No abstract available.
Reward

PURPOSE: The purpose of this study was to understand the meaning and nature of adaptation experiences among newly employed nurses in oncology ward. METHODS: The present study adopted a phenomenological method. The participants were 9 nurses employed for less than one year. Data were collected by using in-depth interviews. The question of this study was, "What are your experiences as a newly employed nurse in oncology?" RESULTS: 150 significant statements were extracted from the data, and these were clustered into 5 main categories: a 'Difficulty in performing the work of a cancer ward', 'problems with interpersonal relationships', 'striving to be a good nurse', 'satisfaction and rewarding nursing', and 'adapted oneself to be a nurse'. CONCLUSION: Newly employed nurses in oncology ward experienced and perceived feelings of difficulty in performing the work of a cancer ward, problems with interpersonal relationships, striving to be a good nurse, satisfaction and rewarding nursing, and adapting oneself to be a nurse. It is necessary to understand the experiences of new nurses, and to provide strategies that could help new nurses effectively adapt and find the meaning in their adaptation to work in oncology wards. Further research is needed on development of a program focusing on training to improve practicing ability and interpersonal relationships skills.
Nursing ; Qualitative Research ; Reward

No abstract available.
Reward* ; Schools, Medical*

The influence of reward on behavior is one of the hottest research subjects in psychological research. Reward-induced motivation promotes the performance of the participants. In the field of emotional processing, the reward can influence the individual's processing of emotional information, but previous studies have not directly discussed the effect of reward on emotional regulation. The present study focused on whether emotional regulation ability would be improved under the reward condition. Experiment 1 and 2 investigated the effect of reward on negative emotional down-regulation and positive emotional up-regulation respectively. In experiment 1, monetary reward stimulation was introduced on the basis of the classic emotion regulation paradigm, and the subjects were asked to regulate their negative emotion under the condition of reward or non-reward, and evaluate their current affective state subsequently. Similar to experiment 1, experiment 2 required subjects to up-regulate positive emotions under the condition of reward or non-reward. The results of experiment 1 showed that under the reward condition, the negative emotional regulation effect was significantly higher than that under the non-reward condition (P < 0.05). Experiment 2 also showed that compared to non-reward condition, the positive emotion regulation effect was significantly increased under the reward condition (P < 0.05). These results suggested that compared to non-reward condition, participants can regulate their emotion better under the condition of the reward. It is worth noting that the results of Experiment 1 and 2 may be caused by the incentive motivation induced by monetary stimulus, or the positive emotion caused by positive value of money information. Therefore, we carried out experiment 3 and 4 to explore whether the positive emotions induced by money itself can influence the emotional regulation of individuals. In experiment 3, the money pictures were used to induce the positive emotions of subjects, and the subjects were asked to regulate their negative emotion after the presence of money pictures or non-monetary picture, and evaluate their current affective state subsequently. Similarly, experiment 4 required subjects to regulate their positive emotion after the presence of money pictures. The results of experiment 3 and 4 showed that there was no significant difference in the subjects' scores of emotional pleasantness after the presence of money pictures or non-monetary picture (P < 0.05). The results of experiment 3 and 4 excluded the possibility that the positive emotions induced by simple money stimulus pictures could improve individual's emotional regulation ability. To sum up, the improvement of individual's emotional regulation ability was indeed driven by reward motivation in this study, that is, the motivation induced by reward can effectively promote individual's emotional regulation ability.
Emotions ; Humans ; Motivation ; Reward

A case of Maffucis syndrome is presented with a brief review of literature because of its rarity. An attempt was made for reconstructive surgery for the deformities involving right hand with rewarding result.
Congenital Abnormalities ; Hand ; Reward

OBJECTIVES: In previous studies, both temperament and character were known as an important factor to determine the extent of social support. The purpose of this study was to evaluate effects of temperament and character on social support. METHODS: A total 4329 participants completed questionnaires, which included Lubben Social Network Scale (LSNS), Temperament and Character Inventory (TCI). This study used Pearson's correlation to evaluate the correlation between TCI dimensions and LSNS. To find the most influential TCI dimension for LSNS, multiple regression analysis was performed for this study. RESULTS: TCI dimensions showed significant mean differences depending on gender (p<0.001). LSNS had highest positive correlation with reward dependence (r=0.357, p<0.001). Three dimensions of TCI (Persistence, Self-Directedness, Cooperativeness) had positive correlation with LSNS (p<0.001). Harm avoidance had negative correlation with LSNS (r=-0.237, p<0.001). According to the results of the multiple regression analysis, reward dependence is the most influential TCI dimension (beta=0.261, t=15.963, p<0.001). CONCLUSION: This result shows that social support is affected by properties of temperament and character. Therefore, to measure properties of temperament and character will help to assess social support.
Humans ; Surveys and Questionnaires ; Reward ; Temperament

Death, Sudden, Cardiac ; Humans ; Reward

PURPOSE: The aim of this study was to investigate whether job satisfaction in clinical nurses was dependent on work intensity and whether physical discomfort mediated the relationships between these variables. METHODS: Structural equation modeling was used with a sample of 253 clinical nurses from four general hospitals. In the model, absolute work intensity, relative work intensity, and flexibility were considered as exogenous variables and physical discomfort as a mediating variable. Data were collected using self-report measures such as the Labor Intensity Questionnaire, the Rating of Perceived Exertion, and the Index of Job Satisfaction. RESULTS: The results of the structural equation modeling found that the higher scores on absolute and relative work intensity were positively associated with physical discomfort but only relative work intensity was significantly related to job satisfaction. Physical discomfort mediated the relationships between absolute work intensity and job satisfaction and between relative work intensity and job satisfaction. Among three kinds of work intensity, only relative work intensity had direct and indirect effects on job satisfaction. CONCLUSION: The findings suggest that increase in relative work intensity might play an important role in decreasing job satisfaction in clinical nurses and a reasonable reward system considering relative work intensity could be necessary.
Hospitals, General ; Job Satisfaction* ; Negotiating ; Pliability ; Reward

PURPOSE: This study was done to identify the causes of burnout among South Korean counselors for North Korean refugees. METHODS: Data were collected using open-ended questions in a survey from 85 South Korean counselors for North Korean refugees, and a content analysis of the textual data from the questions was conducted. RESULTS: A total of 192 statements were selected from the data and those were categorized into 3 domains, 8 categories, and 24 sub-categories. Institutional, client, and social recognition domains emerged. Findings indicate that the causes of burnout were derived from the following categories: 1) the categories for the Institutional domain were physical environment, work conflict, and work overload, 2) for the client domain, lack of cooperation, selfish attitude, and limits to interventions, and 3) for the social recognition domain, lack of rewards and identity confusion. CONCLUSION: The results indicate that community mental health professionals need to understand these causes of burnout among the counselors working with North Korean refugees. It is also necessary to do further research to develop strategies to prevent burnout and potential mental health problems for these counselors.
Counseling ; Humans ; Mental Health ; Refugees ; Reward

PURPOSE: The purpose of this study aimed to investigate job stress levels of occupational health managers and whether job stress levels were affected by various factors such as size and types of company and work-related characteristics of occupational health managers. METHODS: The study was conducted from May to September 2011 in the chemicals manufacturing factories in Korea and total subjects were 59 occupational health managers. We measured job stress levels of occupational health managers using Korean occupational stress scale (KOSS) questionnaires and the information of company characteristics was obtained using a self-reported questionnaire. RESULTS: The characteristics of company such as type, size and industries and job characteristics of occupational health managers were significant factors in job stress. Job demand, job control, job insecurity, organizational system and occupational environment scores were significantly associated with type, size and industries of company. In multiple regression analyses, we found that job demand was significantly associated with occupational position and type of company, and job insecurity was significantly associated with working hour. Also, we found that lack of reward was significantly associated with education level, speciality, duration of work and hour and type of company. CONCLUSION: These results indicate that job stress of occupational health managers is significantly associated with work-related characteristics and company's characteristics.
Korea ; Occupational Health ; Surveys and Questionnaires ; Reward