• Industry Promotion Research
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• v.8 no.3
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• pp.37-50
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• 2023

The purpose of this study is to study the impact of knowledge sharing behavior, self-efficacy, team collaboration, and job autonomy on organizational innovation among the smart work characteristic factors for members of small and medium-sized venture companies, and to study the differences according to generation/digital literacy level. It is to provide implications so that it can be reflected in the organizational innovation of venture companies. As a result of the analysis, it was found that knowledge sharing behavior and team collaboration had an effect on organizational innovation, while self-efficacy and job autonomy did not affect organizational innovation. In addition, as a moderating effect, it was confirmed that there were differences in self-efficacy and team collaboration according to the level of digital literacy, and differences in knowledge sharing behavior, self-efficacy, and team collaboration by generation. Therefore, in this study, we identified important influencing factors for organizational innovation according to changes in the smart work environment of small and medium-sized venture companies, and suggested ways to secure corporate competitiveness. It suggests that organizational innovation can be strengthened only by confirming the relationship between organizational innovation and finding ways to develop and utilize differentiated capabilities.

• The Transactions of the Korea Information Processing Society
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• v.1 no.2
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• pp.172-183
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• 1994

In the multidatabase systems(MDBS), local autonomy and global consistency are important issues. Global consistency could be maintained by a global concurrency control algorithm and a global recovery algorithm. In this thesis, we propose a global concurrency control algorithm to ensure local autonomy and to guarantee global serializability, and a global recovery algorithm which is possible to recover the multudatabase from any failures. The proposed global concurrency control algorithm uses bottom-up approach, based on three-level transaction processing model. It can produce a local history that the execution order of subtransactions is identical to their serialization order by using dummy-operations in the server when an indirect conflict is caused between subtransactions due to local transactions. At the global module, it can efficiently validate global serializability of global transactions by checking global serializability only for the global transactions which conflict with each other.

• CRM연구
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• v.4 no.1
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• pp.35-54
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• 2011

Organizing and maintaining customer-based online communities are becoming increasingly important in current business environment. Companies can utilize the member generated contents in developing their products and services and they can establish close relationships with their customers. This paper investigates how customer-based online communities increase individual members' contributive behaviors. Drawing on the social psychology literature, this study adopts the concept of self-discrepancy rooted in self-identity and derive an index for self-discrepancy by using the differences between actual and virtual self-identities. Furthermore, this study examines the relationship between the self-discrepancy and the anonymity-related psychological factors (autonomy, recovery, and catharsis), which in turn influence quality and quantity of contribution. Analysis of 114 respondents showed that self-discrepancy between actual and virtual selves has two different sub-dimensions (personal self-discrepancy and social sel f-discrepancy) and each dimension has different effect on the quality and quantity of contribution through the mediation of autonomy and recovery. Notably, catharsis negatively influenced quality of contribution. Theoretical and practical implications are discussed based on the major findings.

• Journal of Korean Academy of Nursing
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• v.25 no.4
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• pp.790-806
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• 1995

The present study examined the causal relationships among nurses' job environment /job characteristics(work overload, lack of autonomy, professional role conflict, interpersonal relationships), maturity, job stress, job satisfaction and turnover intention by constructing and testing a theoretial framework. Based on Katz and Kahn's (1978) theory of organizational open system and Kahn, Wolfe, Quinn, and Snoek's (1964) theory of stress, nurses' turnover intention, job satisfaction and job stress were conceived of as outcomes of the interplay between personal characteristics and work environment. Personal aspects associated with outcome variables included professional knowlege and skill, and maturity(challenge, commitment, control, responsibility). The work environment factors involved work overload, lack of autonomy, professional role conflict, and interpersonal relationships (social support). Three university hospitals located in Seoul were selected to participate. The total sample of 443 registered nurses represents a response rate of 96 percent. Linear structural relationships (LISREL) technique was used to test the fit of the proposed conceptual model to the data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently, revealing considerable explanatinal power for job stress and job satisfaction. The explanatory power of turnover intention was relatively lower than those of stress and satisfaction. In predicting nurses' stress, satisfaction and turnover intention, the findings of this study clearly demonstrated that professional role conflict might be the most important variable of the all the environmental variables and personal characteristics. The results were dis-cussed, including directions for the future research and practical implications drawn from the research were suggested.

• The Korean Society of Law and Medicine
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• v.9 no.1
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• pp.413-459
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• 2008

The Law has intervened to define rare circumstances in which a person should choose continuing life in United States. On the one hand, the law has traditionally acted to preservelife and to respect the sanctity of life. On the other hand, one's control over one's own body, and the right to determine what kind of medical care one will receive, is equally well respected and historically grounded. The competent patients have the right to forgo life-sustaining treatment, courts in United States have left many unanswered questions about the nature of that right. The right to choose to forgo life-sustaining treatment is a manifestation of a patient's autonomy interest. In United States, The Karen Quilan case gave rise to legislative activity in the host of state capitals, and several states had adopted statutes that formally recognized some forms of written directives describing some circumstances in which certain kinds of medical care could be terminated. These statues were sometimes dominated 'living will' acts, sometimes 'right to die' acts and ocasionally 'natural death' acts. Today virtually every state has produced a living will statue. In Korea, courts do not permit a terminally ill person to withhold or withdraw life-sustaining treatment. Living wills apply in case of terminal illness owing to a defect in legislation. Now In Korea, these lively dispute of legal policy on the preconditions and concrete procedure of living will act and natural death act. Through the legislation of living will act and natural death act, we should prepare some circumstances to respect patient's autonomy on the right to die. We should frame the cultural standard to make a decision of forgoing life-sustainin1g treatment under the discreet procedure.

• Journal of Korean Public Health Nursing
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• v.5 no.2
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• pp.53-66
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• 1991

The Purpose of this study is to provide the basic data necessary for the high level of nursing service and the efficiency plan of nurse's man power by analyzing job satisfaction level of public health services. The study population included all public health services(118) in health care center within Jeon Buk province. A Survey was conducted to collect data by a self-administered questionnaire from September I to December B, 1990. A Forty item questionnaire was designed to elicit data concerning how nurses feel about the factors of job satisfaction. All the data were analyzed by means of percentage, mean, anova, T-test, Pearsen's correlation coefficient. The Results of this study were summerized as follows. 1. General characteristics of PHN : age: $33.9\%\;20\~29$ years old education level: $52.6\%$ professional nursing college marital status: $75.5\%$ married religion: $50.5\%$ protestant clinical experience: $40.7\%$ no clinical experience public health nursing career: $47.9\%$ low 5years 2. Influencing factor of Job satisfaction desired duration of employment: $65\%$ needed duration, $18.3\%$ lifetime duration motives of employment: $40.8\%$ no special motive of employment desired organ of leave: $19.3\%$ public health clinic 3. Level of job satisfaction with job satisfaction components. The level of job satisfaction showed an average score 3.39 out of 5.0. Job prestige 4.09 was the highest among the components of Job satisfaction and was presented organizational requirement 3.69, Human relationship 3.66, task requirement 3.36, Autonomy 3.10, pay 2.46. 4. Level of job satisfaction with general characteristics. General characteristics(age, educational level, manital status, clinical experience, public health nursing carrier, duties, lincense and qualification) and job satisfaction was no relationship. 5. Level of job satisfaction with Influencing factor. Duration of desired employment (p<0.01) and motives of employment(p<0.001) was presented. 6. Relationship composing factor of job satisfaction and level of job satisfaction 6 components of job satisfaction was related all of job satisfaction. organizational requirement (r=0.93). Autonomy (r=0.93), Human relationship(r=0.92), task requirement (r=0.90), job prestige (r=0.83), pay (r=0.81)

• Journal of the Korea Convergence Society
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• v.6 no.4
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• pp.15-23
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• 2015

The purpose of this study is to investigate how the impact on the basic psychological needs and emotional and motor sports commitment to participate in 12 weeks of Physically Disabled wheelchair tennis class. Results: First, the basic psychological needs is a difference between groups was found in the autonomy and the relationship of the sub-factors autonomy, competence, was the difference in time measured between the castle. Second, the movement was born immersed in the measuring point to see a difference in cognitive involvement and engagement of sub-behavior factors, the mutual effects were measured at the time of the two groups and sub-factors. Third, the movement was born in sentiment appears to have overlooked the measurement point in the sub-group differences in factors such as positive emotions and negative emotions, collective and cross effects were measured at the time of the two sub-factors. Subsequent studies in qualitative research, as well as be able to induce a more active ongoing participation of the disabled being difficult to draw parallel with the subjective experience of people with disabilities, it is thought to be possible to develop a variety of programs.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.240-248
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• 2020

Over the past 20 years, brain science has developed rapidly thanks to new technologies such as functional magnetic resonance imaging (fMRI), leading to more accurate knowledge of human nature and behavioral changes. This knowledge is also actively applied in the field of management. This research aimed to gain insights into how neuroscience can be incorporated into management through the case of Midas IT Co. This construction software company has a separate organization with the purpose of studying brain science, and it makes and implements human resource management policies based on brain science. The founder Lee Hyung-woo has a humanist management philosophy, and the company's brain science research supports that philosophy. The case study method was adopted as the research method, and procedures such as interviews and direct observation, participation observation, and document information were carried out. The company's human resource management system can be explained by a brain science model called "SCARF", which combines various neuroscience discoveries. As this model suggests, the company has improved the trust and satisfaction of its members by reducing threat of status and by increasing certainty, autonomy, relationship, and fairness in the workplace, resulting in the creation of a platform for creativity, integrity, and high performance.

• Research in Community and Public Health Nursing
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• v.8 no.2
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• pp.250-261
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• 1997

In Korea, visiting nursing services in pubic health centers have been in place since 1991. The purpose of this study is to compare the job characteristics, job motivation and job performance between visiting nurses and other public health nurses. 196 subjects were sent mailed questionnaires from Aug. to Sep., 1997. The response rate was 65.3%. Data were analyzed by a SPSSWIN program with a t-test, $X^2-test$, ANCOVA. The results were as follows : 1. The level of job ability in visiting nurses was higher than that of other public health nurses, but it was an insignificant difference(t=1.5975, p=.2078). Among job characteristics, skill variety was significantly higher in other public health nurses(t=8.2121, p=.0046); autonomy and feedback were significantly higher in visiting nurses(t=8.1877, p=.0047/t=7.7026, p=.0085). 2. There was no significant difference in the level of job motivation(t=.6485, p=.4216) and in job performance between the two groups (t=2.7393, p=.0995). In job performance, general nursing and organizational jobs were significantly higher in other public health nurses (t=4.8486, p=.1288/t=9.4237, p=.0024). 3. It was reconfirmed that there was, a significant difference in the level of skill variety, autonomy and feedback in analyzing age and career as covariates. 4. Significant positive relationship was found in job characteristics and job motivation(r=.5488, p=.0000). No significant relationship was found in job characteristics and job performance(r=.0486, p=.498). Through these results, it was supported that there were differences in some of the job characteristics and job performance between visiting nurses and other public health nurses. Therefore, it is requested to redesign job standards, training programs and management styles focusing on the job characteristics of visiting nurses.

• Journal of the Korea Convergence Society
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• v.11 no.1
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• pp.131-139
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• 2020

Gamers switch their games to a new when get bored or encounter more attractive ones. Switching cost varies by gamers and depends on how they are satisfied with their current game. This study evaluates the satisfaction with current games as the miltiple basic psychological need in the self-determination theory and suggests 'needs-costs' causality research model that explain the variety of gamer's switching behavior. As the empirical test to domestic mobile gamers, the autonomy fulfillment to current game affect reversely with those of autonomy and relatedness. Those relationships between need satisfaction and perceptual switching cost vary according to their age and game genre preference. The results would be applied to understand gamers' switching behavior.