• Journal of the East Asian Society of Dietary Life
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• v.9 no.1
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• pp.100-106
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• 1999

The antioxidative effect of leaves of Cedrela sinensis on 0.1M-linoleic acid was compared with some commercial antioxidants during storage at 50$\pm$2$^{\circ}C$ for 20 hours, and on soybean oils at 60$\pm$2$^{\circ}C$ for 30days. In the oxidation of linoleic acid, antioxidative effects of various leaves of Cedrela sinensis extracts and other antioxidants were shown in the following orders: 3% leave of Cedrela sinensis methanol extract＞1% leave of Cedrela sinensis methanol extract＞0.02% BHT＞3% leave of Cedrela sinensis ethyl acetate extract＞0.5% leave of Cedrela sinensis methanol extract＞0.02% tocopherol＞leave of Cedrela sinensis methanol extract 0.1, 0.02%＞leave of Cedrela sinensis ethyl acetate extract 1, 0.5, 0.1, 0.02%＞control, while in the oxidation of soybean oil, 1% leave of Cedrela sinengis methanol extract＞0.02% BHT＞3% leave of Cedrela sinengis methanol extract＞0.02% tocopherol＞control. The relative antioxidant effectiveness (RAE) were shown to be available in all substrates and the best effect was shown in substrate added compound of 3% leave of Cedrela sinensis methanol extract.

• Korea Trade Review
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• v.42 no.6
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• pp.69-85
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• 2017

In 2014, India legalized corporate social responsibility(CSR) for foreign companies and enforced it. Meanwhile, one of the Korean companies' concerns is that the turnover rate of employees is very high. Therefore, this study was conducted in four dimensions. First, Korean IT companies in India ought to work on CSR activities so this study investigates to see if CSR can reduce employee turnover rate. Second, the study is to verify whether job embeddedness plays mediating role in the relationship between CSR and 'intention to leave'. Third, the study is also to verify whether organizational identification plays mediating role in the relationship between CSR and 'intention to leave'. Lastly, the study is also to verify whether job embeddedness and organizational identification show dual mediation effect in the relationship between CSR and 'intention to leave'. The results of the study are as follows ; First, CSR does not make any significant effect on 'intention to leave'. Second, job embeddedness and organizational identification show dual mediation effect in the relationship between CSR and 'intention to leave'. So if Korean IT firms in India conduct CSR activities strategically, the activities can eventually reduce the propensity of 'intention to leave'. Based on the results, several implications on Korean IT firms are suggested for reducing the propensity of 'intention to leave' in India, effectively.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.3
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• pp.310-319
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• 2012

Purpose: The purpose of this study was to analyze emotional labor factors influencing job satisfaction, intent to leave, and nursing performance of clinical nurses. Method: The participants were 384 clinical nurses working in a hospital. Study design was cross sectional survey. Subcategories of emotional labor (frequency of emotional labor, attentiveness of emotional display, mismatch of emotions) of emotional labor were dependent variables. Job satisfaction, intent to leave, and nursing performance were independent variables. Data were analyzed by hierarchial multiple regression. Results: The strength of emotional labor of nurses was similar for all participants in spite of differences in age, position, and clinical career. Total score for emotional labor was 3.21, frequency of emotional labor 3.34, attentiveness of emotional display 3.41, and mismatch of emotions 2.87. Mismatch of emotions influenced job satisfaction (F=12.53, p<.001) $R^2$ 27%, intent to leave (F=8.51, p<.001) $R^2$ 19%, and nursing performance (F=5.80, p<.001) $R^2$ 15%, Conclusion: These findings indicate that the factor (mismatch of emotion) is an important variable for clinical nurses in human resource management. Therefore, nurse managers should consider this factor for the improvement of organizational effectiveness.

• The Journal of the Convergence on Culture Technology
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• v.4 no.4
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• pp.145-154
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• 2018

The aim of this study is to analyze the policy effects of child care leave focusing on the childbirth in South Korea. This instituion of child care leave orinignally seeks to harmonize the work and family. The instituion is increasingly fortified in the receipants and benefits. This study analyze the policy effect of the institution using difference-in-difference method and Korea Welfare Panel Data. The result of the analysis suggest that substantial expansion of child care leave and family-friendly labor environment rebuilding are important.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.3
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• pp.276-285
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• 2010

Purpose: The purpose of this study was to investigate the effects of organizational justice and dispositional affectivity on job satisfaction and intent to leave among nurses. Methods: The sample of this study consisted of 274 nurses from 2 general hospitals located in Incheon. Data were collected with self-administered questionnaires and were analyzed by hierarchical multiple regression. Results: Distributive and interactional justices had positive impacts on nurses' job satisfaction. Distributive, procedural and interactional justices had negative impacts on nurses' intent to leave. It was found out that positive affectivity significantly moderated the effect of interactional justice on job satisfaction while dispositional affectivity did not significantly moderate the effect of organizational justice on the intent to leave. Conclusion: The results imply that hospital administrators should pay attention to the dispositional affectivity of nurses to increase their job satisfaction. Further, hospital needs to maintain organizational justice to reduce nurses' turnover.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.15 no.4
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• pp.64-82
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• 2007

In this study, the work attitude of flight attendants who were performing emotional labor, had been explored. The organizational support system had been analysed to test its effect as a moderator on increasing positive job attitudes. It was found emotional labor had influence on work attitude of flight attendants. Emotional labor consisted in this study deep acting and surface acting. First, deep acting found positively related with job satisfaction and organizational commitment, negatively related with intention to leave. Second, surface acting negatively related with job satisfaction and positively related with intention to leave. This study put organizational support systems as moderator. First, Training has moderating effect on the relationship between deep acting. Organizational support has moderating effect on the relationship between deep acting, intention to leave. Counselling has moderating effect on the relationship between deep acting, job satisfaction. Peer support has same effect on the relationship between deep acting and intention to leave.

• Proceedings of the Korean Information Science Society Conference
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• 2011.06a
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• pp.316-319
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• 2011

그룹 키 협정 (Group key agreement)1)은 그룹 내의 노드 (member)가 하나의 비밀 키 (secret key)를 공유하도록 하는 프로토콜이다. 이 때, 그룹 키를 맺는 시간을 줄이기 위해 메시지의 수, 지수연산, 라운드 수가 적을수록 좋다. 그렇기 때문에 기존의 연구들에서는 이러한 요소들을 고려하여 프로토콜을 구성하였다. 하지만 그룹 내의 노드들이 계속 머무르는 상태에서 똑같은 그룹을 형성하는 것이 아니라 중간에 어떤 노드가 그룹을 떠나는 경우 (leave)도 있고 새로운 노드가 들어오는 경우 (join)도 있다. 또한, 그룹이 빠지는 경우 (group leave)도 있고, 그룹이 들어오는 경우 (group join)도 있다(Group Dynamics). 이러한 시나리오는 충분히 발생할 수 있기 때문에 이러한 요소들도 고려하여 프로토콜을 구성해야 한다. 그래서 이논문에서는 그룹 노드들의 join과 leave, 그룹들 간의 join, leave가 빈번한 경우도 고려하여 프로토콜을 제시할 것이다.

• Asia-Pacific Journal of Business
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• v.14 no.3
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• pp.17-24
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• 2023

Purpose - The objective of this research is to investigate how lowering labor market frictions for female workers affects corporate social responsibility (CSR). Design/methodology/approach - We utilize the staggered adoption of state-level Paid Family Leave (PFL) acts in the U.S. These acts provide significant flexibility for female employees by mandating paid leave for a family or medical events. Our study is based on a sample of 30,027 publicly traded firms in the U.S. from 1991 to 2012. We employ a difference-in-differences research design, considering treated firms as those headquartered in states that enacted PFL laws. Findings - We find that there is a significant increase in the firms' CSR performance following the adoption of the PFL, suggesting that lowering the labor market frictions for female workers encourages firms to invest in CSR initiatives. Research implications or Originality - This study informs policy makers that PFL enables firms to reduce costly employee turnover and results in an increase in CSR performance.

• Korean Architects
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• s.632
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• pp.225-227
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• 2021

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.87-103
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• 2012

The purpose of this study is to investigate the determinants of intent to leave among workers at long-term care institutions in South Korea. The model represents a revision of the Price(2001) model which extends previous research by providing a comprehensive review of the economic, psychological, sociological literature. This study also examined the moderating effects of values toward independent variables on the job satisfaction and organizational commitment. The sample used in this study consisted of 400 workers from 9 long-term care hospitals and facilities nationwide. Data were collected with self-administered questionnaires and analysed using multiple regression analysis and path analysis. The main results of the study were as follows. The variance of job satisfaction and organizational commitment explained by the independent variables used in the study are 74.5% and 76.3% respectively. The results of this study revealed that the following variables have significant negative effects on intent to leave among workers; organizational commitment, job satisfaction, positive affectivity, supervisor support, job significance, job security, job growth. And the following variables have significant positive effects on intent to leave among workers; job opportunity, negative affectivity. This result is same when the moderating role of values were considered in the analysis. Among demographic variables, only age was found to have a significant positive effect on the intent to leave among workers.