• Journal of the Korean Dietetic Association
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• v.23 no.4
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• pp.431-452
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• 2017

This study was conducted to investigate the effect dietitians' perceived organizational culture has on organizational commitment at hospital foodservices. A total of 382 dietitians working at general hospitals with 500 beds or more participated in the survey from January 16 to February 8, 2017. The result of perceived organizational culture showed hierarchical culture, rational culture, development culture, and group culture scored to be 5.29, 5.25, 5.15, and 4.97 out of 7, respectively. Differences in the perception of organizational culture and organizational commitment were observed according to the general demographics of subjects, but no significant differences were shown according to the general characteristics of hospitals. For organizational commitment perception, affective commitment (5.14), normative commitment (4.41), and continuance commitment (4.21) were identified. There were differences according to age, work experience at the present job, position, and education level by type of organizational culture. In terms of organizational commitment, there were significant differences in age, work experience at the present job, employment status, and possession of clinical dietitian certificate, position by type of commitment. A positive correlation between dietitians' perceived organizational culture and organizational commitment such as overall organizational commitment, affective commitment, and normative commitment was observed (P<0.01). Group culture, development culture, and hierarchical culture positively affected overall organizational commitment (P<0.001). Development culture, group culture, and hierarchical culture had positive effects on affective commitment, whereas rational culture had a negative influence. Development culture (P<0.05), group culture (P<0.001), and hierarchical culture (P<0.01) positively influenced normative commitment. Results suggest that it is necessary to develop plans for the improvement of rational culture, group culture, and development culture at hospital foodservice organizations.

• The Research Journal of the Costume Culture
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• v.18 no.5
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• pp.1048-1061
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• 2010

The purpose of the study was to compare the culture and the clothing value between Korean and American college students, especially men. Also, this study was to analyze the culture effect on the clothing value. The survey was performed and 200 questionnaires were utilized for this study. The SPSS 12.0 was used to analyze the technical statistics like average, frequency, t-test, factor analysis, multiple regression analysis. The result showed, first, there were some 2 major cultural differences such as power distance and long-term orientation between Korean and American college men. Comparatively, Korean college men showed higher masculinity and lower power distance and long-term orientation. Second, there were differences in the clothing value aspect. Both of them considered the economic clothing value to be most important. Third, there were some differences in the clothing value because of the cultural differences. For Korean college men, there were masculinity and long term orientation that had an effect on the social and religious clothing values, however, for American college men, power distance, masculinity and long term orientation that had an effect on the social, religious, theoretical and economic values.

• Journal of the Korean Society of Clothing and Textiles
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• v.34 no.8
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• pp.1352-1363
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• 2010

This study analyzes how the organizational culture of TV home shopping companies influence the job satisfaction, commitment, and intention of turnover. It ascertains the differences the job satisfaction, commitment, and intention of turnover according to tenure of office and turnover time. The survey was conducted from May $3^{rd}$ to $31^{rt}$ in 2010, and 356 responses were used in the data analysis. The statistical analysis methods were frequency analysis, factor analysis, reliability analysis, ANOVA, and multiple regression analysis. As a result, the organizational culture of TV home shopping companies was classified by the innovation culture, group culture, rational culture, and hierarchical culture. The innovation culture, group culture, and hierarchical culture of TV home shopping companies influenced job satisfaction and commitment. The rational culture and hierarchical culture of TV home shopping companies influenced the intention of turnover. There were differences in the intention of turnover according to the tenure of office and the job commitment according to turnover time.

• The Journal of the Korea Contents Association
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• v.21 no.7
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• pp.533-545
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• 2021

This study aimed to examine the differences in gender equality consciousness between latent profiles based on corporate workers' organizational culture types. To achieve the study's purpose, descriptive statistics, correlation analysis, and latent profile analysis (LPA) were conducted using 253 Korean corporate workers' data. As a result of the analysis, the latent profiles of organizational culture recognized by corporate workers were classified into 5 profiles. We named each profile as high compete-low create culture, high compete-low collaborate culture, collaborate culture, high create culture, and high control culture based on each profile's organizational culture perception. The ANOVA test found statistically significant differences between the groups in the gender equality consciousness. This study is meaningful in that it reveals the relationship between the organization culture perception and the gender equality consciousness and suggested implications for the organizational-level intervention to improve the gender equality consciousness. It will provide basic data for your research.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.1
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• pp.5-21
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• 1999

Nursing organization culture is common patterns of believing, thinking and behaving resulted from a variety of experiences and interaction nurses in the same setting. This study was performed based on the assumption of existence of different subcultures within meta-culture, to identify the differences of subculture among 5 nursing units and to analyze the relationship between nursing organization culture and organizational commitment In this study, two kinds of instruments were used. One was the instrument of nursing organization culture developed by researcher through literature review and interview with nurses. The other one was Mowday's Organizational Commitment Questionnaire to measure organizational commitment of nurses. Both of them were structured with 5 scale. The answers were analyzed using SPSS program. The results were as follows : The meta-culture of the nursing organization culture was the people stable culture. There were significant differences in people development culture and people stable culture among 5 nursing units and all 5 units had different culture score. Especially, emergency room had strong development culture, and stable culture was dominant in operating room. Other units except emergency room and operating room had high scores in people stable culture than other culture types, but revealed different distribution. There were significant differences of the nursing organizational culture types -people development, task development, people stable, task stable-among 5 units. Four types of nursing organizational culture consisted of competing values in one organization. Nurses's organizational commitments were sign ificantly different among the units. The score per ceived by nurses who work in emergency room, operating room and leu was higher commitment score than that of medical/surgical nursing units Nurse's commitment to nursing organization was also related to total work period as nurse in any setting and work period in this hospital. Organizational commitment was significantly different among the nursing culture types, indicating that the scores of developmental culture were higher than stable culture. In conclusion, there were many different subcultures in nursing organization. In subculture, the organizational commitment was different. Therefore, the change of nursing organization culture or nursing unit culture needs to be considered to hire, give orientation, teach. and reallocate nurses efficiently. Research on nursing organization culture using both qualitative and quantitative method needs to be further considered. Furthermore, the strategy in nursing organization culture for nursing administrator to manage human resources efficiently and to change nursing unit effectively, needs to be developed.

• Journal of the Korean Society of Marine Environment & Safety
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• v.19 no.5
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• pp.511-517
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• 2013

Maritime police recognize that the organizational culture of various acting as a member of the organization. Also, marine policing and security activities to determine the number of build. The overall culture of maritime police who share the organization sub-culture may take place. Maritime police organizational culture and a variety of types of group culture, hierarchical culture, development culture, rational culture examined the differences in perceptions. Maritime police aware of the general results of the analysis are as follows; First, the maritime police officers of the age group of 20 was the highest recognition in hierarchy culture and rational culture. Second, the maritime police officers of the rank of captain was the highest recognition in development culture and rational culture. Third, differences in the perception of organizational culture by recruitment analysis show the difference in cultural groups showed, in particular, the special recruitment group of police officers, and maritime police culture can be seen tend to appear low.

• Korean Institute of Interior Design Journal
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• no.5
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• pp.53-58
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• 1995

The purpose of this study is to explore how people's evaluation and preference on color palettes differ based on their cultural background. This study used the same color palettes developed by Youngsoon Park and Denise Guerin(1992). Fourteen representative adjectives are used to analyze the meaning evaluation and preference on the six color palletes. 425 undergraduate students are se-lected from Korea, Japan, U.S. and England and ques-tionnaire was used as survey instrument. The results show that there are significant differences among the four countries in the meaning evaluation and preferences on the color palettes and the characteristics of color palettes influence the differences among the countries. The differences among the countries decrease in case of color palettes composed of warm color with low or medium value difference and chroma difference, while the differences increase in case of color palette characterized by strong color contrast with high or medi-um value difference and chroma difference. The result of color meaning evaluation can be catego-rized into Western and Eastern culture. Korea and U.S., and Japan and U.S. showed significant differences in the most words and Korea and Japan showed similarities in the most words. Therefore it can be concluded that cul-tural backgrounds related to race, region and history in-fluence the color meaning evaluation and preference. Fur-ther study should explore the relationship between color and culture using more various color instruments such as color palettes in order to categorize the various aspects of culture.

• Proceedings of the Costume Culture Conference
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• 2005.10a
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• pp.12-21
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• 2005

• The Korean Journal of Malacology
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• v.29 no.1
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• pp.43-50
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• 2013

We investigated the growth performance of oysters (initial shell height $57.5{\pm}8.5$ mm) under differing conditions of tidal exposure time and culture rack height in an experiment that commenced in April, 2011. Significant differences were observed in shell height from June 2011, in total weight from August, and in meat weight from September. Fatness tended to decrease during the experimental period, but was not significantly different at the end of the experiment. Significant differences in survival rates were mainly observed from June to August. After September, further changes were not observed in any experimental treatment group. The greatest growth potential ($L_{\infty}$) and survival rate were observed at a sea level of approximately 116 cm. The results indicate that in the study area the use of oyster culture conditions involving 1 or 2 h of tidal exposure and 60 - 70 cm rack height could result in oysters reaching the favored commercial half shell size within 14 months, with > 80% survival.

• Journal of Convergence Society for SMB
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• v.4 no.4
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• pp.7-12
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• 2014

This study empirically investigated cultural differences in the amount of information provided by managerial accounting information systems as well as the differences in organizational performance according to variations in the amount of information. Through cluster analysis, I classified sample firms into five organizational cultural types: Semi-innovative, innovative, bureaucratic, semi-bureaucratic and supportive. The results showed that in the semi-innovative firms, a greater amount of the traditional and advanced types of information is produced, while in bureaucratic firms, traditional information is much more provided than in the innovative, semi-bureaucratic and supportive firms. These results confirmed cultural differences in the amount of information produced. According to the results of this study, it was found that in organizational performance, the rankings of semi-innovative firms, which have the highest scores in the amount of information, are also the highest, and the performance scores in innovative firms are generally next to those of semi-innovative firms. Hence it is concluded that there are cultural differences in the amount of information provided and theses differences affect organizational performance