• Cross-Cultural Studies
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• v.24
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• pp.32-45
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• 2011

This paper addresses some issues on the Northern Nigerian traditional garments and caps. We observed that most of the Northern Nigerian garments and caps, particularly those of the Kanuri people, have their origin in the culture and traditions of the people. In very significant ways, the garments and the caps depict the belief systems, political metaphysics, and the general consciousness of the people including their creative impulses. But as more and more people move from rural areas to the cities, travel abroad and as more and more cultures intermingle, inevitable changes catch up with the culture and tradition of the people. We observed that it is hard to find in the Northern Nigeria scene, particularly among the Kanuri people, clothes that have assumed new nomenclature other than garments and caps. We realized that, the culture and tradition of the Kanuri people wearing longer, voluminous and roomy garments preferably with cap have witnessed changes due to the blend with foreign culture. This and many other issues are discussed in this paper. The purpose of this research is to show that inspite of the Kanuri people's strong adherence to their beliefs and culture which hardly encourage any changes, the use of their traditional garments and caps have exhibited the flexibility of their beliefs, culture and traditions. The use of the garments and caps discussed in this paper are those observed among the Kanuri people of Northern Nigeria.

• Korean Journal of Culture and Social Issue
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• v.19 no.2
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• pp.109-131
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• 2013

It is expected that expanded use of smartphone and enhanced information technology will enable smartwork to change individuals and organizations. Smartwork is expected to allow people to perform their roles without barriers of time and space. However, people tend not to accept and actively utilize smartwork. The present study is to examine how important flexibility-willingness is for performance outcome in the context of smartwork. It was hypothesized that flexibility-willingness mediates between perceived smartwork usefulness and work-family conflict. It was also hypothesized based on technology acceptance model that task interdependence and process control moderates the relationship between flexibility-willingness and work-family conflict because the relationship is not consistent. The results show that the mediation effect of the flexibility-willingness is statistically significant. The moderator effects of task interdependence was marginal proved but process control wasn't. From these results, we discussed the theoretical implications of findings, limitations, suggestions for future research in discussion.

• Korean Institute of Interior Design Journal
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• v.23 no.2
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• pp.201-209
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• 2014

The purpose of this study was to analyze the planning characteristics and it's applications of container architecture in Seoul and Kyunggi Area. A document research and field survey were used to analyze and classify the spatial characteristics of the container architecture since 2009. Based on the results of the critical review, this research proposed a framework to identify the potential of the container architecture for sustainable and flexible planning. The framework was composed of four dimensions such as flexibility, rapidity, sustainability and economic feasibility. The types of space construction were dynamically self-erecting structure, incremental structure, mobile and disposable architecture. The spacial aspects were commercial spaces, housing spaces such as dormitory and urban compact apartments, and the multi-purpose spaces such as gallery and culture space as well as temporary spaces. It attempted to resolve the concept of flexibility and mobility through the experiment so that they might apply to the space of contemporary city.

• Journal of the Korean Society of Costume
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• v.59 no.2
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• pp.18-28
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• 2009

Korea Ancient Gagye in Clothing history has the following meanings with ceremonial, social, and aesthetic aspects, related to symbolism of its formality and procedures, flexibility about social aspects, and clothing beauty. First, Gagye must be worn in formal ceremonies with its clothes. Different Gagye in different time and place means the symbolism of its formality and ceremonies. Gagye played a big role as a means to carry out national ceremonies In diplomatic relationship with China. Second, Korea Ancient Gagye had been worn in every class irrespective of social status. Because it could be worn reflecting personal preferences even in old communities. Additionally Gagye had flexibility to reflect the historical aspects and improved various Gagye types reflecting Buddhism and practical science. So Gagye becomes significant sharing the common value with Korea Clothing culture. Third, Korea Ancient Gagye developed aesthetic spirit concerning beauty of Clothing. In the Age of the Three States, Clothing and Gagye types kept balanced and made good harmony. Gagye had gotten little exaggerated and expanded and become changed into loaded hair type.

• Asia pacific journal of information systems
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• v.31 no.1
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• pp.102-120
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• 2021

E-learning is a planned effort towards providing interactive and experiential learning having flexibility in terms of time, place, pace, participation and accessibility. Globalization has set the stage for a social transformation of the world economy driven by technological innovation, emphasizing knowledge-based processes. While the tertiary education enrolments in wealthy nations have gone up incrementally, the same cannot be said to be right about developing economies. E-Learning can streamline enrolments to higher education, in developing nations by being a cost-effective and flexible alternative. The objective of this paper is to draw attention to the similarities in the national culture of these two countries and compare students' perception on e-learning in India and Sri Lanka along eight dimensions viz., viability, dependability, flexibility, inclusivity, power, pertinence, challenge and equitability. The results reveal that e-learning is equally popular among students from both countries, and they have a high perception score towards e-learning on each of the measured eight dimensions. Hence results are indicative of an opportunity of tapping the potential of e-learning in reaching out to a broader audience of underprivileged students and onboarding them into the knowledge economy.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.4
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• pp.604-614
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• 2006

Purpose: This study was to identify factors that influence the organizational commitment and job satisfaction of nurses. Method: The data were collected from 1st, August until 7th, August, 2005. The subjects were 238 nurses from a general hospital in Busan. Data were analyzed with descriptive statistics, t-test, one-way ANOVA, Pearson correlation coefficient, and stepwise multiple regression using SPSS program. Result: The organizational commitment and job satisfaction was significant positive correlations with flexibility, satisfaction, competence factors and significant negative correlations with empathy factors and centralization factor. The most powerful predictors of Nurses's organizational commitment and job satisfaction was managerial strategy of organizational characteristics. And, satisfaction factors of professional self-concept, affiliative-dominant culture and conservative- dominant culture and innovative-dominant culture were powerful predictor factors. The Other powerful predictors of nurses's job satisfaction were satisfaction factors of professional Self-concept, communication and centralization factor of organizational characteristics, affiliative-dominant culture and conservative-dominant culture, professional image factor of nurse image. Conclusion: This study revealed that important factors for nurses's organizational commitment and job satisfaction. Consequently, the manager should be make effective managerial strategy and encourage that nurse have more satisfy to professional self-concept. And the manager make constant efforts to create an affiliative culture in hospital.

• International Journal of Costume and Fashion
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• v.7 no.1
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• pp.1-10
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• 2007

The Italian fashion industry has achieved a remarkable success in the global market with the distinctive features of its industry structure and product quality, and such a system has been subject to many researches. Especially, the retail structure centered on small speciality retail stores rather than the industry structure of medium and small sized companies and department stores is thought to be the most noticeable distinctive feature that differentiates the Italian fashion industry from other countries. This system is thought to be a driving force behind the continuous development and innovation closely associated with the market. In result, As medium and small size companies are the center of the Italian fashion industry, advantages of small companies based on region, that is, flexibility and innovation of medium and small size companies, close cooperation between companies are utilized and it has been progressing closely with the Italian traditional culture and being modernized based on traditional technological skills.

• Macromolecular Research
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• v.11 no.1
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• pp.42-46
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• 2003

Cell attachment and proliferation on the polymer films of triblock copolymer(ester-ether)s comprising po1y (L-1actide) (PLLA) and poly (oxyethylene-co-oxypropylene)(PN) were investigated using 3T3 fibroblasts. It was found that on the tissue culture polystyrene(TCPS) and the PLLA control film the cells could spread well while on the copolymer films the cells showed a rounded morphology without spreading and proliferated weakly. Especially, little cells proliferated on the films of copolymer having a LN composition of 20 wt%. While the water absorption of the copolymer films increased with increasing PN content, the contact angle against water of copolymer films immersed in aqueous medium was almost identical, being slightly lower than that of the PLLA film. These properties were compatible with the results of cell attachment. The in vitro hydrolysis of the films of triblock and multiblock type copolymers was faster with increasing PN content. The increased hydrolyzability, the flexibility and the decreased cell attachment suggested that these copolymers may have high potential as biodegradable materials for medical use.

• The Journal of Industrial Distribution & Business
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• v.8 no.5
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• pp.65-75
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• 2017

Purpose - The purpose of this study is to verify a role of organizational culture as antecedents to influence psychological empowerment of organizational members, focusing on service workers of casino companies. Therefore, this study sought to examine the question of each clan, adhocracy, market, and hierarchy culture that the workers perceive to influence their psychological empowerment. Thus, the current study examined the relationship between organizational culture and the psychological empowerment by empirical analysis. Research design, data, and methodology - This study chose four domestic casino companies that are run only for foreigners. Using an offline survey, it analyzed the questionnaire data of the 249 surveys collected from employees working in the sales and service sectors. Independent variables were four types of organizational culture: clan, adhocracy, market, and hierarchy. Dependent variables were four subcategories of psychological empowerment: meaning, competence, self-determination, and impact. As research methods, the study applied descriptive statistics, factor analysis, reliability analysis, correlation analysis, and multiple regression analysis, using SPSS 21.0 statistical program. Results - Among the organizational culture types, the clan and adhocracy cultures, which emphasize flexibility and autonomy, were relatively more important for the psychological empowerment of workers than the hierarchy and market cultures. Clan culture was the most important factor in terms of meaning and competence, and adhocracy culture was the most important factor in self-determination and impact. However, the hierarchy and market cultures that pursue control and stability were also cultural types that positively affected psychological empowerment of the workers. Hierarchy culture showed positive effects on meaning, competence, and impact except self-determination, and market culture had positive effect only on competency. Conclusions - The study found that organizational culture is an important predictor of psychological empowerment of the employees in casino companies and that important organizational culture types may be different for each sub-factor of psychological empowerment. It suggests that casino companies have to try to recognize and secure diverse organizational culture in order to activate psychological empowerment of their employees because they can provide quality service for customers. Therefore, it is necessary to create a harmonious and balanced culture between promoting flexible and autonomous organizational atmosphere, and stably controlling and operating the organization.

• Journal of Venture Innovation
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• v.6 no.2
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• pp.83-99
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• 2023

The purpose of this study is to research the impact of the organizational culture of large construction companies on emotional commitment through organizational trust targeting the headquarters and field workers of domestics. Applied the significance sampling method, and the number of samples used in the final analysis was 201, and statistical analysis used the SPSS 20.0 program for the input data processing. As a result of the analysis, first, in the group of the sub-factors of organizational culture recognized by members of large construction companies, rational culture, development culture, and consensus culture had a significant positive (+) effect on emotional commitment, but hierarchical culture was not significant. Second, development culture, consensus culture, and hierarchical culture were found a significant positive (+) effect on organizational trust, but rational culture was not found to be significant. Third, organizational trust was found a significant positive (+) effect on emotional commitment. Fourth, organizational trust has been shown to mediate the relationship between organizational culture and emotional commitment. This suggests that organizational culture that aiming flexibility & change value rather than stability & control value for organizational members can have a positive effect on emotional commitment.