The various and serious types of disaster occur everyday and everywhere on the earth. There is no doubt that it is very timely to discuss about the effectiveness and preparedness of disaster. The purpose of this study is to develop a curriculum on the disaster management through reviewing disaster concepts and the disaster management system. For the empirical relevance of the study, researchers participated in a couple or more disaster training program, reviewed references, and consulted to the experts working on action parts in the area. As a result, the 'Integrated Disaster Management System Model(IDMSM)' was designed, in which four dimensions were explained. Then the 'Disaster Curriculum Model(DCM)' was explored with its theoretical framework based on the system model. The developed curriculum is composed of four levels ; the introductory course, the fundamental course, the advanced course, and the expert course. From this DCM, basically the course-outlines of two subjects in the introductory course, 18 subjects in the fundamental course(5 of direct services, 13 of indirect services) were developed. Also each course-outline was explored by its course objective, learning objectives, contents, and its length. Finally to make the most of the results, suggestions are proposed. The governmental considerations on the policy should support the systematic and integrated educational program to practice, appointing [Disaster School] or [Disaster Training Center] of relevance and accountabilities. The further study should explore the higher levels of the DCM through interdisciplinary efforts, and develop the text materials. The further study should explore the higher levels of the DCM through interdisciplinary efforts, and develop the text materials.

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This study was designed to investigate the changes of nurses' role model, perceptions toward occupation, and self-actualization value in terms of the phases of socialization process. Two hundred and sixty nine nurses working in clinical settings were randomly selected from 15 general hospitals despersed over Seoul and Kyungki province. Data were gathered by the standardized Perceptual Orientation Test, the Self-actualization Test, and Questionnaires on role models and phases of socialization process developed by the investigators from October 1985 to March 1986. The data were analysed by ANOVA and Pearson's Correlation Coefficient. The results were as follows: 1. The average time period required for the shift of phases of socialization process were; phase I, role adjustment, took average 10 months of employment; phase II, interpersonal adjustment, 12 months; and Phase III, role conflict, 15 months respectively. Conflict resolution, phase IV began to take place 18 months of employment; and shifted to phase V, internalization and self-actualization at 25 months of employment. 2. Throughout 5 consecutive phases, the number of immediate superior nurse model was dominantly the highest among the role models. The number of head nurse role model increased at phase II, phase HI, and phase IV. Respondents with school model in phase I tended to transfer to work model at phase II. 3. The perceptions toward occupation were not significantly influenced by the phases of socialization process. 4. The score of self-actualization value was not significantly influenced by the phases of socialization process. 5. In regard to perceptions toward occupation, nursing director model group showed significantly lower score in phase I (p<. 01). 6. The comparison of self-actualization value between the 5 phases revealed significant difference in phase I; in particular among respondents with school model at p<. 05. To conclude: 1. The phase III of socialization process is the period of role conflict which occur at 15 months of employment, and conflict resolution, phase IV, begins at 18 months of employment on the average in clinical settings.2. The immediate superior nurse and the head nurse are lmportant role models for nurses all through their socialization process.