• Journal of the Korean Society of Radiology
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• v.16 no.6
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• pp.799-805
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• 2022

Radiation therapy of human tissues, including bone tissue, is accompanied by side effects on normal tissues. It has a more lethal effect on stem cells, which play an essential role in tissue regeneration, including the basal cells constituting the tissue. In this study, the mouse parietal model, which implemented an artificial osteoradionecrosis model on the parietal region of the mouse, was artificially defected and then the bone regeneration was tested. In order to overcome the implemented osteoradionecrosis, a fibrin scaffold, widely used as a biomaterial, and stromal cell-derived factor-1 (SDF-1), which is used as a long-term treatment for damaged, were mixed to verify the osteoradionecrosis regeneration effect on the parietal of mouse. In order to expect a synergistic effect in the fibrin scaffolds, a fibrin scaffolds was prepared after maintaining the concentration of SDF-1 (1 ㎍/ml) in the fibrinogen solution. In this study, after artificially creating a osteoradionecrosis model in the parietal region of mouse, fibrin scaffolds were incorporated to analyze the effect of bone regeneration within 4 weeks, the initial stage of bone regeneration. In conclusion, the combined use of these two substances did not show a dramatic regenerative effect in inducing the regeneration of osteoradionecrosis in the parietal region of mouse. However, positive results were obtained that can be maintain the bone regeneration effect environment at the initial stage. Therefore, the combined use of the fibrin scaffold and SDF-1 is considered to be a suitable candidate for the effect of overcoming osteoradionecrosis.

• Polymer(Korea)
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• v.36 no.4
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• pp.401-406
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• 2012

For bone regeneration from KUSA-A1 oesteoblast cells (KUSA), chitosan (CS) scaffolds possessing different surface properties, sponge-type (CSS) and nonwoven-type (CSNW), were manufactured. Surface area and pore size of CSNW were larger than those of CSS. On the other hand, the pore volume of CSNW was smaller than that of CSS. Cell attachment evaluation showed CSNW was more adequate then CSS, and this was attributed to the large surface area. For in vivo investigation, KUSA were seeded into CS scaffolds in wells followed by a week of cell culture. Obtained CS scaffolds with KUSA were implanted on the subcutaneous tissue of BALB/C nude mice. After surgery, implanted scaffolds were harvested and assayed by immunological staining. Network stability of CSS was better than that of CSNW, even if CSS scaffolds were destroyed between 4 and 6 weeks. Calcification was observed after 4 and 8 weeks for CSNW and CSS, respectively.

• The Journal of the Korea Contents Association
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• v.15 no.12
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• pp.421-435
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• 2015

The purpose of this study was to explore the relationship between authentic leadership, organizational identification, job performance, and turnover intention. Specifically, the study investigated whether subordinates' organizational identification mediates the relationship between authentic leadership and subordinates' job performance and turnover intention. The study tested the mediated model using data from 299 employees working in a variety of organizations. The result revealed that authentic leadership was positively related to organizational identification and job performance but was negatively related to turnover intention. Further, organizational identification partially mediated the effects of authentic leadership on job performance and turnover intention. Theoretical and practical implications and limitations of the study were discussed.

• Journal of Intelligence and Information Systems
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• v.29 no.1
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• pp.327-351
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• 2023

This paper aims to derive success factors that successfully lead an artificial intelligence (AI) project and prioritize importance. To this end, we first reviewed prior related studies to select success factors and finally derived 17 factors through expert interviews. Then, we developed a hierarchical model based on the TOE framework. With a hierarchical model, a survey was conducted on experts from AI-using companies and experts from supplier companies that support AI advice and technologies, platforms, and applications and analyzed using AHP methods. As a result of the analysis, organizational and technical factors are more important than environmental factors, but organizational factors are a little more critical. Among the organizational factors, strategic/clear business needs, AI implementation/utilization capabilities, and collaboration/communication between departments were the most important. Among the technical factors, sufficient amount and quality of data for AI learning were derived as the most important factors, followed by IT infrastructure/compatibility. Regarding environmental factors, customer preparation and support for the direct use of AI were essential. Looking at the importance of each 17 individual factors, data availability and quality (0.2245) were the most important, followed by strategy/clear business needs (0.1076) and customer readiness/support (0.0763). These results can guide successful implementation and development for companies considering or implementing AI adoption, service providers supporting AI adoption, and government policymakers seeking to foster the AI industry. In addition, they are expected to contribute to researchers who aim to study AI success models.

• Knowledge Management Research
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• v.24 no.4
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• pp.177-193
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• 2023

This study explores the role of organizational culture, job characteristics, and work values and orientation in shaping the competitiveness of a multinational company (MNC) based in Korea. The purpose of the study was to examine the impact of these variables on the competitiveness attributes of the organizational culture profile through MR-QAP analysis. Data were collected from 161 employees in 15 different teams at a Korean automotive company headquartered in Seoul. The results of the study revealed the impact of network characteristics associated with competitive organizational culture on competitiveness. 'found to have a negative effect on competitiveness. Among the organizational culture profiles, social responsibility, supportiveness, innovation, and performance orientation have a significant positive effect on competitive organizational culture, while emphasis on rewards and stability have no significant effect. These findings provide practical implications for understanding the complex dynamics of organizational culture and promoting strategic approaches to enhance organizational competitiveness.

• Journal of Korean society of Dental Hygiene
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• v.18 no.4
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• pp.489-499
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• 2018

Objectives: The purpose of this study was to investigate the mediating effects of burnout and to identify the moderating effects of individual factors and organizational factors on the relationship between emotional dissonance and job satisfaction. Methods: This cross-sectional study included 270 dental hygienists working full-time at dental care facilities. The data on the socio-demographic characteristics, emotional dissonance, burnout, job satisfaction, and individual and organizational factors were collected. The individual (self-efficacy and ego resilience) and organizational (social support, organizational support and wage satisfaction) factors were considered as the moderating variable. For statistical analyses, t-test, one-way ANOVA and multiple linear regression were used. Results: Burnout was found to be a significant mediator on the relationship between emotional dissonance and job satisfaction(p<0.001). The variables moderating the relationship between emotional dissonance and burnout were identified as social support, organizational support and wage satisfaction (p<0.05), while the variables moderating the relationship between burnout and job satisfaction were wage satisfaction and ego resilience (p<0.05). Conclusions: To prevent the decrease in job satisfaction due to emotional dissonance, the management of dental care facilities should have a better understanding of burnout in dental hygienists, which requires individual and organizational efforts to be moderated. In addition, as organizational support has been identified as the factor mitigating the negative effects of emotional dissonance, it is highly necessary to adopt the preceptor system, improve communication systems and expand welfare policies of organizations.

• Polymer(Korea)
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• v.35 no.3
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• pp.189-195
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• 2011

The design of new bioactive scaffolds offering physiologic environment for tissue formation is an important frontier in biomaterials research. In this study, we performed compressive strength, water-uptake ability, and SEM analysis for physical property assessment of 3-D silk/PLGA scaffold, and investigated the adhesion, proliferation, phenotype maintenance, and inflammatory responses of RAW 264.7 and NIH/3T3 for cell compatibility. Scaffolds were prepared by the solvent casting/salt leaching method and their compressive strength and water-uptake ability were excellent at 20 wt% silk content. Result of cell compatibility assay showed that inflammatory responses distinctly decreased, and initial adhesion and proliferation were maximized at 20 wt% silk content. In conclusion, we suggest that silk/PLGA scaffolds may be useful to tissue engineering applications.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.16 no.4
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• pp.515-523
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• 2009

Purpose: The purpose of this study was to examine the relationship between work-family conflict, social support, job satisfaction, and organizational commitment which are closely linked to staff turnover from the perspective of married hospital nurses. Method: A survey was conducted using self-report structured questionnaire from 220 married nurses. Data analysis included descriptive statistics, t-test, one-way ANOVA, correlation and multiple linear regression with SPSS Win 17.0 program. Results: Job satisfaction, social support, work-family conflict and age were strong predictors of organizational commitment. These variables explained 46.5% of the variance of the organizational commitment. Higher levels of organizational commitment were associated with greater job satisfaction and social support. Nurse with lower levels of work-family conflict and older age reported a high level of organizational commitment. Conclusion: These results show that improving job satisfaction has the best effect on enhancing nurses' organizational commitment. Also supportive relationships, reduction of work-family conflict and older age were significantly correlated with organizational commitment. Organizations should design more family-friendly policies and provide opportunities for career development to health professionals to induce organizational commitment.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.3
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• pp.303-312
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• 2016

Purpose: The purpose of this study was to identify relationships among self-esteem, social support, nursing organizational culture, experience of workplace bullying, and the consequences of workplace bullying in hospital nurses, and then to provide basic information for developing workplace bullying prevention programs. Methods: Participants were 122 hospital nurses from three general hospitals. Data collection was done during April and May 2015. Data were collected using self-report questionnaires which were used to identify participants' characteristics, self-esteem, social support, nursing organizational culture, and workplace bullying. Results: Approximately one quarter of the nurses had experienced workplace bullying in the past six months. Hierarchical regression analysis showed that experience of workplace bullying (${\beta}=.45$) and self-esteem (${\beta}=-.31$) explained 53.3% of the variance in consequences of workplace bullying. Conclusion: Based on the findings that experiencing workplace bullying and having a low self-esteem were likely to increase workplace bullying in hospital nurses, there is a need to develop prevention and intervention programs on avoiding or dealing with workplace bullying.

• Journal of Korean Academy of Nursing
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• v.33 no.2
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• pp.265-274
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• 2003

Purpose: The purpose of this study is to investigate the role of social support in the experience of job stress among hospital nurses. Method: This study was carefully designed to overcome methodological shortcomings found in past research, and examined two organizational effectiveness variables(job satisfaction and organizational commitment) as outcome variables. The sample used in this study consisted of 602 nurses from 5 general hospitals. Data were collected with self-administered questionnaires and analyzed using hierarchical regression and LISREL technique. Result: It was found that: (a) three job stress variables(workload, role conflict and conflict with other medical staff) have negative effects on job satisfaction and organizational commitment; (b) social support have positive main effects on the two output variables; (c) the negative effects of job stress variables on job satisfaction and organizational commitment are not buffered by social support, and (d) social support mediates the effects of job stress on job satisfaction and organizational commitment, and the size of the mediating effects is small. Conclusion: Further research needs to be done to further refine this study.