• Journal of dental hygiene science
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• v.12 no.6
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• pp.644-651
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• 2012

This study purports to measure the level of work friendship in dental clinic and examines the friendship's effect on the organizational effectiveness. Data were collected from workers who worked in dental clinic located in Seoul and Gyeonggi areas by self-administered questionnaires from early in October till lately in September, 2009 through direct interview and e-mail. Among 250 questionnaires, 240 responses were returned, and 17 copies with an inaccurate answer were excluded. Finally 223 responses were analyzed through SPSS program. The study revealed that the work friendship in dental clinic has enormous influence on job satisfaction, occupational commitment, intent to leave, stress etc. The results imply that the managers of the dental clinics need to create an organizational climate which emphasizes on a good relationship among members and have them take part in various committees or informal activities.

• Journal of Korea Port Economic Association
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• v.39 no.1
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• pp.65-100
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• 2023

This study examines the effects of organizational trust of the container terminal operators' employee on organizational citizenship behavior and the moderating effect of organizational support in the relationship between the two variables. In order to efficiently achieve the purpose of this study, an empirical analysis was conducted by distributing a literature review and a questionnaire, and the results of the study are as follows... First, the organizational trust of the container terminal operators' employee was found to have a significant positive (+) effect on organizational citizenship behavior, and trust in the company appeared to be more important than trust in the superior, indicating trust in the institutional aspect. This means that formation has more influence on organizational citizenship behavior... Second, it was confirmed that the organizational support of the container terminal operators' employee can lead to active participation in organizational citizenship behavior through the expansion of educational compensatory support. Third, among the organizational support of container terminal operators, emotional support and educational compensatory support were found to have a partial moderating effect on the relationship between organizational trust and organizational citizenship behavior." Emotional support has a moderating effect on caring and active participation behaviors in the relationship between trust in the company and organizational citizenship behaviors, and a moderating effect on caring, active participation, and non-complaining behaviors in the relationship between trust in superiors and organizational citizenship behaviors. It was analyzed that there is Compensatory educational support has a moderating effect on altruistic, caring, active participation, and non-complaining behavior in the relationship between trust in the company and organizational citizenship behavior. It was analyzed that there was a moderating effect on active participation and non-complaining behavior. These analysis results mean that members' trust in the company further increases through the container terminal operator's emotional support and educational reward support. As uncertainty grows, it is very important to increase the trust of organizational members in the organization. sense of belonging to the organization, Emotional support that can increase immersion, improvement of work environment, provision of educational opportunities, and education-compensatory support such as a fair compensation system will increase organizational trust and induce effective organizational citizenship behavior to realize sustainable growth of the organization.

• The Journal of the Korea Contents Association
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• v.8 no.12
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• pp.334-346
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• 2008

The study examined the relationship between servant leadership and organizational commitment and tested the mediating role of the organizational trust between the two variables. Measurement of servant leadership used intactly 23 items of a preceding research. Empirical analysis result can be summarized as follows. Firstly. the servant leadership has positive influence on organizational trust. Secondly. servant leadership has significant influence on affective commitment and normative commitment, but could not reach the significance level for continuance commitment. Lastly, this study was proved there was an partial mediating effect of organizational trust, between the servant leadership and affective commitment, normative commitment, but could not reach the significance level for continuance commitment. And if the organizational trust is higher, the extent of the servant leadership's influence on organizational commitment would be higher.

• Journal of Agricultural Extension & Community Development
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• v.21 no.2
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• pp.57-80
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• 2014

The fact that cooperation is an essential factor for foodservice industry success has been discovered by many business leaders. Success in entrepreneurial businesses depends upon cooperation. However, there has been a lack of studies done about cooperation in the service industry, particularly levels of cooperation among foodservice employees in an organization. This study is designed to understand the antecedents, servant leadership and trust in co-workers that have a resulting influence on cooperation among foodservice employees. To achieve the study objective, 191 valid questionnaires were statistically analyzed, using frequency analysis, factor, reliability analysis and multiple regression analysis. The following is a summary of my verified analysis. First, servant leadership have a positive influence on trust in co-workers. Second, trust in co-workers has a positive influence on cooperation among foodservice employees positively.

• Journal of Korean Society of Coastal and Ocean Engineers
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• v.21 no.1
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• pp.54-62
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• 2009

The present study investigates the behaviour of overtopping flows falling on the leeside of a caisson breakwater with dissipating blocks through laboratory measurements. The falling overtopping flows in the leeside are expected to directly affect the leeside stability of the breakwater. This study focuses on not the resultant stability but the characteristic pattern of the overtopping flows depending on wave conditions through examining front velocity and plunging distance in the leeside. Regular waves were used to investigate the dependence of the overtopping flow pattern on wave conditions and a modified image velocimetry combining the shadowgraphy and cross-correlation method was employed for measurements of image and velocity. From the measurements, it is shown that the plunging distance and front velocity of the overtopping flow in the breakwater leeside increase as the wave period or height increases. From non-dimensional relationships between the variables, empirical formula for the velocity and overtopping distance are suggested.

• Journal of the Korean Geosynthetics Society
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• v.14 no.2
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• pp.11-21
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• 2015

According to the damage investigation in 2002, the failures of river levee were caused by overflow, erosion, and unstable body conditions due to piping, inappropriate embanking materials, and poor compaction. Especially, overflow was identified as a main reason that induces levee failure by 39.5% from the distribution of failure types. The major parameters, such as levee collapsing angle (${\theta}$), levee collapsing rate (k) affect inundation velocity and area size during the analysis of inundation modeling, however, domestic research effort on this area is still insufficient. In this paper authors conducted levee failure experiments of 4 levee height types, 0.20 m, 0.25 m, 0.30 m, and 0.40 m based on theassumption of Froude Similarity (${\lambda}_{Fr}=1$). As a result, the authors suggested a levee failure mechanism according to the levee heights (H), a collapse extension lengthwhich is around, levee collapse angle (${\theta}$), levee collapse rate (k).

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.8 no.2
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• pp.35-45
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• 2013

In this article, we try to study the relationship among quality management activities, employee trust, and employee satisfaction in small venture companies in Korea. Based on the previous studies, we build a couple of hypotheses about communication, process management, business policies, innovative changes, employee trust and employee satisfaction. From our empirical study, we find that communication and innovative changes have an positive effect on employee trust. Also, employee satisfaction is positively influenced by employee trust. Our study provides the following implications for organization management. First, for employee satisfaction, in an organization, it is very important to build employee trust among higher managements, firms, business processes, evaluations, and employees. Second, in order to build employee trust, besides establishing clear management policy and managing business processes, our study shows that improving communications among employees and customers and having continuos innovative changes such as improving current business processes, problem solving, establishing standards and maintaining high productions are important.

• The Journal of the Korea Contents Association
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• v.14 no.5
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• pp.373-379
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• 2014

This study was conducted empirically to explore the relationship between transformational and transactional leadership and in-role performance focusing on the mediating effect of motivation, intrinsic and extrinsic motivation. To accomplish this, we have thoroughly reviewed the studies and theories related to transformational-transactional leadership and in-role performance. Based on the literature review, I proposed research model and hypothesis and statistically tested. The data for this study was collected via survey. The basic informations involved 159 employees who work for companies in Busan and sourthern Kyunsan province. The results were follows. Transformational and transactional leadership have meaningful influence on in-role performance. The mediating effect of intrinsic and extrinsic motivation between transformational leadership and in-role performance was supported. These results imply that leaders should support the vision of employees as a symbol of success and it could foster the performance.

• Journal of Biosystems Engineering
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• v.14 no.2
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• pp.67-79
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• 1989

This study was conducted to investigate the applicability of true model theory for pull prediction in a powered lugged wheel-soil system and to examine the possibility of using principles of similitude in investigating the dimensions of soil parameters pertinent to a powered lugged wheel-soil system concerning the pull prediction. The following conclusions were derived from the study; 1) The pull of prototype wheels proved to be predicted by those of the model wheels for the range of the dynamic weight tested. The pull curves of models and prototype were respectively very similar in the shape. From this basic knowledge, it was enabled to apply the similitude theory to the performance prediction of the true model. 2) A conditional equation which can be used for the prediction of pull of prototype by model test was derived as follows. $n_f=n_1^{-b}$ where $n_f$ : force scale = $w/w_m$ $n_1$ : length scale = ${\ell}/{\ell}_m$ b : exponent on the length dimension of the soil property ${\alpha}$ The range of the numerical value of b, which was determined by the least square method, was found to be -2.0~-2.6. 3) Considering a relatively wide variation of b values in the pull prediction, b is considered to be a function of many variales. Thus it was concluded that there are several soil properties which are pertinent to the powered lugged-wheel-soil system concerning the pull prediction, and these soil properties may have the different effects on the pull of model and protytype wheels, to give the different dimension on the soil parameters.

• The Journal of the Korea Contents Association
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• v.7 no.6
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• pp.206-216
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• 2007

The purpose of this paper is to examine the relationship between job satisfaction and organizational commitment according to employment types. As a result of this study, firstly, while there is a significant difference in the job itself satisfaction between regular and contingent workers, there is no significant difference in the organizational commitment between regular and contingent workers. Concretely, a job itself satisfaction degree is higher in contingent workers rather than in regular ones, and the level of organizational commitment is no difference between regular and contingent workers. Secondly, there is no moderating effect according to employment types in job satisfaction influencing on organizational commitment. In addition, there is a partially difference in the job satisfaction factor having influence on regular and contingent workers' organizational commitment. That is, it is confirmed that the satisfaction of job itself in regular workers has influence on organizational commitment positively, and the satisfaction of job itself, promotion, and supervisor in contingent workers has influence on organizational commitment positively.