• Journal of Fisheries and Marine Sciences Education
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• v.6 no.1
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• pp.11-19
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• 1994

The North Pacific midwater trawling which is one of the important fishing methods for Korean fishing industry is working in the Bering Sea and the sea near Kamchaka Peninsula. The catch by Korean midwater trawlers had been recorded about 300 thousands $^{M/_T}$ a year. Six types of midwater trawl net-ordinary midwater trawl net, super-V trawl net, super mesh trawl net, rope trawl net, super plus trawl net and kite trawl net-have been widely used by large trawlers above 1,500gt in size since 1982. Regarding the fishing efficiency, the super plus trawl net and kite trawl net were acknowledged as higher than other nets. Maximum mesh size of super-plus trawl net and kite trawl net ranges about 20m, whereas the length of net about 150m, and high-tech polyethylene is used as the material of rope part. The problems involved in the North Pacific midwater trawl net may be summarized as follows ; (1) The dimension of fishing gear is too big compared with the towing power of trawler. (2) The mesh size of the rope part is too big compared with that of the common netting part. (3) The net is often torn out in the connecting position of the rope part and the netting part. (4) The net is not matched with the trawler and the otter board in many trawlers, so the shape of the trawl gear in the water is instable. (5) The fish school located near head rope, ground rope and side rope in the net recorder is not caught in practice because of the net instability.

• Journal of the Korea Convergence Society
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• v.9 no.10
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• pp.457-465
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• 2018

The purpose of this study is to investigate the effect of nurse's hospital work environment and supervisor trust on turnover intention. The subjects were 122 nurses in five hospitals in B city and collected data by using giving questionnaire, and used the SPSS 22.0 program to analyze. As a result of the study, there was a positive correlation between the hospital environment and turnover intention (r=534, p<.001), there were negative correlation between hospital work environment and supervisor trust(r=-.232, p=.010), between supervisor trust and turnover intention (r=-.314, p=.001). The factors affecting the turnover intention of nurses were hospital work environment (${\beta}=.505$, p<.001), supervisor trust (${\beta}=-.229$, p=.003), and job position (${\beta}=-.213$, p=.011). Therefore, in order to reduce the turnover intention of nurses, it is necessary to improve the hospital work environment and to establish a strategic program to build and improve supervisor trust.

• Journal of Institute of Control, Robotics and Systems
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• v.17 no.6
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• pp.566-572
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• 2011

In recent semiconductor and FPD (Flat Panel Display) manufacturing processes, high clean-class delivery operation is required more and more for short working time and better product quality. Traditionally SLIM (Single-sided Linear Induction Motor) is widely used in the liner drive applications because of its simplicity in the rail structure. A magnetically levitated (Maglev) unmanned vehicle with SLIM traction, which is powered by a CPS (Contactless Power Supply) can be a high precision delivery solution for this industry. In this paper unmanned FPD-carrying vehicle, which can levitate without contacting the rail structure, is suggested for high clean-class FPD delivery applications. It can be more acceptable for the complex facilities composed with many processes which require longer rails, because of simple rail structure. The test setup consists of a test vehicle and a rounded rail, in which the vehicle can load and unload products at arbitrary position commanded through wireless communications of host computer. The experimental results show that the suggested vehicle and rail have reasonable traction servo and robust electromagnetic suspensions without any contact. The resolution of point servo errors in the SLIM traction system is accomplished under 1mm. The maximum gap error is ${\pm}0.25mm$ with nominal air gap length of 4.0mm in the electromagnetic suspensions. This type of automated delivery vehicle is expected to have significant role in the clean delivery like FPD glass delivery.

• Korean Journal of Occupational Health Nursing
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• v.10 no.2
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• pp.153-163
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• 2001

Purpose of the study was to identify the relationship between job stress and health promoting behavior(HPB) among nurses. Samples were 426 nurses working in some university hospitals which were chosen by convenient sampling. Data was collected by using constructed questionnaires from March 28th to April 7th 2001. The instruments used for in the study were 'The Health Promotion Behavior' which was developed by Park(1995) and 'The Job Stress' modified by Kim(1998). The data was analyzed by mean, standard deviation, t-test, ANOVA, Duncan test and Pearson's correlation coefficient in the SPSS program. The results were as follows : 1. The mean score of job stress was 3.51 which is meant to be 'more than moderate' level of stress. 2. The total mean score of health promoting behavior was 2.44; 'Management of Sanitary life' 3.12, 'Harmonious relation-ships' 2.95, 'Emotional support' 2.71, 'Diet control' 2.59, 'Self-achievement' 2.57, 'Self-control' 2.31, 'Healthy diet' 2.29, 'Rest and sleep' 2.26, 'Exercise and activity' 2.12, 'Regular diet' 1.91 and 'Professional health maintenance' 1.61 were shown in each HPB category. 3. There were not any statistical differences between job stress and general characteristics of nurses. 4. The health promoting behavior was significantly influenced by factors of age, marital status, education level, religion, position, career and family income of nurses. 5. There was not any correlations between job stress and health promoting behavior.

• Korean Medical Education Review
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• v.16 no.2
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• pp.92-98
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• 2014

Medical education departments or offices are established in response to public expectations relating to health care, societal trends towards increased accountability, educational developments, increased interest in what to teach and how to educate doctors. However, heavy workloads and mixed feelings towards medical education departments or offices by the other members of a medical school can threaten job satisfaction and increase burnout. The authors investigated the prevalence of burnout among medical education specialists and related issues. Individual in-depth interviews with four medical education specialists were conducted to develop a questionnaire. After content analysis of the interview, the authors generated a survey form with 28 items including 6 categories: motivation to choose medical education as a career, job satisfaction, intention to leave their current position in medical education, the frequency and causes of burnout, and demographics. In September 2013, an email survey was administered to 43 faculty including non-tenure staff who were working in the department/office of medical education in 41 medical colleges in Korea. Of 43 medical education specialists, 25 (60%) returned surveys. Forty three-point-three percent of them felt encouraged when their endeavors generated a visible educational improvement in the medical school. A majority (87%) reported feeling burned out. Fifty percent of them experienced the feeling once or twice a year. The extent of burnout tended to be greater in women, those in their forties, those with non-medical doctor degrees, and in non-tenured staff. To reduce and prevent burnout among medical education specialists, the participants suggested that leadership of medical schools and a systematic approach to medical education should be established. A majority of the medical education specialists reported experiencing burnout, although they were satisfied with their jobs. To reduce their burnout and allow them to focus on their own work in medical education, the following factors are needed: perceptual changes of other members of the college about medical education; more systematic institutional strategies; networking among medical education specialists; and personal efforts for professional development.

• Transactions of the Korean Society of Mechanical Engineers
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• v.17 no.6
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• pp.1381-1388
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• 1993

This paper presents a method for the simultaneous optimal design of structural and control systems. Sensitivities of performance index with respect to structural design variables are analyzed. The structural design variables are optimized to minimize the performance index by use of conjugate gradient method. The method is applied to a half model of an active vehicle suspension system with elastic body moving on a randomly profiled road. The suspension control force of an optimally controlled system in the presence of measurement errors are calculated by use of linear quadratic Gaussian control theory and Kalman filter theory. The performance index contains ride comfort, road holding and working space of suspension. The structural design variables taken are stiffness, daming properties and the position of the suspension system. The random road profile considered as colored noise is shaped from white noise by use of shaping filter. The performance of an optimal simultaneous structure/control system is compared with that of an optimal controlled system.

• The Transactions of The Korean Institute of Electrical Engineers
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• v.57 no.9
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• pp.1606-1611
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• 2008

Recently, The diagnosis techniques of electric facilities are developed on live line. This paper describes the discharge characteristics of polymer insulator(EPDM A type). Keeping the facilities in good working order, the goal of this paper will provide the information to enable user to easily judge conditions of facilities on the spot. The performance of polymer insulator is assessed from the KS C IEC 60270 and CEA LWIWG-01(96)(Tracking Wheel Test). As the results, UV generation patterns of polymer insulator grow like a jellyfish shape follow the ramping voltage. Discharging UVs are detected at about 31.25% of breakdown voltage. Just then, dimension of UV image is about $0.84cm^{2}$. The dimension of max. UV image is about $297.4cm^{2}$ at $160kV(V_{bd})$. The position of UV generation due to surface discharge of polymer insulator is the center of insulator in the early, then moved the ground side and the last, UV image moved through the junction part of source side. Surface of aged polymer insulator is cracked and faded due to arc. UV absorption spectrum of polymer insulator are appeared the C-H bond of scissoring vib. at $1014cm^{-1}$ and C=O bond of recombination structure. Also, recombined UV absorption peak such as C-H, N-H, and O-H is detected at the $3321cm^{-1}$. Through the paper, there are inspection data which are the relations between surface discharge of polymer insulator and UV detecting image.

• Restorative Dentistry and Endodontics
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• v.43 no.1
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• pp.2.1-2.10
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• 2018

Objectives: To determine the effect of size and insertion depth of irrigation needle on the amount of apical extruded debris and the amount of penetration depth of sealer using a confocal laser scanning microscope (CLSM). Materials and Methods: Twenty maxillary premolars were assigned to 2 groups (n = 10), according to the size of needle tip, 28 G or 30 G. Buccal roots of samples were irrigated with respective needle type inserted 1 mm short of the working length (WL), while palatal roots were irrigated with respective needle type inserted 3 mm short of the WL. Prepared teeth were removed from the pre-weighed Eppendorf tubes. Canals were filled with F3 gutta-percha cone and rhodamine B dye-labeled AH 26 sealer. Teeth were transversally sectioned at 1 and 3 mm levels from the apex and observed under a CLSM. Eppendorf tubes were incubated to evaporate the irrigant and were weighed again. The difference between pre- and post-weights was calculated, and statistical evaluation was performed. Results: Inserting needles closer to the apex and using needles with wider diameters were associated with significantly more debris extrusion (p < 0.05). The position of needles and level of sections had statistically significant effects on sealer penetration depth (p < 0.05 for both). Conclusions: Following preparation, inserting narrower needles compatible with the final apical diameter of the prepared root canal at 3 mm short of WL during final irrigation might prevent debris extrusion and improve sealer penetration in the apical third.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.2
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• pp.179-187
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• 2016

This study was conducted to identify the factors that affect the nursing performance. These factors are general characteristics, mentoring function and organizational citizenship behavior. A survey was conducted on 163 nurses working for general hospitals in South Korea from December 2 - 30, 2015. The data was analyzed using the SPSS WIN 21.0 program to analyze the descriptive statistics, independent T-test, ANOVA, Scheffe test, Pearson's correlation, and multiple regression. The factors affecting the subject's nursing performance were altruism (${\beta}=.46$, p<.001), courtesy (${\beta}=.12$, p=.047), belonging to the sub areas of the organizational citizenship behaviors, role modeling function (${\beta}=.31$, p=.001), career develop functions (${\beta}=-.22$, p=.018), belonging to the sub areas of the mentoring function, and position (${\beta}=.24$, p<.001). The results of this study are expected to provide basic data to improve the nursing performance.

• Journal of radiological science and technology
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• v.20 no.1
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• pp.77-84
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• 1997

Job satisfaction is very important for adequate manpower management in the medical field. To study job satisfaction among the radiologic technologists, 344 cases were reviewed in five university hospitals and one general hospital. Self-administered questionnaire was used to study their socioeconomic characteristics, working conditions, job satisfaction, and the factors affecting there Job satisfaction. The results were as follows : 1. There was statistically significant difference in job satisfaction according to the their department of employment, position, and hospital characteristics. 2. The group that was satisfied with their salary had a higher job satisfaction score, whereas others who were not satisfied ranked lower. 3. The positive answering group on the ability and job recognition ranked higher score on the job satisfaction than the negative answering group. 4. The group that was in good relationship with their superiors and co-workers scored higher on job satisfaction From the above results, the job satisfaction was high for the group with positive thinking and reply, but the intentin to change their job was low. Considering the fact that these results represent only 6 hospitals from limited arease, therefore, necessary to include more medical facilities nationwide, especially small-medium sized clinics or hospitals where the difficulty with high turnover rate of employment is expected, to study further various factors involving job satisfaction in the future.