• Proceedings of the Korean Powder Metallurgy Institute Conference
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• 2002.07a
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• pp.25-37
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• 2002

The most important industrial application of gamma radiation in characterizing green compacts is the determination of the density. Examples are given where this method is applied in manufacturing technical components in powder metallurgy. The requirements imposed by modern quality management systems and operation by the workforce in industrial production are described. The accuracy of measurement achieved with this method is demonstrated and a comparison is given with other test methods to measure the density. The advantages and limitations of gamma ray densitometry are outlined. The gamma ray densitometer measures the attenuation of gamma radiation penetrating the test parts (Fig. 1). As the capability of compacts to absorb this type of radiation depends on their density, the attenuation of gamma radiation can serve as a measure of the density. The volume of the part being tested is defined by the size of the aperture screeniing out the radiation. It is a channel with the cross section of the aperture whose length is the height of the test part. The intensity of the radiation identified by the detector is the quantity used to determine the material density. Gamma ray densitometry can equally be performed on green compacts as well as on sintered components. Neither special preparation of test parts nor skilled personnel is required to perform the measurement; neither liquids nor other harmful substances are involved. When parts are exhibiting local density variations, which is normally the case in powder compaction, sectional densities can be determined in different parts of the sample without cutting it into pieces. The test is non-destructive, i.e. the parts can still be used after the measurement and do not have to be scrapped. The measurement is controlled by a special PC based software. All results are available for further processing by in-house quality documentation and supervision of measurements. Tool setting for multi-level components can be much improved by using this test method. When a densitometer is installed on the press shop floor, it can be operated by the tool setter himself. Then he can return to the press and immediately implement the corrections. Transfer of sample parts to the lab for density testing can be eliminated and results for the correction of tool settings are more readily available. This helps to reduce the time required for tool setting and clearly improves the productivity of powder presses. The range of materials where this method can be successfully applied covers almost the entire periodic system of the elements. It reaches from the light elements such as graphite via light metals (AI, Mg, Li, Ti) and their alloys, ceramics ($AI_20_3$, SiC, Si_3N_4, $Zr0_2$, ...), magnetic materials (hard and soft ferrites, AlNiCo, Nd-Fe-B, ...), metals including iron and alloy steels, Cu, Ni and Co based alloys to refractory and heavy metals (W, Mo, ...) as well as hardmetals. The gamma radiation required for the measurement is generated by radioactive sources which are produced by nuclear technology. These nuclear materials are safely encapsulated in stainless steel capsules so that no radioactive material can escape from the protective shielding container. The gamma ray densitometer is subject to the strict regulations for the use of radioactive materials. The radiation shield is so effective that there is no elevation of the natural radiation level outside the instrument. Personal dosimetry by the operating personnel is not required. Even in case of malfunction, loss of power and incorrect operation, the escape of gamma radiation from the instrument is positively prevented.

• Journal of Fashion Business
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• v.3 no.4
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• pp.139-146
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• 1999

The purpose of this study is to analyze the efficiency and working conditions of the patternwork departments by surveying the apparel manufacturing companies sampled in Seoul for their organization, working enviornment and technology of their patternwork departments, and thereby, find the ways to promote the functions of the patternwork department. The results of this study can be summarized as follows; 1. As a result of analyzing the working environment of patternwork departments, it was found that the problems counted by most of the pattern workers were lack of workforce, unhygienic or unpleasant workplaces. 2. As a consequence of analyzing the sample production in terms of tacking methods and times, They rarely tacked the white cotton. Such an omission of tacking procedure may serve to save time, but if a sewing error occurs, the working time would rather be longer due to the defects of pattern to be remedied. 3. As a result of reviewing the general patternwork conditions, it was found that the patterns were still worked out in two dimensions. On the other hand, more than 60% of the pattern workers were applying to their patternworks the styles which they had learned from their seniors. Few patterns are being developed in conformity to apparel trends or body shape changes. 4. As a consequence of examining the problems involving the production of patternsl, the problems involved primarily the patterns incised off no-dart pattern and body structure, and in light of items, involved mainly the trousers and in light of material, involved much the stretch or velvet. Moreover, it is deemed necessary to establish a special institute devoted to a systematic development of pattern technology. 5. Most of the CAD patternworks are used not for pattern designing but for grading and marking works, which suggests that pattern workers need to be educated on this new technology for more diverse and precise patternworks. 6. Lastly, as a result of examining the conditions of patternwork departments and their relevant works, most of the pattern workers were found to be subject to irregular and excessive workload, having little time to produce good patterns. This finding suggests that it is necessary to mandate the pattern workers to more involve the commodity planning.

• Journal of the Economic Geographical Society of Korea
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• v.23 no.1
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• pp.71-81
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• 2020

Family companies are the unique industry-academic cooperation-related systems of Korean universities created by universities to promote various forms of industry-academic cooperation with companies. It is important to figure out the current status of family companies in order to understand the achievements of industrial-academic cooperation projects that have been actively pursued since the early 2000s. A lot of studies on industry-academic cooperation have focused mainly on the university's position. On the contrary, this study focuses on understanding the current status of the family company system and the status of industry-academic cooperation. Introduced in 2004, the Family Company System expanded rapidly as it was used as a performance indicator for college financial support projects related to industry-academic cooperation, with 174,425 companies registered as family companies as of 2017. A survey of family companies registered in universities carrying out the LINC+ project shows that companies registered in multiple universities are increasing, with relatively high demand and satisfaction for industry-academic cooperation among companies. Family companies were found to be relatively satisfied in terms of the use of R&D equipment or joint research, while they were relatively less satisfied in terms of workforce training and retraining. While companies have assessed product quality improvements through industry-academic cooperation, they have underestimated the effect of increasing sales and reducing production costs. Further, it was found that it was urgent to expand incentive systems and improve online information services to boost corporate participation in order to enhance the effectiveness of industry-academic cooperation.

• Industry Promotion Research
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• v.6 no.1
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• pp.79-86
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• 2021

Due to the change in the demographic structure, the problem of low birth rate and aging population leads to a serious decrease in human resources, and the necessity of introducing foreign workers is increasing. This study believes that the introduction of foreign workforce is the most effective to expand the working-age population in the era of low birthrate and aging, when demographic changes begin in earnest, and to this end, it sought to devise measures to improve the legal system for migrant workers. As a result of this study, first, the legal system for migrant workers should be unified and improved. It is necessary to establish or unify management agencies so that the 「Immigration Control Act」 and the 「Labor Act」 can establish a cooperative relationship. Second, the 「Immigration Control Act」 should be revised to make it easier for migrant workers to find employment. It is necessary to positively review the employment permit system and acquisition of nationality. Third, there should be no equity or discrimination against migrant workers. Under the principle of mutual benefit, employers and migrant workers should not be equally discriminated against. Fourth, the social insurance system must be added to the legal system of migrant workers. Therefore, the legal system should be reorganized so that migrant workers are not discriminated against in various insurance systems including the four major social insurance systems. In conclusion, the problem of low birthrate and aging population has become a serious social problem due to changes in the demographic structure, and the decrease in the possible generation population has reached a level of concern. The importance of migrant workers' employment and work environment is increasing. Nevertheless, related legal and institutional problems still exist, and measures to improve the legal system for migrant workers are needed.

• Proceedings of the Korean Society of Crop Science Conference
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• 2022.10a
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• pp.92-92
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• 2022

In preparation for the ever-changing climate and unification of North Korea and South Korea, it is necessary to increase the grain self-sufficiency rate by selecting crops with good utilization in high-altitude regions. The principle is to sow pastures at the end of August. However, sowing occurs in spring because the sowing period is missed when the weather is bad or when the workforce is insufficient. Sometimes when the grassland is completely devastated, it is frequently sowed in spring. In addition, North Korea consists of a high-altitude regions, and has been devastated in a general mountainous region. As a result, the landscape is not good and it is vulnerable to natural disasters such as landslides. Therefore, to prevent this, pasture must be sowed in the high-altitude regions. The goal of this study was to evaluate and compare yield and feed value of pasture species and varieties by spring sowing in high-latitude regions. The study was conducted in Pyeongchang, Gangwon-do, which is 700m height above sea level. The pasture species and varieties was sown on April 24, 2022. Each treatment was carried out by sowing 30 kg/ha, the experiment field size was 1 m²(1m×1m), and randomized block design with tri-repeat. The total of 14 varieties was used in the study, 6 varieties of Orchardgrass (OG), 6 varieties of Tall fescue (TF) and 2 varieties of Perennial ryegrass (PRG). The grassland composition fertilization using (N:P₂O₅:K₂O at 80:200:70 kg/ha) was conducted and management fertilizer was N:P₂O₅:K₂O at 210:150:180 kg/ha. The first harvest was June 26,2022 and the second harvest was on August 16, 2022. For statistical analysis of the data, an Analysis of Variance (ANOVA) was performed using the R3.6.3 software program, and all data was subjected to analysis using Duncan's multiple range test. Significance was set at the 5% level. The dry matter yield at the first harvest was the highest in PRG, and second harvest was the highest in TF (p < 0.05). Overall, PRG showed a trend of gradually decreasing growth, OG and TF showed a trend of gradually improving growth. This showed that PRG was considerably weaker to summer depression than other pasture species. Comparing the total dry matter yield, TF was the highest (4,565.45 kg/ha), but there was no significance difference with PRG (4,487.24 kg/ha) (p < 0.05). In addition, comparing the total TDN (total digestible nutrient) yield, TF was the highest (3147.33 kg/ha), second in PRG (2975.67 kg/ha) and third in OG (2052.33 kg/ha). Since this result is the data of the second harvests, if the result is derived by the end of next year, it will be provided as basic data for selection of pasture species and varieties suitable for spring seeding in high-altitude regions.

• Korean small business review
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• v.31 no.2
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• pp.19-37
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• 2009

The purpose of this research is to explore differences between small and medium-sized companies and large-sized companies in the impact of human resource innovativeness(HRI), learning orientation(LO), and HRI-LO interaction on innovation effect and business performance. Although learning orientation has long been considered as a key factor influencing good performance of a business, little research was devoted to exploring the effect of HRI-LO interaction on innovation effect and business performance. In this study, it is investigated whether there is a synergy effect between innovative human workforce and learning orientation corporate culture, in addition to each by itself, to generate good business performance as well as a success of new innovations in the market. Research hypotheses were as follows, including H1) human resource innovativeness(HRI), learning orientation(LO), and interactions of HRI and LO(HRI-LO interaction) positively affect innovation effect, H2) there is a difference of the effect of HRI, LO, and HRI-LO interaction on innovation effect between large-sized and small-sized companies, H3) HRI, LO, HRI-LO interaction, innovation effect positively affect business performance, and H4) there is a difference of the effect of HRI, LO, HRI-LO interaction, and innovation effect on business performance between large-sized and small-sized companies. Data were obtained from 479 practitioners through a web survey since the web survey is an efficient method to collect a national data at a variety of fields. A single respondent from a company was allowed to participate in the study after checking whether they have more than 5-year work experiences in the company. To check whether a common source bias is existed in the sample, additional data from a convenient sample of 97 companies were gathered through the traditional survey method, and were used to confirm correlations between research variables of the original sample and the additional sample. Data were divided into two groups according to company size, such as 352 small and medium-sized companies with less than 300 employees and 127 large-sized companies with 300 or more employees. Data were analyzed through t-test and regression analyses. HRI which is the innovativeness of human resources in the company was measured with 9 items assessing the innovativenss of practitioners in staff, manager, and executive-level positions. LO is the company's effort to encourage employees' development, sharing, and utilizing of knowledge through consistent learning. LO was measured by 18 items assessing commitment to learning, vision sharing, and open-mindedness. Innovation effect which assesses a success of new products/services in the market, was measured with 3 items. Business performance was measured by respondents' evaluations on profitability, sales increase, market share, and general business performance, compared to other companies in the same field. All items were measured by using 6-point Likert scales. Means of multiple items measuring a construct were used as variables based on acceptable reliability and validity. To reduce multi-collinearity problems generated on the regression analysis of interaction terms, centered data were used for HRI, LO, and Innovation effect on regression analyses. In group comparison, large-sized companies were superior on annual sales, annual net profit, the number of new products/services in the last 3 years, the number of new processes advanced in the last 3 years, and the number of R&D personnel, compared to small and medium-sized companies. Also, large-sized companies indicated a higher level of HRI, LO, HRI-LO interaction, innovation effect and business performance than did small and medium-sized companies. The results indicate that large-sized companies tend to have more innovative human resources and invest more on learning orientation than did small-sized companies, therefore, large-sized companies tend to have more success of a new product/service in the market, generating better business performance. In order to test research hypotheses, a series of multiple-regression analysis was conducted. In the regression analysis examining the impact on innovation effect, important results were generated as : 1) HRI, LO, and HRI-LO affected innovation effect, and 2) company size indicated a moderating effect. Based on the result, the impact of HRI on innovation effect would be greater in small and medium-sized companies than in large-sized companies whereas the impact of LO on innovation effect would be greater in large-sized companies than in small and medium-sized companies. In other words, innovative workforce would be more important in making new products/services that would be successful in the market for small and medium-sized companies than for large-sized companies. Otherwise, learning orientation culture would be more effective in making successful products/services for large-sized companies than for small and medium-sized companies. Based on these results, research hypotheses 1 and 2 were supported. In the analysis of a regression examining the impact on business performance, important results were generated as : 1) innovation effect, LO, and HRI-LO affected business performance, 2) HRI by itself did not have a direct effect on business performance regardless of company size, and 3) company size indicated a moderating effect. Specifically, an effect of the HRI-LO interaction on business performance was stronger in large-sized companies than in small and medium-sized companies. It means that the synergy effect of innovative human resources and learning orientation culture tends to be stronger as company is larger. Referring to these result, research hypothesis 3 was partially supported whereas hypothesis 4 was supported. Based on research results, implications for companies were generated. Regardless of company size, companies need to develop the learning orientation corporate culture as well as human resources' innovativeness together in order to achieve successful development of innovative products and services as well as to improve sales and profits. However, the effectiveness of the HRI-LO interaction would be varied by company size. Specifically, the synergy effect of HRI-LO was stronger to make a success of new products/services in small and medium-sized companies than in large-sized companies. However, the synergy effect of HRI-LO was more effective to increase business performance of large-sized companies than that of small and medium-sized companies. In the case of small and medium-sized companies, business performance was achieved more through the success of new products/services than much directly affected by HRI-LO. The most meaningful result of this study is that the effect of HRI-LO interaction on innovation effect and business performance was confirmed. It was often ignored in the previous research. Also, it was found that the innovativeness of human workforce would not directly influence in generating good business performance, however, innovative human resources would indirectly affect making good business performance by contributing to achieving the development of new products/services that would be successful in the market. These findings would provide valuable managerial implications specifically in regard to the development of corporate culture and education program of small and medium-sized as well as large-sized companies in a variety of fields.

• Health Policy and Management
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• v.34 no.2
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• pp.120-128
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• 2024

From February to now 2024, there continues to be controversy over the expansion of admission number to medical school. Some of the controversy arises from a mix of present and future time points. In the present time point, the controversy over whether physicians are some shortages or not has various aspects. Some aspects are presented as evidence of the physician shortage and others as non-shortage. Also, the presenting evidence of shortage is being disputed, and so is the evidence of the contrary. This controversy over whether there is a shortage or not in the present time point makes it difficult to reach a consensus. In 10 years, the shortage of doctors will increase due to the rapid increase in the elderly population, so the admission number of medical schools will need to be increased. However, the increase must be such that there is minimal deterioration in the quality of medical education. More admission numbers should be allocated to medical schools with a high quality of medical education. This study suggests that large-scale medical schools increase the admission number by 20%-30%, and small-scale medical schools increase the admission number by 40%-50%, if so, the total increasing number is 760 to 1,066. If the 2,000-person increase is enforced, the quality of medical education must be carefully evaluated and the results should be reflected in adjusting the admission number of medical schools. In 20 years later, the admission number of medical schools will have to be reduced. This is because the physician supply is changing to a linear function and the physician demand (medical care demand) is changing to a quadratic function. Even if the current number is maintained, there will be an excess of doctors from 2048, so the medical school admission number must be reduced and its size will be reduced to about 2,000, a 30% reduction from the current number. Because the same reduction rate for all medical schools will result in many small-scale medical schools, the M&A (mergers and acquisitions) strategy should be considered with 40 medical schools and 12 Korean medical schools. In Korea, the main contributor to estimating physician demand is the change in population structure. Due to the rapid decrease in the total fertility rate, future population projections are uncertain. The recent rapid increase in healthcare utilization should be reexamined in the forecasting of physician demand. Since the various factors that affect the estimate of doctor supply and demand are unclear, the estimate of physician supply and demand must be continuously conducted every five years, and the Health Care Workforce Committee must be established and operated. The effects of increasing the admission number of medical schools should be evaluated and adjusted annually.

• Journal of the Korean Society of Marine Environment & Safety
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• v.20 no.6
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• pp.671-676
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• 2014

Based on the data of PSC information management system of MOF(Ministry of oceans and fisheries) and APCIS(Asia-Pacific Computerized Information System) of Tokyo-MOU information system, the result of the evaluation on the reality of PSC was done, and base on 2009, it showed a trend of decrease in every DFR(Deficiency Rate) and DTR(Detention Rate). But for vessels built for more than 30 years, flags of convenience vessels, RO-RO ferry and general cargo vessel, small size vessels with gross tonnage less than 1,000 ton showed a high DFR and DTR. Each harbours is classified by the total harbours' average DFR which was 82.5 % and the average DTR was 5.1 %, excluding the Jeju harbour, showing a hugh deviation for classification of each harbour. Classification of each harbour has to be inspected by PSC and it showed a great unbalance of the number of vessels for each territory for inspection. the biggest problem with our country's PSC, where it was pointed out by the PSCO was lack of workers and independent inspection by just one worker. To strength the substantiality of the inspection of our country is to have concentrated inspection on the high risk cautious vessels, forming a human network each classified by four different sectors of the area, recalculating the amount of assignment of inspection classified by each harbour and securing workforce the PSCO improvements are necessary.

• The Journal of the Korea Contents Association
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• v.19 no.8
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• pp.500-512
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• 2019

Recently, almost all industries are focusing on improving the competency of related industry workers, and it is necessary to design a systematic educational activity plan that constructs, operates and evaluates learning experiences for knowledge, technology and literacy development required in the industrial field. This study performed a questionnaire survey on students' satisfaction with 2015 and 2014 curriculum and national competency standards (NCS)-based one which has been applied since March 2016 against those from Department of Beauty & Cosmetology, 'C' University. For data analysis, frequency analysis, qualitative analysis and SWOT analysis were conducted, and the results found the followings: The NCS-based curriculum which has been applied since 2016 is more advanced than 2015 and 2014 curriculum in terms of strength, weakness, risk and opportunity. In addition, their satisfaction with curriculum was more than average with 47.9-57.2%. Meanwhile, when asked their favorite time to decide their academic major, 79.5% answered, '2nd semester of the 1st year'. They were very dissatisfied with the fact that their academic major is decided in the second year. It is anticipated that the NCS-based 2-year curriculum for Dept. of Beauty & Cosmetology is redesigned through analysis of students' satisfaction and by reflecting their opinions. It is also expected that the reorganization of the curriculum in a more practical and systematic manner would increase students' satisfaction and generate workforce for cosmetology industry.

• Journal of Korea Entertainment Industry Association
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• v.14 no.7
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• pp.609-621
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• 2020

This study identified the impacts of organizational commitment on medical service reduction rates by lifestyles of medical institution workers with a medium of environmental factors in a medical institution, and it conducted a survey targeting 300 medical institution workers in Jeolla-do, South Korea. The results are as follows. First, there was a significant difference in an organizational commitment by sociodemographic characteristics based on age, academic career, gender, marital status, occupational description, monthly earnings, the years of employment, and the type of hospital. Second, there was a significant difference in environmental factors by sociodemographic characteristics based on marital status, the years of employment, and the type of hospital. Third, there was a significant difference in the inpatient reduction rate based on the occupational description, years of employment, and the type of hospital. In the outpatient reduction rate, a significant difference was shown based on age, marital status, occupational description, the years of employment, and the type of hospital. Fourth, when analyzing the relationship between organizational commitment, environmental factors, and the reduction rate, there was a significant positive correlation between inpatient reduction rate and outpatient reduction rate. Fifth, when analyzing the impacts on the inpatient reduction rate by deploying organizational commitment and environmental factors at the same time, it was shown that the environmental factors mediated partially in organizational commitment and inpatient reduction rate. In the case of outpatient reduction rate, it was shown that the environmental factors mediated completely in organizational commitment and outpatient reduction rate. The present study is aimed to contribute to providing the baseline data for an efficient operational plan and effective workforce management of medical institutions.