• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.9
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• pp.103-112
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• 2020

This study examined the relationship between delegation preparedness and job satisfaction in comprehensive nursing care service wards. Data were collected from 126 nurses who had been working in the comprehensive nursing care wards of five general hospitals located in Seoul and Gyeonggi Province, from May 26 to June 7, 2017. Data were analyzed using independent t-test, one-way ANOVA, and Pearson's correlation coefficients. The delegation education showed a significant difference in delegation preparedness (t=-2.77, p=.006). A statistically significant positive correlation was observed between delegation preparedness and job satisfaction (r=.43, p<.001). Job satisfaction was significantly correlated with understanding the task (r=.26, p=.003), delegation of the task classification (r=.45, p<.001), understanding the delegation (r=.35, p<.001), and delegation skill (r=.34, p<.001), which are the sub-domains of delegation preparedness. Delegation preparedness was correlated significantly with interactions (r=.46, p<.001), task requirement (r=.36, p<.001), professional status (r=.33, p<.001), administration (r=.31, p<.001), and pay (r=.20, p=.026), which are sub-domains of job satisfaction. These results highlight the need for schools and clinical settings to provide continuous education to improve the delegation preparedness for nurses in comprehensive nursing care wards.

• Journal of Integrative Natural Science
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• v.11 no.4
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• pp.184-191
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• 2018

The purpose of this study was to investigate the disaster preparedness and professional quality of life among nurses in emergency departments. The participants in this study were 56 nurses in emergency departments in two cities. The data were collected by questionnaires survey from January to August 2016. All statistical analyses were performed using SPSS ver. 23.0 program. Participants' disaster preparedness was different according to position (t=-2.32, p=.004), type of working (t=-2.32, p=.004), and frequency of traumatic events (F=5.26, p=.009). There were significant differences by gender (t=2.88, p=.006), desire for continuous work in the emergency room (t=2.95, p=.005), and job satisfaction (F=10.81, p < .001) in compassion satisfaction. Burnout was different according to gender (t=-2.05, p=.045), choice of an emergency department (t=-2.37, p=.021), desire for continuous work in the emergency room (t=-2.31, p=.025), and job satisfaction (F=11.99, p < .001). Disaster preparedness and compassion satisfaction had positively significant correlations. Compassion satisfaction of nurses in emergency department was an important variable that should be considered to improve their disaster preparedness.

• Journal of Korean Clinical Nursing Research
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• v.28 no.3
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• pp.211-222
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• 2022

Purpose: This study aimed to identify the effects of preparedness towards delegation, critical thinking disposition, and communicative competence on job satisfaction among comprehensive nursing care service ward nurses and general ward nurses. Methods: The participants in this study were 218 nurses from two university hospitals. Data were collected using self-administered questionnaires and were analyzed using SPSS Statistics/WIN 21.0, including descriptive statistics, x² test, Fisher's exact test, t-test, ANOVA, Scheffeé test, Pearson's correlation coefficient, and multiple linear regression analysis. Results: For comprehensive nursing care service ward nurses, the significant influencing factors on job satisfaction were age (β=-.37, p=.041), marital status (β=.35, p=.001), critical thinking disposition (β=.29, p=.003), and communicative competence (β=.28, p=.002) with the explanatory power was 39.0% (F=12.00, p<.001). On the other hand, for general ward nurses, the significant influencing factors on job satisfaction were advanced degree (β=.29, p=.047), critical thinking disposition (β=.23, p=.040), and communicative competence (β=.42, p<.001) with the explanatory power was 33.0% (F=11.78, p<.001). Conclusion: The results of this study suggest the importance of developing and applying education programs to improve critical thinking disposition and communicative competence of nurses. This would enhance the comprehensive nursing service and increase overall nursing manpower resources. In addition, further studies are needed to improve nursing work environments and to develop strategies for enhancing preparedness towards delegation, which would increase the job satisfaction of nurses in the comprehensive nursing care service wards.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.1
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• pp.11-21
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• 2016

Purpose: The purpose of this study was to develop and test the validity and reliability of the Korean version of nurses' attitudes toward delegation and preparedness to delegate (APD). Methods: The Korean version of APD was developed through forward-backward translation methods. Internal consistency reliability, criterion validity, and construct validity using exploratory and confirmatory factor analysis were conducted using IBM SPSS Statistics 19 and AMOS 20.0. Survey data were collected from 161 nurses working in 2 general hospitals. Results: The Korean version of APD showed Cronbach's alphas of .68 and .85. Factor loadings of the 8 attitude items on the 3 subscales ranged from .60 to .86 and the 15 preparedness items on the 4 subscales ranged from .47 to .90. The model of 3 subscales for the Korean nurses' attitude toward delegation and the model of 4 subscales for the Korean nurses' preparedness to delegate were both validated by confirmatory factor analysis(NC<3, CFI>.90, RMSEA<.10). Criterion validity compared to job satisfaction showed significant correlation. Conclusion: The findings of this study demonstrate that this modified Korean version of APD is applicable for measuring Korean nurses' attitude toward delegation and preparedness to delegate.

• Journal of the Korean Society of Hazard Mitigation
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• v.11 no.3
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• pp.63-73
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• 2011

The purpose of this study was to suggest the education and training program for disaster management by comparison between DACUM technique applied curriculum and curriculum by expert committee, and curriculum development. First, DACUM technique applied curriculum development. Job Classification of Disaster management was consisted of four jobs - mitigation, preparedness, response and recovery - by three times discussions of expert panels. Job analysis and curriculum development were performed by the DACUM panels who consisted of three subject-matter experts and one educational expert on each field. Curriculum developed mitigation was nine courses, preparedness was twelve courses, response was seven courses, and recovery was four courses. Second, Expert committee developed curriculum. Expert committee consisted of five experts and three educational expert. Expert committee was held four times. Curriculum developed thirty five courses. Then disaster management curriculum determined by discussion of experts. disaster management curriculum considered (1)mitigation and preparedness was thirty one courses, (2)response and recovery was fourteen courses, (3)man-made was six courses, (4)manager level was four courses.

• 재활복지
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• v.21 no.1
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• pp.27-46
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• 2017

The purpose of this study is to develop tool for the assessment of employment preparedness for people with visual impairments. First, we developed a draft assessment factors. Expert opinion survey, delphi survey, pilot test were conducted to modify contents of the factors. Actual assessments were carried out to test the reliability and validity of the developed tool targeting job seeker with visual disabilities. The total number of valid samples are 253. Principal component analysis, confirmatory factors analysis, and correlation analysis were used for the validity test. Chronbach' alpha analysis was used for the reliability test. As a result of the reliability analysis, the reliability coefficient showed good level of 0.88-0.92. As a result of the factor analysis, it was confirmed that the composition concept of 9 factors were well reflected. The correlation coefficient between employment preparedness tool and job screening tool was 0.501, Which was statistically significant. Therefore, it was evaluated as having a concurrent validity. Finally, it was confirmed that the assessment of employment preparedness for people with visual impairments was valid as assessment tool.

• Journal of Technologic Dentistry
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• v.38 no.4
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• pp.315-325
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• 2016

Purpose: This study investigated perception and plan of dental technologists regarding the old age and retirement for them to enjoy stable old age. Methods: Dental technologists working in Seoul, Incheon, and Gyeonggido were asked to fill out a self-administered questionnaire, and a total of 200 copies were used for analysis. The collected data were statistically analyzed by using SPSS 22.0(Statistical Package for Social Sciences. Chicago, IL, USA) (a=0.05). In order to compare perception toward old age preparation among the subjects, a Chi-square test was performed, and, to investigate the level of preparedness for old age according to general characteristics, t-test was performed. Results: In the analysis of the old age preparedness by age, there was a significant difference in financial preparation, Asset identification, use of retiring allowance, information gathering, senior town home, and stability (p<0.05). To the questions regarding perception toward retirement, the majority of the subjects (60.5%) answered they had thought about retirement, and many (23.9%) of them attributed the reason to job stress (23.9%). Regarding old age preparedness according to workplace, there was a significant difference in use of retirement allowance and education for old age preparedness between general dental laboratories and general hospitals (p<0.05). Conclusion: It is believed that, for preparation of dental technologists for stable old age, in addition to their personal effort, it is important to provide social support and practical measures to ensure welfare and retirement.

• Journal of Navigation and Port Research
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• v.36 no.4
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• pp.291-298
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• 2012

Working onboard large ocean-going vessels is one of many industries that is by its very nature extremely error-provoking. In industries such as aviation, nuclear power, healthcare and transport, the need for mental preparedness and professionalism are amongst the qualities essential for the management of complex hazardous systems. Recruiting, training, and more importantly retaining the right people to work in these industries is of paramount importance if safety is to be continuously improved and economic benefits realized. Through consideration of extant empirical literature this paper will explore the need for enhancing collaboration between shipping companies and maritime training insitutes in order to provide the industry with those most capable for the job. It will be concluded that by providing a strong maritime foundation from the outset of training, maritime academies in South Korea can provide shipping companies with a wealth of highly qualified, motivated officers who will contribute to safety and remain valuable assets within the industry for years to come.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2012.06a
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• pp.35-37
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• 2012

Working onboard large ocean-going vessels is one of many industries that is by its very nature extremely errorprovoking. In industries such as aviation, nuclear power, healthcare and transport, the need for mental preparedness and professionalism are amongst the qualities essential for the management of complex hazardous systems. Recruiting, training, and more importantly retaining the right people to work in these industries is of paramount importance if safety is to be continuously improved and economic benefits realized. Through consideration of extant empirical literature this paper will explore the need for enhancing collaboration between shipping companies and maritime training institutes in order to provide the industry with those most capable for the job. It will be concluded that by providing a strong maritime foundation from the outset of training, maritime academies in South Korea can provide shipping companies with a wealth of highly qualified, motivated officers who will contribute to safety and remain valuable assets within the industry for years to come.

• Journal of Engineering Education Research
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• v.21 no.1
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• pp.44-55
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• 2018

The purpose of this study is to investigate the relationship between post - employment job satisfaction and both short-term (4-12 weeks) and long-term (12+weeks) on-site training. For this purpose, 405 graduates who had completed on-site training (205 short-term, 200 long term) during the school year were surveyed. The results of the comparative analysis of both short-term and long-term on-site training participants are as follows: In both short-term and long-term on-site training, it was found that on-site performance during the school year did not directly affect post-employment job satisfaction. In the case of short-term on-site training participants, job match and organizational commitment were found to have no mediating effect on the correlation between on-site training performance and job satisfaction. On the other hand, in the case of long-term on-site training participants, the analysis showed that job match and organizational commitment had mediating effects on the correlation between on-site training performance and job satisfaction. These effects are not solely attributable to differences in duration of training; the differences in operating systems and the degree of preparation derived from these systems also affect the level of on-site training for students, businesses, and schools. This paper summarizes these findings and suggests the following improvement plans for on-site training in the future: First, short-term on-site training is required to establish a systematic basis in order to enhance students' preparedness level. Second, both short-term and long-term on-site training should improve the skills and field understanding for students' majors through systematic quality management during the training period. Third, it is necessary for universities to increase expectations and quality of short-term on-site training for all involved while simultaneously reducing the gap between educational goals and practice in this field.