Earticle

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。

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。

목적:본 연구는 직업재활을 위한 직무기능 강화 프로그램을 적용하여 지적장애인의 손 기능, 인지기능, 사회적 기술, 직무능력에 미치는 효과를 규명하고, 손 기능, 인지기능, 사회적 기술이 직무능력에 미치는 영향을 알아보고자 하였다. 연구방법:본 연구는 진 실험 설계(true experimental design)의 전후-검사 통제 집단 설계(pretest-posttest control group design)를 적용하였다. 중재는 주 3회 50분씩, 12주를 실시하였다. 중재 전과 후의 비교를 위해 손 기능은 핀치 게이지(pinch gauge)와 퍼듀페그보드(Purdue pegboard)를, 인지기능은 로웬스타인 작업치료 인지평가(Loewenstein Occupational Therapy Cognitive Assessment; LOTCA)를, 사회성 기술 평정 척도(Social Skills Rating Scale; SSRS)를, 직무능력은 직업인성 프로파일(work personality profile)을 사용하였다. 결과:직업재활을 위한 직무기능 강화 프로그램은 실험군의 손 기능, 인지기능, 사회적 기술, 직무능력을 향상시켰고 대조군과 유의한 차이를 보였다. 지적장애인의 직무능력에 영향을 미치는 주요 요인은 인지기능과 사회적 기술이었다. 결론:본 연구는 지적장애인의 직무기능을 효과적으로 강화시킬 수 있는 직업재활프로그램으로서의 가치 및 효용성을 확인하였기에 취업이나 구직을 원하는 지적장애인의 직무기능을 강화시키는 중재 프로그램으로 제안하는 바이다.

Objective: The purpose of this study was to investigate the effects of functional empowerment program for vocational rehabilitation on the hand function, cognitive function, social skills, and job competency of people with intellectual disabilities, and to identify the influence of hand function, cognitive function, and social skills on job competency. Methods: A pretest-posttest control group design of the true experimental design was used, and the intervention was conducted for 50 min, 3 times a week, for a total of 12 weeks. For comparison of before and after the intervention, a pinch gauge and purdue pegboard were used for hand function, a Loewenstein Occupational Therapy Cognitive Assessment was used for the cognitive function, and a work personality profile was used for job competency. Results: The experimental group’s hand function, cognitive function, social skill, and job competency were improved, and showed significant differences compared to the control group. The main factors affecting the job competency were the cognitive function and social skills. Conclusion: It was confirmed that the program has value and usefulness as a vocational rehabilitation program to effectively strengthen the functional capabilities of intellectual disabilities. Therefore, this study proposes the use of a program for the functional empowerment of intellectual disabilities of those who want to find a job.

Purpose: This study aimed to identify research trends related to the job competency of paramedics and paramedic students in Korea. It also presents further research directions. Methods: Papers from three databases (RISS, KISS, and DBpia) were reviewed. The keywords were ‘paramedi* and competency,’ ‘paramedi* and job competency,’ ‘paramedi* and student and competency,’ and ‘paramedi* and student and job competency.’ No limit was imposed on the research period. Four researchers conducted the inclusion and exclusion processes. Differences in opinion were resolved through sufficient discussion. Results: Twelve studies were selected for review, of which 11 were descriptive survey research studies and 1 was quasi-experimental. Eight studies aimed to determine the current level of competency, and three aimed to identify competency. The remaining study was designed for the development of and application in competency-related programs. The subject of most studies was competency during disasters. Conclusion: Based on these results, future research on paramedic job competency should include a wider variety of methods and subjects.

본 연구는 경찰공무원의 개인성향과 조직문화가 직무역량에 미치는 영향에서 데이터 리터러시의 매개효과를 실증적으로 분석하고자 한다. 이를 통해 경찰조직의 데이터 리터러 시 경쟁력과 적응력을 강화하고, 치안서비스 제공의 질을 높이기 위한 다양한 정책수립 방안을 모색하고자 한다. 이를 위해 G광역시, J특별자치도 및 J도 소속 경찰공무원 200명을 대상으로 조사연구를 실시하였다. 연구의 결과 첫째, 경찰공무원의 계급이 높을수록, 경찰 서나 지구대(파출소)보다 경찰청이 긍정적 조직문화와 높은 직무역량을 보였으며, 둘째, 직무역량과 데이터 리터러시 간의 상관관계가 가장 높게 나타났다. 셋째, 데이터 리터러시 가 직무역량에 가장 큰 영향을 미치는 변인으로 나타났다. 마지막으로 개인의 특성과 조직 환경 모두 데이터 리터러시를 강화하는 주요 요인으로 작용하고 직무역량 향상으로 이어 지며, 데이터 리터러시는 개인적·조직적 특성을 직무성과로 전환시키는 핵심 매개요소로 나타났다. 이에 경찰공무원의 데이터 리터러시 수준을 높이고 조직문화 개선과 직무역량을 제고하기 위해서, 첫째, 개인성향 맞춤형 역량 강화 프로그램 마련 및 지원, 둘째, 데이터 이해, 분석 및 활용을 강화하기 위한 데이터 리터러시 교육체계 마련, 셋째, 협력적 조직문 화 구축과 리더십 강화 프로그램 등 조직문화 개선을 위한 프로그램 개선 등을 제시하였다. 본 연구는 조사 대상을 특정지역 일부 경찰공무원만 조사했기 때문에 연구결과를 일반화 시키기에는 한계가 있으며, 향후 보다 많은 지역의 경찰공무원을 대상으로 디지털 역량을 강화하고 조직문화를 개선할 수 있는 프로그램 개발 연구와 직무역량을 향상시킬 수 있는 변인들 간의 관계에 대해 연구가 이루어져야 할 것이다.

This study empirically analyzes the mediating effect of data literacy in the effect of individual orientation and organizational culture of police Officers on job competency. Through this, we intend to find various policy establishment measures to strengthen the competitiveness and adaptability of police organizations and improve the quality of providing security services. To this end, a survey study was conducted on 200 police Officers belonging to G Metropolitan City, J Special Self-Governing Province, and J Province. As a result of the study, first, the higher the class of police Officers, the higher the positive organizational culture and job competency of the National Police Agency than the police station or district office, and second, the correlation between job competency and data literacy was the highest. Third, data literacy was found to be the variable that has the greatest influence on job competency. Finally, both individual characteristics and organizational environment act as a major factor in strengthening data literacy, leading to job competency improvement, and data literacy was found to be a key mediating factor in converting personal and organizational characteristics into job performance. Accordingly, in order to increase the level of data literacy of police Officers and improve their job competency by improving organizational culture, first, to prepare and support personalized capacity building programs, second, to prepare data literacy education to strengthen data understanding, analysis, and use, and third, to improve programs to improve organizational culture, such as establishing a cooperative organizational culture and strengthening leadership, were suggested. Since this study only investigated some police Officers in a specific area, there is a limit to generalizing the research results, and in the future, research on the development of programs that can strengthen digital capabilities and improve organizational culture and the relationship between variables that can improve job competency should be conducted for police Officers in more areas.

This study investigates the effects of personal characteristics and job competency on organizational commitment among airline employees and examines whether organizational characteristics moderate these relationships. Data were collected from 150 employees working in airline-related occupations (cabin crew, maintenance, and ground staff) using a structured questionnaire. The proposed research model was tested using structural equation modeling (SEM). The findings indicate that both personal characteristics and job competency have significant positive effects on organizational commitment. In addition, organizational characteristics significantly moderate the relationship between personal characteristics and organizational commitment, suggesting that the influence of personal characteristics on organizational commitment varies depending on organizational context. However, the moderating effect of organizational characteristics on the relationship between job competency and organizational commitment was not significant. Based on these results, this study provides practical implications for human resource management in airlines, emphasizing the importance of competency development and the improvement of organizational conditions to enhance employees’ organizational commitment.

본 논문은 컨설턴트의 역량이 CEO의 가치관에 미치는 영향 및 CEO가치관이 직원의 집단가치에 미치는 영향에 대 하여 연구하고자 하였다. 컨설턴트의 역량과 기업성과간의 영향에 대한 선행연구는 다수 있지만, 컨설턴트의 역량이 CEO 가 치관에 미치는 영향에 관한 연구는 미흡한 것으로 조사 되었다. 본 연구에서는 컨설팅 수진 경험있는 중소기업의 CEO를 대 상으로 온·오프라인으로 설문한 177부의 자료로 데이터의 타당성 및 신뢰도 분석을 실시하였고, 변수간의 상관관계 분석과 다중회귀분석을 통하여 가설검증을 하였다. 컨설턴트의 역량이 CEO의 가치관에 일부 영향을 미치는 것을 검증할 수 있었으 며, 컨설팅사와 수진기업의 지속적 성장에 대한 경영 관리의 학술적, 실무적 시사점을 제시하게 되었다.

This paper investigated and studied the influence of consultant’s competence on CEO’s values. There are many studies about relation between consultant’s competence and company’s accomplishment, but there are lack of research about how consultant’s competence effected CEO’s Value. The data source used in this study is a questionnaire survey involving 177 CEOs of SME who have experience in consulting. Based on this collected data, we conducted factor analysis, reliability and validity analysis, and hypotheses were verified through correlation analysis and regression analysis. This study shows that consultant’s competence affected CEO’s values in some ways, and also contributes to both academic and practical implications about corporate management that related sustainable growth between consultant and client.

This paper designed and developed internet based competency developing system for small IT (Information & Technology) companies. The purpose of this system was to provide career development opportunities to small IT business workers for their longstanding employment and self-improvement job skills. This study analyzed job competencies based on job descriptions from two IT companies. The survey was conducted to analyze employees' self-assessed current job competency level and effective ways of improving their current level of competencies. From the results of survey, most of subjects indicated their job competencies were in between mid-level to low level, and they required the need of training programs to improve their job knowledge and experience. Based on the interview from field experts about job competency development, this study designed and developed the internet based competency development system to provide effective and efficient way of improving job competencies and needed training programs for small IT business employees.

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.

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.

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 descriptive research study aimed to investigate the effect of social networks and information literacy competency on the job competency of community health practitioners. Methods: The participants of this study were 170 community health practitioners working in the southern and northern regions of J, Korea. Data collection was carried out from March 6, 2018, to April 17, 2018, using a structured self-report questionnaire. Data were analyzed using the SPSS / WIN 23.0 statistical program. Results: Information literacy competency showed 45.5% explanatory power for job competency. However, there was no significant relationship between social networks and job competency. Conclusion: It is helpful to establish a systematic education system for job training and to expand educational opportunities using varied methods like online or mobile-based teaching to increase the job competency of community health practitioners.

Purpose: This study aimed to examine differences in job performance competencies and perceived competency needs according to work experience among public health practitioners, utilizing nationwide census data, to inform the development of career-stage-specific training programs. Methods: A descriptive cross-sectional study was conducted with 1,398 public health practitioners. Competency levels were compared across three career groups(<5 years, 5~10 years, and >10 years) using x² tests and one-way ANOVA. Results: Practitioners with more than 10 years of experience reported significantly higher levels of both job performance and perceived competency needs, particularly in domains such as health promotion, program planning, and leadership. No significant differences were observed between those with less than 5 years and those with 5~10 years of experience. Primary health care competency consistently showed the highest scores in both performance and perceived need across all groups, whereas strategic planning competencies-including analytical assessment and report writing-were rated comparatively low. Conclusion: These findings underscore the evolving role of public health practitioners from clinical service providers to coordinators of integrated care. Tailored training programs that reflect career stages are essential to enhance key competencies, particularly in planning and coordination, and to strengthen the implementation of community-based integrated care.

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.

Purpose: This study was to investigate the effect of nurses' core competencies and cognition of job competency of senior nurses on work performance. Methods: Three hundred two nurses participated in the study. The collected data were analyzed with SPSS/WIN 20.0. Frequency, t-test, ANOVA and stepwise multiple regression were utilized. Results: The level of nurses' core competencies was 3.65 (${\pm}.40$) points, cognition of job competency of senior nurses was 4.02 (${\pm}.60$) points, and work performance was 4.04 (${\pm}.55$) points. In accordance with the participant's general characteristics, work performance was found to be significant in their age, marital status, educational level, total clinical experience, length of time on the present ward, and their income. Cognition of job competency of senior nurses was found to be the most effective factor in work performance, followed by core competencies and total clinical experience, and these factors accounted for 63.4%. Conclusion: The study suggested that work performance was highly affected by the nurses' core competencies and cognition of job competency of senior nurses. Therefore, effective education programs are required to provide an appropriate experience to both entry-level and experienced nurses, as well as to help in enhancing nurses' and senior nurses competency at the same time.