• Information Systems Review
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• v.9 no.2
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• pp.129-147
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• 2007

At the time the local credit-card companies plunged into a liquidity crisis in 2002, S-Card was urged to take into account the estimated customer income (ECI) to enhance its customer credit evaluation function for the first time in Korean financial industry. Before this new attempt by S-Card, most credit-card companies including S-Card had performed a customer's credit evaluation based on the customer's behavioral factors such as the amount of purchase on credit, debt payment, and financial history that is provided from the Credit Bureau. However, this approach failed to measure customer's potential value which is one of the major factors in judging the customer's ability to pay, and hence, led to difficulties in risk management. The purpose of this case study is to present the better approach to sophisticated risk management for financial firms in Korea by reviewing S-Card's process of customer income estimation and its application to risk management.

• Korean Journal of Adult Nursing
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• v.12 no.3
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• pp.345-355
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• 2000

The purpose of this study was to explain the relationship of professional self-concept, self-efficacy and job satisfaction among nephrology nurses. The subject consisted of 84 nephrology nurses who work at 17 hospitals in Kwangju, Chonnam, Chonbuk and Cheju-do. The instrument of this study was a structured questionnaire on professional self-concept, self-efficacy and job satisfaction. The data were collected from August 16 to September 10, 1999 and analyzed by Cronbach alpha, descriptive statistics, t-test, ANOVA, Scheffe's test and Pearson's correlation coefficient by using the SPSS/PC+ program. The results of the research were as follows : 1. The average item scores were 2.73 for professional self-concept and 7.16 for selfefficacy. The average item score of job satisfaction was 3.05. Professional status (3.56) among the component factors of the job satisfaction had the highest value followed by the interaction(3.46), task requirements(3.28), autonomy(2.98), organizational requirement(2.70), and pay(2.22) was the lowest. 2. The relationship between general characteristics and professional self-concept shows a significant difference with regard to position and the nurses' intention to stay. The relationship between general characteristics and self-efficacy shows a significant difference with regard to position and shift. 3. A significant positive correlation between professional self-concept and self-efficacy (r=0.462, p<0.01) was found. A significant positive correlation between professional self-concept and job satisfaction(r=0.486, p<0.01) was found. In conclusion, professional self-concept and job satisfaction of nephrology nurses are significantly related. A professional self-concept is an important factor for job satisfaction of nephrology nurses. Therefore, this study suggested that we should develop programs and policies to increase the professional self-concept of nephrology nurses for their job satisfaction.

• Women's Health Nursing
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• v.17 no.2
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• pp.137-147
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• 2011

Purpose: This study was done to examine mothers' acceptance and its influencing factors in daughters' human papillomavirus (HPV) vaccination to prevent cervical cancer. Methods: From July 20 to August 31, 2010, 220 mothers of unmarried daughters responded to self-administered questionnaires about their acceptance of HPV vaccination for their daughters and the optimal age for HPV vaccination. Descriptive statistics, univariate logistic and multiple logistic regression were used for data analysis with SPSS/WIN 12.0. Results: Mothers indicating their willingness to pay for their daughters to receive HPV vaccination accounted for 61.8%, and willingness with health insurance coverage, 84.5%. Mean optimal age for HPV vaccination was $19.78{\pm}3.96$) years. With self-payment the factor influencing mothers willingness was necessity of HPV vaccination (OR= 30.45, 95% CI=10.33~89.15). With health insurance coverage, income (OR=3.02, 95% CI: 1.19~7.62), necessity of HPV vaccination (OR=15.05, 95% CI=4.15~54.64), concern about HPV vaccine safety (OR=2.99, 95% CI=1.15~7.76), and experience of Pap test (OR=3.16, 95% CI=1.24~8.05) were factors influencing mothers willingness. Other influencing factors were optimal age for HPV vaccination, knowing about HPV (OR=7.66, 95% CI=2.19~26.82), and age of youngest daughter (OR=3.95, 95% CI=1.34~11.68). Conclusion: Financial support is anticipated for low income families in a primary approach to increase HPV vaccination. And focusing on earlier age and concerns about vaccination are necessary to gain mothers' acceptance.

• The Journal of Industrial Distribution & Business
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• v.9 no.7
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• pp.71-82
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• 2018

Purpose - This study examined the effects of intrinsic and extrinsic motivation on employee creativity. Past research has consistently shown that intrinsic motivation is positively related to creativity. Yet conflicting results have been reported about the relationship between extrinsic motivation and creativity. To explore the reason why extrinsic motivation can either help or hurt creativity, we examined the role of contingent rewards as a moderator and tested whether either tangible or intangible rewards contingent upon creative performance significantly impact the relationship between extrinsic motivation and creativity. Research design, data, and methodology - Survey data was collected from employees working for diverse organizations in Korea through online research firm. Only employees who reported their job or organization provided opportunities to use their creativity were allowed to continue the survey. Out of 305 initial responses collected, those with too much missing data were deleted, which finally left 278 responses for statistical analyses. To examine the validity of the measurements, confirmatory factor analysis was first conducted. Next, to test the hypothesized relationships, multiple hierarchical regression analyses were conducted. Results - As hypothesized, both intrinsic and extrinsic motivation had positive effects on creativity. It was shown that contingent rewards did not influence the positive relationship between intrinsic motivation and creativity, but did significantly moderate the relationship between extrinsic motivation and creativity in a way that tangible rewards strengthened the relationship while intangible rewards mitigated the same relationship. Conclusions - This research enhances our understanding on the relationship between motivation type, rewards, and creativity. Intrinsically motivated employees showed a high level of creativity regardless of whether rewards were expected or not. In contrast, extrinsically motivated employees showed more or less creative behavior depending on whether they were expected to have tangible or intangible rewards. As extrinsic motivation is typically associated with tangible rewards such as pay, promotion, etc., tangible rewards were seen to be more effective in promoting creative performance from extrinsically motivated employees than intangible rewards. Our findings make a significant theoretical contribution to reconcile prior inconsistent findings. Furthermore, they provide useful insights for managers and organizations into developing effective strategies for facilitating employee creativity.

• The Journal of Industrial Distribution & Business
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• v.11 no.3
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• pp.51-62
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• 2020

Purpose - This study examined the relationship between individual creativity and its related variables to observe how individual creativity contributes to organizational performance. In addition, this study strived to explore how to maximize the utilization of individual creativity and innovate the structure of the organization itself so that teams and organizations can respond more effectively to new rising trends. this study aimed to examine whether the value congruence between individuals and organizations (propensity congruence, goal congruence has a significant impact on knowledge sharing and innovation behavior as dependent variables by exerting individual creativity and synergy as independent variables. Research design, data and methodology - SPSS 24.0 program were used to analyze the data. Descriptive Statistics and correlation analysis were performed, and the reliability factor (Cronbach's α) was calculated. Afterwards, we analyzed the moderating effects of structural equation model analysis and hierarchical regression analysis. The number of samples used in the study were 309 copies. Results - First, Individual creativity had a positive effect on knowledge sharing and innovative behavior. In other words, it was confirmed that decision-making processes fused with individual creativity could create an atmosphere of knowledge sharing and transform the organization. Second, value congruence adjusted the influence of individual creativity on knowledge sharing and innovation behavior. Conclusions - First, it is important for managers to recognize the value and secure the pool of creative talents who will be a potential future basic source of organizational success and competitive advantage. Second, managers should be able to identify those with creative talents and expertise, and use them to increase their knowledge sharing performance, while also developing emotional and motivational creativity. Third, in order improve knowledge sharing performance, managers should pay attention to the emotional aspect of creativity. Fourth, managers should strive to create an environment that is beneficial for the reinforcement of individual self-management capabilities. Fifth, managers should be able to develop decision-making processes to develop potential creativity and encourage creative thinking, opinions, or solutions. Sixth, managers should promote the dissemination and integration of new knowledge based on the creative views and attitudes of team members.

• Journal of Korean Academy of Nursing
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• v.15 no.2
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• pp.49-61
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• 1985

It is assumed that the more society advances in its complexity and development, the more people pay attention to their health and accordingly the more people tend to practice health protective behavior. Most of human behavior is based on social inter-actions. The concept in Locus of Control has been developed from social learning theory to help better understanding the social phenomena affecting human behavior. Multidimensional Health Locus of Control is consisted of three dimensions: Internal, Powerful Others and Chance. This study was conducted to find out the health protective behavior patterns of the people and its relationship with Health Locus of Control as an influencing factor to their behavior. All the subjects in this study were the ones of the bank employees in Seoul, Among the total of 1,430 bank employees, 761 were chosen as a sampled subjects. Questionnair survey was conducted from March 4 to March 13, 1985. Research instruments used in this study were two kinds, one was the Health Locus of Control Scale developed by Wallston & Wallston and the other was the Measuring Scale for Health Protective Behavior developed by the investigator. Analysis of data was done by using Descriptive Statistics, X²-test, t-test, ANOVA, Pearson's correlation coefficient. The results of this study are summarized as follows: The mean score of Internal was 24.1, Powerful others was 19.7 and Chance was 15.3 out of maximum range of 6-30 respectively. The mean score of Health Protective Behavior Scale fell as 53.2 out of a maximum range of 18-90. Internals were more likely closely related with sex, educational levels and religion, Powerful others were related with age, educational levels and the number of family members. Chances were related with edu cational levels. The older the subjects were, the more concerned about their health. They tended to practice more favorable health protective behaviors. Furthermore, married people tended to fay more attention to their health than single individuals. Also, the number of family members and religion affected their attitudes in the health protective behavior patterns. Internals and Powerful Others were related with health protective behaviors. If one believes he can do something about his health and others play a significant role on his health, he is more apt protective patterns more suitable for health and actually shows that he is better off.

• Proceedings of the Korean Institute Of Construction Engineering and Management
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• 2006.11a
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• pp.58-63
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• 2006

In the recent years, the government pay more interested in BTL projects, this led to rapid growth of BTL projects. But the project stakeholder has encountered with some problems during initial phase. As a result, a distinct need has emerged for analysis of risk factors for BTL projects. Based on real cases, this study resulted in risk factors influencing every phases and grouped risk factors into each phase. In addition, this study also perform sensitivity analysis in order to know how risk factors affect to BTL projects. Moreover, the result of this study can be used as a tools for anyone who study or encounter the same problems in the future. The paper can be used as standards for risk assignment that occur between competent authorities and private enterprises.

• The Journal of Korean Society for School & Community Health Education
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• v.14 no.3
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• pp.15-26
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• 2013

Objectives: The purpose of this study was to evaluate self-reported symptoms of periodontal diseases. We performed a comprehensive analysis of periodontal health related factors. Methods: 581 volunteers representing a broad range of age from 20 to 65 were recruited from Seoul and Gyeonggi provinces. They participated in a self-administered survey of which the results were analyzed through the decision tree analysis using the data mining program. Results: 67% of the participants reported 'bad breath,' whereas 13.9% of participants reported 'toothache'. The decision analysis revealed that age was the most determining factor of adult periodontal health. Participants in 20s with a profound understanding of their periodontal health status exhibited a low vulnerability to periodontal diseases, whereas those lacking the awareness were more susceptible to the diseases. However, other participants in 30s and older showed a higher vulnerability to periodontal illness than those in 20s, whether or not they had suffered from chronic diseases. Conclusions: In order to effectively prevent periodontal diseases, an age-appropriate clinical approach will be necessary. For the younger age group it will be crucial to enhance the self-awareness of their current oral health status. On the other hand, those in 30s and older will need to pay a close attention to the prevention of chronic periodontal disease.

• Journal of Information Technology Services
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• v.16 no.3
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• pp.17-45
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• 2017

Health Information Exchange (HIE) is expected to improve the quality and efficiency of care by allowing providers online access to healthcare information generated by other providers at the point of care. However, the adoption of the technology in Korea has been slow since its pilot program in 2007~2010 at Seoul National University Bundang Hospital. The objective of this study was to survey stakeholders on the incentive program for the facilitation of HIE adoption. We surveyed 39 experts representing 6 categories of stakeholders-provider, insurer, government, information service firms, customers, and medical informatics experts for the interviews. Interview questions included program objectives, program participation requirements, incentive payment method, and administrative burden for program participation. Experts indicated that the quality of care was the most important value the program should aim to achieve through the HIE adoption. They suggested that the requirements and administrative burden for participation should be kept at minimum to recruit a large number of providers to the program, which is an indicator of program success. Experts were divided on the payment method whether the incentive should be paid as a part of the fee payment scheme operated by the National Health Insurance (NHI) or should be a payment made independent of the NHI. The source of the divide was conflict of interest among stakeholders as to who pays for the program, and the insurer and consumer groups were against the NHI taking the financial burden. It appeared to be the most significant factor for the successful program launching to resolve the gap in perceptions about benefits of the technology among stakeholders and to win the willingness to pay for the program.

• Journal of Family Resource Management and Policy Review
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• v.19 no.1
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• pp.139-161
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• 2015

The number of Healthy Family Support Centers has increased and the services for enhancement of family strength have extended during the past ten years since the Framework Act on Healthy Families was enacted. It is time to pay attention to the empowerment for Healthy Family Specialist because their capability is directly linked to improve the quality of services, which means the satisfaction of family services and the quality of family policy. In this context, this study investigate organizational experience of Healthy Family Specialists and suggest the empowerment plan to enhance their capability. We conducted in-depth interviews for 9 Healthy Family Specialists who is currently working at Healthy Family Support Centers as a manager status during June 2014. We analyzed organizational experiences through job commitment and job satisfaction and empowerment plans through their strength and weakness. Our findings revealed that job commitment and job satisfaction of Healthy Family Specialist are relatively low due to a poor working condition and a low brand awareness. Also, the capability of Healthy Family Specialists is an important factor to determine their job commitment and job satisfaction, and it can impact on the long service. These results suggest that the payroll system, increment of salary, career recognition, employee benefit, systematic operation, and motivation are needed to improve their job satisfaction. There are various ways to improve professional capability of Healthy Family Specialists besides education program. This study contributes to make the plan of empowerment for Healthy Family Specialists and it also contributes to improve the service quality of family policy.