Earticle

한국에 복음이 전파 된지 135여년, 그리고 해외 선교를 시작한지 벌 써 40여년이 지났다. 한국의 해외선교는 한국교회의 부흥기와 함께 70 년대부터 시작하여 지금까지 유래 없는 성장을 했다. 그러나 현재 해외 선교사의 숫자가 줄어들고 있는 상황이다. 파송선교사의 숫자가 줄어 드는 것 보다 더 심각한 것은 지금까지 전통적인 선교의 방법과 선교 전략이 선교지 상황과 잘 맞지 않는다는 것이다. 이러한 때에 가장 중 요한 것은 리더십이다. 현재의 선교적 상황을 정확하게 이해하고 진단 하며 대안을 모색해서 향후 30년을 위한 밑그림을 그리는 전략과 미래 지향적인 의사결정을 해야 할 필요성이 대두되는 시기이다. 그럼에도 현재 한국 선교에서 중추적인 활동을 하고 있는 선교단체 의 경우, 리더십의 교체나 리더십의 보강을 위한 어떤 대안이나 전략을 가지고 있지 않다. 여전히 선교단체의 리더십은 선교 1세대가 자리 매 김을 하고 있으며, 이들의 연령도 50대 후반에서 60대 후반에 이른다. 따라서 개선해야 할 여러 가지 내용들이 있지만 본 논문에서는 선교단 체의 리더십에 대한 문제와 해결방안 그리고 긴 안목으로 새로운 시대 에 맞는 리더십의 대안으로 새로운 리더십의 유형을 제시하고 이러한 리더십을 위해서 선교단체가 무엇을 해야 할 것인가를 제시하였다. 새 로운 리더십이 가져야 할 내용으로는 1) 소통능력 2) 권력 없는 리더십 3) 리더십의 행동의 기준으로서의 옳음을 제시하였다. 그리고 각 선교 단체에서 필요한 대표를 선발하기 위하여 대표의 직무 기술서와 대표 를 위한 자격요건의 작성을 제시하였다.

It has been 135 years since the gospel spread to Korea, and 40 years since the establishment of overseas missionary work. Korea’s overseas missionary service, along with the revival of the Korean Church, has grown since the 70s and has so far. However, the number of foreign Missionary is decreasing. What is more serious than the decline in the number of Missionary is that so far the traditional methods of missionary work and the missionary strategy do not fit well with the situation of the mission site. The most important thing in these times is leadership. This is a time when the need to accurately understand and diagnose current missionary situations and seek alternatives to draw a framework for the next 30 years and make future-oriented decisions is emerging. Nevertheless, for mission groups currently engaged in pivotal activities in Korean missionaries, there are no alternatives or strategies for changing leadership or enhancing leadership. The leadership of missionary groups is still established by the first generation of missionaries, and their ages range from late 50s to late 60s. There are therefore many things to improve, but in this paper, the question of the leadership of the missionary group and the solutions and the long view, as an alternative to the leadership that fits the new era, the type of new leadership is presented and what the missionary group should do. What the new leadership should have is 1) professional communication competency 2) leading without power 3) and the correctness as the standard of leadership action. And to select the required representatives from each mission group, the job description of the representatives and the preparation of the qualifications for the representatives were presented.

Purpose: The study was done to describe competency level in communication and professional competence of Public Health Nurses and to test effect of competency level in communication on professional competence of Public Health Nurses (PHNs). Methods: A correlational research design was used and 153 PHNs working at nine Public Health Centers (PHCs) in four Metropolitan cities agreed to participate. Participants completed a structured questionnaire measuring the study variables with socio-demographic characteristics. Data were analyzed using descriptive statistics and multiple regression analysis with the PAWS Statistics 18. Results: The mean of competency level for communication and professional competence were above average for the test instruments utilized (90.3 and 68.4 respectively). The level of communication competency differed by age and location of PHCs, and professional competence differed by location of the PHCs. The level of communication competency was the most important affecting professional competence and explained 32.9% of the professional competence. Conclusion: Nurses with better communication competency had more professional competence. In the future, repeated study is needed, and communication program is needed to develop and train PHNs to improve their professional competence.

Purpose: This study examined the effects of clinical nurses' communication skills, critical reflection, and professional self-efficacy on medication safety competency. Methods: The participants were 150 clinical nurses with at least 12 months of experience in a tertiary hospital. Validated scales for assessed communication skills, critical reflection, professional self-efficacy, and medication safety competency. Data were analyzed using SPSS 29.0 with descriptive statistics, t-tests, ANOVA, correlation, and regression analyses. Results: The mean medication safety competency score was 4.24 ± 0.49, with the highest subscale scores observed in crisis management, patient-centered medication management, and problem-solving. Nurses aged 36 years and older and with over 6 years of experience demonstrated significantly higher medication safety competency. Medication safety competency showed positive correlations with communication skills (r = .68, p <. 001), critical reflection (r = .70, p < .001), and professional self-efficacy (r = .61, p <. 001). Regression analysis revealed these factors as significant predictors, collectively accounting for 57.5% of the variance. Conclusion: Communication skills, critical reflection, and self-efficacy significant determinants of nurses’ medication safety competency. Educational programs targeting theses domains are essential to improve medication safety. Further research is needed to assess and refine such interventions, thereby supporting continuous professional development and improved patient outcomes.

Purpose: The aim of this study was to investigate the influences of professional autonomy and communication competency on the job satisfaction of psychiatric nurses. Methods: Participants were 141 psychiatric nurses working in psychiatric departments in 5 provincial hospitals. The questionnaire was composed of a total of 88 questions: general characteristics of participants (12 items), professional autonomy (30 questions), communication competency (15 questions), job satisfaction (30 questions). Data were collected and analyzed using t-tests, ANOVA, Pearson's correlation coefficients, and Multiple regression analysis with SPSS/WIN 24.0. Results: Job Satisfaction had significant positive correlations with both professional autonomy (r=.18, p<.001) and communication competency (r=.32, p<.001). These variables explained 24.3% of the variance in psychiatric nurses' job satisfaction. Conclusion: Thease findings indicate that professional autonomy and communication competency are important variables influencing job satisfaction for psychiatric nurses. Development and provision of intervention programs to increase professional autonomy and communication competency will help to increase psychiatric nurses' job satisfaction.

본 연구의 목적은 국가직무능력표준(NCS)에 기반한 직업기초능력 중 의사소통 교육에 대한 현직 국어 교사의 교육 역량 수준을 진단하고 이를 바탕으로 한 연수 모델을 제안하는 데 있다. 이를 위해 전국에 분포한 169명의 현직 국어 교사들을 대상으로 하여 NCS의 직업기초능력으로서의 의사소통 교육을 수행할 때 요구되는 교육 역량 수준에 대한 조사를 통해 진단 분석을 실시하였고, 요구되는 역량 수준을 1층위와 2층위로 분류하여 군집 분석을 실시하였다. 1층위 분석 결과에 기반해 5개 군집별 프로파일링을 실시한 결과, 군집 1은 ‘역량 우수 - 진로 연계 지도 미흡 집단’, 군집 2는 ‘역량 미흡 - 진로 연계 지도 우수 집단’, 군집3은 ‘역량 보통 - 평가 계획 및 실행 우수 집단’, 군집4는 ‘역량 전반 미흡 집단’, 군집 5는 ‘역량 보통- 기본 이해 미흡 진단’으로 각각 분류되었다. 2층위 분석 결과에 기반해 4개 군집별로 프로파일링을 실시한 결과 군집 1은 ‘세부 장르별 교수 역량 전반 미흡 집단’, 군집 2는 ‘세부 장르별 교수 역량 보통 집단’, 군집 3은 ‘세부 장르별 교수 역량 우수 집단’, 군집 4는 ‘세부 장르별 교수 역량 보통 – 의사결정 및 설득 교수 취약 집단’으로 각각 분류되었다. 1층위와 2층위 분석 결과에 따라 직업계고 국어 교사로서 직업기초능력으로서 의사소통 교육을 실시하기 위해 요구되는 역량을 강화하기 위한 연수 프로그램을 제안하였다.

The purpose of this study is to diagnose the current Korean language teacher's educational competency level for communication education among vocational basic skills based on the National Competency Standards (NCS) and to propose a training model based on this. To this end, a diagnostic analysis was conducted through a survey on the teaching competency level required when conducting communication education as a basic vocational competency of NCS for 169 inservice Korean language teachers distributed across the country. Cluster analysis was conducted by classifying the layers into two layers. Based on the results of the analysis on the 1st and 2nd levels, a training program was proposed to strengthen the competencies required to conduct communication education as vocational basic skills as a vocational high school language teacher.

Purpose: This study investigated the impact of professional self-concept on mental health nursing competency among psychiatric nurses. It also explored whether communication competence and job satisfaction moderate this relationship. Methods: A cross-sectional survey was administered to 155 psychiatric nurses in South Korea. Data were analyzed using descriptive statistics, Pearson’s correlation, and the PROCESS macro (Model 1). Results: Professional self-concept, communication competence, and job satisfaction all demonstrated significant positive correlations with mental health nursing competency. Regression analysis indicated that these variables were significant predictors of mental health nursing competency, accounting for 81.0% of the total variance. Job satisfaction significantly moderated the relationship between professional self-concept and mental health nursing competency (p=.010), with professional self-concept having a stronger effect when job satisfaction was low. However, communication competence did not show a significant moderating effect. Conclusion: To improve mental health nursing competency, it is vital to strengthen nurses’ professional self-concept. Professional self-concept had a stronger effect on mental health nursing competency when job satisfaction was low, suggesting that educational interventions designed to enhance professional identity may be particularly beneficial for nurses experiencing lower job satisfaction. Although organizational support remains important, intervention strategies should be tailored according to nurses’ levels of job satisfaction.