• Korean Journal of Child Studies
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• v.32 no.3
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• pp.221-239
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• 2011

The purpose of study is to understand how a principal of a child-care center and parents accept different episodes and experiences in admission counselling and their use of metaphorical expressions about this, and to illuminate the current state of play by examining the requirements of parents in selecting a child-care center. The subjects were 10 principals of private child-care centers located in the Gyeongsangbuk province of Korea, and the research materials for episodes and metaphors were collected and analyzed by means of in-depth and telephone interviews during an application period. In terms of the overall climate of the admission counselling, as shown in the various episodes, our results indicated that an increase of parents' demands occurred through a primarily consumer-centered environment, and the sudden increase in a fathers' participation, the inside circumstances of admission counselling in progress throughout the year, the non-existence of respect and credibility and the continuity of conflicts and were all observed to co-exist. In terms of the emotional meaning of counselling via metaphors, the following emotions could be inferred; hopelessness, anger, lethargy, stress, fear and eagerness. It is anticipate that this study will make a meaningful contribution to better illuminating and improving the current climates of here and now admission counselling.

• Korean Journal of Community Nutrition
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• v.14 no.2
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• pp.190-205
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• 2009

The purposes of the study were to identify knowledge and skill levels required for effective nutrition teachers and to compare perceived need and dietitians' self-evaluation of the knowledge and skills. A total of 60 knowledge statements and 70 skill statements associated with 11 job functional areas were specified through a literature review and expert panel reviews. A total of 457 dietitians working at school foodservices in Seoul and Gyeonggi province were surveyed using a self-administrated questionnaire and 148 responses were returned. Excluding responses with significant missing data, 142 responses were used for data analysis. In terms of knowledge, 'sanitation, food safety and employee safety(4.60)' category received the highest perceived need score, followed by 'nutrition education(4.56)' and 'nutrition counseling(4.45).' The knowledge category that received the highest self-evaluation was 'nutrition and menu management(3.66)' while the category that received the lowest self-evaluation was 'teaching practices(2.83).' In terms of skills, the highest perceived need was associated with 'nutrition education(4.49)', followed by 'sanitation, food safety and employee safety(4.46)' and 'nutrition counseling(4.39).' The dietitians rated their skills related to 'sanitation, food safety and employee safety(3.67)' the highest but their skills related to 'teaching practices(2.84)' the lowest. The dietitians' self-evaluated knowledge and skill scores were significantly lower than their perceived need of the knowledge and skills in all job functional areas(p<0.001). A quadratic analysis based on the requirement and self-evaluation of the knowledge and skills revealed that priorities of the education programs targeting school nutrition teachers or students preparing to be a nutrition teacher should be placed on improving knowledge and skills related to nutrition education, nutrition counseling, teaching practices, sanitation and employee safety, and nutrition and menu management. Educational programs for nutrition teachers should be designed to decrease the gaps between the need and self-evaluation of the knowledge and skills for effective nutrition teachers. The findings of the study can be used to develop education materials for nutrition teachers. The knowledge and skills identified in the study should be updated and revised regularly to reflect changes in regulations and current practices in school foodservice programs.

• Nutrition Research and Practice
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• v.4 no.2
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• pp.163-172
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• 2010

The purposes of this study were to assess hospital foodservice quality and to identify causes of quality problems and improvement strategies. Based on the review of literature, hospital foodservice quality was defined and the Hospital Foodservice Quality model was presented. The study was conducted in two steps. In Step 1, nutritional standards specified on diet manuals and nutrients of planned menus, served meals, and consumed meals for regular, diabetic, and low-sodium diets were assessed in three general hospitals. Quality problems were found in all three hospitals since patients consumed less than their nutritional requirements. Considering the effects of four gaps in the Hospital Foodservice Quality model, Gaps 3 and 4 were selected as critical control points (CCPs) for hospital foodservice quality management. In Step 2, the causes of the gaps and improvement strategies at CCPs were labeled as "quality hazards" and "corrective actions", respectively and were identified using a case study. At Gap 3, inaccurate forecasting and a lack of control during production were identified as quality hazards and corrective actions proposed were establishing an accurate forecasting system, improving standardized recipes, emphasizing the use of standardized recipes, and conducting employee training. At Gap 4, quality hazards were menus of low preferences, inconsistency of menu quality, a lack of menu variety, improper food temperatures, and patients' lack of understanding of their nutritional requirements. To reduce Gap 4, the dietary departments should conduct patient surveys on menu preferences on a regular basis, develop new menus, especially for therapeutic diets, maintain food temperatures during distribution, provide more choices, conduct meal rounds, and provide nutrition education and counseling. The Hospital Foodservice Quality Model was a useful tool for identifying causes of the foodservice quality problems and improvement strategies from a holistic point of view.

• 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 Korean Institute of Rural Architecture
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• v.11 no.4
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• pp.17-24
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• 2009

To ensure the revitalization of rural communities with viable levels of population, various agricultural policies are needed. Attaining this goal demands a comprehensive plan to improve rural housing conditions in general, along with more proactive policies dealing with existing rural housing problems by providing public housing options. The purpose of this paper is to suggest a set of base data which can provide direction when proposing prospective housing policies which comply the peculiar and changing needs of rural communities. To establish the base data, the study reviewed all the relevant issues, requirements and resources in the course of developing rural housing regulations and policies. Some municipal organizations have implemented independent housing programs for returning farmers. They provide one-stop service corners to provide returning farmers comprehensive counseling and information about employment, child-rearing and education, housing, and etc. in their municipals. Agricultural housing projects nowadays focus on promoting voluntary establishments of local communities by providing comprehensive plans for public housing, idyllic housing and other interchange facilities. Recent trends on housing project take into consideration both residential areas and their surrounding landscapes at minimum investment possible. The efficient investment of regional housing development lies in the simultaneous consideration on both the construction and operation and management of housing development from beginning to end.

• East Asian Journal of Business Economics (EAJBE)
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• v.11 no.3
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• pp.27-35
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• 2023

Purpose - The present study bridges a significant gap in the literature by investigating the complex relationship between job crafting and protean career attitudes. It has been demonstrated that job crafting, which entails the proactive redesign of work roles, responsibilities, and relationships, empowers employees, and elevates. Research design, data, and methodology - This study employed a tailored search approach with specific terms linked to job crafting and protean career attitudes to ensure a thorough and focused analysis. The keywords include "Job crafting," "protean career attitudes," "career development," and related terms. This strategy uses an organized method to identify, screen, and choose appropriate studies. Result: This study synthesizes prior studies and identifies four critical links between the development of jobs and protean career attitudes. To begin with, task crafting, which entails job requirements and scope modifications, leads to protean career attitudes as employees match their roles to their skills and passions. Second, rational crafting, which is adjusting interactions with coworkers and superiors encourages flexible career attitudes. Conclusion - This study insists that organizations must consider the essential practical ramifications. Employers may improve employee growth, engagement, and talent retention by encouraging job customization, recognizing protean workers, cultivating a protean culture, investing in ongoing learning.

• Journal of the Korean Society of Food Science and Nutrition
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• v.38 no.5
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• pp.626-635
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• 2009

The purposes of the study were to identify a comprehensive competency list related to the jobs of nutrition teachers and to compare the competency needs for nutrition teachers and dieticians' competency levels. Job functional areas and a competency list for nutrition teachers were developed based on a review of literature and revised through expert panel reviews. A total of 53 competency statements associated with 11 job functional areas were specified. Questionnaires were distributed to 457 dieticians engaged in school food service and 148 responses were returned (response rate: 32.4%). Excluding incomplete responses, 142 questionnaires were used for data analysis. Approximately half of the respondents were enrolled in an 1-year nutrition teacher certificate program, 25% in a graduate school of nutrition education, and 19% had completed an 1-year nutrition teacher certificate program. The dieticians highly rated requirements of the competencies related to sanitation and employee safety, nutrition counseling, nutrition education, and teaching practices; in contrary, their competency levels for nutrition education, nutrition counseling, and teaching practices were low. Respondents' competency levels were significantly lower than the required competency levels of effective nutrition teachers in all functional areas. A quadratic analysis based on the requirement and self-evaluation of the competencies revealed that priorities of education programs targeting school nutrition teachers or students preparing to be nutrition teachers should be placed on improving competencies related to nutrition education, nutrition counseling, teaching practices, sanitation and employee safety, menu management, and human resource management. These results can be used to develop curriculum materials for basic and continuing professional education for nutrition teachers. It is necessary to review and update competencies regularly to reflect environmental changes in school food service programs.

• Journal of Digital Convergence
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• v.11 no.10
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• pp.331-340
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• 2013

The recent economic downturn has created new challenges for today's company workers such as increased job instability; layoffs; the need to maintain dual income households and the associated childcare requirements; and other job stresses. These stresses give rise to serious problems for workers and ultimately to organizations. Companies therefore need to pay attention to solving the problem of stress. These days, many companies seek a solution from EAP. EAP aims to support workers through counseling, consulting and coaching services to help them overcome issues which may adversely affect job satisfaction and performance. EAP was introduced in this country ten years ago. Formerly, many companies viewed stress primarily as a personal issue. But now more companies are in a hurry to adopt EAP as a means for individuals to resolve stress. This study draws on the example of EAP use in LG Hausys. The company has adopted EAP under the CEO's strong support. The company has effectively managed EAP services which include professional counseling and the training of internal counselors. This study derives implications for the further implementation of EAP services.

• Journal of Home Health Care Nursing
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• v.5
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• pp.47-60
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• 1998

This study was done to identify basic information in classifying nursing diagnoses and nursing interventions needed for the further development of computerized nursing care plans. Data were collected by reviewing charts of 123 home care clients who had active disease, for whom at least one nursing diagnosis was on the chart, and who had been discharged. Data included demographics, medical orders, nursing diagnoses and nursing interventions. The results of the study, which found the most frequent medical diagnoses to be cancer (40.7%) and brain injury (26.8%), showed that 'Impaired Skin Integrity'(18.3%), 'Risk for Infection'(15.0%), 'Altered Nutrition, Less than Body Requirements'(13.8%), and 'Risk for Impaired Skin Integ rity'(9.9%) were the most frequent nursing diagnoses. 'Pressure Ulcer Care'(28.4%) was the most frequent intervention for 'Impaired Skin Integrity', 'Infection Protection'(16.0%) for 'Risk of Infection', 'Nutrition Counseling'(26.8%) for 'Altered Nutrition' and 'Positioning'(22.0%) for 'Risk for Skin Integrity Impairment', Comparison of interventions with the Nursing Intervention Classification(NIC) showed that the most frequent interventions were in the domain 'Basic Physiological' (33.94%), followed by 'Behavioral'(27.8%), and 'Complex Physiological' (22.6%). Interventions related to teaching family to give care at home could not be classified in the NIC scheme. Examination of the frequency of NIC interventions showed that for the domain 'Activity & Exercise Management', 75% of the interventions were used, but for seven domains, none were used. For the domain 'Immobility Management', 93% of the times that an intervention was used, it was 'Positioning', for the domain 'Tissue Perfusion Management', 'IV Therapy' (59.1%) and for the domain 'Elimination Management', 'Tube Care: Urinary'(54.0%). The nursing diagnoses 'Altered Urinary Elimination' and 'Im paired Physical Mobility' were both used with these clients, but neither 'Fluid Volume Deficit' nor 'Risk of Fluid Volume Deficit' were used rather 'IV Therapy' was an intervention for 'Altered Nutrition, Less than Body Requirements', A comparison of clients with cancer and those with brain injury showed that interventions for the nursing diagnosis 'Impaired Skin Integrity' were more frequent for the clients with cancer, interventions for 'Risk of Infection' were similar for the two groups but for clients with cancer there were more interventions for' Altered Nutrition'. Examination of the nursing diagnoses leading to the intervention 'Positioning' showed that for both groups, it was either 'Impaired Skin Integrity' or 'Risk for Skin Integrity Impairment'. This study identified a need for further refinement in the classification of nursing interventions to include those unique to home care and that for the purposes of computerization identification of the nursing activities to be included in each intervention needs to be done.

• Phonetics and Speech Sciences
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• v.11 no.2
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• pp.65-76
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• 2019

This study aimed to primarily examine perceptions about occupational suitability made by vocational counselors for adults who stutter and associated factors. A total of 69 vocational counsellors (23 per condition) took part in this study and were randomly assigned to recordings related to three different speech conditions (fluent, less-severe stuttering, and severe stuttering versions). The participants were asked to listen to one of the three recordings and rate the speaker's communicative functioning, personal attributes, and suitability for 31 occupations, along with perceptions of the speaking demands and educational requirements of the occupations. Regarding the two stuttering conditions, it was found that suitability ratings were lower for occupations with a high speaking demand than those with a low speaking demand. In addition, the most significant factor associated with occupational suitability ratings was perceived speaking demands, followed by perceived educational requirements, and then by ratings of the speaker's personal attributes. These findings suggest that adults who stutter may face role entrapment (or occupational stereotyping) in workplace settings.