• The Korean Journal of Health Service Management
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• v.9 no.3
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• pp.95-106
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• 2015

Objectives : The purpose of this study was to identify levels of turnover intention of nurses in long-term care hospitals, and to explore influential factors on turnover intention. Methods : Data were collected with a structured questionnaires from 165 nurses. The data were analyzed with SPSS/WIN 21.0. Results : First, the average score for the practice environment cognition, job satisfaction, reward importance, and turnover intention were $3.14{\pm}0.21$, $3.18{\pm}0.32$, $4.02{\pm}0.53$, and $3.29{\pm}0.67$, respectively. Second, there were significant differences in the turnover intention according to the average monthly wage, total clinical career, present clinical career, work form, average monthly night shift and turnover experience. Third, the significant predictors of turnover intention were monthly salary, practice environment cognition, reward importance, monthly night shift and type of work explaining 67.0%. of the variance. Conclusions : It is necessary to conduct continuous and systematic research and to find ways that can prevent the resignation of nurses and improve cognition in the practice environment in long-term hospitals nurses.

• Korean Journal of Occupational Health Nursing
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• v.21 no.2
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• pp.134-144
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• 2012

Purpose: The purpose was to investigate the relations among job-stress, self-efficacy, and depression of nurses. Methods: The data were collected from a random sample of 213 nurses working in two general hospitals of a local area. A self-reported questionnaire was used to assess the level of job-stress, self-efficacy, and depression. Results: The mean score of job-stress was 49.1 and the score of job demand was the highest. The mean score of self-efficacy was 3.4, and depression was 18.2. The prevalence of depression was very high. The job-stress and depression were negatively correlated with self-efficacy. Hierarchial multiple regression showed that the self-efficacy and the high job demand, lack of reward, and organizational injustice of job-stress explained 53% of the variance for the nurses' depression. Conclusion: The findings indicated that the self-efficacy and job stress, especially job demand, organizational injustice, and lack of reward contributed to the depression. In order to prevent and decrease the depression, the developing programs to improve self-efficacy are needed.

• Journal of Digital Convergence
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• v.10 no.6
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• pp.23-31
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• 2012

The Entrepreneurship education are contributes to creation of new business or national economy. The increasing of job-loss recovery, youth unemployment and 1 person creative company entrepreneurship follows the increasing to Entrepreneurship failure. We identify entrepreneurship education factors which motivate individuals' self-leadership and entrepreneurship. Research results suggests that understanding level and creativity level of entrepreneurship education significant effects on the reward self-leadership. And reward self-leadership positive significant effects on the entrepreneurship.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.10 no.8
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• pp.3602-3620
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• 2016

Dynamic topology is one of the main influence factors on network performability. However, it was always ignored by the traditional network performability assessment methods when analyzing large-scale mobile ad hoc networks (MANETs) because of the state explosion problem. In this paper, we address this problem from the perspective of complex network. A two-layer hierarchical modeling approach is proposed for MANETs performability assessment, which can take both the dynamic topology and multi-state nodes into consideration. The lower level is described by Markov reward chains (MRC) to capture the multiple states of the nodes. The upper level is modeled as a small-world network to capture the characteristic path length based on different mobility and propagation models. The hierarchical model can promote the MRC of nodes into a state matrix of the whole network, which can avoid the state explosion in large-scale networks assessment from the perspective of complex network. Through the contrast experiments with OPNET simulation based on specific cases, the method proposed in this paper shows satisfactory performance on accuracy and efficiency.

• Journal of the Korea Society of Computer and Information
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• v.23 no.8
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• pp.115-121
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• 2018

This study inquires into employee's intent to leave in South Korean dental clinics. A systematic research was undertaken on theories of leadership types, job satisfaction, organizational commitment and empowerment, and then interaction between these variables was verified based on quantitative data by using Structural Equation Model (SEM). The findings suggest that making improvements of empowerment, job satisfaction, and organizational commitment demand individualized consideration and charisma, the components of transformational leadership. As a way to reduce turnover intention, the role of job satisfaction and organizational commitment was more influential than that of empowerment. Also, a combination of charisma of transformational leadership and contingent reward of transactional leadership turned out to be the ideal leadership type to reduce turnover intention. Lastly, the harmony of individual goal with that of organization, apparent documentation of reward system, and stress control were recommended as practical solutions to improve organizational profitability and effectiveness and to reduce turnover rate in dental clinics.

• Journal of Digital Contents Society
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• v.1 no.1
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• pp.1-11
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• 2000

A variety of educational digital contents are provided for both distance and on-line learning on the Internet recently. Especially, as edutainment fields are activated, fun-centered educational contents are improved so much. But it is still lack of high quality, which could lead a learner to study by himself without losing enjoyment for an appropriate duration (about $1{\sim}2$ years). A system, which enforces learning motivation for a learners positive learning, is demanded. This paper shows the planning and the implementation of learning Reward System (LRS) which is providing rewards a learner for achievement of the teaming object which is suggested by him (her) and his (her) mentors. LRS is aiming at enhancement of educational effects by providing both amusements and rewards employing edutainment contents.

• Proceedings of the Technology Innovation Conference
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• 1997.07a
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• pp.57-82
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• 1997

This paper empirically examines various personal characteristics and preferences of HRM (Human Resorce Mamagement) systems using data from 968 R&D professionals in 9 private R&D organizations. It identifies different patterns of reward and career development needs associated with 4 types of R&D professionals, who are categorized by personal characteristics: personality and attitude. A productive leader type shows active personal traits (which encompass high scores of need for achievement, risk-taking propensity, tolerance for ambiguity, and self-efficacy) and positive attitudes (which include high scores of job satisfaction, organizational commitment, and low scores of turnover intention), while a cynical bystander type exhibits passive personal traits and negative attitudes toward a job. A passive adapter, who has passive personal characteristics but positive attitudes, and a frustrated champion, who is active in personality but negative in current job attitude, lie in between them. The results reveal that: 1) These four different types of R&D professionals show differences in their education, age and tenure level, and technical performance. 2) They have different career orientations and problem solving styles. 3) They also exhibit different preferences in performance appraisal criteria and rater, and reward structures. Based on these findings, this study suggests a contingent type of human resource management in terms of selection and staffing of R&D professionals, performance appraisal, incentive systems, and career development plans.

• Proceedings of the Korean Society of Applied Pharmacology
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• 2004.11a
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• pp.18-34
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• 2004

This paper will review data obtained primarily from our preclinical investigations that show that exposure to stress has a significant impact on drug taking. Stress increases reward associated with psychomotor stimulants, possibly through a process similar to sensitization, and a growing clinical literature indicates that there is also a link between substance abuse and stress in human addicts. One explanation for the high concordance between stress-related disorders and drug addiction is the self-medication hypothesis, which suggests that a dually-diagnosed person often uses the abused substance to cope with tension associated with life stressors or to relieve symptoms of anxiety and depression resulting from a traumatic event. However, another characteristic of drug self-administration is that drug delivery and its subsequent effects on the HPA axis are under the direct control of the individual. This controlled activation of the HPA axis may result in the production of an internal state of arousal or stimulation that is actually sought by the individual (i.e., the sensation-seeking hypothesis). During abstinence, however, exposure to stressors or drug-associated cues can stimulate the HP A axis to remind the individual about the effects of the abused substance, thus producing craving and promoting relapse. Stress reduction, either alone or in combination with pharmacotherapies targeting the HPA axis may prove beneficial in reducing cravings and promoting abstinence in individuals seeking treatment for addiction. Of primary importance is to reduce the impact of cocaine-associated environmental stimuli on the HPA axis so that they no longer function as triggers for relapse.

• The Journal of the Korea Contents Association
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• v.9 no.1
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• pp.45-52
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• 2009

In this paper, we develop queueing network models of communication networks with reliability model considering link failures. The reliability of a communication network with a virtual connection exposed to link failures is analyzed. Stochastic Reward Nets (SRN) is an extension of stochastic Petri nets and provides compact modeling facilities for system analysis. To get the performance index, appropriate reward rates are assigned to its SRN. It is shown that SRN modeling is well suited to specify, automatically generate and solve for reliability under rerouting. Markov models using SRN are developed and solved to depict various rerouting caused by link failures and reliability analysis in communication networks.

• Journal of Korean Library and Information Science Society
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• v.38 no.2
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• pp.203-221
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• 2007

This study analyzes the influences of the working environments and conditions(job cooperation, working condition, stress, compensation and reward, and achievement) on the job satisfactions, and the differences for the staff members to perceive them among staff members according to demographic variables. One hundred staff members of K library were participated in the survey using questionnaires. There were significant differences in the perceptions on the stress, compensation and reward, and achievement according to demographic variables. The job cooperation and achievement among work environments and conditions significantly influenced on the job satisfactions of the staff members.