• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.6
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• pp.113-120
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• 2016

The purpose of this study is to identify the knowledge of and adherence to the infection control guidelines for indwelling urinary catheters, central venous catheters and ventilators among intensive care nurses. The subjects were 175 intensive care nurses working in 2 upper general hospitals and 3 general hospitals. Data were collected from July 1 to July 31, 2013. The collected data were analyzed by descriptive statistics, t-test and ANOVA using SPSS 18.0 for Windows. The mean scores of the knowledge of the infection control guidelines on indwelling urinary catheters, central venous catheters and ventilators were 0.87, 0.82 and 0.82 points, respectively. The average scores for the adherence to the infection control guidelines for indwelling urinary catheters, central venous catheters and ventilators were 4.18, 4.04 and 4.07 points, respectively. Statistically significant correlations were found between the knowledge of and adherence to the infection control guidelines for indwelling urinary catheters (r=.72, p<.00), central venous catheters (r=.54, p<.001) and ventilators (r=.30, p<.001). The knowledge of and adherence to the infection control guidelines for indwelling urinary catheters differed significantly according to gender, educational status, total career, number of patients, type of hospital, and attendance of seminar. The knowledge of and adherence to the infection control guidelines for central venous catheters differed significantly according to educational status, total career, number of patients, type of hospital, and attendance of seminar. The knowledge level of the infection control guidelines for the ventilator differed significantly according to the total career. The results of this study indicate that education and training programs for improving the knowledge of adherence to the infection control guidelines should be developed.

• The Journal of the Korea Contents Association
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• v.13 no.2
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• pp.322-330
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• 2013

The purpose of this study was to examine the influence of critical thinking, clinical decision making and job satisfaction of 132 dental hygienists. The data was collected from 1st May to 31th October, 2012 in Ulsan, Pusan and Gyeongsangnam-do areas. The majority participants were female, 30.6 years old, graduate diploma course of dental hygienist, and working in dental clinics. In critical thinking, truth-seeking was highest score, 3.36 but maturity was lowest score, 3.00. In clinical decision making, canvassing of objectives & values was highest score 3.39, but search for alternatives or options was lowest score, 3.10. In job satisfaction, professional status was highest score 3.20, but incomes & promotion was lowest score 2.84. In correlation between general characteristics and critical thinking, there was significantly different in religion, education status, total working period and working areas. There was significantly different with religion and education status in clinical decision making, And There was significantly different with religion and education status, total working period, and working areas in job satisfaction. Critical thinking, clinical decision making and job satisfaction was positive relationship. To improve professional competence and job satisfaction of dental hygienist it need to use actively the critical thinking and clinical decision making. And it need to prepare the education and strategy to increase the job satisfaction of dental hygienist.

• Journal of Yeungnam Medical Science
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• v.4 no.2
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• pp.139-148
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• 1987

The community health practitioners (CHP) play an important role in primary health care services to the underserved population in rural area. Time and motion study of 26 CHPs in Kyungpook Province was conducted through work diary method for 6 consecutive days from the time they arrived until they left the primary health post(PHP) during the past 3 weeks from November 16 to December 5, 1987. The allocation of activity time by working category, service category, location of activity and CHP's function was analyzed according to the characteristics of CHPs i. e., age, marital status and experience as CHP. The major findings are as follows : The mean activity time per CHP in a week was 2,918 minutes. The length of their working hours was longer for older, married and more experienced CHPs than others. About 80% of the CHP's activities took place within the PHP and only about 20% occured outside of the PHP. Working hours for the outdoor activities were longer for younger, single and less experienced CHPs than others. The allocation of activity time by working category showed 46.3% in the technical work and 18.7% in the administrative work. Working hours for the technical activities were longer for younger, single and less experienced CHPs than others. The percentage of activity time revealed greatest as much as 63.1% for direct patient care in technical work and 61.6% for record keeping in administrative work. Of the total working hours in a week, direct patient care and public health activities accounted for 29.2% and 16.2%, respectively. Of the indoor activities, working hours for direct patient care were longer than those for public health activities. However, of the outdoor activities, working hours for public health activities were longer than those for direct patient care. The allocation of activity time by CHP's function showed 49.7% in management of common disease, 31.8% in management of PHP and technical supervision of village health workers, 9.5% in MCH and family planning, 6.6% in community health management and 2.4% in community approach. Based on these findings, it was found that CHPs were mainly working in the PHP with a majority of their time being spent for direct patient care rather than preventive and promotive health cares. To enhance the preventive and promotive health services of the CHPs and to involve the activities for community development, refresher course for CHPs should be reinforced and supervision mechanism of the CHPs should be established and operated in Gun- and province-level.

• Culinary science and hospitality research
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• v.19 no.3
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• pp.291-304
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• 2013

This study analyzed the effects of Employee Value Proposition (EVP) and the impotance of a job rotation system on the subjective career success. The total 379 samples were surveyed from employees engaging in domestic hotel enterprises located in Seoul using convenient sampling method. The result of this research is as followings. First, EVP has total 5 factors('career development,' 'affiliation,' 'work environment,' 'work content' and 'pay & reward') and job rotation has total 3 factors('individual capacity improvement,' 'procedural justice,' and 'career development'). Second, the results of hypotheses test using a series of multiple regression analysis indicate that EVP factors including 'career development,' 'affiliation,' 'work environment,' and 'work content' influence subjective career success. However, EVP factor of 'pay & reward' does not influence subjective career success. Similarly, EVP factors excluding 'pay & reward' affect a job rotation system. Lastly, a job rotation system positively affects subjective career success. Based on the analysis results, we could draw the importance of the non-financial reward instead of financial reward in the perception of employees' subjective career success. As a research implication, the importance of the creative organization culture was suggested in the conclusion section.

• The Journal of the Korea Contents Association
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• v.15 no.5
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• pp.386-402
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• 2015

The purpose of this study was to analyse reemployment status of nurses participated in reemployment support program and to examine the effects of 2011-2013 reemployment programs which were managed by regional centers under Korean Nurses Association. An analysis was conducted using the data of self reported structured questionnaire from 332 career-interrupted nurses who were unemployed more than 6 months and have received reemployment services. The major finding were as follows. 59.9% of respondents were successfully reemployed, but 22.3% didn't get a job and 17.8% left jobs again after reemployed. Major reasons of not being employed were unmatched working hours and low salary. Subgroup analyses show that the reemployment program worked better to the respondents with older age, three year college graduate, and longer unemployment period than the respondents with young, four year college graduate, and short period of unemployment. The results show that more diverse reemployment programs are need to fit various kinds of career interrupted nurses, along with the development of different work hour systems and improvement of salary.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.5
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• pp.514-524
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• 2014

Purpose: The purpose of this study was to explore the experiences of clinical nurses over 40 years of age who were shift workers. Methods: Data were collected from in-depth interviews with 10 clinical nurses over 40 years of age who had at least 10 years of clinical experience and who worked in 5 acute care hospitals. The data were analyzed using Braun & Clark's thematic analysis. Results: One main theme, 3 themes, and 9 subthemes were derived. The main theme was "Sustaining a position still in conflict", and themes were as follows; "Being trained as a professional nurse", "Having unfavorable working conditions and damaged self-esteem", "Trying hard to get a sense of value as an experienced nurse" Conclusion: The results of this study show the issues of age and generational diversities in nurses in acute care hospitals. It is necessary to explore various ways to utilize the experience of older clinical nurses for the integrity of nursing organization and the development of the nursing profession.

• The Magazine of Kiice
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• v.15 no.1
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• pp.54-59
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• 2014

• Journal of dental hygiene science
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• v.4 no.1
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• pp.13-20
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• 2004

The purpose of this study was to examine how dental hygienists health management and to what extent they used medical care services due to occupational diseases. It's ultimately attempted to improve the health care of dental hygienists and promote their health. After relevant literature and data were reviewed, a survey was conducted for five months from June through October, 2003. The subjects in this study were 160 dental hygienists who worked at dental hospital and clinics across the nation. And the collected data were analyzed. The findings of this study were as follows: (1) Concerning job-related health education experience, 83.1 percent, the greatest rate, had no experience to receive education, and the type of service made a significance difference to that(p<0.05). (2) As to in-house medical examination, 98.6 percent felt the need for medical examination, and 56.3 percent had ever their bodies examined. Their health examination experience was significantly different according to age(p<0.01), marital status(p<0.01), type of service(p<0.01), career(p<0.01) and yearly income(p<0.01). (3) Concerning how much they used hospitals after working as dental hygienists, 85.6 percent, the biggest group, had no experience to be hospitalized, and that was significantly different according to age(p<0.05), type of service(p<0.05), career(p<0.01) and yearly income(p<0.05). 51.9 percent had no experience to receive treatment as outpatients, and their career(p<0.01) made a significant difference to that. (4) As for how to cope with casual diseases, 34.4 percent, the largest group, visited pharmacies, and 32.5 percent, the next largest group, saw the doctors. In regard to herb restorative, 68.1 percent had no experience to take herb restorative, and that experience varied significantly with age(p<0.01), career(p<0.05) and annual income(p<0.01).

• 프린팅코리아
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• s.20
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• pp.76-77
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• 2004

신임 만로랜드코리아 케네스 한센(Kenneth Hansen) 회장은 덴마크 출생으로 지난 1996년 덴마크 정부로부터 수도인 코펜하겐 국제 친선 사절단의 임원으로 선정되기도 한 저명한 인물이다. 인쇄와 관련해서는 약 16여년간 EAC에 근무한 적이 있어 인쇄전반에 대한 해박한 지식과 정보를 가지고 있으며,더욱이 이 기간동안 한국을 비롯한 중국, 홍콩, 대만에서 근무한 경력이 있다. 한국에는 4년 동안 근무한 바 있기 때문에 누구보다 한국에 대한 이해가 높다. 그 후 대만의 가장 오랜 역사를 지닌 Tait그룹의 CEO로도 근무한 바 있으며, 이후에 영국 런던의 시티은행에 4년간 만그룹 등의 파이낸싱 프로젝트의 책임자로도 근무했다. 케네스 한센 회장은 만로랜드 그룹의 아시아 지역 대표인 동시에 만로랜드코리아의 회장이며, 만로랜드 본사 회장의 직속에 있기때문에 국내에서의 경영에 않은 변화가 있을 것으로 예상된다. 이에 본지에서는 케네스 한센 회장의 포부와 앞으로의 경영계획에 대해 들어보았다.

• Journal of dental hygiene science
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• v.15 no.6
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• pp.786-793
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• 2015

The purpose of this study to find out factors that affect intention of career discontinuity among dental hygienists. The data was collected from 300 dental hygienists working at dental clinics. The total of 281 copies were used for analysis. Statistical analysis was performed using PASW Statistics 18.0 at the 5% significance level. T-test, ANOVA, factor analysis, reliability analysis, correlation analysis, hierarchical regression analyses were applied in this analysis. The results were as follows: 1. As for intention of career discontinuity by general characteristics, there were statistically significant difference according to age, duration of employment, children, children age and monthly income (p<0.05). 2. As for intention of career discontinuity by job awareness, there were statistically significant difference according to turnover, work-life, retirement age of dental hygienist, duration of job maintenance and re-employment of dental hygienist (p<0.05). 3. As for hierarchical regression analysis of the factors affecting the intention of career discontinuity, the support from employer had most significant influence on intention of career discontinuity (p<0.05). In order to decrease the career discontinuity among dental hygienists, plans that can increase the work-environment should be implemented by improving support from employer.