• Asian Journal of Turfgrass Science
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• 제12권2호
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• pp.113-126
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• 1998

Wear simulator로 답압이 가해진 크리핑 벤트그라스 (Agrostis palustris Huds.) 훼어웨이에서 관수방법·예지물 순환 및 질소시비수준의 여러 가지 잔디관리 요인이 엽조직 및 토양질소 함유량에 미치는 효과를 알아보기 위해 본 연구를 수행하였다. 연구포장은 'Penncross'크리핑 벤트그라스 반디밭으로 1988년에 sharpsburg silty-clay loam (Typic Argiudoll) 토양에 조성하였으며, 실험은 1989년부터 1991년까지 3년간 수행하였다. Split-split-plot 실험디자인을 사용하여 주구에 daily or biweekly irrigation, 세구에 clipping return or removal, 세세구에 low-N (5g), moderate-N (15g), high-N (25g N m-2 yr-1)처리를 난괴법 3 반복으로 배치하였다. 생육기간중 잔디예초는 12mm 예고로 일주일에 4번 실시하였고, 기타 잔디관리는 high maintenance 수준으로 유지되는 한지형 양잔디 훼어웨이 기준으로 실시하였다. 엽조직 및 토양샘플은 1989년 2회, 1990년과 1991년에는 3회씩 채취하여, 네브라스카 주립대 토양식물분석실에서 분석하였다. 답압이 가해진 크리핑 벤트그라스 훼어웨이 잔디에서 엽조직 질소함유량은 여러 가지 잔디관리 방법간 상호작용 효과가 관찰되었다. 1989년 나타난 질소시비수준과 관수방법간의 상호작용에서 daily irrigation 지역의 엽질소 함유량은 질소시비량이 low-N 수준에서 high-N 수준으로 증가함에 따라 3.51%에서 3.94%로 quadratic pattern으로 증가하였다. High-N 처리지역에서 엽질소 함유량은 daily irrigation 관수방법이 biweekly irrigation 관수방법보다 약 4% 정도 더 많은 것으로 나타났다. 엽질소 함유량은 특히 질소시비 수준에 따라 크게 영향을 받는 것으로 나타났다. 1990년 질소시비량이 low-N 수준에서 high-N 수준으로 증가함에 따라 3.50%에서 4.25%로 quadratic pattern으로 증가하였고, 1991년에는 4.20%에서 4.60%까지 linear pattern으로 증가하였다. High-N 처리구의 엽조직 질소함유량은 low-N 처리구와 비교시 1990년에는 21%, 1991년에는 10% 더 많은 것으로 나타났다. 잔디조성후 시간이 경과함에 따라 엽조직의 질소함유량도 증가하였다. Low-N 수준에서 1991년 엽질소 함유량은 1990년에 비해 20% 증가하였으며, high-N 수준에서는 1991년의 엽조직 질소함유량이 1990년 보다 8% 증가한 것으로 나타났다. 따라서, 잔디조성후 경과기간에 따라 연간 시비량을 조절할 필요가 있으며, 특히 새로 조성된 잔디밭과 조성된 지 어느 정도 지난 기존 잔디밭간에 차별화된 관리프로그램이 필요한 것으로 판단되었다. 잔디관리에서 답압이 가중되는 정도에 따라 지역별로 장기간 차별화된 관리 접근을 해야하고, 정기적으로 토양 및 엽분석을 실시해서 시비프로그램에 활용하는 것이 필요하다 하겠다. 본 연구결과 나타난 잔디관리 요인간 상호작용효과는 잔디관리시 여러 가지 관리방법에 따른 효과를 입체적으로 분석해서 해당 골프장 현실에 적합한 통합적인 잔디관리(integrated turfgrass management)의 필요성을 제시한다고 할 수 있겠으며, 또한 답압가중 정도에 따른 잔디관리요인간의 반응효과차이는 향후 무답압 지역에서 실시된 연구결과를 답압을 받고 있는 경기장 및 골프장 등의 잔디밭에 적용할 경우에는 주의깊게 데이터 활용을 해야 되리라고 사료되었다.

• Journal of the Korea Society of Computer and Information
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• 제25권7호
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• pp.193-202
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• 2020

This study conducted a questionnaire survey of 320 security guards to investigate the effects of job stress and job exhaustion on job performance according to the bodyguard's organizational culture. The conclusions obtained through this study are as follows. First, in the organizational culture, the innovation culture was found to have a negative effect on the job stress at the .01 level. Second, organizational culture was found to have no direct effect on job performance. Third, among organizational cultures, market culture was found to have a statistically negative effect on job performance at the .01 level. Fourth, job stress was found to affect job performance statistically as a negative (-) at .001 level. Fifth, job exhaustion was found to affect job performance statistically as negative (-) at .001 level. Sixth, job stress was found to have a mediating effect as negative (-) at the .01 level statistically in relation to the innovation culture of organizational culture and job performance. Seventh, job exhaustion was found to have no statistically significant effect on the relationship between organizational culture and job performance.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• 제9권3호
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• pp.119-128
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• 2014

One of the theoretically and empirically grounded black boxes in HRD and firm performance link is employee' attitudes such as organizational commitment and job satisfaction. However, most studies were conducted with the regression analysis at the organizational level. This study used HLM(hierarchical linear modeling) analysis, which made it possible to estimate more accurate relationship between variables that were measured from two different levels. In addition, this study attempted to open an the black box(learning culture) in the relationship between HRD and employee attitudes. The result showed that the HRD have a positive effect on the organizational commitment and the job satisfaction. Also the HRD showed full mediation effect of organization commitment and the job satisfaction on the Learning culture. And the result showed that the HRD in 2007 have a positive effect on employee' attitudes in 2009. These findings concluded that systematic HRD like employee's education and training must be built and also the positive culture for employee's learning like support of management's learning organization must be improved in order to promote the organizational performance(organizational commitment, job satisfaction) in company.

• Journal of the Korea Academia-Industrial cooperation Society
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• 제19권10호
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• pp.377-385
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• 2018

The purpose of this study is to identify the relationship between the emotional leadership of directors and the organization culture and to examine differences in the level of emotional leadership of directors. The research results were as follows: Firstly, the relationship between emotional leadership of directors and organization culture showed a positive correlation between all sub-factors. Secondly, multiple regression analyses identified the emotional leadership's sub-factors were significant predictors of the organization culture. Thirdly, organization culture significantly differed according to the emotional leadership level. In summary, this research confirmed that there was a correlation between the emotional leadership of directors and organization culture.

• Journal of the Korea Convergence Society
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• 제8권7호
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• pp.63-73
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• 2017

The purpose of this convergence study is to confirm the effects of nurses' coaching behavior level and emotional intelligence on organizational effectiveness. Subjects of study were 182 nurse in four general hospitals and they answer self-report questionnaire between March 2nd to March twenty three 2017. and date analyzed using the SPSS/WIN 21.0 program. As a result, coaching behavior level $3.28{\pm}0.42point$, Emotional Intelligence $3.27{\pm}0.45point$ and Organizational commitment $2.89{\pm}0.52point$, Job satisfaction $2.94{\pm}0.53point$, Turnover intention $3.24{\pm}0.56point$ among organizational effectiveness. Organizational commitment was positively correlated with coaching behavior level and emotional intelligence, significantly affecting Convergence Factors on organizational effectiveness were analysed into Experience preceptor(${\beta}=.25$, p=.001), Nursing satisfaction(${\beta}=.26$, p<.001), Coaching behavior level(${\beta}=.26$, p<.001) and the explanation ability was 25%. In order to enhance organizational commitment of nurse, the characteristics of the job is satisfied and if there is an intervention program that improve the level of coaching behavior, it is expected the effectiveness of the organization will be enhanced.

• Convergence Security Journal
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• 제6권3호
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• pp.135-144
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• 2006

Until now, most of the evaluation systems have performed evaluation with an emphasis on in-formation security products. However, evaluating information security level for an enterprise needs analysis of the whole enterprise organization, and a synthetic and systematic evaluation system based on it. In this study we subdivided the information security elements of the whole enterprise such as planning, environment, support, technology, and management; developed indices based on them; finally, made the information security level of the whole enterprise organization possible to be measured. And we tried to grasp the information security level of the whole enterprise organization and develop an evaluation system of information security level for suggesting a more developing direction of information security.

• Proceedings of the Korea Multimedia Society Conference
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• 한국멀티미디어학회 2003년도 추계학술발표대회(상)
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• pp.60-64
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• 2003

정보가 진전되고 보안사고가 증가됨에 따라 과거의 단순한 통제수단으로는 전체적인 정보보안의 목표를 달성하기가 어려워 종합적인 정보보안 관리체계 구축이 요구되고 있으며, 이에 보다 효율적인 보안 관리를 위한 보안수준 측정에 대한 방법 및 도구개발이 높이 요구되고 있다. 그러나 외국의 연구는 대부분 수준 측정을 위한 항목 구성이 우리 조직의 실정에 맞지 않고 또한 도구 역시 사용의 편이성이나 경제성을 제공하지 못하고 있다. 따라서 본 연구에서는 웹 상에서 조직의 특성을 반영한 4가지의 다중 가중치를 적용하고, 국내 표준을 기초로 보안수준 측정 도구를 제안하고자 한다.

• Proceedings of the Korea Database Society Conference
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• 한국데이타베이스학회 1999년도 국제컨퍼런스 디지털컨텐츠 활용을 통한 지식경영의 확산
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• pp.129-139
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• 1999

현재의 조직 환경에서 정보 보호 수준의 결정은 필수 불가결한 이슈가 되고 있지만 정보 보호 수준 구축을 위한 기준은 상대적으로 부족한 실정이다. 이에 본 논문에서는 정보 보호 수준 결정에 있어서 기준이 될 수 있는 중요한 요소인 위험에 대해서 기존의 위험 평가 프로세스를 분석하여 개선된 위험평가 프로세스를 제시하고 허용 가능한 위험을 결정하기 위한 중요 기준인 목표 잉여 위험의 결정 방법에 대해 논하고자 한다.

• Journal of Convergence Society for SMB
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• 제6권1호
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• pp.1-5
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• 2016

In this paper, I try to develop a model the effects on organizational behavior and job performance of members of the organization's Information Management System. I conduct a survey on organizational performance received IMS and analyze the correlation between the variables. By the results, as the level of awareness of IMS determined the level of organization's performance. I proposed an alternative for improving performance and management improvements. How a positive influence on organizational performance analysis and efficient operating IMS.

• The KIPS Transactions:PartD
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• 제13D권1호
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• pp.75-86
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• 2006

This paper studied the improvement of software process of the software firms. Software process infrastructure level of software process is very important. This study provided that software process infrastructure have an significant influence on the process level, process infrastructure management level, and software process performance. The result showed that software process high level is elevated through management activity of organization infrastructure and technical infrastructure. And organization performance is elevated through fit between process level and quality culture of software process. Problem factors of software process infrastructure improvement is lack of process improvement mind, leadership and investment. Therefore software firms must construct process improvement through supporting of process quality mind and investment with process infrastructure improvement.