• Journal of Biomedical Engineering Research
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• v.27 no.5
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• pp.203-209
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• 2006

The aim of this study is to investigate the feasibility of ex vivo MR diffusion tensor imaging technique in order to observe the diffusion-contrast characteristics of human gastric tissues. On normal and pathologic gastric tissues, which have been fixed in a polycarbonate plastic tube filled with 10% formalin solution, laboratory made 3D diffusion tensor Turbo FLASH pulse sequence was used to obtain high resolution MR images with voxel size of $0.5{\times}0.5{\times}0.5mm^3\;using\;64{\times}32{\times}32mm^3$ field of view in conjunction with an acquisition matrix of $128{\times}64{\times}64$. Diffusion weighted- gradient pulses were employed with b values of 0 and $600s/mm^2$ in 6 orientations. The sequence was implemented on a clinical 3.0-T MRI scanner(Siemens, Erlangen, Germany) with a home-made quadrature-typed birdcage Tx/Rx rf coil for small specimen. Diffusion tensor values in each pixel were calculated using linear algebra and singular value decomposition(SVD) algorithm. Apparent diffusion coefficient(ADC) and fractional anisotropy(FA) map were also obtained from diffusion tensor data to compare pixel intensities between normal and abnormal gastric tissues. The processing software was developed by authors using Visual C++(Microsoft, WA, U.S.A.) and mathematical/statistical library of GNUwin32(Free Software Foundation). This study shows that 3D diffusion tensor Turbo FLASH sequence is useful to resolve fine micro-structures of gastric tissue and both ADC and FA values in normal gastric tissue are higher than those in abnormal tissue. Authors expect that this study also represents another possibility of gastric carcinoma detection by visualizing diffusion characteristics of proton spins in the gastric tissues.

• Journal of Distribution Science
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• v.13 no.1
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• pp.35-46
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• 2015

Purpose - This paper attempted to investigate the relationships among the perception of job insecurity and organizational effectiveness, and it examines these relationships while considering the moderating effect of trust in the manager and self-efficacy. Job insecurity is an independent variable, organizational effectiveness aspects (job satisfaction, organizational commitment, and turnover intention) are dependent variables, and trust and self-efficacy are moderators. Research design, data, and methodology - Regression analysis was used to verify the effects. The measurement items were already deemed as reliable and valid in the previous study, but for this purpose, some modifications were made. To examine the model, this study relied on the samples chosen from Korean employees in the six franchise business firms. The survey was conducted on 288 workers. Each question is based on a 5-point Likert type scale. The data were analyzed using SPSS 18.0. Results - The results of the study are summarized as follows. First, job insecurity has an influence on organizational effectiveness aspects (negatively on job satisfaction, negatively on organizational commitment, and positively on turnover intention). Second, analyzing the moderating effect of trust, trust in manager is mediated between job insecurity and organizational effectiveness aspects (on organizational commitment and on turnover intention). However, employees' trust in manager had no significant moderating effect on the job insecurity-job satisfaction relationship. Third, self-efficacy is mediated between job insecurity and organizational effectiveness aspects (on job satisfaction, on organizational commitment, and on turnover intention). Conclusions - First, it is necessary to be aware of the seriousness of employees' job insecurity in franchise firms, which have played a pivotal role in national economic growth, and to create a detailed plan for reducing insecurity and actively implementing it. To this end, the franchise companies should implement efficiency efforts such as obtaining an appropriate capacity of equipped personnel and a training program. Second, there are moderating effects of self-efficacy and trust in the relationship between job insecurity and organizational effectiveness. Depending on business conditions, stability and instability can only be experienced in the organizations of franchise companies. This can give rise to instability in employment. Therefore, it is necessary to develop and utilize a system that can be minimized with a change in the new awareness of employment instability. After all, a good leader (manager) must accumulate personal trust and build up a core competence that is necessary to become competent in the field himself. Even if you lack the material resources to improve performance, if the leader with the core competencies (e.g., technical/management /organization/marketing/design) can gain the trust of the supervisor, you can get a good organizational performance. Therefore, you should foster a healthy organizational culture through education such as leadership training and employee training to be built on trust between the leaders and the employees. In addition, you need to focus on HRD&M training in order to increase the self-efficacy of the supervisor.

• Journal of dental hygiene science
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• v.18 no.6
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• pp.374-379
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• 2018

This study attempted to identify factors work environment that affect job satisfaction in dental hygienists. This study was conducted between August 29 and September 28, 2017, as part of an in-depth study of the 'Survey on the Working Environment of Clinical Dental Hygienists' of the Korean Dental Hygienists Association. To get the responses, the questionnaire was posted on the website of the Korean Dental Hygienists Association, and of the respondents, 4,663 were selected and analyzed. An independent t-test and one way ANOVA analysis were used to make a comparison of job satisfaction according to the general characteristics, salary, and tasks. Logistic regression analysis was conducted to identify factors affecting job satisfaction. The significance level was 0.05. In regard to salary information, the job satisfaction was found to be high (p<0.001) in cases where the salary was considered appropriate, when incentives were provided, when rewards or vacation expenses were supported, and when overtime and nightly work allowances were paid. In regard to job information, the job satisfaction was found to be high (p<0.001) when the volume of work was considered appropriate, when there were sufficient numbers in the workforce, and when the division of labor among the other personnel was clear. As a factor affecting job satisfaction of dental hygienists, the case of thinking that 'workload is appropriate' was found to be 2.052 times, showing the highest score. Job satisfaction in dental hygienists affects the turnover and has a significant effect on the performance of the organization. Therefore, it is believed, that it is urgent to improve the working environment such as salary and clear division of duties affecting job satisfaction of dental hygienists.

• Korean Journal of Child Education & Care
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• v.18 no.4
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• pp.65-89
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• 2018

Objective: The purpose of this study is to analyze the science concepts and teaching and learning methods presented in the science education-related activities of the Nuri Curriculum teacher guidebooks for ages 3-5. Methods: The research data included 772 activities related to science education in the teachers' guidebook. The analysis of science concepts was based on physical science (force and motion, physical structure, electricity and magnetism, light and shadow, sound properties), chemistry (material properties, material reaction), life science (organizational structure, growth and change, heredity and evolution, animal plant and human relationships), earth science (earth system interaction, earth system structure, and universe), engineering (designed world, engineering design, engineering, technology and society) and ecology (environment preservation). Teaching and learning methods were analyzed according to the types of small and large group activities and of free play activities. Results: Science concepts were mainly presented in the fields of engineering, chemistry, and life science commonly among children aged 3-5, whereas the concepts of physical science were lowly presented in all ages. Science concepts appeared mainly in the daily subjects of 'animal plant and nature', 'life tools', 'environment and life', and 'spring, summer, autumn and winter'. As the teaching and learning method, free paly activities (science area, free outdoor selection activity, math and manipulative activity) were mostly used for the ages of 3 and 4, and small and large group activities (cooking, story sharing, music activity) were for the age of 5. Conclusion/Implications: It is necessary to select the level of science area and concept that can be taught according to the age of children and the timing of the teaching.

• Journal of the Korean Applied Science and Technology
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• v.36 no.1
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• pp.279-298
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• 2019

Many empirical studies are conducted in regards to protean career or boundaryless career. The concept and the notion of protean career and boundaryless career has extended so far. Yet, the gap in the literature exists. Previous literature focused on the relationship among protean career, boundaryless career, and subjective career success, but examined little about the influence of protean career and boundaryless career on positive career attitude or future learning readiness. Therefore, this study explores the moderating effect of supporting policy of career development among protean career orientation, boundaryless career, positive career attitude, and future learning readiness. There was moderating effect of supporting policy of career development among the relationships of protean career orientation and future learning readiness; the relationships of boundaryless career and future learning readiness. The moderating effect of supporting policy of career development implies that the intention of career development in self-directed way and learning are related. In addition, The role of HRD/HRM department which takes initiatives in career development can affect the learning readiness for future among workers.

• (The) Korean Journal of Educational Psychology
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• v.22 no.2
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• pp.461-478
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• 2008

This study attempted to test whether or not students' collaborative argumentation and explanation activity while using concept mapping did improve understanding on texts. Total of 52 college students participated in this study. They were randomly assigned to one of four experimental conditions. The experiment lasted for two or three weeks and students were tested on comprehension level of a text material that they have studied over the period. As a result, with two independent factors of explanation and collaboration, there was a significant interaction effect without main effects. That is, individual did better when they did have to explain what they were doing. However, this is not the case when students collaborate. Students in the paired condition, they did better when they do not have to explain what they were doing with concept maps. This study showed efficiency with using computerized software does not always guarantee higher understanding on text materials. Instructional contexts and variables, collaboration and explanation, needs to be considered. Collaborating with others and explaining their own learning processes should be carefully designed when they are combined with concept mapping contexts. How to minimize learning obstacles from discussing ideas with others are a critical issue for future research.

• (The) Research of the performance art and culture
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• no.35
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• pp.175-202
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• 2017

In this article, I focused on the identity of the Japanese magician, Tenkatsu(天勝), who appeared in Exhibition of Joseon, 1915, and the social gaze and reverberation of them. I would like to see how Tenkatsu group appeared, how it was active, and how it was utilized. Because It was a big stimulus for traditional performing artists. 'Ma-sul' was a new word, taking the place of 'Hwan-sul(幻術)' or 'Hwan-hee'(幻?) for a term of english 'Magic'. In the various articles published during the Japanese colonial period, we can find the performers of the contemporary magic and the Korean artists who tried to make them nationalized. In the mid-1920s, a magician of Korean origin appeared. Kim Mun-phil(김문필), Park Chang-sun(박창순), Kim Wan-shil(김완실) were them. They had experience of studying abroad, such as Russia, and were also helped by religion, the Chondo-kyo. They attracted popularity while touring around the country. Incidents of social problems often arise by linking magic to a form of fraud, though. But the appearance of a Korean magician confirms the existence of a performer who actively engages in new performances.

• The Journal of the Korea Contents Association
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• v.21 no.1
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• pp.520-530
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• 2021

This study conducted a meta-analysis on the variables related with case management performance in Korea. In order to do a meta-analysis, a total of 27 journals, theses and dissertations published between 1998 and 2020 were reviewed systematically. Through this process, this study calculated average effect size of each variable and explored moderator variables. This study results were as follows. First, this study identified a total of 14 individual, enviroment of institution, population variables related with case management performance. Second, the results indicated that case management performance variables which showed large effect sizes included professional capability, supervision, network, case management significance recognition, manual, agency support. Third, variables with medium effect sizes included self-efficacy, case management education, autonomy, motivation, number of conference and variables with small effect sizes included work experience, academic ability, age. Fourth, Moderator effects were identified in the field, target, publication of case management. Finally, the implications of the study findings were discussed.

• The Journal of the Korea Contents Association
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• v.21 no.5
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• pp.607-626
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• 2021

The purpose of this study is to verify the effect of leader's managerial coaching behavior on employees' innovative behavior and to confirm the mediating effect of entrepreneurship and the moderating effect of LMX(Leader-Member Exchange). Hypotheses were established based on prior research and variety of theories including broaden-build theory and self-efficacy theory. The survey was accessed via the online, 279 employees over 20's or older, who have worked in various domestic organizations were participated. SPSS 25.0 and AMOS 25.0 were used to verify the reliability and validity of the collected data, and the hypothesis was analyzed by SPSS process macro 3.0. The study found that leader's managerial coaching behavior has positive effects on both employees' entrepreneurship and innovative behavior and that entrepreneurship has mediating effect between leader's managerial coaching behavior and an employees' innovative behavior. The results of this study suggested leader's managerial coaching behavior is a prominent factor in facilitating innovative behavior among employees. Implications include an organizational requirement to develop systems for initiating effective managerial coaching behavior in leadership, and for improvement of both entrepreneurship and LMX among employees.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.4
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• pp.99-107
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• 2021

To establish an effective performance appraisal system, ratee accountability is essential because it increases the likelihood of meaningful utilization of performance appraisal feedback. In the context of a multi-rater performance appraisal system, this study examines the effect of the ratee general accountability and accountability to the supervisor and peers on the ratee's intention to change behavior based on the performance appraisal feedback. This study further explored the moderating effect of perceived feedback specificity on the relationship between the ratee accountability and behavioral change intention. Hierarchical multiple regression analysis was conducted using the survey data from 153 employees in eight firms with multi-rater performance appraisal systems. The results showed that ratee general accountability was positively associated with the intention to change behavior. Furthermore, perceived feedback specificity attenuated the positive relationship between the ratee general accountability and behavioral change intention, which was the opposite of the hypothesized direction. The findings indicate the importance of managing and facilitating ratee accountability for implementing a multi-rater performance appraisal system. The result also emphasizes the critical role that performance appraisal feedback plays in motivating performance improvement by providing flexible, constructive advice and behavioral change strategies instead of inducing self-defense or justification.