• International Journal of Computer Science & Network Security
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• v.21 no.4
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• pp.140-144
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• 2021

The article considers aspects of improving the quality of training of specialists based on the use of modern information and communication technologies in the educational process; the use of teaching methods and, as a result, an increase in the creative and intellectual components of educational activities; integration of various types of educational activities (educational, research, etc.); adaptation of information technology training to individual the characteristics of the student; ensuring continuity and consistency in learning; development of information technologies for distance learning; improving the software and methodological support of educational process.

• Cross-Cultural Studies
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• v.20
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• pp.295-321
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• 2010

The trend of globalization has sharpened the debate on interculturality, which scholars examine from different and often conflicting points of view ('content' vs. 'practice', 'culture-specific' vs. 'universal', 'communication (meta)theory' vs. 'communication practice', 'individual' vs. 'collective', etc.). Whereas all these approaches are necessary to describe the multiple dimensions of interculturality, their dichotomous nature does not help to account for its internal complexity, which cannot be dissociated from the connections that exist among all these dimensions. The difficulty posed by the essentialist interpretations that tend to result from these dichotomies is compounded by the fact that in postmodern debates priority has been given to approaches that emphasize individual or collective agency over structural constraints which have to do with political economy or with cultural and linguistic codes and traditions. This paper aims mainly at suggesting that the dissolution of the boundaries that exist between these approaches should be pursued in order to get a fuller and richer approach to their common object of study. After discussing, by way of illustration, content-based and practice-based perspectives, we suggest that one way of getting beyond these dichotomies consists in focusing on the 'interactional' dimension of interculturality, which means laying emphasis on intersubjectivity and, particularly, on the individual subjects considered as members of different cultural communities who strive to transcend their sociocultural boundaries in order to reach harmonious interactions in a world in which inequality and the de-territorialization of people and cultures are central features.

• Journal of the Korean Society of Food Culture
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• v.23 no.2
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• pp.163-171
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• 2008

The purpose of this study was to measure employee ‘awareness’ and ‘practice’ of business ethics in the foodservice industry, and to determine possible correlations between these two variables. Self administrated questionnaires were completed by 1003 employees and data were analysed to ascertain frequency, factor, reliability, correlation and canonical correlation. Two factors were obtained from factor analysis of business ethics(BE) awareness; “Organizational awareness”, and “Individual awareness”. Similarly, two factors were also obtained for business ethics practice; “Systematic practice”, and “Compensatory practice”. Canonical correlation analysis produced two significant functions. For canonical function 1, it was found that organizational awareness of BE was positively correlated with systematic practice. For canonical function 2, it was found that individual awareness of BE was negatively correlated with the compensatory practices of BE. The findings of this study demonstrate that higher organizational awareness of business ethics in the foodservice industry led to higher systematic practices of BE, while higher individual awareness of BE led to lower compensatory practices of BE. In conclusion, higher organizational awareness of BE places a higher priority on building an external system from an institutional perspective, while higher employees awareness of BE leads to higher expectation from the company, resulting in relatively low compensatory practices.

• Journal of Ginseng Research
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• v.22 no.4
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• pp.299-303
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• 1998

To know possibility of raw ginseng production for white- and red-ginseng by direct-sowing culture, seeds were directly sowed or seedlings were transplanted at soil condition of sandy loam in ginseng field. After cultivation, the characters of 5-year-old ginseng were investigated. Number of survived plants was increased with increase the seeding quantity in direct-sowing culture, the survived plants in direct-sowing culture was higher than that of transplanting one. Rate of the numbers of survived plants to numbers of seeds sowed in plots of 134 or 90 seeds sowed per tan, 180 x 90cm area, inspire of high number of survived plant was high compared to that of transplanting culture. Occurrence rate of rusty root of ginseng in direct-sowing culture was low significantly compared to that of transplanting culture. Root yield showed in the order of 134, 268, 90 seeds sowed, the values of yield in direct-sowing culture were high obviously compared to that of transplanting one. Individual root weight was increased with decrease the seeding quantity, however, the root weight in plot of 90 seeds sowed showed almost equal the weight in transplanting culture. The number of usable raw ginseng for white- and red-ginseng was increased with decrease of the seeding quantity; the numbers were higher than that of transplanting culture remarkably. We concluded that optimum seedling rate in direct-sowing culture of ginseng was 90 to 134 seeds per tan considering the yield per area and production rate of large root.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.5
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• pp.2054-2062
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• 2012

The performance of organizational culture effectiveness has been supported by several researchers. Since Peters & Waterman acclaimed that the excellent companies have their unique culture type, the effectiveness of organization culture have been practically supported. Organization culture is closely related to employees' satisfaction and commitment and contributed to the subjective performance and financial performance in terms of individual and organizational level. Organizational culture is a valuable resources and competitive advantage for the successful growth. Thefore, I have proposed some proposition regarding the type and strength of organization culture and the interaction effect of internal consistency which should be studied for more fundamental study of the effectiveness of organizational culture.

• Korean Journal of Health Education and Promotion
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• v.26 no.2
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• pp.119-133
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• 2009

Objective: The aim of this study was to asses individual, organizational and environmental capacity for members of Healthy Cities Partnership (KHCP) and exploring advanced suggestions for further developing. Methods: Participants were 27. The questionnaire was developed based on Health Promotion Capacity Checklist and it analyze capacity in 3 lelvels including individual, organizational and environmental. Each level is consist of 4 sections, individual: 'Knowledge', 'Skills', 'Commitment' and 'Resources', organizational; 'Commitment', 'Culture', 'Structure' and 'Resources', environment:'Public opinion', 'Political will', 'Supportive organizations' and 'Ideas and other resources'. Each section was assessed in 4 point rating scale and cross analyzed with basic information. Results: The mean score of 3 levels were 2.57. Among the 3 levels, 'Individual' marks 2.78 point which were top and 'Organizational' marks 2.59 and 'Environmental' marks 2.33. There were no significant factors affecting Healthy cities capacity of 'Individual' and 'Organizational' level, but just 'specialization' of 'Environmental' had significance. Conclusion: Above the results, this study suggested that just 'Individual' capacity is above median point and other levels were lower. Further efforts for developing Healthy cities capacity, especially focused on 'Organizational' and 'Environmental' levels, is strongly required.

• Journal of Construction Engineering and Project Management
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• v.7 no.2
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• pp.45-53
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• 2017

Although much research has been conducted to identify the influence of culture on conflict management and resolution behaviours in organizational settings, no study has been done yet in the construction industry particularly in considering the influence of individual level individualistic and collectivistic values. Despite the key role of self-construal in explaining or predicting behaviour in interpersonal conflict, it has not received enough attention in construction management. Reflecting this necessity, the objective of this exploratory study was to establish, through the application of the Rahim Organizational Inventory (ROC II) instrument, how the cultural values of professionals of construction businesses relate to the application of different conflict-handling styles through self-construal. Data were collected using questionnaire surveys from construction professionals working in contracting firms. The findings illustrate the importance of self-construal type as an individual-level cultural variable in explaining the differences in the style of handling interpersonal conflict in the context of the construction industry.

• Health Policy and Management
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• v.13 no.1
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• pp.46-68
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• 2003

In the model tested here, individual innovative work behavior is considered as the outcome of two antecedent factors-empowerment and organizational supports. The relationships between those variables and innovative work behavior are analyzed form the data collected through a questionnaire survey of 389 employees in five general hospitals. Results of multiple regression analyses show that three dimensions of empowerment-meaning, competence, and impact, and supports from organizational culture have significant effects on innovative work behavior whereas the effects of choice dimension of empowerment and managerial supports are not significant. These results emphasize the importance of empowerment and innovation oriented organizational culture for individual members' innovative work behavior. Theoretical and practical Implications and suggestions for future research are discussed.

• SUVANNABHUMI
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• v.13 no.1
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• pp.65-87
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• 2021

This study attempted to investigate the effects of collectivism as an individual cultural value and leadership practices on employees' organizational commitment of six commercial banks in Vietnam. The study used collectivism and the implementation of five leadership practices as the independent variables, the three components of organizational commitment as the dependent variables and employees' personal factors served as controlling variables. The study utilized a quantitative method of research with questionnaires as the main data collection instrument. The findings of the study have revealed that the individual cultural value of collectivism positively, but to a marginal degree, affected the level of employees' organizational commitment. Among five leadership practices, only the implementation of encourage the heart, positively, but to a marginal degree, influenced employees' affective and normative commitment. The leadership practice of challenge the process had a negative impact on the employees' affective commitment. The personal factors of employees did not have an impact on organizational commitment. The findings and conclusions of this study may be used by the leaders to create the favorable working environment, improve the relationship between leaders and followers and to increase organizational commitment.

• International Journal of Advanced Culture Technology
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• v.12 no.2
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• pp.104-109
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• 2024

In this paper, we examine American career self-help advice in the context of white-collar labor market changes in the U.S., especially how it tries to motivate and empower white-collar job seekers and how fundamentally flawed this is. In this regard, we focus on What Color Is Your Parachute? by Richard Nelson Bolles, as it is the foundational and representative literature in the field of career self-help advice. We first look at the white-collar labor market changes in the U.S. and the growth of career self-help advice along with its influence. We then show that What Color Is Your Parachute? seeks to motivate and inspire job seekers by defining job searching in individual terms and overlooking its structural nature. From this, we point out the most problematic aspect of career self-held advice, i.e., shifting job search responsibility as well as its outcome solely to individual job seekers, while also making it difficult to scrutinize and understand the broader context affecting job searching.