• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.5
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• pp.1881-1890
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• 2010

Many studies have noted that entrepreneurs' traits and performance of venture firm. But there have little the study on entrpreneur's leadership of venture firm. The purpose of the study is to look at the relationships among entrepreneur's transactional leadership(Charisma, individualized consideration, intellectual stimulation), leader's trust, organizational commitment, organizational cynicism, and mindfulness. For this study, 172 employees in 48 firms completed the questionnaires and SPSS was employed. The findings are: First, charisma, individualized consideration, and intellectual stimulation increases leader's trust. Second, leader's trust has negative effect on organizational cynicism. Third, leader's trust increases organizational commitment. Finally, in terms of interaction effects, charisma and individualized consideration is interacted with mindfulness. But intellectual stimulation is not interacted with mindfulness.

• Journal of Venture Innovation
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• v.6 no.2
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• pp.83-99
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• 2023

The purpose of this study is to research the impact of the organizational culture of large construction companies on emotional commitment through organizational trust targeting the headquarters and field workers of domestics. Applied the significance sampling method, and the number of samples used in the final analysis was 201, and statistical analysis used the SPSS 20.0 program for the input data processing. As a result of the analysis, first, in the group of the sub-factors of organizational culture recognized by members of large construction companies, rational culture, development culture, and consensus culture had a significant positive (+) effect on emotional commitment, but hierarchical culture was not significant. Second, development culture, consensus culture, and hierarchical culture were found a significant positive (+) effect on organizational trust, but rational culture was not found to be significant. Third, organizational trust was found a significant positive (+) effect on emotional commitment. Fourth, organizational trust has been shown to mediate the relationship between organizational culture and emotional commitment. This suggests that organizational culture that aiming flexibility & change value rather than stability & control value for organizational members can have a positive effect on emotional commitment.

• The Journal of the Korea Contents Association
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• v.19 no.6
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• pp.325-333
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• 2019

The current study aims to address the relationships among conflict, person-organization fit, and workers' turnover intention. Specifically, it aims to examine whether person-organization fit mediates the relationship between conflict in team and turnover intention, also trust in leader moderates the relationship between person-organization fit and turnover intention. The empirical analysis shows that conflict is positively associated with turnover intention and have a negative impact on objective-value fit. The relationship between conflict and turnover intention is mediated by the person-organization fit. Trust in leader moderates the relationship between person-organization fit and turnover intention. The findings address the issue in terms of the mechanisms between conflict-turnover intention and the importance of trust in leader for an effective management of conflict in work teams.

• Nuclear industry
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• v.17 no.3 s.169
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• pp.26-32
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• 1997

이글은 지난 95년부터 2년 동안 영광$\cdot$고리$\cdot$울진 원전의 운전원 150명을 대상으로 시뮬레이터를 이용한 조직 구성 및 절차서 특성에 따른 운전원 수행 특성에 대한 실험적 평가 결과를 요약한 것이다. 이 평가 작업은 원자력발전소 사고시 운전원의 사고 대처 능력 평가 방법 개발 및 역할 갈등 등을 포함한 조직 인자를 고려할 수 있는 인간 신뢰도 분석 방법을 개발하기 위한 연구의 예비 연구로 수행되었다.

• Proceedings of the Korean Institute of Intelligent Systems Conference
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• 2004.04a
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• pp.206-209
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• 2004

사람의 지문은 그 인식성능과 종생불변성 및 만인부동성으로 인하여 신원인증을 위한 생채인식에서 가장 많이 이용되고 있다. 최근에는 지문인식의 신뢰성에 더하여, 그 인증속도가 지문인식을 각종 보안 어플리케이션에 응용하는데 있어서 매우 중요한 요소로 부각되고 있다. 본 논문에서는 생체면역계에서의 '자기-비자기' 구별과정에 착안한 빠르고 신뢰성 있는 지문인식 알고리즘을 제안한다. 제안한 매칭알고리즘은 지문영상으로부터 추출된 특징점과 방향성분에 기반하여 만들어지는 자기공간(self-space)에 기반하여 이루어지는 1차 매칭과, 특징점의 기하학적 구조에 의하여 구성되는 로컬구조(local structure)에 의하여 구성되는 로컬구조에 의해 수행되는 2차 매칭의 두 단계로 구성되어 인식의 신뢰성을 유지하면서 인증속도를 향상시켰다.

• Proceedings of the Korea Information Processing Society Conference
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• 2010.11a
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• pp.236-239
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• 2010

소프트웨어 신뢰성 보증을 위한 소프트웨어 신뢰성 평가 프로세스는 다양한 관점에서 대상 소프트웨어 시스템뿐만 아니라 관련된 조직 및 개발 프로세스에 대한 분석을 필요로 한다. 특히, 신뢰성 평가 프로세스 수행 단계 중 단계별 척도 식별단계는 대상 시스템의 도메인 특성을 반영해야 하는 까다로운 작업이다. 현재 신뢰성 관련 척도들이 여러 문서에 다양한 의미로 혼재해 있어 이를 조사하는데 많은 노력이 들며 대상 시스템 환경에 적합한 척도 식별을 위해 불필요하게 많은 회의와 인터뷰를 진행하고 있는 실정이다. 본 논문에서는 표준문서 및 관련문헌에 근거하여 신뢰성 척도 POOL 을 구성하고 각 척도 원시 데이터의 수집 조건에 기반한 적용조건 매트릭스를 이용하여 기존의 신뢰성 관련 척도 조사 및 수집, 척도 식별 과정에서 소요되는 자원, 시간의 낭비를 줄이고자 한다. 이 방법을 적용하였을 때 소요된 시간과 기존의 회의를 통해 소요되는 시간을 비교하여 본 논문에서 제시하는 방법의 효과를 평가한다.

• Journal of Digital Convergence
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• v.18 no.5
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• pp.197-203
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• 2020

Based on the previous research that the social responsibility of a for-profit company has a positive effect on the decrease in turnover intention, we examine the effect of CSR of a non-profit organization, hospital, on the turnover intention of members of the organization. We collected data through questionnaire surveys for medical institution workers, and conducted exploratory factor analysis and confirmatory factor analysis using this data. The analysis showed that HSR had a significant effect on organizational trust, and that hospital members' organizational trust had a negative impact on turnover. In conclusion, HSR Had a significant effect on the turnover. Therefore, medical institution managers have to recognize the effect of HSR on decreasing the turnover and carry out HSR for effective management. By identifying the impacts of hospital social responsibility activities that reduce the intention of employees to turn over, it is possible to contribute to the efficient operation of medical institutions, As a future research task, it is necessary to increase the generality of research by broadening the distribution of members.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.13 no.2
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• pp.51-61
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• 2018

As Korean society becomes more matured, more people consider trust valuable, as a social capital. Researchers introduced trust literatures focusing on public policy, sociology than business. In this paper, it is empirically analyzed how Organizational Justice, Shared Values, Organizational Trust, 3 dimensions of social capital explained by Nahapiet & Ghoshall, together with Job Satisfaction and Innovative Behavior, as a proxy of performance at the organizational level. The results of this study are as below. Firstly Organizational Justice, consisted of 4 sub-variables of Distributional Justice, Procedural Justice, Interpersonal Justice and Informational Justice, classified by Colquitt, affects Job Satisfaction positively. Secondly Shared Values, consisted of 2 sub-variables of CEO's Core Value and Organizational Culture, availing Competing Value Model of Cameron & Quinn, affect Job Satisfaction positively. Thirdly Job Satisfaction, consisted of 2 sub-variables of economical satisfaction and self-efficacy, affects Innovative Behavior positively. Lastly Organizational Trust has mediating effect on the relationship between Job Satisfaction and Innovative Behavior. However, while the direct effect of Job Satisfaction on Innovative Behavior shows 69%, the indirect effect of Organizational Trust on Innovative Behavior shows 31%, which may not be ignorable. Furthermore in case of smaller organization with less than 30 members, the indirect effect of Organizational Trust shows 64%, comparing to 36% of direct effect of Job Satisfaction. This study was able to confirm that organizations need to maintain Organizational Trust as much as they strive to increase Job Satisfaction through securing Organizational Justice and Shared Values in order to effectively increase Innovative Behavior. For small organizations with less than 30 members, they can never achieve Innovative Behavior without Organizational Trust. Conclusively it is acknowledged that Organizational Trust is the most important prior condition for innovation and long-term survival of SME ventures.

• Management & Information Systems Review
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• v.32 no.5
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• pp.119-134
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• 2013

The purpose of this study was to explore the labor relations and job attitudes on KORAIL's employees. The subject of the study was the members of the Gyeongbuk Headquarters of Korea Railroad Corporation(KORAIL). For the purpose of analysis, a survey was conducted for 155 members of KORAIL Gyeongbuk Headquarters, and 119 questionnaires were used for the final analysis. The results of the analysis are as follows: First, there are 3 powerful parties in the KORAIL system of labor relations as Union, Management and Goverment. The KORAIL system of labor relations is very unstable and rigid. The labor union of KORAIL engaged in a desperate struggle against the management. Second, there are significant differences in job satisfaction, communication, organizational commitment, job attitudes between union members and non-union members. These results indicate that establish a labor-management community culture, communication need to be more activated. The activation of communication can contribute to building confidence in labor-management relationship.

• Journal of Convergence for Information Technology
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• v.9 no.11
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• pp.92-102
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• 2019

This study analyzed the effect of technology innovation capacity and social capital on the non-financial performance of SMEs in the metropolitan area. Technology innovation capacity is defined as R & D capacity and technology accumulation capacity, and social capital is defined as interaction, goal sharing, and member trust. The samples were collected through a survey conducted in-person and through telephone calls, e-mail, and fax. The sample data used for analysis was 223 copies. Analysis results showed that R & D capacity and technology accumulation capacity (for technology innovation capacity) and interaction and member trust (for social capital) were variables that significantly affect non-financial performance, but not goal sharing. The findings of this study were as follows. First, despite lacking sufficient technology or capital, SMEs are constantly engaging in innovation to survive in the competitive market environment. Second, the members of SMEs make considerable efforts to achieve performance based on interaction and member trust, however, they hold a negative perception toward sharing the goals pursued by their company.