• The Bulletin of The Korean Astronomical Society
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• v.36 no.2
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• pp.73.2-73.2
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• 2011

We present a new database of absorption and emission-line measurements based on the entire spectral atlas from the Sloan Digital Sky Survey (SDSS) 7th data release of galaxies within a redshift of 0.2. Our work makes use of the publicly available penalized pixel-fitting(pPXF) and gas and absorption line fitting (gandalf) IDL codes, aiming to improve the existing measurements for stellar kinematics, the strength of various absorption-line features, and the flux and width of the emissions from different species of ionized gas. Our fit to the stellar continuum uses both standard stellar population models and empirical templates obtained by combining a large number of stellar spectra in order to fit a subsample of high-quality SDSS spectra for quiescent galaxies. Furthermore, our fit to the nebular spectrum includes an exhaustive list of both recombination and forbidden lines. Foreground Galactic extinction is implicitly treated in our models, whereas reddening in the SDSS galaxies is included in the form of a simple dust screen component affecting the entire spectrum that is accompanied by a second reddening component affecting only the ionised gas emission. Most notable of our work is that, we provide quality of the fit to assess reliability of the measurements. The quality assessment can be highly effective for finding new classes of objects. For example, based on the quality assessment around the Ha and [NII] nebular lines, we found approximately 1% of the SDSS spectra which classified as "galaxies" by the SDSS pipeline are in fact type I Seyfert AGN.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.1
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• pp.109-122
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• 2000

The present study examined the causal relationships among nurses' perceived autonomy, job satisfaction, work environment (work overload, role conflict, situational support, head nurses' leadership), personal aspects(experiences, need for achievement, professional knowledge and skill) by constructing and testing a theoretical framework. Based on literature review nurses' perceived autonomy and job satisfaction were conceived of as outcomes of the interplay among work environment and personal characteristics. Work environment factors involved work overload, role conflict, situational support, and head nurses' leadership (task oriented leadership, relation oriented leadership). Personal charateristics included experiences, need for achievement, and professional knowledge and skill. Three large general hospital in Chonbuk were selected to participate. The total sample of 516 registered nurses represents a response rate of 92 percent. Data for this study was collected from July to September in 1998 by Questionnaire. Path analyses with LISREL 7.16 program were used to test the fit of the proposed conceptual model to the data and to examine the causal relationship among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however, that path analisis can not count measurement errors; measurement error can attenuate estimates of coefficient and explanatory power. Nevertheless the model revealed relatively high explanatory power. 42 percent of nurses' perceived autonomy was explained by predicted variables; 32 percent of nurses' job satisfaction was explained by by predicted variables. Tn predicting nurses' perceived autonomy the findings of this study clearly demonstrated the work overload might be the most important variable of all the antecedent variables. Head nurses' relation oriented leadership, situational supports, need for achievement, and role conflict were also found to be important determinants for nurses' perceived autonomy. As for the job satisfaction, role conflict, situational supports, need for the achievement, and head nurses' relation oriented leadership were in turn important predictors. Unexpectedly the result showed perceived autonomy have few influence on job satisfaction. The results were discussed, including directions for the future research and practical implication drawn from the research were suggested.

• The Journal of the Korea Contents Association
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• v.19 no.6
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• pp.325-333
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• 2019

The current study aims to address the relationships among conflict, person-organization fit, and workers' turnover intention. Specifically, it aims to examine whether person-organization fit mediates the relationship between conflict in team and turnover intention, also trust in leader moderates the relationship between person-organization fit and turnover intention. The empirical analysis shows that conflict is positively associated with turnover intention and have a negative impact on objective-value fit. The relationship between conflict and turnover intention is mediated by the person-organization fit. Trust in leader moderates the relationship between person-organization fit and turnover intention. The findings address the issue in terms of the mechanisms between conflict-turnover intention and the importance of trust in leader for an effective management of conflict in work teams.

• International Journal of Reliability and Applications
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• v.7 no.2
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• pp.141-153
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• 2006

In this paper, we present the U-Statistic test for testing exponentiality against new renewal better than used (NRBU) based on a goodness of fit approach. Selected critical values are tabulated for sample sizes n=5(1)30(10)50. The asymptotic Pitman relative efficiency relative to (NRBU) test given in the work of Mahmoud et all (2003) is studied. The power estimates of this test for some commonly used life distributions in reliability are also calculated. Some of real examples are given to elucidate the use of the proposed test statistic in the reliability analysis. The problem in case of right censored data is also handled.

• Journal of Information Technology Services
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• v.7 no.1
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• pp.63-87
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• 2008

This study investigates the effects of individual and group level factors on the use of GSS (Group Support System) and task performance from GSS use. GSS facilitates the group work, so that GSS adoption is not necessarily influenced only by individual perceptions on information systems as TAM insists. Adaptive Structuration. Theory (AST) joins with TAM in our study to explain the adoption and success from GSS use. AST contends that the success of IS is not necessarily the technical fit between tasks and technology, instead the political outcome among user socializations. We found that collected data from 303 individual IT staffs in a national bank. Our results demonstrate that traditional theories on TAM (Technology Acceptance Model) need to be refined, when considering the TTF(task-technology fit). TTF render high influences on PU(perceived usefulness). PEU(perceived ease of use) and FOA(faithfulness on appropriation). And FOA influences highly on our dependent variable. Implications and directions for future research are discussed.

• THE INTERNATIONAL COMMERCE & LAW REVIEW
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• v.56
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• pp.57-76
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• 2012

As globalization accelerates and the trade environment rapidly changes, a more prepared trade workforce is required for the business world. The trade department is an important educational institution that educates and trains future trade talent. Thus, in the evolving trade environment, their role has significant implications for the economic growth of Korea. The present paper is a comparative study of the importance of the university education system in terms of the trade work force through the Person-Organization fit (P-O fit) perspective. We observe that the American trade education system is more oriented to meet and reflect the needs from the real world. It contains a support structure through various governmental organizations that offer financial incentives as well as educational opportunities through internships and other hands-on experiences. The trade education systems in universities in Korea are still static by comparison and are recommended to implement changes that will give students more practical exposure to trade. The governmental and business sectors are also encouraged to support universities in achieving these goals through building a strong cooperative network with university trade departments.

• 재활복지
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• v.20 no.4
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• pp.1-29
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• 2016

The research regarding employees' job satisfaction is one of the most important indicators of their vocational adjustment or outcome. The purpose of this study is to investigate the level of job satisfaction of South Korean masseurs with visual impairments and what variables predict to this. The work satisfaction model of Social Cognitive Career Theory (Lent Brown, 2006a) was grounded. a total of 221 South Korean masseurs with visual impairments participated in this study. Multiple regression analysis indicated that as masseurs in this study experienced having a better fit with their job regarding their monetary aspects, as they felt efficacious with their massage skills, as they felt more positive, and as they considered their job duties fit their education or skills they learned, their level of job satisfaction was higher. However, fit with their organization values or cultures or how much they get social support from their family, friends, or significant others did not predict their job satisfaction. In addition, the analysis supported the existence of a moderating effect of positive affect on the relationship between subjective fit and job satisfaction, in addition to the moderating effect of social support on the relationship between work related self-efficacy and job satisfaction among study participants. Implications for policy makers, researchers, and career counselors were also provided.

• Journal of Korean Institute of Fire Investigation
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• v.11 no.1
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• pp.75-90
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• 2007

In this paper, we analyzed on the fire cause of the metering out fit(MOF) installed the outdoors in domestic. There are observed by the rule is approved officially such as KS C IEC. and developed into the judgement can be in site. As the results, there founded out the fire cause on the gasket parts of MOF as the process of work which finish is bad. It's estimated the fire process that water percolates through on the MOF according to the un-airtight gasket.

• Journal of Korean Academy of Nursing
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• v.25 no.4
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• pp.790-806
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• 1995

The present study examined the causal relationships among nurses' job environment /job characteristics(work overload, lack of autonomy, professional role conflict, interpersonal relationships), maturity, job stress, job satisfaction and turnover intention by constructing and testing a theoretial framework. Based on Katz and Kahn's (1978) theory of organizational open system and Kahn, Wolfe, Quinn, and Snoek's (1964) theory of stress, nurses' turnover intention, job satisfaction and job stress were conceived of as outcomes of the interplay between personal characteristics and work environment. Personal aspects associated with outcome variables included professional knowlege and skill, and maturity(challenge, commitment, control, responsibility). The work environment factors involved work overload, lack of autonomy, professional role conflict, and interpersonal relationships (social support). Three university hospitals located in Seoul were selected to participate. The total sample of 443 registered nurses represents a response rate of 96 percent. Linear structural relationships (LISREL) technique was used to test the fit of the proposed conceptual model to the data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently, revealing considerable explanatinal power for job stress and job satisfaction. The explanatory power of turnover intention was relatively lower than those of stress and satisfaction. In predicting nurses' stress, satisfaction and turnover intention, the findings of this study clearly demonstrated that professional role conflict might be the most important variable of the all the environmental variables and personal characteristics. The results were dis-cussed, including directions for the future research and practical implications drawn from the research were suggested.

• Korean Journal of Social Welfare
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• v.64 no.3
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• pp.101-126
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• 2012

The purpose of this study was to examine the influence of person-job fit on organizational deviance and mediating effects of job satisfaction and organizational commitment(affective commitment and continuance commitment) on this relationship. Data were collected from 533 employees who were working in social welfare organizations by questionnaires. The result indicated that there were significantly positive relationships between person-job fit and job satisfaction or organizational commitment(affective commitment and continuance commitment). Also, there were significantly positive relationships between job satisfaction and affective commitment or continuance commitment. In addition, job satisfaction and affective commitment were negatively related to organizational deviance, and job satisfaction is more strongly related to organizational deviance than affective commitment. It was found that job satisfaction partially mediated the relationship between person-job fit and organizational commitment(affective commitment and continuance commitment) and affective commitment partially mediated the relationship between job satisfaction and organizational deviance. It was found that the person-job fit indirectly impacts organizational deviance though job satisfaction and affective commitment. Based on these results, the implication of this study and future research tasks were discussed.