• Journal of the Korean Applied Science and Technology
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• v.37 no.2
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• pp.303-317
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• 2020

The purpose of this study is to conceptualize the process of formation by the exploration of the lives of professional golfers who grow to excellent sports leaders, categorize the concept and suggest models between categories. In order to reveal in depth the change process of the job formation, the 'grounded approach' as a qualitative study was used as a the methodological frame of this study, and snow sampling, one of nonrandom sampling was used for the selection method of the study participants. 10 study participants who are able to make positive self-expression and talk with the researcher were selected. Through grounded approach appropriate for this process research, this study could acquire following results. First, through the casual condition that is the exploration of the lives of professional golfers growing to excellent sports leaders, it connected to the central phenomena of professional instruction methods and education belief as golf leaders. In this process, the changes as new experiences for the charm of the new job and relationship formation influence as the function of a contextual condition. In addition, golf leaders tried to become a more completed golf leader through self-efforts for development and expertise attainment according to the their own situations as well as belief, and they have established the lives of firm golf leaders through the process. Second, as a result of the changes of their lives as professional golfers growing to excellent sports leaders, the paradigm of grounded approach which is abstracted as total 141 concepts, 17 subcategories, and 11 superordinate categories were composed.

• The Journal of Natural Sciences
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• v.8 no.2
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• pp.289-321
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• 1996

After the two big wars (Imjin Woeran and Byungia Horan), the Lee Dynasty confronted rapid transitional periods in almost all aspects of the society. Corruption of the governmental system by the wars and disordered social structures also caused confusion in the social position system. In addition, development of the commercial economic system and monetary economy brought up a new rich middle-class, "Joong in Gyegeup". In ideological aspects, Confucianism indulged in and stick to isms and ics, and the Confucian morality slackened, thus a more pragmatic ideology, "Silhak Sasang", developed. And the emergence of the modern literature and art of the 'common people' was followed by the appearance of the common-people class including those having the common-people concept among the noble-class "Yangban Gyegeup". This evoked a new common costume culture and the fashion appeared. The public could no longer find the power and appeal from the preexisting ruling classes due to the changed role and sense of value. Thus, they sought a new symbolic leader group that would to be the new standard of the newly changed society. That was a group of people called as "Kisaeng" liberal and independent. They were performing social activities, enjoying poetry, music and dancing, and classy dressers, having physically attractive bodies. The erotic as well as luxurious mode proposed by them reflected the trend of that time. It concurred well with the concept and taste of the public, so it was accepted with a good response. That is, by following these leaders, the public achieved their identification and tried to share the prestige of the leaders. For this reason, the Kisaeng group attracted the public attention and led the taste of the public, thereby becoming the influential fashion leaders of that age.

• Journal of dental hygiene science
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• v.15 no.5
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• pp.650-658
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• 2015

The purpose of this study was to determine the effects of dental hygienists' leader-member exchange (LMX) and empowerment on organizational performance, improve human resource management in their organization and their job satisfaction and organizational commitment, and provide basic data that could help improve organizational performance. A survey was conducted in 324 dental hygienists at dental care institutions in Ulsan, Busan, and Daegu from March 2 to 31, 2015 and the following results were obtained: Dental hygienists at dental hospitals had higher levels of LMX than those at dental clinics; those who were at higher positions, who were older, and who were more educated showed higher levels of empowerment. There was significant, positive correlation between LMX and empowerment and job satisfaction and organizational commitment: dental hygienists with better LMX and higher levels of empowerment showed higher levels of job satisfaction and organizational commitment. For dental hygienists, significance (${\beta}=0.325$, p<0.001) exerted the greatest impact on job satisfaction, followed by organizational commitment (${\beta}=0.264$, p<0.001) and competence (${\beta}=0.164$, p<0.01) and LMX (${\beta}=0.321$, p<0.001) had the greatest impact on organizational commitment, followed by job satisfaction (${\beta}=0.275$, p<0.001) and significance (${\beta}=0.210$, p<0.001).To put the results together, dental hygienists in dental care practice had their job satisfaction and organizational commitment affected by LMX and empowerment; therefore, it is necessary to develop diverse education programs with the objective of promoting mutual exchange between a manager of dental hygienists' team and members and improving empowerment.

• Journal of the Daesoon Academy of Sciences
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• v.36
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• pp.117-152
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• 2020

In Daesoon Thought, Matteo Ricci is regarded highly as a Jongjang, 'religious leader,' (of Christianity). This paper deals with the life and philosophical/theological thought of Matteo Ricci as homo-religiosus from the perspective of phenomenology of religion. Examining his historical background and biographical sketch, I will analyze Ricci's understanding of God, humanity, and salvation and re-evaluate his relationship with Daesoon Thought. Matteo Ricci, born in Italy, became a Jesuit missionary to China and transmitted various products of western civilization. Accepting the pro-cultural approach of Jesuit mission, he applied it to Chinese culture and language by learning the Chinese language and regarding Chinese people as his friends. This was a sympathetic way to transmit Western religion and culture while on Chinese soil. He suggested eight reasons to look towards the future of China with optimism and taught Chinese people his Christian message through his indirect means of understanding and persuasion. In China, Jesuit missionaries called the Christian God 'Tianzhu (Cheonju in Sino-Korean),' meaning Lord of Heaven. Ricci identified the Confucian notion of 'Shangdi (Sangje in Sino-Korean),' meaning Supreme Emperor (or God) with Tianzhu. While translating Confucian scriptures, he found the common ground between Confucianism and Christianity to be the monotheism of ancient Confucianism. He criticized the concepts of God in Buddhism and Daoism, and justified the Christian doctrine of God by way of a Confucian understanding of deity. Ricci's understanding of humanity was based on his Christian faith in creation, and he criticized the Buddhist concept of transmigration. He proposed Christian ethics and doctrine of salvation by using discourse on the afterlife and in particular, the concepts of heaven and hell. Concerning the relationship between Daesoon Thought and Ricci, the following aspects should be examined: 1.) Ricci's contribution to the cultural exchanges between East and West, 2.) his peaceful approach to his mission based on dialogue and persuasion, 3.) the various activities conducted by Ricci as a Christian leader, and 4.) his belief in miraculous healings. His influence on Korea will likewise be explored. Ricci's ultimate aim was to communicate with Asian people and unify East and West under a singular worldview by emphasizing the similarities between the Christian and Confucian concepts of God.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.1
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• pp.83-96
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• 2004

Purpose: The purpose of this research is, by investigating organizational characteristics, types of nursing organizational culture and team effectiveness in ICU, to ascertain the type of nursing organizational culture and the organizational characteristic that can improve the team effectiveness. Method: The research targeted 427 nurses from 33 ICUs of 14 general hospitals which have more than 250 beds and the data were gathered by using self-report questionnaires from April 10, 2003 to April 24, 2003. For this research, the following tools were used; the tool for measuring organizational characteristics and organizational cultures and the tool for measuring team effectiveness. Result: The most significant nursing organizational characteristic in ICU is the centralization. The organizational culture in ICU is generally rank-oriented culture. There was a significant difference (p<.01) in four types of organizational cultures; relation-oriented, innovation-oriented, rank-oriented and task-oriented. Verifying influence power of organizational cultures upon team effectiveness of ICU, relation-oriented culture had 49.2% of an influence upon team effectiveness, innovation- oriented and relation-oriented culture had 60.4% of an influence, and rank-oriented, innovation-oriented and relation-oriented culture had 61.2% of an influence. The organizational culture profiles according to the types of nursing organizational cultures in 33 ICUs were found by a cluster analysis. They were classified into five culture profiles; strong balance culture profile, weak balance culture profile, innovation-oriented and task-oriened culture profile, strong relation culture profile and strong rank culture profile(p<0.5). According to me organizational culture profiles, a significant difference of team effectivenesses(coworker satisfaction, team performance perception, team satisfaction and team commitment) was found(p<.01). The strong balance culture profile had the best team effectivenesses. Conclusion: For nursing culture management, a nursing administrator should identify the relevant nursing organizational culture at first by utilizing an innovative team-leader. After identifying the organizational culture, the administrator should make strategic plans and practices that can distinguish good organizational cultures to be expanded from ones to be sublated so that a strong balance culture can be developed.

• Korean System Dynamics Review
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• v.13 no.3
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• pp.47-66
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• 2012

This paper aims at investigating and identifying the factor that has led the back and forth relationship between China and the United States since 1989. Previous studies on this subject addressed the issue by taking either of two approaches: one with the micro view that interprets the back and forth relationship in the context of the end of the Cold war, on other hand, with the macro view that interprets the fragile relationship in the context of the rise of China. However, neither of the approaches explains with sufficiency the question at hand. Hence for the inquiry, this article suggests a fresh view by exploring alternative method of using a cognitive map of each nation's leader, Jiangzemin and Bill Clinton. This article provides an empirical analysis through the Selected works of Jiangzemin and the speeches of Bill Clinton in 1998 for the first time in the field of Sino-US relationship studies in Korea. With the results of the cognitive map analysis, we can reach the following four points. Firstly, indicators of the forth relationship between China and the US are: i) the recognition by Bill Clinton on the importance of China's economic growth and; ii) the US's cooperation of science technology with China. Second, the conflict between China and the US results from the discordance of opinions on the matter of human rights and military power. Second, the conflict will inevitably arise on environmental issues around the globe including a global warming. Third, while China has yet to find a legitimate reason to agree upon these issues with the US, the US urges China of its cooperation. Lastly, Both China and the US attach great importance to the alliance with Japan. This implicates that relatively, issues involving Japan take more control in the China-US relationship, than those of Korea Peninsula.

• Journal of Korean Society of Rural Planning
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• v.12 no.3 s.32
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• pp.1-11
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• 2006

After the 2000's, the rural village development projects are designated as participatory rural village development programs and projects. The purpose of this study is to draw a scheme to facilitate resident's participation in rural village development project by exploring the factors influencing resident's participation. For this, in Namsa rural theme village in Dansung-myon, Sanchung-gun, Kyongnam Province, the data were collected through field surveys and interviews residents residing in this village. In addition, observations studies and an opinion survey of the persons concerned in the presentation meetings were also conducted. I investigated and analysed the activation factors and the characteristics of residents' participation, and amenity resources which were essential for community planning including the planning-establishment, theme-searching and development of experience program. Through this study, I drew findings as follows; 1) The leader's leadership and residents' positive participation are very important activation factors in the first stage of rural viability. 2) And then, the external support and concern, the establishment of short-and long-term community planning, and the rural-income increase through the development of amenity resources play important roles as activation factors in the successive stage of rural viability. Based on the results of this study, the following recommendations were made. In order to improve the level of resident's participation in rural village development programs and projects, it is necessary to evaluate their successes, failure, barriers and the positive correlation between their success more delicately. In addition to this, it must be suggested the better model for participatory rural village development programs for the further enhancement and improvement of rural village development projects.

• Journal of Digital Convergence
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• v.12 no.12
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• pp.139-149
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• 2014

This paper aims to examine the moderate effects of LMX on the relationships between appraisal justice and organization commitment. Additionally, This study is to identify the influences of appraisal justice on the organization commitment in the organization. To accomplish these purposes, the main factors of the appraisal justice such as distributive justice, procedural justice and interactional justice were found from the previous studies. This study used the statistical techniques such as descriptive analysis, reliability analysis, discriminant analysis, factor analysis, correlation analysis, multi regression analysis, and hierarchical regression analysis. The following are the summary of hypothesis test: First, all three justice factors are essential to enhance the level of organizational commitment in appraisal about employee of enterprises. Second, interactional justice among factors of appraisal justice have differential influence on organization commitment by LMX.

• Journal of the Korean Home Economics Association
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• v.44 no.10
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• pp.21-34
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• 2006

The purpose of this study is to define the roles of the central, district, and municipal Healthy Family Support Centers in order to establish their individual identities. Two hundred twenty-five 225 subjects were surveyed with a questionnaire about the role of each Healthy Family Support Center. The subjects of this study were professors, public officials and staff who were in charged of the Healthy Family Support Centers. This study revealed the following results. First, the central Healthy Family Support Center should playa supportive role to develop and propagate a variety of programs which can be used for the clients in the district and municipal Healthy Family Support Centers. Second, roles of the district Healthy Family Support Center are highly recognized not only for their supportive role in activating municipal Healthy Family Centers but also for their publicity role in them. Finally, the most necessary role of the municipal Healthy Family Support Center is to manage family counseling and family education. In order to accomplish the roles of each Healthy Family Support Center, the mutual relationship among central, district, and municipal Healthy Family Support Centers should be horizontal. Moreover, district Healthy Family Support Centers should be promptly established in order to enable for the central Center to play its roles properly.

• Korean journal of food and cookery science
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• v.22 no.3 s.93
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• pp.259-269
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• 2006

The purposes of this study were to measure the correlation between leadership style and job satisfaction in family restaurants, and to compare the effectiveness of two different styles of leadership: transformational and transactional. The questionnaire used in this study was designed to measure all variables in the research model, and was made two kinds for employees and for managers. It was distributed to 550 employees and 12 managers in 16 stores of 4 family restaurants, from September 10 to October 7, 2004. A total of 303 usable employees' questionnaires were received, giving a 55.0% response rate, and all of managers responded. Statistical data analysis was completed using SPSS Win(11.0) for the following analyses: descriptive, reliability, factor, ANOVA, correlation and cluster. The results were as follows. First, the most influential leader was the senior staff in most of the hierarchies that were studied. Second, transformational leadership had a positive correlation with job satisfaction for family restaurant employees, while transactional leadership had a negative correlation. Third, using cluster analysis, four leadership groups were identified: transformational(44%), transactional(29%), a combination of both styles(4%), and unidentifiable style(23%). Fourth the transformational leadership group produced e highest rates job satisfaction for family restaurant employees. The transactional leadership group produced the lowest job satisfaction. According to the results, the most reasonable leadership style in family restaurants is transformational leadership.