• Economic and Environmental Geology
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• v.20 no.4
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• pp.273-288
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• 1987

연화(蓮花) 연(鉛) 아연광산(亞鉛鑛山)은 광체(鑛體)의 분포(分布)에 따라 본산지구(本山地區), 동점지구(銅店地區) 및 태백지구(太白地區)로 구분할 수 있다. 태백지구(太白地區)에 대한 본격적인 탐광(探鑛)이 시작되기 전인 1981년 당시, 약 25년 동안 채광작업(採鑛作業)이 진행되어 온 본산지역(本山地域)은 주종광체(主宗鑛體)인 월암(月岩) 및 남산광체(南山鑛體)가 -600m level에서 하한(下限)이 드러남에 따라 광량(鑛量)이 크게 소진(消盡)된 상태였으며, 동점지성(銅店地城)은 상하(上下)의 광황변화(鑛況變化)는 크지 않으나 광체(鑛體)의 규모(規模)가 비교적 작아, 조업(操業)의 안정(安定)을 위해서는 신광화대(新鑛化帶)의 개발(開發)이 시급(時急)한 과제(課題)로 대두되었다. 이에 따라 평천(平川), 태백(太白), 동점역(銅店驛), 방터골, 삼방산광화대(三芳山鑛化帶) 등 연화(蓮花) 전역(全域)에 걸쳐 모암(母岩)의 분포(分布), 지질구조(地質構造), 광징(鑛徵) 등을 검토한 결과 탐광대상(探鑛對象)에서 제외되어 왔던 태백지구(太白地區)가 다음과 같은 점에서 유망(有望)한 탐사후보지(探査候補地)로 부각되었다. 첫째, 지표(地表)에서는 풍촌석회암층(豊村石灰岩層)이 분포(分布)되지 않으나 지질구조(地質構造)를 검토한 결과 -300m level 하부(下部)에서는 이의 전층(全層)이 분포(分布)할 것으로 예상되며, 둘째, 두무동층(斗務洞層) 및 동점규암층내(銅店珪岩層內)에서 발견된 광징(鑛徵)들이 하부(下部)의 풍촌석회암내(豊村石灰岩內)로 연장(延長)되면 부광부(富鑛部)를 이룰 것으로 기대되고, 셋째, 지층(地層)의 경사(傾斜)가 $50^{\circ}$ 이상(以上)인 점, 석영반암(石英斑岩)이 분포(分布)하는 점 등은 광상배태(鑛床胚胎)에 양호(良好)한 조건(條件)이고, 넷째, 본산지구(本山地區)의 월곡(月谷), 월암(月岩), 남산(南山)등 주종광화대(主宗鑛化帶)의 연장부(延長部)인 점, 다섯째, 중앙견갱(中央堅坑)으로부터 약 2km 거리로 탐사단계(探査段階)에 별도의 신규투자(新規投資) 없이 굴진(掘進)이 가능하다는 개발조건상(開發條件上)의 이점(利點)이 있었다. 이에 따라 태백지구(太白地區)에 대한 지표정사(地表精査), 물리탐사(物理探査) 및 지화탐(地化探)을 실시하고, 20여년간 축적된 연화광산(蓮花鑛山)의 지질(地質), 광상자료(鑛床資料)를 정리(整理), 그 특성(特性)을 태백지구(太白地區) 탐사(探査)의 가설(假說)로 적용하여 시추계획(試錐計劃)을 수립, 1982년 구조시추(構造試錐)를 실시한 결과 지질구조(地質構造), 풍촌석회암층(豊村石灰岩層)의 분포(分布) 등이 거의 예상했던 대로 밝혀졌으며 태백(太白) 1호광체(號鑛體)의 일단(一端)이 확인되기에 이르렀다. 1983년(年) 7월(月) 본산지구(本山地區) -600m level에서 태백(太白) 크로스 탐광굴진(探鑛掘進)이 착수되었으며, 1985년에 마침내 갱내(坑內)에서 태백(太白) 1호(號), 2호(號) 광체(鑛體)가 착광(着鑛)되었다. -600m level에서의 태백(太白) 1호광체(號鑛體)의 규모(規模)는 연장(延長) 300m, 평균맥폭(平均脈幅) 8.5m이며, 품위(品位)는 Pb 4.5%, Zn 4.5%, Ag 109g/t이다. 태백광화대(太白鑛化帶)의 지질학적(地質學的) 예상광량(豫想鑛量)은 1,000만(萬)t 이상(以上)이 될 것으로 추정(推定)되며, 현재 -480m level에서 -720m level에 이르기까지 5개 level에서 가행(稼行)되고 있다. 현재 level에서 태백(太白) 1호(號) 광체(鑛體)는 풍촌석회암층(豊村石灰岩層) 및 화절층(花折層)을 모암(母岩)으로 하여 맥상광상(脈狀鑛床)으로 생산(生産)되며, 맥석광물(脈石鑛物)은 능망간석, Mn-방해석(方解石), 방해석(方解石), 석영(石英) 등이고 광석광물(鑛石鑛物)은 섬아연석(閃亞鉛石), 방연석(方鉛石), 황철석(黃鐵石), 자유철석(磁硫鐵石), 유비광석(硫砒鑛石), 황동석(黃銅石), 사면동석(四面銅石), 엘렉트럼 등이다. 태백지구(太自地區)는 광상(鑛床)의 산출상태(産出狀態) 및 지질(地質), 광상학적(鑛床學的) 환경(環境)이 본산지구(本山地區)와 거의 동일(同一)함이 밝혀지고 있다. 태백지구(太白地區)에서는 현재 태백(太白) 1호(號), 2호(號), 3호(號), 5호(號) 및 절골 1호(號), 2호(號) 등 6개 광화대(鑛化帶)에 대한 탐광(探鑛)이 진행되고 있다.

• Journal of the Korean Society of Environmental Restoration Technology
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• v.2 no.3
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• pp.10-17
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• 1999

In order to confirm the effectiveness of the natural river improvement technique, the analysis of vegetation was carried out in Yangjae stream between 1996 and 1998. The results of this study showed the numbers of riparian plants had increased from 41 species to 53 species, and the dominant species had changed from annual and biannual(Humulus japonicus, Persicaria thunbergii, Persicaria hydropiper, Panicum dichotomiflorum, Echinochloa crus-galli) to perennials (Phragmites communis). The variation in biomass and biodiversity index were measured and calculated according to the rehabilitation method. Biomass were varied 302 to $828g/m^2$ and biodiversity index was varied 1.53 to 1.52 at point bar plots(A treatment plots) from 1996 to 1998. In conclusion, the natural river improvement technique which has operated in Yanjaecheon for three years has contributed to restoration of riparian plants. Additionally, subsequent study using this technique should be followed in the near future.

• Journal of Bio-Environment Control
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• v.1 no.2
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• pp.154-161
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• 1992

This experiment was carried oui to determine the relativeness between growth, yield characters and bio-informations as influenced by the spray and rest time intervals of nutrient solution. Tomato(Lycopersicon esculentum Mill.) were grown in aeroponic system on a misting schedule of continuously 60 sec, 30 sec and 10 sec at 10 min intervals with full strength Yamazaki's solution recommended for tomato production. The results obtained were as follows : 1. Leaf area was highest in the plot of 30 sec spray and 10 min rest while the forest one was the plot of 60 sec spray and 10 min rest. Growth characteristics in terms of dry weight of each organ, number of flower, number of flower setted and fruit dry weight were greater in the plot of 30 sec spray and 10 min rest than the other treatments. 2. The number of flower increased with decreasing dry weight but number of flower sorted was not significantly different among treatment except for the plot of 60 sec spray and 10 min rest. 3. Leaf dry weight and fruit dry weight were highly correlated so that 30 sec spray and 10 min rest plot which is the highest fruit dry weight showed the largest leaf area. Continuously sprayed plot reduced markedly the fruit dry weight compared with leaf area. Optimum spray and rest time of nutrient solution in the range of this experiment was determined as 30 sec spray and 10 min rest. 4. Solar radiation within glasshouse during daytime reduced severely compared with outdoor one and air temperature within greenhouse was higher than the leaf temperature of tomato plant. The changes of environmental factors, solar radiation, temperature were accompanied with the sensitive change of bio-informations of tomato leaf Especially differences of spray intervals of nutrient solution affected greatly to the changes of bio-informations : leaf water potential, stomatal resistance and leaf temperature etc. 5. The changing patterns of leaf growth as influenced by the spray and rest intervals of nutrient solution were closely related to the leaf water potential, stomatal resistance and leaf temperature. Feasibility was demonstrated that measurement of bio-information of tomato leaf as influenced by the change of environmental factors could be expected to the amount of growth and fruit yield.

• Journal of Korean Society of Archives and Records Management
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• v.8 no.2
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• pp.39-60
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• 2008

This paper deals with the four aspects of the acquisition, construction and common use of modern and post-modern document DB in the NAK, NIKH, and AKS. First, The concept of Korean regional history includes provincial history, local history and regional history and as far as modern and post-modern history is concerned, the concept of regional history is on expansion. Second, National Archives of Korea has been systematically collecting and managing modern and post-modern regional history records in compliance to Public Institutes Records Management Law, enacted in 1999 and currently is in charge of handling public records of 373 central government administration offices, 514 regional government offices, Office of Education, universities and of other public agencies. National Institute of Korean History is working on a ten year project from 2004 to collect the scattered modern and post-modern regional history records and to classify them regionally and thematically. The Academy of Korean Studies has been collecting modern and post-modern regional history records and collection was initiated by Modern History Research. Those records that are collected from 1997 and 2005 are mainly from the liberation period. Third, characteristics of Central Archives Management System and Nara Records Portal System of NAK, Korean History Database System of NIKH and of The AKS' Korean Provincial Culture Electronic Encyclopedia are elaborated. Fourth, establishing 'Modern and Post-modern Regional History Records Council' as an affiliated organization of National Archives Management Committee is recommended, NAK leading the council and promoting further cooperation. In this section, an emphasis on allotted tasks of three institutes in order to achieve technology development for digitalized resource sharing, to improve on contents and to promote public and international use is placed as well.

• Journal of dental hygiene science
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• v.17 no.6
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• pp.463-471
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• 2017

The purpose of this study was to examine the causes of career interruptions among dental hygienists, institutional measures required for their long service and ways of creating a stable employment culture for them in determine how to resolve labor shortage, create stable jobs, and step up the reemployment of idle manpower. In addition, the following suggestions are made for the establishment of a stable employment culture for dental hygienists by analyzing related literature, research materials, and information such as forums for establishing appropriate jobs for female dental workers. First, a system should be set up to prevent career interruption among dental hygienists. The work environment should be improved to prevent career breaks, and the wages, working hours, and working style should be efficiently structured to maintain the tenure of employees. Second, a plan should be devised to make use of idle manpower, and a variety of necessary programs should be developed. With respect to regular working hours, the time conversion system should be used, which reduces the amount of time one would want to work while receiving a national subsidy. Third, dental hygienists working in different occupations for marriage, childbirth, childcare, school and personal hygiene should make a way to return to the dental system immediately when they want. Fourth, the government should take institutional measures and offer down-to-earth support and benefits for women consideration their social characteristics to guarantee a balance between work and childcare.

• Journal of the Korean Institute of Landscape Architecture
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• v.44 no.6
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• pp.148-161
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• 2016

In the case of the government, which plays a pivotal role in the landscape architecture system, the management of positions in landscape architectural organizations is lacking. At the local government level, while public officials for managing landscape architecture are being hired, there are problems and vulnerabilities in both management and system operations as such public officials recruited for positions in landscape architectural services operate under the forestry service. Accordingly, this study analyzed the Korean administrative system of public officials in the landscape architectural service and their satisfaction with the organizational culture and behavior. The aim was to provide practical data for improving the job satisfaction of public officials in landscape architectural service and enhance the status of landscape architecture. First, a survey was conducted regarding current organizational culture/behavior and job adequacy, and differences when compared to different job series with regards to the public officials in the landscape architectural service. The results indicated that job satisfaction of those in landscape architectural service was generally high, but they showed strong centralization, i.e., orders from superiors and limitations on autonomy. Second, an analysis was conducted to improve the organizational culture/behavior and job satisfaction of public officials in the landscape architectural service, and a comparative analysis was conducted on the differences between the analysis result and preceding studies by the Ministry of Government Administration and Home Affairs(2006). The results indicated that organizational commitment/satisfaction of public officials in the landscape architectural service was relatively low among those who had a great amount of work experience related to forestry. Therefore, it was shown that it is necessary to ensure expertise in landscape architecture. Third, a comprehensive analysis was conducted regarding the influences on "working environment", "legal system" and "job allocation" in regard to public officials in land architectural service. The results indicated that satisfaction in the value system was high when given significance to the job as public officials in land architectural. However, their satisfaction in the land architectural system was low due to the lack of independence in their positions, the vulnerable legal system of land architectural service and low employment rates. Fourth, current public officials in landscape architectural service process tasks such as forestry, architecture, city planning and administration that are not related to their area of expertise. Therefore, an analysis was conducted on whether there is a difference in the job satisfaction of public officials in landscape architectural service according to statistical variables. It was identified that "legal system", "job satisfaction" and "organizational commitment" with regard to public officials in landscape architectural service can be improved through ensuring their expertise. This study suggests the following tasks to further inquire into landscape architecture in general. First, establish an identity of work allocation for public officials in the landscape architectural service, and second, establish an organizational constitution according to the positions in landscape architectural service. Accordingly, it is necessary for interested parties of landscape architecture to devise practical strategies so that such tasks can be converged administratively and reflected in policies.

• Journal of Korean Society of Environmental Engineers
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• v.35 no.8
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• pp.533-539
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• 2013

Korea is one of the top countries that has funded great amount to promote basic research and others in recent decade. While the quantity of R&D fund in Korea has rapidly increased, the effectiveness and quality of R&D outcomes became a controversial issue. National Research Foundation of Korea (NRF) and Korea Environmental Industry & Technology Institute (KEITI) agreed to collaborate for diffusing and utilizing R&D outcomes of each institute. NSF and KEITI signed the bilateral MOU in 2012, and Interministerial Collaborative R&D Support Framework (ICR&DSF) was developed. The ICR&DSF consist of launching an Eco-Bridge Program as an interministerial R&D program and composition of Environmental Convergence R&D Bridge Committee. The Eco-Bridge Program was applied to 'Environmental Convergence Technology Project' of KEITI as a pilot program in 2012. The unique feature of this interministerial R&D program is that the Eco-Bridge Program directly supports the basic research outcomes which are previously funded by NRF. As the collaboration between NRF and KEITI becomes stronger, it is expected to explore the more creative and the more transformative research.

• Korean Journal of Environment and Ecology
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• v.27 no.5
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• pp.579-591
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• 2013

This study was carried out to investigate the actual vegetation, the structure of plant community, and ecological succession sere of forest ecosystem in temperate northern climate zone, Daegwallyeong Ranch, Gangwon-do (Province) and to offer the basic data for planning of the forest managemant. As a result of analysis of actual vegetation, vegetation types divided into 56types and the area of survey site was $19,397,361m^2$. The ratio of vegetation type dominated by Quercus mongolica forest was 39.1%, primary grassland was 24.7%, Quercus mongolica-Deciduous broad-leaved forest was 11.3%. Twenty eight plots (size is $20m{\times}20m$) were set up and the results analyzed by DCA which in one of the ordination technique showed that the plant communities were divided into six groups which area community I (Pinus densiflora-Quercus mongolica community), community II (Quercus mongolica-Pinus densiflora community), community III (Quercus mongolica community), community IV (Quercus mongolica-Deciduous broad-leaved community), community V (Deciduous broad-leaved community), community VI (Sorbus alnifolia community). The age of community Iwas ranged from 57 to 62 years old, that of community IIwas ranged from 41 to 77 years old, community III was ranged from 47 to 108 years old, community IV was ranged from 47 to 82 years old, community V was 47 years old, community VI was 55 years old, thus we supposed that the age of the study site is about from 41 to 108 years old. The Ecological succession is predicted from Pinus densiflora community to Quercus mongolica community and Deciduous broad-leaved were distributed in the center of the valley in Daegwallyeong Ranch. According to the index of Shannon's diversity (unit: $400m^2$), community IV was ranged from 0.8203 to 1.1439, community III was ranged from 0.8019 to 1.1375, community V was 1.0993, community I was ranged from 0.9475 to 1.0797, community II was ranged from 0.6896 to 1.0324, community VI was 0.9909.

• The korean journal of orthodontics
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• v.31 no.1 s.84
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• pp.39-50
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• 2001

In proceeding with orthodontic treatment, the prediction for the shape, growth rate and growth direction of mandible plays a major role to set up the treatment plan and determine its period and prognosis. Various approaches being made so far have shown that the linear and angular measurement using lateral cephalograms are relatively accurate to estimate them. This study was purposed to find the shape of mandible more clearly by preventing the overlap of the Condyle head area which appears in lateral cephalogram, and to estimate its growth rate by comparing the growth quantity and ratio via lateral area measurement. This experimental was performed against 40 patients total, of which Class I of 14, Class II of 9 and Class III of 17 consist. Wide open lateral cephalograms of 40 patients were taken over average period of 4 Year 3 Months, then the linear and angular measurements were carried out with 11 itemized lists. Autocad Rl4 application program was utilized to draw their appearance, measure and compare their lateral area. As a result of study, conclusions were made as follows; 1. Mandibular body length (gonion-menton) tended to increase in order of CIII, CI and CII, and Mandibular body length of CIII group had a tendency to grow twice faster than that of CII group. 2. In lateral items such as Go-Me, A-Cd, B-Cp, E-F and G-H, CIII showed a significant increase on the year-average quantity and rate of the growth, and especially apparent difference was observed in CIII group rather than CII group. 3. For the 4 Year 3 Months period, the year-average growth quantity of lateral area of the mandible was $1.0cm^2$ for Class I, $0.8cm^2$ for Class II and $1.4cm^2$ for Class III, which corresponds to $11.9\%,\;11.8\%\;and\;20.3\%$ of growth ratio respectively. Thus, growth ratio almost 2 times more than other groups was observed in group CIII while growth ratio between group CI and CII has little difference. 4. Considering the results as above, it can be proposed that the difference in size of the mandible between groups is caused by the difference in the growth rate and growth quantity of the mandible, which generated in the middle of growth, rather than the difference in size of congenital Jaw-bone.

• Journal of the Korean Society of Food Science and Nutrition
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• v.43 no.1
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• pp.162-171
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• 2014

As the foodservice industry is labor intensive, the efficient management of human resources is an essential element for improving operational efficiency. This study was designed to investigate the performance level of human resource management in self-operated school foodservices and to examine the relationship between human resource management, organizational commitment, and productivity. Whether these factors rated differently by employment and job types was also examined. Data were collected through questionnaires distributed to 60 dieticians and 240 cooks in Seongnam and Yongin. Frequency analysis, factor analysis, the t-test and multiple regression analysis were tested using Minitab. Human resource management practices rated highly in the dimension of employee training (3.51), followed by working environment (3.39), and turnover management (3.37). In contrast, reward management (1.73) and working condition (1.56) received the lowest score. Organizational commitment scored 3.65 points, and showed that dedication (3.82) was the highest score; however, self-esteem (3.50) was the lowest score. For human resource management, there were significant differences between employment types as full time workers (3.85) rated management more highly than part-time worker (3.43). Overall productivity was fairly high, especially in high school foodservices. Only the performance appraisal had an influence on organizational commitment (${\beta}$=0.292, P<0.05). Productivity was positively correlated with human resource management (r=0.432, P<0.001) and organizational commitment (r=0.36, P<0.01). In conclusion, school foodservices need to establish objective performance standards, and increase employee morale by enhancing reward systems and working conditions. In particular, irregular employees require training with job performance standards and given a proper reward program, depending on their performance, to improve organizational commitment.