• Journal of Korean Academic Society of Home Health Care Nursing
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• v.6
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• pp.46-58
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• 1999

The purpose of this research was to find out the state of the nursing performance of the home care nurses in Seoul in order to provide the data for the practical work guide. The data were collected from fifty home care nurses working in 22 institutions located in Seoul. The research tool used for this research was modified and tested by Song Jong-Rye(1999) which was originally modified the standard tool of American Nurses Association (1998) and was partly supplement and adjusted for this research. The reliability of this tool was Cronbach's $\alpha$=.0982. The collected data were statistically processed using SAS for t-test, ANOVA. $Scheff\'{e}$ test. Among the surveyees, 50% have been working as a home care nurse more than three years and 74.0% of them were married. And 52% have B.S degree with certification of home care nurse from the certification program for Home Care Nurses affiliated at nursing schools. Half of the home care nursing organizations were based on the general hospitals, and most(78%) of the responsible senior personnels of those organizations were nurses. The following results are drawn from this research. 1) The level of nursing performance by the task sectors General performance level of home care nurses was relatively high in grade of 3.06 from total 4.00. Among the task sectors. the ethical field scored the highest points, and the next were nursing intervention, professional training, and data gathering, and the research sector scored the lowest point. 2) The level of nursing performance by general features of home care nurses Statistically relevant correlation between performance according to the duration of working experience as a nurse(p=0.8951) and performance according to the duration of working as home care nurse(p=0.2263) did not emerge. Also, performance by marriage status(p=0.2218), education(p=0.5733), and taking the certification program for home card nurse(p =0.1560) has no statistically meaningful correlation. 3) The level of nursing performance by the type of home care nursing organizations There exists a significant difference(p=0.002) between performances by the types of organizations. Most of the responsible senior personnels of the home care nursing organization were nurses. The level of nursing performance of the home care nursing organization under nurse management was relatively higher than that of home care nursing organizations led by medical doctors or non-medical professional, but this was not proved as statistically meaningful(p =0.3617). 4) The level of nursing performance by task sectors according to the characteristic of home care nursing service organization There exists a significant difference between nursing performances by task sectors according to the characteristics of home care nursing organization(p=0.002). In case of model research center of one College of Nursing, the nursing performance in the sectors of organization, theory, and data gathering were lower than that of in hospital based home care nursing service. And in case of local home care centers, performances in sectors of organization, theory, data gathering, nursing intervention. professional training, and research sectors were significantly low. Based on the obtained results, overall performance of home care nurses can be appraised as relatively good. Especially, performances in sectors of the nursing intervention, nursing plan. and data gathering including the in direct nursing were recorded high scores. From this, it can be concluded that high quality of nursing is relatively practicing for home patients at these days. Since the high quality of nursing for patients was directly related to the level of nursing performances of home care nurses, it is required to improve practical performance level of them by making constant evaluation and running continual education program and supplementing curriculum for the sectors with low scores.

• Journal of the Korea Convergence Society
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• v.11 no.10
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• pp.107-113
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• 2020

With the development of IT technology, along with the expansion of women's participation in society, the education training of information security women's workforce is becoming a very important issue. Therefore, it is important to analyze the relevant curriculum to identify the direction of fostering women's information security workforce. Therefore, in this paper, the education and training programs of the department for training women's information security workforce based in Seoul area of the Korean metropolitan area were analyzed. The main research objective of this paper is to review whether the education and training system, which consists of the department of women's information security human resources development, is in line with the direction of NIST's human resources development. The research focus was on what the women's information security department organizes courses with each security major and what task training is interested in. In addition, in this paper, we were confirmed that the curriculum of the relevant major is based on the NIST Human Resources Development Framework, and that the majors of the relevant universities have an education and training system that conforms to the relevant task. In conclusion, the related majors are judged to be focused on the development of certification evaluation personnel of convergence industry security or information security development personnel, and general cyber security personnel.

• Journal of Digital Convergence
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• v.15 no.12
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• pp.101-109
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• 2017

This study seeks the career development path for standard professional manpower training to respond to the $4^{th}$ industrial revolution based on the analysis of overseas professional manpower training from USA and EU. Based on the cases of USA & Europe and in-depth interview, this study suggested a professional manpower training system to cultivate both general expert and specialists at the same time. The study suggested that there is a need to train standard professional manpower with convergence professionalism that can combine the detailed fields in accordance with general and specific field. As for the program helping career development of professional manpower, job transfer/circulation system, career counseling, mentoring were suggested. Also, the study suggested that the training requires foundations such as various constructions of certification system of standard professional manpower, securing instructors with ability to conduct standard education wand professionalism, and empowerment through reeducation of current standard related manpower. This study is limited as it is a descriptive study based on domestic and overseas literature review and overseas case analysis in seeking career development path for professional manpower training. There is a need to diversify empirical research that could review the validity of the study result related to the $4^{th}$ industrial revolution and standard professional manpower.

• Journal of Korean Academy of Nursing
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• v.25 no.4
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• pp.617-632
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• 1995

Nowadays, most big hospitals have a computer system to manage their administration. For maxi mum effectiveness in managing the computer system, an analysis of the variables affecting its implementation is necessary from the beginning. This study was done to analyze the variables influencing the operation of a hospital information system (HIS). The theoretical base for this study considered the combined effects of user expectations of computerization, and computer-anxiety. The relationship between variables in the theoretical base were analyzed and the individual characteristics influencing each variable were also analyzed. This study was done in two steps. First, 344 nurses were given an initial questionnaire developed to evaluate the reliability of the items. Based on the results, a second revised questionnaire was administered to 88 nurses who had been working in the areas where HIS was applied. The results of the first and second steps of the study are as follows 1. The initial study was done with nurses who were trained on the computer system briefly before HIS was implemented. The individual characteristics influencing computer anxiety and expectation regarding computer system usage in that initial study included, length of career, type of degree or certification, previous experiences with a computer, training on a computer, desire for computer training, and level of acceptance of a computerized work environment. But in the second study with nurses working in areas of the hospital where HIS was introduced, the work site was the only influencing characteristics. There-fore, in applying a computer system, overcoming work-environment barriers will be more import-ant than any individual characteristics. 2. The computer anxiety of the nurses in both groups, before and after the computer system ap-plication, was below the average level but the expectation of the effects of computerization was above average. The nurses using the computer program showed an above average level of satis-faction with the computer system itself, and with its effect on their efficiency. Therefore, the ability of nurses operating HIS will be positively. predictive. 3. For the variables included in the theoretical framework of the study, all of the correlational coefficients were statistically significant in the analysis of variation correlation. Therefore, the theoretical base of the study, "expectation in con junction with computer anxiety" can be considered an model which can be evaluated. Accord-ing to our analysis, the higher the level of nurses' motivation to use the computer system and the lower the anxiety about computer usage, the higher the possibility of computer system acceptance by nurses. The results of this study showed that in applying a computer system in the hospital, the main characteristic influencing acceptance was where the individual worked rather than personal characteristics such as length of career, type of degree or certification, and previous experiences with a computer. Therefore, it is suggested that the first step in uncovering and eliminating hindrance factors in ap-plication of a computer system should be an analysis of working conditions in relation to the functional content of the computer system. The suitability of the theoretical model based on the hypothesis ap-plied in this study should be further tested.

• Journal of Food Hygiene and Safety
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• v.34 no.4
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• pp.380-387
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• 2019

Of great importance in food safety culture are the values of an organization regarding food safety that combine the human and material requirements needed to produce safe and hygienic foods. In recent years, efforts have been made to improve the level of implementation of food safety management systems by improving certain cultural elements of food safety. This study investigated the current state of food safety culture in the HMR manufacturing sector. An anonymous survey of 46 HMR manufacturers of various sizes was conducted to evaluate the implementation status of HACCP prerequisite program and food safety culture. The perceived importance of food safety culture factors and their performance were also surveyed. Employees of HMR manufacturers who participated in this survey recognized that the participation of employees and leadership was the most important factor in ensuring food safety. Smaller enterprises are less aware of the importance of such organizational culture. The survey shows that food safety culture indicators in large companies are generally higher than those of small and medium enterprises. Especially, the manager's level of commitment to food safety, resources input, and education and training was significantly higher than that found at small companies (p=0.005). Among the food safety culture evaluation factors, it was found that education and training had significant influence on HACCP prerequisite program performance. Continued employee education and training on food safety and hygiene are important for HMR manufacturers to achieve HACCP certification standards.

• Journal of Microbiology and Biotechnology
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• v.19 no.9
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• pp.1041-1050
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• 2009

Equine respiratory disease is a common cause of poor performance and training interruptions. The higher incidence rate of infectious upper respiratory disease (IURD) in thoroughbred racehorses at the Seoul Race Park coincided with the frequent stabling season, shorter stabling periods, and younger ages in this study. Incidence rates were also correlated with significantly lower proportions of cells expressing MHC class II-, CD2 antigen-, $CD4^+$- or $CD8^+$-T lymphocyte-, and B lymphocyte in IURD patients compared with healthy control groups in the summer and fall and in 2-and-3-year-old groups. The data suggested that movement and new environments may have resulted in immunosuppression and inappropriate responses to respiratory pathogens in IURD patients. The IURD incidence decreased with age, perhaps by the acquisition of immunity, and study results suggested that immunologic protection was associated with IURD, particularly in young thoroughbred racehorses. Streptococci isolates were identified in 11 of 72 IURD horses, and 3 of these isolates were identified as Streptococcus. equi subsp. equi. S. equi subsp. zooepidemicus was isolated from 2 of 23 IURD horses in the spring (8.7%), 5 of 23 in the summer (21.7%), and 1 of 6 in winter (16.7%). S. equi subsp. zooepidemicus (5%) was also identified in 3 of 61 isolates from clinically normal horses. Racetracks should implement anti-IURD protective measures by assessing the capacity of equine immunologic protection at the Park and by limiting the introduction of specific respiratory pathogens (such as S. equi subsp. equi) by preventing the access of infected but subclinical horses with a specified respiratory pathogen-free certification system prior to Park entry.

• Horticultural Science & Technology
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• v.32 no.6
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• pp.887-900
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• 2014

This study was conducted to provide a job analysis for, and assess the job performance of horticultural therapists, as well as examine future educational needs. To this end, a chart developed using the DACUM method was chosen as the appropriate tool for the job analysis of horticultural therapists (Study 1). Based on the chart, a survey using an evaluation form was produced to investigate the current level of job performance and future required level of horticultural therapists (Study 2). A total of 8 duties and 45 tasks were classified to examine job performance, based on analysis of the DACUM Council (Study 1). These duties include A. Decide execution organization for horticultural therapy (HT) program, B. Diagnose and assess clients before starting the HT program, C. Plan HT program, D. Develop HT program, E. Prepare to implement HT program for each session, F. Implement HT program for each session, G. Implement overall assessment for HT program, and H. Develop oneself as a horticultural therapist. Their duties were broken down further into five to eight tasks per duty, totaling 45 tasks. Based on the horticultural therapist job performance sheet developed through this process, an assessment of the current job level of horticultural therapists was performed and future required level were examined (Study 2). The evaluation forms were sent to 779 horticultural therapists with level 1 or 2 certification via email or mail delivery. The analysis of 242 questionnaires (31.1%) revealed that horticultural therapists with level 1 certificates have a significantly higher job performance level for 34 of the 45 tasks. Regarding future required level, 20 out of 45 tasks were assessed as higher for level 1 horticultural therapists than level 2. In addition, a Borich formula was utilized to identify the priority of educational needs for the 45 horticultural therapist tasks. The results revealed the following top three tasks: H1. Receive feedback from the supervisor for the horticultural therapy program; A1. Distribute promotional materials about the horticultural therapy program; and H2. Submit a grant proposal for horticultural therapy program to organizations such as welfare foundations. The results of this study are anticipated to facilitate understanding and improve work conditions for current horticultural therapists or horticultural therapists-in-training. In addition, institutions that train horticultural therapists will be able to use this as basic research to develop a practical training curriculum.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.34 no.4
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• pp.149-182
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• 2023

This study was conducted for the purpose of suggesting ways to improve KMLA's support programs to strengthen the capabilities of domestic medical librarians. To this end, after investigating the roles of professional associations, common roles were extracted and categorized into five areas, and then the support programs of MLA and KMLA were compared and analyzed. As a result, six suggestions can be made as ways to improve KMLA's support program. First, policy development is needed to officially and continuously support medical librarians. Second, in the area of (continued) education and training programs, educational support in professional areas required in the medical field is needed, as well as education for the role of the IRB committee. Third, in terms of research and publication support, various support for research funds and training programs is required. Fourth, in terms of network and cooperation support, mentoring, leadership, and fellowship programs are needed, and improvements to domestic and international partnerships and support for various awards should also be planned. Fifth, in terms of professional certification and various certificate systems, it is necessary to provide support for obtaining degrees in related fields and to issue certificates through support for various courses. Sixth, KMLA's active internal and external promotion and activities should be carried out to attract donations.

• Journal of Korean society of Dental Hygiene
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• v.6 no.4
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• pp.437-453
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• 2006

To analyze dental hygienists and other manpower at dental care service institutions where a dental coordinator was working among about 200 dental care service institutions in Seoul, Gyeonggi Province, and Incheon as of June 2005 for contents of training for dental coordinators, opinions of qualification of dental coordinators, present and future services provided by dental coordinators, and awareness of dental coordinators and to provide basic data about future services, roles, and cultivation of dental coordinators, a survey was conducted and 216 copies returned were analyzed, obtaining the following results. 1. 83.8 percent needed an educational program for dental coordinators as an educational content; 41.7% had awareness of the educational content; and 83.8 percent insisted that over the intermediate level of curricula should be taken. Dental coordinator cultivation institutions identified included the institution under the control of the Korean Dental Hygienists Association and the education center for the department of dental hygiene; 76.9% insisted that an appropriate qualifying examination should be necessary. They suggested the central government department and the local government as a certification institution; 39.4% insisted that financial support for the education should be provided by financing education alone. Only 28.7% experienced dental coordinator education and 73.1% hoped to serve as a dental coordinator. They were found to expect a rise in payment(64.4%) and in the title(46.8%) after completion of the educational program. 2. 66.2% saw a dental hygienist as the most appropriate for a dental coordinator; clinical career (39.4%) and practical capacity(29.2%) were suggested as requirements for a dental coordinator; and a period of over three years(47.2%) was suggested for appropriate dental career. 3. Dental coordinators' present services included 'reservation management' for customer management, 'staff service training' for organization management, 'understanding of customer reception attitudes and actions' for self-management, 'hospital information management' for hospital marketing, 'acceptance' for hospital affairs management, and 'hospital environment management' for hospital facilities management; their future services included 'acquisition of ability to use a foreign language' for self-management, followed by 'staff service training' for organization management, 'training and counseling' for customer management, 'acquisition of counseling capacity' for self-management, 'complaining customer reception' for customer management, and 'marketing strategy implementation' for hospital marketing. 4. After comparing dental hygienists and other manpower in terms of dental coordinators' future services, dental hygienists showed interest in 'acquisition of ability to use a foreign language,' 'staff service training,' 'complaining customer reception,' and 'acquisition of counseling capacity' while other manpower showed interest in 'acquisition of ability to use a foreign language,' 'document data management,' 'acquisition of basic service manner,' 'acquisition of counseling capacity,' 'manpower management,' 'establishment and evaluation of a marketing strategy,' and 'education and counseling.' 5. As for awareness of dental coordinators, they were thought of as helpful in improving image of a dental clinic; it was found that continuous training should be necessary to develop dental coordinators' capacity; dental coordinators' services should be important and contribute to patients' qualitative satisfaction.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.7
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• pp.4511-4519
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• 2015

I have analyzed the present status of national certifications and qualifications systems in overseas countries in order to come up with improvement alternatives to National Qualifications Framework(NQF). Most national certifications and qualifications systems at home and abroad have introduced, implemented or are in the process of modifying evaluation programs on the basis of Level 8. I have come to the conclusion that certificates and qualification titles equivalent to those for education programs in cosmetology related departments should be developed for high school to the masters and PhD diplomas, at the same time, the certification program to foster industrial engineers as well as master craftsman for skin & nail-care as well as makeup courses that are not available in beauty field, and I expect this study to be used as the basis material for onsite education & training programs for professionals in beauty field whose capability are respected upon acquisition of relevant certificates in relations with cosmetology related education courses.