• 통상정보연구
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• 제18권3호
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• pp.307-327
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• 2016

본 연구는 한국 중소 제조 기업을 대상으로 조직문화, 전략유형, 전략적 활동 그리고 수출성과의 관계를 실증 분석하였다. 주요 개념 사이에 경로모형을 설정하였으며, 전략유형의 조절효과 검증을 목적으로 집단 간 비교분석을 실행하였다. 기존 연구를 기반으로 잠재변인과 20개의 측정문항을 설정하였다. 조직문화는 혁신형과 시장형으로 나누었으며, 전략유형은 공격형과 방어형으로 구분하였다. 200개 기업을 대상으로 구조방정식 모형으로 실증분석을 진행하였다. 분석결과 조직문화, 고객관계구축, 제품품질활동, 수출성과 사이에 모두 긍정적 영향이 나타났다. 집단 간 비교분석 결과, 공격형 전략 집단에서 혁신형 문화가 고객관계 구축 활동과 제품 품질확보에 더 큰 영향을 주었다. 또한, 공격형 전략의 경우 고객관계 구축과 수출성과의 관계에서도 혁신형이 시장형보다 더 큰 영향을 주었다. 분석결과는 해외시장 진출 중소 제조 기업이 공격형 전략을 선택할 때 고객관계구축의 중요성을 시사한다.

• 복식문화연구
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• 제6권3호
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• pp.46-55
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• 1998

The purpose of this study was to develop the better fitting and more comfortable slacks pattern for women. 10 types of slacks pattern were made and worn compared with the sensory evaluations method. The main results of this study were as follows 1. Sensory evaluation for appearance; According to the result of means among the 10 slacks patterns, Type 2 method slacks was most satisfactory, and the next was the Type 4 slacks followed by Type 3, Type 5,6, Type 8, Type 1, Type 7, Type 9 Type 10 method slacks. 2. Sensory evaluation for comfort; The result of means showed that the Type 5 method slacks was most comfortable, and the next was the Type 3,8 slacks followed by Type 6,9 Type 7, Type 1,2,3, Type 10 method slacks.

• 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.

• 한국응용약물학회:학술대회논문집
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• 한국응용약물학회 1996년도 춘계학술대회
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• pp.80-104
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• 1996

The development of routine techniques for the isolation and in vitro maintenance of conducting airway epithelial cells in a differentiated state provides an ideal model to study the factors involved in the regulation of the expression of mucocilicary differentiation. Several key factors and conditions have been identified. These factors and conditions include the use of biphasic culture technique to achieve mucociliary differentiation and the use of such stimulators, the thickness of collagen gel substratum, the calcium level, and vitamin A, and such inhibitors, the growth factors EGF and insulin, and steroid hormones, for mucous cell differentiation. Using the defined culture medium, the life cycle of the mucous cell population in vitro was investigated. It was demonstrated that the majority of the mucous cell population in primary cultures is not involved in DNA replication. However, the mucous cell type is capable of self-renewal in culture and this reproduction is vitamin A dependent. furthermore, differentiation from non-mucous cell type to mucous cell type can be demonstrated by adding back a positive regulator such as vitamin A to the “starved” culture. Cell kinetics data suggest that vitamin A-dependent mucous cell differentiation in culture is a DNA replication-independent process and the process is inhibited by TGF-${\beta}$1.

• 대한영양사협회학술지
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• 제23권4호
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• pp.431-452
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• 2017

This study was conducted to investigate the effect dietitians' perceived organizational culture has on organizational commitment at hospital foodservices. A total of 382 dietitians working at general hospitals with 500 beds or more participated in the survey from January 16 to February 8, 2017. The result of perceived organizational culture showed hierarchical culture, rational culture, development culture, and group culture scored to be 5.29, 5.25, 5.15, and 4.97 out of 7, respectively. Differences in the perception of organizational culture and organizational commitment were observed according to the general demographics of subjects, but no significant differences were shown according to the general characteristics of hospitals. For organizational commitment perception, affective commitment (5.14), normative commitment (4.41), and continuance commitment (4.21) were identified. There were differences according to age, work experience at the present job, position, and education level by type of organizational culture. In terms of organizational commitment, there were significant differences in age, work experience at the present job, employment status, and possession of clinical dietitian certificate, position by type of commitment. A positive correlation between dietitians' perceived organizational culture and organizational commitment such as overall organizational commitment, affective commitment, and normative commitment was observed (P<0.01). Group culture, development culture, and hierarchical culture positively affected overall organizational commitment (P<0.001). Development culture, group culture, and hierarchical culture had positive effects on affective commitment, whereas rational culture had a negative influence. Development culture (P<0.05), group culture (P<0.001), and hierarchical culture (P<0.01) positively influenced normative commitment. Results suggest that it is necessary to develop plans for the improvement of rational culture, group culture, and development culture at hospital foodservice organizations.

• Journal of Microbiology and Biotechnology
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• 제15권6호
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• pp.1299-1303
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• 2005

Human articular chondrocytes (HAC) were cultivated as a monolayer in a serum-free medium for primary culture (SFM-P). An optimized SFM-P provides $95\%$ proliferation rate of that obtainable from primary and secondary chondrocyte cultures grown in a control medium with serum. The gradual decrease in the amounts of synthesized glycosaminoglycan and type II collagen was improved by coating the culture dishes with type IV collagen and fibronectin. A significant improvement in the expression of type II collagen and aggrecan mRNA could be achieved. In addition, the monolayer cultures showed better synthesis of the extracellular matrices than alginate-bead cultures in SFM-P.

• 간호행정학회지
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• 제14권4호
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• pp.448-457
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• 2008

Purpose: This study examines how the types of organizational culture at a public health center affect job satisfaction and organization commitment of nurses. Method: The study selected 139 nurses from six public health centers located in G city, J province as subjects. The data was collected from April 1 to May 31 in 2008. Result: In regard to type of organizational culture had significant correlation with both job satisfaction and organization commitment, job satisfaction and organization commitment also showed high correlation. Concerning type of organizational culture, two variables of affiliated culture and innovative culture explained 26.3% of job satisfaction and 29.3% of organization commitment. Conclusion: The job satisfaction and organization commitment of nurses varied according to types of organizational culture of a public health center, and showed high correlation. The more affiliated and innovative the organizational culture was, the higher job satisfaction and organization commitment turned out. Therefore, it is advisable to develop a strategy that systematically creates a affiliated and innovative organizational culture that pays attention to goal achievement of the nurse.

• 가정과삶의질연구
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• 제26권3호
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• pp.25-36
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• 2008

The purpose of study is to evaluate a culture program at the family support centers and to suggest a development direction. Therefore evaluation indication areas are planning adaption, practice validity, and an outcome(output) satisfaction. The study subject was 40 family support centers' final reports. The collected data was analyzed by evaluation framework. The results were as followed; first, the culture program plan described healthy of family, included various family type, family-unit program, but a clear culture program wasn't identified; second, the evaluation of culture program practice presents high goal achievement with small financial budget, large number of participants and various type of program, and finally, the program output showed high satisfaction.

• 한국농촌건축학회논문집
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• 제17권1호
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• pp.73-81
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• 2015

The purpose of this study is to analyze the approach characteristics, relation to other facilities, and current status focusing on 28 total of exhibition-culture facilities in Gangneung. The results are following as. First, 19 facilities are located in urban area and nine are located in country side. With locational characteristics of Gangneung which is mountains in west and sea to east, three are located in high hill side and four are in sea shore among nine facilities. Facilities in urban area converge to Gungpodae and Ojukhuk which are symbol space in Gangneung. Those facilities started to have been increased from 1990s and rapidly increased from 2000s. The reason is that people have been interested in culture and art in society in general. In building structure, buildings related with traditional contents were constructed with wooden structure while buildings have been mainly constructed with modern ways such as steel and reinforced concrete structure. Second, the 28 facilities are classified into three types by function of other space or facilities within same a site or a building. The three types are themselves usage only, multi-function, and park type. The multi-function type is re-classified into two; public type and commercial type. Those functions have changed according to changes of society and times. Finally, for approaching to the exhibition-culture facilities with general transportation, the mean distance from the closest bus stop to those facilities each is 280m and 27 facilities are located within 670m from the closest bus stop. For approaching way using by car creates movement along road-building site-parking space-main entrance of building. When based on main entrance by the movement, parking space located in front side of main entrance is the largest, next is in the side, and the least is in back side. Various factors such as approaching form from road to parking space and space size between main entrance and parking space influence to approaching ways of exhibition-culture facilities in Gangneung.

• 미생물학회지
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• 제20권4호
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• pp.183-188
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• 1982

Clostidium botulinum type B가 생성하는 독소를 정제할 수 있는 방법을 연구하였다. 정제과정은 독소를 ammonium sulfate로 배양액에서 침전시켜 추출한후 Polymin P를 처리하여 핵산 및 기타 단백질을 최대한 제거한 후 Sephaex G-I00에서 gel fiItration을 시키고 DEAE-Sephadex로 이온교환 크로마토그래피를 시켰다. 이러한 과정으로 정제된 독소의 회수율은 17%였으며 SDS-polyacrylamide gel electrophoresis 결과 하나의 선을 나타내 동질성을 증명하였다. 정제된 독소의 분자량은 163,000이였으며 $\beta$-mercaptoethanol을 사용하여 환원시킨 결과 분자량 106,000과 56,000의 하위 단위체로 분리되었다.