• Archives of Pharmacal Research
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• 제11권4호
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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.

• 환경위생공학
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• 제5권1호
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• pp.28-33
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• 1990

춘천의 잣나무림과 관악산의 소나무림에 있어서 낙엽의 무기화를 연구하였다. N, P, K, Ca 및 Na의 무기화 상수를 보면 잣나무림에서는 각각 0.064, 0.068, 0.040, 0.047, 0.417, 0.058이었으며, 소나무림에서는 0.049, 0.049, 0.346, 0.058이었다. 무기물이 무기화되는 순서는 잣나무림에서는 Ca>P>N>Na>K였으며 소나무림에서는 Ca>Na>N=P>K로 나타났다. 일반적으로 양이온의 무기화는 음이온의 무기화보다 빨랐다.

• 한국산학기술학회논문지
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• 제20권3호
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• pp.329-337
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• 2019

치과의료에 대한 공급은 갈수록 증가하고 있고 이에 따라 구강보건 전문인력인 치과위생사의 역할은 더욱 중요해지고 있다. 그러나 아직까지 치과위생사의 직업전문성이 의료현장에서 실제로 인정받는다고 보기에는 힘든 상황이며, 이로 인해 치과위생사의 직무불만과 이직의도는 의료기관의 문제로 대두되고 있다. 이에 본 연구에서는 치과위생사의 직무만족과 이직의도에 영향을 미치는 선행요인을 탐색하여 조직유효성을 증진시키는 방법을 모색하고자한다. 선행요인을 보다 다각도로 탐색하게 위해 개인의 특성(낙관성)과 직무와 관련된 특성(직업전문성) 그리고 조직과 관련된 특성(조직지원인식)으로 구분하여 접근하였다. 치과 의료기관에 근무하는 치과위생사들 199명의 자료를 분석한 연구결과, 치과위생사의 낙관성과 직업전문성, 그리고 조직지원인식은 모두 직무만족도를 높여 궁극적으로 이직의도를 낮출 수 있는 것으로 나타났다. 특히 조직지원인식은 이직의도에 대해 직접적인 효과를 미치기도 하지만 직무만족이라는 매개변수에 의해 보다 큰 효과를 미치는 것으로 밝혀졌다. 본 연구의 결과는 치과위생사의 높은 이직률과 직무불만으로 고통받는 치과 의료기관들에게 문제해결을 위한 기초자료를 제공할 수 있을 것으로 기대된다.

• 약학회지
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• 제30권6호
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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.

• 한국조경학회지
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• 제18권4호
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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.

• 대한산업공학회지
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• 제18권1호
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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.

• 한국콘텐츠학회논문지
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• 제10권7호
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• pp.337-343
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• 2010

경찰직은 특별히 스트레스가 많은 직업으로 여겨진다. 선행연구들에 따르면 경찰관들의 심혈관 및 위장장애 발생율이 지속적으로 증가되어 왔고, 이혼율은 평균의 2배이며, 자살율은 2-6배에 이른다. 이 연구에서는 이러한 경찰관의 스트레스 증상 중 하나인 심리적 탈진이 직무만족 및 이직의도에 미치는 영향을 실증적으로 살펴보았다. 그 결과, 회귀분석에서는 심리적 탈진과 직무만족 및 의직의도 사이에 유의미한 관계가 나타났으나, 그 설명력은 낮았다. 상관관계 분석에서는 심리적 탈진과 직무만족은 부적인 상관관계가 나타났고, 심리적 탈진과 이직의도는 정적인 상관관계가 나타났다. 한편, 직무만족과 이직의도 상호간에는 부적인 상관관계가 나타났다. 결론적으로 심리적 탈진 정도가 높을수록 직무만족이 낮고, 이직의도는 높으며, 심리적 탈진 정도가 낮을수록 직무만족은 높고, 이직의도는 낮음을 확인할 수 있다. 그리고 직무만족이 높으면 이직의도가 낮고, 반대로 직무만족이 낮으면 이직의도가 높다는 사실도 확인할 수 있었다.

• Asian-Australasian Journal of Animal Sciences
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• 제2권3호
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• pp.364-365
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• 1989

• 보건의료산업학회지
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• 제6권1호
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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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• 제5권4호
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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.