• International Commerce and Information Review
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• v.16 no.4
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• pp.409-437
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• 2014

The purpose of this study is to present the specific ways of successful localization by analyzing the success and failures case for localization within the framework of the strategic models through a theoretical background and strategic models of localization. The strategic models of localization are divided by management aspects such as the localization of product and sourcing, the localization of human resources, the localization of marketing, the localization of R&D, harmony with a local community and delegation of authority between headquarters and local subsidiaries. The results, by comparing and analyzing the success and failures case for localization of individual companies operating in India, indicate that in terms of localization of product and sourcing, there are successful companies which procure a components locally and produce a suitable model which local consumers prefer and the failed companies which can not meet local consumers' needs. In case of localization of human resources, most companies recognize the importance of this portion and make use of superior human resource aggressively through a related education. In case of localization of marketing, It is found that the successful companies perform pre-market research & management and build a effective marketing skills & after service network and select local business partner which has a technical skills and carry out a business activities, customer support, complaint handling with their own organization. In terms of localization of R&D, the successful major companies establish and operate R&D center to promote a suitable model for local customers. In part of harmony with a local community, it shows that companies which made a successful localization understand the cultural environment and contribute to the community through CSR. In aspect of delegation of authority between headquarters and local subsidiaries, it is found that most of Korean companies are very weak for this part. there is a tendency to be determined by the head office rather than local subsidiaries. Implication of this thesis is that Korean enterprises in India should carry forward localization of products and components, foster of local human resource who recognize management and system of company and take part in voluntary market strategy decision, wholly owned subsidiary, establishment and operation of R & D center, understanding of local culture and system, corporate social responsibility, autonomy in management.

• Journal of Korea Water Resources Association
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• v.54 no.spc1
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• pp.1107-1118
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• 2021

Climate change brought on by global warming increased the frequency of flood and drought on the Korean Peninsula, along with the casualties and physical damage resulting therefrom. Preparation and response to these water disasters requires national-level planning for water resource management. In addition, watershed-level management of water resources requires flow duration curves (FDC) derived from continuous data based on long-term observations. Traditionally, in water resource studies, physical rainfall-runoff models are widely used to generate duration curves. However, a number of recent studies explored the use of data-based deep learning techniques for runoff prediction. Physical models produce hydraulically and hydrologically reliable results. However, these models require a high level of understanding and may also take longer to operate. On the other hand, data-based deep-learning techniques offer the benefit if less input data requirement and shorter operation time. However, the relationship between input and output data is processed in a black box, making it impossible to consider hydraulic and hydrological characteristics. This study chose one from each category. For the physical model, this study calculated long-term data without missing data using parameter calibration of the Soil Water Assessment Tool (SWAT), a physical model tested for its applicability in Korea and other countries. The data was used as training data for the Long Short-Term Memory (LSTM) data-based deep learning technique. An anlysis of the time-series data fond that, during the calibration period (2017-18), the Nash-Sutcliffe Efficiency (NSE) and the determinanation coefficient for fit comparison were high at 0.04 and 0.03, respectively, indicating that the SWAT results are superior to the LSTM results. In addition, the annual time-series data from the models were sorted in the descending order, and the resulting flow duration curves were compared with the duration curves based on the observed flow, and the NSE for the SWAT and the LSTM models were 0.95 and 0.91, respectively, and the determination coefficients were 0.96 and 0.92, respectively. The findings indicate that both models yield good performance. Even though the LSTM requires improved simulation accuracy in the low flow sections, the LSTM appears to be widely applicable to calculating flow duration curves for large basins that require longer time for model development and operation due to vast data input, and non-measured basins with insufficient input data.

• 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.

• KOREAN JOURNAL OF CROP SCIENCE
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• v.65 no.3
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• pp.214-221
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• 2020

Salinity is one of the major abiotic stressors that inhibits the growth, yield, and productivity of crop plants. Therefore, it is necessary to develop crops with increased salt tolerance for cultivation in saline soils such as is found in reclaimed land. The objective of this study was to develop a salt-tolerant silage rice line that grows on reclaimed land. In order to develop this salt-tolerant silage rice, we transferred Saltol, a major QTL associated with salt tolerance, from IR64-Saltol, a salt-tolerant indica variety, into Mogyang, a susceptible elite japonica variety. To determine the effect of salt stress, Mogyang and IR64-Saltol cultivars were grown on a medium containing various concentrations of NaCl in in vitro conditions. Shoot length was found to decrease with increasing salt concentrations, and root growth was almost arrested at NaCl concentrations over 50 mM in the Mogyang cultivar. Based on these preliminary results, we screened five salt-tolerant lines showing superior growth under salt stress conditions. Polymerase chain reaction and sequencing results showed that the introgression types of Saltol QTL were derived from the IR64-Saltol cultivar in almost all selected lines. Based on the observed growth and physiological characteristics, the new Saltol introgression lines showed higher salt tolerance compared to the Mogyang parental cultivar. The salt-tolerant lines identified in this study could be used as a genetic resource to improve rice salt tolerance.

• Journal of Applied Biological Chemistry
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• v.61 no.1
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• pp.33-38
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• 2018

This study aimed to investigate the beauty food activities of wild-cultivated ginseng (Panax ginseng C.A. Meyer). wild-cultivated ginseng extracts were analyzed for antioxidant, skin whitening, anti-wrinkle effect was measured in water and 70% ethanol extract. The 1,1-diphenyl-2-picrylhydrazyl (DPPH) free radical scavenging and 2,2'-azinobis (3-ethylbenzothiazoline-6-sulfonic acid) (ABTS) radical decolorization activities of water and 70% ethanol extracts were 16.69 and 2.18% as well as 4.04 and 3.25% at a solid content of $200{\mu}g/mL$, respectively. The antioxidant protection factors (PF) of water and 70% ethanol extracts at a solid content of $200{\mu}g/mL$ were 1.06 PF and 1.09 PF, respectively. Thiobarbituric acid reactive substance (TBARs) were both 96% at a solid content of $200{\mu}g/mL$. As PF and TBARs showed higher activity than DPPH and ABTS, we could know that antioxidant activity in the lipophilic component of wood-cultivated ginseng were superior to water-soluble component of wood-cultivated ginseng. Tyrosinase inhibitory activity was 10.97 and 52.39% in water and 70% ethanol extracts at a solid content of $200{\mu}g/mL$. The collagenase and elastase inhibitory activities as anti-wrinkle effect were 15.71 and 20.43% in water extracts as well as 32.26 and 86.74% in 70% ethanol extract at a solid content of $200{\mu}g/mL$. The results show that anti-wrinkle effect was the best among the other experiments. This extracts from wood-cultivated ginseng, therefore, seems to be a potent beauty food resource against wrinkles.

• Korean Journal of Fisheries and Aquatic Sciences
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• v.12 no.4
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• pp.225-234
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• 1979

For the effective utilization of diverse and abundant resource of seaweeds in Korea as a food protein supplment, extraction conditions of water, salt, and alkali soluble proteins were investigated in previous work(Ryu and Lee, 1977: Lee et al., 1977: Lee et al., 1978). The present study as a part of the serial work was thus aimed to find the conditions of isolation and purification of extracted proteins, and to evaluate the nutritional quality of the isolated seaweed proteins in terms of amino acid composition, chemical score, protein score, modified essential amino acid index(MEAAI), and in vitro digestibility presented as pepsin-pancreatin digest residue index (PPDRI). As for the isolation of extracted proteins, TCA treatment was more effective for the proteins from rhodophyceae and Chlorophyceae while the precipitation at isoelectric point was more desirable for Phaeophyceae proteins. In amino acid composition, water soluble protein fraction was superior to the other fractions in Porphyra suborbiculata whereas both water and alkali soluble fractions seemed to bo more benefitial for Enteromorpha linza and Ulva pertusa; the extraction with alcohol-alkali mixed solvent for Undaria pinnatifida and Sargassum fulvellum. Glutamic acid and aspartic acid content was particularly high in all protein fractions examined. The total amino acid content of Porphyra suborbiculata and Enteromorpha linza was almost equivalent to that of dried whole egg although the essential amino acid content was lower. A comparative analysis was made on the inedexes between raw seaweed powder and isolated protein. Chemical score of Porphyra suborbiculata and Ulva pertusa was approximately 35 and 56 in cafes of raw powder and isolated protein respectively while only 10 to 16 for raw powder of Undaria pinnatifida and Sargassum fulvellum and 30 to 35 for their isolated proteins. Protein score of all isolated proteins was in the range of 63 to 73 which indicates that isolated protein would be mere valuable than the fern of raw seaweed powder. Digestibility by means of PPDRI was found to be extremely low in case of raw powder but it could be doubled in case of isolated protein yielding 67 to 70 for Porphyra suborbiculata and Ulva pertusa.

• KOREAN JOURNAL OF CROP SCIENCE
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• v.59 no.3
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• pp.332-340
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• 2014

The purpose of this study was to establish the optimal growth temperature and to select genetic resources for production of cowpea sprouts. Seowon was treated between $15^{\circ}C$ and $30^{\circ}C$ at intervals of $3^{\circ}C$ to investigate growth temperature. Twelve resources, including Seowon, IT154149, IT154153, Tvu7426, and Tvu7778, were used for cultivating sprouts at a temperature of $27^{\circ}C$. The yield ratio of cowpea sprouts was highest at $27^{\circ}C$ (657%), and was reduced when growth temperature was decreased. The hard seed rate was lower when the growth temperature was increased. Vitamin C content was highest at $24^{\circ}C$ (2.85 mg/g), ranged between 2.15 and 2.29 mg/g at other growth temperatures, and increased with the length of the growth period. The inorganic component content of cowpea sprouts did not vary based on growth temperature, while the amino acid content increased with increasing growth temperature between $15^{\circ}C$ and $24^{\circ}C$, and then subsequently decreased as growth temperature rose from $24^{\circ}C$ to $30^{\circ}C$. IT154153 had the highest yield ratio of cowpea sprouts per genetic resource (647%), followed by Seowon (615%), and Tvu7426 (608%). Genetic resources with a higher yield ratio had smaller seeds, a thinner seed coat, and superior germinability. The inorganic components found at highest concentrations in the cowpea sprouts were potassium, magnesium, calcium, sodium, iron, molybdenum, and zinc (in that order). In comparison to raw seeds, the protein, calcium, zinc, molybdenum, and iron content in the cowpea sprouts was higher, while the content of aluminum and boron was lower.

• International Commerce and Information Review
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• v.15 no.4
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• pp.481-508
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• 2013

The purpose of this study is to research the specific ways of successful localization by analyzing the success and failures case for localization through the theoretical background and the strategic models of localization. The strategic models of localization are divided by management aspects such as the localization of production and sourcing, the localization of human resources, the localization of marketing, the localization of R&D, harmonious relationship with the local community and authority transfer between headquarters and local subsidiaries. And the specific measures of the successful localization are proposed within the framework of the strategic models by comparing and analyzing the success and failures case for localization of individual companies operating in Indonesia. The results indicate that there are successful companies which develop a suitable products for the local climate and failed automobile company which is weak for assembly of complete vehicle in terms of localization of production and sourcing. In case of localization of human resources, most companies recognize the importance of this part and endeavor to secure superior human resource through a related education. It is found that most of the companies perform R & D in their native country. In part of a harmonious relationship with the local community, Korean companies should contribute to the community and be friendly with local residents and make a good image of the company focusing on the cultural environment. In aspect of authority transfer between headquarters and local subsidiaries, there is a tendency to be determined by the head office rather than the joint participation. In the future, in order for Korean enterprise to be successful one in Indonesia market, a highly interdependent and complex forms between headquarters and local subsidiaries shall be performed and an active exchange of information and the selection of best talent regardless of nationality shall be promoted.

• ANNALS OF ANIMAL RESOURCE SCIENCES
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• v.29 no.4
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• pp.172-182
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• 2018

The present study was undertaken to examine if the carcass and pork quality of finishing pigs reared on a low plane of nutrition (LPN) could be improved compared with that of the pigs finished on a high plane of nutrition (HPN). Sixty-eight crossbred (LYD) barrows and 68 LYD gilts weighing approximately 50 kg were fed a diet containing 3.54 Mcal DE/kg with 1.00% lysine (HPN) or 3.02 Mcal DE/kg with 0.68% lysine (LPN) in eight pens up to approximately 120 kg and slaughtered. The belly, loin, ham, and Boston butt were cut out from a total of 20 carcasses, after which physicochemical and sensory quality attributes of the belly and the representative muscle of each of the loin, ham, and Boston butt were evaluated. The ADG, gain:feed ratio, and backfat thickness were less for LPN than for HPN (p<0.05). The cooking loss, hardness, and chewiness values for the Boston butt were less for LPN vs. HPN. In sensory evaluation for fresh meat (muscle), the subjective quality scores were greater for LPN vs. HPN in color, marbling, and acceptability for the loin, the muscle:fat balance score for the belly tending to be greater for LPN (p<0.10). In addition, LPN was superior to HPN in the flavor and juiciness in sensory evaluation for cooked ham. In conclusion, the present results suggest that the carcass and pork quality of finishing pigs could be improved with reduced growth performance by using LPN.

• Journal of Mushroom
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• v.18 no.4
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• pp.331-338
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• 2020

This study was conducted to cultivate new Lepista nuda varieties with shorter cultivation period and better fruiting body compared to that of wild strains, for mass production and commercial application. Eighteen genetic resources of L. nuda were collected and grown in boxes using rice straw-fermented growth medium. Four lines with fruiting bodies were formed and selected as cross-breeding lines. Although 657 combinations were crossed through monospore crossing, only 17 combinations were bred between the 'CBMLN-19' line and the 'CBMLN-30' line. Among them, 8 lines with fast mycelial growth and high density were selected. After inoculating the rice straw-fermented growth medium with 14 genetic resources and 8 cross-breeding lines, their incubation period was investigated. Six of the cross-breeding lines completed their incubation in 20 days, while 7 of the 14 genetic resources took more than 40 days to complete their incubation, reducing the incubation period by more than 20 days in most cross-breeding lines. After the incubations were completed, the clay loam soil was covered with for post-cultivation, and when the mycelial cultivation was complete, the formation of fruiting bodies was induced after scraping the mycelial bodies under these environmental conditions: 14℃, 95% relative humidity or higher, and 1,500 to 2,000 ppm CO2 concentration. The temperature was reduced to 6℃ at night, resulting in a low temperature shock. Thus, 4 lines of fruiting bodies occurred from two genetic resources 'CBMLN-31' and 'CBMLN-44' and two cross-bred lines 'CBMLN-96' and 'CBMLN-103'. After inoculation, the longest period for fruiting bodies to occur was 100 days for the control:, the genetic resource 'CBMLN-31', and the shortest period (45 days) was observed for the cross-breeding line 'CBMLN-103'. The result of the investigation of the fruiting body characteristics shows that the cross-bred line 'CBMLN-103' showed a small form with 1.9 g of individual weight and 123validstipes per box, which was the highest incidence among the four lines. Another cross-bred line, 'CBMLN-96', had an individual weight of 5.5 g, which is larger than that of 'CBMLN-103'; however, the number of valid stipes per box was 30 less than that of 'CBMLN-103'. Quantity analysis showed that the control, 'CBMLN-31', had the highest quantity of 783 g per box, followed by the cross-bred line, 'CBMLN-96' with 165 g per box, and then the 'CBMLN-103' with 232 g. The quantity of the two crossbred lines was lower than that of the control 'CBMLN-31'; however, the amount of fruiting bodies was higher, and the cultivation period was shortened by 32 to 33 days. Therefore, these two lines would be selected as superior lines.