• Journal of the Korea Institute of Information and Communication Engineering
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• v.25 no.11
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• pp.1635-1641
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• 2021

Portable systems with built-in active noise control is required low power operation. Excessive anti noise search operation can lead to rapid battery consumption. A method that can adaptively cancel noise according to the operating conditions of the system is required and the methods of reducing power are becoming very important key feature in today's portable systems. In this paper, we propose the method of active noise control(ANC) using binary search algorithm in noisy systems. The implemented architecture detects a frequency component considered as noise from the input signal and by using the binary search algorithm, the system find out an appropriate amplitude value for anti-noise in a much faster time than the general linear search algorithm. Through the experimental results, it was confirmed that the proposed algorithm performs a successful functional operation.

• Safety and Health at Work
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• v.14 no.3
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• pp.332-339
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• 2023

Background: The aim of the study was to test the validity and reliability of the Perceived Future Decent Work Securement Scale for Turkish nursing students. Methods: A cross-sectional, methodological study design was used. The study was carried out at three nursing undergraduate programs in Turkey during the academic year of 2020-2021 with 336 senior nursing students. Language validity and content validity analyses were performed for the scale adaptation, followed by confirmatory factor analysis (CFA) for construct validity. The reliability of the scale was determined using the test-retest and Cronbach's alpha internal consistency coefficient. Results: The scale-content validity index score was 0.988. In CFA, all goodness-of-fit indices verified the acceptable fit of the model; its root mean square error of approximation was 0.076; the normed fit index was 0.909; the standardized mean square residual was 0.097; the relative fit index was 0.881; the goodness-of-fit index was 0.915; the adjusted goodness-of-fit index was 0.872 and χ²/df = 2.932. The overall reliability was α = 0.86. The item-total correlations of the scale were above the acceptable level, and the test-retest analysis had a high correlation. The access to healthcare (14.68, SD 3.53) obtained the highest average score, and the adequate compensation (8.52, SD 3.76) was the lowest rated by the senior nursing students. Conclusion: The Perceived Future Decent Work Securement Scale is a valid and reliable scale to assess nursing students' future decent work securement.

• Health Policy and Management
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• v.23 no.1
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• pp.35-43
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• 2013

Background: Diagnosis procedure combination (DPC) has recently been introduced in Korea as a demonstration project and it has aimed the improvement of accuracy in bundled payment instead of Diagnosis related group (DRG). The purpose of this study is to investigate that the model of end-stage liver disease (MELD) score as the severity classification of liver diseases is adequate for improving reimbursement of DPC. Methods: The subjects of this study were 329 patients of liver disease (Korean DRG ver. 3.2 H603) who had discharged from National Health Insurance Corporation Ilsan Hospital which is target hospital of DPC demonstration project, between January 1, 2007 and July 31, 2010. We tested the cost differences by severity classifications which were DRG severity classification and clinical severity classification-MELD score. We used a multiple regression model to find the impacts of severity on total medical cost controlling for demographic factor and characteristics of medical services. The within group homogeneity of cost were measured by calculating the coefficient of variation and extremal quotient. Results: This study investigates the relationship between medical costs and other variables especially severity classifications of liver disease. Length of stay has strong effect on medical costs and other characteristics of patients or episode also effect on medical costs. MELD score for severity classification explained the variation of costs more than DRG severity classification. Conclusion: The accuracy of DRG based payment might be improved by using various clinical data collected by clinical situations but it should have objectivity with considering availability. Adequate compensation for severity should be considered mainly in DRG based payment. Disease specific severity classification would be an alternative like MELD score for liver diseases.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.7
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• pp.146-155
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• 2020

This study was conducted from December 26, 2018 to January 4, 2019 in order to analyze the effects of hospital internal marketing on job performance and loyalty based on nurses' perception. The participants were 250 nurses at general hospitals located in Gyeonggi-do. The results of this study are as follows: First, internal marketing in hospitals had a statistically significant effect on organizational and future vision, education and training systems, communication, organizational attributes, and job performance (F=29.118, p<.001). The training system, organizational and future vision, compensation and welfare system, and work management environment were found to have a statistically significant effect (F=38.671, p <.001) on loyalty, and the effect of job performance on loyalty was statistically significant (F=87.324, p<.001). Second, the relationship between hospital internal marketing based on nurses' perception and loyalty was found to have a statistically significant positive (+) effect on stage 1 job performance (p<.001) and a statistically significant positive effect on stage 2 loyalty (+) (P <.001). The third-level internal marketing regression coefficient was significant, and job performance was also significant (P <.001). Based on these results, there is a need for hospital management to strengthen internal marketing in order to increase performance level and loyalty among nurses.

• The Journal of Industrial Distribution & Business
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• v.9 no.5
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• pp.93-104
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• 2018

Purpose - This study is to investigate the relationship among emotional intelligence, self-efficacy and job stress of foreign life insurance consultants focusing on the mediating effect of self-efficacy. Regarding job security, in general foreign life insurance companies in Korea have more severe working conditions in terms of required contract performance. For foreign life insurance consultants, they are assumed to need higher level of emotional intelligence and self efficacy to meet the conditions. In this study, focus is cast on these aspects. Research design, data, and methodology - Basically the research is conducted upon questionnaires responded by foreign life insurance consultants. That is, data are collected from 255 sample of insurance consultants who work for a foreign owned life insurance company. The Questionnaire measure the level of emotional intelligence, self-efficacy and job stress of insurance consultants. The data are analyzed using pearson's correlation coefficient and hierarchical multiple regression, descriptive statistics, t-test, ANOVA, Durbin-Watson test. Results - The general characteristics of respondents are gender, age, marital status, education level, income monthly, career length, change jobs no, working day per week, call no. per week, meeting no. with client per week, contract regularity, contract no. per month and cancellation contract per year. The mean of emotional intelligence is 2.63, self-efficacy is 3.44 and job stress is 2.20. Emotional intelligence is composed with mean value of self emotion appraisal(3.93), other's emotion appraisal(3.78), regulation of emotion(3.29) and use of emotion(3.52). The mean of self efficacy is composed with mean value of self-confidence(3.41), self-regulated efficacy(3.59) and preference task difficulty(3.30). The job stress is composed with mean value of job requirement(2.61), lack of job autonomy(1.99), conflict of personal relations(1.99), job instability(2.38), organizational system(2.19) and inappropriate compensation(2.07). There is a significant positive correlation between emotional intelligence and self-efficacy. The emotional intelligence and self-efficacy are significantly negative correlation with job stress. The self-efficacy is showed a mediating variable between emotional intelligence and job stress. Conclusions - To decrease job stress level, foreign life insurance company should find the factors to improve the emotional intelligence and self-efficacy of life insurance consultants, and develop appropriate plans using a mediating role of self- efficacy between emotional intelligence and job stress.

• The Journal of Korean Institute of Communications and Information Sciences
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• v.29 no.5A
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• pp.473-483
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• 2004

In this paper, we numerically investigated the optimum pump light power best compensating for pulse distortion due to both chromatic dispersion and self phase modulation (SPM) as a function of channel input power in 8 channel ${\times}$ 40 Gbps wavelength division multiplexing (WDM systems. Also we investigated the allowable maximum channel input power dependence on modulation format and fiber dispersion coefficient in the various pump light power of OPC. The considered WDM transmission system is based on path-averaged intensity approximation (PAIA) mid-span spectral inversion (MSSI) compensation method, which has highly-nonlinear dispersion shifted fiber (HNL-SDF) as nonlinear medium of optical phase conjugator (OPC) in the mid-way of total transmission line. We confirmed that optimal pump light power of HNL-DSF OPC depend on modulation format, initial channel input power, total transmission length and fiber dispersion. But optimal pump light power of HNL-DSF OPC must be selected to make power conversion ratio to almost unity. And we confirmed that, if we allow a 1 dB eye opening penalty (EOP), the tolerable maximum channel input power is increased by using RZ than NRZ as modulation format when pump light power of HNL-DSF OPC is not optimal value but another values.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2015.10a
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• pp.458-461
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• 2015

In this paper 2 types of voltage references and a current reference suitable for low-voltage, low-power circuits are proposed and designed with $0.35{\mu}m\;CMOS$ process. MOS transistors operating in weak inversion and bulk-driven technique are utilized to achieve low-voltage and low-power features. The first voltage reference consumes 1.43uA from a supply voltage of 1.2V while it has a reference voltage of 585mV and a TC(Temperature Coefficient) of $6ppm/^{\circ}C$. The second voltage reference consumes 48pW from a supply voltage of 0.3V while having a reference voltage of 172mV and a TC of $26ppm/^{\circ}C$. The current reference consumes 246nA from a supply voltage of 0.75V with a reference current of 32.6nA and a TC of $262ppm/^{\circ}C$. The performances of the designed references have been verified through simulations.

• Journal of Bio-Environment Control
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• v.27 no.4
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• pp.326-331
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• 2018

Crop growth models are useful tools for understanding and integrating knowledge about crop growth. Models for predicting plant height, net photosynthesis rate, and plant growth of quinoa (Chenopodium quinoa Willd.) as a leafy vegetable in a closed-type plant factory system were developed using empirical model equations such as linear, quadratic, non-rectangular hyperbola, and expolinear equations. Plant growth and yield were measured at 5-day intervals after transplanting. Photosynthesis and growth curve models were calculated. Linear and curve relationships were obtained between plant heights and days after transplanting (DAT), however, accuracy of the equation to estimate plant height was linear equation. A non-rectangular hyperbola model was chosen as the response function of net photosynthesis. The light compensation point, light saturation point, and respiration rate were 29, 813 and $3.4{\mu}mol{\cdot}m^{-2}{\cdot}s^{-1}$, respectively. The shoot fresh weight showed a linear relationship with the shoot dry weight. The regression coefficient of the shoot dry weight was 0.75 ($R^2=0.921^{***}$). A non-linear regression was carried out to describe the increase in shoot dry weight of quinoa as a function of time using an expolinear equation. The crop growth rate and relative growth rate were $22.9g{\cdot}m^{-2}{\cdot}d^{-1}$ and $0.28g{\cdot}g^{-1}{\cdot}d^{-1}$, respectively. These models can accurately estimate plant height, net photosynthesis rate, shoot fresh weight, and shoot dry weight of quinoa.

• Polymer(Korea)
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• v.36 no.4
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• pp.486-493
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• 2012

Photocurable sulfonated polyimide (SPI) polyelectrolyte containing chalcone group was prepared and fabricated on an alumina electrode pretreated with chalcone-containing silane-coupling agent. SPI films with bis(tetramethyl)ammonium 2,2'-benzidinedisulfonate ($Me_4N$-BDS)/4,4'-diaminochalcone (DAC)/pyromellitic dianhydride (PA)= 90/10/100 possessed very linear response(Y = -0.04528X+7.69446, $R^2=0.99675$) and showed resistance changing from 4.48 to $2.1k{\Omega}$ between 20 and 95 %RH. The response time for absorption and desorption measurements between 33 and 94 %RH% was about 79 s, which affirmed the high efficiency of crosslinked SPI film for rapid detection of humidity. A negative temperature coefficient showing $-0.49%RH/^{\circ}C$ was found and proper temperature compensation should be considered in future applications. Moreover, pretreatment of the substrates with chalcone-containing silane-coupling agent was performed to improve the water durability and the stability of the humidity sensors at a high humidity and a high temperature and long-term stability for 480 h. The crosslinked SPI films anchored to electrode substrate could be a promising material for the fabrication of efficient humidity sensors with superior characteristics compared to the commercially available sensors.

• Korea Journal of Hospital Management
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• v.17 no.1
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• pp.1-22
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• 2012

This study tires to examine affects that job and socio-psychological stresses of female office workers influence job satisfaction, organization commitment, and leaving intentions. A complete data are collected by conducting a survey with 240 female office workers from 9 medical institutions regarded as almost general hospital in Seoul. It is analyzed that the relation between socio-psychological stress and job satisfaction, organization commitment, and leaving intentions by using t-test; analysis of variance; correlation analysis; principal component analysis; linear structural equation modeling; etc. The results of this study are summarized as following. First, as it was comprehended by specific characteristics of subjects that the female office workers' level of job and socio-psychological stress, job satisfaction, organizational commitment, and leaving intention, there were statistically significant distinctions from their age, marital status, presence of children, position in the organization, type of employment, and monthly average income. Second, this study regarded relationship between the female office workers' level of job and socio-psychological stresses, job satisfaction, organizational commitment, and leaving intention. Job and socio-psychological stresses were negatively correlated with job satisfaction and organizational commitment, but the stresses were positive with leaving intention. Third, after evaluating effect that 8 features related to the job stress could influence job stress, the most effective valuables were in order to unfairness in organizational structure, workplace culture, inadequate compensation, and relationship conflict. Fourth, when looking at the overall effects of the job and sociopsychological stresses on job satisfaction, organizational commitment, and leaving intention, work autonomy was the most influencing factor of work stress levels. The level of the job stress seemed to be a prevalent impact on the leaving intention and it showed the most negative relationship that path coefficient from leaving intention to organizational commitment and also from organizational commitment to job satisfaction. Based on these findings, it can be defined that the job and socio-psychological stresses strongly influence job satisfaction, organizational commitment, and leaving intention.