• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.7 no.3
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• pp.27-37
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• 2012

The purpose of this study is to review the effect of internal marketing on job satisfaction in food service industry. In order to verify and achieve the purposes mentioned above, questionnaire data are gathered and analysed from 438 employees and their superiors for measuring employees' service quality fromKangwon province. Multiple regression is applied to test the proposed 2 hypotheses: the relationship between internal marketing and intrinsic job satisfaction, and the relationship between internal marketing and extrinsic job satisfaction. Empirical survey's findings are as follows; First, management support, internal communication and employment security have positive relationships with intrinsic job satisfaction. Second, management support, training & education has positive effect on extrinsic job satisfaction and employment security have positive relationships with extrinsic job satisfaction.

• Korean Journal of Poultry Science
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• v.16 no.2
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• pp.105-127
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• 1989

Although poultry industry in Japan has been much developed in recent years, it still needs to be developed , compared with developed countries. Since the poultry market in Korea is expected to be opened in the near future it is necessary to maximize the Productivity to reduce the production costs and to develop the scientific, technologies and management organization systems for the improvement of the quality in poultry production. Followings ale the summary of poultry industry in Japan. 1. Poultry industry in Japan is almost specized and commercialized and its management system is ： integrated, cooperative and developed to industrialized intensive style. Therefore, they have competitive power in the international poultry markets. 2. Average egg weight is 48-50g per day (Max. 54g) and feed requirement is 2. 1-2. 3. 3. The management organization system is specialized and farmers in small scale form complex and farmers in large scale are integrated.

• Journal of dental hygiene science
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• v.17 no.2
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• pp.142-149
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• 2017

This study targeted 123 dental hygienists working at the university and dental hospital as well as the dental clinic in Busan. The study ran for 5 months beginning July 23, 2016. The purpose of the study was to understand the relationship between core competencies and job performance for dental hygienists. The major core competencies of dental hygienists were interpersonal relation competency (3.61) was the highest, followed by management and educational competency (3.59), organizational relation competency (3.57), and basic dental hygiene management competency (3.56). Regarding the subjects' job performance, 'the task requested by a boss could be finished by the deadline' (3.93) was the highest, followed by 'there has been no case where others were harmed owing to carelessness' (3.76). 'The performance exceeding the targets set by the boss' (3.11) was relatively low. The group working for dental hospitals showed higher job performance than the group working for dental clinics (p=0.009) while there were high correlations between core competencies and job performance (p=0.733). Also, analysis for understanding relevant variables of core competencies that affected job performance revealed that the interpersonal relation competency (p=0.25), self-control competency (p=0.32), and basic dental hygiene competency (p=0.15) were significant. In summary, reinforcement of the dental hygienists' core competencies has a positive effect on job performance. Improved job performance in turn should improve patient care as well as the performance of the healthcare organization overall which will be eventually helpful to the provision of high-quality medical service to patients, and helpful for the hospital organization Helpful in making their performance better. Therefore, it would be necessary to establish administrative/educational support to facilitate dental hygiene education to develop major competencies and vocational basic abilities, as well as reinforce diverse competency educational programs for the current dental hygienists.

• The Journal of the Korea Contents Association
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• v.16 no.10
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• pp.206-225
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• 2016

This study analyzes the effect of authentic leadership on organizational climate, organizational citizenship behavior, and job performance to suggest the implications behind the growing importance of authentic leadership. In particular, this study substantiates existing arguments that organizational climate moderates the tension between leaders and employees by investigating the mediating effects of organizational climate on the relationship between authentic leadership and job performance. A survey was conducted on employees of various business areas in Korea, and 444 responses were used in statistical analysis which was performed using SPSS/WIN 24.0 and STATA 14.0 statistics package and verified using structural equations. The analysis results showed that 1) authentic leadership has positive effects on organizational climate, organizational citizenship behavior, job performance; 2) organizational climate has positive effects on organizational citizenship behavior and job performance; 3) organizational citizenship behavior has a positive effect on job performance; and 4) organizational climate performs a mediating role in the relationships among authentic leadership, organizational citizenship behavior, and job performance. By including organization climate's mediating effect as a factor in the research on authentic leadership, this study presents a new perspective for future studies on leadership.

• Journal of Arbitration Studies
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• v.28 no.2
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• pp.111-135
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• 2018

As the disputes in the investment and civil/commercial sectors of China and Taiwan have increased due to active cross-strait economic exchanges, the Chinese government is addressing cross-strait disputes through various dispute resolution methods. In recent years, the Arbitration Center Across the Straits (ACAS) has been established to resolve disputes between cross-strait parties, while ACAS Arbitration Rules have been enacted and enforced. ACAS Arbitration Rules are prepared by referring to the Arbitration Act of China and Taiwan, the relevant provisions and practices of the China International Economic and Trade Arbitration Commission (CIETAC) Arbitration Rules and the cross-strait practical affairs of the China International Economic and Trade Arbitration Commission, and the cross-strait practical affairs giving consideration to the specificity of the cross-strait relationship and the characteristics of economic and trade disputes. Therefore, this paper has compared the features and main contents of the ACAS Arbitration Rules with those of the CIETAC Arbitration Rules. This refers to arbitration proceedings such as form and effect of arbitration agreement, decision of place of arbitration, and organization of arbitral tribunal; the provision of consolidation of multiple contracts and arbitration, and the provision of joinder of arbitration parties, which are implementing the "principle of party autonomy" with streamlining arbitration proceedings and reducing costs; "common, simple, and small sum arbitration proceedings which require shorter arbitration proceedings depending on the size of the arbitration object; and regulations on the "interconnection of mediation and conciliation" which is characteristic of China's arbitration system. Based on the above-mentioned main contents of the ACAS Arbitration Rules in China, there are some implications to be considered in the establishment of the Arbitration Rules of the South-North Commercial Arbitration Commission which will be applied to solve commercial and investment disputes arising from the Inter-Korean Economic Cooperation process, suggesting implications such as the need for the rapid composition and operation of the South-North Commercial Arbitration Commission, requirements for selecting arbitrators, expansion of the object of arbitration, specification of concreteness in deciding the place of arbitration, need to create a variety of arbitration proceedings, and application plan of the International Center for Settlement of Investment Dispute (ICSID) or Third Power Arbitration Agency.

• Journal of the Korean Society of Propulsion Engineers
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• v.13 no.3
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• pp.20-26
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• 2009

Turbopump test for a 30-ton-thrust liquid rocket engine was carried out using real-propellant. Liquid oxygen, kerosene, cold hydrogen gas were used for the oxidizer pump, the fuel pump, and the turbine, respectively. The turbopump was reliably operated at the design and off-design conditions and the performance requirements were satisfied, which implies that the turbopump development at the engine subsystem level is successfully accomplished in the point of performance validation. This paper presents the results of a test where the turbopump was run for 75 seconds at three operating modes. In terms of performance characteristics of pumps and turbine, the results of turbopump assembly test using real-propellant showed a good agreement with those of the turbopump component tests using simulant working fluid.

• Proceedings of the Korean Society of Propulsion Engineers Conference
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• 2009.05a
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• pp.11-17
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• 2009

Hot-fire test of a turbopump for a gas generator cycle rocket engine of 30 ton class was carried out in real propellant environment. Liquid oxygen and kerosene were used for the oxidizer pump and the fuel pump, respectively, while hot gas produced by the gas generator was supplied to the turbine. A part of the propellant discharged from the pumps was provided to the gas generator. The turbopump was run stably at both on-design and off-design conditions, satisfying all the performance requirements. This paper describes one of the test cases, where the turbopump was run for 120 seconds at three different operating modes in one test. In terms of performance characteristics of pumps and turbine, the results from turbopump assembly test using real propellant showed a good agreement with those from the turbopump component tests using simulant working fluid.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.4
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• pp.622-631
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• 2016

This study examined 316 soldiers in the South Korean Army and the mediation effects of social support on bullying and frustration. Bullying, social support, and frustration showed average scores of 2.23, 3.60, and 2.75 points, respectively. There was a positive correlation between bullying, social support, and frustration. All of the subordinate variables of bullying showed significant impacts on frustration (p<.05), with psychological harassment showing the greatest impact (${\beta}=.340$), followed by bullying in interpersonal relationships (${\beta}=.149$) and bullying at work (${\beta}=.130$). In all the interaction items of the subordinate variable bullying ${\times}$ social support, bullying had a significant impact on frustration at p<.01, while the highest impact was shown in the interaction item of bullying ${\times}$ member support (${\beta}=.456$). The results imply that intangible combat power and solidarity among soldiers can be guaranteed only when superiors and peers provide full support for soldiers who are victims of bullying.

• Proceedings of the Korean Society of Propulsion Engineers Conference
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• 2008.11a
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• pp.359-365
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• 2008

Turbopump test for a 30-ton-thrust liquid rocket engine was carried out using real-propellant. Liquid oxygen, kerosene, cold hydrogen gas were used for the oxidizer pump, the fuel pump, the turbine, respectively. The turbopump was run stably at the design and off-design conditions and the performance requirements were satisfied, which implies that the turbopump development at the engine subsystem level is successfully accomplished in the point of performance validation. This paper presents the results of a test where the turbopump was run for 75 seconds at three operating modes. In terms of performance characteristics of pumps and turbine, the results from turbopump assembly test using real-propellant showed a good agreement with those from the turbopump component tests using simulant working fluid.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.3
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• pp.89-95
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• 2020

This study is a descriptive research to investigate the effects of nurses' internal orientation, social support and job orientation on turnover intention. The subjects were two university hospital nurses in D metropolitan city who agreed to participate in the study. Data collection was conducted from October 2, 2018 to March 20, 2019. The data were analyzed using SPSS 22.0 program, frequency and percentage, mean and standard deviation, correlation analysis, t-test, ANOVA, Pearson's correlation, and multiple regression. The study results were 3.04 ± .62 points for internal orientation policy, 3.08 ± .55 points for social support, 3.81 ± .59 points for peers, 3.67 ± .60 points for family members, and 2.98 ± 0.43 points for job placement and intention to turnover. The degree of turnover decreased with higher internal orientation, social support and job orientation. An examination of the general characteristics of the factors affecting turnover intention showed significant results with clinical experience and working department. The higher the clinical experience, the higher the turnover intention, and the department of work showed the higher turnover intention in the order of surgical ward, medical ward, ICU, and OR. These results show the need to actively develop and educate programs to improve nurses' intention to turnover, as well as internal hospital-oriented policies, social support, and job placement.