• Journal of the Korean Society for Library and Information Science
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• v.38 no.4
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• pp.5-24
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• 2004

This study was conducted to find out how the team organization works and to suggest better ways of applying the team system to a library organization. In this study, the survey was conducted to examine the characteristics of the university libraries that have adopted the team system, and the problems in operation were analysed. The findings indicate that staffs at the university libraries had a comparatively negative image of the team system, and that university library has provided insufficient training and less supports for their staffs in the process of adopting the system. This study might be applicable to any strategy which seeks to reduce bureaucracy, empower staff, create a team system culture. and enhance the delivery of high qualify services.

• Journal of Korean Library and Information Science Society
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• v.30 no.3
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• pp.345-363
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• 1999

This study is to analyze the tea organization introduced lately to many university and college libraries in Korea. First, it investigates the background many libraries in Korea have introduced or consider to introduce the organization. And then it reanalyzes the concept, characteristics, and types of the team organization with a special regard to libraries. Finally, it investigates the current status of the organization in Korean university and college libraries based on some selected examples, and suggests some major anticipated problems and obstacles and possible actions to cope with them.

• Journal of Information Technology Applications and Management
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• v.18 no.1
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• pp.101-123
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• 2011

Considering how an organization is timely competitive for survival in the rapidly changing environment of today, it is more important to get new information and knowledge continuously by teams. However team system provides organization with opportunities and, at the same time, is provoked into conflict by the diversity of team members. This study examines the effect of team diversity on knowledge creation and investigates the influence of absorptive capacity and conflict as mediators. The sample population consisted of officials who work in teams at two business corporations that have successfully achieved knowledge creation. The result presents team diversity serves as an effective factor for absorptive capacity and absorptive capacity also serves as an effective factor for knowledge creation. In contrast, team diversity brings team members into conflict and conflict has a negative effect on knowledge creation. Another significant finding of this research is the fact that a positive effect of absorptive capacity on knowledge creation is greater than a negative effect of conflict on it. It clearly demonstrates that team diversity can be an important determinant of knowledge creation if an organization tries to reduce team member's conflict.

• Journal of Information Technology Services
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• v.6 no.2
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• pp.35-47
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• 2007

The purpose of this thesis is to analyze the success factors of ERP system in corporations and to know what is different in the factors depending on organizational culture and size. Considering there are various results from introduction of the same information technology(IT), it is implied that organizational characteristics make a difference. In this thesis we did factor analysis and multiple regression about the factors based on the previous studies and analyzed the priorities depending on organizational culture and size. The results show that mechanistic organization has key success factors of work process change, project team abilities, and determination of CEO while organic organization has those of work process change and project team abilities. Plus bigger sized organization has success factors of work process change, project team abilities, and determination of CEO while small sized organization has those of work process change and project team abilities.

• Proceedings of the KSR Conference
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• 2009.05a
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• pp.1878-1885
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• 2009

The railway advance policy from Korea government, KORAIL have to reduce a half of his railway business loss until 2010 and turnout railway business black ink until 2012. To overcome this difficult management situation, KORAIL has been set up new marketing organization in Seoul station which is necessary and venerable. According to the leadership of Seoul station master, Seoul station's marketing team was launched at April 2008. The marketing team will introduce total marketing for KORAIL corporation in their marketing activity such as advertisement, B to B railway tickets, railway travel package sales and customer satisfaction event with other corporations, and so on. After automated ticket system(SMS and Home-printed ticket) will lead to existing ticket sales persons to become activating marketing team members. In the organization case study in Seoul station, this study how to manage new marketing team have a great performance last 8 months and analysed what was a successful factors and principals, and also their team limits within KORAIL's organization structure. In the long run, we suggest that how can be this team to be support within KORAIL system such as incentive system, payment system, and marketing budgets etc.

• Journal of Engineering Education Research
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• v.20 no.1
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• pp.45-52
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• 2017

This paper deals with the method how to organize a team that is effective for developing teamwork skills. In recent engineering education, classes requiring team activities are getting a lot according to the increase of the engineering design classes and PBL based teaching subjects. For an effective team activity, team organization is very important because the team has to have the enough man-power to perform the task need to be completed. Nevertheless, most of all classes that need team activities, team organization is considered a little. Thus, we could see the problems such as the conflict between team members and the lack of technical ability. To overcome the problems, we proposed MBTI based team organizing method that may improve teamwork skills of students.

• Journal of the Korea Safety Management & Science
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• v.12 no.1
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• pp.83-96
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• 2010

Learning Organization is a learning based community to make the most important value in the era of Knowledge Economy, Creation. That's why people share, facilitate personal, individual's knowledge & experience systems each other and make good thoughts & ideas in the organization. This study measures the building practices having conducted the F team in Samsung electronics using DLOQ that indicates the activate degree of Learning Organization and the quantitative degrees of Learning Organization through comparing the cross-evaluation between the already measured companies in addition to analyzing the F team's success factors. Learning Organization requires sustainable and continuous activity, not completes by changing many factors with human resources. The study will have the achievement if we measure the successful activity through global companies built a Learning Organization and facilitate the improvement activity sustainably.

• Proceedings of the Korean Society for Quality Management Conference
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• 2010.04a
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• pp.218-225
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• 2010

Learning Organization is a learning based community to make the most important value in the era of Knowledge Economy, Creation. That's why people share, facilitate personal, individual's knowledge & experience systems each other and make good thoughts & ideas in the organization. This study measures the building practices having conducted the F team in Samsung electronics using DLOQ that indicates the activate degree of Learning Organization and the quantitative degrees of Learning Organization through comparing the cross-evaluation between the already measured companies in addition to analyzing the F team's success factors. Learning Organization requires sustainable and continuous activity, nor completes by changing many factors with human resources. The study will have the achievement if we measure the successful activity through global companies built a Learning Organization and facilitate the improvement activity sustainably.

• Knowledge Management Research
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• v.13 no.5
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• pp.91-111
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• 2012

The purpose of this study is to investigate the effect of person-organization fit(PO fit) and person-job fit(PJ fit) on positive psychological capital at both team-level and individual-level. Present study intends to confirm the effectiveness through theoretical considerations and empirical analysis of positive organizational behaviors. This is expected to strengthen the basis of positive organizational behavior studies and provide the foundation to integrate positive organizational behavior to the actual organization. In order to test the hypotheses, the data were collected from multiple domestic organizations and composed 47 team-level and 244 individual-level data. For the analysis, hierarchical linear modelling(HLM) were conducted. The results of this study are as follows. PO fit and PJ fit had significant relationships with positive psychological capital at both team-level and individual-level. Also, in the relationship between the attitudes and behaviors of the members and positive psychological capital, the positive psychological capital was found to have significant effect on affective commitment and organizational citizen behaviors. The implications of this study according to the results as follows. Positive relationships of psychological capital with the antecedents and consequences variables, it is necessary for the management to magnify the strength of members in the actual operation at the organization level. Such the management of positive psychological capital can be suggested as a new approach method for achievement of the organization's goals and visions.

• Korean System Dynamics Review
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• v.9 no.1
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• pp.33-56
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• 2008

With emphasis on the importance of systems thinking for the establishment of learning organization, Senge in his famous book "The Fifth Discipline", explains in depth four disciplines such as personal mastery, mental models, shared vision, team learning, which are all geared up to the implementation of learning organization. However, two critical pitfalls are found: First, a holistic picture is absent in his presentation of learning organization, which just seems like a puzzle with linking pieces missing between disciplines. Secondly, as is often the case too much details are discussed in expense of insights on each discipline. This paper thus attempts to draw core metaphysical insights underlying Senge's learning organization disciplines by reinterpreting them from oriental perspectives; and to identify mechanisms depicting how they are working together as a whole, which is enabled by exploiting causal loop diagrams as a tool of systems thinking. In addition some thoughts on the implications of systems thinking on each of the learning organization disciplines.