• The Korean Journal of Pharmacology
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• v.26 no.1
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• pp.77-82
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• 1990

The effects of phenothiazine derivatives and calcium on the thermotropic phase transition of bilayers in dipalmitoyl phosphatidylcholine (DPPC) and dipalmitoyl phosphatidic acid (DPPA) liposomes were investigated with differential scanning calorimeter (DSC). Bilayers underwent an abrupt organizational changes at a characteristic temperature when heated. Such temperature-dependent transition was particularly striking and sharp in the bilayers prepared from pure phospholipids. The ability of phenothiazine derivatives to modify the phase transition of phospholipids liposomes was measured by a broadening of the phase transition profile, that transition began to appear at lower temperature than which occurs in untreated liposomes. Calcium ion caused a large upward shift in the transition temperature of DPPC:DPPA (34:66mol%) liposomes. When the liposomes were first incubated with calcium ion followed by phenothiazine derivatives, disappearance of the broad curve centering at $73^{\circ}C$ indicated displacement of calcium ion by phenothiazine derivatives at the anionic site. It is supposed that calcium ion and phenothiazine derivatives might compete with each other on the head group of acidic phospholipid.

• The Journal of the Korea Contents Association
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• v.15 no.10
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• pp.425-435
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• 2015

While managerial coaching has increased popularly as an effective leadership initiative in organization, the relationship between managerial coaching and its effects on performance has not been scholarly well defined. This study examined the role of managerial coaching as a moderator between job characteristics and job performance. Based on the sample of 453 employees in a financial firm, HLM was conducted to test the research model at multiple levels of organizational hierarchies. First, we found that managerial coaching has a direct impact on employee performance. Second, the strength of the relationship between job meaningfulness and job performance is positively related to the level of managerial coaching. Third, managerial coaching positively moderates the association between autonomy and job performance. However, any cross-level moderating effects of managerial coaching on the relationship between feedback and job performance is not observed. These results show that managerial coaching by managers could promote employees' performance through maximizing the impact of job characteristics on employees' motivation.

• Proceedings of the Korean Association for Survey Research Conference
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• 2000.06a
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• pp.59-87
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• 2000

The hypothesis of this study is that change acceptance and work adaptation of change agents are influenced by positive self-image and risk tolerance. In order to examine the hypothesis, this study was performed with 305 change agents from six branches of a conglomerate company. Specifically, self-image was measured by locus of control, self-efficacy, self-esteem, and positive affectivity; risk tolerance was measured by tolerance for ambiguity, risk aversion, and openness to experience. The result of this study indicated that self-image and risk tolerance significantly predicted change acceptance and work adaptation. Especially, the results of structural model revealed that change acceptance mediated the relationship between characteristic variables (such as self image and risk tolerance in this study) and work adaptation. Based on the results, we suggest that change agents keep developing positive self-image and risk tolerance in order to play the key role in leading organizational change.

• Archives of design research
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• v.14
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• pp.209-219
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• 1996

The BAUHAUS started as the purpose of training the people who are designers in the industnal society or who have artistic talent as architect, handicraftman, sculptor, and in the construction, it was based for entire organizational training for every handicrafts in the aspect of the art and form. The preliminary course that became the generative power of the human training that have possessed creativity was studied and put in to practice through the formative activity of dIverse form and method according to the educational idea and the educational method of the teachers who are in charge of such edudation, and common access method that forms the fundamental basis was centered not only human being as a formative principle, and analyzed thoroughly with biological function and further until mental and philosophical part but served and thought synthetically and took principal objects at the formative practice. Together with this, the characteristic structure of the BA UHA US's formative education was taking the grouptherapy educational method where there was not distinguish teacher and student and through the liberal criticism and they realize by experience themselves that how to solve the certain subject and pursue the form by compare each other's solutions.

• Journal of Korea Society of Industrial Information Systems
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• v.16 no.2
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• pp.171-190
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• 2011

As competition has deepened between business institutions, it has been difficult to predict and respond quickly to business environment. Most business firms have started to introduce Enterprise Resource Planning (ERP) in order to improve their business environment. However, it increases the probability of failure to implement the systems without considering the structural characterisitcs of the organizations. The paper studies what influence the characteristic variables of organizational structure and management system have on the performance of the ERP systems of small and medium-sized enterprises. Also, since it is important to compare the level of information system of Korea and China in the midst of the rapid growth of Chinese economy, the paper&nbs p;compares the ERP performance of Chinese and Korean small and medium sized enterprises that implemented ERP system.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.2
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• pp.17-40
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• 1997

The purpose of this descriptive, correlational study was to identify, describe the patterns of nursing unit culture, nursing performance, job satisfaction and turnover intention in the hospital setting, and to analyze the relationships between nursing unit culture, nursing performance, job satisfaction and turnover intention among the characteristic of the subjects The subject consisted of 223 nurses who were employed in medical & surgical units of 3 different University hospitals in Seoul. Data collection was done in November, 1996 by means of questionnaire. The instruments used for this study were the questionnaire based on the Nursing unit cultural assessment tool developed by Coeling(1993), Nursing performance scale used by Yoon(1991), Job satisfaction scale developed by Slavitt, et al.(1978) and Turnover intention scale used by Lee(1995). The data were analyzed by percentage distribution. Pearson correlation coefficient and ANOVA. The summarized results were as follows: 1. There was significant differences in the nursing unit culture between individual cultural behavior and group cultural behavior. 2. There was positive correlation between nursing unit culture, nursing performance and job satisfaction. 3. There was negative correlation between nursing unit culture and turnover intention. 4. There was significant difference in nursing performance efficiency according to the age, educational level, professional carrier in the nursing unit, in the hospital. 5. There was significant difference in turnover intention according to the age, educational level. According to these results, the following implications can be made ; 1. It needs to study on the nursing unit culture in other size hospitals and compare them to these results. 2. It is necessary to assess nursing unit culture and endeaveor good climate for the nursing organizational outcomes and prepare the training course of leadership of nurse manager. 3. In nursing administration, there should be an emphasis on assessment of staff nurses' cultural behavior in case of nurses' orientation, allocation, recruitment, continuning education, so that staff nurses' performance and job satisfaction will be increased and trunover intention will be decreased.

• Survey Research
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• v.1 no.2
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• pp.59-87
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• 2000

The hypothesis of this study is that change acceptance and work adaptation of change agents are influenced by positive self-image and risk tolerance. In order to examine the hypothesis, this study was performed with 305 change agents from six branches of a conglomerate company. Specifically, self-image was measured by locus of control, self-efficacy, self-esteem, and positive affectivity; risk tolerance was measured by tolerance for ambiguity, risk aversion, and openness to experience. The result of this study indicated that self-image and risk tolerance significantly predicted change acceptance and work adaptation. Especially, the results of structural model revealed that change acceptance mediated the relationship between characteristic variables (such as self image and risk tolerance in this study) and work adaptation. Based on the results, we suggest that change agents keep developing positive self-image and risk tolerance in order to play the key role in leading organizational change.

• Journal of Digital Convergence
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• v.9 no.3
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• pp.165-180
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• 2011

This study empirically examined the educational needs according to career orientations of IT service technical engineers. First, this study suggested 5 types of career orientations in IT service technical engineers. Seconds, we considered the individual level's variables(age, academic background) and job characteristics(job type, work experience, organizational size, years of service) as the influential factors of IT service technical engineers' career orientations. Finally, this study examined the educational needs according to 5 types of career orientations of IT service technical engineers. The results, based on the survey 133 IT service technical engineers, showed that both individual and job characteristic variables had significant effects on 5 types of career orientations. And 5 types of career orientations had significant effects on the educational needs.

• Journal of Preventive Medicine and Public Health
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• v.37 no.3
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• pp.246-252
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• 2004

Objectives : Cancer is the leading cause of death in Korea. Therefore, a National Cancer Screening Program (NCSP) was launched in 1999. This study planned to evaluate the performance of the NCSP to identifying the influencing factors in relation to characteristic public health centers. Methods : To analyze the performance, the database of the NCSP records for 2002 was used. The performance index was measured by the goal achievement rate, which was defined by the real number of screenees against the expected number of screenees. Also, a survey was conducted by a self-administered questionnaire to identify the factors associated with the goal achievement rate. The questionnaire was divided into two sections. In the first section, the individual characteristics of the program coordinator in each public health center were measured, and second section was comprised of questions about the organizational characteristics associated with the NCSP. A total of 121 subjects from 241 public health centers completed the questionnaire. Results : Of the 121 public health centers (50.2% response rate), the average goal achievement rate was 72.8%. The results of the regression model showed that public health centers located in rural area (parameter estimates=38.2) and had great support from a head of center or province (parameter estimates=0.20) and tended to have higher goal achievement rates. However, the characteristics of the program coordinator, especially their knowledge of and attitude toward cancer screening, were not significantly related to the goal achievement rates. Conclusions : It appears that the most important associated factors to the goal achievement rate in the NSCP were the location of the public health center and the support for the NCSP from the head of the center or province.

• Journal of Industrial Convergence
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• v.13 no.4
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• pp.11-28
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• 2015

A company have to grow constantly. If a company does not grow and stagnant, it will be finally out of the market. The contemporary companies fully make use of M&A to search for new growth engines. The reason of companies using M&A as a important tool of a business strategy is the fastest way to achieve technology power, market power, competitiveness. The form of M&A was that leading companies take over smaller companies or merger and acquisition between small companies in the middle of 2000. But now, Mega mergers between industry leading companies often occur and especially domestic of course M&A of foreign companies occurs actively. These days the boom of stock market and the big companies are pouring on sale by restructuring, privatization and the basis of low interest will make the M&A market continuously. In this study, I suggest a solution of actual human resources management by analyzing proven M&A cases and search for various problems of a gap in the leadership and communication in connection with integration of organization culture after M&A. First of all, I arrange the theoretical concept of the subject and analyze the key factors of the success M&A cases, lastly I suggested a HR strategy after M&A. After M&A, HR strategy is ; First, a company have to build a organization culture which is that merger company accommodate a excellent organizational characteristic of predecessor company with consideration of culture difference. Second, M&A must proceed to remove of anxiety about the future and employment stability by excellent leaderships. Third, organization integration after M&A is influenced by the level of integration for that reason it was verified that M&A have to make progress by communication of each 2 organizations.