• International Journal of Advanced Culture Technology
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• v.10 no.4
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• pp.355-360
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• 2022

The Yellow River, one of the longest rivers in the world and the second longest river in the north of China, enjoys the reputation of "Mother River". In recent years, more and more researches have pointed to the traditional culture of the Yellow River Basin. The traditional sports of the Yellow River basin belong to the ancient culture of the Yellow River basin. We assume the responsibility in protection and inheritance. This paper from the coupling of tourism and traditional sports to unfold the study by using the methods of literature and data, logical analysis, expert interview methods and so on: 1. The development of tourism leads to the development of Chinese traditional sports. 2. Tourism can make traditional sports get around and promote them as a kind of culture. 3. Let more people know, understand and learn traditional sports culture in a comfortable way, so as to pave the way for the inheritance of traditional sports. The research results of this paper can provide theoretical basis for more research on the development and inheritance of traditional culture in the Yellow River Basin.

• International journal of advanced smart convergence
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• v.12 no.2
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• pp.143-152
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• 2023

This study confirmed the effect of manager's communication type perceived by organizational members on innovative behavior and the mediating effect of organizational culture. In other words, the manager's communication type was statistically positive for organizational members' innovation behavior (Hypothesis 1) and organizational culture (Hypothesis 2). Organizational culture improved innovative behavior of organizational members (Hypothesis 3). In addition, organizational culture played a mediating role between the manager's communication type and organizational members' innovative behavior (Hypothesis 4). In other words, the importance of improving the innovative behavior of organizational members, which is a key factor for advancing organizational sustainability management, was confirmed. It was confirmed that the manager's communication type and organizational culture act as a key factor for the advancement of innovative behavior. Therefore, executives and managers confirmed the importance of systematic managers' communication-type competency development and organizational culture revitalization plans and the necessity of implementing them in order to improve innovative behavior.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.32 no.1
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• pp.103-108
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• 2024

Despite the development of the aviation industry, aircraft accidents caused by human errors by flight crews continue to occur. In order to reduce such human error accidents, it is important to strengthen flight-related regulations and establish a safety culture in which pilots themselves seek to ensure flight safety, rather than requiring flight crew members to follow them. In this study, the sub-concept of safety culture was classified into three latent variables (safety management, safety atmosphere, and process culture) and eight measured variables to investigate the safety culture awareness of domestic flight crew. The survey results were analyzed by type of airline and flight crew. The purpose of this study is to present a plan to improve the performance of revitalizing the safety culture of domestic flight crew through an empirical comparative analysis according to the number of flight hours and years of service at the airline.

• International Journal of Advanced Culture Technology
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• v.12 no.1
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• pp.169-174
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• 2024

The Internet industry is developing at a high speed and entering the stage of convergence of everything, in which mobile devices are a key part, and smartphone manufacturing enterprises are developing rapidly in this environment. As one of the smartphone manufacturing enterprises that have dominated the Chinese smartphone market for many years, OPPO enterprise has developed rapidly and occupied a large share of the smartphone market. As a globally renowned technology company, its unique organizational culture is behind its success. In this study, through the analysis of OPPO's information and related literature, we found that OPPO's organizational culture has the characteristics of emphasizing teamwork, focusing on innovation, and advocating customer first. This organizational culture not only enhances employees' sense of belonging, but also promotes the company's long-term development. This study is not only important for understanding OPPO's success, but also for other companies to construct and optimize their organizational culture.

• KOREAN JOURNAL OF CROP SCIENCE
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• v.47 no.6
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• pp.443-447
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• 2002

This study was carried out to determine the differences in the growth, grain yield, and seed quality of sesame plant according to seeding date between P,E. vinyl-house and outdoor cultures. Reproductive growth period in vinyl-house culture was shorter than in outdoor culture. Stem length and capsule setting length of sesame were much longer in vinyl-house culture than in outdoor culture. Also, number of capsules per plant and 1,000 grain weight in vinyl-house culture were higher, specially the grain yield was approximately 57% more than in outdoor culture. In vinyl house culture, sesame plants sown on June 8 had longer capsule setting length, more capsules per plant, higher 1,000 grain weight, and higher percent ripened grain at the upper part of the capsule settings than those sown in May 9. They also had higher 1,000 grain weight at the middle and lower part of the capsule settings compared to May 9 seeding. However, no difference in grain yield of in seeding dates was observed. In outdoor culture, sesame plants, which was sown on May 9, had more effective branch number and capsule number and plant compared to those sown on June 8. Though sesame plants sown on May 9 had lower percent ripened grain at the upper and middle part of the capsule settings and lower 1,000 grain weight, the seed yield was similar to those sown on June 8. No difference in chromaticity value $L^*$ of sesame seeds between two culture conditions was observed. The $a^*$ value was higher in vinyl-house culture than outdoor culture while $b^*$ value was higher in outdoor culture. Sesaminol triglucoside content of sesame seeds was higher in vinyl-house culture than in outdoor culture. On the other hand, the content of sesamin and sesamolin from sesame seeds in vinyl-house culture were lower than in outdoor culture.

• Management & Information Systems Review
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• v.36 no.4
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• pp.149-166
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• 2017

The purpose of this study puts stress on effects of job satisfaction and organizational commitment depending on the type of organizational culture of ICT enterprises. This study utilized the 6th Human Capital Corporate Panel(HCCP) data from Korea Research Institute for Vocational Education & Training to analyze the effects of organizational culture in ICT enterprises on the job satisfaction and organizational commitment. The Samples are managers, supervisor, and employees in ICT industries who replied thorough the 6th HCCP. Answers from 875 people, except inappropriate answers, were used to test a hypothesis. In order to do that, reliability analysis and correlation analysis and regression analysis, utilizing the SPSS 24.0 & Amos 18.0, were used to analyze the effects of organizational culture on the job satisfaction and organizational commitment in ICT enterprises. With the purpose of this study, organizational cultures in ICT enterprises have different effects on job satisfaction and organizational commitment. The group culture, development culture, rational culture and hierarchy culture have a positive effects on job satisfaction. And the group culture, development culture and rational culture have a positive effects on organizational commitment. Whereas, hierarchy culture have no effects on organizational commitment. Also, job satisfaction have a positive effects on organizational commitment. Among four cultures of ICT enterprises, the importance of group culture should be stressed. According to the result of empirical analysis, group culture has the most positive impact on job satisfaction, contrary to the expectation that development culture might be the one. So far, the group culture, which emphasizes organizational flexibility, integration, trust, teamwork, high participation, royalty and morale, have positive impact on the organizational employees the most.

• Journal of dental hygiene science
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• v.17 no.6
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• pp.516-522
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• 2017

The purpose of this study was to identify the effect of dental hygienists' perceptions of dental organizational culture and professional identity on organizational commitment. A survey was conducted with 310 dental hygienists working in dental hospitals and dental offices. If dental hygienists experience organizational cultures as having different degrees of organizational commitment, then the type of organizational culture and commitment may be important variables in understanding and reducing the turnover rate of dental hygienists and improving workplace performance. Efforts to form a healthy and positive organizational culture may therefore be necessary. The organizational culture most recognized by the dental hygienist was hierarchical culture (3.39) and the least recognized was task-orientated culture (2.71). The professional identity of the dental hygienist was 3.75 and the organizational commitment was 2.98. Correlation analysis was conducted to investigate the relationship between dental organization culture type, professional dental hygienist identity, and organizational commitment. As a result, professional identity and organizational commitment showed positive(+) correlation with innovation oriented culture and relationship oriented culture. Among the organizational culture types, relationship-orientated culture (p<0.001) and innovation-orientated culture (p=0.006) were significant influences on organizational commitment, and professional identity did not have a significant influence. The regression model was found to be statistically appropriate (F=11.857, p<0.001) and the model explaining power was 14.9%. These results suggest that efforts to create a relationship-orientated culture and an innovation-orientated culture and to reduce the hierarchical culture can be a strategy to enhance the organizational commitment and the professional identity of dental hygienists.

• The Journal of the Convergence on Culture Technology
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• v.6 no.1
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• pp.31-36
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• 2020

Corporate Culture Marketing is a marketing tool that enhances a company's cultural image or conveys its image through culture. Culture Consumer value analysis is important predictive data in identifying the value and pursuit of life in individual consumption behavior, explaining the choice behavior of culture consumers, and serves as the basis for decision making. The research method was linked to the text mining and opinion mining techniques of big data, and extracted positive, negative and neutral words. The analysis targets culture consumers participating in concerts at Hyundai Card's 'Super Concert', which is subject to domestic consumers, and CJ ENM's 'KCON', which is subject to foreign consumers. The culture consumer value elements of corporate culture marketing are the basic conditions, and they were derived as 'Consensus Communication (Expression of Sensibility)', 'Participation Sharing(VIP Belonging)', 'Social Change Issue', 'Differentiating Services', 'Price Discount Benefit' and 'Location Quality'. In the future, we will need to foster 'Culture Technology Marketers' and apply them in areas such as arts management planning, cultural investment, cultural distribution, cultural space, Corporate Culture, CSR and K-pop marketing to enhance corporate interests and brand value and enhance brand value.

• Women's Studies Review
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• v.27 no.1
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• pp.145-183
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• 2010

This study has compared South Korea with Taiwan, a society which has an almost non-hierarchical college culture in spite of its social and historical similarities to Korea, including the recruit system. By the means of quantitative and qualitative comparative studies and analysis, it has tried to clarify the reasons behind the hierarchical and sexist military culture of Korean universities. According to the comparative studies, Taiwan's college culture is less hierarchical than that of South Korea, and support for the necessity of hierarchy is weaker. Hierarchy had a greater influence on the payment of meals, appellations and society admissions in South Korea. Elements of military culture such as violence or group discipline were usually only present in South Korean college culture. Male-centered drinking and prostitution culture was also found to be stronger in South Korea. The historical and social reason for these differences is that Taiwan has a weaker basis for nationalism and militarism, both essential factors in the founding of hierarchical and collective culture. The most direct reason for the lack of hierarchy in Taiwanese college culture is the period of recruitment. In South Korea, young men usually apply for military service during the first or second year or college, and return to school as second or third-year studies. In Taiwan, however, men are usually recruited after having graduated from college. Students who have served in the army have proved to have a significant influence on violence, hierarchy and drinking culture in Korea's college culture. South Korea's college culture has two main problems. The first is that South Korean college students are not able to be critical towards the harms of South Korea's oppressively hierarchical collective culture, and therefore do not develop the strength to fight against it. This is all the more problematic because they are the future components of South Korea's main institutions. The second is that it roots male-centeredness even further into the South Korean mentality.

• Journal of Science and Technology Studies
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• v.3 no.1 s.5
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• pp.1-17
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• 2003

Though science and technology can understood as a part of cultural system, the relationship of science/technology with culture is often viewed as contradictory or mutually exclusive by many scholars. Therefore, in the first section of the present paper, the nature of science and technology as a cultural form is examined. Here, science is viewed as a form of symbolic culture, while technology is regarded as a form of instrumental culture. In the second section, the contradictory relationship and/or tensions between science-technological system (instrumental culture) and cultural system (symbolic culture) within a society is discussed. In the final section of this paper, 'science culture' is conceptualized as a dynamic social process in which contradictory science sub-cultures of political system(state), economic system(cooperations), civil society (including academic community of scientists and other social organizations and movements), and cultural system are supposed to be coordinated. In conclusion, establishment of 'humanized science culture' and 'democratic science-culture movement' is proposed as an alternative way of resolving contradictory relationship between cultural system and science-technological system in the modern world.