• Journal of the Korean Academy of Esthetic Dentistry
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• v.13 no.2
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• pp.13-24
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• 2004

In everyday dental practice, one of the most important procedures is fixed prosthodontics which includes gold and ceramic restorative treatments. This procedure can be divided into tooth preparation, impression taking, laboratory work, occlusal adjustment and cementation. The first step is tooth preparation and it needs not only good techniques but also deep knowledge and understanding of oral biology. Also, there must be good knowledge of the principles and materials of the procedure. The patient's satisfaction can be achieved from natural contour, good shade, and precise margin fit, especially in ceramic restorations on anterior regions. It is essential to fastidiously prepare the tooth to make aesthetic restorations with a good margin fit. Tooth preparation techniques and three case reports of ceramic restorations on the anterior region are presented and discussed in this paper.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.8
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• pp.495-507
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• 2020

The paper examines the determinants of employee engagement in the not-for-profit organization (NFPO) sector. A structured questionnaire survey of 205 NFPO employees in Vietnam was employed, preceded by in-depth interviews with NFPO associates and managers. After a multiple regression analysis to study the impact of five independent variables on one dependent variable, the study reveals that Work design and Work-life balance are positively and significantly associated with employee engagement. Of which, Work design is measured by the level of job fit, job autonomy, job challenge, and job meaningfulness. On the other hand, Work-life balance involves measurement aspects consisting of how reasonable the workload is and organizational support. Meanwhile, different from the business world, Leadership, Learning and Development, and Recognition do not show statistically positive impacts on employee engagement in NFPOs. Still, they are crucial back-supporting factors to ensure employee experience at work. Further, the study finds that personal growth contributes a great part to keep employees in the sector motivated. This paper brings the area of study to the forefront in an effort to benefit the practice of human resources management in NFPOs as well as support employees in the sector with a higher quality working experience.

• Korean Management Science Review
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• v.14 no.2
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• pp.161-184
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• 1997

This research examines the importance of IT training/education, present situation and possible suggestion for the successful training/education. The research method adopts a comparative analytical approach based on questionnaire survey responses from three work groups - managers, employees, and union representatives - drawn from five sample Korean banks. The evidence indicates that all three groups agree that IT improves banking efficiency and reduces job repetitiveness, but their job satisfaction level with IT-based work is surprisingly very low. The main reasons are mainly lack of training/education and poor user manuals. Also the research shows that most respondents would like to get further training/education to more adequately fit them for their jobs. Those from banks which invested in continuing training/education revealed more positive work attitudes and higher job satisfaction.

• Journal of the Korean Operations Research and Management Science Society
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• v.14 no.2
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• pp.161-161
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• 1989

This research examines the importance of IT training/education, present situation and possible suggestion for the successful training/education. The research method adopts a comparative analytical approach based on questionnaire survey responses from three work groups - managers, employees, and union representatives - drawn from five sample Korean banks. The evidence indicates that all three groups agree that IT improves banking efficiency and reduces job repetitiveness, but their job satisfaction level with IT-based work is surprisingly very low. The main reasons are mainly lack of training/education and poor user manuals. Also the research shows that most respondents would like to get further training/education to more adequately fit them for their jobs. Those from banks which invested in continuing training/education revealed more positive work attitudes and higher job satisfaction.

• The Bulletin of The Korean Astronomical Society
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• v.40 no.2
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• pp.38.3-38.3
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• 2015

Recently, the Pierre Auger Observatory (PAO), the largest ground-based project for detecting ultra-high-energy cosmic rays (UHECRs), published their 10-year data. We can access an unprecedented number of UHECR data observed by the project, which give us a possibility to get an accurate statistical test result. In this work, we investigate the influence of the galactic magnetic field (GMF) on the distribution of UHECRs by searching the correlation with the large-scale structure (LSS) of the universe. We simulate the mock UHECR events whose trajectories from the sources would be deflected by the Gaussian smearing angle which reflects the influence by the GMF. By the statistical test, we compare the correlation between the expected/observed distribution of UHECRs and the LSS of the universe in the regions of sky divided by the galactic latitude, varying the smearing angle. Here, we assume the deflections by the GMF are mainly dependent on the galactic latitude. Using the maximum likelihood estimation, we find the best-fit smearing angle in each region. If we get a trend that best-fit smearing angles differ from each region, the influence of GMF may be stronger than that of intergalactic magnetic fields (IGMF) because it is known that the distribution of IGMF follows the LSS of the universe. Also, we can estimate the strength of the GMF using the best-fit parameter by the maximum likelihood.

• Journal of Korean Academy of Nursing
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• v.45 no.6
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• pp.879-889
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• 2015

Purpose: The purpose of this study was to construct and test a structural equation model of quality of work life for clinical nurses based on Peterson and Wilson's Culture-Work-Health model (CWHM). Methods: A structured questionnaire was completed by 523 clinical nurses to analyze the relationships between concepts of CWHM-organizational culture, social support, employee health, organizational health, and quality of work life. Among these conceptual variables of CWHM, employee health was measured by perceived health status, and organizational health was measured by presenteeism. SPSS21.0 and AMOS 21.0 programs were used to analyze the efficiency of the hypothesized model and calculate the direct and indirect effects of factors affecting quality of work life among clinical nurses. Results: The goodness-of-fit statistics of the final modified hypothetical model are as follows: ${\chi}^2=586.03$, ${\chi}^2/df=4.19$, GFI=.89, AGFI=.85, CFI=.91, TLI=.90, NFI=.89, and RMSEA=.08. The results revealed that organizational culture, social support, organizational health, and employee health accounted for 69% of clinical nurses' quality of work life. Conclusion: The major findings of this study indicate that it is essential to create a positive organizational culture and provide adequate organizational support to maintain a balance between the health of clinical nurses and the organization. Further repeated and expanded studies are needed to explore the multidimensional aspects of clinical nurses' quality of work life in Korea, including various factors, such as work environment, work stress, and burnout.

• Journal of Korean Academy of Nursing
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• v.48 no.5
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• pp.622-635
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• 2018

Purpose: This study aimed to develop and test a structural model for sleep quality in female shift work nurses. The hypothetical model was constructed on the basis of Spielman's 3P model of insomnia and previous research related to the sleep quality of shift nurses. Methods: This cross-sectional study used structural equation modeling and recruited 285 female shift work nurses from four general and university hospitals with over 300 beds located in C and J cities in Gyeongsangnamdo. Data were collected from September 27 to October 20, 2016, and then analyzed using descriptive statistics, Pearson's correlation, and structural equation modeling. The study used SPSS/Win 18.0 and AMOS 18.0 in processing the data. Results: The final model showed good fit to the empirical data: ${\chi}^2/df=2.19$, SRMR=.07, RMSEA=.07, AGFI=.85, TLI=.91, GFI=.93, GFI=.89, NFI=.87. The factors that influenced sleep quality were sleep hygiene (${\beta}=.32$), perceived shift work status (${\beta}=-.16$), stress response (${\beta}=.16$), shift work experience (${\beta}=.15$), perceived health status (${\beta}=-.14)$, and circadian rhythm (${\beta}=-.13$) explaining 36.0% of the variance. Conclusion: The model of sleep quality of the shift work nurses constructed in this study is recommended as a model to understand and predict the sleep quality of shift work nurses. The results suggest that strategies for improving the sleep quality of shift work nurses should focus on sleep hygiene, perceived health status, stress response, circadian rhythm, perceived shift work status, and shift work experience.

• Management & Information Systems Review
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• v.30 no.2
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• pp.161-184
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• 2011

It has been widely spread that the acquisition and retention of the core personnel is very important for improving firms' competitiveness. Many companies have made a lot of efforts to keep these core personnel, job embeddedness and work satisfaction are important factors which make effects on workers turnover. Prior research applying for many different industries do not show the consistent research results. There is no empirical research applying for construction IT industry which information technology has been playing more important role because of u-city etc. Therefore, in this research job embeddedness and work satisfaction are to be measured and the relationship with turnover intentions are to be investigated focusing on small and medium construction IT workers. The sub-constructs of job embeddedness are fit, links and sacrifice, and the sub-constructs of work satisfaction are career satisfaction and job satisfaction. It is empirically tested how these factors can have effects on the turnover intentions. Field surveys targeted to construction IT workers were done and finally 177 survey questionnaires were used to analyze. Research results show that if the sacrifice, career satisfaction and job satisfaction of small and medium construction IT workers are higher, turnover intentions will be lower. On the other hand, 2 hypotheses are rejected that if the fit and links of these workers are higher, turnover intentions will be lower. These research results clarified the factors affecting the turnover intentions of small and medium construction IT workers and can be utilized how turnover intentions can be decreased practically.

• Journal of the Korean Society for Library and Information Science
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• v.48 no.4
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• pp.71-90
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• 2014

This study aims at examining the ways which a school librarian uses SNS when performing tasks and the use of SNS with the features of the task and the organizational system run by one person affect task performance. In this study, for objective explanation of the interrelation among a librarian's tasks and the use of SNS and performance, the model of a Librarian's Task-SNS Technology Fit was suggested through the combination of the Technology Acceptance Model and the Task-Technology Fit. Based on the result of the survey analysis, their utilization of SNS is not just limited to personal taste nor interferes with their work. Rather, it enhances task performance owing to the characteristics of the tasks or the organization such as the organizational system run by one person.

• Korean Journal of Adult Nursing
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• v.28 no.5
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• pp.585-594
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• 2016

Purpose: The purpose of this study was to develop and test a predictive model on the male nurses' turnover intention. Methods: This study utilized the model-testing design based on the Price's causal model of turnover. This study collected data from 306 male nurses on a national scale with structured questionnaires measuring job opportunity, kinship responsibility, positive emotion, work autonomy, role conflict, work satisfaction, organizational commitment, and turnover intention. The data were analyzed using SPSS/WIN 22.0 program and AMOS 20.0 program. Results: As the outcomes satisfied the recommended level, the hypothetical model appeared to fit the data. Twenty-seven of the 38 hypotheses selected for the hypothetical model were statistically significant. 54.2% of turnover intention was explained by job opportunity, kinship responsibility, positive emotion, work autonomy, role conflict, work satisfaction and organizational commitment. Conclusion: The hypothetical model of this study was confirmed to be adequate in explaining and predicting male nurses' turnover intention. Findings from this study can be used to design appropriate strategies to decrease the male nurse's turnover intention.