• The Journal of the Korea institute of electronic communication sciences
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• v.9 no.8
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• pp.853-859
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• 2014

This study presents a technique for extracting all the extrinsic parameters of HEMTs by minimizing the residual errors between a pinch-off cold-FET's gate and drain pad de-embedded Z-parameters and its modeled Z-parameters calculated by the cold-FET's remaining parameters. The presented technique allows us to successfully extract the remaining extrinsic parameter values as well as the gate and drain pad capacitance value without the additional fabrications of the gate and drain dummy pad.

• Korean Journal of Psychosomatic Medicine
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• v.1 no.1
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• pp.45-51
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• 1993

Stress perception was investigated in 53 outpatients with extrinsic type of bronchial asthma, using GARS scale and other questionnaires. 40% of the patients were found to be psychosomatic. The patients were more likely to consider their physical symptoms as severe than the allergist Severity of symptoms rated by the allergist had significantly positive correlation with scores of stress perception related to changes in relationship. However, no significant correlation was found between severity of symptoms rated by patients and scores of stress perception. Psychosomatic group was significantly higher in scores of stress perception related to illness and injury, financial burden, and change or no change in routine than non-psychosomatic group. Female. older age, higher education. presence of religion. and presence of psychological stressors at onset and/or aggravation of the illness were found to increase stress perception. These findings indicate ant extrinsic asthmatics an less likely to perceive psychological stress than physical symptoms, and that they are less vulnerable to psychological stressors than patients with other diseases.

• Asian Pacific Journal of Cancer Prevention
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• v.13 no.7
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• pp.3073-3076
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• 2012

Terpinen-4-ol is a terpene found in the rhizome of Plai (Zingiber montanum (Koenig) Link ex Dietr.). In this study apoptogenic activity and mechanisms of cell death induced by terpinen-4-ol were investigated in the human leukemic MOLT-4 cell line. Terpinen-4-ol exhibited cytotoxicity in MOLT-4 cells, with characteristic morphological features of apoptosis by Wright's staining. The mode of cell death was confirmed to be apoptosis by flow cytometric analysis after staining with annexin V-FITC and propidium iodide. A sub-G1 peak in DNA histograms of cell cycle assays was observed. Terpinen-4-ol induced-MOLT-4 cell apoptosis mediated through an intrinsic pathway involving the loss of mitochondrial transmembrane potential (MTP) and release of cytochrome c into the cytosol. In addition, terpinen-4-ol also induced apoptosis via an extrinsic pathway by caspase-8 activation resulting in the cleavage of cytosolic Bid. Truncated-Bid (tBid) translocated to mitochondria and activated the mitochondrial pathway in conjunction with down-regulation of Bcl-2 protein expression. Caspase-3 activity also increased. In conclusion, terpinen-4-ol can induce human leukemic MOLT-4 cell apoptosis via both intrinsic and extrinsic pathways.

• Journal of the Korean Society for Library and Information Science
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• v.43 no.3
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• pp.297-312
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• 2009

This study examined the intrinsic and extrinsic motivational factors affecting the intention to contribute knowledge to online communities. It examined enjoyment, knowledge self-efficacy, and commitment as the intrinsic motivational factors, and anticipated reciprocity, image, and subjective norm as the extrinsic motivational factors. The results showed that intrinsic motivational factors, enjoyment and knowledge self-efficacy were found to have significant influences on attitudes towards knowledge contribution to online communities, but commitment was not. Of the extrinsic motivational factors, anticipated reciprocity was found to have a significant influence on attitudes toward knowledge contribution to online communities, but image and subjective norm were not.

• Asian Journal of Business Environment
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• v.5 no.4
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• pp.13-18
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• 2015

Purpose - Based on previous studies, this study extends current research and investigates whether the sub-factors of emotional intelligence increase job satisfaction or employee intrinsic and extrinsic motivation and perceived organizational support. Research design, data, and methodology - This study categorizes service employees' (consultants) emotional intelligence into four sub-factors: regulation of emotion, appraisal of emotion, utilization of emotion, and expression of emotion. The study then investigates the sub-factor effects on job satisfaction. A total of 353 valid questionnaires were collected. Results - The results of the path analysis showed that appraisal, utilization, and expression of emotion had a positive effect on intrinsic motivation, and utilization of emotion had a positive effect on extrinsic motivation. Extrinsic motivation had a positive effect on perceived organizational support and job satisfaction, and perceived organizational support had a positive effect on job satisfaction. Conclusion - As consultants' utilization of emotion is rendered as the ability to use emotion to improve performance, the conclusion is that such factors as monetary performance incentives are important in order to boost job satisfaction of the consultants.

• BMB Reports
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• v.52 no.2
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• pp.119-126
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• 2019

The tumor necrosis factor (TNF)-related apoptosis-inducing ligand (TRAIL) initiates the extrinsic apoptotic pathway through formation of the death-inducing signaling complex (DISC), followed by activation of effector caspases. TRAIL receptors are composed of death receptors (DR4 and DR5), decoy receptors (DcR1 and DcR2), and osteoprotegerin. Among them, only DRs activate apoptotic signaling by TRAIL. Since the levels of DR expressions are higher in cancer cells than in normal cells, TRAIL selectively activates apoptotic signaling pathway in cancer cells. However, multiple mechanisms, including down-regulation of DR expression and pro-apoptotic proteins, and up-regulation of anti-apoptotic proteins, make cancer cells TRAIL-resistant. Therefore, many researchers have investigated strategies to overcome TRAIL resistance. In this review, we focus on protein regulation in relation to extrinsic apoptotic signaling pathways via ubiquitination. The ubiquitin proteasome system (UPS) is an important process in control of protein degradation and stabilization, and regulates proliferation and apoptosis in cancer cells. The level of ubiquitination of proteins is determined by the balance of E3 ubiquitin ligases and deubiquitinases (DUBs), which determine protein stability. Regulation of the UPS may be an attractive target for enhancement of TRAIL-induced apoptosis. Our review provides insight to increasing sensitivity to TRAIL-mediated apoptosis through control of post-translational protein expression.

• Korea Trade Review
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• v.44 no.4
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• pp.129-151
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• 2019

The purpose of this study is to determine the Mediating Effects of Job Engagement between Perception in Compensation and Innovation Behavior in Chinese Enterprise Workers. The empirical study was conducted by a questionnaire survey on 700 workers in companies located in the southern area of China. The statistical analysis results revealed the following. First, the perception in compensation of Chinese workers has significant positive effects on the innovation behaviors. And intrinsic compensation has more relative significant effects than extrinsic compensation. Second, the perception in compensation has significant positive effects on the job engagement. In this case, extrinsic compensation has more relative significant effects than intrinsic compensation does. Third, job engagement of workers has significant positive effects on the innovation behaviors. Fourth, job engagement has mediating effects between perception in compensation and innovation behaviors. In conclusion, for the sustainable growth and competitive advantage of Chinese enterprises, it is important to perceive the needs of extrinsic and intrinsic perception in compensation of workers, and to design suitable compensation policies and programs to promote innovation behaviors and job engagement considering the distribution and procedural justice, and also to reflect the needs and job characteristics of workers.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.8
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• pp.259-270
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• 2021

The purpose of this study is to explore the link between job satisfaction and organizational commitment at higher education institutions (HEIs) in emerging countries such as Vietnam and to determine extrinsic work factors that influence job satisfaction. Higher education is critical for socio-economic growth and the overall development of each country. Hence, an understanding of what motivates employees' actions and attitudes should be obtained before determining the extent of employee satisfaction. The conceptual model was developed by incorporating job satisfaction-related variables, their relationships, and the impact of job satisfaction on organizational commitment. An empirical study was conducted on a study sample of public and private universities, with 316 academics and non-academic employees surveyed. The current study employed the partial least squares structural equation modeling to test the proposed hypotheses. The results reveal a positive and significant relationship between job satisfaction and organizational commitment. The findings confirm that extrinsic work factors (job itself, supervision, working conditions, payment, and reward and recognition) have a positive and significant relationship with job satisfaction. Furthermore, the study indicates that employees at HEIs who have a high level of ability utilization and supervisor support are more likely to be satisfied with their jobs.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.2
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• pp.1135-1146
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• 2021

The paper aims to examine the relationship between various types of motivation and satisfaction as well as turnover intentions of public university lecturers. Intrinsic motivation is found to affect both satisfaction and turnover, while for extrinsic motivation, only one type has a significant effect on satisfaction. The web-based questionnaire with convenience sampling was chosen to approach target respondents. Data was collected by sending a link of the questionnaire to the lecturers' email. There were 700 questionnaires collected. Of which 681 valid responses, after screening out unusual questionnaires. In order to fulfill these aims, the authors employed structural equation modeling with maximum likelihood method supported by AMOS software with 681 valid samples. The evidence confirms the high correlation between intrinsic motivation and satisfaction for university lecturers which has been shown in previous studies. With regard to extrinsic motivation, extrinsic regulation (material) is found to have a positive influence on satisfaction, meaning financial rewards and job security will lead to his contentment while introjected regulation is a source of dissatisfaction. The results also demonstrate that intrinsic motivation is negatively correlated with turnover intentions. A person who is interested in the job itself is less likely to leave his or her job due to a keen passion for it.

• The Journal of Industrial Distribution & Business
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• v.14 no.3
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• pp.9-17
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• 2023

Purpose: Intrinsic motivation can be affected by external factors and may not always be present in an employee. This study aims to shed light on the role of intrinsic and extrinsic motivation in driving employee performance and to determine which type of motivation has a greater impact on performance. Additionally, the research seeks to understand the impact of motivation on different employee characteristics, such as age, gender, and job tenure. Research design, data and methodology: The present author has obtained textual data from the current literature dataset, However, focusing on mostly journal articles and published books because it could provide the justification of reliability and validity and help to collect solid previous studies which is logically categorized themes. Results: The findings of the present research are divided into four differences (Difference in Job Satisfaction, Difference in Job Involvement, Difference in Organizational Commitment, and Difference in Turnover Intention), each focusing on one aspect of employee performance: job satisfaction, job involvement, organizational commitment, and turnover intention. Conclusions: Organizations can use the differences in employee performance based on intrinsic and extrinsic motivation to improve employee performance by recognizing the importance of intrinsic motivation, providing opportunities for employees to experience intrinsic motivation, and balancing extrinsic and intrinsic motivation.