분리막조 전단 침전조 하부에 경사판을 설치하고, 분리조의 활성슬러지는 막 모듈 하부의 공기에 의한 유동에너지를 이용하여 경사판 침전조와 분리조의 상부 위어를 통하여 이동할 수 있게 하였다. 분리조에 TORAY사의 침지식평막 (MEMBRAYTM)을 50 m3/일 규모로 설치하고, 20.4 LMH의 플럭스로 운전하였다. 경사판을 설치하지 않은 경우, 분리조의 MLSS가 침전조 보다 1,800 mg/L 높았 고, 경사판을 설치한 결과, 분리조의 MLSS 농도가 침전조 보다 1,300 mg/L 높 아 경사판이 분리조의 MLSS 농도를 저감하였다. 또한, 침전조와 분리막조의 유 로구간인 위어의 높이를 20, 30 및 40 cm로 증가시킬수록 MLSS의 이동이 보다 증가하여 막분리조의 MLSS 농도를 낮출 수 있었다.

MBR 공법의 처리수 중의 총인을 흡착하는 탈인장치를 50m³/일 규모로 운영하였다. 탈인장치는 Ф1m x 2.5mH(2mEH)로 원통형 구조이며, 내부에 모래 및 흡착제가 0.7m³ 및 0.3m³ 충진되었다. MBR 처리수는 탈인장치 하부에서 상부로 이동하면서 총인이 흡착되고, 모래와 흡착제는 중심부의 원형관을 통하여 상부로 이송되고, 재생용액인 ClO2/Ca(OH)2에 의하여 재생된 후 상부로 재 보충된다. MBR 처리수의 총인은 1.0~1.8mg/L였으며, 탈인 장치 처리수 중의 총인은 0.4~0.8mg/L로 나타났다. 흡착제 재생시 발생한 세척수는 약 4% 이내로 운영되었다.

30 LMH의 정유량 플럭스로 운전하는 MBR에서, 휴지 및 역세정에 따른 한외여과 분리막의 오염을 조사하였다. 또한, 연속적인 공기세정과 비교하여 분리막 여과저항을 최소화하기 위한 간헐적인 공기세정을 평가하였다. 여과 조건은 14.5분 여과와 0.5분의 휴지를 유지하였으며, 역세정 시간은 휴지 시간과 동일하게 운전하였다. 공기세정이 정지하는 동안에 분리막 표면의 겔층 위에 케잌이 빠르게 축척되었으며, 역세정으로 겔층과 케잌층의 복합층은 쉽게 제거되었다. 역세정 후에 공기세정이 정지하는 동안 분리막 표면에 케잌이 형성되어 공경 내부의 오염현상을 억제하였다. Pearson 상관성을 조사한 결과, 간헐적인 공기세정에서 공기 세정이 정지하는 시간과 분리막의 오염은 매우 연관성이 높다는 것을 알았다. 즉, 간헐적인 세정에서 공기세정이 정지하는 시간이 갈수록 오염억제에 효과적이었다.

침지식 분리막 모듈에서 공기강도에 따른 분리막 위치에 대한 오염을 조사하였다. 분리막의 충진밀도가 낮은 곳에서 높은 유체 유속을 나타내었으며, 유체 속도는 기-액 주입률에 비례하였다. 전단응력은 기-액 주입률 및 유체 유속에 비례하였다. 비가역오염(Rir)은 흡입 압력이 가까운 부분에서 가장 높게 나타났다(position 1). 비가역오염에 대한 저항과 분리막 고유 저항의 비(Rir/Rm) 및 비가역오염에 대한 저항과 가역오염의 저항의 비(Rir/Rr)도 position 1에서 가장 높게 조사되었다. 비가역오염(Rir)은 흡입 압력이 높은 곳인 position 1에 오염물질이 축적되어진 결과이다. 분리막 위치에 따른 오염현상은 모듈 디자인 최적화에 중요한 인자임을 알았다.

침지식분리막 오염을 최소화하기 위한 두 가지 공기세정방식을 비교하였다. 연속적인 공기세정과 단계별 공기량을 증가시키는 방식을 연구하였다. 15분의 여과 중에 세정공기의 증가는 5분마다 단계별로 공기량을 증가시켜주었다. 모의 여과 원수에 분말활성탄을 10 g/L 이하 그리고 카올린은 20 g/L 이하로 준비하였으며, 플러스는 80 LMH로 하였다. 단계별 공기세정방식은 연속적인 공기세정 방식보다 분리막 오염억제에 효과적이었다. 추가적으로 주입된 응집제는 분리막 오염저감을 보다 향상시켰다. 연속적인 공기세정의 오염현상은 공경막힘과 분리막 표면에 지속적인 입자의 축적에 기인하였다.

Researchers generally argue that sexual harassment influence poor female employee organizational attitudes. However, these relationships have been not always observed. Depending on the organizational support theory, this study extended the content domain of sexual harassment research by examining the role of perceived organizational support, on these relationships. For this, this study used a survey method and multiple regression analyses with Korean 285 female employees. As results, first, the more unwanted sexual attention employees perceived, they were less likely to show their organizational citizenship behavior. Second, the more sexual coercion employees perceived, they were more likely to have their work-family conflict. Third, the negative relationship between unwanted sexual attention and their organizational citizenship behavior are stronger for employees low rather than high in perceived organizational support. Finally, the positive relationship between sexual coercion and work-family conflict are stronger for employees low rather than high in perceived organizational support. The findings suggest the adaptive function of perceived organizational support employees hold in organizational behavior. This is the first study to examine the interaction between perceived organizational support and sexual harassment of female workers with organizational citizenship behavior and work-family conflict. This study also provides guidance for administrative managerial practices.

Studies looking at many aspects of SNS addiction have dramatically increased in recent years. Most of the SNS addiction research has focused on individual behaviors. There is little academic research about SNS addiction in the workplace. This study, therefore, plans to examine the organizational behaviors related to SNS addiction in the workplace. We investigate whether negative behaviors in the workplace induce SNS addiction, and how SNS addiction influences the organizational or social attitudes of employees. We also explore the possible mediating effect of SNS addiction. We use an online survey and collected 285 responses from office workers in South Korea. The results tested by a structural equation modeling indicate, first, that both abusive supervision and workplace bullying have aroused SNS addiction among employees; second, employees’ SNS addiction increases both from work-to-family-conflicts and family-to-work-conflicts; and third, SNS addiction fully mediates the relationship between abusive supervision and workplace bullying, as well as the relationship among abusive supervision, workplace bullying, and work-family conflicts. The study finds that abusive supervision and workplace bullying are important antecedents of SNS addiction, and that SNS addiction affects conflicts in both work-to-family and family-to-work situations. Therefore, companies should be cognizant of potential mediating influences in monitoring employees’ SNS usage in order to improve their work environments.

Purpose - This study examined workplace bullying as a situational antecedent of workaholism and burnout as a consequence of workaholism and explored the mediating role of workaholism and the moderation effect of perceived organizational support. Research design, data, and methodology - This study collected data from 319 employees in South Korean companies through a survey method. Results - First, job-related bullying promotes a compulsive and excessive drive to work. However, person-related bullying was positively related to the tendency to work excessively hard. Second, only working excessively shows positive relationship with only exhaustion excepting cynicism. Third, although bullied employees may reserve their personal resources through workaholism in short time, it drives them to be workaholic, which leads them exhausted in turn. Finally, perceived organizational support decreases the effect of job-related bulling on both of working compulsively and working excessively. Conclusions - First, this study suggests workplace bullying as a situational antecedent and verify burnout as a consequence of workaholism. Second, it investigate the mediating role of workaholism and the moderation effect of perceived organizational support. Practically, When they find workaholic employees, they should investigate if workplace bullying exists through face-to-face talk. If necessary, they should decide personal transfer to the other department or work team.

The purpose of this study is to investigate the impact of narcissism on employees’ social media addiction and how it influences their job satisfaction and organizational commitment. And this study explores if perceived organizational support can moderate the relationship between narcissism and social media addiction. For this, this study collected data from 285 employees in Korean companies through a survey method and uses SPSS 18.0 for hierarchical regression analysis in the hypothesis test. First, organizational politics increases mood modification, withdrawal and tolerance among the sub-factors of social media addiction. Second, each phenomena of social media service addiction such as salience, withdrawal and tolerance decrease each relevant factors of job satisfaction and organizational commitment. Third, withdrawal and tolerance among the sub-factors of social media addiction play the mediating roles between narcissism and each relevant factors of job satisfaction/organizational commitment. Finally, perceived organizational support decrease the effect of narcissism on mood modification, withdrawal and tolerance among the sub-factors of social media addiction. This study provides some of managerial implications to corporate executives who try to manage organizational attitudes.