• Journal of Advanced Marine Engineering and Technology
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• v.31 no.8
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• pp.954-960
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• 2007

The purpose of this paper is to obtain design method of air-distribution system. Air-distribution system is composed of blower, duct, diffusers and measuring equipment. The air-flow rate from each diffuser is not equal. The air-flow rate is calculated with the combined equations which are Bernoulli's equation, continuity equation and minor loss equations. Inlet condition and outlet condition are adapted in each duct system. Then square difference between function of maximum air-flow rate and minimum air-flow rate is used as an object function. Area of diffuser and velocity are established as constraints. To minimize the object function, the optimization method is used. After optimization the design variables are selected under satisfaction of constraints. The air-distribution system is calculated again with the result of optimized design variable. It is shown that the air-distribution system has the equal air-flow rate from diffusers.

• 중국학논총
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• no.67
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• pp.157-177
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• 2020

The rapid change in the university environment due to the decrease in the school-age population calls for enhancing the competitiveness of China-related departments. In this paper, the university's competitiveness and dropout rate were studied in combination with various factors such as geographical location of Chinese-related departments set up at national universities, convergence with other departments, competition rate for entrance exams, scholarships, and employment rate that have a comprehensive impact on student satisfaction. In particular, the dropout rate presented research results that could help universities strengthen their competitiveness in China-related departments, such as by differentiating customized academic strategies according to the atmosphere of elimination through multiple regression analysis and quantile analysis. We hope this thesis will be the basis for policymaking and judgment in China-related departments.

• Korea Journal of Hospital Management
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• v.8 no.3
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• pp.72-91
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• 2003

The purpose of this study is to investigate the recognition of health information managers, and to analyze the level of job satisfaction and organizational commitment of medical record technicians. The data for this study were collected through a self-administered survey with a structured questionnaire to 172 subjects from medical record technicians working in hospitals in Seoul and Gyeonggi Province as well as the faculty of medical schools across South Korea. In this analysis frequency, t-test, ANOVA, factor analysis and structural equation model were used. The main findings of this study are as follows: 1. As for recognition of the seven dimensions in the role of health information managers, the role as clinical data specialist received the most positive feedback, followed by document & repository managers, patient information coordinators, health information managers, data quality managers, security officers and research & decision support analyst. 2. The level of job satisfaction among medical information handlers and managers averaged 3.14. In terms of the factors in the work environment concerned with job satisfaction, being able to work independently and as team players reached the top among 6 factors with the average of 3.39, followed by professional position, salary & rewards, expectations for job performance and administration. 3. The average rate of organizational commitment stood at 3.09. Respondents tend to be focused on present tasks rather than future-oriented tasks. 4. The result of the analysis based on the relationship between recognition as health information managers, job satisfaction and organizational commitment found that all analysis are statistically meaningful. The more the respondents were aware of their roles as health information managers, the more they tended to be committed to their work and satisfied with their work. The more the respondents were committed to their work, the more satisfaction was seen. The effects of recognition as health information managers on organizational commitment measured 0.27 and for job satisfaction it was 0.17. The effects of organizational commitment on job satisfaction stood at 0.71. The feasibility of the model meets the standard at Chi-square value of 66.755 and the P value of 0.057. The Normed Fit Index (NFI) of 0.930 was in compliance with the standard for model feasibility and the squared multiple correlation coefficient of this model was 8% in organizational commitment and 60% in job satisfaction.

• Korean Security Journal
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• no.34
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• pp.161-184
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• 2013

The purpose of this research is to achieve qualitative growth for private security industry as a sector of service industry to attract clients and promote the growth of the private security industry by analyzing the factors which influence the customer's service satisfaction in using the private security services. A regression analysis was conducted to determine the factors which influences the satisfaction of private security service to ultimately achieve the research purpose. In the regression analysis, the difference between corporate clients and individual clients were analyzed for the sake of providing better security services and marketing applications. As a result, the factors that influences the satisfaction of the categorized groups were very clearly signified. Both individual and corporate clients showed increase in satisfaction rate when the fear of crime decreased. This result implies that the private security firms must possess segmented strategies as well as strategies to lower the fear factors of clients. There were no differences in all satisfaction-influencing factors when the fear reduction variable was exempted among both corporate and individual clients in usage satisfaction. This result shows that clients demand varies according to the client and the security firms must react to these demands by the clients. Although private security industry possess very clear publicity, it is a profit generating industry sector therefore, like other service industry, the private security services must implement strategies to keep up with the paradigm. If the satisfaction determinants from the research results are grafted into strategies such relationship marketing and target market selection, higher service satisfaction can be achieved from the clients.

• Journal of the Korean Dietetic Association
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• v.3 no.1
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• pp.9-22
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• 1997

Purposes of the study were to : (a) measure the levels of job satisfaction, (b) investigate the degree of job characteristics, (c) determine the levels of organizational commitment, (d) investigate relationships between demographic variables and job satisfaction, and (e) examine the relationship between organizational commitment, job characteristics and job satisfaction. Questionnaire was developed and mailed to 300 dietitians who are currently working in school, hospital and industry foodservices. A total of 177 questionnaires were usuable : resulting in a 59% response rate. Results of this study were summarized follows : 1. Approximately half of the respondents(46.9%) indicated that the were 26 to 30 years old. A total of 112 respondents(63.3%) were unmarried. A bachelor's degree was reported as the most common education level(46.9%) while 6.2% of the participants reported a master's degree. Years of employment in professional practices were ranged from 2 to 5. Approximately 40% of the respondents had earned over \900,000 per month. 2. Work itself of the JDI was with the highest job satisfaction mean score followed by supervision, co-workers, wage and promotion. 3. In total job satisfaction score, dietitians in school foodservices were a significant lower than dietitians in industry foodservices and hospital foodservices. 4. A significant relationship was found for demographic factors and four job facets in terms of job itself, co-workers, and promotion. 5. A work itself was the most improtant facet th the dietitian followed by wage and promotion. 6. Task identity of the JCI facets was the most prevalent job characteristics followed by variety, dealing with others, feedback and friendship. 7. Three groups of dietitians had no significant difference in total job characteristics score. 8. A group of dietitians with a higher job satisfaction score had a significant higher score in job variety and job autonomy. 9. Organizational commitment mean score with dietitians was 1.88. 10. Job satisfaction score for five facets and total job satisfaction were significantly correlated with organizational commitment score.11. Job charateristics with job variety, job autonomy, feedback, task identity, friendship were positively correlated with organizational commitment.

• Industry Promotion Research
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• v.6 no.4
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• pp.23-30
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• 2021

This study is a study on the satisfaction of the living conditions of the residents of Chungcheongnam-do, and the analysis data was based on the results of the Chungcheongnam-do social survey conducted in 2020 by Statistics Korea. The results of the analysis on the satisfaction of the living conditions of the residents of Chungnam Province are summarized as follows. The level of satisfaction with the quality of life of the living environment, which is a personal characteristic, was 5.92 out of 10 for the degree of satisfaction with one's life, and 6.28 out of 10 for the overall value of the work one is doing. The overall life satisfaction of the region (city and gun) was analyzed as 5.81 out of 10, indicating that the satisfaction of Chungnam residents was more than average. In addition, satisfaction with the residential housing environment was analyzed with the highest frequency and ratio of 43.5%, with 226 people being slightly satisfied. Satisfaction with facility use was also slightly higher in 231 people, showing 44.5% response rate, and slightly higher in women than in men. This study is meaningful in that it provides basic data such as policy implications for improving the quality of life by grasping the social interests related to the quality of life and the subjective consciousness of the people of Chungnam.

• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.339-349
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• 2019

The purpose of this study is to analyze the influential factors on the change in life satisfaction of elderly households. In this study, single and couple elderly households were defined as elderly households and the 2nd, 3rd, and 4th data of the Korean Longitudinal Survey of Ageing (KLoSA) provided by the Korea Employment Information Service (KEIS) were used. And 677 respondents aged 65 and over who had replied to all 3 sessions were included in the final subjects. multinomial logistic regression analysis was conducted to examine the influential factors on life satisfaction by the type of elderly households according to consumption pattern and the result showed that there were common influential factors such as house owning status and subjective health status and the factors that influence specific types such as expectancy of standard of living. In addition, in the longitudinal analysis of life satisfaction of elderly households, individual satisfaction level was confirmed to reduce with time and the factors that influence the longitudinal change in the level of life satisfaction of elderly households was analyzed through the conditional model of a latent growth model. The analysis results showed that household type, house owning status, and subjective health status influenced the initial value of life satisfaction of elderly households while household type and expectancy of living standard influenced the change rate of life satisfaction of elderly households. Based on the results of this study, the followings are suggested. There is a need to improve the life satisfaction of old age by increasing the opportunity for self-realization of elderly households and also policy approach should be made selectively taking various types into consideration.

• Educational Technology International
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• v.8 no.1
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• pp.17-39
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• 2007

The purpose of this study was to identify the relationships among organizational commitment, job satisfaction, and learning organization culture. This study was conducted in five sub-organizations of one Korean conglomerate company. One thousand employees were randomly and proportionately selected, with 669 useable cases obtained, for a response rate of 67%. The organizational commitment instrument used from the "affective, continuance, and normative commitment" scale (ACNCS) of Allen and Meyer (1990). The "Dimensions of Learning Organization Questionnaire" of Watkins and Marsick (1997) was used to measure learning organization culture. The short form MSQ (Minnesota Satisfaction Questionnaire), developed by Weiss, Dawis, England, and Lofquist (1967), was the third instrument used. Descriptive statistics, correlational statistics, and inferential statistics (ANOVA and t-tests) were used. Organizational commitment (except for continuance) is moderately and positively related to job satisfaction and moderately and positively related to learning organization culture. In addition, learning organization culture is weakly to moderately and positively related to job satisfaction. No differences by age were found. Four-year college graduates are more likely to have higher creating continuous learning opportunities in learning organization culture than graduate school degree holders. Males are likely to have higher affective and continuance organizational commitment than females. Employees working in R&D, Engineering, and Manufacturing (REM) are likely to have higher continuance organizational commitment than do other types of jobs. Employees are more likely to have higher learning organization culture and job satisfaction than assistant managers. Assistant managers have higher continuance organizational commitment than managers. Managers generally have higher organizational commitment, learning organization culture, job satisfaction than assistant managers. They also have higher learning organization culture than employees. Employees who had worked for less than four years in their current job and organization have higher promoting inquiry and dialogue in learning organization culture than those who have worked for ten years or more. Employees in the insurance organization have higher affective organizational commitment, learning organization culture, and job satisfaction than those of the other organizations. Finally, employees of the electronic company have higher continuance organizational commitment in learning organization culture than those of other companies. In summary, this research enables CEOs and HRD and HRM practitioners to view organizational commitment, learning organization culture, and job satisfaction as important variables in exploring diverse ranges of topics related to the workplace. And then, they can diversely apply their management, interventions and practices to fit these diverse characteristics.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.5
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• pp.77-98
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• 2020

Recently, the government provided about 35 trillion won to start-ups through a large amount of start-up support funds from the Korea Credit Guarantee Fund and the Korea Development Bank, and more than 100 trillion won to start-ups over the past three years.(2015-2018) The Ministry of SMEs and Startups announced that a total of 1.4517 trillion won will be supported by 16 ministries (90 projects) after surveying start-up support projects by ministries in 2020 to create a start-up country. Indeed, among the budgets supported by the Ministry of SMEs and Startups, startups accounted for 85%, while scale-ups (growth and maturity) were only 15%. However, the survival rate of Korean start-ups was far lower than that of developed countries. The survival rate for the three years after the start-up was 39.1 percent, with only about 4 out of 10 surviving, with 27.5 percent surviving for five years, and only 3 out of 10 surviving. On the other hand, overseas start-ups have a survival rate of twice as high as that of Korea for five years. Accordingly, this study aims to empirically analyze and examine the need for research on nascent entrepreneurs, which have recently been actively supported by the government, as well as the impact of start-up motivation and start-up preparation on the intention to continue business. The survey was conducted from April 1 to May 15, 2020 for nascent entrepreneurs nationwide, and 222 of the total 245 copies were analyzed, and the questionnaire was measured using the Likert 5-point scale. As a result of the analysis, first, all factors constituting start-up motivation were adopted by significantly affecting start-up satisfaction. In addition, among the sub-factors of nascent entrepreneurs' preparation, item preparation was adopted as a significant influence on start-up satisfaction. Second, the nascent entrepreneurs' satisfaction level was adopted by having a significant impact on the business continuity. Third, some of the motivations for self-realization of the motivation for start-ups were adopted by having a significant impact on the business continuity. In addition, the preparation of items for the start-up preparation of nascent entrepreneurs was partially adopted as they had a significant impact on the business continuity. Fourth, it was adopted by the mediation effect of start-up satisfaction between the motivation of the nascent entrepreneurs' preparation and the business continuity. In addition, it was adopted by the medium effect of start-up satisfaction between the nascent entrepreneurs' preparation and the business continuity. Based on the results of these studies, it is intended to draw practical implications, and to provide useful policy implications to increase nascent entrepreneurs' satisfaction and continue to carry out their start-ups.

• Korean Journal of Community Nutrition
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• v.10 no.6
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• pp.905-919
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• 2005

This study raised the necessity of developing performance indicators for measuring the management efficiency and effectiveness of school food service, and as a means of helping its implementation, a balanced score card (BSC) approach developed by Norton and Kaplan was adopted. This study established BSC in seven phases through literature: Phase 1 Defining a school food service and the scope of working activities, Phase 2 Establishing the vision of a school food service, Phase 3 Setting strategic goals, Phase 4 Identifying critical success factors (CSFs), Phase 5 Developing Key Performance Indicators (KPIs), Phase 6 Extracting cause and effect relationship, and Phase 7 Completing a preliminary BSC. The preliminary BSC was fumed into a survey, which was administered to food service related people working at the Office of Education and School Food Service including 16 offices,209 dietitians, 48 school administrators both from self-operated and contract-managed, and 9 experts in areas related to school food service. They were asked questions about strategies from 4 different perspectives,12 CSFs, 39 KPls, and the cause and effect relationships among them. As a result, among the CSFs based on 4 different perspectives, all factors other than ' zero sum on profit/loss ' from the financial perspective turned out to be valid. In terms of KPIs, manufacturing cost percentages, casualty loss count/reduction rates, school foodervice participation rates, and sales goal achievement rates were found to be valid from the financial perspective, while student satisfaction index, faculty satisfaction index, leftover ratio, nutrition educational performance count, index of evaluating nutrition education, customer claim count/reduction rate, handling customer claim count/reduction rate, and parent satisfaction index were found to be valid from the customers' perspective. Besides, nutritional requirement sufficient ratio, nutritional management score, food poisoning outbreak count, employee safety accident count, sanitary inspection assessment index, meals per labor hour (productivity index), computerization ratio, operational management index, and purchase management assessment index were also found to be valid from the perspective of internal business processes. From the perspective of innovation and learning, employee turnover ratio/rate of absenteeism, annual education and training count, employee satisfaction index, human resource management assessment index, annual menu-related customer feedback, food service information index for employees and parents/schools were also found to be valid. The significance of this study is to present indices for measuring overall performance of school lunch food service operations without putting any limitation on types of school food service management, and to help correctly assess the contribution of the current types of school food service management to schools and students. (Korean J Community Nutrition 10(6) : $905\∼919$, 2005)