• Korean Journal of Child Studies
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• v.15 no.1
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• pp.187-203
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• 1994

This study investigated the relation of androgynous parent's child-rearing practices to children's self-perceived competence by comparison of the effectiveness of androgynous people as parents compared with parents who are other-typed in their sex-role identity. The subjects were 362 third and sixth grade children and their parents selected from two elementary schools in Seoul. The instruments were a children's self-perceived competence scale, a perception of maternal warmth and control scale, a perception of paternal warmth and control scale, parent's self-esteem scale, and parent's sex-role identity scale. Frequencies, percentiles, mean, ${\chi}^2$ test, two way-ANOVA, one way-ANOVA, Cronbach's ${\alpha}$ and $Scheff{\acute{e}}$-test were used for data-analysis. The major findings showed that (1) Androgynous and masculine fathers had higher self-esteem than feminine or undifferentiated fathers. Androgynous, masculine, and feminine mothers had higher self-esteem than undifferentiated mothers. (2) There was no difference in children's perception of parental warmth and control as related to parent's sex-role identity. Androgynyous parents were not more likely to be authoritative parents. (3) Sons of androgynous parents had higher self-perceived competence than those of sex-typed parents, while daughters of sex-typed parents had higher self-perceived competence than those of androgynous parents.

• Hwankyungkyoyuk
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• v.15 no.1
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• pp.18-30
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• 2002

So far, the environmentally responsible behavior(ERB) model has been applied successfully to explain environment behaviors. But the ERB model has several limitations such as underestimation of social factors on environment behaviors. This study planned to point out that the emotional aspects should be considered seriously for explaining human's behaviors to conserve the environment in the ERB model. In this study, the effects of emotional aspects, such as perceived severity or perceived danger, on environment behaviors were investigated and the protective motivation theory(Rogers, 1983) and the ERB-based tentative model were compared Results showed that teenagers in urban areas realized clearly the severity and danger of environmental threats and do environmentally responsible behaviors more than ones in rural areas. Two model's goodness of fit to explain observed environment behaviors were analyzed through the regression analysis and the AMOS analysis. In the regression analysis, self-efficacy, confirmity toward social norm, and knowledge were involved in the regression equation as statistically meaningful variables in the ERB-based tentative model and self-efficacy and perceived severity were involved in the protective motivation theory. Especially, the AMOS analysis showed that the protective motivation theory was more valid model lot explaining environment behaviors than the ERB-based tentative model. In conclusion, it is reasonable that emotional aspects should be considered as meaningful variables for explaining environment behaviors.

• Journal of the Korea Society of Computer and Information
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• v.26 no.1
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• pp.275-281
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• 2021

The purpose of this research is to explore what factors affect consumers' purchasing decisions when purchasing artificial intelligence artworks. The research pointed out that in the real shopping model, customer perceived value includes three dimensions: product perceived value, service perceived value and social perceived value. On this basis, an artificial intelligence work purchase decision-making influence model was constructed, and an online survey was attempted to collect data. Through analysis of the reliability, effectiveness and structural equations of SPSS24.0 and AMOS24.0, and scientific verification and analysis, we found that product cognitive value and service cognitive value have a positive impact on consumers' purchase intentions, but social cognition Value has no positive effect on consumers' purchasing intentions.

• The Journal of Information Systems
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• v.15 no.2
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• pp.1-29
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• 2006

The recent development of IT, consolidation of communication and multimedia technology have brought enormous changes in many organizations. Theses changes are enabling the new educational opportunities such as distance teaming and virtual class room. Recently, e-Learning has grown rapidly in business training field, In the context of companies, e-Learning has merits in terms of access convenience, costs reduction self-directed learning, reciprocity, and flexibility. In this regard, the primary purpose of this study is to investigate which factors of e-Learning influence the effectiveness of education and transfer of loaming in business organizations. Based on the prior studies of the education and business training field, research model and research hypotheses were developed. Factors studied in this paper were as follows: 1) learners' characteristics, 2) organizational support and 3) system environments. The results of our study are as follows. (1) Motivation perceived usefulness in Learner factors had an significant influence on both learning effectiveness and transfer of teaming, whereas Ability, expectation had an influence on transfer of teaming. (2) Support from peer, support from supervisor in Organization factors had an significant influence on both Loaming effectiveness and transfer of teaming, whereas support from organization had influence on learning effectiveness. (3) Appropriate contents in system circumstance had an significant influence on both teaming effectiveness and transfer of teaming, whereas interface design had an influence on learning effectiveness.

• Korea Journal of Hospital Management
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• v.4 no.2
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• pp.1-20
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• 1999

Objectives: Quality of Working Life(QWL) is a set of employee's physical, mental conditions which are perceived at their work. Most employees and managers are concerned about the quality of working life as a strategy for improving organizational effectiveness. The purpose of this study is to investigate the relationship between QWL and organizational effectiveness of employees at the general hospital. Methods : Data were collected by self-administered questionnaires at the general hospital in Kyunggi-Do. Survey was conducted to 675 workers. QWL was measured by using 5 items from the scale developed by Walton(1973). Organizational effectiveness was measured by measuring organizational commitment, intention of job-shift, and job satisfaction. Results: The recognitions to each component of QWL were significantly different by socio-demographic characteristics such as sex, age, education levels and working duration. Also, QWL were significantly different by types of organizational culture. Multiple regression analysis and multiple logistic regression analysis were applied to find the relationship of QWL and organizational effectiveness. As a result, job-pride, compensation, working condition, human relationship and development showed significant relationship with organizational effectiveness. Conclusions: These results show that QWL is significantly related to organizational effectiveness. So we expect that this result will be used as basic informations for management and motivation of employees at the general hospital.

• Management & Information Systems Review
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• v.12
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• pp.77-99
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• 2003

This study has uncovered some important relationships among employees perceptions of distributive justice and procedural justice and organizational commitment and job satisfaction and organizational effectiveness. The present study attempts, first, to identify the perceived justice in promotion and transfer, performance evaluation, pay raise, job allocation and job fire. Second, to determine the relative importance of DJ(distributive justice) and PJ(procedural justice). Add to that two's justice's impact organizational committment, job satisfaction and to examine relationships of organizational committment, job satisfaction. Third, to examine relationships of organizational committment, job satisfaction and organizational effectiveness. The research is the identification of a modest but significant relationship between the two justice and organizational commitment and job satisfaction and organizational effectiveness. The result make it clear that employee find that right personnel management of fairness.

• Journal of the Korean Institute of Educational Facilities
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• v.20 no.3
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• pp.29-39
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• 2013

This study addresses the evaluation on the satisfaction of school illumination quality by applying SERVPERF model after extracting factors affecting school illumination quality. Three types of illumination systems (fluorescence light, general LED light and high color rendition LED light) were tested by students who have used each illumination system. Three factors such as effectiveness, esthetic sense and function were developed for evaluation. Satisfaction evaluation was performed based on applied SERVPERF model by comparing perceived levels. The differences of perceived levels of satisfaction on the illumination systems were analyzed by ANOVA. The results said respondents satisfy only the high color rendition LED light regardless of three factors. Especially, students who experienced high color rendition LED light have strong intention to recommend that illumination system to other schools. They also express their desire to use that system at home. Interestingly, there is not much satisfaction difference between fluorescence light and general LED light.

• Journal of Korean Academy of Nursing
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• v.27 no.4
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• pp.901-911
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• 1997

The purpose of this study is to provide a basis for nursing intervention strategies to promote quality of life in cancer patients. Therefore the study is designed to evaluate the effectiveness of perceived health status, self-esteem, health locus of control, self-efficacy, perceived susceptibility /severity, health promoting behaviors, and hope for quality of life. The sample was composed of 164 stomach cancer patients who visited outpatient clinics at a university hospital in Seoul. The following instruments were used in the study after some adaptation : Lawstone and others' Health Self-rating Scale, Rosenberg's Self-esteem Scale, Wallston and others 'Multidimensional Health Locus of Control Scale, Sherer & Maddux's Self-efficacy Scale, Moon's Health Beliefs Scale, Walker and others' Health Promoting Lifestyle Profile, Nowotney's Hope scale and Noh's Quality of Life Scale. Data were analyzed using a SAS program for Pearson correlation coefficients, descriptive correlational statistics and stepwise multiple regression. The results are as follows : 1. The scores on the quality of life scale ranged from 115 to 243 with a mean of 177.84(SD : 25.35). The mean scores(range 1-5) on the different dimensions were : emotional state 3.37 : economic life 3.47 : physical state & function 3.52 : self-esteem 3.66 : relationship with neighbors 3.37 ; family relationships 3.80. 2. There was a significant correlation between all the predictive variables and the quality of life (r=.20-.65, p<.01). 3. Stepwise multiple regression analysis showed that : 1) Self-esteem was the main predictor of quality of life and accounted for 46.9% of the variance in quality of life. 2) Perceived health status, hope and perceived susceptibility/severity accounted for 11.8%, 8.3%, 1.5% of the variance in quality of life, respectively. 3) Self-esteem, perceived health status, hope & perceived susceptibility /severity combined accounted for 68.5% of the variance in quality of life. In conclusion, self-esteem, perceived health status, hope and perceived susceptibility / severity were identified as important variables in the quality of life of cancer patients.

• Korea Journal of Hospital Management
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• v.16 no.2
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• pp.53-77
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• 2011

This study is focused on analyzing whether strategic human resource management practices influence organizational effectiveness such as organizational citizenship behavior and customer orientation. In addition, it also aims to analyze the mediating effect of perceived organizational support between strategic human resource management practices and organizational citizenship behavior and customer orientation. The samples are from five Veterans Hospital and of 344 questionnaires collected, 311 were used in the final analysis. SPSS(18.0) and AMOS(16.0) were employed to describe data and test hypotheses. The findings are as follows: First of all, it is found that education and training and hiring management have positive effects on perceived organizational support while only education and training has a positive effect on organizational citizenship behavior. Secondly, results reveal that career management and hiring management influences customer orientation while only perceived organizational support does organizational citizenship behavior and customer orientation affects organizational citizenship behavior. Thirdly, it is also found that perceived organizational support mediates the relationship between career management and organizational citizenship behavior and that between hiring management and organizational citizenship behavior. In other words, perceived organizational support is a full mediator between career management and organizational citizenship behavior and between hiring management and organizational citizenship behavior because there is no direct effect of career management and hiring management on organizational citizenship. However, results show that any perceived organizational support doesn't mediate the relationship between all strategic human resource management practices and customer orientation.

• Korean Journal of Occupational Health Nursing
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• v.25 no.1
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• pp.29-40
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• 2016

Purpose: The purposes of this study were to examine the differences in need, necessity, performance, barriers, and effectiveness of workers' health promotion program and to determine the influencing factors in effectiveness of workers' health promotion program by business types. Methods: Subjects were participants of an education held by Korean association of occupational health nurses and a survey was self-reported. Survey items were developed by researchers through literature review. It included general characteristics of occupational health providers and worksites, need, necessity, performance, barriers and effectiveness of workers' health promotion (WHP) program. The total number of worksites was 168, manufacturing/construction was 76 (45.2%), other services were 52 (31.0%), and healthcare services were 40 (23.8%). We used ${\chi}^2test$, ANOVA test, correlation analysis, and multiple regression analysis. Results: There were differences in need, necessity and performance of WHP by business types. In healthcare services, WHP had statistically significant effectiveness to reduce turnover rates. And the influencing factors of WHP's effectiveness were workers' need in manufacturing/construction, health provider's career in other services, and perceived necessity in healthcare services. Conclusion: Based on this result, we propose differentiated strategies depending on the business types for effective workers' health promotion program.