• Asian Oncology Nursing
• /
• v.8 no.2
• /
• pp.128-137
• /
• 2008

Purpose: To explore and describe the essence of oncology nurses' experiences of counseling with cancer patients. Methods: Qualitative research with a phenomenological study. Participants were 6 oncology nurses who had worked as a clinical nurse specialist or an education-counseling nurse. Data were collected through individual semi-constructed interviews and analyzed with a thematic approach according to Colaizzi's method. Results: Seven themes emerged from the data: harmony of education and counseling, burdening, useless self-blaming, getting more matured, experiencing rewards and meanings, internalized strategies for counseling, and needs for self growth. Conclusion: The study highlights the significant impact of counseling with cancer patients by oncology nurses. Oncology nurses experienced both positive and negative aspects of being involved in cancer care. They stated that they were personally growing and getting maturated with the counseling experience. Sometimes they felt sad when the patient's status was progressed. They learned and internalized counseling skill during the communication with cancer patients. They wanted to learn about the practical course of counseling and communication method and the psychology of cancer patients.

• International Journal of Fuzzy Logic and Intelligent Systems
• /
• v.10 no.3
• /
• pp.165-169
• /
• 2010

This study seeks to find the factors associated with social workers' turnover intention and show us how to manage turnovers by looking for some rules affecting turnover intentions. Our investigation surveying 331 social workers reveals that social workers' turnover intentions are affected by organizational commitment, job satisfaction, and burnout. Our pattern analyses using fuzzy ID3 show that the higher their commitment, the higher their job satisfaction stemming from promotion opportunities, rewards, and personal relations with peers and bosses. In addition, turnover intentions decreases (even if burnouts--the job-related stress--are very serious) when organizational commitment increases. We come to understand that organizational commitment could be a more important variable than job satisfaction and burnouts. Such results suggest that it would be necessary to consider how to improve social workers' organization-wide commitment rather than satisfaction and burnout related to jobs and environments.

• Textile Coloration and Finishing
• /
• v.15 no.5
• /
• pp.301-309
• /
• 2003

Of the various types of dye that can be used to apply polyamide fibers, acid dyes and pre-metallised acid dyes are great in use so far. However, since these acid dyeings suffer from dye loss during laundering, recourse to an aftertreatment is usually necessary to achieve adequate fastness to washing. In the case of reactive dyes, the characteristically high washfastness of dyeings comes with the concomitant advantages of brightness and low environmental impact. Despite the obvious advantages, the commercialization of reactive dyes for polyamide fibers has not gained widespread success. In this context, the rewards for approach are likely to be considerable. Heterobifunctional reactive dyes were applied to polyamide fibers using various conditions. Optimum conditions and fixation were determined. The forms in which the vinylsulphone and hydrolyzed moieties were examined using HPLC-Mass. In addition, it was found that the extent of the washfastness secured, in terms of both change in color and staining of adjacent multifiber was being acceptable.

• Health Policy and Management
• /
• v.12 no.3
• /
• pp.77-98
• /
• 2002

The purpose of this study is to empirically investigate the determinants of occupational commitment of hospital nurses. For this study, a causal model of occupational commitment of hospital nurses was constructed based on the exchange theory. The sample of this study consisted of 329 nurses from S general hospitals located in Seoul and south-eastern area of Korea. Data were collected with self-administered questionnaires and analyzed using hierarchical multiple regression. It was found that four task reward variables(variety, significance, workload and resource inadequacy), one social reward variable(supervisory support) and two organizational reward variables(promotional chances and pay) had significant net effect on hospital nurses' occupational commitment. The implications of these findings were discussed and the suggestions for future research wert advanced.

• Proceedings of the Korea Contents Association Conference
• /
• 2016.05a
• /
• pp.205-206
• /
• 2016

현재 리워드 앱은 스마트폰을 이용해 부가적인 혜택을 누릴 수 있는 인기 앱 서비스로 지속적인 성장과 함께 서비스의 범위가 확대되고 있어 사용성을 고려한 디자인의 연구가 필요하다. 본 연구는 리워드 앱 상위 4개를 사용자경험을 바탕으로 한 GUI디자인의 사용성 평가를 디자인전공자 30명의 설문으로 진행하였다. 리워드 앱 GUI구성요소에 따른 사용성 평가 결과는 5점 만점에 '캐시슬라이드' 3.97로 가장 높고, '허니스크린' 3.18, '넥슨플레이' 3.07, '라떼스크린'2.9 순으로 나타났다. 본 연구가 향 후 경쟁력있는 리워드 앱의 GUI요소 개발에 도움이 되기를 기대한다.

• International Journal of Control, Automation, and Systems
• /
• v.6 no.2
• /
• pp.282-287
• /
• 2008

In distributed mobile robot systems, autonomous robots accomplish complicated tasks through intelligent cooperation with each other. This paper presents behavior learning and online distributed evolution for cooperative behavior of a group of autonomous robots. Learning and evolution capabilities are essential for a group of autonomous robots to adapt to unstructured environments. Behavior learning finds an optimal state-action mapping of a robot for a given operating condition. In behavior learning, a Q-learning algorithm is modified to handle delayed rewards in the distributed robot systems. A group of robots implements cooperative behaviors through communication with other robots. Individual robots improve the state-action mapping through online evolution with the crossover operator based on the Q-values and their update frequencies. A cooperative material search problem demonstrated the effectiveness of the proposed behavior learning and online distributed evolution method for implementing cooperative behavior of a group of autonomous mobile robots.

• Korean Journal of Child Studies
• /
• v.10 no.2
• /
• pp.32-44
• /
• 1989

The purpose of this study was to investigate sex differences in outcome expectation for aggression, and to study the effects of sex of target child and degree of provocation on the consequences that a child anticipates for aggression. The subjects were 30 boys and 30 girls in the 6th grade of a public elementary school located in Seoul. The children were tested individually by an adult who read the items to the child. Perry, Perry, and Weiss's Outcome Expectation Questionnaire, The modified consisting of 48 items was used in this study. The data were analysed by analyses of variance with repeated measures and t-test. Boys expected less guilt and negative self-reactions for aggression than girls. When provoked, children expected more tangible reward and less parental disapproval than when not provoked. When aggressing toward boys, children expected more tangible rewards, less parental disapproval, and less peer disapproval than when aggressing toward girls.

• Korean Journal of Child Studies
• /
• v.27 no.1
• /
• pp.67-79
• /
• 2006

Participants were 272 teachers from kindergartens and child care centers who responded to 2 survey questionnaires: translated and revised versions of Laub's (1999) Servant Organizational Leadership Assessment(SOLA) and Jorde-Bloom's(1989) Early Childhood Job Satisfaction Survey(ECJSS). Components of SOLA were values people, develops people, displays authenticity, builds community, provides leadership, and shares leadership; components of ECJSS were co-worker relationships, administrator relationship, job itself, working environment, possibility of rewards/promotions, feelings about the organization. Data were analyzed by SPSS WIN computer program, Pearson's correlation and multiple regression analyses. Relationships were found between servant leadership of the early childhood educational institution and job satisfaction. Components of perceived servant leadership that predicted job satisfaction were 'develops people', 'displays authenticity', 'values people' and 'provides leadership.'

• International Journal of Fuzzy Logic and Intelligent Systems
• /
• v.5 no.3
• /
• pp.189-195
• /
• 2005

One of the major components of any pervasive system is its proactive behavior. Various models have been developed to provide system wide changes which would enable proactive behavior. A major drawback of these approaches is that they do not address the need to make use of existing applications without modifying the applications. To overcome this drawback, a middleware architecture called 'Concord' is proposed. Concord is based on a simple model which consists of Lookup Server and Database. The rewards for this simple model are many. First, Concord uses the existing computing infrastructure. Second, Concord standardizes the interfaces for all services and platforms. Third, new services can be added dynamically without any need for reconfiguration. Finally, Concord consists of Database that can maintain and publish the active set of available resources. Thus Concord provides a solid system for integration of various entities to provide seamless connectivity and enable proactive behavior.

• Journal of Korean Academy of Nursing Administration
• /
• v.15 no.2
• /
• pp.216-224
• /
• 2009

Purpose: The purpose of this study was to investigate the effects of organizational justice on job satisfaction, organizational commitment and health among hospital nurses. Method: The sample of this study consisted of 267 nurses from 3 general hospitals located in Seoul, Korea. Data were collected with self-administrated questionnaires and analyzed hierarchical multiple regression. Result: The distributive and procedural justices had effects on nurses' job satisfaction and organizational commitment, but no effects on health. The procedural justice had more effects on nurses' job satisfaction and organizational commitment than distributive justice. There was no moderating effect of distributive and procedural justices on nurses' job satisfaction, organizational commitment and health. Conclusions: It is important for hospitals to be established fair reward systems which should focus on both outcomes and processes in order to evaluate nurses' rewards. It is suggested that new moderators like personality or organizational structure should be considered for future research.