• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.19 no.3
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• pp.155-172
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• 2024

The COVID-19 pandemic not only posed an enormous human crisis, but also had a profound impact on firms' survival. Social distancing and global lockdown measures designed to protect human lives have paradoxically impaired the business environment. As a result, firms that sought to gain competitive advantage by leveraging external resources were cut off from the external world and faced unexpected challenges. Under these circumstances, researches were conducted in the early stage of the pandemic to explore how certain firms survived while others fell, but they were limited to re-examining business performance using traditional financial factors. However, this study aims to investigate the role of entrepreneurs' competency in crisis situations from the Resource-Based View (RBV), as such competency plays an important role in improving business performance and subsequently the probability of startups' survival. Specifically, we evaluated the performance as of end of 2019 of 1,127 startups evaluated by the Korea Technology Finance Corporation (KOTEC), which provides policy financing based on technology assessment, in 2016. We then conducted an empirical study to determine the mediating role of business performance in the relationship between entrepreneurial competencies and firm survival by verifying how many of the sample firms were still in operation at the end of June 2023, when the Korean government declared COVID-19 as an endemic. For this purpose, we defined technological, financial, and marketing competencies as the sub-factors of entrepreneurial competency, and sales growth rate and employment growth rate as the sub-factors of business performance. The results of the empirical analysis showed that technological and financial competencies of the entrepreneur had a positive impact on both business performance and firm survival, and that sales growth rate and employment growth rate mediated the relationship between technological competence and firm survival. However, the positive influence of entrepreneurs' financial competence of the survival of startups was only evident through the growth of employment. This study is the first study in South Korea to define the survival factors of startups in the context of the COVID-19 pandemic, and is expected to contribute to the theoretical and practical discussions on the importance of entrepreneurs' competency as a firms' survival factor based on RVB.

• Journal of Arbitration Studies
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• v.20 no.1
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• pp.87-107
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• 2010

This paper reviews the distinctive characteristics between e-Trade and e-Commerce in view of commercial arbitration in Korea and explores several improvements for the role of commercial arbitration. As the volume of e-Trade and e-Commerce has expanded day by day, there will be more disputes between traders no matter where the commerce may occur. But despite increasing of the disputes relating to e-Commerce transaction, it seems that the role of commercial arbitration has been shrunk instead. Korea needs to improve the role of commercial arbitration in order to meet and lead the age of u-Trade Hub(u-TH) service and to adopt an offensive or active attitude when arbitration used. Moreover, it is suggested that the competence of arbitration should not only be intensified more precisely but also be redesigned more systematically. Korea should take advantage of arbitration resources actively such as arbitrators as human resource and experiences as knowledge assets and also prepare the policy for sharing those arbitration resources between arbitrators more effectively.

• Proceedings of the Korean Society of Precision Engineering Conference
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• 2004.10a
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• pp.1061-1065
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• 2004

The knowledge-based society of the 21st century requires effective education and learning methods in each professional field because the development of human resource determines its competence more than any other factors. It is highly desirable to develop an intelligent tutoring system, which meets ever increasing demands of education and learning. Such a system should be adaptive to each individual learner's demands as well as the continuously changing state of the learning process, thus enabling the effective education. The development of a learning environment based on learner modeling is necessary in order to be adaptive to individual learning variants. An intelligent learning environment is being developed targeting the heritage education, which is able to provide a customized and refined learning guide by storing the content of interactions between the system and the learner, analyzing the correlations in learning situations, and inferring the learning preference from the learner's learning history. This paper proposes a heritage learning system of Bulguksa temple, integrating the ontology-based learner modeling and the learning preference which considers perception styles, input and processing methods, and understanding process of information.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2005.10a
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• pp.299-320
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• 2005

To rapidly respond to uncertainties in the business environment whilst remaining competitive, every organization needs to be able to successfully introduce and manage organizational change. Cognizant of the role of information systems (IS) as an enabler of organizational change, many organizations have paid attention to Enterprise Resource Planning (ERP) systems for successful organizational change primarily because of their change-driving forces across organizations. In this study, we focus attention on the role of readiness for change in the ERP systems adoption. Readiness for change described as views about the need for organizational change is posited to be and antecedent of two expectancies about the need for organizational change is posited to be an antecedent of two expectancies about the system. performance expectancy and effort expectancy, which lead to actual system use. In order to further establish th relevance of readiness for change as a determinant of two expectancies, computer self-efficacy is considered to be other key predictor as well. In addition, this study proposes that the personal characteristics of organizational commitment and perceived personal competence play roles of important determinants of readiness for change. Based on data gathered from the users of the ERP systems, structural equation analysis using LISREL provides significant support for the proposed relationships. Theoretical and practical implications are discussed along with limitations.

• Journal of Animal Science and Technology
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• v.59 no.11
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• pp.24.1-24.14
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• 2017

Over the past decades, in vitro culture media have been developed to successfully support IVF embryo growth in a variety of species. Advanced reproductive technologies, such as somatic cell nuclear transfer (SCNT), challenge us with a new type of embryo, with special nutritional requirements and altered physiology under in vitro conditions. Numerous studies have successfully reconstructed cloned embryos of domestic animals for biomedical research and livestock production. However, studies evaluating suitable culture conditions for SCNT embryos in wildlife species are scarce (for both intra- and interspecies SCNT). Most of the existing studies derive from previous IVF work done in conventional domestic species. Extrapolation to non-domestic species presents significant challenges since we lack information on reproductive processes and embryo development in most wildlife species. Given the challenges in adapting culture media and conditions from IVF to SCNT embryos, developmental competence of SCNT embryos remains low. This review summarizes research efforts to tailor culture media to SCNT embryos and explore the different outcomes in diverse species. It will also consider how these culture media protocols have been extrapolated to wildlife species, most particularly using SCNT as a cutting-edge technical resource to assist in the preservation of endangered species.

• Korean Medical Education Review
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• v.17 no.3
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• pp.122-130
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• 2015

This study evaluated the meaning of the clinical clerkship through in-depth interviews with students who had experienced a clinical clerkship. The clinical clerkship is one of the most important steps in the curriculum for becoming a doctor. While students perform actual clinical practice, the experience also reinforces a great deal of medical knowledge and competence as a reserve doctor. However, departments that operate inefficiently have caused some problems. Therefore, this study analyzed the data from interviews of 25 students who finished the clinical clerkship in terms of the meaning of the clinical clerkship, the attitude of the students toward work in clinical practice, the attitude of professors toward the clinical clerkship, benefits, and drawbacks. Comments are feedback from a student's experience in the clinical clerkship, and they may be an important resource illuminating the current status of clinical practice. This study also discusses how to run an effective clinical clerkship by checking in with students on the problems they face in clinical practice.

• Culinary science and hospitality research
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• v.14 no.3
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• pp.223-237
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• 2008

The purpose of this study is to investigate the effects of employees' psychological empowerment on job satisfaction, organizational commitment and the intention of changing an occupation, and then to suggest the ideal ways to improve productivity through human resource management and to get competitive advantages for efficient management. In order to achieve the purpose of this study, we performed both literature review and empirical research. There are conclusions to investigate psychological empowerment about employees in family restaurants. First, self-determination ability, competence and the influential power of which components of empowerment employees perceived affect job satisfaction significantly. In other words, empowered people feel job satisfaction and commit to their organizations. In the relation between empowerment and organizational commitment, influential power and roles affect them significantly, but self-determination ability and the meaning do not. Next, job satisfaction significantly affects organizational commitment and the intention of changing jobs, but organizational commitment doesn't affect the intention of changing jobs significantly. Finally, we suggest some implications about the management of family restaurants based on the results of this study.

• Journal of Korean Clinical Nursing Research
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• v.23 no.1
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• pp.40-53
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• 2017

Purpose: The purpose of this study was to identify core competencies for new nurses and valuate the appropriateness and capability of core competencies. Methods: Mixed method was applied for the study. Qualitative data were obtained from preceptor and nurse manager utilizing an open-ended survey question and qualitative data analysis was conducted. The quantitative data were collected from 238 nurses (79 new nurses, 78 preceptors, 81 nurse managers) and descriptive statistics, ANOVA, $x^2$ tests were applied. Results: Three themes (20 contents) were identified as core competencies: competency as an employee, competency to perform nursing care for patient, competency to maintain nursing expertise. New nurses recognized themselves as having higher competency as an employee and to perform nursing care for patient when compared to nurse managers. Conclusion: The findings identified core competencies for new nurses need to be reflected to developing human resource management strategies for hiring new nurses.

• Journal of Korean Academy of Nursing
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• v.46 no.3
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• pp.375-389
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• 2016

Purpose: The aim of this study was to classify nursing management competencies and develop behavioral indicators for nurse managers in hospitals. Also, levels of importance and performance based on developed criteria were to be identified and compared. Methods: Using expert survey we classified nursing management competencies and behavioral indicators with data from 34 nurse managers and professors. Subsequently, data from a survey of 216 nurse managers in 7 cities was used to analyze the importance-performance comparison of the classified nursing management competencies and behavioral indicators. Results: Forty-two nursing management competencies were identified together with 181 behavioral indicators. The mean score for importance of nursing management competency was higher than the mean score for performance. According to the importance-performance analysis, 5 of the 42 nursing management competencies require further development: vision-building, analysis, change management, human resource development, and self-management competency. Conclusion: The classification of nursing management competencies and behavioral indicators for nurse managers in hospitals provides basic data for the development and evaluation of programs designed to increase the competency of nurse managers in hospitals.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.2
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• pp.182-192
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• 2009

Purpose: This study aimed to investigate the impact of nursing professionalism on the nursing performance, job satisfaction and retention intention among clinical nurses. Methods: A descriptive correlational research design was used for this study. All 329 clinical nurses were obtained by convenience sampling from 3 National or public hospitals, 3 university hospitals, and two private hospitals located in Seoul and Kyunggi province. The data were collected using a self-reporting questionnaire contained four instruments and questions for demographic characteristics of subjects from April 21st to September 1st, 2008. Collected data were analyzed on SPSS Win 16.0. Results: There was a significant relationship between nursing professionalism, nursing performance, job satisfaction and retention intention among clinical nurses. The nursing professionalism was identified as a predictor of nursing performance, job satisfaction, and retention intention. Conclusion: The strategies to promote and enhance the nursing professionalism of clinical nurses, in this era in which the nursing shortage become more and more problematic issue, are needed to design and be integrated into the management of human resource in nursing organizations.