• The Journal of Korean Academic Society of Nursing Education
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• v.17 no.1
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• pp.62-71
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• 2011

Purpose: The purpose of this study was to examine the relationship between professional nursing values and career preparation behaviors in senior nursing students. Method: The sample consisted of 199 nursing students before getting jobs who attended a nursing vocational college in Daegu and a nursing department of a university in J city of Chungcheongbuk-do. The data were collected from the first of May to the first of June in 2010. Results: The mean score was 106.76 for professional nursing values. The highest reported score of the nursing professional values domains was professionalism of nursing and was followed by nursing practical role and professional self-concept. The mean score was 42.66 for career preparation behavior. There was alow correlation between professional nursing values and career preparation behaviors. Conclusion: This finding suggests nursing students have differences from career preparation behaviors according to viewpoints about nursing as a professional job. Therefore, it is necessary to develop new curriculum and reinforce existing education for developing of professional nursing values. Moreover, nursing education institutes should set up educational objectives related to their general characteristics for improving career preparation behavior.

• Journal of Technologic Dentistry
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• v.43 no.4
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• pp.194-201
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• 2021

Purpose: The purpose of this study is to investigate the relationship between clinical practice satisfaction, professional self-concept, and career identity among students of dental laboratory technology. Methods: From September 1 to September 15, 2021, data were collected through self-questionnaires completed by 180 students with clinical practice experience. The collected data were analyzed using the IBM SPSS Statistics ver. 22.0 statistical program. Frequency and percentage, mean, standard deviation, t-test, ANOVA, correlation analysis, and linear regression analysis were performed to analyze the data. Results: The average scores for clinical practice satisfaction, professional self-concept, and career identity were 3.17, 3.03, and 2.46, respectively. There were significant correlations between students' clinical practice satisfaction, professional self-concept, and career identity. There were positive correlations between clinical practice satisfaction and professional self-concept and between professional self-concept and career identity. Conclusion: Clinical practice satisfaction was found to play an important role in the formation of a positive professional self-concept as a dental technician. Therefore, a clinical practice program should be developed and implemented that can increase the satisfaction of clinical practice.

• Journal of Korean society of Dental Hygiene
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• v.9 no.2
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• pp.99-109
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• 2009

The purpose of this study was to examine factors affecting the professional identity of dental hygienists in an attempt to raise awareness of the necessity of professional identity building for dental hygienists, to spread awareness of dental hygienist as one of professions, and to boost the pride of dental hygienists. The subjects in this study were 268 dental hygienists in Seoul and Gyeonggi Province. After a survey was conducted, the collected data were analyzed. The findings of the study were as follows: 1. The dental hygienists investigated got a mean of 3.44, 3.81 and 3.46 on professional identity, professional attitude and job satisfaction respectively. 2. In regard to the relationship of the general characteristics to professional identity, those who were older, whose career was longer, who worked in public dental clinics and who were married were statistically significantly ahead of their counterparts in that aspect. 3. Concerning connections between the general characteristics and professional attitude, age, career and marital status made statistically significant differences to that. As to links between the general characteristics and job satisfaction, there were statistically significant intergroup gaps according to age, career, service area, martial status and the field of job. 4. As for the correlation of the variables, better professional identity led to better professional attitude and higher job satisfaction. 5. In relation to factors affecting professional identity, better professional attitude, longer career and higher job satisfaction had a better impact on professional identity. Those factors made a 55% prediction of that.

• Industry Promotion Research
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• v.9 no.1
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• pp.249-257
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• 2024

This study aims to confirm the conditional direct effect of career development pressure on the effect of career continuous learning on career success through a sense of professional mission among Chinese young teachers in a university. Data were collected through a survey targeting 354 Chinese young teachers purposively sampled at a university in Guangdong, China. The collected data was analyzed using SPSS PC+ Win ver. 25.0 and SPSS PROCESS macro ver. 4.2. The applied statistical methods were frequency analysis, reliability analysis, correlation analysis, and conditional direct effect analysis. The conclusion of the study is as follows. First, a sense of professional mission had a significant positive correlation with career success but was found to have no significant correlation with career development pressure. Career development pressure showed a significant negative correlation with career success. Second, the conditional direct effect of career development pressure was confirmed in the effect of career continuous learning on career success through a sense of professional mission. Based on these results, this study proposed a plan to simultaneously utilize not only career continuous learning but also a sense of professional mission and career development pressure for young teachers' career success.

• The Journal of Korean Academic Society of Nursing Education
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• v.16 no.2
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• pp.229-238
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• 2010

Purpose: The purpose of this study was to investigate the effects of a small group collaboration learning program through MBTI on nursing professional self-concept and career maturity of nursing college students. Method: A randomized control pre-post test experimental research design was used. There were 30 sophomore nursing students in the experimental group and 30 in the control group randomly assigned and randomly selected from the nursing program of T University in Daegu, Korea. The program through MBTI was developed by Kwon (2002) using a program by Shim and Kim (1997) as treatment. The experimental group received the program through MBTI for 30 hours (2 times a week for 15 weeks) while the control group received no treatment except a series of tests. Measures were the MBTI test, nursing professional self-concept scale, and career maturity scale. The data were analyzed with SPSS Win 17.0 program, chi-square test, and t-test. Result: The experimental group which received the program through MBTI had a higher score of nursing professional self-concept and career maturity change than the control group. Conclusion: A small group collaboration learning program through MBTI was effective in increasing nursing professional self-concept and career maturity of nursing college students.

• The Journal of Korean Academic Society of Nursing Education
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• v.28 no.3
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• pp.248-258
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• 2022

Purpose: This study aimed to identify the mediating effect of professional self-concept on the relationship between nurse's image and career identity, and between satisfaction with the nursing major and the career identity of nursing students. Methods: This study utilized a descriptive methodology, and 205 nursing students attending three universities in Busan Metropolitan City participated in it. Data were collected from self-reported questionnaires between March 26 and April 30, 2022. Data were analyzed with descriptive statistics, an independent t-test, analysis of variance, Pearson's correlation coefficient, and simple and multiple regression using the IBM SPSS 22.0 program and Sobel test. Results: The mean score of career identity was 2.92±0.57 out of a possible 4. Career identity showed a significantly positive correlation with nurse's image (r=.32, p<.001), satisfaction with major (r=.47, p<.001), and professional self-concept (r=.32, p<.001). Additionally, professional self-concept had a partial mediating effect on the relationship between nurse's image (Z=2.44, p<.001), satisfaction with major (Z=2.35, p<.001), and career identity. Conclusion: The results of the study show professional self-concept had a mediating effect on the relationship between nurse's image, satisfaction with the nursing major, and career identity. Based on the study's results, career identity education programs for nursing students need to include nursing image, satisfaction with major, and professional self-concept.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.3
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• pp.314-325
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• 2010

Purpose: The purpose of this study was to investigate how nurses perceive the Career Ladder System(CLS). Methods: This study was a descriptive survey using questionnaires. Questionnaires were developed by an expert group. Participants included 161 nurses working in the Children's Hospital. The data were analyzed using factor analysis, Cronbach's alpha, descriptive statistics, $x^2$-test and ANCOVA. Results: This study revealed that nurses who advanced in their career ladders have a significantly higher perception of participation in their professional activities and a general comprehension of the CLS more than the nurses who did not advance in their career ladders. However, nurses who advanced in their career ladders have a significantly lower perception of the expected outcome of the CLS more than nurses who did not. Conclusions: This result showed that nurses who had experienced in clinical advancement and recognition were highly motivated with their professional activities via the CLS as well as they considered it to allow professional growth.

• Korean Journal of Occupational Health Nursing
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• v.30 no.2
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• pp.57-67
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• 2021

Purpose: This study was conducted to investigate the influence of professional self-concept, ego-resilience, and job stress on job performance in reemployed nurses after career interruption. Methods: The participants were 207 nurses who worked at hospitals with more than 100 beds located in Seoul, Gyeonggi and Gangwon provinces. The nurses had experienced a career interruption of at least one year, and had less than five years of experience at the current workplace. The collected data were analyzed utilizing SPSS 24.0 program and using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients, and multiple regression. Results: The participants' job performance, professional self-concepts, ego-resilience, and job stress showed significant positive correlations. It was found that the professional self-concept, ego-resilience, and job stress had an effect on the participant's job performance in order, and explained 51.3% of variance in job performance. Conclusion: To improve the job performance of career disconnected nurses, it is necessary to reinforce job stress control, professional self-concept, and level of ego-resilience.

• Journal of Digital Convergence
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• v.17 no.7
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• pp.147-156
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• 2019

This study was conducted to understand the relationship among self-efficacy, career identity and professional self-concept of nursing students. Data were collected from 175 nursing students in the 3rd and 4th grades of the nursing students by questionnaire method. The analysis method was stepwise multiple regression. It revealed professional self-concept was statistically significant according to gender, health status, interpersonal relationships, satisfaction on university life, satisfaction on major and perceptive academic achievements and self-efficacy, career identity and satisfaction on major to be significant predictors of professional self-concept. These variables accounted for 56.4% of professional self-concept. Therefore, it is necessary to strengthen the professional self-concept of nursing students by implementing a gradual intervention program that can improve the self-efficacy, career identity and satisfaction on major from the freshman period.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.3
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• pp.287-296
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• 2008

Purpose: This study is descriptive survey to offer basic data of nursing management practice as identify the relationship between Professional Self-Concept, Organizational Commitment and Job satisfaction, whom nurses work general hospitals less than 250 beds. Methods: The subjects in this study were random sampling 320 nurse who worked in 9 general hospital in G city that had less than 250 beds, data was collected from 10 to 30 in Apr, 2007. The data were analyzed using descriptive statistics, Pearson‘s correlation, t-test, ANOVA, Scheffe test. Results: Level of Professional Self-Concept of nurses was average 2.60 point, level of Organizational Commitment of nurses showed 2.83 point, level of Job Satisfaction of nurses showed 2.73 point. There was a statistically significant difference at Professional Self-Concept of nurses as general characteristics showed a marriage state, position, work place, clinical career. There was a statistically significant difference at Organizational Commitment of nurses as general characteristics showed a marriage state, position, clinical career. There was a statistically significant difference at Job Satisfaction of nurse as general characteristics showed a marriage state, position, clinical career. There were highest correlation Organizational Commitment with Job Satisfaction(r=.536, p<.001), also high correlation Organizational Commitment with Professional Self-Concept(r=.478, p<.001). And there were high correlation Job Satisfaction with Professional Self-Concept(r=.422, p<.001). Conclusions: As integrate of the study result showed the Professional Self-Concept had correlation to Organizational Commitment and Job Satisfaction, specially as relation those valuables with general characteristics of subjects, it strongly need to develop educational program for improving Professional Self-Concept with supporting of variety administration for developing human resource for nurses who are not married, low position in hospital, short career, or worked in inpatient wards.