• 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.

• 한국벤처창업학회:학술대회논문집
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• 2024.04a
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• pp.151-155
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• 2024

본 연구는 스타트업을 포함 중소벤처기업에 재직 중인 구성원의 직무만족과 소명의식을 높이기 위한 방안으로 GWP 조직문화의 필요성을 제안하고자 한다. GWP 조직문화는 구성원들이 자신이 근무하는 조직과 업무, 동료에 대해 애착을 갖고 자부심을 갖도록 조직 차원에서 이를 독려하는 문화적 풍토를 말한다. 이를 토대로 구성원은 일터영성(Workplace Spirituality)을 지각하고 더 나아가 직무만족과 소명의식을 느낄 수 있다. 일터영성에 관한 개념은 다양한 학문적 논의가 진행되고 있는데 중요한 점은 구성원들이 자신의 업무에서 의미를 추구하는 소명의식과 일터, 즉 조직에서 목적과 일의 의미를 타 구성원과 함께 공유하는 개념으로 요약할 수 있다. 그러므로 중소벤처기업에서 GWP 조직문화 조성을 노력한다면 구성원에게 자신의 업무와 동료에 대한 인식 그리고 일터 현장에 대한 의미와 소중함을 더욱 인식하게 하여 임직원의 일터영성을 일깨울 수 있을 것이다.

• Proceedings of the Korea Information Processing Society Conference
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• 2010.11a
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• pp.218-221
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• 2010

본 논문은 범정부 엔터프라이즈 아키텍처(EA)의 메타모델을 UML 다이어그램을 이용하여 개선 연구에 관한 논문이다. 여러 공공기관과 기업에서는 '범정부 정보기술아키텍처 적용'이란 전자정부 로드맵 과제로 정보기술을 그들의 경영혁신을 위한 전략적 도구로 도입하였으며, 조직 전체의 최적화 및 통합, 조직의 진화관리, 조직업무의 효율성 및 효과성 등을 제공하는 방법으로 EA를 개발 및 적용하고 있다. 하지만 EA 프레임워크에서 제안하는 메타모델들은 단순한 네모 박스와 선으로 연결된 의미가 부족한 메타모델들을 제안하고 있다. 본 논문에서는 메타모델에 의미를 부여하는 작업으로 UML 다이어그램을 이용한 새로운 메타모델 다이어그램들을 제안한다. UML에서 사용된 의미를 가진 다이어그램을 범정부 엔터프라이즈 아키텍처의 메타모델에 적용함으로써 의미적인 메타모델의 다이어그램을 통해 보다 의미 전달이 용이한 메타모델로 사용되어 질 수 있을 것이다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.10
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• pp.377-385
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• 2018

The purpose of this study is to identify the relationship between the emotional leadership of directors and the organization culture and to examine differences in the level of emotional leadership of directors. The research results were as follows: Firstly, the relationship between emotional leadership of directors and organization culture showed a positive correlation between all sub-factors. Secondly, multiple regression analyses identified the emotional leadership's sub-factors were significant predictors of the organization culture. Thirdly, organization culture significantly differed according to the emotional leadership level. In summary, this research confirmed that there was a correlation between the emotional leadership of directors and organization culture.

• Product Safety
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• s.57
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• pp.20-21
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• 1997

네트워크 조직이란 기업 고유의 경쟁우위 확보를 위한 새로운 조직 형태로서 아직 그 정의와 실행방법에 대해서는 논란이 많다. 정확한 정의가 무엇이든간에 네트워크는 '기업변혁'을 의미한다.

• Convergence Security Journal
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• v.14 no.1
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• pp.33-41
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• 2014

The purpose of this study is to establish the relationship of empowerment and organization attachment with the organization culture of security organization. This study is based by setting the security organization employed in security firms in the capital area(Seoul) in 2012 as the parent population and using the purposive sampling method to analyze a total amount of 280 examples. The frequency analysis, analysis on primary factors, reliability analysis, multiple regression analysis, path analysis methods using SPSSWIN 18.0 were used in analysis. The reliability of the survey showed a Cronbach's ${\alpha}$ value of over 0.690. The results are like the following. First, the organization culture of security organization affect empowerment. Thus, the more a practical development culture is settled, the more the capability of self-determinism, meaningfulness, and effect is amplified. Moreover, the more a consensual culture is established, the more the capability of self-determinism is enhanced, and the more a hierarchical culture is established, the more the meaningfulness is enhanced. Second, the organization culture of security organization affect organization attachment. Thus, the continuous normative attachment is enhanced when a more hierarchical culture is established. Moreover, emotional attachment is enhanced when a more practical development culture is established. Third, the empowerment of security organization affects organization attachment. Thus, the continuous normative attachment is decreased when one's capability of self-determinism is more lacking. However, the continuous normative attachment is higher when the meaningfulness and effect is enhanced. Moreover, emotional attachment is enhanced when meaningfulness is increased. Fourth, the organization culture of security organization directly/indirectly affects empowerment and organization attachment. Thus, empowerment is an important mediating factor between organization culture and organization attachment.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.443-451
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• 2022

The paper delves into the elaborate intermediating mechanisms of the association between coaching leadership and safety behavior. To do that, this study tried to identify the sequential mediating effects of employee's meaningfulness of work and perceived organizational support between coaching leadership and safety behavior. By utilizing 3-wave survey data from 250 employees in Korean companies with conducting structural equation modeling(SEM), this paper found that coaching leadership had a positive influence on safety behavior through sequential mediating effect of employee's meaninfulness of work and perceived organizational support.

• The Journal of the Korea Contents Association
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• v.11 no.11
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• pp.457-471
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• 2011

This study investigates effect of perceived organizational support which recognized by hotel convention employee on empowerment and organizational commitment from a social exchange relationship point of view. The major findings of this study were follows. First, the result of verification, effect of perceived organizational support which recognized by hotel convention employee, the hypothesis 1-1 and the hypothesis 1-2, operational support, the operational support had no significant effect on meaning, competence factor and effective factor. on the other hand the result of verification the hypothesis 1-3 and the hypothesis 1-4, the emotional support was found to have significantly positive effect on meaning, competence factor and effective factor. furthermore, by analysing the hypothesis 2, which states that the impact of empowerment on organizational commitment, the meaning, competence factor and effective factor as subset of empowerment had significantly positive effect on organizational commitment. finally by analysing the hypothesis 3, the operational support was found to have positive effect on organizational commitment, but emotional support had no significant effect on organizational commitment.

• The Journal of the Korea Contents Association
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• v.13 no.4
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• pp.376-388
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• 2013

This study investigated the role of organizational communication, culture and trust as a moderator of the organizational performance(the growth of production and quality improvement) and job satisfaction. Using data collected from 248 workers at 128 establishments in Changwon industrial complex, morderated regression analyses explored the proposed model. As a result, communication activity and organizational trust was found negatively to moderate the relationship between job satisfaction and quality improvement/the growth of production. And organizational culture was found positively to moderate the relationship between satisfaction and quality improvement. Implications of these findings were discussed.

• Proceedings of the Korea Information Processing Society Conference
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• 2000.10a
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• pp.411-414
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• 2000

KM은 조직의 지식을 공유하는 차원에서 이미 많은 기업들이 도입하였고, 현재 도입 진행 중인기업들 또한 많다. 국내 기업은 대략 84개의 기업이 도입을 시행 검토하고 있다. 지식경영의 제 과정에서 가장 중요한 단계는 지식창조이다. 지식창조는 조직 구성원 개개인의 지식함양을 의미하는 것이 아니라, 조직지(Organizational Knowledge)의 창출을 의미한다. 조직지는 지식이 쓰이는 상황에 따라 중요성의 정도가 다르게 평가된다. 또한 조직내의 지식 공유는 한 도매인내에서 뿐 만 아니라 여러 도매인에 걸쳐서 이루어진다. 따라서, 본 연구에서는 KM21 프로토타입(Prototype)을 구현하여 조직 내에서 지식 공유를 활성화하기 위한 지식 평가 Architecture를 제시하고자한다.