• KOREAN ASSOCIATION OF OCCUPATIONAL HEALTH NURSES
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• v.17 no.3
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• pp.40-40
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• 2010

• Proceedings of the Korean Institute of Building Construction Conference
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• 2012.05a
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• pp.189-190
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• 2012

• Journal of the Korean School Mathematics Society
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• v.21 no.2
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• pp.91-111
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• 2018

Junior college students in located Eup-Myeon areas commonly fail to meet the basic standards of mathematics. This leads students to lack basic knowledge and to have difficulties in studying their majors. In addition, students often lose their interest in the study and eventually leave school or drop out, while some have difficulties in their life at work. To remedy and solve these problems, the country proposes National Competency Standards(NCS). The basic occupational competencies proposed in NCS are essential occupational abilities required to successfully perform the job. I want to apply mathematical ability, which is one of the basic occupational competencies, to mathematics education of junior college. Applying NCS mathematical ability to junior college students, I would like to examine the effectiveness of the NCS mathematical ability course. The purpose of this study is to find out the way of education of desirable mathematical ability and to raise basic academic ability and interest in mathematics.

• Journal of the Korean Applied Science and Technology
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• v.40 no.2
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• pp.189-198
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• 2023

This study aimed to identify the effects of nurses' interpersonal relationship ability on retention intention and turnover intention. The participants were 192 general duty nurses from a general hospital (95 with 36 months of experience or less, 97 with 37 months of experience or more) recruited using convenience sampling. Data were collected between February 15 and February 22, 2022. The data were analyzed by t-test, ANOVA, Pearson correlation coefficient, regression analysis, and more. The results demonstrated that turnover intention was higher among females. Also, a positive correlation between interpersonal relationship ability and retention intention was found to be significant among the nurses with at least 37 months of experience(r = .35, p < .001). The effect of interpersonal relationship ability on retention intention was found to be significant among the nurses with at least 37 months of experience(B = 0.71, t = 3.44, p < .001). However, the effect of interpersonal relationship ability on turnover intention was found to be nonsignificant. Based on these findings, this study concluded with the need for a strategy to strengthen interpersonal relation ability. during which the work experience should be considered, to promote nurses' retention intention.

• Transactions of the Korean Society of Machine Tool Engineers
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• v.15 no.3
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• pp.73-81
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• 2006

This paper describes our primary study for a new method of recognizing materials, which is need for precision work system. This is a study of dynamic characteristics of smart sensors, new method$(R_{SAI})$ has the sensing ability of distinguishing materials. Experiment and analysis are executed for finding the proper dynamic sensing condition. First, we developed advanced smart sensor. We made smart sensors for experiment. The type of smart sensor is HH type. The smart sensor was developed for recognition of material. Second, we develop new estimation methods that have a sensing ability of distinguish materials. Dynamic characteristics of sensor are evaluated through new recognition index$(R_{SAI})$ that ratio of sensing ability index. Distinguish of object is executed with $R_{SAI}$ method relatively. We can use the $R_{SAI}$ method for finding materials. Applications of this method are finding abnormal condition of object (auto-manufacturing), feeling of object(medical product), robotics, safety diagnosis of structure, etc.

• Journal of East-West Nursing Research
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• v.28 no.1
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• pp.57-66
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• 2022

Purpose: This study examined the effect of emotional intelligence, job stress, and communication ability on nursing performance of nurses caring for cancer patients. Methods: This is a descriptive study involving 185 nurses with an experience of longer than 6 months at K university hospital in B metropolitan city. The data was collected from March 2nd 2021 to March 31st 2021, and analyzed using the descriptive statistics, independent t-test, one-way ANOVA, Pearson correlation coefficients, and stepwise multiple regression. Results: The factors affect the nursing performance of participants were emotional intelligence, total clinical career, communication ability, job stress and satisfaction of current department. The total explanatory power of those variables on the nursing performance was 43.8%. Conclusion: In order to improve nursing performance, it is necessary to apply a program for improving emotional intelligence and communication ability, and for controlling and coping with job stress, considering the career of a nurse taking care for cancer patients. In addition, efficient manpower management and material support at the hospital organization level are required.

• Research in Community and Public Health Nursing
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• v.15 no.2
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• pp.289-297
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• 2004

Purpose: This study was conducted to determine factors affecting workers' physiological somatic complain using the Job Stress Model proposed by the National Institute for Occupational Safety and Health (NIOSH). Method: Data were collected from the 1st to the 30th of December 1999. The subjects were 2.123 workers employed at 155 work sites. Collected date were analyzed through SAS/PC program. Result: According to individual characteristics, younger and women groups showed significantly higher physiological somatic complaint than elder men groups. By work condition, groups with higher physiological somatic complaint included workers of irregular shift work. Dark lighting, improper temperature in winter, improper ventilation, inappropriate humidity, unpleasant work environment and crowded work place were significantly related with physiological somatic complaint. By work-related factor, physiological somatic complaint was high in those with higher variance in work load, quantitative work load, role conflict, job burden, role ambiguity and future ambiguity. On the other hand, physiological somatic complaint was low in those with little underutilization of ability. As for the relationships between physiological somatic complaint and non-work related factors, physiological somatic complaint was high in workers who had a side job, were bringing up infants alone, cleaned the house alone, cared for the elderly and disabled persons, were studying, were volunteering at another organization, and were spending 5-10 hours in religious activities per week. Physiological somatic complain was in significantly negative correlations with overall social support, supervisory support and family support, but in significantly positive correlations with co-worker support. Conclusion: The main predictors of physiological somatic complain were gender, shift work pattern, overtime work, ventilation, role ambiguity, role conflict, future ambiguity, job control, variance in work load, overall social support, worker with side job, worker who cleans the house alone, worker who is studying. These predictors explained 19.10% of the total variance of physiological somatic complain.

• Safety and Health at Work
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• v.14 no.4
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• pp.375-383
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• 2023

Background: Working despite feeling ill - presenteeism - is a widespread behavioral phenomenon. Previous research has shown that presenteeism is influenced by various work-related and personal factors. It's an illness behavior leading to a range of negative but also positive consequences. Due to coronavirus disease 2019 (COVID-19) pandemic, remote work has become the "new normal" for many employees. But so far, little is known about presenteeism in remote work. This study aims to investigate presenteeism in remote work by looking at the extent of remote presenteeism, differences to presenteeism in on-site work, and associated factors. Methods: A nationwide cross-sectional online survey was conducted in Germany with N = 233 participants. Data were analyzed using descriptive statistics, t-tests, and correlation analysis. Results: The results reveal that presenteeism is prevalent in remote work x = 4.13 days (Md = 3; D = 2; s = 4.95). A low ability to detach from work (r = -.17; p = .005) and low supervisor support (r = -.14; p = .02) is associated with more remote presenteeism days. Remote working conditions seem to facilitate presenteeism. Conclusion: This study provides empirical insights into a subject area of great societal relevance. The results show that awareness should be raised for presenteeism in remote work. It should be regarded as a behavior that can be functional or dysfunctional, depending on the individual situation. Supervisor support and detachment should be fostered to help reduce dysfunctional presenteeism. Promotion of health literacy might help remote workers to decide on a health-oriented illness behavior. Further research is vital to analyze to what extent and under which circumstances presenteeism in remote work is (dys)functional and to derive clear recommendations.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.4
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• pp.9-19
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• 2020

The study aims to answer why the previous studies find the positive or insignificant effect of the CEO's abilities on firm performance. Using 34,285 CEO-firm-year panel data from the U.S. publicly traded firms drawn from the BoardEx and EXECUXOMP database during from 1992 to 2014, the results show that the fit of the CEO's generality or specialist ability with firm strategy matters on firm performance and risk. This study computes a discrete STRATEGY composite measure to construct firm strategy types, such as Prospect or Defend and use CEOs' résumés to construct an index of general skills that are transferable across firms and industries. The results find that generalist CEOs are more suitable for prospectors than specialist CEOs. Firm performance is much better when specialist CEOs work for Defenders. Although the firm performance is better too for the generalist CEOs who fit for the Prospect strategy, the firm's risk is up too. The result suggests that firms need to consider their chosen business strategy to recruit and select CEOs Our findings provide direct evidence that the match between CEO's ability and the firm's strategy is crucial to firm performance and risk.

• 월간산업보건
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• no.7 s.243
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• pp.76-76
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• 2008