• Journal of Information Technology Services
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• v.20 no.4
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• pp.53-68
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• 2021

Many organizations try to hire and retain a well-trained workforce to get their security level of IT assets and networks. However, most academic studies have focused on only how many workforces are needed to keep the secure function. We have to transit to other aspects of cybersecurity HRM studies because well-training workforces are not the problem of numbers but the quality. This study proves how the person-job fit and the work values impact job satisfaction of the cybersecurity workforce in early careers who graduated school recently and have a high turnover intention. The results of this study provide a lot of practical implications regarding job satisfaction of the cybersecurity workforce in an early career as follows. First, the major-job fit of the cybersecurity workforce doesn't influence job satisfaction, unlike other studies. Second, what graduates learned in college is little helpful in hands-on work, so retraining the cybersecurity workforce in an early career is very important. Third, the cybersecurity HRM plans have to center on realizing the self-realization of workforces to improve job satisfaction.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.3
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• pp.191-206
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• 2020

Although several studies have been conducted on unification and the life of North Korean refugees, there have been few studies comparing the characteristics of North Korean refugees with South Korean workers, in terms of human resources in business administration. By considering the limitations of these prior studies, this study analyzed whether there are differences in factors affecting organizational commitment and turnover intention through a group comparative analysis between North Korean refugees and South Korean workers. For a comparative analysis between the two groups, we recruited 145 workers from North Korea and 213 South Korea-born workers. We found the following results with a multi-group structural equation model. We confirmed the measurement homogeneity by ensuring that both groups were equally aware of the measurement tools affecting organizational commitment and turnover intentions. As a result of testing the homogeneity of measurement, we also confirmed that there was a significant difference in optimism between the two groups; optimism affects organizational commitment and among social supports, affectionate support and interaction support affect organizational commitment. Analyzing the path between the two groups, we first were able to find that optimism influenced organizational commitment for both groups, in relation to positive psychological capital. However, in terms of degree, South Korean workers were found to be strongly affected. Second, with regard to social support, we were not able to find that affectionate support and interaction support have a significant impact on organizational commitment for South Korean workers, while for North Korean refugees, we confirmed that both supports have a significant impact. Third, we were unable to find any differences between the two group, in terms of other sub-components of positive psychological capital (self-efficacy, hope, and resiliency) or the sub-components of social support (informational support, tangible support). These results suggest that companies or managers employing North Korean refugee workers need to create an organizational environment that allows them to perceive social support, especially affectionate support and interaction support.

• Proceedings of the Safety Management and Science Conference
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• 2011.04a
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• pp.731-746
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• 2011

The successful and sustainable growth of SMEs depends on their ability of strengthen their competitiveness in quality and cost and service more than anything else as a fundamental of operation. Among these key competitive factors of SMEs, quality is the most critical factor in manufacturing business fields. Because quality strongly influence cost and service performance on this manufacturing business field. There are many different ways to improve the quality performance but it needs proper management decision to choose the best way what can maximize outputs with minimum inputs. And it needs effective measurement methods and some indicators to analysis the quality performance properly. The quality cost is one of the simplest key indicators to measure the quality performance and the effectiveness of quality related management decisions. The major purpose of this study is to diagnose the categorized current level of actual quality cost of local SMEs to maximize their quality management effectiveness through comparing their level with others what's expressed in early studies. In this study, through survey on local SMEs, we found that their average annual quality cost ratio versus turnover - Total amount of annual quality cost divided by annual turnover - is around 3.69% excluded some SME's performances what have different quality control measures with others. And we found some results what corresponded with the early studies on the correlations between those categorized quality costs factors and some discrepancies between some of the literature model and the early case study results as follows. There were negative correlations between the Prevention costs and the External failure costs, and the Appraisal costs and the External failure costs, and there was positive correlation between the Appraisal costs and Internal failure costs same as early studies. But, we couldn't found any strong negative correlations between the Cost of control - Preventive costs & Appraisal costs - and the Cost of Failure of control - Internal & External failure costs -. It reveals not only the lack of effectiveness on their preventive or appraisal activities but also it can reveal there were so many effective ways to prevent the failure costs properly such as some innovative investment on Factory automation includes Error Proofing and more preventive actions to improve the effectiveness of the typical management methods likes CE (Concurrent Engineering), APQP (Advanced Product Quality Planning), FMEA (Failure Mode & Effect Analysis) etc.

• Journal of Oriental Neuropsychiatry
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• v.32 no.1
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• pp.55-66
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• 2021

Objectives: The aim of this scoping review was to analyze research trends about mental health of nurses working in Korean medicine (KM) hospitals in Republic of Korea. Methods: Searches were conducted using four electronic databases including Oriental Medicine Advanced Searching Integrated System, Korean Studies Information Service System, Research Information Sharing Service, Korea Citation Index to collect relevant studies. The search date was March 4, 2021. All studies published up to the search date were considered. Observational studies reporting mental health outcomes of nurses working at KM Hospital were included. Results: A total of 11 cross-sectional observation studies were included. Four of them compared mental health of nurses working on KM and Western medicine (WM). Commonly reported outcomes related to mental health were job satisfaction, role conflict, and work stress. As a result of meta-analysis based on a 5-point Likert scale, the following factors were related to mental health of KM nurses: job satisfaction (2.844±0.067 points), role conflict (3.678±0.058 points), work stress (3.142±0.021 points), turnover intention (3.483±0.028 points), and burnout (3.180±0.033). Compared to WM nurses, KM nurses had significantly less work stress (p=0.000), role conflict (p=0.039), and job satisfaction (p=0.000). Conclusions: Mental health problems of nurses are known to be very common. Although improving them is an important social task, studies on mental health of KM nurses remain insufficient. Based on findings of this study, more cooperation between nurses and KM doctors should be made to improve the mental health of KM nurses, especially their job satisfaction in the future. The Korean Society of Oriental Neuropsychiatry needs to pay more attention to this topic.

• The Journal of Korean Academic Society of Nursing Education
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• v.17 no.1
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• pp.80-89
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• 2011

Purpose: The purpose of this study was to discover the effect of emotional intelligence on organizational performance in clinical nurses regarding anger expression, job satisfaction, job commitment, and turnover intention. Methods: Data were collected by self-administered questionnaires from 162 clinical nurses in three university hospitals in 2008, and analyzed by the SPSS 14.0 Window program, using descriptive statistics, pearson correlation, and stepwise multiple regression. Results: Emotional intelligence showed a statistically significant association with each of anger expression-in, anger expression-control, job satisfaction, job commitment, turnover intention, and organizational performance. The multiple regression analysis also showed that organizational performance was statistically significant with job satisfaction, job commitment, and emotional intelligence respectively. 38.0% of the variation of organizational performance was explained by these variables. Conclusion: Emotional intelligence significantly affected organizational performance together with job satisfaction and job commitment. From this result, it could be concluded that nursing interventions for emotional intelligence have a positive effect on improving organizational performance. Further studies are needed to develop nursing intervention programs for emotional intelligence and test its effects on organizational performance.

• The Journal of Economics, Marketing and Management
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• v.5 no.1
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• pp.21-26
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• 2017

Purpose - This study extracts performance-reward factors based on the previous studies related to Herzberg's two-factor theory and performance-reward and proposes a research method to identify how these factors have an influence on task performance directly related to production performance and contextual performance that has an indirect influence. Research Design, Data, and Methodology - This study draws performance-reward factors through Focus Group Interview(FGI), classifies them into economic/uneconomic and direct/indirect factors, draws maintenance/improvement factors and unnecessary ones through IPA, and maximizes the effectiveness of performance-reward factors. Results - It also identifies how performance-reward factors have an influence on internal and external motives based on previous studies, classifies performance-reward factors into task performance and contextual performance and identifies the influence relationship between these, and proposes a research model to identify the roles of equity sensitivity based on equity theory. Conclusion - The findings from this study are expected to lay the groundwork for drawing various methods to reduce the turnover rate of employees and be important resources for reinforcing the competitiveness of businesses by classifying the performance -reward factors that may cause internal and external motives from the small and medium-sized manufacturing perspective and presenting methods to identify if these have an influence on task performance and contextual performance.

• Proceedings of the Safety Management and Science Conference
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• 2011.04a
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• pp.185-204
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• 2011

Fast Fashion (fast fashion) is to reflect the latest trends and quickly create an immediate and quick with words related to clothing to distribute immediately reflect the latest fashion design, a relatively low cost, rapid product turnover means to succeed in fashion or business. The popularity of fast fashion is growing in the recent domestic fashion market. In this study, fast-fashion consumers' purchasing behavior recognition for brand identification and brand personality, brand reputation and brand identification, brand attitude, and affect the relationship between customer loyalty will be discussed. The results of this study can be summarized as follows. First, In this study, based on existing studies, brand personality and brand identification through a process that affects customer loyalty reaffirmed. Second, the 5 dimensions of brand personality and brand identification of the factors found by the sophistication and unique. Third, the brand's reputation in the brand identification had a significant impact. Fourth, brand identification, brand attitude and the impact on customer loyalty was significant.

• The Journal of Industrial Distribution & Business
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• v.14 no.11
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• pp.19-25
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• 2023

Purpose: Prior studies regarding ethical management on worker's performance have primarily focused on specific industries or regions, potentially limiting the generalizability. This gap in knowledge underscores the need for a comprehensive investigation that considers a diverse range of industries and thoroughly examines the multifaceted aspects of ethical management. Research design, data and methodology: The academic search platform used for this study was 'Google Scholar', 'Scopus', and 'Web of Science' indexes various scholarly articles, including peer-reviewed journals and books. By utilizing specific search terms such as "corporate ethical management" and "employee performance," a vast pool of relevant studies was identified. Results: The findings indicated four effects: first, a positive correlation between ethical management practices and heightened employee motivation and engagement; second, an augmentation in organizational commitment and job satisfaction among employees; third, a reduction in turnover rates, indicating enhanced employee retention; and fourth, an elevation in overall productivity and performance outcomes. Conclusions: In sum, this study offers actionable insights, advocating for adopting and reinforcing ethical management strategies as a potent means to foster a high-performance work culture. These encompass fostering a robust ethical framework, cultivating a culture of transparency and open communication, and providing avenues for employees to voice ethical concerns without fear of retribution.

• Nuclear Engineering and Technology
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• v.23 no.4
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• pp.387-400
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• 1991

An ocean compartment model simulating transport of nuclides by advection due to ocean circulation and intertaction with suspended sediments is developed, by which concentration breakthrough curves of nuclides can be calculated as a function of time. Dividing ocean into arbitrary number of characteristic compartments and performing a balance of mass of nuclides in each ocean compartment, the governing equation for the concentration in the ocean is obtained and a solution by the numerical integration is obtained. The integration method is specially useful for general stiff systems. For transfer coefficients describing advective transport between adjacent compartments by ocean circulation, the ocean turnover time is calculated by a two-dimensional numerical ocean model. To exemplify the compartment model, a reference case calculation for breakthrough curves of three nuclides in low-level radioactive wastes, Tc-99, Cs-137, and Pu-238 released from hypothetical repository under the seabed is carried out with five ocean compartments. Sensitivity analysis studies for some parameters to the concentration breakthrough curves are also made, which indicates that parameters such as ocean turnover time and ocean water volume of compartments have an important effect on the breakthrough curves.

• The Korean Journal of Zoology
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• v.30 no.2
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• pp.193-209
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• 1987

Patterns of amylase secretion in mouse pancreatic fragments were studied over a period of time after the tissue was stimulated by acetyicholine and MNNG. MNNG is known to activate guanylate cyclase and thus increase the cGMP concentration in the pancreatic acinar cell. These amylase secretion patterns were studied to investigate the role of cGMP in reaction cascade during secretion response of the tissues stimulated by acetyicholine. Cellular response of amylase secretion in the pancreas by acetyicholine was divided into two phases. During the first phase, zymogen granules which had existed in the cells were secreted by the action of $Ca^2$+ and calmodulin immediately after secretagogue administration, this being known as the initial response. When the tissue was stimulated by acetylcholine in a $Ca^2$+-deficient medium or one containing trifluoperazine as a calmodulin antagonist, this initial response was reduced. In the second phase, newly formed zymogen granules were secreted as sustained response after protein synthesis was triggered by secretagogue. This response was provoked by an activation of protein kinase C. When either cycloheximide as a protein synthesis inhibitor or dibucaine as a protein kinase C inhibitor were added to the incubation medium, this sustained response was remarkablely depressed in the pancreatic fragments stimulated with acetylcholine. In the pancreatic acinar cell, phosphatidylinositol turnover plays an important role in the secretion response and hexachlorocyclohexane inhibits this phosphatidylinositol turnover. The pancreatic tissue treated with the hexachlorocyclohexane exhibited inhibition on both initial and sustained responses of amylase secretion by acetylcholine. MNNG also accelerated amylase secretion from the tissue gradually along incubation time. The 22 minutes fraction of the pancratic secretion after administration of both acetylcholine and MNNG showed higher amylase activity than the neighboring fractions. Guanylate cyclase potentiated the sustained response. Even if it is experimented with an indirect method, guanylate cyclase was found responsible for activation of the sustained response of a step prior to the action of protein kinase C. As conclusion, it was considered that amylase secretion in mouse pancreatic fragments stimulated by acetylcholine is a three phasic response.