• Asian-Australasian Journal of Animal Sciences
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• v.16 no.4
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• pp.498-503
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• 2003

Luteinizing hormone as other glycoprotein hormones is characterized by a heterodimeric structure composed a common $\alpha$-subunit noncovalently linked to a specific $\beta$-subunit. The correct conformation of the heterodimer is important for efficient secretion, hormonal-specific post-translational modifications, receptor binding and signal transduction. To determine whether $\alpha$- and $\beta$- subunits can be synthesized as a single polypeptide chain (tethered-bLH and -bFSH) and also display biological activities, the tetheredbLH and -bFSH molecules were constructed and transfected into chinese hamster ovary (CHO-K1) cells. LH and FSH activities were assayed by using the human embryonic kidney (HEK) 293 cells expressing rat LH and FSH receptor genes. The tethered-bLH and - bFSH proteins were efficiently secreted and showed a similar activity to the dimeric bovine LH and FSH $\alpha$/$\beta$ wild type and native purified from bovine pituitary. The tethered-molecules can be permit development of potent new analogues that stimulate ovarian development. Taken together, a single-chain analog can also be constructed to include additional hormone-specific bioactive generating potentially efficacious compounds. These data indicate the potentiality of the single chain approach to further investigate structurefunction relationships of LH and FSH.

• Journal of Korean Clinical Nursing Research
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• v.20 no.2
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• pp.236-245
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• 2014

Purpose: Preventing frequent change and discontinuation of the nurses' carrier is one of major issues for human resource management in a health organization (HO). This study was conducted to get evidences for improvement nursing manpower management and career development of the clinical nurses through investigating affecting factors to their career withdrawal intention (CWI). Methods: A self-report questionnaire survey was conducted on the subjects of the 590 clinical nurses with more than one year tenure from the eight hospitals in Busan city during December, 2013. Data analysis was performed using SPSS program (ver 20.0) and AMOS program (ver 20.0) for structural modeling. Results: Career satisfaction (CS) showed positive(+) effects, and increased with higher job adequacy (${\beta}=.139$, t=2.676, p=.007), job autonomy (${\beta}=.260$, t=4.815, p<.001), and career planning (${\beta}=.301$, t=5.797, p<.001). Career commitment (CC) showed positive(+) effects, and increased with higher job adequacy (${\beta}=.107$, t=2.280, p=.023), job autonomy (${\beta}=.257$, t=5.035, p<.001), career planning (${\beta}=.232$, t=4.717, p<.001), and career satisfaction (CS)(${\beta}=.123$, t=2.293, p=.022). CWI showed negative(-) effects and increased with lower CC (${\beta}=-.906$, t=-15.72, p<.001). Conclusion: Results indicate that CC and CS have important mediating roles between job adequacy, job autonomy, career planning and CWI. As CC directly influenced CWI, there is a need to strengthen CC to prevent frequent changes and discontinuation of nurses' careers and to contribute to productivity HO's.

• The Korean Journal of Franchise Management
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• v.10 no.2
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• pp.33-47
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• 2019

Purpose - The purpose of this study is to classify and analyze existing studies from various angles through systematic literature review of how human resources development has been researched in the domestic franchise business. These studies are intended to suggest the direction in which human resource development research should be conducted in the future in the franchise business. Research design, data, and methodology - This study is based on systematic literature review methodology. It has gone through the process of subject language setting, literature search routing, search term selection, literature selection, literature classification and literature analysis. The systematic literature review identified 59 peer-reviewed dissertations and scientific journal publications on the subject of HRD in Korea franchise business. Result - This study analyzed by research methods, research industries, research population and dependent variable using the systematic review process. The literature studied in the 2000s mainly led to research on education and training of franchise employees in beauty franchise business. In the literature studied since 2010, human resources development was mainly studied in the supervisor in the restaurant franchise business, and in the study of competence rather than education and training. According to the research methods, statistical methods were mostly relatively simple, such as t-test or one-way distribution analysis until the 2000s, and after 2010, in-depth and structural studies using multiple return analysis, structural method analysis, path analysis, multi-dimensional scale analysis, AHP, etc were conducted. When classified by study dependant, early research until the 2000s focused on the study of education and training, which is an independent variable, on the satisfaction of education programs, job satisfaction, and immersion. On the other hand, studies conducted since 2010 have produced more complex results using various medium variants, and those related to management performance and relationship performance have been mainly studied, rather than the satisfaction of the education itself. Conclusions - While the domestic franchise business is expanding in terms of quantity, such as the number of franchises and franchises, the development in terms of quality for the joint growth of franchises and franchisees is still lacking. In order for the franchisee to continue to grow with each other, the franchisee must identify and develop their current performance or expected capabilities through capacity modeling at various targets and levels.

• Journal of the Korea Society of Computer and Information
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• v.23 no.11
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• pp.159-165
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• 2018

In this study, it is analyzed that keywords of the interest in the 4th industrial revolution for science and Technician K women's university students, areas to prioritize in the strategy of 4th industry revolution, to research compare analyze the recognition of science technology such as the most necessary education, human resource development of universities and companies in Korea and abroad according to the technology trend required in the 4th Industrial revolution era and which area to prepare for the 4th industrial revolution. The survey result shows different thoughts of science and Technician(KOFST) and the women university students. In the 1) 4th industrial revolution, the 96% of former are interested, while 60% of latter are interested. And in the most used keywords, the former group used AI(24%), Fusion new industry(21%) the most, while the latter group used AI(34%), Robot(18%). And, 3) in the strategic priority, the science technology experts are interested in education, R&D system innovation(27%), IoT, Information and Communication(26%) and the university students are interested in IoT, Information and Communication(31%), AI(28%). Finally, 4) the science technology experts thought of Autonomous Vehicle(20%), 3D Printer(7%), AI(16%) important, while the women university students thought of AI(27%), VR/Augmented Reality(17%), and Autonomous Vehicle(16%) the most necessary education. In the 4th industrial revolution, we need people with ability to solve complicated problems with creativity based on understanding and absorbing new knowledge and thinking of converged idea.

• Korean Journal of Agricultural Science
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• v.43 no.4
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• pp.670-677
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• 2016

The $6^{th}$ industrialization of agricultural areas, which is the strategy to combine the 2nd industry and the 3rd industry with the 1st industry, is one of the main policy strategies of the inistry of agriculture, food and rural affairs in Korea. This policy strategy focuses on the promotion of small- and medium-size farmers or business firms including agricultural management organizations. Even though various policy programs have been implemented for the $6^{th}$ industrialization of agricultural areas, many agricultural management organizations still claim problems. The purpose of this paper is to analyze the actual conditions of policy programs for the $6^{th}$ industrialization of agricultural areas and to suggest a development plan for the $6^{th}$ industrialization policy for agricultural producers. Especially, we focus on the point of view of agricultural management organizations in Chungnam region. The results of this study present some findings as follows: first, the $6^{th}$ industrialization policy in the agricultural area needs to aim at improving software systems, including human resource systems. Second, the policy programs should focus on improving resident's welfare through building more public facilities and amenities. Third, a strategy of selection and a focus on long-term programs are required to increase the efficiency of policy programs for the $6^{th}$ industrialization of agricultural areas.

• Health Communication
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• v.13 no.2
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• pp.175-183
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• 2018

Purpose: The purpose of this study was to compare communication competence, nursing professionalism, work environment and job satisfaction between outpatient nurses and ward nurses, and to identify the correlation among variables. Methods: The participants were 90 outpatient nurses and 98 ward nurses at the two general hospitals. Data were collected using self-administered questionnaires. Data were analyzed using descriptive statistics, ${\chi}^2-test$, independent t-test and Pearson's correlation coefficient. Results: There were statistically significant differences between two groups in nursing professionalism, possibilities for development, commitment to the workplace, social support from colleagues, social community at work and job satisfaction, outpatient nurses showed higher level than ward nurses except commitment to the workplace. The work environment variables and nurses' job satisfaction were mostly correlated. Job satisfaction showed significant negatively correlated with quantitative demands, emotional demands and role conflicts in both groups nurses. Conclusion: These findings showed that nursing work environments were the most important factor for job satisfaction of both group nurses. Therefore, it is necessary to put efforts in improving nursing work environment and to develop diverse strategies for human resource management.

• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.1
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• pp.23-34
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• 2022

Purpose - Once individuals in an organization don't comprehend with each other's culture and their interaction context differ, there is a bigger danger of poor communication in the organizations. Therefore, people must have a sufficiently comparable interpretation of data, communicative acts and the office itself. For this reason, the purpose of this study is to investigate the relationship between organizational culture and employee communication. Research design, Data, and methodology - The present researcher used categorization matrix development to review data for content. Additionally, the present researcher coded the data to correspond with the identified categories. The role of the categorization matrix is to ensure that the categories hardly represent the concepts and thus validating the findings of the study. Result - The findings from prior resources shows that the role of organizational culture on employee communication satisfaction is a pertinent issue that must be addressed and analyzed to help organizations make the desired profits and productivity. This study provides five solutions between organizational culture and employee communication satisfaction. Conclusion - This study concludes that every employee performs well where they think they are being appreciated and their efforts are rewarded. On the other hand, different organizations have instilled different organizational cultures to ensure they promote the level of satisfaction of their employees in order to yield them an improved employee performance and overall organizational performance.

• Convergence Security Journal
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• v.22 no.4
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• pp.35-44
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• 2022

Among the five promotion strategies of Defense Innovation 4.0(DI 4.0), the military structure/operation optimization strategy aims to innovate the military structure based on advanced science&technology(S&T), and to integrate advanced S&T in the field of defense operation such as education&training and human resource development. As the future battlefield expands to AI-based unmanned/robot combat systems, space, cyberspace, and electromagnetic fields, it is necessary to train officers with the capabilities required in these battlefields. It is necessary to develop capabilities from junior officers who will lead the future battlefield to operating core advanced power based on the 4^th industrial revolution S&T. We review the education system of the military in universities and propose a method of redesigning the education system that is compatible with DI 4.0 and can develop technology-intensive capabilities based on advanced S&T. We propose a operation plan of major and extra-programs that can develop the capabilities of junior officers required for the future battlefield, and also suggest ways to support the army's practical training.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2017.10a
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• pp.630-634
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• 2017

The importance of SW quality is also rising as the usage of SW is increased in the areas of society. The development of SW quality competency of the human resource is essential for ensuring the quality of SW product, and the details of it should be reflected firstly in the demands of industrial sites. In this paper, the needs assessment and the training priorities were identified by IT Test and IT Quality Assurance based on National Competency Standards(NCS). T-test, Borich's need assessment model, and the Locus for Focus Model were conducted for determining training priorities. As a result, top and post training priorities were drawn from the redundancy check and some related implications were suggested.

• Korean small business review
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• v.31 no.2
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• pp.19-37
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• 2009

The purpose of this research is to explore differences between small and medium-sized companies and large-sized companies in the impact of human resource innovativeness(HRI), learning orientation(LO), and HRI-LO interaction on innovation effect and business performance. Although learning orientation has long been considered as a key factor influencing good performance of a business, little research was devoted to exploring the effect of HRI-LO interaction on innovation effect and business performance. In this study, it is investigated whether there is a synergy effect between innovative human workforce and learning orientation corporate culture, in addition to each by itself, to generate good business performance as well as a success of new innovations in the market. Research hypotheses were as follows, including H1) human resource innovativeness(HRI), learning orientation(LO), and interactions of HRI and LO(HRI-LO interaction) positively affect innovation effect, H2) there is a difference of the effect of HRI, LO, and HRI-LO interaction on innovation effect between large-sized and small-sized companies, H3) HRI, LO, HRI-LO interaction, innovation effect positively affect business performance, and H4) there is a difference of the effect of HRI, LO, HRI-LO interaction, and innovation effect on business performance between large-sized and small-sized companies. Data were obtained from 479 practitioners through a web survey since the web survey is an efficient method to collect a national data at a variety of fields. A single respondent from a company was allowed to participate in the study after checking whether they have more than 5-year work experiences in the company. To check whether a common source bias is existed in the sample, additional data from a convenient sample of 97 companies were gathered through the traditional survey method, and were used to confirm correlations between research variables of the original sample and the additional sample. Data were divided into two groups according to company size, such as 352 small and medium-sized companies with less than 300 employees and 127 large-sized companies with 300 or more employees. Data were analyzed through t-test and regression analyses. HRI which is the innovativeness of human resources in the company was measured with 9 items assessing the innovativenss of practitioners in staff, manager, and executive-level positions. LO is the company's effort to encourage employees' development, sharing, and utilizing of knowledge through consistent learning. LO was measured by 18 items assessing commitment to learning, vision sharing, and open-mindedness. Innovation effect which assesses a success of new products/services in the market, was measured with 3 items. Business performance was measured by respondents' evaluations on profitability, sales increase, market share, and general business performance, compared to other companies in the same field. All items were measured by using 6-point Likert scales. Means of multiple items measuring a construct were used as variables based on acceptable reliability and validity. To reduce multi-collinearity problems generated on the regression analysis of interaction terms, centered data were used for HRI, LO, and Innovation effect on regression analyses. In group comparison, large-sized companies were superior on annual sales, annual net profit, the number of new products/services in the last 3 years, the number of new processes advanced in the last 3 years, and the number of R&D personnel, compared to small and medium-sized companies. Also, large-sized companies indicated a higher level of HRI, LO, HRI-LO interaction, innovation effect and business performance than did small and medium-sized companies. The results indicate that large-sized companies tend to have more innovative human resources and invest more on learning orientation than did small-sized companies, therefore, large-sized companies tend to have more success of a new product/service in the market, generating better business performance. In order to test research hypotheses, a series of multiple-regression analysis was conducted. In the regression analysis examining the impact on innovation effect, important results were generated as : 1) HRI, LO, and HRI-LO affected innovation effect, and 2) company size indicated a moderating effect. Based on the result, the impact of HRI on innovation effect would be greater in small and medium-sized companies than in large-sized companies whereas the impact of LO on innovation effect would be greater in large-sized companies than in small and medium-sized companies. In other words, innovative workforce would be more important in making new products/services that would be successful in the market for small and medium-sized companies than for large-sized companies. Otherwise, learning orientation culture would be more effective in making successful products/services for large-sized companies than for small and medium-sized companies. Based on these results, research hypotheses 1 and 2 were supported. In the analysis of a regression examining the impact on business performance, important results were generated as : 1) innovation effect, LO, and HRI-LO affected business performance, 2) HRI by itself did not have a direct effect on business performance regardless of company size, and 3) company size indicated a moderating effect. Specifically, an effect of the HRI-LO interaction on business performance was stronger in large-sized companies than in small and medium-sized companies. It means that the synergy effect of innovative human resources and learning orientation culture tends to be stronger as company is larger. Referring to these result, research hypothesis 3 was partially supported whereas hypothesis 4 was supported. Based on research results, implications for companies were generated. Regardless of company size, companies need to develop the learning orientation corporate culture as well as human resources' innovativeness together in order to achieve successful development of innovative products and services as well as to improve sales and profits. However, the effectiveness of the HRI-LO interaction would be varied by company size. Specifically, the synergy effect of HRI-LO was stronger to make a success of new products/services in small and medium-sized companies than in large-sized companies. However, the synergy effect of HRI-LO was more effective to increase business performance of large-sized companies than that of small and medium-sized companies. In the case of small and medium-sized companies, business performance was achieved more through the success of new products/services than much directly affected by HRI-LO. The most meaningful result of this study is that the effect of HRI-LO interaction on innovation effect and business performance was confirmed. It was often ignored in the previous research. Also, it was found that the innovativeness of human workforce would not directly influence in generating good business performance, however, innovative human resources would indirectly affect making good business performance by contributing to achieving the development of new products/services that would be successful in the market. These findings would provide valuable managerial implications specifically in regard to the development of corporate culture and education program of small and medium-sized as well as large-sized companies in a variety of fields.