• Journal of Korean Academy of Fundamentals of Nursing
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• v.15 no.4
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• pp.566-577
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• 2008

Purpose: Developing a curriculum(DACUM) is a method of analyzing job focused competency, which is obtained from the data of an expert belonging to a certain career. In this study the DACUM method was used to analyze the jobs of operating room nurses. Method: Through the DACUM workshop which was arranged by two DACUM facillitators, a definition of the role of operating room nurses was developed and then duties and tasks of operating room nurses' were identified. For the workshop, a DACUM committee with 10 operating room nurses was organized. Finally, the duties and tasks which were identified were validated by 422 nurses for importance, difficulty and frequency. Results: Thirteen duties and 105 tasks were identified on the DACUM chart, where importance, difficulty, and frequency of tasks were represented by alphabet letters A, B, and C as higher degree of importance. The determinant coefficient(DC) showed that the most important duty was assisting with operations(DC=6.61), and the least, managing operating materials(DC=4.22). For tasks, the most important ones were assisting in orthostatic surgery(DC=7.60), and assisting in thoracic surgery(DC=7.38), and the least important making gauze ball(DC=2.39), and saving of operation site((DC=3.27). Conclusion: The results suggest a need to develop an education program using the DACUM chart as a basis for the development and as a clinical career ladder and for curriculum of operating room nursing.

• The Journal of Korean Academic Society of Nursing Education
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• v.6 no.1
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• pp.77-91
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• 2000

Recent changes in health problems as well as the health delivery system demand expanding nursing roles to improve quality care and at the same time provide cost-effective health services. Nursing leaders of the future will be expected to be excellent care givers who are well prepared as researchers and managers and administrators. The purpose of developing an ND program is to train nursing leaders for the future. The program objective are to demonstrate the role as 1) an advanced practitioner who will provide theory based practice 2) a researcher and manager The target population of the ND program is as follows : 1) Nurses with a BSN degree who are seeking to advance on the career ladder 2) Non-nursing BS, BA graduates who are seeking nursing as a second career 3) Transfer students who are mature and motived to be nursing leaders It is believed that the ND program would meet the diverse needs for potential students, for their role in nursing and the health delivery system and create a meaning and challenging position in the profession of nursing. A task force team was organized to develop the ND program and its activities are as follows; 1) Information on ND programs were collected from 3 universities and reviewed 2)An advanced education needs assessment was completed and it was found that 87.6% of the subjects responded positively about advanced degree work. 3) A tentative curriculum for an ND program was developed. It is a great challenge to develop a new program for nursing however, it is also our task and responsibility to further the development of nursing.

• Journal of Korean Academy of Nursing Administration
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• v.17 no.4
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• pp.538-550
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• 2011

Purpose: The purpose of this study was to review articles, thesis and dissertation on turnover intention of hospital nurses in order to identify overall trends in turnover intention of nurses and suggest strategies for reducing turnover intention. Method: Thirty research papers on turnover intention of nurses were reviewed. Result: These papers were journal articles and thesis regarding nurses who worked in general wards, intensive nursing units, and emergency rooms in hospital. The tools used to measure turnover intention were Lawler (1983), Mobley (1982), and Lee (1995), and others. Most of tools were composed of 1-11 items, with 4-7 point Likert scales. Reported reliability was .55 to .91. The mean score for turnover intention was between 2.40 and 3.85. The important results revealed that job satisfaction, organizational commitment, and stress affected turnover intention of hospital nurses. Conclusion: The findings from this review indicate that to reduce turnover intention for hospital nurses, a nurse manager should increase job satisfaction, organizational commitment, and reduce stress by developing a good culture and work climate. Moreover it is necessary to assess stress and job satisfaction of nurses, and to manage nurses' welfare, including night duty policy, salary, and career ladder.

• Journal of Korean Critical Care Nursing
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• v.3 no.2
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• pp.49-59
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• 2010

Purpose: The purpose of this study was to investigate in-service education needs in order to develop clinical competence of critical care nurses', and to identify contents which have to include in-service education according to nurses' characteristics. Methods: Data was collected using Critical Care Nurse Job Analysis Tool that was modified by professional team. Collected data was analyzed using the SPSS program. Results: Total 148 critical care nurses, who had worked at adult intensive care unit of one tertiary hospital in Seoul, filled out questionnaire. The results showed the participants highly needed education about cardiological nursing practices such as ECMO, pacemaker, cardiac tamponade. And there were significant correlations among in-service educational needs and ICU careers, preceptors experience, and charge nurse experience. Conclusion: It will be necessary for better nursing to develop in-service education is based on critical care nurse's need and their characteristics. Especially, it is important to develop and provide in-service education programs, which consider ICU nurse's differences for their career ladder and nursing preceptors.

• Korean journal of communication and information
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• v.78
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• pp.177-205
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• 2016

This study set out to investigate the reality of local press and changes to the occupational identity of reporters through the job mobility of reporters at local newspapers. The study examined what reasons the reporters had when they retired from one of three paper newspapers in Daejeon, where they moved to, and how their career mobility was. Some of them remained in the field of journalism including paper newspapers of the same kind and Internet newspapers, and others moved to various areas including politics, administration, academy, economy, and culture and art. The biggest number of them said they left their old paper newspapers because of poor wages and welfare benefits and absence of future visions. Their decision of leaving their old paper newspapers was also influenced by restructuring, restrictions to coverage and reporting, and great workload. Before the IMF foreign currency crisis in 1997, the press labor market was a typical internal labor market with the practitioners joining a newspaper in open recruitment and climbing up the promotion ladder from a common reporter through Deputy Head and Head of a department to Director of a bureau. The emergence of new media and the financial difficulties of newspaper corporations were currently making the internal labor market worse. Reporters made active use of social capital such as regionalism, alumni ties, and news beats rather than changing jobs by increasing their professionalism through self-development, thus causing side effects including the weakened supervision and criticism functions of local newspapers and damaging their occupational identity as reporters.

• Journal of Korean Academy of Nursing
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• v.42 no.7
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• pp.1027-1038
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• 2012

Purpose: This study was done to analyze the job of clinical research coordinators (CRCs). Methods: Through the "developing a curriculum (DACUM)" workshop, the definition of CRCs' role was described and CRCs' duties and tasks were identified. Finally, the developed duties and tasks were validated for importance, difficulty, and frequency. Results: A CRC is defined as the one who coordinates and performs tasks related to clinical research/trials among investigators, participants, and sponsors according to the Good Clinical Practice at institutions conducting clinical trials. Twelve duties and 78 tasks were identified on the DACUM chart which represented the importance, difficulty, and frequency of tasks represented as A, B, and C respectively. Based on determinant coefficient (DC) of the task, the highest ranked task was confirming the eligibility of participants for research (DC=8.03) and the lowest was inventory management for clinical study materials (3.95). Conclusion: In this study, the job of a CRC was analyzed through the DACUM process and it was found that CRCs were doing various duties and tasks. Based on these results, it is suggested that it is necessary to develop CRC education programs considering the career ladder of CRCs.

• Industry Promotion Research
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• v.1 no.1
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• pp.159-166
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• 2016

The purpose of this study is to present and identify the relationship for the effects of performance-based human resource practices on the organizational effectiveness with focusing on small and medium-sized enterprises around Shandong province of China. The performance-based human resource practice factors include selective employment system, education training system, evaluation system, compensation system and the career promotion ladder opportunity system. As a result, among ten hypotheses, six hypotheses turned out to be the meaningful approaches. In addition there exist some human factors that interfere with the fairness of the evaluation due to the regional and personal factors, assessment system difference among firms. Finally the compensation system and organizational investment for increasing or decreasing will critically affect the enthusiasm of the staff members of firms, and the less invested for thema, the greater the likelihood of their turnovers.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.3
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• pp.457-474
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• 2002

Purpose : The purpose of this study was to construct the Organizational Effectiveness Model that explains and predicts the effectiveness of a nursing unit from the organizational-behavioral perspective. Furthermore, this study arms to develop a comprehensive organizational effectiveness model. Method : The subjects of this study consist of two groups: 455 nurses and 538 patients. Staff nurses who were employed and twenty patients from each ward in four university hospitals located in Seoul, Pusan and Kyungki were involved. Data were collected from October 4th to October 14th in 2000 by self-report questionnaire. Data were analyzed by the SAS for the general characteristics of the subjects, descriptive statistics, test for the reliability and correlations. Fitness of the hypothetical model were tested using Lisral 8.12(a) program. Result : With the findings from this study, duration of employment and the locus of control among the characteristics of the nurses, job enrichment among the characteristics of nursing job were direct or indirect predictors of the organizational effectiveness of the nursing units. Group dynamics in the nursing units and the characteristics of organizational behavior were mediating variables for the organizational effectiveness of the nursing units, and affect directly and indirectly on the individual outcome and group outcome to the great extends. Conclusion : Therefore, nursing managers ought to develop career ladder program and based job enrichment program in order to improve the organizational effectiveness of the nursing units. Additionally, programs to improve organizational effectiveness via improve group dynamics and characteristics of the organizational behaviors should be developed.

• Journal of the Korean earth science society
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• v.35 no.3
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• pp.203-212
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• 2014

It is important to explore ways that reinforce teachers' curricular expertise at the school level as the school curriculum autonomy expands. This study investigated teachers' curricular expertise that is required for teachers' professionalism, autonomy, and accountability to cope with the increasing school curriculum autonomy. Teachers in the future school are expected to explore and develop school level curriculum within a given school context. Through literature reviews, domestic and foreign case studies, and survey of teachers, this study examined difficulties in science teachers' exercise of their professionalism on curriculum organization and implementation at the school level. Difficulties in exercising teachers' curricular expertise include lack of actual autonomy in curriculum operation at the school level, inadequate infrastructures, demanding accountability based on students' achievement results, lack of time for reflection, and lack of recognition for teachers as independent curriculum designers. In the conclusion section, a couple of ways to solve these difficulties are suggested including expansion of actual autonomy, activation of teachers' participation in policy decision making, reinforcement of qualitative components in school assessment, diversification of the teacher's career ladder, and activation of teachers' participation in professional learning communities.