• Journal of the Korean Data and Information Science Society
• /
• v.16 no.2
• /
• pp.237-253
• /
• 2005

In Korea, the volume of insurance industry has been increased rapidly with helping the economic growth, the increment of GNP and derive of public welfare policy. But the other side of the volume increment, the life insurers have some problems, such as the high rate of turnover, lapses and surrenders, in processing of acquiring more insurance contracts. The object of this paper is the analysis of the causes and properties of the high rate of turnover, lapses and surrenders using statistical survival model. Also we hope that the insurers will use the results of analysis to reduce the rates.

• Asian-Australasian Journal of Animal Sciences
• /
• v.16 no.9
• /
• pp.1280-1284
• /
• 2003

The number of protozoa and VFA content in the rumen fluid, in situ disappearance and turnover rate were examined with four rumen-fistulated cattle given either sugarcane stalk or Ruzi grass hay in order to clarify the manner of rumen digestion of sugarcane stalk. Cattle were given either sugarcane stalk or Ruzi grass hay at 1.0% of body weight level with commercial concentrate feed. Feeding sugarcane stalk reduced acetate content and increased propionate and butyrate contents in rumen fluid. While rapidlysoluble fraction of sugarcane stalk was 42%, the insoluble but potentially degradable fraction was only 17%. This clearly showed that sugarcane stalk mainly consisted of water soluble fraction (i.e. sugar) and tough fiber (i.e. bagasse). The ruminal degradation rate of both Ruzi grass hay and sugarcane stalk was lower in the animal given sugarcane stalk in comparison with those given Ruzi grass hay. While the turnover rate of liquid phase was about 50% higher in the animals given sugarcane stalk than in the animals given Ruzi grass hay, that of the solid phase was about 40% lower in the animals given sugarcane stalk. The effective degradability of DM of sugarcane stalk was higher than that of Ruzi grass hay. Sugarcane would be a promising roughage for ruminants in the tropics especially, in the dry season.

• Journal of the Society of Cosmetic Scientists of Korea
• /
• v.22 no.2
• /
• pp.132-140
• /
• 1996

The effect of a novel delivery system, water in oil emulsion containing chitosan hydrogel as a inner phase (W/O-C) was evaluated, and the relationships between the skin permeation, the skin primary irritation and the skin turnover rate of AHAs were discussed. We selected glycolic acid (GA), lactic acid (LA), malic acid (MA), and tartaric acid (TA) as model AHAs. The steady state fluxes of 4 AHAs across the excised hairless mouse skin increased as the molecular weights of the AHAs decreased. (GA>LA>MA>TA). The skin turnover times were shortened in all AHAs, compared with control. The skin permeation and the skin primary irritation of the LA decreased and the skin turnover time increased, as the pH increased. The maximum therapeutic index was obtained with pH 3.8, 0.5 M LA. It was suggested that the skin permeability of LA might be a main factor for prediction of the skin irritation and the skin turnover time. On the other hand, the W/O-C containing pH 3.8, 0.5 M LA indicated a good sustained release property of LA, compared with water in oil emulsion without chitosan hydrogel (W/O) or oil in water emulsion (O/W). The skin permeability and the skin irritation of AHAs from the W/O-C edcreased, compared with W/O or O/W, however the skin turnover time showed almost the same value as W/O or O/W. In conclusion, we suggest that the control of the skin permeation of AHAs would be an important tool for reducing the skin irritation and for maintaining the positive effect of AHAs, and the W/O-C system could be a potential candidate for future cosmetological application of AHAs.

• Journal of Digital Convergence
• /
• v.19 no.3
• /
• pp.263-272
• /
• 2021

The purpose of this study was to test the mediating effect of WLB on the relationship between the nursing practice environment and turnover intention of nurses. Data were collected from October 5 to October 30, 2020 for 144 nurses for more than 6 months at three general hospitals located in A-do. Data analyzed using the SPSS/WIN 23.0 program by t-test, ANOVA, Pearson's correlation coefficient, and regression analysis. As a result of the study, WLB was partial mediating role in the relationship between the nursing practice environment and turnover intention. Therefore, in order to reduce the turnover rate of nurses, it is necessary to develop and apply programs along with organizational human resource management strategies to positively improve the nursing practice environment of nurses and to promoting WLB. Based on the results of this study, we intend to provide basic data to reduce the turnover rate of nurses by positively recognizing the nursing practice environment of nurses and improving WLB.

• Health Policy and Management
• /
• v.13 no.3
• /
• pp.129-147
• /
• 2003

This study is to grasp a trend of profitability classified by characteristics of hospitals and to analyze related factors. Subjects are 145 hospitals which have gotten the standardization audit by Korean Hospital Association during 1998-200l. Profitability was measured in the aspect of operation profit rate with operating margin to gross revenue as proxy variables. Independent variables were classified by general factors (ownership, number of beds, period of establishment, competition), financial factors (liabilities to total assets, current ratio, fixed ratio, total asset turnover, inventories turnover), and factors related to patient treatment (average length of stay, bed occupancy rate, new outpatient ratio, admission ratio of outpatients, number of patients per specialist, personnel costs per adjusted inpatient, administrative costs per adjusted inpatient). Hierarchical multiple regression analysis model was used in this study. As a result of hierarchical multiple regression analyzation of operating margin to gross revenue, adjustive $R^2$ of general factors was relatively more powerful. The factors had significant effect on operating margin to gross revenue were ownership(+), number of beds(+), competition(+), current ratio(+), fixed ratio(+), total asset turnover(+), personnel costs per adjusted inpatient(-).

• Journal of Fisheries and Marine Sciences Education
• /
• v.26 no.4
• /
• pp.797-807
• /
• 2014

The purpose of this research is to clarify the influence of job satisfaction factors on the turnover of marine sports employees and propose the methodical and scientific preliminary data suggesting the development of marine sports and policy direction. To achieve this research was conducted on 247 marine sports workers from February to March, 2013 and the findings are shown below. Firstly, male workers showed higher satisfaction rate in social recognition and salary. Female workers showed higher satisfaction in work conditions. Married workers with related license holders negative in promotion, but workers who are 50 and older with high school diploma showed higher satisfaction. Secondly, group of singles showed higher satisfaction rate in social recognition and peer relationship. People with related majors showed higher satisfaction in suitability, salary, peer relationship and social recognition. Thirdly, those who show higher satisfaction in social recognition, work condition, salary, suitability, and promotion are show a lower likelihood of changing their job.

• Journal of Korea Society of Digital Industry and Information Management
• /
• v.20 no.3
• /
• pp.101-115
• /
• 2024

Compensation plays an important role in increasing the satisfaction of organizational members and reducing turnover. A balanced approach including competitive base salary and performance-based compensation can meet the financial and psychological needs of members, creating more dedicated and satisfied organizational members. From this perspective, this study was conducted on the impact of trainers' performance-based compensation system on customer satisfaction and turnover rate, focusing on TASTE FITNESS. TASTE FITNESS established differentiated compensation and performance-based compensation system based on performance-based compensation for each job group of counselors, managers, and trainers working within the organization, and confirmed that this led to the turnover rate of organizational members and customer satisfaction. However, a more efficient and satisfactory compensation system can be established by supplementing the stability of performance-based compensation, supporting the initial entry stage, diversifying performance-based compensation, and strengthening long-term performance-based compensation. This is an issue that should be considered not only by TASTE FITNESS but also by all similar industries.

• Journal of Ecology and Environment
• /
• v.37 no.1
• /
• pp.13-19
• /
• 2014

The effect of different turnover time of water on the decomposition of emergent macrophyte litter (Zizania latifolia Griseb.) was investigated using a microcosm experiment. Microcosm treatment represented different turnover time of water; 1, 2, 4 and 8 weeks. The litterbags from each treatment were retrieved every 2 weeks until the 8th week and the water simultaneously sampled with the litterbag. The dry weight and the content of major cations in the litter, and the content of available N, P, and major cations in the water were analyzed. Dry weight loss after 8 weeks indicated the lower decay rates under the condition of short turnover time of water. Major cations from the litter and the water showed that the leached amounts of K and Mg from the litter were highest in the 2nd week and dramatically decreased from the 4th week. The dynamics of available nitrogen and phosphorus in the water showed that as the water turnover time was getting longer, the amounts of available nitrogen and phosphorus remained higher. These results suggest that wetlands with longer turnover time of water could maintain the increased nitrogen and phosphorus and no outflow of the nutrients could cause eutrophication problem.

• Korean Journal of Childcare and Education
• /
• v.11 no.1
• /
• pp.63-82
• /
• 2015

The purpose of this study is to analyze the influence of the working-environment and job-satisfaction on the turnover intention of infant-care teachers. For this study, a survey was conducted on 200 infant-care teachers, who work in facilities of Northern Gyeonggi-do. The main results of this study are as follows: First, the turnover intention of infant-care teachers has no statistically significant differences by socio-demographic factors. Second, turnover intentions relate negatively to working-environment and job-satisfaction. More job-autonomy reduces the turnover intention and more job-conflict and job-burden increases the turnover intention. Third, the working-environment and job-satisfaction have influences on the turnover intention of infant-care teachers in the regression model. In conclusion, we need to improve the working-environment and to enhance job-satisfaction in order to reduce the turnover rate of infant-care teachers.

• Journal of Families and Better Life
• /
• v.33 no.5
• /
• pp.87-102
• /
• 2015

The purpose of this study was to examine the relationship between job stress, turnover intention, and the moderating roles of motivation for child care work. The subjects were 238 child-care teachers who were worked at child-care centers in Seoul. Questionnaires were used to rate job stress, turnover intention, and the motivation for child care work of teachers. The collected data were mainly analyzed by descriptive statistics, t-test, one-way ANOVA, Duncan test, Pearson's correlation and the multiple regression analysis. The main results of this study were as follows. First, there were differences in turnover intention according to individual characteristics such as career at the current child-care center and total career. Second, job stress was positively correlated with turnover intention, and negatively correlated with active motivation and material motivation. And turnover intention was negatively correlated with active motivation and material motivation. Third, a moderator effect of the active motivation was found in the relationship between the job stress and the turnover intention. Especially the active motivation is suggested to reduce the negative results of job stress and turnover intention. Therefore, the results indicate the importance of the active motivation which is considered as an aptitude, interest, affection for children and self realization when child-care teachers make a decision to enter the child-care work profession.