• Journal of the Korean Society of Marine Environment & Safety
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• v.22 no.1
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• pp.138-144
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• 2016

Titanium is resistant to general corrosion and in sea water because of the passivity layer film on the surface of material, but may be attacked by environments that cause breakdown of the protective oxide layer including hydrochloric, sulfuric and phosphoric acids. In this study, the Ti alloys were solution heat treatment 5hours at $1066^{\circ}C$ and $966^{\circ}C$, and followed by aging heat treated, 1, 4, 8 and 16 hours in $500^{\circ}C$, $600^{\circ}C$ and $650^{\circ}C$ respectively. The heat treated specimens were measured micro Vicker's hardness, and then accomplished electrochemical polarization test for comparing corrosion in 1N sulfuric acid solution. Additionally, micro structures were taken for corrosion tested specimens. The results showed that corrosion resistance was higher in solution heat treated alloy than base and age heat treated metal. Measured corrosion resistants were increased as increasing aging heat treatment time and temperature.

• Convergence Security Journal
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• v.11 no.2
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• pp.45-54
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• 2011

The purpose of this study is to investigate the causal relationships among social capital, job satisfaction, and organization commitment in the Korean Security Organizations. One hundred eight one questionnaires, with a 72.4% response rate from a convenient sample of 10 security organization guards, were utilized to study the relationships between research constructs. SPSS(12.0 version) were guard to analyze the unintentionality of research concepts and reliability test, and confirmatory factor analysis were performed. Factor analyses identified three internal dimensions of relational factor as superior relation. There are among results, first, the social capital is influencing to job satisfaction positively. second, the social capital is influencing to organizational commitment positively. third, the job satisfaction is influencing to organizational commitment positively.

• Convergence Security Journal
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• v.11 no.5
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• pp.53-63
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• 2011

The purpose of this study is to investigate the causal relationships among corporate social responsibility, job satisfaction, and organization commitment in the Private Security Provides's. One hundred eight one questionnaires, with a 72.4% response rate from a convenient sample of 12 security organization guards, were utilized to study the relationships between research constructs. SPSS(14.0 version) were guard to analyze the unintentionality of research concepts and reliability test, and confirmatory factor analysis were performed. Factor analyses identified three internal dimensions of relational factor as superior relation. There are among results, first, the corporate social responsibility is influencing to job satisfaction positively. second, the corporate social responsibility is influencing to organizational commitment positively. third, the job satisfaction is influencing to organizational commitment positively.

• Analytical Science and Technology
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• v.17 no.4
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• pp.308-314
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• 2004

When the polymer was used for the guard raw materials of electronic device, the content of U, Th and their daughter nuclides were known as a factor of soft error. Because emitted alpha ray could be caused of mis-operation. And ionic impurities such as Cl, Fe, Na could shorten the device life-time. For the analysis of trace impurities in the polymer, neutron activation analysis(NAA) and ICP/AES have been studied. To improve the accuracy and sensitivity of the trace and ultratrace metallic impurities in the epoxy and phenol polymer, sample pretreatment method and optimum analytical condition of NAA were developed. Using the above method, U, Th and other 23 trace impurity elements were analyzed.

• The Journal of the Korea Contents Association
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• v.14 no.1
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• pp.444-454
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• 2014

The purpose of this study is compares organizational culture and job characteristic and job continuance will of private security searches its investigate relation. This study had selected private security company members from Seoul of 2011 for population. Using purposive sampling method, 280 samples were drawn and were used for the final analysis. Using SPSS WIN 18.0, frequency analysis, factor analysis, reliability analysis, multiple regression analysis were performed. Cronbach's ${\alpha}$ value which shows the reliability of the survey came out to be over .665. The conclusion is following : First, organizational culture of private security service affects in job characteristic. As a work period is long, the job importance and feedback appear high. As development mutual agreement culture is formed, the job importance, autonomy is high. As reasonable culture is formed, the job importance, autonomy, feedback are high. As a hierarchical culture is formed, the job importance, feedback rises, and on the other hand, autonomy decreases. Second, organization culture affects in job continuance will to private security guard. Job expectation is high in man group. As age is high, crisis sense decreases. As attainments in scholarship is high, job satisfaction, shrinkage, alternative expectation increase. As there are much monthly income, job satisfaction, shrinkage, job expectation, alternative expectation, crisis sense become increase. As development mutual agreement culture is formed, job satisfaction, malicious insincerity, job expectation, alternative expectation, crisis sense are high. As reasonable culture is formed, job expectation increases, and on the other hand, malicious insincerity decreases. As a hierarchical culture is formed, job satisfaction, malicious insincerity, job expectation, crisis sense appear high. Third, private security guard job characteristic affects in job continuance will. As attainments in scholarship is high, job satisfaction, job expectation, alternative expectation increase. As a work period is long, job satisfaction, job expectation, alternative expectation, crisis sense appear decreases. As there are much monthly income, job satisfaction, job expectation, alternative expectation, crisis sense increase. Job satisfaction, job expectation increases as recognize the job importance high. Job satisfaction, shrinkage, malicious insincerity, job expectation, alternative expectation increase as recognize autonomy high. If feedback is proceeded well, malicious insincerity decreases.

• Journal of Genetic Medicine
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• v.4 no.1
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• pp.45-52
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• 2007

Purpose : A simple, rapid, and highly sensitive analytical method for Gb3 in plasma was developed without labor-ex tensive pre-treatment by electrospray ionization MS/ MS (ESI-MS/MS). Measurement of globotriaosy lceramide (Gb3, ceramide trihex oside) in plasma has clinical importance for monitoring after enzyme replacement therapy in Fabry disease patients. The disease is an X-linked lipid storage disorder that results from a deficiency of the enzyme ${\alpha}$-galactosidase A (${\alpha}$-Gal A). The lack of ${\alpha}$-Gal A causes an intracellular accumulation of glycosphingolipids, mainly Gb3. Methods : Only simple 50-fold dilution of plasma is necessary for the extraction and isolation of Gb3 in plasma. Gb3 in diluted plasma was dissolved in dioxane containing C17:0 Gb3 as an internal standard. After centrifugation it was directly injected and analyzed through guard column by in combination with multiple reaction monitoring mode of ESI-MS/MS. Results : Eight isoforms of Gb3 were completely resolved from plasma matrix. C16:0 Gb3 occupied 50% of total Gb3 as a major component in plasma. Linear relationship for Gb3 isoforms w as found in the range of 0.001-1.0 ${\mu}g$/mL. The limit of detection (S/N=3) was 0.001 ${\mu}g$/mL and limit of quantification was 0.01 ${\mu}g$/mL for C16:0 Gb3 with acceptable precision and accuracy. Correlation coefficient of calibration curves for 8 Gb3 isoforms ranged from 0.9678 to 0.9982. Conclusion : This quantitative method developed could be useful for rapid and sensitive 1st line Fabry disease screening, monitoring and/or diagnostic tool for Fabry disease.

• The Journal of the Korea Contents Association
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• v.8 no.3
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• pp.225-233
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• 2008

The purpose of this study is to investigate the relationship between leisure motives of private guards and their sports participation, verify the casual relationship between its variables, and finally present the need of leisure activities for them and related politic data. The subjects are the private guards who work for a private guard company in Seoul in 2007, Except the data having inadequate answers among the 200 copies which are collected by stratified cluster random sampling, the data of total 193. The result of reliability analysis check up was here below; Chronbach's ${\alpha}= .835$. SPSSWIN 15.0 program is used for the reliability and correlation analysis of the questionnaire. The followings are the conclusions from this investigation through above methods and procedures. First, leisure motives affect the experience of sports participation; the more relaxational motives are, the less the experience of sports participation is. Second, leisure motives affect the degree of sports participation; the more motives of recognizing competence are, the more the frequency of sports participation is; the more intellectual motives are, the longer the period of sports participation is; the more relaxational motives are, the less the intensity of sports participation is, while the more motives of recognizing competence are, the more the intensity of sports participation is.

• Korean Security Journal
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• no.48
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• pp.9-33
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• 2016

The purpose of the present study was to find out cause-and-effect relationship between job requirements and job resources, with job burnout as a mediator variable, and the effects of these variables on organizational effectiveness. The population in the present study was private security guards employed by 13 private security companies in Seoul and Gyeonggi-do areas, and a survey was conducted on 500 security guards selected using purposive sampling technique. Out of 460 questionnaires distributed, 429 responses, excluding 31 outliers or insincere responses, were used for data analysis. For analysis, data were coded and entered into SPSS 18.0 and AMOS 18.0, which were used to analyze the data. Descriptive analyses were performed to find out sociodemographic characteristics of the respondents. The exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were used to test the validity of the measurement tool, and the Cronbach's Alpha coefficients were calculated to test the reliability. To find out the significance of relationships among variables, Pearson's correlation analysis was performed. Covariance Structure Analysis (CSA) was performed to test the relationship among latent factors of a model for job requirements, job resources, job burnout, and organizational effectiveness of the private security guards, and the fitness of the model analyzed with CSA was determined by the goodness-of-fit index ($x^2$, df, p, RMR, GFI, CFI, TLI, RMSEA). The level of significance was set at .05, and the following results were obtained. First, even though the effect of job requirements on job burnout was not statistically significant, it had a positive influence overall, and this result can be considered such that the higher the perception of job requirements by the member of the organization, the higher the perception of job burnout. Second, the influence of job resources on job burnout was negative, which can be considered that the higher the perception of job resources, the lower the perception of job burnout. Third, even though the influence of job requirements on organizational effectiveness was statistically nonsignificant, it had a negative influence overall, and this result can be considered that the higher the perception of job requirements, the lower the perception of organizational effectiveness. Fourth, job resources had a positive influence on organizational effectiveness, and it can be considered that the higher the perception of job resources, the higher the perception of organizational effectiveness. Fifth, the results of the analysis between job burnout and organizational effectiveness revealed that, even though the influence of job burnout on organizational effectiveness was statistically nonsignificant, it had partial negative influences on sublevels of organizational effectiveness, and this may suggest that the higher the perception of job burnout by the organization members, the lower the organizational effectiveness. Sixth, the analysis of mediating role in the relationship between job requirements and organizational effectiveness, job burnout was taking partial mediating role between job requirements and organizational effectiveness. These results suggest that reducing job burnout by managing job requirements, organizational effectiveness that leads to job satisfaction, organizational commitment, and turnover intention can be maximized. Seventh, the analysis of mediating role in the relationship among job requirements, job resources, and organizational effectiveness, job burnout was assuming a partial mediating role in the relationships among job requirements, job resources, and organizational effectiveness. These results suggest that organizational effectiveness can be maximized by either lowering job requirements or burnout management through reorganizing job resources.