• Journal of the Korean Home Economics Association
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• v.50 no.3
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• pp.69-81
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• 2012

The purpose of this study was to investigate the effect of the support consciousness of the son-in-law's towards their mother-in-laws and also to study their marital quality(marital satisfaction, spousal influence, spousal loyalty) based on the relation-satisfaction between mother-in-law and son-in-law. We selected 319 married men who had their mother-in-laws as participants of this study and their age groups ranged from the twenties to the sixties. The major findings of this study were as follows: (1) There were significant differences in marital quality and also in the son-in-law's relation-satisfaction with their mother-in-laws with respect to the two-income family, the number of children and the educational level. (2) Marital satisfaction, spousal influence and support consciousness towards mother-in-law affected positively the relation-satisfaction between the mother-in-laws and the son-in-laws.

• East Asian Journal of Business Economics (EAJBE)
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• v.8 no.3
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• pp.25-36
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• 2020

Purpose - As the interest of financial aria increase in economic change and labor market change, this study focused on the employee of the financial aria in Korea. The purpose of this study is to analyses relation among relationship variable and organizational culture variable and organizational effectiveness of financial aria employees in Korea. Research design, data, and methodology - This study measured relationship variable with communication and trust. And measured organizational culture variable with innovation, relation, hierarchy and rational. And measured organizational effectiveness with job satisfaction and organizational commitment. Empirical analysis is conducted using 442 financial aria employees of 7th HCCP in KRIVET. And SPSS is used in frequency and stepwise regression test and AMOS is used in path analysis with group differentiation test. Results - Overall results show that trust and relation culture give positive influence on job satisfaction. Organizational commitment results show that relation culture and rational culture give positive influence and also job satisfaction. However, hierarchy culture gives negative influence on organizational commitment. Also, the moderating effect of work characteristics is significant. Conclusions -Result of this study give managerial implication to HRM and also expend inflected organizational culture study to financial aria in Korea. Especially gives insight to relationship, organizational culture and organizational effectiveness. And management differentiation needs between work characteristic.

• Korean Journal of Culture and Social Issue
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• v.24 no.2
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• pp.153-192
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• 2018

The main purpose of this research is to investigate the effect of Korean adults' perception of parent-child relation on their self-efficacy, child rearing practices, elderly parent care practices, and happiness. In this study the parent-child relation is a relationship between the adults' parents and the adults. The participants in the study were adults (2,632; male=1,275, female=1,357) with children in primary, secondary, and/or university, with an average age of 45.44-years-old (male=46.96-years-old, female=44.10-years-old). The results showed a direct influence of the adults' perception of parent-child relation on their self-efficacy and their child rearing practices, and an indirect influence on their happiness. This indicates that a more positive adult's perception of parent-child relation leads to higher self-efficacy and greater devotion to their child rearing practices. And furthermore, an elevated self-efficacy enhanced their happiness. Gender differences were found for the influence of adults' perception of parent-child relation on elderly parent care practices. For Korean male adults, a more positive perception of parent-child relation lead to a more active participation in elderly parent care practices. However, for Korean female adults no direct influence was found. Based on these results, a discussion of the influence of adults' perception of parent-child relation on the adults' psychological characteristics and family-members relationships is provided.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.3
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• pp.441-456
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• 2002

Purpose : This research is, by investigating the relations between the cultural types of a nursing organization in a hospital and performance, to ascertain the cultural types to be able to improve performance. Method : The data were gathered from 487 nurses and 328 patients who were in eight general hospitals by using the self-report type of questionnaires. The period of data collection was from August 10, 2000 to September 10, 2000. For this research, the following tools were used; the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment, and the tool for measuring patients' satisfaction. For data analysis the SPSS Win 7.5 program was used. Result : 1) There was a significant difference in the organizational culture type according to the establishment type of hospital. 2) In the relationship between organization characteristics and organizational culture of a hospital were correlated with the type of each culture(p=0.00). 3) In the relation between the organizational culture type of hospital and its performance, there was a strong positive correlation between innovation-oriented culture and job satisfaction. And relation-oriented culture and task-oriented culture showed that they had a weak positive correlation with job satisfaction(p=0.00). There were a positive correlation between affective commitment and relation-oriented, innovation-oriented cultures(p=0.00), and there were no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture(p=0.00). 4) The types to have an influence upon nurses' job satisfaction were innovation-oriented culture and relation-oriented culture. These had 34.5% of influence with job satisfaction.. The type of organizational culture did not influence continuance commitment, but it had an influence on affective commitment and normative commitment. And relation-oriented culture and innovation-oriented culture had 21% of an influence with affective commitment, and they had 9.5% of an influence with normative commitment. Conclusion : As the above mentioned research results, the organizational culture type was found which had an influence upon nurses' job satisfaction and organizational commitment and patients' satisfaction in nursing service. These results are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• Computers and Concrete
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• v.11 no.6
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• pp.515-529
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• 2013

The moment-curvature relation for simple bending is a well-studied subject and the classical moment-curvature diagram is commonly found in literature. The influence of axial forces has generally been considered as compression onto symmetrically reinforced cross-sections, thus strain at the reference fiber never has been an issue. However, when dealing with integral structures, which are usually statically indeterminate in different degrees, these concepts are not sufficient. Their horizontal elements are often completely restrained, which, under imposed deformations, leads to moderate compressive or tensile axial forces. The authors propose to analyze conventional beam cross-sections with moment-curvature diagrams considering asymmetrically reinforced cross-sections under combined influence of bending and moderate axial force. In addition a new diagram is introduced that expands the common moment-curvature relation onto the strain variation at the reference fiber. A parametric study presented in this article reveals the significant influence of selected cross-section parameters.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.1
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• pp.83-96
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• 2004

Purpose: The purpose of this research is, by investigating organizational characteristics, types of nursing organizational culture and team effectiveness in ICU, to ascertain the type of nursing organizational culture and the organizational characteristic that can improve the team effectiveness. Method: The research targeted 427 nurses from 33 ICUs of 14 general hospitals which have more than 250 beds and the data were gathered by using self-report questionnaires from April 10, 2003 to April 24, 2003. For this research, the following tools were used; the tool for measuring organizational characteristics and organizational cultures and the tool for measuring team effectiveness. Result: The most significant nursing organizational characteristic in ICU is the centralization. The organizational culture in ICU is generally rank-oriented culture. There was a significant difference (p<.01) in four types of organizational cultures; relation-oriented, innovation-oriented, rank-oriented and task-oriented. Verifying influence power of organizational cultures upon team effectiveness of ICU, relation-oriented culture had 49.2% of an influence upon team effectiveness, innovation- oriented and relation-oriented culture had 60.4% of an influence, and rank-oriented, innovation-oriented and relation-oriented culture had 61.2% of an influence. The organizational culture profiles according to the types of nursing organizational cultures in 33 ICUs were found by a cluster analysis. They were classified into five culture profiles; strong balance culture profile, weak balance culture profile, innovation-oriented and task-oriened culture profile, strong relation culture profile and strong rank culture profile(p<0.5). According to me organizational culture profiles, a significant difference of team effectivenesses(coworker satisfaction, team performance perception, team satisfaction and team commitment) was found(p<.01). The strong balance culture profile had the best team effectivenesses. Conclusion: For nursing culture management, a nursing administrator should identify the relevant nursing organizational culture at first by utilizing an innovative team-leader. After identifying the organizational culture, the administrator should make strategic plans and practices that can distinguish good organizational cultures to be expanded from ones to be sublated so that a strong balance culture can be developed.

• Knowledge Management Research
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• v.5 no.2
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• pp.1-23
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• 2004

Knowledge sharing, as well as knowledge creation, is the basis for an organization to maintain its competitive advantage. Organizations trying to use knowledge resources for strategic purposes or pursuing knowledge management are now paying more attention to methods to facilitate knowledge sharing. This study aims to find out the answers to the questions below. (1) Which relational or structural factors influence the intentions to share knowledge among groups? (2) Does the intension to share knowledge among groups really influence the knowledge sharing behavior? (3) What are the roles of accessibility on the relationship between intention to share knowledge and behavior of knowledge sharing? (4) Does the behavior of knowledge sharing really improve the effectiveness of knowledge sharing among groups? Findings of this study are summarized as follows. First, the positive relations of the relational and structural factors with the intention to share knowledge among groups are found. However, crisis intensity was found to have no meaningful influence on the intention to share knowledge among groups. After all we could see through additional analysis that it is in curvilinear relation, not linear relation. Second, we examined relation of the intention to share knowledge with the behavior of knowledge sharing among groups. Multiple regression analysis showed that intention to share knowledge among groups had a statistically significant influence on the behavior of knowledge sharing among groups. Third, the moderating effect of accessibility on the relation between the intention to share knowledge and the behavior of knowledge sharing was found to be statistically significant. Fourth, the relation between behavior of knowledge sharing and the effectiveness among groups was found to be statistically significant, but in a negative direction. The findings imply that the quantity of knowledge sharing does not always lead to the effectiveness of knowledge sharing.

• Physical Therapy Korea
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• v.27 no.3
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• pp.171-177
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• 2020

Background: The flexion-relaxation phenomenon (FRP) refers to a sudden onset of activity in the erector spinae muscles that recedes or fades during full forward flexion of the trunk. Lumbar spine and hip flexion are associated with many daily physical activities that also impact trunk flexion. Shorter hamstring muscles result in a reduction of pelvic mobility that eventually culminates in low back pain (LBP). Many studies have explored the FRP in relation to LBP. However, few studies have investigated the influence of hamstring muscle length on the FRP in relation to the erector spinae muscles during trunk flexion. Objects: This study aimed to investigate the influence of hamstring muscle length on the FRP in relation to the erector spinae muscles during trunk flexion. Methods: Thirty subjects were divided into three groups according to hamstring length measured through an active knee extension test. The 30 participants consisted of 10 subjects who had a popliteal angle of 20° or less (Group 1), 10 subjects who had a popliteal angle of 21°-39° (Group 2), and 10 subjects who had a popliteal angle of 40° or more (Group 3). A one-way analysis of variance was used to compare the difference in muscle activity of the erector spinae muscles during trunk flexion. Results: The subjects with a shorter hamstring length had significantly higher muscle activity in their erector spinae muscles during trunk flexion and full trunk flexion (p < 0.05). The subjects with a shorter hamstring length also had a significantly higher flexion-relaxation ratio (p < 0.05). Conclusion: The results of this study demonstrate that differences in hamstring muscle length can influence the FRP in relation to the erector spinae muscles. This finding suggests that the shortening of the hamstring might be associated with LBP.

• International Journal of Contents
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• v.9 no.4
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• pp.35-44
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• 2013

This study tries to identify the determinants of user's attitude toward apps, intention to use and continual consuming intention. This study holds the two main constructs: (1) user's intrinsic determinants- value, innovativeness, gender, Well-being and superordinate influence - on the attitude toward mobile apps, (2) the relation between attitude and app purchase & repurchase intention, and the affecting factors among this relation. In the empirical test result, value, innovation and superordinate influence were identified to affect the attitude. All the relation among attitude, purchase and repurchase intention showed positive significant relationship. In addition, satisfaction intensified the relation between purchase and repurchase intention.

• The Journal of Information Systems
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• v.15 no.1
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• pp.191-213
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• 2006

The purpose of this research is to identify the structure among determining factors focusing on knowledge transfer and analyze and prove the causal relation on knowledge transfer in Korean companies and public corporations. The results from the analysis of data collected in this study are as follows. First, forum among organization related factors has the positive relation with uncertainty in a significant level. Second, the higher the knowledge presentation and the ease of use are among information systems related factors, the lower the ambiguity and uncertainty are. Third, among process related factors, unification has the negative relation with ambiguity and uncertainty in a significant level. Fourth, a better manpower employment contributes to a worse ambiguity and uncertainty. Fifth, ambiguity has a negative relation with knowledge transfer. In conclusion, the factors that lower the ambiguity and facilitate knowledge transfer include information systems, unification, and manpower employment. These factors, however, influence on uncertainty, which turns out to be nothing to do with knowledge transfer.