• Proceedings of the Korean Society for Food Science of Animal Resources Conference
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• 2004.10a
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• pp.223-226
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• 2004

오골계의 초기성장 단계별 근육과 근섬유의 변화를 살펴보면 흉근 무게는 부화 직후에서 3주령까지 증가가 가장 뚜렷했으며 근섬유의 크기도 증가하였다. 이러한 결과를 바탕으로 가슴 근육과 근섬유 변화는 오골계의 초기성장단계에 있어서 체중변화와 연관성이 높음을 확인하였으며, 핵산 함량 및 단백질 변이 분석을 통해 근육내 이화학적 변이 및 성장잠재력의 변이를 심도있게 분석할 수 있었다. 또한 가자미근의 경우 0주령에서 3주령까지developmental muscle fiber 의 감소 및 소진과 adult muscle fiber의 형성 및 증가도 각 개체의 체중, 근육의 무게, 성장특성 및 성장가능성과 연관성이 있어, 이후 오골계의 근육성장특성 분석 시 조직학적 분석기법의 활용도 및 이화학적 변이 분석의 참고자료 및 활용도가 클 것으로 기대된다.

• Korean Journal of Childcare and Education
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• v.10 no.5
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• pp.159-174
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• 2014

This current study sought to investigate effects of in-service teachers' achievement goal orientation, organizational citizenship behavior on job-satisfaction and to discuss the improvement of early childhood teachers' achievement goal orientation and organizational citizenship behavior. A total of 178 teachers participated in this study and completed questionnaires. To analyze the data, Pearson's correlation and hierarchical multiple-regression analysis were used. The results were as follows. Firstly, relatively correlation existed between teachers' achievement goal orientation and job satisfaction. Particularly, mastery-approach orientation, performance-approach orientation showed the relatively high correlation with job satisfaction and its sub-scales. Also, teachers' organizational citizenship behavior had relatively positive correlation with their job-satisfaction and its sub-scales. Secondly, teachers' achievement goal orientation and its sub-scale had 38% significant effects on their job-satisfaction. And teachers' organizational citizenship behavior appeared to have 8.6% influence on job-satisfaction. Based on the results, several ways were discussed to develop and improve teachers' achievement goal orientation and organizational citizenship behavior.

• Korean Journal of Culture and Social Issue
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• v.23 no.4
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• pp.527-556
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• 2017

The purpose of this study was to examine the effect of group success on organizational commitment in organizational situations. It also aimed to investigate the dynamics in the relevance of motivational attitudes to the individual and group level variables(collective efficacy, group cohesiveness). This study used a multi-level model and tested a series of hypotheses through meso-mediation procedure. The results from 613 naval officials in 36 groups provided evidence that; (1) collective efficacy mediated the relationship between group success and group cohesiveness, (2) the cross-level main effects of group success and collective efficacy were shown on vocationa[l self-efficacy, (3) group cohesiveness exerted positive influence on organizational commitment and (4) the meso-mediation effects among the variables at the multi-level were revealed. It was found that the degree of work motivation and motivational attitudes depended on the group's contextual factors, and that each group's shared perceptions on group performance outcomes could be an important motivational source and cornerstone leading to group cohesiveness. The implications and limitations of these study as well as the direction for future study were discussed.

• Journal of Digital Convergence
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• v.14 no.6
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• pp.219-235
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• 2016

This study was performed to study the factors appear to SMEs and how differently depending on the worker ranks at the convergence age. Additionally, numerous studies and results on the factors which affect the organization's performance was to individually different approach to integrated. Especially venture was divided by a factor of enterprises and transformational dynamics factors and commutative Dynamics factors and approaches in terms of the impact transformative dynamics of which factors are organizational commitment and job satisfaction. A transformational dynamism to the four factors were such as mission and strategy, CEO Leadership, Manager, leadership, organizational culture variables. The study was based on theoretical models of organizational development, Burke and Litwin (1992). They were classified as managers and production workers. By obtaining data from employees 630 people engaged in a total of nine manufacturers were analyzed. The average variable based on the organization's Burke and Litwin (1992) theory of transformational variables is one that Nana was aware of the organizational commitment, and job satisfaction. Correlation analysis transformational dynamics variables're having an impact on job satisfaction and organizational commitment, job position is found to have moderating effects.

• Korean Journal of Culture and Social Issue
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• v.17 no.1
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• pp.19-49
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• 2011

In this study, multilateral conceptualizations of underemployment were measured in terms of wages, social status, skill utilization and permanence of the job, and then the effects of antecedents on underemployment and the effects of underemployment on organizational adaptation were examined. Data obtained by a longitudinally designed survey at intervals of 18 months with the reemployed(N = 153) after job loss were used. The underemployment measures include 1) the ratio of wage change 2) the ratio of status change 3) the ratio of education 4) the occurrence of change from the permanent job to temporary job, 5) overqualification - growth opportunity, 6) overqualification - mismatch. The first four measures are social-economic and objective measures and the last two measures are psychological and self-reported ones. Demographic variables(sex, age, education level, and period of unemployed), circumstantial variables(economic hardship, number of dependents), and psychological variables(job-seeking self-efficacy, depression/anxiety, latent function) are included in antecedents. In the effects of antecedents on underemployment, age increases the level of underemployment in the aspects of wage and job status. Economic hardship increases the possibility of underemployment in the aspects of education and number of dependents increases the possibility of underemployment in the aspects of job status. Job seeking self-efficacy decreases the possibility of underemployment in the overqualification - no growth. Retention of latent function during the period of unemployment lowers the possibility of underemployment in the overqualification - no growth. The level of depression and anxiety during the period of unemployment raises the possibility of underemployment in terms of education and in the overqualification - mismatch. In the effects of underemployment on organizational adaptation, the higher the level of underemployment in the aspect of education is, the lower the level of person-organization fit, emotional commitment, and job satisfaction are. And the transition from permanent job to temporary job makes emotional commitment and job satisfaction lower. No growth and mismatch exerted a significant influence on organizational adaptation generally.

• Management & Information Systems Review
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• v.28 no.4
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• pp.131-154
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• 2009

In this study, an analysis has been conducted as to; (i) what factors affect organizational members trust in leader (ii) how does members trust in leader affect the variable of organizational performance in an organization. In order to attain the objective of this study, a model was established and also the hypothesis was verified on the basis of preceding studies. The findings of this study could be summarized as follows: 1. Servant leadership which is considered as preceding factors affecting trust in leader, were found to have a positive relation with trust in leader. 2. In connection with the role of trust, its mediator effect between its preceding factor and outcome variables was verified. As a result of the analysis, it was verified that servant leadership and trust in leader affected outcome variables not only directly but also indirectly through trust. 3. As a result of analyzing the effect that the trust in leader has on outcome variables, the trust in leader was found to have a positively significant effect on organizational citizenship behavior, organizational commitment and job satisfaction.

• Journal of the Korea Convergence Society
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• v.9 no.11
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• pp.491-500
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• 2018

The purpose of this study is to identify the types of nursing organization culture recognized by hospital nurses and to confirm the relationship between these nursing organizational culture and professional quality of life. A convenience sampling method was used to collect data from 216 participants who worked in a university hospital in C city, Chungbuk province. Data were analyzed using SPSS / WIN22.0 program. The significant predictors of Compassion Satisfaction, which is a subdivision of the professional quality of life, include Innovation-oriented culture, marital status, and the relationship - oriented culture. As for secondary traumatic stress, it has the significant predictors such as age, task-oriented culture and hierarchy-oriented culture. Burnout also turns out to be affected by the predictors of relationship - oriented culture, clinical career, and hierarchy-oriented culture. Based on these results, to create a innovation-oriented culture and relation-oriented culture within the organization, it is necessary to develop an intervention program for nurses' recognition change and improvement, in addition, studies that test the clinical effects are needed. In order to secure skilled nurses with rich clinical and career abilities, the working environment and treatment should be improved at the organization level.

• Korean Journal of Culture and Social Issue
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• v.21 no.4
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• pp.617-647
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• 2015

The purposes of this study was to develop a valid scale measuring organization-related anxiety and to use this scale to examine the relation of organizational anxiety to demographic variables, job satisfaction and organizational committment. A series of studies were conducted to develop a scale for organizational anxiety. Initially, the 97 items were adopted by expert ratings. A exploratory factor analysis with a sample of 435 workers yielded a preliminary version of organizational anxiety scale with 28 items. Subsequently, a confirmatory factor analysis was conducted with a sample of 566 workers, leaving 20 items. The final version of the organizational anxiety scale consisted of 4 sub-factors: perception of future uncertainty, perception of locus of control, interpersonal anxiety, and perception of alternatives. In this study, the examined demographic characteristics included sex, age, type of occupation, type of industry, occupational position, monthly income and educational level. Organizational effectiveness was composed of job satisfaction and organizational commitment. As mediators, organizational culture, life satisfaction, self efficacy, and social support were explored. The negative relationship was observed between organizational anxiety and organizational effectiveness. The results showed the significant differences in organizational anxiety by demographic characteristics. The mediators were explored for the relationship between organizational anxiety and job satisfaction and between organizational anxiety and organizational commitment. The negative relationship between organizational anxiety and job satisfaction was mediated by the group culture, the developmental culture, the rational culture, life satisfaction, self-efficacy, and social support. Individuals with the higher level of these mediators reported greater job satisfaction even if they experienced organizational anxiety. The partial mediation effect of the group culture, the developmental culture, the rational culture, life satisfaction, and social support was observed on the negative relationship between organizational anxiety and organizational commitment. These results implies that job satisfaction and organizational commitment can be improved with the interventions on organizational cultures, self-efficacy, and social support despite the presence of organizational anxiety. Based on these results, the implication and limitations of this study and the directions for future research discussed.

• Journal of Digital Convergence
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• v.20 no.4
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• pp.247-260
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• 2022

In order to advance theoretical and practical understanding of innovative behaviors and affective commitment to change, this study investigated the relationship among innovation supporting organizational culture, decentralized structure, acceptance of organizational change, and affective commitment to change and tested the mediating effect of acceptance of organizational change in the relationship. Data were collected from 261 employees at H corporation and analyzed to test suggested research hypotheses using SPSS 20.0 and AMOS 20.0. The results are as follows: First, it is found that innovation supporting organizational culture influences positively acceptance of organizational change and affective commitment to change. Second, results show that decentralized structure influences positively acceptance of organizational change, but does not influence innovative behavior. Third, it is found that acceptance of organizational change influences positively affective commitment to change and innovative behavior. Fourth, it is also found that acceptance of organizational change mediates partially the relationship between innovation supporting organizational culture and affective commitment to change and acceptance of organizational change mediates completely the relationship between decentralized structure and affective commitment to change. With these findings, it is confirmed that innovation supporting organizational culture and decentralized structure influence positively affective commitment to change and innovative behavior through acceptance of organizational change. Limitations and suggestions were discussed.

• Convergence Security Journal
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• v.14 no.6_2
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• pp.15-24
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• 2014

This research aimed at investigating the relation between police officer's organizational learning and organizational effectiveness based on hypothetical model about the influence of police officer's organizational learning on organizational effectiveness. In order to achieve this purpose, the researcher selected 163 police officers as the test group, who are in active service at Gwangju District Police Agency from July 14~August 15, 2013. As the sampling method, the researcher used random sampling method and conducted a survey based on self-administrated method, and the finally analyzed data was analyzed through SPSS for Win Version 17.0 statistical program. The research results are as follows. First, it was comprehended that police officer's higher level of organizational learning influenced organizational commitment more, lower factor of organizational effectiveness, significantly. Second, it was analyzed that police officer's learning ability significantly influenced job satisfaction, lower factor of organizational effectiveness, besides organizational commitment.