• Korean Journal of Environment and Ecology
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• v.23 no.5
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• pp.447-459
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• 2009

This study is intended to provide basic date for the efficient management of Pinus densiflora community by analyzing ecological characteristics of Pinus densiflora inhabiting Byeonsanbando National Park. According to investigations, P. densiflora community and P. densiflora-Quercus community are widely distributed, occupying 40.3% of the total area. 21 sites ($400m^2$per site) are selected for TWINSPAN analysis, and the result indicates that the whole community of P. densiflora and P. densiflora-Quercus can be classified into 8 types, and the age of P. densiflora is 40-50 years, which is similar to that of deciduous broad-leaved trees. The 8 community types are: P. densiflora community which competes with Quercus variabilis; P. densiflora community in which Fraxinus sieboldiana and Quercus serrata grow in the understory layer; P. densifloa community in which Q. serrata grow in the understory layer and Smilax china var. microphylla in the shrub layer respectively; P. densifloa community in which P. densiflora and F. sieboldiana grow in the understory layer; P. densiflora community which competes with Q. serrata and Carpinus tschonoskii; P. densiflora community which competes with Q. variabilis and Q. serrata; P. densiflora community in which Prunus sargentii grow; P. densiflora community in which Abies holophylla grow. P. densiflora community which competes with Q. variablis and C. tschonoskii seems to be in a stage of succession to deciduous broad-leaved community. The analysis indicates that Shannon diversity index is 0.2756-1.3879. It also indicates that there is a negative correlation between P. densiflora and Q. variabilis and C. tschonoskii; there is a positive correlation between P. densiflora and F. sieboldiana and Rhododendron schlippenbachii. These investigations show that the transformation of vegetation is already under way. There is a possibility that ecological succession can take place in 30.4% of the total area from P. densiflora to Quercus and deciduous broad - leaved trees. Therefore, it is recommended that the preservation and maintenance of P. densiflora be implemented by taking control of competing species which undermine the stability of P. densiflora forest community.

• Korean Journal of Plant Resources
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• v.34 no.4
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• pp.346-361
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• 2021

The range of D. spathulata identified in this survey was between N 35° 24' 58" ~ N 35° 26' 35", E 129° 05' 43" ~ E 129° 07' 04". It is located at an altitude of 98~592 m. The soil pH was strongly acidic in the range of 4.2~4.9, with a canopy openness of 18.56% and a chlorophyll index of 36.74 ± 2.80. As a result of the TWINSPAN analysis, 20 plots of 100 m² each were divided in 4 communities: Pinus densiflora community, Quercus monglica-Diabelia spathulata community, Quercus serrata-Diabelia spathulata community and Carpinus tschonoskii subassociation. The result of species diversity was 0.7615, and evenness and dominance were found to be 0.6077 and 0.3923, respectively. The height of D. spathulata is up to 3.4 m, and the average height is 1.1 m, with most of the species distributed as shrubbery and herbaceous. The average population density of the 20 plots was 1.635 individuals/m², the height range of flowering was 1.0 ~ 1.8 (aver. 1.39 m) and the rate of flowering was 27.37%. It's propagation pattern was mainly formed by extending the rhizome to the side, creating a colony of ground stems.

• Korean Security Journal
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• no.48
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• pp.9-33
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• 2016

The purpose of the present study was to find out cause-and-effect relationship between job requirements and job resources, with job burnout as a mediator variable, and the effects of these variables on organizational effectiveness. The population in the present study was private security guards employed by 13 private security companies in Seoul and Gyeonggi-do areas, and a survey was conducted on 500 security guards selected using purposive sampling technique. Out of 460 questionnaires distributed, 429 responses, excluding 31 outliers or insincere responses, were used for data analysis. For analysis, data were coded and entered into SPSS 18.0 and AMOS 18.0, which were used to analyze the data. Descriptive analyses were performed to find out sociodemographic characteristics of the respondents. The exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were used to test the validity of the measurement tool, and the Cronbach's Alpha coefficients were calculated to test the reliability. To find out the significance of relationships among variables, Pearson's correlation analysis was performed. Covariance Structure Analysis (CSA) was performed to test the relationship among latent factors of a model for job requirements, job resources, job burnout, and organizational effectiveness of the private security guards, and the fitness of the model analyzed with CSA was determined by the goodness-of-fit index ($x^2$, df, p, RMR, GFI, CFI, TLI, RMSEA). The level of significance was set at .05, and the following results were obtained. First, even though the effect of job requirements on job burnout was not statistically significant, it had a positive influence overall, and this result can be considered such that the higher the perception of job requirements by the member of the organization, the higher the perception of job burnout. Second, the influence of job resources on job burnout was negative, which can be considered that the higher the perception of job resources, the lower the perception of job burnout. Third, even though the influence of job requirements on organizational effectiveness was statistically nonsignificant, it had a negative influence overall, and this result can be considered that the higher the perception of job requirements, the lower the perception of organizational effectiveness. Fourth, job resources had a positive influence on organizational effectiveness, and it can be considered that the higher the perception of job resources, the higher the perception of organizational effectiveness. Fifth, the results of the analysis between job burnout and organizational effectiveness revealed that, even though the influence of job burnout on organizational effectiveness was statistically nonsignificant, it had partial negative influences on sublevels of organizational effectiveness, and this may suggest that the higher the perception of job burnout by the organization members, the lower the organizational effectiveness. Sixth, the analysis of mediating role in the relationship between job requirements and organizational effectiveness, job burnout was taking partial mediating role between job requirements and organizational effectiveness. These results suggest that reducing job burnout by managing job requirements, organizational effectiveness that leads to job satisfaction, organizational commitment, and turnover intention can be maximized. Seventh, the analysis of mediating role in the relationship among job requirements, job resources, and organizational effectiveness, job burnout was assuming a partial mediating role in the relationships among job requirements, job resources, and organizational effectiveness. These results suggest that organizational effectiveness can be maximized by either lowering job requirements or burnout management through reorganizing job resources.