• Journal of the Korea Convergence Society
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• v.11 no.9
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• pp.229-242
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• 2020

The purpose of this study is to present the environmental factors of positive and negative aspects that affect the information security compliance intention, and reveals the relationship of the individual's the security compliance intention. The subjects of this study are employees of organizations that apply information security policies and technologies, and effective samples were obtained through surveys. In the process of analysis, the study model was verified through structural equation modeling. The measurement variables consisted of security policy, security system, technical support, work impediment, security non-visibility, compliance intention and organizational commitment and used for analysis. The results confirmed that security compliance factors such as policy, system, technical support, and non-compliance factors, work impediment, respectively, had an impact on organizational commitment, leading to compliance intention. The verification result of the research model suggests the direction of establishing a security compliance strategy for employees to improve the level of information security compliance of the organization.

• Journal of Science and Technology Studies
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• v.4 no.2 s.8
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• pp.103-127
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• 2004

This paper analyzes the strategic planning process of NASA (National Aeronautics and Space Administration) including its center, GSFC (Goddard Space Flight Center) in the framework of strategic planning in publicly funded R&D organizations. To construct this framework, theories have been considered mainly focused on strategic management and planning, its application on public sector, and characteristics of R&D activities. As a result, the framework could be set up in accordance with the process of strategic planning. Also, as a case study, we explored the practice of strategic planning process and organizational implementation of NASA and GSFC. During the analysis on the strategic process of NASA and GSFC, we could draw some lessons out as follows: First, we should consider the differences between private and public sectors when we establish strategic planning in public sector. Second, the stakeholder analysis should be involved in setting the mission, goals, and strategies of an organization. Third, it is necessary to identify and assess the socio-economic effects or public benefits by R&D programs of the organization and use the feedback on its goal. Fourth, to implement strategic planning effectively, planning process should be closely integrated with the management process such as setting goals, securing budgets, and evaluating the organization. Conclusively, the analysis on NASA and GSFC contribute to implementing strategic planning in publicly funded R&D organizations by providing the appropriately modified framework. As an extension of this study, more deliberate analysis on various practices of strategic planning and performance indicators should be followed.

• Journal of Digital Convergence
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• v.18 no.2
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• pp.343-349
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• 2020

The present study was to examine the relationship among work-family conflict, anger regulation, and organizational commitment. Four-hundred and eighty-seven workers completed the instruments assessing work-family conflict, anger regulation, and organizational commitment. The results showed that work-family conflict was negatively related to organizational commitment, but not significantly linked to anger regulation, and anger regulation was positively related to organizational commitment. It might be possible to address clearly the relationship among work-family conflict, anger regulation, and organizational commitment, especially the mediation effect of anger regulation, using a large sample.

• Journal of Digital Convergence
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• v.11 no.10
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• pp.241-253
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• 2013

This study investigated the impacts of perceived organizational support and psychological empowerment on organizational citizenship behavior. To accomplish this purpose, the authors conducted a survey of employees in manufacturing companies in the Daegu-Gyeongbuk region. A total of 272 questionnaires were used for the study. Hypotheses were tested through multiple regression analysis. As a result, perceived organizational support and psychological empowerment both positively affected organizational citizenship behavior. Perceived organizational support and psychological empowerment have less been studied as exploratory variables of organizational citizenship behavior. Therefore, the results of this study have many theoretical and practical implications.

• The korean journal of orthodontics
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• v.36 no.5
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• pp.324-330
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• 2006

Objective: The purposes of this study were to evaluate the differences between sand blasted, large grit and acid-etched (SLA) treated mini-implants and smooth surface orthodontic mini-implants in relation to the removal torque as well as the histologic analysis. Methods: Custom-made, screw-shaped, titanium implants with a length of 9.5 mm and an outer diameter of 1.8 mm were divided into 2 groups; the SLA group (20 SLA treated orthodontic mini-implants) and the smooth surface group (20 smooth surface mini-implants), and placed In the tibia metaphysis of 10 rabbits. Each rabbit had 4 mini-implants placed, 2 in each tibia. The right tibia were implanted with the SLA group mini-implants and the left tibia had the smooth group mini-implants placed. Each mini-implant group were immediately applied with a continuous traction force of 150 g using a Ni-Ti coil spring. The rabbits were sacrificed 6 weeks post-surgically. Subsequently, the legs were stabilized, the Ni-Ti coil springs were removed and the mini-implants were removed under reverse torque rotation with a digital torque gauge. Results: 6 weeks after placement, the SIA group presented a higher mean removal torque value (8.29 Ncm) than the smooth group (3.34 Ncm) and histologic analysis revealed a higher new bone formation aspect along the screw in the SLA group. Conclusion: Results of this study indicates that SLA treated mini-implants may endure higher orthodontic forces without loosening.

• Management & Information Systems Review
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• v.28 no.2
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• pp.41-67
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• 2009

Organizational interpersonal supervisory trust, organizational justice(distributive and procedural justice) and job satisfaction have been lately more spotlighted as generally concluded by many previous studies. The purpose of this study is to find out possible effects of these three factors upon organizational commitment. The results of this study can be outlined as follows: First, it was found that organizational trust, a preceding variable, had significant positive effects on distributive and procedural justice, as well as on organizational commitment as a dependent variable. Second, it was found that two independent variables, i.e. distributive and procedural justice had significant positive effects upon job satisfaction, and procedural justice had significant positive effects on organizational commitment as a dependent variable, but distributive fairness had no significant effects on organizational commitment. Third, it was found that job satisfaction, an independent variable, had significant positive effects on organizational commitment. Fourth, it was found that organizational trust had significant positive secondhand associations with organizational commitment by way of distributive and procedural justice and job satisfaction, and also had overall significant positive effects on organizational commitment. Thus, it is concluded that the higher organizational trust is an index of higher organizational commitment. Fifth, it was found that distributive justice had just significant secondhand effects on organizational commitment by way of job satisfaction, but it had no significant effects overall upon organizational commitment, since such secondhand effects were considerably set off due to negative firsthand effects of distributive justice upon organizational commitment. But procedural justice and job satisfaction had significant firsthand and overall effects on organizational commitment, so it is concluded that the higher procedural justice and the higher job satisfaction are good indices of the higher organizational commitment. Hence, it is concluded that organizational supervisory trust has positive effects on distributive and procedural justice and organizational commitment; distributive justice has positive effects on job satisfaction; procedural justice has positive effects on job satisfaction and organizational commitment; and job satisfaction has positive effects on organizational commitment, so these empirical findings hereof are consistent with general results of previous studies.

• Korean Journal of Ichthyology
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• v.25 no.4
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• pp.216-221
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• 2013

Histological study and gonadosomatic index (GSI) to investigate an exact reproductive cycle of Korean loach Kichulchoia multifasciata, were conducted throughout a year from December 2011 to December 2012. The stage of ovarian and testicular development was divided into four phases: a growing phase (November to March the following year), a spawning phase (April~May), a degeneration phase (May~June), a resting phase (June to November). The peak of the spawning period in male and female appears between April to May, having water temperature $12.7^{\circ}C$ and day length over 13 hours. These results were consistent well with a histological study.

• Proceedings of the KAIS Fall Conference
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• 2009.12a
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• pp.249-253
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• 2009

창업학에서 프랜차이즈 비즈니스는 주요 연구분야이다. 또한 국가경제에서 프랜차이즈 산업의 비중과 중요성은 점차 증가하고 있다. 특히, 교육부문에서도 기존 중소형 학원의 점유율은 점점 낮아지고 대형학원 및 프랜차이즈 학원의 비중은 점점 커지고 있다. 이에 따라 프랜차이즈 학원의 경영자와 그 구성원들의 시장지향성 활동 및 경쟁우위의 창출의 중요성은 높아지고 있다. 본 연구는 고객지향성 및 경쟁자지향성이 경쟁우위와 경영성과에 미치는 직 간접적인 영향을 프랜차이즈 학원을 대상으로 분석함으로써 학원 운영의 시사점을 제공하고자 시도되었다. 연구결과 조직 내 고객지향성과 경쟁자지향성으로 구성된 시장지향적인 활동과 공유는 경쟁우위가 되는 시장차별화 및 혁신차별화에 영향을 미치고 있으며, 이를 통해 창출된 경쟁우위는 시장성과 및 재무성과에 영향을 주고 있음을 확인하였다. 그리고 시장지향성은 시장차별화와 혁신차별화를 매개로 경영성과에 간접적인 영향을 미치고 있다. 이러한 연구결과는 학원경영자에게 시장지향적인 활동과 조직 내 공유를 통한 경쟁우위 창출의 중요성을 알려주고 있다.

• Corrugated packaging logistics
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• s.77
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• pp.95-101
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• 2008

이 매뉴얼에는 놀라운 기술적 비밀 또는 특허가 될 만한 정보가 있는 것은 아니다. 대부분의 정보는 골판지 산업계 내에서 수십년 동안 존재해왔던 것들이다. 이 메뉴얼은 단지 현재 존재하고 있는 이런 정보들을 군에서 사용되는 유지관리 시스템에 맞추어 하나의 논리적인 형식으로 압축한 것에 지나지 않는다. 하지만 이 매뉴얼이 나오기 까지 물신양면으로 도움을 주신 몇몇 분들에게 감사를 전하고자 한다. 첫 번째로 미육군에 감사하고 싶다. 유지관리 초년장교로서 나는 심지어 가장 오래된 골동품인 1959년형 2.5톤 트럭조차도 수 십년간 최적의 수준으로 달리게 만드는 미육군의 매우 조직적이고 단순한 유지관리 시스템을 보고 매우 놀랐었다. 이 매뉴얼 안에 있는 조직적인 틀은 그러한 경험의 산물이다. 나에게 많은 훈련을 시켜 주었고 정보를 준 웨스트베코사(Westvaco Corporation)의 짐버트(Jim Burt)에게 감사하지 않을 수 없다. 이 책에 소개되어 있고 현재 골판지 산업계에서 사용되는 조정에 관한 대부분의 정보는 스톤 컨테이너사(Stone container corporation)의 던드래쥐(Don Drage)의 공이 크다. 이외의 정보는 종이판지 포장잡지(Paperboard packaging magazine)의 에드릴레이(Ed Riley)와 같은 지도자에 의해 쓰여진 기사들에서 얻어진 것이다. L.A. 사우어사(L.A. Saur Corporation)와 같은 장비와 부품회사들 또한 그들 전문분야에서의 가장 최신의 정보를 제공해 주었음을 밝히는 바이다.

• Corrugated packaging logistics
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• s.78
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• pp.83-89
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• 2008

이 매뉴얼에는 놀라운 기술적 비밀 또는 특허가 될 만한 정보가 있는 것은 아니다. 대부분의 정보는 골판지 산업계 내에서 수십년 동안 존재해왔던 것들이다. 이 메뉴얼은 단지 현재 존재하고 있는 이런 정보들을 군에서 사용되는 유지관리 시스템에 맞추어 하나의 논리적인 형식으로 압축한 것에 지나지 않는다. 하지만 이 매뉴얼이 나오기 까지 물신양면으로 도움을 주신 몇몇 분들에게 감사를 전하고자 한다. 첫 번째로 미육군에 감사하고 싶다. 유지관리 초년장교로서 나는 심지어 가장 오래된 골동품인 1959년형 2.5톤 트럭조차도 수 십년간 최적의 수준으로 달리게 만드는 미육군의 매우 조직적이고 단순한 유지관리 시스템을 보고 매우 놀랐었다. 이 매뉴얼 안에 있는 조직적인 틀은 그러한 경험의 산물이다. 나에게 많은 훈련을 시켜 주었고 정보를 준 웨스트베코사(Westvaco Corporation)의 짐버트(Jim Burt)에게 감사하지 않을 수 없다. 이 책에 소개되어 있고 현재 골판지 산업계에서 사용되는 조정에 관한 대부분의 정보는 스톤 컨테이너사(Stone container corporation)의 던드래쥐(Don Drage)의 공이 크다. 이외의 정보는 종이판지 포장잡지(Paperboard packaging magazine)의 에드릴레이(Ed Riley)와 같은 지도자에 의해 쓰여진 기사들에서 얻어진 것이다. L.A. 사우어사(L.A. Saur Corporation)와 같은 장비와 부품회사들 또한 그들 전문분야에서의 가장 최신의 정보를 제공해 주었음을 밝히는 바이다.