• 경영과정보연구
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• 제1권
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• pp.133-165
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• 1997

In the situation of Korean company today it is considered that the necessity of developing a corporate culture is not only more important than ever, but also indispensable to the organization management in the future. Focused on the development of corporate culture, the purpose of this study is to find out the influence of the direction of corporate culture development on its own strength. The method of this study is the empirical method based on theoretical one with the previous bibliographical studies. It is thought that in viewpoints of the culture pragmatists, the development of corporate culture means the intentional and systematic creation of culture. And, the direction of corporate culture development is thought as the management philosophy a corporate desires, or the desirous direction of corporate culture to express the management policy. According to the results of this study, it is found that the progressive direction of the corporate culture development has the most intensive influence on the various sides. Therefore, the management should research and develop the progressive value of culture more deeply, to get the effective development of corporate culture.

• International Journal of Internet, Broadcasting and Communication
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• 제13권1호
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• pp.123-133
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• 2021

We study confirmed the factors influencing the organizational culture(collective culture, development culture, rational culture, hierarchical culture) perceived by members of the organization and the manager's authentic leadership(self-awareness, balanced information processing, relational transparency, internalized moral perspective) on job crafting. In addition, the relationship between organizational culture and authentic leadership was empirically analyzed. In order to verify the hypothesis of the research model, the survey results of 269 parts were verified as follows using the statistical program of SPSS 24.0. First, the organizational cultures perceived by members of the organization, development culture and rational culture, showed positive (+) influence on job crafting. In other words, Hypothesis 1 established by the research model was partially adopted. Second, the group culture, development culture, and rational culture of organizational culture were statistically significant in the relationship between the hypothesis 2 organizational culture and authentic leadership. In other words, Hypothesis 2 was partially adopted. Third, the three hypotheses of authentic leadership (self-awareness, balanced information processing, relational transparency, and an internalized moral perspective) all showed positive (+) effects on job crafting. As a result of this study, it was possible to confirm the importance of the organizational culture that improves the job-crafting of the members of the organization and the strategic activation plan for authentic leadership. Therefore, the necessity of strategic human resource development for the development and application of programs to revitalize organizational culture and improve the manager's authentic leadership has emerged.

• International Journal of Computer Science & Network Security
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• 제21권12spc호
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• pp.437-442
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• 2021

This article highlights the importance of design in the formation of worldview paradigms in global culture. The research aims to investigate the design development as a part of the culture and its significance in the social development of society and worldview standards. The article uses general scientific methods of cognition, showing the transformation of design in the social and cultural sphere based on scientific and business literature. The research results show the chronology of design development as a factor determining the development of society and its worldview. In particular, the epoch of modernism, classical functionalism, postmodernism, post-industrialism, and digital design show their own particularities of design development. Furthermore, the article reveals the peculiarities of design development and its requirements depending on the development of society, progress, and civilization in general. The question of current and future trends in the development of design as a factor of worldview paradigms in the culture is based on digitalization, globalization, and the formation of design as an independent entity that determines man's place in the world and society.

• International Journal of Advanced Culture Technology
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• 제10권1호
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• pp.131-137
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• 2022

The importance of corporate culture for its development has always been a classic research. Through excellent corporate culture, we can analyze the secrets of company success and provide important reference significance for other company brands. Since the outbreak of COVID-19, Traditional Chinese Medicine (TCM) has greatly increased its international recognition with its excellent efficacy, which has brought development opportunities to the TCM industry. The object of this research is the Beijing Tongrentang Group Co., Ltd. Tongrentang is a representative of Chinese time-honored brands in TCM industry. It has a development history of more than 350 years. It carries the traditional Chinese culture and Chinese medicine culture. The corporate culture of Tongrentang was thus extended and developed into 'Benevolence & love', 'Honesty & trustworthiness' and 'Quality first'. We can see that a good corporate culture is particularly important. This paper studies the unique Corporate culture of Tongrentang, and the reasons of company success. Hoping to help the company through this paper, so as to improve the company in the future. And put forward a certain practical significance and value.

• 대한영양사협회학술지
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• 제23권4호
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• pp.431-452
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• 2017

This study was conducted to investigate the effect dietitians' perceived organizational culture has on organizational commitment at hospital foodservices. A total of 382 dietitians working at general hospitals with 500 beds or more participated in the survey from January 16 to February 8, 2017. The result of perceived organizational culture showed hierarchical culture, rational culture, development culture, and group culture scored to be 5.29, 5.25, 5.15, and 4.97 out of 7, respectively. Differences in the perception of organizational culture and organizational commitment were observed according to the general demographics of subjects, but no significant differences were shown according to the general characteristics of hospitals. For organizational commitment perception, affective commitment (5.14), normative commitment (4.41), and continuance commitment (4.21) were identified. There were differences according to age, work experience at the present job, position, and education level by type of organizational culture. In terms of organizational commitment, there were significant differences in age, work experience at the present job, employment status, and possession of clinical dietitian certificate, position by type of commitment. A positive correlation between dietitians' perceived organizational culture and organizational commitment such as overall organizational commitment, affective commitment, and normative commitment was observed (P<0.01). Group culture, development culture, and hierarchical culture positively affected overall organizational commitment (P<0.001). Development culture, group culture, and hierarchical culture had positive effects on affective commitment, whereas rational culture had a negative influence. Development culture (P<0.05), group culture (P<0.001), and hierarchical culture (P<0.01) positively influenced normative commitment. Results suggest that it is necessary to develop plans for the improvement of rational culture, group culture, and development culture at hospital foodservice organizations.

• 한국도서관정보학회지
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• 제46권4호
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• pp.1-20
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• 2015

이 연구는 문화기반시설인 공공도서관의 지역문화발전 기여전략을 제시하는데 목적이 있다, 이를 위하여 먼저 공공도서관이 수행하는 업무와 지역문화발전의 상의적 수수관계를 바탕으로 기여도를 평가하고 한계를 적시하였다. 이어 공공도서관과 밀접한 지역문화를 지식문화, 독서문화, 학습문화, 대중문화, 여가문화로 구분하고 이들의 발전과 진흥을 위한 공공도서관의 기여전략(장서개발과 이용서비스 중심의 핵심역량 제고, 디지털 정보해득력 교육 지원기능 강화, 독서생활화를 위한 독서촉진과 저변확대, 평생학습(문화)프로그램 제공서비스의 최적화, 시설 공간의 개방화 및 친숙성 증대, 지역 유관기관과의 연계 협력사업 확대)을 제안하였다.

• Clinical and Experimental Reproductive Medicine
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• 제43권3호
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• pp.146-151
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• 2016

Objective: This study was conducted to compare the effects of static culture, dynamic culture, and the combination of dynamic culture with specialized surfaces involving co-culture on human embryonic development. Embryos cultured using conventional static culture (SC) techniques served as a control group. We compared dynamic culture using micro-vibration culture (MVC) and micro-vibration with co-culture (MCoC), in which autologous cumulus cells were used as a specialized surface. Methods: We conducted a chart review of patients who were treated between January 2011 and November 2014 in order to compare embryonic development rates and pregnancy rates among the groups. Zygotes were cultured in micro-droplets, and embryos were subsequently selected for transfer. Some surplus embryos were cryopreserved, and the others were cultured for blastocyst development. A micro-vibrator was set at the frequency of 42 Hz for duration of 5 seconds per 60 minutes to facilitate embryo development. Results: No significant differences among the groups were present in patient's characteristics. However, the clinical pregnancy rates were significantly higher in the MVC group and the MCoC group than in the SC group. No significant differences were found in the blastocyst development rate between the SC group and the MVC group, but the blastocyst development rate in the MCoC group was significantly higher than in the SC and MVC groups. Conclusion: The clinical pregnancy rate was significantly increased by the application of micro-vibration to the embryonic cultures of poor responders. The blastocyst development rate was significantly increased by the application of MCoC to surplus embryos.

• 해양환경안전학회지
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• 제19권5호
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• pp.511-517
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• 2013

해양경찰조직을 지배하는 각종의 조직문화들은 이를 인식하는 해양경찰관이 조직구성원으로서의 행동에 영향을 미칠 수가 있고, 나아가 해양경찰활동의 역할과 치안활동을 결정지을 수가 있다. 이에 해양경찰공무원의 조직문화는 전반적인 주류를 형성하는 문화가 나타날 수가 있고, 특정 개인이나 집단이 향유하고 공감하는 조직의 하위문화가 나타날 수가 있다. 이러한 해양경찰조직문화의 유형은 다양하게 나타날 수가 있는바 일반적인 조직에서 나타날 수 있는 집단문화(Group Culture), 위계문화(Hierarchy Culture), 발전문화(Development Culture), 합리문화(Rational Culture)에 대한 인식차이를 살펴보았다. 해양경찰관들의 일반적 인식에 대한 분석결과를 살펴보면 다음과 같다. 첫째, 연령에 따라 위계문화와 합리문화에서 20대 연령층의 해양경찰공무원들의 인식이 가장 높게 나타났다. 둘째, 계급에 따라 위계문화와 발전문화, 합리문화에서 차이를 보이는 것으로 나타났으며, 위계문화에 있어서는 경장 계급, 발전문화와 합리문화의 경우 경감 계급이 가장 높게 인식하는 것으로 나타났다. 셋째, 입직경로별 조직문화의 인식차이 분석결과 집단문화에서만이 차이를 보이는 것으로 나타났으며, 특히 특별채용으로 입직한 해양경찰공무원의 집단문화 경향이 낮게 나타나는 것을 알 수 있다.

• 한국미생물학회:학술대회논문집
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• 한국미생물학회 2005년도 International Meeting of the Microbiological Society of Korea
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• pp.184.3-184
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• 2005

• The Journal of Asian Finance, Economics and Business
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• 제9권2호
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• pp.273-281
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• 2022

The purpose of this research is to look into the effects of organizational culture and training and development on work discipline and performance. The data for this study was directly obtained from employees of a municipal water corporation in Medan, Indonesia, with a total of 204 participants. Partial Least Square Structural Equation Modeling (PLS-SEM) was applied for data analysis. The results showed that organizational culture and training and development positively and significantly affect performance. However, organizational culture and training & development positively affect employees' work discipline, albeit insignificantly. The findings of this study suggest that organizational culture and training and development play a critical role in shaping work discipline and performance in organizations in Indonesian settings. Therefore, the finding of this research engage all leaders in the organization to conduct training and development more intensively. Although it seems to have costly, this will have a good impact on the organization in the long run. Furthermore, the authors also suggest the creation of a solid organizational culture for every organization to foster excellent performance. However, each organization should choose its own acceptable organizational culture because it is possible that the organizational culture that works in one context does not work in another.