• Journal of architectural history
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• v.5 no.1 s.9
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• pp.50-72
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• 1996

The typical Japanese house has the characteristics of open dwellings to make them cool in the hot and humid summer. And then the traditional town house 'Machiya', being built very closely to each other and walled up both sides, it has taken the open-oriented characteristics in itself. The purpose of this study is to clarify that the open-oriented of traditional 'Machiya' has been succeeded to the new 'Machiya' in the latest. The new 'Machiya' shows the open-oriented, taking the ventilative 'Huki-nuke' space of traditional 'Machiya' as the new spatial formal elements, in the changes such as scale material space organization. The characteristics of 'Huki-nuke' space are represented as follows ; 1. The facade of the traditional 'Machiya', which has taken on a semitransparent qualty, has been generally changed to the closing qualty except for the open parts of shop and garage. This facade of the new 'Machiya' has been taken to be in keeping with the existing town as much as possible. 2. A series of three rooms, composed of shop/living dining kitchen/room from the road, have been dispersed to every floors in a building with a very extensive scale. But this serial and linear type remains as the loosefit space, and the long dwellings of the upper stories are divided by type each dwelling unit. 3. 'Tori-niwa', which is a consecutive and penetrating space, connects the road with the rooms of dwelling and functions as the circulation of man thing energy, The new 'Machiya' changed to the multi-story, the corridor and the stair have been fumed up as the elements in the place of 'Tori-niwa' The 'Huki-nuke' space was locted in the hall, stairwell, living dining kitchen room, and so on. 4. The small court yard 'Tsubo-niwa' and back yard 'Ura-niwa' at the both ends of living spaces would be made a hole in a series of rooms and enclosed by the neighboring 'Machiya'. On the contrary the new 'Machiya' at present takes in the private and closing organization enclosing the innercourt. 5. The open-oriented ${\ulcorner}$In${\lrcorner}$ or ${\ulcorner}$Out${\lrcorner}$ is not brought out because of the delicate spatial formal configuration in the traditional 'Machiya'. But the open-oriented ${\ulcorner}$In${\lrcorner}$, all sides being closed by walls, is well brought out in the new 'Machiya'.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.6
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• pp.1978-1990
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• 2010

This study, centered on public institutions that introduced and are using Knowledge Management System(KMS), is a study of affecting influence factors for utilization and satisfaction. In case of public institutions, they introduced in earnest knowledge management system starting second half of 1999 and most branches of the government such as Department of Defence, Ministry of Government Administration and Home Affairs and Ministry of Planning and Budget have laid the foundation and been managing the system. As a result understanding convenience and need of knowledge management system and awareness for importance of knowledge asset are proliferating. But there is a lot of difference in utilization of KMS by work unit and also can find that the difference exists among users in terms of satisfaction. This is expected as having influence from chief officer's concern, support of exclusively responsible personnel factor, whether education training was given, KM process support etc. for KMS. Therefore this study draws subordinate factors of organization characteristic, knowledge information characteristic, strategy characteristic as influence factors to KMS and analyzes how these subordinate factors influence utilization and satisfaction of KMS to suggest a way to catalyze knowledge management system in the future.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.3
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• pp.78-84
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• 2017

Because the 'Internet of Things' and sensor network technology have become a new generation industry competitiveness with a development of Information Communication Technology, each local autonomous entity is trying to adopt a Smart City quickly. This requires an integrated platform inside of a smart city operation center. Established Smart City platform provides various services using CCTV information and ITS transportation information based on a two-dimensional map. The provision of advanced Smart City services will necessitate three-dimensional map information, building and facilities unit information, linked information with public data portal for service to the public. In this paper, the authors reviewed development trends of Smart City integrated platform and proposed mashup methods between BIM/GIS interoperability platform and external open data. BIM/GIS platform can provide spatial information services for indoor and outdoor seamlessly because it was developed based on GIS spatial data with BIM data. The linked external open data are V-World data, Seoul Open Data, and Architectural Data Open. Finally, the authors proposed the direction of development for BIM/GIS integrated platform to provide advanced Smart City services.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.3
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• pp.333-345
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• 2000

The health care environment becomes more competitive every day. It has fallen to nurse managers - from vice presidents of patient care to nurse managers and their assistants - to recruit and develop a workforce that successfully meets the needs of both patients and the organization. This means employees who demonstrate advanced critical thinking skills, creative problem solving, and sound decision making skills combined with clinical skills and patient advocacy. The environment which nurse managers create and the way they relate to their workforce, are pivotal to organizational viability. Especially leadership of first -line nurse managers contributes to the success of their organizations. First-line nurse managers are deserved to be one of the most administrative supervisors through the middle stratum in a hospital organization as being a manager in the field service if assessed from the overall aspects of hospital, as being an interim managers in the nursing department as well as being a supreme supervisor in a unit in terms of an organizational structure in the hospital. Similarly, as a compete leader, the first-line nurse managers have not only a professional which is qualified to perform a role of appropriate coordination with medical staff and key personnel but also hold an important key position a being responsible for performing his or her given role. The first-line nurse manager is expected to manage human and fiscal resources in ways not required before. While an identified need for well-prepared first-line nurse manager continues to plague the profession, first-line nurse managers often have difficulty providing the leadership required. The need leadership training to function effectively in their positions. But we hardly find a useful leadership training program for first-line nurse managers, therefore the purpose of this study was to developed the leadership training program for them. The steps of leadership program development were below: 1st step, 2 studies were done before develop a leadership program. One was done to ask to first-line nurse managers what they want to learn through leadership training, the other one was to ask the staff nurses what their opinions are for their first-line nurse managers leadership. 2nd step was searching other leadership programs contents. The results of this study were below: The total amount of hours is 24. Leadership training program contents are : Future of nursing profession (210min), understanding basic factor's of leadership and leadership theories(310 min), self understanding as first- line nurse managers(320 min), basic principle and practice of interpersonal relationship(210 min), assertiveness training, conflict management (180min), and group study(210min). This is challenging time to be a leader, especially in nursing. As nurse managers look toward the new millennium, it seems as through the same struggles are ahead that are behind. So nurse managers need to embrace change with a positive attitude. They need to demonstrate risk taking and support it in their staffs. All these things are possible that after they participate the leadership training program.

• Journal of Environmental Policy
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• v.8 no.1
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• pp.97-127
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• 2009

In Germany, North Sea and East Sea possess significant meaning in many aspects. North coast has an important economical significance to North Sea Gulf States. There are a number of harbors and manufacturing facilities in this area. Agriculture is also developed. East sea, where sea water and river water mingle. has a problem that it can not control harmful substances as fast as the North Sea due to its geographical location of being connected with the North Sea as a narrow water. To protect from big and small ship accidents and pollution sources, East Sea and North Sea have enacted HELKOM Convention and OSPAR Convention, respectively. Moreover, Denmark and Germany have made cooperation on tugboats in the occurrence of shipment accidents through the LethGer-Plan and DenGer-Plan. In 1998, after the Pallas accident that occurred near Bremen, the need to improve cooperation among each states on usable resources for ocean security has been increased in Germany. Consequently, the federal government and gulf state governments associated and organized the so called, "Havarie-Kommanando Ship Accident Measure Unit". Haravarie-Kommanando is a federal-state associated organization that deals with affairs that controls national operation and mobilization of ship accident related organizations unitively when serious ship accidents occur. Moreover, federal and state participant organizations, each shipping agencies and Wiking-Helicopers-Services, a helicopter agency, are cooperating well. Also, mutual assistance with the most prominent passenger agency called Scandlines, ARGE Kuestenschutz(Germany-Denmark shipping agency) is making progress as well.

• Management & Information Systems Review
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• v.33 no.3
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• pp.189-208
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• 2014

This research is on the relationship among organizational communication and organizational citizenship behavior focused on the moderating effect of transformational leadership. The objective of this research is to conduct positive verification of organizational communication impacting on organizational citizenship behavior. Also, to perform positive verification on moderating effect of transformational leadership. The variables are downward communication, upward communication, unofficial communication, organizational citizenship behavior including participatory actions, altruistic behavior, mindful behaviors, and transformational leadership. It was verified on survey of 232 peoples. The verification and analysis results will be provided to impact of organizational communication on organizational citizenship behavior, the downward communication impacts all elements of citizens' behaviors, and upward communication impacts of participatory actions. On the other hand, the unofficial communication did not impact at all. Moreover the results of moderating effect of transformational leadership. The transformational leadership act as moderator in downward, upward communications. but did not act as a moderator on the unofficial communication. The research suggests to use transformational leaderships to commanders and leaderships at military organizations to put efforts on active communication in order to manage unit more effectively and efficiently and to make members of organization to voluntarily. It is assessed that this paper will serve as a reference to whoever in military reform group or organization working for military developments working for creating elite forces.

• Journal of Korean Academy of Nursing
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• v.23 no.3
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• pp.397-416
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• 1993

This study identified the relationships between the hospital’s organizational pattern for nursing, the organizational characteristics perceived by nurses and their job satisfaction. The study subjects were a convenience sample of 383 staff nurses working at 10 general hospitals with more than 300 beds in Seoul. Hospitals included in the study were classified Into five organizational patterns, where nursing was organized as an independent but lower level, attached to the medical department, attached to a department supporting medicine, and various other organizational pattern. The data were collected from July 10 to August 15, 1992. The organizational characteristics as perceived by the staff nurses were measured by Park & Yoon’s Scale (1986) and job satisfaction was measured by Slavitt’s Scale (1978). The data were analyzed by percentage distribution, Pearson’s correlation, x$^2$-test, t-test, ANOVA, and ANCOVA The summarized results are as follows : 1. The proportion of independent and attached nursing organizational patterns was 35.1％ and 54.9％ respectively. 2. There were differences between four general characteristics of the nurses, age, experience, position and education level, and the five structural types of nursing organization(p〈.05). 3. 1) There were no relationship between the perceived organizational characteristics and general characteristics of the nurses but there was a differ once in job satisfaction according to education level of nurses in hopitals where nursing was an independent department(T=-2.24, p〈.05). 2) There were differences in the perceived organizational characteristics according to age group and experience of nurses (F=3.26, 5.41, p〈 , 05)and in job satisfaction according to the position of nurses in the independent but lower level organizational pattern (T=2.26, p〈.05). 3) There was a difference in the perceived organizational characteristics according to age group (F=3.19, p〈 .05) and in job satisfaction according to the experience of nurses where nursing was attached to the medical department (F=3.49, p〈.05). 4) There was a difference in the perceived organizational characteristics according to nursing unit (F=3.19, p〈 .05), but none between job satis-faction and general characteristics of nurses where nursing was attached to a departiment supporting medicine. 5) There were no relationships between the perceived organizational characteristics and job sat isfaction and general characteristics of nurses in the various other organizational patterns. 4. Nurses in hospitals where nursing is organizationed as an independent department perceived their organizatianal pattern more positively and had higher job satisfaction than nurses working in hospitals where nursing is part of another department. 5. There were differences between perceived organizational characteristics and job satisfaction according to the organizational patterns for nursing (F=13.52, 8.76, p=.0000). 6. There were correlations between the perceived organizational characteristics and job satisfaction of nurses working in two independent nursing departments (r=0.2180, 2351, p〈.05). In conclusion, the relationship between perceived organizational characteristics and job satisfaction was significantly correlated in the hospitals where the nursing department is independent. Perceived organizational characteristics and job satisfaction depended on whether the nursing department is independent from or attached to other departments in the hospital. For nurses job satisfaction the nursing department should be independent from other departments and at the highest level of organization in the hospital.

• 대한공업교육학회지
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• v.43 no.2
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• pp.97-113
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• 2018

The purpose of this study was to investigate the process and meaning of the expansion of the technology education curriculum of general high school. For the study, research problems were set up according to the procedure of case study method, and cases suitable for research were identified and data were collected through interviews with the teachers of the schools. The examples used in the study were two high schools in Gyeonggi - do, and the collected data were visualized in concept form through semantic analysis process. The results of the two schools are summarized as follows. First, the revision of unit school curriculum has been started through crisis and challenge awareness. Second, it is necessary to use the free lecture system suggested in the 2015 revised curriculum. Third, students should change their perceptions of students and curriculum by enhancing class through various skills and education activities suitable for high school level. Fourth, we must continuously strive to develop professionalism as a technology teacher. It is difficult to expand the curriculum of the school because there is only one technology teacher in the general high school. However, through the cases of this study, it is expected that the importance of the technology subject and the change of awareness will be realized as various education activities for the career choice in the high school credit system. do.

• Korean Journal of Social Welfare
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• v.63 no.1
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• pp.57-84
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• 2011

This study aims to analyze a whole network effectiveness by expanding the unit of analysis beyond individual organizations in a network into network-level collaborative relations. Data for the analysis were drawn from the evaluation reports and surveys of leaders, mid-level managers, and staff members of the organizations participating in 'Community Network Building' project which was funded by Community Chest of Korea and carried out by the Academy of Korean Social Welfare Administration from November 2006 to November 2009. For the analysis, three out of the 10 networks established in diverse local communities were selected. Based on the survey conducted on the participating organizations and the center organization of each network, we analyzed the structural characteristics of interorganizational network at a network-level. Second, to analyze effectiveness of the whole network, we employed a multiple stakeholders perspective and examined the relations between the whole network's structure and its effectiveness. The findings showed that the whole network effectiveness is higher when the network is more centralized around the hub organization and more stable. The significance of this study is that it is provided and tested a new framework for network effectiveness evaluation by combining the two network effectiveness evaluation framework of Provan and Milward's with evolutionary organizational theory.

• New Physics: Sae Mulli
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• v.68 no.12
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• pp.1347-1355
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• 2018

This study aimed at investigating the physics curriculum implemented in science core schools. Thus, the researchers analyzed the science curriculum articulated in the annual reports of science core schools and interviewed some teachers in the schools to identify the features of the physics curriculum. The research findings were as follows: First, with respect to the teaching units by subjects, general science had the largest proportion, as much as 6.7 hours in average, and physics I and II were 4.2 and 4.4 hours, respectively, which were similar to other subjects such as chemistry, life science, and earth science. Second, most of schools opened the courses of physics I and II with two hours for two semesters. Fourteen schools taught physics I as an intensive unit whereas nine schools taught physics II intensively. In the case of specialized subjects, the most frequent one was independent research, and advanced physics was taught in 7 schools whereas physics experiments were done in 34 schools. Based on the findings, this study gives some implications about how to organize the physics curriculum in science core schools according to the 2015 revised science curriculum.