No abstract available.
Reward

No abstract available.
Reward* ; Schools, Medical*

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

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

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

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

The Occupational Job Stress Index Questionnaire is a selfadministered instrument consisting of 48 questions which are designed to collect the perceived Job stress about individual. This questionnaire was translated into Korean and applied to the selected groups of 300 blue collar workers musical manufacture industry for the purpose if assessing the it's reliability from April 1. to July 30, 1980. The results obtained were as follows ; 1. The ranged of reliability coefficients for all indices was .45-.75 which was lower than .54-.87 of original. 2. The inter-item correlation matrix for all items comprising an index along with the intercorrelation of these items with the items comprising closely related indices. 3. The reliability of JOB SATISFACTION, INTRINSIC REWARDS and IMPORTANCE REWARDS revealed .14-.20 lower than that of original. On the point of view, some items should be adjusted in parallel with actual situation of Korea through making a cultural comparative study and item factor analysis.
Job Satisfaction ; Korea* ; Music ; Surveys and Questionnaires* ; Reward

OBJECTIVES: We attempted to investigate personality characteristics influencing insight acquisition in patients with schizophrenia. METHODS: Tridimensional personality questionnaire(TFQ) for neurobiologically based personality characteristics assessment and Barron's ego strength test were administrated to 30 patients with schizophrenia who had good insight and 30 patients who had poor insight. Each group was also compared with 453 normal health controls. RESULTS: There were no significant differences between good and poor insight acquisition groups on ego strength. Poor insight acquisition group showed significantly higher reward dependence dimension on Tridimensional Personality Questionnaire than good insight acquisition group, though the other two personality dimensions showed no difference. The good insight group showed no difference on three TFQ dimensions from normal healthy control group. However, the poor insight group demonstrated higher score in reward dependence dimension than the healthy control group but not in the other two dimensions. CONCLUSION: These results suggest that neurobiologically determined personality characteristics rather than ego strength would be closely related with insight acquisition in schizophrenia. Reward dependence as groups of behavioral characteristics, mainly derived from central norepinephrine mediated behavior would be related with insight formation. The roles of norepinephrine in schizophrenia have not been lolly understood yet. Further understandings regarding insight formation process and role of norepinephrine In schizophrenia could give some clues on insight acquisition in patients with schizophrenia.
Ego ; Humans ; Norepinephrine ; Surveys and Questionnaires ; Reward ; Schizophrenia*

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