• Korean Journal of Animal Reproduction
• /
• v.21 no.3
• /
• pp.275-280
• /
• 1997

This study was carried out to investigate on the survival and in vitro developmental rates of bisected bovine embryos by microblade, micropipette and pronase methods. Bisected embryos cultured for 1∼7 days in TCM-199 media with 10 FCS＋hormones. Survival and in vitro developmental rates was defined on in vitro culture or FDA-test. The results are summarized as follows ; 1. The survival and in vitro developmental rates of bisected bovine embryos by microblade, micropipette and pronase methods were 22.2, 16.7, 15.0% and 22.2, 23.3, 18.8%, respectively. In vitro developmental rate of bisected bovine embryos was significantly lower than that of non-bisection embryos(27.8% and 25.0%). 2. In vitro developmental rates of bovine embryos bisected for 1, 2, 4, 8, 16 cells stages during in vitro culture in 10% FCS＋TCM-199 media were 25.0, 20.0, 20.0, 15.0 and 6.7%, respectively. 3. In vitro developmental rates of intact and free-zona pellucida of bisected demi-embryos during in vitro culture in 10% FCS＋TCM-199 media were 25.6, 16.7%, respectively. 4. In vitro developmental rates of biopsied embryos and biopsied blastomeres during in vitro culture in 10% FCS＋TCM-199 media were 20.0, 11.1%, respectively.

• Korean Journal of Social Welfare
• /
• v.47
• /
• pp.7-33
• /
• 2001

The purpose of this study was to the impact of organizational culture on the organizational effectiveness in hospitals were empirically analysed. Data were collected by 151 social workers including general hospitals with one social worker at least and single-department hospital with two social workers or more, were identified nationwide through the registry of Korean Association of Medical Social Workers and Korean Association of Hospitals. The results of this study were summarized as follows; First, most social workers report that characteristic of culture in their hospitals are group culture the first, hierarchial culture the second, rational culture the third, and developmental culture finally in order of social worker's recognition. Second, according to the types of organizational culture, there were significantly different levels of organizational effectiveness. Social worker's perceived group cultures in hospital showed higher job satisfaction, organizational commitment than other culture patterns. And also, social worker's perceived developmental cultures in hospital showed higher organizational commitment quality of social service than other culture patterns. Third, multiple regression analysis was conducted to find the relationship of organizational culture and organizational effectiveness. As a result, developmental culture showed a strong relationship with job satisfaction, organizational commitment and quality of social services Finally, as for the cultural affects on the organizational effectiveness depended on intensive attention to developmental culture in hospital Consolidating the attribute of developmental culture in hospital is also proposed to improve the organizational cultures.

• Korean Journal of Animal Reproduction
• /
• v.21 no.3
• /
• pp.281-285
• /
• 1997

The study was conducted to investigate on in vitro developmental rates of bisected bovine embryos co-culture in 10% FCS＋TCM-199 media containing hormones, oviductal epithelial cells and cumulus cells 0 to 7 days after bisection. In vitro developmental rates was defined as development rates on in vitro culture or FDA-test. The results are summarized as follows : 1. In vitro developmental rates of bisected bovine embryos co-cultured in 10% FCS＋TCM-199 media containing PMSG＋hCG, PMSG＋$\beta$-estradiol, hCG＋$\beta$-estradiol, PMSG, hCG 0 to 3 days and 4 to 7 days were 16.7~30.0% and 11.1~25.0%, respectively. In vitro developmental rates of bisected embryos co-cultured in 10% FCS＋TCM-199 media containing hormones significantly higher than that of non co-culture. 2. In vitro developmental rates of bisected bovine embryos co-cultured 10% FCS＋TCM-199 media containing oviductal epithelial cells 0 to 3 days and 4 to 7 days were 25.0% and 22.2%, respectively.

• Korean Journal of Fisheries and Aquatic Sciences
• /
• v.50 no.2
• /
• pp.160-168
• /
• 2017

Optimizing the conditions for stem cell culture is an essential prerequisite for the efficient utilization of stem cells. In the culture of fish embryonic stem cells (ESCs) or ESC-like cells, embryo extracts are important for stable growth, but there is no rule for determining the developmental stage of the embryos used to obtain extracts. Therefore, this study investigated the effects of the developmental stage of extract donor embryos on the culture of Oryzias dancena ESC-like cells. O. dancena ESC-like cells were cultured in different media containing each of four types of embryo extract depending on the developmental stage of the extract donor embryos. Growth, morphology, colony-forming ability, alkaline phosphatase (AP) activity, and embryoid body (EB) formation of the cells were investigated. While the developmental stage of the extract donor embryos did not influence the growth, morphology, AP activity, or EB formation of ESC-like cells, colony-forming ability was affected and the pattern of the effects differed completely between the two ESC-like cells investigated. These results suggest that the developmental stage of extract donor embryos should be selected carefully for the culture of ESC-like cells, according to the research purpose and type of cell line.

• Health Policy and Management
• /
• v.20 no.3
• /
• pp.73-103
• /
• 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.

• The Journal of Asian Finance, Economics and Business
• /
• v.5 no.3
• /
• pp.195-206
• /
• 2018

Paying close attention to those new to an organization, whether fresh or experienced, whose primary interest is in (re)socialization, the current study intends to (1) further the concept of mentoring from a bilateral relationship to a community and culture fostered by developmental networks, (2) propose an integrated conceptual framework for organizational socialization, and (3) suggest implications for practice and future research. This study reviews, analyzes, and integrates research assets and subsequently re-conceptualizes the aggregate information as valid propositions and a conceptual framework. The findings include (1) 11 propositions regarding the relationships among network characteristics (embeddedness, diversity), developmental functions (career support, psychosocial support, and role modeling), and socialization outcomes (learning and attitudinal outcomes); and (2) an integrated conceptual framework that depicts a comprehensive mechanism through which developmental networks conduce to organizational socialization of newcomers. Implications are that developmental networking must be an individual's fundamental competency and an essential part of organizational onboarding processes, and imperative for both members' career development and innovative organizational culture. By integrating research assets on the developmental phenomenon into conceptualizations, this study furthers the concept of mentoring to organizational culture and stimulates a substantive discourse for theory-building towards organizational socialization from the developmental network perspective.

• Journal of Embryo Transfer
• /
• v.22 no.4
• /
• pp.251-255
• /
• 2007

This study was carried out to examine on developmental competence of Hanwoo embryos cultured in vitro according to culture conditions and freezing methods. The in vitro developmental competence to blastocyst stage at Day 8 of culture in SOF was significantly (p<0.05) higher than that in CR1aa (30.3% vs. 18.4%). The in vitro developmental rate of morula and blastocysts cultured in group culture was significantly (p<0.05) higher than that in individual culture (41.4% and 36.0% vs. 21.1% and 10.5%, respectively). The cell number of Day 8 blastocysts in group culture was significantly (p<0.05) higher than that in the individual culture ($120.1{\pm}12.8\;vs.\;94.1{\pm}12.1$, respectively). The survival rates of frozen-thawed balstocysts that were exposed in 1.5 M ethylene glycol or 1.5 M ethylene glycol containing 0.1 M sucrose were 77.5% and 78.7%, respectively. The survival rates of blastocysts cultured for 48 h in slow freezing and vitrification was not significantly different (73.3 and 74.0%). In conclusion, in vitro developmental competence of bovine embryos was influenced on the culture medium (SOF) and culture method (Group culture). Survival rate of frozen-thawed of bovine embryos was not influenced on freezing solutions and freezing methods.

• Health Policy and Management
• /
• v.17 no.1
• /
• pp.28-49
• /
• 2007

Organizational culture has been, by and large, regarded as one of the most significant factors to manage organizations. Especially the understanding of empowerment is pivotal, leading to explain organizational cultures. For hospital workers whose services are closely related to quality and performance of their hospitals, empowerment is now called upon more than ever before. This study is intended to investigate the relationship between organizational culture types and hospital workers' empowerment levels. The data were collected from 589 hospital workers at one university hospital and two general hospitals using the self reported questionnaire from Jan.9 to Jan.20 in 2004. The findings were as follows: 1. Empowerment levels were significantly different among the four organizational culture types. Developmental culture group showed the highest empowerment score(3.74), and next were group culture(3.64), rational culture(3.62), and hierarchial culture(3.46). 2. There was a significantly positive correlation between group culture and empowerment(r=.298, p<.000), between developmental culture and empowerment(r=.295, p<.000). But there was not a significantly correlation between hierarchial culture, and between rational culture. 3. According to the multiple regression analysis, self-esteem(${\beta}$=.417, p<.001), position (${\beta}$=-.190, p<.001), self-control(${\beta}$=.185, p<.001), and age(${\beta}$=.169, p<.01) were significant among general properties for organizational empowerment. As for organizational cultures, developmental culture(${\beta}$=.165, p<.001), group culture(${\beta}$=.099, p<.01), and rational culture (${\beta}$=.063, p<.05) were significant other than hierarchial culture. In conclusion, it is necessary to promote group culture and developmental culture to enhance hospital worker's empowerment level, and this article elucidates that understanding the organizational culture embedded in each organization is important for efficient management of organization.

• International Journal of Advanced Culture Technology
• /
• v.10 no.2
• /
• pp.130-134
• /
• 2022

The purpose of this study is to examine the academic foundation of developmental rehabilitation, and the main context and criteria of the review were based on lifelong education for individuals with disabilities. As for the research method, expert consultation was formed based on literature analysis. The contents of the study presented structuring career roadmaps for individuals with developmental disabilities, establishing subject-extracurricular standards for lifelong education curriculum, adult-centered teaching and learning evidence-based practices, job majors, and data-based ILEP document certification. As a result of the study, developmental rehabilitation was valuable as an academic basis for establishing a major foundation for lifelong education for individuals with disabilities, and could be understood as a field deeply applied by convergent nature through special education, rehabilitation science, and social welfare.

• Journal of Preventive Medicine and Public Health
• /
• v.32 no.3
• /
• pp.374-382
• /
• 1999

Objectives: Organizational culture has beer important in field of organizational behavior research for the past decade. Although there has been a growing interest in the organizational culture and organizational effectiveness, there is few research in health care field. This study was carried out to investigate the relationship of organizational culture and organizational effectiveness at general hospital. Methods: Data was collected by self-administrated questionares. Organizational cultures were measured by using Likert scale. A general hospital in Kyunggi-Do was selected and survey was conducted to 675 workers. Data was analyzed with computer package, PC-SPSS. Results: There were four types of organizational culture in this hospital consensual culture, developmental culture, hierarchical culture, rational culture. Many workers recognized their culture as rational culture and developmental culture. This finding showed that the hospital had both human related and task related climate. There were some differences in recognition of sub-organizational culture by occupational group, but perceived organizational culture was in accordance with sub-organizational culture in general. Multiple regression analysis and multiple logistic regression analysis were conducted to find the relationship of organizational culture and organizational effectiveness. As a result, developmental culture showed a strong relationship with organizational commitment and job-satisfaction. Conclusions: These results showed that types of organizational culture were significantly related to organizational effectiveness and understanding the existing culture is essential to develope their organizational effectiveness.