The purpose of this study was to examine the effects of a multi-dimensional group program using video feedbacks for the reduction of public speaking anxiety on the presentation anxiety, self-efficacy and presentation behaviors among the third grade female students in a commercial high school. Among the students who had high scores in a presentation anxiety test, 30 students who wanted to participate in this study were selected and assigned randomly into two groups. The subjects of experimental group participated in the 8 session intervention program once or twice a week. It took 60 ~ 90 minutes for each session. Pre-test and post-test scores of experimental group and control group were compared using two-way ANOVA. The results revealed that the experimental group showed lower presentation anxiety, higher self-efficacy, and more appropriate presentation behaviors than the control group after participating in the program. The meanings of his study were as follows. It was replicated some results of previous studies that the multi-dimensional intervention including video feedback, cognitive techniques, relaxation and coping strategies was useful for the reduction of public speaking anxiety through the controled study using random assignment and several measures including rating scales by others as well as self-reports. Finally, Some limitations of this study and the direction for future study were discussed.
This study examined the possible mediating effects of perceived marital support on the relation between stress and marital satisfaction, also investigating the actor and partner effects of stress and perceived marital support on marital satisfaction. A convenience sample of 187 married couples was employed. First, structural equation analyses revealed that for both wives and husbands, stress had negative actor and partner effects on perceived marital support and marital satisfaction. Second, results revealed that for both wives and husbands, perceived marital support had positive actor and partner effects on marital support. In addition, when a mediation model was considered, the link between stress and marital satisfaction was partially mediated by perceived marital support for both wives and husbands. Interestingly, it was found that for husbands the actor effects of stress and perceived marital support were greater than their partner effects, whereas for wives the partner effects were greater than the actor effects. Implications for counseling practice are discussed.
The purpose of the present study was to (1) examine gender differences in self-leadership and (2) investigate the relationship between self leadership and the various criteria of college life effectiveness such as basic occupational competencies, college life satisfaction, grade, and leadership. The Korean version of the RSLQ(Revised Self-Leadership Questionnaire) composed of 9 strategies as well as measures of college life effectiveness were administered to samples of 890 college students in Seoul, Kyungido, and Choongchungdo. The results of latent means of analysis indicated that there was no gender differences on the general level of self-leadership. However, female students showed higher level of self-leadership than male students on self-reward, self-punishment, self-cluing, and constructive thought pattern strategies, while the level of natural reward strategy was higher for male students than females. Self-leadership was significantly related to all of the college life effectiveness variables. In particular, self-leadership showed very high correlation(r=.53) with basic occupational competencies and college life satisfaction for female students. For males, general leadership was the criterion of college life effectiveness that showed the strongest relationship with self-leadership(r=.44). The results of multiple regression analyses demonstrated that different strategies of self-leadership were the significant predictors for college effectiveness variables for males and females. Finally, the limitations and future direction of the present study sere discussed.
This study has a purpose to develop vocational adjustment program that is essential for marriage immigrant women to settle down in our society and verify the effectiveness of the program. In order to develop practical program with reflecting their unique issues and experiences comparing to other groups, many diverse ways such as questionnaire, face to face in-depth interview, and expert-interview were used. Vocational adjustment program for marriage immigrant women was consisted of six parts like understanding multi-culture, basic economical concepts and practical use, vocation and labor market comprehension, self-understanding and analysis, cultivating organization adaptation and job capacities, establishing career goal. After carrying into effect the program, the result was significant differences in career identity, the understanding vocational information, adaptation of vocational culture, career aspiration to women who have taken the vocational adjustment program. Through the program, marriage immigrant women will be high in self-efficacy with the real recognition of the Korean labor market and expect their positive future which might be better than now. Finally this can help them adjust our society in the positive way.
The present study was conducted to examine the effect of attitude, subjective norm, and perceived behavior control in explaining multicultural receptive behavior intention as well as multicultural receptive behavior, i.e., test the theory of planned behavior(Ajzen, 1991), to investigate the role of Korean social identity in the prediction of multicultural receptive behavior, and to investigate the role of stereotype and prejudice(i.e. attitude about object) in the prediction of multicultural receptive behavior. A sample of 505 undergraduate participated in the survey. The results from stepwise regression analyses indicated that the multicultural receptive intention was explained 47.4% by the theory of planned behavior, while multicultural receptive behavior was explained 61.1% by this theory. When the Korean social identity, stereotype and prejudice were added into the stepwise regression analysis, the variance was increased to 51.8% for multicultural receptive intention and 65.9% for multicultural receptive behavior. Furthermore, the influence of the Korean social identity on multicultural receptive intention/behavior was weak, but the influence of the stereotype on multicultural receptive behavior was strong. Finally the implications and limitations of the present study as well as the future directions of this area were discussed.
In this study, the effect of the gender-related organizational factors on organizational output was investigated. The present research conducted 1029 workers consisting of 826 employees and 203 central government officials or local officials about the effects of personally experienced discrimination in the workplace, such as gender equality organizational culture, gender equality work practices, information accessibility, job clarity and sexual harassment experience es on job satisfaction and turnover intention. And the effect of gender-related organizational factors such as introduction of family-friendly policies on job satisfaction and turnover intention is also examined. And, the effect of these factors on the work-family conflict(WIF) and family-work conflict(FIW) was conducted and the moderating effects of family-friendly policies is prominent at effect of work-family conflict on organizational output. In sum, the present research suggest that accessibility information, gender equality work practices and family-friendly policies have improved organizational output. And for women, the more work practices is gender equality, the less work-family conflict(WIF) and family-work conflict(FIW) are. However, the relationship between organizational culture and gender equality organizational culture is opposite. Futhermore, for women, the moderating effects of family-friendly policies is prominent at prediction of organizational output by family-work conflict(FIW). In contrast, for men, the moderating effects of family-friendly policies is prominent at prediction of organizational output by work-family conflict(WIF). This research introduced that a family-friendly policies to improve the organizational output is meaningful. The last, the significance and limitations of this study and future research are discussed.