• Journal of Preventive Medicine and Public Health
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• v.3 no.1
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• pp.97-110
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• 1970

This survey was conducted to evaluate not only the present status of health center directors-their personal histories, their will to private practice in the future, their responses to governmental policies, -but also the distribution of doctorless myons, budget and subsidy, and director's opinions to the enhancement of health center activities. This survey questioned 116 health center directors and 16 health personnel from August to October of 1970 and obtained the following results; 1) The average ages of directors of kun, city, and total health centers were $43.2{\pm}7.8,\;42.1{\pm}7.7,\;and\;42.9{\pm}10.3$ respectively. 2) The average family sizes of directors of kun, city, and total health centers were $5.6{\pm}2.7,\;5.6{\pm}2.1,\;and\;5.6{\pm}2.6$ respectively. 3) Directors holding M. D. degrees were 79.3%, those holding qualified M. D. degrees ('approved director') were 20.7%. 4) M. P. H., M. S., and Ph. D. holders were 6.0%, 6.1%, and 4.3% respectively. 5) The average duration of present directorship in kun and city were 30.2 months and 20.4 months respectively. 6) The majority of directors had been employed in related fields before assuming current position : directorship at other health center 26.7%, army 22.4%, health subcenter 21.6%, private practice 19.0%. 7) Average length of directorship is 41.8 months. Average length of public health career, including health subcenter and present position, is 56.5 months. 8) Both rural and urban experience in health centers for regular directors is 16.3% and for approved directors, 12,5%. A total of 15.5% of all survey directors had experience in both rural and urban health center. 9) A total of 70.7% of health center directorships were staffed by local doctors. 10) Nearly 40% wanted to quit the directorships within 3 years and 60.3% had already experienced private practice. 11) Of the regular directors 17.4% felt strongly about devoting their lives to public health fields, but only 4.1% of the approved approved directors felt so. 12) There wire 432 doctorless myons among 996 respondent myons and 4.5 doctorless myons per kun. 13) The percentage of doctorless myon by Province are as follows, Cholla buk-do 57.2%, Cholla nam-de 55.0%, Kyungsang nam-do 52.0%, Kyungsang buk-do 49.7%, Chungchong but-do 42.4%, Kyonggi-do 32.9%. Cheju-do 30.8%, Kangwon-do 25.8%. 14) Two thirds of health critters have experienced the abscence of the director for a certain period since 1966 and the average span of the abscence was 18.2 months. 15) The percentage of doctorless myons increased proportionally with the span of the director's abscence. 16) The average budgets of health centers, kun, city and ku, were $W15.03\;million{\pm}W4.5\;million,\;W22.03\;million{\pm}W17.80\;million,\;W13.10\;million{\pm}W7.9\;million$ respectively. 17) Chunju city had the highest health budget per capita(W344) while Pusan Seo ku had the lowest(W19). 18) Director's medical subsidies are W30,000-50,000 in kun, and roughly W20,000 in city. 19) The older of priority in health center activities is T.B. control(31.1%), Family Planning and M. C. H.(28.0%), prevention of acute communicable disease and endemic disease (18.2%) and clinical care of patients(14.3%). 20) Nearly 32% opposed in principle the governmental policy of prohibiting medical doctors from going abroad. 21) Suggestions for immediate enhancing the position of director of health centers and subcenters: (1) Raise the base subsidy (48.2%), (2) Provide more opportunities for promotion (20.7%), (3) Exemption from army services(12.1%), (4) Full scholarship to medical students for this purpose only (7.8%). 22) A newly established medical school was opposed by 56.9% of the directors, however 33.6% of them approved. 23) Pertaining to the division of labor in Medicine and Pharmacy, the largest portion (31.9%) urged the immediate partial division of antibiotics and some addictive drugs to be given only by prescription. 24) More than half wanted a W70,000 level for the director's medical subsidies, white 36.2% stated W50,000. 25) Urgently needed skills in the kun are clinical pathologist (38.6%) and doctor (health center director) (25.5%); while in the city nurse (37.1%), doctors(clinical)(31.4%) and health educators(14.4%) are needed. 26) Essential treatment for the better health center administration; raising the base subsidy (22.7%), obtaining the power of personal management (19.3%) and the establishment of a Board of Health (14.3%). etc.

• The Korean Journal of Community Living Science
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• v.22 no.1
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• pp.181-194
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• 2011

The purpose of this study was to investigate the effect of the child care center director's transformational leadership on the organizational committment of the child care teachers. The research subjects were 292 child care teachers who worked in 43 facilities of the eastern part of Jeon Nam Province. The data analysis was performed by using SPSS Win 15.0 Program. The results of this study were as follows. First, the teachers rated the transformational leadership of the director as 2.39 points in a scale of 5 points which was recognized as a normal level. Among the transformational leadership categories, the category of vision setting was the highest and the category of setting an example was the lowest. Second, the level of organizational committment of the teachers is rated 3.70 points in a scale of 5 points. Among the organizational commitment categories, the category of normative committment was the highest and followed by the category of affective and continuance commitment. More transformational leadership was related to more organizational commitment from teachers.

• Korean Journal of Childcare and Education
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• v.16 no.2
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• pp.25-45
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• 2020

Objective: The purpose of this study is to explore daycare-center director's perceptons of recruitment and to understand how hire beginning teachers. Methods: One hundred twenty-five directors of daycare-centers in Seoul, Incheon, and Gyeonggi-do Province answered a questionnaire that was developed by researchers. The results were analyzed by frequency analysis, descriptive statistics and multiple response analysis through SPSS 18.0. Furthermore, 17 of the directors that participated in the study were given individual interviews by qualitative methods for research. Results: First, 56.8% of the directors felt difficulty to employ beginning teachers because of 'lack of information about them' and 'uncertainty of practice capability.' On the other hand, other directors of daycare-centers said that they hire them for 'high acceptance' and 'operational efficiency of the daycare-center.' Second, the main way to recruit teachers for daycare-centers is open recruitment, and through recommendations of acquaintances or through colleges in relevant fields. Professional talent and personal characteristics were important selection criteria for recruitment, and daycare-center directors used interviews, résumés, cover-letters, and demo classes for the hiring process. Primarily, most directors select candidates through résumés and cover-letters, and the final selection is completed by conducting interviews. Conclusion/Implications: In conclusion, this study can be useful to prepare beginning teachers for employment and for educating applicants.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.4
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• pp.469-476
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• 2005

Purpose: This study is to identify the effect of organizational characteristics on knowledge sharing in a general hospital nurses. Method: The objects of this study were 358 nurses who had worked in a general Hospital. Data were collected from May, 3rd to May, 10th in 2004 through questionnaire. Five structured Instruments were used to collect the data. Result: The knowledge sharing of nurses was the positive correlation with openness of communication, learning orientation, the support of director of nursing department, and application of information technology(r=.431${\sim}$.611, p=.000). The degree of nurse's knowledge sharing showed a significant difference according to nurses' education level, duration of working, duty shift, working field, position in Hospital(p=.05). Openness of communication appeared into a most important predictor in knowledge sharing of Nurses, and then was learning orientation, the support of director of nursing department, application of information technology in order(p=.000). All of these variables explained 55.1% of knowledge sharing of nurses. Conclusion: To increase knowledge sharing of nurses, nursing organization will have to make up organization culture of opening communication and learning orientation of nurse, promote up the support of director of nursing department and application of information technology.

• 한국정보디스플레이학회:학술대회논문집
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• 2005.07a
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• pp.415-418
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• 2005

To understand effects of carbon nanotubes (CNTs) dispersed in nematic liquid crystal (NLC) on electro-optic characteristic and orientation of the LC, we CNT-doped homogeneously-aligned NLC cells driven by in-plane field have been fabricated. The CNTs were aligned with a LC director from the initial state to below critical ac field, whereas the CNTs disturbed the LC director field above critical ac field. We observed motional textures in the form of vertical stripes in the local area between electrodes, which were associated with a deformation of the LC director orientation. This indicates that CNTs start vibrating three dimensionally with translational motion. Further, the hysterisis studies of voltage-dependent transmittance under dc electric field show that the amount of residual dc, which is related to image sticking problem in liquid crystal displays, is greatly reduced due to ion trapping by CNTS while keeping operating voltage and response time about the same compared to the un-doped LC cell.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.17 no.4
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• pp.70-75
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• 2009

According to the aviation statistics, tail strike incidents and accidents are cyclic. Although many tail strikes occurred during takeoff, these are less than during landing cases. Many cases are related on human factors. In my opinion it is possible to analyze the causes of takeoff tail strikes to some extent. There are major casual factors of tail strike during takeoff such as; (1) Mis-trimmed horizontal stabilizer (2) premature rotation prior to $V_R$ (3) Excessive pitch up rate during rotation (4) Improper use of the flight director. Among these causes improper use of flight director is excluded in this paper because it is recommended that pilot should use flight director after airborne. So I analyzed the other three causes as following. Firstly, because mis-trimmed stabilizer is related to center of gravity(CG), the relationship between stabilizer and CG is reviewed. Secondly, concerned premature rotation prior to $V_R$ I reviewed the background of rotation speed($V_R$) establishment and analyzed theoretically what speed leads to tail strikes. Thirdly, concerning excessive pitch up rate during rotation I analyzed what excessive pitch up rate can decrease ground clearance while using FDR data.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2006.05a
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• pp.628-631
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• 2006

This paper explains about the design, fabrication, and measurement of directional dipole antenna for MMDS. The proposed dipole antenna is an electric wave guide with a director at $\lambda/4$ distance and is also designed to have directivity. The high gain antenna is realized by using a reflector at $45^{\circ}degree$. The fabricated antenna shows the return loss of -35dB at the center frequency 2.06GHz and also has the bandwidth of about 310MHz (>15%) under the condition of VSWR<2. The gain of dipole antennas is 11.5dBi.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2000.08a
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• pp.173-181
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• 2000

Lockheed Martin has integrated and installed numerous AIS systems around the world as part of several VTS installation contracts and technology demonstrations for customers. Each of these systems incorporates specific customer requirements addressing differing objectives. This paper describes the capabilities and features of Lockheed Martin's current implementation of the Universal AIS system, and the experiences Lockheed Martin has had with earlier AIS and ADS (automated dependent surveillance) system installations. Specific examples are provided for an amphibious landing exercise with the US Army; installations at a Middle-East Oil port; technology demonstrations in New York Harbor, USA; river systems in New Orleans, Louisiana, USA; and coastal applications in the Gulf of Suez. The paper closes a brief overview of the most recent activity, the Turkish Straits VTMIS project that requires Universal AIS installations. The evolution of the technology and lessons learned will be discussed in the context of these examples. The perspective will be on Lockheed Martin's experience working with different customers to integrate AIS technology into a larger VTS or Port Information System. It will also discuss, from the practical side, how AIS information is used by a variety of maritime organizations with differing needs and information objectives.

• Proceedings of the Korean Institute of Electrical and Electronic Material Engineers Conference
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• 2005.07a
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• pp.518-519
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• 2005

We have studied the transmittance of fringe-filed switching(FFS) using a liquid crystal with positive dielectric anisotropy. Generally, FFS having positive dielectric anisotropy has less transmittance than FFS using negative dielectric anisotropy. FFS mode transmittance depends on horizontal director deformation, however fringe filed is composed of vertical and horizontal field. Vertical field in the middle of electrode suppresses the transmittance of FFS mode, especially when we use positive one. So, it is important to prevent the LC director from the effect of vertical field. We changed the splay elastic constant and checked the transmittance. The transmittance of FFS having positive dielectric anisotropy was improved. Less tilted LC directors improve the transmittance of FFS using positive dielectric anisotropy. We can improve the transmittance by using LC which have high splay elastic constant when another LC properties are equal.

• The Journal of Asian Finance, Economics and Business
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• v.10 no.1
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• pp.31-40
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• 2023

This paper investigates the effect of independent directorship on the firm performance of Chinese listed companies under the impact of the global COVID-19 epidemic. The study starts by assessing the relationship between independent director-related characteristics and firm performance, then mines independent director characteristics variables, collects variable data, proposes reasonable hypotheses, and constructs a data model. 1597 companies listed on Shanghai and Shenzhen stock index, China, from 2020 to 2021 has been selected as the research sample. An empirical study on the relationship between independent directors' characteristics and firm performance was conducted using SPSS25. The results show that under the impact of the global COVID-19 epidemic, the proportion of independent directors on the board of directors, the age of independent directors, the remuneration of independent directors, and the overseas background of independent directors in Chinese listed companies have a negative relationship with the current firm performance, while the proportion of female independent directors and the part-time rate of independent directors do not have a positive effect on firm performance. The findings of this study strongly imply that independent directors' characteristics play a significant role in corporate governance and firm performance in Chinese listed companies and that the external environment has an impact on how well independent directors can carry out their duties.