• Journal of the Korean Institute of Gas
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• v.28 no.2
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• pp.56-65
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• 2024

This study was conducted for the purpose of analyzing the impact of ESG activities of gas-related energy companies (organizations) striving for carbon neutrality on job performance through employees' organizational pride and organizational trust. The survey results of 345 gas-related public organizations and private companies were analyzed using Smart PLS 4.0, and the research model and hypothesis were established and verified. As a result of the verification, ESG activities related to environmental (E) activities did not affect organizational pride and organizational trust, but social (S) activities and governance (G) activities were found to have a significant impact on organizational pride and organizational trust. In addition, organizational pride and organizational trust were found to have an effect on job performance. In particular, it was confirmed that the higher the organizational pride of ESG organization members, the higher the impact of organizational trust on job performance. The study seek to suggest a development direction relation to ESG activities of gas-related energy companies (organizations).

• Korean Journal of Social Welfare
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• v.57 no.2
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• pp.5-40
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• 2005

Social welfare centers and residential care facilities where provide the socially disadvantaged with proper social services, face financial difficulties. This is because not only of the lack of governmental support, but also of social welfare centers and residential care facilities' lack of skills in developing abundant resources from the private sector. In this context, this study tried to find factors affecting resource mobilization of the social welfare facilities to devise policies in resource development. Mail survey was conducted with the structured questionnaire. Employees in charge of community resource development were asked to answer the questionnaire. The study population were welfare centers and residential care facilities. A total of 293 community welfare centers and 632 residential care facilities responded to the survey. The response rate was about 62%. The dependent variables of the study were the amount of resource mobilization in the year 2001 which was measured as the number of donors, the total amount of donation, and estimated amount of gift-in-kind. Three types models were constructed per each welfare institution. Independent variables were selected based on the previous research findings: community environment factor, structural factor, and resource development factor. Multiple regression was utilized to analyze the data. The resource development factor turned out to be significant variable in various models. In the models of donors, the amount of donation, and the amount of gift-in-kind (except for the welfare center model), at least one out of six variables of the resource development factors was significant welfare center. Welfare centers which establish the resource development department or hire employees to take care of resource development, utilize computer softwares to file donors, and utilize donor management programs, have more donors and/or donations than their counterparts. In addition, residential care facilities located in urban area have more donors and donations, and among residential facilities those for the disables, those with longer history and more employees, receive more donations than their counterparts. As for the gift-in-kind model, the welfare centers located in high income area and residential care facilities for the elderly, children and mentally retarded receive less gift-in-kind than their counterparts Based on the above findings, this study suggested that to mobilize resources the welfare centers as well residential care facilities need to have community resource development department or resource development staffs, adopt computer software to systematically organize donors, and utilize donor mobilizing and maintaining programs.

• Journal of agricultural medicine and community health
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• v.37 no.2
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• pp.67-75
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• 2012

Objectives: While there have recently been efforts to improve public health service at a governmental level, there is actually insufficient research on awareness of the roles related to public health service among hospital employees. This study examined role perception and function performance related to public health service among the medical staff in a national hospital. Methods: 15% were randomly sampled from each type of occupation among the medical staff in a national university hospital, a survey was conducted in 323 persons, and there were a total of 265 participants (80.2%): 103 doctors(38.9%), 98 nurses (37.0%), and 64 others (24.1%). Results: The hospital employees had insufficient awareness of their roles as public health service providers in terms of six required items for public health service: 1) services for supporting establishment, implementation, and assessment of public health service policies, 2) participation in the health service activities and support services by central or local governments, 3) technological support and educational services for private health service institutions, 4) health service for unprivileged brackets, 5) health service that requires association with other areas dealing with geriatric, disabled, and mentally-disordered people, and 6) health service for children and mothers. Conclusions: In general, since the hospital employees had insufficient awareness of their roles and responsibilities as public health service providers, it is necessary to secure manpower exclusively in charge of public health service and provide education about strategic public health service.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.3
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• pp.223-231
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• 2020

Governments and private companies have established various local entrepreneurial infrastructure institutions in most regions in order to reduce youth unemployment, and boost youth entrepreneurship and regional employment. However, previous studies has been limited to explore the impact of the entrepreneurial infrastructure institutions on the willingness of start-up entrepreneurs. Thus, the main purpose of this study is to fill in the gaps of the research, identify the effect of the entrepreneurial infrastructure institutions on regional employment focusing on the Partner Squares which are entrepreneurial infrastructure institutions in several regions and established by N company, and set a foundation for further research regarding the effectiveness of the entrepreneurial infrastructure institutions. In order to verify the effectiveness of the Partner Squares on the local employment, we use the raw data of the Economically Active Population Survey (Statistics Korea) and analyze the effectiveness by using the Difference-in-Differences model. The main findings are as follows. While the Partner Square Seoul has not statistically influenced on the employment of local youth workers, the Partner Square Busan has increased about 3% of the average number of employees (575 thousand) from May 2017 to July 2019, increasing the number of local youth workers by 17,000. Also, after the establishment of the Partner Square Gwangju, the institution has increased 4,500 local employees, which is about 1.7% of the average number of employees (267,000) from September 2018 to July 2019. This implies that the Partner Squares provide a variety of effective start-up education programs and networks for pre-starters and founders in the region, thereby helping them to grow and boosting the local employment. An important implication is that by using government statistical data, we find roles of entrepreneurial infrastructure institutions to revitalize local economy and employment. In future studies, studies need to be conducted considering various exogenous variables that can affect local employment, such as the government industrial policies and entrepreneurial infrastructure institutions other than the Partner Squares.

• Journal of Biosystems Engineering
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• v.3 no.1
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• pp.47-63
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• 1978

This study was conducted to obtain a basic information necessary to assess present rice milling technology in Korea The profiles for milling plants was analyzed by survey work.For the private custom-work mills, which process about 80 percent of domestic rice consumption ,their actual milling test for the identical samples as used for filed mills was conducted. Two rice varieties Japonica and Tongil-type were associated with the experiments. The results are summarized as follows: 1. Analyses for private custom-work mills showed their general aspects as; about 91 percent of the mills belonged to an individual owner ship ; more than 93 percent of the mills was established earlier than 1950 ; about 80 percent of the mills was powered with electric motor; mills having less than two employees were about 75 percent; about 45 percent of the mills provided for warehouse in storing customers cereal grains. 2. The polishers installed in 1,255mills within the surveyed area (7 counties) have been supplied by 44 different domestic manufacturers ;in but about 60 percent of which was supplied by 6major manufacturers. The polishers could be classified into two categories in terms of principles of their polishing actions ;jet-pearler and friction types. About 51 percent of the mills was equipped with the former which has been recognized as giving greater milling recovery than the friction types. 3. Reason for owners of private mills to supplement new machines was due mainly to pgrading their mills to meet the requirements that established by the Government. However, about 60 percent of the mill owners intended to replace with new pearler by their own needs to meet with new high yielding varieties. 4. Processing systems of each previate rice mills surveyed could be classified into three categories, depending upon whether the systems posessed such components as precleaner and paddy separator or not. Only 36.7 percent of mills was installed with both precleanr ad paddy seperrator, 5.0 percent of mills did have neither percleaner nor paddy seperator, and rest of them equipped only one of the two. Hence,it is needed for about 63% of rice miils to be supplemented with these basic facilities to meet with the requirements for the standaized system. 5. Actual milling capacity measured at each field rice mills was shown a wide variation, having range from about 190 to 1,210 kg/hr. The percentages of mills classified according to daily milling capacity based on this hourly capacity were 24.3% for the capacity less than 3 M/T a day; 20.0% for 3-4 M/T; 15.6% for 4-5 M/T; 6.7% for 5-6 M/T; 22.3% for 6-7 M/T; and 11.0% for more than 7 M/T a day. 6. Actual amount of rice processed was about 310 M/T a year in average. About 42% of total milled rice was processed during October to Decembear, which formed a peak demand period for rice mills. The amount of rice milled during January to May was relatively small, but it had still a large amount compared to that during June to September. 7. Utilization rate of milling facility, i. e., percentage of the actual amount of milled rice to the capacity of rice mills, was about 18% on the year round average, about 41% in the peak demand season, and about 10% during June to September. Average number of operating days for mills surveyed was about 250 days a year, and about 21 days a month. 8. Moisture contents of paddy at the time of field mill tests were ranged 14.5% to 19.5% for both Japonica and Tong-i] varieties, majority of paddy grains having moisture level much higher than 1530. To aviod potential reduction of milling recovery while milling and deterioration of milled rice while storage due to these high grain mJisture contents, it may be very important for farmers holding rice to dry by an artificial drying method. 9. Milling recovery of JapJnica varieties in rice mills was 75.0% in average and it was widely ranged from 69.0% to 78.0 % according to mills. Potential increase in milJing recovery of Japonica variety with improvement of mill facilities was estimated to about 1.9%. On the other hand, milling recovery of Tong-il varieties in the field mill tests was 69.8% in average and it ranged from 62% to 77 %, which is much wider than that of Japonica varieties. It is noticed that the average milling recovery of Tong-il variety of 69.8% was much less than that of the Japonica-type. It was estimated th3.t up to about 5.0% of milling recovery for Tong-il variety could be improved by improving the present lo'.ver graded milling technology. 10. Head rice recoveries, as a factor of representing the quality of commercial goods, of Japonica and Tong-il varieties were 65.9% and 53.8% in average, and they were widely ranged from 52% to 73% and from 44% to 65% , respectively. It was assessed that head rice recovery of Japonica varieties can be improved up 3.3% and that of Tong-il varieties by 7.0% by improving mill components and systems.

• Journal of Korean Society of Forest Science
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• v.55 no.1
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• pp.59-67
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• 1982

The objectives of this report is to evaluate the contribution of forest investments by the forest owners for the developments of private forests in the villages where the forest production, especially, chestnut production is active. The results obtained are as follows : 1) Newly purchased forest lands of 526 hectares, 71 percent, in 741 hectares by 96 farmers were replanted with chestnut trees for chestnut production. 2) As the chestnut production is considered to be the unique source of the early capital return in management of forests, selling and buying of forest lands in the area surveyed are enhanced to reforest the forest land with chestnut seedlings. 3) Most of new farmers being engaged in plantation and production of chestnuts in the forests are employees of private industries and government agencies, and merchants in neighboring towns. 4) All materials and expenses for formation of chestnut orchards are generally supplied by forest land owners. 5) Active buying and selling of newly established chestnut bushes are surely served as the estate in the area, thus, the trading of the bushes of young chestnut seedling also enhances the forest as the estate. 6) The management of forest established with chestnut orchards is a special form for forest investment, it makes possible to encourage imputing of capital to the new form of forests, chestnut orchards, and it could be a good possible model for private forest development as compared with that of government funding.

• Korean Security Journal
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• no.42
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• pp.59-85
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• 2015

The purpose of this study is to establish the structural relationship among organizational ethical climate, job satisfaction, and organizational citizenship behavior. It was intended for the private security guards who work in the security companies in Seoul and Gyeonggi from Jan. 1st, 2014 to Apr. 1st, 2014 to achieve the purpose like this. Purposive sampling was used as the sampling method according to this and sampling of 400 persons was done. However, the samples of 372 persons were finally used in the analysis through the process to check faithless answers, double answers, and abnormal data. The collected data was analyzed according to the purpose of the study by utilizing STATA 13.0 and AMOS 17.0. And for statistic techniques, frequency analysis, descriptive analysis, multivariate normality, confirmatory factor analysis(CFA), Pearson's correlation analysis, and structural equation model analysis were carried out. The conclusion gotten from this study through the data analyses according to the methods and procedure like this is as follow: First, organizational ethical climate has found to have the positive effect on job satisfaction(Non-standard $B=1.427^{***}$). That is, it can be interpreted that organizational ethical climate positively affects superiors, fellow employees, pay, current duties, and chances of promotion. Second, job satisfaction has found not to have the significant effect on organizational citizenship behavior. That is, it can be interpreted that job satisfaction does not affect altruism, conscience, and participation behavior. Third, organizational ethical climate has found to have the positive effect on organizational citizenship behavior (Non-standard $B=.361^{***}$). That is, it can be interpreted that organizational ethical climate positively affects altruism, conscience, and participation behavior. Fourth, the relationship between organizational ethical climate and organizational citizens has found that there is no any indirect effect in the bootstrapping estimation result to establish the indirect effect of job satisfaction. Fifth, the relationship between organizational ethical climate and job satisfaction has found that there are the moderating effects in the analytical result of the moderating effects of person-organization fit. That is, the effects of organizational ethical climate on job satisfaction have found that the groups with higher person-organization fit are more positive than those with lower person-organization fit. Sixth, the relationship between job satisfaction and organizational citizenship behavior has found that there are moderating effects in the analytical result of person-organization fit. That is, the effects of job satisfaction on organizational citizenship behavior have found that the groups with higher person-organization fit are more positive than those with lower person-organization fit.

• Journal of Legislation Research
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• no.41
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• pp.229-260
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• 2011

European Union (EU) law has been a complex but at the same time fascinating subject of study due to its dynamic evolution. In particular, the Lisbon Treaty which entered into force in December 2009 represents the culmination of a decade of attempts at Treaty reform and harmonisation in diverse sectors. Amongst the EU private law fields, company law harmonisation has been one of the hotly debated issues with regards to the freedom of establishment in the internal market. Due to the significant differences between national provisions on company law, it seemed somewhat difficult to harmonise company law. However, Council Regulation 2157/2001 was legislated in 2001 and now provides the basis for the Statute for a European Company (or Societas Europaea: SE). The Statute is also supplemented by the Council Directive 2001/86 on the involvement of employees. The SE Statute is a legal measure in order to contribute to the internal market, and provides a choice for companies that wish to merge, create a joint subsidiary or convert a subsidiary into an SE. Through this option, the SE became a corporate form which is only available to existing companies incorporated in different Member States in the EU. The important question on the meaning of the SE Statute is whether the distinctive characteristics of the SE make it an attractive option to ensure significant numbers of SE registration. In fact, the outcome that has been made through the SE Statute is an example of regulatory competition. The traditional regulatory competition in the freedom of establishment has been the one between national statutes between Member States. However, this time is not a competition between Member States, which means that the Union has joined the area in competition between legal orders and is now in competition with the systems of company law of the Member States.Key Words : European Union, EU Company Law, Societas Europaea, SE Statute, One-tier System, Two-tier System, Race to the Bottom A quite number of scholars expect that the number of SE will increase significantly. Of course, there is no evidence of regulatory competition that Korea faces currently. However, because of the increasing volume of international trade and expansion of regional economic bloc, it is necessary to consider the example of development of EU company law. Addition to the existing SE Statute, the EU Commission has also proposed a new corporate form, Societas Private Europaea (private limited liable company). All of this development in European company law will help firms make their best choice for company establishment. The Delaware-style development in the EU will foster the race to the bottom, thereby improving the contents of company law. To conclude, the study on the development of European company law becomes important to understand the evolution of company law and harmonisation efforts in the EU.

• Journal of Digital Convergence
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• v.12 no.9
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• pp.265-274
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• 2014

We sought to derive an overall strategy for green business certification of medical institutions and to propose the improvement directions for green management evaluation systems through applying the criteria to medical institutions. A self-assessment survey was conducted at 44 targeted hospitals across the country, and the 2012 green management evaluation criteria for healthcare services were used as assessment tools. As a result, only 11 of the 44 hospitals were eligible for green business certification. By type, hospitals with more than 400 beds, hospitals in Seoul and the Gyeonggi area (${\geq}$ 400 beds) and private hospitals (${\geq}$ 400 beds) received relatively high scores. In an analysis of the mean score, only the difference between the hospitals with ${\geq}$ 400 beds and < 400 beds was statistically significant. When we analyzed the interviews of the hospitals with lower scores, it is important to change the awareness of executives and employees, to establish vision/strategy/objective, to promote relatively small-scale activities, and to establish long-term plans. To improve green management evaluation systems, it is necessary to reset the assessment area, to control scoring and weights, to create certification grades, and to adjust additional points.

• Korean Security Journal
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• no.48
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• pp.35-56
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• 2016

The purpose of this study is to find the development of the special security business plan based on the problem that guards are now aware of special security service. In order to achieve the objectives of this study, we analyzed the data after expert survey and interview conducted by seven experts engaged in special security services more than 10 years. The guard who perform special security service proposed a development plan of special security services as follows. First, the current education system for new employees' training is required to improve the educational program of 60 hours in subjects related to special security duties by reorganization. Second, the special security service training for guards also appropriate to switch to 9-hour training program for three months through an educational organization controlled by country. Third, the special security guards should be proceeding the practical programs required in the field and quality education in the different section by competent and professional instructors. Fourth, the retirement age for special security guard stipulated in the Security Services Industry Act that needs to be readjusted upward by considering the social environment. Sixth, there needs to be organized the Special Security Association for development associated with the special security service and to protect the rights of special security guards.