• The Bulletin of The Korean Astronomical Society
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• v.46 no.1
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• pp.52.1-52.1
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• 2021

We present the results of multi-epoch, multi-frequency monitoring of a blazar 4C +29.45, which was regularly monitored as part of the Interferometric Monitoring of GAmma-ray Bright AGNs program - a key science program of the Korean Very long baseline interferometry Network (KVN). Observations were conducted simultaneously at 22, 43, 86 and 129 GHz during the 4 years from December 2012 to December 2016. We also used additional data from the 15 GHz Owens Valley Radio Observatory (OVRO) monitoring program. From the 15 GHz light curve, we estimated the variability time scales of the source during several radio flux enhancements. We found that the source experiencesd 6 radio flux enhancements with variability time scales of 9-187 days during the observing period, yielding corresponding variability Doppler factors of 9-27. From the multi-frequency simultaneous KVN observations, we were able to obtain accurate radio spectra of the source and hence to more precisely measure the turnover frequencies 𝜈_r of synchrotron self-absorbed (SSA) emission with a mean value of ${\bar{\nu}_r}=28.9GHz$. Using jet geometry assumptions, we estimated the size of the emitting region at the turnover frequency. Taking into account these results, we found that the equipartition magnetic field strength is up to two orders of magnitudes higher than the SSA magnetic field strength (0.6-99 mG). This is consistent with the source being particle dominated.

• Culinary science and hospitality research
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• v.22 no.3
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• pp.22-32
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• 2016

This study examined the factors that affect the relationship between job characteristics, job satisfaction and turnover intention. A total of 300 questionnaires were distributed to bakery workers, of which 279 were deemed suitable for analysis after the removal of 21 unusable responses. In order to perform statistical analyses required in the study, AMOS and SPSS 18.0 statistical software were employed for frequency analysis, factor analysis, reliability analysis, correlations, and regression analysis. The results of exploratory factor analysis showed that four factors regarding local specialties job characteristics were extracted from all measurements with a KMO of 0.766 and a total cumulative variance of 67.905%. With regard to job satisfaction, one factor was extracted with a total cumulative variance of 64.955% and a KMO score of 0.733. One factor for turnover intention was extracted that accounted for a total cumulative variance of 64.689% and a KMO score of 0.760. All factors were significant to 0.000 and the correlation between variables was significant. Thus, based on the results, the main research hypothesis that identifies the relationships among job characteristics, job satisfaction and turnover intention was partially adopted.

• Culinary science and hospitality research
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• v.22 no.7
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• pp.158-172
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• 2016

This study engaged food-service industry workers in Busan (casual dining restaurants and buffets) to investigate the moderating effect of job satisfaction on the influence of emotional labor on turnover intention and job burnout. To accomplish the goal of this study, the statistical programs SPSS 21.0 and AMOS 21.0 were employed for frequency analysis, factor analysis, reliability, and confirmatory factor analysis of responses from f 278 respondents. An examination was conducted to prove the hypothesis based on a structural equation model. There are two sub factors of emotional labor, surface acting and deep acting. According to the result of this study, surface acting has a positive influence (+) on job burnout (exhaustion) while deep acting has a negative influence(-). In addition, job burnout showed a positive influence (+) on turnover intention. It has been revealed that job satisfaction has a moderating effect on the path from deep acting to job burnout. Having considered that job burnout of food-service workers in Busan was related to deep acting, one of sub factors of emotional labors, promoting deep acting appears to be the way of reducing both job burnout and the number of people with turnover intention. Therefore, it is necessary for restaurant owners and CEOs to implement employee training and improve employee benefits in order to promote the deep acting of their employees.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.9
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• pp.4359-4367
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• 2013

The purpose of this study was to examine the influence of the self- regulation of paramedics on their job satisfaction and turnover intention. The subjects in this study were 300 paramedics who worked at general and larger hospitals. A survey was conducted for about four months from May 6 to August 30, 2012. As for data analysis, the statistical package SPSS WIN 18.0 was employed to make a frequency analysis, and the reliability of the instrument used was checked. A factor analysis was made, and a correlation analysis was carried out to look for connections between the variables, and a multiple regression analysis was utilized. Concerning the general characteristics of the respondents, many of the respondents were female, in their 20s, unmarried and received junior-college or higher education. Self-regulation had a very close correlation to job satisfaction and turnover intention, and self-regulation affected the subfactors of job satisfaction. Self-regulation exerted an influence on job satisfaction and turnover intention. The findings of the study are expected to suggest how to boost the job satisfaction of paramedics to step up the development of the organization that they belong to.

• Culinary science and hospitality research
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• v.24 no.3
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• pp.133-143
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• 2018

The purposes of this study was to investigate how interpersonal relationship stress had the impact on job attitude and turnover intention. To perform this study, total 420 questionnaire were distributed to regular hotel employees from October 16th to November 26th in 2017. Unworkable data were excluded, and final 344 usable responses were obtained for an empirical analysis. Frequency analysis, exploratory factor analysis, reliability analysis, correlation analysis and regression analysis were measured by using SPSS 18.0, respectively. For the study structure, interpersonal relationship stress primarily concentrated on the boss/staff/colleague/customer stress. Job attitude was divided into organization commitment and job satisfaction. Transfer intention was a single factor. The results of this study were shown as follows: Hypothesis 1, boss/customer stress have a negative effect on organization commitment and boss/colleague/customer stress have a negative effect on job satisfaction. Hypothesis 2, boss/customer stress have a positive effect on transfer intention. Hypothesis 3, tissue commitment have a negative effect on transfer intention. This results of this study have shown that stress management of employee is a source of management result in hotel business. This study have given to the hotel's human resource management and internal marketing for the practical implication and academical use.

• The Journal of the Korea Contents Association
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• v.14 no.2
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• pp.442-449
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• 2014

The purpose of this study was to validate the effect that the job stress of the newly appointed dental hygienists would have on the organization effectiveness. In this study, 214 newly appointed dental hygienists in Daegu, Gyeongbuk, were surveyed from September to October, 2013 through the structured questionnaires, and the collected data were electro-statistically computerized under SPSS 17.0 program and analyzed based on the frequency analysis, correlation analysis, and multiple regression analysis. The results of analysis showed that the dental hygienists with less than 3-year experience had the lower role conflict compared to other groups in relation to the job stress factors based on the clinical experience, and there was a significant difference. A negative(-) relation was found among the job stress, organization commitment, and job satisfaction, while a positive(+) relationship with the turnover intention was found. Moreover, it turned out that the job stress of newly appointed dental hygienists had a significant effect on the organization effectiveness. Thus, it is considered necessary to explore the specific measures that can help reduce the turnover rate of newly appointed dental hygienists and improve their adaptation to the organization in a more effective manner.

• Applied Chemistry for Engineering
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• v.28 no.5
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• pp.593-596
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• 2017

Sodium titanate nanosheets were prepared by a hydrothermal synthesis method under basic conditions. Ruthenium was introduced on the surface of sodium titanate nanosheets through an UV irradiation in the aqueous $RuCl_3$ solution. The crystal phase and morphology of synthesized samples were analyzed by X-ray diffraction, transmission electron microscopy and energy dispersive spectroscopy. In addition, the content of Ru was evaluated by inductively coupled plasma. It was proposed that a monomeric form of ruthenium was incorporated on the surface of sodium titanate. Ruthenium incorporated sodium titanates were applied to alcohol oxidation using molecular oxygen as an oxidant. The sample with 7% ruthenium showed a catalytic activity with a turnover frequency value of $2.1h^{-1}$ in oxidizing benzyl alcohol to benzaldehyde without any other byproducts at $105^{\circ}C$ and 1 atmosphere.

• The Korean Journal of Ecology
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• v.15 no.1
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• pp.19-33
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• 1992

The density, litterfall, phytomass, and primary productivity for 7 years in quercus mongolian forest locasted at mt. nambyengsan, pyeongchang-gun, gangwon provance in central part of korean peninsula were estimated quantitatively. at the first year in 1984, a stand had 1, 450 trees/ha in tree density, which was 0.67 of skewness and 0.54 of kurtosis in frequency distribution, however, at the 7th year in 1990, the stand had 1, 133 trees/ha in the density with 22%(or 316 tree/ha)in mortality, which was 1.16 of skewness and 1.89 of kurtosis in the frequency. annual mean litterfall was 5 ton DM/ha, which was composed of 68% of leaves, 17% of branches, 3% of bud scales, 9% of arcons and cups, 0.7% of flowers and others. the phytomass of tree layer for 7 years was gradually increased from 149.7 ton DM/ha at the first year to 188.5 ton DM/ha at the 7th year.annual net productivity for the tree layer studied ranged from 8.76 ton DM/ha.yr-1 to 11.62 ton DM/ha. yr-1 with heavy fluctuation year by year. average annual productivity of the stand of trunk, branches, leaves and roots for 7 years were 4.42, 0.67, 3.85 and 1.29 ton DM/ha.yr-1, respectively. turnover rate of the stand was 6.9% at the first year and 5.6% at the 7th year. such fluctuation of the productivity was caused by the chang of density, mortality, mortality and turnover rate.

• Journal of Korea Society of Industrial Information Systems
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• v.21 no.5
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• pp.73-83
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• 2016

NAVER provides search frequency data of search terms via its DataLab service (http://datalab.naver.com/). Using this data, this paper examines the relation between the search frequency of firm's name and its future stock returns. Our results show that the search frequency of firm's name is a new investor attention measure, which is different from previously explored attention measures such as extreme returns, turnover, etc. Firms that go through higher search frequency this week tend to have higher returns in the next week. We do not find return reversal in the long run for the firms with higher search frequency. Furthermore, the extent to which search frequency affects stock returns becomes more pronounced following market-wide attention grabbing events. Our results indicate that search frequency incorporates information for future stock returns.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.12
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• pp.200-211
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• 2019

This study analyzed the factors related to the job satisfaction and turnover rate of students in the skin care contract department, and suggested ways to enhance long-term employee retention. Frequency analysis and multiple regression analysis were performed using the SPSS statistical program and based on the survey data of 260 skin care contract students. The main results were as follows. First, contract students had high job satisfaction because of sufficient in-service training during the internship and also received the authority to perform the job duties of their positions. Second, the regular technical education for the job of contract students gave them confidence in job performance and job confidence, which led to long-term employee retention. Third, contractual students' turnover was reduced by applying compensation such as incentives, awards, and promotion opportunities in accordance with their work performance. Therefore, the results of the study suggest that compensation based on job performance, and the confidence in job performance of skin care contract students, can lead to increased job satisfaction, a reduced turnover rate and better long-term employee retention.