• Journal of Digital Convergence
• /
• v.12 no.8
• /
• pp.501-513
• /
• 2014

The purpose of this study was to examine experiences of caring parents-in-law in Korea among daughters-in-law who are currently caring their parents-in-law while living with them, or have experienced such care-giving, and who have been married for at least 5 years. Daughters-in-law this study deals with are from three countries: Korean women, Chinese and Japanese women who immigrated to Korea by getting married with Korean husbands. To find out those women who can express their experiences clearly, this study used an intentional sampling method where this study asked the Multicultural Family Support Center to recommend five Chinese and five Japanese housewives who matched the following qualifications: those who have experiences of caring their parents-in-law at home, who have lived in Korea for at least five years, and who had no difficulty in expressing their opinions in Korean language. Korean married women were recommended by the neighbors. This study conducted in-depth interviews to those 15 housewives from Korea, china, and Japan. Before doing the interview, this study gave explanation of the contents and aims of this study to those interview participants over phone, and got the written consent from each of the women. To analyze the interview data, Colaizzi's phenomenological method was used. The emergent themes identified in the findings were as follows: 'positive perception of traditional nature of filial duty', 'help and encouragement by those who are nearby', 'exhausting marriage life', 'Korean family culture that is hard to adapt to', and 'unreasonable male-focused patriarchal culture.'

• Journal of the Korean Dietetic Association
• /
• v.19 no.3
• /
• pp.265-286
• /
• 2013

The present study was conducted to develop a standardized job description for clinical dietitians working in hospitals. A developing curriculum (DACUM) method was used for the job analysis of clinical dietitians. Based on DACUM analysis with 14 members, including clinical dietitians and professors majoring in clinical nutrition and job analysis, information on the duties, tasks, and task elements of clinical dietitians was determined. To verify the job descriptions derived from DACUM analysis, a total of 46 tertiary and general hospitals with over 500 beds were recruited for the survey. The final developed job description for clinical dietitians included 7 duties, 27 tasks, and 93 task elements. The duties consisted of nutritional assessment, nutrition diagnosis, nutrition intervention, nutrition monitoring evaluation, consultation cooperation, nutrition research, and self-development. The mean scores of perceived importance, performance, and difficulty on the clinical dietitian's task elements (out of a maximum score of 5.0) were 4.5, 3.7, and 3.5, respectively, with significant differences between the items (P<0.001). The perceived importance and performance grid of clinical dietitian's tasks showed that "construction and maintenance of collaboration" (E2) and "activity of quality improvement" (F1) received relatively low scores for performance despite their high importance scores; thus the performance of these tasks requires significant improvement. In conclusion, the job descriptions of clinical dietitians developed from this study are useful for the qualitative improvement of clinical nutrition services in hospitals.

• The Journal of the Korea Contents Association
• /
• v.16 no.10
• /
• pp.664-675
• /
• 2016

The purpose of this study was to identify the duties and tasks of pre-service health education teacher in elementary school using DACUM method. DACUM workshop was conducted for the fourth year nursing students located in J province who completed a health teacher teaching course and performed practical training course in elementary school. By carrying out DACUM workshop duties, tasks, task-specific importance, difficulty and frequency were analyzed, and were derived with the knowledges, skills, attitudes, tools, and future prospects on job requirements and characteristics. The derived job analysis information was verified the content validity from 6 field experts in school and 2 professors of education. Based on the result, DACUM chart was developed. DACUM chart was consisted of 6 duties and 24 tasks, knowledges, skills, and attitudes for job performance were derived. The result of study showed that health care in elementary pre-school health education teacher practicum was listed as the most important duty. Teaching and writing skills were presented to practice basically. Because the importance and role of the health teachers in school are considered necessary, it is considered to increase institutional support for the development of health education program and the improvement of educational environment.

• The Korean Journal of Emergency Medical Services
• /
• v.11 no.1
• /
• pp.27-40
• /
• 2007

Even now, 119 rescue services have dissatisfactory aspects in operation, system and equipments as discussed above, It is the most urgent subject to systemize rescue services so that they can be suitable for our status, for we will make 21C welfare state come true before long. So, this author suggest that the followings have to be raised to activate 119 rescue service. 1) Bring up experts and offer high-quality rescue service 2) Prepare more up-to-date equipments 3) Operate transfer joint organizations 4) Promote the ability to meet with a press at the time of rescue service activities 5) Adjust regulations related to rescue services 6) Make up for a countermeasure to traffic accidents of ambulances 7) Adjust regulations making it mandatory to establish heliport at the target on hospitals more than a defined scale 8) Install more rescue service teams 9) Educate and train officials belonging to briefing rooms, where the officials with long experiences are arranged 10) Minimize the time for rescue team to reach fields 11) Establish legal protection system for rescue the team Nowadays, our country operates the department of fire fighting and rescue services without great difficulty, even though the circumstances are bad - insufficient members and the inferior circumstances. All of the fire fighting officials are given heavy duties in bad circumstances, and so are the team of rescue service. The rescue service team, taking charge of some emergency medical system, do a fire fighting inspection as a non-duty service, though they are scanty of sleep due to prevention and protection services of the fire fighting service team. But, they can not engage in rescue services completely and have to deal with miscellaneous duties. So they can not offer professional emergency medical services. But now, almost every fire fighting organization, belonging to National Emergency Management Agency, are separating rescue services, which shows a lot of good results. People recognize rescue services to get better and better gradually and the demands for this rescue services increase. So, this is the best time when rescue service teams should offer qualitative services rather than quantitative services. The people will recognize this rescue service team to be an organization sacrificing and serving for them. However well institutes and operation systems should be established, the rescue service team can not come true their aim without strong wills that they will serve and sacrifice themselves for people from their hearts. In addition, it is essential for the officials in charge of policies about emergency medical services to have a concernment on and practice the policy without failure.

• The Journal of the Korea Contents Association
• /
• v.13 no.2
• /
• pp.400-411
• /
• 2013

OCB(organizational citizenship behavior) is a employee behavior that goes above and beyond the call of duty, that is discretionary and not explicitly recognized by the employing organization's formal reward system, and that contributes to organizational effectiveness. In a word, OCB has great potential as a organizational slack. As such, researchers have been showing great interest in the antecedents of OCB, and as a result, now we can meet so many antecedents of OCB from individual level variables to group or organizational level variables that are said to be important in explaining OCB. Additionally each of these variables is known to have its own sound logic and statistically significant effect on OCB. However the results of these studies are so fragmented that researchers have a great difficulty in drawing some meaningful or coherent conclusions. In this context, we try to applicate Q-methodology to find more coherent way of explaining the motives of OCB, and briefly speaking, we find four types of the motives of OCB, that is norm-based, instrumentality-based, trait-based, and avoidance-based type. Among these the last avoidance-based type is especially interesting, because we can't find any remarks on this type in the previous studies. The paper ends with suggestions for future research directions. We expect that these suggestions could be a foundation on which more developed and coherent OCB theories stand. We don't see this approach supplanting earlier efforts; rather we believe this can offer more detailed explanation in addition to those provided by other approaches.

• Journal of radiological science and technology
• /
• v.9 no.1
• /
• pp.51-63
• /
• 1986

We got the following results from the 324 radiologic technologists as we surveyed their working condition by using the questionaire, who were working in the medical institutions (general hospitals and doctor's clinics) situated in the area of Seoul city, Kyung ki-do and Chung-chong-do since June to December 1985. 1. Their daily average working time was almost within 10 hours (in 93.9% of general hospitals, 66.1% of clinics). 2. About the numbers of holidays, 85.5% of general hospitals have one holiday per week,41.3% of clinics have one holiday per week or 38.5% of clinics have one holiday per two weeks. 3. Duty appointment of radiologic technologists in the department of radiology is taking charge of each part after serving for a certain part for some period (42.8%), taking charge of the special part continually or by turns in other working parts (35.3%). On the other hand in the clinics they took charge of all parts continually (53.2%) or by turns with their own situations. (30.3%). 4. Their daily working amount is too much in 51.6% of general hospitals or 45.8% of clinics. 5. They answered it was hard in 81.4% of general hospitals or 43.1% of clinics about the degree of difficulty of their work. 6. Their monthly salary is higher in the clinics than in the general hospitals and higher in Seoul area than in Kyung-ki or Chung-chong area. 7. Their yearly bonus .ate is 400%-600% (69.2%) in almost general hospitals, 100%-300% (57.8%) in th. clinics. 8. Danger allowance is paid with the monthly salary in 62.8% of the general hospitals or 19.2% of clinics and license allowance is paid in 44.7% of general hospitals or in 12.8% of clinics. 9. Their initial salary (except bonus) is about 200,000 won (in 76.8% of general hospitals, in 67.8% of clinics). 10. Their salary is raised regulary every year in 52.6% of general hospitals, but it is irregulary in 73.4% of clinics. 11. Promotion system is managed in 48.4% of the general hospitals or in 14.7% of clinics. 12. Retirement allowance is assured in 96.9% of the general hospitals or in 63.3% of clinics. 13. Main cause of their retirement is moving to more paid hospitals, better hospitals in working condition or facilities, moving to another cities, to the hospitals with more opportunities of promotion or choosing other jobs etc. 14. Human relationship with doctors, nurses or co-worker technologists as a member of medical team appeared almost intimate and good.

• Korean Security Journal
• /
• no.32
• /
• pp.123-150
• /
• 2012

The purpose of this study was to seek practical intelligences for certain persons who wish to be a guard by studying for what practical public guards' recognition of organization and vocation is. The results of this study were as follows. First, Six study participants presented 'Respect within members', 'Atmosphere like family', 'Premium members', and 'Economic compensation & wealth of budget' as essential requirements for the best guard organization. Second, they also presented 'Systematic daily task & training', 'Exact selection system', and 'Strong cohesion & teamwork' as strong points of their organization. Third, they mentioned 'Internal evaluation system', 'Lack of education contents', and 'Limited position circulation' as weak points of their organization. Fourth, they mentioned that they feel encouraged itself as they work in the best guard organization, while they were skeptical when the citizens did not cooperate with them and they were not fully rewarded for their injury. Fifth, they expressed 'Difficulty of business cooperation', 'Unstable living patterns', 'Inconsistent assessment', and 'Continuing tension' as difficulties for performing the duties and stress causes. Lastly, they recognized of job security and self-esteem as they work in the best guard organization as advantages of a job, while they recognized of controlled life, low salaries and welfare level compared to duty importance and risks as disadvantages of a job. Consequently, students who wish to be a guard should consider job and organization attributes and set their career goals refer to these results.

• Journal of the Korea Institute of Information and Communication Engineering
• /
• v.18 no.9
• /
• pp.2280-2288
• /
• 2014

The conventional dimming control methods of LED (Light-emitting dioades) include Analog, PWM (Pulse Width Modulation), and FM (Frequency Modulation) Control. Analog dimming is controlled by adjusting forward current of Power LED. Although Analog dimming is possible to control linearly the brightness levels on a whole range (0%~100%), it comes into existence a variation of wavelength by changing the Power LED's forward current. PWM dimming has achieved by varying in duty of full current flowing to the Power LED. Generally, PWM dimming doesn't make variation of wavelength but have difficulty with adjusting the linear brightness level between 0% and 10%. FM dimming method is on the same wavelength as PWM dimming, however, it has problem of flickering at low level of dimming. This paper propose a efficient dimming control method of Power LED in order to overcome the disadvantages of the above mentioned methods. We apply to Analog method in low level of dimming control and use PWM method in dimming range from 10% to 100%. For the experiment, we design and implement a circuit and test the proposed method. Consequently, we can control the linear brightness of Power LED across the whole range and get the constant wave at different dimming level. The experimental results show the benefits of the proposed method.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.17 no.9
• /
• pp.133-140
• /
• 2016

The Ministry of Land, Infrastructure and Transport has introduced low-floor buses, which are convenient for passengers getting on and off the bus and for the handicapped. The standard bus model is 11 m long and uses compressed natural gas (CNG). However, this model has drawbacks in narrow rural road conditions such as those in farming and fishing villages and mountainous areas, as well as difficulty in refueling since CNG facilities are not readily available. In this study, running resistance values were obtained by coasting performance tests on actual roads using a Tata Daewoo LF-40 model with three different weight conditions: curb vehicle weight (CVW), half vehicle weight (HVW), and gross vehicle weight (GVW).The test methods include WHVC, NIER-06, and constant-speed driving at 60 km/h. These tests were used to measure the fuel economy of vehicles other than the target vehicles to obtain the combined fuel economy. The energy efficiency was highest in the case of CVW. In the WHVC mode, the fuel consumption rates of HVW and GVW were typically 3.5% and 12% higher than that of CVW, respectively. In constant-speed driving, the fuel efficiency of HVW was higher than that of CVW. Further research is required to analyze the exhaust gas data.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.20 no.10
• /
• pp.415-424
• /
• 2019

In this paper, a minimum rotation radius was designed and fabricated to overcome the threshold so that elderly or disabled people who have difficulty moving can move and transfer safely and conveniently in a narrow room. In the indoor environment, where the sedentary culture develops, this study aimed to provide convenience for passengers with fracture diseases, geriatric diseases, and other knee and waist diseases. First, links, seats, armrests, covers, motors, batteries, chargers, controllers, etc. were attached to the frame so that they could be moved and lifted indoors. The product design and structure were designed considering the user's environment and physical characteristics, and IoT functions were added. A driving experiment was performed to confirm the operating performance of the manufactured indoor moving and lifting wheelchair. The performance tests, such as continuous running time, turning radius, maximum actuator load, maximum lift height, sound pressure level, minimum sensing distance of the driving aid sensor, interworking of server and app programs, device compatibility, and duty cycle error rate, were performed. As a result of the test, the built-in wheelchair could achieve the performance test target of each item and operate successfully.