• The Journal of Korean Institute of Communications and Information Sciences
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• v.24 no.8A
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• pp.1227-1237
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• 1999

In this paper, we present an oblivious transfer protocol which is the protocol for the fair exchange of secrets. For this, we investigate the verifiable oblivious transfer protocol based on discrete logarithm broblem proposed by Lein Ham etc. And we propose a new obivious transfer protocol that has the additional functions on the existing method. This proposed method has the additional functions that enable to authenticate sender and to protect denial of what he/she has sent message to the other. To do this, we make use of bit commitment scheme and digital signature scheme based on RSA.

• Journal of Digital Contents Society
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• v.8 no.4
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• pp.631-637
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• 2007

In this paper, I propose an adaptive cryptographic protocol which is basic protocol for fair exchange of secrets. For this, I investigate the verifiable oblivious transfer protocol based on discrete logarithm problem proposed by Lein Harn etc. And I propose a new adaptive cryptographic protocol that has the additional funtions on the existing method. This proposed method has the additional functions that enable to authenticate sender and to protect denial of what he/she has sent message to the other. To do this, I make use of bit commitment scheme using pseudo-random sequence generator.

• Proceedings of the Korea Database Society Conference
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• 2000.11a
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• pp.280-286
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• 2000

본 논문에서는 기존의 비대화형 전송 프로토콜을 기반으로 하여 비밀정보교환을 위한 여러 가지 부가기능을 가지는 새로운 비대화형 전송 프로토콜을 설계 제안한다. 제안한 방식은 기존의 프로토콜의 구조를 그대로 따르면서 Bit Commitment 기법을 적용한 형태로서 여러가지 안전한 기능을 가진다. 본 논문에서 제안한 기법은 서로 신뢰하지 못하는 두 당사자 사이에서 비밀 정보를 교환하고자 하는 분야에 있어서 보다 안전한 프로토콜로서 활용될 수 있다.

• Journal of The Institute of Information and Telecommunication Facilities Engineering
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• v.2 no.2
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• pp.32-35
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• 2003

This paper presents a simple method to show that the committed bit based on pseudo-random sequence can be predicted with a probability very close to.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.11 no.5
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• pp.53-62
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• 2001

Fast diffusion of personal computer and network, and developed security technology are augmenting specific gravity of convenient and safe electronic voting system supplementing much problems of existent off-line vote form. But in spite of enlargement of these weight, much limitations are extravagant. Specially, problem that secure voter\`s anonymousness and accuracy of poll can be important urea that judge if electronic voting system can be applied actually. Also, problems such as buying and selling of vote remain to subject that must solve yet. In this paper, we introduce items that is considered to design the safe electronic voting system, and present limitation of electronic polling system announced in [1]. And we propose improvement way. Improved protocol keeping advantages that is presented in [1], designed to keep away voter\`s anonymousness defamation by conspiracy of Election Administration Committee and Totaling Committee, and block unlawful election intervention as original.

• Quality Improvement in Health Care
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• v.10 no.2
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• pp.144-153
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• 2003

1) Background: The hospitals of modem society, like any other business entities, have to constantly strive to secure their survival from aggressive changes and competition outside. In this unstable environment, effective leadership is one of the most effective strategies for securing organization's growth as well as stability. This study investigated types of leadership (transformational or transactional) that is dominant in medical record departments and compared it's effects on organizational commitment and job satisfaction of their organizational members by types. 2) Method: A questionnaire was developed and mailed to all medical record administrators working at general hospitals throughout the country except department directors (N=450). Of these, 150 useable questionnaires were returned and analyzed by t-test, multiple regression analysis using SPSS. 3) Results: The organizational commitment and job satisfaction were a little bit higher than moderate level, and that of leadership perceived by medical record administrators was also in moderate level throughout types. Significant characteristics (positively) related to organizational commitment and job satisfaction by univariate analysis were marital status (married), position (middle management) and both type of leadership. However transformational leadership was the only significant factor in leadership styles after considering all the factors related to organizational commitment and job satisfaction together by multivariate analysis. 4) Conclusion: The average organizational commitment and job satisfaction of medical record administrators was just in moderate level. Efforts should be made to increase them by improving leadership capacity of medical record directors, primarily by using transformational leadership approach.

• Management & Information Systems Review
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• v.38 no.2
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• pp.1-28
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• 2019

The purpose of this study is to empirically analyze the effects of characteristics of Leader (authoritarian disposition, procedural justice, job instability) on the organizational commitment of subordinates through abusive supervision and leader-member exchange(LMX). To this end, a survey was performed on the employees under the manager level in a large enterprise in Korea. The results of this study are as follows. First, the Hypothesis 1, 2, and 3 that the characteristics of leader (authoritarian disposition, procedural justice, job instability) will make effects on the organizational commitment of subordinates through abusive supervision were adopted. Second, in the hypotheses that the characteristics of leader (authoritarian disposition, procedural justice, job instability) will make effects on the organizational commitment of subordinates through LMX, Hypothesis 4 of authoritarian disposition, and Hypothesis 6 of job instability were rejected, while only Hypothesis 5 of procedural justice was adopted, as it made effects on the organizational commitment of subordinates through LMX. Third, the Hypothesis 7, 8, and 9 that the characteristics of leader (authoritarian disposition, procedural justice, job instability) will make effects on the organizational commitment of subordinates through abusive supervision and LMX were all adopted. This study is meaningful, in that it identified the structural relationship that the characteristics of leader make effects on the organizational commitment of subordinates through abusive supervision and LMX. It is expected that the results of this study can be used as base materials for new studies on abusive supervision which have been made in diversified ways in Korea and overseas.

• The Journal of the Korea Contents Association
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• v.19 no.7
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• pp.489-505
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• 2019

This study is about the impersonal behavior of the supervisor, which is the root cause of 'Workplace Harassment [bullying]', which becomes familiar to Korean workers. For the purpose of the study, characteristics of supervisors are classified into three situations such as personal situation (authoritarian propensity), organizational situation (job insecurity), and personal and organizational situation (self-defensive ambivalence). Then the effects of those propensities on the organizational commitment of their subordinating workers through abusive supervision were analyzed. To this end, separate surveys for team leader and team members were composed. The subjects were male and female workers in large enterprise in Korea. The major results of the study are as follows. First, the three predisposing factors related to the abusive supervision (authoritarianism, job insecurity, and self-defensive ambivalence) made positive (+) effects on the abusive supervision of the supervisor. Second, in the hypothesis 2 regarding the effects of the abusive supervision of the supervisor on the organizational commitment of the subordinates, it was found that the abusive supervision of the supervisor made negative (-) effects on the organizational commitment of the subordinates. Third, in the verification of the hypothesis 3 regarding the mediating effect of the abusive supervision, the three predisposing factors partially mediated the abusive supervision and made negative (-) effects on the organizational commitment of the subordinates.

• Journal of the Korean Institute of Telematics and Electronics A
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• v.30A no.8
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• pp.1-10
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• 1993

In this paper, we will propose 4-move ZKIP and its application. Using bit-commitment scheme that is necessary to organize the ZKIP related to NP-Complete problem and WH and WI preserving the property for security under parallel composition of protocols, we will show that the proposed ZKIP is 4-move ZKIP of SAT comparing to 6-move ZKIP of SAT proposed by Brassard. Chaum and Yung, and under claw-free pairs of function the proposed ZKIP is also 4-move ZKIP comparing to 5-move ZKIP proposed by Goldreich and Krawczyk under the same assumption. Moreover we will show the efficiency of the proposed scheme better than Fiat and Shamir's scheme at the points of computational complexity and communication complexity, and also propose the efficient and secure identification scheme against the chosen ciphertext attack, using the proposed scheme.

• Journal of Distribution Science
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• v.10 no.10
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• pp.17-24
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• 2012

Purpose - This study aimed to (a) investigate the effects of emotional intelligence on customer orientation, (b) examine the impact of customer orientation on customer relationship management (CRM) performance (including CRM-related variables such as 'relationship commitment,' 'image of corporation,' and 'customer loyalty'), and (c) identify the conceptual framework of emotional intelligence. Research design, data, and methodology - The data were collected using a questionnaire given to a sample of employees of luxury hotels in the metropolitan area. To test the hypotheses, AMOS were conducted for the 271 respondents of the sample using the SPSS Win 17.0 software. The concept of emotional intelligence (EI) has been on the radar of many leaders and managers over the past few decades. Emotional intelligence is generally accepted to be a combination of emotional and interpersonal competencies that influence behavior, thoughts, and interactions with others. Emotional intelligence consists of four factors: understanding the self's emotion, understanding other people's emotions, emotion utilization, and emotion control. Understanding the self's emotion means to understand of my own emotions. Understanding other people's emotions is to understand of the emotions of the people around me and to know how my friends feel based on their behavior. The concept of emotion utilization means to set goals for myself and then try to achieve them, encouraging myself to do my best. The concept of emotion control means I can control my temper, handle difficult situations rationally, and calm down quickly when I am very angry. Results - As a result of the analysis, three factors (understanding the self's emotion, understanding of other people's emotions, and emotion utilization) were shown to have a significant effect on customer orientation. Emotion control had an insignificant effect on customer orientation. Only emotion control makes it difficult to solve customers' problems because it is a passive behavior. In order to solve the customers' problems, hotel employees have to show a positive attitude. Second, customer orientation had a significant effect on customer relationship management performance (customer relationship commitment, corporate image, and customer loyalty). In other words, customer orientation increases commitment to customer relationships. For example, employees who have a customer-orientated perspective provide good service to their customers, while employees who don't have a customer-orientated perspective can't satisfy their customers. Customer orientation can also generate a good image among customers, because they evaluate the image of a hotel through the behavior of hotel employees. So it is very important for employees to show excellent customer orientation. Conclusions - It is very important for hotel CEOs to manage their employees' emotional intelligence. In order to increase their employees' emotional intelligence abilities, CEOs have to manage the overall corporate culture and reward programs to achieve what they want. This is because the system can lead to a customer-orientated mind-set and CRM performance among employees. As a result, the hotel CEO has to pay attention to the emotional intelligence of employees to achieve strong CRM performance. The sentence as originally written was a bit unclear. If this edit does not retain your intended meaning please consider: "Only emotion control does not have a significant impact on customer orientation, and therefore on the ability of an employee to solve customer problems, because it is a passive behavior." Please use the version of the sentence that best captures your original meaning.