• Journal of Technology Innovation
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• v.12 no.2
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• pp.67-97
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• 2004

Practical experience with technology implementation of the upgrading of very small village industries in India suggests that innovation failures are not merely a result of the lack of proper interaction between the users and suppliers of technologies under implementation, but also a result of adoption of the primitive conception of competitiveness in their practice of technology development. The approach of promoting the small producers to become individually competitive by using labour intensive, small-scale intermediate technologies is proving to be totally inadequate for the achievement of technological efficiency in a dynamic sense. Guided by a primitive notion of competitiveness, the suppliers of intermediated technologies are thus being led into limiting their technological efforts in the sectors of direct interest to the rural industrial clusters to the transitional objectives of mainly poverty alleviation. Consequently they have not been able to target the small producers of these village industries for the objectives of business growth. This paper posits that under competitive conditions the self-employed small producer has not only to come together for access to resources, but also has to emerge as a multi-sectoral collective of producers, co-operating in production. With the aim to draw lessons that are generic and have policy implications for the development of innovation systems for local economy based rural industrial clusters and value chains, the author analyses in this paper the experience of innovation in technological systems for the sectors of leather, fruits and vegetable processing and agro processing by the People's Science Movement with the help of the Ministry of Science and Technology and other sectoral ministries in India where rural poor were required to pool the resources and capabilities for raising the scale and scope of their collective production organization.

• Management & Information Systems Review
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• v.32 no.3
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• pp.43-59
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• 2013

The most important thing in training of organization is that how effectively it can be made most of the performance among the staff. It will be useless if the knowledge which gaining after training can not be applied. Therefore the transfer of learning is studied since it is important for decision of training. We studied the factors of transfer of learning and carried out a survey targeting the public officials of Gangwon province with the factors we made a study. We define the factor of both promoted and interrupted in training and suggest the way of improving it. The first, the modeling of competency can stimulate the desire of achievement and complete a course of training among staff of organizations. The second, the construction of training program and organizational culture just for Gangwon province can increase the satisfaction of training among the learners. The third, the establishment of management system after training can reinforce the capability making use of train. The sharing of each information with boss at the office can help to stimulate the function of feedback after training as well.

• Clinical and Experimental Reproductive Medicine
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• v.25 no.3
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• pp.293-297
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• 1998

Hypogonadotropic hypogonadism, or the lack of function of the testis or ovary secondary to the lack of pituitary and or hypothalamic trophic hormones, is also sometimes generally termed Kallmann's syndrome. Whether such deficiencies arise from an inborn error of hypothalamic organization and pituitary connection or damage to the hypothalamic pituitary system in prepubertal life, the manifestations of a eunuchoid or apubertal individual with potentially competent pituitary and gonadal function will result. Beyond the achievement of puberty, a similar situation can be recreated by the administration of a long-acting GnRH analog or by conditions of secondary hypothalamic dysfunction such as anorexia nervosa where shutdown of GnRH and its resultant effects cause cessation of gonadal function and even a regression of secondary sexual characteristics. Technically, these conditions are not Kallmann's syndrome but one must recognize the similarities. We have experienced a case of isolated gonadotropin deficiency which showed a negative KALIG-1 gene in infertile patient with primary amenorrhea. So we report this case with a brief review of literatures.

• Journal of Science of Art and Design
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• v.6
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• pp.203-225
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• 2004

We are sure that Abakanowicz positively assumes a position of members, which are represented the later modern fabric design. In sprite of his pervasive evaluation, we have doubt about his achievement because the preceding research is insufficient about argumentsuch as dependence on intuitive emotion study, conventional analysis of structure and insufficient inquiry of causa efficiens. We agree that basic structure of is dissipation. Though right and left symmetrical structure is similar, also that structure is different. We can't decide whether structure is unification structure, difference structure or mixture structure . We think that the time of confusing argument of his structure is changing period for disorganization trend. The result of this study confirm the research possibility about space organization with restructure analysis and verification for examining essence structure of sample text . The Thesis are concern that the different between paradigmatic appearances and syntagmatic, which exist . So, we can approach the meaning of system and find dominent point about constructional relationship on the works. The meaning of dominent point is understood about sexless trend or Androgyne, which are appeared Abakanowicz forth work period. The relationship structure which is mixed both issue show that inner issue of work is located the highest position. The paper presents confusing manufacture system, which are suggested man-woman sex and mixed meaning. The other result of this study are, 1. being known as Abakan algorism, Abakanowicz has new drafting idiom from his ancient belief. 2. we need to research the body texture of Abakanowicz with the trend of restructure of body study. 3. we need argue about gender study in relative with poster moderntheology related problem of sexlessness people and perfect sex-people.

• Journal of Korean Society for Quality Management
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• v.34 no.4
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• pp.22-32
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• 2006

In these days, most of Korean industries advocates and utilizes Six Sigma as an integrated innovation tool for all their business and manufacturing processes. Six Sigma is known to bring more financial and managerial achievements than other innovation methods and tools. However, such successes are not always guaranteed. To adopt and implement Six Sigma successfully, it is necessary to grasp and understand essential characteristics of Six Sigma and then identify suitable elements and complements in consideration of vision, strategies, capability, circumstance and environment of the company. Step by step implementation plan may be built based on those ingredients. This study is to find out key ingredients (KIs) of Six Sigma. Potential ingredients selected from previous studies of success factors and ingredients of Six Sigma and TQM, and criteria of quality awards like MBNQA, EFQM, Deming prize and Korean National Quality Awards (KNQA) are classified into 11 categories based on experts' opinion and affinity analysis: management leadership, belt system, training, six sigma system, compensation, organization, corporate culture, customer focused, project selection, management of project results, and managerial achievements. Irrelevant or ineffective potential ingredients are discarded using factor analysis for the questionnaires answered by champions, MBB's and BB's of 90 Korean companies that have more than 3 years experience of Six Sigma. Also from the factor analysis, 3 factors are derived for each categories respectively except the managerial achievement category. Those 11 categories and 30 factors are defined as KIs of Six Sigma. This study also reveals that there is difference according to enterprise size, type of business, and implementation time in terms of KI's, and prioritizes KI's that an enterprise to pursue Six Sigma successfully should consider according to its characteristics.

• Journal of Digital Convergence
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• v.19 no.12
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• pp.79-89
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• 2021

The purpose of this study is to examine the effects of organizational/job suitability and self-efficacy on the job enthusiasm of public officials to enhance the government's organizational performance and goal achievement, and to examine what mediating effects of self-efficacy have. As the subject and method of the study, a survey was conducted with 248 civil servants from three cities (P, U, Y) in Gyeonggi-do, and structural equation analysis was used for the collected surveys. As a result of the study, organizational suitability of public officials had a positive effect on job enthusiasm, and self-efficacy was found to have a partial mediating effect on organizational suitability and job enthusiasm. In the case of job suitability, job enthusiasm was not significant, and self-efficacy had a fully mediated effect. Based on the results of this study, administrative and policy implications for enhancing the enthusiasm for the job of front-line civil servants of administrative organizations were presented.

• Journal of Korean Academy of Nursing
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• v.48 no.1
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• pp.12-25
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• 2018

Purpose: This study was performed to develop the Job Satisfaction Scale for Clinical Nurses (JSS-CN) and verify its validity and reliability. Methods: A preliminary 42-item version of the JSS-CN was developed through literature reviews and in-depth interviews. The draft scale was developed using thirty-seven items selected following content validity evaluation. Finally, thirty-three items with response options on a 5-point Likert scale were selected based on internal consistency reliability and construct validity. Subsequently, the test-retest reliability and convergent validity of the JSS-CN were verified. Results: Six factors, namely, recognition from the organization and professional achievement, personal maturation through the nursing profession, interpersonal interaction with respect and recognition, accomplishment of accountability as a nurse, display of professional competency, and stability and job worth, were identified, which explained 59.7% of the total variance. The JSS-CN's Cronbach's ${\alpha}$ for the total scale was .95, and the intra-class correlation coefficient was .90. The correlation coefficient between the scores of the JSS-CN and Slavitt's scale was .75, and that between the JSS-CN and job performance was .53. Conclusion: Results showed that the JSS-CN has good reliability and validity. Therefore, it is concluded that the JSS-CN could be a useful tool for the measurement of the job satisfaction of clinical nurses in Korea.

• The Journal of the Korea Contents Association
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• v.22 no.9
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• pp.360-374
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• 2022

This study aims to provide basic information on how to secure competitiveness of companies from a practical point of view by examining how information sharing for companies' infection prevention and service quality improvement affects revisit intentions. In order to achieve the purpose of this study, 341 visitors over the age of 19 who visited offline stores located in Busan and Gyeongnam were selected as study subjects. As a result of this study, it was found that consumers' perceived health beliefs, perceived disease infection probability, and perceived disease infection severity had a significant effect on revisit intention. In addition, it was found that the company's infection prevention information sharing and infection prevention customer management had a significant mediating effect on the relationship between perceived health beliefs and revisit intention. Based on these research results, the conclusion suggested that a company needs a series of management activities that can contribute to the sharing of information on infection prevention and customer management among members of the organization and achievement of business performance.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.2
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• pp.225-235
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• 1999

This study was conducted to offer a basic material for effective human resource management of nurses by studying correlations among inter-department rotation, job motivation and organizational commitment. For this study 159 nurses in a medical college hospital were surveyed. Organization Assessment Instrument(Van de Ven. 1980) and Organizational Commitment Questionnaire (Mowday, 1979) were used. SPSS was used to analyze the data. The results of this study are as follows : 1. Nurses who had been rotated to other departments showed higher motivation scores than those who had not. 2. Nurses who had been rotated also indicated higher organizational commitment scores than those who had not. 3. There was significant positive correlations among nurse's age, job motivation and organizational commitment of nurses. 4. There was significant positive correlations among nurse's experience, job motivation and organizational commitment of nurses. 5. Inter-department rotation times were significant positive correlation with job motivation. 6. "The sense of achievement perceived form performing one's duty" was the most important criteria that nurses consider in measuring their job motivation. As to the criteria for inter-department rotation, some respondents stated that it is needed when "current assignments are not suited for particular individuals" and such rotations would job motivation and elevate the morale of nurses involved." Many opposed using the rotations as a "means of reprimanding individuals." In conclusion, inter-department rotation has a positve effect on the nurse's job motivation and organizational commitment, so regular inter-department rotation have to be recommended to nurses who want rotation.

• Information Systems Review
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• v.9 no.1
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• pp.259-282
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• 2007

This paper provides a case for the comprehensive performance management system in Public Procurement Service. Public Procurement Service set up the BSC system at the beginning of 2006 by improving and complementing the earliest performance management system and made it possible to automatically connet the performance measurement and evaluation of the departmental and person by using CSF and KPI, which result from their mission and strategic assignments. Therefore, the public service of the adminstration is able to offer better customer service, as the private corporations do, apply the incentive and disincentive policies to the personnel and reward administration and contribute to changing the administration into an organization of competition and performance compensation. The application of the BSC system enables the strengthening of the individual evaluation system in the departmental, integration of various evaluations into one, and the establishment of a monitering system of achievement rate in the objective management in the periodic results. Such a case study of Public Procurement Service will determine the course of establishment of the BSC in other public institutions and suggest many successful methods and ideas for the performance management system.