• Journal of the Korean Dietetic Association
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• v.2 no.1
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• pp.49-61
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• 1996

For the purpose of disclosing the relationship between job characteristics and satisfaction and organizational commitment for foodservice employees, questionnaire survey was carried out on 427 subjects of 14 general hospitals in Seoul, Korea. Questionnaire items consisted of general characteristics, organizational commitment, job satisfaction and characteristics. Data were analyzed by ANOVA, Duncan's multiple range test and Pearson correlation using SPSS PC package. The results were as follows 1. Mean score of value commitment and commitment to stay were 3.57 and 3.67. 2. There were significant differences between value commitment and age, marital status department, period and management, and between commitment to stay and experience and management. 3. Mean score of job satisfaction was the highest in co-workers(3.37) and work itself (3.37) and followed by in supervision(3.25), wage(2.43) and promotion(2.01). There were significant differences between job satisfaction for work itself and age, educational status and job department and management, between job satisfaction for wage and position, department, period and management, between job satisfaction for supervision and age, educational status and department, between job satisfaction for promotion and age, marital status, position, period, and management, between job satisfaction for co-workers and sex and educational status. 4. Mean score of job characteristics was the highest in dealing with others(4.13) and followed by in feedback(3.51), autonomy(3.29), task identify(3.07), variety(2.71) and friendship(2.47). 5. Job satisfaction for work itself, supervision and co-workers were significantly increased with increasing value commitment. Job satisfaction for work itself, supervision were significantly increased with increasing commitment to stay. Job satisfaction for promotion had negative correlation with organizational commitment in all job position. 6. Value commitment had significantly positive correlations with variety, autonomy, identity, feedback and dealing with others, and significantly negative correlation with friendship. Commitment to stay had significantly positive correlations with dealing with others, and significantly negative correlations with friendship. In all job position organizational commitment had significantly negative correlations with friendship.

• Journal of the Korean Society for Aeronautical & Space Sciences
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• v.49 no.10
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• pp.829-839
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• 2021

Autonomous system for UAVs has a capability to decide an appropriate current action to achieve the goal based on the ultimate mission goal, context of mission, and the current state of the UAV. We propose a decision-making system that has an ability to operate ISR mission autonomously under the realistic limitation such as low altitude operation with high risk of terrain collision, a set of way points without change of visit sequence not allowed, and position uncertainties of the objects for the mission. The proposed decision-making system is loaded to a Hardware-In-the-loop Simulation environment, then tested and verified using three representative scenarios with a realistic mission environment. The flight trajectories of the UAV and selected actions via the proposed decision-making system are presented as the simulation results with discussion.

• Journal of Korea Trade
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• v.25 no.7
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• pp.108-121
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• 2021

Purpose - This paper studies whether the CISG is applicable to the arbitration agreement when the validity of the arbitration agreement becomes an issue. To make the study clear, it limits the cases assuming that the governing law of the main contract is the CISG and the arbitration agreement is inserted in the main contract as a clause. Also, this paper discusses only substantive and formal validity of the arbitration agreement because the CISG does not cover the questions of the parties' capacity and arbitrability of the dispute. Design/methodology - This paper is based on scholarly writings and cases focusing on the principle of party autonomy, formation of contract and the doctrine of separability to discuss characteristic of arbitration agreement. In analyzing the cases, it concentrates on the facts and reasonings that show how the relative regulations and rules are interpreted and applied. Findings - The findings of this paper are; regarding substantive validity of arbitration agreement, the courts and arbitral tribunals consider general principles of law for the contract and the governing law for the main contract. In relation to formal validity of arbitration agreement, the law at the seat of arbitration or the law of the enforcing country are considered as the governing law in preference to the CISG because of the recognition and enforcement issues. Originality/value - This paper attempts to find the correlation between the CISG and the arbitration agreement. It studies scholars' writing and cases which have meaningful implication on this issue. By doing so, it can provide contracting parties and practitioners with some practical guidelines about the governing law for the arbitration agreement. Furthermore, it can help them to reduce unpredictability that they may confront regarding this issue in the future.

• Journal of Preventive Medicine and Public Health
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• v.52 no.5
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• pp.299-307
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• 2019

Objectives: While occupational stress has long been a central focus of psychological research, few studies have investigated how immigrant microbusiness owners (MBOs) respond to their unusually demanding occupation, or how their unresolved occupational stress manifests in psychological distress. Based on the job demands-resources model, this study compared MBOs to employees with regard to the relationships among emotional demands, job resources, and depressive symptoms. Methods: Data were derived from a cross-sectional survey of 1288 Korean immigrant workers (MBOs, professionals, office workers, and manual workers) aged 30 to 70, living in Toronto and surrounding areas. Face-to-face interviews were conducted between March 2013 and November 2013. Results: Among the four occupational groups, MBOs appeared to endure the greatest level of emotional demands, while reporting relatively lower levels of job satisfaction and job security; but MBOs reported the greatest job autonomy. The effect of emotional demands on depressive symptoms was greater for MBOs than for professionals. However, an inspection of stress-resource interactions indicated that though MBOs enjoyed the greatest autonomy, the protective effects of job satisfaction and security on the psychological risk of emotional demands appeared to be more pronounced for MBOs than for any of the employee groups. Conclusions: One in two Korean immigrants choose self-employment, most typically in family-owned microbusinesses that involve emotionally taxing dealings with clients and suppliers. However, the benefits of job satisfaction and security may protect MBOs from the adverse mental health effects of job stress.

• English & American cultural studies
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• v.10 no.2
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• pp.1-27
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• 2010

By taking the form of a fictional autobiography, a Japanese American woman writer Lydia Minatoya tries to solve the inexpressible confliction which Japanese Americans experience in their living in America. In her first published fiction, Talking to High Monks in the Snow, the writer faithfully tries to follow the Japanese I-story tradition where meandering of personal petit histories and frequent self-pities are constructed without solid action, characters and plot. Here appear many accidental others whom function as significant yet fleeting subalterns. In contrast, in the second fiction, The Strangeness of Beauty published seven years later, the I-narratives undergoes some drastic transformations by authorial intrusion, dramatic and haiku styles, and appearances of actorial agents. Just working as an invisible yet important stagehand (kuroko in Japanese) behind the stage of life, the author now handles her own self-inquiry through more controllable distance and maturity as directors or photographers often do. However, despite achieving dramatic actions and artistic elegance mainly thanks to her adoption of western masterpieces's grand narratives, Minatoya seems to stop in the midway in her tallying work of fiction with fact by delaying the larger imaginable conflict through which the temporarily gained autonomy can be turned into a disaster anytime. Nonetheless, the reader feels relieved and encouraged after recognizing the fragile Asian female self's transformation as a new, flexible and autonomous self by her unwavering contact with two contrasting cultures and providing silent minority female characters with gradually stronger and uncannier voices.

• The Korean Journal of Franchise Management
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• v.11 no.4
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• pp.31-44
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• 2020

Purpose: The purpose of this study is to examine the effects of CEO's self-determination on entrepreneurship, business performance (operational and financial performance). Also, this research provide some strategic insights for improving business performance. In the proposed model, self-determination consists of autonomy, competence, and relatedness, and entrepreneurship consists of innovation, initiative and risk sensitivity, and proactiveness. More specifically, this study proposes a framework that entrepreneurship and operational performance will play mediating roles between self-determination and financial performance. Research design, data, methodology: In this study, an online survey was conducted on SME CEOs for analysis, and a total of 122 samples were used. In the analysis process for hypothesis verification and evaluation, frequency analysis was first performed to identify the demographic characteristics of the respondents, and confirmatory factor analysis was conducted to assess the reliability and validity of the measurement model. In addition, a structural model analysis was conducted to examine the structural relationships between CEO's self-determination, entrepreneurship, and business performance (operational and financial performance) using SmartPLS 3.0. Results: The findings and summary are as follows. First, the autonomy of self-determination has a positive effect on entrepreneurship. Second, the competence of self-determination affects entrepreneurship and operational performance. Third, it affects the innovation, initiative and risk sensitivity of the CEO's entrepreneurship, and ultimately, its operational performance. The results show that the business performance of Start-up also increases when self-determination can be a factor in increasing entrepreneurship in three sub-dimensionalities. Conclusions: The conclusion of this study is that in order for SMEs to develop into a sustainable company by securing competitiveness after start-up, external motivation such as external help and support from the state (local government) is important, but competence and relationship, which are components of self-determination. The intrinsic motivation of the CEO may be more important. To this end, CEO's should prioritize learning for competency development, and the government should pay attention to providing various educational programs through establishment of education policies and education systems to enhance the competency of start-up CEO's.

• The Korean Journal of Franchise Management
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• v.11 no.4
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• pp.7-15
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• 2020

Purpose: The purpose of this study is to clarify the role of decoupling between job characteristics, innovation behavior, and innovation resistance in order to seek ways for companies to survive and grow continuously through innovation activities in various uncertain situations. Research design, data and methodology: A total of 263 valid questionnaires were collected and used for analysis for employees working at the company. For the analysis, simple and multiple regression analysis, and 3-step mediated regression analysis were conducted using SPSS 24.0 and AMOS 24.0. Results: First, it was found that skill variety, task identity, autonomy, and feedback increase decoupling, and decoupling increases innovation resistance. In addition, it was confirmed that decoupling had a mediating effect between job characteristics and innovation resistance excluding task significance. Finally, it was found that task significance and feedback increase innovation behavior, and decoupling and task identity increase innovation resistance, but feedback can alleviate innovation resistance. Conclusions: As a result of the analysis, the fact that job characteristics excluding task importance have a positive effect on decoupling means that there are two sides of job characteristics perceived by employees. In other words, it means that the results of analysis on the jobs that the company assigns to its members may not be effective. In addition, decoupling, a phenomenon that seems to be accepting on the outside, but perceives that it is negative on the inside, means that there is a possibility to reject innovation. Therefore, prior to carrying out innovation activities, companies should give clear job specifications and meanings for the job and give them autonomy when assigning jobs to their members. In order to provide appropriate feedback, the company must design, operate, and provide feedback. It was found that there was a need to review the overall effectiveness. In addition, efforts such as strengthening corporate-level fairness, maintaining psychological contracts, and realizing authentic leadership should be preceded to reduce decoupling.

• Journal of Korean Clinical Nursing Research
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• v.15 no.2
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• pp.23-35
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• 2009

Purpose: The objectives of this study were to investigate the degrees of emotional labor and the effects of Type A personality, emotional expressiveness, job stress, and social support on the emotional labor among clinical nurses. Methods: The subjects of this study were the clinical nurses working at the general hospital in Seoul. The subjects were selected by quota sampling in consideration of the length of employment and the working units. The self-reported questionnaires were administered to 286 clinical nurses and the data were analyzed with SPSS 12.0 software Results: The level of emotional labor of the subjects was revealed moderate to high. Significant explanatory variables of the degrees of emotional labor included psychological job load, the lack of job autonomy, and role conflicts. These three variables demonstrated the explanatory power of 11.4% of the emotional labor. Conclusion: The findings suggested that the intervention program intervening emotional labor should be developed in order to improve psychological job load, the job autonomy, and role conflicts among clinical nurses.

• International Journal of Advanced Culture Technology
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• v.11 no.2
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• pp.82-108
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• 2023

As tension escalates between the US and China, scenarios for maintaining peace in Northeast Asia imply that secondary powers will perceive increasing incentives to reappraise their respective international roles. This analysis proposes that an analysis of France's Cold War role in Europe and the world under President Charles de Gaulle provides insights into conflict management in an increasingly multipolar international political environment. Their respective interests in preventing a so-called new Cold War emerging between the US and China include avoiding its excessive economic costs, if only because China is a massive trade partner. This study engages in theoretical framework-informed process tracing of de Gaulle's role. It explicates the assumptions that functionally underpinned de Gaulle's policy of soft balancing between the US and China. The analysis explores de Gaulle's contribution to the decay of the Cold War. It illuminates de Gaulle's contribution to a regional international environment that made West German Chancellor Willy Brandt's Ostpolitik strategy more feasible politically. This study applies these findings in the formulation of strategy recommendations focusing on Japan. Valid inferences regarding the predominant motivations driving American and Chinese international interaction are necessary for this task. To the extent to which the US and China have entered into a conflict spiral, Japan's hedging towards Washington is further incentivized. Tokyo would necessarily need to convince the Chinese that Japan is no longer Washington's unsinkable aircraft carrier off its coast. Tokyo, like de Gaulle's France, would maintain close relations with Washington, but it would need to project to its interlocutors its commitment to its own strategic autonomy. Tokyo's emphasis on closer relations with liberal democratic Indo-Pacific actors would potentially fit well with a commitment to strategic autonomy to defend the global liberal order.

• Korean Journal of Social Welfare Studies
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• v.42 no.4
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• pp.329-363
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• 2011

This study is on the influence of organizational climates on social workers' professionalism in Social Welfare Centers, based on measurements of the recognition levels provided by the organizational climates. I collected 570 samples from social workers who are presently working at social welfare centers, and analyzed the data using T-test, ANOVA and Hierarchical Regression Analysis. The results of this Study are: I researched the effect of organizational climates on the professional capability and ethical responsibility of social workers in the Social Welfare Centers. First, from theoretical considerations, I controlled for the general variables which affected the observed professional capability and ethical responsibility of social workers (Level 1). And then, I examined the explanatory results to see the effect of the organizational factors (Level 2). Through Hierarchical Regression Analysis, the level one analysis showed the effect of the general factors on professional capability (4.4 %) and ethical responsibility (3.3%). The level two analyses showed the added effect of the organizational factors on professional capability (21.4 %) and ethical responsibility (21.1%). By adding the organizational factors, the R2 of professional capability increases 17% and that of ethical responsibility increases to 17.8%. These results are statistically significant. The level two organizational factors significantly affecting professional capability were Autonomy, Supervision, Task Assignment, position and work place. Ethical responsibility was affected significantly by level two organizational subcategory factors of Autonomy, Supervision, Task Assignment, gender and education level and work place. Incentive didn't have any effect on the professional capability or ethical responsibility.