• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.2
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• pp.101-111
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• 2016

Startup has lot of limitation such as time and budget shortage, and few human resources, and may be under the very stressful condition. Naturally in these context, there is always conflict among the startup team members, but the impact of conflict on teamwork or team performance has not been empirically tested. This study examines the relationship among the conflict, teamwork and team performance in startup context. Different two types of conflict and four factors of teamwork for team performance are identified from a literature review and tested; task conflict and relationship conflict as antecedents, teamwork was composed of communication, collaboration, coordination and cohesion, leading to team performance. 142 data points were collected from startup representatives to test these hypotheses. PLS data analysis indicated that the task conflict positively effects on all teamwork factors, but relationship conflict has statistically significant effect on only two teamwork factors, collaboration and coordination in negative relationship. Teamwork factors effects on team performance except communication. Based on the results, we proposed practically several team management skills for startup managers, leaders and even members, and explained theoretical contributions.

• The Journal of the Korea Contents Association
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• v.20 no.10
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• pp.146-156
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• 2020

The purpose of this study was to verify the effect of team process and affect state on members' organizational commitment. To this end, a valid questionnaire was received from 241 employees working at a company, and the collected questionnaire analyzed the relationship through regression analysis. As a result, we found that all of the team process factors - the conversion process, the execution process, and the interpersonal process - had a meaningful positive effect on organizational commitment. The conversion process had a positive effect on positive-activity and positive-inactivity - which is the types of the members' affect state. The interpersonal process had a positive effect on positive-activity and positive-inactivity, and negative effect on negative-inactivity and negative-activity. And the positive-activity had an intermediation effect on the relationship between team process and organizational commitment. Through this study, the significance of this study can be found in that it suggested the importance of building and managing the team process in order to maximize the efficiency of human resource management in the organization and improve the team effectiveness.

• Journal of IKEEE
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• v.23 no.3
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• pp.941-946
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• 2019

In this paper, the author analyzed the PCI (Physical Cell Identification) allocation methods in the LTE (Long Term Evolution) SON (Self Organization Network) environment. A variety of techniques have been proposed for how to allocate PCI, and the LTE standard fundamentally explained that collision between a cell and neighbor cells arise while a cell assign the PCI. Therefore, in this paper, the author examined the scenarios of PCI collision, weak collision, and confusion proposed by LTE specification. In addition, the cell central approach and the distributed approach were discussed as solutions for each scenario. In this paper, the author reviewed the approach of graphic coloring technique which was studied recently and explained the strategy of central approach.

• Journal of Digital Convergence
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• v.17 no.10
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• pp.59-66
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• 2019

The purpose of this study was to investigate the effect of empowerment on organizational commitment and team performance after establishing their relationship through research on empowerment, organizational commitment, and team performance. The main results were as follows: First, empirical results showed that organizational commitment and team performance had a significant influence on the relationship between empowerment and organizational effectiveness. Second, the role of empowerment The results of this study suggest that empowerment has a positive effect on organizational commitment and team performance when the perceived fairness perception is high. In order for the company to continue to grow, the most important thing is that the cycle of continuous empowerment of its employees as a human resource is considered as an alternative to sustain the continuous growth of the organization. To this end, companies offer their future vision and goals that they can share I think we should continue to pursue changes in the organization. Based on the results of the study, the implications and limitations of the research and future direction of the research were suggested.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.10 no.11
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• pp.3390-3398
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• 2009

The knowledge management starts from the enhancement of learning capability in the members of the organization. The strategic change into the learning organization should be aligned with the change of organizational strategy, structure and processes. The study employed action learning methodology to transform the traditional organization into the learning one. The learning organization project has been successful thanks to the members' zeal and consensus to change the processes. However, not every learning team has been so successful. Some cases complained time consuming where others expect to be helpful for their incentives. The researchers concluded that the most important point for success of the learning organization project should be the support of top management.

• The Journal of the Korea Contents Association
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• v.19 no.6
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• pp.325-333
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• 2019

The current study aims to address the relationships among conflict, person-organization fit, and workers' turnover intention. Specifically, it aims to examine whether person-organization fit mediates the relationship between conflict in team and turnover intention, also trust in leader moderates the relationship between person-organization fit and turnover intention. The empirical analysis shows that conflict is positively associated with turnover intention and have a negative impact on objective-value fit. The relationship between conflict and turnover intention is mediated by the person-organization fit. Trust in leader moderates the relationship between person-organization fit and turnover intention. The findings address the issue in terms of the mechanisms between conflict-turnover intention and the importance of trust in leader for an effective management of conflict in work teams.

• Journal of the Korean Society of Safety
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• v.31 no.2
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• pp.104-111
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• 2016

Our nation has experienced remarkable growth over the half a century. Nonetheless, there is still much room for improvement in the area of Environment, Health and Safety (EHS). In particular, frequency and severity of industrial accidents did not considerably improve compared to the economic and social progress we made. The main objective of this research is to analyze what plans and actions are required for companies to promote industrial safety by 1) fostering functional competencies of EHS staffs and 2) effectively and proactively responding to rapidly changing EHS environment. For this research, EHS staffs from five large companies in Korea were surveyed. Most respondents indicated that one of key expertise required by EHS staffs is capabilities to effectively deal with changes to various domestic and international EHS-related laws and regulations. Furthermore, a predominant number of respondents commented that it is imperative for EHS staffs to have a broad knowledge of business management. As for internal issues that EHS staffs encounter within their organizations, many pointed out that their EHS vision is not sufficiently shared throughout the organization, and that the rules of leadership are critical in solving this issue. On the other hand, the survey respondents also raised an issue of limited EHS-related investments due to slow economy. As a solution, they proposed ways to align EHS organization's performance with the company's performance. Based on this survey, issues and solutions for EHS organizations were identified. Results of this research can benefit companies that plan to newly establish or further expand EHS organization.

• Health Policy and Management
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• v.24 no.4
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• pp.342-348
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• 2014

Background: Due to lack of regular and systematic evaluation tool, Korea's tobacco control policy has not been examined its overall process of implementation including efficiency and adequacy of the policies. This study developed policy monitoring and evaluation model to assess policy implementation and effectiveness of tobacco control in Korea. Methods: Based on World Health Organization operational manual for assessment, MPOWER (monitor tobacco use and prevention policies, protect from tobacco smoke, offer help to quit tobacco use, warn about the dangers of tobacco, enforce bans on tobacco advertising promotion and sponsorship, and raise taxes on tobacco) related policies were reviewed by rating policy efforts, programme management, people (human resources and their development), provision of organization, provision of fund and partnerships (range, 0 to 5). Results: As a result of the experts' assessment, overall Korean tobacco control policies scored 2.61 points, which is poor. In relation to each 'MPOWER' policies, 'W' scored the highest points (2.93), followed by 'O' (2.91), 'M' (2.87), 'P' (2.86), and 'E' (2.23). 'R' scored the lowest points of 1.87, meaning government efforts in tobacco price policy is insufficient. Conclusion: This study concludes that Korean tobacco control policy should strengthen tax and price measures, while programme infrastructure, people, and funds for policy enforcement should be secured. Furthermore, rather than focusing on one specific measure, a balanced approach reflecting various aspects of tobacco controls should be considered in order to decrease smoking rates and prevent smoking initiation.

• Journal of Service Research and Studies
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• v.2 no.2
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• pp.53-79
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• 2012

According to Electronic Times(2012. 1. 3), "PMO was introduced from 1950s in the USA and as of 2010, PMO participated in 84% of project ordered by public and private sector." And Ministry of public administration and security announced that the Ministry will organize Task Force for arranging "standard for introduction and operation of PMO" for support of project implementation and strengthening specialty of ordering organization, and then, actively launch the Task Force from February, 2012. Thus, necessity of PMO is regarded as natural in some aspect but thesis for doctoral degree written by Kim Gi-yeong(2007) suggested, "performance of several projects begun at the same time cannot be interpreted as high according to whether PMO team exists or not." Martin et al.(2005) asserted, "according to whether PMO team exists or not, but there is no significant difference in other factor." In the contradictory situation, it is necessary to perform more various approaches for performance and necessity of PMO in the academic aspect.

• Journal of the Korean Society for Library and Information Science
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• v.36 no.4
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• pp.293-309
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• 2002

This study explores what kinds of strategies are appropriate or needed for the academic librarians to upgrade their skills in the digital age. Printed and electronic sources related to this topic are gathered and examined, and communication with some academic librarians in USA is used for this study. The skills suggested in this paper mostly come from business-oriented concepts ike Learning Organization, Knowledge Management, Team Management, Customer-Oriented Services, and Change Management. As a result of this study, it is found that these skills can be used without much difficulties in academic libraries to improve their services. However academic librarians need to keep in mind the core values of academic libraries as an academic forum and non-profit organization when they endeavor to provide better services for customers in the digital age.