• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.3
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• pp.1436-1441
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• 2014

Social enterprise has been increasingly recognized for as important economic and social contribution to modern society. Recently, many efforts and academic researches related to social enterprise are now emerging from practitioners and academics. This work focused on the key elements affecting the performance of social enterprises such as specifically social entrepreneurship, relationship-oriented organizational culture and government support policy. In this empirical model, two performance variables such as economic and social performance represent the dependent variables. And the size and age of the social enterprises are the controlled variables. By analyzing survey data of 107 social enterprises interesting and meaningful results are obtained. Social entrepreneurship influenced economic and social performance of social enterprises. And relationship-oriented organizational culture influenced economic and social performance of social enterprises. On the other hand, government support policy influenced economic performance of social enterprises, but did not influence its social performance. The developed empirical model of social entrepreneurship in this study showed that community-oriented organizational culture and government policy are important factors for the efficient and successful management of social enterprises in Korea.

• Korea journal of population studies
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• v.18 no.1
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• pp.1-39
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• 1995

한국의 농촌위기를 농업생산과 농민생활의 기초적 조직단위의 차원에서 살펴보면 문제의 핵심이 가족농의 재생산체계의 와해에 있음이 드러난다. 농촌가구의 재생산주기 단계별 분포를 볼 때, 이른바 축소기 및 해체기에 있는 가구의 비율이 급속히 증가하고 형성기 및 확대기에 있는 가구의 비율은 급속히 감소함에 따라 한국의 가족농체제는 그 미시조직적 기반이 와해되어 가고 있음이 드러난다. 아울러 가족 재생산 주기의 각 단계인 양육 및 교육, 농가경제 계승과 혼인, 노후 부양 등의 과정에서 동시적으로 나타나고 있는 혼돈과 단절이 농촌의 기초조직인 농가의 존속 자체를 어렵게 만듦으로써 정상적 농가 없는 농촌의 총체적 퇴행이 나타나고 있다. 종합적으로 말해 가족농 재생산체계가 그 양적인 측면과 질적인 측면 모두에서 심각한 위기상황에 처해 있는 것이다. 본 연구의 결과에 기초해 볼 때, 한국 농촌의 현실은 기초 생산,생활조직의 차원에서 급격한 해체는 진행되고 있으나 적절한 재구조화(restructuring)는 이루어지고 있지 못한 상황이다. 따라서 생산조직 차원에서의 농촌문제의 대처는 기존 농가 재생산 주기의 붕괴에 관한 다양하고 즉각적인 대증요법을 동원해 가족농 해체의 부작용을 최소화시키는 한편, 보완적 조치로서 새로운 협업적 또는 기업적 경영체계의 확립에 관계된 사회적 필요조건들을 충족시키는 것이어야 할 것이다.

• Journal of Digital Convergence
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• v.15 no.4
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• pp.139-149
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• 2017

The purpose of this study is to compare and analyze the impact of self-leadership by worker in social enterprises and profit enterprise. For this purpose, 36 social enterprises and commercial enterprises in Chungcheongnam-do and 303 workers were surveyed. Main results are as follows. First, the workers in social enterprises and profit enterprises have many different characteristics. The workers who work in social enterprise is more women, less educated and were the elderly than profit enterprise. This is the reason that social enterprises are employing women, elderly and vulnerable groups by the government's social work support policy. Second, self leadership and all organizational Performance areas in social enterprises is higher than that of profit companies. Third, self-leadership in social enterprise and profit enterprise has positive effect on organizational performance. Therefore, in order to improve the organizational performance of social enterprises must share organizational vision and goals for the workers. It will increase the organizational competitiveness. The Journal of Digital Policy & Management. This space is for the abstract of your study in English.

• Journal of Labour Economics
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• v.29 no.2
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• pp.117-143
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• 2006

This paper illuminates the patterns of growth and declines in sizes of union membership in metal, chemical, financial, and auto transport sectors in three distinct periods during the last four decades from 1963 to 2003. This paper also calculates union densities in auto assembly, auto supply, and shipbuilding industries of the metal sector, cement, petroleum refining, and pharmaceutical industries of the chemical sector, private banking industry of the financial sector, and city bus industry of the auto transport sector. Such diversities in both sizes of union membership and union densities among sectors and industries turned out to be associated with attitudes and choices of employers and unions in interaction with sector- and industry-specific economic (growth stage and path), institutional (degrees of government intervention), and social (demographic features of employees and prevailing sizes of firms) environment. Such finding shows that theoretical reasonings on sizes of union membership and union densities across sectors and industries in advanced nations are also relevantly useful to analyze the Korean case.

• Journal of Agricultural Extension & Community Development
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• v.11 no.2
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• pp.389-395
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• 2004

베트남은 도이 모이 (Doi Moi) 개혁 정책이 1996년에 도입된 이후, 산림분야에서는 분권적 관리 체계를 받아들였고 국가 경제는 정부의 관리 체제하에 시장지향형(market-oriented)으로 변화하였다. 이러한 상황에서 경제 분야에서는 임업활동을 수반할 수 있게 되었고 지속가능한 임업 발전을 위하여 임야와 토지가 개인, 가정 그리고 사회경제적 조직들에게 분배되었다. 지역사회의 주민들은 임업활동에 더 적극적으로 되었고, 사회임업은 베트남에서 점차적으로 발전하며 사람들에 의한 사람들을 위한 임업으로 자리잡고 있다. 지역사회 산림(community forest)의 근본적인 특징은 전과정에 있어서 농민과 지역주민의 참여를 유도한다는 데에 있다. 지역주민에 의한 산림 관리는 새로운 산림 관리 방식으로 각 가정에 의해 관리되는 농업에 있어 급속한 변화들이 나타나는 것과는 대조적이다. 본 논문은 지역사회 산림의 현황과 임업 발전에 있어서 지역주민 참여의 이점과 문제점을 SWOT(Strengths, Weaknesses, Opportunities, and Threats) 분석을 통해 구명하고자 하였다.

• Proceedings of the Korea Technology Innovation Society Conference
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• 2014.10a
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• pp.443-457
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• 2014

• The Journal of the Korea Contents Association
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• v.18 no.4
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• pp.369-379
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• 2018

The purpose of this study is to examine the impact of social enterprise's shared value creation on corporate performance and to develop policy measures to enhance competitiveness of social enterprises. The main results and implications are as follows. First, according to the general characteristics of social enterprises, the difference between shared value creation and organizational performance was not statistically significant. In other words, although the social enterprise has various organizational characteristics, it does not differ from the shared value creation or the organizational performance that it creates. The rapid increase of social enterprises led to a rapid increase in various types of social enterprises, but there is no difference between shared value creation and organizational performance. Second, the results of analyzing the impact of shared value creation on the organizational performance of social enterprises revealed that social performance was statistically significant influenced by re-recognition of product market and regional cluster among sub-factors of shared value creation. Among the sub-factors of social enterprise's economic performance, the re-recognition of the product market had a statistically significant effect on the overall organizational performance of social enterprises. Among the sub-factors of shared value creation. In the future, it will be necessary to make effort to improve corporate performance by introducing the concept of shared value creation for social enterprise and making policy efforts to activate it.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.16 no.3
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• pp.121-143
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• 2021

As the social economy emerges as one of the alternatives for solving social problems, interest and experiments on social franchise, a methodology for scaling the social economy, continue to increase. The success or failure of social franchise has a huge impact on franchisors, members of franchisees, as well as beneficiaries, local residents, and stakeholders in the region, but research on ways to increase their chances of success is still insufficient. Based on previous studies, this study tried to derive success factors by analyzing the effects of social franchise characteristics on business performance, and to understand the mediating effect of franchise autonomy, which is the differentiation point of social franchises, between characteristic factors and business performance. Social value orientation, social economy experience, local network utilization, and customer orientation were derived as characteristic factors affecting business performance, and franchise autonomy was set as a mediating variable, and a survey was conducted for franchisee members and their influence was analyzed. Through this study, it was found that social economy experience and local network utilization had a positive (+) effect on economic performance, and social value orientation, local network utilization, and customer orientation had a positive (+) effect on social performance. Also, the results of franchise autonomy playing a mediating role between social economy experience, local network utilization and economic performance, and a mediating role between local network utilization and social performance were presented. This study has significance as the first study to conduct a full-scale empirical study on social franchises. It is hoped that theoretical research on social franchises will be more active in the future and will be used as a useful reference for performance creation for organizations that seek or already operate social franchises.

• Journal of Korea Port Economic Association
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• v.35 no.3
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• pp.109-124
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• 2019

Corporate social responsibility (CSR) is gaining significance in various industries and academic research. However, shipping companies have a relatively less interest in CSR. Considering the International Maritime Organisation's (IMO) 2020 model and its focus on sustainability, it is time for shipping companies to consider the active use of CSR initiatives. This study aims to examine the leading factors influencing CSR implementation and job satisfaction. The analysis was conducted using partial least squares and statistical package for social sciences 18.0 to achieve the research objectives. The results showed that the internal and external factors of shipping companies play a positive role in CSR implementation, which was found to play a positive role in enhancing job satisfaction. The implications of this study are to identify factors that drive shipping companies to improve their CSR performance.

• Journal of Service Research and Studies
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• v.10 no.3
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• pp.119-138
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• 2020

Unlike the era of manufacturing-oriented industrial economy in the past, the era of service economy has characteristics intangible goods center, knowledge universalization, and expansion of needs, and many things that are of the economy are changing. In the past, the change in the environment was not fast, so even after analyzing the changed environment and deriving the talent needed for the company, it was possible to maintain a talent for the organization for a long time, so it is not proactive to build and apply talent. It became difficult to manage effectively. Therefore, in this paper, we conducted a normative study for deriving a desirable talent model rather than a descriptive human resource model. Human resources image suitable for the modern service economy era, the modern economic society and modern spirit were analyzed and reflected. The model in which the two opposing members of the organization, managers and employees, interact intensely and balance dialectically. A desirable talent in a modern organization must play the role of a manager, and the management and talent models in a modern organization can be said to be connected to each other like the front and back sides of a coin. The philosophy of human resources was presented in five dimensions: human, historical, social, economic, and management. The human resource model from eight factors: mastery, rationality, wisdom, customer orientation, innovation, flexibility, autonomy, collaboration. This study suggested that general talent model may vary depending on the company's type, empirical follow-up studies are needed the talents in each company in the future.