• 간호행정학회지
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• 제16권1호
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• pp.48-58
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• 2010

Purpose: The purpose of this study was to identify the effect of a mentoring program as a strategy for the retention of clinical nurses. Method: Research subjects were 20 mentors, 20 mentees and 22 clinical nurses for a control group of mentees. A mentoring program was developed by an expert committee and applied to the experimental group for six months. Data were collected at three and six months after the application of the program from September, 2008 to March, 2009. Data were analyzed using $x^$-test, t-test, Repeated Measures ANOVA, One-way ANOVA in SPSS/Win 15.0 Program. Results: Job satisfaction, organizational commitment, empowerment, and carrier commitment in the mentees of the experimental group were significantly higher than the nurses of the control group. Intention of resignation in mentees of the experimental group were significantly lower than the nurses of the control group. Also, there were significant interaction between the groups and the times of measurements in all variables. Conclusion: The mentoring program showed positive impact on the variables for maintenance of clinical nurses. Recommendation: Based on these findings, retention strategies using mentoring programs were recommended to reduce clinical nurses' resignation and improve the competency of clinical nurses that leads to the productivity of nursing organizations.

• KDI Journal of Economic Policy
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• 제40권2호
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• pp.75-96
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• 2018

Recently, the government has been pursuing various policies to create new industries and jobs through the invigoration of start-ups. For the sustained growth of start-ups, it is necessary to look not only at the supply of risk capital but also at policies for venture capital firms that nurture and foster start-ups. The purpose of this study is to estimate the effects of the nurturing and fostering role of risk capital, such as mentorship on the performance of start-ups, and to do this we analyzed the effects, as a newly introduced form of venture capital, of mentoring by an accelerator and investor ties on the performance outcomes of start-ups. We find that mentoring and investor ties for start-up enterprises positively influence follow-up investment in start-ups. In addition, this study finds that with a younger CEO of a start-up, it is more likely that the performance of the start-up will improve. Meanwhile, when examining increases in employment as a measure of the business performance of start-ups, mentoring and investor ties are found to have a positive effect on the increase of employment at start-ups. These results suggest that there is a need to promote policies that strengthen the mentoring role of venture capital in Korea's equity finance policies and in the government's SME support policies.

• 한국직업건강간호학회지
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• 제27권4호
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• pp.247-256
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• 2018

Purpose: This study aimed to identify the influence of nurses' resilience and anger expression styles on their nursing work performance in emergency departments. Methods: The study included 107 nurses from 5 hospitals in Seoul and Gyeonggi-do who consented to participate. Data ware collected from March to April 2016. Multiple regression analysis was used to identify factors influencing nurses' performance. Results: Nurses' performance was higher when resilience was high and anger expression was low. The result of the multiple regression indicated that present working years in the emergency room, work satisfaction, anger expression, anger control, and resilience predicted 39.4% (F=7.27, p<.001) of the nursing performance of hospital nurses in emergency departments. The most powerful predictor was resilience (${\beta}=.45$, p<.001), followed by anger-out (${\beta}=-.25$, p=.006). Conclusion: This study showed that the most influential variables of work performance in emergency nurses ware resilience and anger expression. To enhance the nursing performance of hospital nurses in emergency departments, it is necessary to develop and implement mentorship programs that enhance resilience and educational programs that help them manage their anger.

• 한국수학교육학회지시리즈E:수학교육논문집
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• 제25권1호
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• pp.185-205
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• 2011

본 연구는 전남대학교 과학영재교육원 중등수학 사사과정에 있는 수학영재 학생을 대상으로 사사독립연구를 실시하여 수확영재의 사사독립연구에서 얻어진 산출물에서 나타난 특징을 분석하고, 산출물 발표과정에서의 영재학생의 심리적 변화에 대하여 연구하였다. 연구 결과 다음과 같은 결론을 얻었다. 첫째, 영재학생의 사사독립연구는 수학영재성 중 수학적 능력의 구성요소만 귀납적 연역적 추론 능력을 발현하게 한다. 둘째, 영재학생의 사사독립연구에 대한 산출물 발표는 영재학생에게 수학영재성 관련된 창의적인 문제해결 능력 중 수학적 능력인 의사소통능력이 영재학생에게서 발현하게 한다. 셋째, 영재학생의 사사독립연구에 대한 산출물 발표는 영재학생에게 수학 영재성의 구성요소 중 자신의 능력에 대한 믿음, 자기 신뢰감 등과 관련된 요소를 상승하게 한다.

• 정보교육학회논문지
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• 제20권2호
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• pp.171-178
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• 2016

본 논문에서는 미국 매사추세츠 주의 Tufts University 부설 CEEO(Center for Engineering Education and Outreach)에서 수행되고 있는 로봇활용교육 워크숍, Novel Engineering, STOMP 사례를 소개하고자 한다. CEEO는 미국의 많은 대학에서 롤모델로 삼을 만큼 로봇활용교육에서 가장 선도적인 센터이다. 이 센터에서는 초 중 고등학교 학생들과 교사들을 위한 로봇활용교육 워크숍이 매년 여름방학 때 진행되고 있다. 또한 공과대학 1학년 학생들은 Simple Robotics과목을 필수로 이수해야한다. 우리에게 생소한 Novel Engineering은 독서교육과 공학을 융합한 공학교육방법이다. STOMP(Students and Teachers Outreach Mentorship Program)는 초 중 고등학교 교사들이 공학을 필요로 하는 수업을 설계할 때, STOMP에 소속된 대학생과 대학원생들이 직접 수업에 참여하여 교사와 함께 수업을 이끌어나가도록 도와주는 프로그램이다. 소프트웨어 교육이 많이 활성화되어가고 있는 상황에서 우리나라에서도 이러한 프로그램들을 도입하여 시행한다면 소프트웨어 인재양성에 많은 기여를 할 수 있을 것이라고 기대한다.

• 영재교육연구
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• 제14권1호
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• pp.29-46
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• 2004

본 연구에서는 고등학교 영재 학생을 위한 미국의 한 과학 분야 사사 프로그램을 통하여 학생들이 사사 프로그램에 참여한 이유, 학생들이 사사 프로그램을 통하여 배운 점, 그리고 학생 프로젝트의 평가와 지도에 대한 교수들의 인식을 조사하였다. 이 사사 프로그램은 여름방학 7주 동안에 걸쳐 단기적이고 집중적으로 진행되는 프로그램이었으며, 연구를 위한 자료로는 학생들의 프로젝트 관련 산출물, 생활일지, 실험실 및 전체 토의 시간에 대한 참관 노트, 학생 및 일부 지도 교수들에 대한 면담 자료 등이 사용되었다. 학생들이 프로그램에 참여한 이유는 대학의 전문 과학자와의 연구 수행, 실제 과학 연구에 대한 이해, 진로 탐색 등 주로 과학 분야에 대한 관심과 내적 동기에 기반한 것이었다. 사사 프로그램에의 참여를 통하여 학생들이 배운 점은 실제 과학 연구의 본성, 과학 분야의 지식, 진로 확인 및 탐색 등으로 나타났다. 한편, 학생 프로젝트에 대한 평가와 지도는 교수와 학생 사이의 지속적인 상호작용과 인지적 도제 관계를 통하여 이루어졌다.

• Safety and Health at Work
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• 제9권2호
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• pp.172-179
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• 2018

Background: Insufficient training in infection control and occupational health among healthcare workers (HCWs) in countries with high human immunodeficiency virus (HIV) and tuberculosis (TB) burdens requires attention. We examined the effectiveness of a 1-year Certificate Program in Occupational Health and Infection Control conducted in Free State Province, South Africa in an international partnership to empower HCWs to become change agents to promote workplace-based HIV and TB prevention. Methods: Questionnaires assessing reactions to the program and Knowledge, Attitudes, Skills, and Practices were collected pre-, mid-, and postprogram. Individual interviews, group project evaluations, and participant observation were also conducted. Quantitative data were analyzed using Wilcoxon signed-rank test. Qualitative data were thematically coded and analyzed using the Kirkpatrick framework. Results: Participants recruited (n = 32) were mostly female (81%) and nurses (56%). Pre-to-post-program mean scores improved in knowledge (+12%, p = 0.002) and skills/practices (+14%, p = 0.002). Preprogram attitude scores were high but did not change. Participants felt empowered and demonstrated attitudinal improvements regarding HIV, TB, infection control, and occupational health. Successful projects were indeed implemented. However, participants encountered considerable difficulties in trying to sustain improvement, due largely to lack of pre-existing knowledge and experience, combined with inadequate staffing and insufficient management support. Conclusion: Training is essential to strengthen HCWs' occupational health and infection control knowledge, attitudes, skills, and practices, and workplace-based training programs such as this can yield impressive results. However, the considerable mentorship resources required for such programs and the substantial infrastructural supports needed for implementation and sustainability of improvements in settings without pre-existing experience in such endeavors should not be underestimated.

• 임상간호연구
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• 제26권2호
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• pp.186-197
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• 2020

Purpose: The purpose of this study was to develop a program for reinforcing the resilience of new nurses and relation-oriented organizational culture. Methods: An Intervention Research (IR) model was used to develop a program. Literature review, focus group interviews with nurses and need surveys were conducted from August to December 2018. Based on the results of the investigation, the researcher developed the content of a program. The program was revised by nurse managers for the content validation. Results: According to the results of the need surveys, 58.8% of the participants thought relation-oriented culture was the most ideal, and 61.8% of the participants wanted to participate in a program for organizational culture improvement. In the focus group interview, not only new nurses but also wards and nursing organizations should be a target subject of the program. Reinforcement of resilience and relation (3R) program was developed as a one-year course, which includes a 'mentor-mentee' program and a 'thanks' program. Conclusion: It would contribute to improving the resilience of new nurses and creating a relation-oriented organizational culture by 3R program. The 3R program could play a role as expanded program from an existing pragmatic short-term training program for improving the competencies or communication skills of new nurses.

• 영재교육연구
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• 제15권1호
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• pp.85-102
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• 2005

이 연구는 경기과학고등학교 1학년 학생 5명을 대상으로 사사연구를 진행하면서 학생들이 탐구한 수학적인 내용에 대한 분석과 그 결과가 나오기까지 멘토링을 하는 지도교수의 역할을 설명하고 있다. 학생들이 탐구한 수학적인 내용은 4차원 도형의 모양과 그 도형들에 나타나는 수학적인 성질이다. 지도교수는 연구에 익숙하지 않은 학생들을 위하여 수학자 피코크가 제안했던 '형식불역의 원리'를 모델로 삼도록 했고, 지도교수는 학생들의 창조적인 산출물 생산을 격려하기 위해 수학교육학자 프로이덴탈의 '안내된 재발명의 방법'을 사용하였다. 학생들은 지도교수의 안내에 의한 (재)발명의 원리에 따라 기존에 이미 알고 있던 수학적 성질을 고차원 도형에 적용시키면서 확장, 일반화시켜나갔는데, 여기에는 '형식불역의 원리'라는 틀이 매우 유용하게 작용하였다. 지도교사는 학생들에게 3차원 도형을 2차원에 표현하는 겨냥도, 전개도, 평면그래프를 응용하여 4차원을 3차원과 2차원에 표현하는 방식을 탐구하도록 하였다. 이 과정에서 학생들은 이미 알려진 파스칼의 삼각형과 이항정리, 오일러 정리, 하세의 다이어그램 등을 4차원 이상의 도형을 탐구할 때에도 적용할 수 있음을 확인하였다. 그리고 몇 가지의 추측과 후속 연구 과제를 제안하였다. 학생들의 산출물들은 형식불역의 원리와 안내된 재발명의 방법의 결과물인 것이다. 이 연구는 사사연구의 과정에 도움이 될 수 있는 3가지의 제안과 그 실 예를 담고 있다.

• Archives of Plastic Surgery
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• 제51권1호
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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.