• 한국지리정보학회지
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• 제5권4호
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• pp.106-118
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• 2002

백두대간은 국토의 근간이자 주요 생태축으로서 최근 각종 개발요구에 적절히 대응하기 위한 보전적 전략 수립과 함께 체계적인 관리가 요구되고 있다. 이를 위해서는 관리대상을 공간적으로 명확하게 설정하는 일이 선행되어야 한다. 이 연구는 백두대간의 관리구역을 합리적으로 설정하기 위한 제안적 시도로서, 마루금으로부터 적절한 관리범위를 설정함에 있어 수계 및 유역 개념에서 접근하면서 현실적인 인간 간섭의 영향정도를 감안하고자 하였다. 따라서 지형특성이 다양한 사례지역을 대상으로 수치지도 및 Landsat TM 영상을 활용하여 수계 및 유역 분석, 도로망 분석, 토지이용 분석을 실시하였다. 분석 결과를 바탕으로 유역확장방식에 의해 마루금으로부터 관리범위를 확장해나가면서 도로율과 토지이용상태의 변화를 추적함으로써 관리범위의 한계를 탐색하였다.유역확장방식은 백두대간의 관리범위 설정 기법으로 효율적이었으며, 사례지역의 관리범위는 4차 확장유역까지가 적절한 것으로 나타났다.

• 경영과정보연구
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• 제2권
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• pp.47-73
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• 1998

According to the structural contingency theories, organizational structures are determined by such a contingency variables as organizational environment, technology, size, power and strategy. Therefore, many scholor believed that organizational effectiveness will be maximized in the condition of the fit between organizational structure and its contingency variables. But contingency theories have limitations in explaining of the manager's discretion by way of environmental determinism. In 1972, Child introduced strategic choice theory, and this perspective spurred significant, systematic studies of the influence of the managerial voluntary will on the organizational performance. Especially, the question of whether tap managers have an impact on business performance has been addressed by the strategic leadership theory that demonstrates strong associations between the characteristics of top managers, strategic orientation. Therefore, this study has investigated a theoretical literature and an empirical survey that explains the impact of top manger characteristics and organizational characteristics about strategic orientation. In order tn do that, this study develops a research model on the subjects, designed manager's characteristics, strategic typology. Managerial characteristics could be operationalized in terms of demographic measures. In this study, strategic orientation was classified using the Miles & Snow typology. This research model provides hypotheses. Hypotheses H1: The demographic characteristics of the tap manager will differ according to the types of strategic types. H2: The organizational characteristics of the firm will differ according to the types of strategic types. To test these hypotheses, this study conducted questionaire surveys on 108 firms in the Korea national wide. This study has utilized ANOVA, Chi-square analysis, cluster analysis, discriminant analysis for testing the hypotheses. The major findings of this study are summarized as follows. First, this study builds on the central tenent of cotingency theory in provide a comprehensive explanation of the process by which top manager's influence. Second, Manager's characteristics(demographics) are different from each other according to 4 strategic types(Prospector, Defender, Analyzer, Reactor). Third, Organizational characteristics are different from each other according to 4 strategic types. In conclusion, the major contributions of this study are to examine the development of a more comprehensive theoretical framework in the strategic leadership theory and to analyze their contingent relationships among managerial characteristics, organizational characteristics and strategic types in the context of Korea's industry.

• 경영과정보연구
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• 제37권1호
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• pp.103-122
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• 2018

본 논문은 경영자능력이 경영성과에 긍정적인 영향을 미친다는 선행연구 결과를 확장하여, 경영성과를 높이는 경영자능력의 역할 정도가 기업특성에 따라 다르게 나타나는지를 분석한다. 기업특성으로는 자금제약이 높은 기업과 시장 내에서 후발기업에 해당하는지 여부를 고려한다. 자금제약이 높은 기업은 자금의 효율적인 사용뿐만 아니라 원활한 자금조달 측면에서도 경영자의 역할이 크게 요구되며, 후발기업은 부족한 보유자원과 낮은 수익성을 극복하기 위해서는 더욱 전문적인 경영자의 판단이 필요하다. 경영자에 대한 의존도가 높은 기업특성을 보유한 경우에는 경영자의 능력에 따라 경영성과가 크게 변동할 것으로 예상된다. 실증분석은 2000년부터 2012년의 상장기업을 대상으로 하였으며, 경영자능력은 Demerjian et al.(2012)의 방법론을 이용하여 먼저 자료포락분석(DEA)을 통해 기업 전체의 효율성을 측정한 다음 기업특성요인을 제거함으로써 경영자능력을 측정하였다. 경영성과는 자산수익률(ROA)로 측정하였다. 실증분석 결과, 자금제약이 높은 기업과 후발기업의 경우에 경영자능력이 경영성과를 높이는 정도가 더 큰 것으로 나타났다. 경영자능력이 높을 경우 원활한 자금조달을 통하여 더욱 효율적인 투자를 진행함으로써 경영성과가 더 크게 증가한 것으로 해석된다. 또한, 상대적으로 열악한 환경에 있는 후발기업에서 높은 경영자능력이 효율적인 의사결정을 유도함으로써 경영성과가 더 크게 증가한 것으로 해석된다. 본 논문은 기업이 처한 상황에 따라 경영자능력이 경영성과를 높이는 정도가 다르게 나타날 수 있음을 확인하였다. 또한, 어떤 기업에서 경영자능력이 더욱 중요하게 요구되는지를 실증적으로 분석하였다는 점에서 의의가 있다.

• 한국건설관리학회:학술대회논문집
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• 한국건설관리학회 2002년도 학술대회지
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• pp.91-96
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• 2002

최근 국내에서도 지식경영과 관련한 연구와 실례가 다수 발표되고 있다. 그러나 지식경영의 이론적 배경을 완전히 이해하지 못한다면, 이를 지식창출(Knowledge creation)을 지원하는 경영도구(Managerial application)로 이해하기 보다는 정보를 관리하는 또 다른 방법으로 오인하기 쉽다. 이에 본 논문에서는 지식경영이 최근 주요 경영도구로 회자되고 있는 배경을 당대의 경영환경 및 과학철학(Philosophy of Science)을 중심으로 살펴본다. 이후 데이터(Data) 및 정보(Information)와 비교되는 지식의 특성을 고려하여 이를 창출하거나 이의 흐름(Flow)을 활성화(Facilitating)하기 위한 여러 가지 방안 중 연성정보시스템 방법론(Soft Systems Methodology)을 고찰해 본다. 연성정보시스템 방법이 건설경영(Construction Management)관련 대학교육과 실무에 어떻게 접목될 수 있는지에 관한 논의로 결론을 맺는다.

• 한국농촌생활과학회지
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• 제6권2호
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• pp.137-149
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• 1995

The first objective of this study is to examine the finanacial management practices of rural housewives. The second objective is to determine the effects of sociodemographic characteristics on financial management practices. The Deacon & Firebaugh's model of family resource management framework and previous studies were used to determine the effects, regarding a9e, income, number of family, education level, and farming/nonfarming as independent/input variables, and monthly saving and managerial behavior index as dependent/throughput variables. A sample of 179 rural housewives aged less than 60 was selected from Shihung-Si Gyonggi-Do Province. Results showed that rural housewives more frequently did keeping bills, making purchase-list and verifying purchase need than recording where money spent making financial plan, and evaluating spending. With regard to household debt use, 60% of the sample had debt the most borrower used debt for farming, 73% of borrowers paid for their debt behind the schedule, and the main source of borrowing was NACF (NongHyup). Using installment credit, the rural housewives mainly bought cosmetics. 25% of the sample had credit cards. Average debt was 6, 070, 000 won, and 81% of annual income. In terms of saving, 85% of the sample saved, and 23% of the sample lived with the money after save. The main reasons of saving were for education and marriage of children and emergency. The main saving institutions were NACF and NLCF (ChukHyup). The regression showed that income was negatively associated with monthly saving, and age was identified as the positive determinants of managerial behavior index.

• International Journal of Costume and Fashion
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• 제10권2호
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• pp.73-88
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• 2010

Study aims to identify customer equity drivers and their relative importance, to represent customer lifetime value (CLV) distribution, and to investigate the effect of customer equity drivers and demographics on CLV when shopping apparels at the four big department stores in Seoul. Recently, Korean department stores marked significant decrease in sales volume and it calls for more focus on customer orientation. Customer equity is a managerial concept which considers customers as a valuable asset for business success. Sustainable competitive advantage is attainable when customer equity drivers and CLV are measured, managed and enhanced. results identified four dimensions of customer equity drivers such as 'retail brand equity: 'relationship equity', 'retail service equity', and 'price value equity'. Among them, 'relationship equity' was proved to be the most influencing factor on the customer's store patronage intention. The CLV distribution represented unique characteristics of each department store. The level of CLV depended on such demographics as age and income. Marital status influenced the relationship between perceived customer equity drivers and CLV. It also analyzed competitive structure of the four big department stores in Seoul and offered managerial suggestions. This study provided conceptual framework for the future study of customer equity related to apparel shopping at the department stores as well as managerial implications.

• Asia pacific journal of information systems
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• 제3권2호
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• pp.93-116
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• 1993

This study surveys 212 accounting information systems (AIS) of 85 manufacturing firms by using the research model based on the management process of AIS to figure out the current status and problems of the computing environment and AIS of Korean firms. The analysis of the current status leads to the suggestions to promote the utilization and efficiency of AIS. The level of experiences and education of information system (IS) personnel turns out to be still low. More education is needed to upgrade the IS personnel. AIS users lack in the computer knowledge. The users need more computer education. The analysis on the computerization and information characteristics of the AIS subsystems shows that the computerization is well established in the financial accounting area. On the other hand, the computerization for managerial accounting areas is in its early stage. The managerial accounting systems need be developed to support the managerial decision making effectively. The majority of firms develop the AIS by their own IS teams. When firms use the consulting services in developing AIS, they prefer accounting firms. The majority of firms fail to evaluate the AIS because the evaluation tools are not available. Most firms do not perform the auditing for AIS. It is needed to develop the tool and techniques for evalauation and auditing AIS.

• The Journal of Asian Finance, Economics and Business
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• 제8권7호
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• pp.129-137
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• 2021

This paper aims to analyze whether company characteristics are potential determinants of human resource accounting (HRA) disclosure practices by Vietnamese listed companies. It examines the human resource disclosure level of 204 companies by content analysis of these companies' annual reports. The study has relied on a multiple linear regression to test the association between a number of corporate attributes and the extent of human resource disclosure in companies' annual reports. The extent of human resource disclosure was measured using unweighted human resource disclosure index. The explanatory variables considered in this study were firm size, firm age, profitability, leverage, industry profile, and auditor type. The results revealed that the most influential variable for explaining firms' variation in human resource disclosure is firm size followed by firm age and profitability. Thus, it can be concluded that firm size, firm age and profitability are major predictors that may affect the variety of HRA disclosure practices on firms listed in the Vietnam Stock Exchange. However, neither industry profile nor auditor type seems to explain differences in human resource disclosure practices between Vietnamese listed firms, indicating that company's industry profile and auditor type are not a matter for the company to disclose HRA information.

• 한국산업정보학회논문지
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• 제14권3호
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• pp.76-97
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• 2009

전략경영의 중요이슈는 전략수립, 전략실행 및 성과측정에 이르는 일련의 전력경영과정을 하나의 관리적 이론으로 통합하는데 있다. 본 논문은 파워프로세스에 기초하여 전략경영 과정을 하나의 관리적 이론으로 통합하기 위한 이론과 실천적 방안을 제시하여 전략적 성공이나 지속가능 경쟁우위에 기여하고자 한다. 이를 위하여 본 논문에서는 파워프로세스의 원리와 특성을 논의하고 이를 기반으로 전략경영의 과정의 통합을 위한 학술적 및 실천적 방안을 제시하고 있다. 또한 본 논문에서는 경쟁우위를 위한 산업구조, 자원기반 및 게임이론 접근의 가정과 경쟁적 환경 및 상대적 우위에 대해서 논의하고, 파워프로세스의 성격과 특성을 규명하여 파워프로세스에 의한 경쟁우위 접근이 이들과의 상대적 위치를 규명하였다. 파워프로세스는 경쟁우위를 위한 전략수립과 관리적 개념을 통합할 수 있는 이론적 및 경영적 방안을 제공할 뿐만 아니라 전략성공에 크게 기여할 수 있다.

• 간호행정학회지
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• 제3권1호
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• pp.37-50
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• 1997

The purpose of this study was to identify the gap between need-level and demonstration-level in nursing managerial competencies. In addition, the study proposes solutions to narrow this gap. The results of this study are as follows : 1) The mean score for need-level of each item was 4.0, and for demonstration-level, 3.5. This indicates that military hospital head nurses demonstrate a higher level of managerial competencies than the moderate level on all items. But items which were related to resource/ cost/ information managament, staff development management and professionalism management got relatively low ratings in the need-level. 2) The mean score for need-level of each category was 4.14, and for demonstration-level, 3.53. Categories on the individual dimension got a higher rating than categories on the group or organization dimension in both need-level and demonstration level. 3) The gap between need-level and demonstration-level appeared in all items(p<.05) and categories(p<.001). Although the gap was relatively low, it indicates that it is essential to plan a developmemt program for all nursing management competencies for military hospital head nurses. 4) There were significant differences in the gap between need-level and demonstration-level according to specific characteristics of the subjects. The gap did not appear in many categories on the individual dimension where the number of nursing staff was more than 10, a major grade, ICU head nurse or for head nurses having a long career. 5) Need-level and demonstration-level showed a difference according to specific characteristics of the subjects, because need-level and demonstration-level were higher where the number of nursing staff was more than 10, a major grade, and for ICU or Medical ward head nurses. The categories which showed need-level difference and demonstration-level differences according to specific characteristics of the subjects existed almostly completely in the group and organization dimension. Gap-level differences according to the number of hospital bed existed in only two categories. 6) The general causes of the gap were indicated to be 'Knowledge/ skill/ experience deficit', 'Limitation of rules and systems/ Inappropriate organizational environment' for most items, categories, and dimensions. The results of this study indicate that extensive competency developing strategies must be developed, because a gap was found in all items and categories. Specially, there is a need to concentrate attention on competencies in the group and organizational dimension which had a wider gap level. And it is important to take an individual approach according to the cause for each gap. In order to produce effective competency developing strategies, top managers must have sinsights into the importance of nursing staff development and nursing officer's efforts to develop themselves must be achieved. Further multi-dimensional(education, personnel-policy, nursing/ organizational environment) solutions to the gap must be developed and utilized.