• SUVANNABHUMI
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• v.10 no.2
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• pp.215-228
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• 2018

The paper provides an appreciation and critical commentary on Stephen Keck's fictional product, the SEABOT. It examines the problems of regional definition, given Southeast Asia's diversity, and provides a positive gloss on this diversity. It also considers certain conceptual and methodological issues raised by SEABOT, and the advantages and disadvantages of this online platform.

• The Journal of Industrial Distribution & Business
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• v.11 no.10
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• pp.49-58
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• 2020

Purpose: The purpose of this study was to examine the differential effect of workforce diversity on employee productivity and its subsequent impact on customer experience. Research design, data and methodology: A once-off cross-sectional research design was used in this study where the Zimbabwean civil service was targeted. Randomization was used to collect 324 validated responses. The study focused on both primary (age and gender) and secondary (education and political affiliation) dimensions of workforce diversity. Results: The results were confirmatory that workforce diversity is a significant predictor of employee productivity (β = 0.668, P < 0.05), at the same time employee productivity holds explanation to customer experience by 37%. Results also revealed that gender diversity, educational diversity and political diversity were significant determinants of workforce diversity (P < 0.05). However, the study established that age diversity was not a significant factor in enhancing employee productivity (P > 0.05). Conclusions: The study concluded that workforce diversity is a powerful tool in enhancing both customer experience and employee productivity. As such, the latter can be augmented through shrewd workforce diversity practices as championed by management. To that end, the study recommends the development of a workforce diversity framework which promotes inclusivity.

• The Korean Journal of Ecology
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• v.19 no.3
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• pp.223-230
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• 1996

Five measurements of species diversity (richness index, diversity index, evenness index, dominance index and species sequences-importance curve) and their relationships with sltitude, tree age and community type were studied in $T\v{o}gyusan$ National Park, Korea. Altitude and tree age were the major variables explaining the differences of species diversity in the whole forest. Species richness index, diversity index and evenness index of Quercus mongolica and Pinus densiflora communities were lower than those of Carpinus laxiflora, Q. serrata, Fraxinus mandshurica, Q. mongolica - P. densiflora communities than that in the other communities. The species sequence-importance curve of the forest communities in $T\v{o}gyusan$ coincided with the ideal curve calculated by the lognormal-distribution theory.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.8
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• pp.539-547
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• 2019

Even though current firms achieve organizational innovation with diverse workforce, previous studies on the relationship between workforce diversity and firm innovation revealed mixed results. To explain these inconsistent findings, this study examines the contradictory aspects of diversity, and divides innovative performance as exploitative and exploratory innovation. In particular, the main focus of this study is age diversity and firm innovation, since most Korean firms suffer from inter-generational conflicts. In addition, this study explores the moderating role of cohesive and innovative culture as the strong norms within the organization. The HCCP data was used to test these hypotheses. As predicted, age diversity negatively influences exploitative innovation, and positively affects exploratory innovation. However, the moderating role of cohesive culture was not statistically significant. Conversely, innovative culture strengthens the positive relationship between them.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.6
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• pp.440-446
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• 2018

This study examines the contrasting effects of an aging workforce on organizational innovation and the moderating role of age diversity. By utilizing a knowledge-based view, this study asserts that an aging workforce can contribute to organizational innovation to some degree due to accumulated firm-specific knowledge and experiences as well as various social networks within and outside the firm. On the contrary, as the portion of an aging workforce increases, the negative effect of the aging workforce on organizational innovation can overwhelm the positive effects because of the limitations of new knowledge creation. In addition, this study explores the effect of age diversity to moderate the relationship between aging workforce and organizational innovation.Empirical findings showed that an aging workforce and organizational innovation had an inverted-U relationship, and age diversity moderated this curvilinear relationship as this study predicted. These theoretical arguments and empirical findings highlight the necessity to explore the complex effects of an aging workforce on organizational innovation as well as additional factors influencing the relationship between aging workforce and firm innovation.

• Journal of Ecology and Environment
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• v.35 no.1
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• pp.27-34
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• 2012

Typha angustifolia has ecological characteristics of clonal growth similar to Phragmites australis. The plant spreads byclonal growth and seed dispersal. In this study, for the three stands which have different settlement age at the Baksilji wetland in Korea, genetic diversity was estimated by random amplification of polymorphic DNA analysis to evaluate the change in genetic diversity of T. angustifolia during stand development in the same population. Stand (ST) 1 was the oldest and ST 4 was the youngest. ST 5 was in a small ditch out of the Baksilji. Although the ST 1, ST 2, and ST 3 did not differ significantly in vegetational or physical environment, the genetic diversity estimated according to Nei's gene diversity (h) and the Shannon index (i) increased in the order of ST 1 < ST 2 < ST 3 contrary to formative age. The genetic diversity of ST 4 was much higher than that of the other three stands. ST 4 has similar abiotic environmental conditions with slight T. angustifolia dominance, and seems to be in the early establishment stage. ST 5 differed from the other stands in vegetational and soil environments, which can result in stressful cattail conditions. Even though the ST 5 stand was not younger than the ST 4 stand, ST 5 showed the highest genetic diversity. Our results indicate that after early settlement of the T. angustifolia population, genetic diversity within the species decreased over time and that the decreasing pattern of genetic diversity within T. angustifolia stands is not likely to occur under stressful conditions.

• The Korean Journal of Community Living Science
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• v.20 no.2
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• pp.145-156
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• 2009

The purpose of this study was to explore socio-economic factors as determinants of food behavior and self-evaluation on meeting dietary guidelines. The data were derived from the KNHANES collected in 2007. A multidimensional framework of the determinants of food behavior was used, including age, gender, region, occupation, education, income and nutritional knowledge. The determinants of food behavior and self-evaluation were estimated by ordered logistic regression models. Food behavior was measured by dietary diversity scores including six food groups, which were cereals, vegetables, meats, fruits, milk, and oils. Self-evaluation on meeting dietary guidelines was based on responses from questionnaires for implementing Korean dietary guidelines. In general, the respondents who fulfilled all criteria were few. There were some differences between dietary diversity scores and self-evaluation on meeting dietary guidelines. Age, gender, and educational level showed effect on food behavior and self-evaluation. For dietary diversity scores, the individuals who were younger male, graduated from college were more likely to consume more various foods. The individuals who were older female, graduated from high school were more likely to meet dietary guidelines. Occupation was associated only with self-evaluation. Age and gender were associated with food behavior as well as self-evaluation. Income and marital status were associated only with dietary diversity scores. Reading food label and occupation were associated only with self-evaluation. The food behavior of married individuals was less in line with the dietary diversity scores than singles. In conclusion the differences between objective measure and subjective measure on individuals' diet showed more efforts like segmented nutritional education would be needed to increase the quality of dietary life.

• Korean Journal of Community Nutrition
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• v.21 no.6
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• pp.545-557
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• 2016

Objectives: This study was performed to compare the diet quality and diversity according to types of obesity categorized by body mass index and waist circumference among Korean adults aged 19-64 years. Methods: This study used the data of the 5th Korea National Health and Nutrition Examination Survey (KNHANES-V) and included 11,081 study participants. Type of obesity was categorized into 4 groups (Type 1: BMI obesity + abdominal obesity; Type 2: BMI obesity only; Type 3: abdominal obesity only; Type 4: Normal). To compare the diet quality and diversity according to obesity type, ANCOVA (Analysis of covariance) was used with stratification of age groups (19-44 years, 45-64 years). Results: With regard to comparative analysis of diet quality, there were significant differences between diet qualities in energy, protein, thiamin, riboflavin, niacin, phosphorous and iron and type of obesity in the 19-44 age group, while there were significant differences between diet qualities on protein, vitamin C, phosphorous and type of obesity in the 45-64 age group. There was no significant difference between diet diversity score and type of obesity in Korean adults. Conclusions: This study showed that in Korean adults, diet qualities of some nutrients were different among obesity types, while diet diversity was not. These observations should be considered in an effort to improve intake of over-and deficient nutrients and in further studies to evaluate the effects of nutrient quality on obesity.

• Korean Journal of Human Ecology
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• v.3 no.1
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• pp.15-24
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• 2000

This study was performed to assess the extent of dietary diversity and nutrient intakes of Korean child-bearing women and to investigate the relationships between dietary diversity indices and nutrient intakes. A total of 91 women aged 18 to 48 years old participated. They were divided into four groups by age 15 subjects in teens, 20 in twenties. 32 in thirties and 24 in forties. Mean energy intake was 1638${\pm}$471㎉/day and it was low as 81.4% of the Korean RDA for energy. Mean intakes of folate, calcium and iron were also low as 81.7%. 72.6% and 57.2% of the RDAs. On the other hand, protein, vitamin A, thiamin, riboflavin and vitamin C were consumed close to or above the RDAs. It was obvious that the subjects in teens and twenties took less all of the nutrients as well as energy than those In thirties and forties. Mean nutrient adequacy ratio( MNAR) was 0.77 and showed a trend to raise with increasing age. Thus MNAR of the teens was the lowest and that of the forties was the highest among the age groups. The results in this study support the previous findings that nutrient intakes of women in teens and twenties were poorer compared to those in thirties and forties. Mean dietary diversity score( DDS) . dietary variety score(DVS) and dietary frequency score( DFS) were 4.1. 11.6 and 14.7. respectively. DVS and DFS of the teens and twenties were lower than those in thirties and forties. DDS significantly correlated to the intakes of energy and calcium only, however, DVS and DFS had significant relationships to the intakes of all nutrients. The MNAR significantly related to DVS and DFS. but not DDS. In conclusion, the intakes of energy, folate. calcium and iron of child-bearing women were not sufficient and their nutrient adequacy highly correlated with dietary diversity. It indicates that to consume various foods helps to enhance the nutritional status.

• THE INTERNATIONAL COMMERCE & LAW REVIEW
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• v.56
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• pp.101-120
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• 2012

Changes in the global business environment continue at an accelerated pace. The 21st century maybe remarked, perhaps, for its hot issues on globalization and diversity. Diversity may arise in terms of ethnic, gender, age and culture. Cultural diversity out of all stands out in front in modern times as more multinational companies operate internationally resulting more people to start living abroad and work with people from different cultures. In recent years, these multinational companies realized the important roles human resource management play in international trade since cultural diversity is very influential on their work performance. A well-managed human resources will ensure organizations' success to a great extent. This paper touches the field of cultural diversity and introduces human resource management of international trade as a way to handle diversity matters faced by international organizations.