• 한국경영정보학회:학술대회논문집
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• 2007.06a
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• pp.198-204
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• 2007

본 연구는 핵심역량 지향성을 중심으로 고찰한 IT 아웃소싱 성공요인 및 결과에 관한 것으로, 아웃소싱 프로세스 관리역량과 기업의 핵심역량 지향성이 IT 아웃소싱된 업무 복잡도와 아웃소싱 성과에 영향을 미치는 지, 그리고 아웃소싱 프로세스 관리역량이 기업의 핵심역량 지향성과 아웃소싱 성과의 관계를 매개하는 효과가 있는지에 대한 실증 연구이다. 따라서 본 연구는 독립변수로 핵심역량 지향성과 종속변수로 아웃소싱된 업무 복잡도 그리고 매개변수로 아웃소싱 프로세스 관리역량을 사용하였다. 국내 IT 아웃소싱 협회에 등록된 회사의 IT 부서를 대상으로 200 개의 데이터를 확보하였고 공분산 구조방정식 모델로 분석하였다. 연구결과, IT 아웃소싱 프로세스 관리역량은 핵심역량 지향성이 아웃소싱된 업무 복잡도와 아웃소싱 성과에 미치는 영향을 매개하는 것으로 밝혀졌다. 그리고 핵심역량 지향성은 아웃소싱의 성과에 긍정적인 영향을 미치지만 아웃소싱된 업무 복잡도엔 유의한 영향을 미치지 않는 것으로 나타났다.

• Proceedings of the Safety Management and Science Conference
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• 2004.11a
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• pp.21-37
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• 2004

공급망 경제를 통한 국가경쟁력 강화방안 및 국가를 구성하는 지방자치단체 발전모델을 검토하고 국가경영관리라는 관점에서 각 지자제 단위단체들의 발전모델과 핵심역량을 강화하는 방안을 찾고자 한다. 동북아의 황금허브로 부각되는 대한민국의 핵심역량을 강화하여 최고의 역량(best competency)을 전 국토에 확대하고자 한다. 공급과 수요에 대한 장기전망을 고려하여 공급망 경제의 국가발전을 위한 핵심경영 관리지표를 개발하고자 한다. 이를 통해 지방자치단체 및 발전적인 국가 경영관리 모델 및 방향을 통해 국가경영전략을 제시하고자 한다.

• Journal of Gifted/Talented Education
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• v.24 no.4
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• pp.509-541
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• 2014

There was a great need to consider a core competency-based approach as a new direction of the science education for gifted students according to the value and vision of the 21st century knowledge-based societies. Therefore we developed a core competency model of scientist and examined its validity as a prerequisite for a core competency-based education of science gifted students. In order to this, the survey was conducted after developing questionnaire through the theoretical review of the various resources such as paper, book, and newspaper articles and the qualitative analysis of the behavioral event interview, and then an exploratory factor analysis was performed to validate the factor structure based on the results of the survey. The results revealed that the core competency model with the 5 cluster units of competency and the 15 core competencies was potentially constituted. And the reliability, convergent validity, and discriminant validity of the core competency model were verified through the confirmatory factor analysis. The cognitive cluster consisted of 5 competencies and they were as follows: creative, comprehensive, exploratory, analytical, and conceptual thinking competency. The achievement-orientation cluster consisted of 3 competencies and they were as follows: initiative, preparation & problem solving, and strategic influence competency. The scientific attitude cluster consisted of 3 competencies and they were as follows: flexible thinking & attitude, passion for research, and views about science competency. The personal effectiveness cluster consisted of 2 competencies and they were as follows: diverse experiences and global attitude competency. Finally, the networking cluster consisted of 2 competencies and they were as follows: personal understanding and communication competency. Findings were expected to provide the basic data for developing programs and establishing strategies based on the core competency as well as introducing the core competency model of scientist to science education for gifted students effectively.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2018.05a
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• pp.289-289
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• 2018

해상교통관제사의 역량기반 교육훈련의 실시를 위해 개인의 역량을 파악하고 조직이 요구하는 수준에 대하여 개인에게 필요한 맞춤형 교육을 실시하는 것은 해상교통안전을 증진시키고 조직 내 전략적 인적자원관리를 위해 중요하다. 본 연구에서는 신임 해상교통관제사의 역량기반 교육훈련 과정 개발을 위한 기초연구로서 국가직무능력표준(NCS, National Conpetency Standards)과 IALA 권고서 V-103/1에서 제시된 해상교통관제사의 직무역량을 통합하여 하나의 역량모델로 구성하고자 하였다.

• Korean Journal of Culture and Arts Education Studies
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• v.6 no.3
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• pp.21-37
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• 2011

The purpose of this study was to discuss the cultural competency model which can be applied for all the fields in one's life and to develop the cultural competency of media part for school education, lifelong education, and corporate education. To achieve this purpose, the cultural competency model of media part was developed through literature review, panel workshop with high-performers of media part, and experts verification. In the result of this study, core performance of media part was identified. They were improvement of work efficiency, possibility of creative design, change of media context, increase of understanding and participation to social culture, improvement of relationship skill, increase of chance of self-examination, and self-satisfaction. It was 62 that The cultural competencies which were needed to achieve these core performance, then, finally the definition and standard of behaviors of each competencies were drawn and the cultural competency model was proposed.

• Journal of Digital Convergence
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• v.9 no.5
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• pp.215-224
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• 2011

The purpose of this study is to identify a core competencies of the smart worker which most needed in the Smart Work 2.0 environment and to define the competence model of smart worker that can be most applied to. Smart worker for the core competence model as a originality & innovation competence and social skills, digital capability and the capacity of each organic connection to each other is very necessary. Such a smart worker competencies needed to strengthen the three related to the smart foundation for a smart network that will help encourage a very important role is considered.

• Journal of Korea Entertainment Industry Association
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• v.13 no.8
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• pp.77-91
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• 2019

As of 2019, a report by the Ministry of Culture, Sports and Tourism showed that 884 diverse regional festivals are being held in the country. While there are successful festivals with large audience numbers and local economic effects, there are many festivals that only waste local budgets. Against this backdrop, the question of this study is "What are the key competences of a successful dance festival utilizing the VRIO model?" The development process and success factors of the success dance festival at home and abroad were analyzed in order to explore the key competences and specialization measures of the festival that our dance festival can take off as a successful dance festival. The purpose of the study is to examine what is the source of competitiveness of the regional festival through VRIO model, which can identify the key competencies of the festival to grow into a successful dance festival, and to derive the key competencies of the festival through the interview of the expert group(Focus Group Interview) to apply the development measures of our country's dance festival. According to the analysis, festival experts view the success factors of local festivals from various perspectives based on their empirical knowledge. The key competencies priority was 1. Theme, 2. the festival organization and professional personnel management, 3. The results came in the order of residents' participation. And the successful domestic and foreign dance festivals had their own core competencies. Growing up as a successful festival through festival management, which is worth no other festival, difficult to emulate, rare and difficult to replace, is seen as the biggest key to leading the regional festival to the world festival.

• Journal of radiological science and technology
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• v.40 no.3
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• pp.469-484
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• 2017

Radiological Technologists deals with the life of a person which means professional competency is essential for the job. Nevertheless, there have been no studies in Korea that identified the job competence of radiologists. In order to define the core job competencies of Korean radiologists and to present the factor models, 147 questionnaires on job competency of radiology were analyzed using 'PASW Statistics Version 18.0' and 'AMOS Version 18.0'. The valid model consisted of five core job competencies ('Patient management', 'Health and safety', 'Operation of equipment', 'Procedures and management') and 17 sub - competencies. As a result of the factor analysis, the RMSEA value was 0.1 and the CFI, and TLI values were close to 0.9 in the measurement model of the five core job competencies. The validity analysis showed that the mean variance extraction was 0.5 or more and the conceptual reliability value was 0.7 or more, And there was a high correlation between subordinate competencies included in each subordinate competencies. The results of this study are expected to provide specific information necessary for the training and management of human resources centered on competence by clearly showing the job competence required for radiologists in Korea's health environment.

• Journal of Korea Entertainment Industry Association
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• v.13 no.3
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• pp.333-342
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• 2019

The purpose of this study is to compare and analyze the cases of the multiplex cinema industry of CJ CGV, Lotte Cinema and Megabox to study what CJ CGV's innovative core competence is from a management strategy perspective. Through this, the core competence strategies, Value, Rareness, Inimitability, and Organization(VRIO) were analyzed in order to derive from the major success factors based on the expansion process of Cultureplex. According to the analysis results, CJ CGV's differentiated value roots from Cultureplex, which CJ CGV priorities in creating movie theaters a cultural entertainment hub. The ability of CJ CGV in transforming the cinema into a cultural and living playground through technological innovation is it's cutting edge from its competitors under the rareness factor. A CJ CGV attains its inimitability by establishing social brand power as an inclusive social contribution. An organization of CJ CGV is a globalization worldwide. CJ CGV is to increase the brand value of cultural experience movie theaters and enhance customer satisfaction by expanding the use of existing movie theaters and pioneering with innovative development to theaters. As more to be sought out from this thesis, CJ CGV has steadily increased its competitive edge, raising its core competence of business value.

• Journal of Service Research and Studies
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• v.7 no.2
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• pp.53-66
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• 2017

This study was conducted to develop core competence model for bancassurance personnel. Prior studies have conducted both FGI and specialist workshops to explore and define the necessary competencies for bancassurance personnel. As a result, 17 such competencies have been identified. A survey involving 105 bancassurance personnel from affiliated banks was conducted to compare perceived importance with retention levels of the aforementioned required competencies. SPSS 20.0, T-test, Borich analysis, and The Locus for Focus model were utilized to confirm education priority and for statistical analysis. The bancassurance personnel competencies that were rated as high in importance and retention were as follows: relationship building, interpersonal understanding, proactive execution of duties, and introspective self-confidence. In chronological order, the educational priorities for the required competencies were found to be as follows: professionalism, proposal capability, achievement orientation, and relationship building.