• 한국신재생에너지학회:학술대회논문집
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• 2008.10a
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• pp.163-163
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• 2008

• Journal of Korean Society of Industrial and Systems Engineering
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• v.44 no.3
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• pp.240-247
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• 2021

As competition among companies has intensified and the life cycle of products has been shortened, strong innovation is needed to meet consumers' needs. In addition, it is necessary to shorten the life cycle of the product and reduce the time required for technology development for the competitive advantage of the product. In particular, venture companies where new technologies and ideas are important require more innovative capabilities than others companies. Therefore, this study analyzed the impact of technology innovation capabilities (product development process capability, human resource capability and financial capability) on sales by technology development for small and medium venture companies and analyzed moderating effect of technology development period on the relationship between technology innovation capabilities and sales by technology development. The data of 'Small and Medium Business Technology Statistics' collected by the government every year were used for analysis. Technology-intensive ventures were extracted from this data. In addition, the moderating effect was analyzed through hierarchical regression analysis. This study shows that product planning capability, test capability, and R&D expenditure have a positive impact on sales by technology development. In this study, the product development period showed a positive moderating effect on product development capability and sales performance. On the other hand, the product development period showed a negative moderating effect on R&D expenditure and sales by technology development.

• Industrial Engineering and Management Systems
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• v.14 no.1
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• pp.94-103
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• 2015

The purpose of this paper is to provide a review of the background information regarding to the impact of personal control over the physical work environment on satisfaction with work environment and creativity at work. Today creativity has a significant and special place in business especially in innovative organizations which need creative people to generate new, and useful ideas for produce new products, services, work methods, systems etc. Moreover the design and appearance of workspace and individual ability to control the ambient conditions of the workplace have significant effect on their behavior, satisfaction and overall outcome including creativity. So the result of this study will contribute towards enhancing the understanding of the effect of office design to enhance employees' creativity.

• Journal of Korea Trade
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• v.26 no.3
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• pp.63-78
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• 2022

Purpose - This study's purpose is to analyze which factors are more important to strengthening the competitiveness of global innovative companies by firstly sampling global 40 enterprises, secondly investigating of study models empirically, thirdly finding out significant implications through research, and finally using this result to help improve global companies' competitive edges. Design/methodology - Developing three research models of hypothesis and using 5 variables such as technology innovation, knowledge management, human resource development, sustainable management, and corporate life, this study was empirically carried out by reliability and validity testing, correlation analysis of variables, and multiple regression analysis of three research models. Findings - Through proceeding empirical analysis study, we found out that technology innovation and sustainable management had a significant impact on strengthening competitiveness through the hypothesis test. Those two factors had positive results and a synergy effect through correlation analysis along with process change and human resource development, which are also important areas in global innovative companies. Originality/value - In line with the fourth industrial revolution era's acceleration and COVID-19's large impact on all industries, global companies are newly developing their business models to cope with external environment change. This study's results would be meaningful for global enterprises and domestic companies to improve their overall competitive edge by reinforcing their innovation strategy, preparing next growth engines, diversifying business portfolios, and setting business milestones.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.10
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• pp.548-553
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• 2016

This study analyzed the effect of the operation system of human resource management. First, the primary operating direction of the goal, talent selection system, and personnel management personnel management affected almost all the performance variables. More than one primary goal of personnel management in the loyalty inspired workers more than the fixed labor costs, and external recruitment of short-term hiring favored internal training scheme for long-term employment, employee training, and development in the long term more than short-term performance improvement the more weight to quality and innovation in the productivity of labor, product and services, employee-driven innovation, reduce turnover, had a positive impact on labor relations. On the other hand, the primary goal of personnel management and personnel selection methods had a positive impact on financial performance. Personnel management operating direction did not significantly affect the financial results. Second, the main type of employee utilization affected the quality of products and services, and labor relations. Trying to take advantage of temporary workers more than regular workers had a positive impact on the quality of products and services, and labor relations. Third, the operating unit of Personnel Management had an impact on the degree of innovation of products and services. Both personal achievements and the performance of the operating units had a positive impact on the degree of innovation of products and services, more than teamwork and personnel management. This study provided practical implications for verifying the effect of detailed characteristics of human resource management on financial/non-financial business performance.

• Journal of the Korea Safety Management & Science
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• v.24 no.3
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• pp.61-74
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• 2022

In a rapidly changing environment, it is essential for companies to develop their capabilities for sustainable growth. To this end, informal learning at work plays an important role for small and medium-sized enterprises that are having difficulties in human resource development. If the GRIT of workers and the spiritual leadership of leaders are maintained at an appropriate level, the effect of informal learning will increase. This study derived the following results through a survey of workers participating in the Work-learning Dual System in Korea. First, experience and feedback among informal learning activities have a significant positive effect on competency development. Second, the higher the level of the GRIT of workers, the greater the magnitude of the positive effect of experience and feedback on competency development, showing a positive moderating effect. Third, in the case of workers with high GRIT, capacity development is strengthened as experience or feedback increases, and the higher the level of spiritual leadership, the greater the scope of reinforcement. On the other hand, it can be seen that in the case of workers with low GRIT, competency development weakens as experience or feedback increases, and the higher the level of spiritual leadership, the greater the extent of the weakening.

• Journal of the Korea Safety Management & Science
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• v.24 no.3
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• pp.85-92
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• 2022

In the case of incumbent training, unlike training for the unemployed, it is difficult to show the results of training. In this study, factors affecting the performance of vocational competency development training were selected and the main factors were derived. Data were collected through Focus Group Interview(FGI), and regression analysis was performed through factor analysis and reliability analysis. As a result, empathy, training participation type, reliability, working experience, and training operation type were derived as factors affecting job satisfaction. did. Confidence and training participation patterns were derived as factors affecting training satisfaction, and the results showed that the larger the variable, the more positive it was. Therefore, as factors affecting the vocational competency development training performance, there are empathy, training participation type, reliability, work experience, training operation type, certainty, and training participation type. It was confirmed that the results had an effect.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.24 no.68
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• pp.51-65
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• 2001

This study is to make LCIA(Life Cycle Impact Assessment) easier as a methodology of environmental scores(called E-score) that integrated environmental load of each emission substance based on environmental damage such as in human health, ecosystem and resources category. The concept is to analyzes the LCI(Life Cycle Inventory) and defines the level of environment damages for human health, ecosystem and resources to objective impact assessment standard, and makes the base of marginal damage to calculate the damage factor, which can present the indication that can establish the standard value of environmental impact. First, damages to human health are calculated by fate analysis, effect analysis and damage analysis to get the damage factor of health effect as a DALY(Disability Adjusted Life Years) unit. Second, damages to ecosystem are calculated by fate analysis, effect analysis and damage analysis to get the damage factor of the effect as a PDF(Potentially Disappeared Fraction) unit through linking potentially increased disappeared fraction. Third, damages to resources are carried out by resource analysis and damage analysis for linking the lower fate to surplus energy conception to get damage factor as a MJ(Mega Joule) unit. For the ranking of relative environment load level each other, LCIA can be carried out effectively by applying this E-score methodology to the particular emission substances. A case study has been introduced for the emission substances coming out of a tire manufacturer in Korea. It is to show how to work the methodology. Based on such study result, product-designers or producers now can apply the E-scores presented in this study to the substances of emission list, and then calculate the environment load of the product or process in advance at any time and can see the environment performance comparatively and expected to contribute to the environmental improvement in view of environmental pollution prevention.

• The Journal of Industrial Distribution & Business
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• v.11 no.10
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• pp.49-58
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• 2020

Purpose: The purpose of this study was to examine the differential effect of workforce diversity on employee productivity and its subsequent impact on customer experience. Research design, data and methodology: A once-off cross-sectional research design was used in this study where the Zimbabwean civil service was targeted. Randomization was used to collect 324 validated responses. The study focused on both primary (age and gender) and secondary (education and political affiliation) dimensions of workforce diversity. Results: The results were confirmatory that workforce diversity is a significant predictor of employee productivity (β = 0.668, P < 0.05), at the same time employee productivity holds explanation to customer experience by 37%. Results also revealed that gender diversity, educational diversity and political diversity were significant determinants of workforce diversity (P < 0.05). However, the study established that age diversity was not a significant factor in enhancing employee productivity (P > 0.05). Conclusions: The study concluded that workforce diversity is a powerful tool in enhancing both customer experience and employee productivity. As such, the latter can be augmented through shrewd workforce diversity practices as championed by management. To that end, the study recommends the development of a workforce diversity framework which promotes inclusivity.

• Journal of Industrial Convergence
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• v.20 no.9
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• pp.1-10
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• 2022

The purpose of this study is to provide strategic implications so that non-cognitive abilities such as personal and job characteristics can be used for human resource development of financial companies by identifying the effects of personal and job characteristics on self-development intentions. The results of this study are as follows. First, Intimacy was analyzed to have a positive (+) effect on self-development intention. Second, Job importance was found to have a positive (+) effect on self-development intention. Third, job stress, a moderating variable, had a significant negative (-) moderating effect on intimacy and self-development intention.