• Journal of Chest Surgery
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• v.37 no.6
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• pp.530-535
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• 2004

Background: Thoracoscopic R3 (above the third rib)sympathicotomy has been performed as an effective method in treating palmar hyperhidrosis because it is effective in eliminating the symptoms of hyperhidrosis and has lower degree of compensatory hyperhidrosis than that of sympathectomy. Most of the results published were based on the short-term follow up. So we evaluated the intermediate term follow up results of the R3 sympathicotomy. Material and Method: From April 1999 to August 2001, ninety-four patients with palmar hyperhidrosis had been treated by R3 sympathicotomy at the Inha University Hospital. Follow-up study was completed for 76 patients (male 38, female 38) and average follow-up period were 25$\pm$9.1 (15∼50) months. The sympathetic trunk passing above the upper border of third rib was divided by electric cautery. The patient's satisfaction after surgery was estimated using the analogue scale from score 0 to 100 (100 means perfect satisfaction). Result. The scale of patient's satisfaction immediately after operation was 92.36$\pm$9.93. After 15 months, the scale of satisfaction was decreased to average 71.80$\pm$20.24 and it is statiscally significant. The cause of dissatisfaction were compensatory hyper-hidrosis and recurrence of symptom. The degree of sweating immediately after operation was mean 0 and after 15 months it increased to mean 1.5. The degree of the compensatory hyperhidrosis immediately after operation was mean 1 and it increased to mean 5 after 15 months. Conclusion: R3 sympathicotomy has excellent therapeutic results immediately after operation but therapeutic effectiveness is becoming to decrease 15 months after operation. The common causes of dissatisfaction are compensatory hyperhidrosis and recurrence of hyperhidrosis.

• Journal of Convergence for Information Technology
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• v.10 no.4
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• pp.184-193
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• 2020

The purposes of this paper are to find the effects of beauty shop online motivations on the convenience of reservation system, to investigate the convenience of reservation system on satisfaction, and to determine the effects of satisfaction on word-of-mouth behaviors. Based on the results, there are three factors in the motivations: diversion, service-prioritized, and impulse-driven tendencies. Also, there are five factors in the reservation convenience perception: efficiency of decision-making, easy monetary transaction, overall convenience, accessibility, and effortless nature of rewarding system. In terms of the convenience of online booking, the access convenience was found that as the motivation diversion and the service-prioritized motivation higher and as the impulse reservation motivation lower. Furthermore, this paper concludes that offered by online beauty service reservation systems, and higher satisfaction rate leads to higher review behaviours.

• Journal of the Society of Disaster Information
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• v.11 no.2
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• pp.245-252
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• 2015

Employee's workplace satisfaction of claim adjusting company, who assesses the loss of catastrophe, have a direct influence on the loss evaluation job. Eventually their satisfaction would affect the compensation satisfaction of victims, therefore it is one of important factors for victims's compensation satisfaction. This paper analyzes empirically the determinants of employee's satisfaction to their firm for a claim adjusting company. As a result of the empirical research, it is found that the statistically significant determinant are the psychological factor, the organizational factor, and the individual factor. Among the significant factors, the psychological factor has the biggest positive factor. And the organizational factor and the individual factor is next with similar positive measurement. But the cognitive factor is not statistically significant. A claim adjusting company may use the research result for the improvement of employee's workplace satisfaction.

• The Journal of the Convergence on Culture Technology
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• v.1 no.3
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• pp.31-45
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• 2015

This study is designed to analyze the effect of the Job satisfaction which is composed of job itself, work place condition, reward, workload, social awareness by personal assistant for the Disabled on the service quality and to perceive the importance of job satisfaction of person assistance for the disabled, finding ways of enhancing job satisfaction in social welfare practice. For this purpose, total 218 personal assistants for the disabled'data were collected and analyzed. The results were personal assistant for the disabled'trait of sociology of population and general trait, job satisfaction, service quality, the correlation of job satisfaction and service quality, and the effect of job satisfaction on service quality. The results showed that personal assistant'job itself, reward, had a positive impact on service quality. On the basis of these results, significant practical implication are as follows; Firstly, there needs to be a expansion of education program for the job satisfaction of personal assistant for the disabled. Secondly, in relation to the reward of personal assistant for the disabled, the improvement of wage structure is requested.

• Journal of dental hygiene science
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• v.12 no.6
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• pp.600-606
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• 2012

The purpose of this study is to investigate work environment and job satisfaction of dental hygienists. The survey had collected 373 dental hygienists in Daegu and Gyeongsangbuk-do areas. The results were as follow; 1. The overall average of job satisfaction was 3.30. 2. Differences in the general characteristics and job satisfaction were significantly high with high age, high educational level and high work experience for married people. It was also significantly high when people worked in Gyeongsangbuk-do rather than in Daegu. 3. Differences in work environment and job satisfaction were significantly high in large size of the hospital, patient management and consultation services rather than assistance, monthly salary rather than annular salary, the presence of training opportunity and benefit for long-term worker, and more other vacations and annual vacations. 4. The influence factors of general characteristics on job satisfaction were education, work area and marriage in order ($R^2$=0.092). 5. The influence factors of work environment on job satisfaction were training opportunities, benefit for long-term worker, size of hospital, area of work and incentives in order($R^2$=0.092). From the above results, in order to improve job satisfaction of dental hygienists require a reasonable working environment considering the realistic situation improved.

• Journal of Chest Surgery
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• v.35 no.3
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• pp.223-226
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• 2002

Background: Thoracoscopic sympathicotomy is an effective treatment in essential hyperhidrosis. However, many patients suffer from compensatory hyperhidrosis. Compensatory hyperhidrosis is a very uncomfortable problem, but the mechanisms underlying compensatory hyperhidrosis are not completely understood. Material and Method: From May 1999 to June 2001, 25 cases of thoracoscopic sympathicotomy at the 2nd rib for facial hyperhidrosis and 116 cases of thoracoscopic sympathicotomy at the 3rd rib for palmar hyperhidrosis were performed in 141 patients. All of the patients were divided into noncompensatory sweating(NCS) and compensatory sweating(CS) group. Each group was investigated according to age, sex, body surface area(BSA), level of sympathicotomy and occupation. Result: The global rate of compensatory hyperhidorsis were 64.5%(91/141). There was no difference between the two groups for BSA, level of sympathicotomy and occupation. Mean age showed 23.2 years old in NCS group and 26.4 years old in CS group(p=0.09). In CS group, 46 cases were male(50.5%) and 45 cases were female(49.5%) and in NCS group, 19 cases were male(38.0%) and 31 cases were female(62.0%) (p=0.16). Conclusion: There were no available statistical data, but there was the fact that old age and male patients had the tendency for compensatory hyperhidrosis. If we have more patient group and consider the patient's family history or psychiatric problems, we will have more valuable data for compensatory hyperhidrosis.

• Journal of the Korea Institute of Information and Communication Engineering
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• v.14 no.12
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• pp.2609-2614
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• 2010

Temperature compensation circuit is implemented by using the temperature sensor, and Intermodulation (IM) Specification of Power Amplifier is satisfied in the temperature range of $-30^{\circ}C{\sim}60^{\circ}C$ with this temperature compensation circuit. The output voltage of temperature compensation circuit which vary 170mV with the temperature is applied to the gate of TR in 3W output power Amplifier. As the result, right 3rd IM component is -18.5~-26dBm, left 3rd IM component is -18.5~-35dBm, and the left and right 5th IM component is -24~-26dBm in the temperature range of $-30^{\circ}C{\sim}60^{\circ}C$. It is confirmed that IM specification of power amplifier which is under -17dBm in the whole temperature range is satisfied.

• The Journal of Korean Institute of Electromagnetic Engineering and Science
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• v.13 no.10
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• pp.1025-1033
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• 2002

This paper presents temperature-compensation circuits of Ku-band amplifiers for satellite payload. After carefully investigating design specifications of Ku-band amplifiers for satellite payload, we designed three types or temperature-compensation circuits, which are an active bias circuit, an attenuator control, and an ALC loop circuit. Our design technique demonstrates good agreement between measured and predicted results. These temperature-compensation circuits are suitable for Ku-band satellite payload active components, such as channel amplifiers, LNA and IF amplifiers.

• The Journal of the Korea Contents Association
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• v.14 no.10
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• pp.639-648
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• 2014

As provider-centered medical environment has changed into consumer-centered, this study intends to improve the efficiency of management by motivation to administrative staffs and improvement in job satisfaction. The purpose of this study is to analyze the factors that influence job satisfaction among administrative staffs in a metropolitan university hospitals. Survey of 305 people in total were used in the data analysis. AMOS 21 Ver. was used to perform Structural model(SEM) equation. First, the validation results showed the follow results $X^2=206.776$, df=77, Q=2.685, P<.001, GFI=.915, TLI=.927, CFI=.946, RMSEA=.074, which supported this research's significance. Second, compensation and working conditions positively affected motivation. Third, motivation positively influenced job satisfaction. Fourth, communication positively influenced job satisfaction. Fifth, after adjusting the mediating effect, in the relationship between compensation and job satisfaction, it was proved that motivation was a complete mediator. Incase of the relationship between the working conditions and job satisfaction, motivation acted as a partial mediator. Fair and reasonable compensation and employment stability, benefits and other working conditions, better internal and external communication between the organization are to increase job satisfaction. To do this, an administrator needs to have attention and will, and a variety of education and training programs need to be developed. The purpose of this study is to provide basic grounds for future policies related to increasing administrative staffs' job satisfaction.

• Proceedings of the Korean Society of Environment and Ecology Conference
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• 2008.04a
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• pp.55-57
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• 2008