• Journal of Korea Water Resources Association
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• v.56 no.1
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• pp.53-62
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• 2023

Recently, due to the influence of climate change, the occurrence of damage to heavy rain is increasing around the world, and the frequency of heavy rain with a large amount of rain in a short period of time is also increasing. Heavy rains generate a large amount of outflow in a short time, causing flooding in the downstream part of the mountainous area before joining the small and medium-sized rivers. In order to reduce damage to downstream areas caused by flooding, it is very important to calculate the outflow of mountainous areas due to torrential rains. However, the sewage network flooding analysis, which is currently conducting the most analysis in Korea, uses the time and area method using the existing data rather than calculating the rainfall outflow in the mountainous area, which is difficult to determine that the soil characteristics of the region are accurately applied. Therefore, if the rainfall is analyzed for mountainous areas that can cause flooding in the downstream area in a short period of time due to large outflows, the accuracy of the analysis of flooding characteristics that can occur in the downstream area can be improved and used as data for evacuating residents and calculating the extent of damage. In order to calculate the rainfall outflow in the mountainous area, the rainfall outflow in the mountainous area was calculated using MIKE SHE among the MIKE series, and the flooding analysis in the downstream area was conducted through MIKE 21 FM (Flood model). Through this study, it was possible to confirm the amount of outflow and the time to reach downstream in the event of rainfall in the mountainous area, and the results of this analysis can be used to protect human and material resources through pre-evacuation in the downstream area in the future.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.149-164
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• 2023

Today, when innovation and creativity become increasingly important, management of human resources is a key factor for corporate performance and competitive advantage. Corporate are implementing and introducing various types of support methods for members to achieve goals and improve organizational performance. Organizational culture and organizational trust affect the cognitive and emotional state of members. Furthermore, it can bring about changes in organizational performance such as job stress and job satisfaction. From an institutional point of view, work-life balance is also a major factor affecting organizational performance. The imbalance between work and life leads to a decline in organizational performance, such as decreased morale and dissatisfaction with work. In relation to work-life balance, the low birth rate problem intensified and the importance began to emerge. Therefore, the government has implemented various policy support for workers' work-life balance, and the "52-hour workweek" is a representative example. This study analyzed the effect of organizational culture applying the competitive value model on workers' job stress. In addition, the mediating effects of overtime work per week and organizational trust were analyzed. Job stress corresponds to a prerequisite stage that affects job commitment, job satisfaction, and turnover intention. However, research measuring job stress by organizational performance is insufficient. In addition, there are few studies analyzing the relationship between overtime and organizational performance. Considering this, it is necessary to understand the influence relationship. The results of the study are as follows. First, a hierarchical culture increases the job stress of workers. On the other hand, innovation-oriented, relationship-oriented, and competition-oriented corporate culture reduce job stress. Second, a hierarchical culture has reduced trust in the organization, and other organizational cultures have increased trust in the organization. Third, relationship-oriented and competition-oriented organizational culture reduced overtime. Innovation-oriented, hierarchical-oriented culture increased overtime Fourth, organizational trust and overtime have the effect of mediating organizational culture and job stress. Based on these analysis results, this study presented academic and political implications.

• Korean Journal of Remote Sensing
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• v.39 no.5_3
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• pp.933-948
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• 2023

Atmospheric aerosols not only have adverse effects on human health but also exert direct and indirect impacts on the climate system. Consequently, it is imperative to comprehend the characteristics and spatiotemporal distribution of aerosols. Numerous research endeavors have been undertaken to monitor aerosols, predominantly through the retrieval of aerosol optical depth (AOD) via satellite-based observations. Nonetheless, this approach primarily relies on a look-up table-based inversion algorithm, characterized by computationally intensive operations and associated uncertainties. In this study, a novel high-resolution AOD direct retrieval algorithm, leveraging machine learning, was developed using top-of-atmosphere reflectance data derived from the Geostationary Ocean Color Imager-II (GOCI-II), in conjunction with their differences from the past 30-day minimum reflectance, and meteorological variables from numerical models. The Light Gradient Boosting Machine (LGBM) technique was harnessed, and the resultant estimates underwent rigorous validation encompassing random, temporal, and spatial N-fold cross-validation (CV) using ground-based observation data from Aerosol Robotic Network (AERONET) AOD. The three CV results consistently demonstrated robust performance, yielding R²=0.70-0.80, RMSE=0.08-0.09, and within the expected error (EE) of 75.2-85.1%. The Shapley Additive exPlanations(SHAP) analysis confirmed the substantial influence of reflectance-related variables on AOD estimation. A comprehensive examination of the spatiotemporal distribution of AOD in Seoul and Ulsan revealed that the developed LGBM model yielded results that are in close concordance with AERONET AOD over time, thereby confirming its suitability for AOD retrieval at high spatiotemporal resolution (i.e., hourly, 250 m). Furthermore, upon comparing data coverage, it was ascertained that the LGBM model enhanced data retrieval frequency by approximately 8.8% in comparison to the GOCI-II L2 AOD products, ameliorating issues associated with excessive masking over very illuminated surfaces that are often encountered in physics-based AOD retrieval processes.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.4
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• pp.205-218
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• 2022

A social enterprise is an enterprise that pursues a social purpose with financial resources obtained through its own profit-making activities.. In a rapidly changing market environment, it is becoming increasingly difficult for social enterprises to maintain sustainability. Due to the poor and limited resources of social enterprises, the core competency of human resources is the most important point. In order for social enterprises to maintain their sustainability, it is very urgent to create conditions so that workers can stably commit themselves in their work. Therefore, this study tried to increase the sustainability of social enterprises by empirically analyzing the factors that affect job commitment among workers of social enterprises. As factors affecting job commitment, job fit and organizational justice factors were derived. In addition, the moderating effect of emotional leadership was also analyzed in the relationship between them. For this, a questionnaire survey was conducted on employees of social enterprises and 260 valid samples were used for the analysis. The empirical analysis results were as follows. Job knowledge, job skill, job experience, job desire as sub-factors of job fit, and distributive justice, procedural justice, which were sub-factors of organizational justice, had a significant positive (+) effect on job commitment. The impact of influence was in the order of procedural justice, job experience, job desire, distributive justice, job skill, and job knowledge. On the other hand, the significance of interactional justice was not tested. Emotional leadership was analyzed to play a moderating role between job knowledge, job skill, job desire, distributive justice, procedural justice and job commitment. However, moderating effect were not tested between job experience, interactional justice and job commitment. The results of this empirical study expanded the scope of existing job-related studies by empirically analyzing the factors affecting job commitment within the category of social enterprises at the academic level. At the psychological level, job experience was found to be one of the most important factors among various influencing factors. Significant implications necessary for future training for workers and implementation of various systems were presented.

• Journal of Service Research and Studies
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• v.14 no.2
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• pp.48-68
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• 2024

Due to the global pandemic aftermath of the coronavirus, the importance of health care is being emphasized more socially. Due to the influence of these changes, domestic pharmaceutical companies have introduced regular drug delivery services, that is, drug and health functional food subscription services. Currently, this market is continuously growing. However, these regular services are causing new environmental problems in which the number of waste drugs increases due to the presence of unused drugs. Therefore, this study proposes a service that not only promotes health management through regular medication adherence to reduce the amount of pharmaceutical waste but also aims to improve awareness and practices regarding proper medication disposal. As a preliminary survey for service design, a preliminary survey was conducted on 51 adults to confirm their perception of drug use habits and waste drug collection. Based on the Honey Comb model, a guideline for service design was created, and a prototype was produced by specifying the service using the preliminary survey results and service design methodology. In order to verify the effectiveness of the prototype, a first user task survey was conducted to identify the problems of the prototype, and after improving this, a second usability test was conducted on 49 adults to confirm the versatility of the service. Usability verification was conducted using SPSS Mac version 29.0. For the evaluation results of the questionnaire, Spearmann Correlation Analysis was conducted to confirm the relationship between frequency analysis and evaluation items. This study presents specific solutions to the problem of waste drugs due to the spread of drug subscription services.

• Journal of Korea Water Resources Association
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• v.57 no.6
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• pp.421-435
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• 2024

In April 2023, a wildfire broke out in Gangneung located in the east coast region due to the influence of the Yanggang-local wind. In this study, GIS-based RUSLE(Revised Universal Soil Loss Equation) and SEMMA (Soil Erosion Model for Mountain Areas) were used to evaluate the erosion rate due to vegetation recovery in a small watershed of the Gangneung WUI(Wildland-Urban Interface) fire. The small watershed of WUI fire has a low altitude range of 10-30 m and the average slope of 10.0±7.4° which corresponds to a gentle slope. The soil texture was loamy sand with a high organic content and the deep soil depth. As herbaceous layer regenerated profusely in the gully after the wildfire, the NDVI (Normalized Difference Vegetation Index) reached a maximum of 0.55. Simulation results of erosion rates showed that RUSLE ranged from 0.07-94.9 t/ha/storm and SEMMA ranged from 0.24-83.6 t/ha/storm. RUSLE overestimated the average erosion rate by 1.19-1.48 times compared to SEMMA. The erosion rates were estimated to be high in the middle slope where burned pine trees were widely distributed and the slope was steep and to be relatively low in the hollow below the gully where herbaceous layer recovers rapidly. SEMMA showed a rapid increase in erosion sensitivity under at certain vegetation covers with NDVI below 0.25 (Ic = 0.35) on post-fire hillslopes. Gentle slopes with high organic content and rapid recovery of natural vegetation had relatively low erosion rate compared to steep slopes. As subsequent infrastructure and human damages due to sediment disaster by heavy rain is anticipated in WUI fire areas, the research results may be used as basic data for targeted management and decision making on the implementation of emergency treatment after the wildfire.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.19 no.3
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• pp.139-153
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• 2024

The importance of sustainable growth and cost reduction has increased globally, leading to the expansion of outsourcing by companies. Additionally, the spread of the platform economy has brought changes in the way we work, and the online outsourcing market, where tasks are mediated through platforms, is growing. Academically, while research on general outsourcing is actively conducted, studies on online outsourcing are relatively insufficient compared to its actual utilization. This study aims to analyze the factors and performance factors of online outsourcing utilization by startups, to identify the effects and concerns of using online outsourcing from multiple perspectives, and to suggest the roles of various stakeholders for effective utilization and industry development. For the research, a survey was conducted with 281 employees of startups who have experience in using online outsourcing, and the main findings are as follows. First, the enhancement of efficiency, profitability, and innovation through the use of online outsourcing positively affects organizational commitment and job satisfaction of startup members. Especially, the improvement of efficiency due to the use of online outsourcing has a significant effect on enhancing job satisfaction. Second, concerns about the burden of online outsourcing fees or uncertain outcomes negatively affect organizational commitment and job satisfaction. Third, there are perceptual differences in the motivations and performance regarding the utilization of online outsourcing depending on the job position. Practitioners perceive that the use of online outsourcing increases organizational commitment, whereas managers have relatively higher concerns about the uncertainty of outsourced task outcomes and information security. Through this study, the possibility that human resource shortages and employee management issues in startups can be improved through online outsourcing was confirmed. By verifying the influence of various factors of online outsourcing utilization, this study also provides meaningful implications for establishing business strategies for online outsourcing intermediary platform companies and for formulating startup support policies by government and other startup support organizations.

• Journal of Korean Dental Hygiene Science
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• v.7 no.1
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• pp.39-52
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• 2024

Background: Dental hygienists provide direct dental care in the closest proximity to the patient, and each practice requires a high level of focus and concentration. These skills are an important human resource that can impact the quality of dental care services. Since more than half of dental clinics provide as overtime work in addition to regular hours, this study aims to determine the association between working overtime and job performance for dental hygienists. Methods: The study was conducted using a combination of online and in-person surveys via Google Forms among 131 employed dental hygienists. The survey consisted of 7 questions on demographic and work characteristics, 16 questions on characteristics related to overtime and the effect of overtime on job security, health, and life, and 10 questions on job performance, for a total of 33 questions. Chi-square analysis and independent samples t-test were used to identify the characteristics of demographic and work characteristics, and descriptive statistics analysis was used for the characteristics of overtime. Independent samples t-test was used to test the difference in the mean of job performance according to whether or not they worked overtime, and linear regression analysis was used to show the association of working overtime and job performance. Results: The study found that 71% of dental clinics worked overtime. The average number of overtime per week was once (78.5%), and the most common problems with overtime were fatigue (52.7%) and lack of personal and leisure time (41.9%). The appropriate number of overtime per week considered by dental hygienists was once a week, which was confirmed to be 94.6%. When comparing job performance by overtime status, those who worked overtime were 3.38 points higher than those who did not (35.45 vs. 32.07). Multiple linear regression analysis of the association of working overtime night and job performance showed that a one-unit increase in worked overtime was associated with a statistically significant increase in job performance of about 3.1 (p<0.01). Conclusion: Working overtime was found to have a positive effect on job performance among dental hygienists. Therefore, as a way to improve the working environment, providing appropriate compensation or welfare for overtime can reduce the negative aspects of overtime and turn it into a positive influence on job performance. This could ultimately raise awareness of the dental hygienist as a professional and effect the efficiency of dental care services.

• 유학연구
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• v.42
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• pp.207-232
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• 2018

The national customs in 『Shijing』 consist of 15 kinds including 「Odes of Zhou and South」 and 「Odes of Shao and South」, and 「Qifeng」 comes as the 8th one. In this thesis, it's argued through 11 poems of Qi that 'satirical emotion' existed among the customs of Qi state and that 'friendly emotion' was especially strong in 「Qifeng」. Qi state was conferred to Jiang Ziya, and is evaluated to have respected Zhou dynasty because it participated as the first in the movement of the capital to the east by King Ping of Zhou in the early times of Spring and Autumn period. However, most of the poems in 「Qifeng」 of 『Shijing』 satire the times and figures, so readers come to feel that the customs of Qi state were chaotic. That's why the meanings of the poems in 「Qifeng」 need to be investigated again and it should be clarified that 「Qifeng」 expresses 'satirical emotions' and especially, 'friendly emotion.' In the process of this clarification, the full account of the poems were examined based on the historical facts in 『Zuo Zhuan』. As the result, it was proved that the emotions from the consciousness of common people used to exist honorably enough to tighten national discipline in the customs of Qi state. To deduct this conclusion, the 'satirical emotion' of Qi people was studied with the poets of <The cock crows>, <Return>, <Clarity>, <The sun of the east>, <Dawn of the east> consisting of the early parts of 「Qifeng」. And then the 'friendly emotion' of the Qi people revealed by <Southern mountain>, <Big field>, <Hunting dog>, <Old fish trap>, <Cart>, <Admiration of beauty> was investigated. Duke Xiang, a feudal lord of Qi state, had a relationship with his sister, Wen Jiang, and continued the relationship even after Wen Jiang married to Duke Huan of Lu state. It finally caused his sister's husband and Duke Huan of Lu state to die. The behaviors of a person in the upper class exert big influence on the society and general people. Yet, the feudal lord of Qi state was morally disordered. According to 「Qifeng」, in spite of this situation, the consciousness of common people in Qi state compensated the shortcomings of their politicians. After all, ethical common awareness stabilized and maintained the deteriorating national discipline emotionally. In 「Qifeng」, no writer blames or belittles their feudal lord, and this is the very restoration of human nature and the true good outcome of poetry. The poets of Qi state seem to have had bigger impact than the politicians. At this point of time when morality is actually collapsing and politicians are committing corruption, it would help improve the world to understand and cultivate the 'satirical emotion' and 'friendly emotion' of Qi state where the emotions of common people were not heartless.

• Journal of Distribution Research
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• v.15 no.1
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• pp.49-71
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• 2010

Franchise businesses in South Korea have contributed to economic growth and job creation, and its growth potential remains very high. However, despite such virtues, domestic franchise businesses face many problems such as the instability of franchisor's business structure and weak financial conditions. To solve these problems, the government enacted legislation and strengthened franchise related laws. However, the strengthening of laws regulating franchisors had many side effects that interrupted the development of the franchise business. For example, legal regulations regarding franchisors have had the effect of suppressing the franchisor's leadership activities (e.g. activities such as the ability to advocate the franchisor's policies and strategies to the franchisees, in order to facilitate change and innovation). One of the main goals of the franchise business is to build cooperation between the franchisor and the franchisee for their combined success. However, franchisees can refuse to follow the franchisor's strategies because of the current state of franchise-related law and government policy. The purpose of this study to explore the effects of franchisor's leadership style on franchisee's commitment in a franchise system. We classified leadership styles according to the path-goal theory (House & Mitchell, 1974), and it was hypothesized and tested that the four leadership styles proposed by the path-goal theory (i.e. directive, supportive, participative and achievement-oriented leadership) have different effects on franchisee's commitment. Another purpose of this study to explore the how the level of franchisee's self-efficacy influences both the franchisor's leadership style and franchisee's commitment in a franchise system. Results of the present study are expected to provide important theoretical and practical implications as to the role of franchisor's leadership style, as restricted by government regulations and the franchisee's self-efficacy, which could be needed to improve the quality of the long-term relationship between the franchisor and franchisee. Quoted by Northouse(2007), one problem regarding the investigation of leadership is that there are almost as many different definitions of leadership as there are people who have tried to define it. But despite the multitude of ways in which leadership has been conceptualized, the following components can be identified as central to the phenomenon: (a) leadership is a process, (b) leadership involves influence, (c) leadership occurs in a group context, and (d) leadership involves goal attainment. Based on these components, in this study leadership is defined as a process whereby franchisor's influences a group of franchisee' to achieve a common goal. Focusing on this definition, the path-goal theory is about how leaders motivate subordinates to accomplish designated goals. Drawing heavily from research on what motivates employees, path-goal theory first appeared in the leadership literature in the early 1970s in the works of Evans (1970), House (1971), House and Dessler (1974), and House and Mitchell (1974). The stated goal of this leadership theory is to enhance employee performance and employee satisfaction by focusing on employee motivation. In brief, path-goal theory is designed to explain how leaders can help subordinates along the path to their goals by selecting specific behaviors that are best suited to subordinates' needs and to the situation in which subordinates are working (Northouse, 2007). House & Mitchell(1974) predicted that although many different leadership behaviors could have been selected to be a part of path-goal theory, this approach has so far examined directive, supportive, participative, and achievement-oriented leadership behaviors. And they suggested that leaders may exhibit any or all of these four styles with various subordinates and in different situations. However, due to restrictive government regulations, franchisors are not in a position to change their leadership style to suit their circumstances. In addition, quoted by Northouse(2007), ssubordinate characteristics determine how a leader's behavior is interpreted by subordinates in a given work context. Many researchers have focused on subordinates' needs for affiliation, preferences for structure, desires for control, and self-perceived level of task ability. In this study, we have focused on the self-perceived level of task ability, namely, the franchisee's self-efficacy. According to Bandura (1977), self-efficacy is chiefly defined as the personal attitude of one's ability to accomplish concrete tasks. Therefore, it is not an indicator of one's actual abilities, but an opinion of the extent of how one can use that ability. Thus, the judgment of maintain franchisee's commitment depends on the situation (e.g., government regulation and policy and leadership style of franchisor) and how it affects one's ability to mobilize resources to deal with the task, so even if people possess the same ability, there may be differences in self-efficacy. Figure 1 illustrates the model investigated in this study. In this model, it was hypothesized that leadership styles would affect the franchisee's commitment, and self-efficacy would moderate the relationship between leadership style and franchisee's commitment. Theoretically, quoted by Northouse(2007), the path-goal approach suggests that leaders need to choose a leadership style that best fits the needs of subordinates and the work they are doing. According to House & Mitchell (1974), the theory predicts that a directive style of leadership is best in situations in which subordinates are dogmatic and authoritarian, the task demands are ambiguous, and the organizational rule and procedures are unclear. In these situations, franchisor's directive leadership complements the work by providing guidance and psychological structure for franchisees. For work that is structured, unsatisfying, or frustrating, path-goal theory suggests that leaders should use a supportive style. Franchisor's Supportive leadership offers a sense of human touch for franchisees engaged in mundane, mechanized activity. Franchisor's participative leadership is considered best when a task is ambiguous because participation gives greater clarity to how certain paths lead to certain goals; it helps subordinates learn what actions leads to what outcome. Furthermore, House & Mitchell(1974) predicts that achievement-oriented leadership is most effective in settings in which subordinates are required to perform ambiguous tasks. Marsh and O'Neill (1984) tested the idea that organizational members' anger and decline in performance is caused by deficiencies in their level of effort and found that self-efficacy promotes accomplishment, decreases stress and negative consequences like depression and emotional instability. Based on the extant empirical findings and theoretical reasoning, we posit positive and strong relationships between the franchisor's leadership styles and the franchisee's commitment. Furthermore, the level of franchisee's self-efficacy was thought to maintain their commitment. The questionnaires sent to participants consisted of the following measures; leadership style was assessed using a 20 item 7-point likert scale developed by Indvik (1985), self-efficacy was assessed using a 24 item 6-point likert scale developed by Bandura (1977), and commitment was assessed using a 6 item 5-point likert scale developed by Morgan & Hunt (1994). Questionnaires were distributed to Korean optical franchisees in Seoul. It took about 20 days to complete the data collection. A total number of 140 questionnaires were returned and complete data were available from 137 respondents. Results of multiple regression analyses testing the relationships between the each of the four styles of leadership shown by the franchisor as independent variables and franchisee's commitment as the dependent variable showed that the relationship between supportive leadership style and commitment ($\beta$=.13, p<.001),and the relationship between participative leadership style and commitment ($\beta$=.07, p<.001)were significant. However, when participants divided into high and low self-efficacy groups, results of multiple regression analyses showed that only the relationship between achievement-oriented leadership style and commitment ($\beta$=.14, p<.001) was significant in the high self-efficacy group. In the low self-efficacy group, the relationship between supportive leadership style and commitment ($\beta$=.17, p<.001),and the relationship between participative leadership style and commitment ($\beta$=.10, p<.001) were significant. The study focused on the franchisee's self-efficacy in order to explore the possibility that regulation, originally intended to protect the franchisee, may not be the most effective method to maintain the relationships in a franchise business. The key results of the data analysis regarding the moderating role of self-efficacy between leadership behavior style as proposed by path-goal and commitment theory were as follows. First, this study proposed that franchisor should apply the appropriate type of leadership behavior to strengthen the franchisees commitment because the results demonstrated that supportive and participative leadership styles by the franchisors have a positive influence on the franchisee's level of commitment. Second, it is desirable for franchisor to validate the franchisee's efforts, since the franchisee's characteristics such as self-efficacy had a substantial, positive effect on the franchisee's commitment as well as being a meaningful moderator between leadership and commitment. Third, the results as a whole imply that the government should provide institutional support, namely to put the franchisor in a position to clearly identify the characteristics of their franchisees and provide reasonable means to administer the franchisees to achieve the company's goal.