• Korean Security Journal
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• no.13
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• pp.193-206
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• 2007

The purpose of this study is to examine the Relationship between Job Form Satisfaction and Job Form Environment of Security Guard. The total 210 subjects are composed of 160 men and 50 women who work at private security company in Seoul, Kyongi. The job form satisfaction test made by Smith et al(1969) JDI(Job Descriptive Index) test was used which had been translated and modified by Park Jin Hee(1994) & Lee Dong Yeop(2003) for Korean situation. Also, one-way ANOVA were used for data analysis. These are conclusions of this study drawn from the data analysis through the methods and the process mentioned above. First, there are partial differences in the subordinate factors of job form satisfaction agreeing with the characteristic of demography. In accordance with sex, the higher is men group, in accordance with marriage, the higher is non-marriage, in accordance with age, the higher is 36-50's group, in accordance with scholastic ability, the higher is graduate school group, in accordance with income, the higher is 3 million won group. Second, there are partial differences in the effect of job form environment on satisfaction of security guard. In accordance with service career, the higher is 16-20age group, in accordance with position, the higher is general member, in accordance with main exercise, the higher is Hapkido group, in accordance with type, the higher is general charge group.

• Journal of the Korean Society of Marine Environment & Safety
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• v.26 no.6
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• pp.742-750
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• 2020

The flow noise generated by hull appendages is directly related to the performance of the sonar in terms of self-noise and induces a secondary noise source through interaction with the propeller and rudder. Thus, the noise in the near field should be analyzed accurately. However, the acoustic analogy method is an indirect method that is not used to simulate the propagation of an acoustic signal directly; therefore, diffraction, reflection, and scattering characteristics cannot be considered, and near-field analysis is limited. In this study, the propagation process of flow noise in water was directly simulated by using the lattice Boltzmann method. The lattice Boltzmann method could be used to analyze flow noise by simulating the collision and streaming processes of molecules, and it is suitable for noise analysis because of its compressibility, low dissipation rate, and low dispersion rate characteristics. The flow noise source was derived using Reynolds-averaged Navier-Stokes equations for the hull appendages, and the propagation process of the flow noise was directly simulated using the lattice Boltzmann method by applying the developed flow-acoustic boundary conditions. The derived results were compared with Ffowcs Williams-Hawkings results and hydrodynamic pressure results based on the receiver location to verify the usefulness of the lattice Boltzmann method within the near-field range in comparison with other techniques.

• Journal of Convergence for Information Technology
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• v.8 no.1
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• pp.207-214
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• 2018

The purpose of this study is to compare the educational needs of public officials and private employees for health and welfare in order to improve education program. Data were collected from 2,290 public officials and 1,991 private employees and were analyzed using frequency analysis and independent sample t-test. Private employees recognized that education and training are more enough than public officials. In addition, private employees took the gathering training classes more than public officials. Private employees reported that they are more satisfied than public officials with regard to leader consideration, peers' will of participation and institutional conditions. However, public officials reported that they are more satisfied than private employee officials with regard to the degree of sharing of information and education for new policies. Public officials preferred three or two days of training, but private employees preferred one or two days. Both public officials and private employees preferred gathering training classes and blended learning as an effective education type. Based on this research, invigoration of health and welfare education and the management of its plan were discussed.

• Journal of dental hygiene science
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• v.16 no.4
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• pp.263-271
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• 2016

This study aimed at comprehending the duty, role, and difficulty of intermediary manager through in-depth investigation of dental hygienist intermediary managers experienced over 10 years working in a dental clinic. In-depth interviews were conducted with 10 dental intermediary managers and Giorgi's analysis method was used to analyze the data. Findings revealed that the work experience of the dental hygienist intermediary managers appeared in the range of "becoming an intermediary manager through various processes", "various duties that they experience as an intermediary manager", "difficulty as an intermediary manager", "ability that they perceive as necessary for being a dental intermediary manager", and "worthiness they feel as the intermediary manager". The dental intermediary managers complained of difficulties at work, and appeared to perform various tasks such as human resource management, clinic management support, and patient's management. Accordingly, the researcher considers that research on dental intermediary managers' capacity development necessary.

• Culinary science and hospitality research
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• v.22 no.8
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• pp.1-16
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• 2016

The purpose of this study is to verify the effects of team trust and cooperative behavior on the food-service employees' perceived service performance as well as the moderating effects of team competency and other department support in the relationship among the team trust, cooperative behavior, and service performance of food-service employees. We conducted a survey of 1,080 food-service employees working in 8 hotels and 4 food-service stores located in Seoul, Gyeonggi, Song-do, Gyeongju, and Busan, and 841 food-service employees were employed for statistical analysis except unreliable responses. As a result of a SEM (structural equation modeling) analysis to confirm hypotheses, it was found that team trust (leader trust and co-worker trust) had a positive effect on the cooperative behavior. In addition, the cooperative behavior had a positive influence on the food-service employees' perceived service performance. Also found was the moderating effect of other department support in the relationship between the cooperative behavior and food-service employees' perceived service performance. Based on the research findings, we discussed its academic and practical implications, and suggestions on the future research.

• Journal of the Society of Cosmetic Scientists of Korea
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• v.23 no.1
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• pp.75-132
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• 1997

피부는 항시 산소와 접촉하고 있고 자오선 조사에 크게 노출되어 있다. 따라서, 활성산소종으로 유도된 피부의 광산화적 손상 위험이 실질적으로 증가하고 있다. 활성산소종이란 한 무리로서 수퍼옥사이드 음이온과 히드록실 라디칼과 같은 산소 중심의 라디칼을 포함할 뿐만 아니라, 과산화수소나 싱글렛 옥시전과 같은 몇 종류의 비라디칼종들, 그 외의 다른 것으로, 활성산소종과 생체 성분과의 반응으로 유래된 과산화 라디칼, 알콕실 라디칼, 히드로과산화물 식세포에서 살균작용을 나타내는 HOCl등을 포함한다. 피부에는 복잡한 항산화 방어망이 발달되어 활성산소종에 대항하여 보호작용을 한다. SOD, 카탈라아제, 글루타치온퍼옥시다제 등의 항산화효소와 $\alpha$-토코페롤, 아스코르브산, 카로티노이드 등의 비효소적 항산화 물질들이 피부 항산화 방어망을 구축하고 있다. 그러나 계속된 자외선에의 노출로 생성된 과잉의 활성산소종은 실질직으로 피부의 효소적 그리고 비효소적 항산화 방어를 위태롭게 한다. 따라서 균형은 산화상태 쪽으로 유리하게 기울어진다 결과적으로 산화적 스트레스는 세포 성분들에 대한 손상을 야기시킨다. 지질 과산화, 단백질 산화, 탄력 섬유인 콜라겐과 엘라스틴의 사슬절단 밀 비장성적인 교차결합, 히아루론산 사슬의 절단, 멜라닌 생성반응 촉진, DNA 산화와 같은 생체 구성 성분들의 손상이 일어난다. 결국에는 탄력감소, 주름살 및 기미, 주근깨 등으로 특징 지워지는 피부노화가 가속화된다. 따라서 필요한 항상화제를 함유한 식품이나 화장품을 통한 계속적인 항산화제 보충으로 피부 항산화 방어망을 견고히 할 때 피부노화는 지연되고 억제될 것이다.주거를 구분하고 있는 것으로 조사되었으나, 아직까지 절반 가량(52.2%)의 상점들이 다른 사람 소유의 건물을 전 ·월세로 임대하여 사용하고 있음을 알 수 있었다. 이상에서 살펴본 바와 같이 고수동굴 주변의 상업적 특성은 90년대에 들어서면서 자기 고장에 있는 관광자원을 내 고향의 자랑거리로 생각하고 이를 지역발전의 밑거름으로 활용하고자 하는 인식이 늘어나고 있음을 알 수 있었다. 그러나, 관광지로서의 특성이라 할 수 있는 다른 관광동굴과의 차별성이 부족하다고 할 수 있다. 즉 다른 지역의 기념품점에서 구입할 수 없는 고수동굴만이 갖고 있는 특징적인 기념품을 판매함으로써 관광객의 구매욕구를 높인다거나 고수동굴의 일주관광 후 관광객을 좀 더 머무르게 할 수 있는 시설의 개발이 더 필요하다.유의한 차이를 나타내는 항목이 많았으며 12주에서 vehicle과 유의적인 차이를 나타내는 항목도 많으므로 3-APPA가 APSA 보다 광범위한 피부노화 억제 효과를 갖는 물질이라고 할 수 있다.주도적 역할을 수행해야 할 것이다. 넷째, 선박금융제도의 개선과 신금융상품의 개발이 요구된다. 내수 수요인 계획조선의 지원조건을 개선하고 연불수출자금을 BBC자금으로 활용토록하여 국내 선주들의 신조를 유도해야 할 것이다. 그 외에 향후 금융개방화에 맞추어 해외자금을 활용한 리스금융, 상사금융 등의 민간신용제도를 더욱 활성화하고 선진국의 선박금융기법에 대한 연구 및 도입 등 선주들에게 다양한 선박건조자금을 제공하여 내수기반 확충에도 노력해야 할 것 이다.있었다., 인삼이 성장될 때 부분적인 영양상태의 불충분이나 기후 등에 따른 영향을 받을 수 있기 때문에 앞으로 이에 대한 많은 연구가

• Tunnel and Underground Space
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• v.27 no.1
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• pp.50-57
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• 2017

In this study, the experiment for determining shock loss at the branch is conducted for the design of network double-deck road tunnel ventilation. The shock loss coefficient that determines the quantity of shock loss has been considered only regarding the constant aspect ratio of circular or rectangular section. However the suggestion of shock loss coefficient is needed since the aspect ratio of double-deck road tunnel for small vehicle is considered around 1:3 with the low height in Korea. The experiment model was made with the scale of around 1:23 applying Reynolds similarity law, so that the shock loss coefficient on the branch of the large aspect ratio was measured. The result of the study showed that shock loss coefficients of both split branch and straight branch were measured two to three times higher than those calculated from the theoretical equation or design values of previous studies. Therefore the study resulted the effect of large aspect ratio on shock loss coefficient was huge, and it is expected that precise design value can be suggested for the design of network double-deck tunnel ventilation.

• The Journal of the Korea Contents Association
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• v.16 no.4
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• pp.324-334
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• 2016

The purposes of this study were to identify the causal effects of distributive fairness, procedural fairness and interactional fairness on abusive supervision and the causal ones of abusive supervision on organizational citizenship behavior(OCB). Also this study aimed to investigate the mediating effects of abusive supervision on the causal relationships between three fairnesses and organizational citizenship behavior. The sample of this study were customer-contact employees of restaurants among Youngnam province. 376 questionnaires were used for the empirical analyses. According to the research findings, distributive fairness and interactional fairness had negative influences to abusive supervision and abusive supervision had a negative influence to OCB. Another research findings were that abusive supervision had the mediating effects on the causal relationships between two fairnesses(distributive and interactional) and organizational citizenship behavior. Managerial implications of the research findings are that restaurant managers should set up the organizational culture of respecting employees each other and provide training for the level of supervisor to foster the organizational culture. In the field of restaurant industry, training is very important for employees to foster this organizational culture as this industry has the environment of becoming abusive supervisor for the reason of supervisors' being exposed to lots of physical and psychological burden of works.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.13 no.4
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• pp.245-254
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• 2018

The purpose of this study is to review the relationship between psychological capital and organizational commitment/ innovative behavior, and the moderating effect of organizational support. In order to verify and achieve the purposes mentioned above, questionnaire data were gathered and analysed from 315 professors and teachers of Korea Politechnics Colleges. Multiple regression and multiple hierarchical regression analysis were applied to test the proposed hypotheses: 1) the relationship between psychological capital and organizational commitment, 2) the relationship between psychological capital and innovative behavior, 3) the moderating effect of organizational support on the relationship between psychological capital and organizational commitment, 4) the moderating effect of organizational support on the relationship between psychological capital and innovative behavior. Empirical survey's findings are as follows; First, self-efficacy and optimism appeared to be positively related with organizational commitment, and all psychological capital factors(self-efficacy, resilience and optimism) appeared to be positively related with innovative behavior. Second, organizational support appeared to have moderating effect partly on the relationship between psychological capital and organizational commitment, but it did not have a moderating effect on the relationship between psychological capital and innovative behavior. Self-efficacy and optimism appeared to be more positively related with organizational commitment in higher organizational support situation than in lower organizational support situation.

• Korean Security Journal
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• no.53
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• pp.161-184
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• 2017

In general, security employees are more vulnerable to the risk of various incidents and accidents due to the specificity of their work, and they are less exposed to job satisfaction due to irregular working hours such as night shifts and physical labor. There is a concern that conflicts over turnover will be intensified. Therefore, companies should pay attention to job satisfaction, organizational commitment and turnover intention through effective human resource management of security employees who have influence on company's profit creation, so that companies should strive for competitiveness and development. The purpose of this study is to investigate the effect of casino security employee's job satisfaction on organizational commitment and turnover intentions in a questionnaire survey of security employees at Grand Korea Leisure Corporation. Frequency analysis, factor analysis, reliability analysis and multiple regression analysis were performed using SPSS 24.0. As a result of this study, it can be concluded that the higher the job satisfaction of the public enterprise security workers, the higher the organizational commitment and the lower the turnover intention. Therefore, if the company has competitiveness through effective human resource management that affects the wage satisfaction, promotion satisfaction, boss satisfaction and turnover intention affecting the organizational commitment, This study can be applied in the sense that it is possible to give.