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This paper proposes a novel consequent pole machine (CPM) to improve cogging torque, torque ripple, and torque per magnet volume compared to a conventional CPM. The proposed structure consists of a consequent pole rotor that reduces permanent magnet (PM) material. Different from conventional surface permanent magnet machines (SPMs) and conventional CPMs, the proposed CPM has an additional iron pole (AIP) extension under the magnet. This structure is suggested in order to increase the magnet pole angle while maintaining the magnet volume by partially substituting the magnet with iron. The design of the proposed machine was optimized to achieve higher torque and lower torque ripple. Comparisons of the proposed CPM with a conventional SPM and CPM were conducted to show the superiority of the proposed CPM utilizing AIP. The results showed that the proposed CPM exhibits 68% lower cogging torque, 75% lower torque ripple, and 16% higher torque per magnet volume with the same magnet volume compared with the conventional CPM. [ABSTRACT FROM AUTHOR]

The recent technological innovations and the consequences of the pandemic are rapidly changing the management paradigm. Organizations that seek to survive and remain competitive must adapt to these changes. One strategy to cope with these environmental changes is to hire a younger CEO. This study aims to empirically analyze how the age of the CEO affects the performance of the firm based on upper echelons theory. Using a sample of 706 CEOs of companies listed on the South Korean public stock market (KOSPI) as of 2023, we found that CEO age is positively related to financial performance. We also found that CEO age is negatively related to risk-taking behavior and innovation. These findings have both practical and theoretical implications, suggesting that the recent shift to the relationship between a long-term perspective and innovation have positive implications. Young CEOs often seek these perspectives and are more willing to be aggressive in investment and risk-taking behaviors in the interests offor an innovative business. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to examine the relationships among hierarchical organizational culture, organizational support for women, sexual harassment and work-to-family enrichment of working women in South Korea. Design/methodology/approach: A total of 196 responses from married female employees who had a child (or children) in for-profit organizations in South Korea were analyzed by using structural equation modeling and bootstrapping analysis. Findings: The findings indicated that hierarchical organizational culture was negatively associated with organizational support and was positively associated with sexual harassment. In addition, an organizational atmosphere that is friendly and supportive to women had a positive effect on work-to-family enrichment. However, the more sexual harassment female workers experienced, the less positive the relationship between their work and family lives. Hierarchical organizational culture negatively affected work-to-family enrichment, but the effect was indirect through organizational support and sexual harassment. Originality/value: These findings emphasize the importance of transforming the traditional culture in Korean organizations to reduce power distance to create a more female-friendly and supportive environment. With the dramatic recent increase in the number of female workers, building such an environment can enhance organizations' competitiveness by creating a positive spillover effect between women's work and family lives.

Job insecurity can trigger cynical attitudes and ultimately lead to harmful behaviors in organizations under the current fast-changing business environment. Drawing on psychological contract theory, this study aimed to investigate the relationship between job insecurity and counterproductive work behavior (CWB) by focusing on the mediating role of organizational cynicism and moderating roles of perceived organizational support (POS) and leader-member exchange (LMX). The data used for the analysis came from a survey that targeted tourism-related industries in South Korea, and 296 responses were finally analyzed. We analyzed reliability, correlation, and mediation, and conducted confirmatory factor analysis, regression analysis, and moderation analysis using SPSS PROCESS macro v. 3.5, with AMOS v. 25.0. The key findings of this study are as follows. First, we found that job insecurity was positively related to CWB. Second, organizational cynicism mediated the relationship between job insecurity and CWB. Third, POS and LMX intensified the negative effects of job insecurity and organizational cynicism, affecting CWB. These results imply that employees with a high level of POS and LMX are likely to have opportunistic behaviors (e.g., abuse, absences, sabotage) by abusing the support and trust from their organizations. The implications for research and practice, limitations, and directions for future research are discussed. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to analyze current practices, discuss empowerment from the theoretical perspectives on power in organizations and suggest an empowerment model based on the type of organizational culture and the role of human resource development (HRD). Design/methodology/approach: By reviewing the classic viewpoint of power, Lukes' three-dimensional power and Foucault's disciplinary power, we discuss power and empowerment in organizational contexts. Findings: Power in organizations can be conceptualized based on the classic view, Foucault and critical view and Lukes' three-dimensional power. We found that true employee empowerment is related to the third dimension of power. The role of HRD for empowerment can be categorized into enhancing motivation and commitment in terms of psychological empowerment and bringing real power to employees. The proposed empowerment model assumes that organizational culture influences the dimensions of empowerment and the role of HRD for supporting empowerment. Practical implications: HRD needs to critically assess the meaning of power in particular contexts (Morrell and Wilkinson, 2002) before planning and implementing specific training and development interventions for performance improvement and/or organization development interventions for innovation. Originality/value: This study attempts to review, analyze and discuss issues regarding employee empowerment from HRD perspectives. Implications for the roles of HRD and the empowerment model are proposed.

Purpose: The purposes of this study are to explore paid educational leave (PEL), self-directed learning (SDL) and the relationship between them; and to identify the implications for legislation on the learning leave scheme in South Korea. Design/Methodology/Approach: The research method of the study is a literature review. Articles were identified through a keyword search from major academic databases. The literature search covers the time period of 1960-2012. Findings: This paper shows that enacting PEL is a social policy that benefits to both employers and workers because it reduces training costs, eliminates educational barriers for employees and enhances opportunities to develop skills and competencies. Research Limitations/Implications: This study contributes to research by exploring the crucial role of PEL based on the Person-Process-Context model for SDL. It also examines the relationship between SDL and PEL in the workplace learning. Practical Implications: This study provides a rationale to legislate PEL as a right of workers. Through an appropriate revision of the Lifelong Education Act, the right of workers to receive the PEL benefit should be legally adopted to promote workers' SDL in South Korea. Originality/Value: This paper provides theoretical and practical evidence for institutionalizing PEL in South Korea. It suggests the passage of PEL legislation because it is beneficial to all stakeholders.

With the recent acceleration in AI adoption and significant investments being made by many countries, the concern regarding the AI divide is becoming increasingly prevalent. We attempt to determine whether countries that have fallen behind in AI development can catch up to those leading the charge over time. Specifically, this study examines the dynamics of the AI divide on AI investments, robotics, AI start-ups, and AI patents in 34–57 countries, analyzing the data sets from Stanford AI Index Report, World Robotics Report, and the OECD Statistics website. We have used the methods of the relative AI divide (RAID) and absolute AI divide (AAID) for the two categories of income and adoption levels. Also, we have tested both γ convergence for the AI divide and σ convergence for the divide over time. We find that for all four AI categories, the relative AI divide between the leading and lagging countries has narrowed rapidly and the divide between the high- and middle-income subgroups has also narrowed at a slower pace. In terms of the micro convergence analysis of the AI divides for individual countries within the respective income and adoption subgroups, a change in the active ranking among countries was evident in nearly all of the subgroups. This study contributes to the literature by presenting not only the absolute AI divide but also the relative AI divide clarifying the changing trends systematically. [ABSTRACT FROM AUTHOR]

The purpose of this study was to conduct a citation network analysis of "Educational Technology Research and Development" ("ETR&D") to examine the trends and issues of the educational technology field's scholarly community that have evolved in the past two decades. The distinctive features of citation network analysis used in this study derive from a social network analysis approach to see relational and network patterns in the citation data. From this citation network analysis, we obtained the following results: (1) the "ETR&D" network revealed structural attributes that help us understand the features regarding how the field has developed and how scholarly works have interacted; (2) the most influential papers and scholars in the field were identified; (3) frequently co-cited papers were recognized as having a strong relationship by a few researchers and (4) five cohesive subgroups (factions) generated key research themes in the field including: instructional design, learning environments, the role of technology, educational technology research and psychological foundations. Implications and limitations of the study were discussed for future research.

A citation network analysis among four journals in human resource development (HRD) was conducted to discover the major themes of published articles in HRD. A total of 1,410 articles from 1990 to 2007 were coded. Main path analysis, influence analysis, and reduced network analysis were conducted for citation network analysis. The key findings are (1) The HRD citation network is characterized as high cohesiveness locally and low separation globally; (2) HRD texts tend to gather around texts dealing with three significant topics; (3) A reduced citation network generated based on cliques is divided into four blocks; and (4) A geographical position of a text in the citation network is highly associated with the topics (theory building or training transfer) and with the nature of the study (foundational or applied). Implications of the current study and suggestions for future study based on the limitations of the study are addressed. (Contains 13 tables and 5 figures.)

18F-fluorodeoxyglucose positron emission tomography/computed tomography (18F-FDG PET/CT) was used to predict pathologic grades based on the maximum standardized uptake value (SUVmax) in soft tissue sarcoma and bone sarcoma. In retroperitoneal sarcoma (RPS), the effectiveness of PET was not well known. This study was designed to investigate the association of SUVmax with histopathologic grade and evaluate the usefulness of 18F-FDG PET/CT before operation. Patients at Samsung Medical Center undergoing primary surgery for retroperitoneal sarcoma with preoperative 18F-FDG PET/CT imaging between January 2001 and February 2020 were investigated. The relationship between SUVmax and histologic features was assessed. The association of SUVmax with overall survival (OS), local recurrence (LR), and distant metastasis (DM) were studied. Of the total 129 patients, the most common histologic subtypes were liposarcoma (LPS; 68.2%) and leiomyosarcoma (LMS; 15.5%). The median SUVmax was 4.5 (range, 1- 29). Moreover, SUVmax was correlated with tumor grade (p < 0.001, Spearman coefficient; 0.627) and mitosis (p < 0.001, Spearman coefficient; 0.564) and showed a higher value in LMS (12.04 ± 6.73) than in dedifferentiated liposarcoma (DDLPS; 6.32 ± 4.97, p = 0.0054). SUVmax was correlated with pathologic parameters (tumor grade and mitosis) in RPS and was higher in the LMS group than the DDLPS group. The optimal SUVmax threshold to distinguish high tumor grade was 4.8. Those with a SUVmax greater than the threshold showed poor prognosis regarding OS, LR, and DM (p < 0.001). [ABSTRACT FROM AUTHOR]