• 한국환경복원기술학회지
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• 제25권3호
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• pp.29-45
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• 2022

For biodiversity conservation, the importance of beta-diversity which is changes in the composition of species according to environmental changes has become emphasized. However, given the systematic investigation of species distribution and the accumulation of large amounts of data in the Republic of Korea(ROK), research on the spatialization of beta-diversity using them is insufficient. Accordingly, this research investigated the applicability of the Generalized Dissimilarity Modeling(GDM) to ROK, which can predict and map the similarity of compositional turnover (beta-diversity) based on environmental variables. A brief overview of the statistical description on using GDM was presented, and a model was fitted using the flora distribution data(410,621points) from the National Ecosystem Survey and various environmental spatial data including climate, soil, topography, and land cover. Procedures and appropriated spatial units required to improve the explanatory power of the model were presented. As a result, it was found that geographical distance, temperature annual range, summer temperature, winter precipitation, and soil factors affect the dissimilarity of the vegetation community composition. In addition, as a result of predicting the similarity of vegetation composition across the nation, and classifying them into 20 and 100 zones, the similarity was high mainly in the central inland area, and tends to decrease toward the mountainous areas, southern coastal regions, and island including Jeju island, which means the composition of the vegetation community is unique and beta diversity is high. In addition, it was identified that the number of common species between zones decreased as the geographic distance between zones increased. It classified the spatial distribution of plant community composition in a quantitative and objective way, but additional research and verification are needed for practical application. It is expected that research on community-level biodiversity modeling in the ROK will be conducted more actively based on this study.

• 임상간호연구
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• 제22권3호
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• pp.314-326
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• 2016

Purpose: The purpose of this study was to understand the experience of emotional labor of clinical nurses in medical institutes. Methods: A total of 26 nurses from 11 hospitals participated in the study. Six focus groups were organized and 4 to 5 nurses took part in each group. The compositional factors of groups included clinical experience, age, gender, work place and position. Data collection was conducted through focus group interview and it was proceeded by the time of data saturation. In this qualitative study, content analysis was conducted. Results: Five themes, 14 categories, and 33 subcategories, were emerged. The themes were 'Restrain themselves', 'Communion to the patients', 'Working environment provoking emotional tension', 'Respond to emotional events', 'Recovery of emotional energy'. Conclusion: Results indicated that surface acting of emotional labor such as, repression of personal desire and presenting the emotions that the organization ask nurse to express was related to psychosomatic symptoms, depression, burnout, poor job performance, increased mistakes, and low job satisfaction which eventually leads to nurses' turnover. In order to reduce negative influence of emotional labor, it is necessary to build positive organizational culture, to provide support from managers and co-workers. It is also important to improve work environment in order to do more deep acting since sharing emotions with patients can reduce the negative influence of emotional labor.

• 간호행정학회지
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• 제20권5호
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• pp.469-480
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• 2014

Purpose: This study was conducted to explore clinical nurses' experience of positive organizational culture in order to provide data for effective strategies of acquisition and retention of competent nurses. Methods: In this qualitative study, interviews with four focus groups of four to six nurses, 19 in total, were held. Compositional factors in groups included clinical experience, age, work place, and position. Interviews proceeded until data were saturated. Results: Fifteen sub-themes, categorized into six themes, emerged. Positive organizational culture themes included "Helping nurses to be organization members", "Allowing nurses to communicate with one another", "Helping nurses take an initiative to lead organization", "Having competent leader take charge of organization", "Enabling nurses to achieve organizational changes", and "Leading nurses to accomplish organizational performance." Conclusion: Results indicate that positive organizational culture is related to increases in occupational satisfaction and decreases in turnover through supportive organizational culture which makes it possible to reinvest expenses required for training new members to promoting quality growth in the organization and the prestige of professional nurses. In order to improve occupational satisfaction and sustained growth in nurses, it is necessary to provide nurses with positive work environments and require members to make active efforts leading to strategic changes.