• Journal of Arbitration Studies
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• v.34 no.1
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• pp.51-74
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• 2024

Korea continues to invest in the IT industry and is currently regarded as one of the five major powerhouses in the field of intellectual property. However, it is evaluated that this status is only limited, and the level of intellectual property protection and dispute resolution does not reach a level commensurate with the status of one of the five major intellectual property powers. To address these problems, the Korean government has enacted the Arbitration Industry Promotion Act in 2017, which aims to strengthen national competitiveness by fostering the arbitration system as an industry and provide systematic support so that the arbitration industry can become a future growth engine. In addition, in accordance with Article 3 of the 「Arbitration Industry Promotion Act」, the Minister of Justice must establish "the Basic Plan for Arbitration Industry Promotion" every 5 years. Great efforts must be put into establishing an Online Dispute Resolution (ODR) system at the KCAB for five years from 2024 to 2028, the Second Basic Plan for the Promotion of the Arbitration Industry period. Under these circumstances, this study presents implications and improvement measures for the development of the intellectual property-related arbitration system to protect Korea's intellectual property rights and contribute to more active intellectual property creation. In particular, this study proposes a plan to build an one-stop digital platform for KCAB to implement an efficient ODR system.

• Journal of the Korean Society of Food Science and Nutrition
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• v.44 no.12
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• pp.1881-1894
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• 2015

The objective of this study was to provide information on difficulty of performing tasks, degree of task satisfaction, job satisfaction, organizational commitment, and turnover intention as well as investigate correlations among these factors. Data were collected on employees working at Centers for Children's Foodservice Management, which had been operating for over 6 months until December 2013. The recruitment period was from December 16, 2013 to January 30, 2014. A total of 228 employees (79.7%) participated in the study, and 227 completed questionnaires were analyzed. Statistical analyses were performed on the data utilizing the SPSS V20.0 and AMOS V21.0 programs. The main results of this study were as follows: task satisfaction of employees in charge of 'visiting-teaching' for children was highest (4.24 points), whereas that of employees in charge of financial management was lowest (2.92 points). In terms of evaluation of job satisfaction factors, the score of 'co-worker' was highest (3.99 points) while that of 'payment' was lowest (2.45 points). Average scores of general job satisfaction, organizational commitment, and turnover intention were 3.56 points, 3.54 points, and 3.07 points, respectively. Job achievement was the most significant influencing factor on general job satisfaction, organizational commitment, and turnover intention. According to the path analysis results, the degree of task satisfaction affected job satisfaction. Organizational commitment had a more significant effect on turnover intention than job satisfaction and mediate both job satisfaction and turnover intention. Although employees of CCFSMs endeavor to improve the quality of child-care facility foodservice, some facilities do not. Controlling turnover intention of employees is especially critical for CCFSMs since it is important for each employees to form strong bonds with child-care facilities as well as to shorten the time required to train new employees. Thus, job satisfaction, which is related to organizational commitment and turnover intention, can be improved by considering poorly scored job satisfaction factors such as wage or workload.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.4
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• pp.1781-1791
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• 2013

The present study was intended to measure the level of psychosocial stress and fatigue symptom according to the various characteristics such as sociodemographic, health-related, job-related, job stress factors, and psychosocial factors among nurses working at ward and operating room in university hospitals, and to reveal the relation between these factors and psychosocial stress and fatigue symptom. The self-administered questionnaires were given to 220 nurses working at ward, and 147 nurses working at operating room in 4 participating hospitals located in Daejeon City during the period from July 1st to Aug 31st, 2012. As a results, the factors related to the psychosocial stress of nurses working at ward were age, subjective health status, job career, satisfaction of work, fit to the job, job demand, job control, coworker support, self-esteem, locus of control, type A behavior pattern. In operating room, there were age, sleep hours, subjective health status, job career, physical burden of work, satisfaction of work, fit to the job, consider quitting the job, job demand, job control, type A behavior pattern. The factors related to the fatigue symptoms of nurses working at ward were age, leisure time, subjective health status, satisfaction of work, consider quitting the job, job demand, locus of control, type A behavior pattern. In operating room, there were age, subjective health status, physical burden of work, supervisor support, coworker support, locus of control. Based on the study results, we suggest that the factors related to psychosocial stress and fatigue symptom of nurses were different from working station. We need development and application of programs to keep under management psychosocial stress and fatigue symptom.

• (The) Research of the performance art and culture
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• no.43
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• pp.325-356
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• 2021

This study is to analyze the current status of transmission and musical characteristics of Naeseo-deulilsori in Changwon, and the purpose of this study is to illuminate the value of deulilsori in Naeseo region, so that it can be continuously inherited. Naeseo-deulsori consists of the Mosimgi-sori, Nonmaegi-sori, and Chingchingi-sori. Mosimgi-sori, which is called when planting a seedling, is divided into 6 types according to the order and situation of work. ① rice planting sound, ② rice planting sound called in the morning, ③ rice planting sound called at lunch time, ④ rice planting sound called after lunch, ⑤ rice planting sound called when it is raining or cloudy, ⑥ rice planting sound called at sunset. Mosimgi-sori, which is called when planting a seedling, is based on Menali-tori, but partly influenced by Yugjabaegi-tori. However, it was typical Menali-tori in the slow The sound of rice planting in the nearby Haman region, but as the speed increased in the fast The sound of rice planting, the characteristics of Menali-tori faded and la↘mi perfect fourth descending frequently appeared. In the sound of rice planting in Goseong, both slow and fast sounds were strongly influenced by Yugjabaegi-tori. In the end, the sound of rice planting in the Naeseo region is less Yugjabaegi-tori than in the Goseong region and stronger than in Haman region. This combination of tori is a musical bargaining phenomenon that appears in the border region, and it can be said to be a geographical and regional characteristic of the Naeseo region. Nonmaegi-sori has the same sound as 'Sangsadeio' throughout the nearby Goseong and Haman regions. However, in Nonmaegi-sori in the Naeseo region, a strong Gyeong-tori tendency is found in the sound received. Looking at the flow of the melody of Nonmaegi-sori, it seems that the pitch has been changed by the intestines in recent years, and this modified melodic form has continued as it is. In order to guarantee locality, this part seems to need to be corrected in the future.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.484-492
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• 2017

This study assessed female occupational therapist job stress and musculoskeletal pain, and examines the problems caused by sexual harassment, family, and marriage policy. The results provide information to improve work environments, reduce job stress, yield data needed for sexual harassment prevention education, examine women occupational therapists' economic activities, and broadly improve the quality of life through participation. The study subjects were currently employed female occupational therapists. Initially 200 subjects were recruited, of whom 185 returned the study questionnaire. Questions addressing job stress included, 'There are times when one feels that the salary is worth less than the job effort', 'Feel tired due to work.', 'That it is time to pay attention to other therapy.', answered positively in that order. Musculoskeletal pain in the wrist and hand (90%), shoulder (86%), neck (69.7%) and waist (68.6%) were the order of the wrist and hand (63%), shoulder (62.2%) and waist (51.9%) pain resulted in interference with daily life. Verbal harassment was reported by 71.4% and 48.6% reported physical and visual harassment. The most common topics in workplace relations were 'Must choose whether to focus on the individual or work (61.1%).', 'Need for understanding and someone who can share their feelings (54.6%).', and 'Colleagues are willing to listen to my story (73%)'.

• 한국사회복지학회:학술대회논문집
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• 2004.10a
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• pp.223-250
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• 2004

In this paper, the proposing a fundamental data for a systematic and effective organizational management by examining the extent of the levels of conflict perceiving among individuals of social welfare workers in the Busan community social welfare center, a social welfare organizations, and investigating the related influencing factors are the purpose of the study, The summary of this study is as follows. At first, it is dysfunctional when the level of conflict is either exceedingly high or low in the interrelational conflict aspect. However, the social welfare workers' working in the community social welfare center, the extent of individual conflict is relatively low as 2.37 out of 5 points. Secondly, the multi-regression analysis is operated for controlling the population sociological factors and measuring the effectiveness of the conflict factors to the level of conflict. The influencing factors affects the result in the order of greater extent are communication factor, leader's flexibility of leadership factor, spontaneity among personality, confidentiality. As a result, Not like the case that in the technological bureaucratic organizations such as the enterprises or industrial organizations, in the human service organizations including social welfare organizations, these technological bureaucratic paradigm does not applying directly since the material of organization is composed of humans who are given moral values. Therefore, this paradigm should be put as a presupposition of the conflict management strategy. And, the communication among colleagues, learning a reasonable problem solution method, or the chances of education or training for establishing a sound human relationship should be prepared in order to lower the level of the conflict among individuals in the community social welfare department. Furthermore, professional education programs are needed for not only supporting an effective supervision and consultation(consultation with superiors and colleagues), but also, working with confidentiality and pride as a professional.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.8
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• pp.569-581
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• 2016

The purpose of this study was to define the quality of nursing services in relation to a nurse's psychosocial factors (type A behavior pattern, self-esteem, locus of control, and anxiety), job stress, and fatigue. This study targeted 503 nurses currently working at one of six general hospitals in Daejeon city, the data were collected by a self-administered questionnaire, which was surveyed from April 1 to June 30, 2014. According to multivariate logistic regression analysis, the high self-esteem, locus of control, and strong support by supervisor and co-workers decrease the risk of a low career quality. In contrast, high situational fatigue and overall fatigue increase the risk of a low career quality. According to the results of hierarchical multiple regression analysis, the quality of nursing services increased with age, the subjective health condition was satisfying, aptitude corresponded to the jobs, self-esteem was high, anxiety was low, support by co-workers was strong, and the overall fatigue was low. Above results suggest that the quality of nursing services of nurses who work at a general hospital has a strong correlation with the psychosocial factors, job stress, and fatigue.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.3
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• pp.89-95
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• 2020

This study is a descriptive research to investigate the effects of nurses' internal orientation, social support and job orientation on turnover intention. The subjects were two university hospital nurses in D metropolitan city who agreed to participate in the study. Data collection was conducted from October 2, 2018 to March 20, 2019. The data were analyzed using SPSS 22.0 program, frequency and percentage, mean and standard deviation, correlation analysis, t-test, ANOVA, Pearson's correlation, and multiple regression. The study results were 3.04 ± .62 points for internal orientation policy, 3.08 ± .55 points for social support, 3.81 ± .59 points for peers, 3.67 ± .60 points for family members, and 2.98 ± 0.43 points for job placement and intention to turnover. The degree of turnover decreased with higher internal orientation, social support and job orientation. An examination of the general characteristics of the factors affecting turnover intention showed significant results with clinical experience and working department. The higher the clinical experience, the higher the turnover intention, and the department of work showed the higher turnover intention in the order of surgical ward, medical ward, ICU, and OR. These results show the need to actively develop and educate programs to improve nurses' intention to turnover, as well as internal hospital-oriented policies, social support, and job placement.

• Journal of Arbitration Studies
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• v.16 no.1
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• pp.315-341
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• 2006

이 논문은 1999년에 전면 개정된 한국의 중재법과 1925년에 제정된 미국의 연방중재볍 및 2000년에 제시된 개정통일중재법의 내용 중 중재인의 권한과 의무들에 관한 규정들을 비교 분석한 것이다. 우선, 미국 중재법의 기본법이라 할 수 있는 연방중재법은 1925년에 제정된 이래 중재 이슈에 관한 발전들을 담아내지 못한 채 진부한 과거의 법률을 그대로 유지하고 있다. 따라서, 중재인의 권한과 의무에 대해서도 중재판정과 같은 기본적인 권한 규정 외에 중재인의 임시적 처분이나 민사책임의 면제, 고지 의무등 새롭게 진전된 중재 환경의 변화나 논의들이 다루어지지 않고 있다. 그러나, 미국의 통일주법위원전미협의회가 주체가 되어 제시한 2000년의 개정통일중재법은 중재이론이나 케이스의 발전들을 반영하였을 뿐만 아니라, 중재인의 권한과 의무에 대해서도 훨씬 구체적인 규정들을 담아내고 있다. 개정통일중재법은 중재언의 권한을 개정 이전보다 훨씬 강화하는 대신, 보다 엄격한 윤리적 의무를 부과함으로써 균형을 유지하려 하고 있다. 특히, 중재인의 올바른 중재판정을 이끌어 내기 위해 증거 확보에 있어 보다 강한 절차적 권한을 부여하고 있는 것이 특정이다. 아울러, 중재인으로 하여금 임시적 처분을 내릴 수 있는 권한을 부여하고 있을 뿐만 아니라, 징벌적 배상을 결정할 수 있게까지 규정하고 있다. 그러나, 중재인의 절차적 권한의 강화는 동법이 의도한 바와는 달리 중재를 재판에 유사한 구조로 만듦과 동시에, 중재의 신속성과 최종성을 해치는 결과를 초래하는 것이 아닌가 하는 우려와 지적을 낳기도 한다. 한편, 한국의 중재법은 중재인의 임시적 처분권한과 고지의무를 규정하고 있지만, 미국의 개정통일중재법과 달리 민사적 책임면제 규정을 두고 있지는 않다. 특히, 한국 중재법에서 중재인은 증거를 수집하기 위하여 당사자의 임의적 협조에 의존하지만, 미국의 개정통일중재법에서는 증거개시제도까지 채택하고, 제 3 자도 소환할 수 있는 등 중재인의 절차적 권한이 훨씬 강하므로 한국 중재법에서 중재인의 절차적 권한은 미국의 개정통일중재법에서의 그것보다는 훨씬 제한적이다. 한국의 중재를 더욱 실효성 있게 하기 위해서는 중재법에서 중재인의 절차적 권한에 관한 규정을 보완해 주어야 할 것이다. 또 성공적인 중재를 위해서는 중재인의 전문성과 함께 윤리의식이 중요하므로 상사중 재원은 별도의 중재인 윤리규정을 제정해야 할 것이다.

• Transactions of the Korean Society of Mechanical Engineers B
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• v.37 no.12
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• pp.1175-1183
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• 2013

Even if some CFD software developers and its users think that a state-of-the-art CFD software can be used to reasonably solve at least single-phase nuclear reactor safety problems, there remain limitations and uncertainties in the calculation result. From a regulatory perspective, the Korea Institute of Nuclear Safety (KINS) is presently conducting the performance assessment of commercial CFD software for nuclear reactor safety problems. In this study, to examine the prediction performance of commercial CFD software with the porous model in the analysis of the scale-down APR (Advanced Power Reactor Plus) internal flow, a simulation was conducted with the on-board numerical models in ANSYS CFX R.14 and FLUENT R.14. It was concluded that depending on the CFD software, the internal flow distribution of the scale-down APR was locally somewhat different. Although there was a limitation in estimating the prediction performance of the commercial CFD software owing to the limited amount of measured data, CFX R.14 showed more reasonable prediction results in comparison with FLUENT R.14. Meanwhile, owing to the difference in discretization methodology, FLUENT R.14 required more computational memory than CFX R.14 for the same grid system. Therefore, the CFD software suitable to the available computational resource should be selected for massively parallel computations.