• The Korean Journal of Air & Space Law and Policy
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• v.34 no.1
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• pp.203-234
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• 2019

The concept of denied boarding is defined in Article 2(j) of Regulation 261/2004 thus: "denied boarding means a refusal to carry passengers on a flight, although they have presented themselves for boarding under the conditions laid down in Article 3(2), except where there are reasonable grounds to deny them boarding, such as reasons of health, safety or security, or inadequate travel documentation." So far as relevant to this case, to be entitled to compensation, if denied boarding, Article 3(2) provides a passenger must first come within the scope of the protection of the Regulation, which applies under the following conditions: "${\cdots}$.that passengers (a) have a confirmed reservation on the flight concerned and, except in the case of cancellation referred to in Article 5, present themselves for check-in, as stipulated and at the time indicated in advance and in writing (including by electronic means) by the air carrier, the tour operator or an authorised travel agent, or, if no time is indicated, not later than 45 minutes before the published departure time." This paper reviews the EU Cases such as Rodríguez Cachafeiro v. Iberia [2012] Case C-321/11; Finnair Oyj v. Timy Lassooy [2012] Case C-22/11; Caldwell v. easyJet Airline Co. Ltd. [2015] ScotSC 64. ECJ and Sheriff court of Scotland held that the concept of denied boarding, within the meaning of Articles 2(j) and 4 of Regulation No 261/2004 establishing common rules on compensation and assistance to passengers in the event of denied boarding and of cancellation or long delay of flights, and repealing Regulation No 295/91, must be interpreted as relating not only to cases where boarding is denied because of overbooking but also to those where boarding is denied on other grounds, such as operational reasons. Also, ECJ ruled that Articles 2(j) and 4(3) must be interpreted as meaning that the occurrence of extraordinary circumstances resulting in an air carrier rescheduling flights after those circumstances arose cannot give grounds for denying boarding on those later flights or for exempting that carrier from its obligation, under Article 4(3) of that regulation, to compensate a passenger to whom it denies boarding on such a flight.

• KOREAN JOURNAL OF CROP SCIENCE
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• v.63 no.4
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• pp.331-337
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• 2018

The content of nutrients, proteins, and oils of crop seeds is affected by global climate change due to the increase in temperature. Information regarding the effects of increased temperature on soybean seed nutrition is limited despite its vital role in seed quality and food security. The objective of this study was to determine the effect of increasing temperature on seed nutrient, protein, and oil content in two soybean [Glycine max (L.) Merr] cultivars (Daewonkong and Pungsannamulkong during the reproductive period in a temperature-gradient chamber. Four temperature treatments, Ta (near ambient temperature), $Ta+1^{\circ}C$ (ambient temperature+$1^{\circ}C$), $Ta+2^{\circ}C$ (ambient temperature+$2^{\circ}C$), $Ta+3^{\circ}C$ (ambient temperature+$3^{\circ}C$), and $Ta+4^{\circ}C$ (ambient temperature+$4^{\circ}C$), were established by dividing the rows along the temperature gradient. At maturity, increased temperature did not significantly affect the concentration of P, K, Ca, and Mg. The protein and oil content was significantly correlated with temperature. At maturity, the protein content of DWK and PSNK was reduced at $Ta+4^{\circ}C$. The oil content was the highest at $Ta+4^{\circ}C$ in DWK, whereas it decreased in PSNK at $Ta+4^{\circ}C$. Consequently, the biochemical composition of soybean seeds changed with the increase in temperature. These results illustrate the effects of temperature on soybean seed nutrient, protein, and oil content, which can help improve soybean quality at different temperatures. Thus, the biochemical composition of crop seeds can be changed in accordance with nutritional requirements for the benefit of human health in the future.

• Proceedings of the Korean Society of Crop Science Conference
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• 2019.09a
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• pp.5-5
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• 2019

The objectives of this paper are (i) to analyze past trends and future directions of rice production, consumption and trade across the world and (ii) to discuss emerging challenges and future directions in the global rice industry. Rice is a staple food of over half of the world's 7.7 billion people. It is an important economic, social, political, and cultural commodity in most Asian countries. Rice is the $1^{st}$ most widely consumed, $2^{nd}$ largely produced, and $3^{rd}$ most widely grown food crop in the world. It was cultivated by 144 million farms in over 100 countries with harvested area of over 163 million ha producing about 745 million tons paddy in 2018. About 90% of the total rice is produced in Asia. China and India, the biggest rice producers, account for over half of the world's rice production. Between 1960 and 2018, world rice production increased over threefold from 221 to 745 million tons (2.1% per year) due to area expansion from 120 to 163 million ha (0.5% per year) and paddy yield increase from 1.8 to 4.6 t/ha (1.6% per year). The Green Revolution led massive increase in rice production prevented famines, provided food for millions of people, reduced poverty and hunger, and improved livelihoods of millions of Asians. The future increase in rice production must come from yield increase as the scope for area expansion is limited. Rice is the most widely consumed food crop. The world's average per capita milled rice consumption is 64 kilograms providing 19% of daily calories. Asia accounted for 84% of global consumption followed by Africa (7%), South America (3%), and the Middle East (2%). Asia's per capita rice consumption is 100 kilograms per year providing 28% of daily calories. The global and Asian per capita consumption increased from the 1960s to the 1990s but stable afterward. The per capita rice consumption is expected to decline in Asia but increase outside Asia especially in Africa in the future. The total milled rice consumption was about 490 million tons in 2018 and projected to reach 550 million tons by 2030 and 590 million tons by 2040. Rice is thinly traded in international market because it is a highly protected commodity. Only about 9% of the total production is traded in global rice market. However, the volume of global rice trade has increased over six-fold from 7.5 to 46.5 million tons between the 1960s and 2018. A relatively small number of exporting countries interact with a large number of importing countries. The top five rice exporting countries are India, Thailand, Vietnam, Pakistan, and China accounting for 74% of the global rice export. The top five rice importing countries are China, Philippines, Nigeria, European Union and Saudi Arabia accounting for 26% of the global rice import. Within rice varieties, Japonica rice accounts for the highest share of the global rice trade (about 12%) followed by Basmati rice (about 10%). The high concentration of exports to a few countries makes international rice market vulnerable to supply disruptions in exporting countries, leading to higher world prices of rice. The export price of Thai 5% broken rice increased from 198 US$/ton in 2000 to 421 US$/ton in 2018. The volumes of trade and rice prices in the global market are expected to increase in the future. The major future challenges of the rice industry are increasing demand due to population growth, rising demand in Africa, economic growth and diet diversification, competition for natural resources (land and water), labor scarcity, climate change and natural hazards, poverty and inequality, hunger and malnutrition, urbanization, low income in rice farming, yield saturation, aging of farmers, feminization of agriculture, health and environmental concerns, improving value chains, and shifting donor priorities away from agriculture. At the same time, new opportunities are available due to access to new technologies, increased investment by the private sector, and increased global partnership. More investment in rice research and development is needed to develop and disseminate innovative technologies and practices to overcome problems and ensure food and nutrition security of the future population.

• 한국노년학
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• v.41 no.2
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• pp.217-240
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• 2021

The purpose of this study is to examine the effect of care workers' employment characteristics and perception of facility directors' transformational leadership on quality of service through a hierarchical linear model. For this aim, survey data were collected amongst 240 older adults and 200 care workers who are affiliated within 45 long-term care facilities in Seoul, and analyzed using SPSS 26.0 and HLM 8.0. As a result, one's perception of transformational leadership had a positive effect, whereas, among employment characteristics, employment type and working hours had negative effects on quality of service. Regular workers with fewer working hours and higher awareness of transformational leadership toward the director provided higher quality of service. But wage, total experience and tenure didn't meaningfully affect it. Therefore, the following suggestions were presented. First, it is necessary to reorganize incentive, salary systems and budgets, changing the status of temporary workers' hourly wage system into that of regular workers' monthly one in order to strengthen employment security with acknowledging fundamental professional values through reinforcement of expertise. Reinforcement of long-term care's publicness and establishment of base facilities are also suggested. Second, maintaining appropriate hours of work and rest including annual leave under the Labor Standards Act is needed. Also, increasing the salary of and decreasing working hours for night shift workers are required. Third, education and intervention for inspiring transformational leadership of directors and strengthening qualification standards of them are required.

• Korean Journal of Social Welfare Studies
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• v.41 no.4
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• pp.189-224
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• 2010

Nowadays Korean society has a fast growing population of North Korean immigrant youth. Especially, North Korean immigrant youth, who are discontinuing formal education, experience difficulties in social exclusion and adaptation. Therefore, the purpose of this study was to understand the experiences of adaptation and social support of North Korean immigrant youth discontinuing formal education, and to seek affirmative supporting plans and solutions for their adaptation. The methodology utilized for this study was a case study research. On the basis of the results and categorization, 'a network between overall categories and of early adaptation' was derived. The major findings of this study are summarized as follows. First, the participants of this study experienced major difficulties during 'economical adaptation', and their economical adaptation was strongly interrelated with their 'educational adaptation'. The discontinuing of their education resulting from their fleeing period caused 'academic differential and age disparity.' Thus they could not enroll in the formal education system, and their insufficient educational background resulted in low wages and overwork due to manual labor jobs. Second, participants recognized 'interpersonal relations' as the most essential factor in adaptation, and 'social support' from the interpersonal relations played an important role in adaptation to and comfort in Korean society. 'Interactions with South Koreans' was recognized as a significant resource for gaining informational and appraisal support, but was not activated satisfactorily. On the other hand, interaction with North Korean immigrants was avoided by the reason that 'there's nothing to learn', however emotional support from North Korean immigrants of close relationship played an important role in participants' adaptation, especially in all aspects of psychological adaptation. Third, participants experienced a lot of difficulties and stresses in their 'physical health and psychological adaptation'. Their chronic diseases worsened by remaining untreated, and female perceived symptoms were observed more often than in male. Meanwhile, excessive 'stresses' from the unfamiliar environment of South Korea negatively affected their psychological adaptation. However, they were satisfied with sense of liberty and security from living in a democratic society.

• Journal of Korean Dental Hygiene Science
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• v.7 no.1
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• pp.39-52
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• 2024

Background: Dental hygienists provide direct dental care in the closest proximity to the patient, and each practice requires a high level of focus and concentration. These skills are an important human resource that can impact the quality of dental care services. Since more than half of dental clinics provide as overtime work in addition to regular hours, this study aims to determine the association between working overtime and job performance for dental hygienists. Methods: The study was conducted using a combination of online and in-person surveys via Google Forms among 131 employed dental hygienists. The survey consisted of 7 questions on demographic and work characteristics, 16 questions on characteristics related to overtime and the effect of overtime on job security, health, and life, and 10 questions on job performance, for a total of 33 questions. Chi-square analysis and independent samples t-test were used to identify the characteristics of demographic and work characteristics, and descriptive statistics analysis was used for the characteristics of overtime. Independent samples t-test was used to test the difference in the mean of job performance according to whether or not they worked overtime, and linear regression analysis was used to show the association of working overtime and job performance. Results: The study found that 71% of dental clinics worked overtime. The average number of overtime per week was once (78.5%), and the most common problems with overtime were fatigue (52.7%) and lack of personal and leisure time (41.9%). The appropriate number of overtime per week considered by dental hygienists was once a week, which was confirmed to be 94.6%. When comparing job performance by overtime status, those who worked overtime were 3.38 points higher than those who did not (35.45 vs. 32.07). Multiple linear regression analysis of the association of working overtime night and job performance showed that a one-unit increase in worked overtime was associated with a statistically significant increase in job performance of about 3.1 (p<0.01). Conclusion: Working overtime was found to have a positive effect on job performance among dental hygienists. Therefore, as a way to improve the working environment, providing appropriate compensation or welfare for overtime can reduce the negative aspects of overtime and turn it into a positive influence on job performance. This could ultimately raise awareness of the dental hygienist as a professional and effect the efficiency of dental care services.

• The Korean Nurse
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• v.36 no.1
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• pp.77-96
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• 1997

The duty shifts of hospital nurses not only affect nurses' physical and mental health but also present various personnel management problems which often result in high turnover rates. In this context a study was carried out from October to November 1995 for a period of two months to find out the status of hospital nurses' duty shift patterns, and preferred duty hours and fixed duty shifts. The study population was 867 RNs working in five general hospitals located in Seoul and its vicinity. The questionnaire developed by the writer was used for data collection. The response rate was 85.9 percent or 745 returns. The SAS program was used for data analysis with the computation of frequencies, percentages and Chi square test. The findings of the study are as follows: 1. General characteristics of the study population: 56 percent of respondents was (25 years group and 76.5 percent were "single": the predominant proportion of respondents was junior nursing college graduates(92.2%) and have less than 5 years nursing experience in hospitals(65.5%). For their future working plan in nursing profession, nearly 50% responded as uncertain The reasons given for their career plan was predominantly 'personal growth and development' rather than financial reasons. 2. The interval for rotations of duty stations was found to be mostly irregular(56.4%) while others reported as weekly(16.1%), monthly(12.9%), and fixed terms(4.6%). 3. The main problems related to duty shifts particularly the evening and night duty nurses reported were "not enough time for the family, " "afraid of security problems after the work when returning home late at night." and "lack of leisure time". "problems in physical and physiological adjustment." "problems in family life." "lack of time for interactions with fellow nurses" etc. 4. The forty percent of respondents reported to have '1-2 times' of duty shift rotations while all others reported that '0 time'. '2-3 times'. 'more than 3 times' etc. which suggest the irregularity in duty shift rotations. 5. The majority(62.8%) of study population found to favor the rotating system of duty stations. The reasons for favoring the rotation system were: the opportunity for "learning new things and personal development." "better human relations are possible. "better understanding in various duty stations." "changes in monotonous routine job" etc. The proportion of those disfavor the rotating 'system was 34.7 percent. giving the reasons of"it impedes development of specialization." "poor job performances." "stress factors" etc. Furthermore. respondents made the following comments in relation to the rotation of duty stations: the nurses should be given the opportunity to participate in the. decision making process: personal interest and aptitudes should be considered: regular intervals for the rotations or it should be planned in advance. etc. 6. For the future career plan. the older. married group with longer nursing experiences appeared to think the nursing as their lifetime career more likely than the younger. single group with shorter nursing experiences ($x^2=61.19.{\;}p=.000;{\;}x^2=41.55.{\;}p=.000$). The reason given for their future career plan regardless of length of future service, was predominantly "personal growth and development" rather than financial reasons. For further analysis, the group those with the shorter career plan appeared to claim "financial reasons" for their future career more readily than the group who consider the nursing job as their lifetime career$(x^2$= 11.73, p=.003) did. This finding suggests the need for careful .considerations in personnel management of nursing administration particularly when dealing with the nurses' career development. The majority of respondents preferred the fixed day shift. However, further analysis of those preferred evening shift by age and civil status, "< 25 years group"(15.1%) and "single group"(13.2) were more likely to favor the fixed evening shift than > 25 years(6.4%) and married(4.8%)groups. This differences were statistically significant ($x^2=14.54, {\;}p=.000;{\;}x^2=8.75, {\;}p=.003$). 7. A great majority of respondents(86.9% or n=647) found to prefer the day shifts. When the four different types of duty shifts(Types A. B. C, D) were presented, 55.0 percent of total respondents preferred the A type or the existing one followed by D type(22.7%). B type(12.4%) and C type(8.2%). 8. When the condition of monetary incentives for the evening(20% of salary) and night shifts(40% of. salary) of the existing duty type was presented. again the day shift appeared to be the most preferred one although the rate was slightly lower(66.4% against 86.9%). In the case of evening shift, with the same incentive, the preference rates for evening and night shifts increased from 11.0 to 22.4 percent and from 0.5 to 3.0 percent respectively. When the age variable was controlled. < 25 yrs group showed higher rates(31.6%. 4.8%) than those of > 25 yrs group(15.5%. 1.3%) respectively preferring the evening and night shifts(p=.000). The civil status also seemed to operate on the preferences of the duty shifts as the single group showed lower rate(69.0%) for day duty against 83. 6% of the married group. and higher rates for evening and night duties(27.2%. 15.1%) respectively against those of the married group(3.8%. 1.8%) while a higher proportion of the married group(83. 6%) preferred the day duties than the single group(69.0%). These differences were found to be statistically all significant(p=.001). 9. The findings on preferences of three different types of fixed duty hours namely, B, C. and D(with additional monetary incentives) are as follows in order of preference: B type(12hrs a day, 3days a wk): day shift(64.1%), evening shift(26.1%). night shift(6.5%) C type(12hrs a day. 4days a wk) : evening shift(49.2%). day shift(32.8%), night shift(11.5%) D type(10hrs a day. 4days a wk): showed the similar trend as B type. The findings of higher preferences on the evening and night duties when the incentives are given. as shown above, suggest the need for the introductions of different patterns of duty hours and incentive measures in order to overcome the difficulties in rostering the nursing duties. However, the interpretation of the above data, particularly the C type, needs cautions as the total number of respondents is very small(n=61). It requires further in-depth study. In conclusion. it seemed to suggest that the patterns of nurses duty hours and shifts in the most hospitals in the country have neither been tried for different duty types nor been flexible. The stereotype rostering system of three shifts and insensitiveness for personal life aspect of nurses seemed to be prevailing. This study seems to support that irregular and frequent rotations of duty shifts may be contributing factors for most nurses' maladjustment problems in physical and mental health. personal and family life which eventually may result in high turnover rates. In order to overcome the increasing problems in personnel management of hospital nurses particularly in rostering of evening and night duty shifts, which may related to eventual high turnover rates, the findings of this study strongly suggest the need for an introduction of new rostering systems including fixed duties and appropriate incentive measures for evenings and nights which the most nurses want to avoid, In considering the nursing care of inpatients is the round-the clock business. the practice of the nursing duty shift system is inevitable. In this context, based on the findings of this study. the following are recommended: 1. The further in-depth studies on duty shifts and hours need to be undertaken for the development of appropriate and effective rostering systems for hospital nurses. 2. An introduction of appropriate incentive measures for evening and night duty shifts along with organizational considerations such as the trials for preferred duty time bands, duty hours, and fixed duty shifts should be considered if good quality of care for the patients be maintained for the round the clock. This may require an initiation of systematic research and development activities in the field of hospital nursing administration as a part of permanent system in the hospital. 3. Planned and regular intervals, orientation and training, and professional and personal growth should be considered for the rotation of different duty stations or units. 4. In considering the higher degree of preferences in the duty type of "10hours a day, 4days a week" shown in this study, it would be worthwhile to undertake the R&D type studies in large hospital settings.