• Development and Reproduction
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• v.13 no.4
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• pp.257-264
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• 2009

A neurotoxin, 6-hydroxydopamine (6-OHDA) has been widely used to create animal model for Parkinson's disease (PD) due to its specific toxicity against dopaminergic (DA) neurons. Since DA signals modulate a broad spectrum of CNS physiology, one can expect profound alterations in neuroendocrine activities of both PD patients and 6-OHDA treated animals. Limited applications of 6-OHDA injection model, however, have been made on the studies of hypothalamuspituitary neuroendocrine circuits. The present study was performed to examine whether blockade of brain catecholamine (CA) biosynthesis with 6-OHDA can make any alteration in the transcriptional activities of hypothalamus-pituitary hormone genes in adult male rats. Three-month-old male rats (SD strain) were received 6-OHDA ($200{\mu}g$ in $10{\mu}\ell$ of saline/animal) by intracerebroventricular (icv) injection, and sacrificed after two weeks. To determine the mRNA levels of hypothalamuspituitary hormone genes, total RNAs were extracted and applied to the semi-quantitative RT-PCRs. The mRNA levels of tyrosine hydroxylase (TH), the rate-limiting enzyme for the catecholamine biosynthesis, were significantly lower than those from the control group (control:6-OHDA=1:0.72${\pm}$0.02AU, p<0.001), confirming the efficacy of 6-OHDA injection. The mRNA levels of gonadotropin-releasing hormone (GnRH) and corticotropin releasing hormone (CRH) in the hypothalami from 6-OHDA group were significantly lower than those from the control group (GnRH, control:6-OHDA=1:0.39${\pm}$0.03AU, p<0.001; CRH, control:6-OHDA=1:0.76${\pm}$0.07AU, p<0.01). There were significant decreases in the mRNA levels of common alpha subunit of glycoprotein homones (Cg$\alpha$), LH beta subunit (LH-$\beta$), and FSH beta subunit (FSH-$\beta$) in pituitaries from 6-OHDA group compared to control values (Cg$\alpha$, control:6-OHDA=1:0.81${\pm}$0.02AU, p<0.001; LH-$\beta$, control:6-OHDA=1:0.68${\pm}$0.04AU, p<0.001; FSH-$\beta$, control:6-OHDA=1:0.84${\pm}$0.05AU, p<0.001). Similarly, the level of adrenocorticotrophic hormone (ACTH) transcripts from 6-OHDA group was significantly lower than that from the control group (control: 6-OHDA=1:0.86${\pm}$0.04AU, p<0.01). The present study demonstrated that centrally injected DA neurotoxin could downregulate the transcriptional activities of the two hypothalamus-pituitary neuroendocrine circuits, i.e., GnRH-gonadotropins and CRH-ACTH systems. These results suggested that hypothalamic CA input might affect on the activities of gonad and adrenal through modulation of hypothalamus-pituitary function, providing plausible explanation for frequent occurrence of sexual dysfunction and poor stress-response in PD patients.

• Asia pacific journal of information systems
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• v.21 no.4
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• pp.63-104
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• 2011

The study examines the relationships among employee's goal orientation, IT personnel competency, personal effectiveness. The goal orientation includes learning goal orientation, performance approach goal orientation, and performance avoid goal orientation. Personal effectiveness consists of personal work satisfaction and personal work performance. In general, IT personnel competency refers to IT expert's skills, expertise, and knowledge required to perform IT activities in organizations. However, due to the advent of the internet and the generalization of IT, IT personnel competency turns out to be an important competency of technological experts as well as employees in organizations. While the competency of IT itself is important, the appropriate harmony between IT personnel's business capability and technological capability enhances the value of human resources and thus provides organizations with sustainable competitive advantages. The rapid pace of organization change places increased pressure on employees to continually update their skills and adapt their behavior to new organizational realities. This challenge raises a number of important questions concerning organizational behavior? Why do some employees display remarkable flexibility in their behavioral responses to changes in the organization, whereas others firmly resist change or experience great stress when faced with the need to alter behavior? Why do some employees continually strive to improve themselves over their life span, whereas others are content to forge through life using the same basic knowledge and skills? Why do some employees throw themselves enthusiastically into challenging tasks, whereas others avoid challenging tasks? The goal orientation proposed by organizational psychology provides at least a partial answer to these questions. Goal orientations refer to stable personally characteristics fostered by "self-theories" about the nature and development of attributes (such as intelligence, personality, abilities, and skills) people have. Self-theories are one's beliefs and goal orientations are achievement motivation revealed in seeking goals in accordance with one's beliefs. The goal orientations include learning goal orientation, performance approach goal orientation, and performance avoid goal orientation. Specifically, a learning goal orientation refers to a preference to develop the self by acquiring new skills, mastering new situations, and improving one's competence. A performance approach goal orientation refers to a preference to demonstrate and validate the adequacy of one's competence by seeking favorable judgments and avoiding negative judgments. A performance avoid goal orientation refers to a preference to avoid the disproving of one's competence and to avoid negative judgements about it, while focusing on performance. And the study also examines the moderating role of work career of employees to investigate the difference in the relationship between IT personnel competency and personal effectiveness. The study analyzes the collected data using PASW 18.0 and and PLS(Partial Least Square). The study also uses PLS bootstrapping algorithm (sample size: 500) to test research hypotheses. The result shows that the influences of both a learning goal orientation (${\beta}$ = 0.301, t = 3.822, P < 0.000) and a performance approach goal orientation (${\beta}$ = 0.224, t = 2.710, P < 0.01) on IT personnel competency are positively significant, while the influence of a performance avoid goal orientation(${\beta}$ = -0.142, t = 2.398, p < 0.05) on IT personnel competency is negatively significant. The result indicates that employees differ in their psychological and behavioral responses according to the goal orientation of employees. The result also shows that the impact of a IT personnel competency on both personal work satisfaction(${\beta}$ = 0.395, t = 4.897, P < 0.000) and personal work performance(${\beta}$ = 0.575, t = 12.800, P < 0.000) is positively significant. And the impact of personal work satisfaction(${\beta}$ = 0.148, t = 2.432, p < 0.05) on personal work performance is positively significant. Finally, the impacts of control variables (gender, age, type of industry, position, work career) on the relationships between IT personnel competency and personal effectiveness(personal work satisfaction work performance) are partly significant. In addition, the study uses PLS algorithm to find out a GoF(global criterion of goodness of fit) of the exploratory research model which includes a mediating variable, IT personnel competency. The result of analysis shows that the value of GoF is 0.45 above GoFlarge(0.36). Therefore, the research model turns out be good. In addition, the study performs a Sobel Test to find out the statistical significance of the mediating variable, IT personnel competency, which is already turned out to have the mediating effect in the research model using PLS. The result of a Sobel Test shows that the values of Z are all significant statistically (above 1.96 and below -1.96) and indicates that IT personnel competency plays a mediating role in the research model. At the present day, most employees are universally afraid of organizational changes and resistant to them in organizations in which the acceptance and learning of a new information technology or information system is particularly required. The problem is due' to increasing a feeling of uneasiness and uncertainty in improving past practices in accordance with new organizational changes. It is not always possible for employees with positive attitudes to perform their works suitable to organizational goals. Therefore, organizations need to identify what kinds of goal-oriented minds employees have, motivate them to do self-directed learning, and provide them with organizational environment to enhance positive aspects in their works. Thus, the study provides researchers and practitioners with a matter of primary interest in goal orientation and IT personnel competency, of which they have been unaware until very recently. Some academic and practical implications and limitations arisen in the course of the research, and suggestions for future research directions are also discussed.

• The Korean Nurse
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• v.36 no.1
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• pp.77-96
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• 1997

The duty shifts of hospital nurses not only affect nurses' physical and mental health but also present various personnel management problems which often result in high turnover rates. In this context a study was carried out from October to November 1995 for a period of two months to find out the status of hospital nurses' duty shift patterns, and preferred duty hours and fixed duty shifts. The study population was 867 RNs working in five general hospitals located in Seoul and its vicinity. The questionnaire developed by the writer was used for data collection. The response rate was 85.9 percent or 745 returns. The SAS program was used for data analysis with the computation of frequencies, percentages and Chi square test. The findings of the study are as follows: 1. General characteristics of the study population: 56 percent of respondents was (25 years group and 76.5 percent were "single": the predominant proportion of respondents was junior nursing college graduates(92.2%) and have less than 5 years nursing experience in hospitals(65.5%). For their future working plan in nursing profession, nearly 50% responded as uncertain The reasons given for their career plan was predominantly 'personal growth and development' rather than financial reasons. 2. The interval for rotations of duty stations was found to be mostly irregular(56.4%) while others reported as weekly(16.1%), monthly(12.9%), and fixed terms(4.6%). 3. The main problems related to duty shifts particularly the evening and night duty nurses reported were "not enough time for the family, " "afraid of security problems after the work when returning home late at night." and "lack of leisure time". "problems in physical and physiological adjustment." "problems in family life." "lack of time for interactions with fellow nurses" etc. 4. The forty percent of respondents reported to have '1-2 times' of duty shift rotations while all others reported that '0 time'. '2-3 times'. 'more than 3 times' etc. which suggest the irregularity in duty shift rotations. 5. The majority(62.8%) of study population found to favor the rotating system of duty stations. The reasons for favoring the rotation system were: the opportunity for "learning new things and personal development." "better human relations are possible. "better understanding in various duty stations." "changes in monotonous routine job" etc. The proportion of those disfavor the rotating 'system was 34.7 percent. giving the reasons of"it impedes development of specialization." "poor job performances." "stress factors" etc. Furthermore. respondents made the following comments in relation to the rotation of duty stations: the nurses should be given the opportunity to participate in the. decision making process: personal interest and aptitudes should be considered: regular intervals for the rotations or it should be planned in advance. etc. 6. For the future career plan. the older. married group with longer nursing experiences appeared to think the nursing as their lifetime career more likely than the younger. single group with shorter nursing experiences ($x^2=61.19.{\;}p=.000;{\;}x^2=41.55.{\;}p=.000$). The reason given for their future career plan regardless of length of future service, was predominantly "personal growth and development" rather than financial reasons. For further analysis, the group those with the shorter career plan appeared to claim "financial reasons" for their future career more readily than the group who consider the nursing job as their lifetime career$(x^2$= 11.73, p=.003) did. This finding suggests the need for careful .considerations in personnel management of nursing administration particularly when dealing with the nurses' career development. The majority of respondents preferred the fixed day shift. However, further analysis of those preferred evening shift by age and civil status, "< 25 years group"(15.1%) and "single group"(13.2) were more likely to favor the fixed evening shift than > 25 years(6.4%) and married(4.8%)groups. This differences were statistically significant ($x^2=14.54, {\;}p=.000;{\;}x^2=8.75, {\;}p=.003$). 7. A great majority of respondents(86.9% or n=647) found to prefer the day shifts. When the four different types of duty shifts(Types A. B. C, D) were presented, 55.0 percent of total respondents preferred the A type or the existing one followed by D type(22.7%). B type(12.4%) and C type(8.2%). 8. When the condition of monetary incentives for the evening(20% of salary) and night shifts(40% of. salary) of the existing duty type was presented. again the day shift appeared to be the most preferred one although the rate was slightly lower(66.4% against 86.9%). In the case of evening shift, with the same incentive, the preference rates for evening and night shifts increased from 11.0 to 22.4 percent and from 0.5 to 3.0 percent respectively. When the age variable was controlled. < 25 yrs group showed higher rates(31.6%. 4.8%) than those of > 25 yrs group(15.5%. 1.3%) respectively preferring the evening and night shifts(p=.000). The civil status also seemed to operate on the preferences of the duty shifts as the single group showed lower rate(69.0%) for day duty against 83. 6% of the married group. and higher rates for evening and night duties(27.2%. 15.1%) respectively against those of the married group(3.8%. 1.8%) while a higher proportion of the married group(83. 6%) preferred the day duties than the single group(69.0%). These differences were found to be statistically all significant(p=.001). 9. The findings on preferences of three different types of fixed duty hours namely, B, C. and D(with additional monetary incentives) are as follows in order of preference: B type(12hrs a day, 3days a wk): day shift(64.1%), evening shift(26.1%). night shift(6.5%) C type(12hrs a day. 4days a wk) : evening shift(49.2%). day shift(32.8%), night shift(11.5%) D type(10hrs a day. 4days a wk): showed the similar trend as B type. The findings of higher preferences on the evening and night duties when the incentives are given. as shown above, suggest the need for the introductions of different patterns of duty hours and incentive measures in order to overcome the difficulties in rostering the nursing duties. However, the interpretation of the above data, particularly the C type, needs cautions as the total number of respondents is very small(n=61). It requires further in-depth study. In conclusion. it seemed to suggest that the patterns of nurses duty hours and shifts in the most hospitals in the country have neither been tried for different duty types nor been flexible. The stereotype rostering system of three shifts and insensitiveness for personal life aspect of nurses seemed to be prevailing. This study seems to support that irregular and frequent rotations of duty shifts may be contributing factors for most nurses' maladjustment problems in physical and mental health. personal and family life which eventually may result in high turnover rates. In order to overcome the increasing problems in personnel management of hospital nurses particularly in rostering of evening and night duty shifts, which may related to eventual high turnover rates, the findings of this study strongly suggest the need for an introduction of new rostering systems including fixed duties and appropriate incentive measures for evenings and nights which the most nurses want to avoid, In considering the nursing care of inpatients is the round-the clock business. the practice of the nursing duty shift system is inevitable. In this context, based on the findings of this study. the following are recommended: 1. The further in-depth studies on duty shifts and hours need to be undertaken for the development of appropriate and effective rostering systems for hospital nurses. 2. An introduction of appropriate incentive measures for evening and night duty shifts along with organizational considerations such as the trials for preferred duty time bands, duty hours, and fixed duty shifts should be considered if good quality of care for the patients be maintained for the round the clock. This may require an initiation of systematic research and development activities in the field of hospital nursing administration as a part of permanent system in the hospital. 3. Planned and regular intervals, orientation and training, and professional and personal growth should be considered for the rotation of different duty stations or units. 4. In considering the higher degree of preferences in the duty type of "10hours a day, 4days a week" shown in this study, it would be worthwhile to undertake the R&D type studies in large hospital settings.

• Korean Journal of Environmental Agriculture
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• v.15 no.1
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• pp.46-69
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• 1996

The studies were conducted to obtain the basic information of the effects of pollutants on plant species and to select the plant species showing specific responses to the pollutants. For these purposes, paraquat, ammonium, and cadmium as a source of oxidative stress, nitrogen toxicity, and heavy metal toxicity respectively were treated to the plant species. Among the tested plants, Lamiaceae, Brassicaceae, and Caryophyllaceae were tolerant to paraquat, whereas Poaceae and Asteraceae were sensitive. Especially Mosla dianthera of Lamiaceae, Hemistepta lyrata and Aster pilosus of Asteraceae, and Paspalum thunbergii of Poaceae showed higher tolerance than others. Paraquat resistance was related with life style, overwintering capacity, so perennial and biennial species showed higher tolerance than annual species. In response to ammonium, Poaceae showed higher resistance while Fabaceae and Caryophyllaceae showed sensitiveness. Weed species having tolerance to ammonium were Echinochloa crus-galli var. praticola, Panicum dichotomiflorum, Setaria glauca, Chenopodium album, and Solanum nigrum, while Mosla dianthera, Arenaria serpyllifolia and Perilla frutescens var. japonica showed sensitiveness. In the response of plant species to cadmium, Digitaria sanguinalis, Amaranthus lividus showed higher resistance, whereas Galinsoga parviflora, Plantago asiatica, Ambrosia trifida, and Paspalum thunbergii showed sensitiveness. The injured degree on germination stage by pollutants did not related with injured degree on matured stage. During germination, the root elongation was more sensitive than shoot elongation by pollutants, paraquat, ammonium, and cadmium.

• Asian Journal of Turfgrass Science
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• v.22 no.1
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• pp.65-74
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• 2008

Traffic management is becoming an important issue in turfgrass practise on golf course. The objective of this study was to investigate the combined impact of different traffic times and types of fertilization. Traffic treatment was applied in morning (AM), noon, and afternoon (PM). Fertilizers used include faster-release fertilizer (21-17-17) and slow-release fertilizers (12-6-18, 11-3-22, 20-3-20, 10-3-10). Experiment was conducted from Oct. 1 to Nov. 30, 2005 on a nursery putting green of Incheon Grand Golf Club. The growth and quality of creeping bentgrass (Agrostis polustris cv. 'Seaside II') were evaluated on visual leaf color, leaf texture, shoot density, and root length. The measurement at 20 days after treatment, turfgrass color and leaf texture showed the best result on 10-15-10 + Noon-traffic plot. Turf quality and traffic tolerance were not different at Am and Pm traffic treatment. However, traffic stress in early morning and late evening caused the most severe damage to the turfgrass. Shoot density was the highest in 10-15-10 + Noon-traffic treatment but root length was not different among treatments after 30 day measurement. Among the fertilizers, slow release fertilizer resulted in higher turf quality and traffic tolerance than fast release fertilizer, however, shoot density did not showed a significantly different. For the fast recuperation of turfgrass from traffic injury in the early winter, it is recommended to avoid early morning and late evening traffic such as cup replacement and other maintenance practise. It is also recommended to delay the first tee-up time and ending early for last tee time during cold weather season.

• Journal of Korean Home Economics Education Association
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• v.24 no.4
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• pp.19-37
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• 2012

This study aims to give a broad overview of family-related contents in home economics from the 1st national curriculum to the 2007 revised national curriculum, thereby contributing to value fulfillment, textbook research, and educational development of home economics. The findings are summed up as follows: First, this study looks at the change of family-related goals and contents in home economics tutorials by national curriculum. Family-related goals shift a focus from a member of nation to individual pursuit of happiness, and the scope of family-related contents expands from a part of family (i.e. understanding of children) to every aspect of family life. Second, family-related contents record a higher share in home economics textbooks at the later stage of national curriculum. Third, this study classifies the change of family-related contents in home economics textbooks by national curriculum into seven categories: understanding of human development, process of human development, parenting and parental roles, understanding of family and family transition, marriage and family development, family relationship and issues, and family well-being. In particular, 'understanding of human development' underscores fundamental principles between the 3rd~6th national curriculum, 'process of human development' broadens its initial focuses on infancy and the preschool period to every scope of human development after the 5th national curriculum. 'Parenting and parental role' continues to stress parental roles and duties plus childcare for infants and preschoolers. In 'understanding of family and family transition,' national curriculums show the biggest difference in family perspectives subject to social change, and later national curriculums feature various family types recently on the rise. In 'marriage and family development,' initial national curriculums construe marriage as a necessity, whereas later national curriculums emphasize it as a matter of choice intertwined with mature love and responsibility. With coming under spotlight in recent national curriculum, 'family relationship and issues' highlights communication and family views based on gender equality for family unity. 'Family well-being' constitutes a pivotal part in the 2007 revised national curriculum, and it has recently emerged as the hottest issue in the family area as it presents lifelong welfare.

• Current Research on Agriculture and Life Sciences
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• v.11
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• pp.43-54
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• 1993

This experiment was conducted at Andong county cropping season to investigate rice response and consequent changes in the physiological activities and agronomic characters of rice as affected by growth regulator treatments, and to determine how low temperature controls some plant growth mechanisms. Plant growth regulators, particularly ABA, applied to 15 DAT regardless of concentration, gave higher tar plant height and tiller number after 10days of low temperature treatment than did the untreated plant. However, the differences in plant height and tiller number among treatments diminished to plant growth. Chlorophyll content seemed to be enhanced by growth regulators under low temperature condition. The 10-day treatment of low temperature decreased chlorophyll content by more than 17% compared with the untreated control. The oxidizing activity of roots decreased sharply to 52.2a after 10 days in low temperature condition. On the other hand, ABA at concentration of $10^{-4}M$, highly attains oxiding activity of roots. Generally, plant growth regulators applied at 15 DAT under low temperature reduced grain yield more than did the untreated control which can be attributed to decreased yield components. When growth regulators were applied to booting stage, the tiller number did not show significant difference, whereas the significant difference in culm length at harvest was observed in all treatment as a result of different concentration of growth regulators. The growth regulators generally exhibited a significant effect on yield component except on panicle length. Grain yield of low temperature treated plot at booting stage was significantly influenced by application of growth regulators. This was due to decreased number of spikelet and low filled spikelet percentage. However, TIBA treatment at booting stage showed no significant differences in grain yield.

• Proceedings of the Korea Contents Association Conference
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• 2006.11a
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• pp.145-148
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• 2006

This study aimed at preventing women from suffering from health problems and stress due to excessive lookism and encouraging them to participate in sports activities to form desirable body image and eventually to live a healthy and sound life. To achieve this goal, this study formed a population with members of sports centers located in Seoul and Daejeon areas as of 2006 and made a sample of 450 participants in physical exercise at a sports center through stratified cluster random sampling and that of 450 non-participants through a survey with mothers and sisters of those students from elementary and secondary schools within the areas for sampling the participants' group, thereby analyzing the data on a total of 900 persons. A questionnaire was used as a tool to collect data; a reliability test presented weight-, health-, and figure-related factors as a=.807, a=.819, and a=.784, respectively. This study used such statistical analysis methods as t-test, One-way ANOVA, and the Analysis of Covariance to analyze data. This study produced the following conclusions through these research methods and procedure. Pticipation in physical exercise has a positive effect on body image. Pticipation in physical exercise at a sports center show higher satisfaction with body image than non-participats.

• Journal of Oral Medicine and Pain
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• v.30 no.4
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• pp.391-400
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• 2005

Special Practitioner exists based on the need for special fields that are required to manage difficult patients with specialized skills distinguished from General practitioner. The purpose of dental specialist system is to manage patients who are not treatable by general practitioner by training doctors specializing in one specific field, thereby, enhancing health of the public. Oral Medicine deals with orofacial pain, oral soft tissue disease, forensic dentistry, oral diagnosis. In these days, living environments of city life bring about increase in stress which ultimately lead to increase in prevalence of temporomandibular disorder, oral soft tissue disease, neuropathies such as trigeminal neuralgia, and hence, the number of patients seeking help of those symptoms tend to increase. The purpose of this study was to analyze the rate of referrals and the routes of patients seeking help by investigating 3,707 patients who visited Department of Oral Medicine, College of Dentistry, Yonsei University, from August, 2004 to April, 2005. The results were as follows: 1. The types of disease referred to the Department of Oral Medicine were orofacial pain, oral soft tissue disease, forensic dentistry, oral diagnosis. 2. The rate of referrals was 58.51% which implies that more than half of the patients visiting the Department of Oral Medicine were referred. 3. The types of institution which made referrals were analyzed, and as a result, dental clinics made most of the referrals with the rate of 83.23%, while that from medical or oriental medical institutions was 16.78%. 4. Among the patients who visited the Department of Oral Medicine on their own, 30.52% gained the information about the Department of Oral Medicine from internet and mass media, and from neighbors. From the above results, most of the patients visiting the Department of Oral Medicine were found to be referred not only from the field of dentistry but also from the field of medicine. These suggest that Oral Medicine manages patients who are not treatable by general dental practitioners, and medical specialists tend to cooperate with the Department of Oral Medicine to manage diseases associated with Oral Medicine. Therefore, the role of Oral Medicine can be considered to be important as a special field, and the results of this study should be considered when working out a policy of Dental specialist system on demand and supply of residents in the future.

• Korean Journal of Occupational Health Nursing
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• v.7 no.1
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• pp.5-19
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• 1998

This descriptive-correlational study was conducted to identify the major factors affecting health promoting behaviors. 344 workers who employed in four different manutacturing plants in Taegu and Kyungbuk area were selected by convenience sampling method. Data were collected from April let to April 18th, 1998 by ready structured questionaires. The purpose of this study was to offer the basic data for health promotion theory development and health promotion strategy planning. This study was based on Pender's Health Promotion Model and examined three variables health promoting behavior, self-concept and perceived importance of health. The Life Style and Health Habit Assessment scale(LHHA) developed by Pender(1982).The Self-concept scale developed by Choi(1972) and the Health Value scale developed by Wallston, Maides and Wallston(1980) were used for this study. Data was analyzed by percentage, mean. t-test. ANOVA, Pearson Correlation Coefficient, and Stepwise Multiple Regression. The major findings of this study are as follows ; 1. The average level of health promoting behavior practice was 63.2% and possible range was from 62 to 248 point. The mean score of respondent's positive self-concept was 75.8. 81.4% of respondents put a high priority on the importance of health. 2. There was a significant difference between the practice level in the category of general self care and less amount of working hours per day(P=0.000), less amount of working hours per week(P=0.000). There was a significant difference between the practice level in the category of nutrition and age(0.002), marital status(0.000), working hour per day(0.008), working hours per week(0.001), There was a significant difference between the practice level in the category of nutriton and sex(0.000), age(0.000), marital status(0.025), education level(0.000), working hours per day(0.002), working hours per week(0.006). There was a significant difference between the practice level in the category of sleep and rest and age(0.003), marital status(0.002), working hours per day(0.001), working hours per week(0.001). There was a significant difference between the practice level in the category of stress management and working hours per day(0.001), working hours per week(0.002). There was a significant difference between the practice level in the category of self-actualization and working hours per day(0.050). 3. General characteristics influencing the respodent's self-concept were level(P=0.009) and worksite(P=0.001). 4. The results of the hypothesis tests are as follows The first hypothesis, that "The respondent who have more positive self-concept will have higher scores in the practice of health promoting behavior." was supported(r=0.2973, P=0.0001). The second hypothesis that "The respondent who have higher perception level on importance of health will have higher scores in the practice health promoting behavior." was rejected(r=- 0665, P=0.2225). 5. The most important factor that affects health promoting behavior practice was working hours per week(6.0%). The combination of working hours per week, age, education level accounted for 10.0% of the variance in health promoting behavior. In conclusion, the results of this study on industrial workers supported Pender's health promotion model in partial and showed the relatedness between self concept and the practice of health promoting behavior. Further research is required to find factors influencing health promoting behaviors of industrial workers.