• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.12 no.4
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• pp.175-189
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• 2017

Science and technologies develop rapidly and in conditions where it is difficult to predict both domestically and abroad, the rapidly changing business environment demands innovation. To strengthen the businesses' competitive edge, the key challenge is not to control but rather grant autonomy, allowing it to anticipate the future and actively deal with. This will allow to train and manage talented people with competence and abilities, which all links to the concept of the Super Leadership. Currently, our society is in the change due to the Fourth Industrial Revolution wave and paradigm related with high-tech industry, hence is in desperate need for creativeness and speed management. It is a time where risk and challenges coexist and is not a standardized environment. Businesses must make efforts in managing human resources and allow them to have leaderships compatible with the current era, giving them opportunities to face challenges. The necessity for Super Leadership is emphasized especially in the industry-orientated era, where new revolutionary technologies are emerging and existing technologies are being advanced and maximized, to cultivate the potentials of the members and secure competitive superiority for the best management and creation. Therefore, in this research, the empirical analysis of the relationship between Super Leadership of small and medium enterprises and the business outcome was conducted. Research outcome states that, in order to create a sustainable business outcome, enterprises need to invest more in developing leaderships and in accordance with it, promote talent. In order to survive and sustain growth in the period of endless competition like today, it is concluded that it is imperative to establish a powerful Super Leadership that will endeavor to engage and maximize the competence of members of the organization.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.10
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• pp.147-157
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• 2016

The opening of a second new airport is urgently needed to meet the growing number of visitors to Incheon International Airport. This study focused on effectiveness of mediating effects on the dedication to organization in order to determine why manpower resources of the airport service sector should take job-changing into account and to focus on staff who provide service to customers visiting Incheon International Airport management of airport service quality by providing a better service and preventing them from leaving their job. The results show that, first, only obligation conflicts and heavy workload affect the dedication to organization in terms of task-related causes. Second, compensation and relationships with seniors also affect the dedication to organization in terms of organization-related causes. Third, if more dedication is required, more employees will leave their job. Fourth, role conflict is the only reason to leave the job related to task. Fifth, only compensation and decision making affect the cause of the dedication to organization. The employer urgently needs to make a system to develop a relationship with colleagues and seniors, make a better work environment so that employees can work for a longer period and monetary or valuable compensation should be provided as indicated above in order to keep them employed.

• Journal of vocational education research
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• v.29 no.3
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• pp.265-289
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• 2010

This study aims to identify effects of outplacement support program for discharged soldier to settle and adapt successfully in Ministry of Patriots and Veterans Affairs. The subject of this study are 323 discharged soldiers who completed the outplacement support program. A survey questionnaire is conducted to measure variables of this study. All data analysis is accomplished using the AMOS 7.0 version. The results of this study are as follows. First, learning motivation has direct effect on learning flow and program satisfaction positively. Second, organizational support has direct effect on program satisfaction, psychological stability positively and on learning flow negatively. Third, outplacement support program has direct effect on learning flow, program satisfaction, job-seeking efficacy and psychological stability positively. Fourth, learning flow has direct effect on program satisfaction positively but don't have direct effect on job-seeking efficacy and psychological stability significantly. Fifth, learning motivation, outplacement support program has direct effect on job-seeking efficacy and psychological stability with partial mediation effect of program satisfaction while without mediation effect of learning flow. Based on the results of the study, the following recommendations have been made. First, it is necessary to design the outplacement support program with contents in relation to discharged soldiers' successful settlement because discharged soldiers who completed the outplacement support program showed higher job-seeking efficacy and psychological stability. Second, it is needed to conduct a longitudinal study considering other variables such as employment, establishment success etc.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.4
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• pp.214-223
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• 2019

This study is a meta-analysis based on results of empirical studies related to work-life balance(WLB), and the relationships between WLB and other variables. In order to achieve this objective, articles published in domestic journals prior to December 2018 were collected. Data was collected using an online database provided by the Korea Educational and Scientific Information Service, and a total of 27 studies and 126 sub data were coded. Data was analyzed using CMA (comprehensive meta-analysis) 3.0 program. Results of this study are as follows. First, the overall mean effect size of WLB was 0.365, indicating a small effect size. Second, the effect sizes of dependent variables influenced by WLB included immersion, innovation, and performance in order. Third, the effect size of organizational focus variables was more than twice as big as that of individual focus variables. Fourth, the negative theoretical background dependent variables of WLB, such as sacrifice, job stress, and turnover showed -0.254 effect size, and the positive theoretical background dependent variables, such as job satisfaction and emotional commitment have mid-size effect (0.576). Fifth, the effect size of independent variables were in the order of work-development balance, work-home balance, and work-leisure balance.

• 재활복지
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• v.22 no.3
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• pp.93-114
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• 2018

The purpose of this study is to investigate the effect of manager's leadership perceived by the person in charge of cultural arts education of the welfare centers for people with disabilities on the job attitude and performance of the work. For the study, the questionnaire response data of 188 persons responsible for arts and culture education of the welfare centers for people with disabilities were analyzed. The main results of the study are as follows. As a result of analyzing the effect of manager 's leadership on the job attitude, it was found that conditional reward, which is a sub - factor of transformational leadership, intellectual stimulation and transactional leadership, And the exceptional management, which is a subordinate factor of intellectual stimulation and transactional leadership, has a positive effect on organizational commitment. Second, the analysis of the influence of the manager 's leadership perceived by the person in charge of cultural arts education of the welfare centers for people with disabilities on the operational performance showed that the intellectual stimulation, which is a sub - factor of transformational leadership, had a positive effect on the service quality. Therefore, managers should propose specific standards on objectives which organizations should accomplish in order to enhance job attitude and operational performance shown by workers in charge of edudation on cultural art at welfare center for the people with disabilities. If these objectives are accomplished, they need to be encouraged by suggesting financial rewards. In addtion, leadership that spurs constant efforts for addressing problems should be demonstrated.

• Journal of International Area Studies (JIAS)
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• v.19 no.1
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• pp.157-204
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• 2015

This paper explores firm-specific internal and external determinants of the sustainability of "the social innovative enterprise(SIE)" by conducting a case research on Fragrant People Co. In doing so, some business and policy implications have been produced concerning the components and determinants of the sustainability of the SIE. First, entrepreneurship is a necessary factor for the survival and growth of the SIE. A social entrepreneur does manage effectively social and economic opportunities for making economic and social values interact dynamically beyond their trade-off relationship and creating new market chances. Second, the SIE also needs competitive advantages as commercial enterprises do. Valuable resources to be used for taking opportunities and avoiding threats, rare resources not to be possessed by other firms, and resources not to be easily imitated by competitors are extremely necessary for achieving objectives of the SIE. In addition, a firm must be well organized for those valuable, rare, and not easily imitated resources. Economic performance achieved by the SIE gives a birth to its financial independence, contributing to the realization of symmetric social performance. Third, the SIEs will be allowed to seek symmetrically economic and social performance only when they use sufficiently competitive advantage resources with entrepreneurship, which is composed of innovativeness, proactiveness, agility and risk-taking attitudes. In doing so, financial assistance from central or local governments may not ensure the sustainability of the SIEs. In addition, vision & value sharing(person-organization fit) can ensure the sustainability of the SIEs only when it is connected with the organizational commitment.

• Journal of Food Hygiene and Safety
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• v.34 no.4
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• pp.380-387
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• 2019

Of great importance in food safety culture are the values of an organization regarding food safety that combine the human and material requirements needed to produce safe and hygienic foods. In recent years, efforts have been made to improve the level of implementation of food safety management systems by improving certain cultural elements of food safety. This study investigated the current state of food safety culture in the HMR manufacturing sector. An anonymous survey of 46 HMR manufacturers of various sizes was conducted to evaluate the implementation status of HACCP prerequisite program and food safety culture. The perceived importance of food safety culture factors and their performance were also surveyed. Employees of HMR manufacturers who participated in this survey recognized that the participation of employees and leadership was the most important factor in ensuring food safety. Smaller enterprises are less aware of the importance of such organizational culture. The survey shows that food safety culture indicators in large companies are generally higher than those of small and medium enterprises. Especially, the manager's level of commitment to food safety, resources input, and education and training was significantly higher than that found at small companies (p=0.005). Among the food safety culture evaluation factors, it was found that education and training had significant influence on HACCP prerequisite program performance. Continued employee education and training on food safety and hygiene are important for HMR manufacturers to achieve HACCP certification standards.

• Korean Journal of Construction Engineering and Management
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• v.22 no.2
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• pp.31-41
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• 2021

The purpose of this study is to analyze the properties of previous studies related to vocations in the construction field. The results of the analysis are as follows. First, The paper has not been published at the beginning of the establishment of the academic foundation for vocational studies, but there was a marked increase over the next 15 years. Second, research related to vocations in the construction field has been more active in engineering than in social science. Third, the primary data method was used much more than the secondary data method, and the quantitative research method through a questionnaire was the most common research method. Fourth, human objects showed the highest frequency as 78.9%, and among them, technicians was the most. Fifth, as the research topic, psychological and behavioral aspects such as job satisfaction, job stress, turnover intention, and organizational commitment were dealt with most, and structural and environmental aspects such as national job competency standards, job analysis, construction accidents, and career development. It was also found that the topic of the research was actively being dealt with.

• Journal of Convergence for Information Technology
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• v.12 no.4
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• pp.316-327
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• 2022

This study empirically analyzed the effects of beauty service training on customer orientation and job performance of beauty industry workers. First, as a result of the study, there were differences in service training, customer orientation, and job performance according to general characteristics, and service training showed significant differences in age, highest level of education, work experience, and number of employees, job performance in age, work experience, and number of employees, and job performance in age, academic background, work experience, and number of employees. Secondly, it was identified that service training makes a significant effect on customer orientation, the factor that makes the greatest effect on customer orientation among sub-factors of service training is educational content, and it can be seen that customer orientation increases when educational content, educational instructor, and educational environment are higher. Thirdly, it was identified that service training and customer orientation make a significant effect on job performance. hese research results show that the better the educational environment, instructor, and educational content of beauty industry workers, the higher the customer-oriented service, leading to the creation of loyal customers and can improve job performance as well.

• Journal of Family Resource Management and Policy Review
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• v.26 no.2
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• pp.37-51
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• 2022

This study examines the relationship between flexible work and workers' work-life balance using data from the 23rd Korean Labor and Income Panel Study, with a focus on the impact of working from home (WFH) during the COVID-19 pandemic. As a result of the analysis, WFH was found to have a positive effect on the happiness of workers, satisfaction with family relationships, job satisfaction, organizational commitment, and job satisfaction related to job security for women. In addition, we looked at the changes in time use of WFH workers and non-WFH workers before and after COVID-19, with a particular focus on aspects such as time spent sleeping and on self-development, childcare, housework, exercise, and social gatherings. Compared to non-WFH workers, WFH workers increased the time spent on housework and childcare after COVID-19, with this trend more pronounced among women. The results of this study suggest that the effect of utilizing WFH may be halved for workers who have to take care of children and work at the same time, and that this effect may be greater for women. Therefore, it is necessary to strengthen social support measures so that WFH workers who face a work-life conflict due to childcare can maintain work productivity and realize a work-life balance, and to ensure that the flexible work arrangement should not be a medium that reinforces traditional gender roles. Active policy efforts will be required to make sure this happens.