• 한국지구과학회:학술대회논문집
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• 2003.09a
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• pp.153-154
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• 2003

• Food Science and Industry
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• v.49 no.2
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• pp.83-97
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• 2016

This review was performed to outline the food ethics to the professionals in the field of food science and industries. Food ethics is the ethics or ethical consideration concerning food; while, the keywords of food ethics are a life, happiness and the wisdom. The ultimate goal as well as the first principle of food ethics is a sustainable living of human race. In order to reach the goal a coexistence of humans and nature, coexistence of humans and humans, and the fulfillment of essential requirements of a food are needed. The needs yield six categorical imperatives such as a respect for life, preservation of nature, distributive justice without deception or fakes, prior consideration of consumer, moderation and balance neither overs nor shorts, and the assurance of safety. The core principles corresponding to the categorical imperatives include a respect for life, environmental preservation, justice, priority of consumer, dynamic equilibrium, and the priority of safety. The core principles approach is a simple, clear, and practical method in solving ethical issues. The code of food ethics is also based on the core principles.

• Health Policy and Management
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• v.9 no.1
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• pp.201-233
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• 1999

This study was carried out to find out the factors affecting on organizational commitment of hospital employees. For the purpose, the questionnaire-based research was done with 1280 hospital employees who were working in 2 university hospitals and 4 general hospitals located in Taegu City and Kyungpook Province from November 20, 1997 to December 22, 1997. The results of the study were summarized as follows. There were significant correlations among environmental variables, psychological variables, structural variables, vertical conflict, horizontal conflict, job satisfaction, and organizational commitment. By path analysis, variables such as pay, work involvement, work definiteness, met expectations, positive affectivity, distributive justice, job security, expectations before entering a hospital had significant positive effect on job satisfaction in order of size, while, vertical conflict, job opportunity, and horizontal conflict had significant positive effect on job satisfaction in order of size, while, vertical conflict, job opportunity, and horizontal conflict had signifecant negative effect in order of size. Variables such as job satisfaction, job security, work involvement, pay, vertical conflict, met expectations, distributive justice, positive affectivity, work unit control, job autonomy, and job routinization had significant positive direct effect on organizational commitment in order of size, while, job opportunity, job hazards and resource inadequacy had significant negative direct effects in order of size. It was found that the following variables, listed in order of size, had significant total effects on organizational commitment : job satisfaction, job security, job opportunity, work involvement, pay, met expectations, distributive justice, positive affectivity, job hazards, and work unit control. In considering abovc findings, it is recommended that programs for job satisfaction promotion, job security, decrease of intent to leave, work involvement promotion, adequate pay, met expectations, distributive justice, positive affectivity promotion, job hazards decrease, and work unit control grant should be implemented to increase organizational commitment.

• Health Policy and Management
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• v.5 no.2
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• pp.173-201
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• 1995

A causal model of organizational commitment on the basis of Western literature was tested with a sample of 1,164 employees from two university hospitals in Korea. The model contains three groups of determinants : environmental variables(job opportunity, spouse support, and parent support), psychological variables(met expectations, work involvement, positive affectivity, and negative affectivity), and structural variables(job autonomy, work unit control, routinization, supervisor support, coworker support, role ambiguity, role conflict, workload, resource inadequacy, distributive justice, promotional chances, job security, job hazarda, and pay). The data were colleted with questionnaires and analyzed with the LISREL maximum likelihood method. It is found that (1) the following variables, listed in order of size, have significant total effects on organizational commitment : job satisfaction, met expectations, supervisor support, job security, routinization, job opportunity, negative affectivity, work involvement, distributive justice, and promotional opportunity, (2) the model explains fifty-nine percent of the variance in organizational commitment, and (3) the link with expectancy theory is justified by the results for met expectations. Two conclusions can be drawn from these findings. First, the model of organizational commitment appears to be generalizable to Korean hospitals. Second, the model of organizational commitment should include such theoretical variables as environmental, psychological, and structural factors.

• Journal of Venture Innovation
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• v.6 no.4
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• pp.41-62
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• 2023

Given that SME workers are the driving force of national competitiveness and the basis and cornerstone of the industry, it is meaningful to study workers' job satisfaction and the factors that affect job satisfaction. In addition to variables related to corporate competitiveness and organizational justice, this study introduced variables such as environmental(E) activities, social(S) activities, and governance(G) activities, which th national government uses as major management evaluation indicators. Therefore, a literature study and empirical analysis were conducted on how self-efficacy affects job satisfaction when workers are faced with a changed work environment. To conduct this study, 300 copies of data were collected from workers in small and medium-sized enterprises and used for analysis. For data analysis, the SPSS statistical program (Ver. 25.0) was used. The study finds, first, that product or service quality and employee competency among corporate competitiveness had a significant positive(+) effect on job satisfaction. Secondly, among ESG management activities, social(S) activities and governance(G) activities were found to have a significant positive(+) effect on job satisfaction. Third, among organizational justice, distribution justice and procedural justice were found to have a positive(+) effect on job satisfaction. Fourth, self-efficacy was found to mediate the effect of product or service quality, employee competency, social(S) and governance(G) activities among ESG management activities, and procedural justice among organizational justice on job satisfaction. The academic value of this study is that it empirically analyzed the factors that ESG management activities affect workers' jobs,. As a result, it was confirmed that workers were satisfied with their jobs by actively showing interest in social(S) activities and governance(G) activities among ESG management activities and participating in corporate management. In addition, workers sensitive to changes in the external environment can become satisfied with their jobs through self-efficacy when SMEs actively enhance corporate competitiveness, execute ESG management activities, and provide a fair organizational culture. Finally, this study suggests that there's a possibility of improving the competitiveness of SMEs through a virtuous cycle created by a change in perception of job conversion and a decrease in turnover.

• Journal of the Korea Convergence Society
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• v.9 no.1
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• pp.1-8
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• 2018

This study analyzed annual final sample data from 159 companies based on firms selected as economic justice companies by Economic Justice Institute in Citizens' Coalition for Economic Justice in South Korea according to interest variables from 2005 until 2011. Analyzed results are as follows. First, higher scores in soundness and corporate social activities among CSR items suggested that corporate credit rating upgraded. This indicates that credit rating institutions give a good evaluation on their social activities and reflect them in credit rating assessment. However, environmental protection satisfaction and corporate credit rating showed the opposite results. Second, high objectivity and contribution to the economic development as well as supervision by giant auditors had substantial effects on higher corporate credit rating. In contrast, high soundness and supervision by giant auditors reduced corporate credit rating. Based on this outcome, it is estimated that there is a discriminatory response among CSR activities in terms of credit rating evaluation conducted by credit rating institution.

• Journal of Environmental Impact Assessment
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• v.14 no.5
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• pp.275-289
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• 2005

In Korea, health-related items under current EIA (Environmental Impact Assessment) system can only be found in the categories of hygiene and public health. However, environment and public health are not adequately connected and also health is underestimated even though health is an important component of environmental assessments. As a result, health is not well integrated within criteria for investigating the impacts on environment. International trends in HIA (Health Impact Assessment) to strengthen the connection between environment and health were investigated in this research. Definitions, functions, circumstances, and merits of HIA in foreign countries were compared. By collecting and analyzing international organizations' and other countries' data related with HIA and EIA, preceding conditions and execution plans were suggested to link EIA and HIA from SEA (Strategic Environmental Assessment) aspects and to successfully accomplish EIA in Korea. According to this research, EHIA (Environmental Health Impact Assessment) can predict and manage the results of economical development only under the principles of inhabitants' participation, sustainability, and social justice. EHIA should be modified and improved towards increasing regional and national capabilities. For this, preparation of adequate procedure is required to connect EIA and HIA.

• Environmental Analysis Health and Toxicology
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• v.31
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• pp.20.1-20.7
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• 2016

• Korea Journal of Hospital Management
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• v.2 no.1
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• pp.137-161
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• 1997

This study purports to investigate the determinants of propensity to stay among nursing staff working at Korean hospitals. The independent variables contains three groups of determinants: environmental variables(job opportunity, spouse support, and parent support), psychological variables(met expectations, work involvement, positive affectivity, and negative affectivity), and structural variables(job autonomy, work unit control. routinization, supervisor support, coworker support, role ambiguity, role conflict, workload, resource inadequacy, distributive justice, promotional chances. job security, job hazards, and pay). The sample used in this study consisted of 329 nurses and 175 nurse aides from two university hospitals in Seoul and its surburbs. Data were collected with self-administered questionnaires and analyzed using path analysis. The results of this study indicate that: (1) the following variables, listed in order of size, have significant positive effects on propensity to stay among hospital nursing staff: job satisfaction, met expectations, supervisor support, job security, and positive affectivity, (2) the following variables, listed in order of size, have significant negative total effects on propensity to stay among hospital nursing staff: job opportunity, negative affectivity, and rutinization, (3) the model explains 44.2 percent of the variance in propensity to stay among nursing staff working at two university hospitals, and (4) managerial support for improving the job autonomy, distributive justice, and promotional opportunity for nurse aides are needed.

• Journal of the Korean Society of Food Culture
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• v.27 no.2
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• pp.157-171
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• 2012

This study was performed to approach Korean food proverbs from the stance of food ethics. Both modern principles and traditional principles of food ethics were applied to select proverbs. The modern principles include a respect for life, justice, environmental preservation, and the priority of safety. The traditional principles were longevity and good health, poverty (escaping) and wealth (pursuing), eating luck and fortune, priority of food, virtue, and taste and quality (economics). All the principles except environmental preservation and the priority of safety have adequate food proverbs, since environmental disruption and food safety were not serious issues in the past.