• The Journal of Information Systems
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• v.18 no.4
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• pp.1-18
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• 2009

Technology transfer has emerged as one of me important key issues for obtaining competitive advantage. To improve the chances of effective technology transfer, a strategic alliance between partners have to mirror respective objectives. The purpose of this study is to analyze the influence of core competences on organizational performance in domestic companies, including the moderating effect of technology transfer. This study adopted research variables such as technology competence, resource competence, marketing competence as independent variables, with organizational performance as a dependent variable, including the moderating variable of technology transfer. 113 companies data were collected from me survey. The result of this empirical study is summarized as follows. First, marketing, resource, and technology competence are the important determinants to influence organizational performance in direct effect model. Second, only marketing competence has positive influence to organizational performance in organizations with higher needs of technology transfer. Third, technology transfer as a moderating variable moderates me effect of the core competences on organizational performance.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.4
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• pp.1923-1931
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• 2014

A value creation is understood as important business strategy these days in both academics and industry. But this phenomenon is not fully understood based on systematized framework. In this paper, we summarized value research trend based on exploratory research and inductive reasoning by exploring both international and domestic journals. And we built a research framework that can analyze value creation between supplier and customer. Value research prior to 2004 is primarily divided into values of goods or services and relationship values. After 2004, service-dominant (SD) logic has been outlined. There are other research trends to see the relationship value in terms of relationship benefits and relationship in the network or supply chain. 4 critical resource types (financial resource, knowledge resource, efficiency resource, and intellectual resource) and 5 competence types (relational capability, collaboration capability, innovation capability, managing capability) are constructed as principal factors for value creation from inductive reasoning based upon a resource-based view (RBV) and a competence-based view (CBV). The research framework was built based on 4 resources and 4 competences.

• Asian Journal of Innovation and Policy
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• v.4 no.1
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• pp.55-75
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• 2015

The purpose of this study is to find what competence determines the employment of college students using data from the K-CESA (Korea Collegiate Essential Skills Assessment) of a Korean university during 2009-2014. This test comprises of 6 categories of competence: self-management, global readiness, interpersonal relationship, resource/information/technology handling, communication and comprehensive reasoning. In addition to these competences, we add the comprehensive variable, grade point average. In order to identify the qualities of employment, employment was classified into 3 types: all employment, employment in decent jobs and employment in the top 500 companies. Results are as follows: For all employment and decent jobs, GPA and comprehensive reasoning were the meaningful variables. However in case of the top 500 companies, interpersonal relationship was added. Based on the analysis, this study suggests the fundamental concepts of college students' job competence: job specific competence, job basic competence, and basic competence.

• Journal of Korea Technology Innovation Society
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• v.19 no.1
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• pp.137-160
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• 2016

This study assesses the structure relationships between resource, product and process innovation capability, technology commercialization competence and performance of firms in Daedeok Innopolis. In particular, this study attempts to analyze technology commercialization competence that may be influenced by product and process capabilities. The development of the research model is based on the literature of resource-based view and the empirical studies of technology commercialization competence. The survey of 109 firms was conducted from January 5, 2015 through February 4, 2015. We investigate the role of a firm's technology commercialization competence in determining its performance by performing Partial Least Squares analysis. The results indicate that a firm's human resources and intangible resources lead to a higher level of its product and process innovation capabilities. This study, however, finds that a firm's tangible resources do not have significant effects on its product and process innovation capabilities. And the study finds evidence that firm's product and process capabilities have positive effects on its technology commercialization competence. The study also finds that a firm's technology commercialization competence is a driving force behind its performance, showing that its technology commercialization competence positively involves its performance. In addition the study finds that technology commercialization competence mediates the relationship between a firm's innovation capability and performance, indicating that the technology commercialization used as mediating variable positively affects its innovation performance.

• Iberoamérica
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• v.13 no.1
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• pp.351-388
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• 2011

Many global business failures have been ascribed to a lack of intercultural competence, especially to a lack of an adequate conceptualization and definition of intercultural competence, focusing instead on the knowledge, skills, and attributes that appear to be its antecedents. Intercultural competence should be perceived as multifaceted important components of global management capabilities. Depending on the related concepts of intercultural competence, such as global mindset, intercultural sensitivity, and cultural intelligence, dynamic aspects of intercultural competence as learning process are suggested. Also, the domain of intercultural competence in the context of global management or business comprised three dimensions - perception management, relationship management, and self management. Each dimension is characterized by facets that further delineate aspects of intercultural competence. With respect to the domain of intercultural competence, appropriateintercultural training methods should be designed. In practice, human resource managers may benefit from gaining knowledge about which measures to use for identifying employee's weakness in intercultural competence in order to create appropriate training programs.

• Journal of Korea Entertainment Industry Association
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• v.13 no.4
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• pp.195-206
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• 2019

The purpose of this study is to analyze the importance and performance of core competencies recognized by Korean sports students and to identify directions and methods for strengthening the competence of sports students in the future direction of future society. The results of analysis of 309 students of sports major students are as follows. First, the importance of core competencies recognized by college students in sports was in the order of self - management capacity, interpersonal capacity, communication capacity, comprehensive thinking ability, resource information technology utilization capability, and global capability. Second, the students' performance of their core competencies evaluated by sports college students was in the order of interpersonal competence, self-management competence, communication competence, comprehensive thinking ability, global competency, and resource information technology utilization competency. Third, the difference between the importance of core competence and the degree of performance was found to be significant in all areas, and the areas of great difference were total thinking, communication ability, resource information technology utilization capacity, self-management capability, Relationship competence. While college students in sports college have relatively high level of interpersonal competence, self-management competence and communication ability, comprehensive thinking ability, resource information technology utilization capacity and global competency are weak. Therefore, It will be able to be reborn as the talent required by society. Therefore, universities need to cultivate competitive sports talent through innovation of curriculum and capacity of faculty, and it should be recognized that this can be linked to the competitiveness of universities.

• Culinary science and hospitality research
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• v.23 no.5
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• pp.58-66
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• 2017

The purpose of this study was to assess priority of educational needs for the development of curriculum based on key competencies of NCS for departments related to culinary arts in a 2-year college. In order to achieve this objective, the survey has been distributed to cooks working in hotel restaurants or restaurant companies by social network service and a total of 360 responses were analyzed excluding 18 responses. The collected surveys were analysed by using paired t-test, Borich's needs analysis and the locus for focus analysis. The results of this study were as follows. First, the difference between the level of importance and present level about key competencies recognized by cooks working in restaurant company was statistically significant in 9 fields of key competencies excluding mathematical competence. The difference recognized by cooks working in hotel was statistically significant in all 10 fields of key competencies. Second, the results of Borich's needs assessment showed that the education needs of problem solving competence were the highest, followed by interpersonal, resource management, communication, information competence. Finally, considering both Borich's needs assessment and the locus for focus analysis, cooks working in hotel restaurants recognized that educational needs of communication, interpersonal, problem-solving, information competence were the top priority, and cooks working in restaurant companies recognized that educational needs of communication, interpersonal, skill, resource management competence were the top priority. Therefore, it is necessary to develop curriculum for culinary arts specialists based on key competence of top priority.

• International Commerce and Information Review
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• v.11 no.1
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• pp.239-264
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• 2009

As the competitive market environment and industry circumstances become more and more competitive on a daily basis, it is not easy to find an opportunity to initiate small business, or increase performances of Small and Medium Business. The research findings are as follows. First, entrepreneurship(innovation, progressive, social responsibility) has significant effects on the market orientation. Second, company competence(individual resource, technology resource) has significant effects on the market orientation. Third, market orientation has significant effects on the non-financial performance(Internal process performance, learning & growth performance, customer performance). Finally, non-financial performance(Internal process performance, learning & growth performance, customer performance) has significant effects on the financial performance.

• Knowledge Management Research
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• v.13 no.2
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• pp.95-109
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• 2012

Changing customer expectation, global competition, and technological requirements force firms to develop agile supply chain capabilities sustaining competitive advantage and business success. To respond, firms are seeking to enhance supply chain agility across the inter-organizational, this study explores the relationship between supply chain competence and supply chain agility on firm performance. The research reviews literature on supply chain capability and classifies capability into two categories as competence and capability based on resource based view and dynamic capabilities. It describes a framework to explore the relationships among supply chain competence (IT flexibility, supply chain flexibility, shared value), supply chain capability (supply chain agility), and firm performance (supply chain performance). The purpose of this study is to find the determinants of supply chain agility and improving firm performance in the perspective of vendor companies. The results indicate strong, positive, and direct relationships between supply chain competence and supply chain agility. Supply chain agility have significant relationships with firm performance. Implication for future research and practice are offered.

• Journal of Distribution Science
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• v.12 no.4
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• pp.11-22
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• 2014

Purpose - The domestic franchise industry has made significant contributions to industry such as investment, employment, and community economy development, facilitating growth potential. The franchise industry provides management knowhow transfer between parent companies and franchisees as per contracts addressing use of business signs, franchisees' independent position, franchisor support, and royalties to be paid to the franchisors. However, many franchisors lack management knowhow and provide insufficient support because of poor control of franchisees and not having a systematic approach to support. This results in dissatisfied franchisees and failure to establish long-term relationships. Few studies have examined relational commitment and/or re-contract intention by support resources between franchisors and franchisees, despite a considerable output of theories and studies of the growth of the franchise industry. The purpose of this study, therefore, was to examine the effects of the ability to provide resources on relational commitments and re-contract intention, and to suggest causal relationships and implications. Research design, data, and methodology - The subject was domestic franchisors registered with the Association of Franchise with more than 50 franchisees. Franchisees under contract for 2 years and considering re-contract of their franchise 2 years later were used. The subjects totaled 300 franchisees in Seoul. A questionnaire survey was used to investigate the subject of franchisees' concessions during the 10 days from November 21, 2013 to November 30, 2013. After excluding 16 surveys with poor answers, 284 responses were finally used. Four areas and 44 questions were used. A nominal scale was used for four common characteristics questions including gender, ages, educational background, and franchise managing time. Questions regarding ability, relational commitment, and re-contract intention made use of a Likert 5-point scale. Data coding and data cleaning were used. SPSS 18.0 was used as follows. First, frequency analysis was done to investigate demographic characteristics. Second, exploratory factor analysis was done to verify validity of testing tools, and Cronbach's α coefficient was used to verify reliability. Third, correlation analysis and multiple regression analysis were done. An exploratory factor analysis was done to verify validity of concepts. A correlation analysis was done to test relationships between the variables, and multiple regression analysis was done to verify franchisor's ability, franchisees' relational commitment, and re-contract intention. Results - The following were the outcomes. First, store operation management, finance operation management, and human resource management affected the calculated bond. Second, store operation management and finance operation management affected the emotional bond. Third, store operation management, finance operation management, human resource management, and marketing management affected the prescriptive bond. Fourth, calculated bond and prescriptive bond had an effect on re-contract intention. Conclusions - As stated above, in franchise management, parent companies' offer and instruction of core competence to their franchisees as an information resource could improve the relational bond by helping them grow together through the resource sharing. Consequently, core competence factors were promoting factors that could improve franchisees' re-contract intention for a long time.