• 한국병원경영학회지
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• 제7권2호
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• pp.1-23
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• 2002

D. W. Organ(1977) published a paper about the importance of Organizational Citizenship Behavior(OCB) in an organization. Since then, the studies of OCB have been continuously increased. As recent business environment has changed with rapidity and uncertainty, OCB for the improvement performance of organization should be more emphasized. Role behaviors of organization are divided into two parts such as in-role behavior and extra-role behavior. In recent, although the researches about extra-role behavior have been studied, they are still not sufficient. This study attempted to examine relationships between organizational culture, organizational commitment and organizational citizenship behavior, Sample was 193 employee engaged in hospitals of Pusan. In this study I chose four factor(affective, conservative, task and innovative culture) of organizational culture and three factors (affective, continuous and normative commitment) of organizational commitment and five factors(altruism, conscientiousness, courtesy, civic virtue and sportsmanship) with regard to organization citizenship behavior. The major findings of the empirical research are as follows ; 1. The Causal relation of dimensions of organizational culture and dimensions of OCB. 1) Affective culture has significant impact on courtesy, civic virtue of OCB. 2) Conservative culture has no significant impact on all of OCB. 3) Task culture has significant impact on conscientiousness, civic virtue, sportsmanship of OCB. 4) Innovative culture has no significant impact on courtesy, civic virtue of OCB. 2. The Causal relation of dimensions of organizational commitment and dimensions of OCB. 1) Affective commitment has significant impact on all of OCB. 2) Continuous commitment has no significant impact on all of OCB. 3) Normative commitment has significant impact on courtesy, civic virtue of OCB. In brief, though this study has several limitations in research design and methods, the results suggest that organizational culture of hospitals and organizational comitment of hospitals shows a strong relationship to the organization citizenship behavior.

• 통상정보연구
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• 제7권1호
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• pp.261-282
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• 2005

In the 21st century, both globalization and e-Transformation trends of business in China have been in progress simultaneously and very rapidly. Due to those phenomena, there is consequently big change not only in the field of political-economy but also in the cultural trend of the world. But, despite of the importance of mutual cooperation between Korea and China, the research about Chinese cyber culture is neglected relatively. The purpose of this study is to review the cyber cultural aspect of business between two countries, and to devise proper measures for cultural cooperation not only reengineering the role of two countries but developing mutual benefit in East Asia in the era of global competition. The methodology used in this study is basically depending on theoretical study. Major findings are as follows: China has some cyber-cultural characteristics like very big size of netizen, heaven on earth of counterfeit, deepening in digital divide, etc. And Chinese traditional off-line culture has changed as the cyber culture spreaded over in cyberspace recently. But, on the other hand, cultural trends are changed to homogeneity both in nation-side which is between Korea and China and in space-side which is between online and offline culture. It is recommended that Korea and China have to endeavor to understand mutual culture, and to utilize the cyber culture in the respect of business cooperation. Consequently, two countries should effort to prepare exchange program for both netizen group, to design culture-networking system, to strengthen cyber-cultural marketing, and to make good use of both Korean Cultural Wave(said Han-Ryu) and Chinese Cultural Wave(said Hwa-Ryu).

• 한국복식학회:학술대회논문집
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• 한국복식학회 2001년도 19th International Costume Association Congress
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• pp.81-81
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• 2001

R.O.C. has experienced successively the development of previous dynasties that creates out the unique traditional culture of each stage. The Chinese nation is not a one-fold race; each dynasty absorbs the culture of the outside race. It is Tang Dynasty blends mutually however yield unusually brilliant results. The Tang Dynasty's national strength is forceful and the economy is prosperous. Above all, social custom and current of thought both break the constraint of previous dynasties' conservative thinking and keep positive and aggressive. While in the contact with extraterritorial culture, not only changes the feminine social status, but also produces unprecedented innovation and reform on the feminine dress. The Tang Dynasty's varied feminine suit is affected by the western regions of China culture, such as expose of chest, low collar, short top garment and skirt with narrow sleeves or wide sleeves, sleeve gown with plate collar or turndown collar, man's wear, and military dress, etc. An epoch can be known by Tang Dynasty feminine dress's special features, for example, the make-up of Tang-Shien-lon's Uan-Ho period presents dress style of late Tang days. However, the Chinese people compete mutually pursuing the strange costume, and accepting different cultural incitement This reveals that the changes of popular culture would result in the big transform of the Tang's dress style. This paper studies inherit of Tang Dynasty's culture and east-spread of the western regions of China culture. While understanding the Tang's favor in the western regions of China customs, all follow the western regions of China without exception, such as dance music, painting, dress, food, amusement, etc. Because of emperor's progressive race policy and forgiveness attitude to the foreign tribe that makes Tang Dynasty's feminine dress much easier to accept and blend the special features of the foreign tribe culture. While joined with west culture, and pick the dress's essence of the western regions of China, the original possessed of culture consciousness and esthetic sense improve and create their own dress, as well as enrich more inner part of dress art and the spirit.

• 상하수도학회지
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• 제28권6호
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• pp.691-698
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• 2014

This study investigated the effect of a co-culture of Scenedesmus dimorphus and nitrifiers using artificial wastewater on the removal of ammonium, nitrate and phosphate in the advanced treatment. To test the synergistic effect of the co-culture, we compared the co-culture treatment with the cultures using S. dimorphus-only and nitrifiers-only treatment as controls. After 6 days of incubation, nitrate was removed only in the co-culture treatment and total amount of N removal was 1.3 times and 1.6 times higher in the co-culture treatment compared to those in the S. dimorphus- and nitrifiers-only treatments, respectively. In case of total amount of P, co-culture treatment removed 1.2 times and 12 times more P than the S. dimorphus -and nitrifiers-only conditions, respectively. This indicates that the co-culture improved removal rates for ammonium, nitrate, and phosphate. This further implies that there was no need for denitrification of nitrate and luxury uptake of P processes because nitrate and phosphate can be removed from the uptake by S. dimorphus. In addition, co-culture condition maintained high DO above 7 mg/L without artificial aeration, which is enough for nitrification, implying that co-culture has a potential to decrease or remove aeration cost in the wastewater treatment plants.

• 보건행정학회지
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• 제20권3호
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• pp.73-103
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• 2010

This study aims to explore how the transformational leadership (consisting of three factors"charisma, individualized consideration, and intellectual stimulation) and the organizational culture (typified by developmental, rational, consensual, and hierarchical culture) are related to the organizational effectiveness (consisting of job satisfaction, organizational commitment, and intention to leave a job) of dental clinics. We found the following empirical results through a survey of 378 persons who work in dental clinics. Firstly, the respondents acknowledged charismatic leadership as the typical type of leadership ; as for organizational culture, a culture of consensus is recognized as the representative type. Secondly, transformational leadership has different effects according to the type of organizational culture: a positive influence in developmental and rational cultures, but a negative influence in consensual and hierarchical cultures. Thirdly, developmental culture has proven to be the most suitable for increasing job satisfaction and organizational commitment. The developmental, rational, and consensual cultures have all contributed to reducing intention to leave among clinic staff, whereas in the hierarchical culture, intention has been elevated. Fourthly, transformational leadership has a positive effect on the job satisfaction and organizational commitment; the intent to leave has been lessened under individualized consideration and charismatic leadership, but has been increased under leadership of intellectual stimulation. Fifthly, it is consideration and charisma that help to increase organizational effectiveness. These influences will become more effective through a developmental culture. Based on the above empirical results, we propose practical measures to improve the organizational effectiveness of clinics, in particular dental clinics. In order to build developmental culture, the doctor (manager) should produce an atmosphere in the clinic in which staff members are able to create and jointly own ideas and then promote awareness of staff participation. Additionally, in order to bring leadership of charisma and consideration into full play, the doctor should shape a relationship of mutual trust mainly by recognizing and praising the work of clinic staff. Finally, the doctor needs to acknowledge that organizational effectiveness can be significantly improved by increasing the transparency of the business.

• 대한인간공학회지
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• 제35권2호
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• pp.85-95
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• 2016

Objective:The purpose of this study is to suggest the methodology for establishment of safety culture in industry. Background: There have been studies indicating positive relation between safety culture and safety performance. But the areas of those efforts have been mainly focused on elements or factors consisting of safety culture. So it is expected that studies on methodologies for developing process of the culture could contribute for the industry to understand and apply it accordingly in order to improve their practices. Method: In this study, the scope was considered just for industry, even though there are many fields of culture. As the first step, the limitations of regulatory control and efforts by industry were reviewed, and the trends of researches were presented. In the second step, the global company practices were provided with detailed activities. Results: This paper showed the limitations of present state in government strategies and industry for safety culture improvement. Also the restricted areas in researches were shown. As one of the solutions to resolve those things, such global company practices as perception to safety journey, the steps of culture development, total safety philosophy, structure and elements of safety process, standards and procedures, training, and up to keys to success were suggested. Conclusion: Through this study, the development of the structure of safety process which consists of many purposeful activities has been derived to be very important. Because it will be the seeds of safety culture expressing their thinking process and behaviors. Also it is required to approach success step by step according to the achievement of each step. Application: This study can be used to develop the methodology and safety process in industry with different viewpoints for safety culture establishment.

• 대한인간공학회지
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• 제35권6호
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• pp.473-492
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• 2016

Objective: This paper discusses the recent challenges to human factors engineering due to the safety culture. Background: As incidents occurring in specific fields such as logistics, plant, energy and medical sectors in Korea, as well as in the public sectors including railway, road, aviation and shipping, are recently raised as social issues from the disaster dimension, those incidents are dealt with as man-made disasters in many cases. The trend regarding all accidents as man-made disasters has been expanded in the active perspective that the controllability of all incidents should be ensured in technology development, due to change from a fatal point of view regarding disasters as random occurrence of uncertainties in the past. Method: Man-made disasters are concluded as human errors, and safety culture stands out as a cause of human errors or a new cause item recently. Because safety culture, however, is a very comprehensive term, of which true nature is obscure, although many definitions of safety culture have been presented, the safety culture may make avoid the true nature and responsibility of an incident, or make the main player and subject obscure. Raising safety culture as a cause without presenting a specific countermeasure will be just a wisdom of hindsight. Results and Conclusion: This study reviews the fundamental discussions on "Is safety culture a task of human factors engineering?" and the existing approach carried out from various perspectives in order to seek an effective approach on the new task of safety culture in the human factors engineering field. This study discusses an engineering approach to meet a precondition that safety culture is not just an added factor through a review of the approaches in the proactive fields such as nuclear power and aviation, and the traditional approaches of human factors engineering. Application: This study especially defines the perspective of socio-technological system that has expanded the existing man-machine system, and discusses a systemic approach embracing various interactions, and several overriding tasks.

• Human Ecology Research
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• 제54권3호
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• pp.333-349
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• 2016

This study develops and evaluates a game-based lesson plan applied to the 'Food Culture' unit of a high school Home Economics class. We developed, implemented, and evaluated lesson plans for seven periods that contained 'the Korean food table setting card,' 'the world's food culture card,' and the procedure for cards games according to the Analysis, Design, Development, Implementation, and Evaluation (ADDIE) model. 'The Korean food table setting card' consisted of 'the Korean food table setting order card' to easily understand 10 types of Korean traditional daily meals based on pictures and 'the Korean food table setting food card' to easily understand Korean traditional food based on 104 kinds of food picture and quick response (QR) code. 'The world's food culture card' consisted of 'the world's food culture quiz card' to help learners easily understand influential food culture formation factors, features of food culture, typical foods from 16 countries, and 'the world's traditional food card' to help learners easily understand typical foods from 16 countries through 63 kinds of pictures. Respective 'game guides' were also developed. High school students who studied the game-based Home Economics classes and who participated in the 'Food Culture' unit, could easily and enjoyably learn the food culture of Korea (and other countries), actively participate in learning activities, and understood the content of food culture. In addition, they evaluated that the game-based instruction was easy to remember with minimal memorizing.

• International Journal of Advanced Culture Technology
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• 제8권2호
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• pp.116-128
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• 2020

In this study, we introduce a multi-modal mixed reality (MR) application for advertising the main touristic landmarks on Jeju Island, and evaluate its effectiveness based on the Technology Acceptance Model (TAM) with a focus on the user's involvement in Korean culture (K-Culture). Specifically, we deployed several stimuli to enable users to retrieve information, visualize a variety of heritage content such as text, images, videos, virtual artifacts, and immerse in a VR environment to experience the heritage locations. The results of the online survey with 436 participants showed that for consumers with low K-Culture involvement, Perceived Usefulness and Perceived Ease-of-Use did not affect their Intention to Visit the island. Still, it had a significant impact on their Intention to Use the application. On the other hand, for the group with high K-Culture involvement, Perceived Usefulness had no effect on the Intention to Use and Intention to Visit. However, Perceived Ease-of-Use had a significant impact on their Intention to Use the application and Intention to Visit Jeju Island. Therefore, when user involvement in K-Culture is high, convenience of use has played a significant role in sensory media usage and the intention to visit, regardless of the usefulness of the mixed reality content. In contrast, users with low K-Culture involvement primarily focused on the functional aspects of the application. These findings open the path for follow-up studies on K-Culture involvement and immersive media tourism marketing, which will benefit digital tourism marketing and Korea's tourism industry.

• 한국보건간호학회지
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• 제26권1호
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• pp.5-15
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• 2012

Purpose: The effects of the organizational culture and health promotion life style on job satisfaction of nurses in general hospitals have been studied in an effort to provide basic information that will be helpful in effective management of the organization and enhancement of nursing. Method: The 341 samples used in the study were selected randomly from general hospitals having more than 250 beds in Gwangju province and Yosu province. Data collected were analyzed for frequency, percentage, ANOVA, t-test, Pearson's correlation analysis, and Multiple regression analysis using SPSS, a program package for statistical analysis. Result: Factors affecting job satisfaction included work years, position, monthly income, stress management, which is a substructure of health promotion life style, innovation-oriented culture, relation-oriented culture, and task-oriented culture in organizational culture. Results showed an influence of 64.2%. Ed - highlight: Please review. Conclusion: The organizational culture, such as an innovation-oriented culture, relation-oriented culture, or task-oriented culture, has a positive influence on job satisfaction.