• Journal of Korean Academy of Nursing Administration
• /
• v.4 no.1
• /
• pp.193-214
• /
• 1998

The purpose of the present study was to examine the causal model of nurses' organizational commitment. Based on literature review and Fishbein's behavioral intentions model ((Fishbein. 1967: Fishbein & Ajzen. 1975). the organizational commitment was conceptualized within a motivational framework that mediate between antecedents variables and outcome variables. Antecedent variables were pay, promotional chances. continuing education opportunity. rigidity of the administration. paticipative decision making, latitude, group support, role conflict, work load, need for achievement. experience and pride for professional nursing. Outcome variable was turnover intention. The subjects were 373 nurses who were working at 2 large general hospitals located in Seoul. It represents a response rate of 94%. Data for this study was collected from August 29 to September 22 in 1997 by Questionnaire. Path analysis with LISREL 7.16 prigram was used to test the fit of the proposed conceptual model to data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however. that path analysis can not count measurment errors: measurement error can attenuate estimates of coefficient and explanatory power. Nontheless the model revealed considerable explanatory power for organizational commitment (58%), pride for professional nursing (50%) and turnover intention(40%). In predicting nurses' organizational commitment, the findings of this study clearly demonstrated 'the pride for professional nursing' might be the most important variables of all the antecedent variables. Group support, role conflict, need for achievement were also found to be important determinants for the organizational commitment and turnover intention, The result showed experience might be a predictor for 'pride for professional nursing' and 'turnover intention' but not 'organizational commitment', 'Rigidity of the administration' and latitude were also found to have important roles in predictingr the organizational commitment, while participative decision making might have an impact on turnover intention. On the other hand promotional chance had an influence on all the outcome variables, while pay only on turnover intention. In predicting turnover intention, the result clearly revealed 'the pride for professional nursing' and 'organizational commitment' might be the most powerful predictors among all the variables. Theses results were discussed, including directions for the future research and practical implications drawn from the research were suggested.

• Journal of Korean Academy of Nursing Administration
• /
• v.4 no.1
• /
• pp.183-214
• /
• 1998

The purpose of the present study was to examine the causal model of nurses' organizational commitment. Based on literature review and Fishbein's behavioral intentions model ((Fishbein, 1967;Fishbein & Ajzen. 1975), the organizational commitment was conceptualized within a motivational framework that mediate between antecedents variables and outcome variables. Antecedent variables were pay, promotional chances, continuing education opportunity, rigidity of the administration, paticipative decision making, latitude, group support, role conflict, work load, need for achievement, experience and pride for professional nursing. Outcome variable was turnover intention. The subjects were 373 nurses who were working at 2 large general hospitals located in Seoul. It represents a response rate of 94%. Data for this study was collected from August 29 to September 22 in 1997 by Questionnaire. Path analysis with LISREL 7.16 prigram was used to test the fit of the proposed conceptual model to data and to examine the causal relationships among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however, that path analysis can not count measurement errors; measurement error can attenuate estimates of coefficient and explanatory power. Nontheless the model revealed considerable explanatory power for organizational commitment (58%). pride for professional nursing (50%) and turnover intention(40%). In predicting nurses' organizational commitment. the findings of this study clearly demonstrated 'the pride for professional nursing' might be the most important variables of all the antecedent variables. Group support. role conflict, need for achievement were also found to be important determinants for the organizational commitment and turnover intention. The result showed experience might be a predictor for 'pride for professional nursing' and 'turnover intention' but not 'organizational commitment'. 'Rigidity of the administration' and latitude were also found to have important roles in predictor for the organizational commitment, while participative decision making might have an impact on turnover intention. On the other hand promotional chance had an influence on all the outcome variables, while pay only on turnover intention. In predicting turnover intention, the result clearly revealed 'the pride for professional nursing' and 'organizational commitment' might be the most powerful predictors among all the variables. Theses results were discussed, including directions for the future research and practical implications drawn from the research were suggested.

• The Journal of the Korea Contents Association
• /
• v.15 no.11
• /
• pp.104-114
• /
• 2015

Seomin has been used frequently in mass media and political discussion. However, who is Seomin, how to define Seomin, and whether Seomin and middle class are different has been rarely discussed. This study conducted both national level of survey and in-depth interviews and explored how to define Seomin and who respondents think as Seomin. The majority of respondents consider themselves as Seomin and that monthly income is the most important criteria to define Seomin. Seomin was considered as those who have high school education and 200~300(million won) monthly income, live in a rented house, and work as a small-scale self-employer, skilled laborer, and low level of white collar workers. Also, Seomin is a precarious group which can achieve upward or downward mobility and is located between low and middle class. Those who have Seomin identity tend to have pride in their social status and hope for upward mobility rather than depreciate their social status or envy the middle class. In order for Seomin to be able to achieve upward mobility and to maintain pride in current status, diverse social policies are needed. Further analyses on examining characteristics and policy needs of Seomin are needed.

• Journal of Korean Academy of Fundamentals of Nursing
• /
• v.18 no.2
• /
• pp.226-236
• /
• 2011

Purpose: The purpose of this study was to determine the meaning of the adaptation experiences of new ICU nurses who were working in a newly established university hospital. The study was based on phenomenological research methodology. Method: Data were collected over 3 months through in depth interview with 6 new nurses who had worked less than 1 year in a newly established ICU of university hospital of less than 1 year located in Y city. The Colaizzi analysis method was used for data analysis. Results: The themes were classified into 13 themes clusters. The 13 themes clusters were finally grouped into 6 categories, 'The endlessness of a new beginning', 'Pressure of work due to lack of senior nurses', 'Wanting to quit', 'Attachment for the complete hospital and ICU', 'Preciousness of colleagues', 'Pride in self-growth'. Conclusion: New ICU nurses have a difficult time due to pressures of work and lack of expert knowledge, and anxiety adds to these problems making the situation more difficult. The study results indicate that professional knowledge and skills learned through repetition of difficult work, pride through self growth, recognition from others and good-fellowship are driving forces to overcome obstacles and with stand difficult daily work.

• Convergence Security Journal
• /
• v.14 no.3_1
• /
• pp.71-77
• /
• 2014

Students in the NCO department who have concluded the agreement with army headquarters, exercise camp education environment and the method on how to carry out the education. In order to raise awareness on NCOs and obtain pride as a future army NCO, army field training is held once a year. The stress on the education is the establishment of national security awareness, proficiency in basic army training, awareness of NCO pride, and basic posture as a soldier. The demand for commissioning only those with satisfactory army field training results is becoming stronger. The satisfaction of the education states a clear goal as a future NCO. This army field training has a meaning when the demands and expectations of the trainee leads to a form of commissioning.

• The Research Journal of the Costume Culture
• /
• v.23 no.3
• /
• pp.412-424
• /
• 2015

The purpose of this study was to analyze the meaning of soul fashion in American pop culture. This study was conducted using a literature research method based on the prior theses, journals and relevant books. Soul as a concept, originated in African-American communities and evolved from the ideology of Black Power, which prompted Black Nationalism. Soul fashion, which took on two styles in African American culture began to embody black resistance and community pride in the late 20th century. One of these, hip-hop style represented the message of resistance and a sense of beauty outside the mainstream. The other, African-inspired fashion, which utilized a look inspired by African tradition, rejected white supremacy by expressing a proud dignity. As a result, the meaning of "soul" in soul fashion represented by American pop culture resulted in contrasting appearance due to different elements. First, one of its meanings is ironic and sarcastic, and it expressed historical trauma, cultural stereotypes, self-hatred, and self-degradation and, the self-mutilation of African-American by cynically distorting their silhouettes and, using modified materials and patterns, fantastic colors, and extraordinary accessories. Second, the other meanings is the pride and dignity of Black Power, which visualized the concentration of ideas implied by the tradition of African-American, through soul fashion by using fierce traditional of African costumes, unique patterns and accessories.

• SUVANNABHUMI
• /
• v.15 no.1
• /
• pp.229-254
• /
• 2023

This study observes the language attitude and maintenance of the border community in Telok Melano, Lundu (Sarawak, Malaysia) and Desa Temajuk, Sambas (West Kalimantan, Indonesia). The main objective of this study is to study the language attitudes of two cross-border community who shares the socio-cultural, language, and economic realms. The research data is collected qualitatively through conversation recordings, face-to-face interviews, and participant observations. In this preliminary study, twelve informants (six from Telok Melano and six from Desa Temajuk) were chosen based on the quota sampling method. The questions for the interview were set according to three characteristics of language choice proposed by Garvin and Mathiot (1968), namely language loyalty, language pride, and the awareness of norms. The result of this study indicates that language loyalty, language pride, and awareness of the norms towards the speakers' mother tongue and national language are relatively high. In terms of identity maintenance issues, this study found that the community in Telok Melano (Sarawak), originally identify themselves as "Sambas Malays," shifted to "Sarawak Malays" after the formation of Malaysia in 1963. This preliminary study serves as a basis for further research particularly on the complexity of issues concerned with the border communities in the Southwest of Sarawak.

• Journal of the Korean Society of Clothing and Textiles
• /
• v.48 no.3
• /
• pp.576-595
• /
• 2024

Bracelets have enjoyed extensive use among the Chinese since antiquity as decorative pieces credited with warding off evil forces and inviting auspicious fortune. This study aims to integrate traditional cultural elements, such as Yuan blue and white porcelain flower patterns, into modern design using 3D printing technology to create culturally inspired bracelets. To this end, bracelet designs from the top four museums on Taobao were examined. In addition, we analyzed online reviews of culturally themed bracelets using text mining and applying FEA criteria and found that Chinese consumers are easy to wear and sizable, enhance cultural pride, and drive the demand for artistically sophisticated bracelets. The research culminates in the development of a modular bracelet design inspired by flower motifs from blue and white ware of the Yuan dynasty, with an emphasis on iterative improvements based on reviewer feedback. The final design meets consumers' expressive and aesthetic needs while also maintaining cultural integrity and functionality. The aim of the study is to inspire pride in traditional culture, provide insights for fashion accessory industries, and promote the national image through the development of culturally inspired products.

• Journal of Korean Academy of Nursing Administration
• /
• v.10 no.1
• /
• pp.63-81
• /
• 2004

Purpose: To identify job satisfaction of hospital employees and the relating factors Methods: The study sample was a total of 1,031 healthcare workers(doctors, nurses, pharmacists, medical engineers, office workers, etc) at a tertiary teaching hospital. The data were collected using a questionnaire developed by a expert group. The questionnaire consisted of 21 items including job characteristics, organizational culture, and personal characteristics on the five Likert scale. Results: The overall satisfaction on job characteristics was 3.24 on the five Likert scale. The satisfaction of each item was 4.14 in role clarity, 3.26 in communication participating rate, 3.10 in work variety, 3.06 in autonomy, and 2.64 in workload. The overall satisfaction on organizational culture was 3.00. Particularly, the satisfaction on collaboration was 3.83, co-worker's support. 3.73, identity, 3.62, education/training opportunity, 3.12, pay, 2.62, welfare, 2.35, promotion, 2.34, and organizational conflict, 2.00. The level of satisfaction on personal characteristics was 3.00. In the satisfaction of each item, the score of disposition was 3.83, contribution to the hospital, 3.75, pride as a member of hospital, 3.70, and attitude on job performance, 3.68. The correlation between satisfaction and other variables was statistically significant with the exception of work variety. The satisfaction related significantly to loyalty index(r=.486, p=.000), autonomy(r=.415, p=.000), pride as a member of hospital(r=.411, p=.000), supervisor support(r=.364, p=.000). Conclusions: The results showed developing organizational strategy to promote job satisfaction can decrease the turnover rate and increase loyalty to the organization. It will contribute to enhance productivity in hospital.

• Journal of Plant Biotechnology
• /
• v.39 no.3
• /
• pp.140-145
• /
• 2012

The flowering locus T (FT) gene, of which expression will be controlled at high temperature by heat shock promoter (it printed as to HSproFT), was introduced into spray-type chrysanthemum (Dendranthema grandiflorum (Ramat.) Kitamura) 2 cultivars ('Pink PangPang' and 'Pink Pride' by co-cultivation with Agrobacterium tumefaciens strain C58C1 harboring pCAMBIA2300 containing the HSproFT gene. After leaf segments of the 2 cultivars were infected with the A. tumafaciens with C58C1 as explants, shoots were regenerated from the explants cultured on the $1^{st}$ selection medium (MS basal salts + 1.0 mg/L BA, 0.5 mg/L IAA + 10 mg/L kanamycin + 0.7% plant agar, pH 5.8). The shoots were transferred into the $2^{nd}$ selection medium (MS basal salts + 1.0 mg/L BA, 0.5 mg/L IAA + 20 mg/L kanamycin + 0.7% plant agar, pH 5.8). One hundred seventeen plantlets from 'Pink PangPang' and 5 ones from 'Pink Pride' were confirmed as transformants by PCR analysis. Twenty six of the transformants and non-transformants were acclimatized and established well in a green house. Eights of 26 transgenic lines showed flower bud 1.7~10 days earlier than nontransgenic plants, and 24 of them flowered 1~6 days earlier than non- transgenic plants. The shape and color of flower of all HSproFT-transgenic lines were not different with those of non- transgenic plants.