• 한국소음진동공학회:학술대회논문집
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• 한국소음진동공학회 2007년도 추계학술대회논문집
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• pp.231-235
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• 2007

Stone Industry in our country is classified mainly in view of supply of raw materials ingredients, as follows: Stone-Quarrying Industry who develops the natural resources, Stone Processing Industry who processes the quarried raw ore into construction materials and stone-products, Stony Mountain-Aggregate Industry who supplies the elementary raw materials ingredients to construction section, respectively. Among them, while Stone Processing Industry sells its turnover around billion-Won level per annum per a company, most of other job sites are paltry, adopting less than 10 employees, and it is real state that their working environments are also very coarse. The Noise originated from processing-instrument which generates at such Stone Processing Industry is as so repeatedly reiterating Loud Noise that most of the spot workers are forcedly imposing such dangers as the severe unpleasant feeling and hearing impairments. On this viewpoint, this Research is now analyzing on the frequency characteristics with regard to the Noise that generated from various processing-instruments, and then based on this, in order to grasp the influence of the Loud Noise generating when process the stone materials, this study has ever evaluated it with PSIL and NR. It is considered that such data could be used as the valuable material for establishment of a comfortable working environment hereafter.

• 국제초고층학회논문집
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• 제3권3호
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• pp.205-214
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• 2014

The super high rise building construction is characterized by a large quantity of engineering works and structural components, high demanding of construction technology and complex cross operations. As the height of super high rise building increases, the construction difficulties increase, it is challenging the steel structural building construction technology. In this paper, the key technologies in the construction of Chinese modern super high rise steel structure building have been studied. The innovative tower crane supporting frame suspension disassembly technology has been developed to allow the crane supporting frame to turnover in the air without occupying materials stockyard. A new self-elevating platform technique which is capable of striding over structural barriers has been developed. This new technology allows the platform to be self-elevated along variable cross section column with a maximum 600 mm size change. A new automatic submerged arc welding technology has also been developed to ensure the process continuity and quality stability of welding job on the construction site.

• 응용통계연구
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• 제23권2호
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• pp.235-247
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• 2010

본 연구에서는 대졸자가 노동시장에 진입하여 구직 및 이직 등을 통해 자신의 경력을 쌓는 과정 중에서 발생하게 되는 일자리 경험 횟수 분포를 살펴보았다. 일자리 경험 유형을 다양하게 분류한 후, 이해하기 쉽게 도식화하였다. 일자리 경험 횟수에 따른 최종일자리의 월평균임금 차이 분석과 동일한 일자리 횟수에서 일자리 유형에 따른 월평균 임금 차이 분석을 위해 일원배치 분산분석(one way ANOVA)을 실시하였다. 이를 위해 2006년에 조사된 GOMS 1차년도 자료와 2007년에 조사된 GOMS 2차년도 자료를 연계하여 분석하였다.

• 의학교육논단
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• 제22권2호
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• pp.115-121
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• 2020

The high degree of academic burnout experienced during academic life indicates that job skill levels during the first year following graduation are low, and the correlation with turnover intention is high. We investigated the effects of clinical practice stress and resilience on nursing students' burnout, and searched for factors that can prevent or control burnout. We recruited a convenience sample of 202 nursing students. Academic burnout, general characteristics, clinical practice stress, and resilience were assessed via self-reported questionnaires. The mean total score of academic burnout was 44.0 points; exhaustion was the highest at 18.5 points, inefficacy was 15.9 points, and cynicism was 9.6 points. High levels of clinical practice stress affected academic burnout (β=0.194, p=0.003), while high resilience was a factor that lowered the degree of academic burnout (β=-0.449, p<0.001). Based on our results, factors affecting students' experiences of academic burnout were clinical practice stress and resilience. We therefore propose the implementation of a new curriculum aimed at increasing satisfaction with the major, reducing clinical practice stress, and increasing resilience, including an efficient peer mentoring program for clinical practice.

• 한국치위생학회지
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• 제18권5호
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• pp.717-727
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• 2018

Objectives: This study aimed to provide basic data on ways to facilitate effective communication between patients and dental hygienists, to improve the job satisfaction of dental hygienists, and to reduce the turnover rate among dental hygienists. Therefore, a comparative analysis of the perception of dental hygienists' emotional labor was conducted targeting patients and dental hygienists. Methods: Data were collected from August 1 to September 20, 2018, from 367 participants, including 216 dental hygienists and 151 patients residing in Gwangju, Jeonnam. Using the co-orientation model, their perception of dental hygienists' emotional labor was analyzed through the independent t-test and paired t-test. Results: With reference to objective consistency, patients showed a higher perception of dental hygienists' emotional labor than dental hygienists did, indicating that the former perceived the emotional labor more negatively. Regarding accuracy, there were significant differences in dental hygienists' response to six questions, while the same was observed for 11 questions for patients. Thus, the accuracy of dental hygienists was relatively higher than that of patients. Conclusions: To help dental hygienists perform dental health prevention activities more actively, consistently, and happily, and to establish commitment and professionalism in dental hygienists to enhance national dental health. Additionally, it would be necessary to sustain continuous research interest on measures for understanding the co-oriented relationship between patients and dental hygienists, and to solve the negative elements of dental hygienists' emotional labor.

• 근관절건강학회지
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• 제21권3호
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• pp.255-264
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• 2014

Purpose: The purpose of the study were to analyze the research trends of compassion fatigue in Korea nurses and to suggest future research directions. Methods: For this study, RISS, KISTI, KISS, National Assembly Library databases were searched using the key words 'compassion fatigue', 'secondary traumatic stress', 'professional quality of life' that contains compassion fatigue as a sub-element, and 'nurses' for this study. A total of 124 articles published in June 2014 were searched and analyzed 19 articles for the final analysis. Results: The most frequently used study design was descriptive (N=17, 89.5%). High compassion fatigue was reported in this study. Factors affecting compassion fatigue were personal factors (e.g., age, health state, and sleep hours), work-related factors (e.g., experience with traumatized patients), and psychological factors (e.g., job stress, anxiety, excessive empathy, social support, and coping strategy). Finally, Consequence factors of compassion fatigue was reported burnout, silencing response and turnover intention. Conclusion: There was a few studies on compassion fatigue. Further research on compassion fatigue needs to use a variety of study designs instruments suitable for Korean nurses, and to develop management programs on compassion fatigue in nurses.

• 대한가정학회지
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• 제43권3호
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• pp.75-89
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• 2005

The purpose of this study was to examine the effects of the mentoring function and its levels as perceived by the fashion merchandisers and designers in the fashion industry who are playing major roles in providing organizational socialization for mentees. A survey questionnaire was developed and conducted among 200 fashion merchandisers and designers in Seoul. For data analysis, the SPSS 10.0 program was employed and frequency analysis, factor analysis, reliability analysis, correlation analysis, recurrence analysis, T-test, and ANOVA were used to test the research questions. The results were as follows: (1) Although the overall level of the mentoring function recognized by the fashion merchandisers and designers in the study appeared to be high, there were no significant differences by their demographic attributes. (2) The level of the mentoring function acknowledged by the respondents demonstrated substantial differences according to their perception by the personal attributes and the degree of openness. (3) The level of the mentoring function and organizational socialization perceived by the respondents had a significant correlation. As the level of perceived mentoring function of the respondents increased, it appeared that the degree of their job satisfaction and organizational commitment increased. On the other hand, their role ambiguity and turnover intention decreased.

• Journal of Korean Biological Nursing Science
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• 제20권2호
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• pp.132-140
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• 2018

Purpose: This study has been carried out in order to develop and verify the effects of self-leadership reinforcement program for hospital nurses. Methods: The research design was a non-equivalent control group pre-posttest design. Participants were 64 individuals (32 in each group), all of whom were nurses working at a university hospital, with less than five years of job experience. Experimental group was provided with two hours of self-leadership reinforcement program, once per week, for four weeks. The questionnaire for pre and post test included general characteristics, transfer motivation for learning, self-leadership, communication ability, clinical nursing competency, organizational commitment, and turnover intentions. Results: There was a significant difference in self-leadership scores between experimental group and control group (F= 15.10, p<.001). There was also a significant difference between the experimental group and the control group in terms of transfer motivation for learning (t = -5.44 p<.001), communication ability (F = 15.29, p<.001), clinical nursing competency (F = 15.23, p<.001), and organizational commitment scores (F = 7.21, p=.009). Conclusion: The self-leadership reinforcement program developed in this study was effective in improving self-leadership, communication ability, clinical nursing competency, and organizational commitment. Thus, by implementing the program at clinical levels, it will be a basis for nursing personnel resource administration.

• 간호행정학회지
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• 제11권3호
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• pp.275-288
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• 2005

Purpose: The Purpose of this study was to identify reasons behind the high turnover rate of nurses, and to delineate measures for inactive nurses to participate in professional nursing activities so as to upgrade the quality of the health care delivery system in Korea. Thus, tried this study to drive market entry of these idleness manpower. Methods: This study used the action research, to collect idea from hospital/nurse administrators, nurses on the job, part-time nurses. Results: This study basic data about flexible shift form through scientific paper, Internet, individual contact source collection do, and compare each situation by direct conversation with a nurse, director of a hospital, nursing administrators about flexible shift form, and analyze example of hospital which utilize flexible shift form actually or utilized and deduced advantage, shortcoming, cause of failure, cause of success, other application plan. Conclusions: 1. Emphasize that database about idleness manpower should be put priority certainly. 2. In case of idleness manpower wants a re-employment hospital and institution which can connect to administer demonstration premise . 3. Emphasize that need organ to enforce education program and this that idleness manpower can apply in nursing spot. 4. Premise nurse's great people image and research about method that convert productivity of nursing to money.

• 한국직업건강간호학회지
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• 제31권2호
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• pp.43-56
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• 2022

Purpose: This study was conducted to explore male nurses' experiences of gender discrimination at the workplace using qualitative research methods. Methods: Participants responded to a survey using an online link, and were asked to describe their overall experiences by responding to the question "Please freely describe your experiences of workplace gender discrimination". The qualitative data collected from 118 participants were analyzed using Krippendorff's technique. Data collection was caried out from June 11, 2019, to August 3, 2020. Results: Eleven themes and 24 subthemes were extracted from a total of 277 meaningful statements. Male nurses' experiences of workplace gender discrimination, reasons of gender discrimination, and improvement strategies were presented through the key themes. Conclusion: Male nurses experienced workplace gender discrimination from patients, colleagues, and institutions. Furthermore, strategies to improve gender stereotypes and to emphasize the strengths of male nurses are necessary in order to increase the number of male nurses in the female-dominant nursing field and to reduce job turnover. These strategies will help expand the social role of nurses as professionals and improve the work environment and benefits for all nurses.