• Journal of Technologic Dentistry
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• v.29 no.2
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• pp.35-47
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• 2007

The aim of this study was to make dental technicians recognize the importance of their professional self-concept, and to provide basic data to devise the educational programs and policies of establishing their positive professional self-concept. In addition, the investigator tried to present some improvement measures for dental technicians' actual services by examining their job satisfaction. Study findings are as follows: First, the score of study subjects' self-concept is 3.41($\pm$.58) (perfect score=5), middle or high in rank. As for the mean score of professional self-concept by realms, the self-concept of communication is 3.59($\pm$.67), the highest; the self-concept of leadership in the realm of professional service is 3.54($\pm$.75); the self-concept of skills is 3.50($\pm$.75); the self-concept of adaptability is 3.47($\pm$.69); and the recognizant level of satisfactory self-concept is 2.95($\pm$.81), below the normal. Second, as for the difference of professional self-concept according to general characteristics, such variables as age, marital states, and the length of one's service have a significant influence upon the recognition of self-concept. First, the self-concept of those whose age is between 31 and 35 is the highest (3.64$\pm$.49), and it is followed by that of those whose age is 36 and above (3.57$\pm$.77) and then that of those whose age is between 26 and 30 (3.31$\pm$.56)). And that of those whose age is below 25 is the lowest. The obove results show us that the professional self-concept of older study subjects is higher than that of younger ones in general(p<.01). As for marital states, that of married persons(3.54$\pm$.64) is higher than that of unmarried ones(3.35$\pm$.55)(p<.05). As for the length of one's service, that of longtime employees is higher than that of short-period workers(p<.01). In relation to positions, a manager's professional self-concept is the highest(3.89$\pm$.55) and that of an assistant technician is the lowest(3.17$\pm$.58). Study findings show that the professional self-concept of higher ranking technicians is higher than that of lower ones in general (p<.001). Based on the study findings, the investigator suggests followings: First, studies on the professional self-concept that is appropriate to the characteristics of dental technicians must be carried out with a new point of view. Second, a tool must be researched and developed in order for the professional self-concept of dental technicians to be measured. Third, if a new professional self-concept is established and a measuring tool is developed, a study on the relationship between dental technicians' professional self-concept and practice performance can be carried out again.

• Korea Journal of Hospital Management
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• v.22 no.2
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• pp.28-43
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• 2017

The purpose of this study was to investigate the influence of professional self-concept and interpersonal relations on nursing competence of clinical nurses. This study was conducted as a descriptive cross sectional survey with 182 nurses who work at a tertiary hospital which has over 1,000 beds, located in Gyeounggi - do. The data was collected from October 11th, 2016 to October 28th, 2016. The main findings of this study were as follows. The mean score for professional self-concept was $2.65{\pm}0.29$ points in the range of 1 point to 4 points. And interpersonal relations was an average of $3.55{\pm}0.35$ points in the range of 1 point to 5 points. Nursing competence was an average of $2.65{\pm}0.39$ points in the range of 1 point to 4 points. Professional self-concept and interpersonal relations were positively correlated with nursing competence. Nursing competence was differed from clinical career(F=10.518, p<.001), working unit(F=4.139, p=.018), educational background(F=6.542, p=.002), and satisfaction on nursing(F=6.326, p<.001). The regression model with clinical career, working unit, educational background, satisfaction on nursing, 3 sub domain of professional self-concept(professional practice, satisfaction, communication), and interpersonal relation was statistically significant (F=31.94, p<.001). And this model could explain 51.5% of nursing competency(Adj R2=.515). Especially, professional practice(${\beta}=.532$, p<.001) of professional self-concept, interpersonal relations(${\beta}=.223$, p<.001), clinical career(${\beta}=.169$, p<.001), working unit: ICU (${\beta}=.169$, p<.05) were identified the factors influencing on nursing competence. Therefore, improving clinical nurses' nursing competence can be achieved with broad approach that includes improvements in professional self-concept and interpersonal relations. And also, working unit, and clinical career should be considered to develop the actual program for nursing competence, too.

• The Journal of the Korea Contents Association
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• v.12 no.6
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• pp.390-401
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• 2012

As medical practices and procedures become more specialized and information technology develops in clinical settings, health organizations need medical personnel with special skills, knowledge and competency. But the lack of practical experience in clinical settings may impair competency in basic nursing skills among nursing students. This study used a cross-sectional survey to analyze factors related to nursing competency among nursing students in order to establish effective teaching methods to increase the clinical competency of nursing students. The data were collected from a questionnaire distributed in several universities among 106 nursing students who expressed a willingness to participate in the study during December 2011 in order to measure self-directedness, professional self-concepts, communication ability, learning satisfaction. The data were analyzed using the SPSS window program. There were differences regarding competency in basic nursing skills according to interpersonal relationships, grades, existence of an open lab. The level of learning satisfaction, communication skills and self-directedness were deemed influencing factors regarding competency in basic nursing skills. These 3 elements account for 49.9% of competency with regard to basic nursing skills. According to existing research, blended learning methods which consist of problem based learning, cyber education or case centered education should be considered as effective teaching methods for developing clinical nursing skills.

• Journal of Korean Dental Hygiene Science
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• v.4 no.2
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• pp.9-18
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• 2021

Background: Based on the individualistic approach of experienced dental hygienists, this study attempted to provide basic data to find effective measures of human resource management by analyzing the correlation between organizational socialization and professional self-concept. Methods: Dental hygienists currently working in the Daegu area were evaluated. Nine questions related to duties, twenty-seven questions related to professional self-concept, and thirty-eight questions related to organizational socialization were included in the study. The reliability was professional self-concept (Cronbach's α = 0.859) and organizational socialization (Cronbach's α = 0.840). Results: Of the total 135 points for professional self-concept, the mean score of the participants was 62.67±8.45 points. In the sub-area, flexibility was the highest at 19.28±2.46 points, and communication was the lowest at 9.69±1.44 points. Of 190 points, organizational socialization averaged at 123.40±12.82 points. In the subarea, personal characteristics were the highest at 30.37±3.71 points, and occupational identity was the lowest at 10.34±1.94. Higher age (F=30.89, p<0.000), marital status (F=10.22, p<0.002), graduate or higher educational qualification (F=9.16, p<0.000), were associated with a higher position (F=20.62, p<0.000) and work experience (F=22.66, p<0.0000), when there was no intention to turnover (F=8.05, p<0.000). Organizational socialization was higher in participants with higher age (F=7.89, p<0.000), educational qualification (F=8.02, p<0.000), and position (F=5.12, p<0.007); higher work experience in general hospital (F=4.50, p<0.012); no intention to turnover (F=7.450, p<0.000); and no intention to turnover (F=24.46, p<0.000). Organizational socialization showed a significant positive correlation with professional self-concept (r=0.721, p<0.000); job performance and skills (r=0.615, p<0.000) and organizational commitment and satisfaction (r=0.610, p<0.000) showed a high positive correlation. Turnover intention (β=0.213, p<0.000) was found to have a significant effect on organizational socialization. Leadership (β=0.168, p<0.05) and satisfaction (β=0.483, p<0.000) were found to have a significant effect. The total explanatory power of this variable was 62.7%. Conclusion: To ensure successful organizational socialization, human resource management should be performed through regular verification, which can result in improved quality of dental care services.