• Journal of the Korean Society for Nondestructive Testing
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• v.20 no.5
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• pp.438-444
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• 2000

The prediction of mechanical properties for WC-Co alloys by evaluation of coercive force and magnetic saturation were studied in relation to their microstructure. The WC-8%Co alloys were prepared using different WC particle size, carbon content and various sintering temperature by PM process. The magnetic properties such as coercive force and magnetic saturation of sintered WC-Co alloys were critically dependent upon their final composition and microstructure. Slight changes of carbon contents and small variation of WC grain size result in marked changes of magnetic properties, hardness and transverse rupture strength of sintered WC-Co alloys. It was found that the coercive force and hardness were increased by fine WC grain size of sinterd alloys, and the coercive force was proportional to hardness. With decreasing total carbon content below the stoichiometric value in WC-8%Co alloys the volume fraction of $\eta$ phase increased steadily, while the magnetic saturation and transverse rupture strength decreased. The magnetic saturation was inversely proportional to the coercive force of WC-Co alloys.

• Korean Journal of Social Welfare
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• v.53
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• pp.257-283
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• 2003

The main objective of this study is to examine antecedents and outcome of organizational cynicism. This paper focuses on organizational commitment of social worker as outcome variable. Thus, this study attempts to examine structural relation of variables of organizational level(personnel management), job level(job characteristics), and individual level(level of self-control) on the level of organizational commitment, with special concern about the mediating effect of organizational cynicism. The study conducted mail survey and collected information for data analysis from 330 social workers working at 173 social welfare organizations in Seoul and Kyong-gi area, The study used structural equation modeling(SEM) method for analyzing the constructed model. Main results are as follows: (1) evaluation about personnel management is negatively related to organizational cynicism; (2) evaluation about job characteristics is negatively related to organizational cynicism; (3) evaluation about self-control is negatively related to organizational cynicism; (4) organizational cynicism exerts negative effect on the level of organizational commitment; and (5) evaluation about personnel management, evaluation about job characteristics, and evaluation about self-control exerts positive effect on the level of organizational commitment. Among the results of this study, this paper focuses on the function of personnel management system on organizational cynicism. This paper emphasizes that social welfare organizations must make a lot of efforts for making fair personnel system in order to reduce social workers' organizational cynicism and ultimately promote their organizational commitment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.5
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• pp.343-351
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• 2019

The purpose of this study is to investigate the effects of work environmental factors and self-compassion on the burnout of school counselors. The subjects of this study were 312 school counselors under the D District Office of Education participated. In order to examine the effects of individual, organizational, and self-compassion factors on burnout, correlation and hierarchical regression were applied. Individual factors were gender, age, health status, and personal hobbies. Organizational factors were employment type, working hours, and job satisfaction. Self-compassion and burnout were measured using the Korean version of self-compassion and Baslach burnout instruments. The correlation analysis showed that the three factors are correlated with each other. In the hierarchical regression analysis, three models were developed as personal, organizational, and self-compassion factors. The results of regression analysis are as follows. The influence of self-compassion on burnout was stronger than the organizational factor (i.e., employment type, working time, job satisfaction) and the personal factor (i.e., age, health status, hobby). There were no significant differences between genders. This study results suggest that self-compassion can reduce a level of burnout significantly, although personal and organizational factors have a significant impact on burnout. Further study and suggestions for reducing the level of burnout of school counselors were discussed.

• Convergence Security Journal
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• v.14 no.1
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• pp.33-41
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• 2014

The purpose of this study is to establish the relationship of empowerment and organization attachment with the organization culture of security organization. This study is based by setting the security organization employed in security firms in the capital area(Seoul) in 2012 as the parent population and using the purposive sampling method to analyze a total amount of 280 examples. The frequency analysis, analysis on primary factors, reliability analysis, multiple regression analysis, path analysis methods using SPSSWIN 18.0 were used in analysis. The reliability of the survey showed a Cronbach's ${\alpha}$ value of over 0.690. The results are like the following. First, the organization culture of security organization affect empowerment. Thus, the more a practical development culture is settled, the more the capability of self-determinism, meaningfulness, and effect is amplified. Moreover, the more a consensual culture is established, the more the capability of self-determinism is enhanced, and the more a hierarchical culture is established, the more the meaningfulness is enhanced. Second, the organization culture of security organization affect organization attachment. Thus, the continuous normative attachment is enhanced when a more hierarchical culture is established. Moreover, emotional attachment is enhanced when a more practical development culture is established. Third, the empowerment of security organization affects organization attachment. Thus, the continuous normative attachment is decreased when one's capability of self-determinism is more lacking. However, the continuous normative attachment is higher when the meaningfulness and effect is enhanced. Moreover, emotional attachment is enhanced when meaningfulness is increased. Fourth, the organization culture of security organization directly/indirectly affects empowerment and organization attachment. Thus, empowerment is an important mediating factor between organization culture and organization attachment.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.269-274
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• 2022

With the advent of the Fourth Industrial Revolution modern society demands global convergence talent with expertise. The purpose of this study is to suggest the Person-organizational Fit can be enhanced only when university institutions enhance the learning flow and learning interest of Chinese students. Only when the suitability of Chinese students and Univ. is good will it be of great help to the educational performance and administrative management of international students, and the learning atmosphere and university image can be promoted. However, international students with excessive self-efficacy may have a negative effect on Person-organizational Fit to making it difficult to educate and manage students. On the other hand, for international students with low self-efficacy, the higher the immersion in learning, the higher the individual-organization (Univ) suitability.

• Management & Information Systems Review
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• v.31 no.4
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• pp.237-260
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• 2012

Purposes of this paper are focused on researching that employees in small and medium-sized construction company embraced green growth policy by Korean government's strong will and they have try to improve it to take advantage of strengths. Specifically, the purpose of this study includes: Firstly, to examine the effects of employee's cognition of green growth policy and their organizational commitment. Secondly, to examine the mediating and moderating effect of the policy trust and company trust between employee's cognition of green growth policy and organizational commitment. In addition, th examine the facilitating effect of employee's self-efficacy between company trust and organizational commitment. In order to verify the relationship, moderating and mediating effects, data were collected from 168 individuals in 19 small and medium sized company to test theoretical model and its hypotheses. Findings are as followed: first, the relationship between the cognition of green growth policy and organizational commitment is positively related. Second, the employee's company trust played as a partial mediator and moderator on the relationship between cognition of green growth policy and organizational commitment. Finally, employee's self-efficacy also played as a partial mediator on the relationship between company trust and organizational commitment. This study contributes to deepen our understanding of employee's organizational commitment by suggesting an alternative theoretical model regarding how the cognition of green growth policy and organizational commitment work to relate employee's company trust, and how the company trust and organizational commitment work to facilitate employee's self-efficacy. These results reveal that the study contributed to combining variables of employee's cognition of green growth policy, company trust, self-efficacy and organizational commitment, and expanded it.

• Investigative Magnetic Resonance Imaging
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• v.13 no.1
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• pp.9-14
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• 2009

T1-, and T2-weighted imagings and FLAIR (fluid attenuated inversion recovery) imaging are fundamental imaging methods in the brain. T1-weighted imaging is a spin-echo sequence with short TR and short TE and produces the tissue contrast by different T1 relaxation times. In other words, short TR maximizes the difference of the longituidinal magnetization recovery between the tissues. T2-weighted imaging is a spin-echo sequence with long TR and long TE and produces the tissue contrast by different T2 relaxation times. Long TE maximizes the difference of the transverse magnetization decay between the tissues. FLAIR is an inversion recovery sequence using 180 degree inversion pulse. 2500 msec of inversion time is applied to suppress the CSF signal.

• The Journal of the Korean dental association
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• v.14 no.3
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• pp.285-295
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• 1976

항암 화학요법제의 하나인 5-Fluorouracil 이 과상돌기의 성장에 미치는 영향을 연구하기 위하여 20두의 백서를 반씩 나누어 실험군에는 동약물을 체중 kg당 25mg씩 2일간 복강내주사하고 대조군에는 생리식 염수를 주사한 후 각각 제1,3,7,14 및 21일에 두 마리씩 도살하여 과상골디연골부의 조직학적 변화를 관찰하였다. 또한 도살 2시간 전에 5μCi/kg mM 의 ³H-thymidine을 주사하여 표본의 일부는 자기방사법적으로 처리 관찰 하였다. 관찰 결과는 다음과 같다. 1. 과상돌기 연골부의 후경에 상당한 감소가 일어났으며 제7일에서 가장 현저하였다. 2. 이러한 영향은 연골제거대와 세포증식대에서 가장크고 그 다음이 비대층이었다. 3. 제 7일의 변화 증식대엣는 기질 호 염색성의 증가, 핵 형태의 난원형화가 오고 소와내의 세포수는 1~2개였다. 비태층의 소와는 현저하게 작아지고 기질의 호염기성이 뚜렷하며 세포의 배열은 츹어지고 약간의 핵은 그 배 열이 불규칙하며 숫자고 대조군보다 적었다. 4. 위와같은 변화는 제 14일에서 감소하고 점차 회복적인 조직소견을 보여 제21일에는 성장이 거의 대조군에 근접한 조직상을 보였다. 5. 자기방사법적으로 세포증식대 및 연골제거대에서 세포분열에 대한 억제효과를 관찰한 바 제 7일 에서 가장 시하였고 특히 연골제거대에서 심하였다. 대체적으로 자기방사법적 관찰소견은 조직학적 소견과 일치하였다. 결론적으로 하악골 과상돌기의 성장은 5-Fluorouracil의 영향하에서 세포의 증식 및 분화상태로 보아 일정기간동안 저해되며 제 7일의 극기를 지나 점차 회복되어감을 나타내었다.

• Investigative Magnetic Resonance Imaging
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• v.1 no.1
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• pp.125-129
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• 1997

Purpose: The aim of this study was to find correlation between the expression of epidermal growth factor receptor (EGFR) and MR findings in the brain glioma. Materials and Methods: MR features including edema, margin, necrosis, heterogeneity, hemorrhage and contrast enhancement were retrospectively analyzed with preoperative MR images in 41 patients with proven brain gliomas (8 low grade astrocytomas, 12 anaplastic astrocytomas, 21 glioblastoma multiformes). Immunohistochemical study of EGFR was done and their expressions were graded by both stained distribution and intensity. Correlation analysis between the MR features and EGFR expressions was done. Results: Peritumoral edema was correlated with both distribution (r=0.71, p=0.00) and stain intensity (r=0.69, p=0.00) of EGFR expression. Other MR features showed no statistical correlation with EGFR expression. Conclusion: MRI is useful in evaluation of brain glioma, and peritumoral edema is useful finding that suggests EGFR expression as well as malignant histopathologic grade of the tumor.

• Journal of Digital Convergence
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• v.14 no.5
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• pp.237-245
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• 2016

Anxiety for employment of workers has been increased due to rapid change of management environment, which tends to increase psychological instability on the job of all workers. Accordingly, this study examined the moderating effect of self-efficacy between job instability and organizational citizenship behavior. The research subjects were employees of small and medium companies in the manufacturing industry in Daejeon-si, Sejong-si and Chungcheongnam-do and Chungcheongbuk-do. 500 sheets of the questionnaire were distributed from August 5, 2015 to August 30, 2015. Among them, 321 were collected with 64.2% of the response rate. Total 312 sheets were used for analysis excluding 9 sheets with incomplete answers. The results are as follows. Firstly, it proved that job instability had negative (-) effect on organizational citizenship behavior. Secondly, in the relation between job instability and organizational citizenship behavior, there was moderating effect of self-efficacy. Accordingly, if self-efficacy of the workers is higher in the threat of job instability, it means organizational citizenship behavior would increase. In conclusion, in the current situation where there is instable survival of corporation and job, the management of small and medium manufacturing company needs to increase self-efficacy through training and internal reward to employees. The limit of the study is that the research subjects were employees of small and medium companies in the manufacturing industry in Daejeon-si, Sejong-si and Chungcheongnam-do and Chungcheongbuk-do. Accordingly, as situational peculiarity may be observed, it is required to have expanded study to more various areas, works and industries.