• Journal of Engineering Education Research
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• v.15 no.5
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• pp.42-46
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• 2012

Graduate Students in engineering at The University of Tokushima can take part in an educational program which is offered long-term internship opportunities (at a company or the government). Onishi, one of authors, took part in this educational program. She is studying environmental conservation at the university and is interested in environmental conservation activities led by residents. Striking a balance between environmental conservation and human economic activities is seen as important to society. However, the continuing in environmental conservation activities is difficult. Therefore, collaborative activities attract attention as a way of the continuing in environmental conservation activities. A person called "co-coordinator" is a key to make many people to participate in the sustainable collaboration activities. The main role of co-coordinator is connecting people who are interested in environmental conservation activities. The purpose of joining in environmental conservation activities is different from person to person depending on where they belong to or where they live. Onishi took part in the educational program to learn the techniques of adjusting the differing interests. She did her internship at environmental consulting company in Kamikatsu town, Tokushima prefecture. She participated in several environmental conservation activities and work experience as a coordinator. Through this experience, she learned not only the technique but also the difficulty of the work. This paper reports the results obtained from her experience.

• Journal of the Korean Society of Clothing and Textiles
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• v.44 no.2
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• pp.237-254
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• 2020

In this study, we analyzed the images of women in Korean society through the female body expressed in nude paintings from Korea. The study included a literature study and a case study. Through prior research, we examined the history of nude paintings in Korea and the way people conceptualized the female body in Korean society. The case study focused on nude paintings of Korean artists, produced since 1910, when Western painting concept was first introduced to Korea. The social perspective of the female body in Korea was categorized into the three concepts: Eros, Motherhood and Power. Next, we examined the role of drapery and clothes in expressing these three concepts. Drapery and clothes played active roles in hiding and emphasizing the female body, showing the psychology of a woman or the artist's intention, showing the entire mood of the work, and giving three dimensional feeling and elegance to the work. We could see that the role of clothes changed from expressing a virtuousness in the past to stimulating a voyeuristic gaze in the present.

• The Journal of Korean Institute for Practical Engineering Education
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• v.4 no.2
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• pp.104-109
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• 2012

Cooperative education, a new paradigm of education, is a educational method of combining classroom-based education with practical work experience. To obtain appropriate learning experience during the work period, industrial mentors who provide beneficial advice and instruct students, are needed. Industrial mentors, basically, performs various roles in helping students to make the experiential learning efficiently, and the scope of their role is broad. In this paper, we classified the role of industrial mentors, proposed appropriate operating models and described the detail of their responsibilities.

• Journal of Family Resource Management and Policy Review
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• v.18 no.2
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• pp.37-54
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• 2014

This study investigates fathers' demands for fathering education. Data from eight married, working men was collected through in-depth interviews. The interviews were intended to examine their father-role, working life, balance between work and family, and demand for the educational programs for fathers with particular regard to the themes, contents, and arrangement strategies they desire of the programs. The results show that fathers have a high demand for learning detailed methods of childrearing such as how to effectively sooth and play with their child(ren). Further, it was discovered that job flexibility is the major variable that determines a man's satisfaction with his parental role. Various information about possible arrangements of fathering education was collected from the interview data, such as desired themes, number of sessions, size of the educational program, volunteer role of participants, and focus of the course (e.g., many indicated interest in focusing on gender equality). This study reveals that greater detail, more effective contents, and efficient managerial strategies are required in fathering education in order to impart broader perspectives and knowledge about how to enhance the relationship between father and child(ren).

• Science of Emotion and Sensibility
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• v.27 no.2
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• pp.91-104
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• 2024

The increase in the use of artificial intelligence (AI) in the workplace has introduced changes to traditional working environments. However, these are changes not only to employee productivity but also to how employees feel and think about their work. Based on prior research that has suggested connections between employees' perceptions of AI and their emotions and thoughts at work, the present study tested a moderated mediation model in which the perception of AI opportunity is indirectly related to job insecurity via employee hope, with tenure as a moderator. Data obtained from 290 Korean full-time employees illustrated that the perception of AI opportunity was negatively related to job insecurity through hope acting as a mediator. In addition, this indirect relationship was found to be dependent on the moderating role of tenure. Specifically, at lower levels of tenure, the aforementioned indirect relationship was statistically significant, but at higher levels of tenure, this indirect relationship was no longer found to be statistically significant. The implications, limitations, and future research directions of this study are discussed.

• Health Policy and Management
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• v.5 no.2
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• pp.173-201
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• 1995

A causal model of organizational commitment on the basis of Western literature was tested with a sample of 1,164 employees from two university hospitals in Korea. The model contains three groups of determinants : environmental variables(job opportunity, spouse support, and parent support), psychological variables(met expectations, work involvement, positive affectivity, and negative affectivity), and structural variables(job autonomy, work unit control, routinization, supervisor support, coworker support, role ambiguity, role conflict, workload, resource inadequacy, distributive justice, promotional chances, job security, job hazarda, and pay). The data were colleted with questionnaires and analyzed with the LISREL maximum likelihood method. It is found that (1) the following variables, listed in order of size, have significant total effects on organizational commitment : job satisfaction, met expectations, supervisor support, job security, routinization, job opportunity, negative affectivity, work involvement, distributive justice, and promotional opportunity, (2) the model explains fifty-nine percent of the variance in organizational commitment, and (3) the link with expectancy theory is justified by the results for met expectations. Two conclusions can be drawn from these findings. First, the model of organizational commitment appears to be generalizable to Korean hospitals. Second, the model of organizational commitment should include such theoretical variables as environmental, psychological, and structural factors.

• Journal of the Korean Society of Safety
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• v.32 no.5
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• pp.76-87
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• 2017

This study examined the role of safety climate, organizational trust, job satisfaction, and organizational commitment. In addition, the study verified the mediating effect of organizational trust between safety climate, and job satisfaction and organizational commitment. Targeting population were the workers in the manufacturing sector. First, it was figured out that employees' recognition of organizations' safety climate has an effect positively on both job satisfaction and organizational commitment. Second, it turns out that individuals' safety awareness has a positive effect on the both job satisfaction and organizational commitment. Third, it was figured out that organizational trust plays a role as mediation when employees' recognition of organizations' safety climate has an effect positively on both job satisfaction and organizational commitment. Fourth, the result revealed that foreign investment company moderated the relationship between safety climate and organizational climate. Fifth, organizational trust mediates the relationship that the individuals' safety awareness are positively affected on the both job satisfaction and organizational commitment. Finally, The results of four hypotheses using intermediary variable in which organizational trust mediates the relationship between the safety climate and "work attitude" such as job satisfaction and organization commitment demonstrate significance of trust in organization in connecting safety climate and work attitude. Therefore, when trust in organization is enhanced, work attitude such as job satisfaction and organizational commitment could be improved.

• Journal of Families and Better Life
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• v.28 no.6
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• pp.59-69
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• 2010

This study is to understand the determinants affecting women's fertility behavior (additional fertility plan) using the Korean Longitudinal Survey of Women & Families of 2007. Patterns of married women's life courses are divided into five groups depending on family role and economic activity: family-centered (no work experience) type, latent M type, M type, work-family reconciliation type, and first job entry type. This study performs a binomial logistic regression analysis and the key findings from the study are summarized as follows. First, five distinctive patterns show the different composition: family-centered type (4.5%), latent M type (69.6%), M type (10.4%), work-family reconciliation type (7.4%), and first job entry type (8.1%). Second, socio-economic characteristics, husband characteristics, and value characteristics are statistically significant to additional fertility behavior ; however, institutional character is not significant. Finally, significant factors affecting additional fertility plans vary in different patterns of life courses. Based on these results, this study suggests some policy implications and future research directions.

• Asian Journal of Business Environment
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• v.8 no.3
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• pp.13-21
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• 2018

Purpose - This study examined workplace bullying as a situational antecedent of workaholism and burnout as a consequence of workaholism and explored the mediating role of workaholism and the moderation effect of perceived organizational support. Research design, data, and methodology - This study collected data from 319 employees in South Korean companies through a survey method. Results - First, job-related bullying promotes a compulsive and excessive drive to work. However, person-related bullying was positively related to the tendency to work excessively hard. Second, only working excessively shows positive relationship with only exhaustion excepting cynicism. Third, although bullied employees may reserve their personal resources through workaholism in short time, it drives them to be workaholic, which leads them exhausted in turn. Finally, perceived organizational support decreases the effect of job-related bulling on both of working compulsively and working excessively. Conclusions - First, this study suggests workplace bullying as a situational antecedent and verify burnout as a consequence of workaholism. Second, it investigate the mediating role of workaholism and the moderation effect of perceived organizational support. Practically, When they find workaholic employees, they should investigate if workplace bullying exists through face-to-face talk. If necessary, they should decide personal transfer to the other department or work team.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.2
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• pp.571-582
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• 2021

Employers and employees are seriously suffering from perceived organizational politics exhibited in the workplace, and they are searching for remedial ways. The current study was carried out to measure the (i) effects of the employees' perceived organizational politics on their behavioral outcomes, and (b) the remedial role of employees' social astuteness in the relationship of their perceived organizational politics to behavioral outcomes (i.e., work engagement and turnover intention). Seven hundred and twenty-five employees working in Nepalese A graded banks were surveyed to collect the perceptual cross-sectional data. The data were quantitatively analyzed, adopting the deducting reasoning approach. Regression analysis revealed that (i) perceived organizational politics negatively impacted on work engagement and positively impacted on turnover intention, (ii) social astuteness moderated the relationship between perceived organizational politics and employees' behavioral outcome. Moreover, perceived organizational politics' detrimental impact was less severe for employees who possess high social astuteness as compared to those who have less social astuteness. The remedial effect of social astuteness was measured more useful for high organizational politics perceiver than for low perceiver. A number of theoretical and practical implications are suggested to improve the employees' behavioral outcomes from the detrimental impact of perceived corporate politics.