• The Journal of the Korea Contents Association
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• v.22 no.10
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• pp.599-614
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• 2022

The purpose of this study was to investigate the effect of organizational culture (group culture, development culture, rational culture, hierarchical culture) on job satisfaction based on the mediating effect of organizational trust on workers corporations. In particular, in the relationship between organizational culture and job satisfaction, the mediating effect of organizational trust was demonstrated, which varies by communication control variables. The results of the study of 8,615 workers in the manufacturing, financial, and non-financial industries in HCCP(Human Capital Corporate Panel) are as follows. First of all, the result of research showed that rational culture, group culture, development culture among organizational culture had a positive effect on job satisfaction. But, the hierarchical culture had a negative influence on job satisfaction. Second, rational culture, group culture, development culture among organization culture had a positive effect on organizational trust. But, hierarchical culture had a negative influence on organizational trust. Third, in the relationship between organizational culture and job satisfaction, the partial mediating effect of organizational trust was verified. In other words, although organizational culture directly affects job satisfaction, it indirectly affects job satisfaction through organizational trust. Fourth, it showed a significant moderating effect of communication between organization trust and job satisfaction. In other words, it was found that the group with high organizational trust in the relationship between organizational trust and job satisfaction had higher job satisfaction than the group without it. Finally, in the relationship between organizational culture and job satisfaction, the mediating effect of organizational trust was demonstrated, which varies by communication control variables. In other words, the indirect effect of organizational culture on job satisfaction through organizational trust is higher in the group with high communication capabilities. Through discussion and conclusion, the academic and practical implications, limitations, and research directions of this study were presented.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.6
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• pp.163-170
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• 2014

This aims to study impact of corporate's innovation culture, the recognition of intellectual property's importance and corporate's internal activity for New Product Development on the new product development(NPD) performance by analyzing Kosdaq market listed companies. In contrast to the prior research, this study measures innovation climate which is included with innovative corporate organization climate and the recognition of intellectual property's importance as a impact factors on the new product development performance, along with NPD's strategy, NPD process and independent organization for NPD. The empirical results show that corporate's innovative organization climate and the recognition of intellectual property's importance can impact on the NPD's performance and NPD process can influence on recognition of the attainment of corporate's NPD goal. The study has an implication that it provides a basic data on supporting strategies of how to enhance the Korean companies' new product development performance.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.17 no.30
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• pp.67-71
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• 1994

Quality Control Circle activity is widely introcuced by manufacturing industries. Q.C.C. is studied not only in relation with five points of view such as corporate culture, labor union, organizational management model in Korea, the Theory W and educational revolution etc. but also in social, cultural background, and national trait's view points. The main goal of this study is to investigate sucessful role and active application in Quality Control Circle activity.

• Journal of Distribution Science
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• v.14 no.8
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• pp.23-33
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• 2016

Purpose - The purpose of this study was to analyze the effects of education & training and organizational culture on job satisfaction and organizational commitment and then examine the difference that would appear depending on the job title in the case of Korean employees in the manufacturing industry. Research design, data, and methodology - Our sample consisted of 1,013 administrative employees in the manufacturing industry with data extracted from the 4th Human Capital Corporate Panel (2011) survey. Descriptive statistics and multiple regression analysis were conducted. Results - Results showed that education & training had positive effect only on job satisfaction while organizational culture had positive effect on both job satisfaction and organizational commitment. Components under education & training (duration of the formal learning, efficacy of formal learning and efficacy of informal learning) and organizational culture (equity, communication, talent recognition, innovation) that were found to be affecting job satisfaction and organizational commitment revealed to be different depending on the hierarchical position of the employee. Conclusions - Different approach and policy for each group of job title could be considered in order to increase job satisfaction and enhance organizational commitment of the employees.

• International Journal of Advanced Culture Technology
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• v.8 no.3
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• pp.90-100
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• 2020

Our overall society circulates in line with the economical situations characterized by production and consumption and companies play the role of providing products and services, thus taking very significant responsibilities for the socioeconomical and cultural aspects in society. Therefore, when designers attempt to think of a way to enable companies and society to share their values and propose specific concepts and visualize outcomes, it is very critical to be able to understand economical philosophy and management strategies that interconnect companies with society and seek out proper design approaches. Recently, the world's enterprise and management culture tend to connect products and services provided by companies through chains of social values. Based on the abovementioned shift in the management paradigm, the researcher investigates and analyzes actual cases of attempts by Samsung Electronics to achieve its social impacts and studies actual roles and approaches of in-house designers with creativity and insights of humanity with regard to these attempts. Each case is selected from various fields such as the company's products and service development, business systems, culture, and external strategies and the ultimate goal is to learn about actual insights and approaches of designers to make contributions to the company's management with social impacts. Especially, humanity and creative thinking of many designers working in the manufacturing industry can have significant contributions to achieving its management with social impacts and effects of sustainable management.

• Management & Information Systems Review
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• v.6
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• pp.205-226
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• 2001

Under the pressure of competition and efficiency in the 21st century, many firms need to adapt the system of new labor relationship, labor management' innovation. In global economy and information time, country and company have become a business imperative core strategy. Industrial and Labor management culture is more innovation and sustain, development. Therefore, This paper review, the new era of 21st century of knowledged based information society, new labor management culture's shape and the possibility of strong corporate culture's impact. This study suggested several improvement ways of Labor Management. The directions of participation in decisions in labor relation as follows: A manager and employee cope with partnership each other, open management is to successfully operate. Then investment enlarge human resource development, career development, education & training's enforcement etc. Employee are creativity and innovation task centered interested in the working conditions. First of all, employee has to not only effort to productivity improvement, but also voluntarily capacity improvement. These changes are hot issues to employee as well as to manager. Also, Government role is very important. They provide to constructive infra and human resource management should be develop as well as supported to knowledge based employee in socially responsible management. Finally, new labor relations culture' practice can effort the growth to improve upgrading strategy the sound labor-manager.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.717-728
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• 2020

The objective of this study is to explore the whole process of fraud risk management strategies that should be implemented by the organizations. Secondly, this study discusses the governance issues that arise at each stage of the process. For the purpose of this study, a content analysis of previous literatures is used as a technique for gathering data. This process usually involves codifying qualitative and quantitative information into pre-defined categories in order to derive patterns in the presentation and reporting of information. Based on our content analysis, we found that the fraud risk management process should be made of at least five stages which are inculcating the culture of managing risks in an organization, identifying the risks, evaluating the risks, determining preventive actions and implementing and reviewing stages. Our extended analysis of the fraud risk management process finds that a lot of governance issues arise in the fraud risk management process that should be solved by regulators and companies in order to ensure that fraud risk management process is embedded as corporate culture, not merely as a process. Among them are how to create the risk culture in an organization and whether auditors and risk management committees identify risks from each available source.

• Journal of the Korea Safety Management & Science
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• v.13 no.4
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• pp.139-151
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• 2011

Among recent management innovation activities of companies, one of the most important competitive advantage through customer satisfaction, and to which members of the organization's service orientation is essential. The company's service orientation is closely related to the organization's culture. In this study, the organization's service-oriented culture, the internal service quality, job satisfaction and organizational commitment, and ultimately affects the employee's influence on customer orientation will look at that. Results and implications of this study can be summarized as follows. the internal service quality among the factors tangibles, assurance, empathy, job satisfaction showed a significant influence on the type of empathy and emotional commitment castle had a significant impact on. With these results, relationships with colleagues within the organization, such as work environment and job satisfaction and emotional commitment, the atmosphere is very important to know that you can affect. Therefore, the members of the company to increase job satisfaction and organizational commitment, corporate culture, business as well as collaboration with colleagues to share the emotional atmosphere of sympathy for the business environment will get improved.

• The Journal of Industrial Distribution & Business
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• v.13 no.1
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• pp.1-9
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• 2022

Purpose: This study aims to find empirical evidence and clarity on the phenomenon of the direct and indirect effect of perceived behavioral control on fraud prevention through whistleblowing intention. This study also aims to understand the influence of organizational ethical culture moderating between whistleblowing intention and fraud prevention. Research design, data, methodology: The samples of this research are 236 respondents consisting of the Head of the Finance Subdivision and Head of the Reporting Planning Subdivision and the finance staff who were determined using the purposive sampling method. The data obtained were analyzed using the Structural Equation Modeling technique. Results: The study results show that perceived behavioral control positively and significantly affects whistleblowing intention. In addition, perceived behavioral control does not affect fraud prevention mediated by whistleblowing intention. Furthermore, organizational ethical culture moderates whistleblowing intention and has a positive and significant effect on fraud prevention. Conclusions: This study concludes that the phenomenon of scandal that often occurs on a television is not a habit that must be followed. It requires an active role from the community as a form of concern for whistleblowing. Futher researchers can add other construct variables, such as good corporate governance to assess the performance improvement of the organizational layers, both internally and externally

• Journal of the Korea Furniture Society
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• v.26 no.3
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• pp.241-251
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• 2015

Milano Fair is the most authoritative event in the world and the most noticeable exhibition for expecting stream of furniture design and future. Companies and designers, who participate in this event, pioneer independent market through the creative and creative products based on their own identity. Their competitiveness in the market comes from the identity of the brands and it is possible when making continuous efforts to make competitiveness by differentiated designs and products. Upright design culture will be made when respecting the value of designers and designs, making the history and tradition and striving for new challenges and pioneerings.