• Journal of Korea Trade
• /
• v.24 no.2
• /
• pp.53-67
• /
• 2020

Purpose - The purpose of this paper is to study strategic trade policies under international process research and development (R&D) competition with or without market leaders for free trade and a subsidy regime and compare the effects of R&D subsidies and export subsidies on the equilibrium levels of firm profit and social welfare. Design/methodology - For the analysis, we use previous work by Haaland and Kind (2008) and construct a differentiated goods duopoly model, wherein two firms compete via quantity in a third-country market for free trade and the subsidy regime. We consider simultaneous-move quantity competition when the two firms choose their quantities simultaneously and sequential-move quantity competition when they choose their quantities sequentially. The results are compared to those of Balboa, Daughety and Reinganum (2004), who studied export subsidies. Findings - The following are the findings. First, the results of firm preference orderings regarding firm position from Dowrick (1986) and Balboa, Daughety and Reinganum (2004) may not hold in our model when the firms' strategies are strategic substitutes under free trade. Second, the preference rankings under Cournot competition for free trade and a subsidy regime are the same as those in the strategic trade policy of export subsidy. Third, except for the cases of too close substitutes and complements, the results of firm and government preferences regarding firm position are different from those of Balboa, Daughety and Reinganum (2004) in that Stackelberg leadership in a subsidy regime is advantageous when the goods are substitutes but is disadvantageous when the goods are complements. Moreover, the equilibrium level of firm profit is the highest in the Cournot-Nash play when the goods are substitutes in a subsidy regime. Fourth, except for the cases of too close substitutes and complements, the results of firms' and their respective governments' trade regime preferences are similar to those of Balboa, Daughety and Reinganum (2004) in that a Stackelberg leader firm and government prefer free trade if the goods are substitutes and prefer a subsidy regime if the goods are complements. Furthermore, a Stackelberg follower firm and government strongly prefer a subsidy regime to free trade. Originality/value - By analyzing the effects of R&D subsidies and export subsidies in international markets, we can find similarities and differences between them in international markets.

• Journal of Korea Entertainment Industry Association
• /
• v.13 no.6
• /
• pp.33-44
• /
• 2019

In this rapidly changing era of infinite competition, many companies highlight the importance of internal resources to secure competitiveness. Especially in the service industry, because hotel employees provide service face-to-face with customers, their attitude at the moment of truth directly affects the customers satisfaction and consequently it is directly related to the survival and development of organization. The purpose of this study is to investigate the effect of transformational leadership of hotel managers on self-efficacy, organizational commitment, and job performance. This research aims to provide theoretical and practical implications through the exercise of manager's leadership in the hotel industry. As a result of the analysis, transformational leadership, self-efficacy, and organizational commitment have partially significant positive(+) effect on job performance. Thus, hotel managers should present a strong vision, establish the sense of target and show a careful and persistent interest on individuals to derive voluntary participation and creativity.

• Journal of Korean Society of Industrial and Systems Engineering
• /
• v.42 no.2
• /
• pp.49-61
• /
• 2019

As the technological gap amongst manufacturers decreases, the life cycle of products has shortened, and competition accelerates due to the development of technology, incumbent manufacturing companies face growth limitations. In order to overcome such business issues, manufacturing companies are increasingly interested in changes in business models and innovations, especially in the direction of providing services where they can maintain the competitive advantage of their products. In such context, this empirical study examines managerial leadership, differentiation strategies, and products and services pricing as 'servitization factors', which can be driving forces for moving into a new era of growth for Korean SMEs, focusing on the mediating effects of servitization competency. The results are as follows : First, it was confirmed that executive leadership, differentiation strategy, and information & communication technology capability have a direct effect on service sales. Second, the process competency, partnership competency, and ICT competency, which are presented as the service competence of SMEs, were found to play an important role in inducing service sales in managerial leadership, differentiation strategy, product and services pricing. It also emphasized the role of the public policy such as helping to foster SMEs as key partners in the expansion of social facilities and establishing platforms through ICT and data utilization for the convergence of manufacturing services.

• Proceedings of KOSOMES biannual meeting
• /
• 2000.05a
• /
• pp.27-36
• /
• 2000

Managing quality is nothing new, but it increasingly become more challenging. Demands form customers, flatter organizations, measuring and assessing outcomes, stiffer competition for resources, technology, environmental concerns and others, all have created changes in the workplace for which enhanced leadership is needed. TQM, CQI, TQL, (managing quality), other acronyms can be summarized as a means of moving an organization into the new millennium with a keen focus on people, service, efficiencies, effectiveness and excellence. It is not an accident. It is the result of a clear, well-directed strategically focused thinking. Attention to quality encourages individuals and teams throughout organizations to continually learn, think and contribute ideas on how to explore processes that affect them. The organization must change into a learning organization that seeks to continually improve its processes and services. This learning attitude requires a cultural shift from autocratic to more participatory leadership. This presentation will examine the principles and lessons learned form implementation of quality initiatives from different organizations. Many of the themes shared are independent of the source and, as such, may be helpful in validating what you are doing or give you ideas on leading and implementing change within your organizations.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.14 no.12
• /
• pp.6173-6185
• /
• 2013

This study examined the relationship between the type of organizational culture and organizational commitment, job satisfaction as well as the moderate effects of shared leadership on the relationship among the organizational culture, organizational commitment, and job satisfaction at a world leading steel company 'P'. The results showed that the consensus culture and rational culture positively affect the organizational commitment, and that the developmental culture, consensus culture and rational culture positively affected the job satisfaction. The results also revealed the meaningful moderate effects of the shared leadership on the relationship between the development culture, consensus culture and job satisfaction. The suggestions were made accordingly to propose the directions to improve the organizational performance of the company that is in global competition.

• Korean Journal of Applied Biomechanics
• /
• v.20 no.3
• /
• pp.253-259
• /
• 2010

The aim of IAAF's Biomechanics project, initially launched at the 1987 World Championships in Rome, is to support athletes and coaches in the optimization and improvement of their training and competition performance. The IAF and the IAAF supports biomechanical projects, as a service to their Member Federations, starting from the IAAF World Championships in Rome 1987. In 1997, at the IAAF World Championships of Athens. In 1995, at the IAAF World Championships in Goteborg and in co-operation with the Swedish Sport Institute of Karlstad and under the leadership of Anders Bergstrom a biomechanical research on "Throws" was conducted. In 2005, at the IAAF World Championships in Helsinki on 100m - Pole vault, High Jump, Triple Jump, Javelin, under the leadership of Prof. Paavo Komi. The IAAF published the final report in 2008 with a supplement of NSA. In 2007, at the IAAF World Championships of Osaka, in co-operation with Osaka University of Health and Sport Sciences and under the leadership of Prof. Michiyoshi Ae the IAAF received a final report on; short sprint, distance running, high jump, long jump, shot put and javelin. In 2009, at the IAAF World Championships of Berlin, in co-operation with the DLV and the leadership of Helmar Hommel (GER). The purpose of this study is to draw up a plan to perform an effective biomechanics project at 2011 IAAF World championship in Daegu.

• The Journal of the Korea Contents Association
• /
• v.22 no.9
• /
• pp.531-543
• /
• 2022

This study aims to examine the mediating effects of ethical leadership and the moderating effects of organizational culture in relation to the impact of public service motivation on innovative behavior by public officials. This research utilizes data from the 2021 Public Employee Perception Survey conducted to public officials by the Korea Institute of Public Administration. Public service motivation had a positive effect on innovative behavior and ethical leadership, while ethical leadership had a positive effect on innovative behavior. In addition, ethical leadership mediated the relationship between public service motivation and innovative behavior. Under organizational culture, hierarchical and innovative cultures exhibited moderating effects. The policy and practical implications of these findings are as follows. First, it is important to build ethical leadership in order to retain the national competitiveness of public officials and encourage innovative behaviors that can adapt to changes at public organizations. Second, the competition rate for public service examinations has fallen recently. This may be interpreted as an unfavorable perception of public service bureaucracy among the MZ generation. Consequently, in line with the changing times, the organizations of public officials must adopt to a future-oriented, innovative culture. Third, it is necessary to explore alternative methods for developing an innovative culture, such as giving greater flexibility and autonomy through transfer of authority to public officials who address the public directly.

• Journal of Service Research and Studies
• /
• v.7 no.4
• /
• pp.83-107
• /
• 2017

The purpose of this study is to suggest a customized servant leadership by exploring the effects of stewardship and community building factors on the subordinates' trust in leader of lower hierarchy and their job engagement. Regression analysis showed that stewardship is higher than community building in terms of its influence on job engagement, while community building outstrips stewardship in terms of trust in leader. Specifically, two items of stewardship factor - valuing the opinions of the subordinates in decision-making, and sacrificing without giving priority to the leader's self-interest - influenced the subordinates' trust in their leader. Of the items in community building, cooperating rather than competition, abiding by the principles in performing the work, the leader's not seeking recognition or compensation, and giving the subordinates the necessary authority to perform their work put impacts on the subordinates' trust in the leader, as well. As for job engagement, helping subordinates grow and develop, and, if necessary, taking the risk of challenging the job have a significant impact. Among the items of community building, it was found that the leader's not seeking recognition or compensation, and keeping the principles strictly in performing her duties promote job engagement. Based on these results, we propose to managers of human resources department the selection and training of tailored talents to meet the environmental characteristics of each organization, while avoiding programs for hiring and training personnel equipped with the uniform qualities of servant leadership.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.12 no.4
• /
• pp.175-189
• /
• 2017

Science and technologies develop rapidly and in conditions where it is difficult to predict both domestically and abroad, the rapidly changing business environment demands innovation. To strengthen the businesses' competitive edge, the key challenge is not to control but rather grant autonomy, allowing it to anticipate the future and actively deal with. This will allow to train and manage talented people with competence and abilities, which all links to the concept of the Super Leadership. Currently, our society is in the change due to the Fourth Industrial Revolution wave and paradigm related with high-tech industry, hence is in desperate need for creativeness and speed management. It is a time where risk and challenges coexist and is not a standardized environment. Businesses must make efforts in managing human resources and allow them to have leaderships compatible with the current era, giving them opportunities to face challenges. The necessity for Super Leadership is emphasized especially in the industry-orientated era, where new revolutionary technologies are emerging and existing technologies are being advanced and maximized, to cultivate the potentials of the members and secure competitive superiority for the best management and creation. Therefore, in this research, the empirical analysis of the relationship between Super Leadership of small and medium enterprises and the business outcome was conducted. Research outcome states that, in order to create a sustainable business outcome, enterprises need to invest more in developing leaderships and in accordance with it, promote talent. In order to survive and sustain growth in the period of endless competition like today, it is concluded that it is imperative to establish a powerful Super Leadership that will endeavor to engage and maximize the competence of members of the organization.

• The Journal of the Korea Contents Association
• /
• v.22 no.2
• /
• pp.501-513
• /
• 2022

The COVID-19 crisis has accelerated the Digital Transformation, The ability to innovate is more important than ever for businesses. In particular, competition among IT companies is getting fiercer. The intimacy of inclusive leadership plays an important role in the innovation behavior and performance improvement of employees and contributes to the development and competitiveness of the company. The purpose of this study is to examine how inclusive leadership affects employees' innovative behavior and job performance. In order to confirm the purpose of this study, in this paper, a survey was conducted on employees working in Chinese IT companies. Total of 309 questionnaires were used and the collected data were empirically analyzed using SPSS26.0. The study results are summarized as follows. As a result of the study, 1) Inclusive leadership has a positive effect on innovative behavior and job performance. 2) Employee voice behavior positively affects innovation behavior and job performance. 3) Employee voice behavior showed a positive mediating effect between inclusive leadership and innovation behavior and job performance. This study is considered to be a useful guideline for encouraging innovative behavior and improving the performance of IT employees.