Earticle

본 연구는 거제시 관내 비영리기관에 최근 1년 간 기부경험이 있는 개인기부자들을 대상으로 기부지속의도에 미치는 영향 요인을 파악하는데 목적으로 두고 있다. 이를 위해 기부지속의도에 영향을 미치는 기부자의 개인적 특성(성별, 배우자 유무, 종교 유무)을 통제변인으로 기부기관 신뢰와 기관반응을 독립변인으로 사용하여 위계적 회귀분석을 실시하였다. 분석결과, 개인기부자의 기부지속의도에 기관 반응과 기부기관 신뢰가 통계적으로 유의미한 영향력을 미치는 것으로 나타나 기부기관 반응과 기부기관 신뢰가 기부지속의도에 긍정적으로 영향을 주는 중요한 변인임을 입증하였다.

The purpose of this study is to investigate the factors influencing donation’s sustainability of individual donators who have contributed to Not-for-profit organizations in Geoje city during the past year. To do this, we have conducted a hierarchial regression analysis, controlling the control variables the subject’s individuality(gender, presence or absence of a spouse, presence or absence of religion). As a result, organization responsibility and organization reliability affect significantly on the intention of donation continuity. It was confirmed that organization responsibility and organization reliability are important variables that positively influence intention of donation continuity.

Objective To identify the validity and reliability of the Korean version World Health Organization Quality of Life Assessment (WHOQOL)-BREF among people with physical impairments living in a community.Methods Participants listed in the community-based rehabilitation project were recruited from 45 public health centers. People with brain lesions or physical disabilities were selected. Respondents (n=750) filled out the Korean WHOQOL-BREF questionnaire. Obtained data were analyzed statistically to assess the internal consistency as well as the construct and discriminant validity. An exploratory factor analysis was also performed. Results Cronbach’s α for the total score was 0.839. The value for each domain ranged from 0.746 to 0.849. Pearson correlation coefficient between each domain ranged from 0.539 to 0.717. The highest correlation was between the psychological and physical domain. The item-domain correlation indicated a significant correlation with their original domains. A multiple regression analysis of each domain with two overall questions was performed. The psychological domain made the strongest contribution with the overall quality of life (unstandardized coefficient B=0.065, r2=0.437). When general health satisfaction was considered as a dependent variable, the physical domain most strongly contributed to the variable (unstandardized coefficient B=0.081, r2=0.462). Exploratory factor analysis yielded four factors in the WHOQOL-BREF, accounting for 55.29% of the variability. To assess the discriminant validity, a comparison of each domain with Modified Barthel Index (MBI) was conducted. There were highly significant changes across the MBI scores with the WHOQOL-BREF domains (p<0.001).Conclusion Korean WHOQOL-BREF is a valid and reliable tool to measure the quality of life for people with physical impairments. It has good internal consistency, construct validity and discriminant validity for the population. Further study with a stratified sample is needed.

중대재해처벌법 시행, ESG 이슈 급부상으로 인해 기업들의 안전에 대한 중요성은 점차 커지고 있다. 이러한 환경에 대응하여 대형 건설사를 중심으로 4차 산업혁명 기술을 접목한 스마트 안전 시스템(Smart Safety System: SSS) 도입도 늘어나고 있다. 그러나 스마트 안전 시스템은 어떻게 적용하는가에 따라 현장마다 다른 효과를 보여주고 있다. 본 연구에서는 이론적 검토를 통해 이러한 기술적 시스템이 성공적으로 정착하기 위해 서는 집단적 마음챙김 행동과 함께 고신뢰 조직이 되어 자발적으로 안전을 지키려는 구성원의 행동이 필수적임 을 확인하였다. 이를 바탕으로 포스코건설의 군산 디오션시티 현장의 도입 사례를 분석하여 이론적, 실무적 시 사점을 도출함과 동시에 향후 연구방향을 제시하였다.

Due to the enforcement of the Serious Accidents Punishment Act(the “SAPA”) and the rapid rise of ESG issues, the importance of safety for companies is gradually increasing. Accordingly, large construction companies are introducing a smart safety system(SSS) incorporating the 4th industrial revolution technology such as AI, IoT, robotics. However the result of SSS is different depending on the cases. The success of SSS was confirmed that by enabling collective mindfulness of construction site employees, it was possible to develop into a high-reliability organization. So we do case study about SSS at Gunsan The Ocean City site of POSCO E&C, where safety is one of the top values by declaring corporate citizenship as a management philosophy. In this study, the implications through case analysis were comprehensively summarized, and future research directions were presented along with theoretical and practical implications.

Purpose: This study was performed to assess the reliability and validity of the Korean version of European Organization for Research and Treatment of Cancer Quality of Life Questionnaire - Chemotherapy-induced peripheral neuropathy 20 items (EORTC QLQ-CIPN20) in patients receiving neurotoxic chemotherapy. Methods: A convenience sample of 249 Korean cancer patients, previously or currently, being treated with peripheral neurotoxic chemotherapeutic agents were asked to fill in the questionnaire. Collected data were analyzed using SPSS 21.0 and AMOS 21.0. Construct validity, known-group validity, concurrent validity, and internal consistency reliability of the Korean version of the QLQ-CIPN20 were evaluated. Results: Factor analysis confirmed 3 dimensions of CIPN: sensory, motor, and autonomic. The factor loadings of the 20 items on the 3 subscales ranged from .38 to .85. The 3 subscale-model was validated by confirmatory factor analysis (GFI=.90, AGFI=.86, RMSR=.05, NFI=.87, and CFI=.94), and concurrent validity was demonstrated with the EORTC QLQ-C30. Furthermore, the QLQ-CIPN20 established known-group validity. The Cronbach's alpha coefficients for internal consistency of the subscales ranged from .73 to .89. Conclusion: The Korean version of the EORTC QLQ-CIPN20 showed satisfactory construct, concurrent, and known-group validity, as well as internal reliability.

오류나 실패를 목표를 달성하지 못한 부정적인 결과로 해석하는 것은 안정적인 환경에서는 적절할 수 있지만, 최근 변화가 일상화된 환경에서는 오류경험이 제공할 수 있는 학습의 기회를 포착하여 변화와 창의 경영의 기반으로 삼아야 한다. 개인의 동기에 초점을 맞추는 미시적인 시각에서는 개인이 오류를 경험하게 되면 위축과 자기효능감 저하 등의 부정적 상황이 발생하여 결국 회복탄력성이 저하될 것이라 설명한다. 하지만, 주로 거시적 시각에서 이루어졌던 고신뢰조직 논의들은 이러한 상황에서 적절한 관리가 이루어진다면, 실패로 인한 악순환에서 벗어나 학습과 성장이 이루어질 수 있음을 제시하고 있다. 본논문은 고신뢰조직 논의를 활용하여 개인의 오류경험에 기반한 행동에 대한 분석을 목적으로 하였다. 대표적인 고신뢰조직에 포함되는 공군 조종사를 대상으로 데이터를 수집하여 이러한 고신뢰조직이 주장하는 논의들을 미시적인 수준에서 분석하였다. 공군35개 대대(팀)의 308명의 조종사들을 대상으로 서베이를 진행하여 다수준(multilevel) 분석을 실시한 결과, 동기 시각이 설명하는 바와 같이 개인의 오류경험은 회복탄력성에 부정적 영향을 보였다. 하지만 고신뢰조직 논의가 주장하는 대로, 팀에 안전우선 가치가 공유되는 경우 구성원들의 오류경험은 오류정보공유에 긍정적 영향을 미친다는 점과 이러한 오류경험의 공유는 구성원들의 회복탄력성에 정적인 효과를 가진다는 결과를 밝혀내었다. 본 연구는 개인 수준에서 고신뢰조직의 논의들을 분석하였다는 의의를 가지며, 실패 및 오류 관리에 대한 중요한 실무적 시사점을 제공한다.

In the 21st century, the approach to failure is evolving. While viewing errors or failures as negative outcomes was the norm in a stable environment, they are now considered essential elements for learning, especially as changes become more commonplace in today’s dynamic business context. Thus, managing failures effectively and harnessing their learning outcomes seem more appropriate than merely avoiding them. In this regard, High-Reliability Organizations (HROs) hold significant implications. According to prominent motivational theories like social learning theory, individuals experiencing errors may undergo negative states of deflation and reduced self-efficacy, which may lead them to conceal their error experiences and even impair their resilience. Yet, findings from HROs highlight that teams with management practices and an atmosphere that embraces failure feature members that tend to share their errors and adopt a learning-oriented approach based on their own error experiences and those of their peers. This paper empirically examines these discussions using survey data collected from 308 Republic of Korea Air Force pilots across 35 squadrons (teams). Results revealed that, although individual error experiences did not have a significant effect on error reporting and negatively impacted resilience, in teams with a high level of safety priority, members’ error experiences generated positive effects on error reporting. These findings effectively integrate motivational theories and discussions on HROs to explain both individual- and team-level phenomena, further offering practical implications for failure and error management.

최근 제20대 대통령 윤석열 정부의 공약 중 ‘항공․우주청’은 우주와 산업․기술 개발에 초점을 두었다. 하지만 실제 대표적인 사례로 드는 해외 주요국인 미국, 영국 등의 항공청은 주로 ‘항공안전’이라는 특수성과 전문성을 구축하기 위해 운영되는 조직으로 발전해왔다. 우리나라는 국제민간항공기구(ICAO)를 중심으로 국제 항공사회에서 추진하는 다양하고 세부적인 항공안전 정책을 수행하고 있다. 하지만 우리나라 항공과 관련된 안전 정책체계(조직, 예산, 법령, 인력)가 ‘항공’분야의 특성을 반영한적합한 체계인지에 대한 연구는 미흡한 실정이다. 안전조직 이론을 기준으로 왜 항공안전이라는 특수한 분야에서 전문화된 조직이 필요한지, 그렇다면 우리나라 항공당국의 안전 정책체계의 수준은 어떠한지에 대한 구체적인 탐색적 연구가 필요하다. 이를 통해 우리나라 항공안전 정책체계에 대한 강․약점을 파악하여 향후 조직 강화 측면에 개선점을제시할 수 있다. 본 연구에서는 우리나라 정책입안자들이 국가 항공안전 정책체계를 위한 의사결정에 도움이 될 수있도록 이론적 기준과 방향을 O’Neil(2008)이 제시한 고신뢰조직(HRO) 분석 기준을 중심으로 제시하였다. 고신뢰조직을 통해 항공안전 정책체계의 기준점을 제시하고, 수립된 기준을 통한 우리나라 항공 당국의 종단적 사례조사를 수행하여 약 70년간의 변화 패턴을 분석하였다. 분석 결과를 토대로 우리나라의 항공안전 정책체계의 강약점을 도출하였고 이에 따라 앞으로의 발전방향을 제시하였다. 종단적 사례조사를 통한 본 연구의 결과는 다음과 같다. 교통부 시대(1946~1994)는 정책 및 운영 수준 모두 막 태동한 시기였으며 행정력과 권한을 상승해 나갔다. 건설교통부 시대(1994~2008)는 항공안전시스템을 극적으로 상승시키는 시대가 되었다. 국토해양부 시대(2008~2013)와 국토교통부 시대(2014~2020) 모두 추가적인 안전방안을 지속적으로 상승시켜 왔다. 고신뢰조직의 최상위 요소와 비교해보면 행정과 안전기술 분야에서는 최상위 방안을 구축한 것으로 판단된다. 하지만 정책, 운영 요소에서 부분적으로 몇 가지 기준이 부족한 것으로 분석되었다. 최상위 안전시스템을 구축하기 위해서는좀 더 충분한 조직적 권한, 예산, 내부 조직인력의 훈련과 교육, 보상 등이 필요하다.

In Korea, The government have continued to carry out related government’s aviation policy and operation research on micro- safety themes, but studies on the aviation safety policy system like the ‘High-Reliability theory’ and ‘High-Reliability Organization(HRO)’ have not been well conducted in aviation field. It is needed for a detailed exploratory study on the level of the safety policy system of the Korean aviation authorities. Through this, it is possible to identify the strengths and weaknesses of Korea’s aviation safety policy system and suggest improvement points in terms of organizational reinforcement. This study aims to analyze the change of Korea Civil Aviation Authority to a High-Reliability Organization and presents the long-term aviation safety policy direction of the Ministry of Land, infrastructure and transportation(MOLIT) by using ‘High-Reliability theory’ and ‘High-Reliability Organization (HRO)’ based on O’Neil(2008)’s framework. The results of this study are as follows. The era of the Department of Transportation (1946~1994) was in its infancy for both policy and agency attributes. The era of the Ministry of Construction and Transportation (1994~2008) was the time when the great changes were made for safety. The age of the Ministry of Land, Transport and Maritime Affairs (2008~2013) and MOLIT (2014~2020) have proposed additional measures for aviation safety. However, there is still partially lack of policy and agency levels for safety organization operation. For the Ultra-safety system, sufficient budget, training and education, State Safety Policy implementation are more needed as compared with HRO safety level.

이 연구의 의도는 조직지원이 종사원열정과 서비스품질에 미치는 영향과 조직신뢰의 조절효과를실증하고 관련 시사점을 제시하는 것이다. 연구표본은 서울 K대 호텔관광대학, 부산 P대 경영학부생을 중심으로 최근 환대업종에서 아르바이트를 한 경험이 있는 응답자를 중심으로 실행되었다. 구조화된 설문지를 이용하여 유효표본 340(85%)부가 분석에 활용되었다. 분석결과 조직지원(예, 조직에 긍지를 갖게 해 준다, 상사가 내 말을 잘 이해해 준다, 상사가 내게 관심을 가져준다, 상사가 나를 잘도와준다, 상사가 내 문제를 잘 해결해 준다)은 접점종사원의 열정(예, 내 업무가 재밌다, 내 일이 즐겁다, 내 직무가 흥미롭다, 내 일이 행복하다, 내 업무가 좋다)과 종사원 자기 평가인 서비스품질(예, 유형성, 보증성, “신뢰성, 반응성, 공감성)과 직접적인 인과관계가 있는 것으로 나타났다. 또한 조직지원과 종사원열정, 조직지원과 서비스품질, 종사원열정과 서비스품질 간의 조직신뢰의 조절효과(예, 상사를 신뢰 한다, 조직기여에 대한 적절한 지원을 해 준다, 조직이 약속을 준수 한다)는 유의미한것으로 확인되었다. 실증분석결과와 관련한 논의와 시사점을 제시하였다.

The purpose of this study was to explore the effect of organizational support on front-line employee passion and service quality, focusing specifically on organization reliability. This article targeted university students employed as part-time, front-line employees in hospitality establishments, including restaurants, convenient stores, etc. The respondents were all undergraduate students, with students majoring in hotel and tourism management from K University in Seoul, South Korea; and business students from P National University in Pusan, South Korea. Data were collected using a self-description questionnaire. A total of 400 questionnaires were collected and 340 (85%) valid samples were used in the analysis. The study results as can be summarized as follows: First, the effect of organizational support (i.e., Listening well, Understanding well, Interesting well, Helping well, Problem solving well) are directly related to front-line employee passion (i.e., interesting, happy, nice, enjoy, fun), and service qualiity (i.e., tangible, assurance, reliability, responsiveness, empathy). Second, organization reliability plays a moderating role between organizational support and employee passion, organizational support and service quality, and employee passion and service quality. In conclusion, implications of this article provide insightful theoretical and practical contributions.

본 연구의 목적은 서울 시민의 세대별 복지태도와 영향요인들 간의 인과적 관계를 검증함으로써 친복지적 태도 확대를 위한 함의를 제공하는 것이다. 이를 위하여 서울시복지재단의 ‘2010 서울시 복지패널 2차 본조사’의 가구원용 데이터 총 6013명의 자료를 분석에 사용하였다. 종속변수인 복지태도는 ‘복지예산 확대지향’과 ‘정부의 복지책임 확대지향’으로 나누어 측정하고, 인구사회학적 변수와 비영리조직 신뢰수준을 동시에 투입해 각 세대별로 다중회귀분석을 실시하였다. 연구결과 복지태도에서 세대별로 유의미한 차이를 보였으며, 젊은 세대일수록 복지태도의 수준이 높아졌다. 복지태도 영향요인에서도 집단 간 차이가 있었다. 각 세대별로 상이하게 복지예산 확대지향에 영향을 주는 요인으로 성인기의 경우, 배우자 유무, 자선단체 신뢰수준이 있었고 중‧장년기의 경우, 국민기초생활보장급여 수급유무, 거주지역 등이었으며, 노년기의 경우에는 유의미하게 나타나지 않았다. 학력은 성인기와 중‧장년기에서 동일하게 나타났다. 다음으로 사회복지시설 및 자선단체 신뢰수준은 모든 집단에서 정부의 복지책임 확대지향에 영향을 주었으며, 학력, 개인소득, 국민기초생활보장급여 수급유무, 거주지역 등은 각 세대별로 다르게 나타났다. 이러한 연구결과를 통해 본 연구는 성인기, 중‧장년기, 노년기 복지태도의 영향요인을 분석함으로써, 각 세대별 특성에 따른 복지태도 실태에 대한 함의를 제공하였다.

The purpose of this study is: (1) to compare a casual relationship between the welfare attitude and reliability toward non profit organization according to an age group of inhabiting people in Seoul (3) to seek the variables influencing the welfare attitude (3) to provide implications for increasing the welfare-oriented attitude. The data set used for this study is the main research data from the 2nd Seoul Welfare Panel Survey(2010) including 6,013 people. The welfare attitude, which is dependent variable, is estimated to two concepts that are the directivity of growing welfare budget and the directivity of increasing government’s responsibility for welfare. As the statistical method, a multiple regression model that puts the control variables and independent variables is used to analysis the data. As a result, an age groups, which are adulthood, middle adulthood, and old age are associated with the welfare attitude, and the level of welfare attitude becomes more higher as its stage moves to adulthood. There are differences among three groups considering the influencing factors for welfare attitude. Given the factor which influences the directivity of growing welfare budget, checking whether or not partner is true and the level of reliability for charitable institution are meaningful in adulthood. Availability of public wage based on the livelihood of the people and a residential district are the factor affecting the directivity of growing welfare budget in middle adulthood, and no relation is found in old age. An academic background is the same finding both in adulthood, middle adulthood. The factor on three groups which influences the directivity of increasing government’s responsibility for welfare is the reliability toward a social welfare organization and charitable institution. The differences among the respective age groups are academic background, private income, availability of public wage based on the livelihood of the people, and region. As this study is analysed to the factors influencing the welfare attitude by dividing three age groups with independent variables, it provides the implication for the welfare attitude.

본 연구는 직업재활수행기관에서 리더십의 유형과 신뢰유형이 조직유효성에 미치는 영향을 검증하고, 그 결과를 토대로 보다 나은 조직을 위한 리더십의 유형을 제시하는데 그 목적 및 의의를 두고 있다. 본 연구에서 변혁적 리더십과 신뢰유형이 조직유효성에 영향을 미치는 요인을 회귀분석한 결과 리더에 대한 신뢰가 조직유효성에 정(+)의 영향을 미치고, 카리스마 요인이 부(-)의 영향을 미치는 것으로 나타났다. 따라서 직업재활수행기관에서는 조직구성원들에게서 리더에 대한 신뢰를 높이기 위해서는 조직구성원들이 업무상 어려움에 처했을 때 도움을 주고, 인간적인 대화를 통해 존경심을 유도하여 리더를 믿고 따를 수 있도록 만드는 것이 중요하며, 리더로서 조직구성원에게 비전을 제시함으로써 관심과 열정을 부여할 수 있어야 하고, 조직구성원들의 성과에 대해 많은 배려를 함으로써 리더에 대한 신뢰를 불러일으킬 수 있다. 또한 조직구성원들에게 문제가 생길 경우 기꺼이 도움을 줄 수 있는 준비가 되어있어야 하며, 인간적인 정을 느낄 수 있도록 함으로써 자발적인 존경심을 만들어 내고 조직보다는 구성원들 개개인의 이익을 우선시 하는 것이 리더의 중요한 역할이라고 할 수 있을 것이다. 리더가 조직구성원에 대한 관심과 흥미를 표현해 주고, 칭찬과 격려를 통해 업무수행에 발전을 줄 수 있으며, 이것은 조직유효성에 많은 영향을 미칠 것이다.

The study is designed to examine how the leadership and reliability have an influence on the organization validity in the organization of vocational rehabilitation, and suggest the leadership type for the better organization on the basis of the results. In this study, it is shown reliability toward a leader has a positive influence and charismatic factor has a negative influence on the organization validity as a result of regression analysis of the effect on the organization validity of and evolutionary leadership and reliability. Accordingly, it is very important to help members of an organization when they are in difficulties out of duty and to make them follow the leader with respect through the personal conversation to promote the reliability toward a leader in the organization of vocational rehabilitation. As a leader, he has to give concern and passions by presenting visions, and it can create reliability toward a leader by considering efforts of members of an organization. Besides, in time of problems between members of an organization the leader should be ready to help them heartily. It would be an important role of a leader to be prior to private interest of members of an organization by making them have a warm heart. Leader should express concern and interest for the members of an organization so they can develop carrying out the daily activities by encouraging a person with praise. This will have a great influence on the organization validity.

Objectives: This study investigated to the analytical work environment, analyst's expert and status of analytical instrument in the designated organization's laboratory for measuring work environment, and carried out to ensure reliability of analytical results. Methods: This study was conducted by 114 analysts who work in designated organization's laboratory for measuring work environment. Information on the working environment and personal characteristics of the analysts were collected using a self-reported questionnaire and were analyzed using the SPSS program through analysis of frequency and t-test. Results: The speciality of subjects was occupational health(57.0%), environmental health(38.6%) and environmental engineering(4.4%), and they had a higher level of academic ability than workers in other industries. Analysts had to handle a large number of sample analysis and many tasks other than analytical work. The analysts answered that it was difficult to analyze organic substances than inorganic substances, and the difficult parts were the analytical methods setting of new substances(55.3%), instrument analysis(24.6%) and principle of analysis(23.7%). Analytical instruments mainly have legally required instruments. The difficulty of the analysis is solved from the senior analyst in the laboratory and analytical information is mainly exchanged through seminar organized by the Association of Occupational Health Analysts. The analysts who are planning to move or considering the company were 48.2%, and the reasons for moving the company were difficult to work(14.0%), low salary(9.6%), employment type(8.8%) and job stress(7.0%). Conclusions: The conclusions of our study were that it was possible to secure reliability by solving the problems such as implementing professional education to improve expertise of analysts, strengthening analytical instruments through institutional improvement and improving work environment.

This Study aims to propose the practical ways to devote to the general operational strategies for human resources and the development of the airlines by realizing the effects of the strategic management of the human resources of full-service carriers (FSC) on the reliability of the organization, job satisfaction and organizational commitment of the cabin crews. The empirical analysis was analyzed using the SPSS Ver18.0 program after the questionnaire was collected. The survey was conducted for six weeks from August 2nd to September 13th, 2021. As a result, it has been confirmed that the strategic management of the human resources of FSC has a positive impact on the reliability of the organization, job satisfaction and the organizational commitment of the cabin crews. Based on this study, it is assumed that if the airline forms connections among internal customers and establishes relationships with high levels of trust for the organization through the integrated strategic human resources activities based on the cabin crews along with the business performances of the companies, they will achieve high performance.

Purpose: Presbycusis is a common disorder and may contribute to the development of some psychiatric problem in the elderly, resulting in social -isolation. The purpose of this study was to identify the quality of life of hearing impaired who use hearing aids and hearing aid non-users through World Health Organization Quality of Life Questionnaire (WHOQOL). We measured the reliability and validity of the World Health Organization Quality of Life Assessment Instrument (WHOQOL-BREF) in elderly individuals with hearing loss. The main purpose was to find out whether WHOQOL-BREF is a good measurement or not for quality of life in elderly with hearing loss. Methods: Sixty-two elderly individuals with hearing loss aged sixty years or more participated in the study. They were recruited from a hearing aids center or social welfare facilities. Participants were divided into two groups: non hearing aid users and hearing aid users. WHOQOL-BREF, which is a short version of the WHOQOL, consisted of 26 questions. Among them, 2 questions were about general quality-of-life and the rest of them were associated with four aspects: physical, psychological, environmental, and social relations. The scores of this inventory were compared between the two groups. Results: Significant differences were observed in the only overall score for quality of life between two groups (p < 0.05), but no significant differences were observed in other factors. The overall reliability was Cronbach’s alpha was 0.76 for hearing aid users and Cronbach’s alpha was 0.56 about hearing aid non-users. Conclusion: The result of this study suggested that it is not appropriate to use Korean WHOQOL-BREF for measuring the quality of life for elderly people with hearing loss because it doesn’t have good internal consistency.

본 연구는 선행연구에서 활용된 공중관계성 측정 항목들의 신뢰도와 타당도를 재검증하여 이론적 발전을 도모함을 그 목적으로 한다. 또한 정부조직과 정책 공중과의 관계성을 검토하여 공중관계성 지표의 현실 적용성을 높이고자 했다. 선행연구 고찰을 통해 중복적으로 제시되고 있는 공중관계성 구성 요인들을 추출하여 측정 항목들을 정부기관과 정책공중에 맞게 수정·보완했다. 각 구성 요인별 측정 항목들에 대한 타당도 분석을 위해 단일 차원의 각 구성 개념의 구성개념타당성 (construct validity)을 위한 확인적 요인분석 결과, 전반적으로 모든 구성 개념들이 단일차원성과 집중타당성, 그리고 판별타당성과 같은 구성개념타당성이 확보되었다. 공중관계성 구성 개념에 대한 측정 지표들의 신뢰도를 검토해 본 결과 Cronbach’s α, CR, AVE는 0.70을 모두 넘는 것으로 나타나 각 구성 요인의 측정 지표들이 신뢰도가 높음을 알 수 있었다. 공중관계성 구성 요인들과 같은 구성 개념 구성 타당도를 살펴보기 위해 34개의 측정 지표를 설명하는 10개의 구성 요인 (순수신뢰성, 공언이행신뢰성, 능력신뢰성, 만족도, 충실성, 친숙성, 상호통제성, 커뮤니케이션 균형성, 상호이해도, 정책동의도)의 1차 요인모형, 10개의 구성 개념을 설명하는 고차원 요인(공중관계성)의 2차 요인모형으로 구성된 고차요인분석(higher order factor analysis)을 실시했다. 분석 결과, 2차 요인분석모델의 타당도가 검증되었으며, 잠재요인들에 대한 표준화 적재치가 ‘상호이해도’를 제외하고 모두 0.5 이상인 것으로 나타나 지금까지 선행연구에서 제시되었던 공중관계성 구성 요인들의 구성타당도가 높음을 알 수 있었다.

A multiple-item scale for measuring government-public relationships was developed not only to fulfill the standards of reliability and validity in measurement but also to acquire cross-organizational comparability. The reliability of the measurement was confirmed because Cronbach’s α, construct reliability (CR), and average variance extracted(AVE) were more than 0.70. A higher order factor analysis was completed to test how much well the first factors(e.g., trust, satisfaction, commitment, favor, mutual controllability, symmetric communication, mutual understanding, and agreement) explain the second factor, ‘government- public relationship.’ The second-order factor model was confirmed as valid according to the data. Evidence of the scale’s reliability, factor structure, and validity is presented.

In this study, we explored the psychometric properties of the Korean version of the Safety Organization Scale (K-SOS). The SOS is based on the principles of a high-reliability organization and is an effective measure of the self-reported behaviors underlying the safety culture of an organization. We conducted a methodological study to examine the validity and reliability of the 9-item SOS translated into Korean. The data of 108 nurses working in three general hospitals with more than 100 beds located in D City were included. Content validity, construct validity, criterion validity, and reliability were evaluated. The results confirmed that the K-SOS is a unidimensional structure scale. Higher K-SOS scores exhibited a significant correlation with Hospital Survey On Patient Safety Culture, thus indicating the validity of the criterion. The internal consistency of the K-SOS was acceptable. Thus, the K-SOS is a reliable self-report scale for directly measuring the safety behaviors of an organization. The K-SOS can be used to improve patient safety in Korean hospital settings.

Purpose: The purpose of this research was to develop and test the validity and reliability of the Service Orientation Scale for Health Care Organization. Methods: The Service Orientation Scale for Health Care Organization, $SERV^*OR$, was developed through forward-backward translation methods. Internal consistency and reliability, construct and criterion validity were calculated using SPSS Statistics WIN 17.0. Survey data were collected from 283 clinical nurses in a general hospital in J province. Results: The Service Orientation Scale for Health Care Organization showed reliable internal consistency with Cronbach's ${\alpha}$'s for the total scale ranging from .85~.91. Factor loading of the 30 items on four sub-scales ranged from .67~.83. The sub scales were named service leadership, service system, customer focus, and service control. Item convergent and discriminant validity were also established for the Service Orientation Scale for Health Care Organization. Criterion validity showed a significant correlation with customer orientation. Conclusion: The findings of the study demonstrate that the Service Orientation Scale for Health Care Organization has satisfactory construct and criterion validity, and reliability and can be used to measure service orientation.