• The Journal of the Korea Contents Association
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• v.10 no.9
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• pp.267-275
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• 2010

Quality management of an x-ray unit drastically differs according to the type of establishment of medical institutions. Many primary medical institutions have it, but they do not pay much attention to quality management. In the study, Gyeongbuk area has been divided into four zones from January 4, 2010 to September 3, 2010, and four places were designated by city. Among medical institutions located at a total of 16 sites, the target was 8 places with X-ray emission equipment 10 years or more in use as well as 8 places with X-ray emission equipment less than 10 years in use. The 5 essential items of quality control were tested. In the test that checked for equipment it was found that sites with X-ray emission equipment 10 years or more in use didn't have ground connection (6.25%) while all of them passed the current leak test. In the exposure dose reproducibility test 4 sites with X-ray emission equipment 10 years or more in use (25%) and 1 site with X-ray emission equipment less than 10 years in use didn't pass the test. In the KVp accuracy test 5 sites with X-ray emission equipment 10 years or more in use (31.25%) and 2 sites with X-ray emission equipment less than 10 years in use (12.5%) didn't pass the test. In the tube current and tube current amount test 3 sites with X-ray emission equipment 10 years or more in use (18.75%) and 1 site with less than 10 years in use (6.25%) didn't pass the test. According to the findings of the present research, quality control at medical institutions with X-ray equipment 10 years or more in use was poorer than medical institutions with X-ray equipment less than 10 years in use. In this regard, administrative and technical measures need to be taken as soon as possible. In addition, owners of medical clinics or unit managers need to raise awareness, and it is necessary to revise a regular test cycle every year or every two years if they have old equipment or if the equipment is not used on a frequent basis. And it is also important to provide regular educational programs for quality management.

• 한국벤처창업학회:학술대회논문집
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• 2006.04a
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• pp.167-201
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• 2006

Korean corporations are transforming their vertical operational structure to a team-based structure to compete in the rapidly changing environment and for improved performance. However, a high percentage of the respondents in KBS said that despite the appearance of the present team structure, the organization operates much like a vertically-structured organization. This result can be attributed to the lack of study and implementation toward the goal of empowerment, the key variable for the success of the team-based structure. This study aims to provide policy suggestions on how to implement the process of empowerment, by investigating the conditions that hinder the process and the attitude of the KBS employees. For the cross-sectional study, this thesis examined the domestic and international references, conducted a survey of KBS employees, personal interviews and made direct observations. Approximately 1,200 copies of the Questionnaire were distributed and 474 were completed and returned. The analysis used SPSS 12.0 software to process the data collected from 460 respondents. For the longitudinal-study, six categories that were common to this study and "The Report of the Findings of KBS Employees' View of the Team Structure" were selected. The comparative study analyzed the changes in a ten-month period. The survey findings showed a decrease of 24.2%p in the number of responses expressing negative views of the team structure and a decrease of 1.29%p in the number of positive responses. The findings indicated a positive transformation illustrating employees' improved understanding and approval of the team structure. However, KBS must address the issue on an ongoing basis. It has been proven that the employee empowerment increases the productivity of the individual and the group. In order to boost the level of empowerment, the management must exercise new, innovative leadership and build trust between the managers and the employees first. Additional workload as a result of shirking at work places was prevalent throughout all divisions and ranks, according to the survey data. This outcome leads to the conclusion that the workload is not evenly distributed or shared. And the data also showed the employees do not trust the assessment and rewards system. More attention and consideration must be paid to the team size and job allocation in order to address this matter; the present assessment and rewards system need to be complemented. The type of leadership varies depending on the characteristics of the organization's structure and employees' disposition. KBS must develop and reform its own management, leadership style to suit the characteristics of individual teams. Finally, for a soft-landing of KBS team structure, in-house training and education are necessary.

• KSCE Journal of Civil and Environmental Engineering Research
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• v.36 no.1
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• pp.49-63
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• 2016

In this study, we analyzed the effects of regional hydrologic variability during warm season (June-September) in South Korea due to ENSO (El $Ni{\tilde{n}}o$-Southern Oscillation) pattern changes over the Tropical Pacific Ocean (TPO). We performed composite analysis (CA) and statistical significance test by Student's t-test using observed hydrologic data (such as, precipitation and streamflow) in the 113 sub-watershed areas over the 5-Major River basin, in South Korea. As a result of this study, during the warm-pool (WP) El $Ni{\tilde{n}}o$ year shows a significant increasing tendency than normal years. Particularly, during the cold-tongue (CT) El $Ni{\tilde{n}}o$ decaying years clearly decreasing tendency compared to the normal years was appeared. In addition, the La $Ni{\tilde{n}}a$ years tended to show a slightly increasing tendency and maintain the average year state. In addition, from the result of scatter plot of the percentage anomaly of hydrologic variables during warm season, it is possible to identify the linear increasing tendency. Also the center of the scatter plot shows during the WP El $Ni{\tilde{n}}o$ year (+17.93%, +26.99%), the CT El $Ni{\tilde{n}}a$ year (-8.20%, -15.73%), and the La $Ni{\tilde{n}}a$ year (+8.89%, +15.85%), respectively. This result shows a methodology of the tele-connection based long-range water resources prediction for reducing climate forecasting uncertainty, when occurs the abnormal SSTA (such as, El $Ni{\tilde{n}}o$ and La $Ni{\tilde{n}}a$) phenomenon in the TPO region. Furthermore, it can be a useful data for water managers and end-users to support long-range water-related policy making.

• Asia pacific journal of information systems
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• v.22 no.2
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• pp.39-69
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• 2012

With the advent of communication technologies including electronic collaborative tools and conferencing systems provided over the Internet, virtual collaboration is becoming increasingly common in organizations. Virtual collaboration refers to an environment in which the people working together are interdependent in their tasks, share responsibility for outcomes, are geographically dispersed, and rely on mediated rather than face-to face, communication to produce an outcome. Research suggests that new sets of individual skill, knowledge, and ability (SKAs) are required to perform effectively in today's virtualized workplace, which is labeled as individual virtual competence. It is also argued that use of online social networking sites may influence not only individuals' daily lives but also their capability to manage their work-related relationships in organizations, which in turn leads to better performance. The existing research regarding (1) the relationship between virtual competence and task performance and (2) the relationship between online networking and task performance has been conducted based on different theoretical perspectives so that little is known about how online social networking and virtual competence interplay to predict individuals' task performance. To fill this gap, this study raises the following research questions: (1) What is the individual virtual competence required for better adjustment to the virtual collaboration environment? (2) How does online networking via diverse social network service sites influence individuals' task performance in organizations? (3) How do the joint effects of individual virtual competence and online networking influence task performance? To address these research questions, we first draw on the prior literature and derive four dimensions of individual virtual competence that are related with an individual's self-concept, knowledge and ability. Computer self-efficacy is defined as the extent to which an individual beliefs in his or her ability to use computer technology broadly. Remotework self-efficacy is defined as the extent to which an individual beliefs in his or her ability to work and perform joint tasks with others in virtual settings. Virtual media skill is defined as the degree of confidence of individuals to function in their work role without face-to-face interactions. Virtual social skill is an individual's skill level in using technologies to communicate in virtual settings to their full potential. It should be noted that the concept of virtual social skill is different from the self-efficacy and captures an individual's cognition-based ability to build social relationships with others in virtual settings. Next, we discuss how online networking influences both individual virtual competence and task performance based on the social network theory and the social learning theory. We argue that online networking may enhance individuals' capability in expanding their social networks with low costs. We also argue that online networking may enable individuals to learn the necessary skills regarding how they use technological functions, communicate with others, and share information and make social relations using the technical functions provided by electronic media, consequently increasing individual virtual competence. To examine the relationships among online networking, virtual competence, and task performance, we developed research models (the mediation, interaction, and additive models, respectively) by integrating the social network theory and the social learning theory. Using data from 112 employees of a virtualized company, we tested the proposed research models. The results of analysis partly support the mediation model in that online social networking positively influences individuals' computer self-efficacy, virtual social skill, and virtual media skill, which are key predictors of individuals' task performance. Furthermore, the results of the analysis partly support the interaction model in that the level of remotework self-efficacy moderates the relationship between online social networking and task performance. The results paint a picture of people adjusting to virtual collaboration that constrains and enables their task performance. This study contributes to research and practice. First, we suggest a shift of research focus to the individual level when examining virtual phenomena and theorize that online social networking can enhance individual virtual competence in some aspects. Second, we replicate and advance the prior competence literature by linking each component of virtual competence and objective task performance. The results of this study provide useful insights into how human resource responsibilities assess employees' weakness and strength when they organize virtualized groups or projects. Furthermore, it provides managers with insights into the kinds of development or training programs that they can engage in with their employees to advance their ability to undertake virtual work.

• Horticultural Science & Technology
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• v.28 no.4
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• pp.648-655
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• 2010

This study is the first comprehensive report on the molecular cloning, structural characterization, sequence comparison between wild and mutant types, copy number in the genome, expression features and activities of a gene encoding 5-enolpyruvylshikimate-3-phosphate synthase (EPSPS) in Korean lawn grass ($Zoysia$ $japonica$). The full length cDNA of the EPSPS from Korean lawn grass ($zj$EPSPS) obtained from a 3' and 5' RACE method was 1540 bp, containing a 1176 bp ORF, a 144 bp leader sequence (5' UTR) and a 220 bp 3' UTR, which was eventually decoded 391 amino acid residues with a molecular mass of 41.74 kDa. The Southern blot detection of the $zj$EPSPS showed that the gene exists as a single copy in the Korean lawn grass genome. Sequence comparison of the $zj$EPSPS gene demonstrated that the glyphosate-tolerant mutant (GT) having a Pro-53 to Ser substitution in the gene seems to have a preferred binding activity of the enzyme to phosphoenol pyruvate(PEP) over glyphosate, which allows the continuous synthesis of aromatic amino acids in the shikimate pathway. From the Northern blotting analysis, the $zj$EPSPS was found to be highly expressed, with continuous increase until 36 hours after 0.5% glyphosate treatment in both wild and mutant samples, but 1.5-fold higher EPSP synthase activity was observed in the tolerant mutant when exposed to the glyphosate treatment. The molecular information of the $zj$EPSPS gene obtained from this study needs to be further dissected to be more effectively applied to the development of gene-specific DNA markers and zoysiagrass cultivars; nevertheless, the glyphosate-tolerant mutant having the featured $zj$EPSPS gene can be provided to turfgrass managers for weed problems with timely adoptable management options.

• Health Policy and Management
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• v.15 no.1
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• pp.97-117
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• 2005

This study was designed to compare the differences m results of supervisor and subordinate rating. Data was collected from personnel evaluation and subordinate rating results for middle managers(n=68) in hospital from 3rd January to 20th March in 2004. Supervisor rating consisted of performance, ability and attitude evaluation. Subordinate rating consisted of leadership, ability and attitude evaluation. Collected data included sociodemographic characteristics, work department, work level, years of work, years at present level and whether working in a patient serving department. The difference of standardized supervisor and subordinate rating score was used to define groups as 'higher in supervisor rating group'. Groups were defined in total score, ability score and attitude score. Main results were as follows: 1. In total score, sectional chiefs were apt to be 'higher in subordinate rating group' while chief clerks were apt to be 'similar group' or 'higher in supervisor rating group'. Staffs in patient serving department were likely to be 'higher in supervisor rating group' and staffs in non-patient serving department were likely to be 'higher in subordinate rating group'. All these results were statistically significant. 2. In ability score, there were no statistically significant differences in age, sex, years of education, work department, work level, years of work and whether working in a patient serving department among 'higher in supervisor rating group', 'similar group' and 'higher in subordinate rating group'. 3. In attitude score, staffs in the department of medical affairs and the department of administration were apt to be 'higher in subordinate rating group'. Staffs in the department of nursing were apt to be 'higher in supervisor rating group'. Staffs in a patient serving department were likely to be 'higher in supervisor rating group' and staffs in a non-patient serving department were likely to be 'higher in subordinate rating group'. All these results were statistically significant. 4. Logistic analysis about total score showed that sectional chiefs had higher Odds Ratio(OR) to be in 'higher in subordinate rating group'. Staffs in a non-patient serving department had higher OR to be in 'higher in subordinate rating group'. Both these results were statistically significant. 5. Logistic analysis about ability score showed that sectional chiefs had higher OR to be in 'higher in subordinate rating group'. Staffs in a non-patient serving department had higher OR to be in 'higher in subordinate rating group'. These results were not statistically significant. 6. Logistic analysis about total score showed that sectional chiefs had higher OR to be in 'higher in subordinate rating group', but the difference was not statistically significant. Staffs in a non-patient serving department had significantly higher OR to be in 'higher in subordinate rating group'. In conclusion, there is no clear superiority between supervisor and subordinate rating in personnel evaluation. It would be better to use a mixed model. It's also suggested to use an intervening rate of application or scores considering work levels and work department in personnel evaluation. These results would be helpful for hospitals planning a supervisor and subordinate rating system for personnel evaluation.

• Horticultural Science & Technology
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• v.17 no.5
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• pp.572-577
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• 1999

Research was initiated to evaluate plant growth regulator effects on the vertical shoot growth of Korean lawngrass and to determine desirable growth regulator and its rate. The experiments were conducted twice at different sites in 1995. All the tested growth regulators inhibited the growth, but the inhibition period was variable among the product in Experiments I and II. During the first week after treatment, there was approximately 10 to 20% growth reduction in most of the treated plots. In the amidochlor-treated plots, growth suppression was effective for 3 to 4 weeks at low to medium rates ($0.60mL{\cdot}m^{-2}$). A Type II growth regulator, trinexapac-ethyl exceeding the medium rate of $0.08mL{\cdot}m^{-2}$ consistently tended to suppress vertical shoot growth for 8 weeks, being above 35% reduction in both experiments. In the plots applied with mefluidide, growth suppression appeared with foliar discoloration 3 or 4 days earlier than the other growth regulators and continued to work till the 8 weeks after treatment. Suppression intensity on vertical shoot growth increased with time after treatment up to a certain period of time, depending on growth regulators. Generally, the higher the application rate, the greater the suppression intensity. Seasonal variation of activity and effectiveness of growth regulators was observed, resulting in lower suppression intensity in July than in June. It is expected to reduce mowing requirements by 30 to up to 60% for a certain period with a specific growth regulator. In low to medium maintenance of Korean lawngrass turf, a long-term suppression may be more effectively accomplished with trinexapac-ethyl rather than mefluidide and amidochlor in terms of vertical shoot growth inhibition. Therefore, turf managers will need to select proper growth regulator and determine optimum rate of application for turfgrass management, based on a defined period of mowing reduction.

• The Korean Journal of Pesticide Science
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• v.6 no.4
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• pp.250-256
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• 2002

The objective was to know if chinese cabbage growers in Gangwon alpine farmland control agricultural pests including weeds effectively and use pesticide properly. Examiners visited 185 farmers at Taebaek, Pyongchang, and Jeongseon and surveyed 33 questions on pest control methods pesticide use. Chinese cabbage farmers have noxious plant diseases such as clubroot, bacterial soft rot, downy mildew, anthracnose, and mosaic disease, and also noxious insects such as diamondback moth, aphid, beet armyworm, common cabbage worm, and Japanese native slug. In addition, farmers have noxious weeds such as common chickweed, marsh pepper, hairy crabgrass, common purslane, and horseweed. To control diseases and insects, 51.3% of farmers used many chemical agents, while 20.7% of farmers used chemical agents with too much emphasis on paraquat and glyphosate to control weeds: 87.2% of the answered farmers have a preference of the both non-selective herbicides. Farmers in the survey area selected pesticides on the basis of their own experience and sales managers' recommendation (84.2%) which results in the use of inappropriate pesticides such diniconazole. Many farmers have experienced phytotoxicities (46.7%) and pesticide poisoning (51.2%). We conclude that a systematic educational program for the proper selection and use of pesticides should be conducted for chinese cabbage growers in Gangwon alpine farmland.

• Journal of Nutrition and Health
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• v.53 no.5
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• pp.547-561
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• 2020

Purpose: This study was conducted to segment the delivery food market and to develop customized products and services. Methods: This study analyzed 636 responses collected from customers who ordered delivery food. Statistical analyses were conducted using the SPSS program (ver. 25.0) for frequency analysis, χ²-test, one-way analysis of variance, factor analysis, and cluster analysis. Results: Four factors were extracted by exploratory factor analysis (safety-orientation, convenience-orientation, taste-orientation, and economy-orientation) to explain the consumers' food-related lifestyles. The results of cluster analysis indicated that the 'low-interest group', 'convenience and economy-oriented group', and 'gourmet and economy-oriented group' should be regarded as the target segments. Characteristic analysis of each cluster showed that lowinterest group had higher rates of married (67.1%) and living with family (85.4%) than other clusters. The convenience and the economy-oriented group had higher rates of living alone (28.9%) than others. The gourmet and the economy-oriented group had a higher percentage of unmarried (62.0%) than the others. In addition, the average age of convenience and economy-oriented group (32.3 years) and gourmet and economy-oriented group (32.5 years) were significantly lower than the safety seeker (40.0 years) (p < 0.001). Difference analysis of the consumption practice according to the cluster, revealed significant differences in the order frequency (p < 0.001), main day to order (p < 0.05), source of information about delivery food (p < 0.001), order method (p < 0.001), and co-consumer (p < 0.01). In addition, the convenience and the economy-oriented group had significantly higher overall satisfaction than the others (p < 0.001). Conclusion: These findings suggest that customer segmentation based on a food-related lifestyle can be used to build a successful marketing strategy. Therefore, restaurant managers and delivery platform operators should consider developing products and services according to the segmentation to maximize customer satisfaction.

• Journal of the Korean Institute of Traditional Landscape Architecture
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• v.35 no.3
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• pp.67-75
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• 2017

The culture of Gugok (九曲) and Dongcheon (洞天), which tries to reach the ideological culmination in Confucianism, was widespread throughout the Joseon dynasty. This was an extension of the spirit of studying and honoring Zhu Xi (學朱子, 尊朱子); thereby, Confucian scholars in Joseon expressed the will to follow the teachings of Zhu Xi (朱子) and comforted themselves that they were in the course of attaining the truth. As a realization of this expression of will, scholars designated and operated various scenic sites as Gugoks, following the example of Zhu Xi's Mui Gugok (武夷九曲), and Dongcheons, as a representation of the utopia. These designations are widespread nationwide, with around sixty Gugok locations that have now been reported in academia. However, the actual number of Gugoks exceeds this number, and many of them are currently not identified concerning the exact locations. Therefore, the purpose of this study is to identify the locations of Gugoks and Dongcheons scattered around Seoul, Gyeonggi and Gangwon regions. For the coordinates of Gugoks and Dongcheons, this study referred to the literature, web search and the books published by local cultural institutes. Based on the collected information, the researchers conducted field trips to investigate whether the record exists as a real location and, if so, acquired their coordinates. This study also provides the tables of Gugok or Dongcheon that only exists in the imagination, existed before but now are lost, or are inaccessible. Eight locations in Seoul, Gyeonggi, and Gangwon regions are understood as Gugok. Among them, Gogun Gugok and Okgye Gugok have relatively clear locations and records. Byeokgye Gugok and Suhoe Gugok, on the other hand, has many locations and titles overlapped, and their established time and managers are unclear. As for Ui Gugok in Seoul, it is known to be set by Hong Yangho, but some parts of its locations are confirmed, others are in dispute, and many locations are damaged. Thirty-eight locations in Seoul, Gyeonggi, and Gangwon regions are understood as Dongcheon. There are sixteen Dongcheons in Seoul area. Among them, those including Dohwa Dongcheon, Yangsan Dongcheon, and Ssangnyu Dongcheon actually exist but are forbidden to be accessed. There are thirteen Dongcheons in Gyeonggi area. The exact location of Onsu Dongcheon cannot be confirmed because of the development; Gwirae Dongcheon has historical records, but the actual existence cannot be confirmed. There are nine Dongcheons in Gangwon area. The researcher judged that Hwaeum Dongcheon is the misspelled record of Hwaeumdong Jeongsaji (華陰洞精舍址), which is located at the upstream of Gogun Gugok.