• Korean Journal of Clinical Pharmacy
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• v.30 no.3
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• pp.185-195
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• 2020

Objective: This study aimed to explore a veteran patients' behavior of prescribing drug use and of which influencing factors from the veteran patients' perspective through qualitative interviews. Methods: We recruited veteran patients through purposive sampling and interviewed 30 veteran patients aged 20 and over who had been taking prescription drugs. We developed and utilized an interview guide consisting of three themes for data collection. We made verbatim transcripts and analyzed data using the framework analysis. Results: Participants were aware that they had large amounts of prescribing medicines and discarded the medicines. They often used improperly by the person himself or his family or acquaintances. The factors that influenced these inefficient prescription drug usage were grouped into 'factors procuring more drugs than necessary' and 'factors being prescribed more drugs than necessary'. Anxiety about downgrading from the upper class to the lower among reward classes for veterans, and suspicion or dissatisfaction with the veteran policy caused the participants to procure more drugs than necessary. Additionally, they received too many medicines due to long-term prescriptions and lack of communication with their doctors, and poor quality of veteran health services. Conclusion: To improve the medication use behavior of veteran patients, providing information or introducing interventions for the proper medication use is not enough. Efforts should be made to improve their negative recognition over relevant policies and health care services.

• Knowledge Management Research
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• v.16 no.1
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• pp.225-242
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• 2015

Cyberbullying, i.e., posting malicious comments online, has been identified as a critical issue in the online and social media context. It has become prevalent on a global scale, which happens across all ages. As a way to reduce and prevent cyberbullying, it is important to promote online prosocial behavior. In line with the concept of online prosocial behavior, we suggest posting benevolent comments against posting malicious comments as a new type of online prosocial behavior, which can combat cyberbullying and facilitate positive online culture. This study thus aims to analyze what motivates people to post benevolent comments in the online context. Based on interview methods, we extracted seven driving factors (self-presentation, pleasure, social contribution, emotional support, reputation, monetary reward, and reciprocity) and two inhibiting factors (social anxiety and effort) of posting benevolent comments online. This study has its theoretical contribution in exploring the motivation factors leading to the posting of benevolent comments by extending the concept of online prosocial behavior. It also has its practical implications by providing guidance for promoting prosocial behavior in the online context.

• Health Policy and Management
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• v.24 no.3
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• pp.291-300
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• 2014

Background: The efficient knowledge management in hospital organization is generally known as the important activities relevant to employees' knowledge sharing behavior and work performance. This research examined factors affecting employees' knowledge sharing behavior and work performance in top 4 university hospitals. This study is based on individual factors such as incentives, reciprocity, behavioral control, and subjective norms. Also, there are organizational factors such as CEO support, learning climate, IT system, rewards system, and trust. Methods: Data was collected from employees who are working at 3 hospitals university in Seoul and 1 university hospital in Gyeonggi-Do through the self-administered questionnaires. A total of 779 questionnaires were analyzed by PASW SPSS ver. 18.0. (SPSS Inc., Chicago, IL, USA). Results: The significant variables affecting knowledge sharing behavior are behavioral control (in individual factor) and CEO, IT system, and trust (in organization factor). Also the significant variables affecting work performance are incentives, reciprocity, subjective norms, and behavioral control (in individual factor) and CEO support, IT system, reward system, and trust (in organization factor). Conclusion: The personality and organization characteristics factors is important to improve knowledge sharing behavior and work performance of hospital employees. Therefore, to make more efficient knowledge management is to build and system knowledge sharing culture, system, and leadership and to develop practical strategies.

• Journal of Sasang Constitutional Medicine
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• v.27 no.4
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• pp.396-403
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• 2015

Objectives The purpose of this study was to analyze the characteristics of each Soyang constitutional Exterior and Interior disease's favorable-unfavorable pattern using the Temperament and Character Inventory(TCI) in a Korean adult clinical sample.Methods A total of 32 subjects(age 20-49) completed the Korean version of the TCI. A Sasang Constitutional Medicine specialist determined each subject's Sasang constitutional type based on the Questionnaire for Sasang Constitution Diagnosis(QSCC∥) and comprehensive constitutional assessment. The participants consisting of 15 favorable pattern, 17 unfavorable pattern.Results Among the four temperament dimensions, the favorable pattern showed significantly higher scores than the unfavorable pattern in Novelty Seeking(NS) and Reward Dependence(RD). Among the three character dimensions, the unfavorable pattern showed significantly higher score than the favorable pattern subjects in Self-Directedness(SD).Conclusions Differences in temperament and character were discovered across the Soyang Constitutional disease's Exterior and Interior disease's favorable-unfavorable pattern.

• The Research Journal of the Costume Culture
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• v.25 no.6
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• pp.893-912
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• 2017

Crowdsourcing models in which organizaions obtain needed product ideas and services from a crowd in a network-based society are rising as a global industry trend. The purpose of this study was to figure out the types and characteristics of crowdsourcing design shown in the domestic fashion brands, and to provide implications for design strategies using crowdsourcing. This study was based on qualitative research which was brand case studies on crowdsourcing design in the fashion industry from January 2006 to July 2017. Also, quantitative analysis using frequency and percentage was applied. The results were as follows: First, crowdsourcing design was used in almost all types of fashion brands, such as sports and outdoor wear, men's wear, women's wear, men's and women's casual wear, shoes, bags, school uniforms, jeans, accessories, etc. Crowdsourcing design in the fashion industry was classified into three types: crowdsourcing graphics and artwork; crowdsourcing customized designs; and crowdsourcing product designs. Of the three types, crowdsourcing graphics and artwork was used most. There were four methods to choose the best crowsourced design: review only by experts, voting by crowd and review by experts, crowdvoting, and crowdfunding. Second, the characteristics of crowdsourcing design were openness, participation, reward and acknowledgement, sharing and interaction, and individualized collective intelligence. Crowdsourcing design could be used as an open innovation strategy in the fashion industry, which could collect new and creative design ideas for product development, resulting in the satisfaction of consumers and benefitting the company.

• Korean Journal of Clinical Pharmacy
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• v.24 no.2
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• pp.90-97
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• 2014

Learning portfolio is a collection of evidence that learning has taken place. It has gained its reputation as a useful assessment tool in the education of health professionals. The purpose of this study is to describe the pharmacy students' experiences and perceptions upon the introduction of a learning portfolio into the Introductory Pharmacy Practice Experience course. Methods: Fifty five students from one pharmacy school who used a learning portfolio to document their progress in the IPPE course participated in 16-item questionnaire exploring opinions and experiences of learning portfolio preparation, assessment, and personal and professional development and reflection. Results: Most students agree that a learning portfolio is a valuable tool in promoting self-directed and reflective learning. However most of them (46/55) also feel developing a portfolio is time-consuming, and when compared to their effort, an appropriate reward has not been given. Conclusion: To make the use of learning portfolios successful students should receive clear guidelines on their purpose, content and structure. Also the assessment criteria should be provided before the introduction of learning portfolio and their effort in developing learning portfolio should be rewarded.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.4
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• pp.362-372
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• 2016

Purpose: The aim of this study was to investigate whether job satisfaction in clinical nurses was dependent on work intensity and whether physical discomfort mediated the relationships between these variables. Methods: Structural equation modeling was used with a sample of 253 clinical nurses from four general hospitals. In the model, absolute work intensity, relative work intensity, and flexibility were considered as exogenous variables and physical discomfort as a mediating variable. Data were collected using self-report measures such as the Labor Intensity Questionnaire, the Rating of Perceived Exertion, and the Index of Job Satisfaction. Results: The results of the structural equation modeling found that the higher scores on absolute and relative work intensity were positively associated with physical discomfort but only relative work intensity was significantly related to job satisfaction. Physical discomfort mediated the relationships between absolute work intensity and job satisfaction and between relative work intensity and job satisfaction. Among three kinds of work intensity, only relative work intensity had direct and indirect effects on job satisfaction. Conclusion: The findings suggest that increase in relative work intensity might play an important role in decreasing job satisfaction in clinical nurses and a reasonable reward system considering relative work intensity could be necessary.

• Journal of Korean Academy of Nursing
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• v.35 no.4
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• pp.680-685
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• 2005

Purpose. The purpose of the study was to categorize nursing students' subjectivity in their attitude toward their jobs, and thereby understand the differences among these attitude types. Methods. The study used a Q-method to measure nursing students' attitude toward jobs identity types. In-depth and objective interviews and literature review formed Q sample. The P sample consisted of 25 nursing students. Results. The results of the study show that nursing students can be categorized into three types, depending on their attitudes toward their jobs. The firs type, 'interest-oriented' students, strongly disagree to the follow-ing: giving priority to job over marriage, standing unfair treatment in the workplace, the importance of pro-motion opportunity, irresponsibility, and uncertainty. The 'reward-oriented' students, on the other hand, strongly disagree to the following: indifference to career prospects, employment-related relocation of residence, irresponsibility, standing difficulties, and compromises with others. The third type of nursing students is the possession-oriented students, who strongly disapprove of irresponsibility, refusal to compromise with reality, standing unfair job allocation or promotion and career uncertainty. Conclusions. The study on nursing college students' attitude toward their jobs is meaningful in the following aspects: First, the study clarifies nursing college students' attitudes toward their job by categorizing it. Second, the study confirms the changing attitudes of nursing students toward jobs with the change of times and calls for proper educational programs to foster healthy career attitudes. Third, proper decision-making as regards jobs and job allocation for nurses, or their career attitudes, is beneficial to individuals, the medical industry, and society.

• Journal of Korean Academy of Nursing Administration
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• v.17 no.3
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• pp.301-314
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• 2011

Purpose: This study was a methodological research conducted to develop a clinical ladder system for operating nurses. Methods: Participants were 20 OR nurses, working in C Hospital, who had a mean tenure of 6 years and 10 months. Data collection consisted of 4 focus group interviews during May and June 2009. The content analysis method of Kim and Lee (1986) was used to analyze the data. Two clinical expert groups consisting of 16 nurses verified the content validity of the preliminary system from September 16 to 26, 2009 using Kim's tool (1999). Results: The final clinical ladder system consisted of goals, core values, and 4 domains of practice related to core values, which were defined as professional value, perioperative nursing practice, education/research, and collaboration/leadership. Eleven nursing competencies and 44 behavior indicators were included in accordance with the 4-step ladder. The 4 operation systems for the clinical ladder system were the promotion system, continuous learning system, reward system, and support system. Conclusion: The results indicate that nursing managers need to pay more attention to developing a clinical ladder system for nurses.

• Korean Journal of Occupational Health Nursing
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• v.23 no.4
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• pp.219-226
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• 2014

Purpose: This study aims to determine the association between psychosocial work environment and self-rated health among general hospital nurses. Methods: A total of 195 nurses working in one general hospital were eligible for data analysis by multivariate logistic regression. The psychosocial work environment was measured with the Korean version of the Copenhagen Psycosocial Questionnaire version II (COPSOQ-K). Self-rated health was recoded as good (excellent/good) and not good (fair/poor/bad) to the question, "In general, how would you rate your health status?" Results: 40% of nurses rated their health positively. Commitment to the workplace (OR=1.27), predictability (OR=1.32), recognition and reward (OR=1.41), role clarity (OR=1.32), and social support from colleagues (OR=1.25) were positively associated with self-rated health of nurse participants. Work-family conflict (OR=0.82) was negatively associated with self-rated health. Conclusion: The findings suggest that psychological work environment predicts self-rated health of hospital nurses. Good psychological work environment may be helpful in improvement of nurses' health.