• Proceedings of the Korean Operations and Management Science Society Conference
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• 1997.10a
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• pp.86-89
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• 1997

인적 자원관리는 경영과정의 한 부분으로서 환경과 경영전략 그리고 조직구조와 밀접한 관계속에서 조직체의 목적 달성에 중요한 역할을 하고 있다. 특히 연구기관에서 인적자원은 가장 중요한 경영요소이며, "우수한 인력을 채용하여 능력에 맞는 수준 높은 대우를 함으로써 우수한 결과를 얻도록 하는 것"이 가장 기본적인 활동이다. 인적자원의 관리는 훌륭한 리더쉽에 의하여 실천되지만, 우선적으로 리더쉽을 수행할수 있는 제도적 시스템이 구축되어야 한다. 즉 인적자원 시스템을 형성하는 것은 효과적인 조직 성과를 달성하기 위한 제도적 장치를 마련하는 것이며, R'||'&'||'D 인적자원 관리 시스템은 연구목표 달성과 관련하여 개개인이 효과적으로 연구생산성을 제고할수 있도록 지원하여 주는 시스템이다. 조직성과에 영향을 주는 변수는 여러 가지가 있지만, 제도적 장치로 고려될 수 있는 것은 과업 및 조직의 설계, 인적자원 채용 및 배치 전환, 보상, 경력관리, 교육훈련, 능력 평가이다. 본 연구에서는 상기 인적자원의 성과를 높이기 위한 주요 변수(인적자원관리의 서브 과제)를 세계 주요 연구기관의 하나인 Battelle연구소를 대상으로 분석하고, 국내 R'||'&'||'D 인적자원관리 발전방향의 시사점을 제시하였다.

• Proceedings of the Korean Society of Broadcast Engineers Conference
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• 2008.02a
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• pp.201-204
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• 2008

RFID의 무선을 통해 자동 인식 기술은 산업, 상업 그리고 의료 분야에 혁신적인 개선을 가져다 줄 것으로 기대되고 있다. RFID 기술의 핵심은 물리적인 물체에 관련한 정보를 쉽게 수집할 수 있다는 것이다. 미들웨어는 RFID 리더와 응용 사이에 위치하면서 RFID 정보를 실시간으로 수집하고 기업응용에 전달해주는 중요한 역할을 담당한다. 따라서 네트워크로부터의 공격이나 잘못된 명령으로부터 미들웨어를 보호하기 위해 적절한 접근제어가 필요하다. 본 논문은 RFID 미들웨어에 적용가능한 접근제어 정책을 제안한다. 이 정책은 제공가능한 태그 범위, 접근가능한 리더, 명령, 보고가 배달되어질 주소등을 제한할 수 있도록 고안되었다. 또한, 접근제어 정책을 수행하는 프로세스의 구현 알고리즘을 제시한다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.1
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• pp.70-80
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• 2020

This study examined the effects of the R&D project managers' leadership on the product development performance. A survey was carried out empirically on a group of 175 experts associated with project management R&D operations in the field of manufacturing, construction engineering, shipbuilding, plant, and IT. The survey results showed that the effects of the R&D project managers' leadership on the product development performance were not significant, and the mediating effects of the project sponsor roles were significant. This means that the leadership of leaders, which requires efficient control and management based on complicated intergroup relationships and roles, is important in a project involving experts from the professional field. This suggests that the efficient leadership of leaders can improve the performance through the cooperation of members in the organization and aggregation of their core competencies in a limited time. Overall, the key results of this study mean that project leaders should play an active mediating role to maximize their leadership and enhance the role of project sponsors. In addition, the mediating role of project sponsors has an effect on the leadership of project managers, affecting the project performance quality.

• Proceedings of the Korean Society of Community Living Science Conference
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• 2005.06a
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• pp.181-182
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• 2005

• Journal of the Korea Academia-Industrial cooperation Society
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• v.6 no.6
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• pp.461-467
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• 2005

The role of university is expanded from the human resource provider to demand site. The mission is also changed as a entrepreneurs. There is increasing in the needs of the university and industry cooperation(UIC), but cultural difference also happened. To successfully cooperation, we have to consider stakeholder's perspective and the size of companies and universities. Through the best c luster of innovation, we can figure out the key success factors of the universities, researchers, and leaders, and suggest the new characters for successful UIC.

• The Journal of the Korea Contents Association
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• v.19 no.10
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• pp.487-510
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• 2019

The purpose of this study is to examine the impact of Ethical Leadership on job engagement, organizational commitment and unethical pro-organizational behavior and to analyze the dual mediation effect of job engagement and organizational commitment. We used 565 questionnaires collected by members in domestic companies. The result of the analyses are as follows: First, Ethical Leadership has no positive effect on unethical pro-organizational behavior. Second, in the relationship between Ethical Leadership and unethical pro-organizational behavior, job engagement does not play a mediating role, but organizational commitment plays a mediating role. Third, in the relationship between Ethical Leadership and unethical pro-organizational behavior, job engagement and organizational commitment play a dual mediating role. The theoretical implication is that this study once again confirmed the behavior patterns such as cognition, emotion, attitude and behavior of members in the organization. In addition, this study can contribute to theoretical expansion by explaining that these behavior patterns are identified by social exchange theory. The practical implication is that this study confirmed that members in the actual management field are willing to perform unethical pro-organizational behavior in order to achieve the organization's goal efficiently and effectively. Therefore, it is suggested that active efforts should be made to recognize these negative influences and possibilities at the organization level and to create a clean and fair organizational culture and environment that everyone can recognize at the social level.

• The Journal of the Convergence on Culture Technology
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• v.10 no.1
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• pp.61-69
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• 2024

This Paper is Empirical Analysis of the Relationship between Authentic Leadership and Organizational Citizenship Behavior. It's important for enhancing corporate performance to facilitate positive interactions between leaders and members, and to cultivate a positive psychology for achieving common goals. Members with high positive psychological capital have confidence in performing their tasks, expect successful outcomes, and when problems arise, they adjust their course and persevere. This complex state of adjusting or transcending one's psychology is referred to as positive psychological capital (Luthans & Youssef, 2007). Recognizing this, the study identifies positive psychological capital as a crucial factor in enhancing corporate performance and competitiveness, and chooses it as a mediator in the research.

• The Journal of the Korea Contents Association
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• v.20 no.1
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• pp.285-303
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• 2020

A military is not an organization that seeks profits, such as a company, or a research institute whose results and outcomes can produce. Therefore, it can be said that the nature of the bureaucracy is stronger than any other organizations, which perform the task centered based on ranks. In addition, as military missions deal with national and operation security which is closed with each other and more conservative compare to other organization. In this circumstance, the role of military organization and leaders is to carry out their duties with the cost of people's lives, and indeed, leades and leadership in military are more important than those of any organizations. However, many researches are lacking or focused on leadership research in a limited field, especially positive field, developmental, constructive leadership research and researches that are not focused on that area are limited. Already in the United States, research on negative leadership has been actively conducted under the direction of the Secretary of US Army Thomas E. White in 2003, how toxic leadership is serving in military organizations and on the battlefield. Now they realize how toxic leadership had impact on missions in military organizations and on the battlefield. The purpose of this study is to collect and analyze qualitative and quantitative data on the negative leadership of military organizations that have not been studied. The aim of this study was to establish a literature study on the scope and behavior of toxic leadership among negative leadership and to build empirical data on toxic leaders of current military organizations, and to create occupations that occur when subordinates work with toxic leaders. This study analyzes changes in satisfaction and organizational cohesion that mediates results and causes. This study will be more urgent and important for groups that prioritize groups and organizations over individuals, and it may provide new directions for the role and impact of military leaders from attempting these studies.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2006.05a
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• pp.1582-1585
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• 2006

조선 현장의 블록 적치장에서 어떻게 하면 조립블록을 효율적으로 관리할 수 있을까 하는 것은 중요한 경영상의 난제이다. 본 연구는 세계 최대의 선박건조업체이며, 한국상선건조산업 분야에서 리더로서의 역할을 수행하고 있는 현대중공업에서 수행한 프로젝트를 바탕으로 조선 조립블록의 지번할당문제를 정의하고 조립블록 지번할당을 위한 알고리즘을 개발한다. 그리고 여러 상황에서 모의실험을 실시하여 본 연구에서 개발한 조립블록 지번할당 알고리즘의 유용성을 검증한다.

• The Research Journal of the Costume Culture
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• v.19 no.1
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• pp.104-118
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• 2011

Since Sirimavo Bandarinaike became the first female prime minister in 1960, women all over the world has been trying to break the highest glass ceiling. In a place where men had been dominating throughout history, women political leaders had to find a way to look the part by wearing power suits. Feminity was out of the question until the digital era of 21st century started. The world has evolved into a place where feminity could be strength instead of weakness. Now women political leaders are showing body curves, cleavage, using vivid and pastel colors, soft fabrics, elaborate details, accessories, long and curly hair. The padded shoulders of dark coloured power suits were replaced by soft colorful flowing feminine suits. Yulia Tymoshenko of Ukraine is the best example of 21st century woman political leader using feminity in her fashion style while enacting her role. When she first started politics in 1990's, she wore dark colored power suits like all other women political leaders did with short dark hair. As time passed her suits became more feminine with light colors and elaborate details. She has changed her hair into a neat braid, based on a traditional Ukrainian hair style. She used orange color for the Orange Revolution and white for pure image. Yulia Tymoshenko's fashion style as a way of role enactment showed professionalism, feminity, integrity, and ethnicity.