• KDI Journal of Economic Policy
• /
• v.34 no.3
• /
• pp.95-131
• /
• 2012

This study examines whether the executive turnover and the executive resignation during the term of office affect the performance of Korean state-owned enterprises. The executive turnover in the paper means the comprehensive change of the executives which includes the change after the term of office, the change after consecutive terms and the change during the term of office. The 'resignation' was named for the executive change during the term of office to distinguish from the executive turnover. The study scope of the paper is restrained to the comprehensive executive change itself irrespective of the term of office and the resignation during the term of office. Therefore the natural change of the executive after the term of office or the change after consecutive terms is not included in the study. Spontaneous resignation and forced resignation are not distinguished in the paper as the distinction between the two is not easy. The paper uses both the margin of return on asset and the margin of return on asset adjusted by industry as proxies of the performance of state-owned enterprises. The business nature of state-owned enterprise is considered in the study, the public nature not in it. The paper uses the five year (2004 to 2008) samples of 24 firms designated as public enterprises by Korean government. The analysis results are as follows. First, 45.1% of CEOs were changed a year during the sample period on the average. The average tenure period of CEOs was 2 years and 3 months and 49.9% among the changed CEOs resigned during the term of office. 41.6% of internal auditors were changed a year on the average. The average tenure period of internal auditors was 2 years and 2 months and 51.0% among the changed internal auditors resigned during the term of office. In case of outside directors, on average, 38.2% were changed a year. The average tenure period was 2 years and 7 months and 25.4% among the changed internal directors resigned during the term of office. These statistics show that numerous CEOs resigned before the finish of the three year term in office. Also, considering the tenure of an internal auditor and an outside director which diminished from 3 years to 2 years by an Act on the Management of Public Institutions (applied to the executives appointed since April 2007), it seems most internal auditors resigned during the term of office but most outside directors resigned after the end of the term. Secondly, There was no evidence that the executives were changed during the term of office because of the bad performance of prior year. On the other hand, contrary to the normal expectation, the performance of prior year of the state-owned enterprise where an outside director resigned during the term of office was significantly higher than that of other state-owned enterprises. It means that the clauses in related laws on the executive dismissal on grounds of bad performance did not work normally. Instead it can be said that the executive change was made by non-economic reasons such as a political motivation. Thirdly, the results from a fixed effect model show there were evidences that performance turned negatively when CEOs or outside directors resigned during the term of office. CEO's resignation during the term of office gave a significantly negative effect on the margin of return on asset. Outside director's resignation during the term of office lowered significantly the margin of return on asset adjusted by industry. These results suggest that the executive's change in Korean state-owned enterprises was not made by objective or economic standards such as management performance assessment and the negative effect on performance of the enterprises was had by the unfaithful obeyance of the legal executive term.

• Korean Association of Arts Management
• /
• no.55
• /
• pp.115-154
• /
• 2020

This paper examines the professional qualifications of the directors of important public art museums in Korea in comparison to museums outside Korea through analysis of the directors' primary qualifications, including academic background, major, career experience, and study abroad experience, as well as secondary qualifications, including length of tenure, age, gender, and alma mater, which can indirectly the hiring process for directors. The museums examined in this study are separated into three geographical categories - 1. Seoul, 2. the Seoul Metropolitan Area, and 3. locations in Korea outside the Seoul Metropolitan Area - to analyze how the influence of primary and secondary qualifications differs across geographies. Additionally, this study looks at how the professional qualifications of directors in Korea compare to the qualifications of directors outside Korea to identify the idiosyncrasies of the Korean system. It finds that directors in Korea, in general, have a shorter length of tenure, are older, are more likely to be female, and are less likely to be foreign than the directors of overseas museums. Experience-wise, directors in Korea often have experience working as art experts, artists, and art professors, but their backgrounds differ depending on the region in which they are working. Although directors in Korea have, across the board, studied abroad and graduated from prestigious universities, there are noticeable differences across the three geographical locations looked at. Notably, in Korea, the proportion of directors who majored in practical skills is high, while in the case of directors overseas, the proportion of those who majored in art history is high. In addition, while a high percentage of directors are graduates of Hongik University regardless of their museum's location, graduates of Seoul University are mainly concentrated in the Seoul and Seoul Metropolitan Areas. Museums outside the Seoul Metropolitan Area, on the other hand, often hire directors who have graduated from a nearby university. These differences mark a contrast between Korean museums and museums overseas, which generally hire directors who have graduated from prestigious universities, regardless of geographical location.

• Korean Journal of Community Nutrition
• /
• v.14 no.6
• /
• pp.846-860
• /
• 2009

We investigated the foodservice management practices in various operation types of childcare centers in Asan, Chungnam Province, with the intention of improving the quality of foodservice and providing the basic information for establishing more effective and efficient foodservice model system. Self-completed questionnaires were collected from the directors of 174 child care centers. The statistical analysis was completed using SPSS Ver. 12.0 program. The followings are about the results of this study. Approximately 94.8% of the directors were women with the average age of 40.3. All of the investigated facilities executed foodservice; the facilities of 96.2% had been self-operated, 1.9% was contract-managed and the remaining 1.9% served delivered meal from outside. Only 20.0% of the investigated centers employed a dietitian. In most of the centers, meals were prepared in a conventional manner and approximately 85.3% of the centers are serving only snacks twice a day as a supplementary due to financial difficulties. Menu planner of the facilities, which have no dietitian was the director (35.8%) or the cook (25.7%). In most centers, the directors purchased the food materials (67.5%). Material inspection was done by the director (54.9%) or the cook (40.5%). However, home care centers did not inspect the food material. These results indicate that food service management guidelines need to be established by the facility type with the government control and financial support. Especially, dietitian employment and the efficient foodservice model system establishment are questions that confront us.

• Journal of the Korea Convergence Society
• /
• v.13 no.1
• /
• pp.365-373
• /
• 2022

The purpose of this study is to determine the effect of concurrent appointment as a director on the quality of the internal accounting management system (IACS). For analysis, 9,343 KOSPI & KOSDAQ company-year data from 2014-2019, excluding the financial industry, were used. As a result of the analysis, it was confirmed that the quality of IACS decreased as the number of multiple positions in the director increased. Although there is a difference in the roles of inside and outside directors, it was found that the quality of IACS decreases equally as the number of board members. According to the business hypothesis, this can be said to be the result of the agency problem within the company because directors, who were more busy with concurrent positions as directors, did not put sufficient effort into their work. This study suggests that information on the concurrent position of directors can be a new indicator that reflects the characteristics of the board in evaluating the effectiveness of corporate governance.

• Journal of Korean Academy of Nursing
• /
• v.30 no.5
• /
• pp.1156-1169
• /
• 2000

The study was aimed at developing an independent hospice center model that would be best suited for Korea based on a literature review and the current status of local and international hospices. For the study, five local and six international hospice organizations were surveyed. Components of the hospice center model include philosophy, purpose, resources (workers, facilities, and equipment), allocation of resources, management, financial support and hospice team service. The following is a summary of the developed model: Philosophies for the hospice center were set as follows: based on the dignity of human life and humanism, help patients spend the rest of their days in a meaningful way and accept life positively. On the staff side, to pursue a team-oriented holistic approach to improve comfort and quality of life for terminally ill persons and their families. The hospice center should have 20 beds with single, two, and four bed rooms. The center should employ, either on a part-time or full-time basis, a center director, nurses, doctors, chaplains, social workers, pharmacists, dieticians, therapists, and volunteers. In addition, it will need an administrative staff, facility managers and nurses aides. The hospice should also be equipped with facilities for patients, their families, and team members, furnished with equipment and goods at the same level of a hospital. represented by a center director who reports to a board and an advisory committee. Also, the center director administers a steering committee and five departments, namely, Administration, Nursing Service, Social Welfare, Religious Services, and Medical Service. Furthermore, the center should be able to utilize a direct and support delivery systems. The direct delivery system allows the hospice center to receive requests from, or transfer patients to, hospitals, clinics, other hospice organizations (by type), public health centers, religious organizations, social welfare organizations, patients, and their guardians. On the other hand, the support delivery system provides a link to outside facilities of various medical suppliers. In terms of management, details were made with regards to personnel management, records, infection control, safety, supplies and quality management. For financial support, some form of medical insurance coverage for hospice services, ways to promote a donation system and fund raising were examined. Hospice team service to be provided by the hospice center was categorized into assessment, physical care, emotional care, spiritual care, bereavement service, medication, education and demonstrations, medical supplies rental, request service, volunteer service, and respite service. Based on the results, the study has drawn up the following suggestions: 1. The proposed model for a hospice center as presented in the study needs to be tested with a pilot project. 2. Studies on criteria for legal approval and license for a hospice center need to be conducted to develop policies. 3. Studies on developing a hospice charge system and hospice standards that meet local conditions in Korea need to be conducted.

• Parasites, Hosts and Diseases
• /
• v.47 no.3
• /
• pp.269-273
• /
• 2009

A 57-year old man who was admitted to an emergency room of a tertiary hospital with hemoptysis developed malarial fever 19 days later and then died from severe falciparum malaria 2 days later. He had not traveled outside of Korea for over 30 years. Through intensive interviews and epidemiological surveys, we found that a foreign patient with a recent history of travel to Africa was transferred to the same hospital with severe falciparum malaria. We confirmed through molecular genotyping of the MSP-1 gene that Plasmodium falciparum genotypes of the 2 patients were identical. It is suggested that a breach of standard infection control precautions resulted in this P. falciparum transmission between 2 patients in a hospital environment. This is the first report of a nosocomial transmission of falciparum malaria in Korea.

• Journal of Veterinary Science
• /
• v.25 no.1
• /
• pp.7.1-7.7
• /
• 2024

Background: Infections of cats with Echinococcus granulosus is uncommon because the cat is not part of the parasite life cycle that a carnivorous and another herbivore represent. Nevertheless, it occurs incidentally when eating food or drinking water contaminated with the worm's larva, especially with the presence of the definitive host (dogs), in this case, the infections are concentrated in stray or outside cats. For this reason, this study examined the possibility of cat infection with E. granulosus and diagnosed the common genotype of this infection. Objective: This study examined the possibility of cat infection with E. granulosus and diagnosed the common genotype of this infection. Methods: Four of the 37 cats that had died in different accidents developed cystic echinococcosis (CE). The cytochrome c oxidase subunit I (COX1) gene was initially amplified and sequenced to determine if these cysts belonged to E. granulosus, in beginning. The DNA fragments resulting from sequencing were then compared and aligned with other sequences using the Gene Bank database. Finally, a phylogenetic tree was drawn according to the sequence data obtained from cox1 genes sequencing, and the MEGA 7.0 phylogenetic analysis program was utilized. Results: Four different sequences were deposited in the Gen Bank with accession numbers (ON795961 to ON795964), all of which belong to the G1 genotype. Approximately 84% and 100% of these sequences aligned with G1 (AB622277.1) and G1 (MG722980.1), respectively. Conclusions: G1 is the dominant genotype that causes cat infections, even though the cat's EC infection was incidental.

• Cartoon and Animation Studies
• /
• s.47
• /
• pp.1-29
• /
• 2017

360-degree virtual reality has been a technology that has been available for a long time and has been actively promoted worldwide in recent years due to development of devices such as HMD (Head Mounted Display) and development of hardware for controlling and executing images of virtual reality. The production of the 360 degree VR requires a different mode of production than the traditional video production, and the matters to be considered for the user have begun to appear. Since the virtual reality image is aimed at a platform that requires enthusiasm, presence and interaction, it is necessary to have a suitable cinematography. In VR, users can freely enjoy the world created by the director and have the advantage of being able to concentrate on his interests during playing the image. However, the director had to develope and install the device what the observer could concentrate on the narrative progression and images to be delivered. Among the various methods of transmitting images, the director can use the composition of the short. In this paper, we will study how to effectively apply the technique of directing through the composition of this shot to 360 degrees virtual reality. Currently, there are no killer contents that are still dominant in the world, including inside and outside the country. In this situation, the potential of virtual reality is recognized and various images are produced. So the way of production follows the traditional image production method, and the shot composition is the same. However, in the 360 degree virtual reality, the use of the long take or blocking technique of the conventional third person view point is used as the main production configuration, and the limit of the short configuration is felt. In addition, while the viewer can interactively view the 360-degree screen using the HMD tracking, the configuration of the shot and the connection of the shot are absolutely dependent on the director like the existing cinematography. In this study, I tried to study whether the viewer can freely change the cinematography such as the composition of the shot at a user's desired time using the feature of interaction of the VR image. To do this, 3D animation was created using a game tool called Unreal Engine to construct an interactive image. Using visual scripting of Unreal Engine called blueprint, we create a device that distinguishes the true and false condition of a condition with a trigger node, which makes a variety of shorts. Through this, various direction techniques are developed and related research is expected, and it is expected to help the development of 360 degree VR image.

• The Journal of the Korea Contents Association
• /
• v.15 no.4
• /
• pp.234-245
• /
• 2015

This study was to investigate the effects of interpersonal relationships on job satisfaction of home-visiting care helpers and the category of interpersonal relationships was subdivided into elderly clients, guardians, colleagues and directors considering the person-to-person nature of home-visiting care helper's job characteristics. A group of 336 care helpers who engaged in home-visiting care service providing facilities in Daejeon City was selected as a research subject, and the data were analyzed with SPSS 22.0 program using reliability, frequency, correlation and hierarchical multiple regression. The results for the final analysis revealed that the effect of socio-demographic features was not significant while, among characteristics of job performances, work priority, turnover experience, and career choice reasons turned out to have significant impacts on job satisfaction. In particular, interpersonal relationships except the one with guardians were found to be the most influential variables and the effects of those relationships on job satisfaction were significant. The influencing power was stronger in relationships with director, elderly clients, and colleagues in order, and the job satisfaction level was higher as they were in better relationships with director, elderly clients, and colleagues. The results of this research shows that it is necessary to set an atmosphere where harmonious interpersonal relationships can be formed inside and outside of facilities in order to improve job satisfaction of home-visiting care helpers.

• Journal of Korean Academy of Fundamentals of Nursing
• /
• v.12 no.3
• /
• pp.404-412
• /
• 2005

Purpose: This study was done to examine the correlations between personality type and job satisfaction of nurses. Methods: Subjects included three hundred twelve nurses ages from 21 to 55. The Myers-Briggs Type Indicator(MBTI) was administered to determine the personality types of the nurses(n=312). A job satisfaction survey including a demographic and career questionnaire was also used. Data were analyzed using ANOVA. Results: The mean score fur job satisfaction was 113.68 out of 205. The result showed that there was no statistically significant correlation between job satisfaction and information gathering functions, S: Sensing, N: Intuition (t=.667, p=.499), T; Thinking, F; Feeling (t=.822, p=.412). The results, however, indicated that style for gaining energy(I: Introversion, E: Extroversion)(t=2.008, p=.046) and life dealing style(J : Judgement, P : Perception)(t=2.290, p=.023) were significantly correlated with job satisfaction. The extrovert focuses on the outside and get energy through interacting with people and doing things. Judgement type is described as organized, decisive, and orderly. Conclusion: Nurses in the extrovert and judgement types were more satisfied with their Jobs than those in the introvert and perceptive type. Other results support that educational level, marital status, job characteristics, clinical experiences, motivation for nursing, and night duty were correlated with job satisfaction.