• International Journal of Advanced Culture Technology
• /
• v.8 no.4
• /
• pp.101-109
• /
• 2020

Along with rapid global economic development, people are slowly becoming environmentally aware and green development is increasingly a vital topic of social concern. Academic circles are currently focusing on environmental protection and economic growth to explore the coordinated development of both and to achieve a win-win solution between them. To study the relationship between environmental protection experience and both cost and performance, this study empirically analyzes companies listing on the Shenzhen A-share market from 2014 to 2018. The results show that senior executives' environmental protection experience is negatively correlated with corporate costs, whereas it is positively correlated with business performance. These results provide empirical evidence of the importance of enterprises introducing and cultivating environmental personnel and insisting on sustainable development.

• The Journal of Asian Finance, Economics and Business
• /
• v.9 no.10
• /
• pp.97-104
• /
• 2022

The purpose of the existing work is to inspect the impact of knowledge management on organizational performance. Business experts now appreciate how important knowledge management is for organizational performance. Earlier studies have investigated the research model with causal linkages, however, only a few of them have considered sample-selecting bias problems when analyzing the model of knowledge management on organizational performance. The number of 312 executives related to knowledge management from 312 enterprises that have been approved with quality management systems offered suitable responses for analyses. The data was employed to investigate the effect of knowledge management on organizational performance, considering sample-selecting bias. The empirical outcomes indicate that sample-selecting bias exists in the causal impact of knowledge management on organizational performance. The empirical findings are helpful to scholars of knowledge management as well as business executives by giving an insight into the casual effect of knowledge management on organizational performance with the intervention of sample-selecting bias. The acceptance of knowledge management should be tailored to improve competitive advantages that will lead to better organizational performance.

• International journal of advanced smart convergence
• /
• v.8 no.4
• /
• pp.93-103
• /
• 2019

We examined the mediating effect of the consistency of the values of organizational members on the relationship between the values of IT enterprise executives and organizational performance. Hypotheses 1, 2, and 3, which were set up to achieve the purpose of this study, were verified as follows. First, Hypothesis 1 proposed that the values of management will have a positive effect on organizational performance. Second, Hypothesis 2 proposed that the values of management are likely to have a positive effect on the consistency of the values of organizational members. Third, Hypothesis 3 proposed that the consistency of the values of organizational members will have a positive (+) influence on organizational performance. We found that the consistency of the values of organizational members has a positive (+) influence on organizational performance. Hypothesis 3 was adopted. Fourth, the consistency of the values of the organizational members proved that the organizations with high consistency of values performed well by mediating the values and organizational performance of management. In other words, according to the values of the management, we can improve an organization's sustainability management system by increasing the value of organizational performance and the values of organizational members. Therefore, we must establish plans that can be shared systematically and strategically about the values of management. In addition, the consistency of the values of organizational members has a direct or indirect influence on improving organizational performance. Therefore, we need to systematically derive and improve various factors that can increase the consistency of the values of organizational members in terms of strategic human resource management, such as organizational vision, core values, talent awards, selection process, and motivation. Therefore, the greatest significance of this study is in its theoretical and practical implications for increasing the sustainability management system by using the influence of the executives' can do to further improve the organizational performance.

• Journal of Korean Academy of Nursing Administration
• /
• v.3 no.1
• /
• pp.5-15
• /
• 1997

Today's rapidly changing healthcare environment and increasingly professional nursing practice indicate that identifying leadership characteristic of nursing leaders and executives is a vital importance in today' s time and also mandate innovative leadership for nursing service. Therefore, the purpose of this study is to examined the transformational, transactional leadership styles of the Nurse Administrators. The sample consisted of sixteen mid-level nurse administrators, fifty head nurses of 5 General Hospital. Data for this study was collected from Sep. 20 to 29 by Bass' MLQ Questionnaire. The data was analyzed by frequency, percentage, one-way ANOVA. Major findings are as follows : Appropriate one-way ANOVA tests revealed that the differences for transformational and transactional leadership styles of nurse executives, mid-level nurse administrators as perceived by their immediate subordinates were statistically significant(P<.05). The scores of transformational and contingent reward behaviors were declined of the mid-level nurse administrators. The transactional scores of nurse administrators were lower than transformational ones, which is a desirable findings. The result of this study, the mid-level nurses administrators were perceived as the highest transformational leader by their subordinates. The nurse executives received the lower transformational leadership scores than mid-leval administrators. These results were opposit to the previous studies. Leader can aspire to these qualities of transformational leadership, building on the more traditional transactional dimensions. We can think that transformational leadership suggests a direction for developing a creative and rewarding approach to the leadership of professionalnursing practice environments. More research on transformational qualities in nursing service and controlled designs would be desirable for nursing service administration.

• Journal of the Korean Society of Clothing and Textiles
• /
• v.40 no.1
• /
• pp.26-40
• /
• 2016

The importance of Corporate Social Responsibility (CSR) implementation is increasing and CSR activity has become a core activity for firms. The increase on CSR activity expenditures also increases the need for strategic. When firms implement CSR strategically, firms need to consider consumers' perspectives toward CSR. This research investigated how Korean fashion companies integrate consumers' CSR expectations into CSR implementation. Through a qualitative study, we researched a firm's consideration of consumers which are reflected in detailed procedures of CSR implementation. We conducted in-depth interviews with executives and managers in charge of CSR and found the following results. First, motivations for CSR implementation were both strategic and moral along with consumers who play a crucial role in CSR motivation. Second, firms conducted various strategic CSR activities differentiating themselves using a specific resource. Third, self-CSR evaluation was not active and structured. Few companies were collecting consumer responses to CSR activities. Last, executives and managers have difficulties to perform CSR activities due to gaps between ethical consumption consciousness and the ethical consumption behavior, measurement of CSR effect, and lack of understanding of strategic CSR. The results of our study show that firm's consideration of consumers is insufficient despite executives and managers who strongly agree with the need for strategic CSR.

• Management & Information Systems Review
• /
• v.35 no.4
• /
• pp.21-36
• /
• 2016

This Research focuses on the financial performance change analysis when the CEO has been changed as the consequence of the Korean Agricultural Co-op members voting. The CEO turnover is the critical event for every cooperatives because it may result in the uncertainty of management, even if top management change has a possibility to improve the management performance. To verify the CEO turnover effect for Korean Co-op financial performance, we utilized nationwide net income change data for each year before and after 2009 in this research. As a result of this effort, we find that the financially worse performance just before Co-op member voting has an positive effect on the CEO turnover. Secondary, we find a positively volatile change of net income after CEO turnover has been occurred. Specialized Executives Director system of Korean agricultural Co-ops has not the significantly positive meaning about the net income change.

• Journal of the Korea Convergence Society
• /
• v.10 no.9
• /
• pp.221-228
• /
• 2019

Companies are making great efforts to integrate CSR into various aspects of their management strategies. A lot of research has been conducted on what management intends to do indirectly and indirectly. Was performed. In this study, we conducted additional research considering executive compensation as an indicator of the motivation for management to participate in CSR. The main purpose of this study was to analyze whether accounting performance measures or market performance measures are given more weight when providing rewards for performance to corporate managers conducting CSR activities. The analysis of the relationship between CSR and executive performance-reward sensitivity showed that corporate executives who actively implement CSR pay more weight to market performance measures rather than accounting performance measures. Considering the long-term performance of CSR when paying executives' compensation, the company pays more for market performance than accounting performance. This study is expected to be useful for executives to design compensation contracts to actively induce CSR implementation.

• Journal of Korea Society of Digital Industry and Information Management
• /
• v.15 no.3
• /
• pp.175-195
• /
• 2019

This research aims to examine the cause-and-effect relationship between Organizational Justice and Organizational Commitment within ICT corporates for fire prevention, through Leader-Member Exchange(LMX) and Organizational Support. A survey was conducted to corporate employees from staff members to executives. A total of 316 responses were collected during two weeks from May 1st to 17th, 2019, and were analyzed in this research. The result of the theory on ICT fire prevention was as follows: First, Distributive Justice has significant influence on Organizational Support, while it does not on LMX. Second, Procedural Justice has significant influence on both Organizational Support and LMX. Third, while Interactional Justice does not have significant influence on Organizational Support, LMX showed significant influence. Fourth, Organizational Support has significant influence on Organizational Commitment. Fifth, LMX has significant influence on Organizational Commitment. This research is academically significant in that it applied the Justice Theory on ICT corporates for fire prevention from staff members to executives. It is considered so, since existing researches mainly address on the status of technologies and policies on how to link fire prevention and ICT, and not on fair compensation based on Organization Justice theory. Practical significance can be found in its suggestions to improving organizational culture from top-down to bottom-up, thus creating free and engaging atmosphere at work. It is therefore needed to conduct further researches that categorize executives by their traits, and examine factors influencing on organizational commitment within ICT corporates for fire prevention.

• Journal of Korea Society of Industrial Information Systems
• /
• v.27 no.1
• /
• pp.63-77
• /
• 2022

This paper investigates the effect of the lack of ESG management legitimacy on the firm's corporate giving. From the institutional theory perspective, ESG management has become a globally institutionalized business standard. A firm can survive and prosper when it conforms to the institutionalized norms. Thus, we argue that firms will increase corporate giving to restore social legitimacy when they experience a lack of social legitimacy regarding ESG management. Our study also focuses on the role of family executives. As family members identify themselves with their firm and intend to hand over the business to next generation, they highly value the social legitimacy of their firm. Therefore, the relationship between the lack of ESG management legitimacy and the firm's corporate giving will be further strengthened as the number of family executives increases. Empirical results provide supports for the two hypotheses.

• Journal of Korean Academy of Nursing
• /
• v.27 no.1
• /
• pp.228-241
• /
• 1997

Today's healthcare environment is changing, driven by demographic, environmental, social, political and technological forces. These rapidly changing healthcare environment and increasingly professional nursing practice indicate that identifying leadership characteristic of nursing leaders and executives is a vital importance in today's time and also mandate innovative leadership for nursing service. Therefore, the purpose of this study is to examined the transformational, transactional leadership styles of the Nurse Administrators. Also described are the relationships between these leadership styles and the job satisfaction. the organizational commitment of their subordinates. The sample consisted of sixteen mid-level nurse administrators, fifty head nurses and one hundred aid fifty-three staff nurses of 4 public & private University Hospitals and 1 General Hospital. Data for this study was collected from Sep. 20 to Oct. 5 by Questionnaire(Bass' MLQ, Job Satisfaction scale developed by Paula(1978), Organizational Commitment scale by Peter et at(1979). The data was analyzed by frequency, percentage, one-way ANOVA, Pearson's Correlation Coefficient with SPSS PC/sup ＋/ program. Major findings are as follows : Appropriate one-way ANOVA tests revealed that the differences for transformational and transactional leadership styles of nurse executives. mid-level nurse administrators, head nurses as perceived by their immediate subordinates were statistically significant(P<.05), The scores of transformational and contingent reward behaviors were declined of the mid-level nurse administrators, nurse executives. The transactional scores of nurse administrators were lower than trans- formational ones, which is a desirable findings. The result of this study, the head nurses were perceived as the highest transformational leader by their subordinates, and second was the mid-level nurse administrators. The nurse executives received the lowest transformational leadership scores from their subordinates. These results were opposit to the previous studies. And significant positive correlations were founded between transformational leadership including charisma, intellectual stimulation, individual consideration and contingent reward of nurse administrators and the job satisfaction, the organizational commitment of their subordinates. From the data, it can be concluded that transformational leadership style of nurse administrators promotes the job satisfaction, the organizational commitment of thier staff nurses. Therefore leader looks for potential motives in subordinates, seeks to satisfy higher need, and engages the full person of the subordinate resulting in a relationship of mutual stimulation and elevation.