• Korean Journal of Adult Nursing
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• v.13 no.1
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• pp.53-69
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• 2001

As a nursing practice involves nurses'actions in a specific context of health care, this study has focused on exploring the espoused theories in nursing practice within the action science perspectives. Espoused theories are the belief, principles, and rationale expressed by the practitioner as guiding her/his actions in a situation of practice. The data were analysed qualitatively and 25 elements of espoused theories of nursing action were identified and clustered into 6 categories. The 25 elements of espoused theories are as follows: The clinical nurse worked in wholistic and individual nursing, focussed on the patient's needed, comfort and supportive nursing (5 theories of nursing goal); excellent skills, knowledge based, assessment and data collection, explaining, educating or a scientific basis(6 theories of nursing intervention): advocacy, value oriented, treatment, accountability and commitment(4 theories of nursing ethics); human respect, partnership, trust(3 theories of patient-nurse relationship) : knowledgable, accumulated clinical experiences and personally lived experiences, positive perspectives(4 theories of nurse), role of intervention, rewarding, peer relationship(3 theories of situations). The above mentioned espoused theories are similar to that of nursing textbooks which students learned through basic nursing education and almost the same as the Acts ofa Nurse in Korean. However, we are doubtful whether nurses actually do as they think. Therefore, it is recommended to review the theories-in-use in order to find any discrepancies between the espoused theories and the reality of nursing actions.

• KDI Journal of Economic Policy
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• v.30 no.2
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• pp.61-97
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• 2008

This paper aims at analyzing the practice of job rotation in the Korean government and putting forward policy suggestions. The Korean government is often accused of low capacity and weak competitiveness, which mainly result from the low expertise of public officials. Considering the high quality of human resources flowing into the public sector in Korea, solutions should be found from the structure of the system. This paper regards frequent position changes due to excessive job rotation as a key factor undermining the accumulation of expertise and conducts in-depth analyses. The current practice of frequent rotation shows that the average tenure period of government officials at director level and above is only about one year, far shorter than those in major developed countries, which causes many problems such as low efficiency, lack of accountability and policy consistency, and low opportunity for accumulating expertise. Simple models are set up to analyze job rotation and other alternative personnel management systems. Analyses find that it would be desirable to have each individual experience various positions during the initial rotation period to find his/her own aptitude, and then accumulate expertise by settling in at a certain specialized field for a prolonged period of time based on the revealed aptitude in mid and high positions. This turns out to be in line with the structure of the Career Development Program which is being introduced. The model-based analysis of this paper distinguishes this study from preceding ones conducted in the traditional framework of personnel management study. Practical measures to mitigate the problems of frequent job rotation include rotating within the area of specialty, narrowing the scope of transfer, and reinforcing the minimum tenure period. However, since the current frequent rotation is fundamentally attributable to the rank system based on seniority, the present civil service classification system needs to be converted into a position classification system in the long run.

• Korean Journal of Social Welfare Studies
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• v.47 no.3
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• pp.187-221
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• 2016

This study examines determining factors of effectiveness and satisfaction of Veteran Medical Service Delivery System. Especially, the association between the relevant variables of the effectiveness of the Veteran Medical Service Delivery System and the variables of the satisfaction from the perspective of beneficiaries was studied. Multi-level analysis was utilized to separate results of the evaluation of effectiveness in organizational-level and the evaluation of satisfaction in individual-level. This study tests key posited hypothesis by using survey data collected from 5 medical center of country(Seoul, Busan, Daejeon, Daegu, Gwangju). In terms of the result of the hypothesis testing on the effectiveness variable, integrity(${\beta}=.156$), accountability(${\beta}=.376$, financial sufficiency(${\beta}=.109$), and adequacy (${\beta}=.367$) are the determinants among various factors in evaluating veteran medical service delivery system, statistically reflecting the perception of directors of the veteran medical service delivery facilities on effectiveness. In other word, professionalism variable(${\beta}=0.99$) and effectiveness variable(${\beta}=-1.09$) are statistically reflecting the perception of directors of the beneficiaries satisfaction with employee. The findings suggests that the theoretical and practical implications will improve Effectiveness and Satisfaction of Veteran Medical Service Delivery System.