• Safety and Health at Work
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• v.13 no.2
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• pp.235-239
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• 2022

Background: The purpose of present study was to determine the effectiveness of training program based on job stress management in NEDSA and line staff. Methods: The study method of this study was quantitative and quasi-experimental research Methods: From the statistical population (all employees of the NEDSA and line staff in 2020-2021), 30 of these people were selected by judgmental sampling method and considering the inclusion and exclusion criteria. The participants were first matched based on age and education and were randomly divided into experimental and control groups. First, pre-test was taken from both groups (Job Stress Questionnaire). The experimental group was presented with a job stress management training package and no protocol was presented in the control group. After the sessions, post-test was received from both groups (experimental and control). After two months, a follow-up test was performed. Results: The results were entered into SPSS-24 software and analyzed. The results of repeated measure showed high effectiveness of the job stress management package (researcher-made). The results showed that the job stress management training package showed 67.5% effectiveness and also the training effect of job stress management training was stable for two months (follow-up). Conclusion: Based on these results, Training program based on stress management can be effective in military staff.

• International Commerce and Information Review
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• v.10 no.3
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• pp.41-57
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• 2008

This research studies the effects of pre-show promotion, at-show promotion, and booth staff training on the image-building and relationship improvement performance of exhibitors. To this purpose, we relate each performance dimension to tactical variables such as pre show promotion, at-show promotion, and booth staff training through related literature review and conduct empirical study on their relationship. The results of this study are as follows: (1) Pre-show promotion and booth staff training have positive influence on image-building and relationship improvement performance. (2) But, at-show promotion has no effect on image-building performance, and has a negative effect on relationship improvement performance. (3) Especially, pre-show promotion has the greatest effect on relationship improvement performance, and booth staff training has the greatest effect on image-building improvement.

• Child Health Nursing Research
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• v.13 no.4
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• pp.467-477
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• 2007

Purpose: To identify the effects of a training program on the knowledge of, attitudes towards child infection, and infection prevention behaviors in staff of daycare centers. Methods: A nonequivalent control group pretest-posttest design study was conducted with 34 staff of 6 daycare centers over 3 months. The staff in the 3 centers designated as the experimental centers received the training program weekly for 8 weeks. The program included on-site education for one and half hours and monitoring of infection prevention behaviors. Knowledge and attitudes of the staff were measured, and their infection prevention behaviors were observed and recorded by research assistants before and after the program. $X^2$-test, t-test, Fisher's exact test, and Mann-Whitney U-test with SPSS Win program were used to analyze the data. Results: The group of staff who received the training program recorded higher scores in knowledge, attitudes, and their infection prevention behaviors compared with staff in the control group. Conclusion: This finding suggests that the training program had a significant impact on knowledge, attitude, and infection prevention behaviors of staff which could prevent child infection in daycare centers. Nurses need to be involved in daycare centers for the health of the children, and they could intervene effectively in child infections by using this program.

• Korean Journal of School Psychology
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• v.8 no.3
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• pp.263-285
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• 2011

The present study was designed to evaluate the effects of staff training in PBS on the behaviors of staff and children with developmental disabilities in an inpatient unit. The perceived significance of children's problem behavior and staff's caring stress significantly decreased with the intervention. A satisfaction survey reported staff's high satisfaction with the process and results of staff training. This study suggests that PBS is a socially valid and positive intervention with problem behavior of children with developmental disabilities. The implications and limitations of this study, with directions for future research, are also discussed.

• 대한공업교육학회지
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• v.43 no.2
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• pp.61-78
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• 2018

The purposes of this study are to importance and performance of performance goal of workforce training project of SMB Specialized Vocational High Schools by existence of teaching staff's assignment and compare difference of the priority for performance goal of two groups by IPA. Research problems for them are as follows. First, how about differences of the importance for performance goal of workforce training project of SMB Specialized Vocational High Schools by existence of teaching staff's assignment? Second, how about differences of the performance for performance goal of workforce training project of SMB Specialized Vocational High Schools by existence of teaching staff's assignment? Third, how about differences of the priority for performance goal of workforce training project of SMB Specialized Vocational High Schools by existence of teaching staff's assignment? Results obtained by this study are as follows. First, performance goal of workforce training project of SMB Specialized Vocational High Schools that teaching staffs recognize the most importantly regardless of the existence of assignment was 'improvement of students' adaptation to the filed' in area of 'employment competency strengthening'. Second, performance goal of workforce training project of SMB Specialized Vocational High Schools that teaching staffs recognize the degree of high performance regardless of the existence of assignment was 'expansion of SMB employment opportunity' in area of 'employment connection'. Third, regardless of the existence of teaching staff's assignment, areas of high priority in performance goal of workforce training project of SMB Specialized Vocational High Schools were 'improvement of teaching staff's understanding for SMB' and 'improvement of SMB understanding for Specialized Vocational High School' in area of 'improvement of SMB mind for Specialized Vocational high School'.

• Korean Journal of Childcare and Education
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• v.10 no.4
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• pp.5-28
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• 2014

South Korea has strengthened the eligibility criteria for childcare teachers while amending the Infant Care Act in January 2005 in order to improve the quality of childcare services. Since then, there was a change in the legal basis related to childcare staff such as introduction of national certification of childcare center directors, name change, strengthened qualification standards for directors and teachers, training system maintenance and repair, strengthened credit standards of teachers' care related qualification courses, and maintenance provisions of continuing education nursery teacher qualifications. And that is because childcare staff are closely related to the quality of childcare, and a very important variable who has direct influence on infants. This study, through literature research and analysis, describes the status and development direction of childcare staff. This study covers three main aspects. First, the relevant historical flow was reviewed and the concepts of the role, expertise, and legal status of childcare staff were investigated. Second, staff training institutions, emissions certification, employment, and the status of treatment were investigated. Third, development direction for the training system, eligibility criteria, continuing education and its training system, and treatment improvement were proposed.

• Asian Pacific Journal of Cancer Prevention
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• v.13 no.12
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• pp.5985-5987
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• 2012

A cross-sectional study was conducted among nursing staff of a missionary hospital of Delhi in June 2009. All the nurses were invited to participate in the training programme on breast cancer and techniques of breast self examination (BSE). A questionnaire was administered to all 259 participants seeking information on their level of awareness regarding breast cancer and relevant screening guidelines. With the help of 5 training workshops all the nurses were imparted training regarding the most appropriate technique of doing breast self exams. The mean age of the participants was 35.8 years. Out of a total of 259 nursing staff members 77.2% correctly answered all the 10 questions regarding high risk factors for breast cancer and after the training programme this increased to 100% (p<0.05). Only 65.2% of the participants gave correct responses to all the 8 questions regarding correct technique of performing a BSE, which after the training programme increased to 99.3% (p<0.05). At the baseline only 56.8% knew all the three screening methods correctly and after the intervention 98.7% could correctly mark the responses regarding screening (p<0.05). The actual practice of following the screening guidelines amongst the nursing staff was poor. Only 26 (10.03%) had ever done a BSE, none performed it monthly, 58 (22.4%) had ever gone themselves for a CBE and 18 (6. 94%) had ever undergone mammography.

• Asian Pacific Journal of Cancer Prevention
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• v.16 no.2
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• pp.489-494
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• 2015

Background: Once limited with face-to face courses, health education has now moved into the web environment after new developments in information technology This study was carried out in order to give training to the university academic and administrative female staff who have difficulty in attending health education planned for specific times and places. The web-supported training focuses on healthy diet, the importance of physical activity, damage of smoking and stress management. Materials and Methods: The study was carried out in Sakarya University between the years 2012-2013 as a descriptive and quasi experimental study. The sample consisted of 30 participants who agreed to take part in the survey, filled in the forms and completed the whole training. The data were collected via a "Personel Information Form", "Health Promotion Life-Style Profile (HPLSP)", and "Multiple Choice Questionnaire (MCQ). Results: There was a statistically significant difference between the total points from "Health Promotion Life-Style Profile" and the total points from the sub-scale after and before the training (t=3.63, p=0.001). When the points from the multiple choice questionnaire after and before training were compared, it was seen that the average points were higher after the training (t=8.57, p<0.001). Conclusions: It was found that web-supported health training has a positive effect on the healthy living behaviour of female staff working at a Turkish university and on their knowledge of health promotion.

• International Journal of Advanced Culture Technology
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• v.6 no.2
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• pp.86-99
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• 2018

This study examined the relationship between the demographic profiles of 260 staff nurses in the SPC Health Care Ministry Hospitals and their Transcultural Self-Efficacy (TSE) level on the Cognitive, Practical and Affective dimensions. To obtain the result, among the nine (9) demographic profile items, three (3) common positive predictors were considered, namely, 1) Educational attainment level; 2) Age; and 3) Willingness to work abroad in all three dimensions. While in the Practical and Affective dimensions, the number of years employed were a common negative predictor and in the Affective dimension, Gender of participants was added as the positive predictor. Therefore, there are some significant demographic characteristics of respondents influence to the transcultural self-efficacy. Further, based on the results of this diagnostic study, the researcher designed the One (1) year Cultural Competence Training Program for staff nurses. For future research, the researcher recommended to conduct a further study that will evaluate the effectiveness of the educational intervention by approaching a longitudinal study form administering the test and retest of TSET.

• Journal of Service Research and Studies
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• v.7 no.1
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• pp.53-64
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• 2017

Recently meet the growing needs of customers and has increased, the need for training of customer contact staff in order to improve and increase customer satisfaction. These service training is because it improves the service capabilities of contact for customer-facing employees to respond to customers as well as to improve customer satisfaction. This study is placed in the field after the service training aimed at Customer contact staff joined in 2013~2016 in the first half of these new recruits training education working in the Seoul Metro customers respond to customers in customer contact and practical services it will proceed to the empirical study of how this affects the satisfaction and loyalty to the organization for the job than to find a better improvement in the educational program.