• Korean journal of communication and information
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• v.73
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• pp.92-128
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• 2015

We found that world wide popularity was attracted by Korea culture aspects of Psy's . The main factors that caused the syndrome, we noticed that the image of Korea. Expressly, we compared the Korea cultural scene that appeared in and . So, we analyzed successful Korea cultural factors of . For the analysis, we applied the Q methodology. As a result, in , we found 'Recreation Type', 'Advanced Development Type', 'Relieve fatigue type' and 'Adult Type'. Most of these factors have been recognized in Korea cultural factors. we found 'Communal Dancing Type', 'Cheeky Dance Type', 'Pleasant Packing Carriage Type', and 'afflicting type'. However, the Korean factor of were identified only 'Packing Carriage Culture'.

• Journal of the Korean Institute of Intelligent Systems
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• v.20 no.2
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• pp.267-272
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• 2010

This paper suggests an evaluation method through corporate culture's evaluation model considering the relationship and affection between types and elements of corporate culture. 314 data obtained from the members of small and medium enterprises analyzed the relationship by the correlation analysis, and the degree affecting rate the corporate culture types by the regression analysis. Finally, fuzzy system was used to analyze the evaluation model of the corporate culture type. The evaluation model of the corporate culture types in this paper is mixed possibility and necessity sides and showed the usefulness through reviewing the model which has an identification problem of the fuzzy system estimated fuzzy relation matrix for corporate culture types using the model.

• KOMUNHWA
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• no.60
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• pp.3-25
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• 2002

Dolmens in the phase of Songgookri culture are found or confirmation the examples for the elements of dolmens culture Is increasing In recently researched some relics. Although the number of relics showing this aspect is very few, I think that it is possi

• Korean Journal of Social Welfare
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• v.61 no.1
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• pp.163-194
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• 2009

The purposes of the presented study were to investigate the characteristics related to the acculturation strategies and to investigate characteristics which discriminated the acculturation strategies among immigrated women in Korea based on the multidimensional perspective on acculturation. The study was designed as a social survey study. Data from 346 immigrated women were analyzed. Findings indicated that 37% of the respondents were marginalization, 30% were integration, 18% were segregation, and 15% were assimilation. Integration was associated with Vietnam nationality, younger age, lower level of education. Assimilation was related to longer period of residence, higher number of children, lower level of resilience. Marginalization was associated with North Korea, Japan, China nationality, older age, higher level of education. Segregation was related to older age, higher level of education, lower number of children. Also, Southeast nationality, age, level of education, spouse, and number of children significantly discriminated the acculturation strategies. Especially, the rate of correct discrimination was 80% only for integration. Practical implications from this study were discussed.

• Proceedings of the Korea Contents Association Conference
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• 2018.05a
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• pp.371-372
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• 2018

본 연구는 호텔기업의 조직문화 유형별 LMX와 경영성과에 관한 연구로 호텔기업에서의 조직문화 유형에 따라 LMX(Leader-Member Exchange) 상사와 구성원(종사원)과의 차이가 있는지를 검증하고, 조직문화 유형에 따라 경영성과에 어떠한 차이가 있는지를 검증하고 마지막으로 조직문화 유형별(관계지향, 위계지향, 혁신지향, 과업지향) LMX가 경영성과에 어떠한 영향을 미치는지를 검증하고자 한다. 본 연구의 목적을 효율적으로 달성하기 위하여 문헌적 연구방법(documentary study)와 실증적 연구방법(empirical)을 병행하였다. 회수된 설문지를 분석하여 호텔기업의 조직문화 유형별 LMX와 경영성과에 대한 방향과 시사점, 개선방안을 제시하고 한다.

• The Journal of the Korea Contents Association
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• v.19 no.8
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• pp.427-439
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• 2019

The purposes of the study were to introduce a new approach in overcoming career problems of adolescents with multicultural backgrounds, and to explore public views on their careers. Using the Q-methodology, the types of perception toward multicultural adolescents' careers and their features from diverse views were drawn, Data from 35 participants and 34 statements were analyzed by using the QUANL-PC program. The identified perception types were classified as four types: neutral perception type, economic hardship perception type, lack of career training perception type, and lack of professional support perception type. The results found that views toward career problem of adolescents with multicultural backgrounds are neither positive nor negative, and their perceptions were more varied and specific beyond the dichotomy. Therefore, to promote the careers development of adolescents with multicultural backgrounds, more individualized career supporting strategy should be provided based on the applicable perception types.

• 한국벤처창업학회:학술대회논문집
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• 2009.10a
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• pp.155-182
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• 2009

본 연구는 조직공정성과 조직문화유형이 조직유효성에 미치는 영향을 관찰하고자 하였다. 또한 개인의 집단주의 성향이 조직공정성, 조직문화유형과 조직유효성간의 관계를 어떻게 조절하는지의 여부에 대한 실증적 분석을 통하여 전문건설업체 현장 관리자의 조직유효성을 증진시키기 위한 실천적 방안을 도출 제시하기 위하여 설계되었다. 구체적인 연구결과를 요약하면 다음과 같다. 첫째, 조직공정성이 조직유효성에 미치는 영향에 관한 가설검정의 결과는 유의한 영향을 미치는 것으로 나타났다. 또한, 조직문화가 조직유효성에 미치는 영향에 관한 가설검정의 결과는 유의한 영향을 미치는 것으로 나타났고, 직급과 직종에 따라 조직공정성, 조직문화유형, 조직유효성에 대한 인식 차이에 관한 가설검정의 결과도 모두 유의적인 것으로 검정되었다. 둘째, 개인의 집단주의 성향이 조직공정성과 조직유효성간의 관계, 조직문화유형과 조직유효성간의 관계를 어떻게 조절하는지에 관한 가설검정도 모두 유의하지 못하여 기각되었다.

• Journal of vocational education research
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• v.30 no.4
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• pp.113-127
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• 2011

The study investigates the type of organizational culture, using the organizational culture assessment instrument(OCAI) developed by Cameron and Quinn based on the competing value model(CVM), and analyzed the gap between current and desirable organizational culture empirically. The analytic results show that while the organizational members prefer the relational organizational culture as a dominant organizational culture on the current level. Also they prefer the relational organizational culture as a desirable organizational culture on the future level. In addition, the diagnosis of organizational culture by the type of status reveals that while the public educational personnel and staff recognized the relational organizational culture as a strong culture, the local public service employee identified the hierarchical culture as a dominant culture on the current level. Those findings suggest the following implications. First, the sustainable management of organizational culture requires the suitable strategic tools. That is to say, they need to introduce and carry out practical strategies to sustain change and control for each type of organizational culture. Second, despite the fact that the balance among four types of organizational culture is needed the strategy to reinforce the dominant culture, considering the types of status and affiliation.

• The Journal of the Korea Contents Association
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• v.21 no.7
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• pp.533-545
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• 2021

This study aimed to examine the differences in gender equality consciousness between latent profiles based on corporate workers' organizational culture types. To achieve the study's purpose, descriptive statistics, correlation analysis, and latent profile analysis (LPA) were conducted using 253 Korean corporate workers' data. As a result of the analysis, the latent profiles of organizational culture recognized by corporate workers were classified into 5 profiles. We named each profile as high compete-low create culture, high compete-low collaborate culture, collaborate culture, high create culture, and high control culture based on each profile's organizational culture perception. The ANOVA test found statistically significant differences between the groups in the gender equality consciousness. This study is meaningful in that it reveals the relationship between the organization culture perception and the gender equality consciousness and suggested implications for the organizational-level intervention to improve the gender equality consciousness. It will provide basic data for your research.

• Journal of the Korean Institute of Traditional Landscape Architecture
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• v.39 no.2
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• pp.39-49
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• 2021

This study was conducted to establish practical goals for the viewing environment and interpretation and delivery system of cultural heritage and to create an viewing environment according to the classification of cultural heritage types, and the conclusions reached are as follows. First, five goals were set based on the international basic principles of the cultural heritage viewing environment and interpretation and delivery system. Second, based on the set goals, cultural heritage was classified into the first type 'disappeared and hidden heritage', the second type 'stuffed memory heritage', and the third type 'living memory heritage'. Third, the directions for creating the viewing environment for each type of cultural heritage were suggested. The first type has to be able to properly convey cultural heritage to visitors through excavation and digital technology. The second type needs a plan to deliver tangible and intangible values by combining various digital technologies with actual cultural heritage. The third type should emphasize the role of local residents in effectively enjoying the tangible and intangible values ??that already exist. Fourth, it proposed comprehensive considerations in the establishment of the cultural heritage viewing environment and interpretation and delivery system. Based on dynamic and sustainable heritage management, cultural heritage viewing should be valuable, satisfying and enjoyable. In addition, local communities should be actively involved, and tourism and conservation activities should be able to benefit the community. Establishment of a viewing environment should protect and strengthen the authenticity of cultural heritage.