in current competency levels were found only at level 3, with four-year university students ranking highest and junior college students lowest. Second, the IPA analysis results indicated that hygiene services were located in the status quo area; basic positions in the excessive effort area; advanced technology, management, and education positions in the low-priority area; and design sculpture, airbrushing, fusion nail art, and problematic foot care in the focused improvement area. Conclusion: These results demonstrate that the current NCS curriculum does not adequately reflect the industrial field’s recent changes. More specifically, the results suggest the need for a progressive educational design that internalizes basic competencies, strengthens intermediate and advanced skills, and expands managerial and educational capabilities.

目的: 本研究以国家能力标准(NCS)为基础，分析了不同教育机构中美甲沙龙岗位的重要性和当前能力水平的差 异。此外，本研究还运用重要性-绩效分析(IPA)技术提出了改进方向。方法: 共收集了专业高中、专科院校和四 年制大学美容专业学生的521份问卷，并使用SPSS 21.0对数据进行分析。结果: 首先，在教育机构中，仅在第 二和第三层级观察到对职位重要性的感知差异，其中大专生排名最低。仅在第三层级发现对当前能力水平的差 异，其中四年制大学学生排名最高，大专生排名最低。其次，IPA分析结果表明，卫生服务位于现状维持区；基 础岗位位于投入过多的区域；先进技术、管理和教育岗位位于低顺位区域；而设计雕塑、喷绘、融合美甲和足 部问题护理则位于重点改进区。结论: 这些结果表明，目前的NCS课程未能充分反映工业领域近期的变化。更具 体地说，结果表明需要一种进步的教育设计，该设计应内化基本能力，强化中高级技能，并拓展管理和教育能力。

연구목적: 본 연구는 장애인 근로자를 대상으로 개발한 역량지표를 활용하여 근로 유형에 따른 직업능력의 차이를 분석하고, 해당 역량지표의 타당도를 검증하는 것을 목적으로 수행되었다. 연구방법: 장애인 근로자의 근로 유형 및 특성에 따른 직업능력의 차이를 확인하기 위해 보호작업장, 장애인표준사업장, 일반사업체를 대상으로 하여, 훈련교사와 사업체 담당자에게 비대면 방식으로 훈련생및 근로자의 직업능력평가를 요청하였다. 설문은 2024년 8월 15일부터 9월 30일까지 배포 및 수집하였으며, 총 209명의 장애인 근로자 데이터가 확보되었다. 근로자의 근로 유형 및 특성에 따른 직업능력 차이를 비교하기 위해 일원배치분산분석(One-way ANOVA)을 실시하였고, 역량지표별 영향력을 검증하기 위해 다중선형회귀분석(Multiple linear regression analysis)을 수행하였다. 연구결과: 근로 유형에 따른 직업능력 차이를 분석한 결과, 훈련생이 가장 낮은 직무능력을 보였고, 최저임금적용 근로자가 가장 높은 직무능력을 나타냈다. 대상자 특성이 직무역량에 미치는 영향을분석한 결과, 근로 유형이 가장 영향이 컸으며, 기관 유형과 장애 유형, 직무도 직무역량에 영향을미쳤다. 결론: 본 연구를 통해 근로 유형별로 직업능력에 차이가 있음을 확인할 수 있었으며, 장애인근로자의 작업능력평가를 위해 개발한 역량지표 20개 문항이 근로자의 직무수행능력을 잘 반영하고있음을 확인하였다. 향후 장애인 근로자의 직업능력을 측정하는 평가 지표로서 본 연구의 결과가 각종 지원 제도를 결정하는 과정에서 유용하게 활용될 수 있을 것이다.

Objectives: This study was conducted to analyze the differences in job competency according to work type using a competency indicators developed for workers with disabilities and to verify the validity of the competency indicators. Method: To identify differences in job competency according to the work type and characteristics of workers with disabilities, protective workplaces, standard workplaces, and general businesses were recruited, and trainers and business managers were asked to evaluate the job competency of trainees and workers through a non-face-to-face method. The survey was distributed and collected from August 15 to September 30, 2024, and data from a total of 209 workers with disabilities were collected. One-way ANOVA was conducted to compare the differences in job competency according to the work type and characteristics, and multiple linear regression analysis was conducted to verify the influence of each competency indicators. Results: As a result of analyzing the difference in job competency by the work type, trainees showed the lowest job competency, and minimum wage workers showed the highest job competency. As a result of analyzing the effect of subject characteristics on job competency, the work type was the most influential, and type of institution, type of disability, and job type also affected job competency. Conclusion: Through the results of this study, it was confirmed that there are differences in job competency by the work type, and the 20 competency index items developed to evaluate the job competency of workers with disabilities reflected the actual job performance ability of workers according to the work type. It can be usefully used as an evaluation index to measure the job competency of workers with disabilities in the process of deciding on various support systems in the future.

Purpose: This study aimed to examine the critical-thinking disposition, job competency, and educational needs of home-visiting nurses in long-term-care insurance and to provide evidence to further develop educational programs to strengthen home-visiting nurses’ competencies. Methods: This study adopted a correlational research design. Data accrued from 180 home visiting nurses in long-term-care insurance using a convenience-and snowball- sampling method. The collected data were analyzed using the SPSS 25.0 software package and Excel. Priorities of educational needs were determined based on the Borich's Needs Assessment Model. Results: A positive correlation exists between critical-thinking disposition and perceived job competency of long-term-care home-visiting nurses (r=.59, p<.001). Experience as a home visiting nurse was a major factor related to critical-thinking disposition and perceived job competency. Home-visiting nurses were found to have higher educational needs in developing services and educational materials, as well as utilizing community resources by applying the Borich's Needs Assessment Model. Conclusion: These results highlight the need to provide career development programs for home-visiting nurses with less experience in the field to enforce competencies and compose good working environments so the experienced nurses with high job competencies can remain in the field and improve the quality of visiting nursing care.

본 연구는 심리상담 전공 학부 교육에 외상인식기반 케어(Trauma-Informed Care, TIC)를 적용할 가능성을 탐색하고, 이를 통해 심리상담 서비스 제공자의 역량을 효과적으로 강화하는 방안을 제안하는 데 목적을 두고 있다. 외상인식기반 케어는 개인의 트라우마 경험이 삶에 미치는 영향을 인식하고 이에 대응하는 방식으로, 재외상화를 방지하며 치유와 역량 강화를 촉진하는 안전하고 지지적인 환경을 조성하는 데 중점을 둔다. 본 연구에서는 외상인식기반 케어의 개념과 원칙을 학부 교육에 통합하기 위해 미국의 외상인식기반 케어를 분석하였다. 사회가 요구하는 학부생의 직무역량을 규명하기 위해, 국내 상담(심리) 학부 교육과 영국의 국민보건서비스(NHS) 심리치료프로그램 체계를 고찰하였다. 이러한 분석을 바탕으로 국가직무능력표준 청소년상담복지 직무역량의 틀에 외상인식기반 케어 내용분석을 반영한 가이드라인을 제시하였으며, 학부생이 심리상담 서비스의 주체로서 직무역량을 강화할 수 있음을 강조하였다. 마지막으로, 외상인식기반 케어를 국내 심리상담 교육에 도입할 때의 주요 시사점과 실천적 제언을 논의하며, 외상인식기반 케어가 국내 심리상담 서비스의 전반적인 수준 향상에 기여할 수 있는 방향성을 제시하였다.

This study explores the potential application of Trauma-Informed Care(TIC) in undergraduate education for psychology and counseling majors, aiming to propose strategies for effectively enhancing the competencies of counseling service providers. TIC is an approach that recognizes the impact of trauma on individuals' lives and focuses on creating a safe and supportive environment that prevents re-traumatization while promoting healing and empowerment. To integrate the concept and principles of TIC into undergraduate education, this study analyzes TIC practices in the United States. Additionally, to identify the competencies required of undergraduates by society, it examines domestic undergraduate counseling education and the NHS talking therapies framework in the United Kingdom. Based on these analyses, the study presents guidelines incorporating TIC content into the framework of the National Competency Standards for youth counseling and welfare. It emphasizes the importance of enhancing the competencies of undergraduates as key providers of counseling services. Lastly, the study offers recommendations for applying TIC in education and improving counseling services in South Korea.

본 논문의 목적은 업무를 효율적으로 수행하는데 필요한 청소년지도자의 직무역량을 규명하고 신뢰성과 타당성이 확보된 도구를 개발하여 청소년현장에 있는 청소년지도자들의 직무역량을 분석하는 것이다. 이를 위하여 청소년지도자의 직무역량의 척도를 개발하기 전에 선행연구들을 고찰하였고, 청소년지도자의 직무역량은 문헌연구를 통해서 역량 160개를 수집하여 3차례 델파이 조사를 하였다. 3차 델파이 조사에서는 33개의 직무역량이 도출되었고, 직무역량의 예비문항은 청소년지도자를 대상으로 인터뷰하여 165개의 항목이 개발되었다. 예비문항은 내용타당도를 2차례 실시하여 148문항이 측정도구로 사용되었다. 연구대상으로는 서울지역 청소년지도자 310명이었다. 수집된 자료는 확인적 요인분석을 실시하여 적합도 지수가 TLI 0.9 이상, CFI 0.9 이상, RMSEA 0.1이하의 권고기준으로 만족한 역량은 다음과 같다. 청소년지도자 직무역량은 동기부여, 자기통제, 존중, 예산관리, 프로그램평가, 타인육성 및 개발, 홍보, 문제해결력, 계획수립 및 실행, 자발적 업무처리, 활동환경조성능력, 정보수집 및 관리, 주의환기, 책임성, 자기확신으로 15개이다. 이들 직무역량의 신뢰도는 모두 .70을 넘는 것으로 나타나 개발된 청소년지도자 직무역량 척도가 신뢰할 수 있음을 알 수 있다.

This study is to define job competencies of youth leaders necessary for efficient performance of tasks and to analyze job competencies of youth leaders by developing reliable and valid tools. Before developing job competency scales for youth leaders, precedent studies were examined to analyze properties of the concept of competency. By summarizing various studies related with competency, competency was defined as 'abilities such as motivations, characteristics, knowledge, skills and attitude of individuals that are shown for relatively long time in order to accomplish jobs or tasks successfully in the environment the individuals belong and what distinguishes individuals with excellent outcome and average outcomes'. Based on the concept of job competency discussed in precedent studies, jop competency was defined as 'behaviors related with jobs and shown for relatively long time which are required for the accomplishment of tasks using knowledge, skills and attitude. 160 competencies were collected as job competencies of youth leaders through book researches, and they were analyzed with Delphi technique. 41 persons who are present professors of youth education department, executives of training facilities or youth leaders participated to deduct job competencies. The first survey was to choose from 'necessary' and 'unnecessary', and 58 competencies remained. The second Delphi test was composed of 5 steps of Likert technique which include 'do not agree at all' to 'agree very much'. The contents were analyzed with CVR values. Second Delphi test was taken by youth leaders to check if the acquired results are valid. Only 34 items with the minimum CVR value of over .62 given in average by 10 test subjects were considered to be valid. In third Delphi test, 1 item was removed to deduct 33 job competencies. For preliminary items of job competencies, interviews were carried out on cases related with behaviors or internal factors for successful accomplishment of tasks by youth leaders. 10 interviewee who are engaged in youth organizations were selected. Based on competencies selected through behavior and case interviews, job competency items for youth leaders were developed. Later total 33 job competencies and 165 items were verified of their validities through scales of 1~4 including 'very valid' as 4 points and 'not valid at all' as 1 point. The verification was performed twice with 10 person group of experts. Finally, 148 verified items were deducted. For preliminary test, 50 persons engaged in youth organization were surveyed to verify reliability. Collected surveys were analyzed using SPSS 15.0K statistics program. Cronbach's alpha index of items were over 0.9 to prove the developed scales are reliable. To confirm normality of items, basic statistics and normality analysis were performed. The result showed less than 2 skewness and less than 3 kurtosis of variables which were not far from normal. Validity of measuring tools were verified though confirmatory factor analysis. To check if the measuring tools are accurately measuring the targets, construct validity was verified. Competencies that satisfied recommendations of fidelity index of over TLI 0.9, over CFI 0.9 and under RMSEA 0.1 were motivation, self-control, respect, budget management, program evaluation, cultivation and growth of others, publicity, problem solving skills, planning and performing, voluntary task dealing, creation of activity environments, collection and management of information, attraction of attention, responsibility and self-confidence. Reliabilities of such competencies were all over .70 to show that developed job competency scales for youth leaders are reliable. The job competency scales for youth leaders suggested by this study will contribute to evaluation and improvement of youth leaders. Based on the study result of development of job competency scales for youth leaders, it is expected that guidelines for detailed required competencies for human re...

본 연구는 학교사회복지 관련 국내․외 직무분석 선행연구를 고찰하고, 사회복지분야 NCS 내용을 연계하여 학교사회복지사의 직무능력표준 개발을 위한 기초자료를 마련하는 데 목적을 두었다. 이를 위해 국내․외 선행연구와 NCS 기반 학교사회복지 직무연구 관련 선행연구를 기초로 마련된 학교사회복지 분야 직무표준안을 활용하여 25명의 전문가를 대상으로 포커스그룹 인터뷰를 실시하였다. 인터뷰 결과를 토대로 초기 안을 수정․보완하였으며 이를 현장 실무자 112명을 대상으로 설문조사를 하였다. 연구결과, 첫째, 응답자 대부분은 직무표준안 개발이 필요하고 개발된 직무표준안을 수용할 의사가 있는 것으로 나타났다. 둘째, 도출된 직무정의 및 직무와 능력단위 구성은 타당하다고 응답하였으며 학교사회복지사 직무표준은 9개 직무, 24개 능력단위, 85개 능력단위요소로 최종 확정되었다. 셋째, 각 능력단위요소에 대한 수행수준은 위기개입과 학생지원 정책 참여, 지역사회 연계증진을 위한 교사 인식 강화, 사례관리 등이 높게 나타났다. 마지막으로 직무표준에서 능력단위요소에 대한 타당도 정도는 사례관리 통합적 사정, 슈퍼비전 받기, 사례관리 수행계획수립 등이 높게 나타났다. 이러한 연구결과를 토대로 학교사회복지사 직무능력표준 개발의 방향성과 연구의 제한점 및 제안을 제시하였다.

The purpose of this study is to examine the prior study of domestic and foreign task analysis related to school social work and to prepare basic data for the development of the job competency standards for school social workers by linking the contents of NCS in the social welfare field. To this end, 25 experts were interviewed by Focus Group in the school social work field with the school social work job standard draft, which was based on the prior study of domestic and foreign studies and the NCS-based study of school social work. Based on the results of the interview, the initial draft was revised and supplemented, and 112 social workers at work were surveyed. The study found that, first of all, most respondents agreed to the necessity of developing a job standard and were willing to accept a developed job standard. Second, the elicited task definition and task and capacity unit composition were reasonable, and the school social work job standard was finalized with nine tasks, 24 capacity units and 85 capacity unit components. Third, the level of performance for each capability unit component was high in crisis intervention, participation in the policy making process for student support, improving teacher awareness to enhance community connectivity, and case management. Finally, the degree of validity for a unit component of capacity in the task standard was high in integrated assessment in case management, receiving supervision, and developing case management execution plan. Based on the results of these studies, the direction of the development of the job competency standards for school social workers and the limitations and suggestions of the research were presented.

목적: 본 연구는 임상간호사의 그릿, 사회적 지지, 잡 크래프팅, 근거기반 실무역량이 직무만족도에 미치는 영향을 알아보기 위한 서술적 조사연구이다. 방법: 본 연구대상자는 총 임상경력이 6개월 이상인 211명의 임상간호사로, 2023년 2월 1일부터 2월 17일까지 온라인 설문 조사를 통해 자료를 수집하였다. 연구도구는 일반적 특성, 그릿, 사회적 지지, 잡 크래프팅, 근거기반 실무역량 및 직무만족도로 구성하였다. 자료분석은 SPSS WIN 28.0 프로그램을 이용하여 빈도, 백분율, 평균, 표준편차, t-test, ANOVA, Pearson 상관계수, 다중회귀분석으로 분석하였다. 결과: 연구대상자의 그릿은 4점 만점에 평균 3.08±0.44점, 사회적 지지는 5점 만점에 평균 3.67±0.52점, 잡 크래프팅은 5점 만점에 평균 4.20±0.64점, 근거기반 실무역량은 7점 만점에 평균 4.84±0.71점, 직무만족도는 5점 만점에 평균 3.72±0.55점이었다. 직무만족도에 영향을 미치는 요인을 분석한 결과 회귀 모형은 유의한 것으로 나타났고(F=87.06, p<.001), 직무만족도에 있어 가장 큰 영향을 미치는 요인은 그릿(β=.66, p<.001), 사회적 지지(β=.11, p=.046) 순으로 나타났으며, 이들 요인의 설명력은 78.7%였다. 즉, 그릿이 높을수록, 사회적 지지가 높을수록 간호사의 직무만족도가 높았다. 연구대상자의 잡 크래프팅과 근거기반 실무역량은 직무만족도와 상관관계는 확인되었으나 통계적으로 유의한 영향은 나타나지 않았다. 결론: 본 연구결과를 통해 간호사의 직무만족도에 그릿과 사회적 지지가 가장 큰 영향을 미치는 것으로 나타났다. 이에 그릿을 향상시킬 수 있는 역량 강화 및 개발을 위한 방안 마련이 필요하다. 또한 지지적인 간호업무환경을 조성할 수 있도록 적극적인 지원이 필요하며, 이는 직무만족도를 향상시키는 데 도움이 될 것이다.

Purpose: This descriptive survey study aimed to examine the effects of grit, social support, job crafting, andevidence-based practice competency on job satisfaction among nurses. Methods: The participants of this studywere 211 clinical nurses with experience of more than six months. Data were collected using through an onlinesurvey from February 1 to February 17, 2023. The questionnaires was consisted of general characteristics, grit,social support, job crafting, evidence-based practice competency, and job satisfaction. Data were analyzedusing descriptive statistics(frequency, percentage, mean, and standard deviation), t-test, ANOVA, Pearsoncorrelation coefficient, and multiple regression analysis with the SPSS/WIN 28.0 program. Results: The averagescores of the main variables were 3.08±0.44 out of four for grits, 3.67±0.52 out of five for social support,4.20±0.64 out of five for job crafting, 4.84±0.71 out of seven for evidence-based practice competency, and3.72±0.55 out of five for job satisfaction. In the regression model, the factors affecting the nurses’ jobsatisfaction were grit (β=0.66, p<.001) and social support (β=0.11, p=.046), which explained 78.7% of thevariance in job satisfaction. Job crafting and evidence-based practice competency were correlated with jobsatisfaction; however, there was no statistically significant effects of these variables on job satisfaction. Conclusion: Based on the findings of this study, grit and social support showed the most significant effects onthe job satisfaction of nurses. Therefore, active support is needed to develop a strategy to improve nurses’ gritand to create a supportive work environment, which would be helpful to increase their job satisfaction.

목적: 본 연구의 목적은 교육전담간호사의 역량이 업무만족도에 미치는 영향을 조사하는 것이었다. 방법: 본 연구의 대상은 종합병원급 이상 기관에서 간호교육을 전담하는 간호사로 데이터는 2024년 5월 3일부터 5월 20일까지 온라인을 통해 수집되었으며, 총 91명의 응답자 내용을 분석하였다. 설문지는 일반적 특성, 역량, 업무만족도에 관한 질문을 포함했다. 자료는 SPSS 21.0 프로그램으로 기술통계, Pearson 상관계수, t-검정, 단순선형회귀분석을 이용하여 분석하였다. 결과: 교육전담간호사의 역량과 업무만족도 사이에는 양의 상관관계가 있었다. 특히, 전문지식 (r=.47, p<.001), 연구역량 (r=.47, p<.001), 업무 표준화 역량 (r=.46, p<.001), 의사소통능력 (r=.42, p<.001), 교육 실행 역량 (r=.42, p<.001)은 모두 업무만족도와 양의 상관관계를 나타냈다. 교육전담간호사 양성과정(심화) 이수에 따른 역량의 차이는 유의하지 않았다(t=-1.46, p=.149). 역량은 업무만족도에 유의미한 영향을 미쳤으며 β=.49, p<.001로 나타났다. 결론: 본 연구는 교육전담간호사의 자격요건을 규정화하고 체계적으로 육성하기 위한 역량 기반의 교육프로그램이 필요함을 강조한다.

Purpose: The purpose of this study was to investigate the impact of nurse educators’ competency on their job satisfaction. Methods: The subjects of this study were nurses in charge of nursing education at the general hospital level or higher organization. Data were collected via an online survey from May 3 to May 20, 2024, from 91 respondents. The survey questionnaires included general characteristics, competency, and job satisfaction. Descriptive statistics, Pearson’s correlation coefficients, t-tests, and simple linear regression were performed using SPSS 21. Results: There was a positive correlation between nurse educators’ competency and job satisfaction. Specifically, professional knowledge (r=.47, p<.001), research competency (r=.47, p<.001), task standardization competency (r=.46, p<.001), communication skills (r=.42, p<.001), and educational implementation competency (r=.42, p<.001) showed positive correlations with job satisfaction. The differences in competency based on completing the advanced nurse training course was not significant (t=-1.46, p=.149). However, competency level was found to significantly affect job satisfaction (β=.49, p<.001). Conclusion: The study highlights the need for competency-based education programs to strengthen nurse educators’ qualifications systematically.

목적: 본 연구는 플로팅 간호사와 일반 간호사의 간호역량, 자아존중감, 직무스트레스를 비교하기 위해 시행된 서술적 조사 연구이다. 방법: 본 연구의 자료 수집 기간은 2015년 10월 1일부터 12월 31일이었고, 서울시 소재 3차 종합병원에서 근무하는 43명의 플로팅 간호사와 57명의 일반 간호사를 대상으로 하였다. 수집된 자료는 SPSS WIN 23.0 프로그램을 이용하여 서술통계 및 t-test, chi-square test, Ancova, Anova, Scheff-test, Pearson’s correlation coefficient, Stepwise multiple regression으로 분석하였다. 결과: 일반 간호사의 간호역량은 플로팅 간호사의 간호역량보다 유의하게 높았다(F=4.370, p=.039). 플로팅 간호사와 일반 간호사 모두 간호역량은 자아존중감과 유의한 정적 상관관계가 있었다(플로팅 간호사, β=0.45, p=.001; 일반 간호사, β=0.60, p<.001). 결론: 플로팅 시스템과 간호 업무 환경의 개선 및 지속적인 교육을 통해 플로팅 간호사의 간호 역량을 증대시키기 위한 노력이 필요하다. 또한, 자아존중감이 간호역량의 가장 주요한 예측 요인으로 나타남에 따라 플로팅 간호사의 자아존중감을 향상시키기 위한 간호중재가 필요하다.

Purpose: This study was aimed to compare nursing competency, self-esteem, and job stress between floating nurses and clinical nurses. Methods: The data were collected between October 1st and December 31st, 2015, from 43 floating nurses and 57 clinical nurses working at a tertiary care hospital in Seoul. The collected data were analyzed with SPSS/WIN 23.0, using descriptive statistics and the t-test, x2 test, ANCOVA, ANOVA, Scheff e? test, Pearson correlation coefficients, and Stepwise multiple regression. Results: The nursing competency of clinical nurses was significantly higher than that of floating nurses (F=4.370, p=.039). For both floating and clinical nurses, nursing competency was positively correlated with self-esteem(floating nurses, r=.47, p=.002; clinical nurses, r=.62, p<.001). Also, For both floating and clinical nurses, the most significant predictor of nursi ng competency was self-esteem(floating nurses, β=0.45, p=.001; clinical nurses, β=0.60, p<.001). Conclusi on: Efforts are needed to increase the nursing competency of the floating nurse through the improvement of the floating system, the nursing work environment, and continuous education. Also, as self- esteem is the most effective predictor of nursing competence, nursing intervention is needed to improve self-esteem of the floating nurse.

본 연구의 목적은 사서교사의 직무별 중요도와 타 교원과 학생의 기대 직무에 대한 인식을 확인하며 사서교사가 인식하는 직무 수행 역량의 정도를 파악하여 사서교사의 직무 인식에 대한 기초정보를 얻고 중점적으로 개선해야 할 사서교사의 직무를 도출하는 데 있다. 이를 위하여, 임정훈 외(2021)가 선정한 25개의 직무를 수정한 뒤 사서교사 210명을 대상으로 사서교사 자신의 직무별 중요도, 타 교원과 학생의 기대 직무별 중요도 그리고 사서교사 자신의 수행 역량 인식 수준을 측정하였다. 분석 결과, 사서교사는 ‘독서교육과 리터러시 교육’을 가장 중요하게 인식하였으나 타 교원과 학생의 기대 직무로 ‘도서관 행사’를 가장 중요하게 인식하였으며 ‘도서관 이용지도’ 수행 역량이 가장 뛰어나다고 인식하였다. 그리고 중점적으로 사서교사의 역량 향상이 필요한 직무로는 ‘콘텐츠 큐레이션’, ‘다른 교사의 도서관활용수업 지원’, ‘디지털 기능과 기술 활용’, ‘교수학습매체 제작’, ‘정보의 접근과 공정이용’, ‘교수설계 및 구현’, ‘정보윤리와 저작권 교육’, ‘미디어 정보 리터러시 교육’, ‘협력수업’을 포함한 9개의 직무로 나타났다.

The purpose of this study is to identify how teacher librarians perceive the importance of each job and the expected job of other teachers and students, and to obtain basic information on their job recognition and to derive their jobs to be improved. To this end, after modifying the 25 jobs selected by Lim Jeong-hoon et al.(2021), 210 librarian teachers were measured for their own importance by job, the expected importance of other teachers and students, and the level of evaluation of their own performance ability. As a result of the analysis, teacher librarians recognized ‘reading education and literacy education’ as the most important, but recognized ‘library event’ as the most important task expected of other teachers and students, and recognized that ‘library usage guidance’ was the most outstanding. In addition, there were nine jobs that needed to be improved.

본 연구의 목적은 경력개발에 어려움을 겪고 있는 성인들의 경력정체성과 경력계획(구체성, 도전성, 자율성)의 향상을 위한 경력 기반 역량분석 코칭프로그램을 개발하고 적용하여 그효과성을 검증하는 데 있다. 이를 위해 구직의도가 있는 실업자 또는 이직의도가 있는 재직자 중 직업경험 2년 이상인 일반 성인을 대상으로 프로그램 참여를 희망하는 15명을 모집하여 실험집단 7명, 통제집단 8명으로 구성하였다. 프로그램은 회기 당 120분으로 주 1회 총 8 회로 구성하였고, 실험집단을 대상으로 오리엔테이션 1회, 코칭프로그램 6회 그리고 추후설문과 코칭 1회를 총 4개월에 걸쳐 개인 코칭으로 실시하였다. 프로그램의 효과성 검증을 위해 프로그램 실시에 대한 사전, 사후 시점과 집단 간의 상호작용 효과를 분석한 결과, 경력정체성과 경력계획(구체성, 도전성, 자율성) 모두 유의미하게 향상되었다. 프로그램의 효과지속성을 검증하기 위해 프로그램 실시 후 검사와 5주후 검사를 분석한 결과 경력정체성, 경력계획(구체성, 도전성, 자율성) 모두 효과가 지속되는 것으로 나타났다. 마지막으로 본 연구의 제한점과 향후 연구를 위한 제언들을 논의하였다.

The purpose of this study is to develop and apply the coaching program that analyzes competency based on job experiences to improve career identity and career planning(concreteness, challenge, autonomy) for those who have difficulties in career development and to verify the effectiveness of it. Participants were 15 adults finding a new job or considering about changing their jobs, 7 for the experiment group and 8 for the control group, who had job experience more than 2 years. The individual coaching program consisted of 8 sessions including an orientation. Each session was conducted for two hours, once a week for about 4 months. To examine the effect of the coaching program, pre-tests, post-tests and follow-up tests were carried out to both the experiment group and the control group before and after the program and in 5 weeks after completing the program. Two(group) * two(time) mixed ANOVAs were conducted. The results showed that the coaching program had statistically significant influence on career identity and career planning. Compared with the control group, scores of career identity and career planning of the experiment group increase and also were maintained across the follow-up test. Finally, limitations for this study and suggestions for future research were discussed.

이 연구의 목적은 우리나라 직무능력 채용을 위한 표준화 도구로서 2012년부터 개발된 “능력중심 채용모델”의 개발·개선을 위한 수요조사를 하는 것이다. 특히, 미개발된 160개 직군(NCS 소분류 기준) 과 고도화 대상 110개 직군 중 각 10개씩 신규 및 고도화 직군을 선정해야 함에 있어, 국내 주요 일자 리 관련 자료를 기반으로 채용 동향을 분석하였고, 기업재직자 321명, 청년구직자 208명을 대상으로 인식조사를 실시하였으며, 채용 분야 전문가 대상으로 FGI를 실시하여 나온 결론은 다음과 같다. 동향분석을 통해서 제조업(철강, 반도체 업종), 도소매업, 건설업, 보건·사회복지업, 운수업, 숙박·음 식점업, 정보통신업이 도출되었고, 이를 기반으로 기업재직자 및 청년구직자 인식 및 전문가 FGI를 통 해 신규개발 직군은 스마트 공장 설계, 인공지능, 자율주행차 개발, 블록체인, 이러닝, 의료장비 제조, 바이오 약품제조, 스마트팜 개발, 스마트 재난관리, 방송플랫폼 기술이고, 고도화 직군은 인사조직, 산 업안전보건관리, 로봇개발, 반도체개발, 디스플레이개발, 정보통신기기개발, 지신재산 관리, 정보보호, 환경보건관리, 숙박서비스 직군이다. 이 연구에서 선정된 직군을 기반으로 개발되는 능력중심 채용모델(채용공고, 직무기술서, 서류, 필기, 면접 평가도구)은 구인, 구직 시장에 활용도가 매우 높으리라 기대된다. 기업 입장에서는 다양한 직군 의 개발물을 참고하고, 유사한 업종들의 개발 도구들을 활용할 수 있으며, 채용시장에서 기업은 직무역 량을 측정할 수 있는 직무기술서를 시작으로 직무별 면접과제 예시를 활용할 수 있다. 청년 구직자들은 본인의 경험과 직무중심의 내용들을 보고 자기소개서와 직무수행계획서를 작성하고, 면접과제들을 준 비할 수 있다. 이에 우리나라 직무능력 중심 채용 표준화 도구인 능력중심 채용모델은 취업시장에 더 확산될 필요가 있다.

The purpose of this study is to conduct a demand survey for the development and improvement of the “competency-centered recruitment model,” which has been developed since 2012 as a standardization tool for job competency recruitment in Korea. In particular, in order to select 10 new and advanced occupations out of 160 undeveloped occupations (based on NCS subclassification) and 110 occupations through trends analysis, perception survey of 321 corporate employeesand 208 young job seekers, and FGI was conducted on experts in the field of recruitment, and the conclusions drawn are as follows. Newly developed occupations include smart factory design, artificial intelligence, autonomous vehicle development, blockchain, e-learning, medical equipment manufacturing, biopharmaceutical manufacturing, smart farm development, smart disaster management, and broadcasting platform technology, while advanced occupations include human resources organization and industrial safety. Health management, robot development, semiconductor development, display development, information and communication device development, intellectual property management, information protection, environmental health management, and lodging service occupations. From a company's perspective, they can refer to developments in various occupations and use development tools in similar industries, and in the recruitment market, companies can use examples of interview tasks for each job, starting with job descriptions that can measure job capabilities. Young job seekers can write a self-introduction and job performance plan by looking at their own experience and job-oriented content, and prepare for interview tasks. Accordingly, the competency-based recruitment model, which is a standardization tool for job competency-based hiring in Korea, needs to be further spread in the job market.

The purpose of this study is to investigate how job competency has an impact on job efficacy and task performance. To perform this study, total 302 questionnaire were distributed to regular hotel employees in Jeju dated from May 1st to 31st. Unworkable data were excluded, 270 usable responses were obtained for an empirical analysis. Frequency analysis, exploratory factor analysis, reliability analysis, and regression analysis were measured by using SPSS 18.0 accordingly. For the study structure, job competency was divided with relation/skill/personality/expertise competencies. Job efficacy and task performance were a single factor. The result has shown as follows: Hypothesis 1, among job competencies, relation/skill/personality/expertise competencies have a positive effect on job efficacy. Hypothesis 2, skill/personality/expertise competencies have a positive effect on task performance. Hypothesis 3, job efficacy has a positive effect on task performance. This study result has found that human resource development is a source of competitive advantage in hotel business. This study has given to the hotel's human resource development for the practical implication and academical use.

The purpose of this study is to find out the influence of Job competency of medical tourism professionals on job satisfaction and organizational commitment, and particularly how cultural distance acts as a moderating variable between job competency and job satisfaction. The data was collected nationwide from 255 medical tourism related professionals who work for hospitals, using SPSS 12.7. Results of the study is as follows. First, only knowledge and self efficacy influenced positively on job satisfaction out of various job competency factors such as perceived organizational values, knowledge, interactive service, cognitive flexibility and self efficacy. Second, job satisfaction influenced positively on organizational commitments. Third, only perception of organizational values of job competency was moderated by cultural distance in the process of verifying the influence between job competency and job satisfaction , which implies that the greater medical tourism professionals perceive the cultual distance , the higher efforts they require to have an effective management of job competency and the lower the job satisfaction is being illustrated.