• Journal of Oral Medicine and Pain
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• v.38 no.3
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• pp.235-246
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• 2013

Age estimations by forensic odontology play a great role in personal identification. The purpose of this study was to analyze the characteristics of age estimation cases in Korea. Surveying clients who requested age estimation at the Department of Oral Medicine, Kyungpook National University Dental Hospital from March 2012 to March 2013. The results were as follows: 1. On gender distribution, females(57.14%) were more than males(42.86%). The elderly with 50's and over 60's were majorities(89.28%) of clients, and no clients were below 40's. Most of clients were equal to and lower than elementary school graduate(69.64%). 2. The most frequent reason for age discrepancy between registered age and alleged age was mistakes by family or relatives(80.36%). The purposes of age estimation were welfare(62.50%), social relationship problem(12.50%), to find right age(10.71%), and occupation(8.93%). 3. In order of route to visit at Department of Oral Medicine, they were via government office(48.21%), acquaintances(21.43%), mass media(14.29%), and clinic(10.71%). Clients had high degree of comprehension on age estimation with forensic odontology (scored 7.03 out of 10). The 2/3 of clients were satisfied with present fee for age estimation. 4. The percentage on the proximity of estimated age to alleged age was 69.81%. 4(11.43%) clients were approved on age correction by court.

• Journal of Oral Medicine and Pain
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• v.33 no.3
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• pp.269-277
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• 2008

The purpose of this study was to estimate occlusal tooth wear and bruxism severity in TMD patients, and evaluate the effectiveness of the present age estimation method by occlusal tooth wear in TMD patients. Takei's age estimation method was applied to 163 subjects(56 controls, 107 TMD patients). The author analyzed the degree of occlusal tooth wear from the difference between estimated age and actual age. The obtained results were as follows: 1. In all age group, occlusal tooth wear in TMD patients is higher than those in asymptomatic controls. In 20's age group, a statistically significant difference was found. 2. In both gender, occlusal tooth wear in TMD patients is higher than those in asymptomatic control. In male, a significant difference was found. 3. Occlusal tooth wear in TMD patients with bruxism is significantly higher than that in control. 4. We found no significant difference in bruxism severity and occlusal tooth wear among the RDC/TMD subgroups. 5. Application of Takei's method would be still useful for age estimation in Korean. In case of age estimation of TMD patients using occlusal tooth wear, evaluation of the bruxism severity and appropriate correction according to age, sex and difference of geographical location should be considered.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.12
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• pp.462-470
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• 2018

This descriptive survey was conducted to explore the effects of work engagement and its associated factors among general hospital nurses. Nurses working in general hospitals were recruited in D city and K region. Data were analyzed by descriptive statistics, t-test, one-way ANOVA, Pearson's correlations, and stepwise multiple regression using IBM SPSS 25. The mean score of work engagement of the subjects was 3.08. The mean scores of emotional modulation effects in profession, patient focused emotional suppression, and emotional pretense by norms which are subgroups of emotional labor by norms were 3.82, 3.28, and 3.22, respectively, while that of the nursing work environment was 2.59. Work engagement was significantly positively correlated with emotional modulation effects in profession (r=0.30, p=0.001), patient-focused emotional suppression (r=0.20, p=0.030), and nursing work environment (r=0.21, p=0.024). The results showed that the factors that affect the work engagement were age, current position, and emotional modulation effects in profession, which explained 20% of the variance in work engagement (F=10.37, p<0.001). Therefore, to establish strategies for improving the level of work engagement, it is necessary to consider age and current positions of nurses and to develop a nursing intervention program to strengthen emotional modulation effects among general hospital nurses.

• Journal of Digital Convergence
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• v.15 no.1
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• pp.255-266
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• 2017

This study is designed to know the influence of emotional labor and social support on burnout of clinical nurses. 199 nurses working in five general hospitals with more than 500 beds in Seoul were sampled. Mean scores for each category were 3.69 for burnout, 3.08 for emotional labor, and 3.44 for social support. There was statistically significant difference between burnout and demographic characteristics, in age, education level, position, and clinical career; there was statistically significant difference between emotional labor and demographic characteristics, in age, working unit and clinical career. Emotional labor was positively correlated with burnout and social support was negatively correlated with burnout. As a result, factor influencing burnout was emotional labor, age, and social support. This predictor accounted for 31.5% of variance in burnout. Therefore, it is necessary to establish strategies to reduce nurses' emotional labor and improve the awareness of social support.

• Journal of the Korea Convergence Society
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• v.12 no.1
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• pp.305-315
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• 2021

This study aimed to investigate the influencing factors of stress response, immediacy, emotional intelligence on converged nursing performance in Nurses. The Participants were 180 nurses who had worked at general hospitals without COVID-19 patients in B city. The data were collected by structured questionnaires of stress response, lack of premeditation, emotional intelligence, nursing performance. Data were analyzed using descriptive statistics, t-test, ANOVA, Scheffé test, Pearson's correlation coefficients and multiple regression with SPSS 21.0 program. The results showed that use of emotion(β=.31~.39) is the highest significant influencing factors on nursing process skills, leadership, education and collaboration of nursing performance explaining 48.2% of the regression model in this study. And then age(β=-.29~.30), other's emotion appraisal(β=.17~.23) and current position(β=.19) are significant in order. Therefore, it is necessary to develop and apply the intervention programs that improve nurses' emotional intelligence for improving nursing performance.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.6
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• pp.356-365
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• 2017

This study was conducted to identify the degree and correlation among clinical nurses' interpersonal problems, emotional labor and professional self-concept and to examine the effects of interpersonal problems and emotional labor on professional self-concept. Data were collected through a self reported structured questionnaire of 150 clinical nurses using convenient sampling methods from August 2, 2016 to August 30, 2016. The mean score of interpersonal problems was 2.57 and the score of moving toward people was the highest. The mean score of emotional labor was 3.50 and the score of emotional expression frequency was highest. The mean score of professional self-concept was 2.54 and the score of communication was highest. Interpersonal problems were positively correlated with emotional labor(r=0.392, p<0.001), while professional self-concept was negatively correlated with interpersonal problems(r=-0.452, p<0.001) and emotional labor(r=-0.376, p<0.001). Stepwise regression showed that interpersonal problems had the greatest effect on professional self-concept(${\beta}=-0.377$, p<0.001), followed by $Age(yr){\geq}40$, Age(yr)>$30{\leq}40$, education level and emotional labor. These variables together explained 44% of the professional self-concept among clinical nurses(F=24.38, p<0.001). In conclusion, strategies for reducing interpersonal problems and emotional labor should be developed to improve professional self-concept of clinical nurses.

• Journal of Digital Convergence
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• v.13 no.10
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• pp.415-424
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• 2015

This study was done to identify the influence of emotional labor, job stress and burnout on somatization of nurses live in convergence era. The participants were 387 nurses in D hospital. The average mean score for emotional labor was 3.25, occupational stress was 3.60, burnout was 3.10, and somatization was 2.18. For relations with general characteristics, there was a statistically significant difference in somatization according to age, marital status, educational level, work unit, total clinical career, present department career, position, monthly salary, shift and job satisfaction. Somatization was found to be in a significant positive correlation with emotional labor, occupational stress and burnout. As a result, factor influencing somatization was burnout. This predictor accounted for 29.6% of variance in somatization. The findings of this study showed that burnout was major influencing factor on somatization of nurses. Therefore, it is necessary to develop strategies that can reduce somatization by controlling burnout.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.6
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• pp.302-311
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• 2017

This is predictive correlational study to identify the influence of emotional labor and resourcefulness on turnover intention among clinical nurses. The participants were 138 clinical nurses and the data were collected by an online survey using a self-administered questionnaire from 10th to 17th April, 2016.The collected data were analyzed using SPSS program through t-test, One-way ANOVA, Scheffe's test and multiple linear regression. In the results, there were differences in emotional labor by age, marital status, job position, clinical career, shift work, in resourcefulness by gender, clinical career, and in turnover intention by age. As a result of multiple linear regression, emotional labor and resourcefulness were selected as significant related variables affecting nurse's turnover intentions. These factors accounted for 3.7% of turnover intention, which necessitates the consideration of a specific plan to reduce emotional labor and increase resourcefulness for decreasing clinical nurse's turnover intention.

• Journal of Digital Convergence
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• v.18 no.9
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• pp.285-295
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• 2020

The purpose of this study was to identify factors affecting college-based stress and develop stress-relieving educational programs. Data were collected from 169 students in G-province, from June 15th to july 15th, 2020. Analysis was done using IBM SPSS 21.0 for frequency, percentage, average, standard deviation, t-test, ANOVA, Pearson correlation coefficient, and Multiple regression. College-based stress positively correlated with life event, life event importance, interpersonal emotion, and self-control. The most important factor affecting college-based stress was psychological hardiness (β=-.323, p<.001), followed by club activities (β=.237, p<.001), interpersonal conflict (β=.215, p=.001), grade-2 (β=-.203, p=.001), department adaptation (β=.161, p=.010), and age-21 (β=-.149, p=.024). The explanatory power was 44.4% (F=42.43, p<.001). The results of this study are expected to be used as basic data for the development of educational programs for stress reduction at the university level. Therefore, educational programs considering age and grade, using club activities as support systems, and dealing with psychological hardiness and department adaptation are needed.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.377-387
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• 2020

The purpose of this study is a descriptive research study to identify the emotional labor, ethical climate, job satisfaction, and retention intention of nurses in general hospitals, and to identify the relationship between variables and factors influencing the retention intention. The study subjects were 198 nurses working in four general hospitals, and data were collected from September 18 to September 30, 2019 using a structured questionnaire. The collected data were analyzed by t-test, ANOVA, Pearson's correlation coefficients, and multiple regression using SPSS WIN 25.0. As a result of the study, there was a positive correlation between ethical climate(r=.345, p<.001) and job satisfaction(r=.388, p<.001), but emotional labor (r=-.153, p=.031) showed negative correlation. Factors influencing the retention intention of general hospital nurses are job satisfaction(β=.27, p=.001), age(β=.27, p<001), ethical climate(β=.16, p=044), and the explanatory power of the variable was 24.2%. In order to increase the retention intention of general hospital nurses, it is necessary to increase job satisfaction and create a sound ethical climate, and to develop an intervention program that can increase the retention intention by age.