• The Bulletin of The Korean Astronomical Society
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• v.37 no.2
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• pp.222.1-222.1
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• 2012

JEM-EUSO (Extreme Universe Space Observatory on-board the Japanese Experiment Module)는 국제우주정거장(International Space Station)의 일본 실험 모듈인 'KIBO'에 우주 망원경을 설치하여, 100 EeV이상의 초고에너지 우주선 관측을 수행함으로써, 초고에너지의 스펙트럼, 구성성분과 기원을 연구하는 국제공동연구 프로젝트이다. 구경 2.5 m로 60도의 광시야각을 가지는 대형 굴절 망원경을 통해서, 지구 대기에 우주선 shower로부터 발생한 형광 신호를 관측하려고 한다. 이 프로젝트는 2016~2017년에 발사되어, 5년 이상의 임무 수행을 목표로 하고 있으며, 그 전단계로 Prototype 시스템을 가지고 지상실험인 EUSO-TA와 고도 40 km에서 수행할 EUSO-Balloon실험을 준비하고 있다. 먼저, 망원경의 prototype을 2012년 12월쯤 미국 유타에 있는 Telescope Array(TA) 실험에 설치하여 우주선 또는 임의로 인가한 광원에 의해서 생성된 shower를 TA의 Fluorescence Detector와 함께 측정하여, 시스템 calibration과 더불어 지상에 검출된 우주선을 연구할 계획이다. 그 이듬해인 2013년 여름에는 Balloon에 망원경의 Engineering model을 실어서, 대기고도 40 km아래에서 우주선에 의해 생성되는 shower를 개발한 트리거 시스템을 통해서 검출하고, 대기권에 존재하는 UV background 광원들을 측정하여 우주선을 연구할 예정이다. 한국 그룹은 JEM-EUSO을 위해서 개발한 디지털 신호처리 및 트리거 장치의 제작 중에 있으며, 위의 실험들을 위해 망원경과 함께 조립하여 테스트를 수행할 계획이다.

• Journal of Korean Society of Archives and Records Management
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• v.8 no.1
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• pp.235-255
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• 2008

Present study conducted surveys and interviews to identify a solution to the issues concerning the work conditions, job satisfaction, and operational systems of archivists working in the Korean government agencies. Job characteristics were measured using the five-factor structures of Hackman and Oldham's(1976) Job Characteristic Models, professionalism, role conflict, stress, and turnover intentions. Job environment was measured in terms of communication, participation, social relations with coworkers and superiors, and job training. Job satisfaction was measured by general level of satisfaction, job meaningfulness, and commitment. Operational systems was analyzed in terms of organizational arrangement, role assignment, personnel management, and collaboration between the national archives and record centers. These analyses produced further implications and suggestions on personnel management of archivists and records managers.

• The Journal of the Korea institute of electronic communication sciences
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• v.6 no.1
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• pp.105-110
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• 2011

Embezzlement incident of staff at the casino occurred. Staff of some casinos have lower job satisfaction, moral gap is seriously considering a change jobs. In addition, cash lure of large amounts and a lack of money management system causes embezzlement incident. In this paper, the uniqueness of the casino industry and that employee job satisfaction is investigated. Content analysis of occurrence for casino embezzlement incident and tracking that bank account and bank check, suspect's call list, and so on that digital forensic investigation technology will be studied. Problems and solutions suggest that conducted a loss prevention program, a digital forensics technology and introduce of investigator. Through this study, the computerization of the casino business to embezzlement accident prevent will contribute to that give back profits of property to society, the develop of forensic investigation technology.

• Proceedings of the Safety Management and Science Conference
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• 2013.11a
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• pp.9-23
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• 2013

건설공사는 인력의존도가 가장 높으며 타 산업에 대비하여 자동화가 매우 낮고 외기에 노출된 작업 환경으로 추락 등의 중대재해 위험이 가장 높은 산업이다. e-나라지표에 의하면 2006년부터 2012년까지 전체 산업의 약 21.9%를 차지하는 건설 근로자가 생산 활동에 종사하고 있으며, 이직 및 인력의 이동이 매우 잦은 특성을 갖고 있다. 2006년~2012년까지의 재해발생 통계에 따르면 전체적으로 타 산업은 매년 다소간의 증감은 있으나 재해가 감소하는 추세이지만, 건설공사의 경우는 지속적으로 증가하고 있다. 특히, 사고성 사망재해의 경우는 7년간 전체 산업에서 발생하는 사고성 사망재해의 평균 40.9%를 건설업이 차지하고 있어 가장 높아 매우 심각한 수준이다. 또한 건설현장과 건설회사의 안전보건경영의 운영방법 및 제도가 매우 단순하고 정성적인 수준으로 타 산업에 비하여 안전경영의 정량화에 대한 노력이 매우 미약하다. 과거 재해사례 및 통계를 분석하여 앞으로의 재해 위험 요소를 제거하거나 안전한 상태로 형성하여야 하나, 발표되는 재해사례나 통계를 구호 또는 슬로건으로 전파, 교육하는 수준에 머물고 있다. 본 연구에서는 아파트공사를 대상으로 2006년~2011년의 과거 재해통계(8,687건)를 분석하여 데이터베이스화하고, 실제 공사한 아파트공사 샘플현장의 자료(89,375명)를 데이터베이스화하여 현 실정에 부합한 정량적 직종별 위험도를 산정하는 연구를 진행하였다. 따라서 아파트공사의 직종별 위험도를 정량적인 데이터로 산출하고, 과학적인 방법으로 현장 위험수준을 실시간 모니터링 함으로써 건설현장의 주된 생산력인 근로자의 생명과 건강을 보호할 수 있는 효과적인 재해예방이 이루어 질 것으로 기대된다.

• 한국벤처창업학회:학술대회논문집
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• 2023.11a
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• pp.139-143
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• 2023

최근 교사들의 잇단 극단적 선택으로 학교의 변화와 상황에 대한 문제의식이 사회적으로 날로 높아지고 있다. 교직에 대한 선호도가 급격히 떨어지고 교직 이직 비율도 빠르게 높아지고 있어 교육의 질을 걱정하기에 이르렀다. 드러난 문제가 원인의 하나일 수 있으나 많은 연구에서 교사들의 직무스트레스가 심각한 수준임을 밝히고 있고, 학교교육 현장에는 교사들이 조직에 몰입하기 어려운 다양한 문제들이 있음을 밝히고 있다. 그럼에도 교육현장에서는 학생, 교사들이 함께 성장할 수 있고 모두가 만족하는 교육 활동을 실현시키고 변화와 혁신을 통해 교육역량을 높이고자 지속적으로 노력하고 있다. 본 연구는 초등학교 교사의 직무스트레스와 감정 노동이 조직몰입에 미치는 영향을 조사 분석하고 두 변인 즉 직무스트레스와 감정 노동이 직무몰입에 미치는 영향에서 긍정심리자본의 매개 효과를 알아보는데 그 목적이 있다. 교사 직무스트레스 실태를 종합적으로 파악하고자 관계 요인, 업무요인, 정책 요인으로 나누어 분석(김종민 외, 2018. 경기도교육연구원)하고 특히 스트레스 요인 중 가장 비중 있는 감정 노동 부분은 분리하여 더 상세히 분석하고자 한다. 이를 위해 경기도, 경기도, 서울, 전라남도 소재 초등학교교사 500명을 대상으로 자료를 수집하여 SPSS 20.0 프로그램을 활용하여 변인들의 기술통계치를 산출하고자 한다. 초등교사의 인구통계학적 변인간에 유의한 차이가 있는지 확인하기 위해 t-검정과 일원배치 분산분석(ANOVA)을 실시한다. 그리고 연구에 포함된 변인들간의 상관계수를 산출하고 Baron과 Kenny(1986)의 절차에 따른 3단계 회귀분석과 부트스트래핑(bootstrapping) 기법을 적용하여 매개효과의 유의성을 검증하고자한다.

• The Journal of the Korea Contents Association
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• v.11 no.6
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• pp.326-336
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• 2011

The Purpose of this study was to examine effects of mentoring function on career development and organizational effectiveness in private security service organization. Example number used on interpretation finally using purposive sampling method after this study establishes 5 places private security service company's security guard by population in Seoul on March, 2010 is total 227 people. Reliability of questionnaire appeared Cronbach's ${\alpha}$ value more than .667. Conclusions that appears in this study is as following. First, private security service organization's Mentoring function affects in career development. That is, if friendship, patronage, career management, society mind, and role model are mobilized, innovative own development, special capacity development, and information competitive power development are helped. Second, private security service organization's Mentoring function affects in organization effectiveness. If friendship, patronage, career management, society mind, and role model are mobilized, career satisfaction, organization immersion, and job satisfaction increase. On the other hand, change of jobs intention decreases if function of society mind is mobilized. Third, private security service organization's career development affects in organization effectiveness. If reform and special capacity development are helped, career satisfaction, organization immersion, and job satisfaction increase. While change of jobs intention decreases as development of information competition is helped. Fourth, Mentoring function exerts influence of causality on career development and organization effectiveness. That is, Mentoring exerts direct influence on organization effectiveness, but it exerts indirect effect through career development.

• Journal of the Korea Convergence Society
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• v.9 no.9
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• pp.431-440
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• 2018

In this study, authors predicted probability of resignation of newly employed nurses using TensorFlow, an open source software library for numerical computation and machine learning developed by Google, and suggested strategic human resources management plan. Data of 1,018 nurses who resigned between 2010 and 2017 in single university hospital were collected. After the order of data were randomly shuffled, 80% of total data were used for machine leaning and the remaining data were used for testing purpose. We utilized multiple neural network with one input layer, one output layer and 3 hidden layers. The machine-learning algorithm correctly predicted for 88.7% of resignation of nursing staff with in one year of employment and 79.8% of that within 3 years of employment. Most of resigned nurses were in their late 20s and 30s. Leading causes of resignation were marriage, childbirth, childcare and personal affairs. However, the most common cause of resignation of nursing staff with in one year of employment were maladaptation to the work and problems in interpersonal relationship.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.12
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• pp.200-211
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• 2019

This study analyzed the factors related to the job satisfaction and turnover rate of students in the skin care contract department, and suggested ways to enhance long-term employee retention. Frequency analysis and multiple regression analysis were performed using the SPSS statistical program and based on the survey data of 260 skin care contract students. The main results were as follows. First, contract students had high job satisfaction because of sufficient in-service training during the internship and also received the authority to perform the job duties of their positions. Second, the regular technical education for the job of contract students gave them confidence in job performance and job confidence, which led to long-term employee retention. Third, contractual students' turnover was reduced by applying compensation such as incentives, awards, and promotion opportunities in accordance with their work performance. Therefore, the results of the study suggest that compensation based on job performance, and the confidence in job performance of skin care contract students, can lead to increased job satisfaction, a reduced turnover rate and better long-term employee retention.

• Journal of Labour Economics
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• v.30 no.3
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• pp.43-75
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• 2007

This study reviews the trend of job separation rates for three years from 2002 to 2005 and investigates the various elements which influence this trend, especially the role of the labor unions, by using Korean Labor Panel data. In the basic statistics, the job retention rate of union members were higher by an average of 28.3% points compared to non-union members, but in the results of controlling the observed variables of individual influences in changing jobs, it was estimated that unions increase the job retention rate by 11% to 13% points. To investigate the effect of unions on the job stability of workers in detail, the non-linear decomposition method developed by Fairlie (2003) was used in the analysis. In examining the difference of job separation rates between union members and non-union members through observed variables of workers in explainable parts and unexplainable parts by using the non-linear decomposition technique, the contribution of the explainable part was estimated to be 67% to 74% and the unexplainable part accounted for the rest which was 26% to 33%. This suggests that not only does the union contribute to the job stability of its members, but the propensity to change jobs for a worker who is a union member is on average lower than that of a worker who is not a union member or who works at an establishment that does not have a union. The results of the empirical analysis show that the job stability effect of labor unions is limited within the boundary of a maximum 7% to 9% points. The reason for the effect of labor unions on job stability being so low is due to various reasons such as collective bargaining structure by company, intensified business competition after the financial crisis, and labor market segmentation.

• Culinary science and hospitality research
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• v.21 no.1
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• pp.143-158
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• 2015

The purpose of this research is to examine how emotional intelligence has a moderating effect on the relationship between emotional dissonance and job burnout and to investigate a mediating relationship between emotional dissonance and turnover intention through job burnout. To test the hypotheses, moderation analysis, mediation analysis and moderated mediation analysis were performed. Of the 300 self-report questionnaires distributed to hotel employees, 233 usable responses were received and utilized in the final analyses. The results show that emotional dissonance significantly affected job burnout, and job burnout completely mediated the effect of emotional dissonance on turnover intention. Additionally, emotional intelligence moderated the relationship between emotional dissonance and job burnout, suggesting that the emotional dissonance-job burnout relationship was stronger in the low emotional intelligence group than in the high emotional intelligence group. Particularly, emotional intelligence moderated the mediating relationship between emotional dissonance and life style intention via job burnout(moderated mediation effect), indicating that the mediation effect was stronger in the low emotional intelligence group. Therefore, hotel managers should efficiently implement strategies and programs to reduce emotional dissonance and job burnout and enhance emotional intelligence, which lead to lower turnover intention.