• The Journal of Industrial Distribution & Business
• /
• v.11 no.6
• /
• pp.29-39
• /
• 2020

Purpose: The purpose of this study is, in the situation where rapid response to the rapidly changing environment is required due to the development of the fourth industrial revolution such as artificial intelligence, virtual reality, and the internet of things, robotics, big data, additive manufacturing, bio-health, sharing economy and in the organizational culture aspiring toward the innovation of a major company, small business and a public institution, to analyze what influence a job-engagement and stress make, and what influence individual's self-efficacy as a moderator mediator makes, and to offer basic data for improving job-engagement and lowering job-stress. Research design, data, and methodology: For doing this, the literature and the empirical studies were combined. Deriving innovation-oriented organizational culture as factors affecting the job engagement and job stress through the literature, and have established hypotheses to verify them. We have collected data of 281 from ex,ecutives and staff-members working in areas including major company, small business and officials (the central government, a local public service, the prosecution, the police, and school). And these data were analyzed by SPSS 23 version. Results: Based on these data, the results of analysis were as follows; First, the innovation-oriented organizational culture which was recognized by organizational members had effect on job-stress. Second, the innovation-oriented organizational culture which was recognized by organizational members influenced job-stress. Third, in the relationship between the innovation-oriented organizational culture and job-engagement, self-efficacy did not influenced job-engagement. Finally, in the relationship between the innovation-oriented organizational culture and job-stress, self-efficacy influenced job-stress. Conclusions: Innovation-oriented organizational culture places importance on the organization's adaptability and flexibility in the external environment, so companies need to establish an innovation-oriented organizational culture favorable to achieving survival and successful innovation, and to develop and disseminate programs of positive and continuous organizations to improve task enthusiasm, reduce task stress, and enhance organizational performance. In the future, it will be necessary to verify the effectiveness of various organizational culture types through comparative analysis with companies that actively maintain an innovation-oriented organizational culture (Google, Kakao, etc.) and companies that prefer hierarchy-oriented organizational culture, relationship-oriented organizational culture, and market-oriented organizational culture.

• Journal of Advanced Navigation Technology
• /
• v.28 no.1
• /
• pp.44-50
• /
• 2024

This study analyzed the effect of flight stress on job satisfaction and safety culture on 193 domestic civil airline pilots. As a result of the analysis, flight stress had a negative effect on job satisfaction, and pilots with low job satisfaction had a low awareness of safety culture. In particular, there was a difference in the effect of flight stress on job satisfaction and safety culture according to the airlines and rank of pilots. This suggests the necessity of developing customized stress management programs for each airline and pilot position. The study emphasizes the importance of managing pilots' stress and improving job satisfaction to reinforce the safety culture of the aviation industry. In addition, airlines should develop strategies to strengthen safety culture by reducing pilot stress and increasing job satisfaction. The result of this study is to be used as useful basic data for finding ways to manage pilots' stress and strengthen safety culture in the aviation industry.

• Korean Journal of Plant Resources
• /
• v.17 no.3
• /
• pp.257-264
• /
• 2004

Selection of stress-tolerant ginseng lines in fields is very difficult because it is almost impossible to control properly the environmental conditions of soil. On the contrary, it can be studied with ease to search for stress-tolerant ginseng lines through in vitro culture because of easy manipulation of stress conditions. This study was conducted for the selection of ginseng pure lines tolerant to salt stress. Murashige ＆amp; Skoog(MS) media with 2.5 folds of KNO$_3$, NH$_4$NO$_3$, MgSO$_4$.7$H_2O$, KH$_2$PO$_4$, and CaC1$_2$.2$H_2O$ was established for the selection of ginseng pure lines tolerant to salt stress in vitro. Among 88 ginseng pure lines bred by Korea Ginseng and Tobacco Research Institute, Punggi Hwangsuk, 78093, 82886, 78135, 86024 and KG104 lines was tolerant to salt stress. For the stable production of quality Korean ginseng, genetic tolerance to salt stress is one of important factors since relatively high salt concentrations in the ginseng nursery soil environment of Korea. Ginseng inbred pure lines were tested for their tolerance to salt stress through in vitro culture technique.

• Journal of the Korea Society of Computer and Information
• /
• v.25 no.7
• /
• pp.193-202
• /
• 2020

This study conducted a questionnaire survey of 320 security guards to investigate the effects of job stress and job exhaustion on job performance according to the bodyguard's organizational culture. The conclusions obtained through this study are as follows. First, in the organizational culture, the innovation culture was found to have a negative effect on the job stress at the .01 level. Second, organizational culture was found to have no direct effect on job performance. Third, among organizational cultures, market culture was found to have a statistically negative effect on job performance at the .01 level. Fourth, job stress was found to affect job performance statistically as a negative (-) at .001 level. Fifth, job exhaustion was found to affect job performance statistically as negative (-) at .001 level. Sixth, job stress was found to have a mediating effect as negative (-) at the .01 level statistically in relation to the innovation culture of organizational culture and job performance. Seventh, job exhaustion was found to have no statistically significant effect on the relationship between organizational culture and job performance.

• The Research Journal of the Costume Culture
• /
• v.32 no.2
• /
• pp.181-198
• /
• 2024

Fashion stress is a pertinent aspect of modern consumer culture that has been underexplored in academic research. This study developed a conceptual framework of fashion stress and a multidimensional scale to measure consumers' fashion stress. The qualitative study included literature reviews on consumption stress, shopping stress, and consumer behavior, as well as focus group interviews to gain insight into various dimensions of fashion stress. NVivo 12.0 was used to analyze the qualitative data and identify core categories following the grounded theory methodology. The quantitative study involved a preliminary and a primary surveys to verify the validity and reliability of the fashion stress scale. A total of 220 questionnaires were used for data analysis. The results show that fashion stress consists of eight factors: care, shopping, fit, brand, financial, closet, style, and disposal. Choice difficulty plays a significant role in all factors of fashion stress. Moreover, shopping stress had a negative impact on impulse buying, while other factors such as fit, brand, closet, and disposal stress had a positive impact on impulse buying. Thus, fashion stress is a potential antecedent of impulsive consumer behavior. The results also confirm the validity and reliability of the scale. The fashion stress scale developed in this study offers researchers a valuable tool for assessing and understanding consumer experiences.

• Journal of Korean Academy of Nursing Administration
• /
• v.19 no.3
• /
• pp.372-381
• /
• 2013

Purpose: The purposes of this study were to analyze the mediating effects of empowerment, job stress, organizational commitment and relation-oriented nursing organization culture on turnover intention of clinical nurses. Methods: Participants selected for the final analysis were 382 nurses working in 4 general hospitals. Data were analyzed through descriptive statistics Pearson correlation analysis (SPSS/WIN 17.0), and Path analysis (AMOS 18.0). Results: The study results are as follows: relation-oriented nursing organizational culture had no direct effect but had an indirect effect on nurses' turnover intention through empowerment, job stress, and organizational commitment, while job stress and organizational commitment had direct effects on turnover intention. The results also showed that empowerment had strong effect on organizational commitment, but job stress had very weak effect. Empowerment had an effect on turnover intention. Conclusion: These results indicate that establishment of relation-oriented nursing organization culture is imperative if clinical nurses' turnover intention is to be decreased.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.21 no.11
• /
• pp.715-727
• /
• 2020

For the empirical analysis in this study, 335 cabin crews from large airline companies and budget airlines were interviewed using self-reporting questionnaires. The data was analyzed using the SPSS 23.0 and AMOS 23.0. First, of the organizational culture types, the relationship-oriented culture, hierarchy-oriented culture, and task-oriented culture were found to have negative impacts on job stress. Second, the innovation-oriented organizational culture, relationship-oriented culture, and hierarchy-oriented culture were found to have positive impacts on empowerment. Third, empowerment was found to have a negative impact on job stress. Fourth, as for the mediating effect of empowerment, the innovation-oriented culture, relationship-oriented culture, hierarchy-oriented culture, and task-oriented culture were verified to be all significantly mediated by empowerment in their relationship with job stress. As a result, it was shown that cabin crews of airline companies found their work more fun, interesting, and valuable in an organizational structure that was more oriented toward flexibility, rather than the hierarchical, task-oriented cultures that are more focused on control and order. It was also found that empowerment was a mediating factor in the relationship between organizational culture and job stress.

• The Journal of the Korea Contents Association
• /
• v.15 no.10
• /
• pp.292-304
• /
• 2015

The purpose of this study was to investigates the relationship among nurses' organizational culture, verbal abuse by doctor and nurse, job stress. A survey using a structured questionnaire was conducted with 235 nurses of 4 hospitals. Collected data were analyzed with mean, standard deviation, t-test, correlation analysis, stepwise multiple regression. This study reported the culture is different depending on the hospitals. And relation-oriented culture had a significant positive correlation to verbal abuse by doctor and nurse and innovation for verbal abuse by doctor. Respectively showing explanatory power job stress score serving as the major predictor variable for relation-oriented culture and verbal abuse by nurse 6.5%. The results of this study suggest that type of organizational culture should be regarded as important factors of job stress and verbal abuse. The results imply that hospital administrators should pay attention to the organizational culture to decrease their job stress through effective communication programs.

• Journal of Biosystems Engineering
• /
• v.39 no.3
• /
• pp.244-252
• /
• 2014

Purpose: The development of an efficient in vitro cell culture device to process various cells would represent a major milestone in biological science and engineering. However, the current conventional macro-scale in vitro cell culture platforms are limited in their capacity for detailed analysis and determination of cellular behavior in complex environments. This paper describes a microfluidic-based culture device that allows accurate control of parameters of physical cues such as pressure. Methods: A microfluidic device, as a model microbioreactor, was designed and fabricated to culture Saccharomyces cerevisiae and Chlamydomonas reinhardtii under various conditions of physical pressure stimulus. This device was compatible with live-cell imaging and allowed quantitative analysis of physical cue-induced behavior in yeast and microalgae. Results: A simple microfluidic-based in vitro cell culture device containing a cell culture channel and an air channel was developed to investigate physical pressure stress-induced behavior in yeasts and microalgae. The shapes of Saccharomyces cerevisiae and Chlamydomonas reinhardtii could be controlled under compressive stress. The lipid production by Chlamydomonas reinhardtii was significantly enhanced by compressive stress in the microfluidic device when compared to cells cultured without compressive stress. Conclusions: This microfluidic-based in vitro cell culture device can be used as a tool for quantitative analysis of cellular behavior under complex physical and chemical conditions.

• Journal of Family Resource Management and Policy Review
• /
• v.13 no.4
• /
• pp.53-72
• /
• 2009

This study examined the effects of job involvement, job stress, and organizational culture on work-life harmonization of Korean employees. The data came from 481 employees in diverse organizations located in Seouland the metropolitan area. Key findings of the study were (a) job involvement was significantly different for different types of occupation and job positions, while job stress was significantly different based on gender, education, income, and the term of service; (b) perceptions of organizational culture by employees varied according to gender, age, position, the period of service, and firm size; (c) the level of work-life harmonization was not significantly different based on gender, age, marital status, education, and income - but it did differ significantly based on types of occupation and firm size; (d) the employee's type of education, job involvement, job stress, and organizational culture have effects on work-life harmonization.