• Asian-Australasian Journal of Animal Sciences
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• v.11 no.5
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• pp.480-485
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• 1998

Application of trans rectal ultrasonography to buffaloes (n=6) to follow the growth of large antral follicles individually, on each day of one interovulatory interval revealed that follicular turnover during oestrous cycle occured in waves. There was a predominance of a two-wave pattern (5/6 animals) compared to that of a three-wave pattern (1/6 animals). For two-wave pattern, the first wave emerged at Day $0.20{\pm}0.19$ (Day 0 = day of ovulation) and was marked by development of a dominant anovulatory follicle which grew in size from $5.40{\pm}0.24mm$ at the day of detection to a maximum diameter of $12.40{\pm}0.81mm$ on Day $8.60{\pm}1.57$, with a growth rate of $0.88{\pm}0.17mm/day$ and then regressed, with a mean persistence of $19.40{\pm}1.54$ days. The second wave emerged at Day $9.20{\pm}1.06$ and was marked by development of a dominant ovulatory follicle which grew in size from $4.20{\pm}0.37mm$ at the day of detection to a maximum diameter of $13.80{\pm}0.37mm$ on Day $21.00{\pm}1.38$, with a growth rate of $0.66{\pm}0.12mm/day$ and then ovulated on Day $21.60{\pm}1.25$, with a mean persistence of $11.80{\pm}1.39$ days. The maximum diameters attained and the growth rates of dominant anovulatory and dominant ovulatory follicles, and the mean number of follicles ${\geq}3mm$ diameter detected at the time of emergence of first and second waves ($11.80{\pm}1.74$ and $9.00{\pm}2.81$, respectively) were not significantly different. In the animal which showed a three-wave pattern, the first, second and third waves emerged on Days 1, 10 and 19, respectively. All animals, except one had at least one subordinate follicle in the first or second or both waves. The subordinate follicles increased in diameter over a few days and then regressed. The results indicate that in buffaloes, the follicular turnover during oestrous cycle occurs predominantly in a two-wave pattern.

• Journal of environmental and Sanitary engineering
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• v.5 no.2
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• pp.117-122
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• 1990

The Jido Pond system was investigated from April, 1979 through March, 1980, in respect of seasonal changes in physico-chemical factors: i.e., temperature, pH, DO, BOD, COD, $Cl^-, \; Mg^{++}$, alkalinity, detergent, $SiO_2, PO_4\;^{3-}, NH_4\;^+, NO_2\;^-, NO_3\;^-$, total N, OM and OC; phytoplankton community growth; and the ecosystem metabolism. The phytoplankton community was represented by 23 species belonging to Chlorophyta, Bacillariophyta and Cyanophyta; each sharing 11, 9 3 respectively. The Chlorophyceans dominated the phytoplankton community contributing 75% of the total ？미 counts. The ranges of biotic diversity indices were, d, 0.85~2.80; H, 1.10~2.40; c, 0.13~0/40; and 3, 0.56~0.90. The chlorophyll standing crop varied in between 0.043 and 0.385g/$\textrm{cm}^2$ surface area. The ranges of photosynthetic and respiratory rates were 0.36~4.50; and 0.10~1.40 $O_2$ mg/1/hr, respectively. The monthly areal net primary production varied from 23.9 to 305.1C g/$\textrm{m}^2$/month. The Eu of the net production seasonally varied in between 0.31 and 7.80%, and the annual mean was 2.44%. The annual turnover times of phosphorus and nitrogen were 20 and 3 days, respectively.

• Journal of the Korean Society of Marine Environment & Safety
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• v.16 no.4
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• pp.339-344
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• 2010

Oxygen depleted water mass can damage aquatic animals not only in direct way but also in indirect way by generating toxic substances including occurrence of hydrogen sulfide and ammonia which are also highly detrimental to animal life in the water mass. An oxygen dissolution device was developed, which makes turnover of the oxygen rich (over 20 mg/L) surface water down to the bottom where hypoxia is evident and tested the device in terms of oxygen recovery in the oxygen depleted bottom water. the device with turnover rates of $3.6\;m^2$/min at the liquid oxygen injection rate of 48~26.3 L/min could recover dissolved oxygen level to 7~25 mg/L at depth 7 m to lead to the dissolution level of over 90% by the supply of liquid oxygen. The running advantage of the device is that it does not require any auxiliary tank and higher energy for operation. Therefore, it can be highly useful device to relieve damages to the farmed animals in the oxygen depleted waters.

• Journal of Plant Biology
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• v.24 no.1
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• pp.1-12
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• 1981

Phosphorus dynamics in terms of specific absorption rate, inflow and outflow rates. turnover rate, demand and supply, and utility index of a high yield Zea mays L. cv. Bokgyo field were evaluated using an analysis of successive production structures. The analysis was adopted for measuring quantitative changes in the population by stratified clip technique on every two weeks during the growing season. The seasonal trends of specific absorption rate (2. 4 mg P/g/day in maximum) and specific absorption efficiency (0. 03) closely correlated with that of relative growth rate of the population. The overall inflow and outflow of phosphorus was 3.41 g P/$m^2$/yr showing the maximum inflow of 2.99 g P/$m^2$/month in July. While the maximum phosphorus standing crop was 1.4 g P/$m^2$ showing the maximum turnover rate of 178% in late June. The accumulation of phosphorus along plant height declined monotonically in stems and roots but increased in foliage after heading. The proportions of the total annual demand of phosphorus were 24.4% for leaves, 22.5% for stems, 49.6% for fruits and 3.5% for roots. These demands were met with internal (18.2 %) and external (81.8 %) supplies. The seasonal highest phosphorus utility index was 1,091 in early June, while the average value was 655.

• Journal of Ecology and Environment
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• v.47 no.4
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• pp.272-281
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• 2023

Ecosystem observatories are burgeoning globally in an endeavour to detect national and global scale trends in the state of biodiversity and ecosystems in an era of rapid environmental change. In this paper we highlight the additional importance of regional scale outcomes of such infrastructure, through an introduction to the Great Western Woodlands TERN (Terrestrial Ecosystem Research Network) SuperSite, and key findings from three gradient plot networks that are part of this infrastructure. The SuperSite was established in 2012 in the 160,000 km² Great Western Woodlands region, in a collaboration involving 12 organisations. This region is globally significant for its largely intact, diverse landscapes, including the world's largest Mediterranean-climate woodlands and highly diverse sandplain shrublands. The dominant woodland eucalypts are fire-sensitive, requiring hundreds of years to regrow after fire. Old-growth woodlands are highly valued by Indigenous and non-Indigenous communities, and managing impacts of climate change and the increasing extent of intense fires are key regional management challenges. Like other TERN SuperSites, the Great Western Woodlands TERN SuperSite includes a core eddy-covariance flux tower measuring exchanges of carbon, water and energy between the vegetation and atmosphere, along with additional environmental and biodiversity monitoring around the tower. The broader SuperSite incorporates three gradient plot networks. Two of these represent aridity gradients, in sandplains and woodlands, informing regional climate adaptation and biodiversity management by characterising biodiversity turnover along spatial climate gradients and acting as sentinels for ecosystem change over time. For example, the sandplains transect has demonstrated extremely high spatial turnover rates in plant species, that challenge traditional approaches to biodiversity conservation. The third gradient plot network represents a 400-year fire-age gradient in Eucalyptus salubris woodlands. It has enabled characterisation of post-fire recovery of vegetation, birds and invertebrates over multi-century timeframes, and provided tools that are directly informing management to reduce stand-replacing fires in eucalypt woodlands. By building regional partnerships and applying globally or nationally consistent methodologies to regional scale questions, ecological observatories have the power not only to detect national and global scale trends in biodiversity and ecosystems, but to directly inform environmental decisions that are critical at regional scales.

• The Korean Nurse
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• v.36 no.1
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• pp.77-96
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• 1997

The duty shifts of hospital nurses not only affect nurses' physical and mental health but also present various personnel management problems which often result in high turnover rates. In this context a study was carried out from October to November 1995 for a period of two months to find out the status of hospital nurses' duty shift patterns, and preferred duty hours and fixed duty shifts. The study population was 867 RNs working in five general hospitals located in Seoul and its vicinity. The questionnaire developed by the writer was used for data collection. The response rate was 85.9 percent or 745 returns. The SAS program was used for data analysis with the computation of frequencies, percentages and Chi square test. The findings of the study are as follows: 1. General characteristics of the study population: 56 percent of respondents was (25 years group and 76.5 percent were "single": the predominant proportion of respondents was junior nursing college graduates(92.2%) and have less than 5 years nursing experience in hospitals(65.5%). For their future working plan in nursing profession, nearly 50% responded as uncertain The reasons given for their career plan was predominantly 'personal growth and development' rather than financial reasons. 2. The interval for rotations of duty stations was found to be mostly irregular(56.4%) while others reported as weekly(16.1%), monthly(12.9%), and fixed terms(4.6%). 3. The main problems related to duty shifts particularly the evening and night duty nurses reported were "not enough time for the family, " "afraid of security problems after the work when returning home late at night." and "lack of leisure time". "problems in physical and physiological adjustment." "problems in family life." "lack of time for interactions with fellow nurses" etc. 4. The forty percent of respondents reported to have '1-2 times' of duty shift rotations while all others reported that '0 time'. '2-3 times'. 'more than 3 times' etc. which suggest the irregularity in duty shift rotations. 5. The majority(62.8%) of study population found to favor the rotating system of duty stations. The reasons for favoring the rotation system were: the opportunity for "learning new things and personal development." "better human relations are possible. "better understanding in various duty stations." "changes in monotonous routine job" etc. The proportion of those disfavor the rotating 'system was 34.7 percent. giving the reasons of"it impedes development of specialization." "poor job performances." "stress factors" etc. Furthermore. respondents made the following comments in relation to the rotation of duty stations: the nurses should be given the opportunity to participate in the. decision making process: personal interest and aptitudes should be considered: regular intervals for the rotations or it should be planned in advance. etc. 6. For the future career plan. the older. married group with longer nursing experiences appeared to think the nursing as their lifetime career more likely than the younger. single group with shorter nursing experiences ($x^2=61.19.{\;}p=.000;{\;}x^2=41.55.{\;}p=.000$). The reason given for their future career plan regardless of length of future service, was predominantly "personal growth and development" rather than financial reasons. For further analysis, the group those with the shorter career plan appeared to claim "financial reasons" for their future career more readily than the group who consider the nursing job as their lifetime career$(x^2$= 11.73, p=.003) did. This finding suggests the need for careful .considerations in personnel management of nursing administration particularly when dealing with the nurses' career development. The majority of respondents preferred the fixed day shift. However, further analysis of those preferred evening shift by age and civil status, "< 25 years group"(15.1%) and "single group"(13.2) were more likely to favor the fixed evening shift than > 25 years(6.4%) and married(4.8%)groups. This differences were statistically significant ($x^2=14.54, {\;}p=.000;{\;}x^2=8.75, {\;}p=.003$). 7. A great majority of respondents(86.9% or n=647) found to prefer the day shifts. When the four different types of duty shifts(Types A. B. C, D) were presented, 55.0 percent of total respondents preferred the A type or the existing one followed by D type(22.7%). B type(12.4%) and C type(8.2%). 8. When the condition of monetary incentives for the evening(20% of salary) and night shifts(40% of. salary) of the existing duty type was presented. again the day shift appeared to be the most preferred one although the rate was slightly lower(66.4% against 86.9%). In the case of evening shift, with the same incentive, the preference rates for evening and night shifts increased from 11.0 to 22.4 percent and from 0.5 to 3.0 percent respectively. When the age variable was controlled. < 25 yrs group showed higher rates(31.6%. 4.8%) than those of > 25 yrs group(15.5%. 1.3%) respectively preferring the evening and night shifts(p=.000). The civil status also seemed to operate on the preferences of the duty shifts as the single group showed lower rate(69.0%) for day duty against 83. 6% of the married group. and higher rates for evening and night duties(27.2%. 15.1%) respectively against those of the married group(3.8%. 1.8%) while a higher proportion of the married group(83. 6%) preferred the day duties than the single group(69.0%). These differences were found to be statistically all significant(p=.001). 9. The findings on preferences of three different types of fixed duty hours namely, B, C. and D(with additional monetary incentives) are as follows in order of preference: B type(12hrs a day, 3days a wk): day shift(64.1%), evening shift(26.1%). night shift(6.5%) C type(12hrs a day. 4days a wk) : evening shift(49.2%). day shift(32.8%), night shift(11.5%) D type(10hrs a day. 4days a wk): showed the similar trend as B type. The findings of higher preferences on the evening and night duties when the incentives are given. as shown above, suggest the need for the introductions of different patterns of duty hours and incentive measures in order to overcome the difficulties in rostering the nursing duties. However, the interpretation of the above data, particularly the C type, needs cautions as the total number of respondents is very small(n=61). It requires further in-depth study. In conclusion. it seemed to suggest that the patterns of nurses duty hours and shifts in the most hospitals in the country have neither been tried for different duty types nor been flexible. The stereotype rostering system of three shifts and insensitiveness for personal life aspect of nurses seemed to be prevailing. This study seems to support that irregular and frequent rotations of duty shifts may be contributing factors for most nurses' maladjustment problems in physical and mental health. personal and family life which eventually may result in high turnover rates. In order to overcome the increasing problems in personnel management of hospital nurses particularly in rostering of evening and night duty shifts, which may related to eventual high turnover rates, the findings of this study strongly suggest the need for an introduction of new rostering systems including fixed duties and appropriate incentive measures for evenings and nights which the most nurses want to avoid, In considering the nursing care of inpatients is the round-the clock business. the practice of the nursing duty shift system is inevitable. In this context, based on the findings of this study. the following are recommended: 1. The further in-depth studies on duty shifts and hours need to be undertaken for the development of appropriate and effective rostering systems for hospital nurses. 2. An introduction of appropriate incentive measures for evening and night duty shifts along with organizational considerations such as the trials for preferred duty time bands, duty hours, and fixed duty shifts should be considered if good quality of care for the patients be maintained for the round the clock. This may require an initiation of systematic research and development activities in the field of hospital nursing administration as a part of permanent system in the hospital. 3. Planned and regular intervals, orientation and training, and professional and personal growth should be considered for the rotation of different duty stations or units. 4. In considering the higher degree of preferences in the duty type of "10hours a day, 4days a week" shown in this study, it would be worthwhile to undertake the R&D type studies in large hospital settings.

• 한국사회복지학회:학술대회논문집
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• 2003.10a
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• pp.185-216
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• 2003

This study was aimed at investigating important factors influencing career success among regular workers. The current researcher scrutinized the degree to which variables and factors affect the career success and occupational turnover rates of the research participants. At the same tune, two hypothetical path models established by the researcher were examined using linear multiple regression methods and the LISREL. After examining the differences among the factors of career success, a comparison was made between the disabled worker group and the non-disabled worker group. A questionnaire using the 5-point Likert scale was distributed to a group of 374 workers with disabilities and 463 workers without disabilities. For the data analysis purpose, the structural equation model, factor analysis, correlation analysis, and multiple regression analysis were carried out. The results of this study ran be summarized as follows. First, the results of factor analysis showed important categories of conceptual themes of career success. The initial conceptual factor model did not accord with the empirical one. A three-factorial model revealed categories of personal, family, and organizational factor respectively. The personal factor was composed of the self-esteem and self-efficiency. The family factor was consisted of the multi-roles stress and the number of children. Finally, the organizational factor was composed of the capacity for utilizing resources, networking, and the frequency of mentoring. In addition, the total 10 sub areas of career success were divided by two important aspects; the subjective career success and the objective career success. Second, both research participant groups seemed to be influenced by their occupational types. However, all predictive variables excluding the wage rate and the average length of work years had significant impact on job success for the disabled work group, while all the variables excluding the frequency of advice and length of working years had significant impact on job success for the non-disabled worker group. Third, the turnover rate was significantly influenced by the age and the experience of turnover of the research participants. However, the number of co-workers was the strongest predictive variable for the worker group with disabilities, but the occupation choice variable for the worker group without disabilities. For the disabled worker group, the turnover rate was differently influenced by the type of occupation, the length of working years, while multi-role stress and the average working years at the time of turnover for the worker group without disabilities. Fifth, as a result of verifying the hypothetical path model, it showed that the first model was somewhat proper and could predict the career success on both research participant groups. In the second model, the Chi-square, the degree of freedom (($x^2=64.950$, df=61, P=0.341), and the adjusted Goodness of Fit Index (AGFI) were .964, and the Comparative Fit Index (CFI) were .997, and the Root Mean Squared Residual (RMR) was respectively. .038. The model was best fitted and could predict the career success more highly because the goodness of fit index in the whole models was within the allowed range. In conclusion, the following research implications can be suggested. First, the occupational type of research participants was one of the most important variables to predict the career success for both research participant groups. It means that people with disabilities require human development services including education. They need to improve themselves in this knowledge-based society. Furthermore, for maintaining the career success, people with disabilities should be approached by considering the subjective career success aspects including wages and the promotion opportunities than the objective career success aspects.

• The Korean Journal of Pharmacology
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• v.19 no.2
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• pp.45-55
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• 1983

A role for brain serotonin(5-HT) in regulation of the HPA axis has been suggested but remains contoversial and poorly defined. The present experiments were designed to check kinetic parameters of 5-HT turnover in rat hypothalamus and remainder brain areas before and after stress and to test whether using various different pharmacologic approaches to stimulate or eliminate the control serotonergic system have any consistent effect on the stress-induced activation of HPA system. Steady state brain serotonin and 5-HIAA concentrations during 1 min ether stress were significantly elevated without significant rise in the levels of plasma corticosterone, which highly increased 2 minutes after stress. This suggests that the increase in serotonergic neuron activity precede that in HPA activity. Furthermore, during 1 ruin-ether stress or 30 min immobilization stress there is a marked increase in hypothalamic and remainder brain serotonin (5-HT) turnover or synthesis rates assessed by both the pargline/5-HT method and pargyline/5-HIAA method. The stress-induced corticosterone levels were increased by serotonin precursors and serotonin agonist in a dose-related fashion. The stress- induced corticosterone levels were highly elevated by L-tryptophan (100 mg/kg) and Potentiated by monoamine oxidase inhibitor, pargyline or serotonin agonist, 5-MeoDMT. The stress-induced elevation of corticosterone and 5-HT levels in rat brain were not significantly decreased by the administration of 5-HT synthesis inhibitor, PCPA and 5-HT neurotoxin, 5,7-DHT. However, the stress-induced elevation of corticosterone and 5-HT levels were decreased by the destruction of midline raphe nuclei. There was a strong positive correlation between plasma corticosterone and 5-HT concentrations changed by drugs which mainly manipulating 5-HT system in the hyhothalamus and in the remainder of the brain. In conclusion, our present data stongly suggest that 5-HT is an important key neurotransmitter involved in the stress-induced activation of the HPA system.

• The Journal of the Korea Contents Association
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• v.12 no.3
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• pp.295-310
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• 2012

The purpose of this research is to examine qualitative and quantitative performance on SCM. To validate our research model, five hundred survey questionnaires were distributed to the companies that have implemented SCM systems for at least one year. A total of 153 valid responses were obtained. In this research, we were to derive influencing factors of SCM performance, modelize the mutual influential relationship between them, and look into the influential relationship influencing the SCM performance. Moreover, we tried to analyze difference of financial ratios after adopting SCM. The results of the research can be summarized as follows. Change management had a significant impact on information system quality and SCM performance, and, information system quality had a significant impact on SCM performance. And, the difference of financial ratio was existed after the adopting SCM. Moreover, inventory turnover rates, ROI, ROA were increased, and labor costs to sales was decreased.

• Journal of the Korea Organic Resources Recycling Association
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• v.11 no.4
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• pp.66-78
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• 2003

The effects of several factors such as heavy metals, living microorganims, high molecular conglomerator in sewage sludge were analysed. And the effects of the sewage sludges which were mixed with other organic waste such as paper mill sludge or night soil sludge upon the feeding rate and biomass of earthworm population were also estimated. The earthworm populations could not survive when newly produced sewage sludges were fed without any pretreatment. The contents of heavy metals were under the levels that could inhibit earthworm's growth. The living microorganisms and the high molecular conglomerator in the sewage sludge had no relations with ecotoxicological effects of sewage sludge upon the earthworm population. Sewage sludge which had been mixed with paper mill sludge and aged for more than 21 days showed no ecotoxicological effects on tiger worm(Eisenia fetida) population. And the feeding rate of earthworm population and the turnover rate of earthworm biomass were higher in those sewage sludges than in the sewage sludges pretreated by other ways.