• The Journal of Korean Academic Society of Nursing Education
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• v.30 no.1
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• pp.39-48
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• 2024

Purpose: This study aimed to examine nurses' healthy behaviors during the coronavirus disease 2019 (COVID-19) pandemic and related factors. Methods: A cross-sectional study was adapted, and data were collected from 300 hospital nurses between August and November 2021. The nurses' characteristics, healthy behaviors, COVID-19 stress levels, health self-efficacy, and nursing professional pride were self-reported using structured questionnaires. Multivariable linear regressions were conducted to identify factors related to nurses' healthy behaviors. Results: Healthy lifestyle was the lowest among the subscales of healthy behaviors. Nurses' healthy behaviors were related to age (B=0.15, p=.021), COVID-19 stress level (B=-0.08, p=.007), nursing professional pride (B=0.19, p<.001), and health self-efficacy (B=0.38, p<.001). Conclusion: To enhance nurses' healthy lifestyles during the pandemic, organizational support is needed, such as ensuring facilities for rest or physical activities accessible from the hospital and supplying healthy food in hospitals. Younger nurses, nurses with high levels of COVID-19 stress, and nurses with lower health self-efficacy may benefit from hospital organizations that provide more support and guidance in promoting health behaviors. Furthermore, hospital organizations should promote professional pride by empowering nurses' efforts and reinforcing their values.

• Journal of the Korean Society of Clothing and Textiles
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• v.48 no.2
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• pp.269-281
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• 2024

This study analyzed the influence of consumers' perceptions and benefits sought from Hanbok on purchasing behavior. Selection criteria and purchase intentions were used to study Hanbok purchase behavior. Data were collected from 332 female respondents between the ages of 20 and 50 using questionnaires and analyzed with SPSS. Hanbok perception was determined by three factors: pride, development potential, and appearance suitability. Benefits sought from Hanbok were determined by another set of three factors: personality, tradition, and comfort. In selecting Hanbok, pride and development potential influenced design, and pride influenced convenience. All perception factors influenced Hanbok purchase intentions, with development potential being the most important factor. As for Hanbok benefits, consumers were classified into three groups: groups seeking high-quality Hanbok, groups seeking tradition/personality, and groups seeking comfort. When selecting Hanbok, design was less important to the group seeking comfort than the other two groups. The group seeking high-quality Hanbok valued convenience the most and had the highest purchase intentions.

• Korea Journal of Hospital Management
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• v.29 no.3
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• pp.26-37
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• 2024

The purpose of this study is to analyze the impact of GWP (Great Work Place) organizational culture on job satisfaction and job performance in hospital. The GWP organizational culture was measured by components of trust (credibility, respect, fairness), pride, and fun. A research model were established and empirically tested based on the three variables: GWP organizational culture, job satisfaction, and job performance. A survey with 76 questions was conducted targeting employees at a general hospital located in a metropolitan city in Korea. The results were verified using the SPSS statistical program, and multiple regression analysis was used to analyze the relationships between the variables. The study findings revealed that respect and pride, as components of GWP organizational culture, had a positive impact on job satisfaction, while trust and pride positively influenced job performance. These results suggest that building a GWP organizational culture is crucial for generating better performance in hospital. Furthermore, the study provides practical implications, indicating that focusing on specific components of GWP organizational culture may be more effective in improving organizational performance.

• Journal of Korean Academy of Nursing Administration
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• v.4 no.1
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• pp.193-214
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• 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
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• v.4 no.1
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• pp.183-214
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• 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.

• Journal of the Korean association of regional geographers
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• v.19 no.4
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• pp.600-614
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• 2013

This study aims to examine spatially-detailed changes and projection of subtropical climate zones based on the modified K$\ddot{o}$ppen-Trewartha's climate classification and extreme temperature indices using $1km{\times}1km$ high resolution RCP 4.5 and RCP 8.5 climate change scenarios based on PRIDE model over the Republic of Korea. Subtropical climate zones currently located along the southern coastal region. Future subtropical climate zones would be pushed northwards expanding to the western and the eastern coastal regions as well as some metropolitan areas. For both scenarios, the frequency of cold-related extreme temperatures projects to be reduced while the frequency of hot-related ones projects to be increased. Especially, hot days with $33^{\circ}C$ or higher temperature projects to occur more than 30 days over the most of regions except for some mountain areas with high altitudes during the period of 2070~2100. This study might provide essential information to make climate change adaptation processes be enhanced.

• Korean Architects
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• s.588
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• pp.11-11
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• 2018

• Proceedings of the Korean Radioactive Waste Society Conference
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• 2015.10a
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• pp.79-80
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• 2015

• Asian Journal for Public Opinion Research
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• v.7 no.4
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• pp.207-225
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• 2019

Despite a vast amount of research on the relationship between personality traits and political attitudes, little is known about the effects of personality on individuals' support for the political system of their own country. Using three nationally representative datasets from South Korea, the present study shows that the personality dimensions - particularly, Agreeableness - are positively associated with political support, which encompasses confidence in the presidency, confidence in the government, and national pride. These findings suggest that two facets of Agreeableness - trust and compliance - are activated in expressing individuals' support for their political system. Thus, mobilizing citizens who score high on Agreeableness is essential to maintain political stability and legitimacy, but such a task appears to be difficult, given that ideological polarization discourages them from being politically active due to their propensity to conflict avoidance.

• Journal of Fashion Business
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• v.6 no.6
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• pp.12-18
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• 2002

This study was conducted out of necessity for attempting to identify what degree of satisfaction contemporary beauticians having to accomplish this expanded role of theirs had and what factors had an effect on their job satisfaction. Based on the study results, the following conclusion was drawn: 1) It was found that beauticians‘ level of job satisfaction with its components was in the order of 'vocational pride'(3.66), 'human relations'(3.39), 'autonomy'(3.29), 'required job'(3.13), and 'vocational duty'(3.01). 2) It was found that as to the level of job satisfaction according to religions beauticians with Buddhism had the highest level of job satisfaction with each of its components, followed by 'Others'(3.37), 'Christianity'(3.26), 'Catholicity'(3.25) and 'No Religion'(3.24). 3) It was found that as to the level of job satisfaction according to the future plan beauticians saying 'I will stop working at the same time that I marry'(3.68), 'I will continue working'(3.33), 'I will work for several more years'(3.30) and I will stop working at any time depending on circumstances'(3.29).