• Journal of Korean Society of Industrial and Systems Engineering
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• v.41 no.3
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• pp.90-96
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• 2018

This paper proposed data driven techniques to forecast the time point of water management of the water reservoir without measuring manganese concentration with the empirical data as Juam Dam of years of 2015 and 2016. When the manganese concentration near the surface of water goes over the criteria of 0.3mg/l, the water management should be taken. But, it is economically inefficient to measure manganese concentration frequently and regularly. The water turnover by the difference of water temperature make manganese on the floor of water reservoir rise up to surface and increase the manganese concentration near the surface. Manganese concentration and water temperature from the surface to depth of 20m by 5m have been time plotted and exploratory analyzed to show that the water turnover could be used instead of measuring manganese concentration to know the time point of water management. Two models for forecasting the time point of water turnover were proposed and compared as follow: The regression model of CR20, the consistency ratio of water temperature, between the surface and the depth of 20m on the lagged variables of CR20 and the first lag variable of max temperature. And, the Box-Jenkins model of CR20 as ARIMA (2, 1, 2).

• Journal of Korea Society of Industrial Information Systems
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• v.24 no.3
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• pp.1-21
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• 2019

The objective of this study is three-fold: to investigate the relationship between information technology (IT) investment and inventory turnover, using 98 U.S. firms spanning eleven years (from 1999 to 2009); to analyze the correlation of inventory turnover with firm and industry characteristics, where vertical integration and growth options are chosen to reflect the features of the firm's internal characteristics, and industry dynamism and industry concentration are selected to represent the industry's competitive environment; and to examine time trends in inventory turnover. The significant findings include the following: (i) both IT investment and growth options have a positive impact on inventory turnover; (ii), but vertical integration and industry concentration have a negative impact on inventory turnover; (iii) the impact of industry dynamism on inventory turnover positive; and (iv) the time trends in inventory turnover and 'adjusted inventory turnover' have been increased during the sample period from 1999 to 2009.

• Journal of Korean Physical Therapy Science
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• v.8 no.1
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• pp.833-840
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• 2001

This study was attempted to examine the relationship between job satisfaction and turnover intention of physical therapist in order to suggest some method to enhance their job performance and the degrees of job satisfaction. High turnover intention of physical therapist is one of the serious problems at the present time which providing low quality physical therapy. The data were collected from July 1, to August 31, 2000 and analyzed by ANOVA, Pearson Correlation Coefficients. The summarized result are as follows: 1. The job satisfaction score of physical therapists showed the highest of the pride of patient treatment and total mean score was 2.96. 2. Those who were in the range of 26 to 30 years of age showed the strongest desire to leave the hospital 3. There were 68.8% in male. 47.6% in female who hoped to turnover intention. 4. There were significant difference between those who want to leave and those who want remain in relation patient number, work hospital work years. 5. There were no significant difference between those who want to turnover intention and those who want remain in relation patient number and work years. 6. The major reason for job satisfaction were work time and work areas.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.2
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• pp.261-272
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• 2022

The purpose of this paper is to investigate the influence of ethical leadership in determining the organizations' individual-type ethical climate (self-interest, friendship, and personal morality ethical climate) in reducing employee turnover intention. It seeks to identify the role of individual-type climate in mediating the association between ethical leadership and employee turnover intention. Moreover, the moderation effect of emotional exhaustion among employees on the relationship between ethical leadership and turnover intention has been researched to establish the ethical degree of leadership. Using a sample of 260 questionnaires from employees working full-time in the banking sector, the results were analyzed in PLS-SEM. The results of the social exchange theory indicated that ethical leadership is vital in shaping the workplace's individual-type ethical climate and reducing employees' turnover intention. The findings demonstrate that the relationship between ethical leadership and turnover intention is mediated by an individual-type ethical climate, which means that employees in a positive ethical climate do not wish to leave immediately. Furthermore, emotional exhaustion was found to moderate the association between ethical leadership and employees' turnover intention under high emotional exhaustion, where low ethical leadership is experienced, reporting higher levels of turnover intention.

• Korean Journal of Veterinary Research
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• v.32 no.1
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• pp.1-6
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• 1992

The turnover time of the mucosal epithelium in the small intestine(jejunum and ilium) and large interstine(cecum), and the cells in the lamina propria of the small intestine was investigated with the radioautography in mice at various times after single injection of $^3H$-thymidine. Twenty suckling mice were sacrified at each of the following time intervals after injection ; 2 hrs, 1, 3, 5. 7, 14 and 17 days. 1. The labeled index of the epithelial cells in the crypt and the villus of the small intestine averaged 98.7% and 1.3% at 2 hrs, 982% and 1.8% at 1 day, 18.7% and 81.3% at 3 days, 6.3% and 93.7% at 5 days, respectively. The labeled index of the epithelial cells of the crypt-base, the upper-crypt and the mucosal surface in the large intestine averaged 71.8%, 28.2% and 0% at 2 hrs, 45%. 54.2% and 0% at 1 day, 17.2%, 54.5% and 28.2% at 3 days, 10.2%, 32.4% and 57.4% at 5 days, respectively. This result suggested that the turnover time of all the epithelial cells migrating from crypts to villi in the direction of the villus tips was calculated to be less than 5 days, and also the longest turnover time was calculated to be no longer than 7 day. 2. The labeled index of the total cells in the lamina propria of the small intestine averaged 6.2-7% at 2 hrs to 5 days, 4.7% at 7 days 2.6% at 17 days and this index is tend to be decreased moderately at 7 days and severely at 17 days. So this result suggested that the turnover time of the cells with the shorter cycle duration in the lamina propria of the small intestine were less than 5 days and that of the cells with the longer cycle duration more than 17 days.

• Korean Journal of Social Welfare
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• v.65 no.4
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• pp.195-220
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• 2013

The purpose of this study is to discover the context and pattern of turnover social workers have experienced. To achieve this purpose, researchers collected data from in-depth interviews with seven social workers who have experiences of turnover and analysed the data using context-pattern analysis method. Research findings are composed of individual context-pattern analysis and integrated context-pattern analysis. In individual context-pattern analysis, researchers mixed time-dimension(before turnover/on the process/after turnover) and level-dimension(experienced phenomenon/meaning of experiences/context connected with phenomenon and meaning) and analysed the context of every stages and serial pattern. Also, we connected with each contexts and patterns and integrated the context-pattern of turnover. Integrated context-pattern structure is divided for four areas; organization before turnover, organization after turnover, social worker as a stakeholder of turnover, and network of social worker. Based on the results of the study, administrative recommendations were suggested in order to manage the turnover of social workers in social work fields.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.10
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• pp.159-168
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• 2022

The time series of foreign trade turnover is complex and variable and contains linear and nonlinear information. This paper proposes preprocessing the dataset by the EMD algorithm and combining the linear prediction advantage of the SARIMA model with the nonlinear prediction advantage of the EMD-LSTM model to construct the SARIMA-EMD-LSTM hybrid model by the weight assignment method. The forecast performance of the single models is compared with that of the hybrid models by using MAPE and RMSE metrics. Furthermore, it is confirmed that the weight assignment approach can benefit from the hybrid models. The results show that the SARIMA model can capture the fluctuation pattern of the time series, but it cannot effectively predict the sudden drop in foreign trade turnover caused by special reasons and has the lowest accuracy in long-term forecasting. The EMD-LSTM model successfully resolves the hysteresis phenomenon and has the highest forecast accuracy of all models, with a MAPE of 7.4304%. Therefore, it can be effectively used to forecast the Sino-Russia foreign trade turnover time series post-epidemic. Hybrid models cannot take advantage of SARIMA linear and LSTM nonlinear forecasting, so weight assignment is not the best method to construct hybrid models.

• Journal of the Society of Cosmetic Scientists of Korea
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• v.22 no.2
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• pp.132-140
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• 1996

The effect of a novel delivery system, water in oil emulsion containing chitosan hydrogel as a inner phase (W/O-C) was evaluated, and the relationships between the skin permeation, the skin primary irritation and the skin turnover rate of AHAs were discussed. We selected glycolic acid (GA), lactic acid (LA), malic acid (MA), and tartaric acid (TA) as model AHAs. The steady state fluxes of 4 AHAs across the excised hairless mouse skin increased as the molecular weights of the AHAs decreased. (GA>LA>MA>TA). The skin turnover times were shortened in all AHAs, compared with control. The skin permeation and the skin primary irritation of the LA decreased and the skin turnover time increased, as the pH increased. The maximum therapeutic index was obtained with pH 3.8, 0.5 M LA. It was suggested that the skin permeability of LA might be a main factor for prediction of the skin irritation and the skin turnover time. On the other hand, the W/O-C containing pH 3.8, 0.5 M LA indicated a good sustained release property of LA, compared with water in oil emulsion without chitosan hydrogel (W/O) or oil in water emulsion (O/W). The skin permeability and the skin irritation of AHAs from the W/O-C edcreased, compared with W/O or O/W, however the skin turnover time showed almost the same value as W/O or O/W. In conclusion, we suggest that the control of the skin permeation of AHAs would be an important tool for reducing the skin irritation and for maintaining the positive effect of AHAs, and the W/O-C system could be a potential candidate for future cosmetological application of AHAs.

• The Journal of Information Systems
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• v.30 no.4
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• pp.21-42
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• 2021

Purpose In order for companies to continue to grow, they should properly manage human resources, which are the core of corporate competitiveness. Employee turnover means the loss of talent in the workforce. When an employee voluntarily leaves his or her company, it will lose hiring and training cost and lead to the withdrawal of key personnel and new costs to train a new employee. From an employee's viewpoint, moving to another company is also risky because it can be time consuming and costly. Therefore, in order to reduce the social and economic costs caused by employee turnover, it is necessary to accurately predict employee turnover intention, identify the factors affecting employee turnover, and manage them appropriately in the company. Design/methodology/approach Prior studies have mainly used logistic regression and decision trees, which have explanatory power but poor predictive accuracy. In order to develop a more accurate prediction model, XGBoost is proposed as the classification technique. Then, to compensate for the lack of explainability, SHAP, one of the XAI techniques, is applied. As a result, the prediction accuracy of the proposed model is improved compared to the conventional methods such as LOGIT and Decision Trees. By applying SHAP to the proposed model, the factors affecting the overall employee turnover intention as well as a specific sample's turnover intention are identified. Findings Experimental results show that the prediction accuracy of XGBoost is superior to that of logistic regression and decision trees. Using SHAP, we find that jobseeking, annuity, eng_test, comm_temp, seti_dev, seti_money, equl_ablt, and sati_safe significantly affect overall employee turnover intention. In addition, it is confirmed that the factors affecting an individual's turnover intention are more diverse. Our research findings imply that companies should adopt a personalized approach for each employee in order to effectively prevent his or her turnover.

• Journal of Industrial Convergence
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• v.22 no.9
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• pp.133-145
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• 2024

This study aims to identify the impact of job and organizational factors on turnover intentions of case managers in Medicaid. Data were collected over a two-week period starting from June 1, 2020, targeting case managers working in city, county, and district offices. A total of 484 responses were received, and 403 were used for the final analysis. Data analysis was conducted using binary logistic regression with SPSS WIN 29.0. The results showed no significant relationship between general characteristics and turnover intentions. However, regarding job factors, turnover intentions were related to period of employment, job satisfaction, the number of annual home visits, time spent on documentation per case, and the proportion of fieldwork duties. In terms of organizational factors, turnover intentions were higher among employment type, in regions with a shortage of case managers and in areas where recruiting case managers is difficult. To reduce turnover intentions, it is suggested to establish computerized systems and simplify forms to minimize the time spent on documentation. Additionally, further research is needed to explore the causes of recruitment difficulties in certain regions and to improve the workload and deployment standards for case managers, considering regional characteristics and period of employment.