• Proceedings of the Korean Society of Computer Information Conference
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• 2018.01a
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• pp.153-154
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• 2018

전 세계 모바일 게임 소비 시장의 증가와 사용자들이 지속적으로 증가하는 반면 랜섬웨어와 같은 악성 프로그램들이 악의적인 목적을 위하여 모바일게임 시장에 피해를 주는 사례들도 지속적으로 증가하는 것도 사실이다. 본 논문에서는 모바일 게임을 이용한 악성코드 위협으로부터 보호하기 위하여 4차 산업의 가장 핵심 기술인 인공지능의 학습기술에 악성코드 분석기술을 연계시켜 새로운 모바일 악성코드 탐지와 속도를 향상시키는 기술의 필요성을 제시한다.

• Journal of Korean Home Economics Education Association
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• v.29 no.1
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• pp.125-143
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• 2017

This program aimed at preparing the pre-service teachers to teach about North Korean family life culture to secondary school students, by promoting the understanding and acceptance of cultural differences between the two Koreas. Based on the literature review, the educational contents were developed to reflect general aspects of North Korean family life. The program was implemented with 35 undergraduate students in a home economics teacher education program. The program consists of 15 units of 150-minute instructional sessions. The first three introductory sessions dealt with the definitions of family life culture and multiculturalism, as well as a historical review of South-North relationship. The following nine sessions were devoted to North Korean family life culture in five different domains: consumption and leisure, family and child-caring, food and dietary life, housing and neighborhood life, and clothing/fashion. During the final two weeks, pre-service teachers conducted mock-teaching. For evaluation, pre- and post-session scores on general teaching efficacy and understanding of cultural differences were compared using paired t-tests. The pre-/post-test results confirmed that the program was successful in promoting the understanding and acceptance of cultural differences between two Koreas of pre-service teachers.

• Journal of the Korean Society of Food Culture
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• v.22 no.4
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• pp.503-510
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• 2007

The nutrient intakes of elementary, middle and high school children whether participate the school milk program or not, were assessed by estimating meals provided for one month. The schools were selected at random all around the country, and were 52 and 32 schools which were participating and non-participating in the school milk supplying program, respectively. Overall, the students, were enrolled schools with participating in milk program, intake higher energy, protein (p<0.01), lipid, sugar, Ca(p<0.001), P (p<0.001), Fe, K, Vit A and cholesterol compared to those of students were enrolled schools of non-participating, statistical significantly. The calcium intake of students participating in school milk program (PMP) about 1.5 times higher than those of students in the schools of non-participating milk program (NPMP), especially. The calcium intake of student were $24{\sim}28%$ and $43%{\sim}51%$ of RDA in PNP and NPNP students, respectively. Therefore, the calcium intake quantities of students, were provided with the school lunch without milk, were low-end limit of RDA. Considering the school lunch with the Koreanstyle foods mostly, the milk supplying were solved this problem. Especially, the difference of the nutrients intake which were followed in the case PMP which will consider an average 15-20% food left, magnification of milk supplying program in schools may help more growth of children, so the expansion of milk supplying programs in the schools were demanded, urgently.

• The Journal of the Korea Contents Association
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• v.20 no.10
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• pp.424-435
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• 2020

The study was descriptive survey research for establishment of patient safety culture in small and medium-sized hospitals as providing baseline data of educational program regarding safe medication and prevention of near miss on medication, checking influencing factors of nurses near miss experience on medication in small and medium-sized hospital. The collected data was analyzed by SPSS/WIN 20.0 program to obtain mean, frequency, x²-test, independent t-test, one-way ANOVA, logistic regression. The influencing factors of near miss experience on medication was working department and patient safety culture among general characteristic. The nurses who were working in general ward had lesser chance to experience near miss rather than nurses working in special department (Odds ratio:2.23, 95%, Confidence Interval: 1.07~4.67, p=.032). The 1 point higher in patient safety culture, the lesser chance to experience in near miss (Odds ratio: 2.24, 95% Confidence Interval: 1.02~4.95, p=.045). To sum up the result of this study, nurses working in special department had higher chance to experience near miss rather than nurses working in general wards. The higher patient safety culture awareness was the lower near miss was experienced. Thus, miss surveillance system for improvement of nurses' patient safety culture awareness should be developed. Moreover, educational program for medication considering nurses' career and department' character should be requested with simulation training considering and theory education.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.29 no.3
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• pp.298-309
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• 2019

Objectives: This study aimed to investigate stages of safety and health culture change through a reflection on 40 years of hearing conservation history at a multinational company. Methods: The target workplaces were multinational companies with more than 1,000 employees. The research used the clinical case study and system analysis methods based on direct observation of the research from 1994 to 2009. The latter method performed an analysis of the equilibrium state of the cross-section in the given period and the longitudinal profile of the change during the given period. Results: The stages of cultural change are divided into five stages and summarized as follows. In the first stage, workplace noise was not widely recognized as a hazard, while in the second stage, the measurement of noise levels and audiometric testing were conducted under the Korean Occupational Safety and Health Act (KOSHA). The driving force for change in the second stage was the amendment of the KOSHA. In the third stage, noise came to be recognized as a hazard factor through awareness training. The driving force of change during the third stage was the strong executive power exerted by the audit of the industrial hygiene program from the US head office. In the fourth step, there was a change to actually reduce noise. The driving force in this stage was a change in company executives' risk perception resulting from lawsuits over noise-induced hearing loss and the task force team activities for culture change based on the action learning protocol. At the fifth stage, a 'buy quiet policy' was institutionalized. The management's experience that noise reduction was difficult was the motivation to manage noise from the time of purchase of equipment. Conclusions: The activities of a hearing conservation program are determined by the improvement of the legal system and by the way it is enforced. Noise control activities to reduce noise areas may be possible through the shared risk perception of noise-induced hearing loss and by a change agent role as a facilitator to implement noise control.

• Journal of Korean society of Dental Hygiene
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• v.16 no.6
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• pp.863-877
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• 2016

The study aimed to investigate the influence of perceived patient safety culture on patient safety management activity in the dental hygienists. Methods: A self-reported questionnaire was completed by 292 dental hygienists in Seoul, Incheon and Gyeonggido from March 1 to April 8, 2016. The questionnaire consisted of general characteristics of the subjects (9 items), patient safety culture (44 items), and patient safety management activity (25 items) by Likert 5 point scale. Data were analyzed by t test, one way ANOVA, stepwise multiple regression test, and post-hoc Tukey test using SPSS 18.0 program. Results: The perceived patient safety culture was 3.50 on average. Entire organization was the highest score (3.68) and followed the communication process (3.55), the environment of work unit (3.47), the attitude of supervisor/manager (3.45), and the frequency of events reported (2.98). The average of patient safety management activity was 3.71. As for the factors of patient safety culture on patient safety management activity, communication process was the most influential factor (${\beta}=0.268$), and followed the entire organization (${\beta}=0.265$), the environment of work unit (${\beta} =0.166$), the frequency of events reported (${\beta}=0.104$), and among the control variables. Work place proved to be the only significant variable. Conclusions: In order to promote patient safety management activity of dental institutions, the patient safety culture should be created and established. The influence of communication process and patient safety culture at entire organization level was huge. So the environment of work unit and the perceived patient safety culture in the process of reported events were influencing factors. The strategy for patient safety management activity should be considered because of low level of perceived patient safety culture.

• Journal of Korean Society for Quality Management
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• v.48 no.1
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• pp.29-50
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• 2020

Purpose: Targeting the members of manufacturing and Service industry Quality Control team this study is going is to carry out research about whether the outcome of OCB(Organizational Citizenship Behaviors) and organization can be brought about by organizational culture that is suitable for them. this study tries to identify the direct･indirect causal relationship between these variables and OCB by selecting organizational culture as a leading variable and job satisfaction as a parameter. Methods: SPSS 22.0 was used for data analysis and AMOS 18.0 statistical program for structural equation model analysis. For the descriptive statistics this study verified reliability analysis, feasibility analysis, structural equation model analysis, research hypothesis, and mediating effects. Results: As a result of path analysis estimating the regression coefficients for the linear structure analysis of the correlations between variables for the hypothesis verification, the rational culture among the organizational culture types of the manufacturing Quality Control team showed a positive (+) effect on the job satisfaction, and hierarchical culture has negative(-) effect on job satisfaction. Conclusion: This study suggested that the composition and friendly behavior of desirable organizational culture has a very close relationship in connection between job satisfaction and OCB by examining the causal relationship between OCB for improvement activities for organizational culture by establishing the organizational culture and job satisfaction of the manufacturing Quality Control team.

• Korean journal of food and cookery science
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• v.32 no.2
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• pp.233-243
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• 2016

Purpose: This study aims to investigate and explain the influence of personal characteristics on female immigrants' perception and attitude towards the Korean food culture. Methods: Exploratory research was performed by conducting a self-administered survey. A purposive sampling method was used to recruit 289 participants to determine their level of information awareness, perception and familiarity with Korean food culture. Results: Female immigrants' mean FNS score was 3.70. FNS score decreased in women from Northeast Asia, women who received higher education, and in urban women. The level of information awareness of Korean Food culture was 3.47, which was above average. Women from Southeast Asia had a higher level of awareness about cooking methods and table setting. Females living in the countryside and those who had lived for more than 7 years in Korea had higher levels of information awareness than other groups. Women from Southeast Asia perceived that Korean food is spicy; on the other hand, women from Northeast Asia discerned that Korean food is pungent and is prepared scientifically. The neophilic group more positively recognized Korean foods based on taste and nutritional value than did the neophobic group. Subjects living in the countryside were more likely to evaluate nutritional value, scientific aspects and artistry higher. The research also found that the neophilic group and immigrants who had lived for more than 7 years in Korea were significantly correlated with the familiarity with Korean food culture. Conclusion: The findings provide an initial step towards developing a customized education program for female marriage immigrants to adapt and to become familiar with Korean food culture with a comprehensive understanding of personal traits for accepting a new food culture.

• Korean Journal of Occupational Health Nursing
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• v.33 no.1
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• pp.26-35
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• 2024

Purpose: This study aumed to identify the effects of job satisfaction, nursing organizational culture and social support on intention retention among general hospital nurses. Methods: The subjects were 254 nurses working in one general hospital. Data were collected from January 1 to 30, 2023. Data were analyzed by t-test, ANOVA, Pearson correlation, and multiple regression analysis using the SPSS/WIN 25.0 program. Results: (a) In this study, the mean value of job satisfaction was 3.07±0.43, relation-oriented culture was 3.45±0.51, hierarchy-oriented culture was 3.39±0.49, task-oriented culture was 3.35±0.48, innovation-oriented culture was 3.00±0.46, social support was 3.75±0.49, and intention retention was 4.98±1.39. (b) Intention retention had a positive correlation with job satisfaction (r=.41, p<.001), social support (r=.29, p<.001), innovation-oriented culture (r=.29, p<.001), relation-oriented culture (r=.20, p=.001), and hierarchy-oriented culture (r=.18, p=.002). (c) Factors that affect intention retention include job satisfaction (β=.41, p<.001), Working type (Non-shift) (β=.18, p=.001), Nursing job selection (Recommendation, employment) (β=-.16, p=.003), and the explanation power was 23.1% (F=9.43, p<.001). Conclusion: Our study shows that job satisfaction plays a significant role in the intention retention of nurses. It is important to strengthen job satisfaction to increase the retention of nurses. The results of this study may serve as basic data for the development of strategies to improve intention retention in nurses.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.2
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• pp.129-145
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• 2005

Purpose: This research was, by investigating the relations between the cultural types of a nursing organization in military hospital and performance, to ascertain the cultural types to be able to improve performance. Method: The date were gathered from 255 nurse officers who were in 19 military hospitals by using the self-report type of questionnaire. The period of data collection was from April 20, 2003 to July 15, 2003. For this research, the following tools were used: the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment. For data analysis the SPSS Win 12.0 program was used. Result: 1) Most of the cultural types of a nursing organization in military hospital is Relation-oriented. 2) In the relation between general the characteristics of subject and the organizational cultural type, there was a difference in the innovation-oriented, relation-oriented, hierarchy-oriented, and task-oriented culture according to nurse officers careers, hospital types, year in hospital, marital status, and unit(p<0.05). 3) In the relation between general characteristics of subject and organizational performance, there was a difference in the job satisfaction, affective commitment, transactional commitment, and normative commitment according to nurse officers careers, education, madrigal status and unit(p<0.05). 4) In the relationship between the of a military hospital were correlated with the type of each culture(p=0.00), 5) In the relation between the organizational culture type of military hospital and its performance, there was a positive correlation among job satisfaction and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with job satisfaction(p<0.05). There was a positive correlation among affective commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with affective commitment(p<0.05). There was no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture. The types to have an influence upon nurse officers' job satisfaction were relation-oriented culture and innovation-oriented culture(p=0.00). And relation-oriented culture and innovation-oriented culture were major variances for affective commitment and only relation-oriented culture was influential variance for normative commitment(p=0.00). Conclusion: The organizational culture type was found which had an influence upon nurse officers' job satisfaction and organizational commitment. These result are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.