• 동서간호학연구지
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• 제11권1호
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• pp.12-24
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• 2005

The objective of this research is to explore the attitude on the transfer of duty post and job satisfaction of nurses. The subjects of this study were 512 nurses who have engages in the K-university hospital. The measurement tool consisted of attitude on the transfer of duty post, job satisfaction. The collected data have been processed using SPSS/PC 12.0 program: The results of this study were as follows: 1. The age the subjects was from 21 to 56 and average 32, blow 3 years experience in current duty post occupied most by 37.1%. The experience of the transfer of duty post showed 50.2%. 51.4% of the nurses wanted $3{\sim}5$ years as the suitable periods for the transfer of duty post showing the highest degree of frequency. 2. The positive degree of the attitude on the transfer of duty post of the nurses appeared average (3.36) to maximum evaluation point 5, and when asked about 4 factors the nurses wanted individual development most by (3.72) while administration management was lowest by (2.65). The satisfaction degree on their job appeared to be average (3.06) to the maximum point 5, and when asked about 7 factors, interaction appeared to be the highest by (3.63), here we saw that interaction was the most important elevating factor of the job satisfaction degree. 3. In the relation of the attitude on the transfer of duty post according to general characteristics, there were the significant difference according to whether it is necessary for the current duty post and periodical duty post to be transferred. In the relation between general characteristics and job satisfaction degree there were the significant differences according to age, marital status, education, position of nurse, hospital clinical nursing experiences, satisfaction degree with current post and the hope of the transfer of duty post from current post. 4. The correlation between attitude on the transfer of duty post and job satisfaction degree was positive relation(r=0.137, p=.002), that the higher the degree of positive attitude on the transfer of duty post the higher the degree of job satisfaction.

• 간호행정학회지
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• 제9권1호
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• pp.141-150
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• 2003

Purposes : This study was to investigate the job stress and turnover intention related to transfer of duty post of staff nurses working in general hospitals. Method : The subjects of this study were 384 staff nurses working in 6 general hospitals, with more than 200 beds, in Daegu and Kungbuk province in Korea. Data were collected through questionnaires and from Sep. 15 to Oct. 6, 2001. The used tool for measuring the degree of job stress was developed by Kim and Gu(1984) and the used tool for measuring the degree of turnover intention was developed Kim and Lee(2001). The data were analyzed into frequency, percentage, mean, standard deviation, t-test, ANOVA, Tukey's post hoc contrast, Pearson's correlation coefficient according to the purpose of study by use SPSS Win 10.0 statistical program. Results : The following are the results of the study: (1) Average score of the job stress, turnover intention of resignation of the subjects were 2.64 and 4.44. (2) The result of the analysis of job stress related to transfer of duty post was higher in job stress; not satisfaction of current duty post(t=-2.06, p=0.04). (3) The result of the analysis of turnover intention related to transfer of duty post was higher in turnover intention; period of the an advance notice when transfer to current duty post less than 7day(F=3.55, p=0.02), not satisfaction of current duty post(t=-2.45, p=0.02), want the transfer from current duty post(t=3.68, p=0.00). (4) The study reveals that there was statistically significant positive correlation relationship between job stress factors and turnover intention(r=.183, p=.000). Conclusion : The study which relating to period of the an advance when transfer and satisfaction of current duty post and reconsideration of transfer of duty post shows statistically significant difference between job stress and turnover intention. Therefore it is regarded that is needed to set a period of profer advance notice, grip on unsatisfactory factor of current duty post and intervention and management of the subjects were wanted transfer of duty post.

• 간호행정학회지
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• 제9권4호
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• pp.571-583
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• 2003

Purpose: This study was aimed by presenting basic data of nurses' manpower management on studying about estimative variables and provability assumption whether it is desire or no on the transfer of nurses' duty post. Method: The study was designed retrospective survey and the subjects of this study consisted of 508 nurses who have engages in the K-university hospital. Data were analyzed by SPSS windows for 11.0, by logistic regression. Result: The status on clinical specific variables were verified on estimative variable about whether it is desire or no on the transfer of nurses' post of duty that staff nurses was 3.95 times when set the standard over the charge nurses, and unsatisfied nurses than satisfied nurses on the place of duty at present was 1.4 times. On the low domains of duty's satisfied degree was verified on predictive variable about whether it is desire or no on the transfer of nurses' post of duty that nurses of low feeling of satisfaction about personal relationship was 1.19 times, unsatisfied nurses about hospital management was 2.01 times verified on desiring transfer to other places. Conclusion: The suitability of estimative model whether it is desire or no on the transfer of nurses' post of duty explainable by the variable of the status, the feeling of satisfaction on post of duty, the personal relationship the hospital management and estimative probability was 80.9%.

• 한국정밀공학회지
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• 제31권7호
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• pp.627-634
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• 2014

Machine tool vibration is well known for reducing machining accuracy. Because vibration response of a linear structure generally depends on its transfer function if the magnitude of excitation were kept constant, this study introduces a RET(Random Excitation Test) based on FRF method to evaluate stiffness of a prototype HDMTL(Heavy-Duty Multi-Tasking Lathe) for large crankshaft of marine engine. Firstly, two force loops of the lathe and corresponding structural loops were identified:1) workpiece - spindle - head stock - main bed, 2) workpiece - tool post - carriage bed. Secondly, compliances of each structural loop were measured respectively using RET with a hydraulic exciter and then converted into stiffness. Finally, the measured stiffness was compared with that obtained previously by FEM analysis. As the result, both measured and computed stiffness were closely in agreement with each other. And the prototype HDMTL has evidently sufficient rigidity above ordinary heavy-duty lathes.

• 대한치과기공학회지
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• 제11권1호
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• pp.71-81
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• 1989

This study was aimed for bettering productivity and technical level of the dental 1 aboratory, and helping the dental technician's benefits and rights, and then endowing them some belonged atmospher and stability on their post by Improving job- satisfaction and maintaining the transferability of one's post at a proper limitation. Therefore, 320 dental technicians extracted randomly from all the technicians working at 494 dental laboratories were subjected for this study. The approach to the study was a way through some postal questionaires executed from March 29, 1988 until May 4, the same year, in which total 254 technicians answered, showing 79% resp"nserate. responserate. The data-analysis was done by a model of the dental technician's transferability from their post, as considering Mobley's(1978)-model of post-transferability, and results through the study are as follows : 1. Satisfaction at a given post showed that the married is better than the unmarried(<0.05), and the experienced is better than the inexperienced(P<0.01). 2. Age, sex, educational experience, and one's service-duration did not affect significantly to the respondent's satisfaction on their post, statistically. 3. Satisfaction at a given post differed in adccordance with given conditions of one's post, i. e.,it stowed high when the monthly payment was good(P<0.05), and when too much duty on their job was given, it was the worst as shown in an example of the next order, too much