• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.4
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• pp.215-225
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• 2016

There is growing attention towards the performance of non-profit organizations (NPO) as cases of moral hazard have emerged as social issues and the public becomes interested in the accountability of NPOs. Social welfare is among the representative service areas of NPOs, and it is regarded as a human service because it is delivered by people. Therefore, human capital-measured by criteria such as levels of organizational commitment-significantly affects the performance of social welfare organizations. However, these organizations have a high turnover rate due to inadequate working environments, heavy workloads, intensive work, and poor remuneration. Against this background, we surveyed social welfare organizations located in Busan and examined how workers' organizational commitment affects their turnover intention and the performance of the organization. For data analysis, SPSS WIN 18.0 was used, and variable-specific frequency analysis and technical statistics were used to identify general properties. A Pearson correlation analysis and a multiple regression analysis were conducted to investigate correlations and causal relationships among main variables. The results showed that the social workers' level of organizational commitment was 3.36 for normative commitment, 3.07 for continuance commitment, and 2.75 for affective commitment. The level of normative commitment was slightly higher than moderate, continuance commitment was close to moderate, and affective commitment was lower than moderate. The surveyed social workers' turnover intention was 2.71, and organizational performance was 2.79; both of those results were slightly lower than moderate. It was observed that affective commitment, marital status, workload, and age affected social workers' turnover intention. Their affective commitment, gender, and age affected the organization's performance. These results suggest that, for launching or operating an NPO, it is important to manage human capital effectively, particularly their affective commitment, to lower workers' turnover intention and improve organizational performance.

• Culinary science and hospitality research
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• v.18 no.5
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• pp.113-128
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• 2012

This research was conducted targeting 269 employees working in the hotel and food service industry in the Busan area to provide human resources policy implications for food service companies by understanding the causal relationship between the empowerment of foodservice industry employees and job satisfaction and turnover intent. To achieve the research purpose, this research identified the demographic characteristics through a frequency analysis, obtained reliability and validity through a factor and reliability analysis, attaining a meaningful result in the significance level of p<.01 in all factors by conducting a correlation analysis to understand the overall relationship between the variables. As a result of the multiple regression analysis to verify a hypothesis, the explanatory adequacy of the regression model for the effect of self-determination and meaning, the sub-factors of empowerment, on job satisfaction was 34.6%, and the self-determination and meaning was respectively analyzed as (${\beta}$=.125, p<.05) and (${\beta}$=.511, p<.001), thus, the hypothesis that the empowerment of employees in the food service industry has a positive (+) effect was selected. In addition, the multiple regression analysis was conducted to examine the effect that empowerment (self-determination, meaning) has on job turnover intent, and as a result, the explanatory adequacy of the regression model was 11.2%, the self-determination was ${\beta}$=-.024, showing that it was not analyzed as a statistically meaningful result, and the meaning was analyzed as(${\beta}$=-320,p<.001). Thus, the hypothesis that the empowerment of employees in the food service industry has a negative (-) effect on job turnover intent was partially selected. In the regression analysis result of the effect of job satisfaction on turnover intent, the explanatory adequacy of the entire regression model appearing in the entire analysis was 25.3%, and the job satisfaction was analyzed as (${\beta}$=-.503,p<.001). Thus, the hypothesis that job satisfaction has a negative (-) effect on job turnover intent was selected.

• Journal of dental hygiene science
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• v.6 no.1
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• pp.11-17
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• 2006

The purpose of this study was to help prevent the turnover of competent dental hygienists in a bid to boost the efficiency of personnel management for dental health care workers and provide higher-quality oral health services. After relevant literature and data were reviewed, a survey was conducted on dental hygienists, who worked at dental institutes, for approximately four months from September to December 2004 to identify what affected their turnover. The findings of the study were as below: 1. Regarding turnover experience, 39.7 percent of the dental hygienists investigated had such an experience. As to turnover frequency, those who took up another employment once made up the largest group(28.2%), followed by twice(8.0%) and three times(2.9%). The most dominant turnover reason was working conditions(66.7%), followed by seeking being hired by larger institutes(36.2%), pay(21.7%), relationship with dentists(11.6%) and commuting distance(11.6%). 2. As for their hope for turnover, 82.8 percent hoped to take up another employment, and working conditions were cited as the most common reason(44.4%), followed by pay(33.3%), commuting distance(18.1%), marriage(13.2%), health/use of leisure time(11.8%), and commuting time(10.4%). 3. Concerning preference for future workplace, 38.5 percent, the largest group, wanted to work at public health clinics. As to a preferred term of working as dental hygienists, 50.0 percent, the greatest group, hoped to serve as dental hygienists until they are financially secure. 34.5 percent, the second largest group, intended to keep working until they reach the age limit. In regard to their responsibility for family economy, 47.7 percent, the greatest percentage, shouldered the partial responsibility for that, and 31.6 percent assumed no responsibility. 4. As to their intention to quit working as dental hygienists, 61.5 percent were willing to do that, and marriage(29.0%) was singled out as the most frequent reason, followed by working conditions(27.1%), child birth(22.4%), health/housework(18.7%), pay(15.9%) and learning/use of free time(15.0%).

• The Korean Journal of Emergency Medical Services
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• v.26 no.2
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• pp.87-96
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• 2022

Purpose: By analyzing the health status of emergency patients on islands in the Jeollanam-do province, this study aims to provide basic data for proposed future medical emergency services on the islands. This information includes monthly and hourly statistics on patients' characteristics, patient frequency, an analysis of first aid procedures, response times, and time spent at hospitals. Methods: The study analyzed the monthly and hourly frequency of emergency patients, first aid status and procedures, general patient characteristics, accident types, patient cognitive status and agility, marine police response times, and frequency and percentile of hospital dispatch times. Results: 1Q and #q show the highest patient turnover rate in one year. 50.5% of daily patients are admitted between 4 PM and 12 PM. The hospital dispatch time is within a one- to two-hour window for 54.0% of all patients. Conclusion: The emergency medical service system for the Jeollanam-do province islands and seas is available to all Korean residents, citizens, and visitors. It is necessary to implement an emergency medical system for the relevant organizations.

• The Bulletin of The Korean Astronomical Society
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• v.46 no.1
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• pp.32.1-32.1
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• 2021

We present the magnetic field strengths of CTA 102 using multi-frequency data at 2.6-343.5 GHz in order to study the physical origins of radio flares. The observations at 22 and 43 GHz were conducted using the single-dish radio telescopes of the Korean VLBI Network (KVN) from December 2012 until May 2018 (MJD 56200-58400). We used multi-frequency data obtained from the Effelsberg 100-m, OVRO 40-m, Metsähovi 14-m, IRAM 30-m, SMA, ALMA, and VLBA telescopes. During the period of the observations, two major flares (R1 and R2) are seen clearly at 15 and 37 GHz during MJD 57500-57800 and MJD 58000-58300, respectively. The source shows typical variability with time-scales ranging from 20-161 days at 15 GHz. The variability Doppler factor is in the range of 11.51-31.23. The quasi-simultaneous radio data are used to investigate the synchrotron spectrum of the source, finding that the synchrotron radiation is self-absorbed. The turnover frequency and the peak flux density of the synchrotron self-absorption (SSA) spectra are in ranges of 38.06-167.86 GHz and 1.49-10.38 Jy, respectively. From the SSA spectra, magnetic field strengths are estimated to be < 10 mG. The equipartition magnetic field strengths are larger than the SSA magnetic field strengths by a factor of > 100. This indicates that the radio flares may be related to a particle energy-dominated emission region.

• Journal of dental hygiene science
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• v.15 no.2
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• pp.113-118
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• 2015

This study was conducted to develop a plan for emotional labor of clinical dental hygienists by understanding the factors affecting their emotional labor. Self-administered questionnaires were distributed to 293 dental hygienists who worked in dental hospitals and clinics located in Busan and Gyeongsangnam-do from June to September in 2013. The questionnaire items used in this study consisted of 5 items of general characteristics, 2 items of characteristics related to turnover, and 9 items of emotional labor. t-test, ANOVA, and multiple regression analysis were performed using the SPSS Statistics ver. 17.0 for Windows program for data analysis. The average level of the study subjects was $69.85{\pm}12.82$. With regard to the emotional labor according to the general characteristics, the frequency of emotional expressions (p<0.037) showed significant differences in the marital status. The workplace showed significant differences in the frequency of emotional expressions (p<0.001), attentiveness of emotional expressions (p<0.002), emotional dissonance (p<0.032), and total (p<0.001). The turnover intentions showed significant differences in the frequency of emotional expressions (p<0.001), attentiveness of emotional expressions (p<0.001), emotional dissonance (p<0.001), and total (p<0.001). As a factor affecting emotional labor, turnover intention (p<0.001) and workplace (p<0.001) had an effect on emotional labor. The results showed that turnover intention and workplace were associated with the emotional labor of dental hygienists. There is a need to develop an emotional education program to make it possible to effectively manage emotional labor of dental hygienists for providing high-quality medical services of dental institutions.

• Polymer(Korea)
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• v.39 no.3
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• pp.365-369
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• 2015

In this study, the bulk and solution polymerizations of L-lactide using an aluminium compound, methylaluminoxane (MAO), were performed. In the bulk polymerization, the conversion of polymerization was increased with increasing the amount of catalyst in feed. The largest molecular weight (Mw), 60800 g/mol, was shown at the MAO amount in feed of 0.15 mmol, and Mw was decreased above 0.15 mmol of MAO in feed. At the 0.15 mmol of MAO in feed, turn of frequency (TOF) was the highest, and it was decreased with increasing MAO amount in feed. In the solution polymerization, the induction time of 30 min was shown. The conversion of polymerization was linearly increased with the polymerization time, and the highest Mw, 54700 g/mol, was achieved at the polymerization time of 6 h.

• Journal of East-West Nursing Research
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• v.22 no.1
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• pp.78-86
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• 2016

Purpose: The study was to identify relationships among the Anger-in, Forgiveness, and Quality of Life in Clinical Nurses. Methods: Data were collected by questionnaires from 205 clinical nurses who worked at the 4 hospitals located in Busan. Data were collected from September 26 to October 10, 2013. Anger-in, Forgiveness, and Quality of Life were measured using a structured questionnaire. The instruments included Anger-in Scale, Forgiveness Scale, Quality of Life Scale. The collected data were analyzed using frequency, percentage, independent t-test, One-way ANOVA, $Scheff{\acute{e}}$ test and Pearson's correlation coefficients by SPSS/WIN 18.0 for windows. Results: There were significant correlations among anger-in and forgiveness(r=-.34, p<.001), anger-in and quality of life(r=-.33, p<.001), forgiveness and quality of life(r=.27, p<.001). There was a statistically significant difference in Anger-in of participants according to nurse's satisfaction of job. Forgiveness showed significant different according to nurse's perceived health status, belief of religion, turnover intension, and job satisfaction. Quality of life was significantly different according to nurse's age, perceived health status, work period, work pattern, night duty, turnover intention, motivation of choice in nursing and job satisfaction. Conclusion: These results suggested that reducing anger-in level and enhancing forgiveness level would increase quality of life among clinical nurses.

• Proceedings of the Korean Vacuum Society Conference
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• 2013.02a
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• pp.164-164
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• 2013

Among multicomponent nanostructures, hybrid nanocatalysts consisting of metal nanoparticle-semiconductor junctions offer an interesting platform to study the role of metal-oxide interfaces and hot electron flows in heterogeneous catalysis. In this study, we report that hot carriers generated upon photon absorption significantly impact the catalytic activity of CO oxidation. We found that Pt-CdSe-Pt nanodumbbells exhibited a higher turnover frequency by a factor of two during irradiation by light with energy higher than the bandgap of CdSe, while the turnover rate on bare Pt nanoparticles didn't depend on light irradiation. We also found that Pt nanoparticles deposited on a GaN substrate under light irradiation exhibit changes in catalytic activity of CO oxidation that depends on the type of doping of the GaN. We suppose that hot electrons are generated upon the absorption of photons by the semiconducting nanorods or substrates, whereafter the hot electrons are injected into the Pt nanoparticles, resulting in the change in catalytic activity. We discuss the possible mechanism for how hot carrier flows generated during light irradiation affect the catalytic activity of CO oxidation.

• Convergence Security Journal
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• v.16 no.1
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• pp.69-80
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• 2016

The purpose of this study is to examine the effects of job stress factors on Coping Strategy' turnover intention, and to analyze the moderating effects of five personality factors between each job stress factor and turnover intention. To achieve this purpose, this study surveyed users of the Seoul and Gyeonggi in based on cluster sampling method. A total of 262 samples were used for this study, except 18 erroneous samples dropped. For the data process of the questionnaire, each answer content was coded and an element analysis, credibility analysis, frequency analysis, co-relationship analysis and regression analysis were performed using the SPSS version 18.0 of Angel for Windows. Through the data analysis following the research methods above, the conclusion was acquired as follows: First, thejob stress of the security personnel affect coping behavior. Second, in the effects of Security Agents Job Stress on Coping Strategy, Five Personality Factors showed moderating effects.