• Journal of Korean Academy of Fundamentals of Nursing
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• v.5 no.2
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• pp.324-340
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• 1998

Nurses experience role conflict between nursing theory that they learned in school and clinical nursing practice. This conflict lead to lower self-image, self-esteem, job dissatisfaction. Also, the professionalism of nurses is estimatable by the grade of autonomy. The professional autonomy requires individual and professional obligation about her decision and performance. A lack of professional autonomy results in the Job dissatisfaction. Job dissatisfaction leads to absenteeism, increased proneness to mental and physical illness and higher turnover rates. The purpose of this study was to investigate professional autonomy and self-concept of clinical nurses. Data were collected from 262 clinical nurses in P city from June 1 to June 30, 1996. The instruments used for this study were made by Arthur(1990) and Schutzenhofer(1983). The data were analyzed for frequency and percetage, mean, SD, t-test, ANOVA, Pearson's correlation coefficient, stepwise mutiple regression, using SAS $PC^+$ Program. The findings were as it follows : 1. The mean of professional autonomy and self-concept were $152{\pm}18.48,\;70.65{\pm}8.20$(2.62), respectively. These showed mid level of professional autonomy and self-concept. 2. Professional autonomy of clinical nurses was found to vary significantly according to total years of clinical experience(F=4.49 p<0.01), position(F=3.49 p<0.05), and state under study for the degree(F=3.83 p<0.05). Professional self-concept was found to vary significantly according to age(F=3.52 p<0.05), marital status(F=7.39 p<0.001), total years of clinical experience(F=3.59 p<0.05), position(F= 5.22 p<0.01), the expectant period being on the duty as clinical nurse(F=8.34 p<0.001), and motivation of choosing nursing(F=5.17 p<0.001). 3. The statistical relationship between clinical nurses' professional autonomy and self-concept was found as positive correlation(r=0.42246 p<0.001). 4. Professional autonomy was the highest factor predicting professional self-concept(17.85%). Professional autonomy and marital status accounted for 20.60% in professional self-concept of clinical nurses. In conclusion, Professional autonomy and self-concept of clinical nurses showed significantly positive relationship. Therefore, nursing education needs to develop programs and policies to increase professional autonomy and self-concept of clinical nurses.

• Culinary science and hospitality research
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• v.20 no.6
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• pp.13-27
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• 2014

This study sought to examine the effects of job inconsistency of cooks in the food service businesses on job performance, and the effects of such causation on intention of changing jobs. For job inconsistency, cooks produce limited menu products due to the segmentation of jobs in the same industry, and can hardly exercise their skills obtained through education. Thus, 275 samples of job inconsistency were made to undergo frequency analysis, factor analysis, reliability analysis, correlational analysis, and multiple regression analysis, using the SPSS 17.0 program. Hypothesis 1 was established as cooks' job inconsistency having a positive effect on job performance; thus, with regard to job performance factors, skill inconsistency (${\beta}$=-.432), and wage inconsistency (${\beta}$=-.250) had a negative effect on job performance, but education inconsistency (${\beta}$=-.048) did not have an effect. Hypothesis 2 was established as cooks' job performance having a significant effect on intention of changing jobs; thus, intention of changing jobs had a significant negative effect on job performance (${\beta}$=-.238). So if job performance was improved, the intention of changing jobs would be reduced. This study implies that: cooks who were engaging in the food service businesses experienced job inconsistency, and led themselves to having an intention to change jobs; in this process, individual cooks' job level inconsistency and their wage levels have an important effect on intention of changing jobs.

• Journal of Gastric Cancer
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• v.6 no.2
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• pp.91-96
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• 2006

Purpose: Cancer is a genetic disease caused by alterations in key regulators of cell growth and cell turnover, We investigated apoptotic cell death and cell proliferation in gastric adenomas and adenocarcinomas. Materials and Methods: The TdT-mediated dUTP-biotin nick end labelling (TUNEL) method and immunohistochemistry for Ki-67 were peformed, using paraffin-embedded tissues of 41 gastric adenomas and 100 gastric adenocarcinomas. These results were compared with histopathologic parameters. Results: The Ki-67 labelling index was higher in adenocarcinomas than in adenomas and the apoptotic index was higher in adenomas than in adenocarcinomas. There were no significant difference between the apoptotic index/Ki-67 labelling index and clinicopathological parameters. Conclusion: We propose that cell proliferation is more closely associated with gastric adenocarcinomas than apoptosis is, but that neither has any clinical significance as a prognostic factor in gastric adenocarcinomas. (J Korean Gastric Cancer Assoc 2006;6:91-96)

• Information Systems Review
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• v.11 no.2
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• pp.45-66
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• 2009

A number of companies are considering for merger and acquisition (M&A) as one of business strategies for their growth and survival. However, many of them do not create the synergy they had sought, and failed M&A, often result in negative outcomes in terms of productivity, market share, profitability and turnover of qualified employees. There have been numerous research studies conducted to analyze the factors that determine the success and failure of M&A, and it has been found that with the increasing dependence of many companies on information systems, post-M&A IS (information systems) integration success has a critical effect on the success of M&A. However, there have been very few studies on post-M&A IS integration success, and most have been restricted to integration of IS organizations or physical information systems. In order to conduct a comprehensive research on the factors that affect the success of post-M&A IS integration, this study surveyed preceding researches on not only information systems but also strategic management, economics, finance, HRM (human resource management) and organization management. Based on the findings, a comprehensive and integrated model of the influential factors on post-M&A IS integration has been proposed. The proposed model categorizes the factors into perspectives of M&A, strategy, organization, HRM and IS, and provides an empirical evaluation of each factor on the success of IS integration based on comparative case studies.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.20 no.2
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• pp.215-225
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• 2020

This study was performed to identify the education and training characteristics and the educational performance of the incumbent. For the enterprise in the rapidly changing market environment, the human resources is an important factor to secure the market competitiveness, and the enterprise promotes the development of competence and the corporate performance through the education and training. However, in spite of such effort, the continuously increasing turnover rate and the low utilization rate of educational contents make the enterprises to hesitate the investment in the education and training. Although, the researchers are conducting lots of researches on the characteristics and the performance of the education and training, the research focusing on the characteristics and the field utilization of the education and training is not sufficient due to such reasons, Therefore, this study intended to draw the factors of education and training characteristics through existing researches and find out what impact they have actually on the utilization in business by the incumbents through the organizational commitment. In the results of this study, it was shown that the self-efficacy do not have impact on the organizational commitment, the appropriateness of instructor ability has positive (+) impact on the continuous commitment and the emotional commitment, and the work correlation has negative impact on the continuous commitment and the emotional commitment. These results seems to mean that the importance of the instructor ability and the educational program should be increased and it is intended to provide the basic data for the education-related personnel and the related enterprises.

• Journal of Navigation and Port Research
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• v.38 no.6
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• pp.701-708
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• 2014

This study is aimed to obtain the influence of port hinterlands on container cargo volumes of Incheon port using System Dynamics(SD). Also, macro economic index such as exchange rates(US dollar), balance of current account, capital balance, Japan trade, China trade, export unit value index, import unit value index, total turnover of Incheon port were used as the factors that influence container cargo volumes of Incheon port. Moreover micro index regarding port hinterlands' operating companies such as total sales, rental fee, number of employees were introduced in the simulation model. In order to measure accuracy of the simulation, this study implemented MAPE analysis. And after the implementation, the simulation was decided as a much more accurate model because MAPE value was calculated to be within 10%. This study respectively examined factors using the sensitivity analysis. As a result, in terms of the effects on cargo volume in Incheon Port, the factor named 'cargo volumes of port hinterlands' operating companies' is most significant. And increasing the rental fee of hinterland was resulted in decreasing the cargo volumes of Incheon port.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.12
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• pp.539-547
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• 2017

This paper reports the results of descriptive research aimed at determining the effects of the administrative hospital staff members' organization-based self-esteem and work engagement on their organizational citizenship behaviors. The participants of the study were 200 administrative staff members of general hospitals, each with 200 beds or more, located in B city. Data were collected from March 15 to 30, 2017, and analyzed statistically using a t-test, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. The findings of this study can be summarized as follows. The organizational citizenship behaviors differed significantly according to whether they had an experience of turnover (t=-4.260, p=.000) and how long they had served at their present work (t=3.297, p=.039). In addition, the organizational citizenship behaviors had strong positive correlations with the organization-based self-esteem (r=.454, p=<.000) and work engagement (r=.595, p<.000). In addition, the factor that explained the organizational citizenship behaviors most significantly was work engagement, followed by organization-based self-esteem and the period of service at the present work. All three factors accounted for 41% of those behaviors. These findings suggest that the hospital should perform internal marketing or improve its welfare system to make administrative staff members raise their self-esteem based on their organization. Moreover, the hospital should form an organizational culture of its own, in which administrative staff members feel the importance of their job, enjoy it and are given autonomy in job performance, ultimately contributing to the development of hospital management.

• Proceedings of the Korean Society of Applied Pharmacology
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• 2002.07a
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• pp.113-113
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• 2002

Phylogenetically conserved Bcl-2 family proteins play a pivotal role in the regulation of apoptosis from virus to human. Members of the Bcl-2 family consist of antiapoptotic proteins such as Bcl-2, Bcl-xL, and Bcl-w, and proapoptotic proteins such as BAD, Bax, BOD, and Bok. It has been proposed that anti- and proapoptotic Bcl-2 proteins regulate cell death by binding to each other and forming heterodimers. A delicate balance between anti- and proapoptotic Bcl-2 family members exists in each cell and the relative concentration of these two groups of proteins determines whether the cell survives or undergoes apoptosis. Mcl-1 (Myeloid cell :leukemia-1) is a member of the Bcl-2 family proteins and was originally cloned as a differentiation-induced early gene that was activated in the human myeloblastic leukemia cell line, ML-1 . Mcl-1 is expressed in a wide variety of tissues and cells including neoplastic ones. We recently identified a short splicing variant of Mcl-1 short (Mcl-IS) and designated the known Mcl-1 as Mcl-1 long (Mcl-lL). Mcl-lL protein exhibits antiapoptotic activity and possesses the BH (Bcl-2 homology) 1, BH2, BH3, and transmembrane (TM) domains found in related Bcl-2 proteins. In contrast, Mcl-1 S is a BH3 domain-only proapoptotic protein that heterodimerizes with Mcl-lL. Although both Mc1-lL and Mcl-lS proteins contain BH domains fecund in other Bcl-2 family proteins, they are distinguished by their unusually long N-terminal sequences containing PEST (proline, glutamic acid, serine, and threonine) motifs, four pairs of arginine residues, and alanine- and glycine-rich regions. In addition, the expression pattern of Mcl-1 protein is different from that of Bcl-2 suggesting a unique role (or Mcl-1 in apoptosis regulation. Tankyrasel (TRF1-interacting, ankyrin-related ADP-related polymerasel) was originally isolated based on its binding to TRF 1 (telomeric repeat binding factor-1) and contains the sterile alpha motif (SAM) module, 24 ankyrin (ANK) repeats, and the catalytic domain of poly(adenosine diphosphate-ribose) polymerase (PARP). Previous studies showed that tankyrasel promotes telomere elongation in human cells presumably by inhibiting TRFI though its poly(ADP-ribosyl)action by tankyrasel . In addition, tankyrasel poly(ADP-ribosyl)ates Insulin-responsive amino peptidase (IRAP), a resident protein of GLUT4 vesicles, and insulin stimulates the PARP activity of tankyrase1 through its phosphorylation by mitogen-activated protein kinase (MAPK). ADP-ribosylation is a posttranslational modification that usually results in a loss of protein activity presumably by enhancing protein turnover. However, little information is available regarding the physiological function(s) of tankyrase1 other than as a PARP enzyme. In the present study, we found tankyrasel as a specific-binding protein of Mcl-1 Overexpression of tankyrasel led to the inhibition of both the apoptotic activity of Mel-lS and the survival action of Mcl-lL in mammalian cells. Unlike other known tankyrasel-interacting proteins, tankyrasel did not poly(ADP-ribosyl)ate either of the Mcl-1 proteins despite its ability to decrease Mcl-1 proteins expression following coexpression. Therefore, this study provides a novel mechanism to regulate Mcl-1-modulated apoptosis in which tankyrasel downregulates the expression of Mcl-1 proteins without the involvement of its ADP-ribosylation activity.

• Journal of dental hygiene science
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• v.15 no.6
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• pp.786-793
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• 2015

The purpose of this study to find out factors that affect intention of career discontinuity among dental hygienists. The data was collected from 300 dental hygienists working at dental clinics. The total of 281 copies were used for analysis. Statistical analysis was performed using PASW Statistics 18.0 at the 5% significance level. T-test, ANOVA, factor analysis, reliability analysis, correlation analysis, hierarchical regression analyses were applied in this analysis. The results were as follows: 1. As for intention of career discontinuity by general characteristics, there were statistically significant difference according to age, duration of employment, children, children age and monthly income (p<0.05). 2. As for intention of career discontinuity by job awareness, there were statistically significant difference according to turnover, work-life, retirement age of dental hygienist, duration of job maintenance and re-employment of dental hygienist (p<0.05). 3. As for hierarchical regression analysis of the factors affecting the intention of career discontinuity, the support from employer had most significant influence on intention of career discontinuity (p<0.05). In order to decrease the career discontinuity among dental hygienists, plans that can increase the work-environment should be implemented by improving support from employer.

• Korean Journal of Construction Engineering and Management
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• v.14 no.2
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• pp.65-77
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• 2013

Recent economic slump is making the construction industry's overall construction business environment worse. Contractors which are under the legal management and/or walk out are to the brink of 25 companies according to the Construction association of Korea released in 2011. It means that existing construction companies are required to transform the fundamental ideology of existing operation framework, and besides, existing companies should be transformed to service industry in order to proceed further into the developing future industries. In this study, it will be chosen the internal marketing related factor like 'Satisfying employees, internal customer, are the first thing to do in order to satisfy external customer.' which is about existing service industry field before its implementation in construction companies. In addition, appropriateness test will be performed including both interactions between each of the factors affect mutually and looking into any management improvement effects on contractors. And also, this proposal is suggested by approaching with internal marketing strategy which is both paradigm shift for customers by construction company members and another internal communication way as a means of overcoming the crisis of overall construction industry under currently happening.