• Journal of the Korea Fashion and Costume Design Association
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• v.22 no.3
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• pp.75-87
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• 2020

As the online industry is vitalized by the fashion market, there is a tendency to believe that the recruitment of manpower in the online distribution field is increasing. Thus, this study attempts to analyze the job types and job functions for recruitment in the fashion industry based on job search sites and based on this, suggest an educational direction within the department of fashion design. First, when examining the size (number of employees) of fashion companies that posted jobs, the fashion companies with 30 or fewer employees accounted for 60.7% of the postings, and the location of the fashion companies was most commonly in Seoul with 144 companies located in Gangnam (Seocho-gu, Gangnam-gu). As for the recruitment conditions of the fashion companies, "academic level-irrelevant" was the highest with 42.6%, and in terms of gender and age, 59.3% of the cases were marked as "gender and/or age-irrelevant". Examining the types of jobs for recruitment in the fashion industry, fashion designers were the most popular at 52.6%, followed by on and off-line companies' MD, VMD, and stylist in that order. In the results of examining job function change, it is thought that the fashion design department should have basic educationon in that respect.

• Journal of Digital Convergence
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• v.18 no.7
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• pp.85-92
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• 2020

The purpose of this study is to compare and analyze the differences in employment trends between enterprises and job seekers related to the 4th Industrial Revolution, focusing on the 11 elements of recruitment process. As a method of analysis, a methodology suitable for the convergence research methodology was used by mixing social network analysis and variance analysis, and significant results were derived. First, while large enterprises emphasized organizational culture and job analysis, small enterprises emphasized an interview from the perspective of practitioners. Second, in both manufacturing and service industries, enterprises emphasized interviews and documents, but job seekers emphasized job analysis. Third, the proportion of the recruitment process was found to be greater in the manufacturing industry than in the service industry. Fourth, it was found that enterprises accounted for a larger proportion of the recruitment process than job seekers. This showed an interaction effect between the subject and the industry sector. Therefore, the evaluation of the recruitment process between enterprises and job seekers was found to be very different.

• Tuberculosis and Respiratory Diseases
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• v.48 no.4
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• pp.500-512
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• 2000

Background : To evaluate the efficacy of two methods of obtaining lung recruitment to reduce ventilator-induced lung injury(VILI). Methods : Fifteen New-Zealand white rabbits were ventilated in the pressure-controlled mode while maintaining constant tidal volume(10 ml/kg) and fixed respiration rate. Lung injury was induced by repeated saline lavage (PaO2<100 mmHg), and the pressure-volume curve was drawn to obtain Pflex. The animals were then randomly assigned to three groups and ventilated for 4 hours. In the control group(n=5), positive end-expiratory pressure(PEEP) less than that of Pflex by 3 mmHg was applied throughout the study. In the recruitment maneuver(RM) group(n=5), RM(CPAP of 22.5 mmHg, for 45 seconds) was performed every 15 minutes in addition to PEEP level less than Pflex by 3 mmHg This phrase is unclear. In the Pflex group, PEEP of Pflex was given without RM. Gas exchange, lung mechanics, and hemodynamics parameters as well as pathology were examined. Results : 1) Both the control and RM groups showed decreasing tendency in PaO2 with time. There was significantly decreased PaO2 at 4 hr compared to Ihr(p<0.05). But in the Pflex group, PaO2 did not decrease with time(p<0.05 vs other groups at 3, 4 hr). PaCO2 did not show significant difference among the three groups. 2) There was no significant difference in static compliance and plateau pressure. Mean blood pressure and heart rate also did not show any significant difference among the three groups. 3) The pathologic exam showed significantly less neutrophil infiltration in the Pflex group than in the control group(p<0.05). There was borderline significant difference in hyaline membrane score among the groups (p= 0.0532). Conclusion : Although recruitment maneuver of the injured lung may be important in decreasing VILI, it alone may not be sufficient to minimize VILI.

• The Journal of Korean Physical Therapy
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• v.26 no.3
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• pp.140-146
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• 2014

Purpose: Differences in scapular kinematics and muscle activity appear in the forward head and rounded shoulder posture (FHRSP). Thus, the aim of this study was to investigate the following effects according to different postures on scapular kinematics and muscle activity around scapular region in individuals with and without FHRSP during overhead reaching task. Methods: Thirty pain-free subjects with/without FHRSP participated in this study. All subjects were positioned into three positions: habitual head posture (HHP), self-perceived ideal head posture (SIHP) and therapist-perceived neutral head posture (TNHP). Muscle activities of upper trapezius (UT), lower trapezius (LT) and serratus anterior (SA) were measured during overhead reaching task. Results: Muscle activity of trapezius muscle (UT and LT) during HHP was significantly higher than SIHP and TNHP in FHRSP group (p<0.05), but there was no difference between SIHP and TNHP. SA also significantly increased muscle activity in HHP more than SIHP and TNHP in FHRSP group (p<0.05), but there was no significant difference between SIHP and TNHP. In Non-FHRSP group, although there was a tendency of different muscle activities among three postures, it was not statistically significant. Conclusion: This result demonstrates that muscle activity associated with overhead reaching task is increased in HHP which affects the scapular kinematics and SIHP contributes changed scapular kinematics and proper recruitment of muscle activity in FHRSP similarly to TNHP.

• Journal of Fisheries and Marine Sciences Education
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• v.27 no.1
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• pp.74-82
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• 2015

The Admission Officer System is a selecting system that evaluates potential and talent of students in multiple aspects and selects whom each university wants to pick and fits the specific recruitment units. However, the issue about fairness of the system has been discussed continually. This study conducted online survey, using fairness checklist with 31 universities to know how admission officers perceive the fairness of the system and secure that. Also, three times of expert FGI were conducted, too. The result shows there are still many universities that adjustment for deviated evaluation in interview, separation of operating agency, stabilization of the statue of admission officers, analyzation of each evaluator's tendency, and so on are not achieved well. To assure the fairness of the admission officer system, securing validity by clearly defining the concept of fairness is proposed first. Stabilizing the statue of admission officers and continuous education training for them is also proposed to improve their professionality. Furthermore, expansion of education programs about the admission officer system in both quantity and quality is suggested for fairness of the system.

• Journal of Ginseng Research
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• v.44 no.5
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• pp.697-703
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• 2020

Background: GS-3K8 and GINST, both of which are modified ginseng extracts, have never been examined in terms of their effectiveness for the prevention of acute respiratory illness (ARI) in humans. We conducted a pilot study to assess the feasibility of performing a large-scale, randomized, controlled trial. Methods: This study was a randomized, double-blind, placebo-controlled, pilot study at a single center from October 2014 to March 2015. The 45 healthy applicants were randomly divided into the GS-3K8 (n = 15), GINST (n = 15), and placebo groups (n = 15). The study drug was administered as a capsule (500 mg/cap and 3000 mg/day). GS-3K8 contained 6.31 mg/g of Rg1, 15.05 mg/g of Re, 30.84 mg/g of Rb1, 15.02 mg/g of Rc, 12.44 mg/g of Rb2, 6.97 mg/g of Rd, 1.59 mg/g of Rg3, 3.25 mg/g of Rk1, and 4.84 mg/g of Rg5. GINST contained 7.54 mg/g of Rg1, 1.87 mg/g of Re, 5.42 mg/g of Rb1, 0.29 mg/g of Rc, 0.36 mg/g of Rb2, 0.70 mg/g of Rd, and 6.3 mg/g of compound K. The feasibility criteria were the rates of recruitment, drug compliance, and successful follow-up. The primary clinical outcome measure was the incidence of ARI. The secondary clinical outcome measures were the duration of symptoms. Results: The rate of recruitment was 11.3 participants per week. The overall rate of completed follow-up was 97.8%. The mean compliance rate was 91.64 ± 9.80%, 95.28 ± 5.75%, and 89.70 ± 8.99% in the GS-3K8, GINST, and placebo groups, respectively. The incidence of ARI was 64.3% (9/14; 95% confidence interval [CI], 31.4-91.1%), 26.7% (4/15; 95% CI, 4.3-49.0%), and 80.0% (12/15; 95% CI, 54.8-93.0%) in the GS-3K8, GINST, and placebo groups, respectively. The average days of symptoms were 3.89 ± 4.65, 9.25 ± 7.63, and 12.25 ± 12.69 in the GS-3K8, GINST, and placebo groups, respectively. Conclusion: The results support the feasibility of a full-scale trial. GS-3K8 and GINST appear to have a positive tendency toward preventing the development of ARI and reducing the symptom duration. A randomized controlled trial is needed to confirm these findings.

• Korean Journal of Ichthyology
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• v.21 no.3
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• pp.191-199
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• 2009

Fisheries resources collected by set net in the Mizo fishing ground off Namhae Island were studied from March to December 2004 to determine species composition and catch variation. The water temperature of the fishing ground ranged $10.9{\sim}25.1^{\circ}C$ A total of 69,147.5 kg comprising 39 species was caught during the survey period. Most of the catch was fishes (33 species); others included cephalopods (5 species) and crustaceans (1 species). The dominant species were migratory, such as Trichiurus lepturus, Ammodytes personatus, Engraulis japonicus, and Scomberomorus niphonius, and accounted for 81.2% of the total catch. Sub-dominant species were Sardinops melanostictus, Acanthopagrus schlegeli, shrimps, and Todarodes pacificus, but they accounted for only 12.1% of the total. The catch by set net during the fishing period was much higher in spring and in autumn than in summer, relating to the recruitment of dominant species. Although the number of species had a tendency to decreased after summer, the catch in autumn was also higher than that in spring due to high temperatures (>$17^{\circ}C$ and seasonal variation of dominant species. The dominant species in spring were A. personatus and E. japonicus and in autumn were T. lepturus, S. niphonius, and E. japonicus.

• Asian Pacific Journal of Cancer Prevention
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• v.15 no.3
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• pp.1497-1500
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• 2014

Cervical cancer continues to be an important public health problem in Thailand. While the high risk human papillomavirus (HPV) types have been established as the principle causative agent of both malignancies and the precursor lesions, cervical intraepithelial neoplasia (CIN), other factors may also be involved like other sexually transmitted diseases, as well as smoking. Chlamydia trachomatis is an obligate intracellular Gramnegative bacterium which has a tendency to cause chronic infection featuring inflammation and therefore might be expected to increase the risk of cervical cancer. In the present nested case-control study, 61 cases of cervical cancer and 288 matched controls with original serum samples were identified from the Khon Kaen Cohort, established in the North-East of Thailand, by linkage to the Khon Kaen population based cancer registry. C. trachomatis specific IgG antibodies at recruitment were measured by microimmunofluorescence and assessed for association with cervical cancer using STATA release10. No significant link was noted either with all cancers or after removal of adenocarcinomas. The results suggest no association between Chlamydia infection and cervical cancer development in North-East Thailand, but possible influencing factors must be considered in any future research on this topic.

• Journal of the Korean Society of Fisheries and Ocean Technology
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• v.49 no.3
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• pp.250-260
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• 2013

The annual and monthly fluctuation in the species composition and the catch abundance of dominant species were analyzed using the daily sales slip catch data by a set net in the offshore waters off Dolsan Island in Yeosu from March 2004 to December 2011. Mean catch from 2004 to 2011 is 372M/T and the maximum and the minimum catch are 526 M/T in 2005 and 27 2M/T in 2009, respectively. The dominant species were Engraulis japonicus mainly in spring and Scomberomorous niphonius in Autumn and therefore the set net catch that is dominated by S. niphonius's catch was much higher in autumn than in spring. Through comparative analyses for the environmental factors to the annual catch fluctuation, it is revealed that the water temperature variation affected the recruitment property of S. niphonius to the fishing ground but the effect of typhoon on the catch fluctuation was not distinct. Furthermore, the big blooming event of jellyfish, particularly Nemopilema nomurai, that occurred in 2009 showed a tendency of faster appearance and later extinction until December. The occurring characteristic of N. nomurai became a direct cause that brought about the lowest total catch in 2009 since the dominant species catch of the set net fishery was concentrated mostly in Autumn.

• Journal of Intelligence and Information Systems
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• v.21 no.2
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• pp.191-204
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• 2015

According to the '2013 Performance Assessment Report on the Financial Program' from the National Assembly Budget Office, the unfilled recruitment ratio of Software(SW) Developers in South Korea was 25% in the 2012 fiscal year. Moreover, the unfilled recruitment ratio of highly-qualified SW developers reaches almost 80%. This phenomenon is intensified in small and medium enterprises consisting of less than 300 employees. Young job-seekers in South Korea are increasingly avoiding becoming a SW developer and even the current SW developers want to change careers, which hinders the national development of IT industries. The Korean government has recently realized the problem and implemented policies to foster young SW developers. Due to this effort, it has become easier to find young SW developers at the beginning-level. However, it is still hard to recruit highly-qualified SW developers for many IT companies. This is because in order to become a SW developing expert, having a long term experiences are important. Thus, improving job continuity intentions of current SW developers is more important than fostering new SW developers. Therefore, this study surveyed the job continuity intentions of SW developers and analyzed the factors associated with them. As a method, we carried out a survey from September 2014 to October 2014, which was targeted on 130 SW developers who were working in IT industries in South Korea. We gathered the demographic information and characteristics of the respondents, work environments of a SW industry, and social positions for SW developers. Afterward, a regression analysis and a decision tree method were performed to analyze the data. These two methods are widely used data mining techniques, which have explanation ability and are mutually complementary. We first performed a linear regression method to find the important factors assaociated with a job continuity intension of SW developers. The result showed that an 'expected age' to work as a SW developer were the most significant factor associated with the job continuity intention. We supposed that the major cause of this phenomenon is the structural problem of IT industries in South Korea, which requires SW developers to change the work field from developing area to management as they are promoted. Also, a 'motivation' to become a SW developer and a 'personality (introverted tendency)' of a SW developer are highly importantly factors associated with the job continuity intention. Next, the decision tree method was performed to extract the characteristics of highly motivated developers and the low motivated ones. We used well-known C4.5 algorithm for decision tree analysis. The results showed that 'motivation', 'personality', and 'expected age' were also important factors influencing the job continuity intentions, which was similar to the results of the regression analysis. In addition to that, the 'ability to learn' new technology was a crucial factor for the decision rules of job continuity. In other words, a person with high ability to learn new technology tends to work as a SW developer for a longer period of time. The decision rule also showed that a 'social position' of SW developers and a 'prospect' of SW industry were minor factors influencing job continuity intensions. On the other hand, 'type of an employment (regular position/ non-regular position)' and 'type of company (ordering company/ service providing company)' did not affect the job continuity intension in both methods. In this research, we demonstrated the job continuity intentions of SW developers, who were actually working at IT companies in South Korea, and we analyzed the factors associated with them. These results can be used for human resource management in many IT companies when recruiting or fostering highly-qualified SW experts. It can also help to build SW developer fostering policy and to solve the problem of unfilled recruitment of SW Developers in South Korea.