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유아의 거친 신체놀이 참여정도에 따른정서조절 능력과 자아탄력성의 차이
노은아 ( Eun Ah Roh ),문병환 ( Byung Hwan Mun ) 한국유아교육학회 2012 유아교육연구 Vol.32 No.5
본 연구는 유아의 거친 신체놀이 참여정도에 따라 정서조절 능력과 자아탄력성의 차이를 알아보고자 하였다. 연구대상은 G시에 소재한 유아교육기관 8곳에 다니는 만 5세 유아 246명이었다. 수집된 자료는 카이제곱과 일원변량분석, 사후검정은 Duncan을 실시하였다. 연구결과 유아의 거친 신체놀이 참여정도가 높은 "상"집단에서 놀이장소는 교실 내 흥미영역에서 놀이시간은 실내 자유선택활동 시간에 가장 많이 참여하는 것으로 나타났다. 유아의 거친 신체놀이 참여정도에 따른 정서조절 능력의 하위요소 불안정/부정적 정서는 유아의 거친 신체놀이 참여정도가 높을수록 유아의 불안정/부정적 정서는 높게 나타났다. 또한 유아의 거친 신체놀이 참여정도에 따른 유아의 자아탄력성 하위요소 애착, 주도성, 자기 통제는 거친 신체놀이 참여정도가 높을수록 자아탄력성이 높아진 반면, 유아의 거친 신체놀이 참여정도가 높을수록 유아의 문제행동은 낮은 것으로 나타났다. This study identifies differences between the assessments of emotional regulation competence and ego-resiliency found through analyzing the rough and tumble play of two hundred and forty-six 5 year-old children at 8 kindergartens in G city. The data, analyzed using χ2 test, ANOVA, yields the following results: 1) the children with high frequency of participation in rough and tumble play engaged in it on the playing field, during play time in classroom interest centers and indoor free-choice activity time; 2) children with high frequency participation also demonstrated more negative emotions, which reference as a low ranking element on emotion regulation competency scales; 3) as well, attachment, initiative and self-control have low rankings in ego-resiliency for the frequent participants in rough and tumble play; 4) however, high participation in rough and tumble play is directly proportionate to ego-resiliency while problem behaviors are inversely related.
한국 폐경기 여성에서 대사증후군과 비타민 D의 관련성: 2010∼2012 국민건강영양조사에 근거하여
노은경 ( Eun Kyung Roh ),윤현 ( Hyun Yoon ) 대한임상검사과학회 2015 대한임상검사과학회지(KJCLS) Vol.47 No.4
The aim of this study was to assess the association of metabolic syndrome and Vitamin D in Korean adults. The study subjects were Korean menopausal woman (n=4,340) who participated in the Korea National Health and Nutrition Examination Survey 2010∼2012. After adjusting for factors such as age, body mass index, total cholesterol, smoking, and regular exercise, the mean 25(OH)D levels (M±SE) decreased with increasing metabolic syndrome score (MSS) (MSS 0, 18.18±0.29 ng/Ml; MSS 1, 18.09±0.21 ng/mL; MSS 2, 18.07±0.19 ng/mL; MSS 3, 18.04±0.21 ng/mL; MSS ≥4, 17.27±0.23 ng/mL), and the mean 25(OH)D level (M±SE) for metabolic syndrome (17.66±0.16 ng/mL) decreased in comparison to non-metabolic syndrome (18.11±0.14 ng/mL). In conclusion, our results suggest that an increase in metabolic syndrome score or metabolic syndrome are inversely associated with the vitamin D levels.
간호사의 직무스트레스와 DiSC 행동유형 및 조직사회자본이 직무만족에 미치는 영향
노은경 ( Eun Kyung Roh ),신승옥 ( Seung Ok Shin ) 한국병원경영학회 2015 병원경영학회지 Vol.20 No.4
Purpose: This study was conducted to investigate the independent role of sub-dimensions of job stress, DiSCⓡ type of personal behavior, and organizational social capital on job satisfaction and to identify the structural relation among them. Method: Study subjects were 317 registrated nurses employed in 4 general hospitals in a metropolitan city. Results: As the results of multiple regression analysis, the factors influenced independently on overall job satisfaction were as follows; job stress were significantly decreased job satisfaction. Regarding DiSC, job satisfaction of influence type was significantly higher than that of conscientiousness type. Of sub-dimension of OCS, the higher common value and reciprocity were, the high over all job satisfaction, but in a sub-dimension(trust), the relationship was reversed. Major findings of structural equation model analysis were as follows. Regarding DiSC, there were founded only direct effect on job satisfaction(D, i, S>C in relations with peer and others, job performance, retrospectively). Regarding common value of OCS, there were founded significant positive direct effect and indirect effect via job stress on all sub-dimensions of job satisfaction. Regarding trust of OCS, there were founded negative direct effect alone on 2 sub-dimensions of job satisfaction(work itself, job performance). Regarding trust of OCS, there were founded positive direct and indirect effect on satisfaction towards work itself, and indirect effect alone on 2 sub-dimensions(relations with peer and others, job performance). Conclusion: Summing up above finding, to manage job satisfaction of nurses, it is suggested for nursing staffs to provide behavioral training programs according to type of DiSCⓡ and to introduce strategic programs fostering organizational social capital such as common vision and reciprocity.