• 한국식생활문화학회지
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• 제6권2호
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• pp.141-146
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• 1991

This is a study about Jangs presented in the Cheminyosul. Scattered yeast and purified salts are used as ingredients of Jangs. Hwangeui, Hwangjeung and Eol are scattered yeast, and Sangmanyom, Hwayom and Inyom are purified salts. According to their main ingredient, Jang can be classified Kokjang, Yukjang and Eojang. Kokjang was made from soybean and/or wheat, Yukjang made from meat, and Eojang made from fish and crustacea. Eojang is similar to Korean fish sauce, Jeot. Three kinds of Kokjang, four kinds of Yukjang and seven kinds of Eojang are described in the Cheminyosul. Generally, Jangs were fermented and ripened for one day to one hundred days. Also, most of Jangs were made in cold season except Keonjeeojang and Janghae.

• 한국식생활문화학회지
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• 제6권2호
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• pp.137-140
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• 1991

PALFAZE is one of ZE. ZE is One of the Chinese Sause. Especially PALFAZE is made from eight materials and used for the slices raw fish or raw meat. At first ZE was made from pickled vegitables that minced, or added vineger, some spices. But later when the garic-growing was spreaded it was changed to be made from minced garic, ginger mixed in vineger or added some spices, starch. Especially PALFAZE is made from garic, ginger, salt, vineger, mamanufactured plum, dried orange rind, boild chestnut, boiled rice.

• 한국식품영양과학회지
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• 제28권1호
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• pp.233-239
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• 1999

This study was performed to evaluate the effects of the supplementation of lactic acid bacterias (LAB; S. thermophilus, L. acidophilus) aluminum accumulation and function kidney in rats treated with 250 g/g aluminum sulfate for 4 weeks. Fifty male Sprague Dawley strains were divided into five groups according to the types of supplement. the control, S. thermophilus culture group(A), autoclaved S. thermophilus culture(B), L. acidophilus culture group(C) and autoclaved L. acidophilus(D). The weight gain was increased by supplementation of S. thermophilus culture(A), autoclaved S. thermophilus culture(B), L. acidophilus culture(C), autoclaved L. acidophilus culture(D), especially by supplementation of S. thermophilus cultured(A) as compared to control group. The amount of water intake was increased in control group as compared to the LAB supplemented group. The content of aluminum were decreased 19.57%, 31.25%, 37.10%, and 32.40% in kidney after supplementation of non autoclaved culture group (A,C), and autoclaved group(B,D) respectively, as compared to control group. Water balance, urine volume, and excretion of sodium and potassium decreased in LAB supplemented group and control group. Excretion of creatinine increased in control group and tendency to increased in LAB supplemented group. In conclusion, the effect of suppression of aluminum accumulation was more effective in sup plementation of S. thermophilus culture(A), and L. acidophilus culture(C) than autoclaved S. thermo philus culture(B), and L. acidophilus culture(D).

• 복식문화연구
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• 제24권2호
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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.

• 비교문화연구
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• 제29권
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• pp.153-176
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• 2012

This study focused on concretely how minority group's attitude accepting han-zu's culture changes. In the past, minority group's culture and han-zu's culture were acculturated spontaneously, not forcibly. But as the people's republic of china was founded and control of chinese government was intensified, control and interference of minority group area became aggressive, and acculturation became compulsory. However, after chinese economic reform, by economic affluence and modernization and urbanization according to economic affluence, acculturation of minority group's culture and han-zu's culture is changing from forced acculturation to spontaneous acculturation. Still there are some areas where mutual friction lasts because of forced acculturation. But except some areas the stream is changing rapidly to spontaneous acculturation. In the text, this study investigated process and present state of acculturation focused on hui-zu that implemented aggressive acceptance of han-zu's culture relatively early. Then this study investigated yi-zu society and cultural change focused on their spontaneous acculturation. In the modern society setting a high value on convenience and personal happiness rather than ideology and value, value of race becomes less attractive to young people of minority group who know modern civilization and convenience of city. In this respect, maybe hui-zu society is future of yi-zu society and minority group society.

• 지식경영연구
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• 제11권2호
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• pp.111-131
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• 2010

The purpose of this study is to categorize group of firms by using characteristics of technical innovation in telecommunication industry and to identify relationships between types of technical innovation and such contingency factors of technical innovation. The major findings of this study are summarized as follows; First, Type 1 Group (Innovative Industry Leading Group) tends to use innovative and market differentiation strategy and has more innovative C.E.O's management style and innovative culture. Second, Type 2 Group (Dependent Group on Market Change) tends to use market differentiation or cost leadership strategy and has a more conservative C.E.O's management style and non-innovative culture. Third, Type 3 Group (Small Technology Intensive Group) tends to use focused innovative strategy and has a more innovative C.E.O's management style and innovative culture. Fourth, Type 4 Group (Non-Innovative Group) tends to use focused cost leadership strategy and has a more conservative C.E.O's management style and non-innovative culture.

• 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.

• 해양환경안전학회지
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• 제19권5호
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• pp.511-517
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• 2013

해양경찰조직을 지배하는 각종의 조직문화들은 이를 인식하는 해양경찰관이 조직구성원으로서의 행동에 영향을 미칠 수가 있고, 나아가 해양경찰활동의 역할과 치안활동을 결정지을 수가 있다. 이에 해양경찰공무원의 조직문화는 전반적인 주류를 형성하는 문화가 나타날 수가 있고, 특정 개인이나 집단이 향유하고 공감하는 조직의 하위문화가 나타날 수가 있다. 이러한 해양경찰조직문화의 유형은 다양하게 나타날 수가 있는바 일반적인 조직에서 나타날 수 있는 집단문화(Group Culture), 위계문화(Hierarchy Culture), 발전문화(Development Culture), 합리문화(Rational Culture)에 대한 인식차이를 살펴보았다. 해양경찰관들의 일반적 인식에 대한 분석결과를 살펴보면 다음과 같다. 첫째, 연령에 따라 위계문화와 합리문화에서 20대 연령층의 해양경찰공무원들의 인식이 가장 높게 나타났다. 둘째, 계급에 따라 위계문화와 발전문화, 합리문화에서 차이를 보이는 것으로 나타났으며, 위계문화에 있어서는 경장 계급, 발전문화와 합리문화의 경우 경감 계급이 가장 높게 인식하는 것으로 나타났다. 셋째, 입직경로별 조직문화의 인식차이 분석결과 집단문화에서만이 차이를 보이는 것으로 나타났으며, 특히 특별채용으로 입직한 해양경찰공무원의 집단문화 경향이 낮게 나타나는 것을 알 수 있다.

• Clinical and Experimental Reproductive Medicine
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• 제43권3호
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• pp.146-151
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• 2016

Objective: This study was conducted to compare the effects of static culture, dynamic culture, and the combination of dynamic culture with specialized surfaces involving co-culture on human embryonic development. Embryos cultured using conventional static culture (SC) techniques served as a control group. We compared dynamic culture using micro-vibration culture (MVC) and micro-vibration with co-culture (MCoC), in which autologous cumulus cells were used as a specialized surface. Methods: We conducted a chart review of patients who were treated between January 2011 and November 2014 in order to compare embryonic development rates and pregnancy rates among the groups. Zygotes were cultured in micro-droplets, and embryos were subsequently selected for transfer. Some surplus embryos were cryopreserved, and the others were cultured for blastocyst development. A micro-vibrator was set at the frequency of 42 Hz for duration of 5 seconds per 60 minutes to facilitate embryo development. Results: No significant differences among the groups were present in patient's characteristics. However, the clinical pregnancy rates were significantly higher in the MVC group and the MCoC group than in the SC group. No significant differences were found in the blastocyst development rate between the SC group and the MVC group, but the blastocyst development rate in the MCoC group was significantly higher than in the SC and MVC groups. Conclusion: The clinical pregnancy rate was significantly increased by the application of micro-vibration to the embryonic cultures of poor responders. The blastocyst development rate was significantly increased by the application of MCoC to surplus embryos.

• 한국정보시스템학회지:정보시스템연구
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• 제24권1호
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• pp.45-66
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• 2015

This study empirically investigated the relationships among organizational culture, target costing, knowledge management activities, and corporate innovations. The results of this study showed that innovative and supportive culture positively affects the adoption degrees of target costing. According to the results, it was observed that target costing as well as innovative and supportive culture have a positive impact on levels of knowledge management activities(i.e., knowledge creation, sharing, storage, and application). It was also demonstrated that organizational culture has an indirect effect on activation of knowledge management activities through target costing. Thus, to enhance knowledge management activities, target costing must be aligned with appropriate types of organizational culture. In examining the impact of knowledge management activities on the frequencies of product and process innovations, no significant effect was found. Additional analyses that compare across three groups(i.e., low level group, middle level group and high level group in knowledge management activities) and between two groups(i.e., between high level group and middle level group or between high level group and low level group) were performed. The results of comparison showed that the degrees of product and process innovations are highest in high level group, but no significant differences are found in the degrees of innovations between middle level group and low level group.