• Economic and Environmental Geology
• /
• v.34 no.4
• /
• pp.375-383
• /
• 2001

We extracted sea surface heights(SSH) from the TopexJPoseidon(T/P) radar altimeter data to compare with fhe SSH estimated from in-situ lide gauges(T/G) at Ulleungdo, Pohang, and SockcholMucko sites. Selection criteria such as wet/dry troposphere, ionosphere, and ocean tide were used to estimate accurate SSH. For time series analysis, the one-hour interval tide gauge SSHs were resampled al lO-day interval of the satellite SSHs. The ocean tide model applied in the altimeter data processing showed periodic aliasings of 175.5 day, 87.8 day, 62J day, 58.5 day, 49.5 day and 46.0 day, and, hence, the ZOO-day filtering was applied to reduce these spectral noises. Wavenumber correlation analysis was also applied to extract common components between the two SSHs, resulting in enhancing the correlation coefficient(CC) dramatically. The original CCs between the satenite and tide gauge SSHs are 0.46. 0.26, and 0.]5, respectively. Ulleungdo shows the largest cc bec;luase the site is far from the coast resulting in the minimun error in the satellite observations. The CCs were then increased to 0.59, 030, and 0.30, respectively, after 200.day filtering, and to 0.69, 0.63. and 0.59 after removing inversely correlative components using wavenumber correlation analysis. The CCs were greatly increased by 87, 227, and 460% when the wavenumber correlation analysis was followed by 2oo-day filtering, resulting in the final CCs of 0.86, 0.85, 0.84, respectively. It was found that the best SSHs were estimated when the two methods were applied to the original data. The low-pass filtered TIP SSHs were found to be well correlated with the TIG SSHs from tide gauges, and the best correlation results were found when we applied both low-pass filtering and spectral correlation analysis to the original SSHs.

• Journal of The Korean Association For Science Education
• /
• v.39 no.5
• /
• pp.599-611
• /
• 2019

The purpose of this study is to analyze the systems thinking level of pre-service teachers using rubrics of evaluating systems thinking. For this purpose, systems thinking level model, which can be applied to education or science education, was selected through literature analysis. Eight pre-service teachers' systems thinking were investigated through the systems thinking analysis tool used in domestic research. The systems thinking presented by the pre-service teachers were transformed into the box type causal map using Sibley et al. (2007). Two researchers analyzed the systems thinking using rubrics of evaluating systems thinking. For data analysis, quantitative analysis was performed through correlation analysis using SPSS. In addition, the qualitative analysis of the box type causal map was conducted and the consistency with the quantitative analysis results was verified. The results indicated that the correlation between the 5-Likert systems thinking measurement instrument and the rubrics score was highly correlated with the Pearson product-moment of .762 (p <.05). In the hierarchical correlation of the systems thinking level, the STH model was analyzed with a very high correlation with the Pearson product-moment of .722~.791, and 4-step model was analyzed .381~.730. The qualitative analysis suggested the concept to be included in the low level of system thinking, the higher the level, the less the concept that is presented properly. In conclusion, the level of systems thinking can be derived as a result of research that there is clearly, a hierarchical part. Based on the results of this study, it is necessary to develop a systems thinking level model applicable to science education and develop and validate items that can measure the level of systems thinking.

• Korean Journal of Cognitive Science
• /
• v.27 no.4
• /
• pp.501-539
• /
• 2016

The human mind is a self-evolving system that develops along a multidimensional hierarchical pathway in response to traumatic stimulus. In absence of trauma, a mind integrated in conflict-free state is called monistic. When the monistic mind responses to a traumatic stimulus, a response polarity forms toward stimulus polarity within the mind, turning it into a bipartite structure. Dialectical interaction between the two opposites, originating from their incompatibility, creates a new third polarity in the upper dimension. Thereby, the mind turns into a trinity structure. When the interaction among the three polarities becomes optimized, the plasticity of the mind gets maximized into the "far-from-equilibrium state," and the function of three polarities is synchronized. Through this recalibration, the mind returns back to its monistic structure. If the mind with the recurred monistic structure responds to another traumatic stimulus, this cycle of hierarchical transformation repeats itself in this cyclical and fractal growth process through synchronization of basic trinity system. Applying this concept to the process of post-traumatic growth (PTG), this paper explores how the mind transforms traumatic experiences into PTG and proposes a 'PTG Clock' that shows a fundamental sequence in the development of the human mind. The PTG Clock consists of seven hierarchical phases, and each of the first six phases has two opposite sub-phases: shocked/numbed, feared/intrusive, paranoid/avoidant, obsessional/explosive, dependent/depressive, and meaningless/searching for meaning. The seventh, the synchronization phase, completes one cycle of the mind's transformation, realizing a grand trinity system, where the mind synchronizes its biological, social, and existential dimensions. At that point, the mind becomes more susceptible to not only the stimulus of its own traumatic experience but also the pain of others. Thereby, the PTG Clock sets out on a journey to another cycle of transformation in higher dimensions. The validity of this transformational process for the PTG Clock will be examined by comparing it to Horowitz's theory of stress response syndrome.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.13 no.5
• /
• pp.2189-2198
• /
• 2012

This study was designed to measure the difference in health-related quality of life (HRQOL) among social classes and explore the factors that may explain it. Study subjects were 7,992 Korean adults aged 20-69 from the 4th (2007-2009) Korea National Health and Nutrition Examination Surveys data. We described mean value of EQ-5D index as a HRQOL by class and performed hierarchical multiple regression analysis to find the factors. The result was as follows. In the distribution of EQ-5D index level among social classes, new middle class (class II) had the highest score (0.966 in men and 0.955 in women); upper and middle-upper class (class I) 0.965 in men and 0.936 in women; working class (class IV) 0.958 in men and 0.936 in women; old middle class (class III) 0.955 in men and 0.932 in women; low class (class VI) 0.941 in men and 0.908 in women; and rural self-management class (class V) the lowest score (0.918 in men and 0.866 in women). In men, chronic disease, job stress, education and income level were found to make the difference in the health-related quality of life among social classes; in women, those factors and health behavior explained the difference. In conclusion, the lower social class has lower HRQOL. Except for education and income level, chronic disease may be the major factor to explain the difference in the health-related quality of life among social classes.

• The Journal of the Korea Contents Association
• /
• v.22 no.10
• /
• pp.599-614
• /
• 2022

The purpose of this study was to investigate the effect of organizational culture (group culture, development culture, rational culture, hierarchical culture) on job satisfaction based on the mediating effect of organizational trust on workers corporations. In particular, in the relationship between organizational culture and job satisfaction, the mediating effect of organizational trust was demonstrated, which varies by communication control variables. The results of the study of 8,615 workers in the manufacturing, financial, and non-financial industries in HCCP(Human Capital Corporate Panel) are as follows. First of all, the result of research showed that rational culture, group culture, development culture among organizational culture had a positive effect on job satisfaction. But, the hierarchical culture had a negative influence on job satisfaction. Second, rational culture, group culture, development culture among organization culture had a positive effect on organizational trust. But, hierarchical culture had a negative influence on organizational trust. Third, in the relationship between organizational culture and job satisfaction, the partial mediating effect of organizational trust was verified. In other words, although organizational culture directly affects job satisfaction, it indirectly affects job satisfaction through organizational trust. Fourth, it showed a significant moderating effect of communication between organization trust and job satisfaction. In other words, it was found that the group with high organizational trust in the relationship between organizational trust and job satisfaction had higher job satisfaction than the group without it. Finally, in the relationship between organizational culture and job satisfaction, the mediating effect of organizational trust was demonstrated, which varies by communication control variables. In other words, the indirect effect of organizational culture on job satisfaction through organizational trust is higher in the group with high communication capabilities. Through discussion and conclusion, the academic and practical implications, limitations, and research directions of this study were presented.

• Korean Journal of Environment and Ecology
• /
• v.36 no.6
• /
• pp.553-565
• /
• 2022

Awareness of the ecological value and importance of protected areas has increased as climate change accelerates, and there is a need for research on ecosystem services provided by nature. The natural park, which is a representative protected area in Korea, has a system of national parks, provincial parks, and county parks. National parks are managed systematically by the Korea National Park Service, but local governments manage provincial parks and county parks. There may be the same hierarchical differences in naturalness (habitat quality) depending on the hierarchy of the natural parks, but it has not been verified. To identify differences, we examined 22 mountain-type natural parks using habitat quality using the INVEST model developed by Stanford University. The analysis of the habitat quality, regardless of the type and area of the natural park, showed that it was higher in the order of Taebaeksan National Park (0.89), Juwangsan National Park (0.87), Woongseokbong County Park (0.86), and Gayasan National Park (0.85). The larger the area, the higher the value of habitat quality. A comparison of natural parks with similar areas showed that the habitat quality of national parks was higher than that of provincial parks and parks. On the other hand, the average habitat quality of county parks was 0.83±0.02, which was 0.05 higher than that of provincial parks at 0.78±0.03. Furthermore, the higher the proportion of forest areas within the natural park, the higher the habitat quality. The results confirmed that the naturalness of natural parks was independent of their hierarchy and that there are differences in naturalness depending on land use, land coverage, and park management.

• Journal of Venture Innovation
• /
• v.6 no.3
• /
• pp.149-164
• /
• 2023

Today, when innovation and creativity become increasingly important, management of human resources is a key factor for corporate performance and competitive advantage. Corporate are implementing and introducing various types of support methods for members to achieve goals and improve organizational performance. Organizational culture and organizational trust affect the cognitive and emotional state of members. Furthermore, it can bring about changes in organizational performance such as job stress and job satisfaction. From an institutional point of view, work-life balance is also a major factor affecting organizational performance. The imbalance between work and life leads to a decline in organizational performance, such as decreased morale and dissatisfaction with work. In relation to work-life balance, the low birth rate problem intensified and the importance began to emerge. Therefore, the government has implemented various policy support for workers' work-life balance, and the "52-hour workweek" is a representative example. This study analyzed the effect of organizational culture applying the competitive value model on workers' job stress. In addition, the mediating effects of overtime work per week and organizational trust were analyzed. Job stress corresponds to a prerequisite stage that affects job commitment, job satisfaction, and turnover intention. However, research measuring job stress by organizational performance is insufficient. In addition, there are few studies analyzing the relationship between overtime and organizational performance. Considering this, it is necessary to understand the influence relationship. The results of the study are as follows. First, a hierarchical culture increases the job stress of workers. On the other hand, innovation-oriented, relationship-oriented, and competition-oriented corporate culture reduce job stress. Second, a hierarchical culture has reduced trust in the organization, and other organizational cultures have increased trust in the organization. Third, relationship-oriented and competition-oriented organizational culture reduced overtime. Innovation-oriented, hierarchical-oriented culture increased overtime Fourth, organizational trust and overtime have the effect of mediating organizational culture and job stress. Based on these analysis results, this study presented academic and political implications.

• Industry Promotion Research
• /
• v.5 no.4
• /
• pp.29-37
• /
• 2020

The purpose of this study was to confirm the influence of the types of organizational culture perceived by members of Korean network companies on customer orientation and service orientation. Therefore, the results of the valid survey for the final 165 among the results of 204 applicants for about two weeks from September 7th to 25th, 2020 using the SSP 24.0 and AMOS 24.0 statistical package programs showed the following results. First, as a result of the analysis of the impact of organizational culture on customer orientation, the sub-factors of the organizational culture, such as relationship-oriented culture, innovation-oriented culture, hierarchical-oriented culture, and task-oriented culture types, all had a positive (+) effect on customer-oriented. It was analyzed as crazy. In other words, it can be seen that the organizational culture has a statistically significant impact on customer orientation in that it gives positive meaning through a comprehensive operation rather than a single substructure. Second, as a result of analyzing the effect of organizational culture on service orientation, organizational culture showed positive (+) influence on service orientation. In other words, it was analyzed that relational orientation, innovation orientation, hierarchical orientation, and task orientation, which are sub-constituent factors of organizational culture, act as positive factors for service orientation.

• Journal of Digital Convergence
• /
• v.16 no.9
• /
• pp.29-37
• /
• 2018

The purpose of this study was to investigate factors affecting self-directed learning of workers. For this purpose, 335 workers were surveyed in two cities in the northwestern part of Chungcheongnamdo. The research was carried out by difference test to identify the diffrence of self-directed learning according to general characteristics and by correlation analysis of main variables. Also in order to identify the effect of hope and growth mindset on self-directed learning, hierarchical regression analysis was conducted by diving the group into employee-level and higher employee-level. The main results are as follows. First, Self-directed learning differed by gender. Second, correlation analysis revealed that hope, growth mindset and self-directed learning were positively correlated. Third, regression analysis showed that the pathway thinking of hope and the intelligence of the growth mindset influenced self-directed learning of employee-level workers. And it showed that the pathway thinking of hope influenced self-directed learning of higher employee-level workers. Finally, we discussed policies to enhance workers' self-directed learning based on positions.

• Journal of the Korean Academy of Child and Adolescent Psychiatry
• /
• v.1 no.1
• /
• pp.55-64
• /
• 1990

The purpose of the present study is to investigate cognitive characteristics of ADHD children by comparing their performances on KEDI-WISC according to age and EEG variables. Subjects were 56 ADHD children who visited Seoul National University Children's Hospital during the period from January, 1988 to March, 1989. Group differences on age and EEG variables were tested by ANOVA, and Hierarchical Cluster Analysis was performed to investigate how ADHD children were classified based on their performances on KEDI-WISC. The results Indicated that ADHD children showed low scores on Coding, Digit Span, and Comprehension subtests, suggesting their attention deficits and impulsivity. ADHD children were clustered Into three groups based on only FSIQ. In post-hoc tests three groups showed different cognitive strengths and weaknesses on KEDI-WISC. Group differences on age were not significant, and abnormal EEG group showed lower PIQ than normal EEG group, suggesting the possibility that their attention deficits were related to neurological factors.