• Journal of Nutrition and Health
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• v.31 no.1
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• pp.96-101
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• 1998

The prevalence of iron deficiency in later infancy and the toddler years(25% to 40% at 1 year of age) has not decreased remarkably , except in Western countries. The purpose of this study was to 1) determine the relationship between current feeding practices and iron status, and 2) assess compliance to infant feeding instructions. Two groupsof infants were examined. The first group of 302 infants aged 6 to 24months was seen at a well baby clinic while the second group of 135 infants of the same age group was assessed by venipuncture. Cutoff values for laboratory tests were as follows ; hemoglobin<11g/dL, mean corpuscular volume (MCV) <72fl ; red cell distribution width(RDW)>15% ; serum ferritin level<10ng/ml ; and transferrin saturation (serum iron(TIBC)<10%. The diagnosis of iron deficiency anemia (IDA) was made when a low hemoglobin level was associated with either low ferritin orlow transferrin saturation . Of the 302 children brought to the well baby clinic , 12.3%(n=37) were found to have anemia (hemoglobin<11.0/dL). In terms of children grouped according to feeding practices, it was found that children with anemial comprised 32.0% (24/75) of the prolonged breast-fed group (Group A), significantly more than the 4.0%(7/176) of the artificial milk feeding group(Group B). and 3.9%(2/51) of the switched from breast milk to iron -fortified weaning foods group(Group C).Among the 107 children with IDA , iron deficiency in 105 children(98.1%) was suggested by their dietary histories ; exclusive or prolonged breast-feeding for more than 6 months without iron fortification in 98 infants ; cow's milk consumption> 500ml/day without iron fortification during infancy(n=12), or >800ml without iron-fortified foods after infancy(n=15) ; and the use of unfortified forumula or unbalanced diets, mainly limited to rice gruel. Despite the relatively high (79.6%) motivation on the part of the infants mothers and supervison by professional personnel, the poor results in the infants receiving iron fortified foods were due to poor compliance(85.75). Among the mothers of 98 IDA patients who were contacted by telephone , it was revealed that 29% did not give the oral iron preparation for more than 2 months. Furthermore, negligence or disregard by the parents occurred in 14% of the case , discontinuance of the oral iron preparation by the parents due to side effects occurred in 6%, and the children's refusal or poor oral intake and no further trial occurred in 6%. The dietary history of a large group of infants was highly predictive of their risk for anemia . Continued consumption of breast milk until the age of 1 year is not warranted unless iron-fortified foods are given concomitantly. Because there is a problem with compliance, more successful and safe strategies for preventing iron deficiency woold included dual coverage in the from of therapeutic iron supplementation as well use of iron-fortified foods for teddlers who are at risk of iron deficiency.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.12
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• pp.459-469
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• 2016

This study was designed to survey the degrees of career plateau, job satisfaction, and turnover intention of hospital nurses, as well as to identify the relationship among them. We surveyed 239 nurses working at five different hospitals in J city and C city. Data collection was conducted between April 1 and April 30, 2016. The data was analyzed using SPSS 23.0. This study shows that the significant factors influencing job satisfaction were content plateau and structural plateau, which account for 55.0% of the variance. It also shows that the significant factors that influence turnover intention were structural plateau, present clinical career, content plateau, and working department, which account for 43.0% of the variance. As such, we identified that a decrease in the content plateau of hospital nurses enhances job satisfaction and that a decrease in structural plateau reduces turnover intention. The results indicate that a systematic managerial strategy for nursing resources should be developed and applied in the nursing field. This strategy should supplement the content plateau by job redesign and job enrichment. In addition, to increase retention of skilled nurses and to achieve superior organizational performance, as well as to contribute to the success of hospital nurses, supplementation of the structural plateau by adopting and applying a career ladder system is important.

• Journal of Technology Innovation
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• v.25 no.4
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• pp.165-187
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• 2017

This study analyzed the effects of TLO's organization size, expertise, and economic compensation on technology transfer performance using the panel data of Government-Funded Research Institutes in 2013-2016. First, the size of TLO personnel and budget have a positive effect on the technology transfer performance. However, in the case of TLO manpower, the statistical significance of the effect on the number of technology transfers was only 90%, and it did not affect royalty. Second, TLO expertise has a strong impact on technology transfer performance. It shows that the number of professional license holders, such as patent attorney or a technology valuer, has a statistically significant effect on the increase of the technology transfer number and the royalty under the 99% confidence level. However, unlike expected, the size of the Ph.D. did not seem to have any effect on technology transfer performance. Finally, the economic compensation for TLO does not affect both the number of technology transfers and the royalty. It does not seem to work as an appropriate incentive system, because the absolute size of the compensation is too small. The results of the above analysis suggest that it is important to secure expertise in order for the TLO organization to play a substantial role, and it is necessary to improve the economic compensation system to attract TLOs to technology transfer.

• Journal of Global Scholars of Marketing Science
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• v.16 no.3
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• pp.107-123
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• 2006

This study suggest a model to find out relationships among the servant leadership as a preceding factor, the trust in higher officers as mediating factors, and leader satisfaction, additional efforts as a resulting factor. Then, empirical study testify the relationship among these factors. This study confined the subjects of empirical analysis to the employees in super-deluxe hotels located in Seoul, Gyeongju, Busan, and Daegu areas. In order to clarify the utility of this study, This study took only hotel employees as the subject of measurement because only hotel organization is able to reveal sensitively the behavioral response between the leader and the members of organization. The preceding study has systematized a basic theory on the servant leadership, and provided factor structure in regard to the servant leadership, but this study has searched the factor structure of the servant leadership with the hotel employees as the subjects of study. Also, from the side of the personnel manager of hotel business, this study can be a criterion for clarifying a leadership program. Especially, in order to cultivate their servant leadership, it is necessary to testify morality and pride as sub-behavioral characteristics of new employees. Also to change the mid-managers' leadership for the effective achievement of the object of organization, this study can be utilized for the development of servant leadership.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.3
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• pp.333-345
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• 2000

The health care environment becomes more competitive every day. It has fallen to nurse managers - from vice presidents of patient care to nurse managers and their assistants - to recruit and develop a workforce that successfully meets the needs of both patients and the organization. This means employees who demonstrate advanced critical thinking skills, creative problem solving, and sound decision making skills combined with clinical skills and patient advocacy. The environment which nurse managers create and the way they relate to their workforce, are pivotal to organizational viability. Especially leadership of first -line nurse managers contributes to the success of their organizations. First-line nurse managers are deserved to be one of the most administrative supervisors through the middle stratum in a hospital organization as being a manager in the field service if assessed from the overall aspects of hospital, as being an interim managers in the nursing department as well as being a supreme supervisor in a unit in terms of an organizational structure in the hospital. Similarly, as a compete leader, the first-line nurse managers have not only a professional which is qualified to perform a role of appropriate coordination with medical staff and key personnel but also hold an important key position a being responsible for performing his or her given role. The first-line nurse manager is expected to manage human and fiscal resources in ways not required before. While an identified need for well-prepared first-line nurse manager continues to plague the profession, first-line nurse managers often have difficulty providing the leadership required. The need leadership training to function effectively in their positions. But we hardly find a useful leadership training program for first-line nurse managers, therefore the purpose of this study was to developed the leadership training program for them. The steps of leadership program development were below: 1st step, 2 studies were done before develop a leadership program. One was done to ask to first-line nurse managers what they want to learn through leadership training, the other one was to ask the staff nurses what their opinions are for their first-line nurse managers leadership. 2nd step was searching other leadership programs contents. The results of this study were below: The total amount of hours is 24. Leadership training program contents are : Future of nursing profession (210min), understanding basic factor's of leadership and leadership theories(310 min), self understanding as first- line nurse managers(320 min), basic principle and practice of interpersonal relationship(210 min), assertiveness training, conflict management (180min), and group study(210min). This is challenging time to be a leader, especially in nursing. As nurse managers look toward the new millennium, it seems as through the same struggles are ahead that are behind. So nurse managers need to embrace change with a positive attitude. They need to demonstrate risk taking and support it in their staffs. All these things are possible that after they participate the leadership training program.

• Journal of dental hygiene science
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• v.6 no.4
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• pp.243-249
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• 2006

The purpose of this survey research was to investigate the satisfaction and the factor of stress of 183 dental hygienic students for the dental clinical training who were at 3 colleges which were located in Incheon-city and Kyunggido. This survey was carried out from 12th of September to 19th of October and analyzed using SPSS WIN 12.0. As a result of analysis, the following conclusion were obtained. 1. 86.3% dental hygienic students for satisfaction for the major, 75.9% for training, and 91.8% for future occupation reflected as more than good. 2. In case of the factor of stress, Ideal and value was found out as $3.54{\pm}1.23$ and personnel relationship as $1.74{\pm}1.20$. 3. In case of satisfaction according to general characteristics, there were more or less significant differences according to motive of department choice (P = 0.003) for satisfaction of the major and motive of department choice (P = 0.036) for satisfaction of future occupation. 4. Correlation among each satisfactions showed as the more they were satisfied with the major, the more they were satisfied with training, moreover, they were also satisfied with future occupation. 5. For factor of stress affecting to satisfaction for training, role and ideal and value were showed as affecting variables.

• The Journal of the Korea Contents Association
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• v.12 no.5
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• pp.380-392
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• 2012

The study of security personnel and psychological empowerment and organizational commitment to investigate the relationship between prosocial behavior in 2011 in Seoul, served in the private security companies after being selected as a security guard purposive sampling method using a 300 extracted samples, but the number of cases used in the study a total of 282 people. This study SPSSWIN 18.0 using factor analysis, reliability analysis, multiple regression analysis, path analysis, the following conclusions were obtained. First, psychological empowerment on organizational commitment affects. In other words, self-determination, job performance, impact, meaning a higher level of calculation ever higher levels of commitment and affective commitment. Second, the psychological empowerment influences prosocial behavior. In other words, self-determination, meaningfulness, influence job performance higher level of customer service and increases coordination Third, organizational commitment affects the prosocial behavior. In other words, the calculation ever commitment, emotional commitment, the higher the customer service, increases the level of coordination. Fourth, psychological empowerment and organizational commitment prosocial behavior direct and indirect impacts.

• Asian Pacific Journal of Cancer Prevention
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• v.16 no.17
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• pp.7689-7694
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• 2015

Background: Bone tumors are neoplasias with a high overall mortality; one of the main factors that reduce survival is their high capacity to develop metastases. It has been reported that finding lung metastases at diagnosis of osteosarcoma (OS), chondrosarcoma (CS) and giant cell tumor of bone (GCTb) is quite common. In this study, we inquire the relationship of metastases caused by these tumors with different clinical and pathological aspects, in order to guide medical personnel in the diagnosis and opportune treatment of metastases or micro metastases. Materials and Methods: We collected data of 384 patients with clinical, radiological and histopathological diagnosis of OS, GCTb and CS that attended the National Rehabilitation Institute (INR) during 2006 to 2014. Chi-square and Fisher's exact tests were performed for data analysis. Results: In the three tumor types, the presence of metastases at diagnosis was variable (p=0.0001). Frequency of metastases was 36.7%, 31.7% and 13.2% for OS, CS and GCTb respectively. The average age had no significant difference (p>0.05) in relation to metastases, even so, patients with OS and GCTb and metastases, were older while patients with CS and metastases were younger, in comparison to patients without metastases. Males had a higher frequency of metastases (68.2%, p = 0.09) in contrast to CS and GCTb, in which the metastases was more frequent in women with 51.9% (p = 0.44) and 57.9% (p = 0.56) respectively. Broadly, metastasis was associated with primary tumors located in the femur (44.4%), followed by the tibia (15.6%); metastases was more frequent when primary tumor of GCTb and OS were in the same bones, but were located in the hip (26.3%) for CS. Conclusions: The frequency of metastases in OS, GCTb and CS is high in our population and is determined by different clinicopathological variables related to the kind of tumor. Further studies are needed in order to evaluate metastases subsequent to diagnosis and associations with survival and clinicopathological factors, as well as to determine the sensitivity and specificity of current methods of detection.

• Journal of the Korea Society of Computer and Information
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• v.16 no.1
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• pp.153-161
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• 2011

Focusing upon the post-adoption stage of IS, this study reasoned that IS users' personality is one of major influencing factors of continuous IS usage intention and empirically examined how the degree of continuous IS usage intention is variable according to the IS users' personality types classified based on MBTI(Myers Briggs Type Indicator). In order to validate the research model and hypotheses, this study made a field survey of 330 IS users and statistically analysed response data. The results of empirical analyses showed that the intent of continuous IS usage was affected by self-efficacy of IS; and self-efficacy by self-leadership of IS; and self-leadership by IS user' personality type and expectation confirmation. That is, it was found that IS users' personality type and three intervening variables(expectation confirmation, self-leadership and self-efficacy) were significant predictors of the intent of continuous IS usage. This study is thought to be contributive to providing the theoretical basis of finding IS success factors in the post-adoption stage and the practical guideline for effective personnel management relevant to IS implementation.

• Korean Security Journal
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• no.38
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• pp.163-189
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• 2014

This research is carried out to offer suggestions for improving the work efficiency and quality of private security officers and developing the private security industry; it examines the relationship between the training of private security officers that affects task efficiency as well as the ultimate outcome of an organization's work and job satisfaction while confirming the mediation effect of job consciousness. A self-administration survey method is employed and the questionnaires filled out by 180 related personnel at a private security firm located in Seoul, South Korea are analyzed for the following results. The training satisfaction variable shows a statistically significant effect on the job consciousness of private security officers, meaning that the trainees that are satisfied with the training they receive are also more dedicated to carrying out their tasks dutifully compared to those who are not content with the training. The research results stated above confirm the findings of the past studies which assert that training satisfaction factor affects job satisfaction and job consciousness has a statistically significant impact on job satisfaction and acts as a mediator between training and job satisfaction. With the results acquired, the author suggests the training providers and instructors prepare an educational service that can suit the needs of the trainees and promote job consciousness through increased training satisfaction. Lastly, with the basis on the results from this study, further research should be conducted to examine other various explanatory factors that might affect job satisfaction.