• Journal of Distribution Science
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• v.13 no.6
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• pp.105-118
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• 2015

Purpose - Currently, strengthening small and medium-sized enterprises (SME) in terms of competitiveness is a key economic issue. However, the problem is that many SMEs lack the internal competence required to cope with a rapidly changing market structure. Such problems can act as an obstacle to economic development, yet most SMEs in Korea are dealing with this problem today. A company's source of competitive advantage is changing from quantity to quality, facility to knowledge, and hardwork to creativity. Under such circumstances, a company should place learning and sharing of knowledge and continuously creating new knowledge as its priority. This study aims to identify the effect of a chief executive officer's (CEO) compassion and forgiveness - positive factors in organizational emotion - on learning organization activities and organizational performance, through a theoretical comparison. Research design, data, and methodology - For this study, SMEs based in Daejeon and Chungcheong area were selected. To secure credibility of the data, the subjects were selected among those who have been working at the business for six months or longer. The survey was conducted for 30 days from March 5, 2015 to April 5, 2015. Both offline and online surveys were conducted. Fifty companies were chosen and 700 questionnaires were distributed, with 506 used for analysis. Fifty subject companies (25 from Daejeon, 10 from Chungnam, 10 from Chungbuk, and five from Sejong) were selected and the objective, target, and survey content were explained to a manager at each company either face-to-face or on the phone. Of the total of 700 questionnaires distributed via mail or e-mail, 78.6% or 550 copies were returned. Excluding 44 insufficient questionnaires, the remainder, 506 questionnaires, were used for analysis. Results - This study analyzed how the CEO's compassion and forgiveness affects learning organization activities and organizational performance. First, compassion of the CEO at the SMEs directly affected the learning organization activities and indirectly affected the organizational performance. Second, forgiveness of the CEO at the SMEs did not affect the learning organization activities and organizational performance directly or indirectly. Conclusions - The study conclusions are as follows. First, CEO compassionate behavior at the SMEs was a significant variable that directly and indirectly affected learning organization activities and organizational performance. Therefore, the CEO of an SME can create a positive organizational atmosphere through compassionate behaviors in the organization. Second, the forgiving behavior of the CEO did not have direct or indirect effects on learning organization activities and organizational performance. However, the reason for a CEO to continue his or her forgiving behavior is because it strengthens employee resilience, commitment, and self-efficacy to protect the organization from negative influences such as layoffs, risks, and wrongdoings. The action of forgiveness does not have direct or indirect effects. However, the CEO shall continue such behavior to strengthen members' physiological resilience, commitment, and self - effectiveness, and to protect the organization from risks including layoff and external negative factors.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.2 no.1
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• pp.109-131
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• 2007

The purpose of this study were to a) clarify the current practice of internal marketing by contracted food service management companies, b) analyze the effectiveness of current internal marketing practices. The survey was conducted between October 12 and November 2, 2002 with the 10 contracted food service management companies; 6 large, and 4 small & medium sized companies. No significant difference was existed with the categories of internal marketing. However significant differences were existed with the service education, sanitary education, periodic interviews, rewards for best employees, incentive payments, paid -leave allowances, job function allowances, and position classes including unit manager, dietician and cook of MBO. The actual administration of internal marketing strategies showed that, the significant differences were existed with education, paid-leave, and employee welfare systems among position classes. Also the significant differences were existed with all categories of internal marketing between large and small & medium sized companies. In general, small & medium sized companies score of the internal marketing performance was lower than that of large sized companies. Therefore, the segmented internal marketing strategies depending on the analysis not only demand for employees but also the size of company, were required to be an effectively and efficiently managed contracted food management companies.

• Journal of Nutrition and Health
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• v.38 no.10
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• pp.880-894
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• 2005

The purposes of this study were to a) measure the IC identified of CFMC (contract foodservice management company) ,b) examine IC circumstance of CFMC, c) evaluate practically IC measurement tool of CFMC, and d) present information for selecting an adequate CFMC to clients. The questionnaires of IC measurement were handed out to 108 CFMCs, there composing of main office employees, foodservice managers, customers, and clients of 207 school,38 hospital, and 86 husiness/industry foodservices. The statistical data analysis was completed using SPSS Win (ver 12.0) for descriptive analysis, t-test, Mann-Whitney U test. First, CFMCs had operational experience for an average of 8 years and 8 months, and served an average of 38,540 meals a day. Most of the respondent companies specialized in the school foodservice field and managed an average of 66 clients for the contract period of 2 years and 3 months. Second, the respondent companies had gotten a score of 77.78 points for the total average, 77.7 points in the large enterprise group and 78.1 points in the small and medium-sized enterprise group. Therefore, the minimum number of points for the accrediting license on Qualification is suggested to be over 70 out of a 100 point scale; this study would be serve as reference for the certification license on qualification. On the level of evaluation category, the scores were 14.15 to 20 points on $\ulcorner$finance$\urcorner$, 19.24 to 25 points on $\ulcorner$customer$\urcorner$, 19.33 to 25 points on $\ulcorner$process$\urcorner$, 14.31 to 20 points on $\ulcorner$human resource$\urcorner$, and 8.6 to 10 point on $\ulcorner$renewal and development$\urcorner$ . $\ulcorner$Renewal and development$\urcorner$ and $\ulcorner$customer focus$\urcorner$ received better grades than other evaluation categories. Third, $\ulcorner$Finance$\urcorner$ indicated similar distribution overall. Small and medium-sized companies had lower grades than large companies on 'market ability' of $\ulcorner$customer$\urcorner$ , but, clients of small and medium-sized companies had higher grade for 'client satisfaction' than large companies. Most of the companies supported 'infrastructure support for foodservice operation' of $\ulcorner$process$\urcorner$ by the main office of CFMCs, but, the branch chain offices of CFMCs were not applied efficiently. Large companies made more effort to improve the 'employee ability' of $\ulcorner$human focus$\urcorner$ than small and medium-sized CFMC. The 'research and development cost' of $\ulcorner$renewal and development$\urcorner$ was increased compared to the previous year. In conclusion, if CFMCs were to perform self-evaluation and a routine checkups by utilizing CFMC's IC measuring tool, improvements in CFMC operational capacities as well as foodservice quality can be noted. (Korean J Nutrition 38(10)'880$\sim$894,2005)

• Journal of Distribution Science
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• v.14 no.2
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• pp.65-72
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• 2016

Purpose - Recently on-the-job training (OJT) has become the most preferred training and development method with the emergence of the concept that workplace is the best place where learning take place. But many researchers argue that OJT is not helpful for the performance of organization because OJT is not systematic and mostly depend on quality of trainer. Since Jacobs & McGriffin introduced S-OJT (structured OJT), there has been plenty of researches. But most of the researches have focused mainly on employee's attitude and organizational performance caused by S-OJT and neglected a holistic approach of S-OJT as a system. S-OJT need to be analyzed comprehensively to understand training performance because S-OJT is operated as a system consist of input, process, and organizational context. Although S-OJT may create unintended consequences, there were few researches to explore them. Thus, the purpose of this study is to identify the critical success factors for S-OJT and to find unintended consequences of it. Research design, data and methodology - We conducted a case study on M business unit of A company which developed and has been implementing S-OJT program for years. We designed and prepared the process, collected and analyzed data for the study. We set the theoretical framework to analyze the case after reviewing theories and previous studies on S-OJT. We collected and analyzed internal reports and interview results of the employees of the M business unit. We tried to collect as many information as possible to secure the validity of the research results. Results - The critical success factors identified in the study are as follow. First, it is important to select and train proper trainers for S-OJT. Second, it is needed to develop structured training module. Third, organization have to use effective communication system like on-line community. Forth, trainer should have proper skills for training such as facilitating skill, coaching skill, and delivering skill etc. Fifth, proper learning place is needed. Sixth, organizational support is important especially, immediate supervisor support and concern is critical. Eleventh, it is needed to consider situational contexts. Among them, overload to the trainer will affect the effectiveness of S-OJT. In this study, we found an additional unintended consequence. "To teach is the best way to learn." Experience as a trainer give employee an opportunity to organize one's knowledge and skill and to attain facilitation skill, coaching skill, and relation skill. Thus, organization may use S-OJT to train the potential talent. Conclusions - Many organizations introduced S-OJT to train the newcomers because S-OJT drew attention as an important tool to develop employees. Following this trend, there has been increasing number of researches to find the results of S-OJT and identify the determinants of S-OJT success. However, most of the researches concentrated on finding effects of some factors neglecting holistic approach. This study tried to identify critical success factors affecting effectiveness of S-OJT by using case study and find additional unintended consequence. The results of the study will be useful for organizations which have a plan to adopt S-OJT.

• Journal of Korea Society of Industrial Information Systems
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• v.19 no.3
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• pp.103-114
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• 2014

The purpose of this study is to find out the relationship between high involvement Human Resource Management and organizational effectiveness in small company. High involvement Human Resource Management practices include training, incentive, performance appraisal, participation, proposal, communication, job description. This research approached organizational effectiveness using internal process and goal. Internal process approach measured internal organizational health using aggregate organizational commitment, turnover intention, job search. Goal approach measured organizational growth using sales growth rate per employee and net income growth rate per employee. Using the collected data from 267 employees at 27 small-sized firms located in South region in Korea, this research tested and confirmed the construct validity regression analysis at the organizational level. This research came to the conclusions to as follows: First, high-involvement HRM had the positive effect on the organizational commitment. Second, high-involvement HRM had the negative effect on the turnover intention. The findings suggest that high-involvement HRM is a valuable construct to understand internal process approach of organizational effectiveness in small firms.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.3
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• pp.1832-1843
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• 2015

Recently, since the "Capital Market Consolidation Act" has been effective in 2009, the competition among the securities companies in Korean security market has been fierce. Thus, securities business lately are needed by the market environmental requirements rapidly changed for various strategies. The purpose of this study was to identify the effect of corporate attribute, employee attribute, financial product attribute securities on customer satisfaction, trust with the firm, and usage intention. As the subjects I selected the customer of securities in Seoul in 2014 and conducted survey with questionnaires. Among total 400, I chose 378 as the valid sample by convenience sampling. For the data process, I used SPSS 20.0 I verified the perspective hypotheses after testing reliability and validity of fit by the data process. The results are as following. First, it was shown that the sub-factors of corporate attribute, employee attribute, financial product attribute in securities as ethics, innovation, size, kind, professionalism, ethics, profitability and diversity had significant effect on usage intention. Second, the study confirms that reliability and satisfaction influences customer loyalty as moderate variable. The industrial and academic significance of this study is that it may serve as a useful base date to understand customer behavior and draw new strategies in a financial management environment.

• Journal of Distribution Science
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• v.13 no.3
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• pp.93-100
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• 2015

Purpose - Since the early 1990s, it has been observed that the number and substance of studies on female leadership have been increasing. One of the reasons for this development may be concerned with the increasing number of female labor market participants as well as the greater opportunities for them to take higher positions in various organizations. In addition to this, the transition from mechanistic organizational structures that emphasize authority, control, and efficiency toward organic ones that focus on environmental adaptability, equality, and trust has also encouraged research on female leadership. The research tendency is based on the assumption that male and female leaders tend to exhibit different leadership styles according to their gender differences. Recent research has cast doubt on this assumption, by showing that the sociological gender roles of men and women are independent such that some female leaders show authoritative and control-oriented leadership, which were once considered to be male leadership styles. Research design, data, and methodology - This research attempts to carry out an empirical study on the gender-related leadership styles of female leaders and to examine their effect on group performance in the K business organization. This study also focuses on leader attributes such as trust, and it aims to discover whether these attributes should be regarded as independent or as moderating variables between leadership styles and performance. For these purposes, this study generated four hypotheses based on a review of the literature and it tested them using a survey. Female workers in the sales departments of the K Company, all of whom are women, were asked to provide answers to the presented questionnaires. This study hypothesizes that the type of gender roles played by women leaders will affect the job satisfaction and organizational commitment among the members of the sales group, and that the level of trust that is garnered by women leaders will also affect the types of gender roles that they play as well as employee job satisfaction and organizational commitment. Results - The results of this study show that both androgynous and masculine leadership styles are superior to the feminine leadership style in terms of employee job satisfaction and organizational commitment. However, contrary to our expectations, this study fails to show the superiority of the androgynous leadership style over the masculine leadership style. Moreover, there are no significant differences between these two leadership styles with regard to group performance. Conclusions - This study shows that it is important that different attributes of leaders, such as how trusted they are, be treated as moderating variables between leadership and performance rather than as independent variables. Finally, as this is the first attempt to view the role of the gender in a new perspective, the managerial implications of this study for leadership research, as well as its limitations, are presented. Suggestions for future related research are also proposed.

• Information Systems Review
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• v.18 no.2
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• pp.127-149
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• 2016

Based on a comprehensive literature review on Theory of Planned Behavior and Social Cognitive Theory, this study proposes and empirically examines a structural model consisting of factors affecting voluntary information security compliance behavior. To test the proposed research model, the study analyzes survey results from employees of a major Korean energy company, which employs an enterprise compliance support system. Results indicate three factors: compliance behavioral belief and compliance knowledge affect compliance behavior; compliance knowledge works as a mediator in the relationship between compliance behavioral belief and compliance behavior; and the more relevant the compliance is to an employee's job, the more the employee prioritizes compliance knowledge. This study suggests methods for encouraging employees to embrace voluntary, positive information security compliance standards. By doing so, this article aims to promote a more effective corporate compliance system for information security and enhance sustainable management practices.

• Journal of Korea Society of Industrial Information Systems
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• v.23 no.5
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• pp.77-87
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• 2018

The Purpose of This study is amid competition, High-quality human resources in food service industry make a lot of efforts. Especially, Work and Life Balance(WLB) is a considerable factor when modern workers decide and maintain the workplace and also it could be supposed as one strategic method that corporations could attract and maintain talented people. This study built a exploratory model that there is causal relationship of WLB(work and life balance) to employee's organizational commitment. Additionally this study examine the Moderating Effect of perceived value of work between WLB(work and life balance) and organizational commitment. This study utilized total 217 responses from workers of food service industrial employees and as analysis methods, it used descriptive statistic analysis, correlation analysis, multiple regression analysis, and hierarchical analysis. Results of analysis are as follows. First this study found that the work-life balance could give significant effects to the organizational commitment. work-growth balance and work-leisure balance has positive significance effect with the organizational commitment but work-family balance was not statistically significant. Second, The significance of this study indicates that perceived value of work plays a role as moderating variable influencing the relationship between work and growth balance and employee organizational commitment. Lastly, this study suggested the implication of the result, the limitation and the direction of future study. The results of this study provide suggestion to the company.

• Research in Community and Public Health Nursing
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• v.6 no.2
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• pp.299-318
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• 1995

This study was conducted in order to grasp the condition of the Worker's knowledge and attitude about health management. And to offer the basic materials for the health promotion in industrial field. The objects were comprised 336 of volunteered who work in E.shoemaking factory. The material of this study was the questionair (chronbach a=.8871) suited to the purposed of this research which has been made through studying references. All the guestionaire were collected inmediately without explanation. The data collected from 18th September to 1st Octover. Analysis of the data was done utilizing SAS program for percentage, mean, ANDVA. The result are as follows: 1. General features of the objects of study. Male was highest (58.6%), mean age was 30.07 years, graduated high school was highest(59.2%), producer in present place of employment was highest (76.2%), mean career was 7.45 years. 2. The conditions of attitude about health man agement. Correct answer of health examination was 77.8%. Having experience of health examination was 69.5%, among them have regularity was 70.9%. Think it too much trouble to do not health examination was 69.7%. Have got to do health examination was 95.6%. The reason of set up health clinic was emergency care 58.9%, health education 22.1%. Using health clinic was 70.4%, by monthly was 53.0%. The reason of think it too much trouble to use not health clinic was 65.2% The need of health clinic was 96.4% 3. The conditions of knowledge about health management. When 5 points was given to 'very affirming' and 1 point was given to 'very deny', the total average was 3.67, the range was 2.96-4.54. Exactly, company must given to employee put in operative health examination was highest, worked 34 hours per week on harmful worked place was lowest. And knowing about kind of harmful work was 2.86, dangerous work was 2.90. 4. Correlation between the general features and attitude variables. Female group may have more knowledge on reason of health examination. Over 50 years aged group, middle school graduated group, white colored group, less then 1 year career group may have more knowledge on health examination. White colored group may have more attitude on health examination$(\chi^2=5.210,\;P<.07)$. High careered group may have more using on health clinic $(\chi^2=12.08,\;P<.007)$. 5. Difference between the general features and knowledge of health management. High educated group were highest score in knowledge (F=5.214, P<.002). White colored group were highest score in knowledge (F=23.019, P<.000). 6. Difference between the attitude and knowledge of health management. Needing of health examination group were highest score in knowledge. (t=2.54, P<.011). Using of health clinic group were highest score in knowledge(t=190, P<.048). Needing of health clinic group were highest score in knowledge(t=5.13, P<.000).