• Journal of the Korean Dietetic Association
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• v.21 no.4
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• pp.261-279
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• 2015

This study aimed to investigate the effects of job satisfaction and self-esteem on psychological burnout in dietitians at a geriatric hospital in Busan. The survey was conducted from July 8 to August 31, 2014, and the data were analyzed using the SPSS program. The age group of over 36 years showed higher job satisfaction than the 'Under 25' group. Subjects that worked less than 2 years at their present jobs showed lower job satisfaction in job-itself than the 'Over 4 years' group did, and those who worked less than 1 year showed lower job satisfaction in terms of communication, appraisal compensation, and co-workers than did the other groups. Those who worked in '100~149 bed' hospitals showed higher job satisfaction than those in the 'Under 100 bed' group did. 'Over 200 bed' hospital dietitians showed higher satisfaction in supervision of superiors than did the other groups. Their experience of psychological burnout turned out to be 2.39 out of 5. Psychological burnout had a negative relationship with job satisfaction and self-esteem. Higher emotional exhaustion correlated with lower satisfaction in job-itself, less communication, and less supervision of superiors. Dehumanization correlated with lower satisfaction in job-itself, lower self-esteem, and worse communication, and while decreased personal achievement correlated with lower self-esteem, worse co-workers, lower satisfaction in job-itself, worse appraisal compensation, and worse communication. These results suggest that it would be effective for prevention and management of psychological burnout to mediate factors of job-itself, communication, supervision of superiors, co-worker, and appraisal compensation of dietitians in geriatric hospitals.

• Journal of the Korean Institute of Telematics and Electronics T
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• v.36T no.4
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• pp.115-122
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• 1999

The Y2K bug, what is called "millennium bug" or "2000 year bug", take place because the year after 2000 year is not recognize as the year marking method of the computer designed for take up two-digit number. This takes place because the RTC chip architecture of PC can not change the century information to the operating together with date. In this paper, we make an analysis about Y2K hardware bug of RTC in the IBM compatible PC, and make a Y2K compensation board in order to solve Y2K hardware bug. And the test results by various Y2K diagnosis program is bug before put in Y2K compensation board, but is not bug after put in Y2K compensation board. Therefore, we suggest a solution method for Y2K hardware bug of RTC in the IBM compatible PC.

• Journal of Korean society of Dental Hygiene
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• v.16 no.2
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• pp.303-311
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• 2016

Objectives: The purpose of this study was to analyze the influence of job satisfaction on turnover intention in dental hygienists. Methods: A self-reported questionnaire was filled out by 169 dental hygienists in Gwangju from June 1 to December 31, 2014. Data analysis was performed with t-test, ANOVA and multiple regression analysis using SPSS WIN version 21.0 program. Results: By Likert 5 points scale, mean of job satisfaction was $3.08{\pm}0.35$ points, mean of personal relationship was $3.35{\pm}0.55$ points, and monthly compensation and promotion were $2.91{\pm}0.63$ points and mean of autonomy was $2.79{\pm}0.70$ points. Job satisfaction was the highest in those who were married and over 30 years old. Job satisfaction was highest in those who worked in the general hospitals and had longer career as a dental hygienist. Mean of the turnover intention was $3.31{\pm}0.81$ points. The factors of job satisfaction and turnover intention had the inverse correlation. The influencing factor of turnover intention(${\beta}=-0.327$) were monthly compensation, promotion, job satisfaction(${\beta}=-0.301$), and satisfaction for the location of the job(${\beta}=-0.157$). Conclusions: Turnover intention of dental hygienists is closely related to economic compensation, promotion, working department, and location of the job.

• Journal of the Korea Institute of Information and Communication Engineering
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• v.17 no.4
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• pp.1034-1041
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• 2013

Liquidated Damages is damages that have to be paid when a debtor could usually work off that which they owe, but didn't due to causes imputable. However, currently the Defense Acquisition Program Administration contracts with domestic businesses in case of delay of implementation occurs; they have to pay damages of deferment unlimitedly as a penalty concept, not in compensation about delay. With this in account, conflicts between the two continuesly happen. DAPA wastes administration and counter business costs increasingly burdening their budget. Defense and military procurement need to revise the compensation of deferment system. This paper analyzes the problems about that system, which is applied to domestic business, and also compares it with that of industrialized countries and suggests measures of set price caps in compensation of the deferment system.

• Safety and Health at Work
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• v.10 no.3
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• pp.347-354
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• 2019

Background: The aim of this study was to describe the types of diseases that developed in semiconductor workers who have registered with the Korea Workers' Compensation and Welfare Service (KWCWS) and to identify potential common occupational characteristics by the type of claimed disease. Methods: A total of 55 semiconductor workers with cancer or rare diseases who claimed to the KWCWS were compared based on their work characteristics and types of claimed diseases. Leukemia, non-Hodgkin lymphoma, and aplastic anemia were grouped into lymphohematopoietic (LHP) disorder. Results: Leukemia (n = 14) and breast cancer (n = 10) were the most common complaints, followed by brain cancer (n = 6), aplastic anemia (n = 6), and non-Hodgkin lymphoma (n = 4). LHP disorders (n = 24) accounted for 43%. Sixty percent (n = 33) of registered workers (n = 55) were found to have been employed before 2000. Seventy-six percent (n = 42) of registered workers and 79% (n = 19) among the registered workers with LHP (n = 24) were found to be diagnosed at a relatively young age, ${\leq}40years$. A total of 18 workers among the registered semiconductor workers were finally determined to deserve compensation for occupational disease by either the KWCWS (n = 10) or the administrative court (n = 8). Eleven fabrication workers who were compensated responded as having handled wafers smaller than eight inches in size. Eight among the 18 workers compensated (44 %) were found to have ever worked at etching operations. Conclusion: The distribution of cancer and rare diseases among registered semiconductor workers was closely related to the manufacturing era before 2005, ${\leq}8$ inches of wafer size handled, exposure to clean rooms of fabrication and chip assembly operations, and etching operations.

• Journal of the Korea Convergence Society
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• v.10 no.7
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• pp.355-371
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• 2019

This study was to find the experiences of preceptor and preceptee nurses for attending the preceptorship program and to improve the preceptorship program. Nine participants were recruited using the purposive sampling method. A semi-structured questionnaire was designed to gather in-depth interview data from 4 preceptee nurses and 5 preceptor nurses in 4 hospitals from May 1, 2018 to June 20, 2018. The data were interpreted using a thematic analysis. The experiences of preceptee nurses for attending the preceptorship program consisted of 4 themes, the experiences of preceptor nurses for attending the preceptorship program consisted of 5 themes. In this study, the preceptorship program was effective not only in training preceptee nurses but also in enhancing job satisfaction and capacity of preceptor nurses. However, in order to operate the preceptor program more efficiently, active support of the hospital and systematic preparation of the nursing department are needed. In addition to developing curriculum for the preceptor nurses, the appropriate compensation for the preceptor nurses and working conditions should be provided for their efforts.

• Journal of Electrical Engineering and Technology
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• v.1 no.3
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• pp.279-286
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• 2006

A method for estimating the instantaneous phasor of a fault current signal is proposed for high-speed distance protection that is immune to a DC-offset. The method uses a modified notch filter in order to eliminate the power frequency component from the fault current signal. Since the output of the modified notch filter is the delayed DC-offset, delay compensation results in the same waveform as the original DC-offset. Subtracting the obtained DC-offset from the fault current signal yields a sinusoidal waveform, which becomes the real part of the instantaneous phasor. The imaginary part of the instantaneous phasor is based on the first difference of the fault current signal. Since a DC-offset also appears in the first difference, the DC-offset is removed trom the first difference using the results of the delay compensation. The performance of the proposed method was evaluated for a-phase to ground faults on a 345kV 100km overhead transmission line. The Electromagnetic Transient Program was utilized to generate fault current signals for different fault locations and fault inception angles. The performance evaluation showed that the proposed method can estimate the instantaneous phasor of a fault current signal with high speed and high accuracy.

• IMMUNE NETWORK
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• v.2 no.3
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• pp.150-157
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• 2002

Background: Although Tat plays a role as a potent transactivator in the viral gene expression from the Human Immunodeficiency Virus type 1 long terminal repeat (HIV-1 LTR), it does not function efficiently in rodent cells implying the absence of a human specific factor essential for Tat-medicated transactivation in rodent cells. In previous experiments, we demonstrated that one of chimeric forms of TAR (transacting responsive element) of HIV-1 LTR compensated the restriction in rodent cells. Methods: To characterize the nature of the compensation, we tested the effects of several upstream binding factors of HIV-1 LTR by simple substitution, and also examined the role of the configuration of the upstream binding factor(s) indirectly by constructing spacing mutants that contained insertions between Sp1 and TATA box on Tat-mediated transactivation. Results: Human Sp1 had no effect whereas its associated factors displayed differential effects in human and rodent cells. In addition, none of the spacing mutants tested overcame the restriction in rodent cells. Rather, when the secondary structure of the chimeric HIV-1 TAR construct was destroyed, the compensation in rodent cells was disappeared. Interestingly, the proper interaction between Sp1 and TATA box binding proteins, which is essential for Tat-dependent transcription, was dispensable in rodent cells. Conclusion: This result suggests that the human-specific Tat cofactor acts to allow Tat to interact effectively in a ribonucleoprotein complex that includes Tat, cellular factors, and TAR RNA, rather than be associated with the HIV-1 LTR upstream DNA binding factors.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.4
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• pp.492-500
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• 2007

Purpose: The purpose of this paper was to identity the effects of distributive justice and procedural justice on job satisfaction and organizational commitment in hospital personnels. Method: The subjects were 181 employee who were working at 4 hospitals in Daegu and Gyeongbuk. Data was collected using structured questionnaire from Oct 4 to 24, 2007. The collected data were analyzed using the SPSS WIN 12.0 program for descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression. Result: The mean score of distributive justice was 3.24, procedural justice was 3.05, job satisfaction was 2.73 and organizational commitment was 2.65. The distributive justice(37.5%) and gender(1.6%) explained 39.1% of the variables in the job satisfaction. The organizational commitment was significantly influenced by distributive justice(27.8%), age(8.9%), procedural justice(2.8%) and gender(2.4%). These factors explained 41.8% of the variables in the organizational commitment. Conclusion: The distributive justice is the most important factor in promoting job satisfaction and organizational commitment. Therefore, It is necessary to operate proper compensation system based on fair performance evaluation of workers in hospital.

• Journal of Digital Convergence
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• v.4 no.1
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• pp.55-71
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• 2006

The Public Service Charter is one of the administrative reform programs introduced to promote customer oriented administration. It's main purpose is to achieve citizens' confidence in the government by satisfying them with elevated quality of the public services. This study focuses on analyzing current conditions and achievements of the Public Service Charter in the Republic of Korea and proposing it's development plan. Since it was introduced to Korea in 1998, the Public Service Charter has been disseminated and contributed to the spreading of the citizens' understandings of the government's initiatives for customer satisfaction plans. Still, it has several problems as follows; A lot of public servants and citizens lack in understandings of this program. CEOs don't have enough concern in it. Evaluation is not organically connected to performance management. The correction and compensation procedure are not well operated. To solve these problems, the government needs to set up an institutional foundation establishing a legal base, uplifting CFO' concerns, and building a department with full responsibility, and to promote employees and citizens' participation through education and PR. It's also important to enhance post management by efficient evaluation and performance management, substantial correction and compensation procedure.