• Journal of Life Science
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• v.23 no.9
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• pp.1177-1182
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• 2013

Trichinella spiralis (T. spiralis) has been reported to induce angiogenesis and a supply of nutrients and to act as a reliable waste disposal system by induction of the expression of the angiogenic molecule vascular endothelial cell growth factor (VEGF) during nurse cell formation. However, the mechanism underlying the induction of VEGF in nurse cells by T. spiralis has not yet been defined. Some research has pointed to the possibility of hypoxia in nurse cells, but whether hypoxia occurs in infected muscle or nurse cells has not been studied. It is also a matter of debate whether hypoxia induces the expression of VEGF and subsequent angiogenesis in infected muscle. Recent studies showed that thymosin ${\beta}4$, a potent VEGF-inducing protein, was expressed at a very early stage of muscle infection by T. spiralis, suggesting that VEGF is induced at an early stage in nurse cells. Furthermore, hypoxia was not detected in any nurse cell stage but was detected in inflammatory cells. The findings suggest that induction of angiogenesis by VEGF in T. spiralis-infected nurse cells is mediated by thymosin ${\beta}4$ and unrelated to hypoxia.

• Korean Journal of Occupational Health Nursing
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• v.27 no.1
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• pp.36-47
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• 2018

Purpose: This study aimed to examine the effects of interpersonal relationship ability, job stress, and stress coping type on the turnover intention of nurses in the early stage of their careers. Methods: Data were collected from 136 early stage nurses from two general hospitals and one tertiary hospital in Chungbuk province. An early stage nurse was defined as the nurse with a work experience of 3 to 36 months. The collected data were analyzed using independent t-test, one-way ANOVA, Mann-Whitney U test, Person's correlation coefficient, and stepwise multiple regression. Results: It was seen that turnover intention had a negative correlation with interpersonal competency (r=-.20, p=.020) and a positive correlation with job stress (r=.56, p<.001). Job stress due to work over load, inadequate compensation and working environment, interpersonal relationship ability, and length of clinical career were significant factors influencing turnover intention (p<.05). These variables explained for 50.4% of the variance in turnover intention. Conclusion: It is necessary to develop an interpersonal relationship ability improvement program to decrease turnover intention among early stage nurses by helping them to successfully adapt to their job. Moreover, it is important to bring about continuous improvements in terms of provision of adequate workload and appropriate rewards, and creation of a suitable work environment to reduce the job stress of early stage nurses.

• Journal of the Korean Applied Science and Technology
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• v.38 no.4
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• pp.1020-1028
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• 2021

The purpose of this study was to investigate the factors affecting clinical competence on early stage nurse working in a general hospital. Data were collected by questionnaires on early stage nurses from september 11 to september 30, 2020. Data were analyzed by t-test, ANOVA, Scheffe test, Pearson correlation coefficients and multiple regression analysis, using SPSS WIN program. The degree of dysmenorrhea was 2.77 points, clinical competence was 3.44 points. Dysmenorrhea was negative correlated with clinical competence(r=-.226, p=.002). Response of autonomic nervous system was identified as factors influencing clinical competence(𝛽=-.261, p= .001). The model explained 22.1% of the variables. These results suggest that we need intervention education program for response of autonomic nervous system in order to improve the clinical competence of early stage nurses.

• International Journal of Advanced Culture Technology
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• v.8 no.2
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• pp.184-191
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• 2020

This study is conducted to find out the nurses' character for care and the workplace bullying for the early stage nurses working in the clinical field and their relation in order to understand the factors which would affect the consequence of the workplace bullying. Data collected from 131 early stage nurses working at one general hospital for 7 months was used for this study. The data was analyzed with descriptive statistics, Independent t-test, one-way ANOVA, Pearson's correlation coefficient, Hierarchical multiple regression by using SPSS/WIN 21.0. It was found that high the nurses' character for care was related to the lower workplace bullying (type and consequence) (r=-.31, p<.001; r=-.26, p=.003) and that the worse the score in the type of bullying wasthe higher consequence (r=.54, p<.001). The multiple regression analysis showed that the factors affecting the consequence of the workplace bullying were the type of bullying (β=.48), dissatisfaction with nursing (β=.22), and moderate satisfaction with nursing (β=.19) and that the explanation of the model by variables was 32.5%. Based on the results of the study, it is suggested that the effort of lowering the occurrence of the type of bullying and the strategy of enhancing the satisfaction with nursing such as improvement in the quality of nursing education be made in order to improve the consequence of workplace bullying at the workplace for the early stage nurses.

• 한국호스피스완화의료학회:학술대회논문집
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• 2008.07a
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• pp.19-21
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• 2008

Hospice movement in Taiwan emerged early in 1983. There was a nurse visiting terminal cancer patients by herself in Taipei city. It was ceased after one year. This stage of hospice movement might be called as "compassionate era". In early 1990, the first in-patient hospice ward was set up in north Taiwan. She demonstrated high touch in the high technology medical atmosphere. There was a great echo in Taiwan society to this action. In the following years, quite a few new hospice settings were founded. Medical professionals were aroused again to talk and think about life and death, dignity of dying and holistic care. This stage of hospice movement might be called as "ethical stage". Around 2000, obstructions were discovered in our development. We do need system and rules. Standard of setting and care, Curriculum of education and training, Accreditation system and specialist system and Nature Death Act are some of the systems we approached. This stage of hospice movement might be called as "Act stage". Among the "Act stage", the Nature Death Act is actually the mile stone in our history. What listed below are the translated one for the reference:

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.8
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• pp.646-653
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• 2016

This paper reports a descriptive correlation among ego-resilience, self-efficacy, and professional self-concept of nurses, and shows that there is a decrease of turnover intension in early stage nurses. The Data collection was conducted from June 1 to July 7, 2015. A survey using a structured questionnaire was conducted on 145 nurses working in one of three general hospitals. Data were analyzed by descriptive statistics, t-test, ANOVA, Scheffe test, and Pearson's correlation coefficients, using SPSS WIN 18.0 program. The mean values were as follows: ego-resilience, 3.13 (${\pm}0.46$); self-efficacy, 3.64 (${\pm}0.64$); and professional self-concept of nurse, 2.95 (${\pm}0.50$). Among the factors related to the general characteristics of early stage nurses, marital status significantly affected ego-resilience, and total career significantly affected professional self-concept. There was a positive correlation between ego-resilience and professional self-concept in nurses (r=.305, p<.001). There was a positive correlation between self-efficacy and professional self-concept in nurses (r=.279, p=.001). It is necessary to develop a program to enhance early stage nurses' ego-resilience, self-efficacy, and professional self-concept.

• Applied Microscopy
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• v.15 no.1
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• pp.86-100
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• 1985

A observation of the ovarian development and oogenesis of Pieris rapae Linne has been carried out during metamorphosis using stereo-microscope, light microscope and electron microscope. The results obtained through this experiment are as follows: 1. The ovarian development and vitellogenesis begin at the 3-day old pupa and the 6-day old pupa respectively, and the adult ovary right after their emergence contains a few mature eggs. 2. The species described above are further observed at six different stages in oogenesis, and the results are summarized as follows. 1) Pieris rapae has polytrophic ovarioles. The cell organelles of the nurse cells are transfered to the oocyte through the ring canal at the early oogenesis. 2) At stage 2, the nuclear envelope of oocyte nucleus is less infolding than that of nurse cell nucleus. In the oocyte cytoplasm a large number of ribosomes are observed. 3) At stage 3 and 4, many micropinocytotic vesicles are observed in the oocyte cytoplasm. These vesicles are fused together to form large proteid yolks. 4) At stage 5, the vitelline membrane is laid down in the intercellular space between the follicle cells and oocyte. 5) At stage 6, the chorion is formed by the follicle cells. 6) A micropyle and a number of aeropyle are observed on the surface of a mature egg.

• Journal of East-West Nursing Research
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• v.19 no.2
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• pp.168-176
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• 2013

Purpose: This study was aimed to explore turnover intention of novice nurses. Methods: This study was an exploratory survey including quantitative and qualitative components. Qualitative data were obtained from an open survey question in the survey and analyzed using the method of content analysis. The data were collected from 245 nurses with less than three years experience at six general hospitals. Results: The early stage nurses scored an average of 14.5 (${\pm}3.31$) in turnover intention. Fourteen themes were identified in turnover intention experiences of early stage nurses, and each theme was divided into five categories: interpersonal relationship stress (33.7%), being regretful for choosing a nursing career (21.6), A feeling of low competency for direct nursing care (19.8), dissatisfaction with the welfare of the hospital (13.0), Increased extra-work burden (11.9). The participants requested for improvement in the following conditions to continue a nursing career descending order in priority: wage ($3.6{\pm}1.50$), work load ($3.0{\pm}1.83$), work environment ($2.8{\pm}1.63$), welfare facilities ($1.4{\pm}1.53$), the status of nurse ($1.2{\pm}1.57$), etc. Conclusion: These findings are helpful for the development of intervention strategies to decrease turnover intention of early stage nurses.

• Asian Oncology Nursing
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• v.6 no.2
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• pp.93-103
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• 2006

Purpose: With accumulated necessity to develop Advanced Practice Nursing (APN) in Korea, various types of Nurse Practitioner (NP) programs have been recently developed. Unlike the origin of the NP programs in the U.S., in which the lack of primary health care provider preceded the creation of NP education, NP programs in Korea are currently in an early stage in which the scope of practice and educational boundaries are still evolving. Just imitating American models may result in culturally inappropriate and practically non-feasible APN programs in Korea. This article was aimed to evaluate the top-ranked Oncology NP (ONP) programs in U.S. with those in Korea. Method: Using the Donabedian paradigm, the educational structure, process, and outcome were compared and contrasted between two countries. Results: The findings of this paper demonstrated that many aspects of structure of the Korean program are similar to those of the Americans with minor differences. Three strategies for future development of ONP program in Korea are suggested. Conclusion: Practical and feasible scope of practice for ONP in Korea should be determined. It needs to embrace every aspects of cancer experience. Also, nursing-oriented and culturally competent practice needs to be identified and incorporated into the ONP practice.

• Safety and Health at Work
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• v.13 no.3
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• pp.294-301
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• 2022

Background: In the early stage of the coronavirus disease 2019 (COVID-19) epidemic, small- and midsized enterprises (SMEs) may be an important transmission consideration. The study aimed to identify the pattern of COVID-19 prevention measures during the outbreaks in Daegu and Gyeongsangbuk-do at the early stage of COVID-19. Moreover, we investigated whether SME size and past experiences affected the preventive measures implemented in the region. Methods: A survey detailing the general characteristics and implementation of 12 preventive activities was conducted in 122 SMEs in Daegu and Gyeongsangbuk-do. The survey was analyzed by size and operation period. Results: The study subjects consisted of 53 (43.4%) workplaces with 1-5 employees, 50 (40.9%) workplaces with 6-30 employees, and 19 (15.6%) workplaces with 31-49 employees. The lowest three items among those surveyed were 'symptomatic workers to stay home for 3-4 days' (17.2%), 'work remotely' (18.9%), and 'video meetings' (20.5%). There were significant differences in the rate of several preventive measures implemented. The larger sized SMEs, the higher the number of implementations (p < 0.01). The operation period had no significant relationship with the implementation of preventive measures. The same pattern was observed in multiple generalized linear regression with covariate adjustment. Conclusion: Preventive measures among SMEs with fewer than 50 employees were identified. Even within SMEs, a gap in preventive measures according to size was confirmed. To prevent the spread of infection and protect workers' right to health, different support for different sized SMEs is necessary.