• 한국직업건강간호학회지
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• 제18권1호
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• pp.106-115
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• 2009

Purpose: Occupational stress is a determinant risk factor for cardiovascular disease and work disability. This study aims to describe occupational stress and identify its related factors among aged security guards. Methods: A random sample of 76 aged security guards were interviewed by three research assistants. The criteria of the subjects were as follows : 50 or older male with 40 or more working hours a week working with colleagues ranged from 3 to 50. The data were collected in September, 2007 and analyzed by multiple regression using SAS Version 9.1. Results: The mean score of occupational stress among aged security guards was 47.2. The mean scores of its sub-scales were 31.3(physical environment), 33.8(occupational demand), 80.8occupational control), 44.6(interpersonal conflict), 51.3 (occupational insecurity), 53.6(occupational system), 57.5(lack of reward), and 30.3(work environment). The scores of occupational control, interpersonal conflict, and occupational insecurity were higher than the scores of Korean average occupational stress sub-scales. Significant variables affecting occupational stress and its sub-scales were work place, work type, and employment type. Conclusion: In order to reduce occupational stress among security guards, sufficient occupational control and interpersonal conflict control, appropriate reward, and employment stability should be considered. Also long working hours and work shift should be improved.

• 한국통계학회:학술대회논문집
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• 한국통계학회 2004년도 학술발표논문집
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• pp.123-128
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• 2004

A finite dam under $P_{\lambda,;,T}^M-policy$ is considered, where the input of water is formed by a Wiener process subject to random jumps arriving according to a Poisson process. Explicit expression is deduced for the stationary distribution of the level of water. And the long-run average cost per unit time is obtained after assigning costs to the changes of release rate, a reward to each unit of output, and a penalty which is a function of the level of water in the reservoir.

• 가정과삶의질연구
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• 제19권2호
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• pp.129-141
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• 2001

The main purpose of this study is to examine the alienation of low-income female earners and to investigate the affected variables of their alienation. For this empirical analysis, the data was collected from 356 poor, female-earners whose first child was of school age in the Seoul metropolitan area from the 14th of Feb. to the 18th of Mar. 2000. The collected data was analyzed by statistical methods such as freqency, mean, oneway ANOVA, and multiple regression. The major findings were as follows : First, poor female-earners alienation level was not higher than the average level. However among sub areas of alienation, powerlessness was higher than the average level. Second, the significant variables that affected the level of alienation were the amount of support from the child the cost from the work role, perception of the cost of child raising, economic strain events, the level of education, and the reward from the work role.

• 한국식생활문화학회지
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• 제20권5호
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• pp.561-573
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• 2005

This research is to examine the structural relationships between transformational/transactional leadership, empowerment, relationship quality, and organizational commitment in Chinese restaurant context. In order to empirically investigate the proposed model, the data were collected from 188 respondents randomly selected from among the managers who work in 188 Chinese restaurants in Seoul and Kyonggi-do, which registered in Korean Food Central Association, korean foodservice management Association, Menupan.com We choose to limit our investigation to luxury Chinese restaurants where the average check is above 12,000 won. The survey was executed during two-week period in the autumn of 2004. The findings and discussion are as follows: First, intellectual stimulus behavior of transformational leadership had a positive effect on empowerment. Second, contingent reward leadership had a positive effect on empowerment. Third, empowerment had a positive effect on affective organizational commitment. Fourth, empower had a negative effect on continuous organizational commitment. Fifth, intellectural stimulus behavior of transformation leadership had a positive effect on affective organizational commitment indirectly and had a negative effect on continuous organizational commitment indirectly through mediating role of empowerment. Finally, contingent reward leadership had a positive effect on affective organizational commitment indirectly and had a negative effect on continuous organizational commitment indirectly through mediating role of empowerment. At the end of this paper, managerial implications, discussions, and limitations and future research directions are presented.

• 대한영양사협회학술지
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• 제26권1호
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• pp.54-75
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• 2020

This study examined the job satisfaction of nutritionists, and its effect on organizational commitment and turnover intention in public health centers. The response data of 174 nutritionists were analyzed. The overall average of job satisfaction was 3.94 out of 7 points, which was determined to be below 'normal'; however, the job suitability of sub-factors scored 5.26, which was more than 'normal'. The variables affecting job satisfaction that were provided by the respondents included job-related licenses (P<0.01) and co-nutritionists (P<0.01). Organizational commitment ranked 'normal' with a score of 4.35. Normative commitment (4.90) of the sub-factors was 'normal' or more, and differed when considering 'age' (P<0.01), 'employment status' (P<0.01), 'salary per year' (P<0.05), and 'working area' (P<0.05). The turnover intention was analyzed to be below 'normal' with 3.88 points, and the variables affecting turnover were significantly higher for subjects in their 20s (P<0.01), less than two job-related licenses (P<0.05), and less than two co-nutritionists (P<0.01). The four variables of job satisfaction, 'business discretion' (P<0.05), 'work environment' (P<0.01), 'job suitability' (P<0.01), and 'reward' (P<0.01), positively affected the organizational commitment. Moreover, organizational commitment had a mediating effect (P<0.01) on job satisfaction and turnover intention. Taken together, our results suggest that public health centers need to develop improvement plans for business discretion, work environment, job suitability and reward.

• 한국사회복지학
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• 제49권
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• pp.343-378
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• 2002

This study examines the organizational performance of human service organizations from the quality output perspective. Using the 2001 evaluation data about 89 community welfare centers in Seoul, this study attempts to identify the levels of the performance of human service organizations in Korea. This study also attempts to identify the factors that predict performance of human service organizations measured in terms of client satisfaction and experts' evaluation about the functioning of each center. Results are as follows: (1) when pooling 866 clients' satisfaction level into satisfaction score about each center, the average of client satisfaction about the centers is 3.42 at 4 points scale. (2) 41.6% of the community welfare centers is evaluated as "highly qualified" in its overall operation and functioning by the professional evaluation team, (3) the employee reward system(+), practice based on the program guideline manual(+), the portion of the government support grant in its budget(-), the overall employee salary level(-), the level of acquirement of program grants from external sources (-) are the predictors in explaining clients' satisfaction level, and (4) the level of professional expertise of the executive director(+), the level of professional supervision of middle managers(+), the employee reward system(+), the program need assessment(+), the level of client information system(+), the portion of government support grant(-), the overall employee salary level(-) are the predictors for "being highly qualified" in its overall operation and function of each center. Through the empirical analysis, this study provides valuable knowledge about organizational performance of community welfare centers from the quality output perspective. Finally, this study discusses implications for more effective and efficient organizational performance of community welfare centers in Korea.

• 한국치위생학회지
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• 제21권5호
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• pp.655-666
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• 2021

Objectives: A systematic review and a meta-analysis were performed investigate the factors related to turnover intention of dental hygienists in Korea. Methods: Literature between 2000 and January 2021 were used to support the meta-analysis, which focused on 21 factors extracted from 50 articles using a random effects model. The correlation coefficient, r, in the effect size was calculated. Results: Substantial literature was published after 2011 (76%); in academic journals (74%); and targeted nonmetropolitan areas (40%). Lawler's turnover intention tool was used in several studies. The effect size for each ecosystem was in the order of microsystem (r=0.325), mesosystem (r=0.307), macrosystem (r=0.259), exosystem (r=0.176), and individuals (r=0.171). The random-effects model indicated an overall average of r=0.311. The factor that showed a large effect size in relation to turnover intention was organizational commitment of the microsystem (r=-0.594). Furthermore, mesosystem reward (r=- 0.416), microsystem burnout (r=0.464), job stress (r=0.408), and job satisfaction (r=-0.405) were identified as other major factors. Conclusions: To lower the turnover rate of dental hygienists, it is important to focus on factors belonging to the microsystem, and mesosystem reward.

• 한국인터넷방송통신학회논문지
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• 제21권6호
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• pp.117-122
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• 2021

자율주행은 자동차가 사람 없이 운전할 수 있도록 해 주며 최근 인공지능 기술의 발전에 힘입어 매우 활발히 연구되고 있다. 인공지능 기술 중에서도 특히 심층 강화 학습이 가장 효과적으로 사용되는데 이를 위해서는 적절한 활성화 함수를 이용한 신경망 구축이 필수적이다. 여태껏 많은 활성화 함수가 제시됐으나 적용 분야에 따라 서로 다른 성능을 보여주었다. 본 논문은 교차로에서 자율주행을 학습하기 위해 심층 강화 학습을 사용할 때 어떤 활성화 함수를 사용하는 것이 효과적인지 성능을 비교 평가한다. 이를 위해 평가에서 사용할 성능 메트릭을 정의하고 각 활성화 함수에 따른 메트릭의 값을 그래프로 비교하였다. 그 결과 Mish를 사용할 경우 보상이 다른 활성화 함수보다 평균적으로 높은 것을 알 수 있었고 보상이 가장 낮은 활성화 함수와의 차이는 9.8%였다.

• 한국경영과학회지
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• 제17권2호
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• pp.131-144
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• 1992

Even though nonhomogeneous Markov Decision Processes subsume homogeneous Markov Decision Processes and are more practical in the real world, there are many results for them. In this paper we address the nonhomogeneous Markov Decision Process with objective to maximize average reward. By extending works of Ross [17] in the homogeneous case adopting the result of Bean and Smith [3] for the dicounted deterministic problem, we first transform the original problem into the discounted nonhomogeneous Markov Decision Process. Then, secondly, we transform into the discounted deterministic problem. This approach not only shows the interrelationships between various problems but also attacks the solution method of the undiscounted nohomogeneous Markov Decision Process.

• 한국과학교육학회지
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• 제32권7호
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• pp.1222-1240
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• 2012

본 연구의 목적은 중학교의 영재학급 과학영재 학생, 일반학급 학생의 직업가치관과 과학 진로지향도를 비교하고, 과학영재 학생과 일반학생의 성별에 따라서 어떤 차이가 있는지 비교하는 것이다. 연구대상은 중학교 영재학생 85명, 일반학생 139명이며, 이들을 대상으로 직업가치관과 과학 진로지향도를 측정하는 설문을 실시하였다. 본 연구에서 얻은 결과는 다음과 같다. 첫째, 과학영재 학생과 일반학생의 직업가치관은 11개의 영역 중에서 다양성, 보수, 사회적 인정, 자율성에서 유의미한 차이를 보였다. 다양성과 자율성에서는 과학영재 학생이 유의미하게 높았고, 보수와 사회적 인정에서는 일반학생이 유의미하게 높았다. 둘째, 과학영재 학생과 일반학생의 과학 진로지향도의 전체 평균은 유의미한 차이를 보였고, 4개의 하위영역 모두에서도 유의미하게 과학영재 학생의 평균이 높았다. 셋째, 영재학생과 일반학생이 성별에 따른 직업가치관은 성별에 따른 주효과는 나타나지 않았고, 다양성, 보수, 안정성, 사회적 인정, 자율성 영역에서는 집단에 따른 주효과가 나타났다. 또한 집단과 성별의 차이 간 상호작용 효과는 나타나지 않았다. 넷째, 과학 진로지향도의 4개 하위영역에서 집단에 따른 주효과가 나타났고, 성별에 따라서는 '과학 진로 선호도' 영역에서만 주효과가 나타났다. 과학 진로지향도 전체 및 3개 하위영역에서 집단과 성별에 따른 상호작용 효과가 나타났다.