• Journal of Information Technology Applications and Management
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• v.15 no.4
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• pp.205-220
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• 2008

Categorizing Korean IS practitioners into junior specialists, mid-level specialists, senior specialists, and generalists following the results of existing researches, this paper shows that Korean IS recruiters require their applicants to possess higher level of "product-orientation" than the level required to junior specialists near to the level required to mid-level specialists. Results show that Korean IS recruiters know the IS knowledge and skills requirements on Korean IS practitioners well, and that Korean IS recruiters respond to the needs of their companies agilely. Results also show that Korean universities fail to foster their students to meet the needs of industry.

• Journal of the Korean Society for Library and Information Science
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• v.32 no.3
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• pp.5-22
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• 1998

This study compared whether there are significant differences of searching characteristics between the subject specialists and professional searchers in education in terms of internet search engines. The major findings and conclusions from the study are as follows. Subject specialists used more search terms and Boolean operators and spent more times on the computers than professional searchers. However, professional searchers retrieved more relevant documents and had higher precision ratios than subject specialists.

• International Journal of Knowledge Content Development & Technology
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• v.8 no.1
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• pp.37-50
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• 2018

The purpose of the study is to identify the perception of the Library and Information Science (LIS) specialists about the use of mobile phones in retrieving information. It investigates the present status of the LIS specialists regarding mobile phone usage, perceptions regarding the use of mobile phones in retrieving information from libraries and points out the possible drawbacks and their solutions for embracing mobile phones in retrieving information from libraries and providing some suggestions. The methodology includes a quantitative approach. The authors used a survey method using a structured questionnaire to measure the perception of LIS specialists regarding the use of mobile phones in retrieving information from libraries. The findings confirmed that the majority (72%) of LIS specialists have the experience of using mobile phones for more than 10 years. Findings also indicate that the LIS specialists have agreed with the statements of advantages of using mobile phones. This paper concludes that the respondents also agreed regarding the possible advantages of introducing mobile phones in retrieving information from libraries. The paper explores the original perceptions of LIS specialists regarding the use of mobile phones in retrieving information from libraries.

• Journal of Korean Academy of Nursing Administration
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• v.1 no.2
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• pp.372-387
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• 1995

One-hundred eighty four medical doctors and 349 nurses out of 6 university hospitals and 1 general hospital were surveyed from Mar. 3, to Mar. 31, 1995, in order to appreciate the extent of their understandings on the clinical nurse specialist system. The difference was analyzed by the subjects' age, their position and department, the expected benefits of the system. the assigned department, the position and qualification, the required special educational organization and program, and the extent of autonomy of the function of clinical nurse specialists and the special nursing field. The results were as follows ; 1. The perception about the expected benefits of the introduction of clinical nurse specialist system was significantly different among the age groups of medical doctors, and the age group of 40s among them showed the most positive perception. 2. The extent of acquaintance with clinical nurse specialist was the higher in the older age groups of respondent nurses. Meanwhile, the experience of participation with clinical nurse specialists was the more in the older age group of medical doctors. 3. The opinion about the required position of clinical nurse specialists was significantly different by the age and position of the respondent nurses. The rank of head nurse was suggested by the respondent nurses of older age and higher positon, while the level of in-charge nurse was suggested by the staff nurses. Also, the duration of clinical experience required of clinical nurse specialists was the most frequently responded as 6 to 10 years by nurses, as 2 to 5 years by medical doctors. 4. The degree of educational background required of clinical nurse specialists was differently responded by the various position of medical doctors and nurses. Of the medical doctors, professors frequently responded bachelor degree and medical residents frequently responded master degree as the required educational background. Of the nurses, nursing administrators more frequently responded that master degree was required of clinical nurse specialists than staff nurses and clinical nurse specialists did. 5. The extent of acquaintance with clinical nurse specialist system was different among the various department of medical doctors, which was the highest in the doctors of psychiatry, internal medicine and pediatrics, respectively. The doctors of surgery were the least acquainted of clinical nurse specialist. 6. The nurses of special parts, of surgery and of obstetrics & pediatrics responded more frequently that clinical nurse specialists should belong to the nursing department than the nurses of internal medicine and of others did. 7. The Special parts that necessitate clinical nurse specialists were responded to be the more important by nurses than by medical doctors. Clinical nurse specialists were responded to be the more necessary in the parts of diabetics, oncology, pyschiatry, dialysis, organ transplantation, intensive care, and in cardiovascular part. They were responded to be the less important in the parts of intravenous therapy, computer informatics, nursing administration, the improvement of nursing quality.

• Korea Journal of Hospital Management
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• v.13 no.4
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• pp.1-26
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• 2008

This study examines the statistical relationship between medical specialists and managerial performance, using regression analysis with the number of medical specialists per 100 beds as the independent variable and the managerial performance index as the dependent variable. Managerial performance index incorporated the number of out-patients per specialist, the number of in-patients per specialist, the volume of revenue per specialist, the number of beds per specialist, and the average length of stay. To compare different groups of hospitals, dummy variable was applied to five groups of hospitals according to size: 100-299 beds, 300-599 beds, 600-899 beds, 900-1199 beds, and more than 1200 beds. The data consisted of 181 general hospitals with more than 100 beds, which included 28 public hospitals, 73 corporate hospitals, 64 university hospitals and 16 private hospitals. Of those, 87 hospitals were located in big cities and 94 hospitals in medium to small cities. This study used hospitals from the Korean Hospital Association, and data published in 2004. The collected data sample was analyzed using the SPSSWIN 12.0 version, and the study hypothesis was tested using regression analysis. The findings of this study are summarized as follows: Hypothesis 1 predicting a negative effect of the number of medical specialists on the number of out-patients per specialist was supported with statistical significance. The analysis of dummy variable showed causality in all the hospital groups larger than the group of 100-299 beds. Hypothesis 2 predicting a negative effect of the number of medical specialists on the number of in-patients per specialist was supported with statistical significance. The analysis of dummy variable showed causality in the hospital group of 300-599 beds when compared to the group of 100-299 beds. Hypothesis 3 predicting a negative effect of the number of medical specialists on the volume of revenue per specialist was not supported. However, the analysis of dummy variable showed that the volume of revenue per specialist increased in the hospital groups of 600-899 beds, 900-1199 beds, and over 1200 beds, when compared to the group of 100-299 beds. Hypothesis 4 predicting a negative effect of the number of medical specialists on the average length of stay was supported with statistical significance. The analysis of dummy variable showed causality in the hospital group of 300-599 beds, when compared to the group of 100-299 beds. Results of this study show that the number of the medical specialists per 100 beds is an important factor in hospital managerial performance. Most hospitals have tried to retain as many medical specialists as possible to keep the number of patients stable, to ensure adequate revenue, and to maintain efficient managerial performance. Especially, the big hospitals with greater number of beds and medical specialists have shown greater revenue per medical specialist despite the smaller number of patients per medical specialist. Findings of this study explains why hospitals in Korea are getting bigger.

• Korean Medical Education Review
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• v.16 no.2
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• pp.92-98
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• 2014

Medical education departments or offices are established in response to public expectations relating to health care, societal trends towards increased accountability, educational developments, increased interest in what to teach and how to educate doctors. However, heavy workloads and mixed feelings towards medical education departments or offices by the other members of a medical school can threaten job satisfaction and increase burnout. The authors investigated the prevalence of burnout among medical education specialists and related issues. Individual in-depth interviews with four medical education specialists were conducted to develop a questionnaire. After content analysis of the interview, the authors generated a survey form with 28 items including 6 categories: motivation to choose medical education as a career, job satisfaction, intention to leave their current position in medical education, the frequency and causes of burnout, and demographics. In September 2013, an email survey was administered to 43 faculty including non-tenure staff who were working in the department/office of medical education in 41 medical colleges in Korea. Of 43 medical education specialists, 25 (60%) returned surveys. Forty three-point-three percent of them felt encouraged when their endeavors generated a visible educational improvement in the medical school. A majority (87%) reported feeling burned out. Fifty percent of them experienced the feeling once or twice a year. The extent of burnout tended to be greater in women, those in their forties, those with non-medical doctor degrees, and in non-tenured staff. To reduce and prevent burnout among medical education specialists, the participants suggested that leadership of medical schools and a systematic approach to medical education should be established. A majority of the medical education specialists reported experiencing burnout, although they were satisfied with their jobs. To reduce their burnout and allow them to focus on their own work in medical education, the following factors are needed: perceptual changes of other members of the college about medical education; more systematic institutional strategies; networking among medical education specialists; and personal efforts for professional development.

• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.559-573
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• 2019

The purpose of this study is to investigate factors affecting turnover intentions of rehabilitation specialists by using data on the "improvement of labor conditions and human rights of rehabilitation Specialist" which was conducted both in 2016 and in 2017. The turnover intention of the rehabilitation specialists was analyzed with personal factors, job-related factors, and factors related with client violence, discrimination, and burnout. Among these factors, variables of wage satisfaction, job satisfaction, and client violence have statistically significant effect on the turnover intention of rehabilitation specialists. While the variables of wage satisfaction and job satisfaction are likely to decrease the turnover intention of rehabilitation specialists, the variable of client violence significantly increase the turnover intention of rehabilitation specialists. The results of this analysis implies that the labor conditions including salary, the work environment for the rehabilitation specialists, and client education should be improved and strengthened to decrease the turnover intention of the rehabilitation specialists.

• Archives of Craniofacial Surgery
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• v.23 no.6
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• pp.256-261
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• 2022

Background: Treating panfacial fractures (PFFs) can be extremely difficult even for experienced surgeons. Although several authors have attempted to systemize the surgical approach, performing surgery by applying a unidirectional sequence is much more difficult in practice. The purpose of this study was to review the literature on PFF surgery sequence and to understand how different surgical specialists-plastic reconstructive surgery (PRS) and oral maxillofacial surgery (OMS)-chose sequence and review PFFs fixation sequence in clinical cases. Methods: The PubMed and Google Scholar databases were scoured for publications published up until May 2020. Data extracted from the studies using standard templates included fracture part, fixation sequence, originating specialist, and the countries. Bibliographic details like author and year of publication were also extracted. Also, we reviewed the data for PFFs patients in the Trauma Registry System of Dankook University Hospital from 2011 to 2021. Results: In total, 240 articles were identified. This study comprised 22 studies after screening and full-text analysis. Sixteen studies (12 OMS specialists and 4 PRS specialists) used a "bottom-top" approach, whereas three studies (1 OMS specialist and 2 PRS specialists) used a "top-bottom" method. However, three studies (only OMS specialists) reported on both sequences. In our hospital, there were a total of 124 patients with PFF who were treated during 2011 to 2021; 64 (51.6%) were in upper-middle parts, 52 (41.9%) were in mid-lower parts, and eight (6.5%) were in three parts. Conclusion: Bottom-top sequencing was mainly used in OMS specialists, and top-bottom sequencing was used at a similar rate by two specialists in literature review. In our experience, however, it was hard to consistently implement unidirectional sequence suggested by a literature review. We realigned the reliable and stable buttresses first with tailoring individually for each patient, rather than proceeding in the unidirectional sequence like bottom-top or top-bottom.

• Journal of Korean Academy of Nursing
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• v.39 no.5
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• pp.709-719
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• 2009

Purpose: The study was done to investigate physical assessment skills used by, and educational needs of, advanced practice nurses (APNs) and nurse specialists in Korea. Methods: A total of 123 APNs and nurse specialists working in five major hospitals in Seoul were surveyed from July 15 to August 20, 2007. Results: Fourteen skills out of 126 items were reported as being performed on a regular basis by participants. The majority of these skills involved general observation. Forty-six skills were rarely used. Some participants showed a lack of confidence in certain assessment skills, such as in doing a rectal or pelvic exam, and the use of some assessment equipment. Over 90% of participants required in-depth education on health assessment provided by specialists or nursing professional organizations. Conclusion: More educational opportunities in physical assessment should be provided including education programs based on the nurses' skill levels and needs. This effort will help to increase confidence of APNs and nurse specialists in physical assessment skills, ultimately resulting in better nursing outcomes.

• Journal of Families and Better Life
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• v.32 no.1
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• pp.101-115
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• 2014

Healthy family specialists, who must be equipped with comprehensive and specific knowledge on the health of families with an extensive span of duty, should receive continued education for enhancing their capabilities. In this context, this study will focus on a coaching program that brings excellent result in helping healthy family specialists to set up a vision, exercising leadership and improve their personal relations, etc. with a focus on the potential and possibility of persons and organizations. To accomplish the purpose of this study, the present condition of the existing reeducation program for healthy family specialists conducted by the Central Healthy Family Support Center was grasped. This was done through an analysis on the educational programs for nurturing professional coaches executed by many educational institutions in an effort to propose the coaching education program for enhancing the capabilities of healthy family specialists. The contents related to instruction, time, qualifications, etc. proposed in the model developed through the considered educational program could be used in the future for the education of healthy family specialists so that they may enhance their capabilities.