• International conference on construction engineering and project management
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• 2013.01a
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• pp.321-327
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• 2013

Inter-organizational Relationships (IORs) governance is one of the emerging research areas that have been studied in different contexts (e.g. economics, strategy, organization, and management). This view, particularly, attracted rising attention from academics and practitioners in the context of construction projects, due to the complex forms of IORs in terms of inter-firm exchanges (e.g. engineering, procurement, finance, construction, and operation) in these projects. The focus of IORs governance is to control Inter-organizational relationships among two or more cooperative parties to alleviate conflict and achieve mutual gains. One of the mechanisms that have been identified in the related literature is formal governance mechanism. Although many empirical studies have been conducted using formal governance terms and indicators, there isn't yet a consensual definition of this mechanism and its components that may cause misinterpretation of research results and also impede future research. This paper makes contribution to the concept of IORs governance by clarifying the meaning of formal governance mechanism and identifying different indicators of this mechanism that have been used and identified in previous studies. This provides an innovative and useful framework to understand formal governance mechanism and its application in construction projects.

• The Journal of Industrial Distribution & Business
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• v.15 no.7
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• pp.29-37
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• 2024

Purpose: The primary objective of this study is to explore the relationship between clinical consultation and job satisfaction among healthcare workers. Specific objectives include: (1) Identifying the key components of clinical consultation that influence job satisfaction. (2) Analyzing the relationship between clinical consultation and job satisfaction among healthcare workers. (3) Providing insights and recommendations for improving job satisfaction through enhanced clinical consultation practices. Research design, data and methodology: This research uses a systematic literature review research methodology to analyze the correlation between clinical consultation and job satisfaction among healthcare workers. Systematic literature reviews are a reliable and reproducible approach of searching for, selecting, appraising and synthesizing the relevant literature on the topic under consideration. Results: The findings of the present research presents the positive relationships between clinical consultation and job satisfaction, emphasizing four main consultation factors to maximize clinical effects. The four key consultation factors as follows: (1) Emotional Support, (2) Professional Development, (3) Feedback, (4) Peer Interaction. Conclusions: All in all, the results of the present research will be useful for healthcare managers and policy makers in terms of promoting mechanisms for increasing job satisfaction which will positively impact organizational staffs' and organizational clients' well-being.

• Journal of Digital Convergence
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• v.16 no.3
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• pp.225-236
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• 2018

Organizations continue to invest in the security of information technology as a means to be more competitive than others in their industry do. However, there is a relatively lack of interest in the information security compliance of employees who implement information security technologies and policies of organization. This study finds mechanisms for enhancing security compliance by applying theory of planned behavior, justice theory, and motivation theory in information security field. We use structural equation modeling to verify the research hypotheses, and conducted a survey on the employees of organization with information security policy. The results showed that organizational justice, sanction, and organizational identification affect the factors of the planned behavior theory and affect the employee's compliance intention. As a result, this research suggested directions for strategic approach for enhancing employee's compliance intention on organization's security policy.

• Knowledge Management Research
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• v.24 no.2
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• pp.1-25
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• 2023

While organizational learning (OL) is vital for ventures to build knowledge bases necessary for successful innovation, less attention has been paid to how learning organizations leverage it for performance improvement. We investigate entrepreneurial orientation's (EO) role in performance-by-learning mechanisms underpinning ventures' innovative initiatives, adopting dyadic performance indicators: technological competitiveness and business performance. Analyzing 218 Korean ventures, our study shows that firms valuing OL, characterized by acquisitive and experimental learning, exhibit high EO, facilitating productive use of knowledge-based resources and enhancing performance. Importantly, EO fully mediates the performance implications of OL. Our findings suggest that a comprehensive learning approach for knowledge acquisition and experimentation provides ventures, often facing smallness and newness liabilities, with a fertile entrepreneurial ground for increased innovation returns.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.3
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• pp.65-76
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• 2022

This study will examine the relationship between social support from the work and family domains, referred to as multiple social network ties (MSNT), and employees' job and family-related performance outcomes during the COVID-19 crisis. The study also demonstrates the importance of employees' work-family balance (WFB) in moderating the association between MSNT and job and family-related performance. A two-wave design was used to collect data from 320 managerial level personnel in Pakistan's textile sector. The path analysis technique of structural equation modelling (SEM) was used to analyze the responses. In times of crisis, social support mechanisms could potentially replace organizational support mechanisms for employees dealing with work and family obligations, according to the study. The findings of this study show that work-family balance is a significant partial mediator between MSNT and employees' job and family-related outcomes during the COVID-19 pandemic, according to a best-fit model. This research supports the pragmatic view of MSNT's action mechanism in generating jobs for employees and family-related results, especially in uncertain situations. According to the findings, employees who have a positive work-life balance are happier and more productive in both work and personal life. It has major implications for human resource management (HRM) research and practice.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.16 no.5
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• pp.109-124
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• 2021

This study tried to verify the causal relationship that SMEs' organizational culture and self-efficacy would affect job crafting and job satisfaction. Unlike previous domestic studies that have been studied for organizational culture at the organizational level and self-efficacy at the individual level, this study tried to verify the interaction between job crafting and job satisfaction using different mechanisms as antecedent factors. In order to verify the research model of this study, questionnaires of 144 small and medium-sized enterprises (SMEs) workers located in Seoul and metropolitan areas were analyzed. Factor analysis and correlation analysis were performed to verify the reliability and validity of the research model on the relationship between variables, and empirical analysis was performed using regression analysis and mediation effect analysis to verify the hypothesis. The results of the study were first, that organizational culture and self-efficacy had a positive (+) effect on job crafting. On the other hand, relationship-oriented culture and hierarchical-oriented culture, which are sub-factors of organizational culture, were found to be insignificant. Second, organizational culture and self-efficacy were found to have a positive (+) effect on job satisfaction. On the other hand, it was found that market-oriented culture and hierarchical-oriented culture, which are sub-factors of organizational culture, were not significant. Third, job crafting was found to have a positive (+) effect on job satisfaction. On the other hand, it was found that the sub-factors of job crafting, disruptive job demands and social job resources, were not significant. This means that organizational culture partially affects job crafting and job satisfaction of SMEs, and job crafting also partially affects job satisfaction. The implications of this study are first, suggesting the meaning of SME organizational culture for stable and efficient human resource management for SMEs suffering from low productivity and high turnover rate. Second, it was meaningful to understand the possibility of introducing job crafting as an effective job management plan for SMEs. Third, in the current situation where there are few cases of practical introduction of job crafting, research on understanding job crafting for SMEs and improving job satisfaction is thought to be helpful in improving the productivity of SMEs.

• Korean Journal of Labor Studies
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• v.23 no.2
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• pp.1-45
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• 2017

This study aims at explaining organizational mechanisms of inequality that has been rising rapidly alongside the proliferation of irregular employment in the post-crisis Korean labor market. It argues that inequality is not sufficiently explained by individual gap in human capital or widespread marketization as such. Social categories into which each individual worker falls seems more important as a source of labor market inequality. Employment types that are composed of regular and irregular employment do not simply indicate the different economic meanings of employment contracts but have rather been institutionalized as a social category of status in the context of inequality over the past two decades. They are also often matched with other social categories such as gender that have created and reproduced greater labor market inequality. We pay attention to the organizational practice of dominant incumbents who make claims for advantages of return based on their exclusive accessibility to limited organizational resources and explain how that particular practice plays a role to increase relational inequality between those insiders who achieve advantageous returns and outsiders mostly irregular workers who are excluded from those resources because of the social categories that they belong to. In this study, we identify seniority based pay as the key organizational practice that justifies categorical differences within the workplace and examine how that particular practice contributes to organizational level segmentation and income ineqaulity.

• Journal of Digital Convergence
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• v.19 no.9
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• pp.145-156
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• 2021

While the current literature has considered business group as a temporary form of organizations that only exists under the developing contries with under-developed financial markets. Chaebol, a form of businss group in Korea, has sustained as a major organization form in Korea. To fill the current gap in the literature and practice, I suggest a theoretical model of Chaebol scion's entrepreneurial firm growth mechanisms. First, I posit that social, structural, and psychological factors motivate Chaebol scions to engage in entrepreneurship. Second, I suggest that five mechanisms, including business opportunity, financial support, recruitment, marketing, and inter-organizational collaboration, will facilitate entrepreneurial firm growth. By constituting a model of Chaebol scion's entrepreneurial firm growth, the current theoretical paper advances the literature on business group and entrepreneurship with indicating Korean Chaebol's new expansion possibilities.

• Journal of information and communication convergence engineering
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• v.5 no.2
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• pp.144-149
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• 2007

Grid technologies make it possible for IT resources to be shared across organizational and security domains. The traditional identity-based access control mechanisms are unscalable and difficult to manage. Thus, we propose the FAS (Federation Agent Server) model which is composed of three modules: Certificate Conversion Module (CCM), Role Decision Module (RDM), and Authorization Decision Module (ADM). The proposed FAS model is an extended Role-Based Access Control (RBAC) model which provides resource access capabilities based on roles assigned to the users. FAS can solve the problem of assigning multiple identities to a shared local name in grid-map file and mapping the remote entity's identity to a local name manually.

• Journal of Intelligence and Information Systems
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• v.9 no.2
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• pp.87-100
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• 2003

In managing organizational tacit knowledge, recent researches have shown that it is more applicable in many ways to provide expert search mechanisms in KMS to pinpoint experts in the organizations with searched expertise. In this paper, we propose an intelligent expert search framework to provide search capabilities for experts in similar or related fields according to the user′s information needs. In enabling intelligent expert searches, Fuzzy Abstraction Hierarchy (FAH) framework has been adopted, through which finding experts with similar or related expertise is possible according to the subject field hierarchy defined in the system. To improve FAH, a text categorization approach called Vector Space Model is utilized. To test applicability and practicality of the proposed framework, the prototype system, "Knowledge Portal for Researchers in Science and Technology" sponsored by the Ministry of Science and Technology (MOST) of Korea, was developed.