• Journal of Korea Game Society
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• v.17 no.3
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• pp.93-106
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• 2017

This study explains motivation and purpose of adolescents' game use based on Adler's individual psychology. Through in-depth interviews, it was found that the game is a field to reveal their need for approval in the social community and a means of expressing the attitude toward their life. In addition, need for approval shows a difference in adaptive/maladaptive attitude according to the social interest. This means that the role of peers, parents, and society is important in order for an individual's need for approval to produce social adaptive outcomes. It is necessary to acknowledge the game as an important area of self-actualization in which an adolescent is internalizing social interest and recognizing their self and it is required to switch from an attitude of exclusion, disdain and ignorance to an attitude of openness and tolerance and adaptive intervention.

• KIEAE Journal
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• v.17 no.4
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• pp.13-19
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• 2017

Purpose: The most important thing is to know exactly what needs users have when planning a housing. People have their own criteria that directly influence purchasing decisions when choosing a house to live in. And they select the house with the largest number of elements satisfying these criteria. This days most consumers are mostly satisfied with their material needs. And now people thinking more important motive than simply pursuing material gains. It is the most essential role in they consume consciously or unconsciously that meeting the needs of which step. And now days housing space has become a merchandise, this study check the related function of the residential space and human needs. Method: First, this study wanted to understand the housing needs, which is needs related to housing in basic needs that humans have. Second, this study wanted to understand what the requirements and the criteria for choosing housing of actual resident, who want to have changed housing. Third, This study check how to set up the direction of development in housing planning, through the comparison of the housing needs and the residential function defined above. Result: Henceforth housing should consider meet the Esteem Needs and Self-Actualization Needs, among the type of Grow-based Motivation. The functions for this are convenience, independence, economics, sociality, relaxation, and expressivity. In addition, it should be able to express oneself and recognize the value of oneself through leisure activities and interaction with neighbors. And, it should be able to move toward the direction to express that hobby activities for individual talent development in separate space.

• Journal of Home Health Care Nursing
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• v.13 no.1
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• pp.16-23
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• 2006

Purpose: The purpose of this study was to examine morale and related factors of hospital based home care nurses. Method : The subjects were 159 home care nurses from 94 hospitals and clinics which were operating home care programs around the country. Data were collected for 40days from March 14, to April 24, 2005. The questionnaire consisted of 51 items including 12 general variables and 39 items of nurses' morale. The reliability of the questionnaire by Cronbach's ${\alpha}$, was .88. Result : The level of the morale was found as mean score 2.69 in 4 point scale The high ranks of morale were self actualization($3.05{\pm}0.43$) and job satisfaction($3.03{\pm}0.43$), the factors which showed lower points were evaluation of work ($2.47{\pm}0.53$), welfare($2.42{\pm}0.42$), promotion system ($2.35{\pm}0.45$) and wages($2.23{\pm}0.54$). The level of morale according to the general variables were significantly different in such variables ; home care nursing antecedent(p = .000), motivation for job selection(p= .030), intention to quit the job(P= .000). Variables of intention to quit the job(15.7%) and home care nursing antecedent; 6.7%(p=.001) showed 22.4% of explanatory persuasion effect on level of morale. Conclusion : To improve a morale of home care nurses, the arrangement of nursing department should be consider nurse's aptitude and interest and allow them to have longer period of work in that part. Also wages, promotion system and welfare should be reformed as relevant as their career.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.5
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• pp.49-65
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• 2022

This study conducted an exploratory study based on in-depth interviews to understand the characteristics and capabilities of female entrepreneurs to promote women entrepreneurship. Therefore, in this study, through in-depth interviews with eight female entrepreneurs, the main contents of entrepreneurial attitudes (need for independence, development desire, favorable conditions), start-up entry rate, start-up motivation, start-up activities and constraints were analyzed. As a result, first, it was found that the entrepreneurial attitude of female entrepreneurs has a strong motivation for successful management based on a feeling of self-satisfaction, has characteristics that prioritize independence and self-actualization, and favorable conditions for starting a business are important. Second, it was found that women's individual differences from men and social structural factors had no significant effect on the entry rate of women. Third, it was found that the most important entrepreneurship motivation for women is the spirit of challenge, self-satisfaction, and the desire to balance work and family. Fourth, female entrepreneurs showed little difference in perception between male and female entrepreneurs in terms of resource access, but there was some discrimination in the network. Fifth, the main industries of female entrepreneurs are small businesses, and there is a tendency to be concentrated in industries with low profit margins and low growth and sales. Finally, it was found that barriers to women's entrepreneurship still exist. Based on the results of this study, the following implications are suggested. First, this study is differentiated in that it mainly identified the characteristics of women's experiences and social environments while starting a business and running a business. Second, in the case of female entrepreneurs, there is a need to spread a positive awareness of women entrepreneurship by arguing that the barriers to entrepreneurship unique to women are not high and can be sufficiently overcome. Lastly, although opportunistic start-ups based on women's social experience or management ability in work life are important for women's entrepreneurship, government support policies are needed to promote professional technology start-ups.

• Journal of The Korean Association For Science Education
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• v.18 no.2
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• pp.137-148
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• 1998

This study compared the innovative characteristics of science teachers who participated in the First Student Science Inquiry Olympic and those of science teachers who did not participate in the event. The subjects were science teachers in three groups: (1) the active participants in the Inquiry Olympic who supervised the students contestants, (2) the observers of the Inquiry Olympic who came to see the event, and (3) the ordinary teachers who did not come to the Inquiry Olympic and were sampled through stratified cluster sampling. The study instrument was a questionnaire; all the subjects received the survey questionnaire by mail. The return rate was 45%. In general, the Inquiry Olympic participants(both the student supervisors and the observers) demonstrated different characteristics from the nonparticipants in four categories. Firstly, the Inquiry Olympic participants showed higher level of self actualization, for example, interest in science education, higher inner motivation, stronger desire to innovate than did the nonparticipants. Secondly, the participants demonstrated more involvement in professional activities and greater degree of upward social mobility than the nonparticipants. Thirdly, the participants had communication behaviors different from nonparticipants, e. g.. greater leadership of public opinions, more experience of contact with the change agent, greater tendency to regard their school society as modern. Lastly, the participants had higher social status than the nonparticipants. Implications and suggestions are made for the utilization of the innovation-oriented science teachers to implement of innovations in the future.

• Korean Journal of Environment and Ecology
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• v.25 no.4
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• pp.621-630
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• 2011

This research examines the push and pull factors of temple stay in Korean national parks. 152 participants of temple stay in Woljeongsa and Guryongsa in national parks in Gangwon-do area completed a survey to access their reasons for participating in temple stay(push factors) and to evaluate how well the visiting experience performed on a selected set of attributes(push factors). Demographics of respondents were similar to the visitor characteristics of Korean national parks. The result of factor analysis identified 6 push factor domains of 'self actualization', 'health enhancement', 'nature assimilation', 'relationship elevation', 'religious experience', and 'leisure experience'. 6 pull factor domains were 'recuperative quality', 'quality of a temple stay program', 'attributes of a temple', 'user convenience', 'tourism experience' and 'accessibility and transportation'. Satisfaction level of temple stay in a national park was very high of 4.71 in a 5 Likert scale. Gangwon- Do was most preferred with the percentage of 89.2 as a suitable area for temple stay in a national park. Findings of multi-dimensional tourism motivations of temple stay in a national park that encompass nature tourism, cultural tourism and religious tourism is expected to provide useful information for the future development of a more competitive temple stay program and a marketing strategy. However, more defined successive research work is required to generalize findings of wellness oriented push and pull factors of temple stay based on nature in national parks.

• 대한공업교육학회지
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• v.38 no.2
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• pp.267-286
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• 2013

Recently, the advanced company has been sparing no efforts in improving necessary core knowledge and technology to achieve outstanding work performance. In this rapidly changing knowledge-based society, the company has confronted the task of creating a high value-added knowledge. The role of R&D workforce that corresponds to the characteristic and role of knowledge worker is getting more significant. As the life cycle of technical knowledge and skill shortens, in every industry, the technical knowledge and skill have become essential elements for successful business. It is difficult to improve competitiveness of the company without enhancing the competency of individual and organization. As the competency development which is a part of human resource management in the company is being spread now, it is required to focus on the research of determining necessary competency and to analyze the competency of a core organization in the research institute. 'H' is the semiconductor manufacturing company which has a affiliated research institute with its own R&D engineers. Based on focus group interview and job analysis data, vision and necessary competency were confirmed. And to confirm whether the required competency by job is different or not, analysis was performed by dividing members into workers who are in charge of circuit design and design before process development and who are in the process actualization and process development. Also, this research included members' importance awareness of the determined competency. The interview and job analysis were integrated and analyzed after arranging by groups and contents and the analyzed results were resorted after comparative analysis with a competency dictionary of Spencer & Spencer and competency models which are developed from the advanced research. Derived main competencies are: challenge, responsibility, and prediction/responsiveness, planning a new business, achievement -oriented, training, cooperation, self-development, analytic thinking, scheduling, motivation, communication, commercialization of technology, information gathering, professionalism on the job, and professionalism outside of work. The highly required competency for both jobs was 'Professionalism'. 'Attitude', 'Performance Management', 'Teamwork' for workers in charge of circuit design and 'Challenge', 'Training', 'Professionalism on the job' and 'Communication' were recognized to be required competency for those who are in charge of process actualization and process development. With above results, this research has determined the necessary competency that the 'H' company's affiliated research institute needs and found the difference of required competency by job. Also, it has suggested more enthusiastic education methods or various kinds of education by confirming the importance awareness of competency and individual's level of awareness about the competency.