• Journal of Korean Dental Hygiene Science
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• v.1 no.2
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• pp.9-19
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• 2018

The purpose of this study was to examine the state of conflicts among dental health care workers. A survey was conducted on 266 dental hygienists and nursing assistants who worked in dental institutions from September 12 to November 13, 2017, and SPSS(statistical package for the social science) version 20.0 was employed to analyze the collected data. The findings of the study were as follows: 1. The most common reason of the dental hygienists for turnover was working hours and heavy workload(24.6%), followed by pay (22.6%), conflicts with dentists(16.0%) and conflicts with colleagues (11.3%). The most dominant reason of the nursing assistants for turnover was pay(31.1%), followed by working hours(24.4%), heavy workload(17.8%), conflicts with dentists(15.6%) and conflicts with colleagues(8.9%). 2. The largest reason for unsuccessful communication with dentists was that heavy workload reduced the opportunity to communicate well(54.5%). The second biggest reason was that they couldn't communicate well though they had the opportunity(24.0%), and the third greatest reason was that they tended to lag behind dentists in terms of professional knowledge(16.9%). 3. The biggest reason for unsuccessful communication among the dental health care workers was that they didn't have a lot of chances to communicate well on account of heavy workload(41.0%). The second largest reason was the differences in professional knowledge(24.9%), and the third greatest reason was that they couldn't communicate well though they had the chance(23.7%). 4. The most dominant reason for conflicts with dentists was the difference in power(24.0%), followed by poor communication skills(22.1%) and a lack of mutual respect(18.1%). But the opinions of the nursing assistants were different from those of the dental hygienists, as they cited poor communication skills as the most common reason, which was followed by the difference in power and a shortage of understanding of each other's work. 5. The most common reason for conflicts among the dental health care workers was a shortage of communication and communication skills(22.9%), and the second most dominant reasons were a lack of mutual respect and poor understanding of each other's work(17.5%), followed by a lack of mutual respect(17.2%). 6. As to the ways of resolving conflicts with dentists, the most common case was making some mutual concessions to compromise (28.9%), followed by delivering opinions through the staff meeting (23.9%), resolving conflicts by candidly exchanging opinions(15.8%), avoiding each other in moderation(11.7%) and following the opinions or assertions of dentists(1.3%). 7. Concerning the conflict resolution methods among the dental health care workers, the most prevalent way was making some mutual concessions to compromise(36.4%), followed by resolving conflicts by candidly exchanging opinions(23.0%) and conveying opinions through the staff meeting(18.5%). 8. Regarding communication among the dental health care workers, the dental hygienists(3.53±.729) considered themselves to be better at communicating than the nursing assistants(3.29±.745) did(p<0.05), and the dental hygienists(3.45±.809) who thought there was respectful treatment among workers who were different in occupational categories found themselves to be better than the nursing assistants(3.21±.952) who had the same thought did(p<0.05). As a result of analyzing whether frequent job-related meetings occurred among the workers whose occupational categories were different, the dental hygienists(3.05±.975) perceived that there were more frequent meetings than the nursing assistants(2.67±.955) did (p<0.01).

• Journal of radiological science and technology
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• v.35 no.1
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• pp.9-15
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• 2012

The purpose of this study is to provide preliminary data for bone disease prevention by examining the correlation between bone mineral density, and lifestyle and nutritional status of female shift workers, at general hospitals with an irregular life cycle. The subjects for this study were 232 female shift workers, over 30 years old, who worked at a general hospital more than 5 years. From the subjects, who understood the purpose of this study and decided to be participated, we measured serum albumin, total brotein, total cholesterol, hematocrit, hemoglobin, calcium, phosphorus from blood test, and obtained bone mineral density. To analyze the effectiveness of the variables for explanation power, we established the studied values as independent variables, bone minral density as a dependent variable. Exercise, the number of drinking, calcium, and phosphorus were selected as significant variables and the explanation power was 10.2%. The bone mineral density were significantly higher at the subjects who had exercise, higher calcium and phosphorus possession, and drank alcohol than the opposite cases. Regular exercise, and 1:1 intake of calcium and phosphorous were important to prevent osteoporosis for the subjects who were working three shifts which cause irregular lifestyle.

• Journal of the Korean Vacuum Society
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• v.5 no.4
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• pp.269-277
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• 1996

The vacuum systems of PLS linac provides average pressure of $2.6\times 10^{-6}$Pa under high power microwave of 54 MW peak with 4.1 $\mu \textrm s$ pulse width and 10 Hz repetition rates. The base pressure of system is$2.4\times 10^{-6}$Pa with 45$^{\circ}C$ cooling water. The outgassing rate of the system is decreased from $3.0\times 10^{-11}Torr-l/sec-\textrm{cm}^2$ at the initial stage after installation to $1\times 10^{-12}Torr-l/sec-\textrm{cm}^2$ at present. Total accumulated microwave energy dose is about 140 GJ per module. All ion pumps are working under saturated regime and effective pumping speeds of 60 I/s, 230 I/s ion pumps are 45 I/s, 65 I/s, 140 I/s under the operating range. Main problems occurred in recent year are troubles of ion pump controller and vacuum gauge controller, vacuum leak of energy doubler window and electron gun ceramic, and water leak in the dummy load of acceleraing columns. Total of 41 troubles with 140. 8 hours down time give good system availability of 98%. Down time can be reduced by high power waveguide valves and water dummy loads under development, and then availability is expected to be increased up to 99.5%.

• Magazine of the Korean Society of Agricultural Engineers
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• v.17 no.4
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• pp.3897-3920
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• 1975

Since the most of Korean dairy and cattle raising farms are too small to introduce western mechanized farming, it is necessary to develope small size equipments. This study has been carried to develop a rotary mower as on attachment of 8 to 10 horse powertiller which is widely spread in rural area. It will not ony be helpfull for the farmers to harvesting hay grass but also desirable to increase the power tiller utility. The protto type rotary mower designed through the fundamental investigations, has been modified and improved through the field trials, and a series of field tests has been carried to investigate its performance and economic feasibility comparing with existing vailable harvesting equipments. The results are as follows; 1. To increase the stability, two guide wheels are attached to both side of the protto type rotary mower. 2. To prevent the clinging of tall grasses, the vertical driving shafts are covered with cylindrical protectors. 3. The cutting height is adjustable in 8 steps from 2.5 to 20 centimeters by changing the length of guide wheel legs. 4. The practical Critical cutting speed were always higher than theoretical value in both case of single cutting blade and three when the cutting depth was 25 millimeter. 5. The peripheral speed of cutting blade was varied in response to the change of engine speed, mean while the peripheral speed was adequate as it was changhed from 25 to 35 meter per second when the power tiller is operated in proper working ground speed. 6. The time requirement to harvest 10 a were 88.7, 54.6 and 41.4 minutes for the first, second and third stage of ground speed respectively, and because of the difficulty of delivery, it was observed that operating with fourth stage of ground speed was not recomanendable when the grass height is taller than 90 centimeters. 7. The performance of rotary mower were 1.1-1.7, 1.4-4.0, 3.8-11.8 and 7.4-22.0 times of reciprocating mower, portable disc type cutter, hay scythe and ordinary sickle respectively. 8. When the slope exceeds, 20 degree the downward harvesting operation was impossible because of the excessive front end weight, while less than 5 degree of land slope did not effect in field operation. 9. Increased traveling spee caused higher cutting height and slight cutting failure, but seems not to effect to the gross yield, and the efficiency of cutting width were from 83 to 94 precent. 10. Tn rank of economy were rotary mower (3,2 stage operation), reciprocating mower, hay scythe, portable disc type cutter and sickle in order when the annul operation exdeeds 100 hours. From the above results, it is convinced that the protto type rotary mower is good enough to the livestock farmers as a hay harvesting equipment because of its economy, hardiness in operating and its out standing performance and hopefully it will contribute to the extension of Korean livestock farming.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.9 no.4
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• pp.878-885
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• 2008

The FPDs(Flat Panel Displays) such as LCD(Liquid Crystal Display) and PDP(Plasma Display Panel) and OLED(Organic Light Emitting Diode), recently, have been substituted for CRT(Cathode Ray Tube) displays because they have a convex surface, small volume, light weight and lower electric power consumption. The productivity of FPDs is greatly dependent on the area of thin glass panel with 0.6 - 0.8mm thickness because FPDs are manufactured by cutting a large-scaled thin glass panel with patterns to the required product dimensions. So FPD's industries are trying to increase the area of thin glass panel. For example, the thin glass panel size of the 8th generation is 2,200mm in width, 2,600mm in length and 0.7mm in thickness. The air flows both in the thin glass panel and in the porous PE-plate surface were modeled and analyzed, from which a working condition was estimated. The thin glass panel on the porous PE-plate surface with self-lubricating characteristics was investigated and compared with that on the square duct floating bar surface with many holes of 1mm diameter when the thin glass panel contacts the floating bar surface due to malfunction of electric power supply.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.8
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• pp.3794-3803
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• 2013

The purpose of this study was to find out the relationships between emotional labour and depressive symptoms among nurses in university hospitals. Subjects were 514 nurses working at three university hospitals in Daejeon City, and the survey was a structured self- administered questionnaire based from April 1 until May 31 2012. As a results, the level of depressive symptoms by the subjects emotional labour level was significantly higher in the group with higher total average points of the emotional labour than the lower group, As for the correlation between the level of depressive symptoms and emotional labour factors, the depressive symptoms points showed significant positive correlation with the total points of the emotional labour. As a result of hierarchical multiple regression, age, leisure time, coffee consumption, subjective health status, physical burden of work, sense of satisfaction at work, fit to the job and emotional labour were selected as significant variables and related variables effecting the level of depressive symptoms. These variables' descriptive power was 39.4%, especially, it can be seen that 11.0% descriptive power increased by putting the emotional labor variables. The results above imply that there is significant relation between emotional labor and depressive symptoms and various variables such as socio-demographic characteristics, health-related behavior factors and job-related factors. Also, it can be seen that the emotional labour and depressive symptoms showed significant positive correlation. Therefore, the development and implementation of a program to control emotional labor appropriately should be required for lowering the level of depressive symptoms.

• Journal of the Korean Institute of Illuminating and Electrical Installation Engineers
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• v.24 no.4
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• pp.110-115
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• 2010

Transparent conducting gallium-doped zinc oxide (GZO) thin films which were deposited on Corning glass substrate using an Gun-type rf magnetron sputtering deposition technology. The GZO thin films were fabricated with an GZO ceramic target (Zn : 97[wt%], $Ga_2O_3$ : 3[wt%]). The GZO thin films were deposited by varying the growth conditions such as the substrate temperature, oxygen pressure. Among the GZO thin films fabricated in this study, the one formed at conditions of the substrate temperature of 200[$^{\circ}C$], Ar flow rate of 50[sccm], $O_2$ flow rate of 5[sccm], rf power of 80[W] and working pressure of 5[mtorr] showed the best properties of an electrical resistivity of $2.536{\times}10^{-4}[{\Omega}{\cdot}cm]$, a carrier concentration of $7.746{\times}10^{20}[cm^{-3}]$, and a carrier mobility of 31.77[$cm^2/V{\cdot}S$], which indicates that it could be used as a transparent electrode for thin film transistor and flat panel display applications.

• Journal of Korean Academy of Nursing Administration
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• v.4 no.1
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• pp.193-214
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• 1998

The purpose of the present study was to examine the causal model of nurses' organizational commitment. Based on literature review and Fishbein's behavioral intentions model ((Fishbein. 1967: Fishbein & Ajzen. 1975). the organizational commitment was conceptualized within a motivational framework that mediate between antecedents variables and outcome variables. Antecedent variables were pay, promotional chances. continuing education opportunity. rigidity of the administration. paticipative decision making, latitude, group support, role conflict, work load, need for achievement. experience and pride for professional nursing. Outcome variable was turnover intention. The subjects were 373 nurses who were working at 2 large general hospitals located in Seoul. It represents a response rate of 94%. Data for this study was collected from August 29 to September 22 in 1997 by Questionnaire. Path analysis with LISREL 7.16 prigram was used to test the fit of the proposed conceptual model to data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however. that path analysis can not count measurment errors: measurement error can attenuate estimates of coefficient and explanatory power. Nontheless the model revealed considerable explanatory power for organizational commitment (58%), pride for professional nursing (50%) and turnover intention(40%). In predicting nurses' organizational commitment, the findings of this study clearly demonstrated 'the pride for professional nursing' might be the most important variables of all the antecedent variables. Group support, role conflict, need for achievement were also found to be important determinants for the organizational commitment and turnover intention, The result showed experience might be a predictor for 'pride for professional nursing' and 'turnover intention' but not 'organizational commitment', 'Rigidity of the administration' and latitude were also found to have important roles in predictingr the organizational commitment, while participative decision making might have an impact on turnover intention. On the other hand promotional chance had an influence on all the outcome variables, while pay only on turnover intention. In predicting turnover intention, the result clearly revealed 'the pride for professional nursing' and 'organizational commitment' might be the most powerful predictors among all the variables. Theses results were discussed, including directions for the future research and practical implications drawn from the research were suggested.

• Journal of Korean Academy of Nursing Administration
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• v.4 no.1
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• pp.183-214
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• 1998

The purpose of the present study was to examine the causal model of nurses' organizational commitment. Based on literature review and Fishbein's behavioral intentions model ((Fishbein, 1967;Fishbein & Ajzen. 1975), the organizational commitment was conceptualized within a motivational framework that mediate between antecedents variables and outcome variables. Antecedent variables were pay, promotional chances, continuing education opportunity, rigidity of the administration, paticipative decision making, latitude, group support, role conflict, work load, need for achievement, experience and pride for professional nursing. Outcome variable was turnover intention. The subjects were 373 nurses who were working at 2 large general hospitals located in Seoul. It represents a response rate of 94%. Data for this study was collected from August 29 to September 22 in 1997 by Questionnaire. Path analysis with LISREL 7.16 prigram was used to test the fit of the proposed conceptual model to data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however, that path analysis can not count measurement errors; measurement error can attenuate estimates of coefficient and explanatory power. Nontheless the model revealed considerable explanatory power for organizational commitment (58%). pride for professional nursing (50%) and turnover intention(40%). In predicting nurses' organizational commitment. the findings of this study clearly demonstrated 'the pride for professional nursing' might be the most important variables of all the antecedent variables. Group support. role conflict, need for achievement were also found to be important determinants for the organizational commitment and turnover intention. The result showed experience might be a predictor for 'pride for professional nursing' and 'turnover intention' but not 'organizational commitment'. 'Rigidity of the administration' and latitude were also found to have important roles in predictor for the organizational commitment, while participative decision making might have an impact on turnover intention. On the other hand promotional chance had an influence on all the outcome variables, while pay only on turnover intention. In predicting turnover intention, the result clearly revealed 'the pride for professional nursing' and 'organizational commitment' might be the most powerful predictors among all the variables. Theses results were discussed, including directions for the future research and practical implications drawn from the research were suggested.

• Journal of the Institute of Electronics and Information Engineers
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• v.54 no.5
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• pp.17-23
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• 2017

Optical current sensors are suitable for operation in high voltage and high current environments such as power plants due to they are not affected by electromagnetic interference and have excellent insulation characteristics. However, as they operate in a harsh environment such as large temperature fluctuation and mechanical vibration, high reliability of the sensor is required. Therefore, many groups have been working on enhancing the reliability. In this work, an integrated optical current sensor incorporating polarization-rotated reflection interferometer is proposed. By integrating various optical components on a single chip, the sensor exhibits enhanced stability as well as the solution for low-cost optical sensors. Using this, we performed the characterization for the actual field application. By using a large power source, the current of 0.3 kA~36 kA was applied to the photosensor and the linear operation characteristics were observed. The error of the sensor was within $0{\pm}.5%$. Even when operating for a long time, the error range of the sensor was kept within $0{\pm}.5%$. In addition, the measurement of the frequency response over the range of 60 Hz to 10 kHz has confirmed that the 3-dB frequency band of the proposed OCT is well over 10 kHz.