• Mycobiology
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• v.34 no.4
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• pp.196-199
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• 2006

Effects of various preservation periods and subcultures on fruiting body formation of Cordyceps militaris were investigated using EFCC C-10995 single ascospore strains. Fruiting body formation by original strains was profuse when preserved at $4^{\circ}C$ for $5{\sim}6$ months. Fruiting from subcultures was stable till second to sixth subcultures, after which it decreased sharply. The more the colony color of subcultures changed, the less the fruiting bodies formed. Liquid inoculum preparation of single ascospore strains in the same or separate broths did not affect fruiting body formation. Similarly, two strains C-10995-3 and C-10995-6 in different numbers during liquid inoculum preparation produced similar fruiting bodies.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.3
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• pp.385-396
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• 2006

Purpose: This study was a literary investigation in the development of an effective team-raised and cultural nursing organization targeting operating room nurses. This was done by grasping organizational features, different types of nursing organizational culture and team effectiveness, and by analyzing the relationships among variables. Method: The participators were 373 nurses. The data was collected between March 10th and April 28th, 2004. SPSS Win 11.0 program was used for data analysis. Results: Results of this study were as follows: A nursing organization at operating rooms was found to have an organizational culture with the characteristic of a centralized power and hierarchy-oriented organizational culture. With respect to a relationship between operating room organizational characteristics and the types of nursing organizational culture, there was a significant correlation in relationship-oriented culture and innovation-oriented culture. In the relation between the types of operating room organizational culture and team-effectiveness, it showed a significant correlation in team-devotion, peer-groupsatisfactional perception of a team's outcome in decreasing order. Conclusion: The organizational characteristic at operating rooms was power centralization and the culture type was hierarchy-oriented. These are factors that have a negative effect on a team-effectiveness-affecting relationship-oriented culture, innovation-oriented culture and work-oriented culture.

• Journal of Plant Biotechnology
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• v.38 no.1
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• pp.30-41
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• 2011

The influences of the agitation as well as the addition of medium during culture on the production of embryos were invested in isolated microspore culture of hot pepper (Capsicum annuum L.). When the culture medium was added during initial liquid culture step of liquid-double layer culture, the embryo yield and quality greatly increased. The most effective time point for medium addition was 5 days after the culture commenced. On the other hand, the effect of medium addition at later double layer culture step in liquid-double layer culture on the embryo production was less compared to that of medium addition during the initial liquid culture step. Agitating the culture for 1 week during later double layer culture step in liquid-double layer culture effectively increased the production of normal cotyledonary embryos. In the case of liquid culture, agitating the culture for 1 week from 7 days after the culture commenced was also effective for embryo development. However, when the total agitation time was longer (2 to 3 weeks) during liquid-double layer culture or liquid culture, the embryos developed abnormally in both cases. The normal cotyledonary embryos obtained in this study successfully developed to plants when transferred to regeneration media. These regenerated plants were either diploid or haploid, and there was a difference in the number of chloroplasts between guard cells of diploid and haploid. These results can be used as an important data for developing an efficient microspore culture system with high quality embryo production in hot pepper.

• The Korean Journal of Health Service Management
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• v.8 no.3
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• pp.75-87
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• 2014

The purpose of this study was to identify job satisfaction and organizational commitment depends on their organizational cultures. A survey, including the Organizational Culture Scale, Job Satisfaction Scale and Organizational Commitment Scale, was administered to 276 nurses working at 4 small to medium sized hospitals in B city. The dominant organizational culture of nursing organization was relation-oriented culture. The mean score of job satisfaction and organizational commitment was 2.68 and 4.25 respectively. Job satisfaction and organizational commitment were positively correlated with innovation-oriented, task-oriented and relation-oriented culture. Organizational commitment was negatively correlated with rank-oriented culture. Innovation-oriented, clinical career, relation-oriented and rank-oriented culture were variables influencing on job satisfaction and innovation-oriented and rank-oriented culture were major variables influencing organizational commitment. In conclusion, innovation-oriented and rank-oriented culture had a significant influence on nurses' job satisfaction and organizational commitment. Therefore, we have to develop strategies to enhancing the innovation-oriented culture and to reducing the rank-oriented culture.

• Korean Journal of Occupational Health Nursing
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• v.26 no.3
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• pp.197-206
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• 2017

Purpose: This study aimed to investigate the relationship among nurses' workplace bullying experience, organizational culture, and organizational commitment. Methods: Nurses who had worked for more than 6 months (N=299) were selected from 5 general hospitals. Data were collected from August to September 2014, using a self- reported questionnaire, and were analyzed using SPSS version 20.0. Results: Among the participants, 17.7% reported having experienced workplace bullying. Those who had experienced workplace bullying reported significantly lower relation-oriented culture, innovation-oriented culture, and organizational commitment as compared to the other group (t=-2.50, p=.016; t=-2.60, p=.011; t=-2.91, p=.004, respectively). Rank-oriented culture was higher in those who had experienced workplace bullying as compared to those who had not (t=2.76, p=.007). Conclusion: Those who had experienced workplace bullying had higher scores on rank-oriented culture and lower scores on innovation-oriented culture, relation-oriented culture, and organizational commitment. To reduce workplace bullying among nurses, hospital managers should improve the relation-oriented organizational culture and alleviate the rank-oriented culture.

• Mycobiology
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• v.45 no.3
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• pp.172-177
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• 2017

The genus Paxillus is characterized by the difficulty of species identification, which results in reproducibility problems, as well as the need for large quantities of fungal inoculum. In particular, studies of Paxillus ammoniavirescens have reported divergent results in the in vitro growth while little is known of its capacity to degrade organic matter. For all the above, and assuming that this variability could be due to an inappropriate culture media, the aim of this study was to analyse growth in different culture media (MMN, MS, and 1/2 MS) and in the case of MMN in presence/absence of two types of organic matter (fresh litter and senescence litter) to probe the saprophytic ability of P. ammoniavirescens. We also evaluated the effects of pH changes in the culture media. Growth kinetics was assessed by weekly quantification of the area of growth in solid culture media over 5 wk, calculating the growth curves and inflection points of each culture media. In addition, final biomass after 5 wk in the different culture media was calculated. Results showed that best culture media are MS and 1/2 MS. Moreover, an improvement in growth in culture media containing decomposing fall litter was observed, leading to confirm differences in the culture media of this species with others of the same genus. Further, we established that all growth media suffered a significant acidification after fungal growth.

• Journal of the Korean Society of Clothing and Textiles
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• v.32 no.2
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• pp.223-234
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• 2008

This Study is designed to identify the appropriate fields of culture and art supporting activities in fashion business and to propose an effective culture and art strategy on establishment of positive fashion brand attitude. Subjects of this study were 242 young male and female consumers interested in fashion and culture marketing activities. Data were analyzed by using SPSS 12.0 with Independent-Sample T-Test, ANOVA, Duncan test. Also, we suggested the FBFit(Fashion Brand-Mecenat Fit) model by using Prefmap3. The results are as follows: First, it was revealed that culture art marketing activities such as a film, a popular music, a musical of the art and culture fields were important for maintaining the positive fashion brand image. Second, the consumer with recognition of culture and art supporting activities had a positive attitude on culture and art marketing of fashion brand. Third, FBFit model was revealed that there was a significant difference an appropriate culture and art fields for each fashion brand image. Therefore, each fashion brand has to select appropriate fields of culture and art marketing activities by considering their fashion brand image with a long term perspective.

• Culinary science and hospitality research
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• v.24 no.3
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• pp.156-166
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• 2018

The purpose of this study was to examine the mediating effects of rapport on the relationship between type of organizational culture and innovative behavior of hotel chefs. In order to accomplish the research purpose, data were collected from 202 chefs working at five-star hotels located in Gwangju and Jeonnam areas, and SPSS 22.0 Program was used to conduct frequency analysis, reliability analysis, exploratory factor analysis, regression analysis and mediation effect analysis. The results of the study were as follows. Firstly, it was found that innovative behaviors of hotel chefs are significantly affected by three types of organizational culture: rational culture, consensual culture, and developmental culture. Secondly, it was found that rational and consensual culture have significant effect on rapport. Thirdly, it was found that better-formed rapport in hotel chefs significantly remarkably influences their innovative behavior. Fourthly, the study results revealed that rapport has a mediating effect on the relationship between type of organizational culture and innovative behavior of hotel chefs. Thus, in order to induce voluntary innovative behaviors from building rapport in the hotel organization, it is necessary to develop and implement effective strategies which will form a work environment where chefs can freely engage in mutual exchanges and build trust with one another.

• Biotechnology and Bioprocess Engineering:BBE
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• v.10 no.3
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• pp.198-204
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• 2005

Seeds of neem were collected from different parts of India and analyzed for their azadirachtin content by High Performance Liquid Chromatography (HPLC). In order to assess the effects of genotypic and geographical variation on azadirachtin content in cell cultures, callus development was attempted in the seeds containing high and low concentration of azadirachtin. The concentration of azadirachtin in callus cultures was significantly affected by the explant source. Seed kernels with higher azadirachtin content produced higher azadirachtin content in callus cultures and lower azadirachtin content was seen in callus cultures produced from seed kernels with low azadirachtin content. The protocol for development of elite stock culture of Azadirachta indica was established with the objective of selecting a high azadirachtin-producing cell line. The highest azadirachtin-producing cell line was selected and the effects of different media and illumination conditions on growth and azadirachtin production were studied in shake flask suspension culture. Detailed batch growth kinetics was also established. These studies provided elite starter culture and associated protocols for cultivation of A. indica plant cell culture in the bioreactor.

• Journal of the Korea Safety Management & Science
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• v.17 no.2
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• pp.79-88
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• 2015

The safety culture of an organization is the product of individual and group values, attitudes, perceptions, competencies, and patterns of behavior that determine the commitment, the style and proficiency, and an organization's health and safety management. A good safety culture includes effective, appropriate safety management systems; strong safety leadership & commitment from management; participation and involvement of the workforce; and organizational learning and continuous improvement. This paper will introduce the safety culture inspection standards and process in Korea Railway. The main purpose is to get a better understanding of safety culture and to develop measuring tool. First of all we developed the composition factor of safety culture and the question set. And we prepared the base of computerization of safety culture measurement by developing of evaluation standards and weighted value.