• The Journal of Asian Finance, Economics and Business
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• v.5 no.2
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• pp.63-72
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• 2018

Researches based on the pattern of planned behavior holds that the three variables of entrepreneurial attitudes, subjective norms, and perceived behavior control influence each other and influence entrepreneurial intentions respectively. However, there are also different, even conflicting research conclusions that continue to emerge. Researches based on the pattern of alertness, believe that profit opportunities and individuals' pursuit to truth are the driving forces. Many scholars have demonstrated the impact of individual entrepreneurial alertness on entrepreneurial intentions. However, as an exogenous causal agent, profit opportunities have a logical problem: if there are no other assumptions, the mere existence of opportunities does not adequately explain entrepreneurial alertness. To address this gap, this study considered samples from mainland China, where entrepreneurial activities are very active currently, to test the role that entrepreneurial alertness is assumed to play in the planned behavior model. The results show that the three dimensions of alertness, individually partly intermediate the influence of entrepreneurial attitude on entrepreneurial intention, the influence of subjective norms on entrepreneurial intention, and that of perceived behavior control on entrepreneurial intention. This article studied the production of entrepreneurial intention by integrating the two patterns of planned behavior and alertness through empirical analysis, and opened up a new field for subsequent research on entrepreneurial intention.

• Structural Engineering and Mechanics
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• v.59 no.6
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• pp.1095-1120
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• 2016

This paper investigates the change of structural characteristics of steel cable-stayed bridges after cable failure. Cables, considered as the intermediate supports of cable-stayed bridges, can break or fail for several reasons, such as fire, direct vehicle clash accident, extreme weather conditions, and fatigue of cable or anchorage. Also, the replacement of cables can cause temporary disconnection. Because of the structural characteristics with various geometric nonlinearities of cable-stayed bridges, cable failure may cause significant change to the structural state and ultimate behavior. Until now, the characteristics of structural behavior after cable failure have rarely been studied. In this study, rational cable failure analysis is suggested to trace the new equilibrium with structural configuration after the cable failure. Also, the sequence of ultimate analysis for the structure that suffers cable failure is suggested, to study the change of ultimate behavior and load carrying capacity under specific live load conditions. Using these analysis methods, the statical behavior after individual cable failure is studied based on the change of structural configuration, and distribution of internal forces. Also, the change of the ultimate behavior and load carrying capacity under specific live load conditions is investigated, using the proposed analysis method. According to the study, significant change of the statical behavior and ultimate capacity occurs although just one cable fails.

• Child Health Nursing Research
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• v.12 no.1
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• pp.15-24
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• 2006

Purpose: This study was done to define nursing behavior in neonatal intensive care units so as to estimate resource-based relative value-. Method: Participating in this study were 292 nurses in neonatal intensive care units. The study surveyed physical and mental labor, stress and time involved in nursing work. Tool used in this study was a nursing labor per relative value tool. For analyzes, the relative value of each nursing behavior was calculated, where the mean value of the three components, labor intensity and component-by-component explanatory power were in percentage terms. Results: 1. Nursing behaviors in neonatal intensive care unit were classified and defined at three levels: 5 main domains, 17 mid-domains, and 42 small domains. 2. The per component explanatory power of intensity involved in nursing labor showed physical effort to be 32.45%, mental 32.86%, and stress 34.69%. 3. The reliability of nursing labor factors was very strong, Cronbach's alpha value of 0.96. Conclusion: In this research, which is a first in defining nursing behavior in neonatal intensive care units, individual nursing behavior were broken down using resource-based relative value for nursing cost, and each nursing behavior was successfully translated to a numerical value.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.2
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• pp.196-206
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• 2013

Purpose: This descriptive correlation study was done to identify the hardiness, coping behavior, and organizational commitment of general hospital employees and show how these variables affect increases in role performance and problem solving ability to have a positive influence on organizational harmony. Methods: A quantitative, descriptive research design was used with a sample of 368 employees working in general hospitals in M and C cities. A survey was used to collect the data. Results: The score for perception of hardiness of general hospital employees was 2.85, and coping behavior was 2.40, both out of a possible 4 points, and organizational commitment, 3.03 out of a possible 5 points. There were statistically significant positive correlations between hardiness and coping behavior (r=.33, p<.001), also between hardiness and organizational commitment (r=.51, p<.001), and also between coping behavior and organizational commitment (r=.22, p<.001). Conclusion: The results of the study indicate that hardiness, coping behavior, and organizational commitment in general hospital employees have positive correlations, and thus hospital administrators should explore ways of increase individual employee hardiness and coping behavior, and make efforts to harmonize their organizations by enhancing organizational commitment.

• Journal of Families and Better Life
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• v.32 no.2
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• pp.13-26
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• 2014

The theory of planned behavior proposed by Ajzen predicts that certain behaviors are determined by behavioral intentions which are affected by an attitudinal belief toward the behavior, the subject norms, and the individual's perception of their control over the behavior. This study's aim is to examine consumers' inappropriate complaint behaviors, using the theory of planned behavior. Consumers' inappropriate complaint behaviors are defined by two types, which are low -and high-intensity inappropriate complaint behavior based on the primary data collected from a group of consumer affairs professionals in the business field. The survey questionnaire was administered to 1,000 consumers via an on-line survey. The two models were assessed with path analysis in order to predict consumers' inappropriate complaint behaviors, using the theory of planned behavior. The results are as follows: First, two types of inappropriate compliant behaviors were identified according to the results of an exploratory study conducted by professionals who had been employed at the department of consumer affairs. Second, the theory of planned behavior is adequately fitted to examine the factors related to consumers' inappropriate complaint behaviors. Also, all three variables based on the theory of planned behavior, -perceived behavior control, subjective norm, and attitude-had a significant effect on inappropriate complaint behavior intention. Third, consumers' inappropriate complaint behavior intention played the most significant role in low-intensity inappropriate complaint behavior, whereas attitude was found to play a significant role in high-intensity inappropriate complaint behavior. The significance and implication were discussed in terms of effective customer management strategies.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.13 no.2
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• pp.139-158
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• 2018

Considering that the subject of innovation of SMEs is the CEO, it is very important to study the innovation behavior of the CEO at the individual level. The purpose of this study is to examine factors affecting innovation work behavior of SME CEOs. The purpose of this study was to examine the effects of self-compassion and self-transcendence on innovation work behavior, which are the emotional intelligence factors that show the psychological growth and potential of individual, and the career ambition and positive psychological capital did. In order to verify the research hypothesis, we analyzed 238 questionnaires collected from CEOs and executives of SMEs focused on auto parts and manufacturing. Factors affecting innovation behavior of SME CEO are summarized as follows. First, career ambition has a positive effect on positive psychological capital. Second, positive psychological capital has a positive effect on innovation work behavior. Third, self-compassion of CEO has positive influence on self - transcendence. Fourth, the self-transcendence of CEO has a positive effect on innovation work behavior. This study confirms the relationship between CEO career ambition, positive psychological capital, self-compassion, self-transcendence, and innovation work behavior of SME CEO and confirms the influence relationship between positive psychological capital and self-transcendence It is meaningful. Finally, theoretical and practical implications were discussed based on the results of the study.

• KSCE Journal of Civil and Environmental Engineering Research
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• v.37 no.5
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• pp.845-853
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• 2017

The main reason for urban traffic problems is the increasing in the use of private cars. In order to solve this problem, strong traffic demand management policies such as the collection of congestion tolls and the crackdown on freight vehicles are emerging. Now, however, it is necessary to seek ways for users to make changes in traffic behavior through direct communication between public agencies and passenger car users. As a technique to make this possible, mobility management, which aims to use rational passenger cars by inducing behavior change through individual consciousness change, has recently been proved to be effective in overseas. Therefore, this study concluded that the introduction of MM, which emphasizes individual voluntary behavior change, is necessary at present. In order to investigate the ways of inducing voluntary changes in traffic behavior of passenger car users, a questionnaire survey was conducted on traffic experts and the priorities of voluntary traffic behavior change measures were calculated using AHP. As a result of the analysis, it was shown that "to actively appeal to change the traffic behavior by using the mass media" was the top priority. The next priority were in order of company education for the change of traffic behavior, education for the school, and small-scale workshops.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.2
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• pp.164-173
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• 2015

Purpose: This study was done to investigate the effects of individual-organization personality agreement using a five-factor model on job satisfaction and organizational commitment of hospital nurses. Methods: Participants were 222 nurses who had worked for more than 1 year in a university hospital. Data were collected from January 14 to 20, 2012, using self-recorded questionnaires. Collected data were analyzed using descriptive statistics and multiple regression methods. Results: Extraversion personality fit and the Agreeableness personality fit had a significant effect on job satisfaction. Extraversion personality fit, agreeableness personality fit, and openness personality fit had a significant effect on organizational commitment. Conclusion: Results of this study show that individual-organizational personality agreement affects hospital nurses' job satisfaction and organizational commitment. The extraversion personality fit and agreeableness personality fit of the 5 factors are identified as important variables to increase organizational performance. Based on these results, it is necessary to develop an integrated organizational personality measure model for increasing nurses' work environment satisfaction related to individual-organization personality fit.

• Knowledge Management Research
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• v.16 no.2
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• pp.139-172
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• 2015

Employee's agility is becoming a primary factor of improving individual work performance. Employee's agility refers to responsiveness or behavior of employees in the context of work environment change. The purpose of this study is to examine the relationship between employee's agility and work performance in the perspective of agility's influence factors(absorptive capacity, IT resource use, readiness to change) and knowledge-oriented leadership, A survey was conducted for gathering data (a total of 262 employees from 35 industrial organizations) to test the relationships. The results of analysis show that employee's agility is a driving force leading to individual work performance, that employee's absorptive capacity, IT resource use, readiness to change, and knowledge-oriented leadership are the significant influential factors of employee's agility, and that knowledge-oriented leadership strengthens the link between employee's absorptive capacity and agility. For theoretical and practical contributions, the research presents the grounds for arguments that employee's agility is employee's dynamic capability for individual work performance under work environment change, and that organizations trying to improve employee's agility need to explore employee's behavioral attitudes under individual, leader, and organizational dimensions. Limitations arisen in the course of the research and suggestions for future research directions are also discussed.

• Asian Journal of Business Environment
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• v.10 no.2
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• pp.5-15
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• 2020

Purpose: This study examines the impact of individual reciprocal preferences on coalition formation. The reciprocal model considers a player's own payoff, the player's perception of others' payoffs, and others' perceptions of the player's payoff. Research design, data and methodology: A reciprocal model is built to illustrate how reciprocity influences individual decisions in a coalition game and its formation. The prediction is examined with experimental evidences from a dictator game and a membership game. Results: The theoretical result suggests that the coalition formation could be unstable due to negative reciprocal kindness. The experimental findings support that negative reciprocal kindness could lead players participating in a coalition, no matter their dominant strategies are. When subjects were essential to make contributions to a coalition, they were more likely to cooperate if they were treated badly. In contrast, when subjects were unnecessary, the reciprocal kindness could enhance cooperative tendencies. Conclusions: This study reveals that the reciprocal behavior could influence individual decisions and reshape the coalition formation. In terms of policy implications, this study has shown that coalition formation could be reshaped by reciprocal prefe rences. Due to the strategic and complicated decision process in an interactive environment, a comprehensive investigation of factors would be required in a climate coalition in practice.