• Journal of the Korea Safety Management & Science
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• v.17 no.1
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• pp.53-66
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• 2015

This study classified the study subjects as apartment residents and managers, and conducted the descriptive statistics of research questions related to the effectiveness of the lightweight partition walls and the evacuation space. This study also conducted T-test and Anova to find the different perceptions of the lightweight partition walls and the evacuation space, and the different perceptions of related laws according to the characteristics of the residents and managers. The findings and suggestions were as follows. Firstly, strengthening of the Senior Fire Safety Manager system to prevent the insolvency of fire safety management due to the affiliate. Secondly, implementing enhanced penalties in accordance with not implementing residents education, in order to prevent not smoothly delivering manager trained education to residents. Thirdly, adjusting hands-on training time according to the gender of the managers to supplement women's relatively low perceptions of lightweight partition. Fourthly, mandating evacuation guidance stickers on the evacuation space for residents to remove obstacles in the evacuation space. Finally, establishing regular residents education system in order to improve the awareness of the related laws for residents residing over 16th floors.

• The Journal of Asian Finance, Economics and Business
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• v.5 no.4
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• pp.187-199
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• 2018

This study examined the effects of startup firm's knowledge assets on the effectiveness of their sales strategies, efficiency of sales activities, and management performance, after categorizing these assets into customer knowledge assets and technology knowledge assets. Furthermore, the moderating effects of promotion focus by CEOs and sales managers of startup firms were analyzed. For the analysis, dyadic questionnaire surveys were conducted targeting the CEOs and sales managers of startup firms established at the Gyeongnam Technopark and the KAIST Technology Business Incubation Center in Korea. Hypotheses were verified through structural equation modeling, and moderating effects were identified through ANOVA. CEO's customer knowledge asset strengthened their effectiveness of sales strategies, and sales manager's technology knowledge asset strengthened the efficiency of their sales activities. Also, CEO's effectiveness of sales strategies and sales manager's efficiency of sales activities have been found to enhance startup firm's management performance. Meanwhile, the moderating effect of promotion focus strengthened CEO's effectiveness of sales strategies through CEO's customer knowledge asset and interaction as CEO's promotion focus level increased, but promotion focus of sales managers did not have any significant interaction effect. This study provides implications by offering empirical evidence on startup firms with regard to knowledge assets.

• Human Ecology Research
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• v.57 no.3
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• pp.353-367
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• 2019

This study investigates the influence of family-friendly workplace policies and organizational culture on the willingness of married female managers to have a child. The analysis includes 353 married female managers from the $6^{th}$ survey of the 2016 Korean Women Manager Panel. Factors that are found to influence the respondents include age, education, number of children, job position, promotional goals, accessibility to family leave, accessibility to shorter work hours during the child-rearing period, and organizational culture. Female managers who can easily use family leave or who have shorter work hours during the child-rearing period show a higher willingness to have a child. By contrast, those whose work places employ a fair and horizontal organizational culture are less willing to have a child. The introduction of family-friendly policies are not found to be statistically significant determinants of female managers' willingness to have a child. We find that influencing family-friendly policies between the first and second childbirth differ. The accessibility of family-friendly policies that affect the willingness of female managers to have a child when they have no child include parental leave, employer-supported childcare, and childcare subsidies. For improving their willingness to have a second child, accessibility to both family leave and shorter work hours during the child-rearing period are effective. In conclusion, the government should strongly consider micro-personal factors, such as family-friendly workplace practices and organizational culture, when executing policies to reverse the current trend of low fertility.

• Journal of Family Resource Management and Policy Review
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• v.16 no.1
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• pp.103-121
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• 2012

This paper used data which consisted of 109 female managers who married and 109 female managers who gave birth over a 2-year period (2008-2010) by 'KWMP: Korean Women Manager Panel' from Korean Women's Development Institute (KWDI). The results of this empirical study exhibit that 1) female managers' marriages and childbirth did not have significant effects on job satisfaction, organizational commitment, and plans to leave. 2) Female managers' marriages also did not have significant effects on life satisfaction, however, their childbirth did (t=2.49, df=108, p<.014). We used to believe that female managers' marriages and childbirth could disturb their work. However, this study disproved the previous stereotype that female managers' marriages and childbirth would have negative effects on job satisfaction, organizational commitment, and plans to leave. The results of this study will provide useful information to human resource departments or female rights and interests organizations.

• Journal of Fashion Business
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• v.16 no.2
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• pp.27-43
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• 2012

Considering the rapid growth of mobile industry and the emerging application marketing, this study focused on fashion applications, which had not drawn much academic attention before, and analysed relevant content composition, information-seeking benefits based on users' lifestyles and resulting differences in satisfaction and loyalty. In short, fashion applications were divided into fashion and non-fashion brand apps. Brand apps were subdivided into luxury, women's wear, men's wear, casual wear, sportswear, accessories and the like. Non-brand apps included commerce, magazine, information, style tip, SNS and wardrobe manager types. As for users' lifestyle-based information search, the higher the tendency to search information on the internet and to favour reasonable consumption, the more basic information on products and brands they sought, whereas the higher the tendency to look for high-profile brands and to favour global culture, the more additional information like images or entertainments they sought. To sum up, given that studies on fashion-specific applications were rare, the present study reviewed and categorized current fashion applications, and suggested theoretical and practical groundwork for developing content based on target consumers' lifestyle and for planning fashion applications in practice.

• Journal of the Society of Disaster Information
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• v.5 no.1
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• pp.104-119
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• 2009

The purpose of this study is to examine the effects of job involvement and organization commitment on job form of security guard. The total 260 subjects are composed of 50 women and 210 men who work at security company for security guards in Seoul and Gyonggi province. First, according to the populational and social character, job involvement was higher in women security guards than men, higher in 'above 41' for age, higher in 'university' for educational level, and higher in '300-400' for incomes. Second, according to the populational and social character, organization commitment was higher in men security guards than women, higher in 'above 41 ' for age, higher in 'graduate school of university' for educational level, and higher in '300-400' for incomes. Third, according to the form of the job, the job involvement was higher in 'under 10' for their career, higher in 'manager' for their responsibilities of work, higher in 'afternoon working' for the time schedules, and higher in 'field service' for the kind of working. Fourth, according to the form of the job, the organization commitment was higher in 'under 10' for their career and higher in 'field service' for the kind of working. However, there was no difference between the responsibilities of work and the time schedules. Fifth, it increases the organization, when the job involvement of the security guards such as work attachment, active performance, and the pursuit of job achievement.

• Journal of Life Science
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• v.21 no.10
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• pp.1443-1451
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• 2011

The purpose of this study was to observe self-reliance fitness and growth hormones in obese elderly women. Twenty-four females over the age of 65 years, who did not exercise regularly, were chosen as test subjects. All subjects were evaluated pre- and post-test. The results of this study were as follows; Results related to the experimental group revealed that there were statistically significant differences between the mean scores pre- and post-test in self-reliance fitness. Results related to the experimental group revealed that there were statistically significant differences between the mean scores pre- and post-test in growth hormone. Overall, participation in a 12-week combined exercise program had a positive impact on the self-reliance fitness and growth hormone in the obese elderly women. Based on the results of this study, obese elderly women are encouraged to participate in a combined exercises program on a regular basis.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.514-523
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• 2017

This study examined the effects of work-family spillover on the organizational attachment of female managers. The 4th and 5th data sets of Korean Women Manager Panel Survey established by the Korean Women's Development Institute were merged and the 5th data set for female managers was analyzed. The findings reveal that work-family support relationship is an important factor for strengthening the organizational attachment on the part of female managers. For working women, organizational support and family support is the most significant driving force for retaining their career. Second, negative spillover from family to work rather than that from work to family had a stronger impact on the organizational attachment of female managers. This finding suggests that women are not free from their status in the family, and that conflict relationships originating from the family ha a stronger impact on women's organizational attachment than that generated from work. Third, the third stage model incorporates the interaction terms of work-family spillover and organizational culture. The results showed that the interaction effect alone remains. In particular, family-work positive spillover exerts positive (+) effects on the organizational attachment only if a rational organizational culture is in place. Work-family negative spillover, however, shows negative (-) effects under rational organizational culture. Family-work negative spillover combined with rational organizational culture reinforces the organizational attachment, but has negative (-) effects under traditional organizational culture. The implications might be that women may experience negative family to work spillover, which may weaken their organizational attachment and that a rational organizational culture can reverse the spillover effect and increase the organizational attachment of female managers. No interaction effect of organizational culture appears for work to family negative spillover. A differential effect by the direction of spillover requires further study. In addition, more study will be needed to develop a more integrative model with the relevant variables not included in this study and sub-group analyses will be needed to ascertain the differences within female managers.

• Journal of the Korean Dietetic Association
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• v.8 no.1
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• pp.42-51
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• 2002

Questionnaire survey was performed in order to set an adequate meal table for athletes taking their food preferences into consideration. The survey was conducted against 32 athletes of a professional soccer team. Statistical data analysis was performed utilizing SAS package program. The results of this study can be summarized as follows; 18.8% of the answerers were found out to consider their autotrophic nutritional status as above average, 75.0% considered theirs as up to the average and 6.2%, below average. Among answers to the question what they consider as the most critical factor in their staying healthy; sound sleep won the most votes followed by enough rest, tranquillity and balanced eating habit. Yet, 68.8% replied their meal sizes were not settled. And 46.9% thought nutritive supplement helpful and 96.9% of the answerers said a dietitian is required as their health manager. 62.5% of them preferred Korean cuisine. Chigye and Chongol were the most preferred menus(55.6%) and Namul (28.1%), Muchim(26.3%) and Cheok.cheon(23.9%) enjoyed relatively low preference.

• Asian Pacific Journal of Cancer Prevention
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• v.14 no.8
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• pp.4903-4906
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• 2013

Background: The purpose of this study was to determine proportional rates of cervical precancerous lesions and cancer, and associations with socio-demographic variables, HIV status, and CD4 cell count. Materials and Methods: A retrospective comparative study was conducted targeting the medical records of all women over age 18 that were diagnosed histologically through colposcopy with cervical precancerous lesions and cancer from 1 December 2011 to 30 November 2012. Results: A total of 313 patient records were used for data analysis. The average age was 39.1 (SD=2.04) years. More than a third (37.1%) of the patients had CIN III or cervical cancer. There was a significant association between age, CD4 cell count, HIV status, and cervical lesions (p<0.05). Age was found to be an influential predictor of cervical lesions (OR=0.67, 95%CI: 0.46-0.98). Conclusions: There exists an association between age and cervical lesions, with presentation of cervical precancerous lesions and cervical cancer at a younger age among HIV reactive patients. The National Guidelines should be brought in line with the National HIV Counseling and Testing Policy to offer Pap smears to all sexually active women that test HIV reactive during routine HIV Testing.