• Journal of Korean Academy of Nursing Administration
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• v.16 no.1
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• pp.48-58
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• 2010

Purpose: The purpose of this study was to identify the effect of a mentoring program as a strategy for the retention of clinical nurses. Method: Research subjects were 20 mentors, 20 mentees and 22 clinical nurses for a control group of mentees. A mentoring program was developed by an expert committee and applied to the experimental group for six months. Data were collected at three and six months after the application of the program from September, 2008 to March, 2009. Data were analyzed using $x^$-test, t-test, Repeated Measures ANOVA, One-way ANOVA in SPSS/Win 15.0 Program. Results: Job satisfaction, organizational commitment, empowerment, and carrier commitment in the mentees of the experimental group were significantly higher than the nurses of the control group. Intention of resignation in mentees of the experimental group were significantly lower than the nurses of the control group. Also, there were significant interaction between the groups and the times of measurements in all variables. Conclusion: The mentoring program showed positive impact on the variables for maintenance of clinical nurses. Recommendation: Based on these findings, retention strategies using mentoring programs were recommended to reduce clinical nurses' resignation and improve the competency of clinical nurses that leads to the productivity of nursing organizations.

• KDI Journal of Economic Policy
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• v.40 no.2
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• pp.75-96
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• 2018

Recently, the government has been pursuing various policies to create new industries and jobs through the invigoration of start-ups. For the sustained growth of start-ups, it is necessary to look not only at the supply of risk capital but also at policies for venture capital firms that nurture and foster start-ups. The purpose of this study is to estimate the effects of the nurturing and fostering role of risk capital, such as mentorship on the performance of start-ups, and to do this we analyzed the effects, as a newly introduced form of venture capital, of mentoring by an accelerator and investor ties on the performance outcomes of start-ups. We find that mentoring and investor ties for start-up enterprises positively influence follow-up investment in start-ups. In addition, this study finds that with a younger CEO of a start-up, it is more likely that the performance of the start-up will improve. Meanwhile, when examining increases in employment as a measure of the business performance of start-ups, mentoring and investor ties are found to have a positive effect on the increase of employment at start-ups. These results suggest that there is a need to promote policies that strengthen the mentoring role of venture capital in Korea's equity finance policies and in the government's SME support policies.

• Korean Journal of Occupational Health Nursing
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• v.27 no.4
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• pp.247-256
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• 2018

Purpose: This study aimed to identify the influence of nurses' resilience and anger expression styles on their nursing work performance in emergency departments. Methods: The study included 107 nurses from 5 hospitals in Seoul and Gyeonggi-do who consented to participate. Data ware collected from March to April 2016. Multiple regression analysis was used to identify factors influencing nurses' performance. Results: Nurses' performance was higher when resilience was high and anger expression was low. The result of the multiple regression indicated that present working years in the emergency room, work satisfaction, anger expression, anger control, and resilience predicted 39.4% (F=7.27, p<.001) of the nursing performance of hospital nurses in emergency departments. The most powerful predictor was resilience (${\beta}=.45$, p<.001), followed by anger-out (${\beta}=-.25$, p=.006). Conclusion: This study showed that the most influential variables of work performance in emergency nurses ware resilience and anger expression. To enhance the nursing performance of hospital nurses in emergency departments, it is necessary to develop and implement mentorship programs that enhance resilience and educational programs that help them manage their anger.

• 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 The Korean Association of Information Education
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• v.20 no.2
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• pp.171-178
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• 2016

I will introduce robotics education, Novel Engineering, STOMP have hosted in CEEO at Tufts University. CEEO is a leading center for Robotics Education in all over the USA. So far lots of universities and centers have adopted these programs. CEEO have hosted many workshops for students and teachers every summer vacation. And Simple Robotics course is required for every Engineering department freshmen. Novel Engineering(NE) is not familiar to us. I think that NE will be a good tool for integrating reading literacy and engineering. When teachers design a engineering class, members of STOMP help teachers achieve the goals of class. Software Education has been widely spreaded for last several years in South Korea. If our country adopts these programs government-widely. I think that It will be able to contribute to foster SW-talented persons.

• Journal of Gifted/Talented Education
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• v.14 no.1
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• pp.29-46
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• 2004

This study investigated a 7-week summer science research apprenticeship program for gifted high school students in U.S. The purpose of the study was to examine the reasons why the high school student participated in the program, the students' perceptions on the benefits of the apprenticeship program, and to investigate mentors' perceptions on assessment and mentorship of the students' projects. For this study, laboratory works and group meetings were observed, students' journal and research products were analyzed, and interviews were administrated with student apprentices and some mentors. The result revealed that the main reasons of students' participation were to perform research with university professionals, to understand the scientific research, and to explore their college/career decisions. Students' participation was strongly associated with their internal motivation and interests. The students perceived the benefits of the apprenticeship program as providing them with the experience of the nature of real scientific research, of learning of scientific knowledge on the focus area, and wiser college/career decisions. Students' projects were assessed and guided through on-going interactions and cognitive apprenticeship between mentors and student apprentices.

• Safety and Health at Work
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• v.9 no.2
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• pp.172-179
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• 2018

Background: Insufficient training in infection control and occupational health among healthcare workers (HCWs) in countries with high human immunodeficiency virus (HIV) and tuberculosis (TB) burdens requires attention. We examined the effectiveness of a 1-year Certificate Program in Occupational Health and Infection Control conducted in Free State Province, South Africa in an international partnership to empower HCWs to become change agents to promote workplace-based HIV and TB prevention. Methods: Questionnaires assessing reactions to the program and Knowledge, Attitudes, Skills, and Practices were collected pre-, mid-, and postprogram. Individual interviews, group project evaluations, and participant observation were also conducted. Quantitative data were analyzed using Wilcoxon signed-rank test. Qualitative data were thematically coded and analyzed using the Kirkpatrick framework. Results: Participants recruited (n = 32) were mostly female (81%) and nurses (56%). Pre-to-post-program mean scores improved in knowledge (+12%, p = 0.002) and skills/practices (+14%, p = 0.002). Preprogram attitude scores were high but did not change. Participants felt empowered and demonstrated attitudinal improvements regarding HIV, TB, infection control, and occupational health. Successful projects were indeed implemented. However, participants encountered considerable difficulties in trying to sustain improvement, due largely to lack of pre-existing knowledge and experience, combined with inadequate staffing and insufficient management support. Conclusion: Training is essential to strengthen HCWs' occupational health and infection control knowledge, attitudes, skills, and practices, and workplace-based training programs such as this can yield impressive results. However, the considerable mentorship resources required for such programs and the substantial infrastructural supports needed for implementation and sustainability of improvements in settings without pre-existing experience in such endeavors should not be underestimated.

• Journal of Korean Clinical Nursing Research
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• v.26 no.2
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• pp.186-197
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• 2020

Purpose: The purpose of this study was to develop a program for reinforcing the resilience of new nurses and relation-oriented organizational culture. Methods: An Intervention Research (IR) model was used to develop a program. Literature review, focus group interviews with nurses and need surveys were conducted from August to December 2018. Based on the results of the investigation, the researcher developed the content of a program. The program was revised by nurse managers for the content validation. Results: According to the results of the need surveys, 58.8% of the participants thought relation-oriented culture was the most ideal, and 61.8% of the participants wanted to participate in a program for organizational culture improvement. In the focus group interview, not only new nurses but also wards and nursing organizations should be a target subject of the program. Reinforcement of resilience and relation (3R) program was developed as a one-year course, which includes a 'mentor-mentee' program and a 'thanks' program. Conclusion: It would contribute to improving the resilience of new nurses and creating a relation-oriented organizational culture by 3R program. The 3R program could play a role as expanded program from an existing pragmatic short-term training program for improving the competencies or communication skills of new nurses.

• Journal of Gifted/Talented Education
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• v.15 no.1
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• pp.85-102
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• 2005

Some properties on the mathematical hyper-dimensional figures by 'the principle of the permanence of equivalent forms' was investigated. It was supposed that there are 2 conjectures on the making n-dimensional figures : simplex (a pyramid type) and a hypercube(prism type). The figures which were made by the 2 conjectures all satisfied the sufficient condition to show the general Euler's Theorem(the Euler's Characteristics). Especially, the patterns on the numbers of the components of the simplex and hypercube are fitted to Binomial Theorem and Pascal's Triangle. It was also found that the prism type is a good shape to expand the Hasse's Diagram. 5 mathematically gifted high school students were mentored on the investigation of the hyper-dimensional figure by 'the principle of the permanence of equivalent forms'. Research products and ideas students have produced are shown and the 'guided re-invention method' used for mentoring are explained.

• Archives of Plastic Surgery
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• v.51 no.1
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• pp.139-145
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• 2024

Background Applying into plastic surgery (PS) is competitive. Lacking a home residency program (HRP) is another barrier. Our goal is to characterize challenges faced by PS applicants without HRPs and identify solutions. Methods Surveys were designed for current integrated PS residents and applicants in the 2022 Match without HRPs. Surveys were distributed electronically. Only U.S. allopathic graduate responses were included. Results Of 182 individuals surveyed, 74 responded (39%, 33 residents, 41 applicants). Sixty-six percent reported feeling disadvantaged due to lack of an HRP. Seventy-six percent of applicants successfully matched. Of these, 48% felt they required academic time off (research year) versus 10% of unmatched applicants. Ninety-seven percent of matched applicants identified a mentor versus 40% of unmatched applicants (p < 0.05). Matched applicants identified mentors through research (29%) and cold calling/emailing (25%). Matched versus unmatched applicants utilized the following resources: senior students (74 vs. 10%, p < 0.05) and social media (52 vs. 10%, p < 0.05). Among residents, 16 had PS divisions (48%). Thirty-six percent with divisions felt they had opportunities to explore PS, compared with 12% without divisions. Residents without divisions felt disadvantaged in finding research (94 vs. 65%, p < 0.05), delayed in deciding on PS (50 vs. 28%), and obtaining mentors (44 vs. 35%) and letters of recommendation (31 vs. 24%). Conclusion PS residents and applicants without HRPs reported feeling disadvantaged when matching. The data suggest that access to departments or divisions assists in matching. We identified that external outreach and research were successful strategies to obtain mentorship. To increase awareness for unaffiliated applicants, we should increase networking opportunities during local, regional, and national meetings.