• Journal of the Korean Society of School Health
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• v.22 no.1
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• pp.129-143
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• 2009

An evaluation in school education systems should identify what students achieve and what they do not. Since 2010, if the health education curriculum is provided as a selective course in middle and high school settings, the national health education standards are required because these affect on students' applications of a higher stage of education. It would be better that each school follows their autonomy to evaluate each student's achievement on the health education. In addition, the national health education standards should be set to assess the effectiveness of seven categories in health education. It is hard to achieve good results through 17 hours of the health education per a semester. Therefore, the health education would be better to provide more than 50 hours per a semester, and the 3th graders instead of 5th graders are suitable for taking the health education because they are more flexible to change their lifestyle toward healthier life. There are two categories in the health education, such as "Mental Health" and "Society and Health" which are expanded from originally seven categories of the health education. Moreover, professional training programs for school nurses should be provided because these two categories are relatively a new domain for them. Finally, all elementary middle and high schools have a school nurse to decrease inequal opportunities of the health education between urban and rural area. When these suggestions are all set in school systems, our students' health behaviors will be improved as well as the effectiveness of the health education.

• Journal of Korean society of Dental Hygiene
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• v.19 no.4
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• pp.591-599
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• 2019

Objectives: The aim of this study was to examine the factors influencing empowerment among clinical dental hygienists. Through this study, we suggested to increase the empowerment and find concrete ways to increase the motivation and performance of individuals and organizations. Methods: A self-reported questionnaire was filled out by 202 dental hygienists of clinic from November 8 to December 10, 2018. Data were analyzed using SPSS 20.0. Independent t-test, one-way ANOVA, Scheffe's post-hoc test, and Pearson correlation coefficients were reviewed, and a multiple regression analysis was conducted. Results: Dental hygienists scored 3.33 points on empowerment. The variables that influenced clinical empowerment were job satisfaction, career, monthly income, and preventive treatment. These factors explained 32.3% of the variance in dental clinic hygienists. Conclusions: To enhance the performance of individuals and organizations through increased empowerment, dental hygienists need support to perform more diverse roles, such as providing preventive measures and oral health education, to enhance their professional self-concept and autonomy.

• Journal of Korean Clinical Nursing Research
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• v.29 no.2
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• pp.186-197
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• 2023

Purpose: The purpose of this study was to develop a scale to measure professionalism of clinical nurses and evaluate the reliability and validity of the scale. Methods: DeVellis's scale-development eight steps were applied. The initial items were developed through a literature review and discussion with investigators, and the content validity was verified by seven experts. The data were collected from 250 hospital nurses for exploratory factor analysis and 217 hospital nurses for confirmatory factor analysis. Exploratory and confirmatory factor analyses were utilized to assess the construct validity. Cronbach's ⍺ was used to test the internal consistency reliability. Results: The results of the exploratory and confirmatory factor analyses showed that the scale comprised four factors: professional skill(eight items), sense of ethics (five items), knowledge-seeking activities (four items), and autonomy(three items). The four-factor structure was validated (x 2 =600.85 p<.001, GFI=.88, CFI=.84, RMSEA=.07), and Cronbach's ⍺ for the total scale was .84. Conclusion: The study results showed satisfactory reliability and validity of the professionalism measurement scale for clinical nurses. This scale has potential as an appropriate instrument for measuring clinical nurse professionalism.

• Journal of East-West Nursing Research
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• v.16 no.2
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• pp.179-189
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• 2010

Purpose: The purpose of this study was to investigate the relations among professionalism, organizational commitment and job satisfaction, and to the investigate the influencing factors of organizational commitment and job satisfaction among clinical nurses. Methods: The participants were 386 nurses sampled from Seoul and Gyeonggi provinces. A structured questionnaire was used to collect data, and the data were analyzed by applying t-test, ANOVA, Pearson correlation coefficient, and stepwise multiple regression with SAS 8.12. Results: A positive correlation existed among professionalism, organizational commitment and job satisfaction. Major factors that influenced organizational commitment were job satisfaction, religion, educational status, and a sense of calling (one of the subcategories of professionalism), which explained 54.1%. Major factors that affected job satisfaction were organizational commitment, educational status, and the subcategories of professionalism including a sense of calling, a service to the public, self-regulation and professional autonomy, which explained 60.8%. Conclusion: Based on the findings of this study, the professionalism is one of the critical factors linked to organizational commitment and job satisfaction among clinical nurses. In order to promote organizational commitment and job satisfaction among nurses, an appropriate practical support system, which is applicable to diverse conditions, should be developed and applied in nursing.

• Journal of Christian Education in Korea
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• v.63
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• pp.183-219
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• 2020

The purpose of this study is to find out what their professionalism is and how their expertise grows among Christian alternative school teachers. Professionalism refers to the broad expertise such as specific knowledge, skills, and attitudes needed for a particular profession. The teacher expertise is also closely related to the life cycle of a teacher. The present study collected and analyzed the data using a mixed research method that combined a survey and interview. The survey, which involved 276 Christian alternative school teachers, asked about the current teacher's interest, the importance and retention of each element of professionalism, and, in addition, the level of external efforts and help in developing professionalism. The in-depth interview was conducted on 7 Christian alternative school teachers and identified the meaning of teacher professionalism, teacher quality and competencies, and environment for the professional growth. The results reveal that the professionalism recognized by Christian alternative school teachers is rather complex. It includes communication and relationship, calling and identity in addition to the curriculum and instruction expertise that reconstructs the curriculum from a Christian perspective. It is further found that teachers' decision to respond to the calling, subsequent continuous self-development, the teacher community that embodies such calling and efforts, and the school environment where autonomy and responsibility coexist, are equally important for their professional growth. Thus, in order to promote the professionalism of Christian alternative school teachers more effectively in the future, it would be necessary to provide programs that take the teacher's whole life cycle into account and are also directed to teachers themselves rather than to institutions. Considering the emphasis on the expertise in communication and relations, pre-service teacher education should focus not only on developing subject matter expertise, but also fostering communication and relational skills with students and other school community members.

• Journal of Convergence for Information Technology
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• v.11 no.12
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• pp.148-157
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• 2021

This research aims to adapt and evaluate the validity and reliability of the Korean version of the Interdisciplinary Education Perception Scale (K-IEPS). The original IEPS was translated into Korean according to the World Health Organization's guidelines. A total of 302 questionnaires were collected from healthcare professional students at 4 universities in South Korea. The validity and reliability of the scale were measured using Exploratory Factor Analysis (EFA), Confirmatory Factor Analysis (CFA), Cronbach's alpha, and Intraclass Correlation Coefficient (ICC). As a result of the factor analysis, a ten-item scale with two factors (Competency & Autonomy and Perception of Actual Cooperation) was achieved. Additionally, the Cronbach's alpha coefficient was found to be .87, and test-retest reliability was .83. Our study results show that the Korean version of the IEPS is a valid and reliable instrument. Therefore, the K-IEPS can be used in measuring interdisciplinary perceptions of healthcare professional students between different occupational groups.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.7
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• pp.4404-4415
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• 2014

This study was carried out to verify the relationship between the job satisfaction and turnover intention of nurses working in general hospitals The study included 312 nurses working in three general hospitals located in Gyeoungpook area. The data was collected by a survey using self-administered questionnaires structured from February 25 to March 16, 2013. The level of turnover intention was negatively correlated with job satisfaction and professional position, autonomy, administrative capacity, pay, task requirement. In logistic regression analysis, the adjusted odds ratio of the high risk turnover intention was increased significantly in the lower groups of job satisfaction, job autonomy, administrative capacity and pay than in the higher groups of these items. Hierarchical multiple regression analysis showed that the turnover intention correlated significantly with the education level, subjective sleep evaluation, job career, job position, monthly pay, satisfaction with work, fitness of the job, career choice motives, physical burden of work, and job satisfaction. In addition, there was a negative correlation between the job satisfaction and turnover intention in the studied nurses, which showed that the turnover intention increased with decreasing level of job satisfaction. The variations in the job related characteristics and job satisfaction have a significant influence on the turnover intention.

• Journal of the Korean Dietetic Association
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• v.3 no.1
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• pp.9-22
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• 1997

Purposes of the study were to : (a) measure the levels of job satisfaction, (b) investigate the degree of job characteristics, (c) determine the levels of organizational commitment, (d) investigate relationships between demographic variables and job satisfaction, and (e) examine the relationship between organizational commitment, job characteristics and job satisfaction. Questionnaire was developed and mailed to 300 dietitians who are currently working in school, hospital and industry foodservices. A total of 177 questionnaires were usuable : resulting in a 59% response rate. Results of this study were summarized follows : 1. Approximately half of the respondents(46.9%) indicated that the were 26 to 30 years old. A total of 112 respondents(63.3%) were unmarried. A bachelor's degree was reported as the most common education level(46.9%) while 6.2% of the participants reported a master's degree. Years of employment in professional practices were ranged from 2 to 5. Approximately 40% of the respondents had earned over \900,000 per month. 2. Work itself of the JDI was with the highest job satisfaction mean score followed by supervision, co-workers, wage and promotion. 3. In total job satisfaction score, dietitians in school foodservices were a significant lower than dietitians in industry foodservices and hospital foodservices. 4. A significant relationship was found for demographic factors and four job facets in terms of job itself, co-workers, and promotion. 5. A work itself was the most improtant facet th the dietitian followed by wage and promotion. 6. Task identity of the JCI facets was the most prevalent job characteristics followed by variety, dealing with others, feedback and friendship. 7. Three groups of dietitians had no significant difference in total job characteristics score. 8. A group of dietitians with a higher job satisfaction score had a significant higher score in job variety and job autonomy. 9. Organizational commitment mean score with dietitians was 1.88. 10. Job satisfaction score for five facets and total job satisfaction were significantly correlated with organizational commitment score.11. Job charateristics with job variety, job autonomy, feedback, task identity, friendship were positively correlated with organizational commitment.

• Journal of Korean society of Dental Hygiene
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• v.10 no.6
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• pp.1037-1048
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• 2010

Objectives : The awareness of health care need increasing attention from the public along with changing professional human-resources activity. As there are increasing social demand for the roles and professionalism of dental hygienists, the purpose of this study was to examine the job performance, creativity and organizational climate of dental hygienists by their own self-diagnostic evaluation in an attempt to help enhance their work ability. Methods : According to the data released as August 2008 by the Dental Association and public health centers in Gwangju, 735 dental hygienists worked at 425 dental clinics. The subjects in this study were 156 dental hygienists at 85 dental clinics who were selected by proportionate sampling method from among the dental hygienists. After an interview survey was conducted in person, the answer sheets from 132 respondents were analyzed except 24 incomplete ones. The questionnaire used in this study consisted of 49 items. A five-point Likert scale was used and SPSS 12.0 program was analyzed the data. Results : 1. As a result of checking the types of works, treatment cooperation(54%), and oral health education often(45%), They weren't responsible for preventive treatment(42%). 2. When they made a self-diagnostic evaluation of creativity and organizational climate, they put the highest value on their autonomy(2.21), followed by positive attitude(2.10). Out of seven organizational climate, challenging spirits(2.81) ranked highest, followed by reliability(2.66). 3. Major management eopmubyeol individual creativity compared with three business relationships and a positive attitude in the case of the high group received oral health education and care management services in a group doing the most was General office work and office assistance work in the medical assistance group that was doing business primarily. 4. In the relationship between self-assesment score and three performance duties, Positive difference was noted in the group with positive attitude and elevated autonomy in terms of performing oral health education. Conclusions : As a result, individual creativity and organization of the atmosphere, each detail, through analysis of the self-assessment model, developed guide on the investigation by doing a dental hygienist, a unique business promotion and Enlargement of the study suggested the need to be considered is.

• Journal of Preventive Medicine and Public Health
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• v.37 no.1
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• pp.44-50
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• 2004

Objectives : This study was conducted in order to investigate the professionalism, job stress and job satisfaction in western and oriental doctors in Korea. Methods : The authors conducted a survey using a self-administered questionnaire, conducted between August and September, 2001. The study subjects were 457 western doctors and 161 oriental doctors practicing at local clinics in Daegu City. Results : For the professionalism scale, the score for belief in service to the public of western doctors was significantly higher than that of oriental doctors (p<0.05) whereas the scores for sense of calling to the field and feeling of autonomy were higher in oriental doctors (p<0.01). For the job stress scale, the scores for work factor, and clinical responsibility/decision factor of western doctors were significantly higher than those of oriental doctors (p<0.01). Of the western doctors, 59.7% expressed satisfaction with their job as a doctor, 69.5% responded that the role of a doctor was appropriate to their aptitude, and 61.8% answered that they wouldn't consider other kinds of job even if offered. In case of oriental doctors, these responses were 83.1%, 82.5%, and 82.3%, respectively. Conclusions : The job stress scores of western doctors were higher than those of oriental doctors, but the job satisfaction was lower. The reasons for the above results are not clear. Further studies are required to understand the characteristics of job stress and job satisfaction in doctors.