• Korean journal of food and cookery science
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• v.20 no.2
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• pp.151-157
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• 2004

This study was designed firstly to measure the job satisfaction levels of F＆B (Food ＆ Beverage) personnel in hotels by using JDI (Job Descriptive Index) and secondly to identify the effects of job satisfaction on intention to quit by job type. Of 498 respondents, there were 245 employees in the back of the house (eBOH) and 253 in the front of the house (eFOH). From an analysis on job satisfaction, total JDI, score was 136.57${\pm}$11.48 out of a maximum 210 and the payroll (14.79 out of 21, 70.4%) facet of JDI was the highest job satisfaction followed by co-workers (36.07 out of 54, 66.8%), supervision (35.37 out of 54, 65.5%), promotion (17.45 out of 27, 64.6%) and work itself (32.86 out of 54, 60.8%). In comparison between the job satisfaction of eBOH and eFOH, eFOH perceived significantly higher than eBOH for job itself (p＜.001) and total job satisfaction (p＜.01). No facets of JDI were significant by job level, but work itself (p＜.05), payroll (p＜.05), supervision (p＜.01) and promotion (p＜.05) were significant by work section in eFOH,. In addition, no facets except work itself were significant by either job level or work section in eFOH. Finally, among job satisfaction facets, payroll had a negative effect on intention to quit whereas supervision had a positive effect on it in eBOH. On the other, work itself affected intention to quit positively but promotion affected it negatively. The findings confirmed the necessity for internal marketing focusing on the lower level of job satisfaction facets and indicated that such a focus would improve organizational effectiveness.

• Korean journal of food and cookery science
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• v.32 no.6
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• pp.745-753
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• 2016

Purpose: This study was conducted to provide basic data for human resources management of hospital foodservice employees by determining their job characteristics, job satisfaction, and organizational commitment according to recent hospital environment changes. Methods: Our survey was administered to 248 hospital foodservice employees in Busan area from September 1 to September 25, 2014. A total of 158 questionnaires were used for final analysis. Results: The mean score of job characteristics showed significantly difference by work experience (p<0.001), annual salary (p<0.01), and cooking certification (p<0.05). Job satisfaction had significantly difference by the age (p<0.05), annual salary (p<0.001), and turnover intention (p<0.001). Organizational commitment showed significantly (p<0.001) difference by age, work experience, and annual salary. There was positive correlation (p<0.001) between organizational commitment and job characteristics, job satisfaction. Organizational commitment had significantly positive correlation with skill variety (p<0.001), feedback (p<0.01), and task significance (p<0.001) of job characteristics, with work (p<0.001), pay (p<0.001), and co-workers (p<0.001) of job satisfaction. Job characteristics (${\beta}=0.249$, p<0.001) and job satisfaction (${\beta}=0.380$, p<0.001) had positive influences on the organizational commitment(p<0.001). In sub factors of job satisfaction, work (${\beta}=0.291$, p<0.001) and pay (${\beta}=0.252$, p<0.01) had positive influences on organizational commitment. Conclusion: To develop the organizational commitment, hospital managers need to reinforce responsibility and fulfillment by job enrichment and to consider increasing salaries to get a higher satisfaction from foodservice employees.

• 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.

• Proceedings of the Korean Vacuum Society Conference
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• 2012.02a
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• pp.257-258
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• 2012

The SERS spectra of 4-aminobenzenethiol (ABT) have served as the "probe" molecule, which have helped spectroscopists to build up the electromagnetic (EM) and chemical (CHEM) enhancement mechanisms. In particular, the b2-peaks (9b, 3, and 19b) of the SERS spectra of ABT have been attributed to arise from the vibronic charge-transfer (CT) between Au or Ag surface and the ABT. Quite recently, however, Tian and co-workers [1] claimed that the b2-peaks are not the CT-enhanced spectra of ABT. Instead, these peaks arise from the 4,4'-dimercaptoazobenzenes (DMABs) that are produced by the oxidative coupling of two ABTs. Their claim is under intense debate currently. Herein, we studied spatially and temporally resolved SERS spectra of ABTs on Ag thin film (thickness of 10 nm), to investigate such claim. Herein, we present a series of additional evidences that strongly support that the b2 intensities of ABTs do not arise from the CT-enhancement: (1) the b2-peaks can be locally "activated" (i. e. turned on) irreversibly with focused laser radiation; (2) the TOF-SIM spectrometry on the activated region show depletion of ABT-Ag+ ions; and finally (3) the spatially resolved FT-IR spectra of the activated region show two pronounced peaks at 1377 cm-1 and 1460 cm-1, both of which can be assigned to the stretching mode of N=N bond. While the result does not disprove the existence of CT or CHEM enhancement in general, the results do show that previous interpretations of the spectra of ABTs should be re-interpreted.

• Journal of Biosystems Engineering
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• v.42 no.3
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• pp.147-154
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• 2017

Purpose: To reduce the costs of potato seeds and labor of workers, a fully automatic in-situ seeding machine for cutting seed potatoes was developed. Methods: An experiment was conducted to evaluate the seeder performance of the prototype of potato planter by cutting seeds in farmlands from March to April 2017. The study tested the seeder performance at working speeds ranging from 0.28 to 0.45 m/s. The seeding rate and seeding distance were also investigated according to the planned distance between planted seeds from 20 to 30 cm, with 5 cm intervals. Results: Tests on the performance of the developed cutting blade on the automatic potato seeder show that whole potatoes should be used instead of half potatoes. The seeding rates were 88.8% and 82.5% for whole and half potatoes, respectively. When the tractor working speed was increased from 0.28 to 0.45 m/s, the successful seeding rate decreased from 98.8% to 96.3%, respectively. However, with planted seed distances of 20, 25, and 30 cm, the successful seeding rates were near 98%. Conclusions: The developed automatic potato seeder can to improve the labor productivity and cultivation environment of potato farms by the mechanization of the seeding process, which is currently associated with high-labor, -costs, and -hours. Therefore, based on this study, the developed automatic potato seeder provides the mechanization necessary for improved potato cultivation conditions in farmlands.

• Journal of the Korean Society of Food Culture
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• v.18 no.2
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• pp.75-88
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• 2003

The objective of this study was to investigate the effects of personal and job characteristics on the organizational commitment and job satisfaction of dietitians employed in different foodservice settings. The subjects were dietitians(n=830) employed by schools, hospitals, and industries in Daegu Gyeongbuk area. A questionnaire was used to determine personal and job characteristics, commitment and satisfaction. Organizational commitment scores were the highest for hospital dietitians, and the lowest for industry dietitians (p<0.05). Industry dietitians felt significantly less loyal to their organizations than did the other dietitians(p<0.05). School and hospital dietitians were significantly more likely to say they cared about the fate of their organizations and thought their organizations were the best to work for. Age, education, length of employment, and wages were positively associated with hospital dietitians' commitment(p<0.05). For all dietitians, the fewer the work hours, the higher the commitment(p<0.05). When asked to rate their satisfaction with various aspects of their jobs, dietitians expressed the most satisfaction with co-workers, and the least satisfaction with promotion opportunities. School dietitians were significantly less satisfied with pay and promotion than were the other dietitians. Organizational commitment was associated with wages(0.05), autonomy(0.08), feedback(0.16), dealings with others(0.07), and task identity(0.09). Job satisfaction was affected by educational level(-0.13), wages(0.10), autonomy(0.18), friendship opportunities(0.14), feedback(0.16), task identity(-0.11) and organizational commitment(0.40) (Lisrel program).

• Korean Journal of Occupational Health Nursing
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• v.12 no.2
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• pp.146-155
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• 2003

This study was conducted for investigating the status of management of preemployment health examination and to have an effect on the worker's employment. Health managers of 103 companies in Incheon metropolitan city and Gyeonggi were interviewed by telephone. Of 103 companies, 67(65.1%) said they don't hire the applicants who have an active pulmonary tuberculosis, 80(77.7%) companies said they health HBV carrier is acceptable but active HBV carrier is not 29(28.2%) companies said they don't hire the applicants who have a hypertension or diabetes mellitus, 42(40.8%) companies said they don't hire the applicants who have a hearing disturbance. If HIVD is suspicious in X-ray lumbar-sacral region, 37(78.7% of 47 companies) said they do not hire the applicants. 29(35% of 83 companies) said they cancel the employment of the applicants who are suspicious of noise induced hearing loss on preplacement health examination. From our survey, preemployment health examination was utilizing mainly as a tool for the selection of health employees who don't have a disease. Furthermore, in many companies, additional test items are being included and getting more strict the selection criteria for preemployment health examination. For the right use of preemployment health examination, author suggested that further studies were needed to select the adequate test items and establish the reasonable criteria for preemployment health examination.

• Research in Community and Public Health Nursing
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• v.17 no.4
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• pp.521-529
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• 2006

Purpose: This study was to measure the degree of job stress and job satisfaction and the relationship between job stress and job satisfaction of 119 relief squads. Methods: The subjects were 170 members of 119 relief squads in the Fire Department of D City, and data were collected from 1 April to 20 April, 2006 through a survey using a questionnaire composed of questions on general characteristics (11 items), job stress (6 items) and job satisfaction (20 items). Collected data were analyzed through frequency, percentage, t-test, ANOVA and Pearson's correlation using the SPSS program. Results: The average item score for job stress was 2.77. Role sharing with peers was highest as 3.05. There were significant differences in the degree of job stress according to religion, working period and applying motive. The average item score for job satisfaction was 2.93. Group conflict was highest as 3.18. There were significant difference in the degree of job satisfaction according to religion, working period and applying motive. There were significant differences in the negative correlation between role-sharing with peers among the job stress factors and decision-making factor (r=.53), group conflict factor (r=.58), role implementation factor (r=.63) and personal social-culture factor (r=.53) among the job satisfaction factors. Also, there were significant differences in the negative correlation between co-workers among the job stress factors and decision-making factor (r=.607), group conflict factor (r=.51) and personal social-culture factor (r=.45) among the job satisfaction factors. Conclusion: It is important to develop various methods of job stress management to increase job satisfaction in 119 relief squads.

• Journal of the Korea Safety Management & Science
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• v.16 no.4
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• pp.331-341
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• 2014

Internet of Thing(IoT), which is recently talked about with the development of information and communication technology, provides big data to all nodes such as companies and homes, means of transportation etc. by connecting all things with all people through the integrated global network and connecting all actual aspects of economic and social life with Internet of Thing through sensor and software. Defining Internet of Thing, it plays the role of a connector of providing various information required for the decision-making of companies in the cloud computing environment for the Insight usage by collecting and storing Raw Data of the production site through the sensor network and extracting big data in which data is accumulated and Insight through this. In addition, as the industry showing the largest linkage with other root industries among root industries, the mold industry is the core technology for controlling the quality and performance of the final product and realizing the commercialization of new industry such as new growth power industry etc. Recently, awareness on the mold industry is changing from the structure of being labor-intensive, relying on the experience of production workers and repeating modification without the concept of cost to technology-intensive, digitization, high intellectualization due to technology combination according to IT convergence. This study, therefore, is to provide a golden opportunity to increase the direct and indirect expected effects in poor management activities of small businesses by actually implementing and managing the entire process of mold life cycle to information system from mold planning to mass production and preservation by building SME(small and medium-sized enterprises)-type mold life cycle management information system in the cloud computing environment and applying it to the production site.

• Environmental Engineering Research
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• v.22 no.2
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• pp.216-223
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• 2017

For the prediction of the ventilation rate for removing the non-isothermal concentrated fume from the semi-enclosed space, the computational fluid dynamics (CFD) analysis was done. Securing the proper ventilation conditions in emergency state such as in fire is crucial factor for the protection of the resident in the space. In the analysis for the determining the proper ventilation rate, the experimental study had the limitation for simulating the versatile conditions of fume development. The theoretical and computational method had been chosen as the alternate tool for the experimental analysis. In this study, the CFD analysis was done on the defined model which already had been done the experimental analysis by the previous workers. By comparing the prediction on the plume heights and the ventilation rates by the CFD analysis at, and in the parametric model of $1m^3$ with those of the previous experimental works, the feasibility of the computational analysis was evaluated. For the required ventilation rate analyzed by the CFD analysis was over predicted in 7.1% difference with that of the experimental results depending on the different plume height. With the comparison with the analytical Zukoski model at, the CFD analysis on the ventilation was under predicted in 8.3%. By the verification of the feasibility of the CFD analysis, the extended analysis was done for getting the extra information such as the water vapor distribution and $CO^2$ distribution in the semi-enclosed spaces.