• Korean Medical Education Review
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• v.26 no.1
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• pp.5-18
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• 2024

The author recommends the creation of a nationwide career guidance program at the national level through the establishment of a long-term cohort, involving collaboration among medical schools nationwide. This cohort would be constructed for the purpose of analyzing correlations from admission to medical school to post-graduate education, facilitating the development of a career guidance program. This will aid in career development through students' self-analysis and competency building. Each medical school should operate a systematic career guidance program. Career guidance for post-graduate major selection should be included in the regular curriculum. Schools are advised to operate student counseling rooms for various career guidance services. For example, medical schools can operate 1:1 career counseling, academic counseling, career guidance surveys, psychological tests, and counseling. It is advisable to establish a mentor-professor system, connect mentor professors, and build a network of experts related to majors to provide immediate support according to students' needs. Professional mentor training should be provided to mentor professors. To provide opportunities for students to experience their career paths in advance, early clinical exposure, long-term integrated clinical practice, community-based clinical practice, participation in student research programs, career fairs, and student internship programs are recommended. In South Korea, it is necessary to systematically operate the internship system and make improvements to facilitate optical career choices. Additionally, considering the significant influence of social factors on students' career choices in South Korea, efforts should be made to identify and address the issues related to these social factors.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.4
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• pp.563-570
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• 2009

Purpose: The purpose of this study was to develop specialized mentor program to improve adaptation for new nurses of intensive care unit and to identify the effect of the program on early resignation rate. Methods: The study adopted nonequivalent control group, non synchronized design. Based on the identification of problems and the needs of new nurses, a 6 month specialized mentor program was developed. The program was consisted of three parts; developing knowledge, improving interpersonal relationship and increasing coping competency for emergency situation. Data were collected between July 2006 and 2008 from 37 nurses and the early resignation rate was compared before and after the implementation of the mentoring program. Results: Early resignation rate of the nurses who received the mentor program was significantly lower than that of the nurses who didn't. The resignation rate within 1 year dropped from 44.5% to 8.3%(p=.034). Conclusions: The specialized six month mentoring program was effective in reducing early resignation rate.

• 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.

• The Journal of the Korea Contents Association
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• v.22 no.10
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• pp.261-270
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• 2022

The changing nature of work suggests that people may face the prospect of a career choice including of paid employment, non-work and self-employment, of which the latter implies scope for entrepreneurial activity. The goal of this study is to view the impact of entrepreneurial competency, social support, entrepreneurial role model as an affect to increase the entrepreneurial intention of adult with the purpose of a second career choice. Also, the mediating effect of entrepreneurial mentor is verified. As research methodology, a research model and a hypothesis were set based on prior research and the research hypothesis was proven through a structured survey questionnaire. SPSS 24.0 was used for data analysis. Analysis results are as follows: First, out of entrepreneurial competency, job competency and funding capability had a positive effect on entrepreneurial intentions. Second, entrepreneurial role model had a positive effect on entrepreneurial intentions. Third, in the relationship between entrepreneurial competency, social support, entrepreneurial role model and entrepreneurship intentions, the mediating effect of mentor had significant job competency→mentor→entrepreneurship intention, funding capability→mentor→entrepreneurship intention, entrepreneurial role→mentor→entrepreneurship intention.

• Journal of Contemporary Eastern Asia
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• v.12 no.2
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• pp.49-59
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• 2013

Social media such as Twitter and Facebook have become popular. In the age of social media, many people have become more active online. For example, about half of all global active Internet users are on Facebook (Perry 2012). Personal branding is a very important strategy to build on an individual's strengths, and this kind of branding is expected to contribute to self-actualization. Therefore, the presence of mentors who advise users to discover their own strong points for self-actualization is necessary. In this paper, we propose a personal branding support service, Mentors, which connects mentors and mentees. The core concept is: "Everyone has the face of both a mentor and mentee." The key function is sharing stages of self-analysis in human life design: Determining value, creating a mission, and forming a strategy. From this function, a good match between a mentor and mentee can be found. The program aims to improve human life by understanding the client's strengths and using social media effectively. Future work includes launching Mentors and evaluating its service.

• World Technopolis Review
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• v.6 no.1
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• pp.4.1-4.15
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• 2017

In 1995, the Republic of Korea started to establish Techno Park (TP) in order to develop the regional industry while promoting the balanced development of the land. By 2008, 18TPs were established nationwide and have become cradles for developing local industries. And recently evolved forms of TP such as Daedeok Techno Valley and Pangyo Techno Valley emerged. In addition, 19 Centers for Creative Economy and Innovation (CCEI) were established nationwide and Tech-Incubator Program for start-ups (TIPS) was introduced to support and mentor start-ups. TPs in Korea become bureaucratic in course of time, and the new trial of innovation of TP is needed. In Korea, professional TIPS-accelerators mentoring and investing start-ups have a history of only five years. But they support and mentor start-ups efficiently, and have obtained good results. In this paper, we propose that TP attract TIPS-accelerators actively and collaborate with each other to support and mentor start-ups and SMEs effectively.

• Communications of Mathematical Education
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• v.25 no.1
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• pp.185-205
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• 2011

In this paper, we investigated the mathematical output of a gifted student's independent study. We chose one student who was taking a mentorship course in mathematics at the Gifted Education Center in Chonnam National University, and analyzed the characters of the result which a student showed through the output of independent study and studied the psychological change of a student while he was making a presentation of the results of his study. We found following facts. First, a mentor-independent study improves a mathematical gifted student's inductive thinking and ability to generalize and apply to other cases. Second, presenting a mathematical gifted student's output for mentor-independent study improves his ability of mathematical communication in the abilities of creative problem solving. Finally, there is an increased change in his perception and self-efficacy of mathematics after the presentation.

• Journal of Korea Society of Industrial Information Systems
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• v.20 no.5
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• pp.71-80
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• 2015

In this paper, we propose an efficient method for a university mentor-mentee system to assist the completion of a student's major study in a university. The proposed system connects undergraduate students from a freshman through a senior by the cascade type, and a mentor student in a sophomore or a junior year acts as a mentee at the same time. A mentee can get help not only from his direct senior mentor but also from all his senior mentors. Based on this, all students can be organically connected to each other, and then the students in the department can establish intimate relationships among themselves, which will in turn induce a good learning environment in the major education. The proposed mentoring system has been actually applied to the department students of computer engineering. The questionnaire surveys have been conducted targeting the participated student mentors and mentees, and then the operation results of the proposed system are analyzed in this paper.

• Journal of the Korean Chemical Society
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• v.62 no.6
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• pp.441-452
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• 2018

This study investigated mentor teachers' mentoring types and how the types of mentoring changed throughout the collaborative mentoring program for beginning science teachers who had difficulties in teaching practice. One-on-one mentoring meetings were audio-taped and transcribed for analysis. The result of the study showed that mentors took various roles such as Observer, Critical friend, Provider of feedback, Instructor, Role model, Evaluator, Counselor, and Equal partner. However, if mentoring did not bring about a change in the perception of a science instruction of a mentee teacher, there was no positive change in the teaching of the mentee teacher. Therefore, mentor teacher must have enough time to concretely discuss about mentee teachers' perception of a science instruction, mentoring method, etc. with mentee teacher before mentoring.

• Journal of the Korean Society of Food Culture
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• v.24 no.6
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• pp.702-710
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• 2009

The purpose of this study was to identify the competing values leadership of restaurant general managers and to investigate the impact of their competing values leadership on employee job satisfaction and turnover intention. A sample of full-time restaurant employees (n=360, 36% response) completed an e-mail survey. The results showed that among the eight sub-dimensions of competing values leadership roles, the monitor (4.04), producer (4.01), and director (3.99) roles were perceived as the most frequently used leadership styles of managers compared to broker (3.78), innovator (3.83), and mentor (3.91) roles (p <0.001). Additional T-test results suggested that an employees' gender had an influence on how he/she perceived the leadership style of their manager. Male employees were more likely to perceive that the director and mentor roles (4.19) were performed very well by their managers, while female employees perceived that their managers concentrated more on monitor (3.98) and producer (3.96) roles rather than on broker (3.73) and innovator (3.79) roles (p<0.05). It was found that manager competing values leadership had a significant correlation with employee job satisfaction, and the mentor, coordinator, and innovator manager roles explained the relationship with 42.1% based on multiple regression analysis (p<0.001). In further findings, the manager competing values leadership roles had an effect on employee turnover intention. The results of the data were as follows: mentor and facilitator roles promoted a decrease in employee turnover intention and the director role caused employee turnover intention to increase. Ultimately, this study will be useful for restaurant managers to guide the application of appropriate competing values leadership roles in order to strengthen employee job satisfaction and to reduce turnover intention.