• 한국화재소방학회논문지
• /
• 제25권6호
• /
• pp.39-43
• /
• 2011

본 연구에서는 상수도 직결형 스프링클러 시스템의 성능을 평가하기 위하여 실물 주택을 대상으로 화재 실험을 수행하였다. 실물 주택의 크기는 $56m^2$이며 거실, 주방, 방으로 이루어져 있으며, 화재는 대두유가 과열되어 자연발화가 발생하여 일어나게 하였다. 상수도 직결형 스프링클러시스템의 성능을 확인하기 위하여 주방에 스프링클러시스템을 설치하였다. 실험결과 주방에서의 발화로 시작된 화재는 주방천장까지 확대 되었으나 스프링클러가 동작하면서 화재는 진압되었다. 스프링클러가 동작할 때의 상수도 압력은 0.28 MPa이었으며 이 결과로서 일반 주택의 상수도압력으로도 소화가 가능함을 확인할 수 있었다.

• 전기학회논문지
• /
• 제67권12호
• /
• pp.1729-1734
• /
• 2018

Recently, interest in environmentally friendly transportation systems has been increasing, and study on railway systems has been aggressively conducted. Therefore, lots of studies have been done in railway advanced countries to improve performance of PWM converter. The research on the PWM converter for railway vehicle was mainly carried out on the converter mounted on railway vehicle such as the high-speed railway and metropolitan railway. In also, a lot of study has been carried out to improve converter performance installed in the ground. The high-capacity transform used in this paper converted from AC 22.9kV to AC 590V. The converter changed from AC 590V to DC 950V. In general, in the case of rectifier, the DC power supply system has a negative impact on inverter control characteristics because it can not avoid the pulsating component. In this study, it was performed current control for high-capacity converter using Matlab Simulink. The PWM converter is normally performed through the voltage and current at starting mode, powering mode, and braking mode. In the light-load test and the on-line test, we have studied for the PWM converter characteristics. Using this research, we have founded that the converter has excellent performance.

• 한국영재학회:학술대회논문집
• /
• 한국영재학회 2003년도 춘계학술대회
• /
• pp.137-138
• /
• 2003

Understanding how and why people differ is a fundamental, if distant, goal of research efforts to bridge psychological and biological levels of analysis. General fluid intelligence (gF) is a major dimension of individual differences and refers to reasoning and novel problemsolving ability. A conceptual integration of evidence from cognitive (behavioral) and anatomical studies suggeststhat gF should covary with both task performance and neural activity in specific brain systems when specific cognitive demands are present, with the neural activity mediating the relation between gF and performance. Direct investigation of this possibility will be a critical step toward a mechanistic model of human intelligence. In turn, a mechanistic model might suggest ways to enhance gF through targeted behavioral or neurobiological intervent ions, We formed two different groups as subjects based on their scholarly attainments. Each group consists of 20 volunteers(aged 16-17 years, right-handed males) from the National Gifted School and a local high school respectively. To test whether individual differences in general intelligence are mediated at a neural level, we first assessed intellectual characteristics in 40 subjects using standard intelligence tests (Raven's Advanced Progressive Matrices, Wechsler Adult Intelligence Scale, Torrance Tests of Creative Thinking) administered outside of the MR scanner. We then used functional magnetic resonance imaging (fMRl) to measure task-related brain activity as participants performed three different kinds of computerized reasoning tasks that were intended to activate the relevant neural systems. To examine the difference of neural activity according to discrepancy in general intelligence, we compared the brain activity of both extreme groups (each, n=10) of the participants based on the standard intelligence test scores. In contrast to the common expectation, there was no significant difference of brain region involved in high-g tasks between both groups. Random effect analysis exhibited that lateral prefrontal, anterior cingulate and parietal cortex are associated with gF. Despite very different task contents in the three high-g-low-g contrasts, recruitment of multiple regions is markedly similar in each case, However, on the task with high 9F correlations, the Prodigy group, (intelligence rank: >99%) showed higher task-related neural activity in several brain regions. These results suggest that the relationship between gF and brain activity should be stronger under high-g conditions than low-g conditions.

• 한국정보과학회논문지:컴퓨팅의 실제 및 레터
• /
• 제10권5호
• /
• pp.385-393
• /
• 2004

현재 클러스터 시스템은 여러 분야의 문제들을 위하여 폭 넓게 이용되어지고 있으며 유용한 고성능 컴퓨팅 자원으로 인식되고 있다. 클러스터 시스템의 사용자가 늘어남에 따라 클러스터 시스템의 성능 개선 못지 않게 안정적인 운영을 유지하는 것도 중요한 상황이다. 하드웨어 예방 정비가 정상 운영을 위해서 중요한 것임에도 불구하고, 예방 점검 시간에 일반적인 클러스터 시스템을 위하여 사용될 수 있는 검사 도구는 주요 관심사가 되지 못했다. 본 논문에서는 하드웨어 예방 정비를 고려하여 클러스터 시스템을 위한 하드웨어 검사 도구를 제안한다. CTS(Cluster system Test Suite)로 명명된 클러스터 시스템 검사 도구는 메모리와 NIC를 점검하기 위한 두개의 검사 루틴을 가지고 있다. CTS를 설계시, CTS가 일반 적인 클러스터 시스템이 가지는 공통된 특징을 지원하도록 노력하였으며 검사 조건 설정에서 결과 조회까지 모든 작업은 통합 GUI 환경에서 진행될 수 있도록 하였다. 두 종류의 클러스터 시스템을 점검할 때, CTS를 사용하였고 클러스터 시스템을 관리하는데 유용한 정보가 제공됨을 확인하였다.

• 간호행정학회지
• /
• 제23권2호
• /
• pp.118-126
• /
• 2017

Purpose: This study was done to identify the relationships of perception of JCI (Joint Commission International) hospital accreditation, nursing performance, self-concept and retention intention in nurses. Methods: Self-administered questionnaires were used to collect data from 199 JCI-accredited nurses in general hospitals located in Gyeonggi Province. Data collection was done in May 2015 and analyzed using t-test, ANOVA, $Scheff{\acute{e}}^{\prime}s$ test, and Pearson correlation coefficients. Results: The scores for perception, and nursing performance were (on a five-point Likert scale) 3.34, 3.78 respectively, and self-concept and retention intention were (on a eight-point Likert scale) 5.40 and 5.21 respectively. Nurses' perception, nursing performance, self-concept, and retention intention showed significant differences depending on age, marital status, education, department, work experience, position, Korean accreditation, and JCI accreditation. A positive correlation was observed between perception, nursing performance, self-concept, and retention intention. Conclusion: The results of this study indicate that enhancing positive perception and good nursing performance can produce good self-concept and retention intention.

• 한국치위생학회지
• /
• 제15권5호
• /
• pp.933-939
• /
• 2015

Objectives: This study aims to investigate the effect of job performance satisfaction and self-efficacy according to gender role identity in the dental hygienist. Methods: Data collection was performed from June 21 to July 31, 2015. The survey was composed of questions on the subject's general demographical profile, gender role identity, job satisfaction, job performace satisfaction, and self-efficacy as a dental hygienist. The job performance satisfaction and self-efficacy were done by Kruskal-Wallis test and Bonferroni post hoc test. Results: 1. The highest job performance satisfaction was shown as unclassified (36.6%), bisexuality (27.8%0, feminity (19.8%), and masculinity (15.9%). 2. There was a significant difference between the satisfaction as a dental hygienist and self-efficacy among the group (p<0.001). 3. Both female and male dental hygienists had the highest satisfaction and self-efficacy with the job performance. Conclusions: The satisfaction and self-efficacy with the job performance were influenced by gender role identity. Therefore, in order to enhance the satisfaction and self-efficacy as a dental hygienist, the education for the dental hygienist must include the gender role identity in the future.

• 한국직업건강간호학회지
• /
• 제22권2호
• /
• pp.75-82
• /
• 2013

Purpose: This study is to investigate the effect of nurse's competency empowerment and boss' job competency recognition on work performance. Methods: 216 nurses participated for data collection which was conducted from September 1, 2011 to September 10, 2011. The collected data were analyzed with SPSS/WIN 16.0 and with frequency test, ANOVA, Scheff$\acute{e}$ test and Multiple regression. Results: Firstly, the work performance in accordance with subject's general characteristics was found to be significant in the 50s, graduate school or higher education, Roman Catholic, charge nurse and 21-years or older. Secondly, the correlation among nurse's competency empowerment, boss' competency recognition and work performance was found to be positively related (r=.501~.639, p<.001). Thirdly, competency empowerment was found to be the most effective factor for work performance, followed by boss' competency recognition and career year, and these factors accounted for 63.5%. Conclusion: As the results show that the work performance is highly affected by the nurse's competency empowerment, boss' competency recognition level and career level in clinical environment, effective education programs are required to provide an appropriate experience to both entry-level and experienced nurses, as well as to enhance boss' competency empowerment at the same time.

• The Journal of Asian Finance, Economics and Business
• /
• 제8권5호
• /
• pp.697-706
• /
• 2021

This quantitative study aims to examine the effect of family ownership on company performance empirically. Specifically, this study examines the moderating effect of corporate governance on the relationship between family ownership and company performance which has never been explored in the previous studies. This study's main target population was all listed companies in the Indonesian Capital Market Directory (ICMD) for 2008-2018. The study used criteria, namely data completeness, to measure research variables and obtained 2996 data or firm-year observations. The research contingency model to test the proposed hypothesis was the General Moment Method (GMM). The study presents the results of data descriptions shows the average, median, maximum, minimum, and standard deviation values for each variable. The descriptive data shows that family ownership is common in Indonesia: 64% of 244 companies in the sample. The inferential analysis results using a multiple regression model test show that family ownership significantly reduces company performance. However, corporate governance proxied by the board of directors, managerial risk profile, and independent commissioners significantly moderate the relationship between family ownership and company performance. Besides, the managerial risk profile and independent commissioners strengthened while the board of commissioners' presence weakened the effect of family ownership on performance.

• 한국직업건강간호학회지
• /
• 제32권4호
• /
• pp.185-194
• /
• 2023

Purpose: This study aimed to prepare basic data for the development of a nursing intervention program to improve nursing performance by identifying the factors affecting nursing performance in an integrated nursing care service ward. Methods: Participants were 166 nurses who had worked for more than six months in the integrated nursing care service wards of three general hospitals located in B city. Data were collected from July 15 to August 30, 2022 using structured questionnaires and analyzed by T-test, ANOVA, Scheffé test, Pearson's correlation coefficients and multiple linear regression using the IBM SPSS/WIN 25.0 statistical program. Results: Factors affecting the nursing performance of participants were age (β=.58, p<.001), positive psychological capital (β=.41, p<.001), and social support (β=.28, p<.001). The total explanatory power of these variables for nursing performance was 55.8%. Conclusion: The results of this study suggest the need for programs that improve psychological capital and social support while considering nurse's age to enhance their performance in nursing integrated service wards.

• 한국병원경영학회지
• /
• 제17권2호
• /
• pp.34-51
• /
• 2012

This study is an empirical research to identify difference of education training satisfaction by demographic variables, and to investigate the influence of education training satisfaction on the member's organizational commitment in general hospitals. As a result of ANOVA, t-test based on the data of 325 employees in 7 general hospitals in Korea, education training satisfaction has a significant difference by a construct and demographic variables. Education training satisfaction has a significant difference by a construct such as education training system, education training administration and education training practice. Education training satisfaction has a significant difference by occupation, career, scholarship. Education training satisfaction has a partly significant difference by status, age. But it has not a significant difference by sex distinction. Satisfaction of education training system and education training practice has a significantly positive relationship with organizational commitment. But Satisfaction of education training administration has a partly positive relationship with organizational commitment. By these results, the advanced education training structure needs to equipped in order to elevate management performance in general hospitals.