• Korean Journal of Occupational Health Nursing
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• v.27 no.4
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• pp.224-234
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• 2018

Purpose: In this study, we attempted to analyze the occupational accident experience rate by working life cycle of Korean workers considering entrance and turnover in their jobs. The specific goal of this study was to calculate the accident experience rate according to workers' turnover history and previous accident experience. Methods: We constructed a cumulative data set of 90,338 cases of workers' accident experiences in their jobs from the Fourth Korean Working Conditions Survey. The accident experience rates according to workers' turnover and previous accident experiences were analyzed using descriptive statistics and analysis of variance. Results: In this study, the cumulative accident experience rate of Korean workers was found to be 5.2%. It was confirmed that the accident experience rate of workers increased as the turnover frequencies increased. In addition, we analyzed only the data of the workers who had experienced turnover and found that the accident experience rate after turnover increased about 7.5 times when workers had experienced accidents in the past. Conclusion: To prevent occupational accidents in workers, safety strategies should consider a worker's previous job history and injury experiences. It will also be necessary to focus preventive efforts on new and young workers through ongoing monitoring and on-the-job training.

• Safety and Health at Work
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• v.11 no.3
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• pp.353-360
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• 2020

Background: Urban bus drivers work under conditions that are among the most demanding, stressful, and unhealthy with higher rates of mortality and morbidity as well as absenteeism and turnover. Methods: Drawing on the job demand-resource model, this study investigates the impacts of job characteristics on emotional exhaustion and the effects of emotional exhaustion on job outcomes (including job satisfaction, life satisfaction, organizational commitment, and turnover intention) in the context of bus drivers. Results: Using self-reported survey data collected from a sample of 320 Taiwanese urban bus drivers, results reveal that role overload and work-family conflict (as job demand factors) positively relate to emotional exhaustion, and organizational support (as a job resource factor) is negatively associated with emotional exhaustion. Emotional exhaustion has negative effects on both job satisfaction and organizational commitment. Job satisfaction positively leads to life satisfaction, whereas organizational commitment negatively relates to turnover intention. Conclusion: This study concludes that role overload and work-family conflict as two stressors related to job demands and organizational support as the job resource factor to affect emotional exhaustion which further influence well-being in bus driver context. The moderating effects of both extraversion and neuroticism on the relationship between job demands and emotional exhaustion are evident.

• Asian-Australasian Journal of Animal Sciences
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• v.7 no.2
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• pp.279-288
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• 1994

Three experiments were conducted with female Japanese Saanen goats to investigate the effects of rumen protected methionine (RPMet) on N utilization and whole-body protein turnover. Whole-body leucine flux from which whole-body protein turnover rates were derived was measured by primed- continuous infusion of L-[$^{15}N$] leucine in combination with gas chromatography-mass spectrometry. Throughout the experiments RPMet was added to a diet to supply 1.5 g DL-methionine per goat per day. Irrespective of the major N sources (i.e., protein or urea) in the diet, both N deposition and whole-body protein synthesis were increased (p<0.05), and urinary N excretion was decreased (p<0.05) by supplementing with RPMet, but not by supplementing with methionine. It was concluded, therefore, that under the present experimental conditions, the RPMet supplement was efficiently bypassed to result in enhanced body protein synthesis of the goat.

• Korean Journal of Artificial Intelligence
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• v.10 no.1
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• pp.15-19
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• 2022

This study is to understand the relationship between turnover and various conditions. Turnover refers to workers moving from one company to another, which exists in various ways and forms. Currently, a large number of workers are considering many turnover rates to satisfy their income levels, distance between work and residence, and age. In addition, they consider changing jobs a lot depending on the type of work, the decision-making ability of workers, and the level of education. The company needs to accept the conditions required by workers so that competent workers can work for a long time and predict what measures should be taken to convert them into long-term workers. The study was conducted because it was necessary to predict what conditions workers must meet in order to become long-term workers by comparing various conditions and turnover using regression and decision trees. It used Microsoft Azure machines to produce results, and it found that among the various conditions, it looked for different items for long-term work. Various methods were attempted in conducting the research, and among them, suitable algorithms adopted algorithms that classify various kinds of algorithms and derive results, and among them, two decision tree algorithms were used to derive results.

• Korean Journal of Social Welfare Studies
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• v.48 no.2
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• pp.233-266
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• 2017

The problem of excessive job burdens and high turnover rates in the social welfare area has been dealt with for a long time. However, there is a lack of discussions on the issue of voluntary turnover of medical social workers. The purpose of this study is to examine the effect of job demands on medical social workers' turnover intentions and to verify the mediating effect of job satisfaction on the relationship between job demands and turnover intentions. Among the medical social workers registered in the Korean Association of Medical Social Workers, 188 respondents currently working in hospitals were used for data analysis. As research methods, frequency, descriptive statistics, correlate analysis, and logistic regression analysis were conducted by SPSS 22.0 version and SPSS Macro Process v.2.16. Finally, bootstrap was conducted to verify the significant mediating effect of job satisfaction. The findings are follows: extrinsic job satisfaction was found to have the full mediating effect between job demands and turnover intentions of medical social workers. In other words, job demands of medical social workers affect turnover intentions through extrinsic job satisfaction, but there is no direct effect of the job demand on the turnover intention. On the other hand, intrinsic job satisfaction did not mediate the relationship between job demands and turnover intentions. Based on the results, we suggested organizational and institutional implications for improving the job demands affected to low job satisfaction and turnover intention of medical social workers.

• Journal of Nutrition and Health
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• v.6 no.2
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• pp.1-16
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• 1973

Some effects of dietary conditions on the metabolism of nucleic acid and protein in organs of the Albino Rats have been studied. The young rats to be examined were fed on the control diet and the diets deprived of one component among protein, carbohydrate, and lipid, such as protein free diet (PF: 432 kcal/100g) carbohydrate free diet (CF: 432kcal/100g), and lipid free diet (LF: 392kcal/100g) for three, seven, and fifteen days, respectively. The contents of DNA and RNA in the liver and the brain, and also those of protein-nitrogen(PN) and nonprotein-nitrogen (NPN) in the live, the brain, and the serum have been measured. The results are as followe: 1. The contents of DNA per gram of liver were increased by feeding on protein free diet. It is concluded that the critical factor for the result is not the increase in the rates of DNA syntheses, but the decrease in the turnover rates of DNA. 2. The metabolism of DNA in the liver showed the normal status by feeding on carbohydrate free diet. On the other hand, the rates of DNA syntheses were increased by feeding on lipid free diet. 3. The rates of DNA syntheses in the brain were decreased by feeding on the unbalanced diet, such as protein free, carbohydrete free, and lipid free diet. 4. In the liver and the brain, the rates of DNA syntheses were decreased by feeding on protein free diet. But the rates showed the normal status by feeding on the carbohydrate free diet, and also showed the similar metabolism to that in the case of the control group by feeding on lipid free diet. 5. In the liver, the rates of protein syntheses were decreased, whereas the contents of nonprotein-nitrogen were increased by feeding on protein free diet. 6. In the liver and the brain, the protein syntheses showed the more increasing rates than the rates in the case of the control diet by feeding on lipid free diet. 7. In the serum, the contents of protein did not change in a short period, also the insufficient feeling on protein was examined. It is clear that in the liver the rates of protein syntheses are decreased and the rates of protein catabolism are increased, since the rates of nucleic acid syntheses are decreased by feeding on the protein free diet. On the other hand, it is considered that in the brain the turnover rates of protein does not have correlation with the rates of nucleic acid syntheses, also these are decreased by feeding on protein free diet. And also it is believed that the phenomena of homeostasis for carrying the normal metabolism of nucleic acid and protein in the liver and the brain are operated in a short period as possible, by feeding on carbohydrate free and lipid free diets.

• Journal of Plant Biology
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• v.18 no.3
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• pp.101-108
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• 1975

The nitrogen economy and primary production of a Helianthus annuus "Manchurian" population were studied with special reference to the pattern of seasonal changes of vertical distributions of dry matter and nitrogen quantities, and its quantitative significance was discussed in relation to the pattern of the plant population growth, distribution ratios among organs, and turnover rates of dry matter and nitrogen. The population was established in plant density of 11.1plant/$m^2$ at the experimdntal field of Kyungpook National University, Daegu. During the period of population developemnt (April-September, 1973), the annual inflow rates and outflow rates of dry matter and nitrogen were 5560 gDM/$m^2$/year and 89 gN/$m^2$/year, respectively. The distribution ratios of dry matter and nitrogen to leaves were 28% and 45%, to stems 48% and 18%, to roots 13% and 5%, and to flowers and seeds 11% and 32%, respectively. The maximum turnover rates of inflow of dry matter and nitrogen were attained in May-June, and were 216%/month and 210%/month, respectively. The amount of nitrogen demand was 52gN/$m^2$/year (58%) for the foliage growth, 13 gN/$m^2$/year(15%) for the stem growth, 20 gN/$m^2$/year(23%) for the reproductive organs, and 4 gN/$m^2$/year(4%) for the growth of the underground parts. The amount of nitrogen supply by the nitrogen withdrawn from senescing leaves and stems was 25gN/$m^2$/year(28%) and the amount of nitrogen absorption by the root from the environmental soil was 64 gN/$m^2$/year(72%). The ratiio of the a mount of produced dry matter to that of assimilated nitrogen during a year was calculated for this annual plant population as 60, which can be used as the nitrogen utility index.ity index.

• The Korean Journal of Health Service Management
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• v.8 no.4
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• pp.1-12
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• 2014

This study is designed to develop a hospital communication program and to verify its effectiveness in graduate nurses self-esteem, communication conflicts, turnover intention and early resignation rate. The study method is a randomized control group with a pre-post test design. In order to help new graduate nurses adapt to the hospital, eight week hospital communication program is developed. The study participants are 104 nurses(47 experiment, 57 control) who have been working for less than six months. The data on self-esteem, communication conflict, and turnover intention was collected one week before the program and four weeks after the program. Then, the early resignation rate of the participating nurses was surveyed one year after the start of employment. The nurses who participated in the hospital communication program exhibit higher self-esteem, fewer communication conflicts, and lower early resignation rates than those who did not. However, effect in the turnover intention is not observed. Overall, the hospital communication program will help new graduate nurses adapt to hospitals.

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.247-258
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• 2012

Nurses are critical human resources for the hospitals. However, in Korean hospitals, human resource management practices for nurses are not well established, and nurses' turnover rates are very high. Although the causes and tasks for shortage of nurses are analyzed, suggestions for the specific ways of HRM management practices for hospital managers are rare. In this article, the management challenges for nurses are discussed, and high commitment human resources management model for nurses are suggested. And future research directions and topics are suggested.

• The Korean Journal of Ecology
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• v.10 no.3
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• pp.139-149
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• 1987

Mathematical models of the litter accumulation, decay and turnover in the grassland and forest ecosystems of equilibrium state of the annual litter production were established to analyse the decay rates of organic and inorganic constituents of the litter. Those models were validated by an application to a Phragmites longivalvis grassland in a delta of the River Nakdong. The decay constants of cold-water-soluble fractions, other carbohydrates, hot-water-soluble fractions, cellulose, crude fat, lignin and crude protein in the litter were 0.730, 0.583, 0.555, 0.505, 0.479, 0.331 and 0.310 respectively. The amount of mineral nutrients such as N. P. K. Ca and Mg returned annually to the soil were estimated to 7.09, 1.34, 2.36, 4.37 and 0.79g/m2 respectively.