• Science of Emotion and Sensibility
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• v.24 no.4
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• pp.3-16
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• 2021

The attribution of human traits, emotions, and intentions to nonhuman entities such as robots is known as anthropomorphism. Two studies were conducted to check whether human-robot interaction is affected by anthropomorphic framing of robots. In Study 1, participants were presented with pictures of robots that varied in human similarity in appearance. According to the results, uncanny feelings toward a robot increased with the higher levels of human similarity. Furthermore, as the level of mind attribution increased, participants tended to attribute more humanlike abilities to nonhuman agents. In Study 2, a robot was described as either a machine-like robot or a humanlike robot in a priming story; then, it was examined whether significant differences exist in mind attribution and moral care. The participants tended to perceive robots as more humanlike in the mind attribution when anthropomorphism was used in a robot's behavior, according to the findings. Furthermore, in the condition of increased anthropomorphism, a higher level of moral care could be observed compared with that in the other condition. This means that humanlike appearances may increase uncanny feelings, whereas anthropomorphic attribution may facilitate social interactions between humans and robots. Limitations as well as the implications for future research are discussed.

• Korean Journal of Culture and Social Issue
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• v.23 no.1
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• pp.25-52
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• 2017

The purpose of this study is to explore the motivation for, expectations of, consequences of, and attitudes toward whistle-blowing. that whistle-blowers experience in the whistle-blowing process, and clarify the difference between the ideal and reality. Fourteen official whistle-blowers were interviewed and qualitative data were analyzed based on phenomenological approach. As a result, motivational themes appeared such as professional spirit and personal values. They also tried to pursue public interest such as social changes as well as public support for them. In addition, the participants believed that the cultural characteristics of Korean society such as vertical collectivism are responsible for the gap between ideals and reality of whistle-blowing. In particular, They also suggested a few alternative for reducing the gap.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.4
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• pp.215-225
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• 2016

There is growing attention towards the performance of non-profit organizations (NPO) as cases of moral hazard have emerged as social issues and the public becomes interested in the accountability of NPOs. Social welfare is among the representative service areas of NPOs, and it is regarded as a human service because it is delivered by people. Therefore, human capital-measured by criteria such as levels of organizational commitment-significantly affects the performance of social welfare organizations. However, these organizations have a high turnover rate due to inadequate working environments, heavy workloads, intensive work, and poor remuneration. Against this background, we surveyed social welfare organizations located in Busan and examined how workers' organizational commitment affects their turnover intention and the performance of the organization. For data analysis, SPSS WIN 18.0 was used, and variable-specific frequency analysis and technical statistics were used to identify general properties. A Pearson correlation analysis and a multiple regression analysis were conducted to investigate correlations and causal relationships among main variables. The results showed that the social workers' level of organizational commitment was 3.36 for normative commitment, 3.07 for continuance commitment, and 2.75 for affective commitment. The level of normative commitment was slightly higher than moderate, continuance commitment was close to moderate, and affective commitment was lower than moderate. The surveyed social workers' turnover intention was 2.71, and organizational performance was 2.79; both of those results were slightly lower than moderate. It was observed that affective commitment, marital status, workload, and age affected social workers' turnover intention. Their affective commitment, gender, and age affected the organization's performance. These results suggest that, for launching or operating an NPO, it is important to manage human capital effectively, particularly their affective commitment, to lower workers' turnover intention and improve organizational performance.