• Journal of Korean Public Health Nursing
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• v.30 no.2
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• pp.274-287
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• 2016

Purpose: The purpose of this study was to examine the effects of Motivational Interviewing(MI) training program on communication skill and self-efficacy of home visiting nurses(HVNs). Methods: This study has a mixed-methods design that includes a one-group pre-post test study and focus group interviews(N=23). From April 16th to June 11th in 2014, total six two-hour sessions of MI training program were provided to the participants. The quantitative outcomes were collected using Global Interpersonal Communication Competence Scale(GICC-15) and Self-efficacy Scale, and the qualitative data were obtained by 5 focus group interviews. Group pre-post changes were evaluated by paired t-tests and the qualitative data were analyzed by content analysis method. Results: MI training program led to significant enhancement in communication skills(Z=-3.62, p<.001) and self-efficacy(Z=-3.67, p<.001). The qualitative study revealed that the participants had positive experiences to express empathy, support self-efficacy, and respect autonomy for their clients applying reflective-listening and affirmation skill. Conclusion: The HVNs who participated in the MI training program showed improved communication skills and self-efficacy in the quantitative and qualitative studies. A randomized clinical trial is needed to confirm the value of MI training program for HVNs.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.6
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• pp.2506-2514
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• 2011

The research object is stepwise process of absorptive capacity is important factor to get the successful result of technology commercialization training program. We analyze the relationship between absorptive capacity and educational performance with empirical study to the students who attended the technology commercialization training program. Results show that potential absorptive capacity has positive effect on realized absorptive capacity. Realized absorptive capacity also has the positive effect on educational performance. We conclude the successful technology commercialization training program is based on the stepwise process of absorptive capacity. That means technology commercialization training program will set up based on not functional but stepwise process. Further more, technology commercialization training program must be practical, focusing, interdisciplinary, and repetitive courses.

• Journal of Korean Academy of Nursing
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• v.35 no.4
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• pp.745-753
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• 2005

Purpose. The purposes of this study were to 1) describe the type and frequency of aggressive behavior of cognitively impaired nursing home resident, 2) develop a caregiver training program on prevention and management of aggressive behavior, 3) examine the effects of caregiver training program on the incidence of aggressive behavior of cognitively impaired nursing home resident, and 4) examine the effects of caregiver training program on nursing staff's aggressive behavior management skills. Methods. One-group, time series, quasi-experimental design with a pre-test and two post- tests was used. Data were collected from cognitively impaired home residents (N = 32) and nursing staff (N = 36) in a proprietary nursing home using Ryden Aggression Scale I, II, and Aggressive Behavior Management Scale. Data were entered and analyzed by descriptive statistics and repeated measures ANOVA. Results. Incidence of aggressive behavior was high with a mean score of 3.09 (SD = 3.11) at baseline. Caregiver training program was developed based on Progressively Lowered Stress Threshold (PLST) model and gerontological and psychiatric literature. The mean scores of aggressive behavior at baseline, Post I, and II did not differ significantly although the difference approached to the significant level (F = 2.925, p = .066). Nursing staff's aggressive behavior management skills increased at Post I, and at Post II when compared to baseline, and the difference was significant (F=12.736, p=<.00l). Conclusion. Caregiver training program showed potential impact on reduction of aggressive behavior in elders with cognitive impairment and was effective in increasing nursing staff's aggressive behavior management skills.

• The Journal of Korean Physical Therapy
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• v.26 no.6
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• pp.430-435
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• 2014

Purpose: The objective of this study was a virtual reality-based balance training program effective for improvement in physical function, examined the balance ability and fall efficacy of elderly women with experienced falls, intending to examine the program's usefulness as an exercise program to prevent the recurrence of a fall. Methods: The participants were 30 elderly women aged 65 or older who met the conditions. The participants were randomly assigned to either a balance training group (BT) or a virtual reality-based balance training group (VT) and received the training three times per week, 30 minutes per day, for six weeks. To measure static balance, the Tetrax Portable Multiple System (Tetrax Ltd, Israel) were used. To measure dynamic balance, the Berg Balance Scale (BBS) and functional reach test (FRT) was used, and regarding fall efficacy, the Korean Fall Efficacy Scale (K-FES) was used. Results: Tetrax significantly improved after the intervention in both the BT group and the VT group (p<0.05). The comparison between the two groups was not significantly. BBS and FRT result significantly improved after the intervention in both the BT and VT groups (p<0.001), while K-FES was significantly ameliorated in the VT group only (p<.05). Comparing the groups, there were more significant changes in the BBS (p<0.05) and FRT (p<0.01) result of the VT group than the BT group. Conclusion: A virtual reality-based balance training program is considered to be usable as an exercise program to prevent recurrence of falls in elderly women.

• The Journal of the Korea Contents Association
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• v.12 no.4
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• pp.263-272
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• 2012

In an attempt to analyze the policy priority on civil servant's education training policy as human resource management in this study, a positive analysis with the experts using AHP method was conducted. Summarizing the outcome of the study; First, in terms of relative priority of the evaluation elements by sector, the education training operation system, among education training program, education training evaluation, and education infrastructure, was analyzed as the most important element. Second, as a result of analyzing the priority of detail sectors of civil servant's education training, Action learning education program was proved to be the top priority project education training program aspect and education training operation system was also evaluated as the top priority project in education training agency budget expansion aspect, education training and personnel administration link was evaluated as the top priority project education training evaluation, and trainer secure was proved to be the top priority education infrastructure. Such outcome of the project is expected to make commitment for evaluating the civil servant's education training policy.

• Asian-Australasian Journal of Animal Sciences
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• v.15 no.9
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• pp.1348-1353
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• 2002

The purpose of this study was to evaluate the changes and readjustment capacity in the hematological characteristics of the horse during and after a prolonged training program. One pony and two hot-blooded horses were used in this study. Resting or basal blood parameters were assessed by collecting blood samples of the animals for 1 to 2 months prior to start of the training program. Each animal was subjected to arbitrary exercise for 30 min by an automatic hot trotter and was bled at 0, 15, 30, 45 (15 min of recovery), 60 (30 min of recovery), and 75 min (45 min of recovery) after onset of exercise. All animals were exercised 3 times a week over a fivemonth period. Hematological parameters including average white blood cell counts (WBC, ${\times}$$10^3$/$\mu$l), erythrocyte concentrations (RBC, ${\times}$$10^6$/$\mu$l), hematocrit (HCT, %), mean corpuscular volume (MCV, fl), number of platelets (PLT, ${\times}$$10^4$/$\mu$l), hemoglobin concentration (Hb, g/dl), mean corpuscular hemoglobin (MCH, pg), and mean corpuscular hemoglobin concentration (MCHC, g/dl) were analyzed using an automatic cell counter. All animals showed that RBC, WBC, and HCT were significantly (p<0.05) increasing from 7.09, 8.55, and 43.5 to 8.11, 9.67, and 49.5, respectively, during the 30 min of exercise and were back to or lower than the initial basis (resting and 0 min) 30 min after exercise. However, no significant differences were detected in MCV (50.3-51.3 fl), MCH (17.2-17.4 pg), and MCHC (33.7-34.4 g/dl) values (p>0.05) regardless of the training periods. Similar trends were observed after 1, 3, 4, and 5 months of training when compared to the resting state. When these parameters were analyzed by the effect of training periods (month), mean WBC concentrations significantly reduced in the fourth and fifth month after onset of training compared to that in resting condition or the first month of training program (p<0.05). The RBC values elevated at the second month (9.40) and reaching a significantly low level (p<0.001) at the fifth month (8.62) after training compared to the first month of training (7.89). In conclusion, a mild training program enhances blood parameters gradually in both the horse and the pony. Therefore, an optimized training program is beneficial in promoting the endurance performance of the horse.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.11 no.2
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• pp.213-219
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• 2004

Purpose: This study was done for the purpose of comparing death orientation scores of nurses before and after a hospice training program. Method: The participants were 56 nurses who completed the hospice training program at C university in Kwang Ju city. The data were gathered from October 2001 to December 2002 by questionnaire. The data were analyzed by using frequency, paired t-test, ANOVA and Pearson's correlation coefficients. Results: The mean scores for death orientation before and after hospice training were mid range scores of 57.2 and 57.0 respectively and this difference was not significant. The death orientation score before hospice training was significantly different according to the 'work place (F=3.16, p=.033)' of nurses but after the hospice training there was no significant difference for any of the general characteristics. The death orientation scores before and after hospice training showed no correlation with the religiosity score either. Conclusion: Considering the mid range scores and the lack of significant difference after the intervention, this study shows that there is a need to analyze the content of hospice education programs and the need to change death orientation. This is especially true when the participants are professional hospice nurses who are being prepared to give care to people who are dying. In order to develop more appropriate programs there is a need to examine the process by which nurses come to view death more positively.

• Journal of The Korean Society of Integrative Medicine
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• v.6 no.2
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• pp.45-57
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• 2018

Purpose : This study was conducted to evaluate the effects of an task oriented training program combined with action-observation on balance and gait ability of patients with chronic stroke. Method : The subjects of this study were 30 patients with hemiplegia who agreed to participate and were picked up. Participants were randomly divided into equal groups; namely, an experimental group that underwent task oriented training combined with action-observation for at least 30 minutes/day for 6 weeks and a control group that underwent general task-oriented training. Patients' balance was assessed using the Sway Length, Sway Area and Limit of Stability test. In addition, gait ability was assessed using the 10 Meter Walking Test to measure the taken to walk 10 meters. Gait time and speed taken to walk 10 meters were used to examine gait ability. Results : There were significant improvements in the subscales of the balance and gait ability test of those who participated in the action-observational training program, while the control group showed only significant changes in the evaluation items of the sway length in eyes opened condition and gait time. Conclusion : Therefore, Action-observational training program effectively improved the balance and gait ability in patients with stroke.

• Korean Journal of Construction Engineering and Management
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• v.17 no.6
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• pp.31-39
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• 2016

This study aims to give suggestions based on survey to improve the quality of Global Construction Engineer Training Program in line with the government goals. The domestic construction industry in Korea has kept shrinking, whereas the global construction market is forecasted to keep expanding in the future. It has become an urgent task to be taken up for construction contractors and engineering firms so as to improve their capacity, in particular, in the fields of planning, management, finance as well as engineering. To deal with the lack of capacity of the domestic engineers and to help them emerge as global players in the competitive overseas construction market, the Ministry of Land, Infrastructure and Transport of the Korean government has designed a program called 'Global Construction Engineer Training Program.' The eligible target of the training program is mid-career professionals who are working for the construction contractors or engineering firms. To draw suggestions for this program, an importance-satisfaction analysis is conducted to evaluate the effectiveness of the training program implemented by the S University. The S University, along with C University, was selected as an implementation organization of the program in 2014 by the government. Through an email survey, the participating students in the program were asked questions on the importance and satisfaction against 17 indicators classified into 5 categories: instruction method, professional knowledge of instructors, contents of program, curriculum, and facility and environment. The survey results show that students are satisfied with the overall quality of the program, but it was also found that they want the program opens more coursework on practical application of knowledge, case studies, and global networking.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.3
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• pp.333-345
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• 2000

The health care environment becomes more competitive every day. It has fallen to nurse managers - from vice presidents of patient care to nurse managers and their assistants - to recruit and develop a workforce that successfully meets the needs of both patients and the organization. This means employees who demonstrate advanced critical thinking skills, creative problem solving, and sound decision making skills combined with clinical skills and patient advocacy. The environment which nurse managers create and the way they relate to their workforce, are pivotal to organizational viability. Especially leadership of first -line nurse managers contributes to the success of their organizations. First-line nurse managers are deserved to be one of the most administrative supervisors through the middle stratum in a hospital organization as being a manager in the field service if assessed from the overall aspects of hospital, as being an interim managers in the nursing department as well as being a supreme supervisor in a unit in terms of an organizational structure in the hospital. Similarly, as a compete leader, the first-line nurse managers have not only a professional which is qualified to perform a role of appropriate coordination with medical staff and key personnel but also hold an important key position a being responsible for performing his or her given role. The first-line nurse manager is expected to manage human and fiscal resources in ways not required before. While an identified need for well-prepared first-line nurse manager continues to plague the profession, first-line nurse managers often have difficulty providing the leadership required. The need leadership training to function effectively in their positions. But we hardly find a useful leadership training program for first-line nurse managers, therefore the purpose of this study was to developed the leadership training program for them. The steps of leadership program development were below: 1st step, 2 studies were done before develop a leadership program. One was done to ask to first-line nurse managers what they want to learn through leadership training, the other one was to ask the staff nurses what their opinions are for their first-line nurse managers leadership. 2nd step was searching other leadership programs contents. The results of this study were below: The total amount of hours is 24. Leadership training program contents are : Future of nursing profession (210min), understanding basic factor's of leadership and leadership theories(310 min), self understanding as first- line nurse managers(320 min), basic principle and practice of interpersonal relationship(210 min), assertiveness training, conflict management (180min), and group study(210min). This is challenging time to be a leader, especially in nursing. As nurse managers look toward the new millennium, it seems as through the same struggles are ahead that are behind. So nurse managers need to embrace change with a positive attitude. They need to demonstrate risk taking and support it in their staffs. All these things are possible that after they participate the leadership training program.