• The Journal of Asian Finance, Economics and Business
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• 제7권1호
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• pp.279-290
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• 2020

Informal networks between individuals are widely seen as important in East Asian business systems. However, while the performance implications of guanxi in China have been extensively studied, much less is known on how informal networks may influence business outcomes in other East Asian countries. We examine informal networks in inter-organizational research collaborations in South Korea by studying the role of pre-existing social ties and relational orientation in new product development (NPD) collaborations and university-industry research (UIR) collaborations. We conduct an interview-based, in-depth case analysis of five NPD collaborations and five UIR collaborations. Pre-existing social ties and relational orientation are prevalent in both types of research collaborations. However, they have different consequences for collaboration outcomes. Pre-existing social ties strongly vary in their types and strength, and negatively affect collaboration outcomes unless they result in the selection of competent and motivated partners. Relational orientation manifests itself in a task-related and social exchange between collaboration partners, which contributes to outcomes such as knowledge acquisition and business performance. Korean collaboration managers should rely only on pre-existing social ties that are well-aligned with task-related requirements when initiating and conducting research collaborations. However, the creation of strong relationships between collaboration team members of partnering organizations should be encouraged.

• 한국국방경영분석학회지
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• 제22권2호
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• pp.49-72
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• 1996

This study examined the antecedents and outcomes of leader-member exchange (LMX) quality in the Korean Army platoons. Although a number of studies have devoted substantial attention to the application of the LMX theory in various organizational settings, there has been no effort to verify or to apply the model to a military situation. In this paper, we tried to build an integrative LMX model to apply to the Korean army. We developed, on the basis of literature review, an integrative framework describing the factors affecting the LMX quality, LMX quality outcomes and the moderators of LMX quality-outcomes. Then we collected data from the 404 lieutenant-soldier dyads. The analysis of the data showed that 1) interpersonal variables (perceived similarity and liking of soldier) and LMX quality were significantly related, 2) LMX quality and outcome variables(soldier's performance, job satisfaction, and morale) were significantly related, and 3) the relationship between LMX quality and soldier's performance were strongly significant when task challenge is high but nonsignificant when task challenge is low, while there were nonsignificant or weekly significant relationships between LMX quality and soldier's performance when task challenge is moderate. The results are basically coinciding with the previous research, except that, with the low challenge tasks, the LMX quality did not affect soldier's performance, which seems to be due to the directive leadership style of the lieutenants. The theoretical and practical implications and future research directions are discussed.

• 한국의료질향상학회지
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• 제4권2호
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• pp.210-221
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• 1997

Background : Willingness to satisfy patients(WSP) among nurses is essential to promoting patient satisfaction which is a critical component in the quality of health care and its outcomes. This study was carried out to empirically find out the affecting factors of WSP among nurses in hospital settings. Methods : The model contains seven job relating determinants and two intervening variables as follows: i) job relating variables of professional status, task requirements, pay, physician-nurse interaction, nurse-nurse interaction, organizational policies, and autonomy, ii) intervening variables of job satisfaction and organizational commitment. Data were collected from 205 nurses in two general hospitals owned by one foundation located in Pusan, Korea, using a structured and self-administered questionnaire. Results : The major results were as follows: First, the results of ANOVA on WPS by personal characteristics showed a statistically significant relationships between WPS and hierarchical orders(p<.01) ana tenure(p<.10). Comparing with the lower orders and shorter tenure, the higher orders and the longer tenure showed better WPS. Second, the results of simple correlation analysis between WPS and determinants and intervening variables showed the following variables, in order of importance, were statistically significant(p<.01): work satisfaction(+), organizational commitment(+), task requirements(+), nurse-interaction(+), professional status(+), physician-nurse interaction(+). Third, the results of path analysis showed that two intervening variables of job satisfaction and organizational commitment, and three determinants of task requirements, professional status, and nurse-nurse interaction had a positively significant direct effect to WPS. Conclusion : The results suggest that nurses who are more satisfied with task requirements, status, nurse-nurse interaction, overall job satisfaction, and organizational commitment, will behave in ways that patients find more satisfied.

• 한국콘텐츠학회논문지
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• 제16권6호
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• pp.761-773
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• 2016

본 연구의 목적은 리더의 윤리적 리더십과 부하들의 조직동일시와 직무 스트레스 간의 관계를 규명하는 것이다. 특히, 본 연구는 부하들의 조화로운 열정의 매개역할에 중점을 두고 검증하는 것이다. 이를 위해 국내 기업에 종사하는 369명의 종업원들을 대상으로 설문을 실시하고, 구조방정식모형을 사용하여 본 연구의 가설을 검증하였다. 분석결과, 상사의 윤리적 리더십은 부하들의 조화로운 열정과 조직동일시에 정(+)적인 관계가 있었지만, 부하들의 직무 스트레스와는 상관관계가 없었다. 그리고 부하들의 조화로운 열정을 매개로 하여 상사의 윤리적 리더십이 부하들의 조직동일시에 정(+)적인 영향을 미치고 부하들의 직무 스트레스에 부(-)적인 영향을 미쳤다. 구체적으로 본 연구결과에서 조화로운 열정은 윤리적 리더십과 조직동일시 간의 관계에서 부분매개역할을 하고, 윤리적 리더십과 직무 스트레스 간의 관계에서 완전매개역할을 하고 있었다. 그리고 본 연구결과의 시사점과 한계점 및 향후연구 방향을 제시하였다.

• 아태비즈니스연구
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• 제5권2호
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• pp.51-64
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• 2014

Strategic bundling of Human Resource Management (HRM) practices among themselves works together as an entire HRM system rather than individual HRM practices to achieve organizational objectives. The bundles of HR practices support the effectiveness of one another assuming the effectiveness of any practice depends on other practices in place. It is said that the greater the total degree of bundling among the various components of HRM policies and practices, the more will be the organizational outcomes. Realizing these facts, this study aimed to explore the level of strategic bundling and examined the impact of such bundling on organizational performance to the publicly listed companies of Nepal. This empirical study is based on description and exploratory design for which data collected through the questionnaire based on 5-point liker scale. Total population of the study at the time of data collection are 234 organizations publicly listed in Stock Exchange of Nepal. Questionnaire is distributed to all organizations listed, response received from 105 organizations, as a unit of analysis, which is fairly good response. The study of strategic bundling of HRM practices perhaps the first study in Nepal, found that only 32 percent organizations have followed high bundling HR practices and these high bundling organizations are significantly different with low bundling organizations. Business organizations are trying to practice being close association of HRM policies and practices within them except labor relation with employee participation and business strategies. Supporting to the international literature, strategic bundling of HRM practices among themselves shows statistically significant effects on quality of product or services, labor productivity, financial performance, employee satisfaction, rate of innovation, employee commitment and market share.

• 임상간호연구
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• 제23권1호
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• pp.110-119
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• 2017

Purpose: The purpose of this study was to test validity and reliability of the Korean-Sieloff King Assessment of Group Outcome Attainment within organization in Korea (K-SKAGOAO), and also to explore the relationship of Korean nursing group power and job satisfaction, organizational commitment, organizational performance. Methods: Participants were 481 nurse managers, nurse unit managers or staff nurses with over 7 years experience. Data were collected by post mail and analyzed using descriptive statistics, ANOVA, Kruskal-Wallis test, Tukey test, and Spearman's correlation. Results: Content Validity Index was over .82 and Cronbach's ${\alpha}$ coefficient for the K-SKAGOAO was .97. The mean score for Korean nursing group power was 136.77 among the total participants, 139.89 among nurse managers, 136.74 among nurse unit managers and 132.47 among staff nurses. These results showed high nursing group power in Korea nursing organization in hospitals. There was also a significant difference according to nurse position (p=.003). Korean nursing group power was positively related to job satisfaction, organizational commitment, and organizational performance. Conclusion: Findings show that the K-SKAGOAO has validity and reliability. Nursing groups can use the K-SKAGOAO to evaluate the nursing group power of each nursing organization and to develop strategies to improve nursing power and nursing outcomes.

• 산학경영연구
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• 제18권2호
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• pp.151-178
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• 2005

본 연구는 Brown과 Peterson(1993)의 메타 분석에서 자료의 부족으로 실증하지 못했던 리더의 지원 역량을 직무 만족도의 선행 변수로 제안하였고 기존 조직 문헌에서 활발히 연구되었던 조직시민 행동을 직무 만족도와 관련된 인과 관계 모형에서 새로운 결과 변수로 제안하였다. 연구 모델에 대한 분석 결과 6개의 가설중 조직시민행동과 정착의향 관계에 관한 가설을 제외하고 모두 지지되었다. 이러한 실증 결과를 통해서 조직 문헌에서 많이 연구되었던 조직시민행동은 영업사원 직무 만족도의 결과 변수이지만 영업 사원의 정착 의향과는 직접적인 관련성이 없음이 밝혀졌다. 또한 Brown 과 Peterson(1993)의 실증 연구에서 직무 만족도의 선행 요인이었던 역할 모호성처럼 리더의 지원역량 변수도 조직 몰입이나 조직시민행동에 직접적인 영향을 주기 보다 직무 만족도를 통해 간접적인 영향을 주는 것으로 확인되었다. 연구 결과 회사가 영업 사원들의 정착율을 높이기 위해 신경을 써야 하는 관리 변수는 직무 만족도와 조직에 대한 몰입인 것으로 나타났다. 특히 조직에 대한 몰입은 회사에 대한 정착 의향 뿐아니라 주변 사람들에게 바람직한 시민행동을 발휘하게 하므로 단기적 정착 지표 뿐아니라 장기적인 조직 활성화를 이끌어낼 수 있다는 점에서 회사가 더욱 관심있게 관리해야 할 선행 지표라고 판단된다.

• 한국사회복지학
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• 제62권4호
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• pp.349-376
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• 2010

본 연구는 조직의 영향을 받을 수 있는 직원의 사회공헌활동 참여는 사회공헌활동에 대한 태도 및 평가를 매개로 하여 조직몰입에 간접적으로 영향을 미친다고 가정하고, 직원의 기부와 자원봉사활동의 수행이 어떤 성과를 거두는지에 대해 분석하고자. 본 연구는 국내 한 기업의 300여명의 직원들을 대상으로 한 설문조사를 실시하고 구조방정식모형 분석을 실시하였다. 분석결과 직원의 기부나 자원봉사와 같은 사회공헌활동 참여는 직접적으로 조직몰입에 영향을 미치지 않으며, 사회공헌활동에 대한 직원의 평가를 매개로 하여 조직몰입에 간접적으로 영향을 미쳤다. 본 연구는 한 기업의 직원들만을 대상으로 하여 분석결과를 일반화하는데 한계가 있다. 그러나 본 연구는 학문적으로 직원 사회공헌활동 참여와 성과에 대한 보다 체계적인 논의기반을 마련하였으며, 실천적으로 사회공헌활동에의 직원참여가 기업에게 대한 몰입 강화라는 긍정적인 성과를 가져올 수 있으며, 직원과 관련된 이러한 성과를 거두기 위해서는 적절한 사회공헌활동의 수행 그리고 적절한 교육과 홍보의 필요성을 보여준다는데 의의가 있다.

• 한국조리학회지
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• 제23권6호
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• pp.143-152
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• 2017

This paper examined seemingly well-working compromises in identity construction, questioning whether the compromises could function only nominally in practice. The literature has paid attention to the conflicts which end up functionally sense-making, through either unilaterally enforced or mutually assimilated compromises. In contrast, this paper's analysis of Super Tuscan wines under the Italian government's quality regulation illustrated that the compromises between wineries and classification systems do not work well and make the classification systems meaningless in the end. This study thus argued that compromises in identity construction do not always result in functionally sense-making outcomes: they could be only nominal. This study suggested that idiosyncratic institutional contexts, such as weak organizational legacy, affect the results of identity construction in functional terms. At last, the theoretical and practical implications both in organization and management of this study were well discussed.

• 한국데이타베이스학회:학술대회논문집
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• 한국데이타베이스학회 2010년도 춘계국제학술대회
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• pp.65-74
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• 2010

Most university has provided the information system that fit with their university peculiarity only, but there is not proper evaluation on the user satisfaction by that. In this study, first of all, it analysed which factors give satisfaction to the users when university operated the information systems and inquired the needed outcome variables in order to operate successful university information system. Through the inquisition of fitting supposition, we got something that organizational support and computer self efficacy which is personal factors were effected as an affirmative side to make a user satisfactions of information system. In more detail, organizational support and personal factors effected as an affirmative side to the quality of information system. And, so the quality of information system was influenced to user satisfaction that it raised the work result and increased the work products in organization through personal outcomes.