• Proceedings of the KIEE Conference
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• 2004.04a
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• pp.250-252
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• 2004

The aim of this paper is to provide a guide to those methods of train detection which are available, or are likely to become available, to the designer of train control or other relevant systems. In broad terms, train detection may be defined as the process of generating information which describes the location and movement of trains. Train detection information is difficult to define in isolation. Consider, for example, the train detection information required in a modern train control system. This may vary considerably : in a future high performance train control system, it might be necessary to know the precise position, direction of movement, speed, and possibly even the acceleration or braking, of all trains in the control area : in a less demanding application, it might be sufficient to know only the location of trains in terms of the occupation of sections of track.

• Asian Pacific Journal of Cancer Prevention
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• v.13 no.3
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• pp.969-974
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• 2012

Mammography utilization is low in Iran compared with other countries. Here a cross-sectional survey design was used to investigate psycho-social and individual factors associated with mammography among 400 women asymptomatic of breast cancer. The study was carried out at the four outpatient clinics of Tehran during the period from July through October, 2009. We found that mammography screening was related to higher self-efficacy and women's occupation. Future tailored interventions on potential psycho-social determinants and specific demographic factors are critical in increasing mammography screening rates among Iranian women.

• The Journal of Korean Medicine
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• v.23 no.2
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• pp.119-124
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• 2002

Almost all professions organize into their own occupational organizations, Through these organizations, professionals try to awaken to and pursue their own group interests. Moreover, the members of a profession endeavor to develop an occupational ideology through their organization. Based on this occupational ideology, these individuals try to expand the span of their control on the occupation's related areas. Finally, they work to build an organizational structure that can be easily reproduced so as to facilitate the creation of new branches of the organization in the future. Efforts toward strengthening the organization and securing its status have greatly affected the professionalization of Korean oriental medicine. In 1952, a Korean Oriental Medicine Doctors' organization was created, and since then it has developed rapidly. Since the 1970s, many colleges of Korean oriental medicine have opened and the number of Korean oriental medicine doctors has grown. Many branches of the initial Korean Oriental Medicine Doctors' organization have been established, and as a result, these organizations have developed in quantity as well as in quality.

• Asia pacific journal of information systems
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• v.4 no.1
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• pp.3-31
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• 1994

Potential employers considering locations for production or service facilities typically equire detailed advance knowledge of the wages they will be expected to offer for workers in various occupational categories. The State of Missouri s Department of Labor and Industrial Relations is often contacted by organizations requesting such information. The current wage rate survey approach, initiated in 1988, allows the Department to predict an appropriate wage rate for a given occupation in certain counties, adjusted for changes in the Consumer Price Index (CPI). However, both Department employees and firms have indicated that improved prediction responsiveness and accuracy are desirable. A major deficiency of the current approach is its inability to predict wages for unsurveyed counties. This paper describes a knowledge-based system (KBS), currently in the prototype testing stage, that is expected to supplement the wage rate survey in the near future.

• Journal of the Korean Home Economics Association
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• v.36 no.6
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• pp.13-26
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• 1998

This study investigated first, socio-economic, residential characteristics, and values for future life among low-income family wives. Second, the relationship of these characteristics to the wives' stress was examined. The subjects were 249 mothers of urban low-income families whose children attended one of 20 daycare centers located in poor residential areas. The instruments included Social Network Scale, Home Stress Scale, and Occupation Stress Scale. Data were analyzed by means, standard deviations, frequencies, paired t-tests, and the stepwise multiple regressions. We found that a majority of the mothers and their husbands had high school educational status and simple labor or sales/service work status. They lived in rental houses or apartments. Their families of origin were a major source of emotional supports. Insufficient income for non-employed wives, long work hours and lack of free time for employed wives were a major stress. Levels of the wives' home-related job-related stress were negatively related to their own and their hudsbands' work status.

• The Transactions of the Korean Institute of Electrical Engineers C
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• v.53 no.2
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• pp.97-102
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• 2004

The objective of this survey is to characterize personal magnetic field exposure of the general population in Korea. Participants for the survey on magnetic field exposure were selected randomly in some occupations. Those wore the magnetic field meter for about 25∼28 hours and the measured data were stored in the meter. In this first step survey, the number of participant is 244 and for the second step, about 400 participants will be surveyed in the near future. The statistics of the 24-hour exposure data are the major concern of this survey. However the survey provided the opportunity to analyze exposures corresponding to different types of activities. It was analyzed by separating periods of time corresponding to the following activities: entire 24-hour period, in bed, at work and by occupation. Therefore the database will be able to be established to analyze the status of personal magnetic field exposure and safety.

• Proceedings of the KIEE Conference
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• 2003.11c
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• pp.802-805
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• 2003

The aim of this paper is to provide a guide to those methods of train detection which are available, or are likely to become available, to the designer of train control or other relevant systems. In broad terms, train detection may be defined as the process of generating information which describes the location and movement of trains. Train detection information is difficult to define in isolation. Consider, for example, the train detection information required in a modern train control system. This may vary considerably : in a future high performance train control system, it might be necessary to know the precise position, direction of movement, speed, and possibly even the acceleration or braking, of all trains in the control area : in a less demanding application, it might be sufficient to know only the location of trains in terms of the occupation of sections of track.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.3
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• pp.303-309
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• 2022

The goal of this research is to examine how credit (loan) can help rural households in Tra Vinh province create jobs in the wake of the COVID-19 outbreak in Vietnam over the last two years. The authors performed a direct survey, using a questionnaire, with 300 customers who had loan records at the Tra Vinh VBSP branch under the loan programs. From January to April 2021, jobs will be available at 07 transaction offices in districts and cities (Cau Ngang; Duyen Hai, Tieu Can, Cang Long, Tra Vinh City, Chau Thanh, Tra Cu). Using the multivariate regression method, the research has found 12 factors affecting the ability to access the employment loan program: Age, Educational Level, Occupation of households, Income, Household land area, Asset, Loan, Interest rates, Loan procedures, Loan purpose, Credit relations. From the above research results, the authors have proposed solutions to improve the ability to access credit to create jobs for each subject group at Viet Nam Bank for Social Policies, Tra Vinh Province in the future.

• Science of Emotion and Sensibility
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• v.21 no.2
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• pp.43-60
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• 2018

The primary goal of this study is to investigate the effects of individual's subjective social status on meaning of work. We hypothesized that individual's subjective social status, defined as the respect and influence an individual has at her/his workplace, would promote meaning of work. Further, we hypothesized that individual's subjective social status would be more highly associated with meaning of work based on her/his occupation's subjective social status. Using two experimental studies, we found that individual's subjective social status increased meaning of work in American (Experiment 1) and South Korean working adults (Experiment 2). Participant's meaning of work was more influenced by individual subjective social status than occupation subjective social status (Experiment 1). Also, the results from Experiment 2 indicated that objective social status within an organization (i.e., rank) moderated the effects of individual subjective social status on meaning of work, such that the beneficial effects of individual subjective social status on meaning of work were found only for participants with low objective social status. In contrast, meaning of work in participants with high objective social status did not vary depending on subjective social status. We discussed the implications of these results, study limitations, and directions for future research.

• The Journal of the Korea Contents Association
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• v.10 no.2
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• pp.295-305
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• 2010

The occupational socialization process of security and secretary service goes through four stages of preparation, adaptation, conflicts, and maturity and dynamic and incessant changes. The preparation stage includes the preparation to become a security and secretary service, the importance of what to prepare, usefulness of college education, required courses, and certificates. The adaptation stage includes the percentage of bodyguard and secretary, systematic nature of work, stagnation of the job, abilities required for a security and secretary service, elements to work on, job satisfaction, information sources, professionalism of the job, and future of the job. In the conflicts stage includes conflicts at work, difficulty of security and secretary service, problem-solving efforts, advice and consultation, satisfaction with workload, job stress, perceptions of others for security and secretary service, experience of trying to get another job, and supplements. And the maturity stage includes the changes to the roles and capabilities of a security and secretary service, autonomy of business management, degree of others' recognition of one's abilities, methods to evaluate job performance, salary, social status and pride, and efforts for self-development.