• Korean Journal of Culture and Social Issue
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• v.11 no.3
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• pp.91-119
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• 2005

This study examines the perception and trust of Korean society and people among students and adults using the indigenous psychological analysis. A matched sample of 1,107 participants, consisting of 369 students, their mothers and their fathers completed a questionnaire developed by the present researchers. The results indicate that parents more likely than adolescents to hold negative views of Korean society. Adults are more likely than adolescents to view Korean society as showing high ingroup favoritism, to be insecure, to be conservative, to be corrupt, and to have social inequities. Both groups agree that Korean society is not rational nor democratic, but believe that it has the potential for progress. Second, parents are more likely to hold negative views about Korean people. Adults are more likely than adolescents of viewing Korean people as overly conscious about social face, emotional, selfish, exclusionary, and conceited. Both adolescents and their parents agree that Koreans are cooperative, full of jung (deep affection and attachment), and sincere. Third, adults are less likely to trust Korean institutions than adolescents. Adults are less likely than adolescents to trust National Assembly, political parties, and unions. Adolescents are more likely than their parents to trust family members, school friends, teachers, and government employees. These results indicate that adolescents have higher trust of Korean society and people than their parents. Fifth, the overall results indicate that both group perceive Korean society as showing high ingroup favoritism and corruption. In terms of Korean people, respondents had a more balanced view of perceiving them as highly sensitive to social face and being emotional, while also perceiving them as cooperative and full of jung. The trust of Korean institutions were generally low, especially the National Assembly and political parties. However, the trust of family was very high, followed by trust of school friends and teachers. The trust of government employees was low and this was especially the case for politicians.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.6
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• pp.105-114
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• 2022

The purpose of this study is to analyze the influence of the nation's institutional environment on start-up intention of employees and the mediating role of risk-taking propensity in the relationship between these variables. This study classified the institutional environment into institutional profile regulation, institutional profile norms, and institutional profile recognition. The research data were collected through questionnaires for office workers belonging to domestic companies, and 322 copies of questionnaire data were used for hypothesis verification, except for questionnaires that were omitted or unfaithful. The results of this study are as follows. First, institutional profile regulations and norms were positively related to start-up intention of office workers, while institutional profile cognition had no significant effect on the start-up intention. Second, institutional profile regulations and norms were positively related to risk taking, while institutional profile cognition had no significant effect on risk taking. Finally, risk taking was found to partially mediate the relationship between institutional profile regulation and start-up intention, and completely mediate the relationship between institutional profile norms and start-up intention. The theoretical implications of this study are as follows. First, this study makes a theoretical contribution in that it revealed that the country institutional profile regulation and norms are important prerequisites for start-up intention and risk taking. Next, unlike previous studies, this study makes a theoretical contribution by presenting a start-up intention model of office workers consisting of perception of the institutional environment and risk taking, which is the individual characteristic of entrepreneurs. The practical implications of this study are as follows. First, the government and local governments should strengthen regulations on institutional profiles so that start-ups can be activated. Second, the government and local governments should strengthen the norms for institutional profiles so that start-ups can be activated. Finally, the government, local governments, and educational institutions should devise measures to strengthen the risk taking of start-ups.

• Journal of the Ergonomics Society of Korea
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• v.35 no.4
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• pp.263-275
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• 2016

Objective: This paper introduces the regulatory oversight approaches and issues to consider in the course of safety culture oversight model development in the nuclear field. Common understanding on regulatory oversight and present practices of international communities are briefly reviewed. The nuclear safety culture oversight model of Korea is explained focusing on the development of safety culture definition and components, and their basic meanings. Oversight components are identified to represent the multiple human and organizational elements which can affect and reinforce elements of defense in depth system for nuclear safety. Result of validation study on safety culture components is briefly introduced too. Finally, the results of the application of the model are presented to show its effectiveness and feasibility. Background: The oversight of nuclear licensee's safety culture has been an important regulatory issue in the international community of nuclear safety regulation. Concurrent with the significant events that started to occur in the early 2000s and that had implications about safety culture of the operating organizations, it has been natural for regulators to pay attention to appropriate methods and even philosophy for intervening the licensee's safety culture. Although safety culture has been emphasized for last 30 years as a prerequisite to ensure high level of nuclear safety, it has not been of regulatory scope and has a unique dilemma between external oversight and the voluntary nature of culture. Safety culture oversight is a new regulatory challenge that needs to be approached taking into consideration of the uncontrollable aspects of cultural changes and the impacts on licensee's safety culture. Although researchers and industrial practitioners still struggle with measuring, evaluating, managing and changing safety culture, it was recognized that efforts to observe and influence licensees' safety culture should not be delayed. Method: Safety culture components which regulatory oversight will have to focus on are developed by benchmarking the concept of physical barriers and introducing the defense in depth philosophy into organizational system. Therefore, this paper begins with review of international regulatory oversight approaches and issues associated with the regulatory oversight of safety culture, followed by the development of oversight model. The validity of the model was verified by statistical analysis with the survey result obtained from survey administration to NPP employees in Korea. The developed safety culture oversight model and components were used in the "safety culture inspection" activities of the Korean regulatory body. Results: The developed safety culture model was confirmed to be valid in terms of content, construct and criterion validity. And the actual applicability in the nuclear operating organization was verified after series of pilot "safety culture inspection" activities. Conclusion: The application of the nuclear safety culture oversight model to operating organization of NPPs showed promising results for regulatory tools required for the organizations to improve their safety culture. Application: The developed oversight model and components might be used in the inspection activities and regulatory oversight of NPP operating organization's safety culture.

• Industry Promotion Research
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• v.5 no.4
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• pp.81-90
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• 2020

This study examines the pattern of changes in the funeral rites·ancestral memorial rites as stipulated in the current family rites Act and seeks to study the presentation of problems and securing effectiveness. Acts and subordinate statutes such as "Act on family rite establishment and related assistance" were enacted with the aim of rationalizing the ritual procedures of funeral rites related to the ancestral memorial rites and supporting and coordinating projects and activities for the dissemination and settlement of sound family rites to eliminate the ostentation and create a sound social atmosphere. In order to realize the true meaning of family rites the "General standards for sound family rites" were set to be solemn and simple in the process of family rites, and the government officials, employees of public institutions, organizations, and social leaders were required to take the initiative and follow the example. However, looking at the changes since the family rites Act 1969, there are regulations on gender discrimination that undermine the realization of gender equality, and the progress of education for the spread and settlement of the family rites Act has been limited in effectiveness due th lack of punishment provisions for educational institutions of all levels, In particular, even in the "Process to train funeral director" which is operated under the national qualification system, there is a lack of education on family rituals. Therefore, through this study, we intend to provide a basis for practice and developmental discussions consistent with the objectives of the establishment of laws and systems.

• Management & Information Systems Review
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• v.34 no.5
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• pp.49-69
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• 2015

The objective of this study is to understand the influence of Work-Life Balance (WLB) support system on employee engagement (organizational commitment and job commitment) and to examine the moderating effect of perceived organizational support (instrumental and emotional) on the relationship between WLB and employee engagement. To test the research model and hypotheses, this study analyzed 537 responses from employees of sample companies that were carrying out the WLB support system during the period of December 1 through 31, 2014, and the results of the analysis are as follows: First, the correlation between employee engagement (organizational commitment) and the WLB support system showed that the influence of WLB support system on employee engagement(organizational commitment) was greater in the order of growth, job, and family support system. Second, the correlation between WLB support system and employee engagement(job involvement) showed that growth and job support system had significant relationship. Third, in the relationship between WLB support system and employe engagement(organizational commitment), there was no moderating effect of perceived organizational support. Fourth, in the relationship between the WLB support system and employee engagement(the job involvement), both institutional and emotional supports factors of the perceived organizational support had moderating effects in the relationship between growth support system and employee engagement(job involvement). This study has academic significance in that it is an empirical study examining the relationship between the WLB support system and employee engagement, which has not actively investigaged in Korea.

• KSCE Journal of Civil and Environmental Engineering Research
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• v.37 no.6
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• pp.1087-1093
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• 2017

The purpose of this study is to present an empirical analysis of determinants of the amount of orders received in construction technology engineering industry sector. Regression model was applied for 5 years from 2010 to 2014 to find out how the factors affecting the amount of orders received each year are different and what trends are observed. Although common significant variables were identified that there is a difference in the impact on their orders received. Specifically, the increase in the number of orders received while reducing the impact on orders received from 2010 to 2013, 2014 showed a slight tendency to increase. And increase in the number of employees shows that the influence of order received is higher in 2014 than in 2010. In addition, the gap between the metropolitan area and the non-metropolitan area has doubled in 2014 compared to 2010, but it is also confirmed that the metropolitan area is still strong. On the other hand, in the case of licensed technology, the only statistically significant variable was the negative correlation between the amount of orders received. Although the influence declined in 2014 compared to 2011, it still had a large impact on the amount of orders received.

• Culinary science and hospitality research
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• v.21 no.3
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• pp.212-231
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• 2015

This study aims to understand the relationships between antecedents (recognition, empowerment, fair rewards, procedural justice(PJ), perceived organizational support(POS) and consequence(turnover intention(TI) of job engagement in a super deluxe hotel's F&B departments. Based on a total of 402 useful samples obtained for the empirical research, this study reviewed reliability and fitness of the research model and verified total 6 hypotheses with through the use of the AMOS statistical program. The hypothesized relationships in the model were tested simultaneously by using a structural equation model(SEM). The proposed model provided an adequate fit to the data, ${\chi}^2=668.894$(p<.001), df=373, CMIN/DF=1.794, GFI=.901, AGFI=.877, NFI=.928, CFI=.967, RMSEA=.044. The model's fit, as indicated by these indexes, was deemed satisfactory, and thus provided a good basis for testing the hypothesized paths. The results show that recognition, empowerment, fair rewards, PJ, and POS had a positive significant influence on job engagement. In addition, job engagement had a negative significant influence on TI. Through this it was confirmed that an optimized organization(working) environment reduced employees' turnover intention by increasing their job engagement level. Therefore, it is suggested that F&B departments at super deluxe hotels design various internal marketing programs from the perspective of efficient human resource management. Implications and limitations, as well as future research directions are also discussed.

• Journal of dental hygiene science
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• v.15 no.5
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• pp.603-611
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• 2015

This research is aimed at cutting off hearing loss and other harmful factors due to noise and providing basic material for noise reduction plan. As the research method, this research assessed noise by measuring acoustic pressure level and frequency in various situation of non-treatment and treatment. As the measurement result, average noise degree of high speed handpiece of non-treatment, ultrasonic waves scaler, and low speed handpiece showed 58~66 dB(A). Average noise degree of scaling of treatment, tooth elimination, and denture adjust showed 73~81 dB(A). The result is inferior to recognized standards of noise induced hearing loss. But the result of assessing this with (noise rating) NR curve was NR-73~78, which exceeded general workplace noise standard. This level can cause hearing loss when exposed to a long time. Therefore, treatment office noise during dental treatment can cause psychological and physical damage in dental clinic employees, and it is urgently required to establish systematic and active noise reduction plan.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.3
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• pp.145-155
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• 2016

The purpose of this study is to review the relationship between empowerment and innovative behavior, and the moderating effect of psychological ownership in small business. In order to verify and achieve the purposes mentioned above, questionnaire data are gathered and analysed from 315 employees in manufacturing enterprises of Kangwon-do province. Multiple regression and multiple hierarchical regression analysis were applied to test the proposed hypotheses: 1) the relationship between empowerment(meaning, autonomy, self-efficacy, impact) and innovative behavior(idea development, idea implementation), 2) the moderating effect of PO(psychological ownership for organization) on the relationship between empowerment and innovative behavior, 3) the moderating effect of PJ(psychological ownership for job) on the relationship between empowerment and innovative behavior. Empirical survey's findings are as follows; First, empowerment(meaning, autonomy, self-efficacy, impact) appeared to be positively related with innovative behavior(idea development, idea implementation). Second, there was no evidence of moderating effect of PO on the relationship between empowerment and innovative behavior. Third, meaning of work was more positively related with innovative behavior(idea development, idea implementation) in higher PJ group than in lower PJ group. Fourth, impact was more positively related with idea implementation in higher PJ group than in lower PJ group.

• Journal of Preventive Medicine and Public Health
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• v.32 no.3
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• pp.269-275
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• 1999

Background : In April 6, 1990, a male researcher who has worked at a research unit at the Basic Research Building of Seoul National University(SNU) College of Medicine admitted to SNU Hospital due to persistent fever. He was diagnosed serologically as hemorrhagic fever with renal syndrome(HFRS). Another female researcher in the same unit was also diagnosed as HFRS at the same hospital several days later. Epidemic investigation of HFRS was conducted to determine the magnitude of the problems since these two cases were strongly suspected to have laboratory-acquired infections of HFRS. Methods : All researchers and employees working at the Basic Research Building(BRB) of SNU College of Medicine as of April 1, 1996 were recruited for the study, information on symptoms of HFRS and history of contact to experimental animals were collected by self-administered questionnaires and serological tests among study subjects were also conducted by indirect immunofluorescent antibody(IFA) to hantavirus. The experimental animals were also serologically tested for infection with hantavirus by IFA. Results : Among 218 surveyed, six researchers and an animal caretaker had hantavirus antibodies above 1:20 in IFA titer. Five of seven sero-positive subjects had antibodies above 1:640 in IFA titer and had shown clinical symptoms compatible to HFRS during Jan. 1 to Apr, 20, 1996. The sero-positive persons had handled animals more frequently than sero-negative persons (OR, 19,68; 95% Cl, 1.11-350.40) and handling animals at the animal quarter at School of Public Health(SPH) had shown consistently higher risk to get infected with hantavirus irrespective of types of animals handled (OR, 4.90-6.37). Sero-positivity of rats of the aniamal quarter at BRB was 30-60%, whereas 80% of rats at SPH tested were shown sero-positivity. Conclusion: There was a epidemic of HFRS in research units of a medical school during the period from Jan. through Apr, Further investigation is needed to determine the extent and the mode of transmission of the laboratory-acquired infection with hantavirus in other research facilities.