• Proceedings of the Technology Innovation Conference
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• 1998.06a
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• pp.164-179
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• 1998

The interactive diffusion of technological knowledge across industries is reckoned as the principal determinant of the industrial competitiveness in the knowledge-based economy. The flow of technological knowledge takes place through two major channels, embodied and disembodied ones. This paper analyzes, from the dynamic perspective, the functional role and changing relationship of major Korean industries in terms of embodied and disembodied technological knowledge flow-structures during 1980s. We measure, as a proxy, the knowledge by the number of R&D researchers. The inter-industrial embodied and disembodied knowledge flows are measured by the input-output technique and the technological similarity is quantified according to the R&D researchers'academic background, respectively. Based on the comparative and correlation analysis between the two knowledge flow-structures, it is found that there exist, albeit not striking, both similarities and differences between them. However, interestingly and indicatively, we find that the two flow structures become more similar as time goes by. Some explanatory comments and policy implications are presented.

• Journal of Technology Innovation
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• v.13 no.3
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• pp.77-100
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• 2005

This paper analyzes the determinants of firm's innovative activity, using Korean Innovation Survey (KIS) dataset. Especially, we focused on the role of external networks by partners(other firms or research institutions) in performing innovative activities. The product innovation, product improvement, and process innovation are used as proxies for innovative activity. The explanatory variables such as market concentration ratio, lagged profitability, foreign ownership, export ratio, firm's age, formal R&D activity, and industrial R&D intensity are also considered. With data from 1,124 firms for the two years (2000-2001), we estimated the logistic regression model. The finding is that the determinants of firm's innovative activities differ by type of innovations. We also found that the innovative behavior of SMEs differs from that of large firms. The result confirms that external networks have a strong positive effect on innovative activity. However, the network effects by partners vary across both firm size and type of innovations.

• Asian Journal of Business Environment
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• v.12 no.4
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• pp.25-34
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• 2022

Purpose This research develops the expanded Technology Acceptance Model (TAM) to investigate the relationship between perceived usefulness and perceived ease of use with satisfaction and loyalty by considering the role of sharia compliance, commitment, and trust. Research design, data and methodology: A data source is 300 respondents from a self-administered survey. The target population is Muslims who are customers of Islamic banks, with age at least 18 years, and used e-banking to make payment transactions. The analysis methods are MANOVA and Multiple Linear Regression. Results: The results suggest that intention to use and actual behavior variables are replaced with satisfaction and loyalty. Commitment is not recommended, while trust is an explanatory variable that can be used as an external variable. Conclusions: It is important to increase satisfaction and commitment also concentrate to various aspects of sharia compliance to increase customer's loyalty to use e-banking. The fulfillment of sharia compliance by Islamic banks will increase the Islamic bank customers loyalty.

• Journal of the Korean Society of Industry Convergence
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• v.26 no.5
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• pp.733-741
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• 2023

The purpose his study was a descriptive research study to identify the influencing factors of mentoring for nursing students, and was conducted with 120 nursing students. The collected data were subjected to real number and percentage, mean and standard deviation, t-test, ANOVA, Scheffe test, Pearson's correlation, and multiple regression analysis using SPSS/WIN 25.0. As a result of the study, mentoring was found to have a significant positive correlation with organizational socialization, core nursing competency, and clinical performance competency, and the explanatory power of the regression model was 64.1%. Since mentoring is an effective teaching method, based on this study, we propose a study to develop a structured mentoring program including organizational socialization, core nursing competency, and clinical performance competency to test the effectiveness. In addition, proposes a study to identify the relationship with various variables by dividing mentoring into sub-competencies of career development function, psychological stability function, and role model function.

• Journal of the Korean Applied Science and Technology
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• v.37 no.3
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• pp.582-593
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• 2020

The purpose of this study was to investigate the effect of parenting stress and role conflict on turnover intention in hospital nurses. This study was 142 nurses working in university hospitals and two general hospitals. The analysis of the collected data was analyzed by using SPSS / WIN 23.0. The average score were parenting stress 2.50 out of 4, role conflict 2.48 out of 5, and turnover intention 2.71 out of 5. In order to analyze the factors affecting the turnover intention, multiple regression analysis was conducted using the role conflict, parenting stress, and job satisfaction. Parenting stress (β= .257 p<.001), job satisfaction (β= .242, p<.001) and role conflict(β=.161 p<.001) were resulted. The explanatory power of these factors Was 45.6%. In conclusion, the turnover intention of hospital nurses was found to be an important factor of parenting stress, role conflict, and job satisfaction. In order to lower the parenting stress and role conflicts and reduce the turnover intention of married nurses, it is necessary to reduce the parenting stress and role conflict in the hospital and home. To improving the job satisfaction of the nurses, it is necessary to improve the workplace environment and welfare.

• Journal of the Korean Chemical Society
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• v.68 no.2
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• pp.107-116
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• 2024

The purpose of this study is to analyze changes in pre-service chemistry teachers' cognition of the nature of model in the evaluation and modification process of model using technology. Changes in cognition of the nature of model were analyzed focusing on the 'Abstraction' and 'Simplification' of the 'Representational aspect', 'Interpretation', 'Reasoning', 'Explanation' and 'Quantification' of the 'Explanatory aspect' that were deemed insufficient for pre-chemistry teachers in previous study. For this purpose, 19 third-year pre-service chemistry teachers at a teacher's college in Chungcheongbuk-do were asked to evaluate the model related to Boyle's law developed using technology, revise the model based on the evaluation results, and make a final evaluation. As a result of the study, it was confirmed that pre-service chemistry teachers' cognition of 'Simplification' of the 'Representational aspect' and 'Interpretation', 'Explanation', and 'Quantification' of the 'Explanatory aspect' changed positively through the evaluation and modification process of the model. Therefore, it was found that the evaluation and modification process of the model plays a key role in changing the cognition of the nature of model. However, there was little change in cognition of 'Abstraction' of the 'Representational aspect' and 'Reasoning' of the 'Explanatory aspect'. The cognition of these factors can be seen as more difficult to change than the cognition of other factors. To solve this problem, more sophisticated educational design for pre-service chemistry teachers is needed.

• Journal of Digital Convergence
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• v.18 no.6
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• pp.379-388
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• 2020

The purpose of this study was to provide information necessary to strengthen maternal role adaptation of employed mothers by identifying factors affecting maternal role adaptation of employed mothers with young children. The subjects of this study were convenience extracts from 137 employed mothers with infants under 24 months of residence in H city, Gyeonggi-do. Data were processed using descriptive statistics, t-test, ANOVA, correlation analysis, and stepwise regression analysis. As a result of the study, maternal role adaptation was positively correlated with mother attachment(r=.488, p<.001) and social support(r=.718, p<.001). Social support(β=.616), baby status at birth(β=.123), current breastfeeding status(β=.127) and maternal attachment degree(β=.141) affect the maternal role adaptation of employed mothers. The explanatory power of regression analysis was 55.5%(F=43.487, p<.001). As a result of the study, social support was found to be the most important factor influencing maternal role adaptation of employed mothers. Various intervention strategies for promoting social support in families, workplaces and communities are required for maternal role adaptation to employed mothers.

• Journal of Korean Academy of Nursing
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• v.25 no.4
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• pp.790-806
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• 1995

The present study examined the causal relationships among nurses' job environment /job characteristics(work overload, lack of autonomy, professional role conflict, interpersonal relationships), maturity, job stress, job satisfaction and turnover intention by constructing and testing a theoretial framework. Based on Katz and Kahn's (1978) theory of organizational open system and Kahn, Wolfe, Quinn, and Snoek's (1964) theory of stress, nurses' turnover intention, job satisfaction and job stress were conceived of as outcomes of the interplay between personal characteristics and work environment. Personal aspects associated with outcome variables included professional knowlege and skill, and maturity(challenge, commitment, control, responsibility). The work environment factors involved work overload, lack of autonomy, professional role conflict, and interpersonal relationships (social support). Three university hospitals located in Seoul were selected to participate. The total sample of 443 registered nurses represents a response rate of 96 percent. Linear structural relationships (LISREL) technique was used to test the fit of the proposed conceptual model to the data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently, revealing considerable explanatinal power for job stress and job satisfaction. The explanatory power of turnover intention was relatively lower than those of stress and satisfaction. In predicting nurses' stress, satisfaction and turnover intention, the findings of this study clearly demonstrated that professional role conflict might be the most important variable of the all the environmental variables and personal characteristics. The results were dis-cussed, including directions for the future research and practical implications drawn from the research were suggested.

• Journal of Digital Contents Society
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• v.19 no.5
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• pp.955-962
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• 2018

The purpose of this study was to examine the awareness of sexual harassment and investigate on the factors influencing of the sexual harassment among nursing college students. This study used a descriptive research design. The participants of this study were 366 nursing college students at 2 universities in the J area. The collected data were analyzed by SPSS/WIN 22.0 program as follows. The data were analyzed using t-test, ANOVA, pearson's correlation coefficient and multiple regression. Average score were 3.45 for awareness of sexual harassment. Awareness of sexual harassment was significantly affected by gender, age. The awareness of sexual harassment of nursing college students showed a significant correlation with self-esteem and gender role stereotypes. The gender and gender role stereotypes and self-esteem was an important predictor for the awareness of sexual harassment among nursing college students with the explanatory power was 13.4%.

• Journal of Korean Academy of Nursing Administration
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• v.4 no.1
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• pp.193-214
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• 1998

The purpose of the present study was to examine the causal model of nurses' organizational commitment. Based on literature review and Fishbein's behavioral intentions model ((Fishbein. 1967: Fishbein & Ajzen. 1975). the organizational commitment was conceptualized within a motivational framework that mediate between antecedents variables and outcome variables. Antecedent variables were pay, promotional chances. continuing education opportunity. rigidity of the administration. paticipative decision making, latitude, group support, role conflict, work load, need for achievement. experience and pride for professional nursing. Outcome variable was turnover intention. The subjects were 373 nurses who were working at 2 large general hospitals located in Seoul. It represents a response rate of 94%. Data for this study was collected from August 29 to September 22 in 1997 by Questionnaire. Path analysis with LISREL 7.16 prigram was used to test the fit of the proposed conceptual model to data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however. that path analysis can not count measurment errors: measurement error can attenuate estimates of coefficient and explanatory power. Nontheless the model revealed considerable explanatory power for organizational commitment (58%), pride for professional nursing (50%) and turnover intention(40%). In predicting nurses' organizational commitment, the findings of this study clearly demonstrated 'the pride for professional nursing' might be the most important variables of all the antecedent variables. Group support, role conflict, need for achievement were also found to be important determinants for the organizational commitment and turnover intention, The result showed experience might be a predictor for 'pride for professional nursing' and 'turnover intention' but not 'organizational commitment', 'Rigidity of the administration' and latitude were also found to have important roles in predictingr the organizational commitment, while participative decision making might have an impact on turnover intention. On the other hand promotional chance had an influence on all the outcome variables, while pay only on turnover intention. In predicting turnover intention, the result clearly revealed 'the pride for professional nursing' and 'organizational commitment' might be the most powerful predictors among all the variables. Theses results were discussed, including directions for the future research and practical implications drawn from the research were suggested.