• The Journal of Korean Academy of Sensory Integration
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• v.17 no.3
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• pp.26-45
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• 2019

Objective : The purpose of this study is to develop educational goals, training content, and training methods for the intervention course of the Korean Academy of Sensory Integration (KASI) and to conduct competency-based intervention courses based on the competency model for sensory integration intervention. Methods : This study was conducted on work therapists who participated in the 2019 intervention course of KASI. In the first phase, educational needs were analyzed to set goals for the interventional course. In the second phase, a meeting of researchers drafted the intervention course education program and the methods of education, and the intervention course was conducted. In the third phase, the changes in educational satisfaction and performance level pre- and post-intervention course for each competency index were investigated. Results : The educational goals of "learning and applying the clinical reasoning process of sensory integration intervention" and "intervention by applying the principle of sensory integration intervention" were set after reflecting on the results of the analysis of the educational requirements. The length of the competency-based intervention course was 42 hours. The average education satisfaction level of participants in the arbitration process was 4.48±0.73, and the average education satisfaction level of the supervisor was 3.92±0.71. In both groups, the most satisfying curriculums were the data-driven decision-making process and the intervention goal-setting lecture. But the satisfaction level of was the lowest. Before and after the intervention course, there were significant changes in the performance of the two behavioral indicators of the analytic skills in the expertise competency cluster of the competency model. Conclusion : This study is meaningful in that it conducted a survey of educational needs, the development and implementation of an educational curriculum, and an education satisfaction survey through systematic courses necessary for education development.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.9
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• pp.5610-5620
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• 2014

This study was conducted to determine the levels of job stress, as well as its association with psychosocial factors (type A behavior pattern, locus of control, and self-esteem). Self-administered questionnaires were given to 634 clerical public officers in the C Provincial Office between February 18 and Mar. 10, 2013. As a result, the job stress levels of the subjects was significantly different according to age, sex, educational level, marital status, job position, job career, satisfaction in job life, smoking, alcohol drinking, sleeping time, type A behavior pattern, locus of control, and self-esteem. Regarding the correlation of job stress and psychosocial factors, the level of job demand was negatively correlated with the internal locus of control. The decision latitude was negatively correlated with the type A behavior pattern, internal locus of control and self-esteem. Supervisor support was negatively correlated with the external locus of control. In hierarchial multiple regression analysis, the affecting factors to the job stress selected variables, such as age, subjective health status, job position, overtime work, experience of sick absence, satisfaction in work, sleeping time, leisure time, visiting out-patient department, type A behavior pattern, locus of control, and self-esteem, and the explanatory powers of these factors was 32.1%. In particular, the factors related to the psychosocial factors (type A behavior pattern, locus of control, self-esteem) were strongly related to the job stress, increasing the explanation of factors up to 15.0%.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.4 no.1
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• pp.89-111
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• 2009

Since the financial crisis in 1997, the Korean economy has a steady increase of people who tend to establish their own business by 2008. Business foundations can be divided into independent businesses and franchise businesses. This study focuses on what type of business owners among franchise enterprisers can achieve success. This is intended to reduce trial and error by drawing upon success factors in the stages of establishment, operation, and achievement based on a total sample of 350 individual business sites. The result shows that the success factors in the stage of establishment include (1) Preparation such as foundation education (2) Marketing capability (3) Appropriateness of Business Item (4) Other founder's entry barrier, conglomerate's entry regulation and (5) Head Office Support including service education, market survey education, marketing support. On the other hand, the success factors in the stage of operation include the supervisor capability, Marketing capability, Head Office Support, Customer Management Capability and Employee Satisfaction. Additionally after choosing the major factors according to each stage, multiple regression analysis was processed and interpreted. Finally, we believe that the franchise or independent business foundations can make a profit as well as increase continuous sales and customer satisfaction only with thorough and careful preparation in all stages of foundation and operation. This study is expected to contribute to those who prepare new business in franchise domain to minimize failures with deep consideration of the success factors in the franchise.

• Journal of Korean Academy of Nursing Administration
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• v.1 no.1
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• pp.46-64
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• 1995

The 12-hour work shift can be influenced on the nurse's job satisfaction, effective personnel administration, and quality of patient care. The purpose of this study was to explore the perception on the 12-hour work shift by nurses. A total of 516 nurses were selected by convenience sampling from six general hospitals in Seoul. Based on the literature review, the questionnaire on the need of the 12-hour work shift was designed by the investigator. The data were analyzed using descriptive statistics, ANOVA and Duncan's method as post-hoc test. The results of this study are as follows ; 1. The need of 12-hour work shift The mean needs of 12-hour work shift in the nursing practice, psychological, physical, socioeconomic, and environmental perspectives were 3.05, 2.72, 2.66, 3.08, and 4.22. 2. The need of 12-hour work shift by demographic data For the nursing practice, there was a statistically significant relationship between marital status(p=.021), satisfaction on the 8-hour work shift(p=.038), the perception on the 12-hour work shift(p=.001) and the need of 12-hour work shift. For the psychological perspectives, there was a statistically significant relationship between marital status(p=.016), the perception on the 12-hour work shift(p=.0001), and the need of 12-hour work shift. For the physical perspectives, there was a statistically significant relationship between age(p=.002), marital status(p=.005), the number of children(p=.005), the duration of job career(p=.014), the job position(p=.002), the work shift(p=.030), the perception on the 12-hour work shift(p=.0001) and the need of 12-hour work shift. For the socioeconomic perspectives, there was a statistically significant relationship between the job position(0=.002), the work shift(p=.006), the perception of the 12-hour work shift(p=.002) and the need of 12-hour work shift. For the environmental perspectives, there was a statisitically significant relationship between the traffic method(p=.05), the duration of the job career(p=.026), the perception on the 12-hour work shift(p=.309) and the need of 12-hour work shift. 3. The need of 12-hour work shift by the demographic data There was a statistically significant difference between marital status(p=.014), the number of children(p=.038), the job position(p=.007), the work shift(p=.037), and the perception on the 12-hour work shift(p=.0001) for the need of 12-hour work shift.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.10 no.11
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• pp.3487-3493
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• 2009

The degree of depression of dental hygienist was analyzed to reveal the various factors related to them. The self-administered between June 1st, and 30st, 2009, questionnaires were filled out from 221 dental hygienist in D City. 1.The distribution for depression degree has shown the rate as 79.1% in normal range group, 15.4% in mild depression group, 4.1% in moderate depression group and 1.4% in severe depression group, 2.As for depression, junior college, lower salary, poor sense satisfaction in work, not fit to the job, low personal relation with peer works or supervisors, poor subjective condition of health, without regular eating habits, without alcohol drinking, without regular exercise, in the group with higher level of job demand, lower job autonomy and lower supervisor support than their respective counterparts. 3.Concerning correlation between depression and various factors, while level of depression correlated with was negatively sense satisfaction, fit to the job, personal relation with peer works or supervisors, subjective condition of health, spervisor support, coworker support, it was positively correlated with job demand. Resulting from these results, in order to resolve depression properly, implementation and maintenance of program should be renewed to improve various kinds of factors.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.4
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• pp.1781-1791
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• 2013

The present study was intended to measure the level of psychosocial stress and fatigue symptom according to the various characteristics such as sociodemographic, health-related, job-related, job stress factors, and psychosocial factors among nurses working at ward and operating room in university hospitals, and to reveal the relation between these factors and psychosocial stress and fatigue symptom. The self-administered questionnaires were given to 220 nurses working at ward, and 147 nurses working at operating room in 4 participating hospitals located in Daejeon City during the period from July 1st to Aug 31st, 2012. As a results, the factors related to the psychosocial stress of nurses working at ward were age, subjective health status, job career, satisfaction of work, fit to the job, job demand, job control, coworker support, self-esteem, locus of control, type A behavior pattern. In operating room, there were age, sleep hours, subjective health status, job career, physical burden of work, satisfaction of work, fit to the job, consider quitting the job, job demand, job control, type A behavior pattern. The factors related to the fatigue symptoms of nurses working at ward were age, leisure time, subjective health status, satisfaction of work, consider quitting the job, job demand, locus of control, type A behavior pattern. In operating room, there were age, subjective health status, physical burden of work, supervisor support, coworker support, locus of control. Based on the study results, we suggest that the factors related to psychosocial stress and fatigue symptom of nurses were different from working station. We need development and application of programs to keep under management psychosocial stress and fatigue symptom.

• Journal of Distribution Science
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• v.9 no.2
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• pp.49-59
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• 2011

A franchise can be said to be the main method of distribution and marketing. It appears to be the future of the retail industry and is one of the world's fastest growing businesses sectors, as many policy reports and research results have acknowledged. Korea's franchise industry began in the 1970s, spread out into many areas (including food services, retail, and the service industry), and has grown by over 10% each year ever since. The industry's influence on the national economy becomes ever greater. Although the size of the franchise industry is expected to grow as it spreads and as the government expands its support, it has not yet attracted much academic interest. Research has so far been very fragmented. The main interest has been the relationship and conflicts between the head offices and the affiliates. No study has yet occurred on whether the concepts of satisfaction and intent to conclude a contract directly affect the success or failure of the affiliates. Few studies have empirically inquired into the demographic characteristics and abilities of the affiliates that significantly affect their results. Domestic franchise industries must prepare to leap from quantitative to qualitative growth. Most important is the need for affiliate headquarters and affiliates to build confidence between them. A friendly and reliable relationship between affiliate headquarters and affiliates will eliminate distrust from the franchise and maintain a healthy franchise system. This study suggests that current and prospective heads of affiliation should concentrate not on attracting affiliates but on investment and techniques of affiliate support. They should work on the reinforcement of brand power, the appropriate affiliate business environment, systematic education/training, taking burdens off the affiliate business persons, consolidating the relationship with the affiliate business persons, marketing mix factors (e.g. products, price conditions, logistics and shipping services, promotion, supervising and supervisor, operation procedures/processes, and material evidence); these all greatly affect the success or failure of the affiliate business. Supporting the affiliates is an important factor that enhances their results and satisfaction and consequently increases the positive recommendations to others and the ratio of recurrent conclusions of contracts, which ultimately generate the growth of the franchises. In addition, it is suggested that prospective franchise founders should make every effort to choose a good head office since the characteristics of the head office greatly influence the success of the affiliates. This study is significant in that it grasps the characteristics of the head office of affiliation and of the affiliates that influence affiliate results in ways not yet academically attempted.

• Journal of agricultural medicine and community health
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• v.19 no.2
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• pp.141-158
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• 1994

To provide better health care services to the rural population, the government has made the Community Health Practitioner(CHP) a regular government official from April 1, 1992. This study was carried out to study the impact of officialization of CHP on the activities and management system of Primary Health Post(PHP). Fifty PHPs were selected by two stage sampling, cluster and simple random, from 595 PHPs in Kyungnam and Kyungpook provinces. Data were collected by a personal interview with CHPs and review of records and reports kept in the PHPs. The study was done for the periods of January 1-March 31, 1992 (before officialization) and January 1-March 31, 1993 (after officialization). Ninety-six percent of the CHPs wanted to become a regular government official in the hope of better job security and higher salary. The proportion of CHPs who were proud of their iob was increased from 24% to 46% after officialization. Those CHPs who felt insecure for their job decreased from 30% to 10%. Monthly salary was increased by 34% from 802,600 Won to 1,076,000 Won and 90% of the CHPs were satisfied with their salary, also more CHPs responded that they have autonomy in their work planning, implementation of plan, management of the post, and evaluation of their activity. There were no appreciable changes in such CHPs' activities as assessment of local health resources, drawing map for the catchment area, utilization of community organization, grasping the current population structure in the catchment area, keeping the family health records, individual and group health education, and school health service. However, the number of home visits was increased from 13.6 times on the average per month per CHP to 27.5 times. More mothers and children were referred to other medical facilities for the immunization and family planning services. Average number of patients of hypertension, cancer, and diabetes in three months period was decreased from 12.7 to 11.6, from 1.5 to 1.2, and 4.3 to 3.4, respectively. Records for the patient care, drug management, and equipment were well kept but not for other records. The level of record keeping was not changed after officialization. The proportion of PHPs which had support from the health center was increased for drug supply from 14.0% to 30.0%, for consumable commodities from 22.0% to 52.0%, for maintenance of PHP from 54.0% to 68.0%, for supply of health education materials from 34.0% to 44.0%, and supply of equipment from 54.0% to 58.0%. Total monthly revenue of a PHP was increased by about 50,000 Won; increased by 22,000 Won in patient care and 34,700 Won in the government subsidy but decreased in the membership due and donation. However, there was no remarkable changes in the expenditure. The proportion of PHPs which had received official notes from the health center for the purpose of guidance and supervision of the CHPs was increased from 20% to 38% during three months period and the average number of telephone call for supervision from the health center per PHP was increased from 1.8 to 2.1 times(p<0.01). However, the proportion of PHPs that had supervisory visit and conference was reduced from 79% to 62%, and from 88% to 74%, respectively. The proportion of CHPs who maintained a cooperative relationship with Myun Health Workers was reduced from 42% to 36%, that with the director of health center from 46% to 24%, that with the chief of public health administration section from 56% to 36%, and that with the chairman of PHP management council from 62% to 38%. Most of the CHPs (92% before and 82% after officialization) stated that the PHP management council is not helpful for the PHP. CHPs who considered the PHP management council unnecessary increased from 4% to 16%(p<0.05). Suggestions made by the CHPs for the improvement of CHP program included emphasis on health education, assurance of autonomy for PHP management, increase of the kind of drugs that can be dispensed by CHPs, and appointment of an experienced CHP in the health center as the supervisor of CHPs. The results of this study revealed that the role and function of CHPs as reflected in their activities have not been changed after officialization. However, satisfaction in job security and salary was improved as well as the autonomy. Support of health center to the PHP was improved but more official notes were sent to the PHPs which required the CHPs more paper works. Number of telephone calls for supervision was increased but there was little administrative and technical guidance for the CHP activities.