• The Journal of the Korea Contents Association
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• v.16 no.12
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• pp.667-676
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• 2016

The purpose of study was to determine the differences in organizational culture between social enterprises and commercial enterprises and assess the impact on organizational performance in Korea. Main results are as follows. First, Social enterprises employ a lot of low-imcome women and the elderly worker. Second, rational culture is high in profit businesses, but cultural group is high in social enterprises. In commercial enterprise, productivity and efficiency, planning and goal setting, assessing goals and looking for the evaluation of the performance are important. and in social enterprise, affinity and participation, employees individual development and group morale and cohesion, emphasis on mutual cooperation and trust are important. In addition, both social performance and economic performance, social enterprises are higher than in commercial enterprises. Social enterprises are operating transparently based on workers participation and understanding is expected that economic performance is also highly recognized. Third, social performance is higher development and group culture are higher in commercial enterprises, and development, group and hierarchy culture are higher in social enterprises. Economic performance is higher reasonal culture is lower in commercial enterprises, and group culture is higher in social enterprises. Therefore, the social enterprise workers are recognizing social and economic performance are higher than commercial enterprise workers. In short, social enterprises is making discriminatory organizational culture, and this is contributing to achieving organizational performance.

• International Area Studies Review
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• v.13 no.1
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• pp.219-240
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• 2009

Through the research, we found that the organizational systems of social enterprises in Europe have both properties of limited companies and stock companies in traditional organizational structures such as cooperatives, mutual companies and associations. However, social enterprises pursue interests of entire community, allowing the interested parties to join them in comparison with cooperatives. And for finance, most of the countries mainly use public fund such as national grants, but they are using more sales revenue. However, in our country the organizational systems of social enterprises have been introduced as the government and academic circles discussed expansion of social employment within a short period. So Korean enterprises tend to depend on national support rather than profitable activities for finance. Therefore, we need to develop a Korean convention or social agreement for the organizational systems of social enterprises. Furthermore, it is important for social enterprises to secure safe finance through development of social services and social cultures such as donation.

• Korean Journal of Social Welfare
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• v.64 no.1
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• pp.5-30
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• 2012

This study was carried out to understand the mean of neighbourhood and community organizing model on lived experiences of their organizing and members which had changed. The methods of collecting data was progressed in depth interview. According to study questions and analysis challenges based on theory, we analyzed texts. outcome of study we understood experiences of their organizing and members which had changed. In changing phases of organizational dimension, meaning of 'the discovery of the community problem' was extracted. In this time, organization's members set the goal and experience qualitative and quantitative changes of organization. On the other hand, changing phases of individual dimension were followed, which are 'escaping from locked life', 'reconstruction of self image', 'reconstructing the meaning of both family and self-concept' as well as 'reconstructing the meaning of both neighbourhood and self-concept'. Conclusively, we suggested practical implication, which might increase the effect of neighbourhood and community organizing model.

• Science of Emotion and Sensibility
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• v.21 no.2
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• pp.43-60
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• 2018

The primary goal of this study is to investigate the effects of individual's subjective social status on meaning of work. We hypothesized that individual's subjective social status, defined as the respect and influence an individual has at her/his workplace, would promote meaning of work. Further, we hypothesized that individual's subjective social status would be more highly associated with meaning of work based on her/his occupation's subjective social status. Using two experimental studies, we found that individual's subjective social status increased meaning of work in American (Experiment 1) and South Korean working adults (Experiment 2). Participant's meaning of work was more influenced by individual subjective social status than occupation subjective social status (Experiment 1). Also, the results from Experiment 2 indicated that objective social status within an organization (i.e., rank) moderated the effects of individual subjective social status on meaning of work, such that the beneficial effects of individual subjective social status on meaning of work were found only for participants with low objective social status. In contrast, meaning of work in participants with high objective social status did not vary depending on subjective social status. We discussed the implications of these results, study limitations, and directions for future research.

• Industry Promotion Research
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• v.3 no.2
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• pp.9-20
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• 2018

The purpose of this study is to examine the influence of orgaizational capability(Organizational management capability, marketing capability, relationship formation capability, governance capability) of management perceived by the members of the social enterprise on performance of organization(both economic and social). For such goal, empirical analysis of research hypothesis 1 (organizational competence and economic performance) and research hypothesis 2 (organizational competence and social performance) was conducted using the statistical program of IBM SPSS 24.0 for the final 195 candidates who work in social enterprise. Both hypothesis 1 and 2 were adopted, as the result of the hypothesis 1 and 2, H1-1 H2-1 (organizational management competence and economic performance and social performance), H1-2 H2-2 (marketing competence and economic performance social performance), H1-3 H2-3 (relationship formation competence, economic performance, and social performance), and H1-4 H2-4 (governance capability and economic performance and social performance) all have a significant effect on economic and social performance. Therefore, the importance of organizational capability of management, executive body of social enterprises, was emphasized for the success and strive of social enterprise and sustainable management. Therefore, it is necessary to establish an education and training system to strategically develop and strengthen the organizational capability of the management, and provide a systematic and long-termed education system and training.

• Industry Promotion Research
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• v.5 no.2
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• pp.19-25
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• 2020

This study is a study on how to revitalize social and economic organizations in the Chungnam region. For this, the following major results were presented in literature studies based on prior studies. First, it is necessary to upgrade the social economic organization promotion system and system in Chungnam. Second, there is a need to advance the measures to revitalize various social and economic organizations in cities and counties by building an integrated support system for social and economic organizations. Third, it is necessary to expand the public purchase of products of social economic organizations. Fourth, it is necessary to strengthen the business competency of the social economy organization and promote education. Fifth, it is necessary to upgrade the network for social economic organizations and create differentiated businesses. On the other hand, the social economic organization in Chungnam region shown through this study is as follows. First, social and economic organizations should share their willingness to implement policies in the provincial and provincial areas of Chungnam Province and cities and counties in terms of solving and improving various problems in the region. Based on this, it is required to upgrade the social and economic organization area. Second, the Chungnam region needs a shift in awareness that it is a social and economic organization that is a key factor in overcoming changes in the demographic structure due to industrial weakness and aging. Third, a positive shift in awareness is required by shifting awareness and strengthening education on social and economic organizations. To this end, it is necessary to raise the awareness level of local residents through public education and joint public-private education.

• The Journal of the Korea Contents Association
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• v.10 no.10
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• pp.368-377
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• 2010

This study aimed to explore the relationships among organizational justice, social support, innovative behavior of employees in a deluxe hotel in Seoul. In addition, it tries to find out the mediating effects that the social support have contributed to organizational justice and innovative behavior. The results of this study are, organizational justice have a direct impact on social support, and innovative behavior, and social support directly influence to innovative behavior. And social support have a mediating effect between organizational justice and innovative behavior. These results suggest that the new direction of the importance of organizational managements on accumulating organizational justice and the importance of social support and innovative behavior of employees in the hotel industry.

• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.438-444
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• 2016

Previous findings on Social Loafing indicated that Social Loafing explained the organizational commitment, that the lower level of Social Loafing they had, the higher performance they would have, and that it is a useful index for effectiveness of the organization. This study explored the Police Organizational culture & Organizational Commitment on Social Loafing. The Police officers' Police Officer's Organizational culture & Organizational Commitment and Social Loafing has been measured, and then how Organizational culture & Organizational Commitment affects Police Officer's Social Loafing has been examined. The study results may be used as a theoretical basis to assert the need of Organizational culture & Organizational Commitment to decrease the Police Officer's Social Loafing. Independent variable is Police Officer's Social Loafing and Dependent variable is comprises 2 categories; Police Organizational culture(The group culture, The hierarchical culture, The developmental culture, The rational culture), & the Organizational Commitment(Affective Commitment, Continuance Commitment, Normative Commitment). The result of analysis showed that The group culture & Normative Commitment influenced in Social Loafing(positive), and The Rational culture, Affective Commitment, & Continuance Commitment in Social Loafing(negative).

• The Journal of the Korea Contents Association
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• v.13 no.1
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• pp.247-256
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• 2013

Prior research has shown empirically that organizational culture and social capital are as a critical factor determining organizational effectiveness. The purpose of this study is to examine the effects of social welfare's organizational culture on the social capital. For the research, social capital was consisted of trust, norms and network, and organizational culture was measured by Kimberly & Quinn's competing value model. The results of this study were summarized as follows: Mean analyses showed that social workers perceived the level of organizational culture and social capital had a higher than medium. Especially, group culture had a strong positive effects on the social capital. This study finally discussed theoretical implications for future study and practical implications for social capital strategies on the results.

• Journal of Digital Convergence
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• v.19 no.2
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• pp.183-193
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• 2021

The purpose of this study was to verify how organizational fairness affects organizational commitment to social welfare officials, and to examine the mediating effect of organizational support. Social welfare officials have tried to find out what factors can be more adapted to the organization and immersed in the organizational aspect, as overwork and poor working conditions are becoming a problem. As the subject and method of the study, a questionnaire survey was conducted on 172 social welfare officials in P and U cities in northern Gyeonggi Province, and analyzed using multiple regression analysis. As a result of the study, organizational fairness of social welfare officials had a positive effect on organizational commitment, and organizational support had a partial mediating effect. Based on the results of this study, administrative and policy implications for the organizational adaptation and commitment of public officials in charge of social welfare were presented.