• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.18 no.2
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• pp.171-186
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• 2023

CEOs who have started and managed small and medium-sized enterprises (SMEs) have a lot of concerns about the sustainability of their businesses in the fierce management field and sometimes have the intention to discontinue their businesses. In this study, the perception of the business environment of SMEs (intensity of competition, difficulty in manpower management), the competency of the corporate (employee competency, product or service competitiveness, digital or technical capability), the competency of the CEO's (management competency and health status of CEO), and the perception of business succession on the CEO's intention to discontinue business were empirically studied with SME CEOs. This study conducted a survey of SME CEOs in various industries from March 20 to April 15, 2022, and verified the research hypothesis using SPSS 24.0 with 296 samples obtained. As a result of the study, the intensity of competition, the difficulty in manpower management, and the perception of business succession had a positive (+) effect on the intention to discontinue the business. On the other hand, the employee competency, the product or service competitiveness, the corporate digital or technical competency, and the CEO's health status had a negative (-) effect on the intention to discontinue business. Meanwhile, it was observed that government regulations also have a moderating effect on the intensity of competition, the difficulty in manpower management, the business succession perception of CEO, and the intention to discontinue business. This study has academic significance in that the concept of 'discontinuing business', which was fragmentarily scattered according to various preceding studies, was systematized based on the level of ownership change and voluntariness. And that it empirically analyzed factors related to the intention to discontinue business targeting SME CEOs. In addition, that it observed for the baby-boomer CEOs in Korea the factors influencing the intention to discontinue business and that it was confirmed that considering their age, organizing the business stable and handing it over to the successor was another positive concept of business discontinuation.

• Proceedings of the Korean Society of Computer Information Conference
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• 2023.07a
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• pp.353-354
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• 2023

본 연구는 부산지역 청년 창업교육의 활성화와 예비 청년 로컬창업자의 맞춤형 창업역량개발을 위해 부산지역 대학생들을 대상으로 한 현장 실무중심 창업교육이 지역 대학생들의 창업동기와 창업역량에 어떤 영향을 미치는지 살펴보고자 하는 실증연구이다. 본 연구에서는 창업동기의 구성요인을 경제적동기와 자아실현동기로 구분하였으며 창업역량은 로컬창업에 필요한 실무역량, 로컬 브랜드개발역량, 재무분석역량이 창업교육 수료 후 어떠한 유의한 영향을 미치는 실증분석을 통해 알아보고자 한다. 이를 위해 본 연구에서는 부산지역 K대학교 창업관련 교과 수강생을 대상으로 설문조사를 실시하고자 한다.

• Journal of Digital Convergence
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• v.16 no.10
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• pp.125-132
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• 2018

The purpose of this study is to analyze the effect of managerial predictive accuracy on managerial performance-compensation. In this study, we compared managerial performance with managerial performance, And to analyze the relationship between manager compensation and manager compensation using managerial profit prediction accuracy. As a result of this study, there is a significant positive relationship between profit prediction accuracy and manager compensation, which can be interpreted as a result of manager's ability to compensate manager's ability to predict the future well. In this paper, we propose a new methodology that can be used to analyze the effects of managerial compensation on managerial compensation. This is because there is a difference in that it is proved to be a factor. Therefore, it is important to note that the prediction of the future of the company also identifies the additional determinants that affect manager compensation contracts with the key managerial capabilities.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.6
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• pp.195-208
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• 2022

The role of venture CEO and their intrinsic capabilities on organizational performance can be determined by the level of resource synchronization initiated by the focal managers. Despite the important role of venture CEOs, a systematic lack of in-depth theoretical and empirical studies on ruminating the relationship between the effects of a CEO's capabilities and organizational performance depending on the level of resource synchronization exist for the rationale of investigation. To supplement the limitations of previous studies, this research empirically analyzes the role of managers specifically synchronizing organizational resources that affect organizational performance in the professional sports industry. Based on the entrepreneurship theory and resource-based view (RBV), this research conceptualizes the roles of venture CEO and basketball head coach in the professional sports industry as very similar in terms of organizational structure and performance mechanism embedding entrepreneurial characteristics necessary for managing organizational resources. In this research, we hypothesized (1) organizational resource synchronization will mediate the positive relationship between the ability of professional basketball head coach and organizational performance and (2) the indirect effect of the professional basketball head coach's capabilities on organizational performance mediated by resource synchronization will be moderated by the capabilities of players. To test these hypotheses, we utilized the PROCESS macro model 58 with the empirical data of 9 seasons (2013~2014-2021~2022) of 30 National Basketball Association (NBA) and 10 Korean Basketball League (KBL) teams. The statistical results showed that (1) resource synchronization mediates the positive relationship between professional basketball head coach capabilities and organizational performance and (2) the capabilities of players moderated the indirect effects of the abilities of head coaches on team performance via resource synchronization. This paper contributes to both academic and practical domains of entrepreneurship by empirically testing the research model through objective professional sports data.

• Journal of Practical Engineering Education
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• v.11 no.2
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• pp.195-206
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• 2019

Accelerated technological advances and the convergence of information and communication technologies have led to changes of career concepts from one of lifetime employment to that of lifetime career. Given the importance of continuous career development for workers these days, systematic supports for workers' career development at the national level is necessary. Accordingly, a conceptual model of career competency mobility map (CCMM) has been proposed to support the development of workers' career competencies. The purpose of this study is to identify key issues that we should consider for real implementation by applying to each stage of the CCMM conceptual model as a case study. Based on the procedure presented in the conceptual model, the research process which includes collecting user information, conducting self-diagnosis of NCS-based job competencies, deriving necessary training competency, offering the guidance of training programs and job information were conducted. The results of the case study showed our participants' scores of competencies required further development and ranged from 1.83 to 4.52. Sequentially, a personalized information profile was offered for competency development, including training, certificates, and job information. Participants stated that the diagnosis results and profiles were meaningful and helped to explore further career development. Based on the results, implications are suggested.

• Journal of Venture Innovation
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• v.4 no.1
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• pp.51-65
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• 2021

The HR policy in the public sector was closed and operated mainly on written tests, but in 2006, a new evaluation, promotion and education system based on competence was introduced in the promotion and selection system of civil servants. In particular, the seniority-oriented promotion system was evaluated based on competence by operating an Assessment Center related to promotion. Competency evaluation is known to be the most reliable and valid evaluation method among the evaluation methods used to date and is also known to have high predictive feasibility for performance. In 2001, 19 government standard competency models were designed. In 2006, the competency assessment was implemented with the implementation of the high-ranking civil service team system. In the public sector, the purpose of the competency evaluation is mainly to select third-grade civil servants, assign fourth-grade civil servants, and promotion fifth-grade civil servants. However, competency assessments in the public sector differ in terms of competency assessment objectives, assessment processes and competency assessment programmes compared to those in the private sector. For the purposes of competency assessment, the public sector is for the promotion of candidates, and the private sector focuses on career development and fostering. Therefore, it is not continuously developing capabilities than the private sector and is not used to enhance performance in performing its duties. In relation to evaluation items, the public sector generally operates a system that passes capacity assessment at 2.5 out of 5 for 6 competencies, lacks feedback on what competencies are lacking, and the private sector uses each individual's competency score. Regarding the selection and operation of evaluators, the public sector focuses on fairness in evaluation, and the private sector focuses on usability, which is inconsistent with the aspect of developing capabilities and utilizing human resources in the right place. Therefore, the public sector should also improve measures to identify outstanding people and motivate them through capacity evaluation and change the operation of the capacity evaluation system so that they can grow into better managers through accurate reports and individual feedback

• 한국벤처창업학회:학술대회논문집
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• 2023.04a
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• pp.101-116
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• 2023

본 연구는 농산업 예비창업자를 대상으로 자기결정성정도를 조절변수로 하여 창업환경과 창업역량이 창업의도에 미치는 영향을 탐색하였다. 창업환경을 인지된지원과 인지된장벽으로 구분하고 창업역량의 하위변수를 창의성, 문제해결, 의사소통, 마케팅 및 사업계획서를 하위변수로 설정하였다. 수집된 설문지 253부를 실증분석에 사용하였다. SPSS v25.0과 Process macro v4.2를 이용한 분석결과는 첫째, 창업환경의 인지된지원과 인지된장벽은 창업의도에 유의한 영향을 미치고 창업역량의 창의성, 문제해결, 마케팅 및 사업계획서가 창업의도에 미치는 영향은 유의적으로 나타났으나 의사소통이 미치는 영향은 비유의적으로 나타났다. 둘째, 자기결정성정도는 창업환경의 인지돤지원 및 인지된장벽과 농산업 창업의도 간을 조절하지 않는 것으로 나타났다. 이 결과는 자기결정의 수준은 창업 환경과 창업 의도 사이의 관계에는 그다지 큰 영향을 미치지 않음을 의미한다. 셋째, 자기결정성정도는 창업역량의 창의성, 문제해결, 의사소통, 마케팅 및 사업계획서와 창업의도 간을 조절하는 것으로 확인되었다. 구체적으로 자기결정성정도가 커질수록 창의성, 문제해결, 마케팅 및 사업계획서가 창업의도에 미치는 영향력의 크기는 정(+)의 방향으로 강하게 하는 강화작용의 역할을 하는 것으로 나타났다. 반면에 자기결정성정도가 커질수록 의사소통과 창업의도 간의 관계가 약해지는 자기결정성정도가 완화작용을 하는 것으로 나타났다. 후속 연구로는 창업환경과 창업역량을 설명할 수 있는 다른 요인들의 탐색과 새로운 매개변수와 조절변수가 포함된 조건부과정모형을 통해 조절된 매개효과를 분석할 수 있는 후속 연구가 필요할 것으로 보인다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.1
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• pp.13-28
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• 2022

Korean Government Budget Supports for startups have been spiked and resulted in increasing the number and scaling up Startup Accelerating managers. It have skyrocketed the strong demand for their qualified roles. However, unclear role description and gap between required role and their capability have discouraged startup manager's self-efficacy resulted in declining their full commitment and causing poor role performance. The focus of this research falls on empirical analysis to the effect of startup accelerating manager's capability characteristics on their full commitment and performance to start-up support groups. This research is expected to deliver diverse policy alternatives to build up manager's core competencies to accelerate their self-efficacy leading their full role commitments and finally pushing up policy performance. In addition, this research will found more strong literature review for the following researches in this emerging fields. This research is brought four highlighting results with respect to four research problems. First, it propose proper concept of startup accelerating manager based upon its legal entitlement. Second, it drive required core competencies of manager for successful their accountability. Third, it analyze the unique features of startup accelerating manger's capabilities against business incubation manger. Fourth, it empirically analyze in coming with government startup funding, the effect of self-efficacy including employment status, job environment, etc. on their organizational commitment and job performance. This research reveal the required unique core competencies of manger into founder sourcing ability, project managing ability, startup proving and pivoting ability, consulting ability for successful investment raising. As of this empirical research results, First, manager's ability have positively effect on their job performance, full commitment, and self-efficacy. Second, self-efficacy have a mediating effect on manager's ability, job performance, full commitment. This research derive key policy implication of requiring to build up more accelerating ability, of manager from the basics to advance level by customized and algorithm based traing program. This accelerating ability buildup program will not only surge self-efficacy of manger resulting in making full commitment and better job performance, but also devote to categorizing the unique new feature and position of manger as seed investment and supporter.

• The Korean Journal of Community Living Science
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• v.19 no.2
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• pp.267-282
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• 2008

본 연구는 농촌관광사업의 Stakeholders간의 관계 측면에서 참여주민의 특성이 개발기관과 주민조직의 특성과 어떤 관계가 있으며, 이 세 요소가 개발 성과에 어떤 인과관계가 있는지를 밝히는데 있다. 참여주민의 특성으로 사회와 참여주민에 대한 가치체계, 즉 사회자본의 요소들인 신뢰, 규범, 공동체의식 및 네트워크에의 참여를, 개발기관의 특성으로 지원내용과 지원만족도를, 그리고 주민주직의 특성으로 주민조직의 경영역량인 기획, 조직, 지도력, 통제를 측정항목으로 설정하였다. 구조화된 설문지를 이용하여 45개 마을에서 227명의 농촌관광 참여자들을 대상으로 상관분석과 경로 분석을 실시하였다. 경로분석 결과 사회자본이 사업성과에 미치는 직접적인 효과는 0.60으로 상당 부분의 영향을 미침을 설명하고 있었다. 반면 개발기관의 지원특성은 주민조직의 경영역량과 유의성 있는 상관이 있었으나 사업성과에 직접적인 효과는 없는 것으로 나타났다. 이는 개발사업의 효과가 외부지원에 의해서가 아니라 주민 자체의 역량에 의해서 결정됨을 설명한다. 농촌관광사업이 효과를 얻기 위해서는 공동체의식, 주민과 개발기관간의 상호 신뢰감 조성 등 주민의식의 고양이 필요하며, 특히 주민조직체의 경영역량 함량을 위해 제도적 지원이 강화되어야 할 것이다.

• Journal of Industrial Convergence
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• v.20 no.8
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• pp.15-23
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• 2022

This thesis investigated and studied the effect of CEO's values, consultant's competency, and value alignment with workers on the success and performance of strategic consulting. With 180 copies of data from the questionnaire, factor analysis, reliability and validity analysis were performed, and structural equations for the final research model were performed. As a result of the analysis, it was found that innovation performance and management capability had a significant effect on value consistency. It was confirmed that the value consistency had a significant effect on the degree of completion and utilization, and the degree of completion and utilization had a significant effect on satisfaction and contribution to management performance.