• Journal of Technologic Dentistry
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• v.29 no.2
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• pp.35-47
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• 2007

The aim of this study was to make dental technicians recognize the importance of their professional self-concept, and to provide basic data to devise the educational programs and policies of establishing their positive professional self-concept. In addition, the investigator tried to present some improvement measures for dental technicians' actual services by examining their job satisfaction. Study findings are as follows: First, the score of study subjects' self-concept is 3.41($\pm$.58) (perfect score=5), middle or high in rank. As for the mean score of professional self-concept by realms, the self-concept of communication is 3.59($\pm$.67), the highest; the self-concept of leadership in the realm of professional service is 3.54($\pm$.75); the self-concept of skills is 3.50($\pm$.75); the self-concept of adaptability is 3.47($\pm$.69); and the recognizant level of satisfactory self-concept is 2.95($\pm$.81), below the normal. Second, as for the difference of professional self-concept according to general characteristics, such variables as age, marital states, and the length of one's service have a significant influence upon the recognition of self-concept. First, the self-concept of those whose age is between 31 and 35 is the highest (3.64$\pm$.49), and it is followed by that of those whose age is 36 and above (3.57$\pm$.77) and then that of those whose age is between 26 and 30 (3.31$\pm$.56)). And that of those whose age is below 25 is the lowest. The obove results show us that the professional self-concept of older study subjects is higher than that of younger ones in general(p<.01). As for marital states, that of married persons(3.54$\pm$.64) is higher than that of unmarried ones(3.35$\pm$.55)(p<.05). As for the length of one's service, that of longtime employees is higher than that of short-period workers(p<.01). In relation to positions, a manager's professional self-concept is the highest(3.89$\pm$.55) and that of an assistant technician is the lowest(3.17$\pm$.58). Study findings show that the professional self-concept of higher ranking technicians is higher than that of lower ones in general (p<.001). Based on the study findings, the investigator suggests followings: First, studies on the professional self-concept that is appropriate to the characteristics of dental technicians must be carried out with a new point of view. Second, a tool must be researched and developed in order for the professional self-concept of dental technicians to be measured. Third, if a new professional self-concept is established and a measuring tool is developed, a study on the relationship between dental technicians' professional self-concept and practice performance can be carried out again.

• Women's Health Nursing
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• v.6 no.3
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• pp.358-371
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• 2000

The purpose of this study was to provide the basic, data for developing a program for effective prevention for Postpartum Depression (PPD) by investigating the level of PPD in postpartum 2 weeks women. The subjects were 384 women who visited obstetrical clinics for postnatal care. The data were collected from June 29. 1999 to April. 2000, using a 46-item questionnaire related to PPD, and analyzed by SAS program for t-test, ANOVA, Scheffe test, stepwise multiple regressions. The results were as follows : 1. The level of PPD according to general characteristics Women had mild PPD (Min score; 46.0, Max score; 124.0). The PPD levels were significantly differences according to religion and marital satisfaction (p<0.05). 2. The level of PPD according to obstetrical characteristics 1) Characteristics related to pregnancy The PPD levels were significantly differences according to mood change, confidence of body weight recovery, depression related to appearance change, husband's help to housework, and husband's emotional support (p<0.05). 2) Stressful events during pregnancy The PPD levels were significantly differences according to financial problem, conflict between partners, conflict between family, and husband's job change (p<0.05). 3) Characteristics related to delivery and post natal period The PPD levels were significantly differences according to baby's health state, parenting confidence, and difficulties related to postpartum care (p<0.05). 3. The variables to predict postpartum depression in postpartum women are depression related to appearance change (10.4%), parenting confidence (8.8%), husband's help to housework (2.7%), confidence of body weight recovery (2.4%), husband's job change (1.9%), baby's health state (1.9%), difficulties related to postpartum care (1.6%), mood change (1.2%), conflict between partners (0.6%), marital satisfaction (0.5%), financial problem (0.4%). The sum total of all the above variables can account for 32.4% of postpartum depression. 4. The level of PPD according to PPD factors. Women had the highest degree of PPD in biophysiological phenomena-disturbance of physical functioning factor. The factors of relationship to baby-negative feeling and cognitive phenomena-self concept disturbance were showed the lowest degree of PPD. As a result of the above findings, a systemic and individualized program is strongly recommended for PPD prevention, diagnosis, and care for PPD in postpartum women. In near future, this study should be expanded to investigate the coping skills according to the PPD levels in postpartum women.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.9
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• pp.334-346
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• 2017

The purpose of this study was to identify the inner characteristics of nurses that contributed to their overcoming work-related stress and continuing to work in hospitals. We sought to identify strategies nurses used to reduce early turn-over intention and promote job retention. Twelve nurses with at least five years of work experience were recruited from two tertiary-level hospitals and three general hospitals in Seoul and Gyeonggi for focus group interviews. Data were collected from January 27 to April 20, 2016. Qualitative data were analyzed using content analysis. Based on the results, the inner characteristics and strengths of these nurses were classified into four categories and 13 sub-categories. The four categories wereas follows: "efforts to overcome self," "positive attitude," "effective communication and support from surroundings," and "aim to grow as a nursing professional." The results of this study indicate that the strength of nurses should be enhanced to facilitate a continued desire to work. Training for self-reflective practice is recommended to improve resilience, positive attitudes, and communication skills, as well as to establish job identity.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.4
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• pp.293-300
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• 2018

The purpose of this study is to investigate the educational needs for career development according to the job type of nursing college students. In order to achieve the purpose of the study, 146 nursing college students from K and P universities in the Busan and Kyungnam areas were analyzed using a career anchor questionnaire. In addition, 28 nursing college students who showed a higher level of tendency among job types were selected and divided into 4 teams, and a focus group interview was conducted based on the contents of the created map. Its purpose is to investigate the educational needs of nursing college students to enhance their career development. First, the career anchor types of the nursing college students showed the highest score in the areas of lifestyle, security and stability, while the lowest types of career anchor were pure challenge and general managerial competence. Second, the educational needs for career development were categorized into four areas, namely major competence, practical competence, personality competence, and resource management competence. The major competences are nursing expertise and skills. The practical competences consisted of ward task management, communication, crisis coping ability and personality competence and these were divided into cooperation and responsibility recognition. The resource management competence consists of time management ability and stress management ability. The results of this study are meaningful in that they can be used as the basic educational data for the career development of nursing college students in the future. In addition, it is expected that they can be applied to the development of a curriculum for the improvement of nursing practice.

• Journal of Practical Engineering Education
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• v.15 no.2
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• pp.529-538
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• 2023

At the present time when the need for universal artificial intelligence education is expanding and job changes are being made, research and discussion on artificial intelligence liberal arts education for non-majors in universities who experience artificial intelligence as part of their job is insufficient. Although artificial intelligence education courses for non-majors are being operated, they are mainly operated as theory-oriented education on the concepts and principles of artificial intelligence. In order to understand the general concept of artificial intelligence for non-majors, it is necessary to proceed with experiential learning in parallel. Therefore, this study designs artificial intelligence experiential education learning contents of difficulty that can reduce the burden of artificial intelligence classes with interest in learning by considering the characteristics of non-majors. After, we will examine the learning effect of experiential education using App Inventor and the Orange artificial intelligence platform. As a result of analysis based on the learning-related data and survey data collected through the creation of AI-related projects by teams, positive changes in the perception of the need for AI education were found, and AI literacy skills improved. It is expected that it will serve as an opportunity for instructors to lay the groundwork for designing a learning model for artificial intelligence experiential education learning.

• Journal of vocational education research
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• v.36 no.2
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• pp.1-22
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• 2017

The purpose of this study was to examine how the vocational high school teachers perceive the direction of the ideal high school vocational education when suggesting mutual contrast positions on the desirable direction of high school vocational education. 1253 teachers from 25 specialization high schools nationwide participated in the survey. Through the review of previous research, we confirmed the axis of new vocationalism, vocationalism, and humanism on the purpose of vocational education. As a result of investigating the perception of vocational high school teachers about the purpose of vocational education, they tended to recognize the purpose of high vocational education toward vocationalism. In other words, rather than acquiring transferable skills, it is important to acquire concrete skills in specific areas, and it is more important to acquire specific skills that can be utilized immediately after graduation rather than coping with the changing job world. Teachers also recognized that it is more important to organize the contents of education according to the needs of industries and companies than to construct education contents for student 's holistic development. There was also a tendency for teachers to recognize that it is important to prepare them for work immediately after graduation rather than preparing them for as wide a career choice as possible. There was a tendency for the male teacher to perceive the purpose of vocational education more pro vocationalism than the female teacher. In addition, professional subject teachers recognized more pro vocationalism than general subject teachers. As a result of the regression analysis, it was found that gender and subject(professional subject vs. general subject) were significant variables related to vocationalism. And suggested that a careful approach is needed in the policy decision making process when considering the limitations of overly vocationally oriented education and the risks of frequent changes in the purpose and direction of high school vocational education.

• Hwankyungkyoyuk
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• v.21 no.1
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• pp.82-96
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• 2008

The primary purpose of this research is to examine the career development of under-graduate environmental education program students. More specifically, it intends to understand how they perceive their career prospect, how they prepare for they career and what kind of career development assistance they receive from their school. For most of college students, a primary purpose for attending college is to prepare for a career, but often academic preparation in college is not enough to get the job they aspire. Career preparation becomes even more complex when their major does not dictate any specific career path or when the major does dictate a specific career path but it does not provide sufficient and quality job opportunities. Undergraduate environmental education programs are typical examples of the latter. To illuminate the understanding of the context surrounding undergraduate environmental education program students, semi-structured interviews were conducted through an instance message software program from August 17th, 2007 to August 20th, 2007. The subjects of this study consisted of 4 undergraduate students and 2 graduates of Hangu University (a tentative name). Each participant was interviewed once or twice for about 2 hours each interview. The findings of the study are as follow. First, they maintain a positive attitude regarding the career outlook and the career decision but it is not well founded. Second, career search and career preparation are conducted individually, and their school does not provide much systematic career assistance. Third, they did not see the relevance of the curriculum of their program to their future career. A few preliminary implications for practices related to career development may be drawn from the findings reported in this study. First, undergraduate students in environmental education programs appear to be in need of comprehensive career development assistance ranging from exploration of job opportunities related to majors, to development of job-seeking skills, to general issues of career preparation and choice. Experiential modes of career exploration seem to be helpful in clarifying their interest and aptitude in the area of environmental education. Second, career development assistance for these students should start at early college years. Third, these students may need help in exploring diverse opportunities related to their major as well as other academic areas. Finally, it is recommended to create more careers in the area of environmental education.

• Journal of Korean Public Health Nursing
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• v.15 no.2
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• pp.351-362
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• 2001

This study was conducted to investigate and compare the degree of professional self -concept (PSC) of the psychiatric mental health nurse practitioners (PMHNP) in hospitals and public health centers and to identify the factors predicting PSC of them, in order to provide basic data for developing PSC increasing program PSC. The 355 PMHNP were sampled from the university or general hospitals. mental hospitals, community mental health centers and public health centers across the country. The scales used in this study were PSCNI by Arthur (1990), PSI by Heppner & Petersen (1982) and the Index of work satisfaction by Slavitt et al. (1978). The results of the study were as follows : 1. The average item score of PSCNI of PMHNP in hospitals was $2.83\pm0.27$, and that of PMHNP in public health centers was $2.76\pm0.28$. There was significantly different between two groups (p=0.0202) 2. A comparison of the scores for the dimensions of the PSCNI were as follows ; the mean item score of professional practice of nurses in hospital was $2.90\pm0.30$, and that in public health centers was $2.83\pm0.35$. There were significant differences between two groups in the scores of professional practices (p=0.0315), leadership (p=0.0071) and skills (p=0.0231). 3. There were significant differences between two groups according to education (p=0.0057) with no significant interaction effect of group and education. 4. Job satisfaction (JS) was the highest factor predicting PSC of PMHNP in hospitals $(34.5\%)$, and problem solving inventory score (PS) was the highest factor predicting PSC of PMHNP in public health centers $(33.6\%)$. JS and PS accounted for $42.6\%$ in PSC of PMHNP in hospitals. and PS, JS, age, marital status, religion, and career accounted for $57.6\%$ in PSC of PMHNP in public health centers. In the light of these results. to gam the professional self-concept. nurses should be educated continuously through role modeling in clinical nursing and research. Also, nurse educators and administrators need to develop programs and policies to increase professional self-concept of nurses, particularly of community PMHNP.

• Journal of Practical Engineering Education
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• v.12 no.1
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• pp.163-176
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• 2020

Promoting job growth and quality has been central to developing countries to reduce poverty for decades. In this regard, Nepal is not unique in its need to develop effective TVET programme as it is considered showing positive association with workforce development and productivity. While the copious academic literature has highlighted upon staff training programme in general education, it encounters lack of adequate attention in the field of TVET education. The purpose of the study is to identity and prioritise the professional development needs for the teachers of TVET sector in Nepal. A sample(N=317) of Nepalese teachers from seven provinces were asked to answer the scale. The Borich needs assessment model was employed to assess the perceived level of importance and present preferred training modules among 29 teaching subjects. Moreover, a quadrant analysis using 2×2 matrix was used as a diagnostic tool to denote overriding training topics. The result shows that following competence skills constructs were perceived to be in high need of enhancement as well as in existence of discrepancies: 'occupational characteristics of TVET trainer', 'training needs analysis and curriculum development', 'curriculum development based on national competence standard(NCS)', and 'Institution management evaluation'.

• Journal of Korean Dental Hygiene Science
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• v.4 no.2
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• pp.9-18
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• 2021

Background: Based on the individualistic approach of experienced dental hygienists, this study attempted to provide basic data to find effective measures of human resource management by analyzing the correlation between organizational socialization and professional self-concept. Methods: Dental hygienists currently working in the Daegu area were evaluated. Nine questions related to duties, twenty-seven questions related to professional self-concept, and thirty-eight questions related to organizational socialization were included in the study. The reliability was professional self-concept (Cronbach's α = 0.859) and organizational socialization (Cronbach's α = 0.840). Results: Of the total 135 points for professional self-concept, the mean score of the participants was 62.67±8.45 points. In the sub-area, flexibility was the highest at 19.28±2.46 points, and communication was the lowest at 9.69±1.44 points. Of 190 points, organizational socialization averaged at 123.40±12.82 points. In the subarea, personal characteristics were the highest at 30.37±3.71 points, and occupational identity was the lowest at 10.34±1.94. Higher age (F=30.89, p<0.000), marital status (F=10.22, p<0.002), graduate or higher educational qualification (F=9.16, p<0.000), were associated with a higher position (F=20.62, p<0.000) and work experience (F=22.66, p<0.0000), when there was no intention to turnover (F=8.05, p<0.000). Organizational socialization was higher in participants with higher age (F=7.89, p<0.000), educational qualification (F=8.02, p<0.000), and position (F=5.12, p<0.007); higher work experience in general hospital (F=4.50, p<0.012); no intention to turnover (F=7.450, p<0.000); and no intention to turnover (F=24.46, p<0.000). Organizational socialization showed a significant positive correlation with professional self-concept (r=0.721, p<0.000); job performance and skills (r=0.615, p<0.000) and organizational commitment and satisfaction (r=0.610, p<0.000) showed a high positive correlation. Turnover intention (β=0.213, p<0.000) was found to have a significant effect on organizational socialization. Leadership (β=0.168, p<0.05) and satisfaction (β=0.483, p<0.000) were found to have a significant effect. The total explanatory power of this variable was 62.7%. Conclusion: To ensure successful organizational socialization, human resource management should be performed through regular verification, which can result in improved quality of dental care services.