• International Area Studies Review
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• v.21 no.4
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• pp.173-194
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• 2017

The research study conducted logistics regression analysis through HLM (Hierarchical Linear Modeling) and presented the value of the outcome in order to investigate characteristic factors of demanders which influence the intention to move into public rental housing. (1) The results of the regression analysis of characteristic factors of household and housing were analyzed as having the significant effect on the intention to move in public rental housing, according to residents moving in monthly rent housing, residents' occupations, rental housing, the number of household, the location of surrounding public rental housing, monthly average income, children's educational level, the number of children, the types of housing and one's own house, in order, out of the types of housing tenure. (2) The results of the regression analysis of characteristic factors of the conditions of location were analyzed that out of the conditions of location of the top five areas in public rental rates, what influences significant effects on the intention to move in public rental housing is the location of surrounding rental housing, income, the number of household and children, children's educational level, job state, housing types, ones' own house, rent housing, monthly rent housing, in order. (3) In case of Seoul, Expanding public rental housing is inevitable in order to stabilize ordinary people's housing stability, owing to the high and rental prices of private housing. Nevertheless, an accurate analysis of the intention to move in public rental housing has not been conducted. Eventually, the research was, thus, conducted, based on the fact that the preference on public housing is low. According to the analytic results of the study, it is required for the government institutions and agencies should consider individual and local characteristics and provide an alternative that meets the real situation, in order to help ordinary citizens with low incomes stabilize housing.

• Journal of the Korean Society of Floral Art and Design
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• no.42
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• pp.97-116
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• 2020

In this paper, the need for lifelong education and distance education is increasing due to the decrease of population and the increase of life expectancy. In addition, the popularization and everydayization of education, which combines daily life and learning, is an educational feature. Individuals can more easily access knowledge, and video plays an important role. Video content is the most basic medium that leads to the popularization and daily life of education. With the development of information and communication technology, popularization of media content production and editing technology, anyone can easily create and share. The video education contents business is expected to increase globally through SNS. Especially, the video contents education industry related to flower design is regarded as a suitable content field in an era where environment is essential. In the modern era, characterized by the "one-person household, one-person media" era, the environment of plants protects people from stress by restoring human emotional efficiency, environmental comfort, and stability. In other words, because humans have a preference for nature, plants play an important role for humanity recovery. Against this backdrop, flower design is expected to be a promising industrial sector with high growth, high value added and high job creation effects. In the era of the fourth revolution of the human race, competitive video contents are expected to influence the growth of the future country. will be.

• Journal of The Korean Association For Science Education
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• v.34 no.8
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• pp.779-786
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• 2014

Elementary children, hoping for jobs in science/engineering(Sci/Eng) or medicine(Med), were surveyed on the reasons for jobs, science/math preferences, interests in science, and science aspirations. For 3rd grade boys, twice more students picked Sci/Eng than Med choices. However, for 6th grade boys, the numbers of Sci/Eng and Med became close. The ratios of girls with Sci/Eng in 3rd and 6th grade did not differ much. The 6th graders chosing Med was 1.4 times bigger than 3rd graders for both boys and girls. For students with Sci/Eng, the most important reason for a job was that he/she liked it. For Med, helping others was as much important as doing what he/she liked. Science preference were the highest in the Sci/Eng group. The Med group came next with the non-science group being last. Math preferences were lower than the science preferences. Therefore, children need to be guided to increase the preferences for math as well as for science to keep the Sci/Eng and Med career choices. The interests in science and the science aspirations show similar patterns. The 3rd graders showed higher value than the 6th graders, the boys higher than girls, and the Sci/Eng group highest, the Med the second and non-science group the last. Science aspirations were higher than the interests only for the Sci/Eng group, while it was lower than the interests in all other groups. This implies that science aspirations might have bigger influence on getting a career in Sci/Eng than interest does.

• Journal of Intelligence and Information Systems
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• v.19 no.3
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• pp.25-44
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• 2013

Accessing movie contents has become easier and increased with the advent of smart TV, IPTV and web services that are able to be used to search and watch movies. In this situation, there are increasing search for preference movie contents of users. However, since the amount of provided movie contents is too large, the user needs more effort and time for searching the movie contents. Hence, there are a lot of researches for recommendations of personalized item through analysis and clustering of the user preferences and user profiles. In this study, we propose recommendation system which uses ontology based knowledge base. Our ontology can represent not only relations between metadata of movies but also relations between metadata and profile of user. The relation of each metadata can show similarity between movies. In order to build, the knowledge base our ontology model is considered two aspects which are the movie metadata model and the user model. On the part of build the movie metadata model based on ontology, we decide main metadata that are genre, actor/actress, keywords and synopsis. Those affect that users choose the interested movie. And there are demographic information of user and relation between user and movie metadata in user model. In our model, movie ontology model consists of seven concepts (Movie, Genre, Keywords, Synopsis Keywords, Character, and Person), eight attributes (title, rating, limit, description, character name, character description, person job, person name) and ten relations between concepts. For our knowledge base, we input individual data of 14,374 movies for each concept in contents ontology model. This movie metadata knowledge base is used to search the movie that is related to interesting metadata of user. And it can search the similar movie through relations between concepts. We also propose the architecture for movie recommendation. The proposed architecture consists of four components. The first component search candidate movies based the demographic information of the user. In this component, we decide the group of users according to demographic information to recommend the movie for each group and define the rule to decide the group of users. We generate the query that be used to search the candidate movie for recommendation in this component. The second component search candidate movies based user preference. When users choose the movie, users consider metadata such as genre, actor/actress, synopsis, keywords. Users input their preference and then in this component, system search the movie based on users preferences. The proposed system can search the similar movie through relation between concepts, unlike existing movie recommendation systems. Each metadata of recommended candidate movies have weight that will be used for deciding recommendation order. The third component the merges results of first component and second component. In this step, we calculate the weight of movies using the weight value of metadata for each movie. Then we sort movies order by the weight value. The fourth component analyzes result of third component, and then it decides level of the contribution of metadata. And we apply contribution weight to metadata. Finally, we use the result of this step as recommendation for users. We test the usability of the proposed scheme by using web application. We implement that web application for experimental process by using JSP, Java Script and prot$\acute{e}$g$\acute{e}$ API. In our experiment, we collect results of 20 men and woman, ranging in age from 20 to 29. And we use 7,418 movies with rating that is not fewer than 7.0. In order to experiment, we provide Top-5, Top-10 and Top-20 recommended movies to user, and then users choose interested movies. The result of experiment is that average number of to choose interested movie are 2.1 in Top-5, 3.35 in Top-10, 6.35 in Top-20. It is better than results that are yielded by for each metadata.

• Journal of Technologic Dentistry
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• v.28 no.1
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• pp.121-142
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• 2006

Collecting materials for study on teaching efficiency and satisfaction of clinical training, it changes. Dental technology's educational procedure to many ways of a prospect. In a circumstance that needed higher level of education, this study is aimed on realizing an importance of clinical training through the various materials that previously carried out and offering basic knowledge to take better clinical training for the students. Study results below 1. This Investigation conducted on 123 of sophomores(70.3%) and 52 of juniors(29.7%) who have been taken clinical training, and men's proportion(51.45%)is a bit higher than girls(48.6%). The 64% of respondents taken largest proportion were 20 to 24 years old. As 67.9% of respondents attended daytime school and 30.3% of them attended nighttime one, their school time shows a little difference. In a question about relation ship, one answered "Harmonious" took largest proportion by 72.6% during training, and about the degree of satisfaction of campus life who answered "normal" were the most with 59.4%. 2. About the reason choosing dental technology as a major, 41.1% taken the most answered "due to the specialized job", "Getting job easily" was second with 26.9%, and third was "recommended from around" with 18.3%. 50.3% of the respondents answered "normal" about the Satisfaction of their major, student marked in grade "B" most with 51.4% 3. In a investigation result about clinical training statues and preference, most(72.6%) choose place less than 10 for clinical training, and 60.6% of them resided own home. About their commuting time from home to training place, 44% was under 30min, 40% took time 30-60min. It shows students prefer shotter distance in terms of choosing training place. 4. Each part manager took large proportion as a clinical trainer with 33.7%, Training curriculum reform and developing method were most answer as a improvement measure after completing training with 30%. 5. The average of total score about clinical training was 3.15 of 5. In the detailed question, 'satisfaction of clinical training' got 3.38 as a highest score, the lowest score was 2.86 that is about satisfaction of clinical training period. The average score about efficiency of study was 2.86 and in detailed question, 'a Role model' got 3.26 as a highest score and participation of student got 3.05 as a lowest score. 6. The result of T-test to see the difference of the satisfaction according to the general character and clinic training condition between teaching efficiency is that the degree of satisfaction of clinical training showed statistical significance only in the degree of satisfaction of campus life(p<0.05), and teaching efficiency has a statistical significance with their age, grade, and satisfaction of campus life (p<0.05). 7. The relation between of teaching efficiency of clinical training and satisfaction of clinical training of dental technologic student has a statistical meaning in significance leveler 0.01. Now, therefore we suggest following based on these result. 1. To elevate satisfaction of clinical training, it agentry needs development of consistent clinical training curriculum. 2. To grasp the satisfaction and requirement, in needs to measure anxiousness and satisfactory degree after completing training 3. To train efficiently and evaluate efficiency over the teaching activities, it needs to develop measuring tools for teaching efficiency in terms of teacher's important rules in a clinical training. 4. Strengthen the relations with the study developing and managing curriculum gathering theoretical knowledge and practice. And make an effort to apply to their students. 5. Let the trainee take a class setting a belief, sense of value, function and obtain behavior by making the students comfort over clinical training as increasing teaching efficiency.

• The Korean Nurse
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• v.36 no.1
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• pp.77-96
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• 1997

The duty shifts of hospital nurses not only affect nurses' physical and mental health but also present various personnel management problems which often result in high turnover rates. In this context a study was carried out from October to November 1995 for a period of two months to find out the status of hospital nurses' duty shift patterns, and preferred duty hours and fixed duty shifts. The study population was 867 RNs working in five general hospitals located in Seoul and its vicinity. The questionnaire developed by the writer was used for data collection. The response rate was 85.9 percent or 745 returns. The SAS program was used for data analysis with the computation of frequencies, percentages and Chi square test. The findings of the study are as follows: 1. General characteristics of the study population: 56 percent of respondents was (25 years group and 76.5 percent were "single": the predominant proportion of respondents was junior nursing college graduates(92.2%) and have less than 5 years nursing experience in hospitals(65.5%). For their future working plan in nursing profession, nearly 50% responded as uncertain The reasons given for their career plan was predominantly 'personal growth and development' rather than financial reasons. 2. The interval for rotations of duty stations was found to be mostly irregular(56.4%) while others reported as weekly(16.1%), monthly(12.9%), and fixed terms(4.6%). 3. The main problems related to duty shifts particularly the evening and night duty nurses reported were "not enough time for the family, " "afraid of security problems after the work when returning home late at night." and "lack of leisure time". "problems in physical and physiological adjustment." "problems in family life." "lack of time for interactions with fellow nurses" etc. 4. The forty percent of respondents reported to have '1-2 times' of duty shift rotations while all others reported that '0 time'. '2-3 times'. 'more than 3 times' etc. which suggest the irregularity in duty shift rotations. 5. The majority(62.8%) of study population found to favor the rotating system of duty stations. The reasons for favoring the rotation system were: the opportunity for "learning new things and personal development." "better human relations are possible. "better understanding in various duty stations." "changes in monotonous routine job" etc. The proportion of those disfavor the rotating 'system was 34.7 percent. giving the reasons of"it impedes development of specialization." "poor job performances." "stress factors" etc. Furthermore. respondents made the following comments in relation to the rotation of duty stations: the nurses should be given the opportunity to participate in the. decision making process: personal interest and aptitudes should be considered: regular intervals for the rotations or it should be planned in advance. etc. 6. For the future career plan. the older. married group with longer nursing experiences appeared to think the nursing as their lifetime career more likely than the younger. single group with shorter nursing experiences ($x^2=61.19.{\;}p=.000;{\;}x^2=41.55.{\;}p=.000$). The reason given for their future career plan regardless of length of future service, was predominantly "personal growth and development" rather than financial reasons. For further analysis, the group those with the shorter career plan appeared to claim "financial reasons" for their future career more readily than the group who consider the nursing job as their lifetime career$(x^2$= 11.73, p=.003) did. This finding suggests the need for careful .considerations in personnel management of nursing administration particularly when dealing with the nurses' career development. The majority of respondents preferred the fixed day shift. However, further analysis of those preferred evening shift by age and civil status, "< 25 years group"(15.1%) and "single group"(13.2) were more likely to favor the fixed evening shift than > 25 years(6.4%) and married(4.8%)groups. This differences were statistically significant ($x^2=14.54, {\;}p=.000;{\;}x^2=8.75, {\;}p=.003$). 7. A great majority of respondents(86.9% or n=647) found to prefer the day shifts. When the four different types of duty shifts(Types A. B. C, D) were presented, 55.0 percent of total respondents preferred the A type or the existing one followed by D type(22.7%). B type(12.4%) and C type(8.2%). 8. When the condition of monetary incentives for the evening(20% of salary) and night shifts(40% of. salary) of the existing duty type was presented. again the day shift appeared to be the most preferred one although the rate was slightly lower(66.4% against 86.9%). In the case of evening shift, with the same incentive, the preference rates for evening and night shifts increased from 11.0 to 22.4 percent and from 0.5 to 3.0 percent respectively. When the age variable was controlled. < 25 yrs group showed higher rates(31.6%. 4.8%) than those of > 25 yrs group(15.5%. 1.3%) respectively preferring the evening and night shifts(p=.000). The civil status also seemed to operate on the preferences of the duty shifts as the single group showed lower rate(69.0%) for day duty against 83. 6% of the married group. and higher rates for evening and night duties(27.2%. 15.1%) respectively against those of the married group(3.8%. 1.8%) while a higher proportion of the married group(83. 6%) preferred the day duties than the single group(69.0%). These differences were found to be statistically all significant(p=.001). 9. The findings on preferences of three different types of fixed duty hours namely, B, C. and D(with additional monetary incentives) are as follows in order of preference: B type(12hrs a day, 3days a wk): day shift(64.1%), evening shift(26.1%). night shift(6.5%) C type(12hrs a day. 4days a wk) : evening shift(49.2%). day shift(32.8%), night shift(11.5%) D type(10hrs a day. 4days a wk): showed the similar trend as B type. The findings of higher preferences on the evening and night duties when the incentives are given. as shown above, suggest the need for the introductions of different patterns of duty hours and incentive measures in order to overcome the difficulties in rostering the nursing duties. However, the interpretation of the above data, particularly the C type, needs cautions as the total number of respondents is very small(n=61). It requires further in-depth study. In conclusion. it seemed to suggest that the patterns of nurses duty hours and shifts in the most hospitals in the country have neither been tried for different duty types nor been flexible. The stereotype rostering system of three shifts and insensitiveness for personal life aspect of nurses seemed to be prevailing. This study seems to support that irregular and frequent rotations of duty shifts may be contributing factors for most nurses' maladjustment problems in physical and mental health. personal and family life which eventually may result in high turnover rates. In order to overcome the increasing problems in personnel management of hospital nurses particularly in rostering of evening and night duty shifts, which may related to eventual high turnover rates, the findings of this study strongly suggest the need for an introduction of new rostering systems including fixed duties and appropriate incentive measures for evenings and nights which the most nurses want to avoid, In considering the nursing care of inpatients is the round-the clock business. the practice of the nursing duty shift system is inevitable. In this context, based on the findings of this study. the following are recommended: 1. The further in-depth studies on duty shifts and hours need to be undertaken for the development of appropriate and effective rostering systems for hospital nurses. 2. An introduction of appropriate incentive measures for evening and night duty shifts along with organizational considerations such as the trials for preferred duty time bands, duty hours, and fixed duty shifts should be considered if good quality of care for the patients be maintained for the round the clock. This may require an initiation of systematic research and development activities in the field of hospital nursing administration as a part of permanent system in the hospital. 3. Planned and regular intervals, orientation and training, and professional and personal growth should be considered for the rotation of different duty stations or units. 4. In considering the higher degree of preferences in the duty type of "10hours a day, 4days a week" shown in this study, it would be worthwhile to undertake the R&D type studies in large hospital settings.

• Journal of the Korean Geographical Society
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• v.39 no.4
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• pp.643-664
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• 2004

This study aims to review what geographers have contributed to GIS industries and national needs. To-be-geographers and geographers are expected to meet the gap between what we have teamed in school and what we have to do after graduation. The characteristics of GIS industry in the 1990 are summarized with approximate evaluation of the contribution of geographers in each stage. Author introduced the requirement for the licenses of geomatics and geospatial engineering experts and the other licenses, which are important to get a job in GIS industry from 2003 to 2004. A set of questionnaire on the user's requirements was given to GIS people in private companies and public GIS research centers and analyzed. Author found that they put an emphasis on hands-on experiences and programming skills. no advantages or geography such as capability or integration and inter-disciplinary collaboration were not appreciated. The prospects for the GIS tend to be positive but the reflectance of the prospect was not accompanied by at the same degree of preference for geography. Most government strategies for the next ten years' GIS focus on new-growth leading industries. SWOT(strength, weakness, opportunity, threat) analysis of geography for GIS industry will give some directions such as telematics, regional marketing strategies with web-based GIS technology, location based service. That means intra-disciplinary study in geography will evoke the potentiality of GIS, compared with interdisciplinary studies.

• Journal of Korean Home Economics Education Association
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• v.30 no.1
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• pp.15-28
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• 2018

Teachers are not completed by appointment, but gradually made through self-development and training for a long time. In order to improve a sense of responsibility of home economics teachers, and also to suggest the purpose and direction of program through job training, the needs of training subjects should be preferentially understood. Thus, this study aims to provide basic data for establishing the developmental operation measures of training for home economics teachers, by researching the needs for training performed after the qualification training for first-grade teachers, targeting the teachers participating in the qualification training program for first-grade teachers of home economics in 2017. About the half of the research subjects received the home economics training one time or less for last three years. Through the training for first-grade teachers, the technical improvement of lesson instruction was demanded the most. As professional qualifications that should be cultivated through training, the ability to develop teaching methods and teaching/learning materials was the highest. Regarding the theme of training, the development of teaching/learning materials for home economics was desired the most. They wanted the training method including direct participation with high utilization for lesson, sublation of competition-centered evaluation, preference of instructors with field experience, continuous opportunity of home economics training, and communicative training. Regarding the needs for the 2015 revised curriculum, the demand for the training of 'human development and family' area was the highest. Therefore, in order to improve the professionalism of teachers through home economics training, it would be necessary to improve the educational environment such as temporal room for training and administrative support, and also to provide diverse types of training like group training, remote training, and smartphone app training suitable for changes in the generation of teachers. Also, on top of forming communities of home economics teachers, and sharing great contents of training, there should be individually-customized training for practice and sharing lesson cases.

• Journal of dental hygiene science
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• v.6 no.1
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• pp.11-17
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• 2006

The purpose of this study was to help prevent the turnover of competent dental hygienists in a bid to boost the efficiency of personnel management for dental health care workers and provide higher-quality oral health services. After relevant literature and data were reviewed, a survey was conducted on dental hygienists, who worked at dental institutes, for approximately four months from September to December 2004 to identify what affected their turnover. The findings of the study were as below: 1. Regarding turnover experience, 39.7 percent of the dental hygienists investigated had such an experience. As to turnover frequency, those who took up another employment once made up the largest group(28.2%), followed by twice(8.0%) and three times(2.9%). The most dominant turnover reason was working conditions(66.7%), followed by seeking being hired by larger institutes(36.2%), pay(21.7%), relationship with dentists(11.6%) and commuting distance(11.6%). 2. As for their hope for turnover, 82.8 percent hoped to take up another employment, and working conditions were cited as the most common reason(44.4%), followed by pay(33.3%), commuting distance(18.1%), marriage(13.2%), health/use of leisure time(11.8%), and commuting time(10.4%). 3. Concerning preference for future workplace, 38.5 percent, the largest group, wanted to work at public health clinics. As to a preferred term of working as dental hygienists, 50.0 percent, the greatest group, hoped to serve as dental hygienists until they are financially secure. 34.5 percent, the second largest group, intended to keep working until they reach the age limit. In regard to their responsibility for family economy, 47.7 percent, the greatest percentage, shouldered the partial responsibility for that, and 31.6 percent assumed no responsibility. 4. As to their intention to quit working as dental hygienists, 61.5 percent were willing to do that, and marriage(29.0%) was singled out as the most frequent reason, followed by working conditions(27.1%), child birth(22.4%), health/housework(18.7%), pay(15.9%) and learning/use of free time(15.0%).