• Journal of Korea Society of Digital Industry and Information Management
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• v.17 no.1
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• pp.57-73
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• 2021

The purpose of this study is to analyze the diffusion period and productivity of smartwork in an organization. Firms are increasingly interested in smartwork for non contact work and working from home because of the corona 19. The smartwork is a new technology that changes face-to-face work in an organization. It helps the work of individuals and organizations regardless of time and place. The theoretical background describes the complexity, system thinking, diffusion theory, smart work, organizational resistance, and productivity. This study analyzes the diffusion period and productivity of smart work through business simulation techniques. A simulation study progresses four stages. There are problem definition, hypothesis establishment and causal loop diagram, model construction and verification, and policy evaluation. The simulation models contain an individual's resistance variables organizational investment and leadership variables related to the operation of smartwork. The organizational investment variables include organizational culture, legal system, implement systems and technology investment. The individual resistance variables include cognitive, attitude, structure and technological resistance. The leadership includes leadership interest variables and performance linkage variables. The simulation executed the changes of a people number adopting smart work and the organizational productivity monthly. As a result of the simulation, many organization members have accepted the smart work innovation after 20 months. The organizational productivity through smart work showed very high value after 16 months. In scenario analysis, the individuals' awareness and attitude resistance showed very important variables to productivity and a personal change of smart work adoption. Meanwhile, The organizational investment showed that the high driving-force increased not productivity and the low driving-force showed decreased low productivity. Also, leadership variables showed a powerful driver for changing smart work productivity. The implication of the study has suggested extending complexity, diffusion theory and organization resistance theory based on simulation methods.

• 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.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.2
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• pp.273-281
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• 2022

The purpose of this research is to look into the effects of organizational culture and training and development on work discipline and performance. The data for this study was directly obtained from employees of a municipal water corporation in Medan, Indonesia, with a total of 204 participants. Partial Least Square Structural Equation Modeling (PLS-SEM) was applied for data analysis. The results showed that organizational culture and training and development positively and significantly affect performance. However, organizational culture and training & development positively affect employees' work discipline, albeit insignificantly. The findings of this study suggest that organizational culture and training and development play a critical role in shaping work discipline and performance in organizations in Indonesian settings. Therefore, the finding of this research engage all leaders in the organization to conduct training and development more intensively. Although it seems to have costly, this will have a good impact on the organization in the long run. Furthermore, the authors also suggest the creation of a solid organizational culture for every organization to foster excellent performance. However, each organization should choose its own acceptable organizational culture because it is possible that the organizational culture that works in one context does not work in another.

• International Journal of Knowledge Content Development & Technology
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• v.6 no.2
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• pp.93-108
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• 2016

Rethinking and re-conceptualization of knowledge organization has become necessary as a result of recent changes brought by digitization, networked resources, and interdisciplinary shifts. This paper calls for a review of curriculum and changes in teaching approaches to respond to these changes. The paper suggests expanding the scope of knowledge organization by adding new topics, and recommends placement of these topics in different courses (introductory or foundation courses, core or required courses, and electives or specialized courses) for a balanced approach. The paper also proposes a change in the mindset about the target of these courses and recommends knowledge organization work be extended from institutions to individuals. It is also suggested that knowledge organization work responsibilities are broadened to involve authors, knowledge workers, and information users rather than restricting it only to trained information professionals. The paper highlights that the digital environment makes it necessary to change the context for teaching KO courses and goes beyond the collection of information resources and addresses personal information management needs as well. The paper concludes that fundamental changes tantamount to re-conceptualization of the area of knowledge organization, which is expected to open up new opportunities for information graduates aspiring to work in information environment beyond libraries.

• Journal of Family Resource Management and Policy Review
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• v.20 no.2
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• pp.57-74
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• 2016

This study examines the level of work-life balance for Nonprofit organization(NPO) workers and their turnover intentions, to identify how work-life balance affects workers' turnover intention. From October 10 to November 10, 2013, a survey was conducted among workers at NPOs located in Busan, South Korea, through interviews, emails, and mail, and 286 responses were used for this analysis. The results showed that the NPO workers' level of work-life balance was 3.12 for work-family life, 3.07 for work-leisure life, and 3.02 for work-personal life on a five-point scale; the median value was 3.0. Turnover intention was 2.71, which was slightly lower than the median value of 3.0, again on a five-point scale, but it was relatively higher for younger workers, single workers, workers who indicated a lower level of work-personal life balance, and workers whose education included two-years or less of college. These findings suggest that it is important to determine factors that lower turnover intention among these workers and develop programs and support that enhances work-life balance, particularly work-personal life balance.

• Culinary science and hospitality research
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• v.15 no.2
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• pp.205-218
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• 2009

The purpose of this study was to analyze what effects the service quality of the food and beverage section have on its organization value in the value-oriented hotel business, how the organization value influence work performance, and what causal relationships exist among variable factors such as service quality, organization value, and work performance for helping get the hotel business more profitable through guiding service improvements. For conducting the study, full-time staff working at the restaurants of premium hotels in Seoul participated in the test as samples from January 10th to January 22nd, 2009. The statistical data analyses were completed using the SPSS 12.0 program, and frequency analyses, reliability analysis, factor analysis, multiple regression analysis were conducted. The main results of this study were as follows. First, service quality of the food and beverage section in the hotel business caused positive effects on organization values. Second, it was found that the organization value and service quality also positively influenced work performance. Third, among service quality, organization value, and work performance, service quality had a direct effect on business performance, and organization value played an indirect role to cause effects on work performance through service quality. Accordingly, all of the workers engaging in the hotel business, including board of directors, ordinary managers and staff working at the food and beverage section, are highly required to recognize how keenly important service quality is for the hotel business.

• Journal of the Society of Disaster Information
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• v.5 no.1
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• pp.104-119
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• 2009

The purpose of this study is to examine the effects of job involvement and organization commitment on job form of security guard. The total 260 subjects are composed of 50 women and 210 men who work at security company for security guards in Seoul and Gyonggi province. First, according to the populational and social character, job involvement was higher in women security guards than men, higher in 'above 41' for age, higher in 'university' for educational level, and higher in '300-400' for incomes. Second, according to the populational and social character, organization commitment was higher in men security guards than women, higher in 'above 41 ' for age, higher in 'graduate school of university' for educational level, and higher in '300-400' for incomes. Third, according to the form of the job, the job involvement was higher in 'under 10' for their career, higher in 'manager' for their responsibilities of work, higher in 'afternoon working' for the time schedules, and higher in 'field service' for the kind of working. Fourth, according to the form of the job, the organization commitment was higher in 'under 10' for their career and higher in 'field service' for the kind of working. However, there was no difference between the responsibilities of work and the time schedules. Fifth, it increases the organization, when the job involvement of the security guards such as work attachment, active performance, and the pursuit of job achievement.

• Journal of Korea Society of Industrial Information Systems
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• v.26 no.3
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• pp.23-39
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• 2021

Investment of organization in information security is increasing, but information security threats within the organization are not decreasing. The purpose of this study is to suggest a direction to increase the information security compliance intention of employees. In detail, the study presents the positive effects of security motivation and organization trust on the information security compliance intention, and presents the moderating effect of work promotion focus. Research model and hypothesis verification are confirmed through structural equation modeling and the study conducted a questionnaire technique to the employees of the organization applying the information security policy for quantitative verification. As a result, information security punishment and value congruence had a positive affect on the compliance intention by mediating organization trust. In addition, work promotion focus had a moderating effect on the positive relationship between the precedent factors on the compliance intention. The research has academic and practical implications from the viewpoint of presenting the factors of the organization's efforts to improve the level of information security compliance by insiders.

• Journal of Digital Convergence
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• v.10 no.11
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• pp.145-164
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• 2012

With the development of Information Communication Technology (ICT), diverse work policies, such as, telework, telecommuting, flexible work had been conceptualized and implemented to encourage efficient business practices and worker satisfaction. These work policies are the forerunners of newly emerging concept of "Smart Work." However, as smart work is a new concept, no single agreeable definition can be found. In this study, the relevant literatures published in past 15 years are reviewed systematically in order to derive a conceptual framework for "Smart Work," from related research, such as telecommuting, flexible time, telework, etc. Related variables are grouped into five clusters: Task, Technology, People, Organization Structure and Managerial Levers, forming a policy and research framework. Further research are suggested after the discussion of implications.

• The Journal of Korean Academic Society of Nursing Education
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• v.25 no.1
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• pp.148-158
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• 2019

Purpose: This study is a descriptive study to explore the effects of work performance, perceived organization support, and personal coping resources on job satisfaction of infusion nurses in Korea. Methods: The participants of this study were 155 infusion nurses in 19 general hospitals and advanced general hospitals in Korea. Data were collected from January to March 2018 using a structured questionnaire and analyzed with the SPSS software version 23. Results: The participants' job satisfaction score was 3.01, their work performance score was 3.60, their perceived organization support score was 2.83, and their personal coping resources score was 3.53. The regression model for job satisfaction was significant (F=56.10, p<.001), and the total explanatory power was 52%. The variables affecting job satisfaction were personal coping resources (${\beta}=.44$, p<.001), perceived organization support (${\beta}=.42$, p<.001), and working locations (${\beta}=.13$, p=.028). Conclusion: To increase job satisfaction of infusion nurses, boosting strategies for personal coping resources, perceived organization support, and examination of work performance characteristics of each local area should be considered. In addition, development of customized programs is needed, focusing on infusion nurse personnel and job characteristics.