• 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.

• Fire Science and Engineering
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• v.25 no.2
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• pp.71-79
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• 2011

Since 2008 Korea's fire administration has recognized the importance of human resources by introducing a mentoring system for new employees. This mentoring program is helping new employees adapt to the organization quickly and effectively. In addition, prevention inspectors are improving their job ability and expertise by ensuring the mentoring system has been introduced and operated. However, the current operating and fire officials mentoring system has a variety of problems including lack of expertise on the part of the mentors, deficiency of the legal system, lack of mentoring for information and materials, and lack of compensation, and formal mentoring training for mentors. In this study, the fire officials' mentoring system analysis and previous studies on the fire officials' mentoring functions will be analyzed to determine its effect on job performance. Results of this study of fire officials' job ability show that the variables that affect the mentoring program include the role model, business achievement, teaching method, attitude, interest, and achievement.

• Journal of Creative Information Culture
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• v.6 no.3
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• pp.199-207
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• 2020

In this study, the case of capstone design course operation for the execution of SW development-oriented projects in the field of computer engineering is presented, and a 3-tier capstone design model is proposed through the case. Recently, most engineering departments operate capstone design classes, but in many cases, capstone design courses are generally operated in the graduation year. Students taking these capstone design courses are experiencing difficulties in the process of actually coding and implementing together with the collaboration process according to the team project class operation, but before these difficulties, derivation and verification of possible ideas and concrete ideas It is showing more difficulties in the process. In this study, in order to efficiently operate the capstone design and create results, in the second semester prior to graduation, students, professors, and mentors from industry mentors will work together to develop ideas through an idea tone contest, etc. Through the second semester, we propose a 3-tier capstone design model that can advance the idea and actual implementation and implementation of the derived ideas.

• 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.

• Journal of The Korean Association For Science Education
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• v.30 no.8
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• pp.953-970
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• 2010

The purpose of this study was to investigate the change of teacher-student interaction in a beginner secondary science teachers' class through collaborative mentoring program. Three experienced science teachers as mentors and three beginner science teachers as mentees were participated in this study. Mentors have been teaching science secondary school for more than 13 years with specialty in science education, and mentees have been teaching less than three years in secondary schools. They were matched one-toone on grounded characteristics that were revealed from pre-interview. Data collection consisted of lesson plans of mentees' classes, videotaped lessons of mentees, consultation meetings between mentors and mentees, and interviews with mentees as well as mentors. The consultation meetings and interviews were audiotaped and then transcribed with the videotaped lessons. To examine the change in teacher-student interactions, the lesson observed after four sessions of mentoring was compared to the lesson before mentoring on the basis of the analytical framework that was developed based on the interpretative approach. The analytical framework addresses the four aspects of teacher-student interaction, which include beginner of interaction (initiation), the types of the question, the student response and the feedback. After four sessions of collaborative mentoring, the beginner science teacher's classroom interactions were initiated by students more often. Teachers' questions increasingly turned into thought-provoking queries that required higherorder thinking. The students responded in the form of statements instead of asking question more frequently. Also, teachers provided more delayed feedback than immediate feedback. These changes of interaction patterns showed that students took a leading role in classroom interaction and they were encouraged to think. From this result, we argue that the beginner science teachers developed the ability to make students think and to support them in coming to an understanding of knowledge through a collaborative mentoring program.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.18 no.3
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• pp.157-172
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• 2023

The recent Fourth Industrial Revolution is accelerating changes due to digital transformation. According to this trend, the existing start-up paradigm is changing, and new business models based on new technologies and creative ideas are emerging. In addition, the diversity of mentoring relationships and environments such as online mentoring, reverse mentoring, group mentoring, and multiple mentoring is also increasing. However, most mentors in their 50s and 60s, who are mainly active in the start-up field, have been able to help mentees a lot based on their own experience and expertise, but they are having difficulty responding to the changing environment due to a lack of understanding and experience of new technologies and environments. To cope with these changes well, mentors must constantly study, acquire and apply the latest technologies to improve their understanding of new technologies and the environment. In addition, it is necessary to have an understanding and respect for the diversity of mentoring relationships and environments, and to maximize the effectiveness of mentoring by actively utilizing them. Therefore, mentors should recognize that they directly affect the growth and development of mentees, constantly acquire new knowledge and skills to maintain and develop expertise, and actively deliver their knowledge and experiences to mentees. Therefore, in this study, was tried to empirically analyze the relationship between mentoring's influence on mentor's job satisfaction through mentor's personal learning and self-efficacy. The results of the empirical analysis were as follows. Among the functions of mentoring, career function and role modeling were found to have a positive effect on both personal learning and self-efficacy, which are parameters, and job satisfaction, which is a dependent variable. On the other hand, psychological and social functions have a positive effect on personal learning, but they do not have an effect on self-efficacy and job satisfaction. In addition, as a result of analyzing the mediating effect, all mediating effects were confirmed for career functions, and only the mediating effect of self-efficacy was confirmed for role modeling. Through this study, mentoring is an important factor in promoting job satisfaction, personal learning and self-efficacy, and this study can be said to be academically and practically meaningful in that it confirmed personal learning and self-efficacy as factors that increase mentor's job satisfaction, and the focus of mentoring research was shifted from mentee to mentor to study the impact of mentoring on mentors.

• Korean Journal of Social Welfare
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• v.41
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• pp.147-172
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• 2000

Although it has been noted that mentoring program is viewed as a effective way of intervention for the youth at-risk and vulnerable, few empirical studies have documented the benefits of mentoring program on youth. This research focused on effectiveness of campus-based mentoring program for children of unemployed families. It examined psychosocial benefits of mentoring program on mentor and mentee using the experimental design, posttest-only control group design. Significant differences were found between the control and intervention group. Children who have participated in mentoring program marked higher scores than control group in various psychosocial aspects including interpersonal skills, self-efficacy, sense of plan and motivation of schooling. Also university students who have participated as mentors marked higher ego-strength score than not. On the basis of these findings, this study recommended campus-based mentoring program as a effective growth-oriented program for the university students as well as the children of unemployed families.

• Journal of Engineering Education Research
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• v.17 no.4
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• pp.95-101
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• 2014

As other major, students have difficulties to be successfully adapted to computer science major without some interest and skill to computer programming. In this paper, we try to find successful factors for computer science major freshmen students to computer programming. The factors we focused are programming experience before college entrance, taking liberal arts/natural science courses at high school, application motivations to computer major, existence of mentors, satisfaction to his/her computer department, student's holland job aptitude code. After analysis, taking liberal arts/natural science courses at high school, satisfaction to computer department, some holland job aptitude code are significant to their successful adaptation to computer major. Also, we found the holland job apptitude code is closely related to student's satisfaction to their major for engineering students including computer science students. Our analysis results will be a suggestion for designing computer science education program with students who enters college without some aptitude or preparation to his major.

• Journal of Engineering Education Research
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• v.13 no.2
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• pp.33-37
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• 2010

This paper deals with the introduction of capstone design project by team activities in Department of Electronics and Communication Engineering, Korea Maritime University. This course is referred to as Creative Engineering Design for spring semester of 4th-year undergraduates. The course focuses on creative thinking and cooperative mind to students by learning engineering design skills, realizing their idea through design project and recognizing practicality of their systems. The intent of the course is to provide a true "capstone" experience, where students can combine their skills to achieve the successful completion of a project. This paper describes class process and evaluation method, and cooperative works with mentees and industrial mentors connected through Hanium network for IT mentoring activities.

• Journal of the Korea Society of Computer and Information
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• v.21 no.12
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• pp.219-226
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• 2016

In this paper, we propose an efficient repository model for online software education. The software education of app development consists of 7 stages: coding & debugging, submit, collaboration, review, validate, deployment, certification. Proposed repository model supports all 7 stages efficiently. In the coding & debugging stage, the students repeat coding and debugging of source. In the submit stage, the output of previous process such as source codes, project, and videos, are uploaded to repository server. In the collaboration stage, other students or experts can optimize or upgrade version of source code, project, and videos stored in the repository. In the review stage, mentors can review and send feedbacks to students. In the validate stage, the specialists validate the source code, project, and the videos. In the deployment stage, the verified source code, project, and videos are deployed. In the certification stage, the source code, project, and the videos are evaluated to issue the certificate.