No abstract available.
Dandy-Walker Syndrome* ; Prenatal Diagnosis* ; Trisomy*

School foodservice employees are involved with every aspect of ensuring that high quality meals are prepared and they influence student satisfaction. The objective of this study was to identify whether job satisfaction of cooks is affected by their relationships with management. Survey forms that were developed for foodservice dietitians and employees were interviewed. Questionnaires to measure job satisfaction were distributed to 30 schools in the Gyeonggi province and completed by 30 dietitians and 323 cooks. Foodservice cooks' job satisfaction was evaluated by measuring attitudes towards aspects of their job using the modified Smith method(1969). All items in the scales were coded by 4 Likert scale(1: nerver satisfied, 4: very satisfied), then grouped by using factor analyses. Statistical methods used in this study were a x2-test, t-test with SPSS software(version 12.0). The study results were as follows; 1) The demographic data showed that 65.3% of respondents were in their 40s, 96% were married, 68.8% were high school graduates, and 93.5% were contracted employees. Regarding overall experience in their current workplace, 27.9% had been in their position over 5 years and 25.7% said less than 2 years. 2) Most of the school lunches was served in the classroom(73.3%). The cook working was rotated among the employees(90%). Most employees did not use a day's leave of absence per month because they were averse to burdening their coworkers. 3) There were no significant differences in job satisfaction between the cooks' self-evaluation scores(2.92) and those of the dietitians(2.92). Among the factors influencing job satisfaction, dietitians(2.10) perceived that cooks(1.99) were more satisfied with their salaries than was actually the case. The cooks(3.19) rated their level of work satisfaction higher than the dietitians(3.03) perceived it to be. Employees rated their relationship satisfaction as 3.50, but dietitians on the other hand rated it 3.37. Most of the cook respondents want a higher salary and a some kind of employment guarantee. This study provides foodservice managers information useful for design positions that will increase productivity. Future study is needed to determine the factors that will improve job satisfaction and satisfy the employees' needs, which in turn will improve school food service quality.
Surveys and Questionnaires ; Diagnostic Self Evaluation ; Efficiency ; Employment ; Food Services ; Gyeonggi-do* ; Hand ; Humans ; Job Satisfaction* ; Lunch ; Meals ; Nutritionists* ; Salaries and Fringe Benefits ; Weights and Measures

The purpose of this study was to identify the variables of foodservice employees's job satisfaction. The questionnaires to measure job satisfaction were completed by 323 employees in the Gyunggi province. Foodservice employees' job satisfaction was evaluated by the modified Smith method(1969). All statistical data analyses were conducted using the Statistical Package for the Social Science(SPSS version 12.0). The study results were as follows; 1. The demographic data showed that 65.3% of respondents aged in 40~49 years old, 96% were married, 68.8% were high school graduates, 10.2% were college graduates and 93.5% were contracted employees. 2. Factors that influenced job satisfaction among employees varied significantly. Older workers tended to be more satisfied in their job. In addition, those who had graduated college showed the highest job satisfaction score(3.03). Subjects who had graduated university showed the lowest job satisfaction score(2.05). Subjects who had worked for 2-3 years showed the highest satisfaction scores concerning their relationships with coworkers(3.33), whereas those who had worked less than 2 years showed the lowest (3.14). Regarding school type, employees working in high schools had the highest job satisfaction scores, whereas those working in middle schools had the lowest. Satisfaction of leaving school time, 'after 4 pm group' had the highest score(3.01). 3. The correlation between salary satisfaction and job satisfaction was significant(r=0.307, p<0.001). In addition, the correlation between job satisfaction and work satisfaction was also significant(r=0.444, p<0.001). The correlation between job satisfaction and satisfaction about relations with coworkers was significant(r=0.118, p<0.01). The correlation between salary satisfaction and work satisfaction was significant(r=0.308, p<0.001). The correlation between salary satisfaction and satisfaction about relation with coworkers not significant, but it was negative(r=0.307, p<0.001). The correlation between work satisfaction and satisfaction about relations with coworkers significant(r=0.210, p<0.001). According to this study, job satisfaction and salary were positively related. This study provides foodservice managers useful information for design positions that will increase productivity. Future study is needed to determine the factors that will improve job satisfaction and satisfy the employees' needs, which in turn will improve school food service quality.
Surveys and Questionnaires ; Data Interpretation, Statistical ; Efficiency ; Food Services* ; Humans ; Job Satisfaction* ; Salaries and Fringe Benefits

PURPOSE: The study purposes were to describe the process of developing the Korean versions of the Six Dimension Scale of Nursing Performance (Six-D) and Student Nurse Stress Index (SNSI) and psychometric evaluation of the two measurements. METHODS: This was a methodology study using a descriptive cross-sectional design with 51 nursing students in 4th year of university. Internal consistency reliability was assessed using Cronbach alphas. Construct validity was determined by exploring correlations among Six-D, SNSI, objective structured clinical examination (OSCE), self-efficacy and grade point average (GPA). RESULTS: Internal consistency reliability of Six-D and SNSI was acceptable with Cronbach's alpha of .95 and .82. Correlation analysis to determine construct validity revealed that Six-D presented positive correlations with OSCE (r=.109~.272) and self-efficacy (r=.005~.161) and negative correlation with GPA (r=-.246~-.394), although all were not statistically significant. SNSI presented all negative correlations with OSCE (r= -.007~-.238), self-efficacy (r=-.246~-.394), and GPA (r=-.092~-.426) and were mostly statistically significant except OSCE. CONCLUSION: Six-D needs more evidence to confirm validity to predict observed clinical competency and theoretical relationships with self-efficacy and GPA. However, SNSI presented trends of expected relationships with relevant variables. Therefore, further research is recommended in testing validity of Six-D with other student populations.
Asthma ; Humans ; Psychometrics ; Students, Nursing

Cardiovascular disease (CVD) remains the leading cause of morbidity, mortality, and health care costs in South Korea. The prevalence of preventable and treatable risk factors for CVD such as obesity, hypercholesterolemia, and smoking has continued to increase, despite improvements management of hypertension. Active leadership, participation, and support of professional organizations and medical institutions in national cardiovascular registries and regional treatment network have proven to be effective models to reduce the global burden of CVD in the Europe and North America. Regional treatment network systems for ST-segment elevation myocardial infarction have established to coordinate percutaneous coronary intervention (PCI) treatment centers, non-PCI treatment centers, and emergency centers especially across the Europe. The Act on the Prevention and Management of Cardio-cerebrovascular Disease was enacted in South Korea in 2017 to establish the legal frameworks and a comprehensive plan for the prevention and management CVD and risk factors. To fully achieve the goal of a NationalHealth Plan for Cardiovascular Disease, it is necessary to embark on a nationwide registry project and to promote the regional acute treatment accessibility which can therefore play a key role in achieving the objectives of the 2017 Act. In this regard, the Korean Society of Cardiology advocates a national project for health promotion and cardiovascular prevention to improve cardiovascular outcomes, which includes the expansion and establishment of regional cardiocerebrovascular centers (CCVCs) and new local CCVCs.

Cardiovascular disease (CVD) remains the leading cause of morbidity, mortality, and health care costs in South Korea. The prevalence of preventable and treatable risk factors for CVD such as obesity, hypercholesterolemia, and smoking has continued to increase, despite improvements management of hypertension. Active leadership, participation, and support of professional organizations and medical institutions in national cardiovascular registries and regional treatment network have proven to be effective models to reduce the global burden of CVD in the Europe and North America. Regional treatment network systems for ST-segment elevation myocardial infarction have established to coordinate percutaneous coronary intervention (PCI) treatment centers, non-PCI treatment centers, and emergency centers especially across the Europe. The Act on the Prevention and Management of Cardio-cerebrovascular Disease was enacted in South Korea in 2017 to establish the legal frameworks and a comprehensive plan for the prevention and management CVD and risk factors. To fully achieve the goal of a NationalHealth Plan for Cardiovascular Disease, it is necessary to embark on a nationwide registry project and to promote the regional acute treatment accessibility which can therefore play a key role in achieving the objectives of the 2017 Act. In this regard, the Korean Society of Cardiology advocates a national project for health promotion and cardiovascular prevention to improve cardiovascular outcomes, which includes the expansion and establishment of regional cardiocerebrovascular centers (CCVCs) and new local CCVCs.

OBJECTIVE: To evaluate the effects of isoflavone intake on estrogen deprivated symptoms in surgically menopaused women. METHODS: Premenopausal women who took total hysterectomy with both adnexectomy were randomized into three groups. One group took conjugated equine estrogen 0.625 mg daily for 12 weeks after surgery, the second group took isoflavone 100 mg #3 daily for 12 weeks after surgery, and the third group took no medication for controlled group. Questionnaires about the acute menopausal symptoms, incontinence score, blood lipid profile, bone turnover marker were checked before and 12 weeks after surgery. RESULTS: Kupperman's index and insentience score were showed less increased rate than control group. Total cholesterol and triglyceride were increased in all groups and HDL cholesterol was increased in estrogen and isoflavone groups. Osteocalcin was decreased in estrogen and isoflavone groups, ICTP was decreased in estrogen group, and increased in the other groups. CONCLUSION: Isoflavone was effective to acute postmenopusal symptoms, urogenital atrophy and bone turnover.
Atrophy ; Cholesterol ; Cholesterol, HDL ; Estrogens ; Female ; Humans ; Hysterectomy ; Osteocalcin ; Surveys and Questionnaire ; Triglycerides

To ensure high-quality bioresources and standardize biobanks, there is an urgent need to develop and disseminate educational training programs in accordance with ISO 20387, which was developed in 2018. The standardization of biobank education programs is also required to train biobank experts. The subdivision of categories and levels of education is necessary for jobs such as operations manager (bank president), quality manager, practitioner, and administrator. Essential training includes programs tailored for beginner, intermediate, and advanced practitioners, along with customized training for operations managers. We reviewed and studied ways to develop an appropriate range of education and training opportunities for standard biobanking education and the training of experts based on KS J ISO 20387. We propose more systematic and professional biobanking training programs in accordance with ISO 20387, in addition to the certification programs of the National Biobank and the Korean Laboratory Accreditation System. We suggest various training programs appropriate to a student’s affiliation or work, such as university biobanking specialized education, short-term job training at unit biobanks, biobank research institute symposiums by the Korean Society of Pathologists, and education programs for biobankers and researchers. Through these various education programs, we expect that Korean biobanks will satisfy global standards, meet the needs of users and researchers, and contribute to the advancement of science.

To ensure high-quality bioresources and standardize biobanks, there is an urgent need to develop and disseminate educational training programs in accordance with ISO 20387, which was developed in 2018. The standardization of biobank education programs is also required to train biobank experts. The subdivision of categories and levels of education is necessary for jobs such as operations manager (bank president), quality manager, practitioner, and administrator. Essential training includes programs tailored for beginner, intermediate, and advanced practitioners, along with customized training for operations managers. We reviewed and studied ways to develop an appropriate range of education and training opportunities for standard biobanking education and the training of experts based on KS J ISO 20387. We propose more systematic and professional biobanking training programs in accordance with ISO 20387, in addition to the certification programs of the National Biobank and the Korean Laboratory Accreditation System. We suggest various training programs appropriate to a student’s affiliation or work, such as university biobanking specialized education, short-term job training at unit biobanks, biobank research institute symposiums by the Korean Society of Pathologists, and education programs for biobankers and researchers. Through these various education programs, we expect that Korean biobanks will satisfy global standards, meet the needs of users and researchers, and contribute to the advancement of science.

To ensure high-quality bioresources and standardize biobanks, there is an urgent need to develop and disseminate educational training programs in accordance with ISO 20387, which was developed in 2018. The standardization of biobank education programs is also required to train biobank experts. The subdivision of categories and levels of education is necessary for jobs such as operations manager (bank president), quality manager, practitioner, and administrator. Essential training includes programs tailored for beginner, intermediate, and advanced practitioners, along with customized training for operations managers. We reviewed and studied ways to develop an appropriate range of education and training opportunities for standard biobanking education and the training of experts based on KS J ISO 20387. We propose more systematic and professional biobanking training programs in accordance with ISO 20387, in addition to the certification programs of the National Biobank and the Korean Laboratory Accreditation System. We suggest various training programs appropriate to a student’s affiliation or work, such as university biobanking specialized education, short-term job training at unit biobanks, biobank research institute symposiums by the Korean Society of Pathologists, and education programs for biobankers and researchers. Through these various education programs, we expect that Korean biobanks will satisfy global standards, meet the needs of users and researchers, and contribute to the advancement of science.