• Korean Institute of Interior Design Journal
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• v.15 no.6 s.59
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• pp.68-76
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• 2006

Founding himself on 'The Principle of Self-making' that is the instrument of 'the natural construction' and accomplishing the various interdisciplinary researches, Frei Otto could explicate the fundamental structure of life that is able to make visible the self-making processes in the nature, the technique and the architecture. It is the flexible pneumatic construction that is grounded on the fibrous organization. This was a milestone not only for him who wanted to put the idea of the new architectural form into practice, but also for the contemporary architecture that faces on the style-pluralistic disorientedness. The architectural form of the natural construction includes in itself three constitutional sub-ideas. One of them is 'the adaptable architecture', which is inclined to the architecture similar to the organization of human body, and the other 'the light architecture' that is in the pursuit of the optimal form through the minimal material. The last one is 'the ecological architecture' that aims to realize the optimal dwelling environment based on the effective energy consumption by accumulating knowledges of the always fluid and unstable nature. With these architectural ideas Frei Otto could develop a new architectural form language 'the light architecture of the natural construction'. This study is purposed to explain the various experiments that were made by his team and the basic principles of the structural dynamics of 'the architecture of the natural construction' and then to analyze the structures that were built on the ground of those principles.

• Asia-Pacific Journal of Business
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• v.10 no.3
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• pp.153-171
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• 2019

This is an exploratory study on facilitators, impediments and their priorities of firm innovation activities regarding the Fourth Industrial Revolution. This study adopted an inductive method to explore the properties and contents of the facilitators and impediments. 10 main factors and 30 sub-factors (15 facilitators, 15 impediments) were extracted through the Delphi survey. The highest priority goes to the factor of executive-level officers' minds and future strategies. By examining the properties and contents of 15 facilitators and 15 impediments of innovation activities, this study notices that the most factors are related to the prior stage of innovation. It indicates that each firms' innovation activities regarding the Fourth Industrial Revolution is not about the managing problems in (or of) innovation process, but closely associated with the degree of whether they are willing to be engaged with their innovation activities of the Fourth Industrial Revolution. In addition, this study proposes that the relationship between each firms' innovation activities on existing market/business and the new market/business regarding the Fourth Industrial Revolution can be predicted as a dynamic reverse one. 15 facilitators and 15 impediments can influence two types of innovation activities. Finally, this study suggests that through priorities of facilitators and impediments, leadership and future strategies, culture and organization, and (human) resource acquisition are the prioritized areas for a further study of innovation activities.

• Journal of The Korean Society of Integrative Medicine
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• v.11 no.3
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• pp.205-217
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• 2023

Purpose : This study aimed to identify the job satisfaction, organizational commitment, and turnover intention of workers at dementia care centers, and the correlations between these factors. Methods : A survey of 131 dementia care center employees was conducted. This comprised 48 questions covering respondent characteristics, organizational satisfaction, organizational commitment, and turnover intention. Results : Employees with no intention to change jobs had significantly higher job satisfaction and organizational commitment than those with job change intentions. Turnover intention was significantly correlated with both job satisfaction and organizational commitment. The higher the organizational commitment and the lower the turnover intention, the higher the job satisfaction. The higher the job satisfaction and the lower the turnover intention, the higher the organizational commitment. Analysis of the sub-components of the main variables found The lower the work environment, compensation, and sense of belonging to the organization, the higher the turnover intention. Conclusion : Regular educational programs are needed to improve the expertise of workers at the dementia care center, and opportunities for employees to communicate their needs should be maximized. In addition, higher salaries will attract more able and willing employees, reduce turnover, and provide and a sense of of belonging to the organization. Attention to the proper distribution of work and recruitment of appropriate human resources will further improve the working environment. If the job satisfaction and organizational commitment of workers at the dementia care center are increased and the number of employees intending to change jobs is reduced, the length of employee service will increase and contribute to improved care and service quality for dementia patients.

• 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.

• Molecules and Cells
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• v.25 no.1
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• pp.30-42
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• 2008

The disease-specific (dsp) region and the hypersensitive response and pathogenicity (hrp) genes, including the hrpW, $hrpN_{Ep}$, and hrpC operons have previously been sequenced in Erwinia pyrifoliae WT3 [Shrestha et al. (2005a)]. In this study, the remaining hrp genes, including the hrpC, hrpA, hrpS, hrpXY, hrpL and hrpJ operons, were determined. The hrp genes cluster (ca. 38 kb) was comprised of eight transcriptional units and contained nine hrc (hrp conserved) genes. The genetic organization of the hrp/hrc genes and their orientation for the transcriptions were also similar to and collinear with those of E. amylovora, showing ${\geq}80%$ homologies. However, ORFU1 and ORFU2 of unknown functions, present between the hrpA and hrpS operons of E. amylovora, were absent in E. pyrifoliae. To determine the HR active domains, several proteins were prepared from truncated fragments of the N-terminal and the C-terminal regions of $HrpN_{Ep}$ protein of E. pyrifoliae. The proteins prepared from the N-terminal region elicited HR, but not from those of the C-terminal region indicating that HR active domains are located in only N-terminal region of the $HrpN_{Ep}$ protein. Two synthetic oligopeptides produced HR on tobacco confirming presence of two HR active domains in the $HrpN_{Ep}$. The HR positive N-terminal fragment ($HN{\Delta}C187$) was further narrowed down by deleting C-terminal amino acids and internal amino acids to investigate whether amino acid insertion region have role in faster and stronger HR activity in $HrpN_{Ep}$ than $HrpN_{Ea}$. The $HrpN_{Ep}$ mutant proteins $HN{\Delta}C187$ (D1AIR), $HN{\Delta}C187$ (D2AIR) and $HN{\Delta}C187$ (DM41) retained similar HR activation to that of wild-type $HrpN_{Ep}$. However, the $HrpN_{Ep}$ mutant protein $HN{\Delta}C187$ (D3AIR) lacking third amino acid insertion region (102 to 113 aa) reduced HR when compared to that of wild-type $HrpN_{Ep}$. Reduction in HR elicitation could not be observed when single amino acids at different positions were substituted at third amino acids insertion region. But, substitution of amino acids at L103R, L106K and L110R showed reduction in HR activity on tobacco suggesting their importance in activation of HR faster in the $HrpN_{Ep}$ although it requires further detailed analysis.

• Journal of Venture Innovation
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• v.5 no.3
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• pp.41-55
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• 2022

The purpose of this study is to investigate the effect of Job Embeddedness of members of small and medium-sized construction companies on turnover intention through organizational commitment, targeting employees of small and medium-sized construction companies located in Seoul, Gyeonggi, and Incheon. The significance sampling method was applied as the sampling method, and the number of cases used in the final analysis was 316, and the input data was processed using the SPSS 20.0 program for statistical analysis. As a result of analysis, First, it was found to have a significant negative(-) effect on the turnover intention in suitability and sacrifice as sub-factors of Job Embeddedness of small and medium-sized construction company members, and the correlation between linkage and turnover intention was not significant. Second, it was found to have a significant positive(+) effect on the organizational commitment in suitability, links and sacrifice as sub-factors of job embeddedness of small and medium-sized construction company members. Third, organizational commitment was found to have a significant negative(-) effect on turnover intention. Fourth, organizational commitment was found to completely mediate the relationship between job commitment and turnover intention. Therefore, it was found that the higher the Job embeddedness of the members of small and medium-sized construction companies, the more influential the turnover intention. This suggests that it can have a negative effect on turnover intention by improving the suitability of values pursued by individual members of the organization, work passion, and attachment to the organization.

• Journal of Internet Computing and Services
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• v.20 no.4
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• pp.63-72
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• 2019

As a sub-concept of corporate or organization governance, business governance and IT governance have become major research topics in academia. However, despite the importance of process as a construct for mediating the domain between business and information technology, research on process governance is relatively inadequate. Process Governance focuses on activities that link business strategy with IT system implementation and explains the creation of corporate core values. The researcher studied the basic conceptual governance models of political science, sociology, public administration, and classified governance styles into six categories. The researcher focused on the series of metamodels. For examples, the traditional Strategy Alignment Model(SAM) by Henderson and Venkatraman which is replaced by the neo-SAM model, organizational governance network model, sequential organization governance model, organization governance meta model, process governance CUBE model, COSO and process governance CUBE comparison model, and finally Process Governance Framework and etc. The Major difference between SAM and neo-SAM model is Process Governance domain inserted between Business Governance and IT Governance. Among several metamodels, Process Governance framework, the core conceptual model consists of four activity dimensions: strategic aligning, human empowering, competency enhancing, and autonomous organizing. The researcher designed five variables for each activity dimensions, totally twenty variables. Besides four activity dimensions, there are six driving forces for Process Governance cycle: De-normalizing power, micro-power, vitalizing power, self-organizing power, normalizing power and sense-making. With four activity dimensions and six driving powers, an organization can maintain the flexibility of process governance cycle to cope with internal and external environmental changes. This study aims to propose the Process Governance competency model and Process Governance variables. The situation of the industry is changing from the function-oriented organization management to the process-oriented perspective. Process Governance framework proposed by the researcher will be the contextual reference models for the further diffusion of the research on Process Governance domain and the operational definition for the development of Process Governance measurement tools in detail.

• Korean Journal of Agricultural and Forest Meteorology
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• v.23 no.4
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• pp.251-267
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• 2021

Remotely sensed vegetation indices (VIs) are empirically related with gross primary productivity (GPP) in various spatio-temporal scales. The uncertainties in GPP-VI relationship increase with temporal resolution. Uncertainty also exists in the eddy covariance (EC)-based estimation of GPP, arising from the partitioning of the measured net ecosystem CO2 exchange (NEE) into GPP and ecosystem respiration (RE). For two forests and two agricultural sites, we correlated the EC-derived GPP in various time scales with three different near-surface remotely sensed VIs: (1) normalized difference vegetation index (NDVI), (2) enhanced vegetation index (EVI), and (3) near infrared reflectance from vegetation (NIRv) along with NIRvP (i.e., NIRv multiplied by photosynthetically active radiation, PAR). Among the compared VIs, NIRvP showed highest correlation with half-hourly and monthly GPP at all sites. The NIRvP was used to test the reliability of GPP derived by two different NEE partitioning methods: (1) original KoFlux methods (GPP_Ori) and (2) machine-learning based method (GPP_ANN). GPP_ANN showed higher correlation with NIRvP at half-hourly time scale, but there was no difference at daily time scale. The NIRvP-GPP correlation was lower under clear sky conditions due to co-limitation of GPP by other environmental conditions such as air temperature, vapor pressure deficit and soil moisture. However, under cloudy conditions when photosynthesis is mainly limited by radiation, the use of NIRvP was more promising to test the credibility of NEE partitioning methods. Despite the necessity of further analyses, the results suggest that NIRvP can be used as the proxy of GPP at high temporal-scale. However, for the VIs-based GPP estimation with high temporal resolution to be meaningful, complex systems-based analysis methods (related to systems thinking and self-organization that goes beyond the empirical VIs-GPP relationship) should be developed.

• Journal of the Korean Society of Marine Environment & Safety
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• v.26 no.7
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• pp.787-797
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• 2020

The marine officer plays a pivotal role in the shipping organization as a professional who performs a complex and diverse function. On the sea, unlike land duty, the possibility of turnover increases due to characteristics such as living in isolated spaces, continuous shift work during a set sailing period, high intensity work tension, stress, and social isolation. In this study, the impact of the organization's civic actions on the intention of turnover as a mediator of organizational immersion was divided into three groups of large companies, small and medium-sized enterprises, and public enterprises to check the differences between each category in a structural manner. Analysis showed that there were statistically significant differences between the groups in loyalty and turnover intention when the sub-factors of organizational commitment and organizational citizen behavior of the marine officer, and the size of turnover intention were included. Organization citizen behavior did not directly affect turnover intention, but when indirect effects were included, there was an effect through loyalty, and relationship-oriented organizational citizen behavior negatively affected turnover intention through loyalty. Excluding public enterprises, the non-standardization path coefficients were -0.229±0.117 and -0.319±0.068, respectively, showing a statistically significant effect in large companies and SMEs. These results indicate that in order to lower the employee turnover intention in large corporations and small and medium-sized shipping companies, it is necessary to consider not only organizational citizen behavior but also measures to increase organizational commitment.

• The Journal of Korean society of community based occupational therapy
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• v.10 no.1
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• pp.1-15
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• 2020

Objective : The purpose of this study is to investigate the factors affecting occupational therapist's job stress through meta-analysis. Methods : In order to achieve the purpose of the study, 15 studies that examined job stress of occupational therapists were selected for analysis. The general characteristics of individual papers and the magnitude of the effect of related variables on job stress were calculated. The effect size of related variables on job stress and sub-factors (Fisher z) were calculated. Results : The results were found that the effect size on job stress was not significant in the variables of education level, salary and age. The largest effect size was found to be turnover intention (ES=1.161). There was no significant effect size in sub-factors of interpersonal conflict, organization system and insufficient job control. There was a significant effects in physical environment, lack of reward, job insecurity, job demand and occupational climate. Conclusion : The results of this study were suggested that an approach depending on sub-factors is needed to reduce job stress of occupational therapists. Satisfaction, burnout, and self-efficacy, which are psychological factors, are considered to be needed a program for psychological empowerment in order to reduce the job stress of the occupational therapist with a medium effect size according to individual sub-factors.