• Journal of the East Asian Society of Dietary Life
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• v.17 no.2
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• pp.258-265
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• 2007

The aim of this study was to analyze conflicting factors between Korean and Chinese Kitchen staff within the Chinese restaurants if hotels, and formulate a plan for resolving problems. A closed-end questionnaire was used for survey, which was conducted between 30 April 2005 and 4 June 2005. The survey was conducted among Koran and Chinese (China/Taiwan) cooking staff at Chinese restaurants within 5 star hotels located in Seoul, Korea. 231 questionnaires were distributed to the staff members, and the data collected and analyzed Form the results, Chinese staffs that have more cooking experience were found to be in higher positions and receive higher salaries. In addition, compared to Korean staff, the Chinese staff had fewer problems with conflicts from personnel adminstration, personnel adminstration, personal/psychological areas, benefits/rewards and relationship with their outlet manager. Conversely, Korean staff experience more disagreements in each conflict factor area than Chinese staff, implying there is a divergence between Korean and Chinese staff.

• Culinary science and hospitality research
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• v.13 no.1 s.32
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• pp.99-111
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• 2007

This study aims at inquiring into the effect of kitchen employees' conflict factors in deluxe hotels on turnover to present a improvement plan. For this, it made a survey of 292 kitchen employees in deluxe hotels from December 1 to 10, 2006. The results were as follows: First, it showed that the service welfare conflict had a positive effect on the compensational turnover, and high compensational turnover was caused by high conflict of welfare or benefits. Second, it showed that the cooking job conflict had a positive effect on the developmental turnover. Third, it showed that the colleague relationship conflict had a positive effect on the developmental turnover. Consequently, each factor of compensational and developmental turnover had significantly positive correlation to the cooking job conflict, service welfare conflict and colleague relationship conflict. Considering the above results, the employees' turnover produced results that are contrary to negative and positive effects traditionally discussed various effects or results on organization.

• Korea Journal of Hospital Management
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• v.3 no.1
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• pp.62-82
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• 1998

The purpose of this study is to assess the cause and level of conflict arising within and between departments among administration office workers who work in a recently established tertiary hospitals of a major cooperation or related non-profit cooperation: The study also aimed to find methods for resolution of such conflicts by comparing with other existing university hospitals. The subject population included 299 business administration office workers randomly selected from two cooperate related tertiary hospitals of less than 3 years in its existence and two university hospitals over 700 beds in Seoul and Kyong In area. Data were collected through a survey questionnaire. To define related factors for the level of conflict among departments in each hospitals multivariate regression analysis was conducted. Independent factors were characteristics of subjects, conflicting factors within and between the departments. The results are as follows: 1. Those in the 30-39 rears of age group demonstrated significantly higher level of conflict between departments. Those working in the new hospitals, who were older and had long-term tenure, and those with short-term job experience at current working hospital had higher level of conflict between the departments with statistical significance. 2. Concerning the involvement of conflicting factors and the level of conflict in the administration there was statistically significant positive correlation between reliability and job-related intra- and interdepartmental level of conflict in existing hospitals. There was a significant positive correlation between intradepartmental conflicting factors of mutual dependence, difference in goal/orientation and intra- and interdepartmental level of conflict. 3. In multivariate regression analysis, women more than men, and those who had worked for many years in hospitals had statistically significant influence on factors involved in interdepartmental level of conflict, explaining 51.0% of the model. 4. In existing hospitals, gender was a significant factor with women showing a higher level of interdepartmental conflict compared to men. Among the interdepartmental factors, mutual dependence had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the new hospitals, job position was a significant factor which showed that those in high position such as section chief or above, compared to those in managerial or general position had higher level of conflict. Among the interdepartmental characteristics, factors of mutual dependence and goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the new hospital setting efforts to reduce conflict in areas among workers with high position, old age, and long tenure and those in Purchasing, Material and Computer Department should be made and prudent management and planning for improved manpower and increased budget or efficient allocation and clear definition of job description are necessary to adequately assess and make improved efforts for rapid stabilization of the premature hospital system from its inception, In the existing hospitals a lack of conflict within and between departments may give rise to stagnation or inefficiency of the organization. Future study are needed with respect to the relationship between interdepartmental level of conflict and the effectiveness of the hospital organization for improved resolution of conflict in the organization and hospital management.

• Archives of design research
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• v.19 no.1 s.63
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• pp.283-292
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• 2006

This study developed 'Design Career Aptitude Scale' to help design majoring college students who are seeking their career goals or conflicting to decide their majors. The subscales of the 'Design Career Aptitude Scale' are 'basic job competency', 'basic design competency' and' advanced design competency'. This study further classified the 'basic job competency' and 'basic design competency' into several subareas and defined each concepts. Based upon the classification of each subareas, tentative test items were developed through the verification of validity three times by seven design professionals. A pilot study of the developed scale was administered to 506 design majoring college students. The results by exploratory factor analysis were that the basic job competency was composed of four factors; ability of interpersonal relations, goal-driven ability, problem solving ability and self-developing ability. The basic design competency was composed of five factor, grounding in design, computer skills, material sensitivity, formative ability and color sensitivity. The results can be seen as an adequate, delicate factor structure to represent design aptitude, and also the scale can be a useful tool to the students who are conflicting to decide their majors and careers. The further study needed to validate the scale through the investigation of the relationship with related scales measuring designing ability, and with other criteria-referenced group.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.39 no.1
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• pp.153-161
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• 2016

Semiconductor manufacturing has suffered from the complex process behavior of the technology oriented control in the production line. While the technological processes are in charge of the quality and the yield of the product, the operational management is also critical for the productivity of the manufacturing line. The fabrication line in the semiconductor manufacturing is considered as the most complex part because of various kinds of the equipment, re-entrant process routing and various product devices. The efficiency and the productivity of the fabrication line may give a significant impact on the subsequent processes such as the probe line, the assembly line and final test line. In the management of the re-entrant process such as semiconductor fabrication, it is important to keep balanced fabrication line. The Performance measures in the fabrication line are throughput, cycle time, inventory, shortage, etc. In the fabrication, throughput and cycle time are the conflicting performance measures. It is very difficult to achieve two conflicting goal simultaneously in the manufacturing line. The capacity of equipment is important factor in the production planning and scheduling. The production planning consideration of capacity can make the scheduling more realistic. In this paper, an input and scheduling rule are to achieve the balanced operation in semiconductor fabrication line through equipment capacity and workload are proposed and evaluated. New backward projection and scheduling rule consideration of facility capacity are suggested. Scheduling wafers on the appropriate facilities are controlled by available capacity, which are determined by the workload in terms of the meet the production target.

• KSCE Journal of Civil and Environmental Engineering Research
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• v.41 no.6
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• pp.707-714
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• 2021

An important factor that causes delays at roundabouts is unbalanced traffic conditions. The majority of domestic studies have tendedto focus on the proportion of entering traffic rather than conflicting traffic in order to explain unbalanced traffic conditions. Also, there is scant research on the proper distance between a signalized intersection and a roundabout. In this study, therefore, unbalanced traffic conditions and optimal distance between two intersections were analyzed using SIDRA software based on the Gajwa-ro roundabout in Icheon, where unbalanced traffic conditions occur during afternoon peak hours, and its position is 295 m from a signalized intersection. It was found that a state of unbalanced traffic conditions in the form of conflicting traffic caused delays at Gajwa-ro roundabout, and the queuing length on each approach was removed when there was 850 m of distance between two intersections.

• Nutrition Research and Practice
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• v.16 no.6
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• pp.700-715
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• 2022

BACKGROUND/OBJECTIVES: Chronic colitis is a risk factor for colorectal cancer (CRC) development in both animals and humans. Previously, we reported that a diet rich in protein (with casein as the protein source) significantly increased the risk of mouse CRC development in a dose-dependent manner. In this study, we investigated the effects of different protein sources on the risk of colitis development. MATERIALS/METHODS: Balb/c mice were divided into 7 experimental groups: 20% casein (20C), 20C-dextran sulfate sodium (DSS), 40% casein-DSS (40CD), 40% whey protein-DSS (40WD), 40% soy protein-DSS (40SD), 40% white meat-DSS (40WMD), and 40% red meat-DSS (40RMD). Mice were fed an experimental diet for 4 wk and received 3% DSS in their drinking water for 6 days during the 4th wk of the experimental period. RESULTS: Compared to other groups, the 40CD group showed the most aggravated colitis with increased disease activity and inflammatory markers. In the 40RMD group, interleukin (IL)-6 levels were the highest among all the groups. The 40SD group showed conflicting effects, for example, elevated mortality and disease activity but decreased nitric oxide (NO) levels. The 40WD group showed attenuated colitis with increased IL-10 levels and decreased NO levels. The 40WMD group showed conflicting effects, including decreased NO levels and elevated fecal lipocalin-2 and IL-6 levels. CONCLUSIONS: These results suggest that, at levels of 40% in the diet, casein and red meat exacerbate colitis, whereas whey protein mitigates it the most effectively.

• Korea Journal of Hospital Management
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• v.5 no.1
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• pp.40-61
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• 2000

The purpose of this study is to promote the efficiency of the management of the controls organization in the university hospitals and general hospitals by evaluating the factors underlying organizational conflict. The subject population included 351 hospital workers randomly selected from two general hospitals of less than 200 beds and two university hospitals over 500 beds in Seoul area. Data were collected through a survey questionnaire. To define related factors for the level of conflict among departments in each hospitals multivariate regression analysis was conducted. Independent factors were characteristics of subjects, conflicting factors between the departments. The results are as follows: 1. Those in high job position group demonstrated significantly higher level of conflict between departments. Those working in the general hospitals, who were older and had long-term tenure at current working hospital had higher level of conflict between the departments. 2. Concerning the involvement of conflicting factors and the level of conflict in the employees' there was statistically significant positive correlation between reliability and job-related and intradepartmental level of conflict in university hospitals. There was a significant positive correlation between interdepartmental conflicting factors of mutual dependence, difference in goal/orientation and interdepartmental level of conflict. 3. In the university hospitals, among the interdepartmental factors, mutual dependence and difference in goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the general hospitals, job position was a significant factor which showed that those in high position such as section chief or above, compared to those in general position had higher level of conflict. Among the interdepartmental characteristics, factors of mutual dependence and goal/orientation had statistically significant influence and showed a positive relationship with interdepartmental level of conflict. In the general hospitals setting efforts to reduce conflict in areas among workers with high position, old age, and long tenure and those in medical care department should be made and prudent management and planning for improved manpower and increased budget or efficient allocation and clear definition of job description are necessary to adequately assess. In the university hospitals setting efforts to reexaminitation of the organizational structure and efficiency conveyance of information and efforts to resolve conflict among young workers with lower level of education is need. This study has its own merit in comparing empirically the conflict among hospital workers in the university hospitals and general hospitals. Future study are needed with respect to the relationship between interdepartmental level of conflict and the effectiveness of the hospital organization for improved resolution of conflict in the organization and hospital management.

• Journal of the Korean institute of surface engineering
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• v.40 no.4
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• pp.185-189
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• 2007

A scanning electron microscope (SEM) is a complex system, consisting of many sophisticated components. For a systematic characterization, a $2^4$ full factorial experiment was conducted. The SEM components examined include condenser lens 1 and 2 (denoted as A and B, respectively), and Objective lens (coarse and fine-denoted as C and D respectively). A statistical analysis was conduced to investigate factor effects and variations In response surfaces. Among four factors, main effect analysis revealed that A and D were Identified as the dominant factor. Moreover, B showed conflicting effect against C. The $R^2$ of statistical regression model constructed was about 69.6%. The model generated 3D response surface plots facilitated understanding of complex tactor effects.

• Journal of Distribution Science
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• v.3 no.1
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• pp.43-67
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• 2005

Recently retail market has been rapidly expanded in the large cities of in Korea and the competition among individual companies in retail market is also being increased. Tenant MD of mixing is one of the most important factor for the company to continuously operate or to fail. The aim of this study is to examine the processes of systematically evaluating the merchandising of the established companies in retail market a part of chain operation in discount store. The basic problem of decision making in general and tenant MD of mixing in particular is to choose a best one in a set of competing alternatives that are evaluated under conflicting criteria. The purpose of research of a paper carries out a duty searching examination with making a tenant MD include by retail research, simultaneously defined when I will show an example for the tenant mix of the profitability side of the domestic discount store market which is tenant MD importance proposing the existing problem arrangement by chain operation management, and is intensifying - tenant MD of standardization in discount store of T-company.