• Journal of Korean Society of Forest Science
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• v.43 no.1
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• pp.35-38
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• 1979

The solubility variations of Abies koreana Wilson wood and their correlations ammong the factors which effect the extraction were investigated. In hot water solubility for 10 hours, extracted contents were 2.33% in heart wood, 12.30% in sapwood. In base solubility (here, used NaOH), the solubility content was 8.23% only for 1 hour. In organo-soluble fractions, there was not any variation between the content 4.00% for 1 hour and 4.44% for 10 hours, about the temperature effect, in the neutral solvent, at temperature $25{\pm}3^{\circ}C$, $50{\pm}3^{\circ}C$ and $97{\pm}3^{\circ}C$ and the solubility contents were 2.73%, 3.29%, 7.32% respectably. In the pH variations, initinal pH of solution, 6.5 became as low 5.4 after 10 hours extraction. Generally, the correlation coefficients between solubility and hour, solubility and temperature, solubilities' pH and hours, solubility and part, were r=0.890, r=0.986, r=-0.955, r=0.840 respectably. It is suggested that the most serious factor of the extraction in this material is the temperature.

• Korean journal of applied entomology
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• v.16 no.3 s.32
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• pp.163-170
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• 1977

Potato diseases, especially mosaics and leaf roll, appear to reduce potato yield in Korea more than any other factor. A seed potato certification program was established at the Alpine Experiment Station (AES) in 1961 to produce high quality seed potatoes for distribution to Korean farmers. The present program for production of certified seed of Namjak (Irish Cobbler), the only variety recommended for spring plantings, is outlined. In 1976, approximately 10,000 MT of certified grade Namjak seed was produced by members of two Seed Producers Cooperatives in the Daekwanryeong area for distribution by the Office of Seed Production and Distribution (OSPD). The seed was inspected and certified by officers of the National Agricultural Products Inspection Office (NAPIO). Although the quality of the certified seed is far superior to that used by many farmers, the supply planted less than 1/5 of the 1977 potato crop. Certified seed of Shimabara, the variety recommended for autumn plantings, is not produced in Korea. The yield response of virus infected seed to improved cultural practices is poor. Therefore, an increase in potato acreage and yields appears to be possible only if more good quality seed is used by Korean farmers. A two or three fold increase in seed supply would be desirable. The volume of seed could be increased by expanding the production area and by improving yield in seed fields. More land is available in the alpine area and good seed potatoes could be grown in other parts of Korea. Planting better quality seeds and using better cultural pracitces would improve seed yields. Several techniques could be used to improve the quality of elite seed produced at AES. Changes in seed potato certification program should be made so that healthy seed stocks of new varieties can be released rapidly.

• The Journal of the Convergence on Culture Technology
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• v.6 no.2
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• pp.289-297
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• 2020

The purpose of this study was to investigate the prevalence of back pain and the variables related to back pain in physiotherapists. In order to investigate the variables related to the incidence of back pain, The results were as follows : 1. Physical therapists' low back pain occurrence possibility appeared by whole 55.0% by male 11.0% and female 44.0%. 2. A day by people's work environmental special quality with low back pain treat morbidity to 31~40 people 40.0%, office hours per week by 45~49 hours 49.1%, a day stand-up tome be less than 5~7 hours 36.4% and appeared the highest. 3. Case that respond "Do dissatisfaction" to profession which is physical therapists' special psychological quality examined by people's 67.0% which low back pain. 4. Cause of low back pain in special active quality to get low back pain is the highest by case 38.2% that respond is "Special cause does not know, it is because for a long time worked to physical-therapy, and the reason that play waist softness gymnastics examined the highest by case 45.4% that respond is "Because present low back pain serves to be or prevents flare-up." According to result of this research, we could Know physical therapists are professionally endanger of getting low back pain. Specially, we could say physical therapists' low back pain occurrence possibility is high because of their having an experience or regarding work environmental special quality such as a day treatment morbidity, office hours per week, stand-up time for a day. There, educational programs need to improve of work environment and prevent the recurrence of low back pain. In this research, we recognized various variables of physical therapists' low back pain occurrence possibility are related to direct causal connection of low back pain occurrence, but we think continuous research should be tired forward in reply.

• Korean Journal of Environment and Ecology
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• v.23 no.5
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• pp.418-430
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• 2009

The main purpose of this study is to investigate the relationship between the topography of land and vegetation and the preferred habitat of wintering cranes. Investigations were conducted twelve times in Cheorwon basin, South Korea, during two wintering seasons (12/2005 - 2/2006; 1/2007 - 2/2007). The density of rice grain in the middle of rice paddies was higher than that of the areas along the edge of rice paddies. However it was observed that red-naped cranes preferred to feed along the edges of rice paddies rather than to feed in the middle of the paddies. White-naped cranes, on the other hand, Preferred to feed in the middle of paddies. To be more specific, red-crowned cranes preferred feeding sites such as levees of the paddies or the areas where the level of the rice beds was comparatively more elevated. But the preference of the white-naped cranes turned out to be just the opposite. Another finding was that both red-naped cranes and white-naped cranes preferred concealed areas for their feeding site, and the frequency rate of their feeding in concealed areas has little to do with weather factors. This finding contradicts a widely accepted view that cranes prefer open spaces for their feeding site. Besides, red-crowned cranes, compared with white-naped cranes, preferred to feed in more concealed areas. The frequency rate of feeding in both concealed areas and non-concealed areas had little to do with the size of feeding flocks. There was no difference between a flock of fewer than five cranes and a flock of more than five cranes in terms of frequency rate of their feeding. In conclusion, the result of these investigations indicate that red-naped cranes comparatively prefer concealed areas for their feeding site, and white-naped cranes are less prone to them, and there is no direct connection between their preference of feeding site or frequency and the size of their flock. This is presumed to be the characteristics unique to their individual species.

• Journal of the Institute of Electronics Engineers of Korea TC
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• v.45 no.4
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• pp.9-21
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• 2008

In this paper, we propose a GNSS-based RF receiver, A high precision localization architecture, and a high sensitivity localization architecture in order to solve the satellite navigation system's problem mentioned above. The GNSS-based RF receiver model should have the structure to simultaneously receive both the conventional GPS and navigation information data of future-usable Galileo. As a result, it is constructed as the multi-band which can receive at the same time Ll band (1575.42MHz) of GPS and El band (1575.42MHz), E5A band (1207.1MHz), and E4B band (1176.45MHz) of Galileo This high precision localization architecture proposes a delay lock loop with the structure of Early_early code, Early_late code, Prompt code, Late_early code, and Late_late code other than Early code, Prompt code, and Late code which a previous delay lock loop structure has. As we suggest the delay lock loop structure of 1/4chips spacing, we successfully deal with the synchronization problem with the C/A code derived from inaccuracy of the signal received from the satellite navigation system. The synchronization problem with the C/A code causes an acquisition delay time problem of the vehicle navigation system and leads to performance reduction of the receiver. In addition, as this high sensitivity localization architecture is designed as an asymmetry structure using 20 correlators, maximizes reception amplification factor, and minimizes noise, it improves a reception rate. Satellite navigation system repeatedly transmits the same C/A code 20 times. Consequently, we propose a structure which can use all of the same C/A code. Since this has an adaptive structure and can limit(offer) the number of the correlator according to the nearby environment, it can reduce unnecessary delay time of the system. With the use of this structure, we can lower the acquisition delay time and guarantee the continuity of tracking.

• Journal of Korean Public Health Nursing
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• v.4 no.1
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• pp.37-55
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• 1990

Every country in the world has been trying to expand the basic health right for the peoples as W.H.O has established the goal 'health for AU' by the year of 2000. Related to this goal, our government authority has establish the policy 'the insurance of health for all' into effect from July 198\). Recently hospitalshave been making a ceaseless effort for the plan for the rationalization of its management the academic World is making it a subject of discussion by doing the secure of manpower at a resonable level and the increase of productivity by the manpower. As a result of the efforts the study was established to secure the numbers of nursing manpower at a resonable level and use the unskilled persons at the utilizing field and seek the possible area of their activity for more efficient service through the investigation of ablity of simple nursing activities of regiestered nurses and nurse aides for rational function according to the educational levels and talents. The method of study was established by the registered nurses and nurse and nurse aides(R.N 229, N.A 226) who are working in 15 hospitals with over 200 beds. This surrey was conducted from Mar 29, 1989 to April 8, 1989. The method to test the degree of importance, difficulties, and the abillity of performance of a simple nursing activities was classified into 35 activities on the basis of references on this field. The degree of importance was composed from point l(Not so important) to 5(Very important). the degree of difficulties. was composed as follows; very easy - Point 1 very difficult and complicated - Point 5. and the ability of performance was composed from point 1 to 5. The materials gathered through the survey were analyzed with frequency, mean standard deviation, percentage. t-test, Anova, pearson's coefficient of correlation, stepwise multiple regression. factor analysis, discriminant analysis. The obtained results are summarized as follows: 1. The recognition values of the simple nursing activities of each group of registered nurse and nurse aides show; The degree of importance; 4.04 and 4.26 The degree of difficulties; 2.72 and 2.94 The ability of performance; 2.07 and 2.38 The brief summary shows there are little differences between who two groups the simple nursing activities turned out to be easy and simple work. 2. Regardless of the degree of importance, and difficulties, the ability of performance the important in fluencing of the degree of the simple nursing activities between the registered nurses and nurse aides was the order of educational level, hospital career, working career in wards and ages of the registered nurses and ages and hospital creer of nurse aides. The result was that the simple nursing activities could easily be familiar through the training of their working environment and period of experience. 3. Among the 35 simple nursing activities the items capable of resonable entrusting to the nurse aides are 5 that is helping bed-bathing, 8itz Bath, using bed pan, care while delivering patient, accompaying patient when visitor's check. There wasn't and differences between RN and nurse aides in performing the above 5 items. In anywhere. so we can say obviosuly that this nursing activities should be performed under the nursing system of which chief of nurse are supposed to supervise nurse aides as a possible function to be entrusted. In view of the above mentioned results, therefore, this partial functional job of the simple nursing activities can able be entrusted to the nurse aides through the regular training course. In case of these functional activities could be entrusted under, the responsibility of registered nurse, we can able suggest to for that there are the following advantages: 1.. In the nursing activities-affairs, the qualified guarantee of the nursing services can be kept and increased or promotoed with accommodation of the required nursing service and roles being expanded presently. 2. In the productivity of the hospital manpower, therefore, we have comt to view and consider in favourly that when an automational administration times would be come in the near future time to hospital affairs as a reality, to utilize the existing nures aides is better rather than investing so as to develop the other source manpowers or seek its for the efficient business management in the operational strategy or its policy.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.2
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• pp.41-59
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• 1997

This study surveyed nurses' value of reward and recognition level of organizational reward, and measured the fit of both. It also looked into the relationship between the reward fit and attitude of nurses toward their job and organization (job involvement${\cdot}$organizational commitment). It was planned to suggest the alternative of a future reward system. The sample consisted of 625 nurses of 8 private University Hospitals. Data for this study was collected from Mar. 25 to Apr. 17 by structured questionnaire. This study examined the differences of nurses' value of reward by their demographic characteristics, and looked into the relationship between the reward fit and job involvement${\cdot}$organizational commitment. Four instruments and a demographic questionnair were used to collect the data. Developed for myself and repaired by panel of judges, the value of reward scale and organizational reward scale consisted of 34 items on five points Likert-type scale. Developed by Kanungo and repaired by panel of judges, the job involvement scale measured overall job involvement on 7 items. The organizational commitment scale was developed by Mowday et al and repaired by panel of judges on 10 items. The data was analyzed by frequency, percentage, ranking, one-way ANOVA, Pearson's correlation coefficient, Chronbach alpha coefficient, t-test, SNK test, factor analysis with SPSS/PC+ progra,.Major findings are as follows 1. The mean of nurses' value of reward is 4.2435 and job content rewards are seen as the most important(M=4.5532). The following orders are seen as follows; financial rewards(M=4.4181), human realtion rewards(M=4.4130), establishment ${\cdot}$ facilities rewards(M=4.1632), professional rewards(M=4.1117), social status or prestige rewards(M=3.9228), career rewards(M=3.8816). Of 34 indivisual reward factors, the retainment allowance is seen to be thought of as the most important thing. 2. The mean of nurses' actual reward is 2.6035. The actual reward responded to the most extremely offered is job content rewards. The following orders are seen as follows ; human relation rewards(M=2.9420), financial rewards(M=2.7682), professional rewards(M=2.4601), social status or prestige rewards(M=2.3696), career rewards(M=2.3466), establishment ${\cdot}$ facilities rewards(M=1.9364). Of 34 indivisual reward factors, medical insurance benefits are felt to be most extremely offered. 3. The mean of fit of reward is -1.6874 and that means actual reward doesn't egual the value of the reward. What is offered mostly to nurses' value of reward is human relation rewards. The following orders are seen as follows; job content rewards(M=-1.5938), career rewards(M=-1.6381), social status of prestige rewards(M=-1.6382), financial rewards(M=-1.6836), professional rewards(M=-1.6854), establishment${\cdot}$facilities rewards(M=-2.3130). Of 34 indivisual factors, the item of fered most closely to nurses' value of reward is seen as the participation in educational programs at the nursing department of the hospital. 4. The mean of nurses' job involvement is 3.1987 and SD is 0.5667. 5. The mean of murses' organizational commitment is 2.9348 and SD is 0.6124, that is seen as a little lower than job involvement. 6. Significant value of reward differences were found among nurses by their demographic characteristics such as married status, tenure, academic career. 7. The fit of reward was significant related to job involvement and organizational commitment. When generalizing the result of this study, the value of reward, which nurses consider important and appropriate offers a reward that corresponds to the nurses' value of reward. This increases nurses' job and organization devotion further, as well as hospital effectiveness. It appears that nurses have recognized that the present reward offered in hospitals doesn't come up to their expectations so I think it is urgent to plan and perform the new reward system which is in accord with the nurses' reward fit.

• Culinary science and hospitality research
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• v.18 no.5
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• pp.113-128
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• 2012

This research was conducted targeting 269 employees working in the hotel and food service industry in the Busan area to provide human resources policy implications for food service companies by understanding the causal relationship between the empowerment of foodservice industry employees and job satisfaction and turnover intent. To achieve the research purpose, this research identified the demographic characteristics through a frequency analysis, obtained reliability and validity through a factor and reliability analysis, attaining a meaningful result in the significance level of p<.01 in all factors by conducting a correlation analysis to understand the overall relationship between the variables. As a result of the multiple regression analysis to verify a hypothesis, the explanatory adequacy of the regression model for the effect of self-determination and meaning, the sub-factors of empowerment, on job satisfaction was 34.6%, and the self-determination and meaning was respectively analyzed as (${\beta}$=.125, p<.05) and (${\beta}$=.511, p<.001), thus, the hypothesis that the empowerment of employees in the food service industry has a positive (+) effect was selected. In addition, the multiple regression analysis was conducted to examine the effect that empowerment (self-determination, meaning) has on job turnover intent, and as a result, the explanatory adequacy of the regression model was 11.2%, the self-determination was ${\beta}$=-.024, showing that it was not analyzed as a statistically meaningful result, and the meaning was analyzed as(${\beta}$=-320,p<.001). Thus, the hypothesis that the empowerment of employees in the food service industry has a negative (-) effect on job turnover intent was partially selected. In the regression analysis result of the effect of job satisfaction on turnover intent, the explanatory adequacy of the entire regression model appearing in the entire analysis was 25.3%, and the job satisfaction was analyzed as (${\beta}$=-.503,p<.001). Thus, the hypothesis that job satisfaction has a negative (-) effect on job turnover intent was selected.

• Culinary science and hospitality research
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• v.19 no.3
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• pp.1-17
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• 2013

This research was to examine the effects of downsizing kitchen employees in a hotel on their job efficiency and to verify differences in the individuals' behavior characteristics according to DISC behavior types in this causal relationship. Through SPSS 17.0 program, factor analysis, reliability analysis, correlation analysis, and multiple regression analysis were conducted on 200 samples secured for an empirical research. Two factors for the downsizing items and two factors for the items related to job attitude were extracted. Hypothesis 1 was that the downsizing within a hotel has significant negative (-) effects on job attitude. As a result of the verification, it was found that downsizing had significantly negative effects on the job attitude of cooking employees as factors for organizational commitment in employment circumstances (${\beta}$=-.256), and employment anxiety (${\beta}$=-.258), and as factors for job satisfaction in employment circumstances (${\beta}$=-.319), and employment anxiety (${\beta}$=-.174). Hypothesis 2 was that the downsizing according to DISC behavior types has significant negative (-) effects on job attitude. As a result of the verification, it was found that in the organizational commitment factors, the dominance type (D) was more influenced by employment anxiety (${\beta}$=-.435) than by any other types, and the conscientiousness type (C) was not influenced by organizational commitment. In the job satisfaction factors, the steadiness type (S) was more influenced by the changes in employment circumstances (${\beta}$=-.414) than by other types, and the dominance type (D) was not influenced. Based on the results of this research, it can be said that hotel's downsizing strategies influence job attitude such as organizational commitment and job satisfaction of cooking employees, and that there are differences in the influences according to the individuals' behavior types of kitchen employees.

• The Korean Journal of Air & Space Law and Policy
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• v.26 no.1
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• pp.147-176
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• 2011

China is experiencing rapid economic development and the volume of air passengers and cargo transportation has increased significantly in recent years. To the contray, the regulations on liability of air carrier in china fall behind and are not sufficiently applicable in disputes. Their lack of sufficient protection for air passenger's interests became obstructive factor for further developments of Chinese air transportation industry. The legal system of air carrier's liability mainly consists of the contents as followed. The liability period, the scope of liability, amount of compensation for damage, limitation of liability, liability exemption of air carrier, jurisdiction, limitation of action, applicable law etc. Laws and rules concerning these issues are regulated in Civil Aviation Law and regulations published by Civil Aviation Administration of China. This article described the main contents of air carrier's liability and examined the legislative problems in their applications in real cases. In order to solve the legal problems on the air carrier's liability and disputes between wrongdoers and survivors etc, it is necessary and desirable for china to amend revelvant provisions. One of my proposals is to raise the amount of compensation limitation for damage. And I also would like to suggest that Civil Aviation Law should treat international and domestic transportation equally on the limitation of compensation for air carrier's liability. China has also acceded to the Montreal Convention of 1999 on July 31, 2005. This is an effort to make the law of air carriage unified worldwide through various international conventions to achieve conformity between rules of international air carriage and that of Chinese domestic aircarriage. Furthermore, there should be additional detailed implementation rules for air carrier to assume liability for the losses to passengers, baggage or cargoes caused by delays in the air transport. Significant clarifications are also needed for provisions concerning whether and how air carrier assume liability for moral damage caused by accident.