• Korean Journal of Clinical Pharmacy
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• v.25 no.1
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• pp.1-8
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• 2015

A newly-structured Korean pharmacist license exam has been launched in 2015, reflecting upon the changes in the pharmacy curriculum from a 4 year program to a 6 year program in 2009. In order to provide new ideas to ensure that the new exam is one of the most effective pharmacist evaluations that have taken place thus far, this study was done to compare the pharmacy exams in Korea and Canada. One of the major differences noted between the two countries' exams is that along with paper based MCQ portion of the exam, Canada's exam also includes a performance-based section, known as OSCE, which the Korean Pharmacy Exam (KPE) does not have. Furthermore, with the MCQ portion of the exam, the Canadian exam asks about 300 questions, with 450 minutes of test time allocated and taken during a period of two consecutive days, the KPE asks 350 questions, with 325 minutes of test time allocated in one day. Although, similarly, many of the questions in both exams place emphasis on clinical or patient care, Canada's exam puts significantly more emphasis (50.5% of exam questions) on these types of questions than Korea (29.7% of exam questions). However, this percentage does not reflect the exact weight placed for the specific areas of knowledge it requires to answer these questions, since the types of questions asked in this section in Canada could be placed in another section on the KPE. Canada's exam also has more questions (10% +150 questions for BC) on the topics of law and ethics compared to the KPE (5.7%). The reason for this may be that the Canadian society puts emphasis on the legal and ethical duties of pharmacists as a leader. However, since each country is unique in their social, economical, and cultural points of view, comparing the KPE to the Canadian licensing exam and applying these differences to the new KPE may not be appropriate. One last thing to consider is that, as WHO/FIP mentioned, in good pharmacy practice, continually updating and developing an appropriate pharmacy exam with consideration of societal changes, is key to success in developing the scope of practice for current and future pharmacists.

• Journal of Digital Convergence
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• v.17 no.1
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• pp.249-257
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• 2019

The purpose of the study was to investigate the effect of self-efficacy and social support on self-leadership in nursing students. A self-reported questionnaire was completed by 237 nursing students from September to October 2017, and the study instruments comprised self-efficacy, social support, and self-leadership. The data were analyzed by descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and multiple linear regression using SPSS/WIN 21.0 program. The result showed that the difference in self-leadership relating to general characteristics were significant leader experience, friendship, and school club activities. The correlation among self-efficacy, social support, and self-leadership were significant, and the significant factors influencing self-leadership in nursing students were self-efficacy and social support. In order to increase self-leadership of nursing students, it is necessary to develop and apply a program that enhances self-efficacy and social support. This will help them grow into a competent nurse.

• Journal of the Korean Society for Library and Information Science
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• v.49 no.2
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• pp.355-379
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• 2015

This study was performed to analyze the factors influencing satisfaction of the field practice program in Library and Information Science majors by college and university students and to investigate its effect relationship. So, we are trying to present the appropriate methods of improving the field practice program in Library and Information Science majors. We surveyed 90 college students and 80 university students of Library and Information Science across the country who participated in the field practice program in libraries and information service providers. As a result, the satisfaction level of professional leader were the highest and the satisfaction level of practice preparations were the lowest in the college and university students all. The results of multiple regression analysis between the satisfaction level and the related variables of college and university students indicated that 'major satisfaction' factors, 'interpersonal relationship' factors are the significant factors in the college students and 'major satisfaction' factors, 'private practice experience' factors are the significant factors that contribute the satisfaction level in the university students. Therefore, the intervention programs on the basis of the influencing factors such as major satisfaction, interpersonal relationship and private practice experience should be developed of improve satisfaction of the field practice in Library and Information Science students.

• Journal of the Korea Convergence Society
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• v.10 no.6
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• pp.299-308
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• 2019

This quasi-experimental study was conducted to develop and implement a team facilitation program as well as to evaluate the effects of the program on Problem Based Learning (PBL) and how these influence on team dynamics. Data were collected in a convenient sample of 126 nursing students (intervention group=69; control group=57). Data were analyzed using ${\chi}^2$ test, T-test, and ANCOVA. SPSS23 was used. The intervention group received the PBL team facilitation program, whereas the control group received a human interaction training. The intervention group than the control group demonstrated significantly higher scores in a team dynamic among team members(F=10.35,p<0.01), trust among team members(F=9.86,p<0.01), communication(F=5.69,p<0.05), learning behavior of a team(F=4.57,p<0.05), and individual capability evaluation(F=5.12,p<0.05). Team performance was not significantly different between groups. This study reveals that the team facilitation program is an effective strategy to maximize the effects of PBL. We propose the need for educational strategy to support team function.

• Journal of Korean Academy of Nursing
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• v.27 no.1
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• pp.228-241
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• 1997

Today's healthcare environment is changing, driven by demographic, environmental, social, political and technological forces. These rapidly changing healthcare environment and increasingly professional nursing practice indicate that identifying leadership characteristic of nursing leaders and executives is a vital importance in today's time and also mandate innovative leadership for nursing service. Therefore, the purpose of this study is to examined the transformational, transactional leadership styles of the Nurse Administrators. Also described are the relationships between these leadership styles and the job satisfaction. the organizational commitment of their subordinates. The sample consisted of sixteen mid-level nurse administrators, fifty head nurses and one hundred aid fifty-three staff nurses of 4 public & private University Hospitals and 1 General Hospital. Data for this study was collected from Sep. 20 to Oct. 5 by Questionnaire(Bass' MLQ, Job Satisfaction scale developed by Paula(1978), Organizational Commitment scale by Peter et at(1979). The data was analyzed by frequency, percentage, one-way ANOVA, Pearson's Correlation Coefficient with SPSS PC/sup ＋/ program. Major findings are as follows : Appropriate one-way ANOVA tests revealed that the differences for transformational and transactional leadership styles of nurse executives. mid-level nurse administrators, head nurses as perceived by their immediate subordinates were statistically significant(P<.05), The scores of transformational and contingent reward behaviors were declined of the mid-level nurse administrators, nurse executives. The transactional scores of nurse administrators were lower than trans- formational ones, which is a desirable findings. The result of this study, the head nurses were perceived as the highest transformational leader by their subordinates, and second was the mid-level nurse administrators. The nurse executives received the lowest transformational leadership scores from their subordinates. These results were opposit to the previous studies. And significant positive correlations were founded between transformational leadership including charisma, intellectual stimulation, individual consideration and contingent reward of nurse administrators and the job satisfaction, the organizational commitment of their subordinates. From the data, it can be concluded that transformational leadership style of nurse administrators promotes the job satisfaction, the organizational commitment of thier staff nurses. Therefore leader looks for potential motives in subordinates, seeks to satisfy higher need, and engages the full person of the subordinate resulting in a relationship of mutual stimulation and elevation.

• Korean Journal of Clinical Laboratory Science
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• v.38 no.3
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• pp.224-230
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• 2006

Up to now, there have been rare clinical studies on leaders and aerobics athletes. To get the useful data for protecting from auditory disorder, we selected 15 female aerobics leaders (experimental group) and 15 females (control group) unexperienced in aerobics and a without neurological and octolaryngological disorder. The average age was $34.87{\pm}8.80$ (experimental group) and $34.07{\pm}8.45$ (control group) years, and the average career of an aerobics leader (experimental group) was $8.33{\pm}4.73$ years. We measured the auditory evoked potential (AEP) of the two groups treated with 70, 75 and 85 dB intensity from January 2006 to May 2006 and analyzed the absolute latency (AL) and interpeak latency (IPL) by the SPSS/pc+ 12.0 program. In the comparison of the AL between the experimental group and the control group according to intensity, both ears treated with 70 and 75 dB had a significant difference (p<0.05) in the I, III, V wave and in the I, V wave respectively, and the experimental group treated with 85 dB showed a difference in the I, III, V wave (left ear) and in the I wave (right ear) respectively. The IPL of the two groups treated with various intensities had no prolongation. In the comparison of the AL between the experimental group and the control group according to ages, the experimental group in their 20s treated with 70 dB showed a significant difference (p<0.05) in the V wave (left ear) and in the I, III, V wave (right ear), and the experimental group in their 20s treated with 75 dB in the I, III wave (left ear) and in I, III, V wave (right ear), and experimental group in their 20s treated with 85 dB in the V wave (left ear) and in the III, V wave (right ear). The experimental group in their 30s treated with 70 dB had a significant difference (p<0.05) only in the V wave (right ear). Only in the IPL of subjects in their 20s treated with 85 dB, III-V and I-V of both ears was extended. In the comparison of the AL and IPL according to career, there was no significant difference between the two groups. From this results, we concluded that the lower sound intensity (70 dB) showed a more significant difference in the experimental group than the control group. We concluded that the leader of aerobics exposed to louder sounds than normal people are affected by auditory neurological and octolaryngological disorders. So we think that the leaders of aerobics need to control the noise level for protecting themselves against a disease.

• Journal of Distribution Science
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• v.13 no.1
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• pp.35-46
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• 2015

Purpose - This paper attempted to investigate the relationships among the perception of job insecurity and organizational effectiveness, and it examines these relationships while considering the moderating effect of trust in the manager and self-efficacy. Job insecurity is an independent variable, organizational effectiveness aspects (job satisfaction, organizational commitment, and turnover intention) are dependent variables, and trust and self-efficacy are moderators. Research design, data, and methodology - Regression analysis was used to verify the effects. The measurement items were already deemed as reliable and valid in the previous study, but for this purpose, some modifications were made. To examine the model, this study relied on the samples chosen from Korean employees in the six franchise business firms. The survey was conducted on 288 workers. Each question is based on a 5-point Likert type scale. The data were analyzed using SPSS 18.0. Results - The results of the study are summarized as follows. First, job insecurity has an influence on organizational effectiveness aspects (negatively on job satisfaction, negatively on organizational commitment, and positively on turnover intention). Second, analyzing the moderating effect of trust, trust in manager is mediated between job insecurity and organizational effectiveness aspects (on organizational commitment and on turnover intention). However, employees' trust in manager had no significant moderating effect on the job insecurity-job satisfaction relationship. Third, self-efficacy is mediated between job insecurity and organizational effectiveness aspects (on job satisfaction, on organizational commitment, and on turnover intention). Conclusions - First, it is necessary to be aware of the seriousness of employees' job insecurity in franchise firms, which have played a pivotal role in national economic growth, and to create a detailed plan for reducing insecurity and actively implementing it. To this end, the franchise companies should implement efficiency efforts such as obtaining an appropriate capacity of equipped personnel and a training program. Second, there are moderating effects of self-efficacy and trust in the relationship between job insecurity and organizational effectiveness. Depending on business conditions, stability and instability can only be experienced in the organizations of franchise companies. This can give rise to instability in employment. Therefore, it is necessary to develop and utilize a system that can be minimized with a change in the new awareness of employment instability. After all, a good leader (manager) must accumulate personal trust and build up a core competence that is necessary to become competent in the field himself. Even if you lack the material resources to improve performance, if the leader with the core competencies (e.g., technical/management /organization/marketing/design) can gain the trust of the supervisor, you can get a good organizational performance. Therefore, you should foster a healthy organizational culture through education such as leadership training and employee training to be built on trust between the leaders and the employees. In addition, you need to focus on HRD&M training in order to increase the self-efficacy of the supervisor.

• Journal of Korean Library and Information Science Society
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• v.52 no.3
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• pp.177-196
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• 2021

The purpose of this study is to analyze priorities of competencies and to find the direction of development of teacher librarian training and retraining program. A total of 238 subjects were used for the final analysis. They were analayzed using IPA, Borich's needs analysis and the Locus for Focus model. As a result, First, teacher librarians perceived that the importance and performance of teacher and manager competency were higher than information specialist and cooperative leader. Second, they needed competencies of data-science, coding, Internet of Things in the field of information specialist as changing educational environment. Third, they needed competencies of information ethics, copyright instruction, and digital and media literacy education in the field of teacher. Fourth, they needed competencies of facility designing for future education, online and offline school library marketing skills, and establishment of makerspaces and learning commons in the field of ibrary manager. Fifth, they needed competencies of library based instruction, library cooperative instruction, and building a collection related to subject in the field of cooperative leader. Sixth, the highest required competency for teacher librarians was suggested for teacher librarians' role area.

• Asia-pacific Journal of Multimedia Services Convergent with Art, Humanities, and Sociology
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• v.6 no.9
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• pp.59-70
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• 2016

The rapid development of the Chinese version of Twitter, the groom Weibo has become an important communication means for Chinese SNS users to obtain and share information. As a result, in China, the phenomenon of the power shift has emerged from the traditional opinion leaders to SNS opinion leasers. The relationship analysis of demographic variables of the Chinese SNS users and their Information on the relationship between keywords was made by utilizing the centrality analysis using Social Network Program NetMiner. China's SNS opinion leaders have general interest in daily activities with their families or friends rather than in social issues. And in case of SNS opinion leaders of high betweenness centrality, it was analyzed that general users was a key mediator role that organically out lead to the adjacent information. These properties are not independent of demographic variables, such as professional, therefore, the demographic characteristics of SNS opinion leaders showed a significant effect on the parameters of betweenness centrality. This study analyzed the characteristics of SNS users, especially opinion leaders in China by looking at the aspects of Chinese social phenomenon in terms of information. Through this study, we expect to provide basic information about the social characteristics of China through collective communication.

• Informatization Policy
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• v.24 no.2
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• pp.68-86
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• 2017

This research aims to analyze the changes in participants' capacity (problem-solving ability and self-leadership), humanity (self-efficacy), and global network (intercultural sensitivity) as performance indicators and the 'effectiveness of personal characteristics' of the World Friends IT Volunteers program. To do this, the study conducted a pre-test and a post-test on 364 participants of the World Friends IT Volunteers program. The collected data is investigated through ANCOVA using covariates, driven from the prerest results. The results of this study represent that meaningful improvements have been identified in problem-solving ability, self-leadership and intercultural sensitivity since the operation of the program. Regarding the personal characteristics, performance in the female group improved more than the male group in terms of intercultural sensitivity, whereas the male group showed better performance on self-efficacy than the female group. In addition, the group with a high level of English proficiency showed more progress on intercultural sensitivity and self-leadership than the English-beginner group. Besides, the group who had an experience of short-term stay overseas showed moderate improvement on problem-solving ability and intercultural sensitivity when compared to other groups. The group who had lived overseas for a long-term showed better indicators on intercultural sensitivity. Also, self-efficacy of the leader group was more noticeable than that of the member group.