• Journal of Fashion Business
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• v.10 no.1
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• pp.58-78
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• 2006

This study materializes body type measurement based on ISO(International Standard Organization)size system, targeting 1381 Chinese women, and suggests clothes size standards. It provides basic information on Chinese women size for Korean clothes companies advanced in China to strengthen the national competitiveness of Korean clothing industry. First, after the body type examination, based on the ISO's drop value, the results of types are in its decreasing order: A, M, H, and D. Second, women upper garment sizes by body types are set in the section of height 152cm, 160cm, and 168cm. Garment sizes are suggested based on the section that has more than 0.8% of appearance rate for the survey target: A, H, and M. Third, the clothes sizes of women pants are set in the section of height 152cm, 160cm, and 168cm just with the same as the upper garment.

• Journal of the Korean Institute of Educational Facilities
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• v.9 no.3
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• pp.13-21
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• 2002

The new design concept for the middle school is developed as the seventh curriculum is published. However, the credible data for a plan study and spatial organization, and the type of rooms, and using area are hardly found. On this background, the purpose of this study is to provide fundamental resources for the design of middle schools and to recognize national status of plan organizations of middle schools with analizing the space and the type of rooms of collecting 150 schools' architectural plan drafted by city, province education office for 4 years(from 1997 to 2000) As a result, we know that although the class size of school is same, the area for school buildings is very diverse. Then, in order to increasing the area and to develop school buildings' quility, the meaning of standard level should be changed urgently minimum size to optimun size.

• Journal of architectural history
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• v.21 no.1
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• pp.171-186
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• 2012

The objective of this study is to find out the recent trends of hanok design based on 58 hanoks appeared in architecture magazines in the last 10 years. The cases are analyzed in terms of location, size, building form, spatial organization, material, roof form, and the ceiling form of living room. The consequences of this study is as follows; Most of the recent hanoks are built in rural area (91.4%), which shows the hanok is not accepted as an urban house type. Hanoks tend to be built in 2 stories whose 2nd floor is smaller than the 1st floor. (34.5%) The preferred size is total floor area of $99.2{\sim}165.2m^2$ (62.0%), 3 rooms (46.6%) with a traditional ondol room (60.3%). The buildings with ㄱ-shape (43.1%) and linear-shape (27.6%) are preferred, and the compact plan type similar with apartment house appears (13.8%). In the roof design that greatly influences the appearance of building, the traditional design factors such as half-hipped roof (55.2%), double eaves (27.6%), and eaves curve tend to be sustained. In terms of spatial organization, most of recent hanoks have double-layed plan (74.2%). The living room mostly has separately defined space. (82.8%) The indoor and outdoor tend to be connected by a narrow wooden veranda (39.7%), while some cases don't have any wooden floor space (48.3%). The entrance is adopted as an important spatial element in front part of building (75.9%), and it influences the appearance of building. The living room, the counterpart of the wooden floor hall in traditional hanok, and kitchen tend to be interiorized. In terms of material, the cement roof tile and red clay brick are preferred. Consequently, the walls of recent hanoks have the image of brick structure rather than the wooden frame structure of traditonal hanok.

• Korean journal of communication and information
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• v.52
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• pp.27-47
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• 2010

This study analyzes the latest statistics for 3 years based on the traits of market environment, internal organization characteristics(the size and distribution of workforce), and financial structure, and then, investigates the interactivity traits and drawbacks between organization and market environment, among the local broadcast stations, and, among the type of work in the internal organization, by interviewing with broadcasters working at the local stations. Major findings of this studies are : at first, statistically, the conditions of local market environment, the size of local station workforce, financial structure are very poor. And, the interactivity among the local broadcast stations have so many difficulties because of a conflict of interest. So, for getting over a difficult situation at the local stations, in addition to planning to support local stations with various policies, government and local stations should seek for solution to overcome the conflict of interest jointly.

• Health Policy and Management
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• v.8 no.1
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• pp.52-96
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• 1998

To find causal factors and improvement plans of organizational commitment of public servants in urban health centers, a hypothetical causal model, which included 2 endogenous variables(organizational commitment & organizational satisfaction) and 15 exogenous variables, was constructed. Exogenous variables consisted of individual factors (sex, age, education, job-grade, and annual salary), psychological variables(pride for organization, extrinsic motivation, intrinsic motivation and support of supervisor) ad structural variables(formalization, centralization, communication, job-conflict, job-decision, and workload). In the hypothetical causal model, organizational commitment was supposed to be effect variable, and organizational satisfaction was presumed to be intervening variable to mediate between organizational commitment and exogenous variables. For data collection, cross-sectional self-administered questionnaire survey was conducted to 1,295 public servants from 32 urban health centers nationwide. The survey responses were from 934, 72.1% of subjects. But 756 responses(58.4%) were analyzed because of excluding ones with missing values. The hypothetical causal model was fitted by covariance structural analysis with maximum likelihood method. Main results were as follows: (1) The fitted causal model accounted for 33 and 55 percent of total variance of organizational commitment and organizational satisfaction of public servants, respectively. (2) In order of effect size, pride for organization, supervisor support, communication, extrinsic motivation and centralization had an indirect effect effect on organizational commitment through organizational satisfaction. However, the effect of centralization was negative. (3) Pride for organiztion, intrinsic motivation, organizational satisfaction, job-conflict, supervisor support, communication, age, centralization, annual salar and extrinsic motivation had indirect or direct effects on organizational commitment in order of effect size. Among them, effects of job-conflict and centraldization were negative. In conclusion, these results suggested that organizational commitment of public servants in urban health centers could be enhanced by pride for organization, intrinsic and extrinsic motivations, prevention of job-conflict and excess centralization, supervisor support and active communication. Especially, pride for organization and intrinsic motivation were expected to play the most important role.

• Korea Journal of Hospital Management
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• v.18 no.4
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• pp.54-77
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• 2013

This paper is a comparison study about leadership training transfer factors between physicians working in large scale hospitals and managers working in firms. To fulfill this purpose, this study conducted a regression analysis on 101 managers and 59 physicians who had attended similar leadership training programs more than 16 hours recently in order to identify the differences on the learning transfer factors. 6 factors such as Learner readiness, Performance self-efficacy, (so far as Trainee Characteristics group), Organization Culture, Supervisor's tangible incentives and Supervisor's intangible support, (so far as Work environment group), Content Validity & Transfer Design (so far Training Design group) were used as independent variables while the personal Managerial Capability Increase and Leadership Capability Increase were used as dependent variables. And also we used 5 factors as control variables ; Job style (Manager or Physician), Age, Gender, Working years and Organization size. Here are the summary of major findings ; first, there were statistically significant differences between the learning transfer factors in leadership training programs for managers and those of physicians. Second, there were also statistically significant differences among trainees' working years and their organization size factors while age and gender do not affect the learning transfer factors. Third, for the physician's leadership training the practitioners should focus on two factors ; Organization Culture and Learner readiness.

• Korean Journal of Construction Engineering and Management
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• v.14 no.4
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• pp.65-72
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• 2013

While growth of domestic CM market has slowed down due to economic recession, it recently shows sign of scale as some public agencies are relocating their headquarters. Since the introduction of CM system, a number of client organizations have acquired construction project management capabilities, however, sufficient efforts are not made to estimate the size of construction project management organization. This study drew a method for estimating the size of the organization managing construction project by utilizing statics analysis and project costs per member based on 10 public construction projects and tried to review applicability through case studies. With this study, we would like to make a contribution to achieving smoother work performance and success of the construction project by estimating and allocating proper scale of management workforce.

• Macromolecular Research
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• v.12 no.5
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• pp.528-533
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• 2004

We have prepared amide dendrons having alkyl peripheral units and various focal moieties through a convergent synthetic approach. The amphiphilic properties, due to hydrophilic amide branches and the hydrophobic peripheral units, provide an opportunity for the amide dendrons to self-organize in water. The dendritic architecture itself is also one of the critical factors in the self-organization of the amide dendrons in water. In particular, function-alization was performed at the focal point to elucidate the relationship between the focal functionality and the self-organized structures of the dendritic building blocks in the aqueous phase. The dendron having a short poly(ethylene glycol) monomethyl ether (MeO-PEG) unit (M$\_$n/ =750) as the focal moiety formed a vesicular organization in water. As the size of the hydrophilic focal MeO-PEG increased to M$\_$n/ =2,000 and 5,000, the self-organized structures became rod-type and spherical micelles, respectively. Our observation of multiple morphologies for amide dendrons is in good agreement with previous reports that indicated that the micellar structures changed from vesicles to rod-types and then to spheres upon increasing the size of the hydrophilic moiety of the amphiphiles.

• Journal of the Korea Safety Management & Science
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• v.12 no.4
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• pp.117-125
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• 2010

Today, many companies have introduced an ERP system - an enterprise resources planning - in order to improve corporate credibility through transparent management and for quick responses to market situations through quick decision making. After the construction of an ERP system, many companies are having difficulty in calculating the appropriate number of personnel required for running the system because of a lack of standard for doing so, as well as a lack of pertinent procedures. As a result, the companies are having to resort to a trial-and-error approach. Therefore this paper studied a model for calculating the appropriate number of personnel required for efficiently running an ERP system after its construction, as well as for constantly meeting its performance targets. The developed model was applied empirically to calculate an appropriate number of personnel required, and an organization was set up according to this. Therefore, the purpose of this study was to present an optimized model for calculating the number of personnel required for operating an ERP system, that which addresses problems of existing models, in order to help companies organize the operation personnel and its size, as well as to provide more objectivity to the calculated number of personnel required and to improve credibility.

• The Journal of Society for e-Business Studies
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• v.16 no.4
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• pp.97-108
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• 2011

Small IT service organizations operate their business with limited resources and workforce in comparison with large enterprises, and they could be categorized in various types based on the method of value creation. But the recent studies on information security have been conducted and they were focused on the construction of general information security countermeasure, without considering size of the business and characteristic. Hence we have undergone the process of classifying information assets. Then we extracted and categorized the information assets considering characteristics of small organization's size and business process. Specifically we have classified the information assets according to business scenario design through qualitative observation method. Then we have validated the classified information assets by utilizing statistical method. We may anticipate that this study results could be basic data for developing the differentiated information security countermeasures for small IT service organization.