• The Journal of Korean Academic Society of Nursing Education
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• v.15 no.1
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• pp.22-31
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• 2009

Purpose: The aim of the study was to investigate nursing students' awareness of nursing and future career according to school years and gender. Method: Data was collected using a self-report questionnaire from October to December, 2007. Participants were 279 second year and 250 fourth year nursing students from 6 universities located in Seoul, Gyeonggi-do, Chungcheong-do, Gangwon-do, Jeonla-do, and Gyeongsang-do. Result: 1) The senior showed higher scores in 'a job with plenty of spare time', and 'good possibilities to be promoted' than the sophomore. Otherwise the senior students showed lower score in 'possibilities for part-time working' than the sophomore. 2) The senior showed higher scores in 'cooperative relationship', 'physical health', and 'contribution to nursing' than the sophomore. But in 'nursing skill', the senior showed lower score than the sophomore. 3) There were significant differences in wanting department, wanting graduate school, and major obstacles for the longer working between the sophomore and senior. 4) Male students were lower academic performance than female. 5) There were significant differences 'a job with social reputation', and 'contribution to nursing' by gender. Conclusion: These results suggest it's important that nursing educators make nursing students improve their job professionalism and guide nursing students' future career in view of students' gender and school year.

• Asian Oncology Nursing
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• v.6 no.1
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• pp.3-14
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• 2006

Purpose: This study was designed to develop job description for Korean oncology APNs and assess importance, frequency, and difficulty for each of task elements listed on the job description. Method: Twenty-four oncology APNs or professors working at cancer centers or universities in Korea were enrolled in this study. They were asked to complete the questionnaires about frequencies, importances, and difficulties on the task elements for the APNs which had developed through a DACUM method. Descriptive statistics were produced by using SPSS WIN 10.0. Result: The job description of oncology APNs was identified 5 duties, 44 tasks, and 110 task elements. As for the all five duties, the average scores of the frequency, importance, and difficulty were 2.57, 2.25 and 2.52. And the role of educator was shown as the most important duty of the oncology ANPs, whereas the role of administer was the least. And the role of consultant was the most frequently performed by the oncology APNs. Conclusion: In this study, we could recognize the reality of oncology APNs' performances having wide spectrum from medical to nursing disciplines. For further verifying and improving performance, we need more precisely designed studies with more representative subjects.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.9
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• pp.3856-3868
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• 2011

Until recently, research trend in real estate has been focused on real estate market and the market analysis. But the studies on real estate training program development for real estate agents to improve their job performance are relatively short in numbers. Thus, this study shows empirical analysis of the needs for the training programs for real estate agents in Cheonan to improve their job performance. The results are as follows. First, in the survey of asking what educational contents they need in order to improve real estate agents' job performance, most of the respondents show their needs for the analysis of house's value, legal knowledge, real estate management, accounting, real estate marketing, and understanding of the real estate policy. This is because they are well aware that the best way of responding to the changing clients' needs comes from training programs. Secondly, asked about real estate marketing strategies, most of respondents showed their awareness of new strategies to meet the needs of clients. This is because new forms of marketing strategies including internet ads are needed in the field as the paradigm including Information Technology changes. Thirdly, asked about the need for real estate-related training programs, 92% of the respondents answered they need real estate education programs run by the continuing education centers of the universities. In addition, the survey showed their needs for retraining programs that utilize the resources in the local universities. Other than this, to have effective and efficient training programs, they demanded running a training system by utilizing the human resources of the universities under the name of the department of 'Real Estate Contract' for real estate agents' job performance. Fourthly, the survey revealed real estate management(44.2%) and real estate marketing(42.3%) is the most chosen contents they want to take in the regular course for improving real estate agents' job performance. This shows their will to understand clients' needs through the mind of real estate management and real estate marketing. The survey showed they prefer the training programs as an irregular course to those in the regular one. Despite the above results, this study chose subjects only in Cheanan and thus it needs to research more diverse areas. The needs of programs to improve real estate agents job performance should be analyzed empirically targeting the real estate agents not just in Cheonan but also cities like Pyeongchon, Ilsan and Bundang in which real estate business is booming, as well as undergraduate and graduate students whose major is real estate studies. These studies will be able to provide information to help develop the customized training programs by evaluating elements that real estate agents need in order to meet clients satisfaction and improve their job performance. Many variables of the program development learned through these studies can be incorporated in the curriculum of the real estate studies and used very practically as information for the development of the real estate studies in this fast changing era.

• The Journal of Korean Institute for Practical Engineering Education
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• v.4 no.2
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• pp.116-121
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• 2012

One of the most important object in youth employment academy is to resolve the job mismatch of youth unemployment through industry oriented human resource development for which company oriented capacity building program for graduate-to-be and graduate is supported. The major characteristic of this program is to compose a network of operation organization, involved company, involved university and trainee, among those the role of operation organization is most important. The operation organization in youth employment academy is supposed to be evaluated by the last employment rate after 6 months to the day following the programs of the year completion. So performance indicator for the operation organization is needed in selecting the operation organization of the next year youth employment academy, which means a kind of mid-term evaluation. In this research, the concept of development of performance indicator for the operation organization in youth employment academy is introduced and major performance indicator are suggested.

• Korea Trade Review
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• v.46 no.6
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• pp.73-92
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• 2021

Small and medium-sized enterprises (SMEs) account for a large proportion of the total number of enterprises in many countries. The development of SMEs has contributed to job creation and economic benefits. Every government has formulated active diversification strategies to promote the export market of SMEs, but the performance of export capabilities remains insufficient. The primary purpose of this study is to examine the effectiveness of export credit insurance in promoting SME export performance in Canada. Using data from 2008-2017, the augmented Dickey-Fuller (ADF) model to test the stationarity of the concerned variables and the error correction model (ECM) and autoregressive distributed lag (ARDL) cointegration test to empirically investigate the cointegration relationship between the research targets. The results represent the positive and critical impact of export relative price and domestic demand pressure on Canada's export performance, and the negative impact of the export volume index at a significant level. Regrettably, the impact of export credit insurance on the export performance of Canadian SMEs is considered exaggerated overall. In view of this result, it is necessary for the Canadian government to enact policies based on the current market status. And enhance confidence among SMEs to begin exports and diversify their markets rather than focusing only on the domestic or US market, especially given the impact of COVID-19. From the case of Canada, Korean government can attempt to learn from them to conduct more efficient strategies for SMEs.

• Journal of Korean Clinical Nursing Research
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• v.25 no.3
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• pp.237-250
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• 2019

Purpose: The aim of this study was to investigate the satisfaction of newly graduated nurses with educational programs and their experiences in role transition. Methods: Data were collected from November 1 to December 15, 2018 and 483 new graduate nurses working at 15 tertiary hospitals and 10 general hospitals participated. For data collection, self-report questionnaires including the Casey-Fink Graduate Nurse Experience Survey tool and satisfaction with education were used. Data were analyzed using descriptive statistics, t-test, and one-way analysis of variance. Results: Satisfaction with education ranged from 3.09 to 3.27, and satisfaction with preceptors was 3.45(maximum 4). The skill that new nurses ranked as most difficult during the first 3 months was charting/documentation, and throughout a whole year, the top 4 difficult skills were cardiopulmonary resuscitation/emergency response, ventilator care, end-of-life care, and prioritization/time management. In comfort/confidence, new graduates felt most comfortable with support and least comfortable with patient safety. More than 50 percent of new graduates experienced stress during role transition, and the most frequently experienced stressors were related to job performance and personal life. Levels of satisfaction with education and comfort/confidence differed according to the hospital type and number of preceptors for new nurses. Conclusion: In order to facilitate the transition of new graduate nurses to professional nurse, an extended period of education, systematic and standardized transition programs, and continuous support during the first year of practice are required.

• The Journal of Society for e-Business Studies
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• v.18 no.2
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• pp.257-277
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• 2013

Those studies in the field of Management Information Systems and the Success Model of the DeLone and McLean's Information Systems suggest that some factors related to information systems should be developed and operated to affect the performance of the user's personal and companies through the introduction and use of corporate information systems. The purpose of this study is put on searching for some factors which impact on user satisfaction about the customer information management systems of call center. We did conduct on a survey of 539 people who are working as a call center counseling employees as setting up a structural equation model which reflects previous research on working environment and job satisfaction, and modified DeLone and McLean's information system success model. The results of this study are as follows. First, seven of the eleven hypotheses that three quality of the information systems might be affecting working environment, job satisfaction, user satisfaction were adopted Second, we confirmed that the working environment works as a the partial mediation and the quality of services works as a fully mediation between system/information quality and users' satisfaction. The implications of this study are that it is necessary not only to make a good working environment but also to keep improving it in order to boost the operational performance of information systems in the future.

• Journal of Korean Academy of Nursing
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• v.31 no.5
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• pp.781-792
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• 2001

Professional nurse Autonomy is an essential attribute of a discipline striving for full professional status. Purpose: This study was to clarify the concept of professional nurse autonomy to provide basic data needed for development of professional autonomy enhancing strategies. Method: This study use the process of Walker & Avante's concept analysis based on Wade's research (1999), and field data of 21 nurses. Results: Professional nurse autonomy is defined as competency and creative performance of the professional nurse in practice, to decide independently or interdependently nursing activities and to be had accountable for results of decisions, that reflect advocacy and caring. It was identified that critical attributes include responsible discretionary decision making, collegial interdependence, initiative, creativity, and caring, advocacy, cooperative relationship with clients, receptive capacity to others, activeness, self confidence, and devotion and responsibility to their profession. Antecedents include personal characteristics, educational background, experience and structural characteristics that enhance professional nurse autonomy. Consequences of professional nurse autonomy are feelings of self-efficacy, empowerment, job satisfaction, reduction of intention to leave their job. Conclusion: According to these results, it is recommended that the curriculum provides an environment for learning professional nurse autonomy, and that is used as basic data to develope strategies to enhance professional autonomy of nurse in practice and it's effects

• Journal of muscle and joint health
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• v.25 no.1
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• pp.12-20
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• 2018

Purpose: The purpose of this study was to compare the role conflict, emotional labor, and nursing performance outcomes among nurses in comprehensive nursing care service wards and general wards. Methods: Data were collected 10 hospitals located in B city that operated a comprehensive nursing care service for more than one year. A total of 237 nurses were included in this study: 118 in comprehensive nursing care service wards and 119 in general wards. Data were collected using questionnaires and statistically analyzed with $x^2$ test and t-test. Data were analyzed using SPSS win 22.0 program. Results: Role conflict was lower among nurses in comprehensive nursing care wards than in general wards, and the difference was statistically significant. Conclusion: Therefore, organizational support interventions, such as sufficient understanding of others' roles and on-the-job training on nursing, should be planned to reduce role conflict and emotional labor, and systems and policies should be established to improve nursing performance outcomes.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.13 no.2
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• pp.51-61
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• 2018

As Korean society becomes more matured, more people consider trust valuable, as a social capital. Researchers introduced trust literatures focusing on public policy, sociology than business. In this paper, it is empirically analyzed how Organizational Justice, Shared Values, Organizational Trust, 3 dimensions of social capital explained by Nahapiet & Ghoshall, together with Job Satisfaction and Innovative Behavior, as a proxy of performance at the organizational level. The results of this study are as below. Firstly Organizational Justice, consisted of 4 sub-variables of Distributional Justice, Procedural Justice, Interpersonal Justice and Informational Justice, classified by Colquitt, affects Job Satisfaction positively. Secondly Shared Values, consisted of 2 sub-variables of CEO's Core Value and Organizational Culture, availing Competing Value Model of Cameron & Quinn, affect Job Satisfaction positively. Thirdly Job Satisfaction, consisted of 2 sub-variables of economical satisfaction and self-efficacy, affects Innovative Behavior positively. Lastly Organizational Trust has mediating effect on the relationship between Job Satisfaction and Innovative Behavior. However, while the direct effect of Job Satisfaction on Innovative Behavior shows 69%, the indirect effect of Organizational Trust on Innovative Behavior shows 31%, which may not be ignorable. Furthermore in case of smaller organization with less than 30 members, the indirect effect of Organizational Trust shows 64%, comparing to 36% of direct effect of Job Satisfaction. This study was able to confirm that organizations need to maintain Organizational Trust as much as they strive to increase Job Satisfaction through securing Organizational Justice and Shared Values in order to effectively increase Innovative Behavior. For small organizations with less than 30 members, they can never achieve Innovative Behavior without Organizational Trust. Conclusively it is acknowledged that Organizational Trust is the most important prior condition for innovation and long-term survival of SME ventures.