• Design & Manufacturing
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• v.16 no.1
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• pp.50-54
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• 2022

Coverglass of electronic equipments is thinner and slimmer, so the glass must have good bending strength. In these days, the polishing edge of glass is used by solid tool like grinding wheel. But solid tool leave micro crack or edge chipping in edge of glass. MR polishing is an optimal method by polishing edge of glass. MR polishing is used MR fluid that is a liquid tool. MR polishing doesn't leave tool path or residual stress, micro crack and edge chipping unlike grinding wheel polishing. In this paper, the results of grinding and MR polishing were compared and analyzed to improve bending strength by minimizing edge chipping of cover glass. It was derived that the depth and size of cracks have a significant influence on the bending strength of the glass edge. The edges of the glass using MR grinding were analyzed to have a better surface and higher bending strength than the glass using abrasive wheel grinding. It was confirmed that MR polishing had an effect on strength improvement by effectively removing cracks in the specimen.

• Korean Journal of Occupational Health Nursing
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• v.31 no.4
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• pp.187-197
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• 2022

Background: This study explores the pathways of nurse turnover in long-term care hospitals (LTCHs) and its underlying conditions in Korea. Although the factors of staying or leaving of nurses in LTCHs have been reported, few studies have examined the trajectory and conditions of nurses staying in and leaving LTCHs. Methods: A qualitative study design with a grounded theory approach was conducted. Data were collected in one-to-one interviews. Purposive and theoretical sampling led to the inclusion of 20 registered nurses from 15 LTCHs in South Korea. Results: Seeking work-life balance was the core category of the nurses' turnover pathway. The consequences of the nurses' turnover pathway were categorized into three groups: thriving, surviving, and leaving. Thriving nurses found meaning in their work, fostered good relationships, and saw opportunities for growth. Surviving nurses were enduring their jobs in LTCHs, having a work-life balance, and supportive nursing leaders. Leaving group nurses wished to leave LTCHs due to a lack of professional growth, unappealing work, continued conflict, and social stigma. Conclusion: This study provided the trajectory and conditions for nurses to enter, stay, move, or leave. Understanding the pathways for staying or leaving can be used as a strategy for successful retention of registered nurses in LTCHs.

• Korean Journal of Childcare and Education
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• v.20 no.2
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• pp.127-143
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• 2024

Objective: The purpose of this study is to develop a machine learning model to predict the subsequent childbirth intention of married women with one child, aiming to address the low birth rate problem in Korea, This will be achieved by utilizing data from the 2021 Family and Childbirth Survey conducted by the Korea Institute for Health and Social Affairs. Methods: A prediction model was developed using the Random Forest algorithm to predict the subsequent childbirth intention of married women with one child. This algorithm was chosen for its advantages in prediction and generalization, and its performance was evaluated. Results: The significance of variables influencing the Random Forest prediction model was confirmed. With the exception of the presence or absence of leave before and after childbirth, most variables contributed to predicting the intention to have subsequent childbirth. Notably, variables such as the mother's age, number of children planned at the time of marriage, average monthly household income, spouse's share of childcare burden, mother's weekday housework hours, and presence or absence of spouse's maternity leave emerged as relatively important predictors of subsequent childbirth intention.

• Korea Journal of Hospital Management
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• v.29 no.3
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• pp.11-25
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• 2024

Purpose: This study investigates the factors influencing medical school faculty's entrepreneurial decisions and prioritizes these factors. Methodology: The study examines the determinants of entrepreneurial decisions among medical school faculty by reviewing prior studies. These determinants were categorized into four perspectives: resource-based, industrial organization, entrepreneur characteristics, and other. Using the Analytic Hierarchy Process(AHP), the study analyzed the relative priorities of 27 specific indicators. Surveys were conducted with medical school faculty with startup experience, professors with relevant expertise, and organizational leaders involved in entrepreneurship. A total of 33 responses were validated for consistency, and an empirical analysis identified the priority of factors influencing medical school faculty startups. Findings: The findings reveal that 'entrepreneur characteristics' and 'institutional and organizational support' are the highest priority factors for medical school faculty. Key resource-based factors include the 'leave of absence' or 'concurrent employment policy,' availability of 'professional human resources,' and 'organizational support' specializing in startups. An integrated analysis shows that while intellectual resources such as research publications, patents, and physical space are necessary, the highest priority is given to leave policies, professional human resources, and organizational support. Practical Implication: Medical school faculty are recognized as key innovation agents in the bio-health industry. The results provide crucial insights for policymakers and stakeholders at governmental, institutional, and organizational levels. Strengthening self-competence, increasing entrepreneurship opportunities, and establishing professional human resources and organizational support within medical universities or hospitals are critical for facilitating medical school faculty startups.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.3
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• pp.477-500
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• 1999

Korean labor market has showed remarkable change of the increase in the amount of unemployment and contingent employment since IMF bailout agreement. There is a theoretical position to explain this increase in contingent employment at hospitals with the notion of flexibility. The high flexibility of employment due to the increase of contingent employees is becoming very important part in new business strategy of hospitals. The types of contingent employment of the nurse are part-time employment temporary employment, fixed-term employment, and internship which was introduced in early 1999. Recently, Korean health care industry managers have paid attention to the customer oriented service, rationalization of business administration, service quality control so that they can adjust their business to outer environment. Especially their efforts concentrate on the wage reduction through efficient and scientific control of man power because wage shares about 40% of total cost. This dissertation aims at verifying the phenomena of the contingent employment of the nurse and analyzing the related factors and problems. To rephrase these aims in ordinal: First, verifying the phenomena of contingent employment of the nurse. Second, verifying the problems of that phenomena. Third, analyzing the related factors of the contingent employment of the nurse. To accomplish these research goals, a statistical survey was executed. in which 384 questionnaires-66 for manager nurses, 318 for contingent nurses - were given to nurses working at 66 hospitals-which have at least 100 beds-in Seoul. Among them, 187 questionnaires-38 from manager nurses, 149 from contingent nurses'- 'were returned. Then, the data coded and submitted to T-test, $X^2$ -test, variance analysis(ANOVA), correlation analysis, multiple regression analysis, Logistic Regression with SAS program. The research results of the contingent nurses are followings: 1. The average career term at the present hospital 8.4 months: duty-on days per month are 24.2 days: working time per day is 7.9 hours. These results showed little difference from regular nurses. 2. Their wage level is about 70% of regular nurses except for internship nurses whose wage level is 41% of regular nurses. To break down the wage composition, part-time nurses and internship nurses get few allowance and bonus. And contingent nurses get very low level of additional pay except for fixed-term nurses who are under similar condition of employment to regular nurses. These results show that hospital managers are trying to reduce the labor cost not only through the direct way of wage reduction but through differential treatment of bonus, retirement allowance, and other additional pay. 3. The problem of contingent employment: low level of pay; high level of turn-over rate: weakening of union; low level of working condition: heavy burden of work; inhuman treatment. The contingent nurses consider these problems more seriously than manager nurses do. What manager nurses regard problematic is the absence of feeling-belonged and responsibility of the contingent nurses. 4. The factors strongly related with the rate of the number of contingent nurses for the number of regular nurses; gross turn-over nurses; average in-patients per day; staring wage of graduate from professional college: the type of hospital ownership; the number of beds; the gap between gross newcomer nurses and gross turn-over nurses. The factors related with their gross wage per month; the number of beds; applying of health insurance; applying of industrial casualty insurance; applying of yearly-paid leave; the type of hospital ownership; average out-patients per day; gross turn-over nurses. The meaningful factors which make difference by employment type: monthly-paid leave; physiological leave. The logistic regression analysis using these two factors shows that monthly-paid leave is related with the type of hospital ownership; the number of beds; average out-patient per day, and physiological leave is related with the gross newcomer nurses; gross turn-over nurses; the number of beds.

• Korean Journal of Plant Resources
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• v.28 no.1
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• pp.126-134
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• 2015

Glycyrrhiza uralensis Fischer is one of the most commonly used herbs. Recently, the stem and leave of the plant have been interested in physiological activities because the aerial parts have been thrown away. Finding out cultivation method of Glycyrrhiza uralensis Fischer to improve chemical ingredients and biological activities has been tried these days. In this study, different wavelengths of light emitting diode (LED) were used for a cultivation of Glycyrrhiza uralensis Fischer. Antioxidant activities and inhibitory effect on mutagenecity of samples were evaluated. The stem and leave cultivated under blue light (BL-0) showed the strongest antioxidant activities of $3.02{\pm}0.13{\mu}g/ml$ ($EC_{50}$) and $2.18{\pm}0.18{\mu}g/ml$ ($EC_{50}$) in DPPH and ABTS radical scavenging test, respectively. Total phenolic content of BL-0 was $2.93{\pm}0.11g/100g$, the highest value between cultivation conditions. However, antioxidant activities of the stem and leave cultivated under red light were the weakest between samples. All of the stem and leave used in this study showed inhibitory effect on mutagenecity of 1-nitropyrene. BL-0 showed stronger inhibitory effects on mutagenicity of Trp-P-1, Trp-P-2, and AFB1 than samples cultivated under other conditions. Only on mutagenecity of 2-aminoanthracene, the stem and leave cultivated at 1 m apart from red light (RL-1) showed the strongest inhibitory effect. These results indicate that blue LED might be the most effective condition for improvement of physiological activities for the aerial parts of Glycyrrhiza uralensis Fischer in cultivation. The components were identified with GC/MS. Cytidine was detected only in RL-1 at 25 min of retention time and 2-bromotrimethylene glycol was detected only in BL-0 at 37 min.

• Proceedings of the Korean Society of Near Infrared Spectroscopy Conference
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• 2001.06a
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• pp.1617-1617
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• 2001

It is well known now that near infrared spectroscopy (NIRS) is a fast, no destructive, and inexpensive analytical technique that could be used to classify, identify, and authenticate a wide range of foods and food items. Therefore, the main aims of this study were to provide a new insight into the authentication of five strawberry (Fragaria x ananassa) varieties and to correlate them with geographical zones and the propagating methods used. Three weeks plants of five different strawberry varieties (F. x ananassa Duch. cv Camarosa, Seascape, Chandler, F. Chiloensis, and F. Virginiana) were cultivated in vitro first and then transferred to pots with special soil, and grown in a greenhouse at CINVESTAV, all varieties were acquired from California (USA). After 18 months, ten leaves from each variety were collected. Transmission spectra from each leave were recorded over a range of 10, 000-4, 000 cm$-^{1}$, 32 scans of each strawberry leave were collected using a resolution of 4 cm$-^{1}$ with a Paragon IdentiCheck FT-NIR System Spectrometer. Triplicates of each strawberry leave were used. All spectra were analyzed using principal component analysis (PCA) and soft independent modeling class analogy (SIMCA). The optimum number of components to be used in the regression was automatically determined by the software. Camarosa was the only variety grown from the same shoot but propagated by a different method (direct or in vitro). Five different classes (varieties) or clusters were observed among samples, however, larger inter class distances were presented by the two wildtype samples (F. Chiloensis and F. Virginiana). Camarosa direct and Camarosa in vitro displayed a small overlapping region between them. On the other hand, Seascape variety presented the smallest rejection percentage among all varieties (more similarities with the rest of the samples). Therefore, it can be concluded that the application of NIRS technique allowed the authentication of all strawberry varieties and geographical origin as well. It was also possible to form subclasses of the same materials. The results presented here demonstrate that NIRS is a very powerful and promising analytical tool since all materials were authenticated and classified based on their variety, origin, and treatment. This is of a tremendous relevance since the variety and origin of a plant material can be established even before it gives its typical fruit or flower.

• Journal of the HCI Society of Korea
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• v.13 no.1
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• pp.11-19
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• 2018

Recently, SNS users have begun to complain of fatigue attributed by the dependency on the Social Networking Services, and this trend seem to have them cease or leave the SNS despite its exponential growth. Although researchers devote their effort to identify negative effects of perceived SNS fatigue on the intention to keep using SNS, it still lacks dealing with users' personal characteristics. Thus, this study looked into (1) the differences of perceived SNS fatigue and the differences of intention to leave SNS based on the users' characteristics (demographic variables, personality traits, and SNS usages) and (2) the users' characteristics on the intention to discontinue SNS. The results show that the users with low self-esteem were more likely to feel higher SNS fatigue and to discontinue SNS than those with high self-esteem, and the users in 20s showed higher intention to discontinue SNS than those in 40s. Moreover, the younger the users were, and the lower the levels of self-esteem were, the users reported higher level of fatigue. Additionally, the female users showed that the higher the level of fatigue, the stronger intentions to discontinue SNS. This research sheds light on the fact that the characteristics of users give influences the intention to discontinue SNS, and is expected to suggest practical implications in the ever-expanding SNS market.

• The Journal of the Korea Contents Association
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• v.18 no.8
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• pp.36-50
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• 2018

The subjects of this study are three visually-impaired undergraduates currently considering if they should take a leave of absence after finishing the first year in S University located in Busan City. From March to July, 2018, this researcher explored the meaning of their university entrance and the essential meaning and structure of their school life experiences by using Giorgi's phenomenological methodology. According to the results, this author drew 32 meaningful statements and also 10 main themes, "the excitement of campus life and the name of being an undergraduate", "parents' suggestion", "something other than being a massager", "Is it a place that anyone can enter? Or, is it a special place?", "loneliness within the public", "Everything is an obstacle.", "It's not giving up, but still I am in a vague moment.", "the beginning of another conflict", and "studying in a university is not for the present but for the future". They were categorized into being a university student and the meaning of it (category1), adaptation to university life and reality (category 2), and one year after the entrance: the meaning of being a university student (category 3). Based on the above results, this author intends to provide foundational material about what universities can do for visually-impaired students to adapt to university life in the initial steps properly.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.7
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• pp.389-399
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• 2016

The purpose of this study was to provide the evidence necessary to establish job stress management strategies to improve office workers conditions by looking at the impact on job stress factors depending on the nature of the organization. The stress related variables (job stress and psychological well-being) and organizational effectiveness variables (job satisfaction, job engagement, intention to leave, and presentieesm) was included. A total of 154 questionnaires were distributed from 26th June to 1 August 2014 and 150 people were analyzed. The results indicated that a lack of reward was negatively correlated with job satisfaction and job engagement, and positively correlated with the intention to leave (p<0.05) in a large-sized company model. Moreover, in a medium-sized company model, organizational injustice was statistically significant with job satisfaction and job engagement. Organizational injustice, lack of reward, and occupational climate was positively correlated with the intention to leave (p<0.05). This study has its significance in that it looked at the job stress as a predictive variable to explain the organizational effectiveness and highlights the need to establish a stress management strategy depending on the nature of the company.