• Journal of Urban Science
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• v.7 no.2
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• pp.11-19
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• 2018

Local governments in South Korea are making efforts to promote highly effective policies through activating communication with citizens as a major innovation strategy. The performance evaluation system includes new performance indicators related to communication with citizens. This is a change to build a consumer-centered performance management system. The purpose of this study is to present guidelines when developing and applying the communication indicators promoted by local governments with interest. For this purpose, the development scope and management methods of the communication performance indicators are presented. For communication performance management, this study emphasized building a strategy planning based performance management system, presenting information that can be understood by citizens, complying with the development procedures of performance indicators, and improving qualitative indicators. In addition, for effective performance management, this study presented the decision-makers' strong willingness, gradual expansion of communication evaluation, establishment in organizational performance culture, and so on.

• Journal of Distribution Science
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• v.13 no.1
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• pp.35-46
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• 2015

Purpose - This paper attempted to investigate the relationships among the perception of job insecurity and organizational effectiveness, and it examines these relationships while considering the moderating effect of trust in the manager and self-efficacy. Job insecurity is an independent variable, organizational effectiveness aspects (job satisfaction, organizational commitment, and turnover intention) are dependent variables, and trust and self-efficacy are moderators. Research design, data, and methodology - Regression analysis was used to verify the effects. The measurement items were already deemed as reliable and valid in the previous study, but for this purpose, some modifications were made. To examine the model, this study relied on the samples chosen from Korean employees in the six franchise business firms. The survey was conducted on 288 workers. Each question is based on a 5-point Likert type scale. The data were analyzed using SPSS 18.0. Results - The results of the study are summarized as follows. First, job insecurity has an influence on organizational effectiveness aspects (negatively on job satisfaction, negatively on organizational commitment, and positively on turnover intention). Second, analyzing the moderating effect of trust, trust in manager is mediated between job insecurity and organizational effectiveness aspects (on organizational commitment and on turnover intention). However, employees' trust in manager had no significant moderating effect on the job insecurity-job satisfaction relationship. Third, self-efficacy is mediated between job insecurity and organizational effectiveness aspects (on job satisfaction, on organizational commitment, and on turnover intention). Conclusions - First, it is necessary to be aware of the seriousness of employees' job insecurity in franchise firms, which have played a pivotal role in national economic growth, and to create a detailed plan for reducing insecurity and actively implementing it. To this end, the franchise companies should implement efficiency efforts such as obtaining an appropriate capacity of equipped personnel and a training program. Second, there are moderating effects of self-efficacy and trust in the relationship between job insecurity and organizational effectiveness. Depending on business conditions, stability and instability can only be experienced in the organizations of franchise companies. This can give rise to instability in employment. Therefore, it is necessary to develop and utilize a system that can be minimized with a change in the new awareness of employment instability. After all, a good leader (manager) must accumulate personal trust and build up a core competence that is necessary to become competent in the field himself. Even if you lack the material resources to improve performance, if the leader with the core competencies (e.g., technical/management /organization/marketing/design) can gain the trust of the supervisor, you can get a good organizational performance. Therefore, you should foster a healthy organizational culture through education such as leadership training and employee training to be built on trust between the leaders and the employees. In addition, you need to focus on HRD&M training in order to increase the self-efficacy of the supervisor.

• Journal of Navigation and Port Research
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• v.42 no.1
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• pp.67-78
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• 2018

This paper aims to investigate the nature of Customer Relationship Management (CRM) in liner shipping industries, study the organization's general characteristics which could help to promote such CRM practices, and analyze the relationship between the CRM and the organization's effectiveness. The result of analysis shows that the organizational characteristics which affect the CRM most in shipping industries are the market orientation and the CEO's support. In particular, the CRM was proven to have significant impact on employee satisfaction, service competitiveness enhancement, financial performance, customer satisfaction and the repurchase intention of the customers. This study also suggests that the CRM of liner shipping industries should be enforced comprehensively in synchronization with organizational characteristics, such as organizational culture and organizational systems. Based on such organizational characteristics, the noted CRM strategies were justified to have significantly impacted the overall management performance of the organizational performance of shipping industries and the customer's satisfaction and repurchase intention. This study would be appreciated as a meaningful analysis on the CRM in liner shipping industries which pursues the best interests of both shipping companies and customers.

• Journal of Digital Convergence
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• v.14 no.6
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• pp.219-235
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• 2016

This study was performed to study the factors appear to SMEs and how differently depending on the worker ranks at the convergence age. Additionally, numerous studies and results on the factors which affect the organization's performance was to individually different approach to integrated. Especially venture was divided by a factor of enterprises and transformational dynamics factors and commutative Dynamics factors and approaches in terms of the impact transformative dynamics of which factors are organizational commitment and job satisfaction. A transformational dynamism to the four factors were such as mission and strategy, CEO Leadership, Manager, leadership, organizational culture variables. The study was based on theoretical models of organizational development, Burke and Litwin (1992). They were classified as managers and production workers. By obtaining data from employees 630 people engaged in a total of nine manufacturers were analyzed. The average variable based on the organization's Burke and Litwin (1992) theory of transformational variables is one that Nana was aware of the organizational commitment, and job satisfaction. Correlation analysis transformational dynamics variables're having an impact on job satisfaction and organizational commitment, job position is found to have moderating effects.

• Journal of Construction Engineering and Project Management
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• v.1 no.2
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• pp.18-27
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• 2011

Egyptian construction firms (ECF) started recently to adopt quality management system (QMS) as a way to develop and improve their performance as previous studies have shown. However, considering all the firm's aspects in a competitive way is a crucial process for the ECF's culture. This research is trying to indicate the role of the QMS implementation in measuring performance (MP) through developing a model for measuring performance at the organizational level, and to explore its impact on the organizations that adopt QMS. This model is based on specific elements and their related indicators which have been derived from national approaches and models of MP. This model determines the performance level (PL) of the organization that is measured by means of a point system. Weights of the elements in the point system considered both the elements' importance in the international models and its real practice in the ECFs. This model has been validated using another questionnaire and the majority of surveyed experts agreed that the proposed model can be applied effectively.

• Journal of Korean Society for Quality Management
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• v.37 no.3
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• pp.54-64
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• 2009

This study conducts an empirical analysis of how the suggestion activity, most widely used in quality control activities, interacts with the dimensions of learning organizations. The study also attempts to analyze the results of Six Sigma based on sub-dimensions of learning organizations, which are infrastructure, culture and system. In order for learning and innovation to take place in implementing a Six Sigma program, the organizational infrastructure and culture are created and sustained and then, a learning organization system would become effective. In this study, a empirical model is used to demonstrate such an association. The sample consists of 134 organizations who have implemented a Six Sigma program for more than three years. Using the version 16.0 of AMOS for structural equation modeling, the study estimates the structural equation model that has a Six Sigma organization's infrastructure, culture and system as independent constructs, the suggestion system as a mediator, and the performance of Six Sigma projects as a dependent construct.

• Journal of Information Technology Services
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• v.15 no.1
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• pp.113-129
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• 2016

Recently, as Information System projects tend to be more complex, the importance of Information System Audit increases. In the same context, the need for the resident IS Audit also increases, which is supposed to deal with the possible risks and urgent issues by providing the appropriate support and timely coordination during IS project. Basically, for the effective IS Audit, the IS audit team members should be able to understand such a business context as work characteristics, business knowledge, goals, and culture of the organization. The audit team members should also be able to share the various knowledge of Information Technology and audit procedure with the owner of the project. Especially, for the resident audit, it is more important to fill the gaps in expertise between project owner and audit team. However, any studies on the need of common knowledge base (knowledge complementarities) in the IS audit have not been done so far. The purpose of this study is to analyze whether the knowledge complementarity based on inter-organizational communication between the project owner and audit team members makes an effect on the fidelity and performance of IS audit. In order to do this, the relationship among inter-organizational communication and knowledge complementarity, the fidelity of IS audit service, and performance of IS audit has been analyzed, using Structural Equation Model. The result shows that all the relationship is significant, which means that knowledge complementarity between the two different interest groups should be an effective factor on the fidelity and performance of IS audit. This result implies that, for better quality of IS Audit service, how to acquire the knowledge complementarity between the project owner and Audit team should be considered seriously as well as systematically in the process of IS Audit.

• International Journal of Advanced Culture Technology
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• v.10 no.3
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• pp.18-24
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• 2022

This study attempts to provide basic data for the development of manpower maintenance programs by checking the degree of job stress and emotional burnout for nurses working in a university hospital and identifying factors affecting emotional burnout. Data were obtained through a structured questionnaire survey conducted on 187 nurses. The average score for job stress of nurses was 2.50 (range 1 to 4) and emotional burnout was 3.29 (range 1 to 5). The factors affecting emotional burnout were occupational climate, job demand, job insecurity, and lack of reward, which accounted for 44% of explanatory power. In order to reduce the emotional burnout of nurses, the management of medical institutions needs administrative and financial support. Further, it is necessary to improve the organizational culture regarding job assignment through job analysis, employment security, and a performance-based reward system.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.1
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• pp.118-122
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• 2007

Purpose: This study was to understand the major subjects of the recent nursing research in Nursing administration from keywords. Method: Keywords of journals were extracted and the frequency of the appearance of each key words was sorted by a descending order. Results: A total of 327 key words were used. The most frequently used key words were 'Job satisfaction', 'Organizational commitment', 'Leadership'. Out of them, organizational culture, nursing performance, nursing classification, patient satisfaction, and ethics appeared most frequently in descending order. Conclusion: From the above it can be noted that many nursing administration concepts were handled in the papers. But there were not enough papers on the characteristics of the Nursing administration. It is suggested that in depth research be made on 'Nursing error', 'Nursing informatics', 'Web based learning'.

• Journal of Korea Society of Digital Industry and Information Management
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• v.17 no.1
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• pp.57-73
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• 2021

The purpose of this study is to analyze the diffusion period and productivity of smartwork in an organization. Firms are increasingly interested in smartwork for non contact work and working from home because of the corona 19. The smartwork is a new technology that changes face-to-face work in an organization. It helps the work of individuals and organizations regardless of time and place. The theoretical background describes the complexity, system thinking, diffusion theory, smart work, organizational resistance, and productivity. This study analyzes the diffusion period and productivity of smart work through business simulation techniques. A simulation study progresses four stages. There are problem definition, hypothesis establishment and causal loop diagram, model construction and verification, and policy evaluation. The simulation models contain an individual's resistance variables organizational investment and leadership variables related to the operation of smartwork. The organizational investment variables include organizational culture, legal system, implement systems and technology investment. The individual resistance variables include cognitive, attitude, structure and technological resistance. The leadership includes leadership interest variables and performance linkage variables. The simulation executed the changes of a people number adopting smart work and the organizational productivity monthly. As a result of the simulation, many organization members have accepted the smart work innovation after 20 months. The organizational productivity through smart work showed very high value after 16 months. In scenario analysis, the individuals' awareness and attitude resistance showed very important variables to productivity and a personal change of smart work adoption. Meanwhile, The organizational investment showed that the high driving-force increased not productivity and the low driving-force showed decreased low productivity. Also, leadership variables showed a powerful driver for changing smart work productivity. The implication of the study has suggested extending complexity, diffusion theory and organization resistance theory based on simulation methods.