• Asian Pacific Journal of Cancer Prevention
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• v.16 no.5
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• pp.1907-1912
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• 2015

Purpose: The study was designed to: (1) investigate the prevalence of high-risk human papillomavirus (HR-HPV) infection and cervical neoplasia; and (2) evaluate clinical performance of visual inspection with acetic acid/ Lugol's iodine (VIA /VILI), Pap smear, high-risk human papillomavirus (HR-HPV) DNA test for detecting cervical intraepithelial neoplasia grade 2 or worse (CIN2+) and (3) explore appropriate screening approach in rural areas of Shandong Province. Materials and Methods: A total of 3,763 eligible women from Yiyuan County in Yimeng mountainous areas of rural Shandong, China, were enrolled and underwent Pap smear, HR-HPV DNA testing by Hybrid Capture 2 (HC2), and VIA /VILI tests. Women positive in any test were referred to colposcopy and biopsy as indicated. Results: The prevalence of HR-HPV infection among all enrolled women was 11.1% and that in healthy women was 9.9%. In total 33 cases of CIN1, 16 cases of CIN2, 6 cases of CIN3 but none of cervical cancer were detected and the crude prevalence of CIN2+ was 0.58%. For detecting CIN2+, the sensitivity of HR-HPV DNA testing, VIA/VILI, Pap smear was 90.9%, 77.3%, 81.8%, respectively. Pap smear had the best specificity of 98.2%, followed by HR-HPV DNA testing with specificity of 89.4%, VIA/VILI had the lowest specificity of 81.2%. Colposcopy referral rate of HR-HPV DNA testing, VIA/VILI, Pap smear was 11.1%, 18.5%, 2.3%, respectively. Conclusions: Our results suggest that HR-HPV DNA testing alone might be appropriate for primary cervical cancer screening in rural low-resource areas of Shandong Province, China.

• Educational Technology International
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• v.11 no.1
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• pp.47-68
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• 2010

The purpose of this study was to analyze majors trends and issues of e-Learning curriculum for human resource development in the corporate context. The e-Learning curriculum was chosen as the subject of research consists of 2,710 lectures that were given from 2007 to July 2009 for the recent three years by providing at Ministry of Labor and Korea Research Institute for Vocational Education & Training. In order to investigate trends and issues, it was employed theme analysis which is one of the types of document analysis that approach a qualitative research methodology. As a result of this research, 7 major trends and issues in e-Learning curriculum for HRD in the field of corporate education were drawn; ① Strengthening expertise through learning of job related professional knowledge, ② Cultivation of common & essential knowledge for a job to increase work performance efficiency ③ Organizational management strategy for improving performance, ④ Organizational management and operational strategy for actively responding to environmental changes, ⑤ Leadership as a strategy for cultivating core personnel and field-centered practical leadership. ⑥ Creating a happy workplace through the work-life balance, ⑦ Strengthening global communication skill. Based on these analysis, practicals and theoretical implications of e-Learning professionals and HR researchers for HRD were suggested.

• Journal of the Institute of Convergence Signal Processing
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• v.25 no.2
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• pp.100-112
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• 2024

This study investigates the ethical and legal implications of utilizing artificial intelligence (AI) in human resource management, with a particular focus on AI interviews in the recruitment process. AI, defined as the capability of computer programs to perform tasks associated with human intelligence such as reasoning, learning, and adapting, is increasingly being integrated into HR practices. The deployment of AI in recruitment, specifically through AI-driven interviews, promises efficiency and objectivity but also raises significant ethical and legal concerns. These concerns include potential biases in AI algorithms, transparency in AI decision-making processes, data privacy issues, and compliance with existing labor laws and regulations. By analyzing case studies and reviewing relevant literature, this paper aims to provide a comprehensive understanding of these challenges and propose recommendations for ensuring ethical and legal compliance in AI-based HR practices. The findings suggest that while AI can enhance recruitment efficiency, it is imperative to establish robust ethical guidelines and legal frameworks to mitigate risks and ensure fair and transparent hiring practices.

• The Journal of the Korea Contents Association
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• v.16 no.10
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• pp.188-195
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• 2016

Human resource management (HRM) deals with essentially complex human phenomena and multiple interactive relationships. Thus, the use of quantitative data to research and understand HRM is necessarily limited. Although important qualitative issues in HRM research are often central to supporting or creating a firm's competitive advantage, they are frequently neglected. Research into HRM is increasingly difficult and complicated, therefore, it is very difficult to research through strict quantitative methods. This paper's focus is to develop an effective idea for applying qualitative research approaches to HRM studies. A justification of a qualitative approach is considered as being a superior means for researching HRM issues. The underlying foundation of this paper is that new problems are confronted HRM research, therefore, qualitative research methods will be necessary. It is suggested that quantitative analysis in understanding and explaining firm's HRM is not sufficient and a qualitative may provide the indepth insight into HR researches.

• World Technopolis Review
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• v.5 no.1
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• pp.71-82
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• 2016

This paper explores, explains and describes a framework for analyzing collaborative governance, decent work and innovation as fundamental elements of sustainable workplaces through case study of Philippine science and technology (S & T) parks. Rules, or the legal infrastructure, are particularly significant considerations that facilitate or hinder collaboration. Industrial relations/human resource (IR/HR) practices are essential to collaboration and decent work. Employee consultation and labor-management council or committee are examples of IR/HR practices that might contribute to collaboration and decent work in firms and workplaces in S & T parks as they are team approaches to production, too. Collaboration and decent work enhance the capacity to innovate. In the long run, collaborative governance, decent work and innovation tend to converge in the concept of sustainable development. The interdependencies and interactions among collaborative governance, decent work and capacity to innovate in firms operating in S & T parks make possible new solutions to new problems (i.e., innovation) and, thus, sustainable workplaces.

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.1-18
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• 2016

Although previous studies show that organizational culture and organizational communication could be influential factors in knowledge management and organizational performance, the more integrated research to indicate relationships among all of the factors is still needed. By indicating the inter-relationships among the factors and the direction of the influence, this paper suggests various ways to develop an integrated approach to the improvement of organizational performance through knowledge management and other related factors. Thus, the purpose of this study is to investigate the relationships among national culture, organizational culture, organizational communication, knowledge management, and organizational performance. Based on a comprehensive review of extant literature on the relationships among these factors, the relationships are summarized in the conceptual model. According to the model, organizational performance is influenced by knowledge management, organizational communication, and organizational culture, and knowledge management is influenced by organizational communication and organizational culture. Based on the conceptual model, implications for human resource (HR) researchers and practitioners seeking to optimally improve organizational performance are presented.

• Asia pacific journal of information systems
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• v.30 no.4
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• pp.847-878
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• 2020

In the era of disruptive change, a data-driven approach is vital to Human Resource Management (HRM) of any leading organization, for it is used to gain a competitive advantage. HR analytics (HRA) has emerged as innovative technologies since advanced analytics, i.e., predictive or prescriptive analytics, were widely used in the High Performing Organizations (HPOs). Therefore, many organizations elevate themselves to become HPOs through Data Science on the "people side." This paper proposes a systematic literature review using the Literature Weighted Scoring (LWS) to develop a conceptual framework based on three adoption theories, which are the Technology-Organization-Environment (TOE), Diffusion of Innovation (DOI), and Unified Theory of Acceptance and Use of Technology (UTAUT). The results show that a total of 13 theory-derived factors are determined as influential factors affecting HRA adoption, and the top three factors are "Quantitative Self-Efficacy," "Top Management Support," and "Data Availability." The conceptual framework with hypotheses is proposed to provide a foundation for further studies on organizational HRA adoption.

• Journal of Food Hygiene and Safety
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• v.37 no.5
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• pp.364-371
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• 2022

The bones of the human body support the structures of the body and provide protection for a person's internal organs. Bone metabolic diseases are on the rise due to a significant increase in life expectancy over a short period of time. Therefore, we investigated the osteoblast differentiation promoting and osteoclastogenesis inhibitory activities of fermented Benincasa hispida cong. (HR1901-BS, HR1901-BSaf). We evaluated the alkaline phosphatase (ALP) activity of MC3T3-E1 mouse calvarial-derived osteoblasts. We also evaluated expression of ALP, osteocalcin (OCN), and runt-related transcription factor 2 (Runx2), which regulate osteoblast differentiation. To assess effects on osteoclast formation, tartrate-resistant acid phosphatase (TRAP) activity in RAW264.7 cells was analyzed. ALP activity increased by 121-136% and 140-156%, respectively in the presence of HR1901-BS and HR1901-BSaf. Expression of osteoblast differentiation factor also increased significantly. We also confirmed that HR1901-BS and HR1901-BSaf decreased TRAP activity in osteoclasts by 35-47% and 23-39%, respectively. Our results showed that fermented Benincasa hispida cong. (HR1901-BS, HR1901-BSaf) increase bone mineralization and osteoblast differentiation activity in MC3T3-E1 cells, and inhibit bone resorption activity in RAW264.7 cells. In conclusion, fermented Benincasa hispida cong. (HR1901-BS, HR1901-BSaf) can be used as an effective natural resource for preventing and treating bone-related diseases.

• Journal of Microbiology and Biotechnology
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• v.31 no.4
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• pp.610-620
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• 2021

There has been increasing interest in the head and neck squamous cell carcinoma (HNSCC) that is caused by high-risk human papillomavirus (HR-HPV) and has posed a significant challenge to Otolaryngologists. A rapid, sensitive, and reliable method is required for the detection of HR-HPV in clinical specimens to prevent and treat HPV-induced diseases. In this study, a multiple cross-linking spiral amplification (MCLSA) assay was developed for the visual detection of HPV-16. In the MCLSA assay, samples were incubated under optimized conditions at 62℃ for 45 min, and after mixing with the SYBR Green I (SGI) dye, the positive amplicons showed bright green fluorescence while the negative amplicons exhibited no obvious change. The specificity test revealed that the developed MCLSA technique had high specificity and could effectively distinguish all five HPV-16 strains from other pathogenic microorganisms. In terms of analytical sensitivity, the limit of detection (LoD) of MCLSA assay was approximately 5.4 × 101 copies/tube, which was 10-fold more sensitive than loop-mediated isothermal amplification (LAMP) and RT-PCR. The detection results of laryngeal cancer specimens collected from 46 patients with suspected HPV infection in the Liaoning region demonstrated that the positive detection rates of MCLSA and hybridized capture 2 kit were 32.61% (15/46). The true positive rate of the MCLSA assay was higher than that of RT-PCR (100% vs. 93.33%) and LAMP (100% vs. 86.67%). Therefore, the MCLSA assay developed in the present study could be a potentially useful tool for the point-of-care (PoC) diagnosis of HR-HPV, especially in resource-limited countries.

• Journal of Industrial Convergence
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• v.13 no.4
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• pp.11-28
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• 2015

A company have to grow constantly. If a company does not grow and stagnant, it will be finally out of the market. The contemporary companies fully make use of M&A to search for new growth engines. The reason of companies using M&A as a important tool of a business strategy is the fastest way to achieve technology power, market power, competitiveness. The form of M&A was that leading companies take over smaller companies or merger and acquisition between small companies in the middle of 2000. But now, Mega mergers between industry leading companies often occur and especially domestic of course M&A of foreign companies occurs actively. These days the boom of stock market and the big companies are pouring on sale by restructuring, privatization and the basis of low interest will make the M&A market continuously. In this study, I suggest a solution of actual human resources management by analyzing proven M&A cases and search for various problems of a gap in the leadership and communication in connection with integration of organization culture after M&A. First of all, I arrange the theoretical concept of the subject and analyze the key factors of the success M&A cases, lastly I suggested a HR strategy after M&A. After M&A, HR strategy is ; First, a company have to build a organization culture which is that merger company accommodate a excellent organizational characteristic of predecessor company with consideration of culture difference. Second, M&A must proceed to remove of anxiety about the future and employment stability by excellent leaderships. Third, organization integration after M&A is influenced by the level of integration for that reason it was verified that M&A have to make progress by communication of each 2 organizations.