• The KIPS Transactions:PartD
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• v.16D no.6
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• pp.851-858
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• 2009

Mobbing is not restricted to problem of young people but the bigger recent problem occurs in workspaces. According to reports of ILO and domestic case mobbing in the workplace is increasing more and more numerically from 9.1%('03) to 30.7%('08). These mobbing brings personal and social losses. The proposed algorithm makes it possible to grasp not only current mobbing victims but also potential mobbing victims through user profile and contribute to efficient personnel management. This paper extracts user profile related to mobbing, in a way of selecting seven factors and fifty attributes that are related to this matter. Next, expressing extracting factors as '1' if they are related me or not '0'. And apply similarity function to attributes summation included in factors to calculate similarity between the users. Third, calculate optimizing weight choosing factors included attributes by applying neural network algorithm of SPSS Clementine and through this summation Mobbing-Value(MV) can be calculated . Finally by mapping MV of online social network users to G2 mobbing propensity classification model(4 Groups; Ideal Group of the online social network, Bullies, Aggressive victims, Victims) which is designed in this paper, can grasp mobbing propensity of users, which will contribute to efficient personnel management.

• Journal of Ecology and Environment
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• v.31 no.1
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• pp.69-73
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• 2008

We studied the functional roles of two types of calls, mew calls and mobbing calls, of the black-tailed gull (Larus crassirostris) by examining responses of mixed flocks of gulls to the playback calls. Playback experiments were conducted on four days between 11 May and 5 June 2007 at 16 sites in Sinjindo-ri and Dowhang-ri, Taean-gun, Chungnam province and Imjado, Sinan-gun, Jeonnam province, South Korea. We examined the anti-predator responses of the gulls to the playback trials. We found that gull flocks initially responded to mew call playbacks by mobbing in less than half of playback trials (6/14) while all trials involving playbacks of the mobbing call and control (group mobbing) call evoked mobbing. When trials in which no response was recorded were excluded, we found that the gulls' responses to mobbing and group mobbing call playbacks was more intense than their response to mew call playbacks, in that gulls mobbed longer, more gulls responded, and gulls took flight after a shorter time interval. However, the intensity of the gulls' response did not differ in mobbing call and group mobbing call playbacks. The results of this study suggest that the mixed-species flocks of gulls discriminate between the mew calls and the mobbing calls.

• Journal of the Korea Society of Computer and Information
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• v.14 no.11
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• pp.1-12
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• 2009

Mobbing is going the rounds through a society rapidly and Military is not exception. Because mobbing of military is expressed not only psychology exclusion that is mobbing pattern of adult society but also sometimes psychologic and physical mobbing, is possible to join serious military discipline like a suicide and outrageous behavior. Specially military try to protect occurrence of victims that is public service through various rules and management plan but victims is going on happen. It means importance of grasp not only current mobbing victims but also potential mobbing victims better than preparation of various rules and management plans. Therefore this paper extracts seven factors and fifty attributes that are related to this matter mobbing. Next, by using Gunwoo's Social Network Service that is made for oneself and expressing extracting factors as '1' if they are related me or not '0'. And apply similarity function(Dice's coefficient) to attributes summation included in factors to calculate similarity between the users. Third, calculate optimizing weight choosing factors included attributes by applying neural network algorithm of SPSS Clementine and propose Mobbing Value(MV) Algorithm through this total summation. Finally through this algorithm which will contribute to efficient personnel management, we can grasp mobbing victims and tentative mobbing victims.

• Proceedings of the Korea Information Processing Society Conference
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• 2009.04a
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• pp.352-355
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• 2009

본 논문에서는 Mobbing(집단 따돌림) 현상에 관련된 7개의 요소(Factor)와 그 하위에 포함된 60개의 속성(Attribute)들을 선정한다. 다음으로 선정한 속성들에 대해 나와 사용자들 사이에 관계가 있으면 '1', 관계가 없으면 '0'으로 표현하고, 나와 사용자들간의 유사도 산정을 위해 각 요소안에 포함된 속성들의 합에 유사도 함수를 적용한다. 다음으로 클레멘타인의 인공신경망 알고리즘을 통해 속성들을 포함한 요소들이 취할 최적의 가중치를 산출하고, 이 값들의 총합으로 Mobbing 지수를 산정한다. 마지막으로 Social Network 사용자들의 Mobbing 지수를 본 논문에서 설계한 G2 Mobbing 성향 분류 모델(4개의 그룹; Ideal Group of the Social Network, Bullies, Aggressive victimes, Victimes)에 매핑하여 사용자들의 Mobbing 성향을 알아본다.

• Journal of Ecology and Environment
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• v.30 no.1
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• pp.9-15
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• 2007

Black-tailed gulls (Larus crassirostris) produce alarm calls apparently related to their anti-predator behaviors, but the hypothesis that the calls are actually used as functionally referential alarm signals has not yet been tested. In this study, we performed a series of experiments using visual (a stuffed goshawk: Accipiter gentilis) and acoustic (alarm calls and a control vocalization) stimuli at 15 sites in Sinjindo-ri and Dowhang-ri, Taean-gun, Chungnam province to examine anti-predator responses of the gulls to alarm calls in playback trials. We found that the gulls' visual recognition of a perched hawk model in the absence of alarm vocalizations was weak or absent because the model was noticed in only two out of 16 trials. The gulls' responses to playbacks of the alarm call only and the alarm call with a visual stimulus differed from responses to the control vocalization in latency to approach, time mobbing, and the percentage of gulls responding, while the responses to alarm call only differed from alarm call with a visual stimulus in latency to first fly, latency to call, and time mobbing. The results of this study suggest that alarm calls of black-tailed gulls are used to elicit appropriate anti-predator behaviors that are intensified when a predator is detected visually.

• Safety and Health at Work
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• v.9 no.3
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• pp.339-346
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• 2018

Background: Workplace bulling is a pervasive phenomenon with negative consequences for the health of victims and the productivity of organizations. The aim of this study was to measure the prevalence and forms of workplace bullying among employees working at the public health-care sector of Cyprus using the Greek version of Leymann Inventory of Psychological Terror (LIPT) instrument. Methods: A translation process was followed from the French to the Greek version of LIPT questionnaire. Test-retest reliability expressed by Pearson's correlation coefficient was 0.98 indicating excellent reproducibility. Internal consistency reliability assessed by Cronbach ${\alpha}$ coefficient was 0.87 suggesting high reliability. LIPT instrument was distributed among 403 employees working at the primary health-care setting and at the largest public hospital of Cyprus with response rate of 73.4%. Results: Women comprised the majority of participants (71.4%). Mean age was 43.3 years. Prevalence of workplace bulling according to Leymann's definition was 5.9%. Most common forms of bullying were "Being continuously interrupted" (17.2%) and "continuously being given new work assignments" (13.5%). Women were significantly more often exposed to at least one mobbing behavior than men within the previous year (49% vs. 35.7%, p = 0.038), whereas nurses were significantly exposed to at least one mobbing behavior as compared to physicians (53.3% vs. 31.4%, p = 0.004). Conclusion: This was the first study that examined the prevalence of workplace bullying in the public health-care sector by elaborating the Greek version of LIPT instrument. Results showed that workplace bullying is a common and complex phenomenon among health-care organizations.

• Journal of the Korean Society for Precision Engineering
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• v.17 no.1
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• pp.61-67
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• 2000

Gears are the most commonly used parts in automotive and industrial applications. One of most common modes of gear failures is tooth breakage, which is usually produced by the bending fatigue failure. It is important to manufacture the gears which can withstand the applied stresses in view of safety and economic requirement. This paper deals with bending fatigue strength for cold forged bevel gear. Especially, to compare fatigue characteristics for manufacturing processes difference, bending fatigue tests of bevel gears made by three different processes respectively. Results indicate that the fatigue strength of bevel gear is improved by cold forging process. Intergranular fracture is found on fatigue fracture surface, and dimples are observed on final fracture surface. The fatigue failure cannot be considered as a deterministic quantity, but must be characterized statistically. This study proposes a method to estimate bending fatigue lift of the bevel gear using the probability-load-life and Weibull analysis.

• Journal of the Society of Disaster Information
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• v.11 no.3
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• pp.365-375
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• 2015

This study is significant in the sense that it minimize the negative effect of workplace bullying, ultimately it maximize organizational performance and keep private security guards physical and mental health. We tested the hypothesis that workplace bullying negatively impacts private security guard's office attitude, but there will be significant difference in influence with their level of self-esteem scale. First of all, as the result of the correlation analysis of each of variables, a positive correlation was found between self-esteem and job satisfaction but negative correlation between self-esteem they have, the more job satisfaction they get, the lower turnover intention they have. Second, we tried to find out how self-esteem affect them on their job satisfaction. Using regression analysis, we can see that job satisfaction is affected by age, workplace bullying, relational aggression and self-esteem. For example, job satisfaction is increased as they get old and self-esteem is improved, on the other hand, workplace bullying and relational aggression is decreased. Third, to find out how self-esteem affects their turnover intention, we did regression analysis. The result shows that turnover intention is affected by age, working period, workplace bulling, relational aggression and self-esteem. For example, turnover intention if higher as working period, workplace bullying, relational aggression is increased while age and self-esteem is decreased.

• Animal cells and systems
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• v.8 no.2
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• pp.89-95
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• 2004

The bush warblers (Cettia diphone) have been recognized to possess two types of songs: a normal song that plays roles in attracting mate and territorial defense, and an anomalous song. The present study suggests that the anomalous song functions as an alarm signal as well as other unknown signals. Field observations and playback experiments on the anomalous song of bush warbler were conducted in order to investigate the contextual information that occurred between sender and receiver. In the field observation, the males frequently emitted anomalous songs to potential predators. The males responded with an anomalous song to stuffed potential predators. The distance from where the anomalous song occurs to the stimulating source varied depending upon the kinds of stimulus. The males of bush warbler possibly show different responses to the anomalous song depending on the level of danger. When the anomalous song was played back to terrestrial males and females, no distinctive behavior was observed. The anomalous song may be sung to defend the territory against predators or to distract invaders from the nest and female because the male and female behaviors were related with the anomalous song and its phonetic characteristics.

• Korean Security Journal
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• no.40
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• pp.87-108
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• 2014

In this study, we tried to find ways to minimize the negative effects of workplace bullying by analysing how workplace bullying affects private security guard's job attitude. The results of survey are as follows. First, as the result of analysis how the guard's workplace bullying affects job satisfaction, one of the job attitude, it showed that relational aggression and workplace bullying have a negative effect on their job satisfaction. In other words, job satisfaction decreases as relational aggression and workplace bullying increase. Second, as the result of analysis how the guard's workplace bullying affects their turnover intention, we found that relational aggression and workplace bullying have an effect on turnover intention, especially, relationally workplace bullying has a more effect on their turnover intention than relational aggression, which Is somewhat different from other studies. Study shows that workplace bullying can cause the guard's negative respond and behavior on their job satisfaction, they have to consider transferring another job. Therefore, increasing their job satisfaction and decreasing turnover intention are very important as we are exposed to crimes these days. In this study, we have come with following solutions. First, to increase job satisfaction against workplace bullying, we have to raise the efficiency of their human resources and reduce work ambiguity of actual work burden caused by positive organizational atmosphere and clear responsibility. Second, it is needed to promote personnel exchange between departments and form partnership through regular meetings by targeting common goals to concentrate same interests. At the same time, we have to improve the guard's welfare and working environment by introducing psychological counselling to the victims of bullying.