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12 month Embargo (expires Dec 1st, 2013). This is the author final draft. The published version may be found here:http://doi.org/10.1007/s11575-012-0141-4 ; This paper studies the practice of integration of influential host country actors to a multinational corporation as a strategy to decrease problems of legitimacy to the foreign firm before the host country's society. By developing the concept of obsolescing legitimacy, we argue that this strategy provides legitimacy to the foreign firm only in the absence of institutional changes at the macro-political level in the host country. Once these changes take place, an alliance by the multinational to an elite or a political system no longer ruling the host country will become a liability and will generate problems of legitimacy for the multinational. We illustrate our argument with the case of the US multinational United Fruit Company in Central America.

By actively coping with changes, a government providing public services can also improve the quality of those public services and help citizens improve their quality of life in the face of rapidly changing social structures, environments, and values. Accordingly, this study will typologize public innovation capacity (PIC) in terms of the individual, middle manager, and organizational levels. This study typologizes public innovation capacity in terms of the individual, middle manager, and organizational levels through mini-round Delphi analysis and exploratory factor analysis and confirmatory factor analysis using survey. This capacity is a precondition of the specificity of the public sector (generating public interest by providing public services) and universal value of HR (human resource) research (creating performance). It provides the basic capacity within the public sector to enhance the quality of public services and create positive outcomes.

To ensure the quality of the work done in the Korean career civil service system (which is characterized by stability, such as lifelong job security), the public sector must use methods to motivate their employees and improve their performance in the long run. In this study, we propose that grit, as a type of work motivation, can boost employee well-being (i.e., job satisfaction, job stress) and organizational outcomes (i.e., organizational commitment, performance). Therefore, the main objective of this study is to assess the validity of grit among public employees from a collectivist culture; to this end, we use the 2016 survey of Korean public officials ( N = 2,070). The results are as follows: (a) grit has a direct positive effect on quality of work life (QWL), (b) QWL can increase employee's quality of life (QOL), and (c) professionalism and goal-oriented culture negatively and positively regulate grit and QWL. We also examined how employee motivation (e.g., grit) can enrich their QWL and QOL. Altogether, this study supports the argument that human resource (HR) managers should pay attention to grit. To achieve success, one needs not only some level of ability but also the zeal and capacity for hard labor, the latter two of which are considered to constitute grit. Given that, this research targeted grit in the Korean context—not the Western one—and examined its effects in the Korean public sector, where conscientiousness is emphasized.

Research indicates that entrepreneurial leadership is positively related to organizational innovation among central government agencies, public enterprises, and executive agencies in Korea. In addition, a performanceoriented with a humane orientation supports organizational innovation, while hierarchical culture has a negative impact on organizational innovation in Korean public sectors. Among organization types, only central government agencies have been found to have a significant moderating effect on the relationship between performance-oriented culture and organizational innovation. Given that public enterprise is more market-based and that executive agencies have great autonomy in budgeting and personnel to ensure the maximization of performance, central government agencies should adopt more practices designed to improve performance in a positive work culture.

As the consequences of the raise in the roles that nonprofit organizations play in providing public services, there is a need to generate solutions for the financial scandals involving nonprofit organizations that have ensued. Nonprofit organizations receive government funding as "third-party agents" of the government to deliver the meaningful outcomes required on performance measures. Many nonprofit organizations utilize performance appraisal systems to improve their accountability and demonstrate organizational trustworthiness. This study employs confirmatory factor analysis and hierarchical multiple regression to examine data from the 2013 Korean Nonprofit Sector Survey. The results are as follows: (a) The current human resources and organizational monitoring systems in Korea play the most significant role in increasing employees' acceptance of performance appraisal systems (APAS); (b) Korean nonprofit organizations' new public management (NPM) culture is positively associated with APAS; and (c) the type of organizational culture (NPM or Confucian) moderates the relationship between performance monitoring systems (PMS) and APAS among nonprofit organization employees.

Unmanned aerial vehicles (UAVs) are equipped with optical systems including an infrared (IR) camera such as electro-optical IR (EO/IR), target acquisition and designation sights (TADS), or forward looking IR (FLIR). However, images obtained from IR cameras are subject to noise such as dead pixels, lines, and fixed pattern noise. Nonuniformity correction (NUC) is a widely employed method to reduce noise in IR images, but it has limitations in removing noise that occurs during operation. Methods have been proposed to overcome the limitations of the NUC method, such as two-point correction (TPC) and scene-based NUC (SBNUC). However, these methods still suffer from unfixed pattern noise. In this paper, a background registration-based adaptive noise filtering (BRANF) method is proposed to overcome the limitations of conventional methods. The proposed BRANF method utilizes background registration processing and robust principle component analysis (RPCA). In addition, image quality verification methods are proposed that can measure the noise filtering performance quantitatively without ground truth images. Experiments were performed for performance verification with middle wave infrared (MWIR) and long wave infrared (LWIR) images obtained from practical military optical systems. As a result, it is found that the image quality improvement rate of BRANF is 30% higher than that of conventional NUC.