• 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.

• STI Policy Review
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• v.3 no.2
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• pp.130-151
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• 2012

Fraunhofer was founded in 1949 and grew into Europe's largest application-oriented research organization. Fraunhofer currently employs over 20,000 members in Germany, is internationally networked, and manages an R&D budget of over 1,8 Billion Euros per year. An important step for Fraunhofer to become an integral component of the German innovation system was the introduction of the Fraunhofer Model of financing based on a performance-related system of financial management. The underlying model of the allocation and distribution of public funding to Fraunhofer that is subsequently allotted to specific research groups is one of the success factors of Fraunhofer. Fraunhofer is proud of its decentralized organizational model. Fraunhofer is comprised of 60 Institutes in Germany working in different fields, under one legal framework, and with a strong brand value. Every Fraunhofer Institute is affiliated with a German University and every institute director simultaneously holds a chair at the affiliated university. It is a challenge for the headquarter organization to balance the intended competition of individual Fraunhofer Institutes with complementarity cooperation in science among Fraunhofer-Institutes, especially when coming from different knowledge domains; however, this goal results in a significant advantage. The unique strengths of Fraunhofer offer system solutions in a world with increasingly complex R&D challenges. While growing to become the largest organization on Europe to focus on applied research it is the challenge to remain an agile organization that is flexible in organizational structure. Fraunhofer has reached a well-recognized position in the European innovation landscape. It is often referred to by science and governments as a role model for innovation policy and a key element of the latest successes in the German economy that has recovered quicker from the latest economic crisis than most other western economies. The paper explains Fraunhofer as an organizational paradigm and its underlying management model to elaborate on the challenges of managing a research organization. We wish to show how it is possible to transfer the management model and philosophy of Fraunhofer to innovation systems with different framework conditions and challenges. A universal conclusion may be drawn based on the description of Fraunhofer; however, changes in existing structures and innovation systems cannot be implemented over night.

• Journal of the Korea Convergence Society
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• v.11 no.9
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• pp.229-242
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• 2020

The purpose of this study is to present the environmental factors of positive and negative aspects that affect the information security compliance intention, and reveals the relationship of the individual's the security compliance intention. The subjects of this study are employees of organizations that apply information security policies and technologies, and effective samples were obtained through surveys. In the process of analysis, the study model was verified through structural equation modeling. The measurement variables consisted of security policy, security system, technical support, work impediment, security non-visibility, compliance intention and organizational commitment and used for analysis. The results confirmed that security compliance factors such as policy, system, technical support, and non-compliance factors, work impediment, respectively, had an impact on organizational commitment, leading to compliance intention. The verification result of the research model suggests the direction of establishing a security compliance strategy for employees to improve the level of information security compliance of the organization.

• Asia pacific journal of information systems
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• v.33 no.4
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• pp.863-898
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• 2023

Previous studies have shown that insiders pose risks to the security of organisations' secret information. Information security policy (ISP) intentional violation can jeopardise organisations. For years, ISP violations persist despite organisations' best attempts to tackle the problem through security, education, training and awareness (SETA) programs and technology solutions. Stopping hacking attempts e.g., phishing relies on personnel's behaviour. Therefore, it is crucial to consider employee behaviour when designing strategies to protect sensitive data. In this case, organisations should also focus on improving employee behaviour on security and creating positive security perceptions. This paper investigates the role of psychological capital (PsyCap), punishment and organisational security resources in influencing employee behaviour and ultimately reducing ISP violations. The model of the proposed study has been modified to investigate the connection between self-efficacy, resilience, optimism, hope, perceived sanction severity, perceived sanction certainty, security response effectiveness, security competence and ISP violation. The sample of the study includes 364 bank employees in Jordan who participated in a survey using a self-administered questionnaire. The findings show that the proposed approach acquired an acceptable fit with the data and 17 of 25 hypotheses were confirmed to be correct. Furthermore, the variables self-efficacy, resilience, security response efficacy, and protection motivation directly influence ISP violations, while perceived sanction severity and optimism indirectly influence ISP violations through protection motivation. Additionally, hope, perceived sanction certainty, and security skills have no effect on ISP infractions that are statistically significant. Finally, self-efficacy, resiliency, optimism, hope, perceived severity of sanctions, perceived certainty of sanctions, perceived effectiveness of security responses, and security competence have a substantial influence on protection motivation.

• Information Systems Review
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• v.22 no.3
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• pp.31-58
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• 2020

Based on the social control theory, this study intends to find out the influential factors of organizational members' information security policy compliance (ISPC). Survey data from 195 military officers were analyzed to examine the effect of ethical disposition (morality, responsibility, the perceived value of ethical education) and perceived work environment (relationships with supervisors, overwork, and pay satisfaction) on ISPC attitude, ISPC intention, and turnover intention. The results of partial least squares structural equation modeling (PLS-SEM) show that ethical dispositions affect ISPC attitude and that work environments (except for pay satisfaction) affect turnover intention. In addition, ISPC attitude significantly mediates relations between ethical disposition and ISPC intention, between relationships with supervisors and ISPC intention, and between turnover intention and ISPC intention. These findings suggest that ethical disposition factors can predict an individual's security awareness level, and the ISPC attitude is a significant variable in the organizational security context.

• The Korean Journal of Emergency Medical Services
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• v.6 no.1
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• pp.185-197
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• 2002

Today, the basic problem of functional safe management of Korean Disaster Control system was separately administrated 33 acts that are relating to safe management in 13 ministries. Because of the facts that the fire service is not provided practically, the control system and risk management for safe administration are not operated, the information can not be shared with each other, and the various laws have the lacks of linkage, the National Safe System was appeared unsteady. The roles and functions of fire service have started with restriction to operate structurally and institutionally, which operational structure of fire service is becoming weak. As a result, the federal and local fire organizations have not reached yet to the institutionalization and the local fire service agencies have bias with the task regarding the fire service because of the relation between organizational structure and the local fire agency. With the enforcement of the federal and local fire system, professionality and autonomy for making policy, and dealing with changes of fire service positively, the national fire service on the policy performance can be established. Promotion of research and development and education training to strengthen innovation in technology and competition in fire industry will contribute to the firmly establishment of control system to prevent from fire, flood, terror and national disaster. This article proposed that (a) the established law and administration, agency are required efforts to effectively operate fire service system; (b) the national fire service agency, national college of fire, national institute of science fire, and national fire service hospital should be early established to make firmly policy to operate effectively and practically. These kinds of innovational acts are known the best ways of operating solid policy of national fire service system.

• Korean System Dynamics Review
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• v.15 no.2
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• pp.75-96
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• 2014

The purpose of this paper is to analyze the functional changes of local educational authority policy based on the systems thinking perspective using causal loop diagrams. In the past, the main function of the local educational authority was to manage and supervise schools. Through this policy, local educational authority would be transformed into a support agency. However, this policy did not achieve the goal, was to cause confusion and require improvement. This study shows structured causes of the problem based on systems thinking. These diagrams make it possible for educational policy makers to provide ideas, although they have some complicated environment. The findings indicate that based on systems thinking in this policy can help those who related to policy decision than existing diagnosis method.

• Journal of Digital Convergence
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• v.18 no.5
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• pp.317-324
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• 2020

This study examined the relationship between organizational justice, intragroup trust, organizational commitment and Organizational Citizenship Behavior of Hospital Administrative Staff(OCB of HAS) and investigated convergence effects of these factors on OCB. The subjects were randomly selected 274 HAS from 22 hospitals randomly selected in J area. The data were collected from July 1 to July 31, 2019 for about a month, and the structured self-administered questionaries was used for the data survey. OCB was positively correlated with organizational justice, intragroup trust and organizational commitment. As a result of covariance structure analysis, it was found that the higher organizational justice, intragroup trust, and organizational commitment, the higher OCB. The results of the analysis showed that in order to increase the OCB of HAS, it was necessary to increase organizational justice, intragroup trust, and organizational commitment. The results of the survey are expected to be used as basic data for hospital human resource management, which enhances OCB of HAS, and health education in the emotional and psychological aspects of HAS. In the future study, it is necessary to investigate various factors affecting OCB of HAS.

• Journal of Digital Convergence
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• v.20 no.4
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• pp.247-260
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• 2022

In order to advance theoretical and practical understanding of innovative behaviors and affective commitment to change, this study investigated the relationship among innovation supporting organizational culture, decentralized structure, acceptance of organizational change, and affective commitment to change and tested the mediating effect of acceptance of organizational change in the relationship. Data were collected from 261 employees at H corporation and analyzed to test suggested research hypotheses using SPSS 20.0 and AMOS 20.0. The results are as follows: First, it is found that innovation supporting organizational culture influences positively acceptance of organizational change and affective commitment to change. Second, results show that decentralized structure influences positively acceptance of organizational change, but does not influence innovative behavior. Third, it is found that acceptance of organizational change influences positively affective commitment to change and innovative behavior. Fourth, it is also found that acceptance of organizational change mediates partially the relationship between innovation supporting organizational culture and affective commitment to change and acceptance of organizational change mediates completely the relationship between decentralized structure and affective commitment to change. With these findings, it is confirmed that innovation supporting organizational culture and decentralized structure influence positively affective commitment to change and innovative behavior through acceptance of organizational change. Limitations and suggestions were discussed.

• Health Policy and Management
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• v.17 no.1
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• pp.50-74
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• 2007

The purpose of this study was to identify a determent of mastery approach goal and performance approach goal using a basic concept of goal orientations and goal setting theory, and to evaluate a preference of goal achievement index as a balance score card (BSC). The study model proposed had a adoptable level of goodness of fit index(.94) and root mean square residual(.08). The meditating variable, goal contribution, totally mediated the impact of goal commitment, Y-theory human behavior, and self-efficacy but organizational resource contribution for pursuing goal orientation. Moreover, goal contribution significantly determined mastery approach goal(p<.01) and performance approach goal(.05). In standardized effects, the most powerful antecedent of mastery approach goal and performance approach goal were in order of organizational resource contribution(.27/.28), goal contribution(.21/.17), self-efficacy(.07/.06), and Y -theory human behavior and goal commitment(.05/.05), respectively. Moreover, goal contribution had a more powerful impact on mastery approach goal(.21) rather than performance approach goal(.17). In the preference of BSC, all job types preferred learning and growth index in first. In the second preference, medical doctors and pharmacists chose financial results, nurses customer service, and office managers internal processes. Each job type reflected its' own preferred BSC index to that of the other job types. In comparing a preference of four BSC index of each own job type, it was statistically different at p<.001. In conclusion, one who emphasize organizational goal contribution in pursuing goal orientation has a more strong orientation toward mastery approach goal rather than performance approach goal. A hospital should overcome and harmonize the different preferences of four BSC index since the differences might cause organizational conflicts among job types with having each unique professional norm.