• Archives of Pharmacal Research
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• v.11 no.4
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• pp.301-307
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• 1988

Relationship between the maintenance of hypertension and central serotonergic nervous system activity in opontaneously hypertensive rats (SHR) was studied. Serotonin turnover-rates were measured in 5 brain areas as an index of serotonergic neuronal activity and compared at the ages of 14 weeks in two types of animals; (1) spontaneously hypertensive rats (SHR) (2) normotensive wistar kyoto rats (WKY). In 14-week old SHR, central serotonin turnover rate was significantly lower in telencephalon, hypothalamus/thalamus and midbrain than normotensive rat, but significantly higher in cerebellum. There were no significant differences between serotonin turnover rate in pons/medulla of SHR and that of normotensive rat. THese data suggest that the abnormally lower turnover rates of serotonin in telencephalon, hypothalamus/thalamus and midbrain may be one of the underlying neuronal factors for manifestation of hypertension in SHR.

• Journal of environmental and Sanitary engineering
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• v.5 no.1
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• pp.28-33
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• 1990

The turnover rates of nitrogen(N), phosphorus(P), calcium(Ca), potassium(K), and sodium(Na) during the decomposition of litter were studied in the Pinus koraiensis forest in Choon Chun and in the Pinus rigida forest in Mt. Gwanak, Seoul. The turnover rates of N, P, K, Ca, and Na were 0.064, 0.068, 0.040, 0.417, and 0.058 for the P. korai ensis litter and 0.049, 0.049, 0.023, 0.346, and 0.058 for the P. rigida litter respectively. The loss of elements follows the order Ca>P>N>Na>K in the P. koraiensis litter and the order Ca>Na>N=P>K in the P. rigida litter. Generally the turnover rates of cations were greater than those of anions.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.3
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• pp.329-337
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• 2019

Advances in the dental medical field now provide high quality medical service, and thus, it has become important to identify the role of dental hygienists. However, the professional status of dental hygienists has not been acknowledged, and this has resulted in problems such as dissatisfaction and high turnover rates at dental hospitals. This study was undertaken to identify factors that influence dental hygienist job satisfaction and turnover rates. To achieve this we used a synthetic approach incorporating individual (optimism), job (professionalism), and organizational (perceived organizational support) characteristics. Our results showed that optimism, professionalism, and perceived organizational support were positively related to job satisfaction. Furthermore, job satisfaction was found to be negatively related to turnover intension and to partially mediate the effect between POS and turnover intention. We believe the results of this study could be used by dental hospitals to address dental hygienist dissatisfaction and high turnover rates.

• YAKHAK HOEJI
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• v.30 no.6
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• pp.334-342
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• 1986

The relationship between the maintenance of hypertension and the central noradrenergic nervous system activity in spontaneously hypertensive rats (SHR) was studied. The norepinephrine turnover rates in 5 brain areas; telencephalon, hypothalamus/thalamus, midbrain, pons/medulla, cerebellum as a measure of noradrenergic neuronal activity were measured at the ages of 14 weeks in SHR and normotensive Wistar rats. In 14-week old SHR, blood pressure was significantly higher than in normotensive rat, and central norepinephrine turnover rates were significantly greater in telencephalon, hypothalamus/thalamus, midbrain. There were no differences between norepinephrine turnover rates in pons/medulla, cerebellum of SHR and those of normotensive rats.

• Journal of the Korean Institute of Landscape Architecture
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• v.18 no.4
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• pp.29-44
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• 1991

The purpose of this study is to investigate the maximum rate of daily users and the turnover rate of parks in Korea. Median calculation, percentile analysis, and regression analysis methods were adopted for the investigation of the maximum rate of daily users. The maximum level, adaptable level and current dispersion of each index were analyzed. The results are summarized as follows. 1) It is location, kinds of facility, and purpose of visiting that mainly affect the concentration pattern of the number of park users. 2) Parks are devided into such three types as common urban park, royal tomb park, and large amusement park. 3) Spring is the peak season in all parks. 4) The maximum daily rates of the three types of parks are 0.92%, 1.86%, 1.18% respectively and the turnover rates are 18%, 54%, 63% respectively. 5) The results of this study show the necessity of the revision of the existing maximum daily rate and turnover rate.

• Journal of Korean Institute of Industrial Engineers
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• v.18 no.1
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• pp.1-9
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• 1992

This work is to study the behavior of certain storage systems in which items with different turnover rates are stored. In particular, we assume that items can be divided into two types: high and low turnover. We try to find simple policies that induce favorable zoning, which will reduce the storage and retrieval distance of items. We define a desirable property of a good policy which we call asymptotically efficient, and show that the Zone-z policy is asymptotically efficient if the zone size is proportional to the expected number of high turnover items in the system in equilibrium.

• The Journal of the Korea Contents Association
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• v.10 no.7
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• pp.337-343
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• 2010

Policing is regarded as a stressful occupation. Police Officers have been reported to have increased rates of cardiovascular and gastrointestinal disorders, divorce rates twice the average, and suicide rates two to six times the average. The aim of this study is to identify the effect of psychological burnout on job satisfaction and turnover intention among police officers. In the regression analysis, psychological burnout have significant relations with job satisfaction and turnover intention. In the correlation analysis, psychological burnout have a negative relation with job satisfaction and a positive relation with turnover intention. And job satisfaction have a negative relation with turnover intention.

• Asian-Australasian Journal of Animal Sciences
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• v.2 no.3
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• pp.364-365
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• 1989

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.65-75
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• 2012

The purpose of this study is to provide information to Efficient utilization of human resources management by studying the factors influencing the turnover intention of employees working in the Hospital. The study, the area of medical institutions located in more than 30 hospital-grade medical workers engaged in the collection of data aimed at the September 2010 and October 1 days and 1, 794 were used for the analysis, data processing and analysis package, SPSS 18.0 was used. The findings are as follows: First, the study found that age, job position had a significant and negative effect on turnover intentions. The turnover intention rates were highest among nursing staffs, followed by medical technicians and healthcare supporters and then administrators. Secondly, high degree of autonomy, job skills recognition and less job satisfaction in a positions have been identified to affect the significant. It also has turned out that job suitability and emotional commitment have influenced the turnover intentions.

• Asian Journal of Business Environment
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• v.5 no.4
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• pp.19-28
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• 2015

Purpose - Research shows that increased workload and psychological pressure produces tensions in organizations. Such tensions can increase employee aggressive workplace behavior. This study attempted to discover the relationship among verbal aggression, job involvement, and turnover intention. Research design, data, and methodology - A survey of administrative workers in colleges was done between May 20 and May 26, 2015. Result - The findings were as follows. First, verbal aggression directly increased employee turnover intention. Second, stress recognition also created turnover intention among employees, which was detected in the interviews conducted after the survey. Third, both the survey and the interviews showed that stress recognition did not have a significant effect on job involvement. Fourth, both the findings and the interviews after the survey showed that stress increased turnover intention. Last, the finding on the role of self-esteem showed that self-esteem had a positive moderating effect on the relationship between the influence of verbal aggression and stress recognition. Conclusion - Having strong talent at work should lower turnover intention and turnover rates and develop the organization continuously.