• Proceedings of the Costume Culture Conference
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• 1998.09a
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• pp.52-53
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• 1998

• Journal of Korean Neurosurgical Society
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• v.60 no.4
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• pp.481-483
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• 2017

Sphingomonas paucimobilis (S. paucimobilis) is a gram negative bacillus. It has existed in soil, drinking water and plants. It has been isolated from distilled water tanks, respirators, and hemodialysis devices at the hospital setting. Patients with chronic disorders or immune suppression may be susceptible to infections with it. This microorganism has also been reported to infect healthy persons. Both nosocomial and community-acquired infections have been reported. So far, a variety of infections have been reported, including sepsis, septic pulmonary embolism, septic arthritis, peritonitis, and endophthalmitis. Only 2 cases of meningitis have been reported so far in the literature. So far, no previous reports of culture proliferation have been reported in patients with external ventricular drains, as was the case in our patient. Therefore, our case is the first to have S. paucimobilis proliferation in cerebrospinal fluid culture during intensive care unit stay for an external ventricular drain.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.9
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• pp.339-350
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• 2022

The purpose of the study is to determine how organizational culture affects employees' organizational commitment in Vietnamese clothing enterprises. Quantitative research through a questionnaire survey was applied in this research. A Survey of employees of Vietnamese garment companies in Hanoi was conducted from May 2021 to August 2021. The questionnaire was built from reference to previous studies and transferred to Google form. 315 returned questionnaires were usable. The statistical software SPSS 20.0 was used to test the reliability of the scale (Cronbach alpha), exploratory factor analysis (EFA), and regression analysis. The Organizational culture is constructed by 8 components including Organizational Communication, Training and development, Reward and Recognition, Teamwork orientation, Decision-making, Innovation and risk-taking, Direction and future planning, and Leader behavior. Organizational commitment is constructed by 3 components such as affective commitment, continuance commitment and normative commitment. Findings show that organizational culture has a strong impact on organizational commitment in Vietnamese garment companies. Research provides recommendations on developing a good organizational culture through forming suitable leadership, effective organizational communication, training and development, reward and recognition, and a clear direction and future planning to enhance employee commitment to the organization and increase the garment company's performance in the future.

• The Journal of the Convergence on Culture Technology
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• v.9 no.6
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• pp.807-812
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• 2023

This study examines the training effectiveness of airsoft guns that look and operate like real guns. Airsoft guns were developed in Japan in the late 1970s and are now popular for leisure sports and training, especially in countries where gun ownership is permitted. In particular, Taiwan has been promoting airsoft gun games to train citizen soldiers, and military leaders such as the United States have also utilized airsoft guns for live fire combat training and combat troops' live fire training. However, due to strict usage regulations and the perception that it is a toy, it is underutilized in Korea despite being a good training tool. Therefore, this study will prove the effectiveness of airsoft guns and improve the military's combat capabilities through practical training using airsoft guns. In addition, it will improve the negative perception of airsoft guns and foster a new sports industry.

• International Journal of Advanced Culture Technology
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• v.7 no.4
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• pp.23-31
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• 2019

This study was a quasi-experimental study with a single group pre-posttest design for evaluating the effects and meanings of a global health training program for nursing students. A mixed data collection method utilizing both qualitative and quantitative methods was applied. The qualitative method consisted of reflection journal entry analysis, while the quantitative study evaluated data collected from a self-reported questionnaire. After attending the program, cultural competencies of participants significantly increased than pre-test while global citizenship was not. Through an analysis of reflection journals written during the overseas training period, the meanings of experiences derived after the program were classified into five themes and 12 sub themes, which were, 'improvement of global health leadership', 'experience of barriers in reality', 'improvement of nursing professional value', 'inspiration of a perspective on health equity', and 'internal growth'. The results indicate that global health training program evaluated in this study was meaningful; it provided students with opportunities to experience the nurse's role in diverse global environments and attempted to measure the effects.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.5
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• pp.141-150
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• 2017

This paper reviewed the awareness of the military personnel as to job training executed in the Korean army and to figure out how this job training affects the military morale and organizational performance. For this study, 220 volunteers were surveyed and analyzed using the SPSS statistical package program. As a result of the analysis, the following conclusion could be drawn. First, in the result of analysis on the status of-the-job education, the educational time marked 49.5% for 2-4 hours, the education of job capability development marked 77.7% for the content of education, and the charged instructor of job training marked 56.8% for the education department. Second, in the result of an analysis of job training on military morale, the recognition level of behavioral dimension increased with increasing participants' independence, and the satisfaction with the cognitive dimension increased with increasing participants' independence, continuous learning culture, and educational level. Moreover, the emotional score increased with increasing learning culture and educational level. Third, an analysis of the influences of job training on the organizational performance showed thatthe degree of job satisfaction increased with increasing learning motive and learning culture, and the organizational commitment increased with increasing instructor's quality. Fourth, regarding the influences of military morale upon the organizational performance, the higher job satisfaction and organizational commitment increased with increasing behavioral, cognitive, and emotional dimension. Therefore, military morale improves organizational performance and is an important factor in inducing individual development.

• (The) Research of the performance art and culture
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• no.23
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• pp.37-61
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• 2011

The Noh(能) performance is a traditional drama that represents Japan. The Noh performance was approved in the background of religious thought such as Shintoism(神道), Buddhisms(佛敎), and Syugendo(修驗道). Especially, the influence from Shugendo is large. Shugendo was active in the Middle Ages. Especially, the influence from Shugendo is large. Shugendo was active in the Middle Ages. The Noh was approved while receiving a large influence from Shugendo. It can know the feature of the Shugen(修驗) culture in the Middle Ages through the consideration of . Moreover, the appearance of the training of 'Yamabusi(山伏)' can be seen. "Yamabusi" has not been paid to attention up to now in the research of . And, the focus was appropriated to Yamabusi and it researched in this text. Moreover, the problem of "Chigo(稚子)" is thought through . "Chigo culture" was general in the Middle Ages. It is thought that "Chigo culture" is reflected in . is an Noh performance for the boy named 'Wakamatsu' to enter the mountain and to train. It is because mother's sickness was cured. However, the boy gets sick while it is training. It was dropped to the valley according to the law of Shugendo, and it died. However, it revives by the Yamabusi's prayers. 'Taniko' is to drop to the valley and to bury it when the Yamabusi gets sick while lived. The title of the Noh originated in here. has elements of history, content of training of Shugendo, "Filial piety", and the Chigo culture, etc. These are features of the culture in the Middle Ages. It is not only a sad content though this is a content of the cruel remainder. It is because of the revival though waited rapidly at the end. As for the difficulty of training is drawn in the round, and the appearance of the training at that time is understood well. The essence of Shugendo is to train in the mountain. Supernatural power can be obtained through training. Moreover, it was thought that it was able to be newly reborn through training. The leading part of Shugendo is an Yamabusi. The Yamabusi took an active part in not only the mountain but also the village. The Yamabusi is ordinary people's lives and because the relation is deep, an important factor it knows the folk customs of Japan. The word 'Chigo' is not written in . However, a spectator at that time is 'Chigo' Wakamatsu and is already sure to have understood 'Chigo'. Because everyone knew the Chigo culture in the Middle Ages. A religion at that time and knowledge of the society are necessary to understand the play of Nho well.

• The Journal of Asian Finance, Economics and Business
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• v.10 no.2
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• pp.91-97
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• 2023

In the current era of globalization, financial and banking organizations have been facing ever-growing challenges in the global market regarding retention, customer satisfaction, commitment, engagement, proper services, and the belief of their employees. Employees are regarded as an enormous asset for every organization that plays an important role in achieving the vision of the company. The objective of this study is to explore the determinants of bank employee retention and its impact on an organization in the context of Bangladesh. In terms of research purpose, non-probability convenience sampling has been used in this study, and the targeted population was the commercial bank employees of Bangladesh. In terms of data collection, the researchers have used the adopted questionnaires from previous studies. In this study, the total sample size was 180, and a questionnaire was sent to the respondents through e-mails. For analyzing the collected data, SPSS 26.0 version has been used to test the study model and the proposed hypotheses. This study shows that there were four independent variables training and development, organizational culture, job satisfaction, and career development have a positive and significant impact on employee retention. So, the bank management should organize the retention program for the welfare of the employees.

• Korea Journal of Hospital Management
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• v.18 no.4
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• pp.54-77
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• 2013

This paper is a comparison study about leadership training transfer factors between physicians working in large scale hospitals and managers working in firms. To fulfill this purpose, this study conducted a regression analysis on 101 managers and 59 physicians who had attended similar leadership training programs more than 16 hours recently in order to identify the differences on the learning transfer factors. 6 factors such as Learner readiness, Performance self-efficacy, (so far as Trainee Characteristics group), Organization Culture, Supervisor's tangible incentives and Supervisor's intangible support, (so far as Work environment group), Content Validity & Transfer Design (so far Training Design group) were used as independent variables while the personal Managerial Capability Increase and Leadership Capability Increase were used as dependent variables. And also we used 5 factors as control variables ; Job style (Manager or Physician), Age, Gender, Working years and Organization size. Here are the summary of major findings ; first, there were statistically significant differences between the learning transfer factors in leadership training programs for managers and those of physicians. Second, there were also statistically significant differences among trainees' working years and their organization size factors while age and gender do not affect the learning transfer factors. Third, for the physician's leadership training the practitioners should focus on two factors ; Organization Culture and Learner readiness.

• International Journal of Advanced Culture Technology
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• v.6 no.2
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• pp.86-99
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• 2018

This study examined the relationship between the demographic profiles of 260 staff nurses in the SPC Health Care Ministry Hospitals and their Transcultural Self-Efficacy (TSE) level on the Cognitive, Practical and Affective dimensions. To obtain the result, among the nine (9) demographic profile items, three (3) common positive predictors were considered, namely, 1) Educational attainment level; 2) Age; and 3) Willingness to work abroad in all three dimensions. While in the Practical and Affective dimensions, the number of years employed were a common negative predictor and in the Affective dimension, Gender of participants was added as the positive predictor. Therefore, there are some significant demographic characteristics of respondents influence to the transcultural self-efficacy. Further, based on the results of this diagnostic study, the researcher designed the One (1) year Cultural Competence Training Program for staff nurses. For future research, the researcher recommended to conduct a further study that will evaluate the effectiveness of the educational intervention by approaching a longitudinal study form administering the test and retest of TSET.