• The Journal of Korean Institute for Practical Engineering Education
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• 제4권2호
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• pp.116-121
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• 2012

One of the most important object in youth employment academy is to resolve the job mismatch of youth unemployment through industry oriented human resource development for which company oriented capacity building program for graduate-to-be and graduate is supported. The major characteristic of this program is to compose a network of operation organization, involved company, involved university and trainee, among those the role of operation organization is most important. The operation organization in youth employment academy is supposed to be evaluated by the last employment rate after 6 months to the day following the programs of the year completion. So performance indicator for the operation organization is needed in selecting the operation organization of the next year youth employment academy, which means a kind of mid-term evaluation. In this research, the concept of development of performance indicator for the operation organization in youth employment academy is introduced and major performance indicator are suggested.

• The Journal of the Korea Contents Association
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• 제10권10호
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• pp.326-333
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• 2010

The purpose of this study is to find out the effects of tax officials' perceived self-leadership on their empowerment and organization commitment, improve the effectiveness of human resource management of tax organizations, and provide measures for effective organization management. The study results show that the more their self-leadership improves, the more their empowerment improves. Firstly, the reason why their self-leadership has a positive influence on empowerment is that they set their own purpose about their task by themselves, make efforts to achieve the goals, and do their job with optimistic and constructive attitude. Secondly, the study results that their empowerment has a positive influence on organization commitment show that organizational members with high-level empowerment attach significance to their work and it makes their organization commitment high. To maximize organization performance, tax officials should recognize their work's value, meaning, and importance by himself, be equipped with sufficient knowledge for their work, apply their leverage and control in their job, have their self-determination, and improve their organization commitment.

• Journal of Family Resource Management and Policy Review
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• 제10권1호
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• pp.1-16
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• 2006

This essay was written with the purpose of finding an effective outline of reorganizing the theoretical establishments of institutional household management. We have proposed a few alternative models for the reorganization of the theoretical system of institutional household management after analyzing the theoretical systems of Management and Administration: First, institutional household management should embrace the concepts of positive management. Second, we should organize a plan where such factors as organization system, human resource development, advertisement and consumer satisfaction surveys could be introduced and strengthened within the theoretical system of institutional household management.

• Journal of Information Technology Applications and Management
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• 제15권3호
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• pp.111-125
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• 2008

The management of organizational Human Resource is steadily shifting away from pure hierarchical to market mechanisms that involve external vendors. HR Business Process Outsourcing (BPO) has recently emerged as a significant administrative innovation in an organization's strategy. Our paper attempts to understand firm-specific factors influencing the scope of HR BPO needs. Study results show that IT maturity and firm size are influential factors on the scope of HR BPO needs. We hope that our attempt at empirically examining and predicting this emergent phenomenon will stimulate others to look at this important strategic challenge facing firms from a theoretical perspective. Such research initiatives will allow us not only to better understand this complex phenomenon, but also to drive useful management prescriptions grounded on theory-based research.

• Proceedings of the KIEE Conference
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• 대한전기학회 2004년도 하계학술대회 논문집 B
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• pp.1507-1509
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• 2004

Many domestic organizations are pushing ahead with small hydropower business to develop a renewable energy. In addition each organization gradually spreads small hydropower business with searching the best site for it. And Kowaco (Korea Waters Resources Corporation) answers a purpose of the government policy to spread the wide use of a renewable energy. This study explains the researching programs for the best development sites for small hydropower generation with using water pipes managed and controled by Kowaco.

• Educational Technology International
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• 제8권1호
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• pp.17-39
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• 2007

The purpose of this study was to identify the relationships among organizational commitment, job satisfaction, and learning organization culture. This study was conducted in five sub-organizations of one Korean conglomerate company. One thousand employees were randomly and proportionately selected, with 669 useable cases obtained, for a response rate of 67%. The organizational commitment instrument used from the "affective, continuance, and normative commitment" scale (ACNCS) of Allen and Meyer (1990). The "Dimensions of Learning Organization Questionnaire" of Watkins and Marsick (1997) was used to measure learning organization culture. The short form MSQ (Minnesota Satisfaction Questionnaire), developed by Weiss, Dawis, England, and Lofquist (1967), was the third instrument used. Descriptive statistics, correlational statistics, and inferential statistics (ANOVA and t-tests) were used. Organizational commitment (except for continuance) is moderately and positively related to job satisfaction and moderately and positively related to learning organization culture. In addition, learning organization culture is weakly to moderately and positively related to job satisfaction. No differences by age were found. Four-year college graduates are more likely to have higher creating continuous learning opportunities in learning organization culture than graduate school degree holders. Males are likely to have higher affective and continuance organizational commitment than females. Employees working in R&D, Engineering, and Manufacturing (REM) are likely to have higher continuance organizational commitment than do other types of jobs. Employees are more likely to have higher learning organization culture and job satisfaction than assistant managers. Assistant managers have higher continuance organizational commitment than managers. Managers generally have higher organizational commitment, learning organization culture, job satisfaction than assistant managers. They also have higher learning organization culture than employees. Employees who had worked for less than four years in their current job and organization have higher promoting inquiry and dialogue in learning organization culture than those who have worked for ten years or more. Employees in the insurance organization have higher affective organizational commitment, learning organization culture, and job satisfaction than those of the other organizations. Finally, employees of the electronic company have higher continuance organizational commitment in learning organization culture than those of other companies. In summary, this research enables CEOs and HRD and HRM practitioners to view organizational commitment, learning organization culture, and job satisfaction as important variables in exploring diverse ranges of topics related to the workplace. And then, they can diversely apply their management, interventions and practices to fit these diverse characteristics.

• Journal of the Korean Operations Research and Management Science Society
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• 제28권4호
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• pp.155-189
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• 2003

In this research, the comprehensive evaluation model of IS(information systems) for public sectors is theoretically constructed through reviewing and integrating previous IS evaluation-related research. This model is hypothesized to consist of five sectors(System Sector, User Sector, Organization and Management Sector, Resource Management Sector and Strategic Contribution Sector), ten evaluation items belonging to these five evaluation sectors, and sixty two evaluation indices for these ten evaluation items. The results of empirical analyses to test the validity of the research model show that the evaluation sectors turn out to be the same ones as proposed in the hypothetical model. The evaluation items(System Quality, Information Quality, Service Quality) in System Sector proves to be consistent with the hypothetical model. However, in case of User Sector, two evaluation items(Perceived Usefulness and User Satisfaction) which are included in the hypothetical model are found to be merged into one item(User Satisfaction). And, it is shown that four evaluation items such as the Efficiency of Internal Process, Customer Satisfaction, Organizational Innovation, and the Degree of Informatization competence improvement are included in Organization and Management Sector, differently from the research model in which the items, Organizational innovation and the Degree of Informatization competence improvement, are not divided. As a final result, sixty two evaluation indices that comprise all the evaluation items belonging to five sectors are found to be reduced to fifty seven ones through factor analyses, criterion-related validity tests and reliability analyses.

• KSII Transactions on Internet and Information Systems (TIIS)
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• 제9권6호
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• pp.1979-1995
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• 2015

Network convergence is regarded as the development tendency of the future wireless networks, for which self-organization paradigms provide a promising solution to alleviate the upgrading capital expenditures (CAPEX) and operating expenditures (OPEX). Self-optimization, as a critical functionality of self-organization, employs a decentralized paradigm to dynamically adapt the varying environmental circumstances while without relying on centralized control or human intervention. In this paper, we present comprehensive surveys of heterogeneous networks (HetNets) and investigate the enhanced self-optimization models. Self-optimization approaches such as dynamic mobile access network selection, spectrum resource allocation and power control for HetNets, etc., are surveyed and compared, with possible methodologies to achieve self-optimization summarized. We hope this survey paper can provide the insight and the roadmap for future research efforts in the self-optimization of convergence networks.

• Journal of the Korean housing association
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• 제26권5호
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• pp.37-44
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• 2015

The purpose of this study was to compare urban and rural seniors' perceptions on the eight aspects of the World Health Organization Age-Friendly Cities (AFC) initiative on Jeju Island, South Korea. Face-to-face interviews using structured questionnaires were administered to 497 persons aged 65+ living on Jeju Island. Findings suggested that urban and rural held significantly different perceptions on five aspects of AFC (outdoor space and buildings, housing, civic participation and employment, community support and health services, and respect and social inclusion). Predictors of overall AFC score for all participants included age and living in a single-family home. Among urban dwellers, monthly household income and length of residence predicted AFC score while among rural seniors, predictors of AFC included educational attainment. To make communities more age-friendly, perspectives of older residents should be sought, shared, and reflected in policy and different strategies and priorities should be developed specific to urban and rural areas.

• The Journal of Asian Finance, Economics and Business
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• 제7권10호
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• pp.129-139
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• 2020

The objective of this study is twofold: first, to investigate how organizations encourage factors that have an impact on employees' entrepreneurial behavior from employee's perspectives and experiences; and second, to discover how and why employees behave entrepreneurially within the organization. A case study method is considered as an appropriate approach to scrutinize intrapreneurial behavior because it principally concentrates on an investigation into a contemporary organizational phenomenon and context concerning entrepreneurial activities in-depth within its real situation. In data collection, an Asian multinational retail company was selected. Semi-structured interviews were carried out with 24 executive-level employees who had been working in various departments for more than 5 years. Each in-depth interview lasts for a duration of 40 to 60 minutes. The results reveal several understandings into the combination of individual-level and organizational-level factors that promote the intrapreneurial behavior and activities of the established firm in the context of Thailand. In this regard, six factors have been found as the key determinants that make an impact on innovativeness, proactiveness, and risk-taking behaviour of the employees. Those factors are personal preference, organizational stability, management support, compensation, reward system, teamwork, quality of relationship with colleagues, work autonomy and the quality of relationship with the superiors.