• Journal of Korean Home Economics Education Association
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• v.7 no.2
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• pp.67-77
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• 1995

This study aims at seeking the effective career guidance and operational plan. We collected data from questionaries to 305 students of vocational school, and 135 students on vocational course for the recognition of and request for vocational home economics curriculum. Collected data were analysed by frequency, percentage, and X(sup)2, and SPSS/PC(sup)+ program are used for the statistical analysis. 1. The main considerations of students in their decision of course were the accessibility of getting a job, or a higher education aptitude, interest, and so on. They made their own decision in choosing their course, relatively were satisfied with their choices. As for the course after graduation they hoped to come by a job related to their major in order to have3 an opportunity for further education, and teachers stood up for the large extent to which their students are satisfied with vocational training by answering that there would be higher possibility of using their major. 2 The results of the investigation into the desirable home economics vocational training in future showed that students of vocational schools desired for the scientific teaching and learning method. Students on vocational curse requested that the educational system should be supported. And new curricula were those for gerontology. interior design, and cookery and bakery.

• The Korean Journal of Emergency Medical Services
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• v.8 no.1
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• pp.141-148
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• 2004

The purpose of this study which was done by questionnaire survey on doctors, paramedics, radio operators, computer technicians, administrators in Emergency Medical Care Information Centers was to analyze demand on EMD education. The significant 101 data were collected in 12 Emergency Medical Care Information Centers from Dec. 17, 2003 to Jan. 31, 2004 and analyzed by using SPSS. The conclusions from this study were summarized as follows. Composition of respondents who work in Emergency Medical Care Information Centers were 40.7% 26-30 years old in age, 56.4% male in sex, 55.6% medical direction in duty, 76.2% paramedics in certificate. 54.5% out of the paramedics had two years present career, 62.3% had one year past career, 31.0% didn't receive EMD education, 39.0% wanted 5-8 hours continuing education. The paramedics received more EMD education on Introduction to Emergency Medical Concepts, Obtaining Information from Callers, Providing Emergency Care Instructions and wanted more continuing education on Providing Emergency Care Instructions, Key Questions & Pre-Arrival Instructions, Obtaining Information from Callers. This study will be helpful to build up an education system for EMDs such as continuing education, curriculum, certification.

• Journal of Family Resource Management and Policy Review
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• v.14 no.2
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• pp.1-19
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• 2010

This study uses qualitative data to examine the dynamics and barriers of the delayed family formation phenomenon among the never-married professionals in Korea. The data was drawn from focus groups of 14 never-married professionals aged 28 through 40. The investigation depicts several dimensions of the circumstances of never-married professionals that have not garnered much attention in the literature. This research provides initial evidence of critical influences within the socio-cultural contexts of the participants' dating behaviors as well as the willingness to many. Two different realities, based on gender, were discovered: both male and female voluntarily delayed marriage to pursue their career, education and success. As both reached their career goals, however, male participants experienced a rise in their value as a marriage prospect whereas females experienced decreased value as a marriage prospect. Hence, neo-traditional familism was the dominant value among the participants, but it also functioned as a major barrier to family formation because in the present value system, female professionals, must still struggle with the dual burdens of work and family management.

• Journal of Family Resource Management and Policy Review
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• v.12 no.3
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• pp.59-79
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• 2008

In this study, the investigator examined employees' work-family conflict, and analyzed its relationship with family health, to clarify the two-way influence of work-family and to verify the influence of a family friendship system based upon work-family compatibility and a healthy family. Data from 379 married female and male corporate employees were collected. Collected data were analyzed on the SPSS WIN 12.0 program. Study findings are as follows: First - For the individual, in domain variables of work-family conflict according to socio-demographic characteristics, gender has a significant influence upon strain-based conflict, family interference with work, and time-based conflict. Second - Work domain variables such as occupation, career, employment type, and working hours have a significant influence upon work interference with family, while career, and a working couple have a significant influence upon family interference with work. Finally - average housework hours and children have a significant influence upon work interference with family, whereas the length of a marriage, the average housework hours, and a housework helper have a significant influence upon family interference with work.

• Journal of Korean Clinical Nursing Research
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• v.27 no.1
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• pp.109-119
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• 2021

Purpose: The purpose of this study was to identify and analyze the characteristics of nurses' medication errors during three years. Methods: Retrospective survey study design was used to analyze medication errors by nurses among patient safety accidents. Data were collected for three years from January, 2017 to December, 2019. Data were analyzed using frequency, percentage, 𝑥²-test, and logistic regression with SPSS 26.0 program. Results: Of a total 677 medication errors, 40.6% were caused by nurses. Among the medication errors, near miss (n=154, 56.0%), intravenous bolus injection (n=170, 61.8%), wrong dose (n=102, 37.1%) and carelessness for repetitive work (n=98, 35.6%) were the most common. Medication errors differed by department, and nurses' career, and patient safety accident type. The results of the logistic regression analysis showed that the risk factors of adverse events were medication of fluids (OR=3.93, 95% CI: 1.26~12.27), insulin subcutaneous injection (OR=39.06, 95% CI: 4.58~333.18), and occurrence of extravasation/infiltration (OR=7.26, 95% CI: 1.85~28.53). Conclusion: The simplest and most effective way to prevent medication errors is to keep 5 right, and a differentiated education program according to department and nurse career is needed rather than general education programs. Hospital-level integrated interventions such as a medication barcode system or a team nursing method are also necessary.

• Child Health Nursing Research
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• v.29 no.3
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• pp.207-217
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• 2023

Purpose: This study aimed to examine pediatric hospital nurses' perceptions and performance of family-centered care. Methods: A descriptive study design was used. This study surveyed 162 nurses who worked at a single tertiary children's hospital in South Korea. The modified Family-Centered Care Scale was used to assess nurses' perceptions and performance of family-centered care. Barriers to the implementation of family-centered care were described in an open-ended format. Results: Pediatric hospital nurses had a higher score for perceptions (mean score=4.07) than for performance (mean score=3.77). The collaboration subscale had the lowest scores for both perceptions and performance. The perceptions of family-centered care differed significantly according to the nurses' clinical career in the pediatric unit and familiarity with family-centered care, while performance differed according to clinical career only. Perceptions and performance were positively correlated (r=.594, p<.001). Barriers to implementation included a shortage of nursing personnel, a lack of time, and the absence of a family-centered care system. Conclusion: To improve the performance of family-centered care, nurses' perceptions of family-centered care should be improved by offering education programs and active support, including sufficient staffing, and establishing systems within hospitals.

• Journal of Korean Academy of Nursing
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• v.53 no.5
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• pp.525-537
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• 2023

Purpose: This study aimed to develop and test a reward scale for hospital nurses. Methods: The initial items were identified through a literature review and focus group interviews with ten hospital nurses. The content validity of the items was evaluated by ten experts. Fifty-one items were derived from the pilot survey. Four hundred eighty-eight nurses participated in the study: 248 for exploratory factor analysis (EFA) and 240 confirmatory factor analysis (CFA). Data were analyzed using item analysis, EFA, CFA, convergent validity, known-group validity, and internal consistency using IBM SPSS Statistics 29.0 and IBM SPSS AMOS 29.0. Results: The final scale consisted of 31 items and eight factors (decent wage, opportunity to grow and develop, support for special situations, various benefits, flexibility of work, job-related achievement, reflecting career and performance, and recognition), which explained 67.3% of the total variance. The eight-subscale model was validated by CFA. Convergent validity was evaluated by analyzing correlation with intention to leave (r = - .63, p < .001) and job satisfaction (r = .54, p < .001). The known-group validity was evaluated by comparing the reward scales according to age, clinical career, income level and hospital type. The scale was found to be reliable with a Cronbach's α of .89. Conclusion: Both the validity and reliability of the reward scale for hospital nurses are verified, which can enhance the understanding of the range of rewards and may assist nurse managers in establishing an effective reward system.

• Asia pacific journal of information systems
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• v.28 no.1
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• pp.1-18
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• 2018

Despite the increasing interest in the positive effects of smart-work, the introduction rate of domestic firms in Korea is lower than that of other developed countries. A gap also exists between the introduction of smart-work program and the actual use by workers. Thus, even if the smart-work program was introduced to firms, the actual usage rate of the program would still be lower than the introduction rate. Moreover, even if the program was initially used, evidence suggests that the usage rate tends to decrease rather than being used continuously. In this study, we intend to find out the mechanism by which the continuance intention of smart-work is formed. To achieve this objective, we established a research model based on literature on Information System (IS) continuance model and Information & Communication Technology (ICT) support. We also hypothesize that concerns about career disadvantage in the mechanism plays a negative role in the satisfaction of smart-work. To analyze the hypothesis empirically, we surveyed domestic workers who used smart-work. Our data analysis was based on 333 responses. We found that all paths were statistically significant, except for the direct effect of ICT support on perceived usefulness and the direct effect of perceived usefulness on smart-work continuance intention. The results of this study extend existing IS continuance model and suggest implications for practical smart-work implementation and improvement.

• International Journal of Contents
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• v.6 no.4
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• pp.57-61
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• 2010

This paper designed and developed internet based competency developing system for small IT (Information & Technology) companies. The purpose of this system was to provide career development opportunities to small IT business workers for their longstanding employment and self-improvement job skills. This study analyzed job competencies based on job descriptions from two IT companies. The survey was conducted to analyze employees' self-assessed current job competency level and effective ways of improving their current level of competencies. From the results of survey, most of subjects indicated their job competencies were in between mid-level to low level, and they required the need of training programs to improve their job knowledge and experience. Based on the interview from field experts about job competency development, this study designed and developed the internet based competency development system to provide effective and efficient way of improving job competencies and needed training programs for small IT business employees.

• Proceedings of the Korean Institute of Building Construction Conference
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• 2014.05a
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• pp.168-169
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• 2014

Construction Technology Service is currently hardly managed due to failure to offer standard management system of service performance, company performance, and business evaluation in every Ordering Agencies. After Construction Technology Promotion Act is enforced in May 2014, Ordering Agency obligates them to report to Minister of Land and Transportation within 10 days upon contract/ amendment/ completion. In 2013, in advance to enforcement of this law, performance management system for construction technology service was developed for a test run. However this system only applies to main contractors while management and operation of subcontractors are unavailable that causes problems on connection and integration with Experience Management Trustee. Therefore, this research will establish systematic foundation that enables real-time information of service performance and evaluation of subcontractors to result standardization of performance and evaluation for public ordered services.