• Journal of Korean Academy of Nursing Administration
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• v.8 no.1
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• pp.107-121
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• 2002

The purpose of this study was to identify how nurse's image was perceived by nursing college students. The subjects included were 315 students experienced clinical practice during $20{\sim}22$ weeks and 134 students not with a total of 449 nursing students in Gwangju and Chonnam. The data were collected from November 21 to December 5, 2001 by the structured questionnaires. The research tool was measured by 30 items divided into four dimensions; traditional, professional, social and personal image of nurse. Cronbach $\alpha$ for the tool of nurse's image was 0.8960. The data were analysed by SPSS 8.0 for Windows program using frequency, percentage, mean, standard deviation, t-test, ANOVA and scheffe. The results of this study were as follows; 1. In the nurse's image related to general characteristics, there were significant differences for school graduation, applicative motivation, interpersonal relationship and image forming factor. 2. In the Image forming factors, nursing college students perceived the nurse's image by visiting hospital or admission(37.9%), watching TV(25.8) and others; nurses' appearance during clinical experience(16.3). 3. The mean score for nurse's image of clinical experience group (2.76$\pm$0.28) was lower than that of non-clinical experience group(2.89$\pm$0.31) in significance (t=4.319, p=0.000). 4. In the nurse's image according to clinical experience, there were significant differences for traditional, professional, social, personal image between two groups and the lower mean scores were found in the clinical experience group in all dimensions. The ranks of dimensions were professional image(3.08), traditional image(2.76), social image(2.65), the personal image(2.59) in clinical experience group, whereas professional image(3.21), traditional image(2.93), social image(2.75), personal image(2.71) for non-clinical experience group.5. The high score items of nurse's image were 'worthwhile work(3.48)', 'always working hard(3.30)', 'profession(3.17)', 'strong responsibility toward work(3.08)', 'have a high technical skill(3.05)' in clinical experience group and 'worthwhile work(3.69)', 'always working hard(3.28)', 'clean and decent(3.22)', 'profession(3.21)', 'have a bountiful professional knowledge(3.18)' in non-clinical experience group. 6. The highest mean score for nurse's image related to the image forming factors was 86.8 by novels or literature and the second highest was 84.3 by visiting hospital or admission. And others(mean=82.1)was the most negative nurse's image by clinical experience. In conclusion, nurse's image perceived by nursing college students will be the mirror of themselves. And clinical experience will be the important opportunity to form the professional image with white uniformed nurses in future. Therefore it is important for clinical nurses to play professional roles rightly so that nursing students could form positive nurse's image.

• Korean Journal of Social Welfare Studies
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• v.44 no.2
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• pp.201-230
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• 2013

The study attempted to analyze the experiences concerning professional identities of social workers working in hospice palliative care(HPC) multidisciplinary team by adopting ground theory method. The data were drawn from in-depth interviews with 11 social workers working in HPC teams for more than a year. As a result of the study, 166 concepts, 21 themes and 10 categories were presented. The core theme was identified as "growing up as a professional recognized by clients and other team members". The characteristics of social work and those of hospital setting systematic barriers and problems of the governmental support program worked as external conditions. The conflicts and confusions in social workers' professional identities were brought about as results of the conditions while successful team and the characteristics of individual setting promoted to get over the problems. The social workers experienced professional rewards and personal growth from hospice practices by utilizing diverse strategies. It was proposed that social workers should make efforts to be recognized as an essential profession in HPC multidisciplinary teams together with resolving the institutional problems such as regulations on qualifications of HPC social worker, professional education and governmental supports to improve work conditions.

• Journal of the Society of Disaster Information
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• v.7 no.3
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• pp.240-246
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• 2011

The professional ethics for the guard is defined as the professional ethics that the person working as a guard to have. The professional ethics education builds the certainty and confidence about professional ethics recognition as well as behavior for guards so that helps the successful performance of the job. Therefore, this study tried to consider previous researches, understand the current professional ethics education for the department related to the guard and the case studies of incidents due to lack of professional ethics education to suggest the measures of activating professional ethics education. First, it is to consider the specialty of the guard to build the guard-martial spirit. Second, the professional ethics education must be out of the central culture study but develop as a major subject. Third, the quality and professionalism of the responsible professor of the professional ethics subject shall be considered. Forth, the professional ethics education must be performed not only at school but also continuously through the various ethics programs of the work places as well as organizations.

• International Journal of Computer Science & Network Security
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• v.22 no.9
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• pp.51-58
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• 2022

The article emphasizes the features of the modern education system in Poland, reveals the peculiarities of improving the professional competence of a specialist in Poland through the implementation of multimedia technologies. Various forms of innovations implemented in improving the professional competence of a specialist are listed: improvement (rationalization), modernization, innovation. The forms of professional improvement through the introduction of computer technologies in general and multimedia technologies, in particular, primarily include various professional courses, qualification, preparatory, methodological conferences, seminars, postgraduate studies, foreign and state internships. At the same time, the main direction is self-education. The subject of professional improvement in the application of computer technologies by specialists is the updating of existing knowledge, exchange of professional experience, planning, as well as discussion of innovative works in which specialists participate. Professional growth of specialists can occur both during work and in higher education institutions during their studies. Modernization of computer technologies, especially multimedia ones, is a necessary condition for the functioning of specialists in modern society, since specialists are at the center of the educational process, during the improvement of professional competence. The main functions of the educational process necessary for improving the professional competence of specialists through the implementation of multimedia technologies are revealed. These functions not only contribute to the professional improvement of specialists, but also affect their solutions and optimize the maintenance of contacts between specialists. The importance of creating conditions that are consistent with the modern needs of innovative education is emphasized.

• Korean Journal of Adult Nursing
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• v.22 no.3
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• pp.303-311
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• 2010

Purpose: The purpose of this study was to investigate the importance of nurses' caring behaviors and to identify the factors influencing of nurses' caring behaviors. Methods: The participants were 404 nurses who were caring the chronically sick elderly in five H university hospitals. Data were collected through self-reported questionnaires on the importance of caring behaviors, nursing professional value and job satisfaction. Data were analyzed with descriptive statistics, t-test, ANOVA, Scheffe-test, Pearson's correlation coefficient and stepwise multiple regression with SPSS/WIN 16.0. Results: The average score for importance of nurses' caring behaviors was 3.38 and the 'professional knowledge and skill' factor was the highest level. The mean score of nursing professional value was 7.53 and job satisfaction, 3.18. Importance of nurses' caring behaviors had a significant positive correlation with nursing professional value, job satisfaction, nurse's age and work experience among demographic variables. Two significant variables influencing importance of nurses' caring behaviors were nursing professional value and job satisfaction. But characteristics of nurses did not influence. Conclusion: The findings of this study indicate that importance of nurses' caring behaviors can be improved by intervening factors affecting this importance. Based on the findings of this study, further nursing practice and nursing research for nurses caring the sick elderly should be focused on their nursing professional value and job satisfaction.

• Korean Journal of Social Welfare
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• v.48
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• pp.271-301
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• 2002

This paper is to provide the legitimacy of the recruit system of professional social welfare workers in public sector with government by analyzing the evaluation results of the supervisors. In order to evaluate the public welfare workers recruit system, 500 supervisors are selected randomly from the universe of 2,880 supervisors working in the public welfare field. They are not a professional social worker, but an administrative supervisor in hierarchical structure. Among them 302 supervisors give their views on the recruit system, social welfare workers' job achievement, job attitude, ability, and professional values. They assess the workers' job achievement very positively, which are affected by job attitude, ability, and professional values. They agree that it is very valuable to exist the recruit system of professional social welfare workers in public sector, because it has contributed to increasing the workers' job achievement level in the public welfare field. This study concludes that it is successful to adopt the recruit system of social welfare workers in public sector, and suggests that the system be developed further in public welfare field. Besides, this paper insists that professional public welfare workers recognize that they are one of the members of the organization and they work together with administrative staffs.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.4
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• pp.437-445
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• 2014

Purpose: The aim in this study was to identify head nurses' nursing performance according to their managerial competencies and professional nurse autonomy. Methods: From January 15 to January 31, 2013 a survey was distributed to 200 head nurses working in 5 tertiary hospitals in B city and J city. The response rate was 80% (160 responses). The survey content included the Managerial Competencies Scale (MCS), Schutzenhofer professional nurse autonomy Scale (SPNA), and Nursing Performance Scale (SPNA). Results: The score for MCS was 4.53, for SPNA, 177.05, and for SPNA, 4.62. Nursing performance was related to managerial competencies (${\beta}=0.741$; p<.001; SE=0.059) and professional autonomy (${\beta}=0.135$; p=.010; SE=0.001). These factors accounted for 64.8~67.3% of the variability in nursing performance. Conclusion: Results indicate that head nurses' performance would be improved through increased nursing managerial competencies and expansion of professional autonomy suggesting a need to develop work systems designed to achieve high managerial competency and professional autonomy in head nurses.

• The Korean Journal of Rehabilitation Nursing
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• v.15 no.1
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• pp.54-62
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• 2012

Purpose: The purpose of this study was to explore the level of professional self-concept, self-efficacy and job satisfaction among nurses who work at hemodialysis units. Methods: With convenience sampling, 128 nurses working at hemodialysis settings in Chungcheong Province were participated in this study. Data were analyzed using SPSS/WIN 14.0 with descriptive statistics, t-test, ANOVA, and Pearson correlation coefficient. Results: The mean scores were 2.68 for professional self-concept, 3.65 for self efficacy and 3.14 for job satisfaction. There were significant differences in professional self-concept according to age, religion, position and clinical experience. There was statistically significant difference in self-efficacy according to age. Also, there was statistically significant difference in job satisfaction according to age, marital status, hospital type, position, clinical experience, and the number of patients per nurse. Job satisfaction was positively correlated with professional self-concept and self-efficacy. Conclusion: These findings provided that interventions to enhance professional self-concept as well as the strategies to improve self-efficacy are very important.

• Journal of Korean society of Dental Hygiene
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• v.19 no.5
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• pp.803-811
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• 2019

Objectives: This study investigated the factors influencing organizational socialization of new dental hygienists and provides basic data for successful organizational socialization. Methods: Data were collected using self-report questionnaires from 199 new dental hygienists of dental clinic and hospital between June and September 2018. Data analysis using SPSS 22.0 included Independent t-test, one way ANOVA, Scheffe post-hoc test, Pearson correlation coefficients, and multiple regression analysis. Results: The new dental hygienists' professional self-concept, interpersonal ability, and organizational socialization value were $3.27{\pm}0.50$, $3.55{\pm}0.45$, and $3.03{\pm}0.37$, respectively. There were significant positive correlations between professional self-concepts, interpersonal relations, and organizational socialization. A positive correlation was found between professional self-concept and interpersonal relations. Factors affecting organizational socialization of new dental hygienists included the strength of work, interpersonal relations, and professional self-concept. Professional self-concept was the most influential factor leading to 54.7% of the variance in organizational socialization. Conclusions: Therefore, to improve the organizational socialization of new dental hygienists and reduce the turnover rate, it is necessary to develop and implement programs promoting professional self-concept and interpersonal relations.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.4 no.2
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• pp.301-318
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• 1997

This study was done to identify the professional autonomy of clinical nurses perceived by staff nurses and doctors. The subjects consisted of 410 nurses and 219 doctors who are working at 4 general hospital in Daegu and Pusan. The nurses were surveyed by means of July 7 to September 27, 1997. The results are as follows : 1. The score which the nurses perceived clinical nurses' professional autonomy is 159.05 points. This score means mid level of professinal autonomy. 2. The score which the doctors perceived clinical nurses' professional autonomy is 140.37 points. This score means mid level of professinal autonomy. 3. The extent of the perceived clinical nurses' professional autonomy between two groups was remarkably high in the nurses group(P=.000) 4. The relationship between general characteristics and the perception of professional autonomy by nurses showed a significant difference in regard to the age, the marital status, educatioal level, the period of nursing career and the state of position. The score of professional autonomy by age was highest 41 years old or more, while the lowest was for 26-30 years old(P=.008). The score of professional autonomy of a married nurse was higher than an unmarried(P=.003). The score of professional autonomy by the period of nursing career was highest 9 years or more, the lowest was for 3-6 years(P=.009), Also, the higher the educational level(P=.000) and the state of position(P=.049), the higher the score of professional autonomy. But there were no statistically significant difference in regard to the religion and the field of work. 5. The relationship between general characteristics and the perception of professional autonomy by doctors showed no statistically significant difference.