• Journal of the Korean Society of Marine Environment & Safety
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• v.19 no.5
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• pp.511-517
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• 2013

Maritime police recognize that the organizational culture of various acting as a member of the organization. Also, marine policing and security activities to determine the number of build. The overall culture of maritime police who share the organization sub-culture may take place. Maritime police organizational culture and a variety of types of group culture, hierarchical culture, development culture, rational culture examined the differences in perceptions. Maritime police aware of the general results of the analysis are as follows; First, the maritime police officers of the age group of 20 was the highest recognition in hierarchy culture and rational culture. Second, the maritime police officers of the rank of captain was the highest recognition in development culture and rational culture. Third, differences in the perception of organizational culture by recruitment analysis show the difference in cultural groups showed, in particular, the special recruitment group of police officers, and maritime police culture can be seen tend to appear low.

• Journal of the Korean Society of Safety
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• v.36 no.2
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• pp.18-25
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• 2021

Specialty contractor facilities, which involve a combination of welding and commissioning, face a high risk of serious accidents such as fire, explosion, and suffocation associated with welding work, nitrogen, and argon use. In such facilities, the organizational safety culture has considerable impact on the frequency of accidents. In this study, a safety culture evaluation was conducted on specialty contractors. NOSACQ-50, a standardized survey method on safety culture, was selected as an assessment tool to evaluate the safety culture in specialized construction companies that could not afford to invest heavily in safety. The self-administered questionnaire survey was conducted with 201 workers of four construction companies and the results were analyzed. It was found that in companies with low safety culture, the occurrence of irrationality was 66.0%, while in companies with high safety culture, the occurrence of irrationality was 42.6%. Thus, the difference in the occurrence of irrationality by safety culture was statistically significant. The difference in safety culture level according to the experience of occurrence of irrationality was also significant. It was also found that the higher the belief in safety management authorization, safety responsibilities of managers, worker safety priorities, and safety system effects, the lower the probability of irrationality.

• The Research Journal of the Costume Culture
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• v.24 no.2
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• pp.198-217
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• 2016

This study analyzed the effects of organizational culture on psychological empowerment and organization efficiency, and the effects of psychological empowerment on organization efficiency in fashion companies. In addition, this study analyzed the differences between organizational culture, psychological empowerment and organization efficiency across demographic characteristics. The survey was conducted among employees of fashion companies, and 320 responses were used in the data analysis. As a result, the group culture and innovative culture in fashion companies positively influenced the competence and meaning of psychological empowerment. An innovative culture and rational culture positively influenced the self-determination, and the group culture and rational culture positively influenced the impact of psychological empowerment. The group culture, innovative culture, and rational culture of fashion companies positively influenced job satisfaction, and the group culture, innovative culture, and hierarchical culture positively influenced job commitment. The group culture and innovative culture negatively influenced the turnover intention, but the hierarchical culture positively influenced the turnover intention. In addition, the psychological empowerment (competence, self-determination, impact, and meaning) positively influenced job satisfaction, and the competence, self-determination, and impact positively influenced job commitment. Competence negatively influenced the turnover intention, but the impact positively influenced the turnover intention. There was a difference in the group culture and turnover intention by ages, as well as a difference in the hierarchical culture and self-determination by work departments. The results of this study will be helpful for the establishment of the management and business strategies in fashion companies.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.1
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• pp.83-96
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• 2004

Purpose: The purpose of this research is, by investigating organizational characteristics, types of nursing organizational culture and team effectiveness in ICU, to ascertain the type of nursing organizational culture and the organizational characteristic that can improve the team effectiveness. Method: The research targeted 427 nurses from 33 ICUs of 14 general hospitals which have more than 250 beds and the data were gathered by using self-report questionnaires from April 10, 2003 to April 24, 2003. For this research, the following tools were used; the tool for measuring organizational characteristics and organizational cultures and the tool for measuring team effectiveness. Result: The most significant nursing organizational characteristic in ICU is the centralization. The organizational culture in ICU is generally rank-oriented culture. There was a significant difference (p<.01) in four types of organizational cultures; relation-oriented, innovation-oriented, rank-oriented and task-oriented. Verifying influence power of organizational cultures upon team effectiveness of ICU, relation-oriented culture had 49.2% of an influence upon team effectiveness, innovation- oriented and relation-oriented culture had 60.4% of an influence, and rank-oriented, innovation-oriented and relation-oriented culture had 61.2% of an influence. The organizational culture profiles according to the types of nursing organizational cultures in 33 ICUs were found by a cluster analysis. They were classified into five culture profiles; strong balance culture profile, weak balance culture profile, innovation-oriented and task-oriened culture profile, strong relation culture profile and strong rank culture profile(p<0.5). According to me organizational culture profiles, a significant difference of team effectivenesses(coworker satisfaction, team performance perception, team satisfaction and team commitment) was found(p<.01). The strong balance culture profile had the best team effectivenesses. Conclusion: For nursing culture management, a nursing administrator should identify the relevant nursing organizational culture at first by utilizing an innovative team-leader. After identifying the organizational culture, the administrator should make strategic plans and practices that can distinguish good organizational cultures to be expanded from ones to be sublated so that a strong balance culture can be developed.

• Journal of Embryo Transfer
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• v.29 no.3
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• pp.207-219
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• 2014

Three-dimensional (3D) culture system is useful technique for study of in vivo environment and it was used various experiments. This study was investigated to establish of embryo co-culture system and changes of PAs activity in 3D cultured endometrial cells of pigs. In results, growth of stromal cells into gel matrix were detected only with endometrial and myometrial cells. The most rapid growth of stromal cells were confirmed in $2.5{\times}10^5cells/ml$ and gel matrix containing 15% FBS. Expression of urokinase-PA (uPA) after treatment of hCG (0.5, 1.0, 1.5 and 2.0 IU/ml) were higher than without hCG, but, there are not significant difference among the treatment. On the other hand, expression of uPA after treatment of $IL-1{\beta}$ (0.1, 1, 10 and 100 ng/ml) were higher than without $IL-1{\beta}$, but, there are not significant difference. Expression of uPA after treatment of estrogen (0.2, 2, 20 and 200 ng/ml) were not difference, but PA activity was significantly decreased (p<0.05). Blastocyst was producing in PZM-3 medium containing FBS and endometrial cells were grown in PZM-3 medium. When embryos development with cultured endometrial cells, cleavage rates were not significant difference and blastocyst were not produced in co-culture with stromal cells and 3D culture system. 3D culture system had similar activity to in vivo tissue and these features are very useful for study of in vivo physiology. Nevertheless 3D culture system was not proper in embryo co-culture system. Therefore, we suggest that 3D culture system with embryo co-culture need continuous research.

• The Research Journal of the Costume Culture
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• v.15 no.4
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• pp.580-592
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• 2007

The purpose of this study is to analyse the foreigner's opinion about 'Hanllyu', and their buying behavior of clothes carried in Korean domestic market. The study was implemented through a normative-descriptive survey using self-administered questionnaires. The samples consisted of 75 foreigners residing in Korea. Data were analyzed by following statistical methods: frequency analysis, ${\chi}^2-test$, t-test, ANOVA, Scheffe's multiple range test. Results are as follows: There was no difference in the opinion about 'Hanllyu' between Chinese and Japanese. They regarded 'Hanllyu' as the phenomenon of the wave of Korean popular culture. Korean soap operas and movies were the main information sources on 'Hanllyu' stars for them. Significant differences were found in the behavior toward 'Hanllyu' stars according to sex and country, but there was no difference in the behavior according to their age. They mainly buy clothes in Dongdaemoon market and the main motivation of purchase were good design and price. The reason for dis-purchase was poor design. Respondents thought 'Hanllyu' fashion is gorgeous. There was significant difference in the behavior toward Korean culture according to sex.

• Proceedings of the Costume Culture Conference
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• 1998.09a
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• pp.3-4
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• 1998

• Korea Journal of Hospital Management
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• v.24 no.2
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• pp.23-37
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• 2019

The purpose of this study was to investigate the effect of fairness, culture, and service points on organizational management to maximize the ability of organizational members. The subjects of the survey were selected from major hospitals, small and medium hospitals. A total of 500 questionnaires were distributed, but 404 (80.8%) were used for the final analysis. The SPSS WIN 20 program was used to analyze the collected data. The following conclusions were obtained. First, in this study, organizational fairness did not show any general difference, and fairness was obtained with relatively high scores. In terms of improving organizational culture, size of hospital there is a statistically significant difference. the larger the organization, the more the organizational culture needs to be improved. Organizational fairness were significant differences in service encounter points and size of hospital. Second, the correlation between fairness, organizational culture improvement, service contact point and management performance showed a very positive correlation. Third, fairness has no effect on business performance. However, in this study, organizational culture improvement and service contact points are statistically significant and positive (+) influence on dependent variable management performance. Therefore, in order to improve the organizational culture of the hospital, it is necessary for the CEO to the vision, core, to discuss and make a reasonable plan. In order to actively cope with rapidly changing hospital environment, it will be necessary to positively support the of new medical market and the increase of market share.

• Korean Journal of Agricultural Science
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• v.46 no.2
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• pp.229-237
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• 2019

The influence of dietary supplementation with a yeast culture on growth performance, fecal score and nutrient digestibility was evaluated in weaned pigs in a 6-week feeding trial. A total of 50 weaning pigs with an initial average body weight (BW) of $7.46{\pm}1.60kg$ were randomly allotted into 1 of 2 dietary treatments according to the initial BW. There were 5 replicate pens in each treatment with 5 pigs per pen. The dietary treatments were as follows: 1) control, basal diet (CON) and 2) 0.10% yeast culture, basal diet supplemented with 0.1% yeast culture (YC). The average daily feed intake was significantly improved with the dietary supplementation of the yeast culture compared with the control during phases 1 and 3. Overall (0 to 6 weeks), dietary supplementation with the 0.1% yeast culture had a significant effect on the feed conversion ratio (FCR). There was no significant difference in the fecal score between the CON and YC dietary treatments. In addition, no difference in the apparent total tract digestibility was observed between the CON and YC dietary treatments. Collectively, the results of this study indicate that dietary supplementation of 0.1% yeast only improved the feed intake of weaning pigs; however, yeast culture supplementation did not affect the average daily gain, feed efficiency, total tract digestibility of dry matter, and nitrogen and energy levels as well as the fecal scores.

• Journal of Plant Biology
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• v.36 no.1
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• pp.43-49
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• 1993

In order to survey possibility to produce saikosaponin from in vitro hairy root culture, culture of callus, adventitous root, and hairy root of Bupleurum falcatum L. were estabilished, and quantitative and qualitative aspects in saikosaponin extracted from these were compared with those of cultivated root. Callus grew well in MS medium containing 0.9 $\mu$M 2, 4-D. In contrast, both of adventitous root and hairy root grew well in hormone-free MS medium. However, hairy root showed more rapid growth with extensive lateral root branches, characteristics of lower content of water and softer than in adventitous root. Among the selected lines of adventitous root and hairy root were observed difference in the growth rate. Mannopine, one of opine synthesized in the transformed tissue with Agrobacterium rhizogenes. A4 were detected in the extract of hairy root lines. Pattern and content of crude saponin from adventitous and hairy root showed no difference, but somewhat difference from those of cultivated root. However, in callus, distinct production-aspect of saponin was not observed.