• Journal of Korean Academy of Nursing
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• v.50 no.6
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• pp.863-875
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• 2020

Purpose: This study was conducted to develop and test the effects of a program for practice application of intravenous infusion evidence based nursing practice (EBP) guidelines in small and medium-sized hospitals. Methods: A mixed method research design was used, combining non-equivalent control group pre-post test design with qualitative study analysis. The subjects consisted of 55 nurses. The practice application program was developed based on the Advancing Research and Clinical practice through close Collaboration (ARCC) model. Data were collected for analysis in the following areas: nurses' EBP organizational culture and readiness, EBP beliefs, EBP implementation, importance about intravenous infusion, and performance about intravenous infusion, with data assessed using valid and reliable instruments. Patient outcomes were collected from the hospital's medical records. Data were analyzed using t-test, χ2-test, and Shapiro-Wilk test, with qualitative content analysis used for interview data. Results: Following the intervention, nurses' EBP organizational culture and readiness, EBP beliefs, EBP implementation, and performance of intravenous infusion and perceptions of its importance showed significant improvement in the experimental group. Phlebitis rates decreased in the experimental group compared to the control group. Conclusion: This program is effective to improve nurse's perception and practice of evidence based nursing. Therefore we recommend to use this program at same levels of hospitals.

• Journal of Mechanical Science and Technology
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• v.20 no.1
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• pp.133-146
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• 2006

Collaborative optimization (CO) is a multi-level decomposed methodology for a large-scale multidisciplinary design optimization (MDO). CO is known to have computational and organizational advantages. Its decomposed architecture removes a necessity of direct communication among disciplines, guaranteeing their autonomy. However, CO has several problems at convergence characteristics and computation time. In this study, such features are discussed and some suggestions are made to improve the performance of CO. Only for the system level optimization, genetic algorithm is used and gradient-based method is used for subspace optimizers. Moreover, response surface models are replaced as analyses in subspaces. In this manner, CO is applied to aero-structural design problems of the aircraft wing and its results are compared with the multidisciplinary feasible (MDF) method and the original CO. Through these results, it is verified that the suggested approach improves convergence characteristics and offers a proper solution.

• Korean Institute of Interior Design Journal
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• v.18 no.3
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• pp.84-92
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• 2009

Sociological, technical, and organizational changes have affected the culture of business in many ways. These changes are now encouraging new concepts in the workplace environment such as emotional approaches for a more creative and humanistic workplace let alone enhancing image of the company. The aim of this study is to understand current situations of common office areas and serve as a stepping stone for designing more creative and stimulating work environments. The study first examines concepts of new office designs in our modem society, then defines categories such as territorial fuzziness, eco-friendly, fun and play. Secondly, by using content analysis as research tool the researchers have investigated how the conceptual categories and detailed design presentation methods are shown in workplace designs in Korea. Scope of study is limited to 39 office design projects from 2002-2008 presented in the Korean monthly magazine 'Interiors'. As results. territorial fuzziness was found to be most popular method while play the least. For application wise, meeting rooms, rest area and hallways were places where these concepts appear the most. Even though, these new approaches in office designs can be found in our domestic offices, still more experimental and active approach seems to be needed.

• Proceedings of the Korean Institute of Building Construction Conference
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• 2019.05a
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• pp.80-81
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• 2019

Change requests occur persistently in the construction phase of a construction project. The law requires that the contract amount be adjusted in accordance with the relevant regulations when there is a change in the construction amount due to the design change in the construction contract. SAVE international, on the other hand, defines the value methodology as a systematic and structured approach to improving projects, products and processes. Design Changes in the construction projects require organizational efforts to improve value and quality. However, the law does not include change requests in which the VE object is fixed and related data is collected and function analysis can be derived in a short time. Therefore, it is necessary to apply VE to the design change procedure, which can further improve the value of construction work. The application derived from this study need to be presented as simply as possible without compromising the basic concept of VE. If the application is extended to the field and proved to be effective, it is expected to contribute to the overall value of construction work.

• Journal of the Korean Institute of Landscape Architecture
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• v.44 no.6
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• pp.148-161
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• 2016

In the case of the government, which plays a pivotal role in the landscape architecture system, the management of positions in landscape architectural organizations is lacking. At the local government level, while public officials for managing landscape architecture are being hired, there are problems and vulnerabilities in both management and system operations as such public officials recruited for positions in landscape architectural services operate under the forestry service. Accordingly, this study analyzed the Korean administrative system of public officials in the landscape architectural service and their satisfaction with the organizational culture and behavior. The aim was to provide practical data for improving the job satisfaction of public officials in landscape architectural service and enhance the status of landscape architecture. First, a survey was conducted regarding current organizational culture/behavior and job adequacy, and differences when compared to different job series with regards to the public officials in the landscape architectural service. The results indicated that job satisfaction of those in landscape architectural service was generally high, but they showed strong centralization, i.e., orders from superiors and limitations on autonomy. Second, an analysis was conducted to improve the organizational culture/behavior and job satisfaction of public officials in the landscape architectural service, and a comparative analysis was conducted on the differences between the analysis result and preceding studies by the Ministry of Government Administration and Home Affairs(2006). The results indicated that organizational commitment/satisfaction of public officials in the landscape architectural service was relatively low among those who had a great amount of work experience related to forestry. Therefore, it was shown that it is necessary to ensure expertise in landscape architecture. Third, a comprehensive analysis was conducted regarding the influences on "working environment", "legal system" and "job allocation" in regard to public officials in land architectural service. The results indicated that satisfaction in the value system was high when given significance to the job as public officials in land architectural. However, their satisfaction in the land architectural system was low due to the lack of independence in their positions, the vulnerable legal system of land architectural service and low employment rates. Fourth, current public officials in landscape architectural service process tasks such as forestry, architecture, city planning and administration that are not related to their area of expertise. Therefore, an analysis was conducted on whether there is a difference in the job satisfaction of public officials in landscape architectural service according to statistical variables. It was identified that "legal system", "job satisfaction" and "organizational commitment" with regard to public officials in landscape architectural service can be improved through ensuring their expertise. This study suggests the following tasks to further inquire into landscape architecture in general. First, establish an identity of work allocation for public officials in the landscape architectural service, and second, establish an organizational constitution according to the positions in landscape architectural service. Accordingly, it is necessary for interested parties of landscape architecture to devise practical strategies so that such tasks can be converged administratively and reflected in policies.

• Journal of the Ergonomics Society of Korea
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• v.32 no.1
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• pp.77-85
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• 2013

Objective: The aim of this study sets factors from previous research known to impact transfer effects as the independent variables, and examines their relationship with the dependent variables, near transfer effects and far transfer effects. Background: Transfer of Training refers to the application of what learners acquire knowledge and skills in training programs to their job. The ultimate goal of training is to apply what employees learn in training sessions to their workplace. In this sense, transfer of training has been a vital concern for training effectiveness. For training to be effective, trainees(learners) should be able to use what they learn in training program back on the job. Method: For this research purpose, this study conducted a survey on 170 nuclear operators in nuclear education and training center. Of these, survey result from the 167 recruits were sampled. Theoretical model of this study is based on Holton & Baldwin's(2003) distance model of transfer effects. This study sets transfer effects(near transfer, far transfer) as the main dependent variables. Meanwhile, the independent variables are trainee characteristics, training characteristics, organizational transfer climate. Each independent variable has subordinate variables. Subordinate variables of trainee characteristics are self-efficacy, motivation to learn, motivation to transfer and ability to transfer. Subordinate variables of training characteristics are training contents, ability of trainers, training design, training climate. The last Subordinate variables of organizational transfer climate are support of supervisors, support of peer, support of organization. Conclusion: As a analysis result, trainee characteristics appeared to be in effect only significant influence near far transfer of training, the effect of the far transfer of training, there is no significant. In addition, the training characteristics appeared to be having a significant influence on near and far transfer effects. Organizational transfer climate appeared to be having a significant influence on near and far transfer effects. Finally, near transfer effect appeared to be having a significant influence on far transfer effects. Application: Results of this analysis in the study to training organization and training characteristics of the transition environment effects on nuclear power institutions and operators training organization having a significant impact that says. The transfer of knowledge and technology, as well as that can be applied to a new situation in terms of education and training are important characteristics.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.29 no.1
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• pp.369-391
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• 2018

The purpose of this study was to develop a measurement scheme that assesses organizational performances in library department unit level by applying PCSI model, a Public-service Customer Satisfaction Index. Specifically, this study adopted the Antecedent Model, a component of the PCSI's three-part model, that consists of a total of 12 service quality indices. The study selected a large-scale library as a case to analyze and design a method. We analyzed the library's organizational missions and goals set by each of its six departments, and then mapped them with each of the 12 service quality indices. This mapping was further developed as a work analysis scheme of the library and as a measurement tool. A total of 341 library users participated in a survey that was designed to assess 12 service quality indices. As a result service quality was measured for each index, which in turn, calculated the library's service performance index for both entire and individual units of the library. The results reveled the measurement tool useful in assessing service performances for both individual unit and the entire library.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.12
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• pp.5578-5587
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• 2011

The purpose of this study is to confirm how keeping a educational diary in which no feedback is given in the teaching practice in kindergartens affects a teacher efficacy and the educational belief of preschool teachers-to-be as well as the organizational health of kindergartens to practice according to the way teachers feel. With this aim, the study aimed at 34 seniors at the Department of Early Childhood Education in the four-year college in Chungnam. The study conducted this experiment using the nonequivalent control group pretest-posttest design, and carried out a $x^2$ analysis and a t-test according to the data. Concerning the research results, first, keeping a educational diary of teaching practice affirmatively affected a teacher efficacy. Second, it did not significantly affect a teacher's educational belief. Third, it did not significantly affect the organizational health of the kindergarten to practice according to the ways teachers-to-be feel. This study is meaningful in that keeping a reflective journal in which feedback by a guidance teacher for practice becomes the basic proposition may be replaced with the keeping of a diary of practice at the level of practicality. This means that a teacher's sense of efficacy may improve simply by keeping a educational diary of teaching practice without feedback by a guidance teacher.

• Journal of the Korea Society of Computer and Information
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• v.24 no.10
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• pp.139-147
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• 2019

In this paper, we propose to explore ways to create internal motivation to enhance the job disposition of Korean and Chinese employees. In order to achieve this goal, we would like to select parameters that may trigger an increasing number of internal motivations for interest in recent years: perceived organisational support, perceived provider support, and perceived peer support, and to explore the impact on job embeddedness. I would like to find out the effect of job embodiedness on involved beauty. The process also seeks to verify that China and South Korea are different. To verify the research theory of this research, we will use a questionnaire to researchers of automotive companies using VR technology in Gyeonggi-do, Korea and Hadong-seong, China, and conducted a survey. A total of 200 pairs of questionnaires were distributed to the study subjects, 195 of which were retrieved, 191 of which eliminated unfaithful responses were used for the final analysis. The collected data were used for frequency analysis, exploratory factor analysis, reliability analysis, confirmatory factor analysis, correlation analysis, structural equation analysis. The results of this study, identified through empirical analysis, can be summarized as follows: First, Perceived Organizational Support, Perceived Supervisor Support will have a positive impact on Job Embeddedness. Second, Job Embeddedness will have a positive influence on the Innovative Beehivior. Third, Perceived Organizational Support, Perceived Supervisor Support will have a partial positive effect on Innovative Behavior. Fourth, the formation process and influence of Job Embeddedness of corporate employees in Korea and China are partly different, the report showed.

• Journal of Digital Convergence
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• v.19 no.2
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• pp.105-115
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• 2021

The purpose of this study is to present the effect of differences in individual coping and organizational homogeneity culture on information security compliance from an exploratory perspective. The study divided groups into individual coping (task-oriented, emotion-oriented) and organizational homogeneity culture (homogeneity, heterogeneity), confirms the difference in information security for each group through cross-design and presents a multiple mediation model between information security factors. As a result of the study, in the coping dimension, the average of the security compliance factors was higher in the emotion-oriented than the task-oriented, and in the homogeneity culture dimension, the average of the security compliance factors was higher in the homogeneity than the heterogeneity. Additionally, social influence and involvement had a multiple mediation effect on the relationship between information security awareness and compliance intention. The implications of this study were to confirm the difference in the effect of individual decision-making styles on security compliance according to the organizational culture differences. The results suggest the necessity of applying a customized information security compliance model for each organization and individual characteristics.