• International Journal of Quality Innovation
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• v.6 no.1
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• pp.1-7
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• 2005

Six sigma is much less of a technical program than it is a leadership and cultural change program. Nevertheless, most of literatures on six sigma have mainly focused on technical and tactical aspects. This paper introduces a self-assessment for six sigma initiative in a major Korean software company. The self-assessment gives a valuable clue to how to manage leadership and cultural aspects of six sigma initiative.

• The Journal of Korean Association of Computer Education
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• v.17 no.6
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• pp.135-146
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• 2014

The study has compared the effects in SNS-utilized instruction that each of self centric activities and social interaction added social activities affected self initiative, attitudes and self efficacy to information technology respectively. The research methods utilized the pre experimental design as nonequivalent experimental group. The data was analyzed by paired t-test and content analysis. The results showed that the SNS class utilized self-centric activities were effective in self-initiative and attitudes toward information technology, while social interaction added social activities were effective in not only self-initiative and the attitudes of information technology but also self efficacy of information technology. And content analysis of the effects of the education showed that information sharing, instancy and accessibility were advantageous but information security and privacy issues were problematic. That is, it was confirmed that when self-centric activities and social interaction activities were practised simultaneously in SNS-utilized instruction, the self initiative which learners planed and executed by themselves, the attitudes and self efficacy of information technology which were able to enhance learning ability and to show satisfaction to individual learning were improved.

• Macromolecular Research
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• v.15 no.7
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• pp.656-661
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• 2007

The effects of a neutral solvent of dioctyl phthalate (DOP) on the phase behavior of symmetric polystyrene-block-poly(n-butyl methacrylate) copolymers (PS-b-PnBMA) were assessed herein. Closed-loop phase behavior with a lower disorder-to-order transition (LDOT) and an upper order-to-disorder transition (UODT) was observed for PS-b-PnBMA/DOP solution when the quantity of DOP was carefully controlled. When the molecular weight of PS-b-PnBMA became larger, the LDOT did not appreciably change at smaller quantities of DOP. With larger quantities of DOP, the reduction in the UODT is greater than the increase in the LDOT. This behavior is discussed in accordance with a molecular theory predicated on a compressible random-phase approximation.

• Korean Journal of Child Studies
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• v.26 no.5
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• pp.165-183
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• 2005

Training in self-expression was provided 24 times over 8 weeks for 5-year-old children in two classes in A kindergarten at an elementary school located in G metropolitan city. The posttest conducted at the conclusion of the training session confirmed significant statistical differences between the two groups. All the subfields on initiative, such as emotional ability, communication, and achievement motivation showed significant differences between groups.

• The Journal of Information Systems
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• v.22 no.2
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• pp.51-83
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• 2013

Personal creativity is critically important for organizations seeking to survive and thrive in today's highly turbulent business environments. Organizations must effectively identify and mobilize the creative resources of their members. When organizational members perceive a work environment that restricts or fails to encourage individual creative expression, a gap may exist between the level of individual creative potential and the actual amount of individual creativity practiced within the organization. In this situation, this paper will examine the impact of role conflict, role ambiguity, creative self-efficacy, and personal initiative on personal creativity. Creative self-efficacy is the subjective belief in one's personal ability to be creative, that is, a personal assessment of one's own creative potential. A strong internal belief in one's ability to successfully engage in creative behaviors is generally considered an important part of the creative process. Personal Initiative refers to behaviors, mainly directed toward work and organizational issues, that are characterized by the following aspects: self-starting, proactive, and persistent in overcoming barriers. Creativity-related creative self-efficacy and personal initiative are critical components to understand motivation that coordinates the relationship between perception and behavior of individual employees. Based on role theory, researchers have focused on role conflict and role ambiguity as the two key ingredients of role stress. Role ambiguity is defined as an evaluation about the lack of salient information needed to perform a role effectively. Role conflict results from two or more sets of incompatible demands involving work-related issues. Employees are usually pursued work-roles more than one in work-focused organization. Too many work-roles and perceived uncertainties at employee's work can be obstacles to personal creativity. In an analysis of results, while role conflict is not negatively related significantly to creative self-efficacy, role ambiguity is negatively related significantly to creative self-efficacy. While role conflict is significantly related to personal creativity, role ambiguity is negatively related significantly to personal creativity. Creative self-efficacy mediates the relationship among role conflict, role ambiguity, and employee creativity. Personal initiative mediates the relationship between creative self-efficacy and employee creativity. This paper shows that creative self-efficacy and personal initiative are the driving force behind personal creativity. Organizations can get some implications of creative-related role conflict and role ambiguity that employees have experienced. As a result, organizations must not only encourage creativity of employees by greater involvement but also encourage their input towards their-focused own works and tasks. And employees should be developed to pace with the organizational needs and development. Management must enable employees to think of new ideas and practices that promotes personal creativity.

• Macromolecular Research
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• v.14 no.5
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• pp.517-523
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• 2006

The effects of particle content, size and shape on the thermal conductivity (k) and adhesion properties of thermally conductive, pressure-sensitive adhesives (PSAs) were investigated. The matrix resins were thermally crosslinkable, 2-ethylhexyl acrylic polyol and ultraviolet (UV)-curable, random copolymer consisting of acrylic oligomer and various acrylates. We found that k increased with increasing diameter and particle aspect ratio, and was further enhanced due to the reduction of the interfacial thermal barrier when the coupling agent, which increases the adhesion between particles and the matrix resin, was used. On the other hand, adhesion properties such as peel strength and tack of the thermally crosslinkable resin decreased sharply with increasing particle content. However, for UV curable resin, increased particle addition inhibited the decrease in adhesion properties.

• Journal of the Korean Society of Clothing and Textiles
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• v.40 no.4
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• pp.615-630
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• 2016

This study investigates the mediate effects of obesity stress on the relationship between the narcissism and clothing behavior related appearance. The subjects for the study were 322 women aged 20's-30's in an online survey. Data analyses were conducted with SPSS 18.0 program. The study results are as follows. First, clothing behavior and obesity stress of plus size consumers are more affected by perceived obesity than BMI, and covert narcissistic tendency is stronger than overt narcissistic tendency. Second, the factor analysis results on narcissistic tendency indicated 'self-enhancement narcissism', 'self-initiative narcissism', and 'other-dependent narcissism'. Third, 'self-enhancement narcissism' more influenced 'fashion orientation' versus the greater influence of 'self-initiative narcissism' and 'other-dependent narcissism' on 'depending on clothing'. Fourth, the narcissistic tendency perceived by plus size consumers affect 'depending on clothing' and 'fashion orientation' with obesity stress as the mediator. 'Self-enhancement narcissism' and 'self-initiative narcissism' are partially mediated by obesity stress, and 'other-dependent narcissism' are completely mediated and affect appearance management behavior.

• Bulletin of the Korean Chemical Society
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• v.25 no.11
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• pp.1711-1713
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• 2004

• Journal of Fisheries and Marine Sciences Education
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• v.15 no.2
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• pp.184-192
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• 2003

When the present Learning System for Computer-Related Subjects Using WBI is implemented on the Web with the above characteristics to help students to study computer subjects without any limitations of time or space, they can easily attain the goals of learning, have computer-utilizing abilities or information capacity, and enhance their capabilities for self-initiative learning. This system enables the learners to carry out 'plan-do-see' for the contents of learning initiatively. The learners can study the practice part of the curriculum using multi-media, such as motion pictures, voices, images, and sound effects, vividly with a sense of actual presence. It helps the students to have an active attitude toward leaning afterward. without meeting the teacher or without any storage media, the leaners can submit their assignments or materials for performance evaluation via the Internet.

• Journal of Digital Convergence
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• v.14 no.3
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• pp.71-81
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• 2016

The purpose of this study was to investigate the effect of ethical leadership on employees' behaviors (deviant behavior and personal initiative) and to explore the moderating roles of self-efficacy and trust in leader in the relationship between ethical leadership and employees' behaviors. This study developed four hypotheses and tested them using regression and hierarchical regression analyses. The results showed that the negative relationship between ethical leadership and deviant behavior and the positive relationship between ethical leadership and personal initiative were statistically supported. And this study found that self-efficacy and trust in leader played moderating roles in the relationship between ethical leadership and employees' behaviors. Based on the findings of the study, this study presented managerial implications and suggestions for future studies.