• Journal of the Korean Chemical Society
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• v.40 no.9
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• pp.607-614
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• 1996

The structural changes and dielectric properties of Pb1-x(Na1/2La1/2)x(Mg1/3Nb2/3)O3 compounds substituted by 0∼50 mol.% of Na+/La3+ mixed ions were investigated by X-ray diffraction method, IR and Raman spectroscopy, and LCR meter. The amount of perovskite phase increased with the increases of Na+/La3+ substituents and sintering temperatures. Although the superlattice lines due to 1:1 ordering were not detected by X-ray diffraction method, it was found, from the Raman spectroscopy and the increase of diffuseness coefficient, that the ordering behavior was related to the decrease of A site ion size. Dielectric properties in Pb1-x(Na1/2La1/2)x(Mg1/3Nb2/3)O3 were affected by the amount of perovskite phase, grain size, and density. The phase transitions were broadened and phase transition temperatures were lowered by the increase of Na+/La3+ ions.

• Journal of the Korea Society for Simulation
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• v.19 no.3
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• pp.37-43
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• 2010

In field, one can observe without difficulties that two flocks are intersected or combined with each other. For example, a fish flock in a stream separates into two part by obstacles (e.g. stone) and rejoins behind the obstacles. The dynamics of two flocks guided by their leader were studied in the situation where the flocks cross each other with a crossing angle, ${\theta}$, between their moving directions. Each leader is unaffected by its flock members whereas each member is influenced by its leader and other members. To understand the dynamics, I investigated the order parameter, ${\phi}$, defined by the absolute value of the average unit velocity of the flocks' members. When the two flocks were encountered, the first peak in ${\phi}$ was appeared due to the breaking of the flocks' momentum balance. When the flocks began to separate, the second peak in ${\phi}$ was observed. Subsequently, erratic peaks were emerged by some individuals that were delayed to rejoin their flock. The amplitude of the two peaks, $d_1$ (first) and $d_2$ (second), were measured. Interestingly, they exhibited a synchronized behavior for different ${\theta}$. This simulation model can be a useful tool to explore animal behavior and to develop multi-agent robot systems.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.7
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• pp.154-164
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• 2016

This study analyzed the determinants of the turnover intention of emotion workers and recent social issues. In particular, this study examined whether the factors that determine the turnover intention affect the quality of service. The job characteristics of emotion workers were set up as an independent variable, and the job environment, organizational culture, such as emotional labor and how it affects the workers' behavior were investigated. How the independent variables influence the turnover of workers was investigated to mediate the emotional job satisfaction. The subjects were primarily targeted by the emotions of the workers engaged in large service accommodation, Kangwon. Among the environmental factors, the job characteristics and job duties are diverse factors and internal and external factors that can affect the compensation turnover intentions. Organizational culture as a factor was the human resources culture, open culture systems, and the hierarchical cultural factors affecting turnover intention. Among the emotional labor practices that also affects the surface of conduct, sincere acts influence the turnover intention. In addition, a one hypothesis testing job satisfaction was mediated by several factors with an impact, such as job diversity. Future empirical research should examined whether temporary full-time is an independent variable factor that can achieve a more fruitful conclusion.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.11
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• pp.715-727
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• 2020

For the empirical analysis in this study, 335 cabin crews from large airline companies and budget airlines were interviewed using self-reporting questionnaires. The data was analyzed using the SPSS 23.0 and AMOS 23.0. First, of the organizational culture types, the relationship-oriented culture, hierarchy-oriented culture, and task-oriented culture were found to have negative impacts on job stress. Second, the innovation-oriented organizational culture, relationship-oriented culture, and hierarchy-oriented culture were found to have positive impacts on empowerment. Third, empowerment was found to have a negative impact on job stress. Fourth, as for the mediating effect of empowerment, the innovation-oriented culture, relationship-oriented culture, hierarchy-oriented culture, and task-oriented culture were verified to be all significantly mediated by empowerment in their relationship with job stress. As a result, it was shown that cabin crews of airline companies found their work more fun, interesting, and valuable in an organizational structure that was more oriented toward flexibility, rather than the hierarchical, task-oriented cultures that are more focused on control and order. It was also found that empowerment was a mediating factor in the relationship between organizational culture and job stress.