• The Journal of Asian Finance, Economics and Business
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• v.8 no.3
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• pp.683-693
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• 2021

Shipping has become an important sector in supporting social, economic, government, defense, security, cultural and other sectors to unite separate islands and broad seas. Thus, ports automatically become an important facility in Indonesia. The purpose of this research is to test and explain the effect of Organizational readiness for change, Service Innovation, and Corporate Image on Perceived opportunity and challenge. The research model with inferential analysis uses Structural Equation Modeling (SEM) analysis with the WarpPLS approach, expected to answer the statements of problem and be able to test the desired hypothesis. The model development in this research was based on the background, statements of problem, conceptual framework and research hypotheses. The model referred to is "Complete and Comprehensive Port." Its development was carried out through studying and synthesizing various sources. The most important source is the results of literature review in the form of theoretical developments and research results, then continued with compilation. The use of Organizational Change Readiness, Service Innovation, and Corporate Image in improving Port Competitiveness is seen as one of the novelties of this research, specifically the use of the Organizational Change Readiness variable which is often used in high-flexibility companies but now used in port companies as well.

• Journal of Korea Society of Industrial Information Systems
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• v.16 no.4
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• pp.163-174
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• 2011

The purpose of this study is to examine the antecedents of employee's organizational change commitment during organizational change. We propose that leader-member exchange (LMX) and trust in the organization could foster employee's commitment to change. A theoretical model linking the role of leader-member exchange and trust in the organization to affective commitment and normative commitment to organizational change through leadership have tested in a study of 303 respondents from 15 organizations reporting that their organizations were undergoing significant change due to the turmoil environment and M&A. We develop the hypotheses from the prior studies and empirically test them in the context of personnels who have survived from the drastic organizational changes. Based on the analyzed results, we discussed the theoretical implications and limitations.

• Asia pacific journal of information systems
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• v.33 no.4
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• pp.1171-1187
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• 2023

This study explores how an organization has successfully implemented ML-supported HR services to resolve high employee turnover problems in the IT sector. The empirical setting of the research is where contradicting institutional logics exist among technical, HR, and business groups regarding the ML model development and use of the model predictions in HR services. Institutional framework is used to identify the roles of organizational actors and the legitimacy structures in the organizational environments that can shape or constrain the ML led organizational changes. In institutional theories, technology adoption and organizational change are not only constrained by organizational context, but also fostered through organizational actors' roles and efforts to increase the legitimacy for the change. This research found that when multiple contradicting institutional logics exist, legitimizing the establishment of an enabling environment for multiple logics to reconcile and for the project to move forward is critical. Industry-wide conditions, previous experiences with the pilot ML project, forming a TFT with clearly defined roles and responsibilities, and relevant KPIs are found to legitimize the HR team and the business division to collaborate with the technical personnel to launch ML-supported HR services.

• Journal of the Korea Convergence Society
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• v.11 no.7
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• pp.231-238
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• 2020

In the case of ICT-enabled organizational changes such as Smart Work, appropriate change management is required. To achieve work-life balance, organizational change management should be conducted from both a structural and a cultural perspective. This study looked at organizational factors that affect Smart Work facilitation through a case study with the view of ICT-enabled change management. From November to December 2019, eight Smart Workers of Company A were interviewed and analyzed for organizational support. The results show that structural support such as institutionalization, ICT infrastructure office environment improvement, Smart Work center as well as cultural support such as enhancing autonomy, communicating style of managers, trusting organizational climate are required. The findings suggest balanced organizational support to provide cultural support along with structural support for activating Smart Work operations. In the future, it is necessary to demonstrate the causality between structural/cultural support factors and outcome factors.

• Journal of Korea Society of Digital Industry and Information Management
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• v.14 no.4
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• pp.189-204
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• 2018

The purpose of this study is to examine an organizational performance difference by individual utilization level of the smart work. The Smart work help minimizing business process and improving organization productivity based on information technology. This new technology provides a flexible way of the task through smart-work center, videoconferencing, telecommuting, mobile(remote control) and business-only messenger. This investment changes organizational culture, institutions and behavior by new technology applying. The organization system change due to smart work has trouble between alteration preferences and existing maintains a group. In response, the organization should make investment justification of smart work for institutional and culture stabilized by a new system in organization. I set up the analytical process of four stages for empirical research. It will analyze an operation difference of the smart work between pre and post investment in the first-step analysis. The two-step analysis will conduct a text mining analysis of smart work operations. The three-step analysis will identify organization performance differences among individual levels in smart work. The four-step analysis will identify a factor difference in organizational performance by individual utilization level on smart work. According to the study, It has been revealed a difference between the pre and post investment performance on smart work. The text mining analyses many appeared an improvement opinion of organizational culture. Next, there is a difference in organization performance among utilize groups of smart work. Furthermore, the factors of organizational performance among groups appeared differently. The theoretical contribution of this study provided to expand the organizational theory of organization change and resistance. The practical implications provided to require a strong guideline an organizational culture and institution for smart work.

• International Journal of Computer Science & Network Security
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• v.21 no.9
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• pp.67-78
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• 2021

The research aims to identify the role of administrative leaders working in universities in the success of organizational development and change, and the extent of the relationship and ability of administrative leaders at all levels of leadership within universities to the effectiveness of the process of development and organizational change at Northern Border University. In addition to presenting some recommendations and suggestions that can contribute to identifying the best leadership styles that contribute to the success of the development process and positive organizational change. Where leadership, whether in the private sector or the public sector, is one of the main functions concerned with the processes of direction, development, and modernization in the performance of the facility and an important element to activate the organizations' ability to perform their role and achieve their goals. The behavior and trends of leaders represent an important indicator in knowing the type of efforts made by them to improve performance and develop organizations and human resources. The research reached many results, perhaps the most important of which is that the dominant leadership style in universities is the democratic style, followed by the bureaucratic leadership style. The results also showed that there is a significant role for administrative leaders in bringing about development and positive change at Northern Border University at the level of individuals, groups, and organizations. And it became clear that there is an availability of leadership capabilities to an acceptable degree in the administrative leaders. The results of the statistical analysis showed a positive relationship between administrative leadership ability and democratic style. In addition to the existence of a negative relationship between the administrative leadership ability and the bureaucratic style and the freestyle. It was also clear that there were no differences in dealing between males and females, as well as age, educational qualification, experience, and job grade, but there were differences in dealing with the job title.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.4
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• pp.1-15
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• 2021

Purpose - In a difficult time for a firm, it seems impossible to change circumstances by a firm. Nevertheless, the firm must do whatever it can do by however it can do. Therefore, the purpose of this study is to analyze the effect of HRM practice on organizational effectiveness with the status quo of the firm as a moderator. Based on the result of this study, the managerial implication could be suggested as a contextual response to each status quo of the firm in improving and managing organizational effectiveness by HRM practice. Research design, data, and methodology - This study measured organizational effectiveness with employee satisfaction and organizational commitment. HRM practice includes two HR management areas, HR system, and HR attitude. HR system includes education & training and additional wage welfare. HR attitude includes employee stress and empowerment. As for the status quo of the firm, this study considered three construct; firm feature, strategic feature, environment change feature. This study analyzed 397 employees of 24 company data from the 7th HCCP of KRIVET. Result - Hypothesis 1 through Hypothesis 3 were partially supported. The results of this study suggest that to increase organizational effectiveness(job satisfaction and organizational commitment), employee stress and education & training participation need to be managed. And circumstance of an organization as given the Status Quo of the firm needs to be managed differently like firm size, environment change in demand, and technology. Conclusion - This study suggests best-practice implications based on the result between HRM practice and organizational effectiveness. And also suggest differentiation in management to increase the best-fit in management.

• Journal of The Korean Society of Integrative Medicine
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• v.11 no.3
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• pp.205-217
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• 2023

Purpose : This study aimed to identify the job satisfaction, organizational commitment, and turnover intention of workers at dementia care centers, and the correlations between these factors. Methods : A survey of 131 dementia care center employees was conducted. This comprised 48 questions covering respondent characteristics, organizational satisfaction, organizational commitment, and turnover intention. Results : Employees with no intention to change jobs had significantly higher job satisfaction and organizational commitment than those with job change intentions. Turnover intention was significantly correlated with both job satisfaction and organizational commitment. The higher the organizational commitment and the lower the turnover intention, the higher the job satisfaction. The higher the job satisfaction and the lower the turnover intention, the higher the organizational commitment. Analysis of the sub-components of the main variables found The lower the work environment, compensation, and sense of belonging to the organization, the higher the turnover intention. Conclusion : Regular educational programs are needed to improve the expertise of workers at the dementia care center, and opportunities for employees to communicate their needs should be maximized. In addition, higher salaries will attract more able and willing employees, reduce turnover, and provide and a sense of of belonging to the organization. Attention to the proper distribution of work and recruitment of appropriate human resources will further improve the working environment. If the job satisfaction and organizational commitment of workers at the dementia care center are increased and the number of employees intending to change jobs is reduced, the length of employee service will increase and contribute to improved care and service quality for dementia patients.

• Journal of Korea Society of Digital Industry and Information Management
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• v.19 no.1
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• pp.77-89
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• 2023

The purpose of this study is to empirically confirm what is an important variable of organizational change by intelligent technology acceptance and whether is a difference in important variables in the organization level of acceptance of intelligent technology. Recently, business models using intelligent technologies such as chat-bots, self-driving cars, credit-prevention fraud, face recognition, and health-care are emerging. External situation factors such as artificial intelligence, big data, COVID-19, and the ESG management are changing the direction of a company's management strategy. This research method established a structural equation model. As a result of the analysis, we found that the leadership, organizational culture, and organizational cooperation variables had a positive effect on human resource development variables. Human resource development found a positive effect on the performance of intelligent technology. In addition, we found the independent variables of leadership, organizational culture, and organizational cooperation had partial mediating effects on the performance of intelligent technology. Each group of levels of intelligent technology found performance differences. The organizational culture variables appeared as important variables in all groups. On the other hand, the leadership variable appeared as an important variable in the middle and lower groups of intelligent technology. The theoretical background of this study is that the business theory was updated through artificial intelligence and intelligent technology theory. As a practical implication, the organization adopting intelligent technology is necessary to prepare a systematic plan for organizational culture change.

• The Journal of the Korea Contents Association
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• v.19 no.10
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• pp.315-324
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• 2019

In this research, one of five Hofstede's cultural dimension, Long term orientation (LTO) was selected to examine its influence on individual's change oriented organizational citizenship behavior with emotional regulation mediating. East Asian countries and Korea especially received higher score on LTO cultural dimension, meaning it valued harmony, long term relations and saving for future. Also, in today's hyper competitive and evolving global climate, the ability to adapt quickly and also to be able to control one's emotion is highly valued individual competency. Previous research on Hofstede's cultural dimensions were conducted at mostly national or large group levels. However, in this study, Yoo's CVSCALE which allowed for individual level analysis on Hofstede's cultural dimensions were used to analyze multinational company's employees's long term orientations' influence on emotional regulation and change oriented organizational citizenship behavior. The survey conducted from 200 employees from major electronic company based in S city in Korea for two weeks period and the results indicated long term orientation positively influenced change oriented organizational citizenship behavior. Also emotional regulation mediated between long term orientation felt by individuals and change oriented organizational citizenship behavior. Such results validated previous studies that indicated emotional regulation as possible antecedents of individual proactive behaviors such as change organizational citizenship behavior and long term oriented view as another potential antecedent of change oriented organizational citizenship behavior in multinational corporation setting.