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This article has been retracted: please see Elsevier Policy on Article Withdrawal (https://www.elsevier.com/about/our-business/policies/article-withdrawal). The Editor-in-Chief and ANR editorial board have decided to retract this article because the scientific integrity of the content cannot be guaranteed. The article shows evidence of redundant publication and falsification of instruments. This article was a duplicate of a paper that had already been published in Journal of the Korean Data & Information Science Society Vol 29, No. 3, May 2017 (doi 10.7465/jkdi.2017.28.3.585). The identical data collection period, study sample, variables, and instruments between these two papers show strong evidence of plagiarism. One of the conditions of submission of a paper for publication is that authors declare explicitly that their work is original and has not appeared in a publication elsewhere. Re-use of any data should be appropriately cited. This article is published based on a master's thesis (Kim YE. The effects of the transformational leadership of managers perceived by public health nurses and their social capital on empowerment [master's thesis]. Dague (Korea): Kyungpook National University, 2016. p. 1-57.) and the author of this dissertation is deleted. Inappropriate use of master's thesis without appropriate disclosure and/or citation was made. The instruments [Multifactor leadership questionnaire (Kim DW. The relationship between transformational leadership and quality of nurses' care Service with nurses' organization citizenship behavior as a moderator. Health Soc Welf Rev. 2011; 31(2):206e36. Korean), social capital (Han JW, Woo HY, Ju ES, Lim SH, Han SS. Effects of nurses' social capital on turnover intention: focused on the mediating effects organizational commitment and organizational cynicism. J Korean Acad Nurs. 2013; 43(4):517e25. https://doi.org/10.4040/jkan.2013.43.4.517. Korean), and Organizational empowerment (Oh EH, Chung BY. The effect of empowerment on nursing performance, job satisfaction, organizational commitment, and turnover intention in hospital nurses. J Korean Acad Nurs Admin. 2011; 17(4):391-401. https://doi.org/10.11111/jkana.2011.17.4.391. Korean.)] used in this article were manipulated. The author admitted scientific misconduct and breach of publication ethics. As such this article represents a severe abuse of the scientific publishing system. The scientific community takes a very strong view on this matter and apologies are offered to readers of the journal that this was not detected during the submission process.

본 연구는 사람이 이득과 손실에 부여하는 주관적 가치가 다르다는 것을 흥미롭게 설명한 프로스펙트이론에 착안하여, 리더의 자기희생 시차(현재희생 vs. 미래희생)가 구성원의 반응에 미치는 차별적 효과를 살펴보고자 하였다. 또한 이 차별적 효과가 조직의 불확실성 및 리더의 능력에 대한 인식에 따라 어떻게 달라지는 지를 검증하고자 하였다. 이를 위해 Choi & Mai-Dalton(1998)의 자기희생적 리더십 연구모형을 토대로 시나리오를 이용하여 실험을 실시하였다. 실험결과, 참가자들은 리더의 미래희생보다 현재희생을 더 큰 희생으로 인식하였으며, 현재희생을 보이는 리더에게 더 높은 카리스마적 정통성을 부여하고,더 강한 호혜적 행동의지를 보이는 것으로 나타났다. 또한 희생시점의 차별적 효과는 조직 불확실성이높을 때, 리더의 능력이 낮게 인식될 때 더 명확한 것으로 확인되었다. 본 연구는 자기희생적 리더십 이론과 행동 경제학 분야의 프로스펙트 이론을 접목하는 다학문적 접근방식을 취하여 자기희생의 유무에초점을 둔 선행연구의 관점을 시차로 확장하였다는데 의의가 있다. 또한 조직 불확실성 및 리더 능력의조절효과를 밝힘으로써 리더의 자기희생이 어느 시점에서 이루어질 때 더욱 효과적인가에 대한 이해의폭을 넓히고자 하였다. 아울러 본 연구의 한계가 무엇인지 살펴보고, 이를 보완하기 위해 필요한 향후연구의 방향을 제시하였다.

Even though previous researches have contributed to SS-related knowledge accumulation, there are still many areas unknown to us. According to prospect theory(Kahneman & Tversky, 1979), It is likely that loss of a anticipated future outcome may not seem as real a loss to an observers as the loss of something already held(assuming equal value) and consequently the impact on observers may be reduced. This logic provides good foundation for SS research concerning time gap. In the present research, we specifically focused on how time gap of leader’s SS(i.e., present sacrifice vs. future sacrifice) influence the followers’ response(i.e., charismatic legitimacy, intention of reciprocity behavior). In addition, we studied the moderating role of organizational uncertainty and leader competence on the relationship between time gap of SS and followers’ responses. Scenario experiment using Choi & Mai-Dalton(1999)’s research model supported all hypotheses. We found that leader who exhibited present sacrifice was perceived more self-sacrificing. Followers attributed more charismatic legitimacy to leader showing present sacrifice than future one and intended more to reciprocate such a present sacrifice. These time gap effects of SSL were stronger when organizational uncertainty was high than low and leader’s competence was low than high. The central contribution of this study is to bring time gap concept of SS in current research view which has focused on SS versus non SS. In doing so, we took interdisciplinary approach combining SSL theory and prospect theory. Also, this study verified when the time gap of SS shows remarkable effect on followers’ response. Finally, implications and limitations of the results are discussed in the conclusion.

Purpose: This study examined the effects of self-leadership and critical thinking disposition on adaptation to college among nursing students. Methods: A descriptive study was conducted with 325 nursing students using a self-report questionnaire. Data were analyzed using a t-test, one way ANOVA, $Scheff{\dot{e}}$ test, Pearson correlation coefficients, and stepwise multiple regression analysis with SPSS 20.0. Results: The mean score of college adaptation was 3.22. Significant predictor variables affecting adaptation to college were satisfaction in major (${\ss}=.45$, p<.001), behavior-focused strategies (${\ss}=.16$, p<.001), leadership level (${\ss}=.15$, p=.003), and grade (${\ss}=.11$, p=.016). The explanation power of this regression model was 32.2% and was statistically significant (F=64.60, p<.001). Conclusion: The results of this study indicated that an effective college adaptation program should be developed by including improvement of satisfaction in major, behavior-focused strategies, and leadership level.

The Ministry of Environment (MOE) has made more effort in managing point source pollution rather than in nonpoint source pollution in order to improve water quality of the four major rivers. However, it would be difficult to meet water quality targets solely by managing the point source pollution. As a result of the comprehensive measures established in 2004 under the leadership of the Prime Minister's Office, a variety of policies such as the designation of control areas to manage nonpoint source pollution are now in place. Various action plans to manage nonpoint source pollution have been implemented in the Soyang-dam watershed as one of the control areas designed in 2007. However, there are no tools to comprehensively assess the effectiveness of the action plans. Therefore, this study would assess the action plans (especially, BMPs) designed to manage Soyang-dam watershed with the WinHSPF and the CE-QUAL-W2. To this end, we simulated the rainfall-runoff and the water quality (SS) of the watershed and the reservoir after conducting model calibration and the model validation. As the results of the calibration for the WinHSPF, the determination coefficient ($R^2$) for the flow (Q, $m^3/s$) was 0.87 and the $R^2$ for the SS was 0.78. As the results of the validation, the former was 0.78 and the latter was 0.67. The results seem to be acceptable. Similarly, the calibration results of the CE-QUAL-W2 showed that the RMSE for the water level was 1.08 and the RMSE for the SS was 1.11. The validation results(RMSE) of the water level was 1.86 and the SS was 1.86. Based on the daily simulation results, the water quality target (turbidity 50 NTU) was not exceeded for 2009~2011, as results of maximum turbidity in '09, '10, and '11 were 3.1, 2.5, 5.6 NTU, respectively. The maximum turbidity in the years with the maximum, the minimum, and the average of yearly precipitation (1982~2011) were 15.5, 7.8, and 9.0, respectively, and therefore the water quality target was satisfied. It was discharged high turbidity at Inbuk, Gaa, Naerin, Gwidun, Woogak, Jeongja watershed resulting of the maximum turbidity by sub-basins in 3years(2009~2011). The results indicated that the water quality target for the nonpoint source pollution management should be changed and management area should be adjusted and reduced.

본 연구는 병원 간호사들이 처한 특수한 상황에서 그들의 경력몰입이 가지는 의미가 중차대하다고 판단하여, 간호사의 총괄관리자 경력지향성, 상사의 지원, 그리고 조직의 인적자원관리 지원이 경력몰입에 기대한 영향을 미치는지를 검증하고, 상사 지원과 인적자원관리 지원이 각각 경력몰입에 미치는 영향에 대해 총괄관리자 경력지향성의 조절효과가 있는지를 규명하는 데 연구의 목적이 있다. 설정한 가설들을 검증하기 위해 설문 조사를 통해 수집한 자료로 회귀분석을 시도하였다. 본 연구의 결과는 다음과 같다. 첫째, 간호사의 총괄관리자 경력지향성, 상사 지원, 그리고 조직의 인적자원관리 지원 세 변수 모두 경력몰입에 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 총괄관리자 경력지향성의 조절효과는 상사 지원이 경력몰입에 미치는 영향에 대해서는 유의했으나, 조직 인적자원관리 지원이 경력몰입에 미치는 영향에 대한 조절효과는 유의하지 않았다. 이러한 연구 결과는 간호사 경력몰입의 향상을 유도하기 위해 인적자원관리 시스템을 개발 지향적인 방향으로 개선하고, 상사의 지원적 리더십을 강화하는 방향으로 중간관리자 교육 프로그램을 재설계하여, 병원 조직문화를 개발･지원적 문화로 혁신하는 노력이 요구됨을 시사한다.

This study examined the effects of nurses’ general managerial career orientation(GMCO), supervisor support(SS), and human resource management support(HRMS) on career commitment(CC), and the moderating effects of general managerial career orientation on the relationships between supervisor support and career commitment, and between human resource management support and career commitment. Conducting a questionnaire survey, the study executed hierarchical regression analyses for the sample data of nurses in hospitals. The research findings indicated that nurses’ general managerial career orientation, supervisor support, and human resource management support had positive effects on career commitment, as hypothesized. And the moderating effect of GMCO on the relationship between SS and CC was found to be significant, whereas the moderating effect of GMCO on the relationship between HRMS and CC was insignificant. The results suggest that in order for the nursing organizations to enhance nurses’ career commitment, more developmental and supportive environments need to be ensured in both group and organizational levels. That is, supervisors’ supportive roles are desired to be strengthened through redesigning middle managers’ leadership programs, and organizational HRM practices need to be innovated toward more development-oriented programs.