Search results for: Ju-Chun Chien

Authors: Chia-Chih Wei, Yun-Qi Li, Ssu-Ying Chen, Hsuan-Jung Chen, Hsi-Wen Yang, Chih-Yuan Chen, Chien-Chon Chen

Abstract:

In this paper, we used a high-quality anodization technique to make a colored wind chime with a nano-tube structure anodic film, which controls the length-to-diameter ratio of an aluminum rod and controls the oxide film structure on the surface of the aluminum rod by an anodizing method. The research experiment used hard anodization to grow a controllable thickness of anodic film on an aluminum alloy surface. The hard anodization film has high hardness, high insulation, high-temperature resistance, good corrosion resistance, colors, and mass production properties that can be further applied to transportation, electronic products, biomedical fields, or energy industry applications. This study also provides in-depth research and a detailed discussion of the related process of aluminum alloy surface hard anodizing, including pre-anodization, anodization, and post-anodization. The experiment parameters of anodization include using a mixed acid solution of sulfuric acid and oxalic acid as an anodization electrolyte and controlling the temperature, time, current density, and final voltage to obtain the anodic film. In the results of the experiments, the properties of the anodic film, including thickness, hardness, insulation, and corrosion characteristics, the microstructure of the anode film were measured, and the hard anodization efficiency was calculated. Thereby it can obtain different transmission speeds of sound in the aluminum rod. And, different audio sounds can present on the aluminum rod. Another feature of the present experiment result is the use of the anodizing method and dyeing method, laser engraving patterning and electrophoresis method to make good-quality colored aluminum wind chimes.

Keywords: Anodization, aluminum, wind chime, nano-tube.

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Authors: Ju-Chun Chien

Abstract:

Rapid aging and depopulation could lead to serious problems, including workforce shortages and health expenditure costs. The current and predicted future LTC workforce shortages could be a real threat to Taiwan’s society. By means of comparison of data from 144 nursing aide trainees and 727 general public, the main purpose of the present study was to determine whether there were any notable differences between the two groups toward engaging in LTC services. Moreover, this study focused on recognizing the attributes of the general public who had the willingness to take LTC jobs but continue to ride the fence. A self-developed questionnaire was designed based on Ajzen’s Theory of Planned Behavior model. After conducting exploratory factor analysis (EFA) and reliability analysis, the questionnaire was a reliable and valid instrument for both nursing aide trainees and the general public. The main results were as follows: Firstly, nearly 70% of nursing aide trainees showed interest in LTC jobs. Most of them were middle-aged female (M = 46.85, SD = 9.31), had a high school diploma or lower, had unrelated work experience in healthcare, and were mostly unemployed. The most common reason for attending the LTC training program was to gain skills in a particular field. The second most common reason was to obtain the license. The third and fourth reasons were to be interested in caring for people and to increase income. The three major reasons that might push them to leave LTC jobs were physical exhaustion, payment is bad, and being looked down on. Secondly, the variables that best-predicted nursing aide trainees’ intention to engage in LTC services were having personal willingness, perceived behavior control, with high school diploma or lower, and supported from family and friends. Finally, only 11.80% of the general public reported having interest in LTC jobs (the disapproval rating was 50% for the general public). In comparison to nursing aide trainees who showed interest in LTC settings, 64.8% of the new workforce for LTC among the general public was male and had an associate degree, 54.8% had relevant healthcare experience, 67.1% was currently employed, and they were younger (M = 32.19, SD = 13.19) and unmarried (66.3%). Furthermore, the most commonly reason for the new workforce to engage in LTC jobs were to gain skills in a particular field. The second priority was to be interested in caring for people. The third and fourth most reasons were to give back to society and to increase income, respectively. The top five most commonly reasons for the new workforce to quitting LTC jobs were listed as follows: physical exhaustion, being looked down on, excessive working hours, payment is bad, and excessive job stress.

Keywords: Long-term care services, nursing aide trainees, Taiwanese people, theory of planned behavior.

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