• Journal of Korean Academy of Nursing Administration
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• v.2 no.1
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• pp.125-139
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• 1996

Organizational commitment is characterized by a strong belief in and acceptance of the organization's goal and values ; a willingness to exert considerable effort on behalf of the organization ; a strong desire to maintain membership in the organization. The purpose of this study was to identify the variables which influence the organizational commitment and to test the relationship between the clinical nurses' organizational commitment and turnover intention. The subjects were 412 nurses who were working on general wards at three General Hospitals in Chounbuk. The data were collected by self-reporting questionnaire from Sept. 20 to Sept. 31, 1995. The instruments used in this study were Likert-type scale which were Organizational Commitment Scale by Mowday et al, and Turnover Intention Scale by Mobley et al. The questionnaire of organizational characteristics was made through reviewing literature. The data were analyzed by frequency, percentage, t-test, one-way ANOVA, Scheffe test, Pearson's correlation coefficient, and stepwise multiple regression with $SPSS-PC^+$ program. Major findings are as follows : 1. Mean scores for organizational commitment were 3.008 and turnover intention 3.167 on a 5 point scale. 2. Age and clinical experience were positively related to organizational commitment(r=.4806, p=.000; r=.4792, p=.000). 3. In the personal variables, hospital type(F=21.374, p=.000), education level(F=5.481, p=.001), position(F=30.867, P=.000), and marital status(t=-5.63, p=.000) of the nurses showed significant differences in organizational commitment. 4. The variables to the organizational characteristic were statistically significant in organizational commitment : formalization(r=.3458, p=.000), human-centered organizational characteristic(r=.4302, p=.000), performance- centered organizational characteristic(r=-.1502, p=.000), payment(r=.2234, p=.000), promotion(r=.2710, p=.000), benefit & service(r=.2325, p=.000), and resource inadequacy(r=-.2172, p=.000). 5. For the purpose of identifying the predicting variables in organizational commitment, stepwise multiple regression is conducted. The results show that age, human-centered organizational characteristic, formalization, hospital type, resource inadequacy, promotion, and benefit & service were significant variables and explained 46% of the variance. 6. Organizational commitment was significantly negatively correlated with turnover intention(r=-.6442, p=.000). As a result of stepwise multiple regression analysis, organizational commitment is the most powerful variable predicting turnover intention and explained 41.5% of the variance. In conclusion, this study shows that the higher the organizational commitment level, the lower the turnover intention. Therefore, for effective turnover management, it is important to improve the organizational commitment among clinical nurses. In order to enhance the organizational commitment by the clinical nurses, it will be useful to consider significant organizational characteristics variables identified in this study.

• Research in Community and Public Health Nursing
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• v.9 no.2
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• pp.533-549
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• 1998

This descriptive study was designed to measure the degrees of work stress and job satisfaction and use interpersonal conflict resolution strategy as an attempt to provide clinical nurses basic data to develop strategies releasing work stress and improving job satisfaction. These data were collected from 367 clinical nurses working in 9 hospitals nation-wide from May 1, to June 30, 1998. A structured questionaire was used for data collection. The questionnaire included Kim and Koo's work stress scale, Lee's interpersonal conflict resolution strategy scale and a Minesota satisfaction questionnaire. Data analysis was done by the use of the SAS computer program with descriptive statistics, t -test, ANOVA, Scheffe test, Pearson Correlation Coefficient and Cronbach - ${\alpha}$. The results were as follows 1. The mean score of work stress for the subjects was 4.34(SD=0.64). The highest scored reasons for work stress were 'inadequate com pensation' 4.93(SD=0.86), 'lack of professional knowledge and skill' 4.70(SD=0.92) and 'unsatisfactory relationship with superior authorities' 4.63(SD=0.97). The lowest scored reasons were 'unsatisfactory relationship with inferior staff' 3.72(SD=1.02), 'inadequate mechanical environment' 3.72(SD=1.11) and 'interpersonal problems' 3.85 (SD=1.06), The work stress in clinical nurses differed significantly depending on the hospital type (F=4.00, p=0.0082). 2. The clinical nurses used compromise(45.1%) as the best interpersonal conflict resolution strategy. The second was collaboration(32.8%), the third accomodation(14.2%), the forth avoidance(4.2%) and the fifth competition(3.6%). 3. The item score of job satisfaction of the subject was 3.00(SD=0.43), The job satisfaction in clinical nurses differed significantly depending on age(F=5.67, p=0.0000), marital status(t= -1.89, p=0.0511), academic career(F=5.84, 0.0001), official position (F=7.38, p=0.0001), and work career(F=6.33, p=0.0001). 4. The result of the analysis of relationship between work stress and job satisfaction was significant(r= -0.34, p=0.0000). In conclusion, it was found that work stress was very high in clinical nurses. They used interpersonal conflict resolution strategies to release their interpersonal problems and to increase their job satisfaction. Therefore, adequate stress management for clinical nurses will provide them with higher job satisfaction and hence lead to more qualitified nursing care.

• The Journal of the Korea institute of electronic communication sciences
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• v.9 no.8
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• pp.927-938
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• 2014

A number of crime and disease relief situation show a clear increasing trend in domestic and overseas country. In particular, we desperately need a fast location information sharing with high accuracy for dealing with this situation efficiently. In this paper, we propose a DGPS framework and performance evaluation based on Web service enable increase location accuracy using low-cost GPS or AGPS. The framework consists of mobile station to realize the final service by receiving the correction values that are created in the base station closest to the current position from DGPS server, base station system to transmit the correct values to DPGS server by installing at base point and DGPS framework working at DGPS server. Our framework is fundamentally designed to respond based on XML to service request. In addition, for performance evaluation, we make use of 3 sites of Level 2 city base-station among the base stations being operated in Suncheon-si. Through performance evaluation, we show that our framework outperforms about 10%~15% in terms of error improvement rate, compared with the existing schemes. And we have the advantage that various services can be expanded owing to receiving the correction values through mobile device such as, smart phone, smart pad, net-book by using XML based Web services.

• The Korean Journal of Rehabilitation Nursing
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• v.5 no.1
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• pp.71-85
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• 2002

The purpose of study was to find out the relation ship between health perception and health status of clinical nurses. It also identified factors that related to health perception and health status of clinical nurses. The research design was descriptive correlational study. The subjects were consisted of 289 clinical nurses at the university hospital in Pusan. The data were collected from Feb. 12th to Feb. 28th, 2001 by self reporting structured questionnaires. The instruments used for this study were health perception questionnaire developed by Ware and Cornell Medical Index modified by Nam Ho-Chang (1965) for measuring health status. The data were analyzed by SPSS/PC+ program using frequency, percentage, mean, mean mark, standard deviation, t-test, ANOVA, Scheffe test, and Pearson's correlation coefficient. The results of this study were as follows. 1. The mean score of the health perception was $94.70{\pm}8.93$(range : 29-145), which the item mean mark score was $3.27{\pm}$0.31(range 1-5). The score of subarea of the health perception was the highest score in health concern ($4.57{\pm}0.58$) and the lowest score in rejection of sick role($2.94{\pm}0.32$). 2. The mean score of the health status was $102.83{\pm}7.61$(range: 57-114), which the item mean mark score was $1.80{\pm}0.13$ (range : 1-2). The mean mark score of the physical health status was $62.55{\pm}5.35$($1.69{\pm}0.14$) and the mental health status was $40.28{\pm}3.51$($1.83{\pm}0.16$). 3. There were statistically significant difference in the score of health perception according to the presence of disease(F=4.607, P=.011), job satisfaction (F=12.242, P=.000), and job place(F=2.838, P=.038). 4. There were statistically significant difference in the score of health status according to the age(F=3.164, P=.007), presence of leisure time(F=4.308, P=.039), presence of diseases(F=3.215, P=.042), job experience(F=9.064, P=.000), job satisfaction(F=7.182, P=.001), job place (F=5.638, P=.001), job position (F=3.900, P=.021). 5. Health perception of clinical nurse was shown to be positively related to health status(r=.543, p=.000). In conclusion, health perception of clinical nurse working at the university hospital was relatively high, and health status was fine. And the more health perception was high, the more health status was high. Therefore, the health promotion program for clinical nurses, should included health perception.

• The KIPS Transactions:PartA
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• v.15A no.3
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• pp.141-149
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• 2008

In this research we present a novel method which combines and visualizes the design model and the FDM-based simulation result of solidification. Moreover we employ VR displays and visualize stereoscopic images to provide an effective analysis environment. First we reconstruct the solidification simulation result to a rectangular mesh model using a conventional simulation software. Then each point color of the reconstructed model represents a temperature value of its position. Next we map the two models by finding the nearest point of the reconstructed model for each point of the design model and then assign the point color of the design model as that of the reconstructed model. Before this mapping we apply mesh subdivision because the design model is composed of minimum number of points and that makes the point distribution of the design model not uniform compared with the reconstructed model. In this process the original shape is preserved in the manner that points are added to the mesh edge which length is longer than a predefined threshold value. The implemented system visualizes the solidification simulation data on the design model, which allows the user to understand the object geometry precisely. The immersive and realistic working environment constructed with use of VR display can support the user to discover the defect occurrence faster and more effectively.

• Journal of Bio-Environment Control
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• v.20 no.2
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• pp.63-71
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• 2011

Pattern recognition of a cucumber were conducted to detect directly the binary images by using thresholding method, which have the threshold level at the optimum intensity value. By restricting conditions of learning pattern, output patterns could be extracted from the same and similar input patterns by the algorithm. The algorithm of pattern recognition was developed to determine the position of the cucumber from a real image within working condition. The algorithm, designed and developed for this project, learned two, three or four learning pattern, and each learning pattern applied it to twenty sample patterns. The restored success rate of output pattern to sample pattern form two, three or four learning pattern was 65.0%, 45.0%, 12.5% respectively. The more number of learning pattern had, the more number of different out pattern detected when it was conversed. Detection of feature pattern of cucumber was processed by using auto scanning with real image of 30 by 30 pixel. The computing times required to execute the processing time of cucumber recognition took 0.5 to 1 second. Also, five real images tested, false pattern to the learning pattern is found that it has an elimination rate which is range from 96 to 98%. Some output patterns was recognized as a cucumber by the algorithm with the conditions. the rate of false recognition was range from 0.1 to 4.2%.

• Journal of the Korean Society of Costume
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• v.51 no.2
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• pp.149-167
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• 2001

Today, every culture has taken on the compromise form by means of the cultural difference, variety, and pluralism according to the internationalization and the advance so that it has been developed toward the half-blooded and multilayered the aspect. In accordance with this current of the times, this thesis observed the feminism found in the multiculturism of the end of the 20th century, the third world, and technology with the side of the tendency of modern fashion, considered the hybride phenomenon which is pulling down the wall between culture and genre due to the social diversification. and predicted the fashion trend do 21st century serf on it. Multiculturism is the movement that began to arise in the academic world of America and the literary world form the close of 1980's in accepting the variety of culture and regarding the culture with the more balanced and wide view and just as it is, it means the attitude of accepting one or more cultures of variely and the position of taking interest in the culture of minority race not the culture of a governing race. It is the fashion of feminism adapts dualism like unisex, androgynous look, etc of bisexual lendency in the 1980's, it shows new style with crossover of liberal sense because there is not the difference of sex in fashion. The eco-feminism pursues the natural sexuality not being instrumental and dismantling and expressed it in the Gender expression of an integrated human being. The trend of ethnic fashion in the close of 20th century is that the element of hippie is working so strongly. By adding embroidery of Oriental style, accessories of Indian style, feathers, beads, a hempen hood to the ethnic costumes of Asia and Latin, is shows the figure of ethnic hippie. As the cycler fashion is the future clothes through technology of computer, it uses a cool glass material bringing up the image of a spacesuit in order to expresses cyber image through artificial color combination of sheen colors, Though this techno-color fashion has established the fresh stimulation and the innovative aspect with ultramodern materials and image of futurism, it transmits a hope of estranged people and the natural elements. Hybride means a cross and mixture of animal and plant in Korean and is also called fusion. The phenomenon of hybrid predicts to comes the period of a cross and variation because something completely new comes into the world by contamination, mixture and compromise through meeting something different each other and it has on advantage of developing something existing to one more stage. It is prospected that in the society of 21st century, the borderline of traditional gender will be disappeared, variety and individuality will determine the individual behavior, and the masculine value will be substituted by feminine value. In the society giving priority to feminine value, a fashion stuck closely to women is what must reflect lives of woman under the proposition of woman's beauty, being on original function. So, it is considered that a fashion with added convenience and practicality having the function which is easy to put on, comfortable to act, able to express solves so much, and able to show various appearances according to T.P.O will get into the spotlight.

• Journal of Biosystems Engineering
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• v.35 no.5
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• pp.294-301
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• 2010

This study was performed to improve the utilization of the ROPS and seatbelt of tractors in Korea. We surveyed the ROPS and seatbelt use and the tractor related accidents through the personal interviews for 141 farmers. And comfort test for tractor seatbelts is done for 4 different subjects by measuring the body pressure distribution. The survey showed that 79.3% of the tractor accidents was overturning accidents. And, in case the tractor has ROPS and seatbelt, there was no serious injuries. With this results, we could confirm that ROPS and seatbelt is very effective devices for protecting drivers in overturning accidents. But, in case farmers didn't wear seatbelt, there was some fatal injuries. This shows the importance of the seatbelt use in working and driving tractors. Therefore, we tested the comfort of the tractor seatbelt for 4 different subjects operating the pedal in tractor seat simulator and in the tractor running on various roads. From the results of the static test in the Lab, it was shown that more the seatbelt anchorage point is far form SIP point, more the body pressure of the belly became higher, and more the subjects feel uncomfortable. Not only in the static test in the simulator, but also in the dynamic test in riding tractors, it was shown that non retractable seatbelt was more uncomfortable than retractable seatbelt. According to this study, we concluded that we need to promote the utilization of the ROPS and seatbelt use. And, the non retractable seatbelt need to be replaced by retractable seatbelt. Also, we recommend that the seatbelt anchorage position should to be in the seatbelt anchorage area of the ISO 3776 standard.

• Korean Journal of Clinical Laboratory Science
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• v.50 no.1
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• pp.54-62
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• 2018

In the 2000's, due to a change in hospital management strategy, the organizational structure shifted from a hierarchical system to a team system. While the hierarchical system is characterized by being activity centered, job title linked, and vertically managed, the team system is characterized by being competency centered, job title segregated, and horizontally managed. The job titles of medical technologist manager was surveyed three times in 1997, 2007, and 2017. It has been confirmed through staff members working at 24 hospitals in more than 500 beds in the metropolitan area. The results of job titles follow are as follow: "Team Leader; Part Leader" 14/24 (59%), "Chief Technologist; Area Head Technologist" 7/24 (29%), and "Chief" 3/24 (12%). The present authors propose an alternative name based on the team system to refine the three job titles currently used by medical technologists. First, the Chief Technologist is unclear if it refers to the Technologist General Manager or Technologist Manager. The Chief Technologist should be changed to "Team Leader". Second, given that Area Head Technologist or Section Chief are on the same position as Head Nurse, we suggest that Area Head Technologist or Section Chief should be changed to "Part Leader". Third, while the organization regulation is marked merely as Department of Laboratory Medicine according to the hierarchical system, it is marked as Laboratory Medicine Team according to the team system. Medical technologists come to have more belongingness, feeling of solidarity, and intimacy under the team system.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.10
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• pp.530-539
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• 2018

This study was conducted to compare the resilience, social support, psychosocial stress and burnout between novice and experienced nurses. Data collection was conducted using structured questionnaires for 65 novice nurses with less than one year of clinical experience and 70 experienced nurses with at least seven years of clinical experience working in general hospitals. The results revealed that the resilience of novice nurses was lower than that of experienced nurses, and there were significant differences according to educational level, job satisfaction, and subjective health status. Conversely, experienced nurses' resilience differed according to their position. In addition, the resilience of novice and experienced nurses showed the highest correlation with psychosocial stress (r=-0.633, p<0.001; r=-0.586, p<0.001), while novice nurses' social support (r=0.560, p<0.001) and experienced nurses' burnout (r=-0.404, p=0.001) showed the second highest correlations. These results demonstrate that the factors related to resilience of novice and the experienced nurses differ. Therefore, it is necessary to develop a differentiated program according to the characteristics of resilience of each nurse to improve the resilience of novice and experienced nurses.