• International Journal of Computer Science & Network Security
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• 제21권1호
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• pp.49-54
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• 2021

Relative to the outer surface of the mastic coating, the reliability of the available waterproofing resource is determined by the ability to stabilize the structural characteristics in difficult climatic conditions. Organic components of mastic as a result of solar radiation, elevated temperatures and their alternating change, atmospheric oxidants, especially in industrial areas, have a tendency to self-polymerization and loss of low molecular weight components. This is the gradual loss of deformability and the transition to brittleness with its tendency to crack as the reasons for the gradual transition from normal to emergency operating condition.The presented mechanism of functioning of the coating surface indicates the expediency of increasing its components, able to stabilize the structure and prevent changes in deformability.Durability, hydrophobicity, water displacement, water absorption are accepted as estimating indicators. The main dependences of the influence of the lost additional components of mastic on the operational properties of the formed coating characterize the ability to provide successful resistance to environmental influences and longer stability. As a result, mastic acquires additional service life.

• Advances in nano research
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• 제12권6호
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• pp.583-592
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• 2022

In this paper, a pulsed picosecond laser dressing method for bronze-bonded diamond wheel is studied systematically and comprehensively. The picosecond laser pulse ablation experiment is carried out, and the ablation thresholds of bronze-bonded and diamond abrasive particle are measured respectively. The results indicate that the single-pulse ablation thresholds of bronze-bonded are 0.89J/cm², 0.24J/cm² during strong/weak ablation stages. And the multi-pulse ablation thresholds of diamond abrasive particle are 1.69J/cm², 0.49J/cm² during strong/weak ablation stages. Obviously, diamond grains have less thermal damage during the process of gentle ablation. The diamond grains of the grinding wheel surface are graphitized during laser dressing. The bronze-bonded is relatively smooth and organizational stability, and the diamond grits have suitable prominent height, which are beneficial to maintain the good grinding performance of dressed bronze-bonded diamond grinding wheels.

• 한국산업융합학회 논문집
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• 제25권6_3호
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• pp.1173-1182
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• 2022

According to the National Fire Agency, there were 61 traffic accidents of Fire engines in 2021. That is an increase of about 80% compared to the previous year. And the number of injuries and deaths increased by more than 300%. According to the survey of this study, less than 25% of firefighters wore seat belts of Fire engines during dispatch, contrary to the rapid increase in injuries and deaths. About the reasons for why firefighters do not wear seat belts, It can be found in aspects that are related to personal consciousness, organizational culture, and firefighting dispatch. The number of dispatches will increase in the future, this is considered to be a serious problem for the stability of the firefighting organization. In this study, a seat belt should be designed newly and proposed to improve the seat belt wearing policy.

• 지역연구
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• 제33권1호
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• pp.69-85
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• 2017

스마트시티가 제공하는 도시서비스에 의해 발생하는 도시공간과 도시활동의 긍정적 변화는 단순히 정보통신기술로 인한 물리적 환경의 조성 때문에 이루어지는 것이 아니라 시민들과 민간영역의 협력과 참여체계가 핵심사항이라 할 수 있다. 이에 본 연구는 공공분야와 민간분야의 수평적 협력체계인 스마트 거버넌스의 구조와 역할에 대한 사례분석 및 문헌연구를 통해 스마트시티가 지향하는 '보다 스마트한 도시'로의 발전을 위한 거버넌스 역할에 대한 평가요인을 도출하고 요인별 활성화 방안을 제시하고자 한다. 이를 위해 우리나라 국토교통부에 등록된 11개 분야 228개 스마트서비스를 대상으로 공간위계별 스마트서비스의 공간적 서비스분포와 서비스의 내용적 특성을 분석하였다. 더불어 미국 미네소타주 두 도시인 Minneapolis-St. Paul권의 광역권에 형성된 공간정보협력체 형식의 거버넌스인 MetroGIS에 대한 사례분석을 통해 거버넌스의 생성과정과 조직구조, 하위 조직의 역할과 상호관계 등을 살펴보았다. 분석결과 스마트 커뮤니티의 활성화를 위해서는 우선적으로 공공분야의 지원 체계 구축이 요구되며 커뮤니티 내부 및 외부와의 소통체계나 협력체계의 고도화, 그리고 커뮤니티가 거버넌스 형태로 진화하기 위한 재정적 안정성 확보를 통해 지속가능한 모델을 정립하는 것이 필요한 것으로 나타났다.

• 한국응급구조학회지
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• 제11권1호
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• pp.73-80
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• 2007

This study is a descriptive survey research to know the levels of job satisfaction and influential factors for emergency medical technicians(EMT). This study sampled Level 1 and Level 2 Rescue Members from fire stations and EMT from general hospitals in the Gwangju City and JeollaNamdo area. Interviews for the 75 participants of this convenience sample were conducted for a two month period from July to September 2006. Data was collected on interviewing questionnaires. When looking at the results above internal factions were most influential towards satisfaction and self-responsibility, fulfillment, displays of Aptitude were highest for satisfaction. However, organizational factors were the lowest. There is a need for reform in promotion term periods and policy as well as promotion opportunities. Influential factors for job satisfaction were Role Performance Ability, Intentions for Changing Jobs, and Job Selection Motivation. Therefore, the more insufficient your ability to perform your job the less satisfied you are with it and the more fear you feel from experiences on the job the less satisfied you are with your job. Henceforth, there is a need to reform the educational programs offered to EMT for job training emphasizing job performance ability and the ability to judge for oneself on emergency situations, and reform the promotional system. Finally, there is a need for psychological consultation to offer stability to those after treating an emergency situation and encouragement for personal religion.

• 대한간호학회지
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• 제43권2호
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• pp.145-153
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• 2013

Purpose: The purpose of this manuscript is to discuss the need for use of evidence based practice (EBP) in LTC, the current use of evidence in long term care facilities and what we know about adoption of the use of EBP in LTC. Methods: Literature review and reporting of findings from the M-TRAIN study that was a quasi-experimental design to test the effectiveness of an intervention to increase the use of EBPs for urinary incontinence and pain in 48 LTC facilities. Results: Barriers to adopting EBPs include lack of available time, lack of access to current research literature, limited critical appraisal skills, excessive literature to review, non-receptive organizational culture, limited resources, and limited decision-making authority of staff to implement change. Strategies to promote adoption of EBP include the commitment of management; the culture of the home; leadership; staff knowledge, time, and reward; and facility size, complexity, the extent that members are involved outside the facility, NH chain membership, and high level of private pay residents. Findings from the M-TRAIN add, stability of nurse leader and congruency between the leaders perception of their leadership and the staff's perception of the leadership. Conclusion: There is clear evidence of the need and the benefits to residents of LTC and to the health care system yet adoption of EBP continues to be slow and sporadic. There is also evidence for the process of establishing best evidence and many resources to find the available EBPs. The urgent need now is finding ways to best get the EBPs implemented in LTC. There is growing evidence about best methods to do this but continued research is needed. Clearly, residents in LTC deserve the best care possible and EBPs represent an important vehicle by which to do this.

• 대한지역사회영양학회지
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• 제23권1호
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• pp.28-37
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• 2018

Objectives: This study was conducted to identify differences in job stress, satisfaction and commitment of cooking employees working in hotel kitchens with and without HACCP systems. Methods: Culinary employees of 12 five-star hotels were surveyed and 504 valid data were used for SPSS analysis. Sub factors of working environment factors (job stress, job satisfaction, and job commitment) were examined for analysis. Results: The results showed that hotels that implemented the HACCP system had significantly higher values for the five sub factors of employee job stress (job demand, relationship conflict, organizational system, lack of job autonomy, and job instability; p<0.001). For the sub factors of job satisfaction (internal and external satisfaction) statistic showed a statistically significant value in hotels that did not implement the HACCP system (p<0.001). Job attachment and job importance, which are sub factors of job commitment, showed no difference in relation to the implementation of HACCP system, and job responsibility showed a higher p-value in hotels that did not implement HACCP (p<0.05). Conclusions: The results of the study indicate that culinary employees working at venues with HACCP systems have more job related stress, lower job satisfaction and partially less job commitment. Based on this outcome, venues that have already implemented or are planning to implement HACCP systems should consider the implications regarding their management of employees. Managerial policies that enhance autonomy, job stability, achievement, self-development, promotion, and compensation should also be implemented. Finally, meticulous attention and high investments into the work environment and human resources are necessary.

• 산업융합연구
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• 제13권4호
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• pp.11-28
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• 2015

A company have to grow constantly. If a company does not grow and stagnant, it will be finally out of the market. The contemporary companies fully make use of M&A to search for new growth engines. The reason of companies using M&A as a important tool of a business strategy is the fastest way to achieve technology power, market power, competitiveness. The form of M&A was that leading companies take over smaller companies or merger and acquisition between small companies in the middle of 2000. But now, Mega mergers between industry leading companies often occur and especially domestic of course M&A of foreign companies occurs actively. These days the boom of stock market and the big companies are pouring on sale by restructuring, privatization and the basis of low interest will make the M&A market continuously. In this study, I suggest a solution of actual human resources management by analyzing proven M&A cases and search for various problems of a gap in the leadership and communication in connection with integration of organization culture after M&A. First of all, I arrange the theoretical concept of the subject and analyze the key factors of the success M&A cases, lastly I suggested a HR strategy after M&A. After M&A, HR strategy is ; First, a company have to build a organization culture which is that merger company accommodate a excellent organizational characteristic of predecessor company with consideration of culture difference. Second, M&A must proceed to remove of anxiety about the future and employment stability by excellent leaderships. Third, organization integration after M&A is influenced by the level of integration for that reason it was verified that M&A have to make progress by communication of each 2 organizations.

• 산경연구논집
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• 제12권3호
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• pp.43-49
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• 2021

Purpose: This study attempted to examine the risk of stock price plunge according to the firm's management strategy. Prospector firms value innovation and have high uncertainties due to rapid growth. There is a possibility of lowering the quality of financial reporting in order to meet market expectations while withstanding the uncertainty of the results. In addition, managers of prospector firms enter into compensation contracts based on stock prices, thus creating an incentive to withhold negative information disclosure to the market. Prospector firms' information opacity and delays in disclosure of negative information are likely to cause a sharp decline in share prices in the future. Research design, data and methodology: This study performed logistic analysis of KOSPI listed firms from 2014 to 2017. The independent variable is the strategic index, and is calculated by considering the six characteristics (R&D investment, efficiency, growth potential, marketing, organizational stability, capital intensity) of the firm. The higher the total score, the more it is a firm that takes a prospector strategy, and the lower the total score, the more it is a firm that pursues a defender strategy. In the case of the dependent variable, a value of 1 was assigned when there was a week that experienced a sharp decline in stock prices, and 0 when it was not. Results: It was found that the more firms adopting the prospector strategy, the higher the risk of a sharp decline in the stock price. This is interpreted as the reason that firms pursuing a prospector strategy do not disclose negative information by being conscious of market investors while carrying out venture projects. In other words, compensation contracts based on uncertainty in the outcome of prospector firms and stock prices increase the opacity of information and are likely to cause a sharp decline in share prices. Conclusions: This study's analysis of the impact of management strategy on the stock price plunge suggests that investors need to consider the strategy that firms take in allocating resources. Firms need to be cautious in examining the impact of a particular strategy on the capital markets and implementing that strategy.

• 산업융합연구
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• 제20권1호
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• pp.35-42
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• 2022

본 연구는 기업의 종업원의 성과요인을 개인적, 조직적, 제도적 요인으로 나누고 이에 따른 성과평가결과와의 관계를 실증적으로 분석하였다. 최종 417개의 표본을 바탕으로 SPSS와 AMOS를 이용한 결과를 요약하면, 다음과 같다. 성과 요인 중 직무 만족과 공정한 성과제도는 개인성과 평가결과에 유의미한 양(+)의 관계를 보였고, 안정적 대인관계는 뚜렷한 상관관계를 찾아보기 어려웠다. 직무 만족(β= 0.432, t= 7.375^***)의 영향력이 가장 컸으며, 공정한 성과제도(β= 0.127, t= 2.406^*)가 그 다음이었다. 이는 성과 원인이 직무에 만족 한 경우와 조직의 성과제도가 공정하다고 인식하는 것이라 할 수 있겠다. 그러나 안정적 대인관계 즉, 다른 사람들로부터 원만한 관계를 하고 심리적 안정이 동반되는 대인관계는 성과요인이 아님이 밝혀졌다. 이러한 실증분석 결과를 바탕으로 성과요인에 대한 논의, 그리고 시사점과 향후 연구방향에 대해 제시하였다.