• Journal of Navigation and Port Research
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• v.42 no.1
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• pp.67-78
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• 2018

This paper aims to investigate the nature of Customer Relationship Management (CRM) in liner shipping industries, study the organization's general characteristics which could help to promote such CRM practices, and analyze the relationship between the CRM and the organization's effectiveness. The result of analysis shows that the organizational characteristics which affect the CRM most in shipping industries are the market orientation and the CEO's support. In particular, the CRM was proven to have significant impact on employee satisfaction, service competitiveness enhancement, financial performance, customer satisfaction and the repurchase intention of the customers. This study also suggests that the CRM of liner shipping industries should be enforced comprehensively in synchronization with organizational characteristics, such as organizational culture and organizational systems. Based on such organizational characteristics, the noted CRM strategies were justified to have significantly impacted the overall management performance of the organizational performance of shipping industries and the customer's satisfaction and repurchase intention. This study would be appreciated as a meaningful analysis on the CRM in liner shipping industries which pursues the best interests of both shipping companies and customers.

• 한국벤처창업학회:학술대회논문집
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• 2022.04a
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• pp.187-194
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• 2022

기존 연구에서는 꾸준히 조직 구성원의 창의성을 향상하는데 있어 리더십이 매우 중요한 역할을 한다는 점을 강조해왔다. 수많은 연구가 리더십과 창의성의 관계를 언급하고 있지만 벤처창업의 핵심이라고 할 수 있는 기업가적 리더십에 관해서는 여전히 연구가 부족한 편이다. 이를 감안, 본 연구는 조직 내 혁신 분위기의 조절효과 및 구성원의 심리적 임파워먼트의 매개효과를 토대로 기업가적 리더십과 구성원의 창의성 간의 인과관계를 분석하였다. 국내 중소·벤처기업에 근무하는 161명의 구성원을 대상으로 설문을 진행, 분석한 결과는 다음과 같다. 첫째, 구성원의 심리적 임파워먼트는 리더의 기업가적 리더십과 구성원의 창의성 간의 관계를 긍정적으로 매개하는 것으로 나타났다. 둘째, 구성원의 심리적 임파워먼트에 미치는 리더의 기업가적 리더십의 효과는 조직의 혁신 분위기가 높을 때 더욱 강하게 발휘되는 것으로 나타났다. 즉, 조직 내 혁신 분위기는 리더의 기업가적 리더십과 구성원의 심리적 임파워먼트의 관계를 긍정적으로 조절하는 것으로 나타났다. 본 연구는 창의적인 벤처기업을 육성하기 위해 리더의 기업가적 리더십과 구성원의 창의성 간의 관계에 대한 포괄적인 시사점을 제공해주었다.

• Journal of the Korean Society for Library and Information Science
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• v.39 no.4
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• pp.119-138
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• 2005

The purpose of this study is to analyze and systematize the semantic relationships in knowledge organization systems(KOS) . For this purpose, Classification systems, thesaurus, subject headings, semantic networks, ontology, databases were analyzed in terms of the semantic relationships between terms. Also, various kinds of the terminological relationships not only in the current KOS but in the theoretical researches were collected and analyzed. In addition, six proposals were suggested for the organized system of the terminological relationships for the future uses.

• Journal of Korean Library and Information Science Society
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• v.32 no.2
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• pp.145-164
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• 2001

This study attempts to identify use of information technology In university libraries and to analyze the relationship between utilization of information technology and organizational culture of university libraries. A questionnaire developed through literature review is used to survey staff in university libraries. In conclusion, utilization of information technology by librarian and rational goal model of culture have negative relation and two variables are correlated at .05 significant level.

• Management & Information Systems Review
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• v.33 no.2
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• pp.155-170
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• 2014

The purpose of this study is to inquire into the relationship between customer-employee exchange and organizational commitment. To achieve the purpose of this study, preliminary studies on customer-employee exchange, Big 5 character-types and organizational commitment after an overview of these variables were examined to design research models and set up research issues. To verify the research issues, a survey was carried out on employees at beauty shops located in Seoul, Gyeonggi, Busan and Ulsan areas. Questionnaires of collected 374 copies were used for a statistical analysis. The results of empirical analysis disclosed in this study are summarized as follows. First, customer-employee exchange had a positive effect on organizational commitment. Second, conscientiousness and openness of Big 5 character-types had a moderating effect on the relationship between customer-employee exchange and organizational commitment. But extraversion, neuroticism and agreeableness of Big 5 character-types had no moderating effect. The implications available through findings stated above are as follows. First, this study confirmed that good customer-employee exchange improves members' emotional commitment to organization. Second, in practical perspective, it may be effective to select employees with high openness and conscientiousness of character traits.

• Korean Journal of Social Welfare
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• v.53
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• pp.257-283
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• 2003

The main objective of this study is to examine antecedents and outcome of organizational cynicism. This paper focuses on organizational commitment of social worker as outcome variable. Thus, this study attempts to examine structural relation of variables of organizational level(personnel management), job level(job characteristics), and individual level(level of self-control) on the level of organizational commitment, with special concern about the mediating effect of organizational cynicism. The study conducted mail survey and collected information for data analysis from 330 social workers working at 173 social welfare organizations in Seoul and Kyong-gi area, The study used structural equation modeling(SEM) method for analyzing the constructed model. Main results are as follows: (1) evaluation about personnel management is negatively related to organizational cynicism; (2) evaluation about job characteristics is negatively related to organizational cynicism; (3) evaluation about self-control is negatively related to organizational cynicism; (4) organizational cynicism exerts negative effect on the level of organizational commitment; and (5) evaluation about personnel management, evaluation about job characteristics, and evaluation about self-control exerts positive effect on the level of organizational commitment. Among the results of this study, this paper focuses on the function of personnel management system on organizational cynicism. This paper emphasizes that social welfare organizations must make a lot of efforts for making fair personnel system in order to reduce social workers' organizational cynicism and ultimately promote their organizational commitment.

• Journal of Convergence for Information Technology
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• v.8 no.1
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• pp.281-290
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• 2018

The purpose of this study was to analyze the mediating effect of work environment and the moderating effect of gender on the influence of interpersonal relationship of fusion integrated generation of youths on organizational commitment. For this purpose, Korean Labor and Income Panel Study KLIPS 19th year data was used and the effect of interpersonal relationship of youths on the organizational commitment of 540 subjects in accordance with the study was examined and explored focusing on the model in relation to the mediating effects of the work environment and the control effects of gender. The main results are as follows. First, the interpersonal relationship and working environment of youths showed a positive effect on organizational commitment. Second, the working environment was found to be mediated completely in the relationship between the interpersonal relationship of youths and work environment and organizational commitment. Third, in the relationship between interpersonal relationship and organizational commitment of youths, it appeared that there was moderating effects of gender.

• Journal of Digital Convergence
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• v.14 no.8
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• pp.137-150
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• 2016

Labor-management relations are essential to corporation to secure competitiveness and a continuous development. However it is difficult to establish labor-management relations. This study focuses on the effect of cooperative industrial relations in trust and commitment of organization and labor union through 300people of 12 companies who belong to the Korean Confederation of Trade Unions. As a result of the study, cooperative industrial relations have a positive effect on the trust in organization and labor-management. Furthermore, the trusts of both organization and labor-management relations have a positive effect toward its commitment. This research result is an important factor to change a strategy of the labor union which cannot break out original roles. The cooperative industrial relations are also necessary for organization.

• Journal of Periodontal and Implant Science
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• v.36 no.2
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• pp.397-408
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• 2006

치주질환은 치아 지지조직의 파괴로 튿정 지어지는 감염성 질환으로서 이것은 주로 조직의 교원질 성분을 분해시키는 MMP(matrix metalloproteinase)에 의해 이루어진다. 한편, 여러 연구에서 당뇨병과 치주질환의 심도와의 관계에 대한 논의가 있어왔으며 당뇨병이 치주염을 포함한 구강 감염에 대한 감수성을 증가시키며 역으로 만성 치주염의 염증성 매개물질에 의해 인슐린 작용이 방해받을 수 있음을 보고하였다. 본 연구의 목적은 만성 치주염 환자와 제 2형 당뇨병을 동반한 만성 치주염 환자의 치은조직에서 MMP-13과 elastase의 발현 양상을 비교하여 병리 기전의 차이점을 규명하고, 두 단백질간의 상호관계를 알아보기 위한 것이다. 경북대 병원 치주과에 내원한 환자의 비당뇨 환자의 정상 치은 부위, 비당뇨 환자의 만성 치주염 부위, 제 2형 당뇨병 환자의 만성 치주염 부위에서 각각 8개의 변연 치은을 채득하여 액화 질소에 급속 동결시켰다. 모든 조직 샘플에서 동량의 단백질을 western blotting을 통해 분석하여였고, densitometer를 이용하여 정량한 후 ANOVA 분석으로 통계처리 하였다. 결과분석에서 MMP-13은 제 2형 당뇨를 가진 환자의 염증성 조직에서 가장 높게 발현되었고 전신적으로 건강한 환자의 염증성 조직과 정상 조직에서는 유사한 양상을 보였으며 그 차이는 통계적으로 유의하였다. 또한 elastas는 그룹간에 유의한 차이 없이 유사한 양상으로 발현되었고, 염증성 조직에서도 당뇨병의 유무에 관계없이 유사하게 나타났다. 한편 조직내 MMP-13과 elastase의 발현 양상간에 유의한 상관관계는 보이지 않았다. 결론적으로 MMP-13은 당뇨병을 동반한 환자의 치은 염증초직에서 유의하게 증가되어 나타났으며, 전신적으로 건강한 환자의 염증조직과 당뇨를 동반한 환자의 염증조직에서 MMP-13과 elastase의 발현양상은 큰 상관관계가 발견되지 않았다.

• Industry Promotion Research
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• v.5 no.1
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• pp.21-33
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• 2020

The purpose of this study is to investigate the impact of strategic human resource management perceived by members of SMEs on organizational performance and innovation behavior. In addition, the mediator effect of innovation behavior of organizational members on the relationship between strategic human resource management and organizational performance was verified using the statistical program SPSS 21.0 program. First, the hypothesis 1, strategic human resource management (adoption and compensation, job design, training and career management, participation in decision-making) was adopted by showing positive impact on the positive impact on organizational performance. Second, hypothesis 2, strategic human resource management (recruitment and compensation, job design, training and career management, participation in decision-making) was adopted after demonstrating statistically significant influence on innovation behavior. Third, the innovation behavior perceived by Hypothesis 3 organizational members showed a positive influence on organizational performance. Hypothesis 3 was therefore adopted. Fourth, as a result of verifying the mediating effect of innovation behavior in the relationship between hypothesis 4, strategic human resource management and organizational performance, innovation behavior was analyzed to be partially mediated. In other words, strategic human resource management of organizational members has a direct impact on organizational performance, but it can show a higher positive impact on organizational performance through innovation actions in its performance.