• Korean Linguistics
• /
• v.77
• /
• pp.95-124
• /
• 2017

The purpose of this study is to examine aspects and causes of the change and disappearance in the Gangneung dialect vocabulary about costume. A typical example of linguistic factors that influence the change of costume vocabulary is competition with the standard language. However, costume as culture has a more powerful effect than linguistic factor. For example, the following factors lead to the disappearance: the disappearance of the referent, the inherent characteristics of the costume, the introduction of the new culture, and the change in values about costume.

• Journal of the Korean Society for Railway
• /
• v.10 no.1 s.38
• /
• pp.29-33
• /
• 2007

This paper considers the case study of the change management and business innovation of the rail construction agency fer overcoming the crisis it faced in early stage. It will provide the suitable innovation techniques of each change stage. Also, each phase it evaluated the change degree of organization culture especially by the six box model of Weisbord and the Quinn's model. For the Period of Change, organization culture will grow about 10% and harmonize with 4 competitive organization culture; community, innovation, hierarchy, product. Only, it discovered that the difference of the current culture and rho organizer' wish is considerable by the Quinn's model. It wilt be able to describe the innovation fatigue which the organizers feel in the change of organization culture. For the successful innovation, it wilt have to be managed properly and the new innovation technique will have to be developed for solving.

• Human Ecology Research
• /
• v.52 no.4
• /
• pp.405-414
• /
• 2014

The purpose of this study was to investigate the influences of organizational culture and childcare teachers' job satisfaction on their intention to change jobs. The participants of this study were 290 childcare teachers from the Busan and Gyeongnam areas. The instruments used in this study were the Organizational Culture Scale (4 factors with 16 items), Childcare Teacher's Job Satisfaction Scale (6 factors with 40 items), and Childcare Teacher's Intention to Change Jobs Scale (1 factor with 7 items). The data were analyzed by descriptive statistics, one-way analysis of variance, Pearson's product moment correlation, and stepwise multiple regression with SPSS ver. 21.0 software. The results were as follows: First, the higher childcare teachers' intention to change jobs, the lower was their monthly income, age, and career level, and the total number of children that they had to serve. Second, there were significant positive correlations between childcare teachers' intention to change jobs and their innovative, collective, and rational organizational culture. Further, there were significant negative correlations between childcare teachers' intention to change jobs and hierarchical organizational culture. and between childcare teachers' intention to change jobs and their job satisfaction. Finally, childcare teachers' intention to change jobs was found to be 46% about job satisfaction and organizational culture and was explained the most by the director's childcare center management. This study primarily suggests that a director's role is important in the lowering of childcare teacher's intention to change jobs.

• Asian-Australasian Journal of Animal Sciences
• /
• v.20 no.8
• /
• pp.1190-1195
• /
• 2007

This study was conducted to improve efficiency of a follicle culture system without reducing developmental competence of intrafollicular oocytes. Preantral follicles (100 to $125{\mu}m$ in diameter) of F1 hybrid (B6CBAF1) mice were cultured singly for 216 h in modified ${\alpha}$-MEM-glutamax medium, to which 2.5 IU/ml hCG and epidermal growth factor was added 16 h prior to the end of culture. Medium change was either performed three times (54 h interval), twice (72 h interval), once (108 h interval), or not at all (216 h interval). Maturation (progression to the metaphase II stage) of intrafollicular oocytes was detected from 4 days after culture in the three-times change treatment, while all treatments yielded mature oocytes from day 5 of culture. Compared with the three-times change, decreasing the change frequency to once did not reduce the capacity to begin maturation (germinal vesicle breakdown of 82 to 86%), to mature (78 to 79%) and to develop into blastocysts after parthenogenetic activation (29 to 32%). Morphological parameters were similar among these treatments. Except for the no medium change treatment, similar colony-forming activity of inner cell mass cells after culturing of blastocysts in leukemia inhibitory factor-containing medium was detected, while the morphology of the colony-forming cells deteriorated in the change-once treatment compared with the change twice or three-times. In conclusion, the efficiency of the preantral follicle culture system could be improved by reducing frequency of medium change up to a 72 h interval (three times in total 216 h culture) without decreasing developmental competence of oocytes.

• Journal of Digital Convergence
• /
• v.18 no.6
• /
• pp.133-141
• /
• 2020

Currently, companies are focusing on how they make their members have change-oriented organizational citizen behavior in the era of fierce competition due to the 4th industrial revolution. Therefore, this study verified how the flexible culture of adhocracy-clan plays a role in positive psychological capital and change-oriented organizational citizen behavior. A survey was conducted for employees in companies located in Daejeon-si, Sejong-si, Chungcheongnam-do, and Chungcheongbuk-do, and 394 valid questionnaires were used for analysis. The concrete analysis results are obtained from the study as follows. First, among the flexible cultures of adhocracy-clan, the innovation culture was found to have a significant effect on change-oriented organizational citizenship behavior while relationship culture was found to not directly affect change-oriented organizational citizenship behavior. Second, the flexible cultures of adhocracy-clan, the innovation culture was found to have a significant effect on the positive psychological capital. Third, the positive psychological capital was found to have a significant effect on the change-oriented organizational citizenship behavior. Fourth, the positive psychological capital was found to play a mediating role in the relation between the recognition of flexible cultures of adhocracy-clan and the change-oriented organizational citizenship behavior. Therefore, it can be said to find out the fact that the change-oriented organizational citizen behavior can appear under the fierce competition as nowadays only when the organization should establish the organization culture of innovation-relation or the members are in the positive psychological state. We expect that the future study on the type of subculture and new organizational citizen behavior will be made in the manner of classifying the unit of organizational culture into a headquarter or team for measurement.

• Journal of the Korea Safety Management & Science
• /
• v.22 no.4
• /
• pp.27-34
• /
• 2020

This investigation was carried out in Liaoning, Shandong, and Shaanxi where classified most of their geological organizations into profit organizations, which means they must implement enterprise-oriented reform immediately. The valid 311 questionnaires were collected and used to verify the serial mediating model by AMOS 23.0. Results verified the crucial mediating effects of structural and psychological empowerment between external-focused organizational culture and openness for change. Adhocracy culture positively affects employees' openness for change through three indirect paths, including one mediator and two mediators. Market culture impacts individuals' openness for change through two indirect paths, one is through structural empowerment and another one is through two mediators. The findings provide managers in geological organizations with an empowering management practice model which could promote geological industry reform effectively.

• The Research Journal of the Costume Culture
• /
• v.6 no.1
• /
• pp.46-57
• /
• 1998

The purpose of this study were to understand the traditional make-up in Korea, and investigate a method of making and using the cheek rouge, make-up trend. This study was reviewed the change of cheek rouge from the Three State to the Civilization period. The results revealed that the cheek rouge make-up was the main aspect in Korea make-up and was a product of culture, society and area. Therefore, this finding was helpful to understand the traditional make-up culture in Korea, and to express and inherite Korean beauty in the make-up.

• Journal of the Korean Wood Science and Technology
• /
• v.33 no.1 s.129
• /
• pp.63-76
• /
• 2005

Wood-culture is new paradigm which is substituted for the cement culture, and the study of wood-culture should keep pace with not only the study of a engineering science but also a sociological study to form a theory system. The purpose of this study is to suggest the method of sociological approach of the wood culture which have not yet tried at home and abroad; in view of structural-functionalism, systemical-functionalism, conflict theory, social-change theory by analyzing cases in Korea. In view of structural-functionalism, social system consists of cognition system, institution system, life system and technology system. These sub-systems fulfill the function of what-should-be, reasonability, reality and development. In view of systemical-functionalism, according to the acknowledgment and spreading proccess of the wood usefulness, wood culture system consists of the individual system, organizational system and the social system. In view of conflict theory, the society which has the wood culture can be classified into three types. The one is society which the traditional wood culture is declining and the cement culture is spreading. The other one is society which the cement culture is declining and the traditional wood culture is spreading. Another is Finally the society which the two type balance with. In view of social-change theory, the society can be classified into three types. The one is society which the wood culture is proceeding to the cement culture. The other is society which the cement culture is proceeding to the wood culture. Another is society which the wood culture changes itself. Finally, from a view of changing level, the society can be classified into three types: the micro-change, the middle-level-change, and the macro-change. It's need to study wood culture systemically in view of engineering and sociological science. And then it will be possible to make 'wood culture theory system'.

• International Commerce and Information Review
• /
• v.8 no.2
• /
• pp.229-247
• /
• 2006

The company culture is becoming usual term in business management field. That organization culture of these phenomenon becomes resource of company competitive power indeed, it is basing to logic for important leading person for elevation with systemicity. also, great many scholars do research to subject that is change management of company administration and there are not much example that companies succeed in change actually despite had announced treatise etc. This research tries to synthesize several research subjects by single model regarding confrontation(culture collision) phenomenon between culture that can happen in company through literature research and example analysis basically. Specially, try to classify and divide this by specific developing and arrange in each type with using much this culture analysis in negotiation analytics. Through this problem and suggestion point by this confrontation way in this culture negotiation side and culture risk management side of administration make try to.

• Cross-Cultural Studies
• /
• v.29
• /
• pp.153-176
• /
• 2012

This study focused on concretely how minority group's attitude accepting han-zu's culture changes. In the past, minority group's culture and han-zu's culture were acculturated spontaneously, not forcibly. But as the people's republic of china was founded and control of chinese government was intensified, control and interference of minority group area became aggressive, and acculturation became compulsory. However, after chinese economic reform, by economic affluence and modernization and urbanization according to economic affluence, acculturation of minority group's culture and han-zu's culture is changing from forced acculturation to spontaneous acculturation. Still there are some areas where mutual friction lasts because of forced acculturation. But except some areas the stream is changing rapidly to spontaneous acculturation. In the text, this study investigated process and present state of acculturation focused on hui-zu that implemented aggressive acceptance of han-zu's culture relatively early. Then this study investigated yi-zu society and cultural change focused on their spontaneous acculturation. In the modern society setting a high value on convenience and personal happiness rather than ideology and value, value of race becomes less attractive to young people of minority group who know modern civilization and convenience of city. In this respect, maybe hui-zu society is future of yi-zu society and minority group society.