국내 작업치료사의 역량 모형 및 역량 지표 개발 (K-CIOT)

Dept. of Occupational Therapy/박사The purpose of this study was to identify the knowledge, skills, attitudes and characteristics required of occupational therapists for the efficient performance of occupational therapy in order to develop a competency model and competency indicators for South Korean occupational therapists. To derive the competency components and indicators of occupational therapists for the model, the researcher first conducted a literature review and performed behavior event interviews (BEI’s) on 8 occupational therapists selected as a superior performance group. Next, an expert committee was formed with 6 members consisting of occupational therapy professors and practitioners to critique the draft model, which went through 2 Delphi surveys conducted on 23 panelists consisting of 13 professors and 10 clinical therapists. To verify the model’s validity, questionnaire surveys on the importance of each indicator were conducted on 317 occupational therapists across the nation. Inner consistency (Cronbach’s alpha) was confirmed to verify validity and reliability, and an exploratory factor analysis was also performed. The results went through the expert committee to finalize the core competency model. The competency model for occupational therapists developed in this study is structured into a 3-level hierarchy, consisting of 2 competency clusters (a job execution competency cluster and a professional qualifications competency cluster), 10 competency components and 53 indicators. For the job execution competency cluster, 4 competencies were derived: theoretical knowledge, occupational therapy performance I (planning and intervention), occupational therapy performance II (resource management and connection), and client-centered performance. Further, 6 components were derived for the professional qualifications competency cluster: ethical awareness, professionalism, communication, positive attitude and initiative, teamwork, and self-management. The competency components and indicators revealed in this study can be used as critical basic data to foster occupational therapists, train clinical occupational therapists and improve the relevant curricula in the future. Subsequent research is required to identify the core competencies for specific roles performed by occupational therapists. Identification of these competencies in different areas will provide more meaningful reference data for setting up new training and education courses.ope

Employment success factors of mentally-retarded workers

인간공학치료학전공/석사[한글]본 연구는 정신지체근로자의 일반적·직업적 특성에 따른 직업유지기간을 분석하여 직업성공요인을 알아보고, 장애등급별로 직업성공요인을 비교·분석하여 정신지체근로자의 효과적인 직업재활서비스 방안을 모색하기 위해 수행되었다. 연구대상자는 2001년부터 2005년까지 5년간 국장애인고용촉진공단을 통해 취업한 정신지체근로자 중 지원취업 및 자립취업을 제외한 한국장애인고용촉진공단에서 직접 실시한 알선취업자만을 대상으로 하였으며, 분석 대상자는 총 4,932명이였다. 직업유지기간이 6개월 이상인 집단을 직업성공군으로, 직업유지기간이 6개월 미만인 집단을 직업실패군으로 분류하여 직업성공요인으로 영향을 미친 일반적·직업적 특성을 알아보았다. 기술적 통계 처리를 위해 빈도분석을 사용하였고, 직업유지기간에 따라 직업성공군과 실패군으로 나누어 집단 간에 일반적 특성과 직업관련 특성에 따른 직업성공 분포도를 분석하였으며, 직업성공 분포에 따른 일반적 특성 분포와 유의성을 검증하기 위해 x²검정을 사용하였다. 이를 통해 직업성공에 따른 중요한 변수를 도출하였으며, 최종적으로 가장 영향을 미칠 수 있는 직업성공요인을 알아보기 위해 로지스틱회귀분석을 사용하였다. 연구 결과, 정신지체근로자의 직업성공요인으로 직업유지기간에 가장 유의미한 영향을 미친 요인은 사업장 규모, 평가실시 유무, 적응지도 경험이였으며, 이러한 결과는 장애등급별로 차이가 있었다. 정신지체 1급은 사업장 규모는 유의하지 않았으나, 2·3급은 사업장 규모가 큰 경우 직업성공률이 높았으며, 정신지체 1급은 직업평가를 실시한 경우에 직업성공률이 높았으나, 2·3급은 직업평가를 실시하지 않은 경우 직업성공률이 높았다. 또한 모든 등급에서 적응지도 경험이 1회 이상 있는 경우가 적응지도 경험이 없는 경우와 비교해 직업성공률이 높았다. 이와 같은 연구결과를 토대로, 장애인직업재활서비스를 수행함에 있어 장애등급을 고려한 사업체 선정과 직업평가가 이루어져야겠으며, 취업 후 지속적인 적응지도를 통해 정신지체근로자의 직업성공요인을 강화해 나가야 하겠다. [영문]This research investigates employment success factors by analyzing the employment period depending on general attributes and job-related attributes and studies the future direction of vocational rehabilitation services for the effective employment of mentally-retarded workers by analyzing and comparing employment success factors depending on levels of mental retardation. We investigated mentally-retarded persons who commenced work via Korea Employment Promotion Agency for the Disabled(KEPAD) from 2001-2005, in total of 4,932 persons, excluding persons who commenced work via KEPAD's indirect support program and by oneself (without any support) in this study. We grouped persons whose employment period exceeds 6 months as 'employment success cluster' and as 'employment failure cluster' vice versa. And we investigates general attributes and job-related attributes, which influenced on employment success. We used frequency analysis for technical statistics processing and analyzed employment success distribution map depending on general attributes and job-related attributes. We also used Chi-square test for the test of general attribute distribution and significance about the yes or no of employment success. Finally we used logistic regression analysis for the finding of the most important employment success factor. As a result, we found factors which influenced the employment period are the size of workplace, the yes or no of evaluation and adaptation coaching implementation by KEPAD and this result was distinguished by mental retardation grades. We found persons who have level 1 of mental retardation have no significant differences by the size of workplace, but persons of Level 2 and Level 3 have higher employment success ratio in bigger size of workplace. We also found the success ratio of persons of level 1 of mental retardation is higher when employment evaluation was implemented, but the success ration of persons of level 2 and level 3 is higher when was not implemented. We also found the employment success ratio is higher when mentally-retarded persons took adjustment training one time or more in every grade. Based on this study, we found workplaces choice and employment evaluation should be implemented considering mental retardation grade and continuous adaptation coaching should be implemented to increase the employment success ratio of mentally-retarded workers.ope