Che 1-pu. Han'guk kŭndae yurim ŭi kulchŏl : ilche hyŏmnyŏk Yurim ŭi hyŏngsŏng kwa chŏn'gae -- 1. Sŏron -- 2. 19-segi huban-Taehan Chegukki Yurim ŭi tonghyang -- 3. 1910-1920-yŏndae Kyŏnghagwŏn kwa ilche hyŏmnyŏk Yurim ŭi hwaltong -- 4. 1920-1930-yŏndae Yurim tanch'e ŭi chojik kwa hwaltong -- 5. 1930-1940-yŏndae Chosŏn Yudo Yŏnhaphoe wa 'Hwangdo yuhak' -- 6. Kyŏllon -- Che 2-pu. Han'guk kŭndae Yurim ŭi che yangsang -- 7. Hanmal, ilche ha Yang Pong-je ŭi pyŏnsin kwa hwaltong -- 8. 1920-yŏndae singminji (...) Chosŏn Yurim kwa Ilbon ŭi Yusima Sŏngdang -- 9. 20-segi ch'o ilche hyŏmnyŏk Yurim ŭi Kyŏnghagwŏn hwaltong : Yi Tae-yŏng, 1874-1950 ŭl chungsim ŭro -- 10. Ilche kangjŏmgi Song Chu-hŏn ŭi saengae wa hwaltong. (shrink)

Ethics is central to leadership because of the impact leaders have on establishing organizational values and engaging followers to accomplish mutual goals. The ethical concerns of leaders may influence ethical decision-making of their followers. This paper attempts to investigate the relationship between leaders and followers on moral judgment, and make a comparison between China and Taiwan on the leader–follower moral judgment relationship. Data were collected through a questionnaire survey on purchasing professionals in China and Taiwan. The development of moral judgment (...) was measured using the defining issues test. Research findings indicate that followers exhibit higher level of moral judgment while their leaders have higher level of moral judgment. A positive moral judgment relationship exists between leaders and followers. The comparative study between China and Taiwan reveals that Chinese purchasing professionals are more easily influenced by their workplace leaders than their Taiwanese counterparts. Power distance would strengthen the leader–follower moral judgment relationship. The present research makes contributions toward the ethics literature by providing empirical insight into the relationship between leader moral judgment and follower moral judgment. This paper also suggests implications and opportunities for future research. (shrink)

This article aims to analyze the factors influencing the adoption of green practices in Chinese logistics industry. The determinant factors are composed of technological, organizational, and environmental dimensions. A questionnaire survey on the green practice adoption of Chinese logistics companies was conducted, and 322 samples were analyzed. Research results reveal that relative advantage and compatibility of green practices, organizational support, quality of human resources, regulatory pressure, and governmental support have significantly positive influences on the adoption of green practices for Chinese (...) logistics companies. Environmental uncertainty and green practice's complexity have significantly negative influences on green practice adoption. However, the influence of customer pressure is not significant for Chinese logistics companies. This article also suggests implications and opportunities for future research. (shrink)

The impacts of COVID-19 may be magnified in a shared environment like the household, especially with people spending extended time at home during the pandemic. Family resilience is the ability of a family to adapt to crisis and can be a protective factor against stress and negative affect. While there have been calls to address family resilience during the pandemic, there is a lack of empirical study on its benefit. In this dyadic observational study, we sought to investigate the concordance (...) of family members’ psychological responses to COVID-19, whether dyad members’ risk factors mutually affected each other’s psychological responses, and importantly, whether family resilience was a significant factor in these responses. A total of 200 family dyads from the same household completed the Family Resilience Assessment Scale and questionnaires on COVID-19 threat perception, impacts, and exposure. We found concordant dyad responses for COVID-19 threat perception, but not for psychological impact. Using the Actor-Partner-Interdependence Model framework, we found that one’s psychological impact was affected by the financial impact from both dyad members. After controlling for risk factors and demographic covariates, we found that family resilience significantly associated with lower COVID-19 psychological impact, though not with threat perception. The findings suggest that both family and individual factors need to be addressed and there may be benefit in addressing multilevel risk and protective factors using an ecological systems approach, which may help prepare the population for future crises. (shrink)

While a corporate ethics program is expected to reduce employees’ unethical behavior, understanding the effects of the ethics program elements on reducing the unethical behavior is a crucial issue. This study aims to explore how a corporate ethics program with multiple control elements, including punishment, monitoring, internal reporting, code of ethics, ethics support service and ethics training, influence employees’ threat appraisal process, coping appraisal process and unethical behavior at workplaces. The data to verify proposed research hypotheses were collected by administering (...) questionnaire survey on four autonomous government organizations in Bangladesh. Research findings show that only punishment and monitoring have significantly negative relationships with unethical behavior. Monitoring and internal reporting have significantly positive relationships with threat appraisal. The code of ethics, ethics support service and ethics training are associated positively with coping appraisal. The mediation results reveal that coping appraisal mediates the relationship between ethics program elements and unethical behavior; but the mediation effects of threat appraisal are not significant. This study provides valuable insights into how a corporate ethics program with multiple control elements reduces employees’ unethical behavior as well as how employees’ threat and coping appraisal processes are related to the corporate ethics program and unethical behavior in organizations. (shrink)

Physical contact between organelles are widespread, in part to facilitate the shuttling of protein and lipid cargoes for cellular homeostasis. How do protein‐protein and protein‐lipid interactions shape organelle subdomains that constitute contact sites? The endoplasmic reticulum (ER) forms extensive contacts with multiple organelles, including lipid droplets (LDs) that are central to cellular fat storage and mobilization. Here, we focus on ER‐LD contacts that are highlighted by the conserved protein seipin, which promotes LD biogenesis and expansion. Seipin is enriched in ER (...) tubules that form cage‐like structures around a subset of LDs. Such enrichment is strongly dependent on polyunsaturated and cyclopropane fatty acids. Based on these findings, we speculate on molecular events that lead to the formation of seipin‐positive peri‐LD cages in which protein movement is restricted. We hypothesize that asymmetric distribution of specific phospholipids distinguishes cage membrane tubules from the bulk ER. (shrink)

This study examined the relationship between ethical leadership as perceived by employees and the family satisfaction of the employees’ spouses. It also considered the mediating role of the employees’ ethical leadership in the family domain as perceived by their spouses, and the moderating role of the employees’ identification with leader. The results, which were based on a sample of 193 employee–spouse dyads in China, indicated that employees’ perceptions of ethical leadership in the workplace positively influenced their spouses’ family satisfaction. Moreover, (...) employees’ ethical leadership in the family domain mediated this relationship. Furthermore, whereas identification with leader strengthened the relationship between the employees’ perceptions of ethical leadership in the workplace and their ethical leadership demonstrations in the family domain, it weakened the relationship between their ethical leadership demonstrations in the family domain and their spouses’ family satisfaction. The theoretical and managerial implications of these findings are discussed. (shrink)

1. Tasan ŭi kyŏnghak kwa yŏkhak -- 2. Tasanhak chʻongnon -- 3. Tasanhak kwa mongmin simsŏ -- 4. Sirhak sasang kwa Han sasang -- 5.Kaesin yuhak ŭro pon Hanʼguk chʻŏrhaksa -- 6. Kugyŏk Tasan sasŏ -- 7. Sasang uĭhak kwa saengmyŏng ŭihangnon -- 8. Hanʼguk munhwa ŭi insik, kugyŏkkanyangnok -- 9. Chamnok, susangnok, purok.

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