• 정보화사회
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• s.188
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• pp.14-17
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• 2007

3년여 간 지연됐던 IPTV 법제화가 연내 이뤄질 수 있을 지 업계의 관심이 온통 국회에 쏠려 있다. 특히, 연초 방송통신위원회 설치법 및 IPTV 법제화를 위해 출범한 방송통신특별위원회 활동이 올 연말까지로 제한돼 있어 사실상 9월 정기국회가 마지막 기회로 인식되고 있다. 방송통신특위가 활동시한을 연장해 내년에도 법제화를 추진할 수는 있지만 올 연말 대선과 함께 새로운 행정조직이 들어서고, 현재 17대 국회의원의 임기가 내년 초라는 점을 감안하면 사실상 연내 처리가 불가능해질 경우 법제화가 1~2년 또 지연될 수밖에 없기 때문이다. 이 때문에 이미 IPTV 상용화 준비를 끝낸 KT는 IPTV 법제화가 될 수 있도록 최근 TF팀을 구성해 총력전을 펼치고 있으며, 지난 7월에는 러시아 블라디보스토크 내 이동통신 자회사인 NTC를 통해 러시아에서 IPTV 상용화를 먼저 시작하겠다며 국회와 정부를 압박하고 나섰다.

• Knowledge Management Research
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• v.6 no.2
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• pp.91-108
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• 2005

In recent years, organizations have chosen a team-organization as a standard activity level and it leads a significant change in process of knowledge producing. Nevertheless team-organization for building up effective performance and a good communication in organization has influenced knowledge management performance, the empirical analysis and survey have not proved yet. This study, therefore, makes an analysis that the change of organization base on team activity influences knowledge management performance. This study, based on 312 data by using LISREL as a model for studying, provides a result that a team-based activity positively influences knowledge management efficiency.

• Knowledge Management Research
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• v.24 no.2
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• pp.241-262
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• 2023

The phenomena and game records that occur in sports matches are being analyzed in the field of sports game analysis, utilizing advanced technologies and various scientific analysis methods. Among these methods, social network analysis is actively employed in analyzing pass networks. As football is a representative sport in which the game unfolds through player interactions, efforts are being made to provide new insights into the game using social network analysis, which were previously unattainable. Consequently, this study aims to analyze the changes in pass networks over time for a specific football team and compare them in different scenarios, including variations in the game's nature (Qatar World Cup games vs. A match games) and alterations in the opposing team (higher FIFA rankers vs. lower FIFA rankers). To elaborate, we selected ten matches from the games of the Korean national football team following Coach Bento's appointment, extracted network indicators for these matches, and applied four indicators (efficiency, cohesion, vulnerability, and activity/leadership) from a football team's performance evaluation model to the extracted data for analysis under different circumstances. The research findings revealed a significant increase in cohesion and a substantial decrease in vulnerability during the analysis of game performance over time. In the comparative analysis based on changes in the game's nature, Qatar World Cup matches exhibited superior performance across all aspects of the evaluation model compared to A matches. Lastly, in the comparative analysis considering the variations in the opposing team, matches against lower FIFA rankers displayed superior performance in all aspects of the evaluation model in comparison to matches against top FIFA rankers. We hope that the outcomes of this study can serve as essential foundational data for the selection of football team coaches and the development of game strategies, thereby contributing to the enhancement of the team's performance.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.18 no.6
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• pp.173-189
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• 2023

As supreme technologies continue to be developed, industries such as artificial intelligence, biotechnology, robots, aerospace, electric vehicles, and solar energy are created, and the macro business environment is rapidly changing. Due to these large-scale changes and increased complexity, it is necessary to pay attention to the effect of social capital, which can create new value by utilizing capital increasing the importance of relationships rather than technology or asset ownership itself at the level of start-up strategy. Social capital is a concept first proposed by Hanifan in 1916, and refers to the overall sum of capabilities or resources that are latent or available for use in mutual, continuous, organic relationships or accumulated human relationship networks between individuals or social members. In addition, the diversity of start-up teams with diverse backgrounds, characteristics, and capabilities, rather than one exceptional founder, has been emphasized. Founding team diversity refers to the diversity of in-depth factors such as demographic factors, beliefs, and values of the founding team. In addition, changes in the macro environment are emphasizing the importance of technology start-ups and laboratory start-ups that lead industrial innovation and create the nation's core growth engines. This study focused on the I-Corps' program. I-Corps, which means innovation corps, is a laboratory startup program launched by the National Research Foundation (NSF) in 2011 to encourage entrepreneurship and commercialization of research results. It focuses on forming a startup team involving professors, researchers and market discovery activities. Taking these characteristics into account, this study empirically verified the impact of social capital from a network perspective and founding team diversity on I-Corps start-up performance. As a result of the analysis, the educational diversity of the founding team had a negative (-) effect on the financial performance of the founding team. On the other side, the gender diversity and the cognitive dimension of social capital had a positive (+) effect on the financial performance of the founding team. This study is expected to provide more useful theoretical and practical implications regarding the diversity, social capital, and performance interpretation of the I-Corps Lab startup team.

• The Journal of Society for e-Business Studies
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• v.20 no.1
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• pp.217-241
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• 2015

One of the challenges in online community management is what level of perceived anonymity can be granted to encourage active participation from members while discouraging unhealthy activities. Few studies developed a scheme of anonymity and investigated how different levels of anonymity influence community activities. This study develops a classification scheme of anonymity encompassing the following three different levels : (1) real name(no anonymity), (2) nickname (partial anonymity), and (3) random assignment of a temporal ID (complete anonymity). Then, it examines how different levels of anonymity influence trust and perceived risk, which in turn affect virtual team performance. A series of laboratory experiments were performed, manipulating the levels of anonymity, in the context of well-structured communities that allow prior interactions among community members. The data was collected from 364 laboratory participants and analyzed using ANOVA and PLS. The results indicate that the difference of anonymity between (2) and (3) had not be significant and the only (1) could not guarantee the anonymity. The impact of anonymity on trust and perceived risk could not be significant in this situation. These findings could contribute to make more beneficial member identification strategies in online community practice.

• Journal of Korea Technology Innovation Society
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• v.20 no.3
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• pp.684-708
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• 2017

This paper investigates the effects of transformational leadership and transactional leadership on the creativity of members in R&D organizations. We also analyze the leadership mechanism and the influence of effective environment by using team climate as a mediator and using adhocracy and hierarchy organizational culture as moderator. Data were collected through surveys of Korean Public Research Institutes conducting mainly basic science and applied sciences. 327 valid samples were tested using a structural equation model (SEM). Empirical results confirm that transactional leadership exhibits stronger direct effect on the creativity than transformational leadership. However, in indirect effects mediated by creative team climate, transformational leadership is found to be stronger than transactional leadership. It may reflect the characteristics of R&D organization. Also, through the verification of the moderating effect of the organizational culture, the adhocracy organizational culture appears to improve the creativity and the hierarchical organizational culture appears to inhibit the creativity. It is confirmed that the influence of organizational culture is statistically significant in R&D organizations with strong autonomy and independence. It is suggested that the leadership on the creativity of the members in the R&D organization may be indirect in the context of the team and the organization as well as the direct effects according to the type.

• Korean Journal of Labor Studies
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• v.17 no.1
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• pp.1-36
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• 2011

The purpose of this study is to analyze the effect to financial outcome and workers' outcome, using the manufacturing industry database of Human Capital corporate Panel from Korea Research Institute for Vocational Education & Training. Especially, this study used the typology of Lean production and Autonomous team production, that are the typical form of alternative work organization, to analyze. In the case of domestic manufacturing industry, individual participation practices, that have the main characteristics such as QC or suggestion system, is expanded. Therefore, with the reference of Lean production, Autonomous Team Production and the Taylor system are compared and analyzed, considering the characteristics of Socio-technical System. As a result, it is showed that the Lean production and Autonomous Team Production as a alternative work organization are more positive about the organizational performance and workers' outcome than the taylor system. However, when Lean production and Autonomous Team Production are compared, it is showed unsignificant distinction to the effect of organizational performance. Meanwhile, Lean production showed more negative effect on the every dependent variables such as working hours, income, job satisfaction, and organizational commitment as workers' performance than the Autonomous Team Production. Although the common ideas and belief is that the Lean Production is superior for the quality and organizational performance improvement, it is implied the possibility that there is some damaged workers' performance on the hidden side of that mechanism.

• Economic and Environmental Geology
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• v.55 no.2
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• pp.149-169
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• 2022

Indonesia coal is widely consumed as a major energy source in Asian countries, such as China, India, and Korea. In the paper, the characteristics of the coal-bearing basin and coal deposits in Indonesia are comprehensively reviewed using the exploration data accumulated through the coal exploration projects supported by Korean government subsidy. Cenozoic coal bearing sedimentary basins in Indonesia extensively contain coal deposits and are most productive in East Asia. Properties of coal deposits are variable depending on stratigraphy, depositional histories and tectonics. Eocene coal deposits tend to have thinner coal thickness and fewer numbers of coal seams, but have been major exploration targets due to higher calorific value and good coal quality. Late Oligocene-Early Miocene coal deposits occur in small scales, but are suitable enough for small to medium-sized coal mines. Miocene-Pliocene coal deposits, which are widely distributed across East Kalimantan and Sumatra, are being actively mined by taking advantage of thick coal thickness and abundant reserves in spite of their lower calorific values. The experience of various exploration informs that we need to have an overall understanding on geological conditions for successful coal exploration. The details on coal-bearing basin and coal deposits in Indonesia provided through the paper will be useful data for up-coming exploration activities by Korean companies.

• The Journal of the Convergence on Culture Technology
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• v.8 no.5
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• pp.241-249
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• 2022

This study intended to explore the instructional effects of e-PBL which means an expansion of availability of PBL using technology. To achieve the goal of this study, a major selective subject was redesigned systematically so that e-PBL activities could be implemented for 4-weeks during the entire semester. Participants' reactions to the e-PBL experience during the experiment period were collected and analyzed. Results of analysis showed that participants could overcome the difficulties and frustrations at an early stage, adapted and assimilated to the e-PBL based instructional environment progressively, and satisfied at the e-PBL activity experiences in overall. They participated in solving the authentic problems with ownership and could solve them effectively and efficiently through frequent communication and collaboration with teammates. Results of this study showed the possibility of instructional innovation of a teacher development institute through e-PBL. Follow-up studies which extend the analyses of the effects of e-PBL based on this study are necessary to additionally verify the effects of e-PBL.

• Journal of Industrial Convergence
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• v.21 no.1
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• pp.77-86
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• 2023

The purpose of this study is to seek a more progressive promotion of employment plan for peer support activities of people with mentally disabled. Therefore, a focus group interview (FGI) was conducted with vocational rehabilitation professionals in charge of peer support activity, leadership development and job creation project for people with mentally disabled. As a result of the study, the research participants had expectations for capacity strengthening of ability through the project, and recognized the role of peer support workers as emotional support for peers, planning and implementation of programs, operation of self-help meeting, promotion of project and facility, assistant support for colleagues etc. In addition, they saw that they could be more motivated if they were given financial rewards and meaningful role performance, feeling hard but rewarded and taking efforts for improvement of one's specialty through participation in the project. Based on the results, this study discussed about and provided practical suggestion for promoting employment of peer support workers for people with mentally disabled.