• 한국식생활문화학회지
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• 제29권4호
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• pp.314-325
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• 2014

To contribute to the globalization of Korean food, a Korean food culture publicity event was conducted at Hayabusa Station, Tottori Province, Japan. This study investigated and analyzed recognition and preferences towards Korean food in participants at the event. The method of information acquisition was also analyzed. Most participants had prior experience eating Korean food. As for information, participants responded that they were affected by public media such as dramas, and the most effective way of getting information was participating in lectures. This study also investigated intake of 20 kinds of Korean food and found highest preferences for bibimbap, kimchi, naengmyeon, and galbigui, in that order. The main motive for participating in the Korean food culture publicity event was a desire to experience a new culture. Further, satisfaction, intention to participate, and intention to recommend Korean food were high. These attitudes had significant effects on the intention to visit Korea. In the future, Korean food culture publicity events held in foreign lands can contribute to Korean tourism.

• 한국수정란이식학회지
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• 제14권1호
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• pp.39-46
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• 1999

To establish the optimal culture systems for production of transferable embryos in Korean Cattle, pregnancy rates of IVF-derived blastocysts according to different culture media, culture method and culture duration were compared. Development of IVF-derived embryos to blastocysts was most effective in YS medium group co-cultre with cumulus cells. Blastocysts cultured for 6 to 8 d in vitro showed higher hatching rate and good quality. Pregnancy rates after transfer of IVF-derived blastocysts cultured for 7 or 8 d were high. Through our experiments, it is considered that improvement of culture media and culture method is necessary for mass production of blastocysts with excellent of good quality in Korean Cattle.

• 복식
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• 제50권
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• pp.85-96
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• 2000

The study is aimed to analyse social and cultural background and to compare the changes of the cosmetic culture in Korea and the western countries accompanied by the developemnt os the cosmetic industry in the 20th century. The cosmetic culture of Korea has kept on changing adopting the new western style make up, These changes were very closely related with the current sociocultural environments and the developments of the cosmetic industry. The analysis and comparison of Korean cosmetic culture and that of Western countries can be summarized as following: Fistly the cosmetic culture of korea came out after Korean War through the improt of western movies. Secondly at the beginning of accommodation of the western concept of beauty the standards of beauty were confused with that of traditional make up. Thirdly in terms of the history of costumes in the western cosmetic culture the trend was feminine and curve lineal style in the 1910s straight and young style in the 1920s Young elegant curve lineal style and straight-line style replaced among themselves in every 10 years and the cycle became more rapid after the 1970s and there were diversity in the cosmetic culture affected by the postmodernism Fourthly the cosmetic culture of :total fashion" was taken into consideration. Fifthly the cosmetic culture of "total fashion" was taken into consideration. fifthly the make up of Korean and that of western countries are not only a way to express of aesthetic desire for beauty but sanitary management and it is a kind of an expansion of value for management for an inner self. Now is the time to refuse the attitude of accommodation of the western cosmetic culture without any consideration. We need to rediscover our traditional cosmetic culture and cultural distinctiveness and try to mix them with the western cosmetic culture in order to develop our own peculiar style which will be able to Korean design remain in the international stage and grow further.d grow further.

• Journal of Preventive Medicine and Public Health
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• 제32권3호
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• pp.374-382
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• 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.

• 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.

• 한국항공운항학회지
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• 제23권4호
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• pp.49-56
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• 2015

The importance of safety culture improvement and transformation has highlighted since an organization's safety culture can be the causal factor of the accident. Every designated aviation training school have to manage their own SMS and will comply with the regulations specified in article 49, Korean Aviation law. In related regulations, it is specified the safety culture status and problems of an organizations must be accessed and improved. On this study, safety culture index of designated aviation training school has measured using abbreviated CASS developed by KTSA. Results from the statistical analysis, the overall safety culture average found as 3.711. Among the subindex, mean of 'Employee Empowerment' appeared the most high(3.980) and 'Reward System' appeared the most low(3.309). Service providers are able to apply the intervention strategy on the basis of the results of these measurements. The weak part of Safety Culture might be improved and this will lead the better organizational culture.

• 간호행정학회지
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• 제11권2호
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• pp.129-145
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• 2005

Purpose: This research was, by investigating the relations between the cultural types of a nursing organization in military hospital and performance, to ascertain the cultural types to be able to improve performance. Method: The date were gathered from 255 nurse officers who were in 19 military hospitals by using the self-report type of questionnaire. The period of data collection was from April 20, 2003 to July 15, 2003. For this research, the following tools were used: the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment. For data analysis the SPSS Win 12.0 program was used. Result: 1) Most of the cultural types of a nursing organization in military hospital is Relation-oriented. 2) In the relation between general the characteristics of subject and the organizational cultural type, there was a difference in the innovation-oriented, relation-oriented, hierarchy-oriented, and task-oriented culture according to nurse officers careers, hospital types, year in hospital, marital status, and unit(p<0.05). 3) In the relation between general characteristics of subject and organizational performance, there was a difference in the job satisfaction, affective commitment, transactional commitment, and normative commitment according to nurse officers careers, education, madrigal status and unit(p<0.05). 4) In the relationship between the of a military hospital were correlated with the type of each culture(p=0.00), 5) In the relation between the organizational culture type of military hospital and its performance, there was a positive correlation among job satisfaction and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with job satisfaction(p<0.05). There was a positive correlation among affective commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with affective commitment(p<0.05). There was no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture. The types to have an influence upon nurse officers' job satisfaction were relation-oriented culture and innovation-oriented culture(p=0.00). And relation-oriented culture and innovation-oriented culture were major variances for affective commitment and only relation-oriented culture was influential variance for normative commitment(p=0.00). Conclusion: The organizational culture type was found which had an influence upon nurse officers' job satisfaction and organizational commitment. These result are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• 과학기술학연구
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• 제1권1호
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• pp.5-27
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• 2001

이 글은 한국의 과학문화를 역사적으로 서술하려는 것이 아니라 앞으로 한국인이 지향하여야 하는 과학문화의 재구성을 위한 예비적 시론을 하고자 한다. 그 작업에 착수하기 위해서는 과학문화의 개념부터 규정해야 하므로 기존의 과학문화 개념들을 분류하고 이를 기반으로하여 인간화된 과학문화(Humanized Science Culture)를 잠정적 목표로 제시한다. 그 구체적인 사례 연구로서는 2061 프로젝트에 나타난 과학문화인(Science Literacy)의 개념을 분석하고 실제로 한국의 과학문화를 설계할 사람인 KDSC(Korean Designer of Science Culture)를 상정한다. KDSC는 자연인이 아니라 바람직한 한국인을 대표할 이성적 인간(理人)을 지칭한다. 따라서 KDSC가 될 수 있는 조건을 아울러 제시하고 그 요건들의 철학적 기반을 음미한다. 끝으로 KDSC의 시각에서 한국의 과학문화를 설계하고 실현하기 위한 프로그램을 개발하는데 필요할 것으로 생각되는 몇 가지를 제시한다.

• 한국콘텐츠학회논문지
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• 제9권1호
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• pp.417-427
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• 2009

본 연구에서는 현대 한국의 다문화, 다가치 사회로의 변화에 대처하고, 최근에 제기된 인문학 위기와 관련하여 이들에 대한 해결책을 마련한다는 의미에서, 한국 문화의 정체성 확립과 그 발전 방향을 모색하며, 이를 바탕으로 한국 문화콘텐츠 개발의 필요성과 방향을 논의한다. 본 연구는 두 가지 방향에서 문제의식을 갖고 연구된다. 그 하나는 오늘날과 같은 다문화, 다가치 사회에서 한국 문화의 정체성과 그 발전 방향을 모색한다는 점이고 다른 하나는 최근 제기되고 있는 인문학의 위기에 대한 논의와 더불어 문화의 기저에 있는 인문학적 지식의 중요성을 인식하고, 한국 전통 사상을 재정립하고 그것을 문화콘텐츠와 연계하여, 문화보편성으로서의 한국 문화의 정체성을 확립함과 동시에 그것의 발전 방향을 모색함이다. 본 연구에서는 한국 문화의 핵심 내용을 한국 전통 사상으로 부터 대략, 인(仁)(사랑), 화(和), 풍류정신 으로 보았다. 또한 이러한 한국 문화의 핵심 개념을 문화콘텐츠와 연계하여 영화, 음악, 만화, 에니메이션, 게임, 케릭터 개발, 한국 문화재의 디지털 복원 그리고 한국 문화 체험 프로그램 개발을 위한 기획 등의 방향을 제시한다.

• 간호행정학회지
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• 제20권2호
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• pp.206-214
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• 2014

Purpose: In this study factors affecting job satisfaction and turnover intention of nurses were explored in the context of organizational culture, self- leadership, and empowerment. Methods: Participants were 286 nurses drawn from 3 general hospitals. Data were analyzed using t-test, one-way ANOVA, Pearson correlation, and hierarchial multiple regression with the SPSS/WIN 18.0 program. Results: Significant differences in job satisfaction and turnover intention were found according to organizational culture types. Significant positive correlations were found between self-leadership, empowerment, task oriented organizational culture, relationship oriented organizational culture, innovation oriented organizational culture and job satisfaction. On the other hand, significant negative relationships were found between empowerment, relationship oriented organizational culture, innovation oriented organizational culture and turnover intention. The factors that enhance job satisfaction were found to be higher innovation-oriented organizational culture. Lower turnover intention was shown to be positively associated with relationship- or innovation oriented organization culture. Conclusion: Innovation oriented organizational culture is needed in order to raise job satisfaction and reduce turnover intention of nurses.