• 디지털융복합연구
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• 제19권11호
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• pp.235-246
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• 2021

본 연구에서는 중소기업을 대상으로 이들 중소기업의 개방형 혁신 역량과 이러한 혁신을 주체적으로 이끌 내부조직 역량이 기업성과에 미치는 영향을 분석하였다. 이를 위해 중소기업 종사자 250명을 대상으로 실증적인 분석을 하였다. 실증 연구 결과는 다음과 같다. 개방형 혁신역량의 하위 요소 중 흡수능력, 관계능력, 조직역량의 하위요소 중 CEO의 혁신성, 종업원의 혁신성, 의사결정 개방성 모두 중소기업의 비재무적 성과에 정(+)의 유의한 영향을 미쳤다. 반면 증분능력은 비재무적 성과에 유의한 영향을 미치지 않는 것으로 분석되었다. 한편, 흡수능력, 관계능력, CEO의 혁신성, 의사결정 개방성 모두 중소기업의 재무적 성과에 정(+)의 유의한 영향을 미쳤다. 반면 증분능력과 종업원 혁신성은 재무적 성과에 유의한 영향을 미치지 않는 것으로 분석되었다. 의사결정 개방성과 흡수능력이 기업의 재무적 성과 및 비재무적 성과에 공통적으로 중요한 영향을 미치는 요인으로 분석되었다. 이러한 연구 결과를 바탕으로 학술적 및 실무적인 시사점을 제시하였다.

• 보건행정학회지
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• 제10권1호
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• pp.95-110
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• 2000

The purpose of this study is to evaluate work values of hospital employees. Their work values was compared with that of other corporate's employees or among that of specialties in hospital. It was surveyed to 893 persons; 164 in hospital and 709 in others. The work values of hospital employees are similar to that of other corporate's employees. But they have first priority to working environment, and emphasize monetary incentive much more than hierarchical development. There are some gap in work value between age groups in hospital, different from other corporate. That means hospital manager need to development the more developed work value in hospital. The work values are different in monetary incentive, hierarchical development, safety, working environment, creativity among specialties in hospital. The more special employees emphasize much more to monetary incentive, hierarchical development, working environment and the less special employees have priority to safety work value. Specially, because the hospital managers want to have safety than creativity, it must to make some changing program of work value for advance of future hospital.

• Asia Pacific Journal of Business Review
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• 제3권2호
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• pp.1-25
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• 2019

This study aims to examine the relationship between certain dimensions of Corporate Social Responsibility (CSR) with market performance, measured by Tobin's Q, on companies within various industries in Indonesia. This study disaggregates CSR into 7 dimensions: environment, energy, occupational safety and health, employee, product, community, and general. Samples consisted of 385 companies listed on the Indonesia Stock Exchange (IDX) during 2007-2014. OLS analysis shows that CSR contributes greatly to the formation of market performance of consumer goods, agriculture, and miscellaneous industries. The dimensions of CSR contribute differently to the formation of Q ratios in different industries. We also found that there are differences in the speed of effect of several dimensions of CSR on the formation of market performance; some CSR dimensions give immediate effect while others are lagged.

• 아태비즈니스연구
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• 제14권3호
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• pp.17-24
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• 2023

Purpose - The objective of this research is to investigate how lowering labor market frictions for female workers affects corporate social responsibility (CSR). Design/methodology/approach - We utilize the staggered adoption of state-level Paid Family Leave (PFL) acts in the U.S. These acts provide significant flexibility for female employees by mandating paid leave for a family or medical events. Our study is based on a sample of 30,027 publicly traded firms in the U.S. from 1991 to 2012. We employ a difference-in-differences research design, considering treated firms as those headquartered in states that enacted PFL laws. Findings - We find that there is a significant increase in the firms' CSR performance following the adoption of the PFL, suggesting that lowering the labor market frictions for female workers encourages firms to invest in CSR initiatives. Research implications or Originality - This study informs policy makers that PFL enables firms to reduce costly employee turnover and results in an increase in CSR performance.

• 한국경영과학회지
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• 제38권1호
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• pp.15-27
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• 2013

Because consumers tend to have negative opinion about a company that neglects social issues like poverty or pollution while it focuses on its own profit, a lot of companies have invested their resources in Corporate Social Responsibility(CSR). CSR has merits of image improving and profit gaining, on the other hand, it has also many shortcomings. First, the cost of CSR may become a heavy financial burden. Specifically, CSR tends to be implemented by a company's unilateral backup, and then this may impose a heavy burden on the company. Second, one cannot expect effects of CSR in a short-term. Because of these shortcomings, the unilateral CSR has gone into alteration of the type of CSR since 1980's. Instead of unilaterality, Cause-Related Marketing(CRM) began to be used for mutual profits among company, consumers, and society. That is, CRM has become to be spotlighted as a new type of CSR. It focuses on partnership between a company and consumers based on cause and mutual profit pursuing through this partnership. So, many contemporary companies prefer CRM activities that derive their positive corporate image, that increase their sales, and that reduce their financial cost. The IBM Matching Grants Program, which is the largest of the IBM-Employee partnership programs, is a typical CRM. This program enables employees and retirees to increase the value of their donations to educational institutions, hospitals, hospices, nursing homes, and cultural & environmental organizations with a matching gift from IBM. Hundreds of educational institutions and thousands of nonprofit organizations have benefited from the contributions by IBM. There might be various types of matching grants. For example, an employee might choose a lump-sum expense or partitioning a lump-sum into a series of small ongoing expenses for his (or her) donation, and a firm might match the employee's total contribution with a lump-sum expense or might match the employee's total contribution with a series of small ongoing expenses. However, it is not easy to find an academic research on which type of matching grant is preferred by employees. This paper shows that an employee prefers the type of matching grants that consists of a lump-sum expense for his (or her) contribution and a series of small ongoing expenses for a firm's contribution [or the type of matching grants that consists of a series of small ongoing expenses for an employee's contribution and a lump-sum expense for a firm's contribution] to the other types of matching grants.

• The Journal of Asian Finance, Economics and Business
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• 제7권10호
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• pp.171-182
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• 2020

This research focuses on the importance of corporate social responsibility in building the company's reputation. Experts have studied CSR as an antecedent of a company's reputation, but the mechanisms underlying this process are rarely explored. Therefore, to fill this research gap, we demonstrate CSR's implementation combined with organizational justice based on discrepancy and equity theory. This study involved 210 employees in a family company. The study's analysis method uses Structural Equation Model (SEM), SmartPLS, with a five-step measurement and analysis procedure. The variables in this study are CSR implementation, organizational justice, employee trust, firm reputation, organizational objectiveness, organizational commitment, job satisfaction, and job performance. The results found that some of the direct relationships stated were not significant, but all demonstrations of indirect links were substantial. Besides, optimal CSR and organizational justice provide a reliable and positive domino effect in increasing the role and consequences of employee trust and firm reputation. The findings in this study confirm that upstream-downstream job performance causality can be successfully achieved if job satisfaction has been realized, job satisfaction can be achieved if organizational commitment can also be recognized, and organizational commitment can be developed. Reflection and influence, rather than organizational attractiveness becomes essential.

• 한국안전학회지
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• 제26권6호
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• pp.79-84
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• 2011

There have been so many studies related to job stress or musculoskeletal disorders(MSDs) in the shipbuilding industry. However, study of employee performance evaluation that reflect on the industrial features of the deckhouse manufacturing industry has not been established. Therefore, this study aimed to evaluate workers' job stress and work ability through statistical significance tests according to age, work types, years of service, work forms and sex. For this, the study conducted a job stress test using the Korean Occupational Stress Questionnaire Short Form, and employee performance evaluations using the Work Ability Index(WAI) of the Finnish Institute of Occupational Health (FIOH) on 536 workers in the deckhouse manufacturing industry. MINITAB statistics program was used for statistics analysis and significance was verified with the Kruskal-Wallis test, a corporate body of nonparametric statistical analysis. As a result, employee performance had significant differences, depending on age, work types, years of service and sex, and job stress also depended on the number of service year and work form. Additionally, it was found that employee performance decreased more as job stress increased.

• 유통과학연구
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• 제21권5호
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• pp.83-91
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• 2023

Purpose: Increasing their motivation and job satisfaction, employees in the distribution channel may be better able to interact with consumers and provide a more satisfying experience. Thus, increasing employee engagement in the supply chain necessitates a complex strategy considering the distinctive features of wholesale and retail markets. This study investigates how to boost employees' motivation in the supply chain based on the difference between wholesale and retail market. Research design, data, and methodology: The prior study analysis is a useful tool to take a look at relevant previous works via a significant screening and selecting strategy. The Key words based on the topic of the research have used, such as 'Employee Motivation', 'Supply Chain', 'Wholesale' and 'Retail' worker. Results: The findings of this research strongly indicates that motivating employees is essential for the efficient operation of supply chain activities as they continue to expand and become more complicated. The supply chain's two main segments are the wholesale and retail markets, each with distinct characteristics. Conclusions: This research focused exclusively on the factors that motivate supply chain workers, ignoring job satisfaction, corporate culture, and managerial style, which may affect employee motivation. These factors also have the potential to impact employee motivation and should be considered in subsequent research.

• 지식경영연구
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• 제25권2호
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• pp.19-47
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• 2024

기업의 데이터 분석 및 활용 역량은 전사 차원의 지식경영과 의사결정에 중요한 역할을 한다. 이 연구는 대형 언어 모델이 기업데이터 분석에서 어떻게 활용될 수 있는지 알아보고자 수행되었다. 구체적으로 인적자원 분야에 초점을 맞추어, 대형 언어 모델의 데이터 분석 역량을 검증해 보았다. 이를 위해 인사분야에서 많은 연구가 이루어져온 공개데이터셋 IBM HR 데이터를 소재로, 선행연구들에서 이루어진 머신러닝 기반 이직자 예측 분석을 ChatGPT를 통해 재현하고 그 예측성능을 비교해보았다. 고급 프로그래밍 역량이 필요했던 과거 연구방식과 달리, 분석가의 자연어 요청으로 진행한 ChatGPT 기반 머신러닝 데이터 분석은 훨씬 쉽고 빠르다는 장점이 있었고, 예측 정확도 역시 선행연구와 비교해 경쟁력 있는 수준을 기록했다. 이는 그동안 고급 프로그래밍 역량이 요구되던 기업데이터 분석 분야에서, ChatGPT를 비롯한 대형 언어 모델들이 효과적이고 실질적인 대안이 될 수 있다는 가능성을 시사한다. 또한 이를 통해 데이터 분석의 대중화 나아가 데이터 기반 의사결정(DDDM: Data-Driven Decision Making)의 확산에도 기여할 수 있을 것으로 기대된다. 데이터분석 과정에서 사용한 프롬프트와 ChatGPT가 생성한 프로그래밍 코드도 부록에 수록하여 검증 가능하게 함으로써, 향후 대형 언어 모델을 활용한 데이터분석 연구의 초석을 제공하고자 한다.

• 경영정보학연구
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• 제25권3호
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• pp.27-41
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• 2023

최근 많은 분야에서 기계학습에 대한 연구가 활발히 진행되고 있는데, 상당수의 연구들이 학습 모델의 성능을 개선하는 최신 방법론을 제시하고 있다. 본 연구에서는 방법론의 개발 못지않게 기계학습에 투입되는 훈련용 데이터의 '품질'을 개선하는 것 역시 중요하다는 점에 착안하여, 코퍼스 분석에서 자주 사용되는 '부분 문법' 처리 프로세스를 통해 훈련 데이터의 품질을 향상시키는 방법을 제시한다. 우리나라 100대 기업에 근무하는 재직자들이 채용플랫폼에 게시하는 방대한 양의 비정형 기업 리뷰 텍스트 데이터를 수집하고, 데이터 품질을 부분 문법 프로세스로 개선한 후, 부분 문법이 적용된 분류 모델이 적용되지 않은 모델보다 분류 성능이 우수함을 확인하였다. 분류 카테고리는 직원 몰입의 5가지 요인으로 상정하였는데, 국내 직장인들이 기업 리뷰가 각 유형별로 빈도에 차이가 있는지를 분석하였다. 추가로 리뷰 양상이 코로나 팬데믹 전후로 어떠한 변화가 있었는지도 분석하였다. 본 연구를 통해 국내 직장인들의 생생한 일터 경험들을 자동적으로 식별하고 분류하여, 이직을 포함한 주요한 조직문화 현상의 행태와 유발 원인 등을 유추해 볼 수 있는 근거를 제공한다.