• Journal of the Korea Convergence Society
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• v.10 no.3
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• pp.307-317
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• 2019

The purpose of this study was to identify the effect of person-environment fit and job embeddedness on turnover Intention. The subjects conveniently extracted 150 nurses who work at 2general hospitals in B and U metropolitan cities for more than six months, and Analyses were made using the SPSS WIN 20.0 and AMOS 21.0 programs to identify the causal relationship between person-job fit, person-organizational fit, person-supervisor fit, job embeddedness and turnover Intention. As a result, the variables with direct effect and total effect on job embeddedness showed personal-job fit, personal-organizational fit, person-supervisor fit and explained 76.3% of the job embeddedness. The most significant direct effect on turnover intention was job embeddedness and personal-job fit, personal-organizational fit, Person-supervisor fit showed indirect effect, and job embeddedness explained 36% of the turnover intention. In conclusion, if the personal-job fit, personal-organizational fit, and personal-superior fit of the clinical nurse are improved, the job embeddedness are improved turnover intention will decrease and the turnover rate will be decreased. In addition, it is necessary to study various factors affecting the turnover intention of person-environmental fit on nurses.

• Journal of the Korean Society of Marine Environment & Safety
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• v.29 no.7
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• pp.871-878
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• 2023

This paper showcases the study of 150 Coast Guard officers on how work environment compatibility impacts their organization and job attachment. The independent variable, work environment compatibility, is separated into three sub-variables, which are organization compatibility, job compatibility, and supervisor compatibility. The study's results show that job attachment is only influenced by job compatibility while organization attachment is influenced by all three; organization, supervisor, and job compatibility. With these results, we can make suggestions for the development of the Coast Guard organization and further research based on individual characteristics.

• The Journal of the Korea Contents Association
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• v.16 no.10
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• pp.350-363
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• 2016

The purpose of this study was to examine the relationships between emotional intelligence and job performance. Also, the study explore the effects of self-efficacy as a mediating variable and person-supervisor fit as a moderating variable on the mentioned relationships. In order to verify the assumptions related to this research, a survey of 173 sales representatives working in various organizations was conducted. Survey results supported the assumption that higher emotional intelligence resulted in higher job performance. And another assumption that job performance could be predicted more precisely through mediating effect of self-efficacy. Finally, results revealed that the relationships between emotional intelligence and self-efficacy became stronger when the scores of person-supervisor fit were higher. Theoretical and practical implication were reviewed and limitations of the study and suggestions for future research were discussed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.3
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• pp.1105-1113
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• 2012

This study aimed at adult learners attended in a Junior college's Bachelor's degree course who experience job-related, relationship-related dimensions in the work life which affect the intention to skill development identified a mechanism that affects an person-job fit, person-supervisor fit relationship between conformity and intention to skill-development in the job satisfaction of the effects of the parameters was assessed. Results of this study validate the hypothesis First, person-job fit, person-supervisor fit job satisfaction the suitability appeared to affect significantly Second, job satisfaction continues to assist in the intention to skill development also appeared to influence. Third, job satisfaction fully mediated the suitability of the intention to skill development even appeared to affect the person-supervisor fit also fully mediated by job satisfaction continues to assist in the skill development affect showed that effect. This study of adult learners in skill-development activities, ranging from environmental factors, identify the cause of that new attempts in terms of theoretical implications with and the company's human resource management perspective and practical implications in terms of adult education and discuss the limitations of the study was.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.2
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• pp.121-134
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• 2016

The current insurance market is facing a real problem that the high cost of insurance spent in maintaining a non- face-to-face sales channels face of the channel facing growing contribution to the reduction of side. As a result, the productivity issue facing designers of representative organizations in the organization channel will be referred to an urgent problem. As a result of improved organizational productivity architect that is the goal of this study to demonstrate what a performance improvement factor of insurance agents. Personality factors and individual insurance agents individual-environmental suitability and job satisfaction, consider the impact on turnover intention year of the results architects extroversion, sincerity, openness, it won a chronic, emotional gender, personality representing the honesty factor is organizational commitment and job satisfaction It has had a significant impact on. In other words, this is a lively and extroverted nature of the actuary, the more harmonious interpersonal relationships and higher emotional empathy with others can raise the extent that has a strong sense of belonging and attachment to their company's commitment. Whereas personality factors were not significant influence turnover intention has. This can be made to represent the need for screening of agents introduced from the introduction stage. Depending on the personality factors of organizational commitment, personal planners also occurs because of the differences and job satisfaction. Whereas turnover of agents is the result of empirical factors that are affected by other agents than to individual character generated by the character of the individual agents. Compliance boss, job suitability, individuals representing a fellow fitness, tissue compatibility environmental compliance is having a significant impact on both the degree of organizational commitment, job satisfaction and turnover intention. In other words, the boss or colleague, values and personality, working method, as fits well the concerns and pursuing goals are similar, and their job aptitude higher the suitability of the organization is about to have a sense of belonging and attachment to the company commitment can do. This is the result of a demonstration that the work environment of the actuary agents productivity gains and loyalty depends on the insurance company, which currently belongs.

• Journal of Korea Water Resources Association
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• v.31 no.5
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• pp.575-586
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• 1998

A relaxed similarity theory which can be applied to river models with movable beds is established by modifying existing theory by Einstein and chien(1954). Experimental data collected from river models with movable beds were used to evaluate the applicability of the proposed theory. Effects of similarity of flow, ΔFΔM, and similarity of sediment movement, ΔFs, were examined by analyzing the behaviour of total river-bed change. The results show that the smaller ΔFΔM or ΔFs is, respectively, the larger total sedimentation is. The modified similarity theory established in this study would be useful and practical whenever it is impossible or very difficult to satisfy strict theoretical requirements concerning the river model experiments with movable beds. Keywords : river model, similarity of flow, similarity of sediment movement, sediment transport, river-bed change.

• Magazine of the Korea Concrete Institute
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• v.11 no.2
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• pp.139-145
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• 1999

The objective of this study is to provide the information on the small-scale model mix proportion when the behavior of prototype concrete pavement is studied through small-scale model experiments. However it is difficult to obtain a model material to simulate the prototype concrete by scaling the individual components according to the laws of similitude. In this paper, the stress-strain behavior in uniaxial compression is used as a means to correlate material similitude between the prototype and the model concrete. Based on the results of experiments, we compared the stress-strain curves of prototype and model concrete mixes using a nondimensional basis. In order to simulate the stress-stain curves of prototype concrete, it is important that various mix proportions of model concrete selected properly which are varied from aggregate grading, cement-aggregate and sand-aggregate ratio.

• Journal of Korea Water Resources Association
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• v.42 no.1
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• pp.75-92
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• 2009

The development of the method for flood runoff analysis representing Korean mountain basins have been one of big concerns for Korean hydrologists for several decades. Several traditional methods dealing with unit hydrograph have been restricted to be used in Korea basins, because of its drawbacks due to its originality from other countries and the uncertainties of control parameters as well as its linearity assumption between rainfall and runoff relationship. In this paper, several geomorphological similarity relationships for Korean mountain basins was developed by using the experimental data over 40 Korean basins. Then those were applied directly to geomorphological unit hydrograph theory to meet Korean geomorphological unit hydrograph. The developed method was applied to Andong Dam basin. The results show the applicability and simplicity of the developed Korean geomorphological unit hydrograph generally for Korean mountain basins in future. It might be needed for more validations and applications of this method over Korean regions.

• Journal of the Korean Society of Surveying, Geodesy, Photogrammetry and Cartography
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• v.25 no.6_2
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• pp.613-623
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• 2007

The main purpose of this study is to investigate the coordinate transformation based on two different systems between local geodetic datum(tokyo datum) and international geocentric datum(new Korea geodetic datum). For this purpose, three methods were used to determine seven parameters as follows: Bursa-Wolf model, Molodensky-Badekas model, and Veis model. Also, we adopted multiple regression equation method to convert from Tokyo datum to KTRF. We used 935 control points as a common points and applied gross error analysis for detecting the outlier among those control points. The coordinate transformation was carried out using similarity transformation applied the obtained seven parameters and the precision of transformed coordinate was evaluated about 9,917 third or forth order control points. From these results, it was found that Bursa-Wolf model and Molodensky-Badekas model are more suitable than other for the determination of transformation parameters in Korea. And, transforming accuracy using MRE is lower than other similarity transformation model.

• Culinary science and hospitality research
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• v.18 no.2
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• pp.64-81
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• 2012

The purpose of this study is to analyze impact on organizational commitment and job satisfaction of deluxe hotel employees according to their perceptions of supervisor's transformational leadership styles. It also were verified moderating effects based on career and gender in terms of causal relationship. Based on 301 reserved samples for empirical study, reliability and suitability were reviewed, and total 5 hypotheses were verified by structural equation models. The results were shown that charisma and motivation has significant effect on organizational commitment, which was influenced significantly on job satisfaction. Through these findings, among supervisor's transformational leaderships perceiving by employees, charisma and motivation were shown to give encourage employees to have them a positive attitude toward organizational commitment. Based on the analysis of the moderating effects of career and gender, the effects of transformational leadership on organizational commitment and job satisfaction is as follows. Moderating effects based on career do exist, while moderating effects based on gender do not exist.