• Journal of The Korean Association For Science Education
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• v.37 no.4
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• pp.679-691
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• 2017

Despite the growing importance of socio-scientific issues (SSI), little work has focused on teachers' pedagogical knowledge, and few studies have examined how in-service teachers use and apply SSI-related instructional methods and strategies. Consequently, the purpose of this study was to explore how science teachers with lots of SSI teaching experience determined teaching orientation, selected and revised instructional methods, and devised assessments in science classroom. We used a case study approach aimed at a deep description of these teachers' teaching experiences and employed semi-structured and in-depth interviews with five experienced teachers. Our findings indicate that teaching orientation and learning objectives seemed to influence the selection and modification of instructional strategies and methods. In addition, students' learning experiences or classroom environment were considered and modified in light of achieving these learning objectives. However, introducing SSI into the classroom assessment is not seriously considered by most teachers. This study can provide teachers with useful information when designing and developing SSI classes, taking into account various aspects of the PCK such as learning orientation, instructional methods, learner expereince and curriculum standards.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.681-688
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• 2017

This study examined the relationship between the cabin crew images and the airline employment decisions. The aim was to target college students to prepare for employment in airlines. The survey was conducted to achieve the research objectives using SPSS 20.0 based on 342 questionnaires. In addition, frequency analysis, factor analysis, reliability analysis, Correlation Analysis, and regression analysis were performed. The cabin crew image of the customer orientation and fashion affects the airline employment decisions of the students. The cabin crew image of professional expertise and appearance affect the airline employment decisions of the trust. The cabin crew image of customer orientation, fashion, and appearance affects the airline employment decisions of the students. Overall, the job must first be an understanding of the airline and it is necessary to consider a career professional approach. In addition, there is a need to recognize human services that emphasize the customer orientation factors of the crew.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.7
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• pp.2483-2490
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• 2010

The purpose of this study is to offer information on the more effective sports wear to club members, who are participating in badminton, by closely examining influence in lifestyle of participants in badminton upon the sportswear benefit sought. The subjects of this study were selected male and female adults, who are joining now by subscribing to badminton club in Gangwondo Province, as the population. It sampled totally 206 people by convenience sampling, and carried out frequency analysis, reliability & factor analysis, and multiple regression analysis by using SPSS/PC+ 11.0 Version. The conclusions of this study are as follows. First, it was indicated that there is correlation between lifestyle and sportswear benefit sought of participants in badminton. Second, it was indicated to have influence upon the ideal benefit sought, which is the sportswear benefit sought, in order of the fashion sought bandwagon and the social orientation, which are sub-factors of lifestyle. Third, it was indicated to have influence upon the fashion & brand benefit sought, which is the sportswear benefit sought, in order of the material sought, the fashion sought bandwagon, and the satisfaction with reality, which are sub-factors of lifestyle. Fourth, it was indicated to have influence upon the convenience benefit sought, which is the sportswear benefit sought, in order of the self-loyalty, the social orientation, the health sought, and the satisfaction with reality, which are sub-factors of lifestyle. Fifth, lifestyle was indicated to have influence upon the youth & individuality benefit sought in order of the fashion sought bandwagon, the material sought, and the social orientation. The sportswear product in the better quality will be able to be expected for sports activity, by which the subjects of participating in sports activity correctly grasp the sportswear benefit sought, based on these results.

• Korean small business review
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• v.42 no.3
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• pp.1-25
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• 2020

To commemorate the 40th anniversary of the foundation of the Korean Association of Small Business Studies, this study reviewed research papers on the subject of entrepreneurship in the Asia Pacific Journal of Small Business. For 40 years, the subjects of entrepreneurship-related studies published in this journal were relatively limited and the number of articles was very few. The research papers mainly focus on defining entrepreneurship as an innovation or as a determinant of innovation and survey-based empirical studies have been conducted since the publication of the Entrepreneurial Orientation(EO) by Lumpkin and Dess(1996). Although entrepreneurship is a research field that can be approached from various perspectives such as economics, sociology, psychology, cultural anthropology, and organization theory, most of the papers published in the Asia Pacific Journal of Small Business do not clearly state their theoretical positions or viewpoints. Moreover, there are few studies that incorporate corporate entrepreneurs or startup teams although they have been major actors or entrepreneurship. Lastly, innovation has been the main focus of research, leaving other arenas such as opportunity recognition and discovery understudied. In order to increase the quantity and improve the quality in the entrepreneurship research, we need to have the entrepreneurship field as one academic section in the Asia Pacific Journal of Small Business.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.7
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• pp.3263-3274
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• 2013

This study purposed to examine the relationship between personal goals and perceptions of calling. For the purpose, this study conducted a questionnaire survey of 371 workers(finance, educational service, IT service sector) in Metropolitan area. Data were analyzed by t-test, Pearson's correlation, correlation analysis. The results were as follows. The individuality of personal goals and presence-transcendent summons and purpose & meaning, prosocial orientation of perceptions of calling were significantly different according to school career and the social responsibility, resource provision of personal goals and all sub-factors concerning perceptions of calling according to religion existence. Also, the individuality of personal goals and all sub-factors concerning perceptions of calling were significantly different according to organization type and according to their job, the presence-transcendent summons and purpose & meaning, prosocial orientation of perceptions of calling were significantly different. According to groups which have high or low integrative social relationship goals, perceptions of calling were significantly different. There was a correlation between the integrative social relationship goals and the perceptions of calling. Therefore, in order to encourage workers' perceptions of calling, the importance of integrative social relationship goals were verified. And it is necessary to have supporting systems to let workers design their life goals through their job in their organization.

• Asia pacific journal of information systems
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• v.23 no.1
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• pp.87-106
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• 2013

In the service-oriented economy, knowledge and skills are considered core resources to secure competitive advantages and service innovation. Knowledge management capability, which facilitates to produce, share, accumulate and reuse knowledge, becomes as important as knowledge itself to create service value. Along with knowledge management capability, dynamic capability and operational capability are the key capabilities related to managing service delivery processes. Previous studies indicated that these three capabilities are related to service innovation. Although separately investigate the relationship between the three capabilities. The purpose of this study is 1) to define variables that have effects on service innovation including knowledge management capability, dynamic capability and operational capability, and 2) to empirically test to identify relationship among variables. In this study, knowledge management capability is defined as the capability to manage knowledge process. Dynamic capability is regarded as the firm's ability to integrate, build, and reconfigure internal and external competences to address rapidly changing environments. Operational capability refers to a high-level routine that, together with its implementing input flows, confers upon an organization's management a set of decision options for producing significant outputs of a particular type. The proposed research model was tested against the data collected through the survey method. The survey questionnaire was distributed to the managers who participated in an educational program for management consulting. Each individual who answered the questionnaire represented a knowledge based service firm. About 212 surveys questionnaires were sent via e-mail or directly delivered to respondents. The number of useable responses was 93. Measurement items were adapted from previous studies to reflect the characteristics of the industry each informant worked in. All measurement items were in, 5 point Likert scale with anchors ranging from strongly disagree (1) to strongly agree (5). Out of 93 respondents, about 81% were male, 82% of respondents were in their 30s. In terms of jobs, managers were 39.78%, professions/technicians were 24.73%, researchers were 12.90%, and sales people were 10.75%. Most of respondents worked for medium size enterprises (47,31%) in their, less than 30 employees (46.24%) in their number of employees, and less than 10 million USD (65.59%) in terms of sales volume. To test the proposed research model, structural equation modeling (SEM) technique (SPSS 16.0 and AMOS version 5) was used. We found that the three organizational capabilities have influence on service innovation directly or indirectly. Knowledge management capability directly affects dynamic capability and service innovation but indirectly affect operational capability through dynamic capability. Dynamic capability has no direct impact on service innovation, but influence service innovation indirectly through operational capability. Operational capability was found to positively affect service innovation. In sum, three organizational capabilities (knowledge management capability, dynamic capability and operational capability) need to be strategically managed at firm level, because organizational capabilities are significantly related to service innovation. An interesting result is that dynamic capability has a positive effect on service innovation only indirectly through operational capability. This result indicates that service innovation might have a characteristics similar to process innovation rather than product orientation. The results also show that organizational capabilities are inter-correlated to influence each other. Dynamic capability enables effective resource management, arrangement, and integration. Through these dynamic capability affected activities, strategic agility and responsibility get strength. Knowledge management capability intensify dynamic capability and service innovation. Knowledge management capability is the basis of dynamic capability as well. The theoretical and practical implications are discussed further in the conclusion section.

• The Journal of Society for e-Business Studies
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• v.19 no.4
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• pp.231-249
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• 2014

We define $21^{st}$ century as an amalgamation of globalization and localization, or Glocalization. Additionally, due to the increasing supply of smart phones and wide usage of social networking services, the ability to utilize such global and regional information has increased a coperation's competitiveness in its market, and even the business models have evolved from the conventional "production and distribution" to E-commerce, through which either a direct or a non-direct transaction is possible. My hypothesis is that the ability to adapt to this trend is possible through transfer of learning, and consequently, this will have an impact on company's performance. Thus, this thesis analyzes the mid- to the long-term impact of such ability and environmental factors on the performance and technology innovation of Korean companies in China. Ultimately, this study intends to engender a basic foundation for a corporation's management strategy in China. Finally this research focuses on those Korean companies in China only and on the proof of influential factors' impact on technological innovation and technological innovation's impact on those corporations' future performances. Section I is an abstract and section II, the case examines the uniqueness and current status of Korean companies in China identifies the concept and the definition of influential factors such as education-orientation, technological innovation, and performance, and then scrutinizes each factors through a closer look at their past researches. Section III explains the thesis model, the survey's method and target, the thesis, variable factors, the content, and the method of analysis. In section IV, the thesis is proved based on the outcome of the survey. The result in Section V highlights the high comprehension of technological innovation: both education-orientation and technological innovation prove to have a positive (+) correlation with the performance. The vision on education orientation proves to have a positive (+) influence on technological innovation. The vision on education-orientation and technological innovation prove to have a positive (+) influence individually on company's performance.

• Journal of Digital Convergence
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• v.11 no.11
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• pp.397-407
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• 2013

The purpose of this study was to develop comprehensive model which could represent service quality, satisfaction and loyalty in ubiquitous living English experience learning center, and to analyze an influence of service quality of elementary school students attending that center on satisfaction. The variables were extracted in connection with service quality, satisfaction and loyalty in ubiquitous living English experience learning center, and relations among those variables were examined. The study verified causality and influences between variables using feasibility of variables and structural equation thru confirmatory factor analysis, based on questionnaires of 262 students who attended ubiquitous living English experience learning center. The suggestion of the study on ubiquitous living English experience learning center of elementary school students are as follows. Programs in relation with living English should run more efficiently to expand ubiquitous living English experience learning center. More important is that guidelines or orientation for students to recognize how to use the programs be needed. Also, this study shows that the educational performance and satisfaction are found to be very large, and participation in the program of that center needs to be encouraged in terms of schools.

• Journal of The Korean Association For Science Education
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• v.30 no.6
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• pp.836-849
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• 2010

The purpose of this study is to analyze changes of competency observed in teaching of pre-service science teachers through the teaching evaluation and reflective journal writings on science class during the period of student-teaching at high school. To do this, we videotaped all the science classes of six pre-service teachers participating in this study, evaluated their class teachings, and collected moving video clips recorded in their classes, reflective journals, interviews, instructional materials, and teaching evaluation they have provided. From the "Standards for teaching evaluation of science instruction" developed by Korea Education Curriculum and Assessment, sixteen evaluation elements were selected and used for the analysis. According to our results, all preservice teachers show improvement of teaching performance in most of the class evaluation elements as the number of science classes increases. They presented the lowest improvement in the 'to design meaningful learning program,' which was one of the sixteen elements. However, there are substantial individual differences in the pre-service teachers' teaching competence on each evaluation element. Although they thought that 'understanding of scientific concepts' is the most important part of a science class in the beginning of student-teaching training, they showed changes in recognition that 'interaction and respect' and 'managing student behaviors' are also important in the end. They have recognized that writing a reflective journal, based on the video clips recorded in class and teaching evaluation, helps improve their teaching competency. In addition, improvement in teaching competency has influence upon career-orientation towards the school teacher in the future.

• Korean small business review
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• v.31 no.2
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• pp.19-37
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• 2009

The purpose of this research is to explore differences between small and medium-sized companies and large-sized companies in the impact of human resource innovativeness(HRI), learning orientation(LO), and HRI-LO interaction on innovation effect and business performance. Although learning orientation has long been considered as a key factor influencing good performance of a business, little research was devoted to exploring the effect of HRI-LO interaction on innovation effect and business performance. In this study, it is investigated whether there is a synergy effect between innovative human workforce and learning orientation corporate culture, in addition to each by itself, to generate good business performance as well as a success of new innovations in the market. Research hypotheses were as follows, including H1) human resource innovativeness(HRI), learning orientation(LO), and interactions of HRI and LO(HRI-LO interaction) positively affect innovation effect, H2) there is a difference of the effect of HRI, LO, and HRI-LO interaction on innovation effect between large-sized and small-sized companies, H3) HRI, LO, HRI-LO interaction, innovation effect positively affect business performance, and H4) there is a difference of the effect of HRI, LO, HRI-LO interaction, and innovation effect on business performance between large-sized and small-sized companies. Data were obtained from 479 practitioners through a web survey since the web survey is an efficient method to collect a national data at a variety of fields. A single respondent from a company was allowed to participate in the study after checking whether they have more than 5-year work experiences in the company. To check whether a common source bias is existed in the sample, additional data from a convenient sample of 97 companies were gathered through the traditional survey method, and were used to confirm correlations between research variables of the original sample and the additional sample. Data were divided into two groups according to company size, such as 352 small and medium-sized companies with less than 300 employees and 127 large-sized companies with 300 or more employees. Data were analyzed through t-test and regression analyses. HRI which is the innovativeness of human resources in the company was measured with 9 items assessing the innovativenss of practitioners in staff, manager, and executive-level positions. LO is the company's effort to encourage employees' development, sharing, and utilizing of knowledge through consistent learning. LO was measured by 18 items assessing commitment to learning, vision sharing, and open-mindedness. Innovation effect which assesses a success of new products/services in the market, was measured with 3 items. Business performance was measured by respondents' evaluations on profitability, sales increase, market share, and general business performance, compared to other companies in the same field. All items were measured by using 6-point Likert scales. Means of multiple items measuring a construct were used as variables based on acceptable reliability and validity. To reduce multi-collinearity problems generated on the regression analysis of interaction terms, centered data were used for HRI, LO, and Innovation effect on regression analyses. In group comparison, large-sized companies were superior on annual sales, annual net profit, the number of new products/services in the last 3 years, the number of new processes advanced in the last 3 years, and the number of R&D personnel, compared to small and medium-sized companies. Also, large-sized companies indicated a higher level of HRI, LO, HRI-LO interaction, innovation effect and business performance than did small and medium-sized companies. The results indicate that large-sized companies tend to have more innovative human resources and invest more on learning orientation than did small-sized companies, therefore, large-sized companies tend to have more success of a new product/service in the market, generating better business performance. In order to test research hypotheses, a series of multiple-regression analysis was conducted. In the regression analysis examining the impact on innovation effect, important results were generated as : 1) HRI, LO, and HRI-LO affected innovation effect, and 2) company size indicated a moderating effect. Based on the result, the impact of HRI on innovation effect would be greater in small and medium-sized companies than in large-sized companies whereas the impact of LO on innovation effect would be greater in large-sized companies than in small and medium-sized companies. In other words, innovative workforce would be more important in making new products/services that would be successful in the market for small and medium-sized companies than for large-sized companies. Otherwise, learning orientation culture would be more effective in making successful products/services for large-sized companies than for small and medium-sized companies. Based on these results, research hypotheses 1 and 2 were supported. In the analysis of a regression examining the impact on business performance, important results were generated as : 1) innovation effect, LO, and HRI-LO affected business performance, 2) HRI by itself did not have a direct effect on business performance regardless of company size, and 3) company size indicated a moderating effect. Specifically, an effect of the HRI-LO interaction on business performance was stronger in large-sized companies than in small and medium-sized companies. It means that the synergy effect of innovative human resources and learning orientation culture tends to be stronger as company is larger. Referring to these result, research hypothesis 3 was partially supported whereas hypothesis 4 was supported. Based on research results, implications for companies were generated. Regardless of company size, companies need to develop the learning orientation corporate culture as well as human resources' innovativeness together in order to achieve successful development of innovative products and services as well as to improve sales and profits. However, the effectiveness of the HRI-LO interaction would be varied by company size. Specifically, the synergy effect of HRI-LO was stronger to make a success of new products/services in small and medium-sized companies than in large-sized companies. However, the synergy effect of HRI-LO was more effective to increase business performance of large-sized companies than that of small and medium-sized companies. In the case of small and medium-sized companies, business performance was achieved more through the success of new products/services than much directly affected by HRI-LO. The most meaningful result of this study is that the effect of HRI-LO interaction on innovation effect and business performance was confirmed. It was often ignored in the previous research. Also, it was found that the innovativeness of human workforce would not directly influence in generating good business performance, however, innovative human resources would indirectly affect making good business performance by contributing to achieving the development of new products/services that would be successful in the market. These findings would provide valuable managerial implications specifically in regard to the development of corporate culture and education program of small and medium-sized as well as large-sized companies in a variety of fields.