• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.2
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• pp.193-208
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• 2020

In this study, we investigate the effects of technology innovation investments and employment on credit ratings of very small start-up businesses using the data period of 2009 till 2015 test two hypotheses: asymmetric information hypothesis or competence hypothesis. We use financial and non-financial data of 51,903 observations of 12,028 small businesses from a database of a commercial bank and fixed effects panel models and two-stage instrumental variable models. We find that in the short-run small size startups show lower credit ratings than non-startups, and that both technology innovation activities and employment capability improve their credit ratings. In the long-run, technology innovation investments do not improve their credit ratings of later years while employment capability improve their credit ratings of the subsequent year. In addition, the age of startups improves their credit ratings of the current year and until the subsequent two years while employee productivity, fixed ratio and ROA positively affect their credit ratings for up to three years. However, short-term and overall debt ratios, cost of borrowings and firm-size negatively affect their credit ratings for up to three years. The results of the study on credit ratings suggest that credit rating agencies seem to consider both technology innovation activities and employment capability in the credit ratings of small start-ups as 'competence factors' rather than 'asymmetric information factors' with inefficiency and cost burdens. The results also suggest that we must find ways to reflect properly the severe asymmetric information of the early-stage start-ups, and technology innovation activities and employment capability in the credit rating formula.

• Journal of Food Hygiene and Safety
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• v.35 no.2
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• pp.146-151
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• 2020

This study investigated microbiological safety of employees' hands, dining tables, and indoor air in cooking areas and lunchrooms in child care centers. Microbiological tests were performed according to the Korea Food Code. Total numbers of aerobic bacteria and coliform bacteria were measured as 5.8±1.9 log CFU/hand and 4.0±2.4 log CFU/hand on employees' hands, and 4.3±3.0 log CFU/100 ㎠ and 2.6±3.3 log CFU/100 ㎠ on dining tables. Bacillus cereus were detected in two cases each of employees' hands and dining tables, respectively. The analysis of microbiological contamination of indoor air in chid care centers showed that the total numbers of aerobic bacteria and coliform bacterial were 28±7.2 CFU/plate and 3.1±2.9 CFU/plate, respectively. Bacillus cereus and Staphylococcus aureus were counted as 1.7±0.2 CFU/plate and 1.6±0.5 CFU/plate from the indoor air in child cate centers. These results indicate that indoor-air in child care centers is considered more safe compared to previous reports. In conclusion, it is necessary to carry out hygienic management using alcohol-based disinfectants before meals to remove microorganism contamination on dining tables and hands. In order to reduce microbial contamination in indoor air, it is also deemed necessary to freshen the sanitary caps, masks, and clothing of the catering staff with periodic ventilation of indoor air.

• Korean Journal of Social Welfare
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• v.57 no.3
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• pp.73-103
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• 2005

This study takes of youth panel data(2002-2003), there is the purpose to know to youth employed's labor mobility conditions of employment status conversion and examine on factors affecting conversion of employment status. Main analysis result and policy imply, is as following. First, although youth employed's non-standard employment shows some decrease, employment youth hierarchy was construed that youth of our country is consisting very changefully because appear great turnover that is converted by unemployment or Not economically activity population same period. Specially, non-standard employment phenomenon of woman or low in scholarship person appeared notedly, and because phenomenon that is converted by unemployment or Not economically activity population is expose that is deepened, discriminating policy of government dimension is required for employment stabilization of these class. Second, show result that danger to escape to non-standard job risk trap which seeking employment activity of youth class is arranged case or company which is formed by official path is suitable becomes low, must formulate path of employment about youth class and improve qualitative level of employment through suitable job placement education of youth class or function (technology) level. Third, when was construed, but take into account that the although large enterprise have low risk in non-standard job, recently employment of youth class consists very limited, rather small scale business or smaller enterprise's competitive power preferably need to be plan. Finally, danger to non-standard job youth employed's company form is government connection wonder was expose that high, Such result can do that it is difficult by limited research period, but reflect actuality that youth unemployment policy of our country is enforced laying stress on public labor or unregular job employment such as internship system. Therefore, current youth unemployment policy may have to change by employment policy that can secure stable work record by youth class or act as bridge-building that promote conversion by full-time job.

• Korean journal of communication and information
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• v.30
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• pp.203-237
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• 2005

The purpose of this study is to find a model that can measure the public relations programs based on the assumption that the public relations should aim to lift the corporate reputation. It is a trend that corporate's activities are to be measured from the standpoint of cost-benefit efficiency. However, public relations fields in Korea is left behind this trend because the fields lack in sophisticated model. In order to fill this gap, the researchers introduce the reputation measurement model that can calculate individual corporate public relations programs. In addition, this reputation model Is applied to Korean companies with the expectation of producing a PR index which ran be used to measure the reputation as corporate asset, or superbrand. This study examines the effects of superbrand on consumers according to the media use. Based on the expert group interviews and surveys on consumers, the factors of reputation are drawn. These factors contribute to find reputation model and measurement index which are again applied to measure the Korean companies' public relations programs. Using superbrand as dependent variables and managing abilities, corporate responsibility, corporate communication, and product/employee quality, this study seeks to find which factor specifically attribute to lift corporate reputation. Results show that each factor influences the corporate reputation positively. In addition, the researchers find that media use is moderately related to the superbrand building process in cognitive dimension.

• Journal of environmental and Sanitary engineering
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• v.13 no.1
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• pp.123-134
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• 1998

The study was performed to investigate the differences among various evaluation criteria for noise-induced hearing loss(NIHL). The subjects were 100 workers who had received detailed audiometric examinations after the periodic annual examination for hearing loss. The evaluation criteria included were as follows: The criterion I was NIHL of 50dB or greater at 4,000Hz in either ear which is one of the legal requirements for determining occupational hearing loss in Korea. The criterion II was NIHL of 40dB or greater by 4-divided classification(a+b+c+d/4 at 500Hz(a), 1,000Hz(b), 2,000Hz(c), 4,000Hz(d)) which is also one of the legal requirements for determining occupational hearing loss in Korea. The criterion III was NIHL of 31dB of greater by 6-divided classification(a+2b+2c+d/6) which is the workers' compensation standard. The criterion IV was NIHL of 40dB or greater by 6-divided classification(a+2b+2c+d/6), the criterion used to prohibite workers to be employed in the noisy workplace. The criterion V was NIHL of 40dB or greater by 3-divided classification(a+b+c/3) which is the guideline of the Japanes Labour Department. The results were as follows; 1. The percentage of workers with NIHL by the criterion I was the highest(96%) and covered all workers with NIHL diagnosed by other criteria. Therefore, this criterion was the most sensitive one for early detection of NIHL among various evaluation criteria. 2. The percentage of workers with NIHL by the criterion II was 29% of the subjects, but all of them could be diagnosed as having NIHL by the criterion I and 33.1% of the NIHL by the criterion III could not be covered by the criterion II. Thus, this criterion was not considered suitable as an initial step for determining occupational hearing loss. 3. The percentage of workers with NIHL by the criterion III was 45% of the subjects. This percentage was 46.9% of the NIHL by the criterion I and was estimated to cover 3.6% of all noise exposed workers. 4. The percentage of workers with NIHL by the criterion IV was 28% of the subjects, but 37.8% of the NIHL by the criterion III and 70.8% of the NIHL by the criterion I were not covered by the criterion. Therefore, these workers could have been employed in the noisy workplaces. 5. Employed relocation which was one of the post management methods was an option in the criterion I in Korea and in the criterion V in Japan. The number of NIHL by the criterion I was 6.7times greater than that by the criterion V. Thus, although employee relocation was not used exclusively, many more workers with NIHL could have been relocated. In conclusion, this study revealed that the criteria being used for managing occupational hearing loss showed a lack uniformity among them. In addition, since these criteria are all relied on the total threshold shifts caused by the noise exposure at the time of hearing test with no consideration given to the past noise exposure history nor age, it can be said that they are not an effective tool for occupational hearing loss management. Since legal requirements are usually followed after being diagnosed as having NIHL, it is recommended that a uniform diagnostic criterion should be used to minimize confusion. Pre-employment hearing tests should also be utilized so as to managing occupational hearing loss after employment rather than being used as a legal roadblock of prohibiting workers with mild hearing loss from being employed. Thus, what is needed is an establishment of a rational criterion for occupational hearing loss management rather than for legal requirements.

• Journal of Korean society of Dental Hygiene
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• v.7 no.4
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• pp.583-594
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• 2007

The purpose of this study was to conduct a survey on the senses that preliminary dental hygienists have on employment, who applied for the National Dental Hygienist Examination, so that it could provide a basic reference required for fostering good human resources specializing in oral health with a sense of mission and responsibility as professional. To meet these goals, a self-administered questionnaire survey was conducted for participants in a refresher education meeting for preliminary dental hygienists across three major regions(Seoul, Daejeon and Busan), which was held by the Korean Dental Hygienists Association(KDHA) on Jan. 15, 2006. Total 289 sheets of questionnaire were collected, and 262 sheets except invalid or incomplete ones were used for examination and analysis. As a result, this study came to the following conclusions: First, it was found that 40.4% respondents wanted to be employed in dental clinic or hospital. Most respondents(90.1%) answered that faithfulness is most valued as prerequisite qualification for employment in hospital, and highest percentage of respondents(39.3%) wanted to earn 16 to 17 million Korean won annually. For internship opportunities, 61.9% respondents replied that they could willingly accept the internship, provided that basic pay and switchover to regular employee are all assured. Second, as the results of survey on employment circumstances around respondents, it was found that most respondents(58.3%) were employed in dental clinic or hospital, and highest percentage of respondents(35.0%) earned 15 to 16 million Korean won. Third, it was found that interpersonal relationships among employees had most significant effects(4.81) on selection of employment, which was followed by in-house welfare benefits 1(monthly/annual vacation, resting room, etc; 4.56). For possible influential factors on the selection of employment depending on whether employed or not, it was found that there were Significant differences in pay, welfare benefit 2(seminar, orientation, refresher training opportunities, etc), post-wedding continued employment and merit system between employees and non-employees(pE0.05). Fourth, the survey on respondents' occupational senses of dental hygienist showed that major tasks of dental hygienists were represented by oral disease prevention(92.6%), case management(71.5%), oral health education(66.3%), hospital/clinic management and dental management support(10.4%) and public oral health activities(6.7%) respectively. For job satisfaction, it was found that almost half respondents(48.9%) showed satisfaction at their job and 32.6% felt satisfied at and proud of their job. That is, majority of respondents(81.5%) felt satisfied at their job as dental hygienist. For follow-up requirements to qualify for dental hygienists, it was found that 73.3% felt it necessary to give more investments to self-development, 62.2% respondents considered protection of membership's rights as one of future assignments that KDHA should be more committed to. For future social awareness about dental hygienists as occupation, 69.2% respondents expected that they would be better developed and treated as professional. And desired training courses as a part of qualification for professional dental hygienists were represented by case management(services, manners, etc; 33.3%), implant(28.9%), esthetics(correction, prosthesis, whitening; 18.9%) and so on. For an item on working years, it was noted that 75.9% respondents would keep working as dental hygienists as long as they could.

• Journal of The Korean Society of Grassland and Forage Science
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• v.28 no.2
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• pp.99-106
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• 2008

This experiment was carried out to show a reform measures by grouping for problems by the survey of TMR plants. Twenty total mixed ration (TMR) plants (10 cooperation and 10 private plants) were surveyed, of which 13 plants, 65% of total TMR plants, committed TMR formulae to a outside nutrition specialist (TMR formulator). With respect to consulting fee for TMR formulae, $500{\sim}900$ thousands Won was paid monthly. On the basis of dry matter 1kg, the prices of TMR products were $325.6{\sim}347.0$Won, whereas those of wet TMR products $365.7{\sim}375.0$Won, which was appeared to be factors to increase management cost. And also, because the TMR plants did not provide TDN (total digestible nutrient) value on their products, nutritional balance feeding for cows could not be managed in farms. It was calculated, based on ADF (acid detergent fiber) value, that TDN value in dry type TMR was 63.0% and 73.2% fur private and cooperation TMR plants, respectively and that the corresponding figure in wet type TMR was 64.9% and 67.2%. According to TMR plant employee's opinion, a prier items to enlarge TMR utilization were TMR education, TMR advertisement, and improvement of ability to make TMR formula. Therefore, for the purpose of further development of TMR, special education of persons related to TMR should be supported.

• Korean journal of food and cookery science
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• v.16 no.5
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• pp.437-444
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• 2000

The purpose of this study were to identify customer expectation, perception and satisfaction of foodservice quality to analyze the influencing factors on foodservice quality and finally to provide basic information for the improvement of foodservice quality. Among expectation scores of food quality attributes, ‘hygiene of food(3.27)’received the highest score. In expectation scores of service quality attributes,‘hygiene of tableware(3.40)’was the most important. Satisfaction of ‘appropriate 1 portion size(-0.11)’was the highest scored, while‘dealing with complaints on meals(-0.70)’was the most dissatisfied one. Satisfaction was highly correlated with‘providing preferred menu(r = -0.62)’of food quality expectation. It was highly correlated with‘dealing with complaints on meals(r = -0.61)’of service quality expectation. Expectation and perception of foodservice as 2.25 and 2.90 out of 5, respectively, which suggests that foodservice needs to be improved. The attributes identified in Quadrant A, which was labelled‘focus here’and supposed to indicate the areas of high expectation but in low perception, was hygiene of carts holding used trays. The results of expectation and perception analysis indicated the areas that the attention of management should be given to improve quality of foodservice. The stepwize regression analysis suggested that foodservice expectation and perception explaints around 56.7% of the variation in general customer satisfaction.

• Journal of the Korean Society of Food Science and Nutrition
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• v.43 no.12
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• pp.1920-1928
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• 2014

The purpose of this study was to evaluate the importance and performance of middle school foodservice hygiene in Busan. In this study, questionnaires were administered to 1,000 students consisting of 100 students in 10 middle schools in Busan in December, 2013. The students assessed importance and performance of personal hygiene as 3.81 and 3.60 on a scale of 5.00, respectively. Males gave higher scores to importance and performance of personal hygienic than females. First grade students gave significantly higher scores than 2nd and 3rd grade students to importance and performance of personal hygienic. The mean scores of importance of foodservice hygiene were 4.47 for food hygiene, 4.25 for equipment hygiene, 4.23 for employee hygiene, and 4.19 for environment hygiene. For importance of foodservice hygiene, females gave significantly (P<0.001) higher scores than males. However, male gave significantly higher scores than females for performance of foodservice hygiene. The importance and performance grid showed important factors for personal and foodservice hygiene. 'Hand washing before eating the meal' for personal hygiene and 'cleanliness of tray' for foodservice hygiene showed the highest importance and lowest performance scores. Foodservice hygiene can be improved through customized education of students regarding meal service and food hygiene, equipment hygiene, and environment hygiene.

• Korean Journal of Occupational Health Nursing
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• v.8 no.2
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• pp.193-211
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• 1999

This study was carried out to investigate the management and support system affecting to the occupational health nursing services(OHNS) provided in group occupational health agencies(GOHA). Questionnaire was developed and distributed to 82 nurses who were working in GOHA and who agreed to participate in the survey. The results were as follow: 1. OH nurses responded were mostly in the age of twenty to thirties(89%), married(73.7%), technical college graduates(88.9%), worked in hospital(85.4%) and participated more than 1 year in group occupational health services (96.3%). 2. Fifty eight point four percent of the OH nurses worked in number of workplace more than 30 to less than 60 in the OHNS form. The figure of workplaces undertaken by nurses was ranged greatly from 9 to more than 100. Number of employees who cared by nurses were mostly under 5,000 peoples in 93.3%. The types of industry was mostly manufacturing and located in the order of factory complex area, suburban, urban and others. 3. Most OH nurses(87.8%) were fully involved in the OHNS for the SSE. Their working days to visit SSE was 5 days per week(77.8%) and one day in the GOHA at 41.3%. 4. The OH documents using by nurses were found in more than 23 different types. However, they were largely summarized in the types of 'Workplace Health Management Card', 'Personal Health Counselling Card', 'Daily Health Management Report', 'Visiting List of Workplace' and 'Sick Employee List'. 5. The items of laboratory test provided by GOHA were mostly achieved in the purpose of basic health examination. They were used to be the blood pressure check(98.8%), blood sugar test (98.8%), urine sugar and protein(91.4%), SGOT and SGPT(85.3% each), cholesterol (82.9%), hepa vaccine immunization(82.9%), r-GPT(81.7%), hemoglobin(79.3%) and triglyceride(75.5%). 6. The OH nurses(92.7%) followed the work pattern to visit the GOHA before and after small-scale enterprises(SSE) visit by car driven by nurses in 74.3%. They were payed by GOHA for transportation fees in certain amounts. However, nurse is the main person(75.0%) who covers up in case of traffic accident. If the GOHA has no transportation regulation for the formal workplace visit, data showed that nurses had been responsible to take charge(31.7%). 7. The personnel manager who takes in charge for nursing services was 'nurse' in 61.7% and 41.2% worked as the final decision maker related to nursing work. The OH nurses' opinions about factors affecting to the management were classified in the four areas such as 'Nature(Quality) of health professional'. 'Content of OHNS', 'Delivery system of the GOHS', and 'Others'. The factors were indicated highly in 'Authority as health professional', 'Level of perception of director on the OH' and 'Physical work condition for OHNS'. The things that this study suggests in the recommendation would be summarized in such as the management and supporting system working for SSE in the OHNS is necessary to reform thoroughly. The reconsidered aspects might be in the matters of number of workplaces undertaken by nurses, development of effectively practical health documents, preparation for guideline of the laboratory test in the workpleces, establishment of convenient and encouraging support system and cooperation between other health professionals with respect and skill.