• Korean Journal of Breeding Science
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• v.41 no.4
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• pp.515-519
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• 2009

"Sangok", is a new japonica rice variety (Oryza sativa L.), which is a midium maturing ecotype developed by the rice breeding team of National Yeongnam Agricultural Experiment Station (NYAES) in 2003. This variety was derived from the cross of Milyang 101/YR8697Acp97 (in 1988/1989 winter) and selected by combination of the bulk and pedigree breeding. The pedigree of Sangokbyeo, designated as Milyang 182 in 2000, was YR12950-B-B-B-19-2-4-2-2. It has about 79cm stature in culm length and is medium maturing. This variety is resistant to bacterial blight ($K_1$, $K_2$, and $K_3$), stripe virus and moderately resistant to leaf blast disease. Milled rice kernels of "Sangok" is translucent, clear in chalkness and good at eating quality in the panel test. The yield potential of "Sangok" in milled rice is about 5.16MT/ha at ordinary fertilizer level of local adaptability test. This cultivar would be adaptable to the southern plain of Korea below the Chungnam province by latitude from ordinary transplanting to transplanting after barley harvest.

• Korean Journal of Breeding Science
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• v.41 no.4
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• pp.520-524
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• 2009

A newly developed rice variety "Pungmi 1" is a japonica rice(Oryza sativa L.) with high grain quality and multi-resistant to diseases. It was developed by the rice breeding team of Yeongnam Agricultural Research Institute (YARI), RDA. in 2004. This variety derived from a cross between "YR13616Acp 1", having short culm and multi-resistance to biotic stresses and "Milyang 122" with good grain quality. It has short stature of 73cm in culm length and mid-early flowering date of Aug. 13. This variety is moderately resistant to leaf blast showing durable resistance of lower 10% diseased leaf araea in sequential planting meothod. Milled rice kernel of "Pungmi 1" is translucent, clear in chalkness and good at eating quality in panel test. Milling recovery and head rice ratios were comparable to Milyang 122, while it has low protein content. The milled rice yield potential of "Pungmi 1" is about 5.59 MT/ha at ordinary fertilizer level of local adaptability test. This cultivar would be adaptable to Yeongnam inland plains and southern coastal areas of Yeongnam province at ordinary transplanting as well as after barly cultivation.

• Korean Journal of Breeding Science
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• v.50 no.4
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• pp.472-477
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• 2018

"Hyangcheola" is a new japonica rice variety developed as a cross between "Joryeong" and "Seolhyangchal" by the rice breeding team at NICS in 2014. The heading date of "Hyangcheola" is July 28 in the middle plain area, which is 8 days earlier than that of "Hwaseong." "Hyangcheola" has a 76 cm long culm, which is 8 cm shorter than "Hwaseong" and has 86 spikelets per panicle. The viviparous germination rate of "Hyangcheola" was 27.9%. It showed resistance to stripe virus but susceptibility to bacterial blight (K1, K2, and K3 races), dwarf and black streak dwarf viruses and planthoppers. The milled rice of this variety exhibits translucent and medium short grain shape. The protein content of "Hyangcheola" was 8.2%, which was 1.5% higher than that of "Hwaseong." "Hyangcheola" is a rice with a fragrant aroma. The content of iron in 100 g of brown "Hyangcheola" rice was 15.12 mg, which is 3.69 mg higher than that of "Hwaseong," and the zinc content was 32.24 mg, which is 8.75 mg more than that of the comparative variety "Hwaseong." The average milled rice yield of "Hyangcheola" was 4.8 MT/ha at our sites under ordinary cultivation (Registration No. 6807).

• Korean Journal of Breeding Science
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• v.50 no.4
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• pp.478-484
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• 2018

A soybean cultivar "Chamol" for double cropping for use as soy-paste and tofu was developed using a pedigree method in 2011 as a cross between "Shinpaldal2" and "Keunol." A promising line, SS99502-2B-89-1-3-4-1-1, was selected and designated as "Milyang210". It was promising and showed good results from regional yield trials (RYTs) for 3 years from 2009 to 2011 and released with the name "Chamol." It has a determinate growth habit, white flowers, gray pubescence, yellow seed coat, yellow hilum, spherical seed shape, and large seeds (27.7 g per 100 seeds). The maturity date of "Chamol" was September 18 (100 day growing period) in RYT and it is suitable for double cropping with winter crops such as onion. "Chamol" was resistant to bacterial pustule and soybean mosaic virus and tolerant to lodging in fields. Furthermore, the average yield of "Chamol" was 2.51 ton/ha in the regional yield trials conducted for 3 years from 2009 to 2011.

• Korean Journal of Breeding Science
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• v.50 no.4
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• pp.490-496
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• 2018

"Samkwang1," a japonica rice variety, was developed as a cross between "Samkwang" and F1 of Suwon152 (IT008283), which has a medium maturing and lodging resistance and Samkwang (IT284608), a high quality variety with bacterial blight resistance and mid-late maturing property by the rice breeding team at NICS in 2015. The heading date of "Samkwang1" was August 8 in the middle plain area, which was 2 days early than that of "Hwaseong." "Samkwang1" had a culm length of 77 cm, which was 7 cm shorter than that of "Hwaseong," and it had 128 spikelets per panicle. The viviparous germination rate of "Samkwang1" was 2.1%. "Samkwang1" showed resistance to blast, bacterial blight (K1, K2, and K3 race) and stripe virus, but was susceptible to the K3a race of bacterial blight, dwarf and black streak dwarf viruses, and plant hoppers. The milled rice of this variety exhibits translucent and medium short grains. The cooked rice grains of "Samkwang1" have an excellent palatability index (0.35) and lower protein content (6.2%) than that of "Hwaseong." The characteristics related to grain milling were better than those of "Hwaseong," especially the head rice milling recovery ratio and head rice ratio (94.2%). "Samkwang1" showed 5.62 MT/ha of milled rice productivity at 11 sites under ordinary cultivation conditions (Registration No. 6798).

• Korean Journal of Comparative Education
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• v.27 no.4
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• pp.255-283
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• 2017

The purpose of this study is to analyze the comtent of the education system of US and the UK in order to build an integrated system that can develop the leadership competency of preschool principle. Based on this, the implications are as follows. First, competencies can developed through learning rather than fixed. Therefore, re-conceptualization of leadership competence appropriate to the characteristics and organization of the individual as the presiding authority of the preschool can be considered as ability to show visible knowledge and skills, invisible self concept. Therefore, it is necessary to establish a capacity development plan based on this. Second, the introduction and implementation of continuous and systematic training programs such as the training system that strengthens the capacity of the directors and principals of the United States and the United Kingdom is necessary. To do this, we must introduce a system that renews certification every five years, like the United States, rather than a system that acquires and maintains certification with a single training. Third, various training methods should be carried out. In the case of the US and the UK, we think it is desirable to train in various ways in the training period, the university, the teacher center, and the private organization or association. Therefore, it is necessary to build a cooperation system with various institutions such as training institutes, universities, teacher centers, educational information research institutes, and private organizations in each province, and strengthen them in various ways. Fourth, the contents and methods of qualification training and future job training of the director of the preschool should be deviated from the uniform level. Therefore, the systematic research that reflects the knowledge and contents of the administration required in the field should be given priority by the university or research organization that is in charge of the training.

• Asia-pacific Journal of Multimedia Services Convergent with Art, Humanities, and Sociology
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• v.8 no.8
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• pp.1-9
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• 2018

Emotional Intelligence is the ability to recognize, facilitate, understand and control and utilize one's and other's emotions and has been researched extensively in last 20 years. Of the four domains of emotional intelligence, Emotional Regulation, the ability for one to manage and modify one's emotional reactions in order to achieve goal-directed outcomes, with its influence on authentic leadership and change oriented organizational citizenship behavior was researched by surveying 300 nurses at large metropolitan hospitals in B city in South Korea. Previous research demonstrated in relationship based and long term oriented cultures, such as Korea, Japan and Chinese cultures, ability to regulate emotions is critical component in successful social dynamics yet research the topic is minimal in Korea. Authentic leadership is a leader displaying sincerity and authentic behavior and through such, trust is gained in followers and collaboration is formed. Change oriented organizational citizenship behavior is a proactive behavior where the individual performs behaviors not included in his job functions voluntarily. The results indicate the three out of four sub domains of authentic leadership influenced positively to change oriented organizational citizenship behavior with the exception of balanced information processing. Moreover, Emotional Regulation partially mediated between authentic leadership and change oriented organizational citizenship behavior. Such results validated previous studies that indicated authentic leadership as possible antecedents of individual proactive behaviors and by examining authentic leadership and change oriented organizational citizenship behavior with emotional regulation as a mediator proved possibility as another potential antecedent of change oriented organizational citizenship behavior in hospital setting.

• Korean Journal of Breeding Science
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• v.51 no.1
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• pp.34-40
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• 2019

'Jungmo1033', a japonica rice variety, was developed by the rice breeding team at the National Institute of Crop Science (NICS) in 1992. It is derived from a cross between a native variety 'Jagwangdo', which has translucent milled rice and medium maturity; and 'Hwayeong', which is an elite line with bacterial blight resistance and mid-late maturity. The heading date of 'Jungmo1033' was August 10 in the middle plain area of Korea, which was two days later than that of 'Hwaseong'. 'Jungmo1033' has a culm length of 79 cm, which was 5 cm shorter than that of 'Hwaseong', and 105 spikelets per panicle. 'Jungmo1033' showed resistance to bacterial blight (K1, K2, and K3 races) and stripe virus, but susceptibility to the K3a race of bacterial blight, dwarf and black-streaked dwarf viruses, and planthoppers. The milled rice of this variety exhibited translucency and a medium short grain shape. It had an excellent appearance and lower amylose content (19.1%) than that of 'Hwaseong'. The characteristics related to grain milling were better than those of 'Hwaseong', especially head rice milling recovery ratio and head rice ratio (94.8%). 'Jungmo1033' showed a milled rice productivity of 5.38 MT/ha at 11 sites under ordinary cultivation conditions. (Registration No. 5723)

• Journal of Venture Innovation
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• v.4 no.1
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• pp.51-65
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• 2021

The HR policy in the public sector was closed and operated mainly on written tests, but in 2006, a new evaluation, promotion and education system based on competence was introduced in the promotion and selection system of civil servants. In particular, the seniority-oriented promotion system was evaluated based on competence by operating an Assessment Center related to promotion. Competency evaluation is known to be the most reliable and valid evaluation method among the evaluation methods used to date and is also known to have high predictive feasibility for performance. In 2001, 19 government standard competency models were designed. In 2006, the competency assessment was implemented with the implementation of the high-ranking civil service team system. In the public sector, the purpose of the competency evaluation is mainly to select third-grade civil servants, assign fourth-grade civil servants, and promotion fifth-grade civil servants. However, competency assessments in the public sector differ in terms of competency assessment objectives, assessment processes and competency assessment programmes compared to those in the private sector. For the purposes of competency assessment, the public sector is for the promotion of candidates, and the private sector focuses on career development and fostering. Therefore, it is not continuously developing capabilities than the private sector and is not used to enhance performance in performing its duties. In relation to evaluation items, the public sector generally operates a system that passes capacity assessment at 2.5 out of 5 for 6 competencies, lacks feedback on what competencies are lacking, and the private sector uses each individual's competency score. Regarding the selection and operation of evaluators, the public sector focuses on fairness in evaluation, and the private sector focuses on usability, which is inconsistent with the aspect of developing capabilities and utilizing human resources in the right place. Therefore, the public sector should also improve measures to identify outstanding people and motivate them through capacity evaluation and change the operation of the capacity evaluation system so that they can grow into better managers through accurate reports and individual feedback

• Journal of the Korean Society of Food Science and Nutrition
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• v.43 no.9
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• pp.1447-1456
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• 2014

The purpose of this study was to compare perception of school foodservice facilities and utilities in dietitians and school nutrition teachers in the Gyeongnam area between schools that improved foodservice facilities and utilities versus those who did not. From July 23 to Aug 31, 2012, 391 questionnaires were distributed, and 289 questionnaires were obtained. A total of 275 questionnaires were used for the final analysis, excluding improper ones. The results of this study were as follows. First, among 275 schools, 90 schools (32.7%) improved school foodservice facilities and utilities while 175 schools (67.3%) did not. Second, schools with improved facilities had a more well-equipped receiving room (P<0.01), preparation room (P<0.001), dishwashing room (P<0.001), storage room for supplies (P<0.001), rest-room for school foodservice employees (P<0.05), locker room (P<0.01), shower room (P<0.001), laundry room (P<0.001), boiler room (P<0.05), and room for serving cart (P<0.05) than schools with no improvement. Third, total perception score of school foodservice facilities area from schools with improved facilities (1.71) was significantly higher than that (1.60) of school without improvement (P<0.001). Fourth, total satisfaction (3.32) of school foodservice facilities and utilities in school with improved facilities was significantly higher than that (2.62) of schools without improvement (P<0.01). Fifth, schools with improved facilities had a better equipped of floor (P<0.05), entrance (P<0.001), drain (P<0.001), water supply (P<0.01), lighting (P<0.001), hand washing (P<0.001), foodservice management room (P<0.001), locker room (P<0.001), rest-room and shower room (P<0.001), and preparation room (P<0.001) than schools without improvement. However, there was no significant difference in terms of walls and ceilings, windows, ventilation, and storage. In conclusion, school foodservice facilities and utilities improvement should conducted as soon as possible.