• Journal of the Korean Institute of Landscape Architecture
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• v.52 no.1
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• pp.59-70
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• 2024

As urbanization progresses, the demand for parks and green space is increasing. Park green spaces in the city are important spaces in the city because they are recognized as spaces where people can freely engage in outdoor activities. The park service area is a measure that shows the extent to which services are provided based on distance. In this process, the concept of accessibility plays an important role, and walking, in particular, as the most basic means of transportation for people and has a great influence on the use of parks. However, the current park service area analysis focuses on discovering underprivileged areas, so detailed evaluation of beneficiary areas is insufficient. This study seeks to evaluate park service areas based on the pedestrian accessibility and the pedestrian network. Park services are services that occur when users directly visit the park, and accessibility is expected to be reflected in terms of usability. To quantify the pedestrian network, this study used space syntax to analyze pedestrian accessibility based on integration values. The integration values are an indicators that quantify the level of accessibility of the pedestrian network, and in this study, the higher the integration value, the higher the possibility of park use. The results of the study are as follows. First, Bundang-gu's park service area accounts for 43%, and includes most sections with high pedestrian accessibility, but some sections with good pedestrian accessibility are excluded. This can be seen as a phenomenon that occurs when residential areas and commercial and business areas are given priority during the urban planning process, and then park and green areas are selected. Second, based on Bundang-gu, the park service area and pedestrian accessibility within the park service area were classified by neighborhood unit. Differences appear for each individual neighborhood unit, and it is expected that the availability of the park will vary accordingly. In addition, even in areas created during the same urban planning process, there were differences in the evaluation of park service areas according to pedestrian accessibility. Using this, it is possible to evaluate individual neighborhood units that can be reflected in living area plans, and it can be used as a useful indicator in park and green space policies that reflect this in the future.

• Journal of the Korean Society of Food Science and Nutrition
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• v.39 no.12
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• pp.1880-1892
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• 2010

The purposes of this study were to: a) provide evidence concerning the effects of emotional intelligence on job outcomes, b) examine the impacts of emotional intelligence on employee-related variables such as 'job satisfaction', 'organizational commitment', 'organizational performance', and 'turnover intention' c) identify the conceptual framework underlying emotional intelligence. A survey was conducted to collect data from foodservice managers (N=231). Statistical analyses were completed using SPSS Win (16.0) for descriptive analysis, reliability analysis, factor analysis, t-test, correlation analysis, cluster analysis and AMOS (16.0) for confirmatory factor analysis and structural equation modeling. The concept of emotional intelligence (EI) has been on the radar screens of many leaders and managers over the last several decades. The emotional intelligence is generally accepted to be a combination of emotional and interpersonal competencies that influence behavior, thinking and interaction with others. The main results of this study were as follows. The four EI (Emotional Intelligence) dimensions correlated significantly with age. The means of job satisfaction score were above the midpoint (3.04 point) scale. The organizational commitment score was above the midpoint (3.41 point) scale and was higher at 'loyalty' factor than 'commitment' factor. The means of organizational performance score were above the midpoint (3.34) scale. The correlations among the four EI (emotional intelligence) factors were significant with job satisfaction; organizational commitment, organizational performance and turnover intention. The test of hypothesis using structural equation modeling found that emotional intelligence produced positive effects on job attitude and job performance. Emotional intelligence enhanced organizational commitment, and in turn, managers' attitude produced positive effects on organizational performance; emotional intelligence also had a direct impact on organizational performance. This study has identified the effect of emotional intelligence on organizational performance and attitudes toward one's job.