• Human Ecology Research
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• v.53 no.1
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• pp.49-66
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• 2015

This study analyzes the effects of women's labour force participation and work-family reconciliation support on life-cycle fertility in Korea. The analysis is based on the longitudinal data from Korean Labour and Income Panel Study (KLIPS), which include the available information on life-cycle fertility and employment history. Employing a dynamic model of fertility, we estimated the life-cycle fertility of all the 15-49 years old women considered in this study by using a duration model. The major results of this study were as follows: First, women's labour force participation had a negative effect on the first birth, second birth, and all births (transition to births starting at different parities). Women's employment tended to lengthen the interval between births. Second, the availability of maternal leave had a positive effect on the first birth and all births for working women. Providing maternal leave to working women decreased the opportunity cost of childbearing and in turn, reduced the interbirth interval of women. However, the availability of parental leave had no significant effect on the births of working women. Third, the financial support for childcare had a positive effect on the first birth and all births. The economic support for childcare led to the reduction in the interbirth interval of women by increasing the probability of births. The use of a childcare center for the first child, which substitutes for the time that women needed to take care of their children, classified as time-intensive consumption goods, did not have any effect on the second birth. Fourth, the part-time employment of women had a positive effect on the second birth. A flexible working time schedule tended to decrease the interval between the first and the second births.

• Safety and Health at Work
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• v.11 no.1
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• pp.19-25
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• 2020

Background: Childbirth represents a significant transition for women, with physical and psychological sequelae. Reentry to the workplace during the postpartum period is understudied, with implications for maternal well-being and job-related outcomes. This study's aim was to examine selected pregnancy, childbirth, and return-to-work correlates of overall self-rated health within the first month of work reentry after maternity leave. Methods: Between December 2016 and January 2017, we surveyed women employed at a large, public Midwestern university who had given birth in the past five years (N = 249) to examine self-rated overall health in the first month of work reentry. Using ordinal logistic regression, we examined whether physical or psychological health problems during pregnancy, childbirth complications, length of maternity leave, and depression and anxiety at work reentry were related to overall health. Results: Women who experienced depression (odds ratio [OR] = 0.096 [95% confidence interval {CI} = 0.019 to 0.483, p = 0.004]) and anxiety (OR = 0.164, [95% CI = 0.042 to 0.635, p = 0.009]) nearly every day reported worse health at work reentry than those with no symptoms. Controlling for demographics and mental health, women who experienced medical problems during pregnancy (OR = 0.540 [95% CI = 0.311 to .935, p = 0.028]) were more likely to report poor health, while taking a longer maternity leave (OR = 14.552 [95% CI = 4.934 to 42.918, p < 0.001]) was associated with reporting better health at work reentry. Conclusion: Women who experience medical complications during pregnancy, return to the workplace too soon after birth, and experience mental health symptoms are vulnerable physically as they return to work.

• Journal of dental hygiene science
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• v.6 no.2
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• pp.107-111
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• 2006

This study purports to investigate the determinants of intent to leave of dental hygienists working at dental clinics. The sample used in this study consisted of 356 dental hygienists selected from nationwide Korea. The independent variables contain three groups of determinants: 6 structural variables, 2 psychological variables and one environmental variable. Job satisfaction and organizational commitment were included in the model as intervening variables. Data were collected with self-administered questionnaires and analyzed using path analysis. The results of the path analysis indicate that the following variables have significant total effects on the intent to leave of dental hygienists: organizational commitment, supervisory support, job satisfaction, alternative job opportunity, positive affectivity, role conflict and job autonomy. The results imply that the administrators of dental clinics should make an effort to motivate dental hygienists by redesigning their work process, to provide them with more autonomy in doing their work, and to develop their job knowledge and skills through continuous training and education.

• Food Science and Preservation
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• v.10 no.2
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• pp.241-245
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• 2003

To develope tea-fungus beverage(TB), media added various kinds of ingredients including black tea, persimmon leave tea, pine needle, mugwort mycelia and fruiting body of Cordyceps spp. were prepared fur fermentation. Tea-fungus beverage(TB) was prepared with tea-fungus by fermentation for 2 weeks at 30 $^{\circ}C$. Functional properties of antibacterial activity, electron donating ability and nitrite scavenging ability were investigated in tea-fungus beverage(TB) and 5 times diluted tea-fungus beverage(DTB). Antibacterial activity against pathogenic E. coli and S. aureus was excellent in TB added pine needle, mycelia and fruiting body of Cordyceps japonioa while no activity in TB added persimmon leave tea. Electron donating ability of TB were ranged from 41％ to 87% in TB and were ranged from 11% to 63％ in DFB, high ability was in TB and DTB added pine needle and persimmon leave tea, while low ability in FB and DTB added mycelia and fruiting body of C. militaris. Nitrite scavenging ability was 63% in TB added black tea and 44% in TB added persimmon leave tea. Other ingredients added TB had weak nitrite scavenging ability.

• Restorative Dentistry and Endodontics
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• v.18 no.1
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• pp.205-213
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• 1993

The purpose of the study was to evaluate the degree of the marginal leakage of esthetic restorative materials on root caries restoration. 120 cavities were prepared to $90^{\circ}$ butt joint on all margins on the crown and root portion, and divided into 4 groups. The four groups of cavity were filled with Amalgam(Dongmuyung Dental Alloy Co., Ltd, KOREA), Silux$^{(R)}$(3M Co., USA)-Scotch Bond 2$^{(R)}$(3M Co., USA), Silux$^{(R)}$-All Bond$^{(R)}$(BISCO USA), and GC Fuji II$^{(R)}$(G-C Co., JAPAN) respectively. The apical margin of the preparation was finished to leave a flash of restorative material. The coronal margin of the preparation was finished not to leave a flash of restorative material. All specimens were sectioned longitudinally with Isomet Low speed saw(Buether Ltd, USA). The degree of dye penetration was evaluated as the parameter of marginal leakage under the stereoscope. The results were as follows. 1. At the enamel and dentin/cementum margins, the margin were finished to leave a flash of material showed less marginal leakage than that were finished not to leave a flash of material (P<0.001). 2. The enamel margins showed less marginal leakage than the dentin/cementum margins(P<0.001). 3. There was no significant difference in the degree of the marginal leakage between Silux$^{(R)}$-Scotch Bond 2$^{(R)}$ group and Silux$^{(R)}$-All Bond$^{(R)}$ group.

• The KIPS Transactions:PartB
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• v.9B no.5
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• pp.587-598
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• 2002

In multicast environment, the main objective of group key management is to provide security services to group communications by sharing a single group key among all the members of the group and subsequently encrypting and decrypting all the communication messages exchanged among the members of the group. Up to now, there has been no effort to develop group key management mechanism that considers the rate of users' join/leave operations. Hence, in this research, we propose group key management mechanisms that consider the rate of user's join/leave operations. We also define a new tree structure called variable tree which is much more flexible than full regular trees and show that variable trees are more efficient than full regular trees for group key management. Especially, we propose an algorithm that minimizes the necessary number of rekey messages according to the rate of join and leave operations. We also shows that if the rate of leave operation is greater than 50%, then the tree structure with degrees 2 or 3 are the optimal structures.

• Journal of Biosystems Engineering
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• v.33 no.6
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• pp.446-452
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• 2008

Machine vision system was used for analyzing leaf color disorders of tomato plants in a greenhouse. From the day when a few leave of tomato plants had started to wither, a series of images were captured by 4 times during 14 days. Among several color image spaces, Saturation frame in HSI color space was adequate to eliminate a background and Hue frame was good to detect infected disease area and tomato fruits. The processed image ($G{\sqcup}b^*$ image) by OR operation between G frame in RGB color space and $b^*$ frame in $La^*b^*$ color space was useful for image segmentation of a plant canopy area. This study calculated a ratio of the infected area to the plant canopy and manually analyzed leaf color disorders through an image segmentation for Hue frame of a tomato plant image. For automatically analyzing plant leave disease, this study selected twenty-seven color patches on the calibration bars as the corresponding to leaf color disorders. These selected color patches could represent 97% of the infected area analyzed by the manual method. Using only ten color patches among twenty-seven ones could represent over 85% of the infected area. This paper showed a proposed machine vision system may be effective for evaluating various leaf color disorders of plants growing in a greenhouse.

• Journal of Korean Academy of Nursing
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• v.6 no.2
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• pp.10-17
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• 1976

High turnover rate of nurses working in the hospitals is one of the serious problems in nursing society at the present time which can result in reducing the economic condition of hospital and providing low quality nursing care. This study was designed identify the causes and turnover rate of 248 clinical staff nurses in relation to their rewards and incentives in 6 hospitals located in Seoul from Oct.1 to Oct. 20, 1975. Questionnaires and analyzing items were formulated on the basic of Mallow's hierarchy of basic needs which were grouped in three categories such as safety and social and psychological rewards and incentives. The data were analyzed by means of mean, Chi square, Percentage and F- ratio. The following results were obtained: 1) There were 69% of respondents who have definitely decided or hoped to leave the hospital. 2) Those who are in the range of 26 to 30 years of age showed the strongest desire to leave the hospital. 3) There was no significant difference between those who want to leave the hospital and those who want to remain in relation to age, educational background, past experience and expecting period of clinical work. However, the married nurses tend to remain in the hospital than the single. 4) When the rewards scores in the three categories were calculated, psychological rewards were placed in the first rank by the mean score 14.09 ; and each of safety rewards and social rewards were 9.06 and 4.84. When the scores in three categories were compared it was found that there was significant difference. (F〈0.01).

• Journal of Korean Academy of Nursing Administration
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• v.8 no.1
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• pp.97-105
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• 2002

The purposes of this study is to identify the relationship between coping strategies and the nursing organizational effectiveness in hospital nurses and to provide the basic data concerning the development of job stress management program for hospital nurses. The subjects showed that the twenties and single nurses who had worked under one year used more frequently 'the avoid and the symptom coping strategies' better than 'the control'. Also, they showed significantly lower satisfaction and higher 'the intent to leave' than others. The main factors that affected the satisfaction and 'the intent to leave' were age and the control coping strategies.In conclusion, this study showed that the staff nurses who were twenties, single, and new employed used more frequently 'the avoid and symptom management coping strategies' than others. Also they showed lower satisfaction and higher 'the intent to leave' than others. So Age and the control coping strategies should be considered in the development of staff nurses' stress management program. Especially, it was needed to focused on the nurses who were twenties, single, and new employed.

• Journal of the Korean Society of Clothing and Textiles
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• v.24 no.8
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• pp.1103-1114
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• 2000

The purpose of the study was to investigate the level and the major causes of job stress, and the causes of the high level of job turnover rate of fashion merchandisers and fashion designers. The study also examined the correlations among the major causes of job stress, job results and job turnover rate. A part of the questionnaire consisted of questions on major causes of job stress, job result, and intention and trial to leave a job. The subjects were to rate on 5 point Likert-type scales. The other part included the questions on demographic and individual characteristics of the subjects and their company characteristics. For the survey, the subjects were 99 fashion merchandisers and 128 fashion designers who are employed by mens or womens wear manufacturers. The SAS PC+ package was used to calculate frequency, Cronbach $\alpha$, multiple regressions. The results of the study were as follows: 1. The high degree of the job results were resulted from the high degree of specialties in their job characteristics, high contentment in human relations, career development and income, and low role conflict. 2. Stronger intentions and more trials to leave their job were correlated to better task performance in the workplace, lower commitment to their job, and lower job satisfaction. 3. Higher level of job stress caused by interpersonal relationship in the organization and contentment in career development and income affected stronger intentions and more trials to leave their job.