• Journal of the Korean Institute of Illuminating and Electrical Installation Engineers
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• v.17 no.2
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• pp.1-9
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• 2003

This paper is to find the difference of evaluation structure between a residential space and of ace work space and to examine a relation between mood item and behavior items on evaluation of the luminous environment. First 20 mood items md 15 behavior items were selected for evaluation item on the luminous environment. And then, subjective evaluation was experimented by the semantic differential method. The results are as follows: (1) In respect of evaluation un the mood both luminous environments that have each different character of space at evaluated by the three factors; activity, comfort and quality. (2) In respect of evaluation on the behavior, three factors, work, relaxation and entertainment are selected in the residential space and two factors, work and non-work are selected in the office work space. (3) In the residential space, activity is very important factor that affects on three behaviors, work, relaxation and entertainment. In the office work space, activity affects on work and quality affects on non-work.

• The Korean Journal of Community Living Science
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• v.20 no.2
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• pp.263-274
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• 2009

The objective of this study is to verify work satisfaction of school food-service employee, of their job characteristics. Subjects were comprised 9 elementary schools, 11 middle schools, and 3 high schools in Ansan city. Data were analyzed 203 questionnaires for frequency, means, one-way ANOVA, $Scheff{\acute{e}}$ test, t-test, and Pearson correlation using SPSS PC Package. Most of the respondents were high school graduate(91.1%), under one million won salary(41.9%), and non license holder(60.6%). Working conditions were part-time job(41.9%), unlimited contractors(51.2%), and 3-5 years of working experience(21.7%). Measure of overall job satisfaction by Likert-type 5 scale, satisfaction of work operation attitude was 3.55 points and work characteristic duty of 4.32 points. The certificate qualified and elementary school's working posture were more satisfied their work attitude than other groups(p<0.05). Salary satisfaction score showed 2.64 points, but the work esteem satisfaction showed 3.34 points. The factor of working circumstance and potentiality satisfaction was only 2.61 points, but interpersonal connection and communication satisfaction was 3.50 points. Between job satisfactions factors, they were highly correlated with each other. The pride and characteristic duty of the work showed the strongest correlated(p<0.001). The satisfaction score of work operation attitude were significantly correlated with characteristic duty(p<0.001), work esteem, interpersonal relationships and communication(p<0.01). With this results, work satisfaction of food service employees showed a relatively high to perform a job task characteristics and work attitudes. However, the working environment and growth in salaries satisfaction were low. A set of duties must be paid according to the labor intensity. As removing the disturbing factors, the improvement in the quality of the feed will be able to expect substantial effects.

• Culinary science and hospitality research
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• v.19 no.5
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• pp.121-135
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• 2013

The purpose of the present study is to investigate the structural relationships of work-family culture, work-family balance and organizational commitment among Korean hotel employees. In order to achieve the study goal, frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis and covariance structure analysis were undertaken using SPSS(18.0) and AMOS(18.0). The results showed that 'managerial support' had a significantly positive effect on work-family balance, and 'fewer negative career consequences' had a significantly positive effect on affective organizational commitment. In addition, work-family balance had a significantly positive effect on affective organizational commitment, Hence, in order to enhance employees' affective organizational commitment, the atmosphere in which employees can take advantage of family-friendly policies without any worry about the future disadvantages should be built. Also, management has to consider employees' work-family balance to be important and needs to develop various policies to keep employees' work and family stability.

• The Journal of the Convergence on Culture Technology
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• v.10 no.2
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• pp.297-309
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• 2024

This study aimed to understand shift-working married female nurses' the experience of work-family balance and the special situational context of shift work. Interviews were conducted with 10 married female nurses working shifts to explore their in-depth inner lives, and the collected data were analyzed by Giorgi's phenomenological method. As a result of the analysis, a total of 120 semantic units, 16 sub-components, and 5 components of 'recognition of the reality of work-family balance due to shift work', 'difficulty of work-family balance', 'motor of work-family balance', 'satisfaction factor in job performance', and 'challenges to be solved' were found. This study was significant in that it provides empirical evidence for the development of sophisticated strategies to reconcile work-family life for working-shift married female nurses, through an in-depth exploration of their experiences in work-life balance.

• Journal of Korean Society on Water Environment
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• v.23 no.1
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• pp.161-168
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• 2007

The main aim of this work is focus on the Geum river water quality evaluation of pollution data obtained by monitoring measurement during the period 2001-2005. The complex data matrix 19 (entire monitoring stations)*13 (parameters), 60 (month)*13 (parameters) and 20 (season)*13 (parameters) were treated with different multivariate techniques such as factor analysis/principal component analysis (FA/PCA). FA/PCA identified two factor (19*13) classified pollutant Loading factor (BOD, COD, pH, Cond, T-N, T-P, $NH_3$-N, $NO_3$-N, $PO_4$-P, Chl-a), seasonal factor (water temp, SS) and three Factor (60*13, 20*13) classified pollutant Loading factor (BOD, COD, Cond, T-N, T-P, $NH_3$-N, $NO_3$-N, $PO_4$-P), seasonal factor (water temp, SS) and metabolic factor (Chl-a, pH). Loadings of pollutant factor is potent influence main factor in the Geum river which is explained by loadings of pollutant factor at whole sampling stations (71.16%), month (52.75%) and season (56.57%) of main water quality stations. Result of this study is that pollutant loading factor is affected at Gongju 1, 2, Buyeo 1, 2, Gangkyeong, Yeongi stations by entire stations and entire month (Gongju 1, Cheongwon stations), April, May, July and August (buyeo 1) by month. Also the pollutant Loading factor is season gives an influence in winter (Gongju 1, buyeo 1) from main sampling stations, but Cheongwon characteristic is non-seasonal influenced. This study presents necessity and usefulness of multivariate statistic techniques for evaluation and interpretation of large complex data set with a view to get better information data effective management of water sources.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.1
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• pp.39-61
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• 1999

This thesis is attempted to ananlyze the relationship between the empowerment in the nursing work environment, the job-related personal charateristics and the nursing job performance according to the individual variables of hospital, age, experience, education, position, practice area, number of nurses in the practice area, number of beds. 'Opportunity', 'support', 'informantion', ,resource' are used as structural factors of empowerment suggested by Kanter's theory of structural power in organization, and 'self-efficacy', 'burnout', 'motivation', 'organizational commitment' are defined as four job-related personal charateristics. The ultimate goal of this study is to find out the work effectiveness of the structural factors of empowerment and the job-related personal charateristics. The basic data consists of two sets of questionaires. One is the self-reporting quetionaires for the staff nurses and the other one is questionaires answered by nursing managers. The latter is designed to objectively measure the job performance. A total of 523 items of data are collected randomly from nursing population of 7 different university teaching hospitals in Seoul metropolitan area. The data were analyzed mainly using descriptive statistics, correlation analysis. ANOVA, and Duncan test according to the various purposes of the analysis. The main results of this study are as follows : 1. The mean score of four structural empowerment factors are ranked by support, opportunity, resource, and information. And among the four job-related personal charateristics self-efficacy factor shows especially high score. 2. The results of the correlation analysis between the empowerment factors and the job-related personal charateristics are as follow: 1) The 'opportunity' factor is correlated with organizational commitment' (r=.37), 'motivation' (r=.36), 'burnout' (r=-.17), and (r=.09). 2) The 'information' factor is correlated with 'organizational commitment' (r=.44), 'motivation' (r=.39), 'burnout' (r=-.24), and 'self-efficacy' (r=.17), 3) The 'support' factor is correlated with 'organizational commitment' (r=.47). 'motivation' (r=.42), 'burnout' (r=-.24), and 'self-efficacy (r=.20), 4) The 'resource' factor is correlated with 'burnout' (r=-.28), 'organizational commitment' (r=.26), and 'motivation' (r=.26), 3. The job performance are correlated with 'motivation' (r=.24) , 'self-efficacy' (r=.16), 'burnout' (r=-.16) and 'organizational commitment' (r=.12), 4. The job performance are correlated with' support' (r=.17), 'information' (r=.12) 'opportunity' (r=.10), 5. The result of ANOVA for analysing the relationship between the structural factors of empowerment and individual variables shows that the level of empowerment are significantly different by the variables such as 'hospital' and 'the number of beds in the practice area'. In summary, there were several findings in this study, First, the structural factors of empowerment defined as opportunity, support, information are significantly correalted with the job-related personal charateristics that are supposed to relate to the level of job performance. These results support the basic hypothesis suggested by Kanter's theory and implies that for improving the job performance of nurses, hospital has to have more concern about the structural factors of nursing environment.

• Korean Journal of Social Welfare
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• v.52
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• pp.223-240
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• 2003

The present study is to identify personal factors of defecting North Korean residents that obstruct their settlement in South Korean communities. It will provide information about what perception, attitude and behaviors of defecting North Korean residents should be changed and what social skills should be improved in order to successfully adjust to South Korea. Personal obstacles were measured by police officers who are providing special protection for defecting North Korean residents, who are in a good position to observe behaviors of defecting North Korean residents because they are spending a great deal of time with them. They can even identify the personal obstacles not perceived by defecting North Korean residents themselves. Twenty-item scale was developed to measure the personal obstacles and was found to comprise 4 obstructing factors: self-supporting ability related factor, life style related factor, social and cultural adaptation related factor, and attitude toward police officer's support related factor. Among them, self-supporting ability related factor had the highest negative score. The study further revealed that self-support ability and life style related factors had a significant effect on the job burden of police officers. The findings suggested the necessity of ethical and moral education for the defecting North Korean residents.

• The Journal of the Convergence on Culture Technology
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• v.8 no.3
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• pp.339-350
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• 2022

The purpose of this study was to develop and investigate the validity and reliability of the Korean Version of Nurse's Job Crafting Scale. The Korean version of Job Crafting was translated and reverse-translated, and its content validity was verified by experts. Statistics were processed using SPSS/WIN 21.0 and AMOS 21.0 programs through self-report questionnaires for 151 nurses. Exploratory factor analysis and confirmatory actor analysis were performed to verify construct validity, and model fit, concentrated validity, and discriminant validity were confirmed through the analysis results.To verify the criterion validity, correlations with each domain were obtained using the calling scale. For reliability verification, the internal consistency reliability coefficient was calculated and confirmed. Reliability of all 20 job crafting tools was Cronbach's α = .93, with .91 for factor 1 (Increase in structural work resources, 5 questions) and .87 for factor 2 (Increase in structural work resources, 5 questions). The factor 3 (Increase in social work resources, 5 questions) was .83. The factor 4 (Increasing challenging business needs, 5 items) was .87, which was satisfactory for the reliability of internal consistency, and the Korean Version of Nurse's Job Crafting Scale was found to be an applicable tool. This study shows that the Korean Version of the Nurse's Job Crafting Scale is a valid and reliable instrument to assess nurses in Korea.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.12
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• pp.1065-1071
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• 2020

The study aims to analyze the supply chain role of supervision, discipline, work climate, and organizational learning on the performance of community services at the public works. This study took a sample of employees through purposive sampling technique at the Public Works Office and Bina Marga in a regency in East Java. Data through questionnaire was collected through a 5-point Likert scale model. The results show that the application of employee discipline affects the performance of public services, with a contribution of 39.7%, meaning that discipline and organizational learning are implementation factors that have an effect on public service performance. In stepwise regression analysis, the supervisory factor has a correlation with service performance, but it is less relevant, while the work climate is not relevant as a predictor variable to improve public service performance. The study revealed the importance of the supply chain policy of implementing good and clean governance and the enactment of the performance appraisal of the government apparatus established through Good Corporate Governance of the state apparatus. The findings provide a basis to encourage the public sector performance to smooth every step of supply chain management of every government project work, especially in the field of public services.

• Proceedings of the Korean Vacuum Society Conference
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• 2016.02a
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• pp.426.1-426.1
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• 2016

We report high work function Aluminum doped zinc oxide (AZO) films as insertion layer as a function of O2 flow rate between transparent conducting oxides (TCO) and hydrogenated amorphous silicon oxide (a-SiOx:H) layer to improve open circuit voltage (Voc) and fill factor (FF) for high efficiency thin film solar cell. However, amorphous silicon (a-Si:H) solar cells exhibit poor fill factors due to a Schottky barrier like impedance at the interface between a-SiOx:H windows and TCO. The impedance is caused by an increasing mismatch between the work function of TCO and that of p-type a-SiOx:H. In this study, we report on the silicon thin film solar cell by using as insertion layer of O2 reactive AZO films between TCO and p-type a-SiOx:H. Significant efficiency enhancement was demonstrated by using high work-function layers (4.95 eV at O2=2 sccm) for engineering the work function at the key interfaces to raise FF as well as Voc. Therefore, we can be obtained the conversion efficiency of 7 % at 13mA/cm2 of the current density (Jsc) and 63.35 % of FF.