• Journal of the Korean Society of Radiology
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• v.18 no.3
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• pp.293-300
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• 2024

On October 31, 2023, the revision of the Medical Technologist Act made it mandatory to complete field training courses in order to obtain a license as a radiologic technologist. Therefore, we would like to survey the actual situation of field training in medical institutions to inform the revised Medical Technologist Act and propose improvement measures to increase the effectiveness of field training. A survey was conducted from March to April, 2023, among radiologic technologists working in medical institutions. The questionnaire was sent through a form on a domestic portal site, Company N, and 120 respondents completed it. Eighty-two respondents, or 68.3 percent, had experience in educating on-the-job training students. 58% of the respondents were aware of the fact that the amendment to the Act on Medical Technologist etc. made field training mandatory to obtain a radiologic technologist license. In accordance with Article 9 of the Medical Technologist Act, which prohibits unlicensed persons from practicing, 50% of the respondents were aware that those who are in training to complete an education course equivalent to the license they are seeking to obtain at a university or other institution are allowed to practice as medical Technologists. When asked what is currently taught during fieldwork, 6% of respondents said that they are required to perform radiation-generating activities in addition to observing, guiding patients, and positioning and moving patients. When asked about the future direction of education as fieldwork becomes mandatory for licensure, 77% of respondents said that they will teach more than they currently do. When asked about the appropriate total length of fieldwork, 35% said 12 weeks and 480 hours, 33% said 8 weeks and 320 hours, and 27% said 16 weeks and 640 hours. It can be seen that the current on-the-job training is inadequate according to various regulations, and students' satisfaction is low. However, with the revision of the Act on Medical Technologists, field training has become mandatory to obtain a license as a radiologist, and it is necessary to improve the educational conditions of field training. Therefore, it is necessary to comply with the Nuclear Safety Act and the Rules on the Safety Management of Diagnostic Radiation Generating Devices, introduce standardized training objectives and evaluation systems, designate training hospitals and radiologists in charge of training, and introduce extended training periods and simulation exercises to internalize field training.

• Journal of Service Research and Studies
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• v.14 no.1
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• pp.13-26
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• 2024

Multi-modal generation is the process of generating results based on a variety of information, such as text, images, and audio. With the rapid development of AI technology, there is a growing number of multi-modal based systems that synthesize different types of data to produce results. In this paper, we present an AI system that uses speech and text recognition to describe a person and generate a montage image. While the existing montage generation technology is based on the appearance of Westerners, the montage generation system developed in this paper learns a model based on Korean facial features. Therefore, it is possible to create more accurate and effective Korean montage images based on multi-modal voice and text specific to Korean. Since the developed montage generation app can be utilized as a draft montage, it can dramatically reduce the manual labor of existing montage production personnel. For this purpose, we utilized persona-based virtual person montage data provided by the AI-Hub of the National Information Society Agency. AI-Hub is an AI integration platform aimed at providing a one-stop service by building artificial intelligence learning data necessary for the development of AI technology and services. The image generation system was implemented using VQGAN, a deep learning model used to generate high-resolution images, and the KoDALLE model, a Korean-based image generation model. It can be confirmed that the learned AI model creates a montage image of a face that is very similar to what was described using voice and text. To verify the practicality of the developed montage generation app, 10 testers used it and more than 70% responded that they were satisfied. The montage generator can be used in various fields, such as criminal detection, to describe and image facial features.

• The Journal of the Convergence on Culture Technology
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• v.10 no.3
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• pp.703-711
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• 2024

This study attempted to verify the effect of SBAR-based simulation practice on reporting confidence, communicative competence, nursing competence and debriefing satisfaction of nursing students. This study included 46 students who took the simulation practice course for third-year nursing students at one universities located in one region, The data were collected from October 30 to December 22, 2023 using a self-report questionnaire before and after simulation practice, and is a one group pretest-posttest design study. Data analysis was performed using SPSS/WIN version 26.0 program using frequency analysis, descriptive statistics, Shapiro-Wilk test, and Paired t-test. As a result of the study, the average of the reporting confidence was 5.79±1.47 before the training and 7.13±1.56 after the training, the communicative competence was 3.62±0.44 before the training and the average after the training was 4.34±0.67, the nursing competence was 2.64±0.39 before the training and 3.26±0.51 after the training, and the debriefing satisfaction was 3.57±0.51 before the training and 4.18±0.58 after the training. There was a statistically significant difference in reporting confidence(t=2.84, p=.006), communicative competence(t=-3.28, p=.001), nursing competence(t=-8.16, p<.001), debriefing satisfaction(t=2.72, p<.001) before and after SBAR-based simulation practice. Based on the results of this study, it is thought that communication education using SBAR to nursing students should be systematically carried out from the lower grade curriculum, and it is necessary to strengthen and expand reporting education using SBAR communication in various practice situations as well as simulation practical education to improve nursing competency.

• The Korean Journal of Coaching Psychology
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• v.8 no.1
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• pp.1-50
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• 2024

The purpose of this study is to identify career barrier factors experienced by career interruption women, develop a tool to measure career barrier, and verify their validity. To this end, preliminary questions were developed by reviewing literature, conducting one-on-one in-depth interviews with 10 women on career interruption, and conducting an open questionnaire with 100 women on career interruption. The subjects of the study were married women aged 20 to 54 who had past employment experience, wanted to be re-employed, and experienced retirement due to marriage, pregnancy, childbirth, childcare, and family care, and the period of career interruption was selected for more than one year. After that, 63 questions were selected for 7 factors. A preliminary survey was conducted on 300 women with career interruption in Korea, and as a result, 63 questions of 6 factors were derived through exploratory factor analysis. The main survey was conducted with 44 questions of 6 factors by partially modifying the questions reflecting the important concepts in each factor. In this survey of 600 people, in order to verify the validity of the constituent concept of this test, the entire sample was divided into two groups, and group 1 (G1, N=309) conducted exploratory factor analysis and group 2 (G2, N=291) conducted confirmatory factor analysis. As a result of exploratory factor analysis for Group 1, 34 questions of 6 factors were finally derived, and a confirmatory factor analysis of Group 2(G2) was conducted to confirm the model fit of the derived factors, and it was confirmed that the model fit criteria were met. In order to verify the convergence validity of the developed career barrier scale, a correlation analysis was conducted with the career barrier test for female college students, and as a result of the analysis, the career barrier scale for women with career interruption and the career barrier test for female college students showed statistically significant correlation. In order to verify the validity of the criterion, the results of a correlation analysis with variables of job preparation behavior, job stress, state anxiety, and life satisfaction were all found to be statistically significant. Finally, the academic, practical, and policy significance and limitations of this study and future research directions were presented.

• Korean Journal of Construction Engineering and Management
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• v.25 no.5
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• pp.32-40
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• 2024

In the construction industry, lack of reliability in the quality of recycled aggregates, harmful substance problems, and negative consumer perceptions limit the expansion of the use of recycled aggregates. In this respect, existing studies mainly focus on the use of recycled coarse aggregates in concrete in consideration of durability. On the other hand, in the case of recycled fine aggregates, not only are there insufficient cases applied to major structures, but the scope of application is very limited due to lack of awareness. Therefore, the main purpose of this study is to present the possibility of their application in bearing and non-bearing wall structures through physical characteristics experiments of concrete bricks for masonry according to various mixing ratios of recycled fine aggregates and cement amounts. To this end, the compressive strength and absorption rate of concrete bricks were measured focusing on the mixing ratio of the recycled fine aggregate and the crushed fine aggregate and the amount of cement. As a result, it is found that it is possible to use 100% of recycled fine aggregate for 200kg/m³ of cement or 25% of crushed fine aggregate mixed with 75% of recycled fine aggregate for the same amount of cement to achieve the compressive strength of 13MPa, witch is one of the quality requirements for concrete bricks for bearing walls. In addition, it is found that to meet the strength of 8MPa, one of the quality requirements for non-bearing walls, it is sufficient to use 100% of the recycled fine aggregate for 100kg/m³ of cement. Through the absorption rate tests, it is also confirmed that the absorption rate of the concrete brick is 13% or less by meeting the required performance criteria. This means that even if recycled fine aggregate is used in the manufacture of concrete bricks, the quality standards required by KS F 4004 (concrete bricks) can be sufficiently met.

• Journal of the Daesoon Academy of Sciences
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• v.49
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• pp.187-227
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• 2024

The purpose of this article is to examine the prospects of the religious cultural experience program of Daesoon Jinrihoe by referring to the current status of Korea's Buddhist temple stays, which began with the 2002 World Cup and have become a regular program for the general public with the establishment of the Cultural Corps of Korean Buddhism in 2004. The motivation for Korean participation is mainly rest, while foreigners tend to be more interested in Korean traditional culture. During the experience, the perceived value felt by the participants led to satisfaction and an intention to revisit. Temple stays have contributed to the globalization of Korean Buddhism. The temple stay of Daesoon Jinrihoe is a religious cultural experience program for the public. If it became a regular program, the target could be expanded to include foreigners who wish to experience Korean culture. The activities such as wearing Hanbok, taking a Dojang Tour, praying, and dialogue over tea can be allocated to the program. As a result, the perceived value by participants could be taken as a cognitive value. For instance, they could learn about Sangje's Reordering of the Universe that transformed the order of Sanggeuk (Mutual Contention) into the order of Sangsaeng (Mutual Beneficence). They way that they live their lives could change as a result of these new understandings. The emotional value of the experience would come from experiencing traditional Korean religious culture. The prospect of implementing such a program is twofold: firstly, there are the tasks of proper preparation, and secondly, there are the positive effects. The tasks would first involve creating a systematic and organized center point. Next there would be the matter of preparing spaces for the temple stay, and lastly, an online platform for advertisement, recruitment, and application would also be greatly beneficial. This is a vision that could contribute to the improving public image of the order, its globalization, and to the overall improvement of the facilities and management that would produce a more socially friendly environment.

• Health Policy and Management
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• v.34 no.3
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• pp.271-281
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• 2024

Background: The unmet healthcare needs (UHNs) of people with disabilities (PWD) are not only detrimental to their quality of life but also can lead to serious health outcomes including death. A variety of factors including socioeconomic, personal, and environmental factors affect UHNs for PWD. Previous studies focused on individual socioeconomic and disability characteristics as influencing factors. Our studies included environmental factors that have a significant impact on the use of healthcare service by PWD. Methods: We analyzed the UHNs status and influencing factors among 4,326 adults with disabilities using the Korea Disability Life Data. Chisquare analysis identified differences in UHNs by general, disability, and environmental characteristics. Logistic regression determined factors affecting UHNs. Results: Those with low educational level (adjusted odds ratio [aOR], 1.229; 95% confidence interval [CI], 1.024-1.475), those with low income level (aOR, 1.416; 95% CI, 1.015-1.976), those who enrolled in private insurance (aOR, 1.234; 95% CI, 1.018-1.496), those who need help with daily living (aOR, 1.298; 95% CI, 1.059-1.592), those who did not go out (OR, 1.566; 95% CI, 1.274-1.924), those who use taxis (aOR, 1.407; 95% CI, 1.047-1.891) or call taxi for people with disabilities when going to the hospital (aOR, 1.370; 95% CI, 1.001-1.875), the communication disabled (aOR, 1.304; 95% CI, 1.029-1.651), those with poor subjective health status (aOR, 1.248; 95% CI, 1.043-1.494), those who felt the explanation of treatment results was insufficient (aOR, 4.035; 95% CI, 1.365-11.927), hose dissatisfied with healthcare services (aOR, 3.515; 95% CI, 2.741-4.508) were more likely to experience UHNs. Conclusion: Effective healthcare service provision for PWD requires not only financial assistance but also social support, along with education for healthcare staff, policies that consider the characteristics of disabilities.

• 유학연구
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• v.46
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• pp.53-78
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• 2019

Our leaders and our nation exerted lots of efforts and sacrifices to make rapid change and development of our country in modern times. However, recently their negative images were gradually exposed to us, making our nation have their aspiration for well-conditioned leaders, along with their own responsibilities. For this study, who are good leaders and what are needed for them were deeply thought of. Although there was no clear solution, this study made a premise that the leaders should be nourished to have benevolence, knowledge, bravery and deed, realizing political activities to give our nation satisfactory results. For this, the leaders, for themselves, should make philosophical thoughts for becoming good leaders and for executing their thoughts. However, they are confronted with many problems to do so in real world. Therefore, it is necessary to consistently give them an country-level education for philosophy of leadership for them to form their own philosophical thoughts and to realize their thoughts in our actual lives. One type of method for that can be accomplished through contents of 《Seonghakjipyo》, written by Yulgok Yi yi (李珥, 1536~1584), for the hope of saint king. In this book, he described in details the sayings of the saints and his own thoughts on what should be learnt and practiced for doing self-discipline and ruling the country, adding that it was useful and common to all as well as the leaders. It can be said that this book is very usefulto educate philosophy of leadership for modern leaders, for it is containing the contents both for individuals to learn and practice for restoration of their human nature and for leaders to directly utilize in real political world. This argument may be originated from the fact that the wisdom and the deed needed for good leaders are, in general, all the same, although the system of the great organization like country has been changed. Based on the sections of Self-discipline and Politics in the above book, this study argued the general education for philosophy of leadership. It is focused on definition of education for philosophy of leadership, its meaning in 《Seonghakjipyo》, the reason for using the above book for it, and the suggestion of concrete methods to solve insufficiency of education programs at present for leaders and to execute education for philosophy of leadership that can be practicable in real world. This study showed that the above book could be used for education for philosophy of leadership, arguing that such education could be useful for independently solving many problems both the leaders and our nation might be confronted with in our lives.

• Journal of Technologic Dentistry
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• v.10 no.1
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• pp.55-66
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• 1988

The great sudden change of circle of dental laboratory technology brought many discord between the new growing environmental group and the old group. In order to know the satisfactory degree of Dental Laboratory Heads about all and woman dental technicians who graduated from junior college, this study was conducted for 41 dental laboratory heads in Pusan area during Aug. to Sep. 1986 by means of a questionaire. The results are obtained as follows : 1. By born place, the dental laboratory heads’ satisfactory degree mean of items about all dental technician who graduated from junior college were Pusan group 3.55, Kyungnam group 2.94. The difference among the groups was significant enough(P<0.05). The satisfactory degree about woman dental technician graduated from junior college were Pusan group 3.45, Kyungnam group 2.72. 2. By age, The degree of satisfaction of items about all graduate dental technician were 30$\sim$34 age group 3.13, 40$\sim$44 age group 2.71. The degree of satisfaction about woman graduate dental technician were 30$\sim$34 age group 3.13, 40$\sim$44 age group 2.71. The degree of satisfaction about woman graduate dental technician were as follow : 35$\sim$39 age group 3.50, 45$\sim$49 age group 3.16, 30$\sim$34 age group 2.86, 40$\sim$44 age group 2.43. 3. By job career, the highest degree item out of satisfaction about all graduate dental technician was 6$\sim$10 years group 3.58, the other items were 1$\sim$15 years group 2.90, 16$\sim$20 years group 2.71. The satisfactory degree item about woman graduate dental technician was 6$\sim$10 years group 3.43, 16$\sim$20 years group 3.15, 11$\sim$15 years group 2.82 respectively. 4. By managing term of respondents’ dental laboratory, the satisfactory degree of items about all graduate dental technician were below 2 years group 3.25, 3$\sim$6 years group 3.14, 7$\sim$10 years group 2.93 in order. The satisfactory degree items about woman graduate dental technician were 11$\sim$14 years group 3.25, 3$\sim$6 years group 3.14 7$\sim$10 years group 2.80 in order. 5. By acquired qualification of licence test, the satisfactory degree of dental laboratory heads about all graduate dental technician were job career group 3.07, graduated from Dept. of Dental Technology group 3.00. The satisfactory degree about woman graduate dental technician were job career group 3.03 and graduated from Dept. of Dental Technology group 2.57. 6. By dental technician numbers of respondents’ dental laboratory. the satisfactory degree of items was as follow: 10$\sim$13 persons group is 2.86, 6$\sim$9 persons group 3.25, below 5 persons group 3.11. There was significant enough.(P<0.01). The satisfactory degree items about woman graduate dental technician were below 5 persons group is 3.00, 10$\sim$13 persons group 2.79, 6$\sim$9 persons group 2.67. 7. by the outlook of occupation, the satisfactory degree of dental laboratory heads about all dental technicians who graduated from junior college were neither good norbad group 3.20 bad group 2.59, good group 3.13. The difference among the groups was significant enough(P<0.01). The satisfactory degree about woman dental technicains graduated from junior college were good group 3.25, neither good nor bad group 2.80, bad group 2.75. The difference among the groups was significant enough.(P<0.01) 8. By occupational satisfaction, The satisfactory degree of items about all graduate dental technician were neither satisfied nor dissatisfied group 3.08, satisfied group 3.17, dissatisfied group 2.89. The satisfactional degree of items about woman graduate dental technician were satisfied group and neither satisfied mor dissatisfied group each 3.00 9. By the outlook of employment, the satisfactory degree of items about all graduate dental techician were bad group and neither good nor bad group 3.00. There was significant enough.(p<0.02) About woman graduate dental technician were good group 3.80, neither good nor bad group 3.00, bad group 2.84. The difference among the groups was significant enough.(P<0.01) 10. By cognition of the number of graduate dental technician, the satisfactory degree of dental laboratory heads about all graduate dantal technician were too many group 2.86, many group 3.32. There was significant enough.(P<0.05) About woman graduate dental techician were too many group 2.60, many group 3.20 The difference among the groups was significant enough.(P<0.01) 11. As compared with the items ut of satisfaction and improvement about all dental technician who graduated from junior college, the rate of satisfaction item was for as follow : dental technological theory is 5.21%, ability of adaptation and sincerity each 17.1%. The rate of improvement items was as follow : sincerity is 39%, ability of work and ability of basical work each 24.4%. 12. As compared with the items out of satisfaction and improvement about woman dental laboratory technician who graduated from junior college, the rate of satisfaction item was as follow : atmosphere of the office is 56.1%, sincerity 22%. The rate of improvement items was as follow : ability of adaptation is 36.6%, ability of work 31.7%.

• Korean Security Journal
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• no.48
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• pp.9-33
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• 2016

The purpose of the present study was to find out cause-and-effect relationship between job requirements and job resources, with job burnout as a mediator variable, and the effects of these variables on organizational effectiveness. The population in the present study was private security guards employed by 13 private security companies in Seoul and Gyeonggi-do areas, and a survey was conducted on 500 security guards selected using purposive sampling technique. Out of 460 questionnaires distributed, 429 responses, excluding 31 outliers or insincere responses, were used for data analysis. For analysis, data were coded and entered into SPSS 18.0 and AMOS 18.0, which were used to analyze the data. Descriptive analyses were performed to find out sociodemographic characteristics of the respondents. The exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were used to test the validity of the measurement tool, and the Cronbach's Alpha coefficients were calculated to test the reliability. To find out the significance of relationships among variables, Pearson's correlation analysis was performed. Covariance Structure Analysis (CSA) was performed to test the relationship among latent factors of a model for job requirements, job resources, job burnout, and organizational effectiveness of the private security guards, and the fitness of the model analyzed with CSA was determined by the goodness-of-fit index ($x^2$, df, p, RMR, GFI, CFI, TLI, RMSEA). The level of significance was set at .05, and the following results were obtained. First, even though the effect of job requirements on job burnout was not statistically significant, it had a positive influence overall, and this result can be considered such that the higher the perception of job requirements by the member of the organization, the higher the perception of job burnout. Second, the influence of job resources on job burnout was negative, which can be considered that the higher the perception of job resources, the lower the perception of job burnout. Third, even though the influence of job requirements on organizational effectiveness was statistically nonsignificant, it had a negative influence overall, and this result can be considered that the higher the perception of job requirements, the lower the perception of organizational effectiveness. Fourth, job resources had a positive influence on organizational effectiveness, and it can be considered that the higher the perception of job resources, the higher the perception of organizational effectiveness. Fifth, the results of the analysis between job burnout and organizational effectiveness revealed that, even though the influence of job burnout on organizational effectiveness was statistically nonsignificant, it had partial negative influences on sublevels of organizational effectiveness, and this may suggest that the higher the perception of job burnout by the organization members, the lower the organizational effectiveness. Sixth, the analysis of mediating role in the relationship between job requirements and organizational effectiveness, job burnout was taking partial mediating role between job requirements and organizational effectiveness. These results suggest that reducing job burnout by managing job requirements, organizational effectiveness that leads to job satisfaction, organizational commitment, and turnover intention can be maximized. Seventh, the analysis of mediating role in the relationship among job requirements, job resources, and organizational effectiveness, job burnout was assuming a partial mediating role in the relationships among job requirements, job resources, and organizational effectiveness. These results suggest that organizational effectiveness can be maximized by either lowering job requirements or burnout management through reorganizing job resources.