• Science of Emotion and Sensibility
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• v.18 no.3
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• pp.63-70
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• 2015

This study identified heart response of participants while listening to sounds which have 1/f fluctuations with exponent ${\alpha}$ gradient. The participants were engaged in emotional stress work. Prior studies related to 1/f fluctuation sound have reported that sound source can alleviate psychological and physiological state of users. Subjects of this study were exposed to sound with three levels of ${\alpha}$ gradient. Heart response of subjects were measured with Photoplethysmography(PPG) sensor simultaneously. The dependent variables of this study were beat per minute(BPM), very low frequency percent of pulse rate variability (VLF percent), the standard deviation of all normal RR intervals (SDNN), and high frequency power(HF power). Subject showed arousal response when exposed to sound with exponent ${\alpha}$ gradient of 3 whereas the sound with exponent ${\alpha}$ gradient of 1 and 2 resulted in relax effect. The characteristic of 1/f fluctuation sounds can be applied to alleviate stress for employers under emotional labor.

• Korean Institute of Interior Design Journal
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• v.13 no.5
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• pp.82-89
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• 2004

Today, people are bombarded with information, high-technology and multimedia. With that in mind, museum can no longer attract visitor with traditional concept, so it must find some solution or stimulation to attract their attention back. New museum is becoming a experimental space for new culture, new education, and most of all a place to fulfill one's satisfaction of life. Over the past centuries, Guggenheim Foundation has done a great job in providing place for art and place to get emotional stimulation. Out of all of their museums, Frank L. Wright's Solomon R. Guggenheim in New York and frank O. Gehry's Guggenheim Museum in Bilbao had most unique character yet share similar feature to be recognized as the architectural landmark of the 20th & 21st century Although there are close to 50 years of gap between two museums, their unique, attractive, site-specific, emotional value comes from the two most innovative architect of the past and present century. For Wright the Guggenheim was his last project but it had one of the greatest impact on his career and for Gehry the museum gave him confidence that anything is possible. This study will focus on the spatial organization as well as the architectural formation of both museum to compare and analyze. The goal of the research is to give fundamental data which will reveal emotional elements as well as concepts from each work. The content of this research will mainly focused on their architectural philosophy and it will reveal their concept on human emotion as well as the characteristics of the spatial organization. The result of the study will be a valuable reference for people designing art & cultural facilities in the future.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.130-139
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• 2013

Purpose: This study was to identify the relationship among clinical nurse's job overload, self-efficacy, emotional exhaust and turnover intention. Methods: The study was conducted through a survey on 537 clinical nurses in five general hospitals. The data were collected by self-reporting questionnaires and analysed by the SPSS/WIN 17.0 program using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression. Results: The mean score of turnover intention was 3.04. Turnover intention according to age, total career, job objective, and work off showed significant differences. The significant positive correlations between emotional exhaust and turnover intention (r=.531, p<.001), job overload and turnover intention (r=.514, p<.001) were found. The significant factors influencing turnover intention were emotional exhaust (${\beta}$=.488, p<.001), career (${\beta}$=.175, p<.001), job overload (${\beta}$=.119, p= .003), and number of night (${\beta}$=.117, p=.002), which accounted for 40.3% of the variance. Conclusion: Thought this result, nursing managers should analyze the reasons for high turnover intention, focusing on the main factors affecting turnover intention and consider the solutions to decrease the turnover intention.

• Journal of Internet Computing and Services
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• v.10 no.4
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• pp.55-70
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• 2009

Vision-based Human computer interaction is an emerging field of science and industry to provide natural way to communicate with human and computer. In that sense, inferring the emotional state of the person based on the facial expression recognition is an important issue. In this paper, we present a novel approach to recognize facial expression from a sequence of input images using emotional specific HMM (Hidden Markov Model) and facial motion tracking based on optical flow. Conventionally, in the HMM which consists of basic emotional states, it is considered natural that transitions between emotions are imposed to pass through neutral state. However, in this work we propose an enhanced transition framework model which consists of transitions between each emotional state without passing through neutral state in addition to a traditional transition model. For the localization of facial features from video sequence we exploit template matching and optical flow. The facial feature displacements traced by the optical flow are used for input parameters to HMM for facial expression recognition. From the experiment, we can prove that the proposed framework can effectively recognize the facial expression in real time.

• Culinary science and hospitality research
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• v.22 no.5
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• pp.82-94
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• 2016

This study on CRM oftKorean restaurant guests to test the emotional response and behavioral intention. Three kinds of variables(service quality, information quality, system quality) from Korean restaurant guests were set to test the CRM. Results of the multiple regression analysis revealed a positive significant relationship with respect to quality of service, quality information, and quality system with all customer emtional reaction. Second, the results also found that the three independent variables of quality of service (${\beta}=.104$, P<.01), information quality (${\beta}=.215$, P<.001), and system quality (${\beta}=.682$, P<001) had a significant positive effect on the dependent variable for customer behavior (+). Third, CRM quality of service, quality information, and quality of the restaurant system are shown to influence the behavior and it also showed that both the part-mediated effects.

• Korean journal of food and cookery science
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• v.33 no.1
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• pp.104-112
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• 2017

Purpose: This study aimed to analyze the contribution of emotional labor (surface acting, deep acting) and organizational commitment (affective commitment, continuance commitment) to turnover intention and customer orientation of school foodservice dietitian. Methods: Our survey was administered to 393 school foodservice dietitian in the Busan area on February 11, 2014. Results: For verification of mean differences, the mean scores for surface acting, deep acting, affective commitment, and continuance commitment were found to be 2.53/5.00, 3.71, 2.88, and 3.57, respectively. The mean surface acting score was significantly different according to age (p<0.001), total length of career as a dietitian (p<0.01), school type (p<0.001), and employment status (p<0.05). The mean deep acting and turnover intention scores were significantly different according to age (p<0.001), total length of career as a dietitian (p<0.001), school type (p<0.001), employment status (p<0.001), and no. of meals served (p<0.001). The mean customer orientation score was significantly different according to age (p<0.05), employment status (p<0.01), and number of work hour (p<0.05). There was a positive correlation (p<0.01) between turnover intention and surface acting and continuance commitment, but a negative correlation (p<0.01) with deep acting and affective commitment. Also, there was a positive correlation (p<0.01) between customer orientation and deep acting, affective commitment, but a negative correlation (p<0.01) with surface acting. Affective commitment had a negative influence on turnover intention (${\beta}=-0.444$, p<0.001), but surface acting had a positive influence on turnover intention (${\beta}=0.110$, p<0.05). Conclusion: These results suggest that management of affective commitment is essential for decreasing turnover intention. Therefore, emotional labor and organizational commitment of school foodservice dietitians should be managed from the school foodservice organizational viewpoint of The Ministry of Education.

• Journal of radiological science and technology
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• v.33 no.4
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• pp.313-320
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• 2010

The purpose of this study is to investigate the relationships between job role and exhausting metal status of radiologic technologists. The results showed as follows: First, job demand(role conflict, recognition demend, work demend) of radiologic technologist highly correlated to its exhausting mental status. Second, emotional intelligence moderated the relation between on the relationship between job demand(recognition demend) and burn-out(decline of success). We concluded that radiologic technologist's intervention for burn-out have positive effect on improving organizational performance. Further studies are needed to develop and test the effect of intervention programs for emotional intelligence and burn-out control.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.32 no.3
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• pp.285-304
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• 2021

The study has a purpose of understanding the factors that affect the oranizational commitment of the employees working in the libraries for visually impaired. To do this, the study chose personal background, emotional labor, role, job characteristics, organizational culture and organizational justice and attempted to find out how these factors affect the oranizational commitment. As a research method, mixed study method was used where quantitative analysis was complemented by qualitative analysis. For quantitative analysis, statistical analysis was conducted using the retrieved questionnaires. For qualitative analysis, the researcher had a one-on-one talk with the experts and employees who want to participate using an interview note was recomposed based on the survey responses. In the study results, emotional labor, job characteristics, organizational culture and organizational justice was proven to have influence on job engagement. To improve the job engagement, autonomy should be guaranteed by minimizing the organizational intervention to the assigned works and expanding the discretionary power. Furthermore, intensive management of the employees' emotional labor and fair process regarding the work performance is highly important.

• The Journal of the Korea Contents Association
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• v.22 no.6
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• pp.701-711
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• 2022

This study tried to examine the relationship between superior leadership and emotional support from co-workers on task performance through performance evaluation fairness and self-efficacy in order to find factors that affect the task performance of a company in an uncertain market environment. For this purpose, 500 copies of questionnaire data were collected from corporate employees, and the research hypothesis was verified using Smart PLS 3.0. As a result of the study, superior leadership and emotional support from co-workers showed a positive (+) effect individually on the fairness of employee performance evaluation, Performance evaluation fairness showed a positive (+) effect on self-efficacy. Through this study, it was found that the fairness and self-efficacy of the performance evaluation accepted by employees affects work performance, providing a theoretical foundation for subsequent researchers. Practical implications are suggested to inspire employees to take on a challenge by managing them properly. In future research, based on the results of this study, various studies are needed on the factors that an organization must have for task performance.

• Safety and Health at Work
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• v.11 no.4
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• pp.479-484
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• 2020

Background: The purpose of this study is to examine the combined effects of organizational climate (OC) with emotional labor (EL) on turnover intention in Korean firefighters. Methods: The data were obtained from the study Firefighters Research: Enhancement of Safety and Health. A total of 4,860 firefighters whose main duty was providing "emergency medical aid" were included. To examine the effects of OC on the relationships between five subscales of EL and turnover intention, four groups were created using various combinations of OC ("good" vs. "bad") and EL ("normal" vs. "risk"): (1) "good" and "normal" (Group I), (2) "bad" and "normal" (Group II), (3) "good" and "risk" (Group III), and (4) "bad" and "risk" (Group IV). Multivariate logistic regression analyses were performed to estimate the risk of turnover intention for the combinations of OC and EL. Results: The results showed turnover intention was significantly higher in the group with "bad" OC (17.7%) than in that with "good" OC (7.6%). Combined effects of OC and EL on turnover intention were found in all five subscales with the exception of Group I for emotional demands and regulation. Groups II, III, and IV were more likely to experience risks of turnover intention than Group I (p for trend <0.001). Conclusions: A positive and cooperative OC plays a role in decreasing the risk of turnover intention and in attenuating the negative effects of EL on turnover intention in firefighters.