• Korean Journal of Biological Psychiatry
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• v.8 no.2
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• pp.258-265
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• 2001

Objectives : Chronic alcohol consumption has been known to result in various neurocognitive deficits. Many neuropsychological studies revealed that the major disturbances occurred in the executive function, learning and short-term memory, visuospatial performance function, perceptuo-motor skills, and abstraction and problem solving abilities. This study was done to identify which cognitive areas might be mainly affected. Methods : The cognitive disturbance was evaluated using the Korean Version of the Mini Mental State Examination(MMSEK) and the 7 Minute Screen(7MS) in male inpatients with alcohol dependence(N=3 : as well as in age and education level matched healthy male controls(N=30). Four individual tests of the 7MS were consisted of the Benton Temporal Orientation Test, the Enhanced Cued Recall, the Clock Drawing and the Category Fluency. Results : 1) The average scores of four individual test of the 7MS for the alcoholics were $2.77{\pm}4.38$ for the Benton Temporal Orientation Test, $13.90{\pm}2.02$ for the Memory Test(the Cued Recall $6.77{\pm}1.94$, the Uncued Recall $7.10{\pm}2.45$), $5.84{\pm}1.86$ for the Clock Drawing, and $12.58{\pm}3.29$ for the Category Fluency. Except the Benton Temporal Orientation Test, there were statistically significant differences between test scores of alcoholics and those of controls(p<0.01). 2) The alcoholics who had MMSE-K score <24 were 9.68%. The average(${\pm}S.D.$) score of the MMSE-K for the patient group($27.23{\pm}2.62$) was significantly(p<0.001) lower than that of the healthy controls($29.20{\pm}1.24$). There were no statistically significant differences between four individual test scores of the 7MS of alcoholics with the MMSE-K score <24(N=3) and those of alcoholics with the MMSE-K score ${\geq}24$(N=28). 3) Four individual test scores of the 7MS seemed to have statistically significant association with such variables as MMSE-K, duration of alcohol drinking, blood magnesium concentration, liver function and thyroid function. Conclusion : Mild deficits of cognitive areas such as orientation, memory, visuospatial abilities and verbal fluency could be found in alcohol dependence.

• The Journal of the Korea Contents Association
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• v.11 no.5
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• pp.384-392
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• 2011

Recruitment and selection are separate but mutually reinforcing processes. The goal of recruitment is to attract the largest number of applicants possible to apply to the agency, and selection is the process of weeding out unqualified candidates and identifying qualified candidates. In this context, the recruitment and selection system of police officials is an important issue because it affects their future performance as police officers on the job, especially their policing skills, perception of society, occupational ethics. This study suggested the characteristics of U. S. recruitment and selection system of police officials. In the U. S, each police agency sets up its own recruitment and selection standards and procedures. However, recruitment and selection process follows a certain sequence : receiving application, psychological examination, background check, polygraph test, drug screening, interview, physical agility, and medical test. Special characteristic of American police system regarding recruitment and selection is that many law enforcement agencies use a polygraph test to ensure the integrity of the candidates. Another interesting screening process is a drug test because many Americans abuse illegal drugs. A candidate officer must submit urine or a hair sample for screening test. Police human resources specialists should continually identify the most innovative tests and approaches recruit and select police officers. Recruitment and selection strategies should increasingly attract and retain those officers who have the attributes to work in a community-oriented policing environment.

• Journal of rehabilitation welfare engineering & assistive technology
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• v.9 no.2
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• pp.89-103
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• 2015

The purpose of this research attempted to developed the Community Reintegration support Program(H-CRsP) on patients with Spinal Cord Injury(SCI) and identity the effect. To assess the effectiveness of a Hospital based H-CRsP with a comprehensive team approach for treating inpatients with Spinal Cord Injury(SCI), offered by the Korea National Rehabilitation Hospital. Participants with SCI were recruited from the Korean National Rehabilitation Hospital. Twenty-five participants who met inclusion criteria were provided with a H-CRsP. A H-CRsP with modules related to the training of daily living skills, driving, vocations and school support activities, leisure or recreational activities, peer counseling, sexual rehabilitation, and others support activities. The 25 enrolled patients had been treated with average of 6.1 programs 2 times a week for over 2 or 3months. COPM, HADS, WHOQOL-BREF, AD-R were administered before the treatment(pre-test) and also at the time of discharge(post-test) to compare the treatment outcomes in the 25 program participants. Measured level of community integration by CIQ at discharge. The data were analyzed by such statistical methods as frequency and paired t-test analysis. Significant improvements were found on the Occupational Performance and Satisfaction, Acceptance of Disability, Quality of Life score in the COPM, AD-R, WHOQOL-BREF (p<0.05). In addition, 10 of the 25 patients returned to home, work or school. These results demonstrated the effectiveness of the H-CRsP in helping patients with SCI return their communities to which they belong. It considered development of the variety of programs and prepare systematically related system.

• Journal of Korean society of Dental Hygiene
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• v.18 no.4
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• pp.477-488
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• 2018

Objectives: The purpose of this study was to investigate career competency, tasks, and job satisfaction of public servants, public institutions, and researchers. Methods: The survey was conducted about career competency, job satisfaction, and satisfaction on work life. Next, they interviewed on the characteristics of each job by two or three dimensions. The following conclusions were obtained from July to August 2017. Results: Career competencies were GPA with 3.87, 818 points of TOEIC score, and ITQ certification. Public servants required the information on literacy skills for employment and job performance, while civil servants need more than one year of clinical experience in the dental hospital. The non-commissioned officer needed a written test and fitness training. The health insurance review and assessment center required more than one year of experience from general hospital or medical institutions. Researchers required a research career, language skill, and professors required research and teaching experiences with clinical experience more than three years. The main job tasks were as follows; for public servants, they were official document processing and community projects. For the civilian workers and military/noncommissioned officers, they were medical assistant and administrative works. The employees of the health insurance review and assessment service are examining the medical expenses and the medical examination, the researchers are experimenting, researching and writing articles, and the teaching staff are lecturing and conducting individual research. Conclusions: The results of job satisfaction survey showed that occupational satisfaction was the highest in civil servants, researchers, and teaching professions. Job security was the highest in health workers and health inspectors' evaluation centers, and time vacancy was the highest in civilian workers and military/noncommissioned officers. If you want to work in such an institution, you should prepare elements that match your basic literacy and job specific characteristics. And we should try to increase the satisfaction of work even after work.

• 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.