• Journal of Food Hygiene and Safety
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• v.26 no.2
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• pp.142-149
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• 2011

An isocratic high performance liquid chromatography (HPLC) method for routine analysis of deoxynivalenol in noodles was validated and estimated the measurement uncertainty. Noodles (dried noodle and ramyeon) were analyzed by HPLC-ultraviolet detection using immunoaffinity column for clean-up. The limits of detection (LOD) and quantification (LOQ) were 7.5 ${\mu}g$/kg and 18.8 ${\mu}g$/kg, respectively. The calibration curve showed a good linearity, with correlation coefficients $r^2$ of 0.9999 in the concentration range from 20 to 500 ${\mu}g$/kg. Recoveries and Repeatabilities expressed as coefficients of variation (CV) spiked with 200 and 500 ${\mu}g$/kg were $82{\pm}2.7%$ and $87{\pm}1.3%$% in dried noodle, and $97{\pm}1.6%$ and $91{\pm}12.0%$ in ramyeon, respectively. The uncertainty sources in measurement process were identified as sample weight, final volume, and sample concentration in extraction volume as well as components such as standard stock solution, working standard solution, 5 standard solutions, calibration curve, matrix, and instrument. Deoxynivalenol concentration and expanded uncertainty in two matrixes spiked with 200 ${\mu}g$/kg and 500 ${\mu}g$/kg were estimated to be $163.8{\pm}52.1$ and $435.2{\pm}91.6\;{\mu}g$/kg for dried noodle, and $194.3{\pm}33.0$ and $453.2{\pm}91.1\;{\mu}g$/kg for ramyeon using a coverage factor of two which gives a level of statistical confidence with approximately 95%. The most influential component among uncertainty sources was the recovery of matrix, followed by calibration curve.

• Journal of East-West Nursing Research
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• v.10 no.1
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• pp.11-26
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• 2004

The purpose of this study is to investigate the present conditions of nursing investment contents, its conversion process, and output in Oriental University Medical Center, Korea to get good qualified Oriental nursing result which is the ultimate purpose of the Oriental nursing management, and to develope a matrix of Oriental nursing management system on the basis of that project. The subjects for nursing investment and output contents were eighteen nursing directors in eleven Oriental University Medical Center and two hundred thirty-nine nurses with three years and over experience in Oriental medical center. The subjects for Oriental nursing organization, human affair management, and control function were nineteen Oriental medical center in Oriental University Medical Center, Korea. Data were collected from November, 2002 to February, 2003 with questionnaire. Data analysis was done by SPSS PC+ 12 program. Frequency, percentage, and minimum/maximum values were used for investment contents, and frequency and percentage were used for conversion process and output contents. 1. The input factors of oriental nursing management system The objective's western hospital career was over five years of one hundred and seventy-five(73.2%) persons. Nursing in-service education was performed in fourteen hospitals(77.8%). Two hundreds(83.7%) were pro to oriental nurse system. Only four hospitals(22.2%) had independent budget in nursing division. Nursing staff allocation to the bed was from 2.8:1 to 9.06:1 respectively, with a big gap of the rate following the hospitals. 2. The conversion factors of oriental nursing system 1) Oriental nursing system Oriental hospital nursing system was organized independently in ten hospitals among eighteen hospitals. The recruitment of nurses which was a vital role of the nursing division of the hospital was mostly(79%) opened. The education to develope nursing personnels was through in-service one in 97.4%. Education for oriental nursing and management was performed in 42.1%(eight hospitals) and that for reserves was done in 36.8%(seven hospitals). Administration for nursing education by nursing division was 68.5%(thirteen hospitals). The post education evaluation was performed by report submission in 36.8%(seven hospitals), by written examination in 26.3%, by questionnaires in 21.1%, and by lecture presentation in 15.8% subsequently. The directorial meeting for the nursing directors was attended by 84.2%(sixteen hospitals), and the meeting type was the medical executive and support division executive meeting in 55.6%(ten hospitals) and the personnel management in 39.6%(seven hospitals). 2) The actual conditions of oriental nursing personnel management The reason of working in oriental hospital was by voluntary in 67.1%(a hundred and sixty persons), by nursing department order in 28.0%(sixty-seven persons), and by others in 5.0%(twelve persons) respectively. The shift form was a three-shifts one in 94.7%(eighteen hospitals), a two-shift one in only one hospital. Duty assignment was functional in 52.6%(ten hospitals), team and functional in 26.3%(five hospitals) and no team alone. Promotion manual was present at 68.4%(thirteen hospitals) and the competency essentials comprised of performance evaluation in 79%, interview, written examination, training result, study result subsequently. No labor union existed in 79%(fifteen hospitals) 3) Oriental nursing preceptor system There were five oriental hospitals(27.7%) administering the preceptor utilization model, which showed lower rate than the twenty-two medical university hospitals in Seoul in which fifteen hospitals (72.7%) were having the system. To the question of necessity of oriental nurse system asked to the objectives of two hundred and thirty-nine with more than three year-experience in oriental hospital, two hundred persons(83.7%) answered positively. 4) The control of oriental nursing The evaluation results from the target hospitals were mostly not opened in 89.4% of oriental hospitals. Thirteen hospitals(68.3%) had evaluation system of direct managers and the next were three hospitals(15.8%) of direct managers and selves. There was one hospital(5.3% each) where fellows and superiors, fellows, and inferiors' evaluation was performed and no hospital where superiors, fellows, inferiors and selves, and superiors, fellows and selves' evaluation was performed. The QI activity of nursing was 42.1%(eight hospitals) for nursing service evaluation, 36.8% for survey of ECSI, 26.3% for survey of ICSI, 15.8% for medical visit rate, 10% for hospital standardization inspection in sequence. 3. The output factors of oriental nursing management system The job satisfaction appeared good in general, indicating very good in thirty-seven persons (15.7%), good in one hundred and fourteen persons (48.3%) and fair in eighty-five persons(36.0%).

• Journal of Bio-Environment Control
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• v.27 no.4
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• pp.302-311
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• 2018

Using cylindrical paper pot nursery method, three kinds of commercial tomatoes 'Dafnis', 'DOTAERANG DIA' and 'Maescala' were grafted onto a commercial rootstock 'B blocking'. From 10 to 40 days after graft-take, growth traits of seedlings were investigated by 0.5, 1.0 and 2.0S treatments of standard nutrient solution(S) for seedling growth, and top to root ratio(TRR), compactness(CP) and Dickson Quality Index(DQI) were calculated. Two weeks after transplanting of the seedlings under three different night temperature targeting to 10, 15, and $25^{\circ}C$, which were not precisely controlled, the relative growth rate (RGR) was investigated. The quantitative growth traits of grafted seedlings increased with increasing fertilizer concentration, and various range of seedling size could be produced. Compactness and DQI were significantly regressed (Adj $R^2=0.9480$). Short-term RGR after transplanting was higher at 1.0S treatment of standard nutrient solution at the seedling age of 30 days and 40 days after graft-take(DAGT). DQI and RGR were significantly regressed linearly at respective fertigation strength. Specially the diminishing slope of RGR was lower at 1.0S fertigation strength with the increase of DQI than others. The results indicate that DQI could be applied as a quality index of grafted tomato seedlings and the relation analysis between DQI and short-term RGR also could be used to determine the good quality seedlings of grafted tomato grown in cylindrical paper pot.

• Korean Journal of Environment and Ecology
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• v.34 no.6
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• pp.589-600
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• 2020

Effective conservation and management of protected areas require monitoring the settlement of invasive alien species and reducing their dispersion capacity. We simulated the potential distribution of invasive alien plant species (IAPS) using three representative species distribution models (Bioclim, GLM, and MaxEnt) based on the IAPS distribution in the forest genetic resource reserve (2,274ha) in Uljin-gun, Korea. We then selected the realistic and suitable species distribution model that reflects the local region and ecological management characteristics based on the simulation results. The simulation predicted the tendency of the IAPS distributed along the linear landscape elements, such as roads, and including some forest harvested area. The statistical comparison of the prediction and accuracy of each model tested in this study showed that the GLM and MaxEnt models generally had high performance and accuracy compared to the Bioclim model. The Bioclim model calculated the largest potential distribution area, followed by GLM and MaxEnt in that order. The Phenomenological review of the simulation results showed that the sample size more significantly affected the GLM and Bioclim models, while the MaxEnt model was the most consistent regardless of the sample size. The optimal model overall for predicting the distribution of IAPS among the three models was the MaxEnt model. The model selection approach based on detailed flora distribution data presented in this study is expected to be useful for efficiently managing the conservation areas and identifying the realistic and precise species distribution model reflecting local characteristics.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.6
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• pp.27-42
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• 2020

Startup accelerators have emerged as new investment entities that help early startups, which are not easy to survive continuously due to lack of funds, commercialization capabilities, and experiences. As their positive performance on early startups and the ecosystem has been proven, the number of early startups which want to receive their investment is also increasing. However, they are vaguely preparing to attract accelerators' investment because they do not have any information on what factors the accelerators consider important. In addition, researches on startup accelerators are also at an early level, so there are no remarkable prior studies on factors that decide on investment. Therefore, this study aims to help startups prepare for investment attraction by looking at what factors are important for accelerators to invest, and to provide meaningful implications to academia. In the preceding study, we derived five upper level categories, 26 lower level accelerators' investment determinants through the qualitative meta-synthesis method, secondary data analysis, observation on US accelerators and in-depth interviews. In this study, we want to derive important implications by deriving priorities of the accelerators' investment determinants. Therefore, we used AHP that are evaluated as the suitable methodology for deriving importance and priority. The analysis results show that accelerators value market-related factors most. This means that startups that are subject to investment by accelerators are early-stage startups, and many companies have not fully developed their products or services. Therefore, market-related factors that can be evaluated objectively seem to be more important than products (or services) that are still ambiguous. Next, it was found that the factors related to the internal workforce of startups are more important. Since accelerators want to develop their businesses together with start-ups and team members through mentoring, ease of collaboration with them is very important, which seems to be important. The overall priority analysis results of the 26 investment determinants show that 'customer needs' and 'founders and team members' understanding of customers and markets' (0.62) are important and high priority factors. The results also show that startup accelerators consider the customer-centered perspective very important. And among the factors related to startups, the most prominent factor was the founder's openness and execution ability. Therefore, it can be confirmed that accelerators consider the ease of collaboration with these startups very important.

• Journal of The Korean Society of Grassland and Forage Science
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• v.40 no.4
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• pp.209-215
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• 2020

A winter forage tetraploid rye (Secale cereale L.) cultivar, 'Daegokgreen', was developed at the Department of Central Area Crop Science, NICS, RDA in 2016. The mutant line 'CG11003-8-B', which was induced from rye cultivar 'Gogu' (diploid) by colchicine treatment, was selected for its excellent agronomic performance and was placed in preliminary yield trials for one year, 2013. The line was designated "Homil59" and was tested for regional yield trials at the four locations in Korea from 2014 to 2016. Finally, the new cultivar was named as the 'Daegokgreen' (grant number 8274). The leaf of cultivar 'Daegokgreen' is wide, long and dark-green color. The cultivar also has a big-size grain with light-brown color. The heading date of cultivar 'Daegokgreen' was April 17 which was 2 days later than that of check cultivar 'Gogu'. The tolerance to cold and wet injury, and resistance to powdery mildew and leaf rust of the new cultivar were similar to those of the check cultivar but the resistance to the lodging of the new cultivar was stronger than that of the check. The average roughage fresh and dry matter yield of the new cultivar after 10 days from heading were 37.0 and 7.7 MT ha-1, respectively, which were similar to those (38.4 and 8.0 MT ha-1) of the check cultivar. The roughage quality of 'Daegokgreen' was higher in crude protein content (8.9%) than that of the check cultivar (7.9%), while was similar to the check in total digestible nutrients (56.9%). This cultivar is recommended for fall sowing forage crops at all of crop cultivation areas in Korea.

• Journal of dental hygiene science
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• v.15 no.5
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• pp.650-658
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• 2015

The purpose of this study was to determine the effects of dental hygienists' leader-member exchange (LMX) and empowerment on organizational performance, improve human resource management in their organization and their job satisfaction and organizational commitment, and provide basic data that could help improve organizational performance. A survey was conducted in 324 dental hygienists at dental care institutions in Ulsan, Busan, and Daegu from March 2 to 31, 2015 and the following results were obtained: Dental hygienists at dental hospitals had higher levels of LMX than those at dental clinics; those who were at higher positions, who were older, and who were more educated showed higher levels of empowerment. There was significant, positive correlation between LMX and empowerment and job satisfaction and organizational commitment: dental hygienists with better LMX and higher levels of empowerment showed higher levels of job satisfaction and organizational commitment. For dental hygienists, significance (${\beta}=0.325$, p<0.001) exerted the greatest impact on job satisfaction, followed by organizational commitment (${\beta}=0.264$, p<0.001) and competence (${\beta}=0.164$, p<0.01) and LMX (${\beta}=0.321$, p<0.001) had the greatest impact on organizational commitment, followed by job satisfaction (${\beta}=0.275$, p<0.001) and significance (${\beta}=0.210$, p<0.001).To put the results together, dental hygienists in dental care practice had their job satisfaction and organizational commitment affected by LMX and empowerment; therefore, it is necessary to develop diverse education programs with the objective of promoting mutual exchange between a manager of dental hygienists' team and members and improving empowerment.

• Korean Journal of Poultry Science
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• v.47 no.3
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• pp.169-180
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• 2020

This study examined the effects of a probiotic complex (PC) containing Lactobacillus plantarum, Bacillus subtilis, and Saccharomyces cerevisiae on growth performance, organ weight, immune parameters, fecal microbial count, and noxious odor in broiler chicks. A total of 216 birds (4-day-old) were fed a basal diet (CON) and a diet supplemented with 0.25% (PC1) and 0.5% (PC2) of PC until 35 days of age. No difference in body weight, feed intake, and FCR was observed among the groups. The intestinal mucosal weight of the PC1 group was greater than that of the CON group without affecting weights of the other organs. Intestinal secretory immunoglobulin A (sIgA) levels in the PC2 group increased significantly (P<0.05) compared with that in the CON group. The PC2 group also had a strong tendency for elevated blood sIgA levels. Dietary PC did not affect the level of interleukin-1β in the blood and mucosal tissues or alter maltase, sucrase, and leucine aminopeptidase activities in the intestinal mucosa. The PC2 group had higher colony-forming units (cfu) for L. plantarum and S. cerevisiae, but lower cfu for E. coli than those in the CON group. Compared to the CON diet, the PC2 diet resulted in a decreased H₂S concentration and a tendency toward decreased CH₃SH concentration. In conclusion, a 0.5% PC diet showed increased sIgA and desirable microbial population, and decreased noxious odor in the feces, suggesting that PC could be applied as an environmentally friendly feed additive in broiler chicks.

• Journal of the Korea Convergence Society
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• v.10 no.4
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• pp.99-106
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• 2019

The purpose of this study is to analyze the effects of the simulation-based professional cardiac resuscitation training on the performance of professional cardiac resuscitation performed by paramedics in the pre-hospital stage and to provide basic data for effective cardiac resuscitation. This study is an experimental study of the design before and after the control of non-equality. The subjects of this study were 16 newly recruited paramedics from K firefighting school. The simulation training program and evaluation papers used as the evaluation tool were reviewed and commented by 6 ACLS simulation experts (2 emergency medical doctor, 2 emergency medical professors, 2 KALS instructors)Respectively. The training consisted of 30 minutes of theory and 150 minutes of practical training. The lecturer first demonstrated for 5 minutes, and after training by individual debriefing after individual training, individual and team education was conducted The evaluation scale was given a 5 - point Likert scale. The SPSS 22.0 program for Windows was used. The general characteristics of the subjects were analyzed for frequency, the examination of homogeneity between the experimental group and the control group wasfulfilled by t test, and the difference test between the groups of the two groups was performed using the paired t-test. The homogeneity test was able to confirm the homogeneity between experimental group and control group. In the evaluation of six ACLS techniques, it was proven that the experimental group that received the simulation training had better performance in all aspects than the non - training control group. The following are the technical items to be performed. 1. Electrocardiogram 2. Specialized instrument 3. Treatment of fluid 4. Leadership and teamwork 5. Medical guidance 6. Evaluation during transfer. It was proved that paramedics who received simulation training were improved on their job performance ability than general lecture and training group. Therefore, if simulation training and education are applied to a student in the synthetic course or an emergency resident who is engaged in clinical practice, he / she will be able to perform his / her duties more proficiently. It is expected that emergency services provided to patients with cardiac arrest will be improved.

• Korea Journal of Hospital Management
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• v.8 no.3
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• pp.72-91
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• 2003

The purpose of this study is to investigate the recognition of health information managers, and to analyze the level of job satisfaction and organizational commitment of medical record technicians. The data for this study were collected through a self-administered survey with a structured questionnaire to 172 subjects from medical record technicians working in hospitals in Seoul and Gyeonggi Province as well as the faculty of medical schools across South Korea. In this analysis frequency, t-test, ANOVA, factor analysis and structural equation model were used. The main findings of this study are as follows: 1. As for recognition of the seven dimensions in the role of health information managers, the role as clinical data specialist received the most positive feedback, followed by document & repository managers, patient information coordinators, health information managers, data quality managers, security officers and research & decision support analyst. 2. The level of job satisfaction among medical information handlers and managers averaged 3.14. In terms of the factors in the work environment concerned with job satisfaction, being able to work independently and as team players reached the top among 6 factors with the average of 3.39, followed by professional position, salary & rewards, expectations for job performance and administration. 3. The average rate of organizational commitment stood at 3.09. Respondents tend to be focused on present tasks rather than future-oriented tasks. 4. The result of the analysis based on the relationship between recognition as health information managers, job satisfaction and organizational commitment found that all analysis are statistically meaningful. The more the respondents were aware of their roles as health information managers, the more they tended to be committed to their work and satisfied with their work. The more the respondents were committed to their work, the more satisfaction was seen. The effects of recognition as health information managers on organizational commitment measured 0.27 and for job satisfaction it was 0.17. The effects of organizational commitment on job satisfaction stood at 0.71. The feasibility of the model meets the standard at Chi-square value of 66.755 and the P value of 0.057. The Normed Fit Index (NFI) of 0.930 was in compliance with the standard for model feasibility and the squared multiple correlation coefficient of this model was 8% in organizational commitment and 60% in job satisfaction.