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이영광(Young Kwang Lee) 한국공공정책학회 2004 공공정책연구 Vol.15 No.-
Korean Won has been pegged to US dollar before Korea adopted a multiple-basket pegged exchange rate system in March 1980. Korea introduced the market average exchange rate system in March 1990 in which Won/dollar was determined on the basis of underlying demand-supply conditions in foreign exchange market. Since then, Korean "V on gradually depreciated against US dollar but showed big fluctuation in the late 1997 cunency crisis period. Taking advantage of the opportunity, Korea again shifted to a freely floating exchange rate system in December 1997. After the crisis, Korean Won has shown aligning itself with Japanese Yen in their exchange rate movements. It is because Korea's dependency on export is too high and Korea's export goods sharply competed with Japan's in world markets. Accordingly, such a phenomenon made Korea vulnerable to external shocks and hampered its stable economic growth. In coping with these expected problems, Korea should carry out reform by restructuring domestic banks and firms and strengthen their own competitiveness. They should also try to minimize the foreign exchange risk in the international trade and foreign investment by diversifying the cunencies of transaction. In the long run, it is desirable to make a mechanism of currency cooperation among Korea, China and Japan.
이영광(Lee, Young Kwang),지은구(Ji, Eun Gu) 계명대학교 사회과학연구소 2017 한국사회과학연구 Vol.36 No.1
본 연구의 목적은 성인 및 청소년의 자기효능감척도를 개발하고 개발된 척도의 타당도를 검증하는 데 있다. 이러한 연구목적을 달성하기 위하여 먼저, 선행연구를 통해 자기효능감의 개념 및 구성요소, 척도 개발에 대한 선행연구들을 분석하였다. 이를 바탕으로 자기효능감척도 구성요소를 일반적 자기효능감, 사회적 자기효능감으로 제시하였고, 각각의 구성요소에 적합한 질문문항을 본 연구에 맞도록 재구성하여 자기효능감을 측정하기에 적합한 척도를 개발한 후 타당도를 검증하였다. 자기효능감척도 예비문항은 총 22개 문항이었으며, 탐색적 요인분석을 실시한 결과 1개의 문항이 제거되었으며, 3개의 요인으로 구분되었다. 자기효능감척도의 하위요인은 부정적 효능감, 긍정적 효능감, 사회적 효능감으로 명명하였다. 21개의 문항을 바탕으로 확인적 요인분석을 실시한 결과 9개 문항이 제거되었다. 최종적으로 자기효능감척도는 12개 문항으로 구성되었으며, 3개의 요인으로 구분되었다. The purpose of this study was to develop a self-efficacy scale for adults and adolescents and to verify the validity of the developed scale. In order to accomplish this research objective, previous studies on the concept, components, and scale of self-efficacy were analyzed through previous studies. Based on this, the components of the self - efficacy scale were presented as general self – efficacy and social self-efficacy and the validity of the questionnaire was verified by constructing a scale suitable for measuring the self - efficacy by reconstructing the appropriate questions for each component. Self-efficacy scale preliminary questionnaires were 22 questions. The results of exploratory factor analysis showed that one item was removed and divided into three factors. The sub-factors of self-efficacy scale were named as negative efficacy, positive efficacy, and social efficacy. As a result of confirmatory factor analysis based on 21 items, 9 items were removed. Finally, the self-efficacy scale consisted of 12 items and was divided into three factors.
이영광(Lee, Young Kwang),지은구(Ji, Eun Gu) 계명대학교 사회과학연구소 2020 한국사회과학연구 Vol.39 No.1
본 연구는 장애인복지관 성과관리모형을 개발하기 위해 선행연구 검토, 국내․외 비영리조직 성과관리모형 비교ž분석과정을 통해 최종 모형을 도출하였다. 도출된 장애인복지관 성과관리모형은 4개 영역(투입영역, 과정영역, 산출영역, 결과영역), 20개 요소(목표관리, 리더십관리, 신뢰관리, 재무관리, 인력관리, 이용자관리, 시설안전관리, 자원개발관리, 정보문서관리, 조직관리, 혁신관리, 프로그램관리, 협력 및 갈등관리, 지역사회관리, 품질관리, 평가관리, 직원관리, 서비스관리, 자원관리, 사회적 책임관리)이다. 본 연구에서 제시하는 성과관리모형을 활용하여 자체적 성과평가 실시가 가능하며, 결과를 구성원이 확인하고 조직의 발전을 위해 적절하게 활용할 수 있다. 이는 복지관의 발전을 도모할 수 있으며, 궁극적으로 장애인복지 향상에 기여할 것이다. This study develop of performance management model for the disabled welfare center, the final model was derived by reviewing previous studies, comparing and analyzing the performance management model of domestic and foreign non-profit organizations. The derived performance management model for the disabled welfare center has 4 areas(input area, process area, output area, outcome area) and 20 factors(goal management, leadership management, trust management, financial management, human resource management, user management, facility safety management, resource development management, information document management, organization management, innovation management, program management, cooperation and conflict management, community management, quality management, evaluation management, staff management, service management, resource management, social responsibility management). The performance management model suggested in this study will perform the performance evaluation in-house, and the results of the performance evaluation can be verified by the members and appropriately used for the development of the organization.