• Journal of Nutrition and Health
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• v.55 no.1
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• pp.141-154
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• 2022

Purpose: This study determined the relationships between maternal comprehensive feeding practices (CFP) and dietary practices of preschool children. Methods: Participants of the study were 227 mothers of children aged 3 to 5 years attending daycare centers and kindergartens in Seoul and Gyeonggi Province of Korea. The Comprehensive Feeding Practices Questionnaire was used to assess the maternal feeding practices. The Nutrition Quotient for Preschoolers (NQ-P) was measured to evaluate dietary practice and diet quality of children. Results: The balance of NQ-P for children was positively correlated with the modeling, restrictions for weight control, encouragement of balance and variety, pressure, and involvement among maternal CFP. Moderation of NQ-P was positively correlated with monitoring, modeling, teaching about nutrition, encouragement of balance and variety, environment, and involvement among maternal CFP. However, it was negatively correlated with emotion regulation, food as a reward, and child control in maternal CFP. Among maternal CFP, the environment of NQ-P was positively correlated with monitoring, modeling, teaching about nutrition, encouragement of balance and variety, environment, and involvement, and it was negatively correlated with emotion regulation. As a multiple regression analysis, maternal CFP that positively predicted balance of NQ-P indices were restricted for weight control, pressure, and involvement. Among maternal CFP, encouragement of balance and variety, and environment were positive predictors, while food as a reward, and child control were negative predictors for the moderation of NQ-P. Items of maternal CFP positively predicting environmental factors of NQ-P were monitoring and environment. Conclusion: Mothers are recommended to practice dietary guidance to their children, such as monitoring, modeling, teaching about nutritional information, recommendation of balance and diversity, healthy eating environment, and participation in meal plan and preparation, while they are advised not to conduct any adverse dietary guidance such as emotional control, compensation with food, child control, and food coercion.

• Korean Journal of Child Studies
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• v.37 no.6
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• pp.83-94
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• 2016

Objective: The purpose of this study was to investigate differences in self-leadership and job involvement based on the education levels, majors, and teaching experiences of multicultural family home-visit instructors and the influence of self-leadership on job involvement. Methods: 668 home-visit instructors participated in the online survey from 140 multicultural family support centers in Seoul, 6 metropolitan cities, 9 provinces, and other cities and counties. Data were analyzed through frequency, percentages, Pearson's correlations, one-way ANOVA, $Scheff{\acute{e}}$ post-hoc test, and stepwise multi-regression using SPSS 21.0. Results: The main findings are as follows. First, instructors who were high school graduates had significantly higher scores in self-leadership than the other groups. There was only a significant difference in self-reward of self-leadership based on their majors. There were no significant differences in job involvement based on the education level and major. The greater their home-visit teaching experiences, the higher their scores in self-leadership and job involvement. Second, the stepwise multiple regression model showed that self-expectation, self-goal setting, constructive thinking, and rehearsal of self-leadership explained 49% of the total variance in job involvement. Conclusion: Even though the high school graduates had significantly higher scores in self-expectation, rehearsal, and constructive thinking of self-leadership than the other groups, over-generalization should be avoided because the sample size was relatively small. Based on the finding that greater home-visit teaching experiences was associated with higher self-leadership and job involvement, it would be necessary to improve working condition to prevent instructors from changing jobs. These findings stress the importance of providing opportunities for home-visit instructors to develop leadership, thus improving job involvement.

• Journal of East Asia Management
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• v.1 no.1
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• pp.65-87
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• 2020

In recent years, with the rapid development of network live streaming, with the popularization of mobile Internet and mobile terminal equipment, the live streaming industry has ushered in great development. A sudden outbreak of the COVID-19 makes the PC end live streaming which has been developed for many years enter a new era, giving birth to the rapid development of mobile end live streaming. Not only because of the expansion of the live streaming industry market, the rise of the trend of the national live streaming, but also because the mobile live streaming is more and more valued by the brand, becoming an important tool for brand communication and product promotion. It is because of its unique communication characteristics that some scholars believe that the era of precision marketing has been opened by live network. Mobile live from the initial fans to reward and promote the brand, to now in the form of live marketing, consumers can "buy while watching". The time period from the understanding of the goods to the final completion of the purchase behavior has been greatly shortened. It is conducive to improving sales volume and brand awareness. Marketing communication through mobile live platform has become a popular way of brand marketing. This paper mainly studies the current situation, methods, problems and development strategies of brand marketing activities with the help of live streaming platform under the background of mobile internet. Taking Tmall live streaming platform as an example, this paper analyzes several ways of brand marketing with the help of live streaming and some universal characteristics of live streaming marketing by using the relevant theories of marketing. In view of the problems existing in live streaming brand marketing, it puts forward relevant Improvement measures. First of all, the paper puts forward the innovation in content and form. Second, the paper suggests that we should make full use of new technologies such as AR and VR to effectively combine with mobile live broadcasting. Third, the paper explores the integration of multiple channels to create intelligent marketing, and further optimize the live interface of mobile terminals. Finally, the paper emphasizes that the government departments and the platform itself should jointly supervise the mobile network live streaming platform and establish a good live broadcasting environment for mobile terminals. With the help of mobile live streaming, the marketing mode has an important impact on the promotion of brand marketing. How to make better use of this business mode and accurately use mobile live broadcast to promote brand marketing, so that enterprises can create greater profits, is also of profound research significance.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.9
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• pp.156-165
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• 2018

The purpose of this study was to provide a basic data required to improve the satisfaction of life in college students. A sample of 607 students attending the university in Incheon, Korea completed a survey, which consisted of a quality of life questionnaire and sociodemographic inventory. The data were collected between November 14 and November 30, 2016. Data analysis was performed using t-test, ANOVA, Pearson correlation coefficients, and stepwise multiple regression analysis with SPSS/WIN 18.0 program. The subjective quality of life was significantly correlated with self-leadership (r=.279, p<0.01) and rejection sensitivity (r=-.224, p<0.01). The significant predictors that influence the quality of life of subjects were satisfaction in major, natural reward strategies, gender, anticipated anxiety and grade, in which 27.6% (F=47.27, p<0.01) was the explained variance. (Ed note: confirm) This study showed that rejection sensitivity and self-leadership were significant factors that influenced college students' subjective quality of life. Therefore, college administrators may consider developing educational programs about rejection sensitivity and self-leadership for college students to improve subjective quality of life.

• Journal of Intelligence and Information Systems
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• v.14 no.3
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• pp.59-76
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• 2008

In this paper, we propose an agent architecture called L-CAA that is quite effective in real-time dynamic environments. L-CAA is an extension of CAA, the behavior-based agent architecture which was also developed by our research group. In order to improve adaptability to the changing environment, it is extended by adding reinforcement learning capability. To obtain stable performance, however, behavior selection and execution in the L-CAA architecture do not entirely rely on learning. In L-CAA, learning is utilized merely as a complimentary means for behavior selection and execution. Behavior selection mechanism in this architecture consists of two phases. In the first phase, the behaviors are extracted from the behavior library by checking the user-defined applicable conditions and utility of each behavior. If multiple behaviors are extracted in the first phase, the single behavior is selected to execute in the help of reinforcement learning in the second phase. That is, the behavior with the highest expected reward is selected by comparing Q values of individual behaviors updated through reinforcement learning. L-CAA can monitor the maintainable conditions of the executing behavior and stop immediately the behavior when some of the conditions fail due to dynamic change of the environment. Additionally, L-CAA can suspend and then resume the current behavior whenever it encounters a higher utility behavior. In order to analyze effectiveness of the L-CAA architecture, we implement an L-CAA-enabled agent autonomously playing in an Unreal Tournament game that is a well-known dynamic virtual environment, and then conduct several experiments using it.

• Journal of Digital Convergence
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• v.15 no.4
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• pp.365-375
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• 2017

This study is executed to investigate convergent factors to Job Satisfaction(JS) among Hospital Administrative Staff(HAS). The survey was administered to 221 staff from 11 general hospitals located in Jeonbuk area from Nov. 1st, 2016 to Jan. 31st, 2017. The structured self-administered questionaries were used. The hierarchical multiple regression analysis shows the following results. The JS of respondents turned out to be significantly higher in following groups: a group without work shift, a group with more employees, a group in which self efficacy is higher, a group in which skill variety in job characteristics is higher, a group in which interpersonal conflict and lack of reward in occupational stress are lower. The results show explanatory power of 61.0%. The results of the study indicate that the efforts, to increase self efficacy, and to manage job characteristics and occupational stress, are required to improve the JS among HAS. The results are expected to be useful for the program and human resource management to related to the JS among HAS. In the following study, the analysis of structural equation modeling about additional factors of the JS among HAS will be needed.

• Culinary science and hospitality research
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• v.21 no.1
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• pp.15-29
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• 2015

The purpose of this study is to identify the effect of job satisfaction on job performance and to examine the moderating effects of employment type of the employees in franchised Korean restaurants. The questionnaire was distributed to the employees in Korean restaurants having abroad branches of the 300 distributed questionnaire, and 271 copies were used in the analysis by exploring factor analysis, reliability analysis, correlation analysis, multiple regression and hierarchical moderated regression analysis through SPSS ver. 18.0. The results of the study were as followed; First, job satisfaction, the work and superior factor have positive influence on job performance, but wages and promotion factor have negative influence. Second, the employment type has the partially moderating effects between job satisfaction and job performance with interactive term(superior$^*$ employment type). On the basis of these results, it is suggested that the company has fair criteria for evaluating systems and reward program to the employees regardless of employment type. This study has the limitations of simple variable and employment type.

• Journal of Technology Innovation
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• v.17 no.2
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• pp.131-158
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• 2009

We examine the effects of environmental or organizational factors on the performance of TLOs(technology transfer offices) in the PRIs(Public research institutes) using SFA(Stochastic Frontier Analysis), a technique for estimating the efficiency of DMUs(decision making units). In SFA, independent variables are assumed to determine the efficient production technique(production frontier) or affect the efficiency of DMUs. Previous researchs show that input variables such as number of personnel, R&D expenditure affect the production frontier while environmental or organizational variables affect the efficiency. We tried to estimate various types of models to find out whether environmental or organizational variables affect output variables differently from the previous research. Main empirical findings are as follows. First, R&D expenditure tends to increase all output variables considered. Second, environmental factors such as type of institutions and location of institutions affect the level of outputs. Third, organizational factors such as reward system for technology transfer also appear to affect the output variables. Fourth, environmental or organizational variables affect the production frontier directly rather than affect the efficiency of DMUs. Lastly, the efficiency of each DMU appear to be 1 or near to 1. Since almost all DMUs are equally efficient, it may not be effective to evaluate technology transfer activities of PRIs by efficiency criteria. We believe that this research should be complemented by additional data. More general types of production function need to be considered, and new techniques with concepts like output distance functions need to be developed to analyse multiple outputs simultaneously.

• The Journal of the Korea Contents Association
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• v.22 no.6
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• pp.439-452
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• 2022

This study aimed to explore the relationships between random item usage and gaming disorder tendency. A total of 413 adults participated and demographic and psychosocial variables were collected using Cloninger's Temperament and Character Inventory, Cognitive Emotion Regulation Questionnaire, and Daily Hassles Scale for Korean Worker. The results are as follows. First, two-third of gamers used the random item games and women are more engaged than men in random item games. Second, there were significant differences of gaming disorder tendency, game use time, and game use money (both for general and random item) depending on the item use type. Third, predictors of gaming disorder tendency were found as game use money (general), game use time, maladaptive emotion regulation, stress, novelty seeking, and stress using multiple regression analysis. Proper intervention for gaming disorder tendency and the need of further research were discussed.

• The Korean Journal of Franchise Management
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• v.8 no.4
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• pp.21-32
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• 2017

Purpose - In hotel business, how to build the relationship between leader and employees is very important, because it affects on the customer satisfaction. Thus, this research examines the effect of authentic leadership on job performance in the context of hotel industry and identifies mediating roles of organizational engagement, job satisfaction, and creativity in the relationship between authentic leadership and job performance. This study suggests the guidelines for how hotel companies should improve employee productivity and build a desirable organizational culture by presenting employee attitudes and behavioral models that explain the relationship between leaders and employees. Research design, data, and methodology - This study examines the structural relationship between authentic leadership, organizational engagement, job satisfaction, creativity, and job performance from the employee's perspective. Authentic leadership divide into four sub-dimensions such as self-awareness, balanced process of informations, internalized moral perspective, and relational transparency. In order to test the purposes of this study, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 114 franchise hotel employees and were analyzed using SPSS 21.0 and Smart PLS 3.0. program. Result - The results of this study are as follows. First, authentic leadership have significant impacts on organizational engagement and creativity, but does not have impact on job satisfaction directly. Second, organizational engagement have significant impacts on job satisfaction and job performance, but does not have impact on creativity directly. Third, job satisfaction has significant impact on creativity, but does not have impact on job performance. Fourth, creativity has significant impact on job performance. Conclusions - The findings of this study indicate that hotel leaders should properly implement the authentic leadership and consider how to build a corporate culture to improve an organizational and employee productivity through authentic leadership. Due to the nature of the hotel industry, which relies heavily on human resources, hotel companies must manage their employees with authenticity in order to increase organizational engagement, job satisfaction, and creativity that affect hotel and employee productivity. If hotel employees perceive their leader's authentic leadership, they show more organizational engagement that increases creativity and leads to job performance. Finally, hotel employees can propose creative ideas only if they will be satisfied with their jobs. Therefore, the leader should develop non-monetary or monetary reward system for the employees and, make an efforts to foster creativity of the employees.