• The Korean Journal of Franchise Management
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• v.7 no.1
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• pp.13-20
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• 2016

Purpose - In the past, the chain hotel chefs only serve food to their customers. However recently, the hotel chefs play a pivotal role in hotel including considering various customer preferences, safety and nutrition of food, and increasing profits through effective human resource management and inventory control. With the change of the chain hotel chef's' roles, pygmalion leadership, one of new leadership styles, focuses on the effect that leader's positive expectation let subordinates have motivation and more engage in work. This study investigates the effect of chain hotel chef's pygmalion leadership on leader trust and organizational trust. Research design, data, and methodology - This study was to investigate the structural relationships among chain hotel restaurant chefs' pygmalion leadership, hotel restaurant cooks' leader trust, organizational trust, and teamwork, and how leader trust and organizational trust play mediating roles in the relationship between pygmalion leadership and teamwork. In this model, pygmalion leadership includes 4 dimensions: Climate, Feedback, Input, and Output. Data were collected using self-administered questionnaire survey on cooks of Deluxe hotel restaurants located in Seoul and Gyonggi-Do. The samples for data analyses were 243 excepting unusable responses. Result - The findings can be summarized as follows: First, climate and feedback had a positive effect on leader trust, respectively. Second, feedback and output had a statistically positive effect on organizational trust, respectively. Third, leader trust had positive effects on organizational trust and teamwork. Fourth, organizational trust had a significant effect on teamwork. Conclusions - As a chain hotel chef treats his/her staffs sincerely, they will be more engaged in work by establishing trust in their leader. Ultimately, it leads to higher sales profit and customer satisfaction. In addition, a hotel can encourage chefs and other staffs to treat each other as if the student-instructor relations, not just commanding staffs. Then, cooks build up their trust to their leader and organization for its sustained growth and development, and the internal bond in organization including teamwork is strengthened. Therefore, to strengthen teamwork and organizational trust, there should be active communication, knowledge sharing, goal sharing, and cooperation between chefs and cooks.

• The Korean Journal of Franchise Management
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• v.11 no.4
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• pp.45-57
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• 2020

Purpose: The purpose of this study is to determine the importance and priority arising from the relationship between MRO-office supplies franchisor ("franchisor") and franchisees through an in-depth investigation. In particular, with respect to the MRO-Office franchise industry, we would like to make meaningful contributions in the decision-making process by comparing and contrasting factors that affect the importance and priority of communication, conflict, support and satisfaction through AHP analysis. Research design, data, and methodology: After completion of AHP analysis, the study will also identify factors in order of priority and factors of importance between the franchisor and franchisees. Another purpose of this study is to evaluate and propose business relationship strategies between the franchisor and franchisees. Through AHP analysis, this study will facilitate the relationship between the franchisor and franchise, and determine the factors of importance and factors in order of priority. Result: This study evaluates the differences and priorities of the two groups arising from the relationship between the franchisor and the franchisees through AHP analysis after separately analyzing the franchisor. In this study, the franchisees find that communication is the most important factor, then support as the second most important factor between the two groups. In contrast, the franchisor finds that support is the most important factor followed by communication between the two groups. Conclusions: This analysis demonstrates the discrepancy in evaluating important factors from the perspectives of the franchisor and the franchisees. The largest discrepancy between the franchisor and franchisees comes from an information system related to communication factors. This effectively means that the franchisor has an understanding of this inadequate information system on the part of franchisees but this understanding is not deemed an important factor. The franchisees recognize and focus on the need to obtain feedback from the franchisor regarding management improvement as the most important factor rather than the ability of the franchisor to guide them through the franchisees' operations. To this end, the franchisor should be more flexible in dealing with the problem of improving the work required by the franchisees. For this study, a survey was conducted on employees of MRO-office supplies franchisor, franchisees, and employees and completed based on AHP analysis.

• Convergence Security Journal
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• v.14 no.6_2
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• pp.63-72
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• 2014

The purpose of this study is to investigate the relationship between organizational culture, job characteristics and job continuance will among police officers. This study targets the police officers dispatched in the Seoul metropolitan area in 2012, and it uses judgment sampling method to analyze 187 samples. This study conducted the statistical analysis, including frequency analysis, factor analysis, reliability analysis and multiple regression analysis, by using SPSS WIN 18.0. The result is as follows. First, the organizational culture among police officers has effects on job characteristics. That is, the feedback increases as the organizational culture becomes more mutual development- or agreement-oriented, or as it becomes more hierarchical; on the other hand, the job importance increases as more hierarchical and rational a culture becomes. Also, self-determination increases as an organization becomes more mutual development- or agreement-oriented. Second, the organizational culture among police officers has effects on the job continuance will. That is, the expected satisfaction increases but intentional insincerity decreases as the organizational culture becomes more mutual development- or agreement-oriented. Also, risk-perceiving behavior increases as an organizational culture becomes more hierarchical. Third, police officers' job characteristics have effects on the job continuance will. That is, the feedback and job importance increases the expected satisfaction while reducing functional diversity. The feedback also reduces the contraction factor. The job importance increases intentional insincerity while reducing functional diversity. The functional diversity not only increase alternative expectation but also increases risk-perceiving factors.

• Journal of Science Education
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• v.39 no.1
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• pp.113-131
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• 2015

The purpose of this study was to analyze the interactive patterns between teacher and students in middle school earthh science classroom, identify difference of discourse types between earthh science classes taught by majored and non-majored teacher, find the relationship between the discourse pattern and the type of teachers' questions. For that purpose, the participants in this study included four teachers and their students of three middle schools in Seoul. The data consisted of two parts. First, we categorized interaction between teacher and students into the types of discourses by the use of Mortimer and Scott's analytical framework(2003). Second, we classified teachers' questions into four different types of question based on MNeill & Pimentel's classification scheme(2009) to examine for the relationship between the discourse pattern and the type of teachers' questions. As a result, all teachers used interactive/authoritative discourse most in middle school earth science class. Therefore, there was more authoritative discourse to non-majored teacher in comparison with majored teacher. And study demonstrated that the discourse pattern was more related to feedback about student's response rather than the type of teachers' question. In other words, the dialogic discourse showed up more frequently when the teacher used delayed feedback with positive and accepting attitude.

• Journal of Biomedical Engineering Research
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• v.43 no.2
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• pp.81-93
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• 2022

Proprioception training has been considered a secondary method to facilitate postural control ability. This study investigated the effects of two different proprioception training methods - the proprioceptive neuromuscular facilitation (PNF) and visual feedback-based joint position and force reproduction (VF) - on postural control advancements. Sixteen healthy people volunteered for this study, and they randomly grouped two. Each group participated in the PNF and VF training for three weeks. We evaluated each subject's proprioception levels and balance ability before and after the training. We used a clinometer and electromyogram (EMG) for VF training. The joint position reproduction test was also used to evaluate the position and force aspects of the proprioception level. We analyzed the trajectory of the center of pressure (COP) while subjects were standing on the firm floor and balance board with one leg using a pressure mat. The improvement of the position aspect of the proprioception level of the VF group (4.93±4.74°) was larger than that of the PNF group (-0.43±2.08°) significantly (p=0.012). The improvement of the anterior-posterior COP velocity of the PNF group (0.01±0.01 cm/s) was larger than that of VF group(0.002±0.01 cm/s) significantly (p=0.046). Changes of position error in the PNF group (rho=0.762, p=0.028) and tibialis anterior force reproduction error in the VF group showed a significantly strong relationship with balance ability variables. These results showed that different PNF and VF have different effects on improving two aspects of proprioception and their relationship with the balance ability. Therefore, these results might be useful for selecting proprioception or balance rehabilitation considering the clinical and patients' situation.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.10
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• pp.558-566
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• 2020

New Product Development (NPD) is essential for companies' survival, and continuous growth in the rapidly changing, convergence and business environment, and companies need to collaborate with their internal and external partners to improve performance in NPD. This research examined the integrated relationship between NPD (Cross-functional collaboration, and supplier collaboration) and collaborative communication (formality and reciprocal feedback) on corporate performance. The employees who worked in manufacturing for more than one year with experience in NPD were tested. The reliability and feasibility were assessed using the sample 272 data. The results are summarized as follows. First, cross-functional collaboration and supplier collaboration, which are the factors of NPD collaboration, had a significant positive effect on formality. Second, formality and reciprocal feedback had a significant positive effect on reciprocal feedback and corporate performance. Therefore, for successful NPD, manufacturing companies need to establish efficient management strategies and communicate officially and reciprocally to maximize productivity and efficiency based on the reciprocal partnership between suppliers. To accomplish this, companies need to plan effective communication strategies to respond quickly to internal and external partners' needs.

• Journal of the Korean Dietetic Association
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• v.3 no.1
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• pp.9-22
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• 1997

Purposes of the study were to : (a) measure the levels of job satisfaction, (b) investigate the degree of job characteristics, (c) determine the levels of organizational commitment, (d) investigate relationships between demographic variables and job satisfaction, and (e) examine the relationship between organizational commitment, job characteristics and job satisfaction. Questionnaire was developed and mailed to 300 dietitians who are currently working in school, hospital and industry foodservices. A total of 177 questionnaires were usuable : resulting in a 59% response rate. Results of this study were summarized follows : 1. Approximately half of the respondents(46.9%) indicated that the were 26 to 30 years old. A total of 112 respondents(63.3%) were unmarried. A bachelor's degree was reported as the most common education level(46.9%) while 6.2% of the participants reported a master's degree. Years of employment in professional practices were ranged from 2 to 5. Approximately 40% of the respondents had earned over \900,000 per month. 2. Work itself of the JDI was with the highest job satisfaction mean score followed by supervision, co-workers, wage and promotion. 3. In total job satisfaction score, dietitians in school foodservices were a significant lower than dietitians in industry foodservices and hospital foodservices. 4. A significant relationship was found for demographic factors and four job facets in terms of job itself, co-workers, and promotion. 5. A work itself was the most improtant facet th the dietitian followed by wage and promotion. 6. Task identity of the JCI facets was the most prevalent job characteristics followed by variety, dealing with others, feedback and friendship. 7. Three groups of dietitians had no significant difference in total job characteristics score. 8. A group of dietitians with a higher job satisfaction score had a significant higher score in job variety and job autonomy. 9. Organizational commitment mean score with dietitians was 1.88. 10. Job satisfaction score for five facets and total job satisfaction were significantly correlated with organizational commitment score.11. Job charateristics with job variety, job autonomy, feedback, task identity, friendship were positively correlated with organizational commitment.

• Journal of the Korean Home Economics Association
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• v.35 no.5
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• pp.73-102
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• 1997

The purpose of this study was to identify the specific and empirical contents in terms of first-married stepmother about her stress and efforts to adapt to her stepfamily. This studies relied on the qualitative research method in order to approach stepmother's subjective experience. There were 6 stepmother respondents who were 6 first-marrieds living in Seoul or Kyoungki area. The data was collected by in-depth personal interview.‘Open coding process’, a part of grounded theory procedures were used to analyzed the data. The major findings can be summarized as follows: 1. When focused o stressors, the stress of stepmothers were categorized into 4 categories. Those were the following: 1 When focused on stressors, the stress of stepmothers were categorized into 4 categories. Those were the following: (1) Stepmother's own problem such as stepmother' identity problem; (2) Problems within stepfamily such as problems about relations with husbands, stepchildren, and her own children; (3) Problems of stepmother family's kin such as relational problems with former spouses, in-laws, and her parent; (4) Problems of social relationship such as isolation and alienation in social relationship and neighbors' prejudice about stepmother. 2. In overcoming stress from stepfamily life and adapting to it, 4 categories were identified as important. Contents of 4 categories were such like this: (1) Stepmother's own efforts - (a) give a positive meaning to marriage or remarriage (b) flexible personality (c) situation-accepting attitude (d) exclusive management of household income (e) job (f) perseverance for time to adaptation; (2) Positive feedback within stepfamily - (a) supportive husband (b) sense of unity as a couple (c) psychological reward from stepchildren (d) existence of stepmother's own child (e) behavior for family solidarity (f) family-centered religious life; (3) Stepfamily's relationship with former spouses such as breakdown in relationship with ex-wives or ex-husbands; (4) Support from stepmothers' kin and people in social network with stepmothers. It was concluded that to reduce stress and to help adapt to stepfamily, stepmother should make an effort, and that her stepfamily and her kin should cooperate and support. In addition, negative stereotype of stepmother and stepfamily should disappeared. It was suggested that studies on stepfamily should be vitalized and that programs for preparing remarriage and counseling for stepfamily should be spread.

• Journal of Korea Technology Innovation Society
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• v.21 no.3
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• pp.969-991
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• 2018

The aim of this study lies on verifying the mediation effect of organizational justice in the relationship between R&D personnel's job characteristics and organizational performance within their Government-sponsored research institute. For this, a survey was conducted on 362 R&D personnel members from 25 state-sponsored research institutes under National Research Council of Science & Technology, and then, a multiple regression analysis was used to seek any possible relationship. As a result, job characteristics such as autonomy and feedback were found to have positive (+) influence on organizational commitment. In addition, the result of the mediation effect of organizational justice indicated that the impact was made only by autonomy. This study finds its significance in the fact that it revealed the relationship between job characteristics and job satisfaction among R&D personnel in state-sponsored research institutes who have rarely been the source of objectives in related studies, and that it revealed organizational justice mediated the relationship.

• 한국HCI학회:학술대회논문집
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• 2009.02a
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• pp.68-73
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• 2009

As various haptic algorithms and haptic equipments have developed, the computer simulation includes the haptic simulation. Basically, the haptic simulation requires very fast refresh rate approximately 1000 Hz. The traditional haptic simulations have satisfied that requirement by simplifying the target model. In soft body simulation, simplifying the deformation is not good because the visual feedback is important. Separating haptic model from deformable model can be solution of that problem. However, the user may feel a subtle distiction because the relationship between two models are not clear. In this paper, we propose the hybrid model to manipulate haptic rendering and deformation and define the relationship between two models.