• Proceedings of the Korean Society for Noise and Vibration Engineering Conference
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• 2013.04a
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• pp.739-744
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• 2013

The aim of this study is to evaluate the noise level from the machines used for tunnel construction and to analyze the noise exposure level of workers engaged in tunneling works. The sound level meter and noise dosimeters was used for the monitoring of noise in the tunneling work sites. The average noise from jumbo drill was 113.0 dE(A), the noise from pay loader was 92.4 dB(A), the noise from backhoe was 99.9 dB(A) and the noise from shotcrete machine was 94.3 dE(A). The tunneling workers were exposed to 66.9~94.9 dB(A) of noise and other workers exposed to less than 90 dB(A) of noise. Jumbo drill operators were exposed to to 82.5~84.2 dB(A) of noise, backhoe operators were exposed to 70.2~94.9 dB(A) of noise, shotcrete machine operators were exposed to 68.2~74.7 dB(A) of noise and pay loader operators were exposed to 59.2~81.3 dE(A) of noise.

• Journal of the Korean Society of School Health
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• v.24 no.2
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• pp.141-154
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• 2011

Purpose: The purpose is to provide basic information for establishing improvements on performance-based pay's evaluation method of health teachers. Methods: For subjects, 200 teachers at public elementary schools and 200 health teachers at public elementary schools in Gyeonggi-do were conveniently sampled, and then surveyed through a questionnaire. The questionnaire was to recognize recognition of teachers working under the teacher's performance-based pay system, which was quoted in the questionnaire of Choi ji-hye (2005) and Lee mi-gyeong (2008). Inquiry for the recognition of teachers on evaluation of health teacher's performance-based pay system and improvements on the performance-based pay's evaluation method of health teachers were used after consultation with five incumbent health teachers and a review with the thesis director. Results: The performance-based pay's evaluation method of health teachers has the same method with general teachers in schools, so it is not fair to evaluate the performance of health teachers. The ways to improve the performance-based pay evaluation method of health teachers is as follows: first, the approval on improving 'the number of class hours' which is a detailed item of a teacher's performance evaluation criterion to 'the number of health lesson hours per week and the number of students visiting the school infirmary per week'; second, improving 'life guidance' into 'counseling results of medically-treated students, parents of students and personal hygiene guidance'; third, improving 'a teacher in charge' into 'awarding of points by being recognized as a health teacher in charge of all students and considering the economic situation of the region,; forth, improving 'difficulty of position' into 'the number of health-teacher's annual promotion task items and the treatment number of issuing and receiving of official documents', and improving the 'task difficulty' into 'importance and urgency of emergency patient management, risk level and urgency of infectious diseases and avoiding work in charge' appeared to be more than 90% respectively. Conclusion: The performance-based pay system of teachers being carried out every year should be executed by preparing fair evaluation criteria suitable for task properties and the role of health teachers with different evaluation criteria compared to general teachers.

• Korean Journal of Culture and Social Issue
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• v.20 no.3
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• pp.235-262
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• 2014

The purpose of this study was to examine the effect of individual tendency of individualismcollectivism and the type of incentive system on pay satisfaction. Data were collected from 243 workers employed in a variety of organizations and a hierarchical regression and MANOVA was conducted to test hypothesis. The results of regression indicated that the interaction between the type of incentive and tendency of collectivism has positive influence on pay satisfaction. In addition, the results of MANOVA indicated that the interaction between individual tendency of individualismcollectivism and the type of incentive system has significant effect on pay satisfaction Specifically, the tendency of individualism has positive influence on the pay satisfaction under the individual incentive condition. However, the tendency of collectivism has negative influence on the pay satisfaction partially under the individual incentive condition. In addition, the tendency of collectivism has positive influence on the pay satisfaction under the group incentive condition. These results suggest that careful consideration in the organization need to decide for the use of individual incentive system, when we regard the Korean culture as high tendency of collectivism. In other words, individual incentive system may could not provide pay satisfaction to the employees who have high level collectivism. However, to generalize these results, more studies were examined in the future.

• KSCE Journal of Civil and Environmental Engineering Research
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• v.37 no.2
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• pp.379-387
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• 2017

As the average load factor of High-Speed Rail (HSR) trains increased up to 98%, it caused uncomfortable crowdedness in the cabin and deteriorated the level of service to the HSR users. In this paper, we estimated the willingness-to-pay (WTP) of the HSR users for mitigating the crowdedness in the cabin. The contingent valuation method based on the stated preference data was used and the tobit model was applied for the estimation of WTP. It can be concluded that WTP for mitigating the crowdedness in the HSR trains is proportional to the congestion level of train and income level of user. Males, first-class users, not-assigned ticket users, and monthly pass users have relatively higher WTPs, while homemakers, travelers in weekends, commuters and leisure travelers have relatively lower values. The results can provide the fundamental information to estimate the benefits of mitigating crowdedness or the magnitude of governmental subsidy to railway operators for additional introduction of HSR trains.

• Journal of Korean Public Health Nursing
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• v.5 no.2
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• pp.53-66
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• 1991

The Purpose of this study is to provide the basic data necessary for the high level of nursing service and the efficiency plan of nurse's man power by analyzing job satisfaction level of public health services. The study population included all public health services(118) in health care center within Jeon Buk province. A Survey was conducted to collect data by a self-administered questionnaire from September I to December B, 1990. A Forty item questionnaire was designed to elicit data concerning how nurses feel about the factors of job satisfaction. All the data were analyzed by means of percentage, mean, anova, T-test, Pearsen's correlation coefficient. The Results of this study were summerized as follows. 1. General characteristics of PHN : age: $33.9\%\;20\~29$ years old education level: $52.6\%$ professional nursing college marital status: $75.5\%$ married religion: $50.5\%$ protestant clinical experience: $40.7\%$ no clinical experience public health nursing career: $47.9\%$ low 5years 2. Influencing factor of Job satisfaction desired duration of employment: $65\%$ needed duration, $18.3\%$ lifetime duration motives of employment: $40.8\%$ no special motive of employment desired organ of leave: $19.3\%$ public health clinic 3. Level of job satisfaction with job satisfaction components. The level of job satisfaction showed an average score 3.39 out of 5.0. Job prestige 4.09 was the highest among the components of Job satisfaction and was presented organizational requirement 3.69, Human relationship 3.66, task requirement 3.36, Autonomy 3.10, pay 2.46. 4. Level of job satisfaction with general characteristics. General characteristics(age, educational level, manital status, clinical experience, public health nursing carrier, duties, lincense and qualification) and job satisfaction was no relationship. 5. Level of job satisfaction with Influencing factor. Duration of desired employment (p<0.01) and motives of employment(p<0.001) was presented. 6. Relationship composing factor of job satisfaction and level of job satisfaction 6 components of job satisfaction was related all of job satisfaction. organizational requirement (r=0.93). Autonomy (r=0.93), Human relationship(r=0.92), task requirement (r=0.90), job prestige (r=0.83), pay (r=0.81)

• Journal of Korean Society of Forest Science
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• v.90 no.4
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• pp.573-581
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• 2001

The purposes of this study are to estimate mean willingness to pay (WTP) for preventing forest fires by contingent valuation method (CVM), and to calibrate the variables affecting WTP. The forest fire prevention fund was utilized as a payment vehicle to elicit respondents' willingness to pay (WTP). A total of 500 adults who reside in Seoul Metropolitan area were selected by two-stage cluster sampling and conducted the face-to-face interview. The scenario was designed to meet the requirements for double-bounded dichotomous choice CVM. More than half of the respondents (64.6%) have a willing to pay for the fund. The mean WTP was \4,532. Therefore a total WTP for the population was \34,165,758,000. The calibration of Weibull proportional hazard model showed that education level, environmental conservation intention and negative consciousness about the effect of forest fire were independent variables strongly influencing the WTP.

• Journal of Korea Water Resources Association
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• v.39 no.7 s.168
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• pp.563-574
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• 2006

Economic theory tell us, consumers always make a choice to maximize their utility. In the market system, consumers' choices are revealed and policy maker taking into account the aggregated consumers choice such as price, supply and demand. However, water resources as a public goods, therefore typically there is no market and does no aggregated information for residential water use. This study explore the consumers' willingness to pay for higher quality for residential water. Over 1,000 households responded for this survey and willingness to pay has been estimated. Furthermore, consumers' behaviors of residential water are examined. Consumers are willing to reduce the amount of water use with more than 50% of increasing water price, but stay almost constant with less than 25% of increasing which mean that current price level is not high enough to derive water saving. If consumers can have better quality of water, they willing to pay additional 16%, $153\;won/m^3/month$, more than their current price. Based on the derived information, we suggested policy direction for residential water policy.

• Journal of dental hygiene science
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• v.14 no.2
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• pp.176-182
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• 2014

This study aimed to arrive at reasonable and realistic prices for professional tooth cleaning (PTC) in order to expand its clinical utilization. The study involved 214 dental implant patients who received PTC. Cross-tabulation, one-way ANOVA, t-test, and stepwise multiple regression were performed for analysis. The mean satisfaction score was 4.60 points, and 92.5% of all subjects were willing to receive PTC consistently. The most common reason to receive PTC was a feeling of refreshment in 84.7%, and 84.1% were willing to pay for PTC. The mean willingness-to-pay price was 28,100 won, and the mode was 10,000 won. Willingness-to-pay price increased as average monthly income and satisfaction level for PTC were higher. The price also increased with age and was higher in women than men. Suggesting and settling reasonable and realistic prices for PTC are expected to be useful in maintaining the long-term health of the dental implant and reducing socio-economic costs.

• International Journal of Costume and Fashion
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• v.17 no.1
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• pp.41-57
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• 2017

The purpose of this research was to develop a typology of fair-trade apparel consumers and present a clear overview of the influence of product knowledge on consumer behaviors. A two-step cluster analysis was used to classify respondents into sub-groups based on their level of self-perceived knowledge and purchase experience. In addition, ANOVA was used to test the predictive validity of the cluster solution. Income was the only demographic variable that significantly differed across groups. The more familiar and more experienced group had higher income than the other groups. Psychographic data showed that attitudes and moral norms varied across groups. The more familiar and more experienced group had more positive attitudes and higher level of moral norms than the less familiar and less experienced group. In terms of behavioristic data, groups differed significantly in purchase intentions and willingness to pay more for fair-trade apparel. That is, the more familiar and more experienced group was willing to pay more and had higher purchase intentions than the less familiar and less experienced group. Overall, the level of product knowledge and purchase experience were considerably low. This study thus confirmed the need to increase consumers' familiarity related to fair-trade apparel products.

• Journal of Distribution Science
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• v.11 no.9
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• pp.35-42
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• 2013

Purpose - The objective of this paper is to identify how different incentive factors influence teachers with different ages and professional titles at LinYi University, China. Research design, data, and methodology - A total of 435 university teachers participated in the study, and the Grey Correlation Degree Analysis method was used to analyze the sample data. Results - The results indicated that teachers with different professional titles and ages have different levels of preference on various incentive factors. Young and assistant-level teachers seem to place more importance on incentives than associate and senior-level teachers. Conclusions - This study has some practical implications. First, the principal and school administrators should pay more attention to young and middle-aged teachers and to how these teachers are motivated through monetary incentives as compared to associate or senior-level teachers. Second, school administrators should pay more attention to teachers' opportunities for career growth and should provide more opportunity for academic promotion. In order to stimulate positivity in teachers, school administrators should adopt various incentive systems.