• The Korean Journal of Health Service Management
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• v.12 no.3
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• pp.41-52
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• 2018

Objectives: This study investigated the effect of mentoring function on job motivation and nursing performance through self-efficacy and outcome expectation. Methods: It was conducted with 226 nurses working in the 5 hospitals of B and G cities. The collected data were analyzed using SPSS Windows 18.0 and AMOS 16.0. Results: Mentoring was found to have a direct effect on outcome expectation (${\beta}=0.314$, p < 0.001), and outcome expectation had a direct effect on job motivation (${\beta}=-0.333$, p < 0.001) and nursing performance (${\beta}=0.341$, p < 0.001). Job motivation was found to affect nursing performance (${\beta}=0.268$, p < 0.001). Conclusions: The results of this study suggest that mentoring function plays an important role in improving nursing performance, so it is necessary to develop and apply a mentoring program for nurses.

• The Journal of the Korea Contents Association
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• v.10 no.10
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• pp.351-358
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• 2010

This study is to examine the effect of types of mentoring among security agents on career development and career satisfaction. Private guards engaging in 5 different security companies in Seoul 2010" were set as a collected group and using judgment sampling method, 227 of them were finally analyzed. Cronbach's $\alpha$ value was .606, implying that reliability of questionnaire was high. The conclusion drawn from this study is as follows: First, types of mentoing among private guards effect their career development. In other words, when facilitated mentoring is encouraged, it leads to innovative self-development, professional development, and information competitiveness; when informal mentoring is encouraged, it causes information competitiveness to be improved. Second, mentoring types have an effect on career satisfaction: Facilitated mentoring enables to increase career satisfaction. Third, security agents' career development affects their career satisfaction. That is, innovative development and professional development result in increase of career satisfaction.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.16 no.4
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• pp.1-24
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• 2021

The Korean government is currently expanding the business startup incubator support program and funds for new ventures with innovative technology in order to spread the second venture boom. However, despite the fact that entrepreneurial education and mentoring that entrepreneurs should have are important parts for the sustainable growth of the startup, some companies selected for government support programs are reluctant to participate in programs such as entrepreneurship education and mentoring for the sole purpose of funding commercialization. This research addressed the effects of entrepreneurial alertness with opportunity awareness as its medium and the small business mentoring service along with the number of times the mentoring has taken place, on the corporate performances. The results of empirical research are as follow: the first one is that scanning-search and evaluation-judgment can influence a company's performance (financial, non-financial) through opportunity recognition, with the exception of association-connection, which is a sub-factor of entrepreneurial alertness. Secondly, it was found to affect a company's financial and non-financial performance through opportunity recognition for financing mentoring, technical support mentoring, and management support mentoring. Thirdly, it was found that the number of mentoring also affects the financial and non-financial performance of a company through opportunity recognition. The implications of this study are that it should be revisited that program managers consider rooms that do not violate the startup founder's strategic decision-making opportunities when designing and operating the program as entrepreneurial alertness sub-factor association-connection does not affect corporate performance through opportunity recognition. This study also emphasizes the need for customized mentoring to meet the outcome goals of each startup, as it has been empirically clarified that the mentoring provided to the startup by the government's support is important. The contribution of this research is that entrepreneurial alertness and opportunity recognition that are treated as important components in research for entrepreneurship, and the factors of mentoring and mentoring frequency that are recognized as important elements in the practical aspect of startup business are clarified theoretically and empirically as an influential factor in corporate performance. And this study also provide a rationale for the startup business support agency supplying mentoring.

• Journal of the Korean Home Economics Association
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• v.43 no.3 s.205
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• pp.75-89
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• 2005

The purpose of this study was to examine the effects of the mentoring function and its levels as perceived by the fashion merchandisers and designers in the fashion industry who are playing major roles in providing organizational socialization for mentees. A survey questionnaire was developed and conducted among 200 fashion merchandisers and designers in Seoul. For data analysis, the SPSS 10.0 program was employed and frequency analysis, factor analysis, reliability analysis, correlation analysis, recurrence analysis, T-test, and ANOVA were used to test the research questions. The results were as follows: (1) Although the overall level of the mentoring function recognized by the fashion merchandisers and designers in the study appeared to be high, there were no significant differences by their demographic attributes. (2) The level of the mentoring function acknowledged by the respondents demonstrated substantial differences according to their perception by the personal attributes and the degree of openness. (3) The level of the mentoring function and organizational socialization perceived by the respondents had a significant correlation. As the level of perceived mentoring function of the respondents increased, it appeared that the degree of their job satisfaction and organizational commitment increased. On the other hand, their role ambiguity and turnover intention decreased.

• Korea Journal of Hospital Management
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• v.29 no.1
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• pp.19-31
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• 2024

Purposes: The purpose of this study is to analyze cases of development and operation of a mentoring program that provides psychological support to new employees and helps them adapt to work, thereby applying it to actual work and laying the foundation for follow-up research. Methodology: We explored the development and application process of A Hospital mentoring program by applying the mentoring program model developed according to the procedures of the ADDIE model, and confirmed the perceptions of participants who participated in the training course through analysis of activity logs and in-depth interviews. Findings: The main results of the case analysis are as follows. First, the curriculum was developed according to the stages of analysis, design, development, implementation, and evaluation. As a result of activity log and in-depth interview analysis, participants recognized that the mentoring program was helpful in forming social relationships, organizational adaptation, and preventing job turnover, and recognized difficulties in communication. Participants mentioned supplementing the operating system. Practical Implication: The results of a systematic review of the application and effectiveness of mentoring programs for new employees can serve as reference material for practical program design.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.13 no.6
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• pp.15-25
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• 2018

As jobless growth became the new norm and the average life expectancy continues to increase, it is difficult to find quality jobs regardless of gender. In this situation, entrepreneurs who can take charge of creating quality jobs have begun to gain attention from governments. As a result, many startup support programs have been introduced and operated. In Korea, various government-sponsored startup support programs have been in operation since the late 2000s, and the number of startups has increased since. However, there are many cases where they are not able to maintain their business for a long time because such programs often lack expertise and experience. Mentoring programs for startup founders is becoming an attractive solution to these problems. However, when we look at the responses of entrepreneurs, they found the mentoring program beneficial only when it was well planned and operated. Otherwise, they found the program unhelpful. Although there are many startup mentoring programs in various fields, there is little research on whether customized mentoring that matches the characteristics of startups and entrepreneurs are effective. In this study, we study the effects of startup mentoring on mentoring satisfaction. Our model also intends to identify the moderating effects of entrepreneurs' characteristics and provide guidance to future startup mentoring.

• Asia-pacific Journal of Multimedia Services Convergent with Art, Humanities, and Sociology
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• v.8 no.9
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• pp.563-571
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• 2018

The purpose of this study is to explore the direction of multicultural mentoring class activities in order to promote the professional growth and critical reflection of student mentors who are undergraduate students from a variety of major. For this purpose, the contents and phenomena of the multicultural mentoring of the mentor - mentee were reported as activity texts, and then seven directions of textuality were applied to explore the direction of multicultural mentoring class activities. As a result, coherence refers to the relationship between the mentor and the mentee for continuing the activities of multicultural mentoring, and cohesiveness refers to the relationship between the mentor and the mentee. It was called the achievement of identity. Intention means that the mentor has an intention or goal for the class before the mentoring activity, and tolerance means that the text produced by the mentor in the multicultural mentoring process is accepted by the mentee. Intentional means that the mentor has intention or goal for the class before the mentoring class activity, and tolerance means having the text as the class activity text when the mentor's text is accepted by the multicultural mentoring class activity process. In the case of informativeness, the information produced by the mentor is less informative when the mentee is predictable and less informative when the predictor is low. In the case of contextuality, contextuality of class activities can be changed according to the physical text situation and the mentee situation in class activity. In case of multicultural mentoring class activity, except for case where mentor creates new class activity text, it is related to the production of class activity texts through mentor learning experiences, peer friends' advice, and education.

• Journal of the Korean Chemical Society
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• v.61 no.5
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• pp.251-262
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• 2017

The purpose of this study was to investigate characteristics of interaction in mentoring conversations and to examine how the interaction features change as mentor teachers have more mentoring experiences. Participants of this study were three mentor who have over 17 years' teaching experience and six beginning science teachers. For this study, one-to-one mentoring dialogue recordings and transcripts were collected and the dialogues were analyzed by utilizing an analytical framework of interaction. the result of analyzing characteristics of mentors' interaction shows that mentors used simple questions and support the most when they started mentoring conversation. the change of characteristics of mentor's interactions indicates three mentors tended to use more thought-provoking questions in the $2^{nd}$ year mentoring than in the $1^{st}$ year and as a result of it mentee's reflection and reflective practices were increased. Through mentors' interview, the mentors could have the opportunity to reflect their own mentoring and this means mentors' self reflection was provoked by means of the mentoring program.

• Journal of Korean society of Dental Hygiene
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• v.16 no.1
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• pp.69-75
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• 2016

Objectives: The objective of this study was to examine the effect of mentoring function on job satisfaction, organization commitment, and turnover intention in the newly employed dental hygienists. Methods: Two hundred and fourteen dental hygienists in Daegu and Gyeongbuk completed a self-reported questionnaire from January to May 2013. The instrument for the questionnaire consisted of mentoring function, mentoring personality, job satisfaction, organizational commitment, and turnover intention. The data were analyzed by frequency analysis, ANOVA, correlation analysis, and multiple regression analysis. Results: The longer duration of the mentoring for the newly employees strengthened job satisfaction and organization commitment. The mentoring function had a positive effect on job satisfaction and organization commitment, and decreased turnover intention. The higher quality of personality overcome the turnover intention. Conclusions: The mentoring is very important to enhance the job satisfaction and organization commitment in the newly employees. Loner duration of work(${\beta}=.268$, p=0.008) explained higher job satisfaction. Higher quality of personality(${\beta}=0.279$, p<0.001) also had higher job satisfaction. The explanation power of the model was 36.5% and the revised model explanation was 35.6%. The effective mentoring is closely related to job satisfaction and organization commitment and it can reduce turnover intention.

• The Journal of the Korea Contents Association
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• v.17 no.3
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• pp.305-318
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• 2017

The purpose of this study is improving the teachers' self-efficacy for pre-secondary music teachers. The research questions for this study were the improvement for teachers' self-efficacy for pre-secondary music teachers and the pre-secondary music teachers' perception about peer mentoring. In this study performed the interview and analyzed the in self-reflection journal in order to identify the improvement effect of teachers' self-efficacy and the participants' perception change in the peer mentoring. As the results from analyzing the change in participant's perception about peer mentoring the mentors had the opportunity to review previous learning contents and practice experiences while developing their team activity and for the mentees. Mentees said that they were given various help from the mentors' advices and their interactions and communication with mentors. From these results, it could identify that there was positive change in participant's perception about the peer mentoring. Based on these results, this study analyzed that it would need to require some chances for pre-secondary music teachers to be given some educational practice and field experience utilizing various teaching methods in order to improve their self-efficacy and the perception of peer mentoring.