• Journal of the Korea Organic Resources Recycling Association
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• v.31 no.1
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• pp.69-84
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• 2023

Despite the continuous installation and regular inspection of waste treatment facilities, complaints about excessive incineration and illegal dumping stench continue to occur at on-site treatment facilities. In addition, field surveys were conducted on the waste treatment facilities currently in operation (6 type) to understand the waste treatment process for each field, to grasp the main operating factors applied to the inspection. In addition, we calculated the material·energy balance for each main process and confirmed the proper operation of the waste disposal facility. As a result of the site survey, in the case of heat treatment facilities such as incineration, cement kilns, and incineration heat recovery facilities, the main factors are maintenance of the temperature of the incinerator required for incineration and treatment of the generated air pollutants, and in the case of landfill facilities Retaining wall stability, closed landfill leachate and emission control emerged as major factors. In the case of sterilization and crushing facilities, the most important factor is whether or not sterilization is possible (apobacterium inspection).In the case of food distribution waste treatment facilities, retention time and odor control during fermentation (digestion, decomposed) are major factors. Calculation results of material balance and energy resin for each waste treatment facility In the case of incineration facilities, it was confirmed that the amount of flooring materials generated is about 14 % and the amount of scattering materials is about 3 % of the amount of waste input, and that the facility is being operated properly. In addition, among foodwaste facilities, in the case of an anaerobic digestion facility, the amount of biogas generated relative to the amount of inflow is about 17 %, and the biogas conversion efficiency is about 81 %, in the case of composting facility, about 11 % composting of the inflow waste was produced, and it was comfirmend that all were properly operated. As a result, in order to improve the inspection method for waste treatment facilities, it is necessary not only to accumulate quantitative standards for detailed inspection methods, but also to collect operational data for one year at the time of regular inspections of each facility, Grasping the flow and judging whether or not the treatment facility is properly operated. It is then determined that the operation and management efficiency of the treatment facility will increase.

• KSCE Journal of Civil and Environmental Engineering Research
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• v.30 no.4B
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• pp.337-346
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• 2010

Climate change has a huge impact on various parts of the world. This study quantified and analyzed the effects on hydrological behavior caused by climate, vegetation canopy and land use change of Soyanggang dam watershed (2,694.4 $km^2$) using the semi-distributed model SWAT (Soil Water Assessment Tool). For the 1997-2006 daily dam inflow data, the model was calibrated with the Nash-Sutcliffe model efficiencies between the range of 0.45 and 0.91. For the future climate change projection, three GCMs of MIROC3.2hires, ECHAM5-OM, and HadCM3 were used. The A2, A1B and B1 emission scenarios of IPCC (Intergovernmental Panel on Climate Change) were adopted. The data was corrected for each bias and downscaled by Change Factor (CF) method using 30 years (1977-2006, baseline period) weather data and 20C3M (20th Century Climate Coupled Model). Three periods of data; 2010-2039 (2020s), 2040-2069 (2050s), 2070-2099 (2080s) were prepared for future evaluation. The future annual temperature and precipitation were predicted to change from +2.0 to $+6.3^{\circ}C$ and from -20.4 to 32.3% respectively. Seasonal temperature change increased in all scenarios except for winter period of HadCM3. The precipitation of winter and spring increased while it decreased for summer and fall for all GCMs. Future land use and vegetation canopy condition were predicted by CA-Markov technique and MODIS LAI versus temperature regression respectively. The future hydrological evaluation showed that the annual evapotranspiration increases up to 30.1%, and the groundwater recharge and soil moisture decreases up to 55.4% and 32.4% respectively compared to 2000 condition. Dam inflow was predicted to change from -38.6 to 29.5%. For all scenarios, the fall dam inflow, soil moisture and groundwater recharge were predicted to decrease. The seasonal vapotranspiration was predicted to increase up to 64.2% for all seasons except for HadCM3 winter.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.149-164
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• 2023

Today, when innovation and creativity become increasingly important, management of human resources is a key factor for corporate performance and competitive advantage. Corporate are implementing and introducing various types of support methods for members to achieve goals and improve organizational performance. Organizational culture and organizational trust affect the cognitive and emotional state of members. Furthermore, it can bring about changes in organizational performance such as job stress and job satisfaction. From an institutional point of view, work-life balance is also a major factor affecting organizational performance. The imbalance between work and life leads to a decline in organizational performance, such as decreased morale and dissatisfaction with work. In relation to work-life balance, the low birth rate problem intensified and the importance began to emerge. Therefore, the government has implemented various policy support for workers' work-life balance, and the "52-hour workweek" is a representative example. This study analyzed the effect of organizational culture applying the competitive value model on workers' job stress. In addition, the mediating effects of overtime work per week and organizational trust were analyzed. Job stress corresponds to a prerequisite stage that affects job commitment, job satisfaction, and turnover intention. However, research measuring job stress by organizational performance is insufficient. In addition, there are few studies analyzing the relationship between overtime and organizational performance. Considering this, it is necessary to understand the influence relationship. The results of the study are as follows. First, a hierarchical culture increases the job stress of workers. On the other hand, innovation-oriented, relationship-oriented, and competition-oriented corporate culture reduce job stress. Second, a hierarchical culture has reduced trust in the organization, and other organizational cultures have increased trust in the organization. Third, relationship-oriented and competition-oriented organizational culture reduced overtime. Innovation-oriented, hierarchical-oriented culture increased overtime Fourth, organizational trust and overtime have the effect of mediating organizational culture and job stress. Based on these analysis results, this study presented academic and political implications.

• Korean Journal of Environment and Ecology
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• v.38 no.2
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• pp.217-226
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• 2024

This study aimed to investigate the influence of anions in the air on the purification of fine dust (PM10 and PM2.5) and to evaluate the effects of plants on the generation of anions in the air and the purification of fine dust. Subsequently, the fine dust reduction models were compared according to each factor and plant volume. The characteristics of anion generation by each factor were observed to be in the order of Type N.I (negative ion generator; 204,133.33 ea/cm³) > Type P₃₀ (plant vol. 30%; 362.55 ea/cm³) > Type C (control; 46.22 ea/cm³), indicating that the amount of anion generation in the anion generator treatment group and the plant arrangement group were approximately 4,417 times and 7 times higher, respectively, than that in the untreated group. Consequently, the fine dust reduction characteristics by anion generation source showed that for PM10, Type NI had a purification efficiency 2.52 times higher than Type C, and Type P₃₀ was 1.46 times higher, while for PM2.5, Type NI had a purification efficiency 2.26 times higher than Type C, and Type P₃₀ was 1.31 times higher. The efficiency of fine dust purification by plant volume was in the order of Type P₂₀ (84.60 minutes) > Type P₃₀ (106.50 minutes) = Type P₂₅ (115.50 minutes) = Type P₁₅ (117.60 minutes) > Type P₅ (125.25 minutes) = Type P₁₀ (129.75 minutes), and for ultrafine dust, Type P₂₀ (104.00 minutes) > Type P₃₀ (133.20 minutes) = Type P₂₅ (144.00 minutes) = Type P₁₅ (147.60 minutes) > Type P₅ (161.25 minutes) = Type P₁₀ (168.00 minutes). Thus, a quantitative analysis of the anions and plants for purifying fine dust and suggested matters to be considered for future green space planning and plant planting considering fine dust purification.

• Health Policy and Management
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• v.14 no.1
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• pp.65-88
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• 2004

In general, empowerment is defined as the motivational concept of autonomy and self-efficacy. Recently, the concept of empowerment is applied to improve organizational staff's job satisfaction and organizational commitment in many organizations. Empower-ment in service organizations, i.e., hospitals, has certainly generated more publicity than any other organizations. The objectives of this study are, first, to measure the degree of hospital employees' empowerment using Spreitzer(1995)'s empowerment theory, second, to analyze the causal relationship of organizational and job characteristics, a degree of empowerment, and organizational performance(job satisfaction and organizational commitment), and third, to offer the strategy for the improvement of job satisfaction and organizational commitment. Spreitzer insists that the empowerment is composed of 4 dimensions(meaning, competence, self-determination, and impact). And he argues that various work-related characteristics is a direct cause of empowerment and the indirect cause of job satisfaction and organizational commitment, mediated by the empowerment latent variable. In order to perform this study, data were collected by self-administered questionnaires from hospital employees working in administrative department of 3 university hospitals in Inchon and Kyunggi-Do region. The number of cases is 181(response rate; 86%). The Collected data were analyzed with SPSS Ver. 10.0 and AMOSV Ver. 4.0. First, to test validity of variables, the factor analysis was used. Second, to test reliability, Cronbach's alpha coefficients was calculated. Cronbach's alpha of empowerment variable is 0.8323 showing that there's no problem in regard to the internal consistency. Also the Cronbach's alpha of other variables are 0.8301 of the degree of perceived control, 0.6705 of job characteristics, O.8787 of compensation, 0.9254 of job satisfaction, and 0.8389 of organizational commitment, respectively. Among the questions of job characteristics, two survey questions are deleted due to lowering the reliability. Third, to test multicollinearity and correlation of variables, the correlation analysis was performed. There was no problem of multicollinearity. Finally structural equation modelling (SEM) analysis was conducted to find the causal relationship of organizational and job Characteristics, empowerment, job satisfaction and organizational commitment. The 16 variables are included for the SEM analysis. The major results of this study are as follows: First, in the case of model fitness, the condition of x$^2$ statistic(92.187) is not fully satisfied, but the indices of GFI(0.912), AGFI(0.863), NFI(0.917) and CFI(0.928) are partially satisfied, which needs to upper 0.90. Second, in the result of hypotheses testing, all hypotheses are accepted and have a positive effect in 95% or 99% confidence interval(P<0.05 or P<0.001) except the effect of compensation variable on empowerment(P=0.082). Third, in regard to the direct, indirect, and total effect of variables, the direct effect of perceived control, task characteristics, and compensation on job satisfaction are 0.728, 2.264, 0.328 and on organizational commitment are 0.094, 1.411, 0.418, respectively. Also the indirect effect of perceived control, task characteristics, and compensation on job satisfaction are 0.311, 0.196, 0.028 and on organizational commitment are 0.210, 0.132, 0.019, respectively. Thus, these findings imply that various work-related factors are direct effect of empowerment and indirect effect of result variables, job satisfaction and organizational commitment. Also These results showed that the workplace empowerment is significant mediating factor of employee's job satisfaction and organizational commitment.

• Clinical and Experimental Reproductive Medicine
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• v.33 no.4
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• pp.219-227
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• 2006

Objective: To evaluate the impact of endometriosis on IVF-ET cycles and to compare IVF outcomes between stage I/II and stage III/IV endometriosis. Methods: We analyzed 697 patients (1,199 cycles) with endometriosis (stage I-II:638 cycles, stage III-IV: 561 cycles) and 325 pts (459 cycles) with tubal factor as controls between January 1994 and April 2004. Pts with endometriosis were diagnosed by laparoscopy and medical and surgical treatment were done in 353 cycles (55.3%) and 466 cycles (83.1%) of stage I-ll/stage III-IV endometriosis. Cycles with age>35 years or FSH>20 miU/mL or severe male factor infertility were excluded. Results: The number of retrieved oocytes ($9.97{\pm}7.2$ vs. $13.4{\pm}7.9$ (p<0.0001 )), total number of embryos ($6.5{\pm}4.8$ vs. $9.1{\pm}5.6$ (p<0.0001)), and good quality embryos ($2.43{\pm}1.6$ vs. $2.74{\pm}1.7$ (p=0.013)) significantly decreased in stage III-IV endometriosis than in control. But pregnancy rate of stage III-IV endometriosis was comparable with control (35.7% vs. 36.8%). Fertilization rate and number of total embryos were lower in stage I-II endometriosis than in control ($64.8{\pm}22.9$ vs. $70.8{\pm}20.8$ (p<0.0001), $7.6{\pm}5.0$ vs. $9.1{\pm}5.6$ (p<0.0001)). In patients with medical and surgical treatment of endometriosis, pregnancy rate and live birth rate was significantly lower in stage I-II than in stage III-IV endometriosis (29.2 vs. 36.2 (%), p=0.045, 23.9 vs. 31.5 (%), p=0.043). There was no difference in the mean age, but the duration of infertility was significantly longer ($56.5{\pm}26.3$ vs. $46.9{\pm}25.8$ (mon), p<0.0001) and fertilization rate was lower ($64.7{\pm}23.3$ vs. $70.5{\pm}22.7$ (%), p=0.001) in stage I-II than stage III-IV endometriosis. Conclusion: We suggest that IVF should be considered earlier in patients with minimal to mild endometriosis because of significantly decreased fertilization rates.

• Childhood Kidney Diseases
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• v.12 no.2
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• pp.194-201
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• 2008

Purpose : Voiding cystourethrography(VCUG) is required to detect vesicoureteral reflux(VUR), which may manifest as urinary tract infection(UTI) in children. It is well known that VCUG can cause UTI(post-VCUG UTI). In this study, risk factors for post-VCUG UTI and the preventive effect of antibiotics against this complication of VCUG were explored. Methods : Medical records of 284 patients who underwent VCUG at our hospital in 2007 were reviewed retrospectively. The incidence of post-VCUG UTI and risk factors for post-VCUG UTI, and the impact of antibiotic use on prevention of post-VCUG UTI were evaluated. According to antibiotics usage, we divided the enrolled patients into 4 groups of noantibiotics group, prophylactic antibiotics group(prophylactic antibiotics having been used before), antibiotics-for-VCUG group(antibiotics added for VCUG) and antibiotics-for-treatment group(treatment dose of antibiotics). Results : Seven of 284 children(2.5%) developed UTI after they underwent VCUG. Highgrade(grade$\geq$III) VUR was the only statistically significant risk factor(odds ratio[OR] 6.266, P=0.026) for post-VCUG UTI, while sex, age, and other anomalies of urinary system were not significant. Five post-VCUG UTI cases belonged to prophylactic antibiotics group. Antibiotics use (three groups using antibiotics vs. no-antibiotics group) or addition of antibiotics for VCUG (antibiotics-for-VCUG vs. other groups) did not have any effect on prevention of post-VCUG UTI. Conclusion : The risk factor for post-VCUG UTI was high-grade VUR. Antibiotics use did not prevent post-VCUG UTI in this study.

• Management & Information Systems Review
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• v.38 no.2
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• pp.183-208
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• 2019

The purpose of this study is to examine the effects of the transformational leadership on helping behaviors and deviant behaviors of organizational members and to verify the control effect of value consistency and to suggest a process for effective business management and human resource management. For this purpose, questionnaires were distributed to employees working in office management, area marketing, and manufacturing industries in Seoul, Gyeonggi and Chungcheong provinces, and the final 334 copies were used for empirical analysis. Data were analyzed using SPSS 18.0, and reliability analysis, factor analysis for validity, correlation analysis, and regression analysis were conducted to verify the research hypothesis. The results of the empirical analysis based on the questionnaire based on the object are as follows. First, charisma of transformational leadership showed negative impact on helping behavior, and intellectual stimulation of transformational leadership and individual care showed positive influence on helping behavior. Second, charisma of transformational leadership showed negative influence on deviant behavior, whereas intellectual stimulation of transformational leadership and sub - constitutional factor of individual care did not show significant influence on deviant behavior. Third, as a result of confirming the moderating role of transformational leadership and helping behavior on the level of value consistency, it showed moderating effects on charisma and individual consideration of transformational leadership. Through this study, we proved the effectiveness of transformative leadership which increases the helping behaviors of the members and reduces the deviant behavior. Based on this, we proposed the necessity of developing managers' transformational leadership improvement program to enhance the sustainability of the organization. And we confirmed the partial influence relationship on the adjustment effect of value consistency. In addition, negative influence of charisma suggests a significant point in the management process design.

• Health Policy and Management
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• v.34 no.1
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• pp.38-47
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• 2024

Background: Korea's population of children and adolescents has decreased by 2.88 million over the past decade and is expected to decline further due to the unprecedented low birth rate. In the fee-for-service compensation system, the decline in the pediatric population relates directly to the profit decrease in the pediatric clinics. This study analyzed whether the worsening profits of pediatric clinics impacted their closure. Methods: We built annual data for pediatric and other department clinics (internal medicine, otolaryngology, and family medicine) using the status of medical institute and health insurance claims data from 2012 to 2022. Then, we analyzed whether institutional variables such as annual profit and regional variables (Herfindahl-Hirschman index, the number of clinics per 100,000, etc.) affected the closure of clinics. The methods used in this study are descriptive statistics and chi-square analysis. Odds ratios for each variable were estimated by generalized estimating equations (GEE). Results: The closure rate of pediatric clinics was 2.66%-7.04% in 2012-2022, which was consistently higher than those of internal medicine, otolaryngology, and family medicine clinics. The profit gap per institution between the pediatric and the other clinics grew from 126 million won in 2012 to 245 million won in 2019. In the GEE analysis, profit decrease compared to the previous year with lower profit was the main factor that increased the closure of pediatric and other department clinics. After adjusting profit-related variables, the decrease in the pediatric population itself did not relate to the closure of pediatric clinics. The number of pediatric clinics or monopolies also did not affect the closure of pediatric clinics. Conclusion: The worsening profit is the crucial factor for the closure of pediatric clinics, while the pediatric population is decreasing. For this reason, it is necessary to actively seek ways to maintain a stable treatment system for children and adolescents.

• Journal of Global Scholars of Marketing Science
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• v.18 no.1
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• pp.115-139
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• 2008

Since financial crisis of IMF resulted in intensive competitiveness and adverse management environment, many hotel industries have responded it with restructuring. Since this restructuring is accompanied by reduction of employees, hence comes the recognition of justice in the procedure of restructuring. When the surviving employees in the restructuring process recognize unfairness in the procedure and practical operations, organization effectiveness can not be maintained due to losing trust of their employers. In this paper I will examine the relationship between validity of restructuring and compensatory programs for layoffs and surviving employees' trust of the employers. Also I will find out the relationship between remaining employees' trust of the employers and their job satisfaction and organization commitment. Through this relationship, we can prepare an alternative to reduce negative effect of restructuring. The hypotheses of this study are proposed as follows: H1: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their trust with a manager of the company is. H2: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their trust with a manager of the company is. H3: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their job satisfaction is. H4: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their job satisfaction is. H5: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their organization commitment is. H6: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their organization commitment is. H7: The higher surviving employees' trust with a manager of the company in restructuring process is, the higher their job satisfaction is. H8: The higher surviving employees' trust with a manager of the company in restructuring process is, the higher their organization commitment is. For the purposes of this study, employees working in luxury hotels located in Seoul were targeted. Self-administered questionnaires were distributed to those who consented with the investigation after explaining the purpose of the survey. A total of 500 questionnaires were distributed and 450 questionnaire were returned to the researcher for analysis. 430 of the returned questionnaires were used for analysis. As for the education for this survey, 250 junior college graduates or under (58.1%), 143 college graduates (33.3%) and 37 graduate school graduates (8.6%). As for the marital status, 315 persons (73.3%) are single and 115 are married (26.7%). As for the monthly income, 49 people (11.48%) are less than 2 million won, 148 (34.4%) are between 2 million and less than 2.5 million won, 153 (35.6%) are between 2.5 million to less than 3 million won, 80 (18.6%) are more than 3 million won. As for the workplace, 293 people (68.1%) work for the F&B department, 73 (17.0%) for rooms department, 41 (9.5%) for operation/ marketing department, 23 (5.3%) for account/ general affair department. As for the period of employment, 85 people (19.8%) are less than 5 years, 150 (34.9%) are between 6 to 9 years, 143 (33.3%) are between 10 to 14 years. and 52 (3.%) are more than 15 years. An exploratory factor analysis was used to survey validity and reliability of calculating tool on perceived values. This study used correlation between individual items and whole items and Cronbach's alpha value of multiple-item scale which is usually used to assess scale and reliability. Reliability of conceptual sub-dimension was assessed by basing on repeated procedure of correlation between individual items and whole items and factor loading. 1. Verification of correlation between validity of restructuring and trust This research showed that procedural and distributive justice of restructuring affects trust positively. The path coefficient between procedural justice of restructuring and trust is 0.719(t=10.135, p=0.000), and thereby the higher procedural justice results in higher trust. The path coefficient between distributive justice of restructuring and trust is 0.160(t=3.291, p=0.001), and thereby the higher distributive justice results in higher trust. Hence H1 and H2 are accepted. 2. Verification of correlation between validity of restructuring and job satisfaction The path coefficient between procedural justice of restructuring and job satisfaction is 0.179(t=2.202, p=0.028), and thereby the higher procedural justice results in higher job satisfaction. The path coefficient between distributive justice of restructuring and job satisfaction is 0.074(t=1.620, p=0.105), and thereby distributive justice of restructuring has no relationship with job satisfaction. Hence H3 is accepted, but H4 is removed. 3. Verification of correlation between validity of restructuring and organization commitment The path coefficient between procedural justice of restructuring and organization commitment is 0.188(t=2.466, p=0.014), and thereby the higher procedural justice results in higher organization commitment. The path coefficient between distributive justice of restructuring and organization commitment is 0.118(t=2.720, p=0.007), and thereby the higher distributive justice results in higher organization commitment. Hence H5 and H6 are accepted. 4. Verification of correlation between trust and job satisfaction The path coefficient between trust and job satisfaction is 0.610(t=6.736, p=0.000), and thereby the correlation has a meaningful result. Since the higher trust of the employer results in higher job satisfaction, H7 is accepted. 5. Verification of correlation between trust and organization commitment The path coefficient between procedural justice of restructuring and job satisfaction is 0.446(t=5.547 p=0.000), and thereby the higher trust of the employer results in higher organization commitment. Hence H8 is accepted. This research aimed to help the employers of hotel industries by analyzing the effects of validity of restructuring on employees' trust, job satisfaction and organization commitment. The research found that employer's validity of restructuring has significant affects on the degree of employee's trust with a manager, thereby reducing the negative effects of restructuring and enhancing organization commitment and job satisfaction. The principal purpose of this research is to confirm the correlation between employees' perceived validity of restructuring and their trust with a manager. Also whether this correlation results in competitive edge of the company is also investigated. It is also pointed out that employees had to participated the procedure of restructuring, sharing the philosophy and reason of restructuring. This participation and furthermore compensatory methods can reduce employees' anxiety of organization operations. Variable of trust appeared to have impact on intermediation effect between perceived variable of validity and job satisfaction, organization commitment, so that increase of trust with a manager plays an crucial role in increasing organization effectiveness. Since this research did not cover whole hotel industries which underwent restructuring, it showed a limit. Unlike previous studies which dealt with validity and trust of superior bosses, this research focussed on employers. Also the organization citizenship which is not considered in this study will be dealt with in the future study.