• Journal of the Korean earth science society
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• v.35 no.5
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• pp.375-384
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• 2014

The number of students choosing science, technology, engineering, and mathematics (STEM) related careers are declining. Thus it became a worldwide challenge in the $21^{st}$ century. As public images of the engineers are unfavorable and inaccurate, misconceptions and stereotypes about engineers are prevailing. The purpose of this study was to investigate elementary school students' perceived mental and pictorial images of engineers and the nature of engineering work. This study involved 512 fifth and sixth grade students (Boys: 287 and Girls: 225) from four elementary schools at one of metropolitans in South Korea. The Draw An Engineer-Korean version (DAE-K) was developed based on Draw an Engineer (DAE) and Draw a Scientist (DAS), and Song and Kim (1999)'s instruments. A pilot-tested was conducted with 33 elementary students prior to the main study. The students were asked to answer how they think the engineers would be, to draw an engineer at work, and to write the engineer's personal information and the job description. Engineers were perceived as a person fixing, building, manufacturing, working outdoors in labors' clothes such as a robe. Engineers were shown with building tools, robots, airplanes, machines, conveyor belt, etc. Moreover, compared to the scientists, engineers were perceived as less intelligent, less imaginative, and less accurate. The results of this study revealed that elementary school students had a lack of accurate images of engineers. Students' current perceived images of engineers could help educators find the baselines for the future engineering education in elementary schools. In addition, the findings of this study could also contribute to the development of engineering education in terms of gender issues, STEM career choice, and even cultural diversity.

• Journal of Korea Game Society
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• v.13 no.2
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• pp.39-48
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• 2013

In MMORPGs(Massively Multi-player Online Role-Playing Games) a large number of players actively interact with one another in a virtual world. Therefore MMORGs must be able to quickly process real-time access requests and process requests from numerous gaming users. A key challenge is that the workload of the game server increases as the number of gaming users increases. To address this workload problem, many developers apply with distributed server architectures which use dynamic map partitioning and load balancing according to the server function. Therefore most MMORPG servers partition a virtual world into zones and each zone runs on multiple game servers. These methods cause of players frequently move between game servers, which imposes high overhead for data updates. In this paper, we propose a new architecture that apply with an arithmetic server dedicated to data operation. This architecture enables the existing game servers to process more access and job requests by reducing the load. Through mathematical modeling and experimental results, we show that our scheme yields higher efficiency than the existing ones.

• The Journal of Fisheries Business Administration
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• v.49 no.4
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• pp.69-81
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• 2018

The fishing vessel buyback program, that is, the project of fishing vessel reduction is a complex challenge that needs to take into consideration for both fishing resource protection and industrial restructuring. By the way, the fishing vessel buyback program in Korea is still poorly fruitful and there are few applications for the project in the country. For example, the buyback program of this nation has some problems like uncertainly set goals, conflicts among targets, no flexibility in the program implementation, low participation in the project and lack in follow-up actions. To solve these problems, this study offers the following alternatives. First, it is setting up detailed targets for fishing vessel buyback. Those targets should be what can be actually driven under policy support, such as reduction in illegal fishing, decrease in an exact number of fishing vessels and decline in fishing capacity rather than what seem to be comprehensive such as protection of coastal or offshore fishery and industrial restructuring. Second, it is taking measures for the livelihood of those who would face disadvantages due to fishing vessel reduction. Those measures providing or supporting the re-education and re-employment of fishery workers and building up systems that help the workers transfer fishing to another job. Third, it is adopting the governance system that overcomes lacks in communications between the fishing vessel buyback program and improves the performance effectiveness of that program. Here, governance means that businesses and authorities concerned in the program interact and cooperate with one another in making and implementing policies related to the project of fishing vessel reduction and assessing the results of that project. Fourth, it is taking actions for fishery reorganization after the fishing vessel buyback program. Factors that can be considered as those actions include supporting fishery workers' cost of fishing vessel reduction, decreasing and modernizing fishing fleets and improving the quality of fishing equipment. In conclusion, the fishing vessel buyback program should be prepared with comprehensive actions or measures that can cope well with a variety of problems that may be arisen from it while keeping itself on the track of its original goals.

• The Korean Journal of Franchise Management
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• v.7 no.2
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• pp.5-14
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• 2016

Purpose - Competitive industry structure and recent economic depression challenge a survival of Korean small- and medium-sized food franchising companies (SMFCs), albeit the explosive growth of the Korean food service industry for last few decades. Against this backdrop, it examines how these SMFCs overcome liabilities of smallness and resource scarcity to strengthen competitive advantage in the market. To tackle this, in this article we focus on corporate entrepreneurship and human resources as a knowledge-based asset for these SMFCs. Furthermore, the ratio of employee turnover is high in SMFCs. We view that such brain-drain may result in poor performance of the Korean SMFCs. As such, we pay attention to the role of organizational commitment to an organization as a solution for enhancing individual-level employees' loyalty toward their organization. Research design, data, and methodology - Our research question is to what extent corporate entrepreneurship (i.e., innovative organizational culture, organizational autonomy, and administrative innovation) affects an individual-level attitude toward the organization and, in turn, employee creativity and satisfaction in the Korean SMFCs context. We collected data from employees in SMFCs for three months. A total of 126 valid questionnaires were collected, and analyzed the data using partial least squares path modeling. Results - The reliable and valid measurement model feed into testing the structural model. Our findings suggest that innovative organizational culture and organizational autonomy positively affect employee commitment. Particularly, organizational autonomy has a greater effect than innovative culture on employee commitment. However, the relationship between administrative innovation and employee commitment is not significant. We also find that employee commitment positively affects both employee creativity and satisfaction. Conclusions - Our contribution to the existing franchising business and management literature is twofold. First, the conceptual model includes three antecedents in the organizational entrepreneurship dimension to organizational commitment. Second, we conceptualize organizational commitment as employee commitment, and validate its impact on employee creativity and job satisfaction at an individual performance level. Overall, this article suggests that it is critically important for the Korean SMFCs to develop corporate entrepreneurship in order to facilitate employees' positive attitudes toward their organizations.

• The Journal of Information Technology
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• v.1 no.2
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• pp.81-102
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• 1998

It is common description that modern society is In the era of limitless competition. In order to challenge the change of economy and its management at home and abroad, organization should be changed anew, and in this case, there accompanies conflict or trouble whether the subject of change wants it or not. Therefore, according to change, we should concern with settlement of small troubles as well as big ones, and by managing the conflict or trouble productively and originally, it should be utilized as new fatality and chance to develop something in organization. In the system organized by people, there exist various conflicts in accordance with the target and want of the system, therefore giving no freedom to each Individual member of the system, and this is an unavoidable tate in consideration of the modem society where the survival of mankind and human systems should be guaranteed. Therefore, it determines the coordinates of success of any of organizations to manage conflict or trouble well, and so, when decreasing or increasing conflicts so that the organization exerts its full influence, it is note worthy that conflict itself should be rationally and efficiently managed. In a view point of the theory of organization and its behavior, relating job satisfaction with the performance and validity of organization, the influence of individual conflict is so great on the rate of job transfer within an organization or nonattendance, even on the productivity of the organization. So, the manager to cope with conflict within an organization should devise following three plans to manage conflict for job satisfaction and conflict settlement. In conclusion, it is suggested that in order to manage conflict within an organization well, some plans to control conflict should be well utilized while giving more efforts to improving management of individual conflict, job satisfaction, validity of organization, productivity, etc and all the members of organization should remember that the Issue of conflict within an organization be recognized ad an opportunity of new development and a way to settle a trouble within an organization, and a direction of conflict management should be suggested so that new innovation ca be created.

• Proceedings of the Korean Institute Of Construction Engineering and Management
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• autumn
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• pp.73-81
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• 2003

The construction industry has been experiencing a major challenge in its work force, 'the shortage of skilled craft workers.' This problem has been caused by several factors such as the poor image of the construction industry, lack of training and education, unclear career path, declining wages, and changing work force demographics. A 'step-change' approach called the 'Two-Tier Work Force Strategy' has been proposed by the Center for Construction Industry Studies (CCIS) to deal with the work force related issues in a radical way. It is composed of two separate strategies, Tier I and II. The Tier I strategy uses less skilled and task trained craft workers, and has a larger administrative site management team than the Tier II strategy. The Tier II strategy utilizes fewer, better-educated, and higher skilled workers who perform some lower-management functions in addition to craft functions. They are paid more, but produce more through higher skills, stay on the job longer through multi-skilling, and deliver improved project performance in safety, quality, schedule, and cost The Two-Tier Work Force Strategy has the potential to resolve the current work force problems and foster a better work force environment in the future.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.2
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• pp.240-250
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• 2020

This study explores the process of transitional career choice for North Korean defectors who are successfully living their lives after transition to a different system labor market. To achieve this study purpose, what is the process of transitional career choice for North Korean defectors due to the system transition? At present, he (Ed- who is he?) has a subjective sense of success in his professional life and conducted in depth interviews with three men and eight women as objects that can explain the process of experience in rich and detailed ways. To this end, the author interviewed three men and eight women who are satisfied with their current job and analyzed them with the grounded theory method proposed by Strauss & Corbin (1998). As a result, the paradigm model was derived from the central phenomenon of 'conversion of perspective', and the core category was 'conversion of perspective and challenge new career'. The transitional career choice process was derived into four stages according to the flow of time and interaction as 'reality recognition stage', 'active change recognition stage', 'support and coping strategy stage', and 'growth stage' and positive reflections from transitional learning and potential factors of planned chance skills were found.

• Journal of Family Resource Management and Policy Review
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• v.16 no.4
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• pp.1-22
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• 2012

The purpose of this study is to determine the characteristics of Filipino marriage immigrants' acculturation stages in regards to their Korean family life culture and to identify the source of the support for each stage, hence to provide information for educational programs that would promote successful acculturation for each stage. The following findings have been obtained through in-depth interviews with 18 female Filipino immigrants to Korea. In a range of obstacles from the Honeymoon Stage to the Confusion stage, the first are the language and the aspects of the food/cooking/ingredients/diet that are different from their own culture. Especially, pregnancy/childbirth is a major change in one's life and the biggest challenge in the acculturation process. As food and cooking are the first change that the immigrants have to face and get accustomed to in the early stage of their Korean life, the food culture is rather easier for the immigrants to get accustomed to than other parts of Korean life. From the Honeymoon Stage to the Harmony Stage, the immigrants make efforts to help their family in the home, while they look to their future in their children during the Autonomy Stage. Regardless of how long they have been in Korea, from the Honeymoon Stage to the Autonomy Stage, the immigrants have a hard time with the patriarchal environment in Korea due to the bilateral nature of kinship in the Philippines. Secondly, the immigrants receive the most support from their husband, family, and the tutors in Korean culture, while their mothers-in-law are the main source of the support for the Korean diet. At the Confusion Stage, the immigrants start visiting the regional multicultural family support centers and get help from the friends they meet there while depending on the TV for cooking tips. From the Harmony Stage, they may seek a job through the community network with their own effort and their children's help. In the Autonomy Stage, they are concerned about their children rather than their own parents, and they find their own identity as a Korean and realize that their effort is important.

• Journal of the Korean Applied Science and Technology
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• v.38 no.2
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• pp.551-566
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• 2021

The purpose of this research is to positively analyze the self-efficacy and the impact of self-management on business performance, and to help improve self-efficacy and business performance through self-management of beauty professionals. The analysis methods were frequency analysis, factor analysis, reliability analysis, correlation analysis, and multiple regression analysis, and as a result, there was a positive (+) correlation between self-management, self-regulation, and challenge. There was a statistically significant positive (+) effect on business performance, environmental performance, customer performance, and market performance, and self-efficacy had a statistically significant positive (+) effect on job performance, environmental performance, customer performance, and market performance. Was found to appear. Therefore, I hope that it will be an opportunity to contribute to self-efficacy and management performance through qualitative improvement in self-management.

• Women's Studies Review
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• v.29 no.2
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• pp.139-173
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• 2012

This paper examines the delayed situations for gender equality in South Korean, Japanese, and Taiwanese families despite the challenge to the gender division of labor in modern society, and to analyze the contradiction between the notions of gender equality and the experiences women face in East Asia countries. Using EASS data, we analyze the effective difference over the division of household labor according to women's age and length of school time, attitude for gender division of labor, couple's labor time, and family network. In South Korea and Taiwan, men's actual ratio of household division is higher than Japanese men's. On the other hand, Japanese women's ratio of household division is the highest in spite of their progressive attitude for gender equality. It is due to the difference of women's working time among the countries. In South Korea and Taiwan, women tend to work in full time job, so that they seem to inevitably reduce the time for household labor. The family characteristics have an effect on the women's ratio of household division in Taiwan, and the feature of women's employment does in South Korea. The high percentage of three-generation household contributes to the reduction of housework burden in Taiwan. In South Korea, the higher women's education levels, the higher the women's ratio of household division. Women's weakened bargaining power for household labor is due to the relatively low level of high-educated women's economic participation in South Korea. This paper reveals the effective factors on the gender division of household labor. We propose the necessity of the macro-level analysis as well as the analysis of the personal and conjugal feature.