• Journal of the Korean Society for Railway
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• v.20 no.1
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• pp.128-141
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• 2017

This paper analyzes the under-researched field of the characteristics of th Chosun private railway, such as laws, systems, human resources, and subsidies associated with this railway, in an effort to increase our understanding of these characteristics. It was found that the private railway shared strong identity resemblance with a national project, as it served to assist the roles of the main national railway. General patterns of change of the company indicate that the private railway received increased subsidies consequent to the amendment of a related law and that it was strongly influenced by Japan's railway policies. The private railway system during the Chosun period more subsidies than those administered by Japan, and they tended to depend on fund raising for external capital. A tendency of many board members to be from the Chosun bureau was also noted. Profits in the private railway system were relatively low compared to those of the national railway such that the deficits were supplemented by the subsidies redeived. Based on corroborating examples, the private railway system can be said to have been an organization that had strong connections with national projects. It was especially related to regional industries according to an examination of the distribution of lines, which shows that most assisted the main railway or coincided with regions undergoing industrial development. Typically, northern areas were for resource development while southern areas were for agricultural production and/or passenger transportation. The company carried dual traits as it operated as a subsidiary enterprise for peripheral profit while also playing a role in transportation.

• Informatization Policy
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• v.21 no.3
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• pp.33-55
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• 2014

Public Shared Service Centers (PSSC) consolidate functions such as human resources, information technology, financial management or accounting into one office to serve an organization. A prominent example from the United States is the Federal Information Technology Shared Services Strategy. It supports mission, administrative, and infrastructure-related IT functions through providing organizations in the Executive Branch of the Federal Government (Federal Agencies) with policy guidance on the full range and lifecycle of intra- and inter-agency information technology (IT) shared services. This study looks at the Federal Information Technology Shared Services Strategy in order to draw lessons for fostering collaborative government through the use of PSSC. It finds the following factors are critical for success when implementing IT shared services: (1) agency leadership must be solidly behind their IT shared service plan, or the needed changes will not happen at the business unit, program, or system levels; (2) there must be a move away from internally-centered, program-specific thinking, and a move toward a paradigm of consuming and providing IT shared services with multiple groups whenever possible; and (3) successfully managing "loss of control" issues is central, and optimizing business processes is essential to move from stove-piped workflows to processes that work across the agency enterprise and beyond. Therefore, the study suggests that a Korean model of PSSC implementation be introduced, and that good IT Governance is a crucial component of PSSC strategies.

• Journal of Distribution Science
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• v.14 no.1
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• pp.75-84
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• 2016

Purpose - In accordance with the recent changes in the management environment, leaders are required to have an ability of drawing and inducing potential of each worker. Coaching, as one of the strategies of human resources development, is drawing people's attention. This study aims to inquire about the mechanism of leader's coaching behavior which influences the attitude and behavior of workers. Firstly, this study intends to illustrate what kind of influences the leader's coaching behavior can give on organizational citizenship behavior and turnover intention of workers. Secondly, it plans to verify the mediating effect of authentic leadership in the relationship between leader's coaching behavior and organizational citizenship behavior and turnover intention of workers. Thirdly, it aims to prove the moderating effect of emotional intelligence in the relationship among leader's coaching behavior, organizational citizenship behavior and turnover intention of workers. Research design, data and methodology - In order to figure out how the leader's coaching behavior influences attitude of workers, authentic leadership is considered as mediating effect. As for a moderating effect, we have determined emotional intelligence which attracts attention in the recent studies on organizational behavior, so as to investigate the correlation among variables. As for study sample, it was targeted to 236 organizational members of distribution corporations whose leader's coaching behavior is required. For reaching the purpose of study, SPSS 20 was applied for the analysis. Results - The research findings can be summarized as follows: Firstly, leader's coaching behavior gives significant positive influences on organizational citizenship behavior. Moreover, leader's coaching behavior gives negative influences on turnover intention of organizational members. Secondly, the mediating effect of authentic leadership was proved in the relationship between leader's coaching behavior and attitude of workers. Based on the analysis, it turned out that authentic leadership doesn't give a mediating effect in the bilateral relationship. Lastly, the moderating effect of emotional intelligence was proved in terms of how the leader's coaching behavior influences the attitude of workers. The research result shows that the emotional intelligence influences towards the negative direction, in the correlation between coaching behavior and organizational citizenship behavior On the other hand, in the relationship with turnover intention, It was significant effect. Conclusions - Based on the research findings, we have intended to inquired about the mechanism of leader's coaching behavior which influences the attitude and behavior of workers. Furthermore, in the operational level, the following implications can be given: the importance of coaching activation in the operational level was confirmed, through inquiring into the influence of leader's coaching behavior on workers. Moreover, the importance of emotional intelligence, which has been steadily raised, was also confirmed. It is necessary for future study to carry out additional research on various factors of coaching which can influence the effectiveness of coaching, for instance, coaching process, coach's competency, characteristics of coaching customers, relationship with coaching customers and coaching system.

• Korean Journal of Environment and Ecology
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• v.22 no.5
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• pp.481-504
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• 2008

This study was carried out to investigate the flora of Mt. Biseul. The vascular plants collected 10 times(from May 2006 to October 2007) were identified as 468 taxa in total, including 89 families, 302 genera, 397 species, 1 subspecies, 59 varieties and 11 forms. Korean endemic plants of this area were identified as 17 taxa including Thalictrum uchiyamai, Coreanomecon hylomeconoides, Lonicera subsessilis, etc.; the Ministry of Environment-designated plants, which should be protected by the wildlife protection law, were identified as one taxon including Aconitum austrokoreense; the Office of Forestry-designated rare & endangered plants were identified as 6 taxa including Viola albida, Lloydia triflora, Streptopus ovalis, etc.; the naturalized plants were identified as 34 taxa, and their naturalization ratio and urban index were found to be 7.3%, and 12.2% respectively. This study newly identified about 160 taxa of the plants, among which 17 taxa were newly added to the list of naturalized plants, such as Phytolacca americana, Dicentra spectabilis, Lepidium apetalum, Medicago lupulina, Euphorbia supina, Ambrosia artemisiifolia, Cosmos bipinnatus, Crassocephalum crepidioides, Galinsoga ciliata, Rudbeckia bicolor, Sonchus oleraceus, Tagetes minuta, Taraxacum officinale, Chloris virgata, Festuca arundinacea, Lolium perenne, Tradescantia reflexa, etc. There existed many kinds of plants resources having conservational value like Aconitum austrokoreense etc. in this area, but there remains a fear of nature destruction's acceleration due to indiscriminate human development and access of a lot of visitors, so it is judged that there should be a management plan, such as a limit on the number of visitors or rest-year-system for restoration of nature.

• International Commerce and Information Review
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• v.19 no.3
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• pp.45-61
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• 2017

The purpose of this study is to examine the efficiency of Korean companies' entry strategy in India through the DEA model and to review the current status and competitiveness of Korean companies in India. To analyze 112 companies that entered India in analyzing the common variables among the major variables related to Korean companies' entry strategy into India. To measure efficiency, 'DEAR 2.1' An output - oriented CCR model and BBC model were used for the analysis to minimize the input and maximize the output factor. The results of the study on the relative efficiency analysis of the investment strategy of the companies in India are as follows. First, six firm was analyzed efficiently in the CCR model and most firms showed inefficiency in management. Second, even with the BCC model, which represents pure technology efficiency, 103 companies were analyzed efficiently as well. Unlike the CCR, overall technology efficiency of firms was high. Third, as a result of analyzing the efficiency of the scale, it was found that six company showed efficient efficiency, and most of the companies showed inefficiency overall. Companies with inefficiencies should increase efficiency by expanding their scale. Based on the above analysis, it is expected that the companies that will enter India in the future should secure the human and material resources to realize economies of scale considering the number of employees, investment scale, investment type and industry.

• Journal of Korean Society of Forest Science
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• v.98 no.3
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• pp.263-271
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• 2009

This study aims to identify negotiation alternatives related to Post-2012 reducing emissions from deforestation (RED) and enhancement of forest carbon stock (EFCS) activities. It also aims to recommend a negotiation strategy considering environmental integrity and national interest on the basis of estimating reduction potentials of each alternative on the assumption that tradable carbon credits play an important role as positive incentives. In order to estimate greenhouse gas (GHG) reduction potentials and income potential from RED and EFCS activities, 99 countries were selected by the Global Forest Resources Assessment of the Food and Agriculture Organization of the United Nations. A 'baseline and credit' method was applied to estimate RED activities. Gross-net and net-net methods were applied for EFCS activities. According to the results, Brazil, Indonesia, and the Democratic Republic of Congo have more potential to get positive incentives through RED, while China, Chile, and the Republic of Korea have more potential to get positive incentives through EFCS. This study suggests including both RED and EFCS activities in the boundary of policy approaches and endowment of positive incentives to consider GHG reduction potentials in the global scale and equity among developing countries. Making a discount rate application of forest management activities can be also recommended to factor out the effects of human-induced activities by EFCS activities.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.4
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• pp.217-230
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• 2020

In a view of rapidly changing business environment, the success and competing power of organizations depend on committed, highly motivated and satisfied human resources. Empowerment is mainly concerned with establishing and building trust between management and employees, and motivating their participation. Also, behavioral integrity emphasizing on the characteristics of effective leaders has shown as direct action that strengthens positive consequences in organizations. However, research regarding behavioral integrity is very limited. Based on the Self-determination Theory, this paper investigates the effect of empowering leadership on employee's job satisfaction and work engagement. Multi-group analysis based on behavioral integrity is also analyzed. An online survey was conducted and 298 employees' data were collected. Using structural equation modeling, results suggest as follows. First, empowering leadership had a positive effect on individual's job satisfaction mediated by their work engagement. Second, the result of the multi-group analysis showed that the effect of empowering leadership on work engagement is stronger in the group with high behavioral integrity. Contrary to the prediction, the result doesn't support the moderating effect on job satisfaction. These findings contribute to our understanding of empowering leadership process. Based on the results, several theoretical and managerial implications are discussed.

• The Journal of the Korea Contents Association
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• v.18 no.4
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• pp.138-153
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• 2018

In the recent years, coaching leadership has been in the spotlight as being an essential human resources management strategy for improving organizational effectiveness in addition to strengthening the capacity of organizational members. Therefore, this study empirical analyses the effect of sales coaching on motivation and organizational effectiveness and the moderating effect of achievement needs. As a result, First, sales manager coaching appeared to have positive effect on the motivation and organizational effectiveness (job satisfaction, organizational commitment, job performance). Second, motivation appeared to have positive effect on organizational effectiveness. Third, achievement need appeared to have moderating effect in the relationship between sales manager coaching and organizational commitment. According to the study results, sales managers' coaching has positive effects on improving salespeople's performance as well as their levels of motivation, job satisfaction, and organizational commitment. In addition, this study proves that depending on the level of salespeople's need for achievement, the purpose and approach of coaching styles must be different to maximize the positive effects. This empirical study contributes to the theoretical as well as practical improvements of leadership coaching by verifying the conditional attributes for implementing effective sales managers' coaching for improving organizational effectiveness.

• Journal of the Korean Society of Marine Environment & Safety
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• v.23 no.4
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• pp.354-364
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• 2017

The importance of marine pollution prevention is increasing day by day both at home and overseas. Against this context, this study proposes policy directions to forge an improved system of coastal control for local governments. I have analyzed the coastal pollution response capacity of local governments to find out how the central government can better support these efforts to reinforce capacity. For the purposes of this research, I carried out a number of case studies on large-scale marine pollution accidents that occurred at home and abroad. According to the results, I identified the implications of the coastal pollution response capacity of local governments and suggested several alternatives such as construction of step by step response system, strengthening education and training, part of human network activation, establishment of grounds for securing response resources, and establishment of dedicated department to prepare for potential future marine pollution accidents. However, as little research has been done on the coastal pollution response capacity of local governments, this work may be regarded as an experimental study to help facilitate follow-up research in the future.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.3
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• pp.333-345
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• 2000

The health care environment becomes more competitive every day. It has fallen to nurse managers - from vice presidents of patient care to nurse managers and their assistants - to recruit and develop a workforce that successfully meets the needs of both patients and the organization. This means employees who demonstrate advanced critical thinking skills, creative problem solving, and sound decision making skills combined with clinical skills and patient advocacy. The environment which nurse managers create and the way they relate to their workforce, are pivotal to organizational viability. Especially leadership of first -line nurse managers contributes to the success of their organizations. First-line nurse managers are deserved to be one of the most administrative supervisors through the middle stratum in a hospital organization as being a manager in the field service if assessed from the overall aspects of hospital, as being an interim managers in the nursing department as well as being a supreme supervisor in a unit in terms of an organizational structure in the hospital. Similarly, as a compete leader, the first-line nurse managers have not only a professional which is qualified to perform a role of appropriate coordination with medical staff and key personnel but also hold an important key position a being responsible for performing his or her given role. The first-line nurse manager is expected to manage human and fiscal resources in ways not required before. While an identified need for well-prepared first-line nurse manager continues to plague the profession, first-line nurse managers often have difficulty providing the leadership required. The need leadership training to function effectively in their positions. But we hardly find a useful leadership training program for first-line nurse managers, therefore the purpose of this study was to developed the leadership training program for them. The steps of leadership program development were below: 1st step, 2 studies were done before develop a leadership program. One was done to ask to first-line nurse managers what they want to learn through leadership training, the other one was to ask the staff nurses what their opinions are for their first-line nurse managers leadership. 2nd step was searching other leadership programs contents. The results of this study were below: The total amount of hours is 24. Leadership training program contents are : Future of nursing profession (210min), understanding basic factor's of leadership and leadership theories(310 min), self understanding as first- line nurse managers(320 min), basic principle and practice of interpersonal relationship(210 min), assertiveness training, conflict management (180min), and group study(210min). This is challenging time to be a leader, especially in nursing. As nurse managers look toward the new millennium, it seems as through the same struggles are ahead that are behind. So nurse managers need to embrace change with a positive attitude. They need to demonstrate risk taking and support it in their staffs. All these things are possible that after they participate the leadership training program.