• Human Ecology Research
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• 제53권1호
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• pp.49-66
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• 2015

This study analyzes the effects of women's labour force participation and work-family reconciliation support on life-cycle fertility in Korea. The analysis is based on the longitudinal data from Korean Labour and Income Panel Study (KLIPS), which include the available information on life-cycle fertility and employment history. Employing a dynamic model of fertility, we estimated the life-cycle fertility of all the 15-49 years old women considered in this study by using a duration model. The major results of this study were as follows: First, women's labour force participation had a negative effect on the first birth, second birth, and all births (transition to births starting at different parities). Women's employment tended to lengthen the interval between births. Second, the availability of maternal leave had a positive effect on the first birth and all births for working women. Providing maternal leave to working women decreased the opportunity cost of childbearing and in turn, reduced the interbirth interval of women. However, the availability of parental leave had no significant effect on the births of working women. Third, the financial support for childcare had a positive effect on the first birth and all births. The economic support for childcare led to the reduction in the interbirth interval of women by increasing the probability of births. The use of a childcare center for the first child, which substitutes for the time that women needed to take care of their children, classified as time-intensive consumption goods, did not have any effect on the second birth. Fourth, the part-time employment of women had a positive effect on the second birth. A flexible working time schedule tended to decrease the interval between the first and the second births.

• Safety and Health at Work
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• 제11권1호
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• pp.19-25
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• 2020

Background: Childbirth represents a significant transition for women, with physical and psychological sequelae. Reentry to the workplace during the postpartum period is understudied, with implications for maternal well-being and job-related outcomes. This study's aim was to examine selected pregnancy, childbirth, and return-to-work correlates of overall self-rated health within the first month of work reentry after maternity leave. Methods: Between December 2016 and January 2017, we surveyed women employed at a large, public Midwestern university who had given birth in the past five years (N = 249) to examine self-rated overall health in the first month of work reentry. Using ordinal logistic regression, we examined whether physical or psychological health problems during pregnancy, childbirth complications, length of maternity leave, and depression and anxiety at work reentry were related to overall health. Results: Women who experienced depression (odds ratio [OR] = 0.096 [95% confidence interval {CI} = 0.019 to 0.483, p = 0.004]) and anxiety (OR = 0.164, [95% CI = 0.042 to 0.635, p = 0.009]) nearly every day reported worse health at work reentry than those with no symptoms. Controlling for demographics and mental health, women who experienced medical problems during pregnancy (OR = 0.540 [95% CI = 0.311 to .935, p = 0.028]) were more likely to report poor health, while taking a longer maternity leave (OR = 14.552 [95% CI = 4.934 to 42.918, p < 0.001]) was associated with reporting better health at work reentry. Conclusion: Women who experience medical complications during pregnancy, return to the workplace too soon after birth, and experience mental health symptoms are vulnerable physically as they return to work.

• 치위생과학회지
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• 제6권2호
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• pp.107-111
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• 2006

본 연구는 치과의원에 근무하는 치과위생사의 이직의도에 영향을 미치는 유의한 변수들을 향후 치과의원의 이직으로 인한 치과의원의 경제적 손실과 구강진료의 생산성 저하요인의 발생을 예방하고 효율적인 인력활용 방안의 기초 자료로 활용하고자 시도 되었다. 자료 분석에 있어서는 SPSS Ver. 11.0을 이용하였으며, 결과를 요약하면 다음과 같다. 1. 독립변수와 이직의도간의 상관관계를 살펴 본 결과, 매개변수인 조직몰입도(-0.711)가 가장 유의성이 높았고, 보상의 공정성(-0.544), 외부취업기회(0.402), 의원장의 지원(-0.400), 자기 성장성(-0.399), 직무갈등(0.313), 직업 안정성(-0.305) 등의 변수가 유의한 상관관계를 보였다. 유의한 상관관계를 보인 모든 변수들은 연구모형에서 예측한 정(+)과 부(-)의 인과관계가 모두 일치하였다. 2. 경로분석의결과, 조직몰입도(-0.711), 의원장의지원(-0.306), 직무만족도(-0.257), 외부취업기회(0.229), 긍정적 심성(-0.196), 직무 갈등(0.142), 직무 자율성(-0.106) 등이 유의한 총 효과를 가지는 것으로 나타났다.

• 한국식품저장유통학회지
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• 제10권2호
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• pp.241-245
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• 2003

기능성 발효음료를 개발하기 위하여 홍차, 감잎차, 솔잎, 쑥, 눈꽃 동충하초와 번데기 동충하초의 균사체와 자실체를 부재료로 첨가한 배지에 tea-fungus를 접종하여 3$0^{\circ}C$에서 2주일간 발효시킨 tea-fungus 음료를 조제하였다. Tea-fungus 음료의 기능성을 조사하기 위하여 음료의 원액과 그 5배 희석액으로 나누어 항균활성, 항산화능과 아질산염소거능을 조사하였다. Tea-fungus 음료의 항균활성은 솔잎과 눈꽃동충하초의 균사체와 자실체를 첨가한 경우에 E. coli와 S. aureus에 대하여 모두 우수한 항균활성을 나타내었으나 감잎차를 첨가한 음료는 항균활성을 나타내지 않았다. Tea-fungus 음료의 5배 희석액은 두 균주 모두에 대하여 항균활성을 나타내지 않았다. 음료의 전자공여능은 41-87%, 5배로 희석한 tea-fungus음료는 11-63%로서 솔잎과 감잎차를 첨가한 음료의 전자공여능이 높았고, 번데기동충하초의 균사체와 자실체를 첨가한 음료에서 낮았다. Tea-fungus 음료의 아질산염소거능홍차를 첨가한 음료에서 63%, 감잎차 44%로서 높았으며 다른 부재료를 첨가한 경우에는 전체적으로 낮은 소거능을 나타내었다.

• Restorative Dentistry and Endodontics
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• 제18권1호
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• pp.205-213
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• 1993

The purpose of the study was to evaluate the degree of the marginal leakage of esthetic restorative materials on root caries restoration. 120 cavities were prepared to $90^{\circ}$ butt joint on all margins on the crown and root portion, and divided into 4 groups. The four groups of cavity were filled with Amalgam(Dongmuyung Dental Alloy Co., Ltd, KOREA), Silux$^{(R)}$(3M Co., USA)-Scotch Bond 2$^{(R)}$(3M Co., USA), Silux$^{(R)}$-All Bond$^{(R)}$(BISCO USA), and GC Fuji II$^{(R)}$(G-C Co., JAPAN) respectively. The apical margin of the preparation was finished to leave a flash of restorative material. The coronal margin of the preparation was finished not to leave a flash of restorative material. All specimens were sectioned longitudinally with Isomet Low speed saw(Buether Ltd, USA). The degree of dye penetration was evaluated as the parameter of marginal leakage under the stereoscope. The results were as follows. 1. At the enamel and dentin/cementum margins, the margin were finished to leave a flash of material showed less marginal leakage than that were finished not to leave a flash of material (P<0.001). 2. The enamel margins showed less marginal leakage than the dentin/cementum margins(P<0.001). 3. There was no significant difference in the degree of the marginal leakage between Silux$^{(R)}$-Scotch Bond 2$^{(R)}$ group and Silux$^{(R)}$-All Bond$^{(R)}$ group.

• 정보처리학회논문지B
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• 제9B권5호
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• pp.587-598
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• 2002

멀티캐스트 환경에서 그룹키 관리는 그룹 통신에서 기밀성과 같은 정보보호서비스를 제공하기 위하여 그룹 내 모든 구성원들이 한 개의 동일한 비밀키를 공유한 후 이를 기반으로 그룹 내 메시지의 암복호화를 수행함으로서 그룹 통신 내용을 보호하는 기술이다. 지금까지의 그룹키 관리 연구에서는 완전 정규 트리를 기반으로 사용자들이 그룹에 가입 및 탈퇴하는 비율을 고려하지 않은 상태에서 그룹키 관리 메커니즘이 개발되어 왔지만 본 연구에서는 사용자들이 그룹에 가입 및 탈퇴하는 비율을 고려한 상태에서 관리 메커니즘의 효율성을 높이는 메커니즘을 개발하였으며 또한 완전 정규 트리 보다 더욱 유연한 구조를 갖는 가변트리라는 새로운 트리구조를 정의 및 분석하여 제안된 가변트리 모델이 완전 정규트리 모델보다 그룹키 관리에서 더욱 효율적인 키트리 모델임을 제시하였다. 특히 그룹 통신에서 탈퇴비율이 50%를 넘는 경우 트리의 차수들이 2 또는 3인 경우에 최적화가 이루어짐을 증명하였다.

• Journal of Biosystems Engineering
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• 제33권6호
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• pp.446-452
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• 2008

Machine vision system was used for analyzing leaf color disorders of tomato plants in a greenhouse. From the day when a few leave of tomato plants had started to wither, a series of images were captured by 4 times during 14 days. Among several color image spaces, Saturation frame in HSI color space was adequate to eliminate a background and Hue frame was good to detect infected disease area and tomato fruits. The processed image ($G{\sqcup}b^*$ image) by OR operation between G frame in RGB color space and $b^*$ frame in $La^*b^*$ color space was useful for image segmentation of a plant canopy area. This study calculated a ratio of the infected area to the plant canopy and manually analyzed leaf color disorders through an image segmentation for Hue frame of a tomato plant image. For automatically analyzing plant leave disease, this study selected twenty-seven color patches on the calibration bars as the corresponding to leaf color disorders. These selected color patches could represent 97% of the infected area analyzed by the manual method. Using only ten color patches among twenty-seven ones could represent over 85% of the infected area. This paper showed a proposed machine vision system may be effective for evaluating various leaf color disorders of plants growing in a greenhouse.

• 대한간호학회지
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• 제6권2호
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• pp.10-17
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• 1976

High turnover rate of nurses working in the hospitals is one of the serious problems in nursing society at the present time which can result in reducing the economic condition of hospital and providing low quality nursing care. This study was designed identify the causes and turnover rate of 248 clinical staff nurses in relation to their rewards and incentives in 6 hospitals located in Seoul from Oct.1 to Oct. 20, 1975. Questionnaires and analyzing items were formulated on the basic of Mallow's hierarchy of basic needs which were grouped in three categories such as safety and social and psychological rewards and incentives. The data were analyzed by means of mean, Chi square, Percentage and F- ratio. The following results were obtained: 1) There were 69% of respondents who have definitely decided or hoped to leave the hospital. 2) Those who are in the range of 26 to 30 years of age showed the strongest desire to leave the hospital. 3) There was no significant difference between those who want to leave the hospital and those who want to remain in relation to age, educational background, past experience and expecting period of clinical work. However, the married nurses tend to remain in the hospital than the single. 4) When the rewards scores in the three categories were calculated, psychological rewards were placed in the first rank by the mean score 14.09 ; and each of safety rewards and social rewards were 9.06 and 4.84. When the scores in three categories were compared it was found that there was significant difference. (F〈0.01).

• 간호행정학회지
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• 제8권1호
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• pp.97-105
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• 2002

The purposes of this study is to identify the relationship between coping strategies and the nursing organizational effectiveness in hospital nurses and to provide the basic data concerning the development of job stress management program for hospital nurses. The subjects showed that the twenties and single nurses who had worked under one year used more frequently 'the avoid and the symptom coping strategies' better than 'the control'. Also, they showed significantly lower satisfaction and higher 'the intent to leave' than others. The main factors that affected the satisfaction and 'the intent to leave' were age and the control coping strategies.In conclusion, this study showed that the staff nurses who were twenties, single, and new employed used more frequently 'the avoid and symptom management coping strategies' than others. Also they showed lower satisfaction and higher 'the intent to leave' than others. So Age and the control coping strategies should be considered in the development of staff nurses' stress management program. Especially, it was needed to focused on the nurses who were twenties, single, and new employed.

• 한국의류학회지
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• 제24권8호
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• pp.1103-1114
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• 2000

The purpose of the study was to investigate the level and the major causes of job stress, and the causes of the high level of job turnover rate of fashion merchandisers and fashion designers. The study also examined the correlations among the major causes of job stress, job results and job turnover rate. A part of the questionnaire consisted of questions on major causes of job stress, job result, and intention and trial to leave a job. The subjects were to rate on 5 point Likert-type scales. The other part included the questions on demographic and individual characteristics of the subjects and their company characteristics. For the survey, the subjects were 99 fashion merchandisers and 128 fashion designers who are employed by mens or womens wear manufacturers. The SAS PC+ package was used to calculate frequency, Cronbach $\alpha$, multiple regressions. The results of the study were as follows: 1. The high degree of the job results were resulted from the high degree of specialties in their job characteristics, high contentment in human relations, career development and income, and low role conflict. 2. Stronger intentions and more trials to leave their job were correlated to better task performance in the workplace, lower commitment to their job, and lower job satisfaction. 3. Higher level of job stress caused by interpersonal relationship in the organization and contentment in career development and income affected stronger intentions and more trials to leave their job.