• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.27 no.1
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• pp.1-12
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• 2017

Objectives: The major objectives of this study are to review the requirements for the advancement of occupational safety and health administrative organization and to propose measures to establish an Occupational Safety and Health Executive. Methods: The problems of occupational safety and health administrative organization in korea were examined empirically and cases of occupational safety and health administrative organizations in developed countries were investigated (United Kingdom, United States, Germany, and Japan). A plan for establishing an Occupational Safety and Health Executive was proposed over the short and medium term. Results: An occupational safety and health administration is characterized by a professional and technical nature, and even more so in modern society. Therefore the greatest value required by an occupational safety and health administrative organization is expertise. In addition, administrative values it requires include efficiency, specificity, independence, and activity. The Korean occupational safety and health administrative organization has a number of problems in terms of these values. The most appropriate way to realize these values is to establish an Occupational Safety and Health Executive. It is desirable to establish such an Occupational Safety and Health Executive in a phased manner taking into consideration its relationship with Korea Occupational Safety and Health Agency(KOSHA), including KOSHA's functional adjustment Conclusions: In order to solve the deep-seated problems in occupational safety and health administrative organization and to advance occupational safety and health administration in Korea, it is necessary to establish an Occupational Safety and Health Executive as a foundation for achieving an advanced industrial safety and health administration.

• International Journal of Advanced Culture Technology
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• v.7 no.4
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• pp.76-85
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• 2019

This study examined the mediating effect of management's values on organizational performance and between them. Hypotheses 1, 2, 3, and 4 which were set up to achieve the purpose of this study, were verified as follows. First, Hypothesis 1 proposed that the values of management will have a positive effect on organizational performance. Second, Hypothesis 2 proposed that the values of management are likely to have a positive effect on the consistency of the values of organizational members. Third, Hypothesis 3 proposed that the consistency of the values of organizational members will have a positive (+) influence on organizational performance. We found that the consistency of the values of organizational members has a positive (+) influence on organizational performance. Hypothesis 3 was adopted. Fourth, hypothesis 4, the value consistency of the members of the organization, had a mediating effect between the organization performance on value management. The results of this study were all adopted research hypotheses. Therefore, management's values have a significant impact on the theoretical and practical aspects by showing the relationship between organizational members' value consistency and organizational performance. In the future, the necessity of further research on management's values and member's value consistency through various fields for organizational performance has emerged.

• Cartoon and Animation Studies
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• s.33
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• pp.173-202
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• 2013

This research focuses on the part of animation production pipeline. Among the four stages in the process (development, pre-production, main production, and post-production), this research explores theoretical features of the development stage. As the development stage is not well-known and theorized in Korea, this research provides roles and values of the development stage. The development stages is very important because two works have to be proceeded in this stage. First, the story idea for making animation should be decided. Ideas have to be developed into definite synopsis. And, the bible to pitch for investors are prepared on the basis of the story. Secondly, the basic production plan has to be initiated. This production plan includes the financial budget, the production schedule, and the production team. These three elements are so crucial that the producer (or executive producer) should take into consideration from the early stage of production.

• International journal of advanced smart convergence
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• v.8 no.4
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• pp.93-103
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• 2019

We examined the mediating effect of the consistency of the values of organizational members on the relationship between the values of IT enterprise executives and organizational performance. Hypotheses 1, 2, and 3, which were set up to achieve the purpose of this study, were verified as follows. First, Hypothesis 1 proposed that the values of management will have a positive effect on organizational performance. Second, Hypothesis 2 proposed that the values of management are likely to have a positive effect on the consistency of the values of organizational members. Third, Hypothesis 3 proposed that the consistency of the values of organizational members will have a positive (+) influence on organizational performance. We found that the consistency of the values of organizational members has a positive (+) influence on organizational performance. Hypothesis 3 was adopted. Fourth, the consistency of the values of the organizational members proved that the organizations with high consistency of values performed well by mediating the values and organizational performance of management. In other words, according to the values of the management, we can improve an organization's sustainability management system by increasing the value of organizational performance and the values of organizational members. Therefore, we must establish plans that can be shared systematically and strategically about the values of management. In addition, the consistency of the values of organizational members has a direct or indirect influence on improving organizational performance. Therefore, we need to systematically derive and improve various factors that can increase the consistency of the values of organizational members in terms of strategic human resource management, such as organizational vision, core values, talent awards, selection process, and motivation. Therefore, the greatest significance of this study is in its theoretical and practical implications for increasing the sustainability management system by using the influence of the executives' can do to further improve the organizational performance.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.4
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• pp.43-54
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• 2021

Purpose - Stakeholders play a vital part in the company's CSR activities and they are part of the company's achievement and affect the company's achievement or business objectives. This study aims to add insight into the already existing knowledge how the organizational culture can promote corporate social welfare activities. Research design, Data, and methodology - The current authors obtained text data for the possible practical suggestions which might be used for the creation of coding method. That implies that the present author investigated only trustable textual sources to provide for the possible solutions such as peer-revied sources and published book. Result - Research results indicated that organizational culture promotes corporate social welfare activities by making people know their values and understand how they come about. Not every community knows what its members want and how to achieve its needs. Sometimes, a community can obtain the values and principles of an organization and incorporate them into community values. Conclusion - Executive leadership and customers are part of society. Any strategy that influences their operation and works ethic influences the contact of the community. This research found methods vital in setting up an excellent culture that enhances profitability and the corporate social welfare activities through motivation and communication.

• Asian-Australasian Journal of Animal Sciences
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• v.33 no.6
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• pp.888-901
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• 2020

Objective: A set of microsatellite markers with high polymorphism from Tsaiya duck were used for the genetic monitoring and genetic structure analysis of Brown and White Tsaiya duck populations in Taiwan. Methods: The synthetic short tandem repeated probes were used to isolate new microsatellite markers from the genomic DNA of Tsaiya ducks. Eight populations, a total of 566 samples, sourced from Ilan Branch, Livestock Research Institute were genotyped through novel and known markers. The population genetic variables were calculated using optional programs in order to describe and monitor the genetic variability and the genetic structures of these Tsaiya duck populations. Results: In total 24 primer pairs, including 17 novel microsatellite loci from this study and seven previously known loci, were constructed for the detection of genetic variations in duck populations. The average values for the allele number, the effective number of alleles, the observed heterozygosity, the expected heterozygosity, and the polymorphism information content were 11.29, 5.370, 0.591, 0.746, and 0.708, respectively. The results of analysis of molecular variance and principal component analysis indicated a contracting Brown Tsaiya duck cluster and a spreading White Tsaiya duck cluster. The Brown Tsaiya ducks and the White Tsaiya ducks with Pekin ducks were just split to six clusters and three clusters when K was set equal to 6 and 3 in the Bayesian cluster analysis. The individual phylogenetic tree revealed eight taxa, and each individual was assigned to its own population. Conclusion: According to our study, the 24 novel microsatellite markers exhibited a high capacity to analyze relationships of inter- and intra-population in those populations with a relatively limited degree of genetic diversity. We suggest that duck farms in Taiwan could use the new (novel) microsatellite set to monitor the genetic characteristics and structures of their Tsaiya duck populations at various intervals in order to ensure quality breeding and conservation strategies.

• The Journal of the Korea Contents Association
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• v.21 no.10
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• pp.434-443
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• 2021

The purpose of this study is to analyze hotel chefs' perceptions of each type of leadership, to help improve teamwork and work efficiency through the improvement of job satisfaction and work skills by hotel cooks and the impact of leadership on human relations. In particular, by conducting Q methodological analysis on the subjectivity of the total chef's leadership type recognized by hotel chefs in vertical command systems according to the nature of the work in the hotel company. The analysis of leadership types showed that Type 1 (N=4): both transformative and servent leadership is a combination of preferences or non-preferences, Type 2 (N=4): transformative leadership preference, Type 3 (N=3): both transformative and non-preferred leadership. The leadership of the executive chef, recognized by hotel chefs, is believed to prefer leadership that is considered for individual situations that match each other's experiences and work skills (ability values) rather than uniform leadership such as transformational or servent leadership. Along with the theoretical discussion of Q methodology, the leadership type is explained, and based on the subjectivity research analysis method of Q analysis, the subjectivity of hotel chefs will be identified in various ways and new leadership will be presented.

• Knowledge Management Research
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• v.22 no.4
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• pp.261-282
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• 2021

As the MZ generation, who values work-life balance, became a member of the organization, leader-oriented leadership centered on goal achievement and company profit made it difficult to achieve good results in the organization in the mid-to long-term. The company must strengthen the leadership that can be helpful for the self-leadership where the members of the organization move on their own and the organizational culture that enhances the employees' job satisfaction and organizational commitment. Therefore, this study analyzed the effect of the team leader's servant leadership on the team member's self-leadership and organizational effectiveness. In addition, it was studied whether the executive officer's emotional leadership interacted with the team leader's servant leadership and had a moderating effect on the team member's self-leadership. Also, the difference in path coefficient between the MZ generation and the non-MZ generation was verified. To this end, the research model was statistically verified using the PLS (Partial Least Square) structural equation. A survey was collected from 357 team members among office workers online. As a result of the analysis, the team leader's servant leadership had a significant effect on organizational effectiveness and team member's self-leadership. Also, in the relationship between the team leader's servant leadership and the team member's self-leadership, the emotional leadership of the executive officer had a positive (+) moderating effect. The MZ generation differed from the non-MZ generation in the path where the team leader's servant leadership positively affected the self-leadership of the team member and the path where the team leader's self-leadership had a mediating effect between the team leader's servant leadership and organizational effectiveness. The results of this study will suggest various theoretical and practical implications so that executive officers, team leaders, and team members within the company can develop leadership that increases organizational effectiveness in their respective positions.

• Culinary science and hospitality research
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• v.22 no.6
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• pp.132-144
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• 2016

This study reviewed previous researches about the competence selection of foodservice firms, and shows firm's performance model through the results. The study classified factors according to core competence, differentiation strategy, and management performance. Out of 400 survey responses from by the firm's executive and employees who had worked for over three years at the headquarters (sales, financial, marketing/plan, R & D, etc.), a total of 302 questionnaires were used for the final analysis due to missing values and biased responses (response rate: 75.5%). As the results of analyzing final research model of this study, it appeared that ${\chi}^2(df=170)=384.88$, ${\chi}^2/df=2.26$, GFI=0.90, NFI=0.92, CFI=0.95, RMSEA=0.07. The results indicated that the CEO leadership, organizational culture, and human resource competencies are a driving force in all aspects of competitive advantage differentiation strategies. In addition, the R & D innovation, service, and marketing differentiation strategies are positively related to performance. The results validate the fact that foodservice firms could reinforce strategic decisions through a variety core competencies and achieve continuous performance through competitive strategies.

• Structural Engineering and Mechanics
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• v.68 no.3
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• pp.289-297
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• 2018

The real behavior of the RC structures constructed based on the assumed specifications of the used materials is matched with the designed ones when the assumed and the applied specifications in construction are the same. Despite in the construction phase of the reinforced concrete (RC) structures always it is tried to implement the same specifications of materials as given in the executive drawings, but considering the unpredicted/uncontrolled parameters that affect the specification of materials, always there is a deviation between the constructed and the designed materials' specifications. The objective of this paper is to submit a guideline for the evaluation of the strength and damage to the existing RC structures encountered deviation in materials' strengths. To achieve this goal, the lateral strength (plastic behaviors) and damage to twenty-five RC moment-resisting frames (MRFs) are studied by applying the inelastic analysis. In this study, a couple of concrete and reinforcement strengths' deviations are investigated. The obtained results indicate that in general, there is a semi-linear relationship between the deviation in the strength of reinforcement and the changes in the lateral strength values of the MRFs. The relative effect of the deviation in the strength of reinforcements is more than the relative effect of the deviation in the concrete strength on the damage rate. The obtained results could be a guideline for the engineers in the survey of the existing buildings encountered deviation in materials' strengths during their construction phase.