• 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.

• Journal of muscle and joint health
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• v.22 no.3
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• pp.177-184
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• 2015

Purpose: The purpose of the study was to evaluate career choice of male nursing students and identify factors influencing their career choice. Methods: Subjects were 123 male nursing junior and senior students in B city, U city, and GN area. Career types were classified into a hospital nurse and a community nurse. Subjects were asked about 29 items of nurse image and 31 items of satisfaction on clinical practice. The collected data were analyzed by frequency, percentage, average and standard deviation, t-test, ${\chi}^2$-test, and logistic regression, using SPSS 21.0 program. Results: The percentage of career choice which subjects hoped when admitted into nursing universities consisted of hospital nurses of 77.2%, while the percentage changed to hospital nurses of 52.8% at the time of this survey. The nurse image represented as an influencing factor, and it was found that if nurse image score increased one unit, the hoping units of career type of hospital nurse increased 2.69 times. Conclusion: The educational institutions have to provide career education programs and information concerned to not only hospital nurses but also community nurses, and further studies on the positioning and expanding roles of community male nurses need to be conducted.

• East Asian Journal of Business Economics (EAJBE)
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• v.11 no.3
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• pp.27-35
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• 2023

Purpose - The present study bridges a significant gap in the literature by investigating the complex relationship between job crafting and protean career attitudes. It has been demonstrated that job crafting, which entails the proactive redesign of work roles, responsibilities, and relationships, empowers employees, and elevates. Research design, data, and methodology - This study employed a tailored search approach with specific terms linked to job crafting and protean career attitudes to ensure a thorough and focused analysis. The keywords include "Job crafting," "protean career attitudes," "career development," and related terms. This strategy uses an organized method to identify, screen, and choose appropriate studies. Result: This study synthesizes prior studies and identifies four critical links between the development of jobs and protean career attitudes. To begin with, task crafting, which entails job requirements and scope modifications, leads to protean career attitudes as employees match their roles to their skills and passions. Second, rational crafting, which is adjusting interactions with coworkers and superiors encourages flexible career attitudes. Conclusion - This study insists that organizations must consider the essential practical ramifications. Employers may improve employee growth, engagement, and talent retention by encouraging job customization, recognizing protean workers, cultivating a protean culture, investing in ongoing learning.

• Korean Medical Education Review
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• v.26 no.1
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• pp.36-40
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• 2024

Chonnam National University Medical School has designed and implemented two career planning programs: a three-phase curriculum-based program and a longitudinal non-curricular program over the course of 6 academic years. The three phases of the curriculum-based career planning program are self-assessment, career exploration, and field experience. The non-curricular career counseling program operates through a faculty advisor system, with each faculty member guiding a group of students from each academic year, and students in each year forming a mentor-mentee relationship. The non-curricular career exploration program consists of a student research support program, an international practice program in basic and clinical medicine, and a specialty exploration fair. A survey conducted among 38 graduates (54.3%) working as interns at Chonnam National University Hospital revealed that graduates preferred autonomous elective subjects within the curriculum-based program. They also responded positively to the faculty advisor system, through which they maintained close relationships. A focus group interview with three interns indicated that subjects providing direct experience in fields of interest and courses that students could choose freely were helpful in career decisions. Through follow-up research, it is necessary to design and operate a systematic career planning program based on an analysis of the needs of graduates taking part in a residency training program after selecting a medical specialty.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.2
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• pp.171-181
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• 2003

Purpose : The purpose of this study investigated the relationship between nurses' organizational commitment and their demographic characteristics. Method : The sample for this study consisted 356 nurses from 6 hospital at Seoul and Kyung Gi province, in Korea The Organizational Commitment Questionnaire developed by Mowday was used. The Pearson correlation coefficient, Tukey's Studentized Range Test were used for the statistical analysis by SAS program. Result : The Study was found that 1) The mean of nurses' Organizational Commitment was 3.01. 2) The Organizational Commitment was positive correlation with age, career and position of the whole nurses, but it was different from each hospital. 3) There was significant positive correlations among nurses' age, career, position and organizational commitment of nurses. 4) But the correlations between nurses' organizational commitment and religion, marrital status, nurses' age, career, position were different from each hospital. Conclusion : Therefore before each hospital want to improve it's own nurses' organizational commitment, hospital managers have to find factors which influence to the nurses' organizational commitment directly, indirectly.

• 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.

• Journal of Korean society of Dental Hygiene
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• v.21 no.2
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• pp.171-182
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• 2021

Objectives: Recently, subjective career success has been used as a criterion for evaluating career success. The purpose of this study was to develop and evaluate a simplified subjective career success inventory for dental hygienists. Methods: Subfactors of the subjective career success inventory consisted of career satisfaction, employability, and job satisfaction. The validity and reliability of the existing tools were evaluated through the basic items composition, content validity index (CVI), preliminary survey, and main survey process according to dental hygienists. The preliminary survey was composed of 35 questions by verifying the content validity twice from the existing 63 questions, and the main survey was conducted with a total of 12 questions. Samples were conveniently extracted from dental hygienists with a clinical career of ≥3 years and surveyed online from March 12, 2020 to June 30, 2020. Data of 320 people were collected, of which 284 were finally analyzed. The validity and reliability were analyzed using SPSS 18.0 and AMOS 18.0 (p<0.05). Results: The subjective career success was a shortened inventory composed of nine questions, and the overall reliability was Cronbach's α=0.841. Using exploratory factor analysis, three factors were extracted. As a result of the confirmatory factor analysis, each measurement variable significantly explained the latent factor, and the fit of the model was appropriate. The fit of the model was appropriate for the structural equation model. Among the sub-factors of subjective career success, career satisfaction and job satisfaction had a significant effect on intention to stay (p<0.05). Conclusions: The simplified subjective career success inventory developed for dental hygienists was found was found to be a useful tool in terms of reliability and validity.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.1
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• pp.311-320
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• 2018

This study was conducted to investigate the relationship among major satisfaction (MS), clinical competence (CC), career decision-making self-efficacy (CDMS), and career decision level (CDL) for undergraduate nursing students. A self-report instrument was used to measure MS, CC, CDMS, and CDL. Questionnaires were completed by 307 nursing students in three nursing colleges, and path analysis was employed to validate the proposed model and analyze the causal relationships among variables. Four constructs (MS, CC, CDMS, and career decision) were analyzed. To build a path model, MS and CC were linked to CDMS and career decision. The initial analysis suggested that the modification needed modification; therefore, a covariance link was added. The overall goodness of fit for indices indicated satisfactory path analysis. The indices were revealed as $x^2=2412$, GFI=0.996, AGFI=0.961, and RMSEA=0.068. As a result, the proposed model was acceptable with a good fit, and there were significant direct and indirect effects of paths in the model. Specifically, MS and CC had a direct influence on CDMS, and MS and CDMS directly affected CDL. Moreover, MS and CC had indirect effects on CDL through CDMS. These results imply that students' CDMS should be seriously considered when designing counseling programs for career guidance, and substantiality of CC education is needed to improve CDMS. These results may provide a practical guideline to provide educational intervention for nursing students.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.12
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• pp.589-596
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• 2017

The purpose of this study was to investigate factors affecting employment stress among Emergency Department students and reduce stress of employment. A questionnaire survey was administered to 276 students who experienced clinical practice among 4 emergency college students in Jeollabuk-do and Jeollanam-do at 4-year and 3-year colleges from September 10 to 15, 2017. Statistical analysis was performed using the SPSS 18.0 program and analyzed by t-test, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. In the results, there were significantly negative correlations between clinical training stress and major satisfaction (r=-0.192, p=0.001), significantly positive correlations between career stress and clinical training stress (r=0.222, p<0.001), and significantly negative correlations between career stress and major satisfaction (r=-0.245, p<0.001). In the multi-regression analysis, the following was discovered: higher clinical training stress (${\beta}=0.157$, p=0.005), lower major satisfaction (${\beta}=-0.211$, p<0.001), and higher career stress. Junior students (${\beta}=0.237$, p<0.001) and senior students (${\beta}=0.288$, p<0.001) had the highest career stress. Subjects with medium-level financial status had high career stress (${\beta}=0.173$, p=0.012). Therefore, this study suggests that colleges should reduce clinical training stress among emergency medical technology students, and more job support centers should be opened and job management programs developed.

• Journal of Korean Academy of Dental Administration
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• v.5 no.1
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• pp.13-21
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• 2017

Objective: To understand the experience of medical accidents and disputes according to clinical career of dental hygienists. Methods: A self-administrated questionnaire survey was conducted from May 2012 to June 2012 targeting 313 dental hygienists in Gyeongsangnam-do, Republic of Korea. Data were analyzed by descriptive analysis, χ2-test, and one-way analysis of variance (ANOVA). Collected data were analyzed using SPSS 18.0. Results: 1) The group who had more than 6 years of clinical experience experienced complaints from patients (70.3%) and dental hygienists duty (30.7%); 2) Complaints were related to diagnosis, dental treatment instruments and materials, scaling, impression preparation, and prosthodontics. Pediatric patients had significantly more complaints compared to other patients. Overall, there were more frequent cases in the group with over 6 years of clinical career; 3) For the psychological state after experiencing patients' complaints, 'the process is difficult, but I forget after thinking it could be happen' had 160 respondents. Among them, 38.1% had clinical experience of more than 6 years, 37.5% had less than 3 years, and 24.4% had clinical career of 3~6 years; 4) About 73.6% of those had 3~6 years of clinical career answered that 'sometimes it is doubtful' on the issue of medical accidents and conflicts on prevention education of dental hygienists that 'there is a doubt about the issue of medical treatment or the occurrence of disputes'. About 60.0% of those who had less than 3 years of clinical experience answered that it was highly 'necessary but not urgent' on the necessity of preventive education, while 87.1% of those who had more than 6 years of clinical career answered that it was highly 'necessary but not urgent' on the necessity of preventive education. The difference between the two was not statistically significant. Conclusions: It is necessary and urgent to provide education related to prevention and countermeasures against malpractice disputes for dental hygienists.