• The tire
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• s.201
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• pp.31-43
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• 1999

이 자료는 Tire Business(1999. 8. 23)지가 전 세계를 7개 지역, 즉 북미(미국, 캐나다), 중남미, 유럽, 아시아, 중동, 아프리카 대양주로 나누어 각국별 타이어회사 현황과 회사별 타이어공장 소재지, 공장별 생산능력 등을 개괄적으로 요약한 것이다. <일러두기>종업원 수: 직접 생산에 참여한 인원 , 타이어종류: 1-승용차용, 2-소형트럭용, 3-트럭, 버스용, 4-농업기계용, 5-모터사이클용, 6-건설차량용, 7-산업차량용, 8-항공기용, 9-경주차량용, 타이어의 구조: r-래디알 타이어, b- 바이어스 타이어

• The tire
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• s.187
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• pp.41-53
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• 1996

이 자료는 Tire Business(1966. 8. 19)지가 전 세계를 7개 지역, 즉 북미(미국ㆍ캐나다), 중남미, 유럽, 아시아, 중동, 아프리카, 대양주로 나눈어 각국별 타이어회사 현황과 회사별 타이어공장 소재지, 공장별 생산능력 등을 개괄적으로 요약한 것이다. 일러두기. 종업원 수:직접 생산에 참여한 인원. 타이어 종류: 1-소형차용, 2-소형트럭용, 3-트럭ㆍ버스용, 4-농업기계용, 5-모터사이클용, 6-건설차량용, 7-산업차량용, 8-항공기용, 9-경주차량용. 타이어 구조: r-래디알 타이어, b-바이어스 타이어

• The tire
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• s.207
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• pp.33-45
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• 2001

이 자료는 European Rubber Journal(2000.11)에 게재된 자료로서 전 세계를 7개 지역, 북미(미국, 캐나다), 중남미, 유럽, 아시아, 중동, 아프리카, 대양주로 나누어 각국별 타이어 회사 현황과 회사별 타이어공장 소재지, 공장별 생산능력 등을 개괄적으로 요약한 것이다. <일러두기>종업원 수; 직접 생산에 참여한 인원, 타이어 종류: 1-승용차용, 2-소형트럭용, 3-트럭, 버스용, 4-농업기계용, 5- 모터사이클용, 6- 건설차량용, 7-산업차량용, 8-항공기용, 9-경주차량용, 타이어구조: r-래디알 타이어, b-바이어스 타이어

• The tire
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• s.175
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• pp.39-48
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• 1994

이 자료는 Rubber & Plastics News(1994. 8. 15)지가 전 세계를 7개 지역, 즉 북미(미국ㆍ캐나다), 유럽, 아시아, 아프리카, 중동, 중남미, 대양주로 나누어 각국별 타이어회사 현황과 회사별 타이어공장 소재지, 공장별 생산능력 등을 개괄적으로 요약한 것이다. <일러두기> 종업원 수; 직접 생산에 참여한 인원, 타이어 종류; 1-소형차용, 2-소형트럭용, 3-트럭ㆍ버스용, 4-농업기계용, 5-모터사이클용, 6-건설차량용, 7-산업차량용, 8-항공기용, 9-경주차량용. 타이어 구조: r-래디알 타이어, b-바이어스 타이어

• The tire
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• s.174
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• pp.37-42
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• 1994

이 자료는 Rubber Plastics News(1994. 8. 15)지가 전 세계를 7개 지역, 즉 북미(미국, 캐나다), 유럽, 아시아, 아프리카, 중동, 중남미, 대양주로 나누어 각국별 타이어회사 현황과 회사별 타이어공장 소재지, 공장별 생산능력 등을 개괄적으로 요약한 것이다. (일러두기) 종업원 수: 직접생산에 참여한 인원, 타이어 종류: 1- 승용차용 , 2-소형트럭용, 3-트럭ㆍ버스용, 4-농업기계용, 5-모터사이클용, 6-건설차량용, 7-산업차량용, 8-항공기용, 9-경주차량용, 타이어 구조: r-래디알 타이어, b-바이어스 타이어

• The Journal of the Korea Contents Association
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• v.16 no.6
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• pp.394-403
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• 2016

This research aimed at comprehending influence among education participants' characteristics (followership, sense of community, conscientiousness), organizational effectiveness, and investigating mediation role of communication. The results are as follows: First, followership and sense of community play an important role for communication. But conscientiousness did not affect communication. Second, communication has directly affected job satisfaction and organizational commitment. Third, the relation between education program characteristics and organizational effectiveness were mediated by communication. The findings of this study suggest the educational program is designed and developed based on employee's attitude of mind.

• Journal of Digital Convergence
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• v.13 no.7
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• pp.69-78
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• 2015

Labor and management relation rises as a key task to solve in order to ensure corporate's sustainable competitiveness in a convergence global environment. The aim of this study is to examine the mediation effect of labor union participation behavior in the effect of convergence-type labor-management conflict on the turnover intention. Data was collected from 491 employees who were employed in medium and small enterprises in Daejeon, Chungcheongnam-do and Chungcheongbuk-do. The results are as follows. Firstly, labor-management conflict had positive (+) effect on labor union participation behavior. Secondly, labor union participation behavior had negative (-) effect on turnover intention. Thirdly, labor union participation behavior had mediating role in the relation between labor-management conflict and turnover intention. Therefore, it is necessary to respond profit and desire of the labor union members by union leaders and to enhance necessity and value of the labor union continually.

• Management & Information Systems Review
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• v.33 no.3
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• pp.129-154
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• 2014

We are making products and services that we didn't easily think or even imagine when young and living using them. Consumer needs become more diversified, markets and technologies are being constantly changed, and corporate global competitiveness is getting intensified. Now, companies that don't change nor create new values cannot survive. The cycle of new products is faster, and therefore corporations should improve previous products continuously or create new values according to such a trend. This era requires 'creativity' for companies to overcome uncertainty and survive. Corporate creativity is not easily activated as financial and physical compensation unlike the work ability or performance. When there is an environment that people with various abilities, experiences and backgrounds can express their opinions freely, it becomes possible. Despite the importance, the studies have focused on creativity education so far instead of the viewpoint of corporate business administration. In addition, most studies have dealt with job characteristics and employees' personality factors rather than the process that is connected to actual performance. In other words, the studies on environmental factors that can lead motivation as situational characteristics of the employee's company in a current non-monetary and non-physical way are very insufficient. Therefore, this study aims to comprehensively examine the process of creating creative performance in the environment inside the company that the employee could approach most closely from the corporate deinstitutional perspective. As the major variables, job characteristics and supervisor's ethical leadership were selected, and the process that is connected to the creative performance was explained by means of motivation necessary to understand creativity of the organization and creative process engagement(CPE). The summary of the verification results is following. First, job characteristics and supervisor's attitude(ethical leadership) had positive effects on intrinsic motivation and creativity process engagement. Second, intrinsic motivation and creativity process engagement had positive effects on creative performance. Third, intrinsic motivation and creativity process engagement had mediated the relationship between job characteristics, supervisor's attitude and intrinsic motivation, creativity process engagement

• Management & Information Systems Review
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• v.32 no.2
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• pp.165-191
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• 2013

A long debate has been made about whether job satisfaction facilitates or impedes union participation. This study analyzed the moderating effect of union instrumentality in the relationship between job satisfaction and union participation. The data collected from 826 employees of 22 workplaces were empirically evaluated. The result of the research revealed that both positive effect and negative effect were observed in the relationship between job satisfaction and union participation. The positive effect was noticed in the direct influence of job satisfaction on the union participation. However, given the interaction between job satisfaction and union instrumentality, the job satisfaction showed the negative effect on the union participation. Based on this result, we can conclude that the direct influence of job satisfaction on the union participation supports dissonance theory about the union participation and the interaction effect between job satisfaction and union instrumentality confirms the utility theory. The present study indicates that the effect of union participation is more reinforced when job satisfaction and union instrumentality are closely connected than when job satisfaction independently affects union participation. Thus, the result implicates that for the revitalization of the labor union, the organization needs to offer a variety of services to satisfy the expectation of whole union members in practical terms instead of concentrating on the labor movement for the political struggle. This point says a lot for a new direction of labor movement.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.19 no.40
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• pp.119-136
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• 1996

With new competitive environments, innovation is more necessary to survive severe competitions than ever. However, most Small and Medium(SM) businesses are used to be short of professional staffs, money and equipments for performing various innovations(ie., technological or administrative innovation, product development or Process development, and radical or incremental innovation). Many students have suggested that incremental innovation is more adequate than radical innovation in SM business. The purpose of this paper is to find antecedent factors In promote employees' Incremental Innovation Activities(IIA), In analyse moderating effects of ability and attitudes, and to test the difference of IIA-level by ability(or attitudes) and 11 independent factors. Each IIA-level by 5 variables of 11 independent variables-job variety, importance, identity, communication, performance dependency-is found to be significantly different in high-ability group affirmative-attitude group.