• Knowledge Management Research
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• v.14 no.4
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• pp.47-74
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• 2013

Many organizations require employee's innovative behaviors, since one way for organizations to become more innovative is to capitalize on their employees' ability to innovate. However, employee's frequent conflict not only causes serious damage to organizations, but also blocks the authentic attitude of knowledge creation and has a negative impact on the innovative behaviors of employees. The purpose of this study is to examine the relationships among employee's task conflict and relationship conflict, employee's authentic attitude of knowledges creation, and innovative behaviors of employees in organizations. The result of analysis shows that the influence of task conflict on innovative behaviors is significant. And the influence of task conflict and relationship conflict on employees' authentic attitude of knowledge creation is significant. And the influence of employees' authentic attitude of knowledge creation on innovative behaviors is positively significant. Thus, the study provides researchers and practitioners with a matter of primary interest in knowledge creation as a driving force leading to innovative behaviors of employees, in which the authentic attitude of employees turns out to be an important psychological factor.

• Journal of Educational Research in Mathematics
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• v.8 no.1
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• pp.163-182
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• 1998

Performance assessment is one of the authentic assessment method that are consistent with new curriculum goal, concentrated on the process rather than the results of problem solving. But the key to good assessment is matching the assessment task to intended objectives. Based on the review of literatures, the current performance assessment task was critically analysed. As a result, this study developed appropriate model and criteria of performance assessment task to elementary mathematics.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.16 no.6
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• pp.269-285
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• 2021

As the systematic management of knowledge within an organization is recognized as a core factor for the continuous growth of an organization, organizations are increasing their interest in knowledge management. Knowledge management requires the active sharing of knowledge by insiders of the organization, but there are cases of failure due to the lack of participation of leaders and employees of the organization. The purpose of this study is to suggest a mechanism by which the authentic leadership of leaders in small and medium-sized enterprises(SME), which are relatively lacking in knowledge production capacity, leads to intention to share knowledge of employees. In addition, the study confirms that reciprocal feedback and task interdependence moderate the relationship between antecedent factors and intention to share knowledge. In this study, a research model was derived based on precedent research, and 272 samples were obtained by conducting a questionnaire survey on employees of SME that introduced a knowledge management policy. And, the study verified the hypothesis by applying structural equation modeling based on AMOS 22.0. The results of the study proved that authentic leadership has a positive effect on the intention to share knowledge through organization identification and organization commitment, and confirmed that reciprocal feedback and work interdependence moderate the relationship between knowledge sharing intentions and antecedent factors. This study suggests the mechanism by which the authentic behavior of the leaders of SMEs affects the knowledge sharing behavior of employees, and suggests that work cooperation strengthens the influence of the mechanism.

• The Journal of the Korea Contents Association
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• v.16 no.4
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• pp.23-35
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• 2016

This study investigates the effects of authentic leadership and organizational supports on the organizational citizens behavior of public welfare facility employee. Structural equation model with four latent variables were constructed to test the hypothetical relationships between variables. Out of 230 people from welfare facilities in Yong-in City were sampled and 216 were answered the questionnaire. Results suggests that authentic leadership and organizational support perceptions were shown to have a positive(+) significant effects on the job engagement and organizational citizenship behavior. Authentic leadership and perceived organizational support are effected as a direct positive effect on job engagement, and the influence of perceived organizational support was recognized as greater fact than the authentic leadership. Variable 'job engagement' took a intermediating role between two independent variables and organizational citizenship behavior. Based on the hypothesis test results we might conclude that welfare facility employee whose task require emotional engagement need to be supported by systematic plan of material resources.

• Journal of the Korean Geographical Society
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• v.36 no.2
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• pp.177-190
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• 2001

As standardized test and current perfomance assessment have some problems in the aspects of contextuality, authenticity and intelligence faimess, the aim of this study is to propose an 'intelligence-fair and authentic assessment(IFAA)as an appropriate altemative and to make sure of the probability of its application. In geographical education, an idealistic assessment can be realized when the tasks bear authenticity, multiple intelligence of students are accepted and the objective are confirming with general purpose. IFAA model consists of 5 elements. They are the selecting for strategic ideas, the developing a real-life task, the constructive instructing with teacher, the offering opportunity of multiple representation and the allotting of marks for each items, IFAA model proposed in this study is worth considering in educational validity and realistic adaptability.

• Journal of Gifted/Talented Education
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• v.19 no.3
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• pp.647-667
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• 2009

This study intends to analyze open-ended inquiry activities of elementary science-gifted students in terms of how similar they are to authentic science inquiry and suggest desirable ways to make more effective programs for the gifted. For this study, we selected a small group with five elementary science-gifted students who had participated in the open inquiry program of summer camp held in the Institute for Science Gifted Education and collected data through recording and video-taping their discussion and performance from planning to coordinating inquiry results. The data was analyzed in terms of epistemological features and cognitive process in authentic science inquiry. The results is as follows. In terms of epistemology, students' inquiry methods were theory laden and they constructed knowledge in collaborative groups. For example, the students often discussed about performing the thought experiment and scientific concept related to inquiry task or their opinion. And in terms of cognitive process, their designing inquiry was similar to authentic science inquiry especially selecting variables, planning procedures, controlling variables, planning measures.

• Journal of Multimedia Information System
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• v.9 no.2
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• pp.75-86
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• 2022

The existing image quality assessment (IQA) datasets have a small number of samples. Some methods based on transfer learning or data augmentation cannot make good use of image quality-related features. A No Reference (NR)-IQA method based on multi-task training and quality awareness is proposed. First, single or multiple distortion types and levels are imposed on the original image, and different strategies are used to augment different types of distortion datasets. With the idea of weak supervision, we use the Full Reference (FR)-IQA methods to obtain the pseudo-score label of the generated image. Then, we combine the classification information of the distortion type, level, and the information of the image quality score. The ResNet50 network is trained in the pre-train stage on the augmented dataset to obtain more quality-aware pre-training weights. Finally, the fine-tuning stage training is performed on the target IQA dataset using the quality-aware weights to predicate the final prediction score. Various experiments designed on the synthetic distortions and authentic distortions datasets (LIVE, CSIQ, TID2013, LIVEC, KonIQ-10K) prove that the proposed method can utilize the image quality-related features better than the method using only single-task training. The extracted quality-aware features improve the accuracy of the model.

• Journal of the Korean earth science society
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• v.24 no.6
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• pp.495-507
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• 2003

The purpose of this study was three-folded to suggest the Simplifying Conditions Method (SCM) as a means of task analysis and sequencing of instructional content, to develop teaching-learning materials by analyzing part of the geological time scale of the earth science and finally to analyze the effectiveness of this method. SCM began by simplifying a complex task into the basic components by eliminating various complexities, which produced a simple representative of the entire task. The next step was to relax conditions on the basic version one by one, thereby gradually introducing progressively more complex tasks to the students. This sequential strategy enabled students to understand the task holistically and to acquire authentic skills from very onset of the course. Moreover, Early mastery of skills enhances the effectiveness and efficiency of instruction. The result of this study revealed that instruction through SCM was more effective in developing students' self-directed learning characteristics and academic achievement than instruction through sequential task analysis methodology.

• Journal of the Korean earth science society
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• v.41 no.1
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• pp.61-74
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• 2020

The purpose of this study was to compare rock descriptors used by students in two different task contexts and to suggest the characteristics of a task suitable for learning of rocks. Twenty-four 3^rd grade students were given descriptive and inferential tasks about three types of sedimentary rocks, and the rock descriptors used by the students were analyzed from a resources-based view (RBV) about students' conceptions. The result showed that the number of students using everyday descriptors to describe properties of the rocks and the frequency of using the everyday descriptors decreased in the inferential task. It was also revealed that the students using disciplinarily more appropriate descriptors were more likely to infer the process of rock formation in scientifically valid ways. By contrast, student inferences lacking scientific validity were mostly those that used everyday descriptors to express properties of the rocks. Based on these findings, it was concluded that inferential tasks would be suitable for student learning of rocks which is to be authentic to the essential features of earth science practices.

• The Korean Journal of Franchise Management
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• v.11 no.4
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• pp.7-15
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• 2020

Purpose: The purpose of this study is to clarify the role of decoupling between job characteristics, innovation behavior, and innovation resistance in order to seek ways for companies to survive and grow continuously through innovation activities in various uncertain situations. Research design, data and methodology: A total of 263 valid questionnaires were collected and used for analysis for employees working at the company. For the analysis, simple and multiple regression analysis, and 3-step mediated regression analysis were conducted using SPSS 24.0 and AMOS 24.0. Results: First, it was found that skill variety, task identity, autonomy, and feedback increase decoupling, and decoupling increases innovation resistance. In addition, it was confirmed that decoupling had a mediating effect between job characteristics and innovation resistance excluding task significance. Finally, it was found that task significance and feedback increase innovation behavior, and decoupling and task identity increase innovation resistance, but feedback can alleviate innovation resistance. Conclusions: As a result of the analysis, the fact that job characteristics excluding task importance have a positive effect on decoupling means that there are two sides of job characteristics perceived by employees. In other words, it means that the results of analysis on the jobs that the company assigns to its members may not be effective. In addition, decoupling, a phenomenon that seems to be accepting on the outside, but perceives that it is negative on the inside, means that there is a possibility to reject innovation. Therefore, prior to carrying out innovation activities, companies should give clear job specifications and meanings for the job and give them autonomy when assigning jobs to their members. In order to provide appropriate feedback, the company must design, operate, and provide feedback. It was found that there was a need to review the overall effectiveness. In addition, efforts such as strengthening corporate-level fairness, maintaining psychological contracts, and realizing authentic leadership should be preceded to reduce decoupling.