• 한국병원경영학회지
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• 제21권3호
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• pp.11-21
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• 2016

The purpose of this study is to investigate the degree of difficulty and turnover of nurses working in the field and to derive clinical work activation and supply policy improvements. Data was collected from December, 2014 to January, 2015, from 23 hospitals, and participants were 3,887 nurses working in the field, Survey details : the difficulty of the clinical work of nurses working in hospitals, turnover intentions status and policy proposals for clinical research work enabled General characteristics, difficulties in clinical working, turnover intention and clinical work plan activation are frequency analysis. The difference between each of the variables in accordance with the general characteristics are one-way ANOVA analysis, Correlation analysis of the variables is also a Pearson correlation coefficients. 'difficulties in clinical working' was a statistically significant difference depending on the type of hospital, nursing class, number of beds, location, age, position, employment, gender, working form, working department, salary, career, and degree level. 'turnover intention' was a statistically significant difference depending on nursing rate, number of beds, region, age, position, sex, shifts, departments, annual income, and career. 'policy recommendation' was a statistically significant difference depending on type of hospital, nursing rate, age, position, employ, shifts, departments, annual income, degree level and career 'difficulties in clinical working' is 'turnover intention' (p<.001), 'policy recommendations' (p<.001) and had a significant positive correlation. and 'turnover intention' had a "policy recommendation" significant positive correlation with the relationship (p<.001) The most difficulties point of the nurses working in the field are the environment, such as shift, urgent and dangerous. Major policy proposals are improve treatment such as wages, and welfare.

• 한국실내디자인학회논문집
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• 제27권2호
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• pp.143-153
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• 2018

The exhibition space is a concept that is used to extract only the function of exhibition in an art museum combined with various cultural facilities. It mediates works, audience, and space. Therefore, it is considered that the exhibition space will not only judge the space by the form of the building, but also the true meaning will appear when the exhibition, the space and the environment coexist. His exhibition space has a story from the outside to the inside and the exhibition. In this study, we try to understand the characteristics of his space by analyzing the way of organizing exhibition and exhibition in his exhibition space. As a result of analyzing the cases suggested on this thesis through this point of view, Ando Tadao represented characteristics of his own exhibition space by harmonizing the demand of each exhibition space with his architecture language. His exhibition space provides the experiential space in the harmony of the nature and artificiality as inpouring the nature into the complex traffic line. And, the exhibition is constituted as a result of fully considering the overall situation of the space environment. He tries uniting the space and art by interpreting the work in the space rather than arranging the works. Consequently, It gives visitors the direct space experience through the intentional traffic line and is becoming an exhibition space that can express the exhibition only in that space as constituting it differently in accordance with the character of work.

• Asian Journal of Innovation and Policy
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• 제7권2호
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• pp.310-337
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• 2018

Adoption of mobile learning (m-learning) is not new in Malaysian oil and gas industry, with heavy investment into research and development to train the workers. Nevertheless, the low application of learnt skills on the job remains an emergent research area where there is a missing link on the effects of m-learning and effective organisational learning and implication on its training transfer. The result of this quantitative research revealed that all variables in m-learning were found to have a positive relationship with the effective organisational learning, and there is evidence of training transfer as a mediator of the relationship between self-directed learning, training design, work environment and effective organisational learning. However, there were some discrepancies in the extend of training transfer between trainee characteristics and organisational learning. As such, some important issues emerged which challenge the importance of evaluating workers' readiness and transfer for a successful implementation of m-learning towards developing effective organisational learning.

• 한국대기환경학회지
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• 제15권6호
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• pp.799-804
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• 1999

Particle collection characteristics of the MOUDI cascade impactor has been studied for coarse particles in the range of 2 to 20$mu extrm{m}$ in aerodynamic diameter. A vibrating orifice aerosol generator was empolyed to generate monodisperse test aerosols. The oleic acid and sodium chloride(NaCl) particles were used as test aerosols. Aluminum foil and Teflon filter were selected as impaction media. The sampling flow rate was changed from 25 to 35L/min. Particle collection efficiency for single stage was examined for liquid particles. The stage response was obtained experimentally for the cascade impactor composed of three stages and a backup filter. The results showed that most of particle collection efficiencies measured in this work are similar to the efficiency curves obtained by Marple et al.(1991). For particles less than cut-off size of the stage, the collection efficiencies of solid particles are similar to those of loquid particles. However, the collection efficiency of solid particles decreases with mereasing particle diameter for the particles greater than the actual cut-off size of the impactor. The particle collection efficiency increases with increasing sampling flow rate at the same particel size. However, the collection efficiency curves seem not to be greatly shifted with the flow rate. The stage responses obtained by direct measurements in this work are in good agreement with those derived from the collection efficiency curves for single stage.

• 한국대기환경학회지
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• 제27권6호
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• pp.681-691
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• 2011

The size distributions of smoke particles from fire are prerequisite for the studies on fire detection and adverse health effects. Above the flame of the fire, coagulation dominates and the smoke particles grow from 1 to 50 nm up to 100 to 3,000 nm, sizes ranging from the free-molecular regime to the continuum regime. The characteristics of the agglomeration of the smoke particles are well known, independently for each of the free-molecular and continuum regimes. However, there are not many systematic studies in the entire regime by the complexity of the mechanisms. The purpose of this work is to find the characteristics of the development of the size distribution of smoke particles by agglomeration in the entire size range covering the free-molecular regime, via transition regime, to the near-continuum and continuum regime for each variation of parameters such as fractal dimension, primary particle size and dimensionless coagulation time. In this work, the dynamic equation for the discrete-size spectrum of the particles was solved using a nodal method based on the modification of a sectional method. In the calculation, the collision frequency function for the entire regime, which is derived by using the concept of collision volume and general enhancement function, was applied. The self-preserving size distribution for the entire regime is compared with the ones for the free-molecular or continuum regimes for each variation of the parameters.

• 보건의료산업학회지
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• 제12권1호
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• pp.123-135
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• 2018

Objectives : The purpose of this study was to analyze the effects of welfare workers who are economically active as wage earners after undergoing industrial accidents on their turnover intention in terms of demographic, working environment, and health characteristics. Methods : The data were analyzed in this study with the chi-square test and logistic regression using SPSS ver. 22.0 to analyze the factors influencing the turnover intention of industrial workers(PSWCI, 2016, N=1,083). Results : Model 1 included age, education, average wage, and union, Model 2 includer the number of workers in the workplace, average number of working days, overtime, and employment status were statistically significant. Model 3 included characteristics of health, Model 4 includer education, average wage, union, average number of working days, overtime, employment status were statistically significant. Conclusions : It is necessary to develop tools, indicators, and systematic and step-by-step programs to evaluate the stable work environment in the workplace, as well as to improve workers' return to work.

• 한국컴퓨터정보학회:학술대회논문집
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• 한국컴퓨터정보학회 2022년도 제66차 하계학술대회논문집 30권2호
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• pp.347-349
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• 2022

본 연구에서는 장애 임금근로자의 근로환경, 업무특성, 지속근무 의도, 직무만족도 간의 구조적 관계분석을 통해 장애 임금근로자의 직무만족도 향상 방안을 제시하고자 한다. 분석자료는 장애인고용패널 2차웨이브 6차년도 패널데이터 중 15세이상 임금 장애근로자 1,582명을 분석에 사용하였다. 분석결과, 첫째, 장애 임금근로자의 근로환경은 직무만족도에 정(+)적인 영향을 미쳤지만, 지속근무 의도에는 유의한 영향을 미치지 않았다. 둘째, 장애 임금근로자의 업무특성은 지속근무 의도와 직무만족도에 정(+)적인 영향을 미쳤다. 셋째, 장애 임금근로자의 지속근무 의도는 직무만족도에 정(+)적인 영향을 미치는 것으로 나타났다. 넷째, 장애 임금근로자의 근무환경과 직무만족도 사이에 지속근무 의도는 매개효과를 나타내지 않았다. 다섯째, 장애 임금근로자의 업무특성과 직무만족도 사이에 지속근무 의도는 매개효과를 미치는 것으로 분석되었다.

• 간호행정학회지
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• 제22권3호
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• pp.292-302
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• 2016

Purpose: This study was done to build and verify a model of clinical nurses' turnover intention using organizational characteristics, job satisfaction and job embeddedness. Methods: The study participants were 389 hospital nurses. SPSS and AMOS 22.0 program were used to analyze the data and the modeling of turnover intention. Results: A total of 41% of turnover intention was explained by job satisfaction, job embeddedness and organizational characteristics. Nurses with higher job satisfaction and job embeddedness showed lower turnover intention, while organizational characteristics had an indirect effect on their turnover intention. It was found that organizational characteristics had positive effects on both job satisfaction and job embeddedness, and job embeddedness played a mediating role between organizational characteristics and turnover intention. Conclusion: To reduce nurses' turnover intention, hospitals' organizational characteristics should be considered. Nurse managers should strive to increase nurses' job satisfaction and job embeddedness through an understanding of the factors of organizational characteristics such as organizational fairness, nursing work environment, motivation, organizational citizenship behavior, and transformational leadership.

• 한국실내디자인학회논문집
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• 제20호
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• pp.62-70
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• 1999

Today's economic environment, which has reached to an unlimitedly competitive edge, is producing numbers of economical values and new type of knowledges under the paradigm of "globalization". With the increasing demands of the values and knowledges, enterprises have to deal with larger amount of information and to utilize it in organized ways than any other time, to adjust to the global economic circumstances. And they have to cope with the changes to the office environment, too. Now every corporation has been laid to the point of time that needs more rational and effective ways of business management and providing work environment. Therefore, this research aims at understanding the basic of new corporate culture and office environment by analyzing the factors that caused changes to that of advanced countries, and providing knowledges for proper reaction and acceptance for these changes.e changes.

• 한국직업건강간호학회지
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• 제22권2호
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• pp.75-82
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• 2013

Purpose: This study is to investigate the effect of nurse's competency empowerment and boss' job competency recognition on work performance. Methods: 216 nurses participated for data collection which was conducted from September 1, 2011 to September 10, 2011. The collected data were analyzed with SPSS/WIN 16.0 and with frequency test, ANOVA, Scheff$\acute{e}$ test and Multiple regression. Results: Firstly, the work performance in accordance with subject's general characteristics was found to be significant in the 50s, graduate school or higher education, Roman Catholic, charge nurse and 21-years or older. Secondly, the correlation among nurse's competency empowerment, boss' competency recognition and work performance was found to be positively related (r=.501~.639, p<.001). Thirdly, competency empowerment was found to be the most effective factor for work performance, followed by boss' competency recognition and career year, and these factors accounted for 63.5%. Conclusion: As the results show that the work performance is highly affected by the nurse's competency empowerment, boss' competency recognition level and career level in clinical environment, effective education programs are required to provide an appropriate experience to both entry-level and experienced nurses, as well as to enhance boss' competency empowerment at the same time.