• Journal of the Korean Society of Laryngology, Phoniatrics and Logopedics
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• v.28 no.2
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• pp.71-78
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• 2017

Voice disorder is classified into three categories, structural, neurogenic and functional dysphonia. Neurogenic dysphonia refers to a disruption in the nerves controlling the larynx. Common examples of this include complete or partial vocal cord paralysis, spasmodic dysphonia. Also it occurs as part of an underlying neurologic condition such as Parkinson's disease, myasthenia gravis, Lou Gehrig's disease or disorder of the central nervous system that causes involuntary movement of the vocal folds during voice production. Functional dysphonia is a voice disorder in the absence of structual or neurogenic laryngeal characteristics. A near consensus exist that Muscle tension dysphonia (MTD) is functional voice disorder wherein hyperfunctional laryngeal muscle activity whereas Spasmodic dysphonia (SD) is neurogenic, action-induced focal laryngeal dystonia including several subtype. Both Adductor type spasmodic dysphonia (AdSD) and MTD may be associated with excessive supraglottic contraction and compensation, resulting in a strained voice quality with spastic voice breaks. It makes these two disorders extremely difficult to differentiate based on clinical interpretation alone. Because treatment for AdSD and MTD are quite different, correct diagnosis is important. Clinician should be aware of the specific vocal characteristics of each disease to improve therapeutic outcome.

• International Journal of High-Rise Buildings
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• v.6 no.1
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• pp.83-89
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• 2017

Due to the time-dependent properties of materials, structures, and loads, accurate time-dependent effects analysis and precise construction controls are very significant for rational analysis and design and saving project cost. Elevation control is an important part of the time-dependent construction control in supertall structures. Since supertall structures have numerous floors, heavy loads, long construction times, demanding processes, and are typically located in the soft coastal soil areas, both the time-dependent features of superstructure and settlement are very obvious. By using the time-dependent coupling effect analysis method, this paper compares Shanghai Tower's vertical deformation calculation and elevation control scheme, considering foundation differential settlement. The results show that the foundation differential settlement cannot be ignored in vertical deformation calculations and elevation control for supertall structures. The impact of foundation differential settlement for elevation compensation and pre-adjustment length can be divided into direct and indirect effects. Meanwhile, in the engineering practice of elevation control for supertall structures, it is recommended to adopt the multi-level elevation control method with relative elevation control and design elevation control, without considering the overall settlement in the construction process.

• Journal of the Korean Society for Precision Engineering
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• v.31 no.5
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• pp.403-409
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• 2014

For ground-based telescope application, the performance assessment of tip-tilt actuator is important because the optical quality of telescope depends upon the windshake compensation ability of the fast steering secondary mirror. But it is difficult to measure the performance characteristics of the actuators due to the large size mirror and test facilities including the vacuum support and structural frame. In this paper, the full-scale tip-tilt test bed for the large size secondary mirror with diameter of 1m is built and the several tests are performed including the range, resolution and frequency response function. From the measurement results, it is shown that the tip-tilt actuator can successfully compensate the windshake with frequency of maximum 12 Hz and be a candidate for the Giant Magellan Telescope.

• Safety and Health at Work
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• v.10 no.3
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• pp.384-388
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• 2019

The horse stable hand workers are one of the most important occupations in horse-racing industry. However, suicide problem of the horse stable hand workers in Korea has raised the necessity of new study on how these workers experience mental health problems such as occupational stress and depression in organizational situation. Therefore, this study investigated the occupational stress and depression level of the horse stable hand workers and identified the structural relationship in the horse-racing industry through a detailed interview. A total of 207 horse stable hand workers participated in this study, and occupational stress and depression level were surveyed using the Korean Occupational Stress Scale (KOSS) and Korean version of the Center for Epidemiologic Studies-Depression Scale (CES-D). The results of this study showed that the occupational stress level of horse stable hand workers was higher than the median of Korean population. The significant difference in occupational stress among the detail job grade was also identified. In addition, 34% of the horse stable hand workers showed high risk of depression, and job demand, organizational system, and inappropriate compensation as the subfactors of occupational stress were showed to mainly affect depression. Although there are some limitations according to the field survey, this study also has significant meaning in that it identifies the relationship between the occupational characteristics of the horse stable hand workers and the mental health. It will be necessary to study the diverse organizational situation and individual mental health for new occupations.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.4
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• pp.163-172
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• 2022

The purpose of the study is to determine the impact of several factors on employees' job commitment in ten FDI manufacturing businesses in Vietnam's Nghi Son Economic Zone during the COVID-19 Pandemic. The researchers used reliability tests, exploratory factor analysis, confirmatory factor analysis, and structural equation modeling to confirm the relationships between factors when analyzing the effect of variables on job commitment in FDI enterprises. Based on a poll of 481 respondents, the test findings showed that 07 parameters have positive effects on job satisfaction. Professional assurance, compensation, fringe benefits, supervisor, promotion, coworkers, and working conditions all have varying levels of impact. Job satisfaction, in particular, has a significant and positive impact on employees' commitment to their jobs. According to research findings, the COVID-19 pandemic has been and continues to be a unique burden for Vietnamese firms in general and FDI manufacturing enterprises in Nghi Son EZ in particular. As a result, businesses must have appropriate HRM strategies to incentivize employees to recover, stabilize, and develop in the new normal, ensuring employee loyalty to the company.

• Asian Journal for Public Opinion Research
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• v.10 no.2
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• pp.123-146
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• 2022

This study aims to identify the effect of the relationship between human resources management (HRM) and total quality management (TQM) on improving employee performance. Several previous qualitative studies have stated that TQM and HRM are separate methods. This article describes a new method using a quantitative approach. This research is needed to fill the gap in the literature by empirically analyzing the relationship between HRM, TQM practices, and organizational performance. Data was collected quantitatively from 100 employees in Indonesia through questionnaires and online survey methods. The data collected were analyzed using structural equation modeling (SEM) with the Lisrel 8.5 system. TQM-oriented HRM is operationalized as a second-order latent variable measured by four factors (training, empowerment, teamwork, compensation). The findings support the validity of the TQM-oriented HRM model as a hierarchical, second-order latent construct and show a strong relationship with employee performance. The results of this study are different from previous studies, which showed that TQM and HRM are separate methods. The results of our research provide an academic and practical overview that TQM-oriented HRM can be used to help organizations build platforms for human resources policies aimed at improving employee performance.

• Journal of Distribution Science
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• v.20 no.4
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• pp.111-119
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• 2022

Purpose: This study seeks to address the omission through examining the manner in which demographic similarity affects the responses of employees in the retail sector towards horizontal pay dispersion. Through doing so the study will be effective in bolstering the recent efforts of more careful exploration of conditions. Research design, data, and methodology: Scant past studies are available to guide for practitioners in retail sector which compensation strategy might lead adequate job performance for retail sales workers. To suggest possible solution, the present authors used variables of pay dispersion and obtained 317 US retail sale workers in distribution channels to measure the association between pay dispersion and employee job performance. Results: The statistical findings indicated both first and second hypothesis could be acceptable with favorable Beta and T values, resulting high degree of pay dispersion leads a low level of job performance, while a low degree of pay dispersion can motivate retail sales workers to improve their performance. Conclusions: The findings of this study raises an argument that processes of social comparison work in a more vigorous manner. This is thus a representation of the propensity of a retail sales worker to voluntarily resign from an organization when dispersion rates are higher.

• Smart Structures and Systems
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• v.33 no.1
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• pp.41-53
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• 2024

Grouting sleeves are an essential connecting component of prefabricated components, and the quality of grouting has a significant influence on structural integrity and seismic performance. The embedded grouting sleeve (EGS)'s grouting defects are highly undetectable and random, and no effective monitoring method exists. This paper proposes an ultrasonic guided wave method and provides a set of guidelines for selecting the optimal frequency and suitable period for the EGS. The optimal frequency was determined by considering the group velocity, wave structure, and wave attenuation of the selected mode. Guided waves are prone to multi-modality, modal conversion, energy leakage, and dispersion in the EGS, which is a multi-layer structure. Therefore, a time-reversal (TR)-based multi-mode focusing and dispersion automatic compensation technology is introduced to eliminate the multi-mode phase difference in the EGS. First, the influence of defects on guided waves is analyzed according to the TR coefficient. Second, two major types of damage indicators, namely, the time domain and the wavelet packet energy, are constructed according to the influence method. The constructed wavelet packet energy indicator is more sensitive to the changes of defecting than the conventional time-domain similarity indicator. Both numerical and experimental results show that the proposed method is feasible and beneficial for the detection and quantitative estimation of the grouting defects of the EGS.

• The Journal of Industrial Distribution & Business
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• v.15 no.3
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• pp.31-46
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• 2024

Purpose: Employees in the beauty industry, where emotional labor is essential, are exhausted due to stress from excessive working hours and low pay, and ultimately consider changing jobs. This study analyzed the structural relationship of turnover intention according to job stress of beauty industry employees. We tried to present implications by verifying the methods necessary for conflict management in the beauty industry from an empirical point of view. Research design, data and methodology: This study selected 518 workers in the beauty industry as a sample. Frequency analysis, validity and reliability analysis, factor analysis, correlation analysis, and regression analysis were performed using SPSS (Statistical Package for Social Science) WIN23.0. Results: The moderating effect of work experience, a moderating variable, was found to be significant in the effect of job stress of beauty industry employees following changes in the employment environment on the dependent variable, turnover intention. Conclusion: This study revealed that changes in the employment environment negatively affect the job stress of beauty workers. To reduce the job stress of employees in the beauty industry, a systematic response at the organizational level will be necessary. In addition, it is expected that it will help establish differentiated strategies such as compensation system, service training, and service management to reduce job stress.

• Health Policy and Management
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• v.14 no.1
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• pp.65-88
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• 2004

In general, empowerment is defined as the motivational concept of autonomy and self-efficacy. Recently, the concept of empowerment is applied to improve organizational staff's job satisfaction and organizational commitment in many organizations. Empower-ment in service organizations, i.e., hospitals, has certainly generated more publicity than any other organizations. The objectives of this study are, first, to measure the degree of hospital employees' empowerment using Spreitzer(1995)'s empowerment theory, second, to analyze the causal relationship of organizational and job characteristics, a degree of empowerment, and organizational performance(job satisfaction and organizational commitment), and third, to offer the strategy for the improvement of job satisfaction and organizational commitment. Spreitzer insists that the empowerment is composed of 4 dimensions(meaning, competence, self-determination, and impact). And he argues that various work-related characteristics is a direct cause of empowerment and the indirect cause of job satisfaction and organizational commitment, mediated by the empowerment latent variable. In order to perform this study, data were collected by self-administered questionnaires from hospital employees working in administrative department of 3 university hospitals in Inchon and Kyunggi-Do region. The number of cases is 181(response rate; 86%). The Collected data were analyzed with SPSS Ver. 10.0 and AMOSV Ver. 4.0. First, to test validity of variables, the factor analysis was used. Second, to test reliability, Cronbach's alpha coefficients was calculated. Cronbach's alpha of empowerment variable is 0.8323 showing that there's no problem in regard to the internal consistency. Also the Cronbach's alpha of other variables are 0.8301 of the degree of perceived control, 0.6705 of job characteristics, O.8787 of compensation, 0.9254 of job satisfaction, and 0.8389 of organizational commitment, respectively. Among the questions of job characteristics, two survey questions are deleted due to lowering the reliability. Third, to test multicollinearity and correlation of variables, the correlation analysis was performed. There was no problem of multicollinearity. Finally structural equation modelling (SEM) analysis was conducted to find the causal relationship of organizational and job Characteristics, empowerment, job satisfaction and organizational commitment. The 16 variables are included for the SEM analysis. The major results of this study are as follows: First, in the case of model fitness, the condition of x$^2$ statistic(92.187) is not fully satisfied, but the indices of GFI(0.912), AGFI(0.863), NFI(0.917) and CFI(0.928) are partially satisfied, which needs to upper 0.90. Second, in the result of hypotheses testing, all hypotheses are accepted and have a positive effect in 95% or 99% confidence interval(P<0.05 or P<0.001) except the effect of compensation variable on empowerment(P=0.082). Third, in regard to the direct, indirect, and total effect of variables, the direct effect of perceived control, task characteristics, and compensation on job satisfaction are 0.728, 2.264, 0.328 and on organizational commitment are 0.094, 1.411, 0.418, respectively. Also the indirect effect of perceived control, task characteristics, and compensation on job satisfaction are 0.311, 0.196, 0.028 and on organizational commitment are 0.210, 0.132, 0.019, respectively. Thus, these findings imply that various work-related factors are direct effect of empowerment and indirect effect of result variables, job satisfaction and organizational commitment. Also These results showed that the workplace empowerment is significant mediating factor of employee's job satisfaction and organizational commitment.