Prior studies focusing on safety behavior have not given sufficient consideration to the potential impact exerted by different leadership styles. Of these various styles, my attention is specifically drawn to the influence of ethical leadership on safety behavior. In this paper, I delve into the influence of ethical leadership on safety behavior, shedding light on both the underlying mechanisms(mediators) and a significant contextual factor(moderator). I probe into the successive mediating roles of employees' trust in the organization and their commitment to it, within the context of the relationship between ethical leadership and safety behavior. Further, I posit that authentic leadership positively adjusts the connection between ethical leadership and organizational trust. My findings underscore that ethical leadership enhances employee safety behavior, facilitated by the chain mediation of trust in the organization and organizational commitment. Moreover, I discover that authentic leadership, as a positive moderator, magnifies the favorable impact of ethical leadership on organizational trust. This paper will also articulate the theoretical implications, practical applications, and limitations of the study.

Previous works on safety behavior have paid less attention to the influence of several leadership styles on safety behavior. Among the various leadership styles, I focus on the effect of coaching leadership on safety behavior. To be specific, this paper investigates the impact of coaching leadership on safety behavior and its underlying mechanisms (mediator) as well as contextual factor (moderator). This research examines the sequential mediating effect of perceived organizational support and organizational identification in the association between coaching leadership and safety behavior. Also, work overload will negatively moderate the coaching leadership-perceived organizational support link. My results showed coaching leadership increases employee safety behavior through the sequential mediation of perceived organizational support and organizational identification. In addition, work overload functions as a negative moderator which diminishes the positive effect of coaching leadership on perceived organizational support.

본 연구는 후보 유전자의 경제형질에 미치는 염기 변이 효과를 검증하기 위해 국내에서 사육된 듀록 품종 96두와 한국 재래 돼지 86두를 활용하였다. 검증에 활용된 4개의 후보 유전자는 MC4R, PA-KAG3, FABP3 그리고 ESR 유전자였다. 각 후보 유전자들의 유전자형 분석 결과 두 집단 간에 유전적 특성의 차이가 분명히 나타나고 있음을 확인하였다. MC4R 유전자의 A 대립 유전자는 두 집단 모두에서 성장 형질과의 유의한 연관성이 검출되었고,

본 연구는 한우의 지역별 유전적 다양성 및 집단간의 유연관계를 평가하기 위하여 경기, 강원, 충남, 충북, 전남, 전북, 경남 그리고 경북 8개 지역에서 비교적 지역간의 이동이 적은 번식우를 대상으로 공시축을 선발하여 분석을 실시하였다. 각 microsatellite marker의 평균 대립유전자의 수는 7.5개로 검출되었다. 관측된 대립유전자의 이형접합율을 보면 전북(CEB)과 전남(CEN)에서 가장 높게 나타났지만 기대되는 이형접합율은 전체 평균보다