• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.466-475
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• 2020

Current performance evaluation of call center employees is dependent on the number of calls they have resolved, regardless of the individual and social characteristics of employees. However, since call center tasks are highly customer-oriented and emotional laborious, individual capability as well as social characteristics of employees is critical to performance. Therefore, this study analyzed the relationship between employees' individual/social characteristics and their performance. To extract individual characteristics, a repertory grid technique was employed, whereas social network analysis was conducted to extract the social characteristics of employees. Using individual and social characteristics as input variables, multiple regression was conducted to analyze the effect of each variable on performance. As a result, in-degree centrality of dining network, initiative characteristics, open characteristics, and enjoyment of studying were determined to be important variables for performance. This study is expected to be used in both performance management and human resource management of call center practices.

• Journal of the Economic Geographical Society of Korea
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• v.21 no.1
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• pp.53-68
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• 2018

Community-based ecotourism (CBE), if well-developed can be a practical approach for promoting socio-economic well-being and sustaining ecological resources. The growth and its development worldwide especially in developing economies is a welcome development. The study aimed at assessing the Boabeng-Fiema Monkey Sanctuary in Ghana, as an example of traditional conservation system of management that has ensured greater community participation, equity, inclusiveness, and multi-level stakeholder partnership. In-depth interviews with key informants and documentary analysis of relevant peer reviewed and grey literature were the main qualitative data collection used. Results revealed that majority of the interviewees support and value the current system of traditional management. The enforcement of rules and regulations and other cultural and religious practices were discussed by key informants. Opportunities for multiple livelihood strategies as a result of the CBE is seen as critical for increasing local's acceptance and participation. The remarkable growth of the sanctuary, as well as the increase in human population, has created a shortage of land for domestic and other commercial purposes which is identified as posing a major challenge to the sustenance of the sanctuary. The study recommends diversification of livelihood opportunities presented by the presence of the sanctuary like the introduction of homestay concept, craft making- wood carving, painting, artisan shops.

• Journal of Digital Convergence
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• v.9 no.4
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• pp.253-265
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• 2011

A number of organizations have had big interests in studies concerning leadership and not only academia but also psychological areas do also. Until now, leadership has been accentuated by managers or team leaders especially. Recently, however, the concept of self-leadership directing one's own activities through self-control or self-management is being focused on in practices and in academia. This study is to investigate the influence between self-leadership strategies as predictors and learning performance in IT classes as dependents variables mediated by attitude of attendance focused on the social science students in two universities (Korea(116 samples) and India(36 samples)). And this research tried to compare difference between two university students. As a result of empirical analysis, Korean learners making an effort by themselves show a tendency to think constructively. Namely, even though the level of difficulty may be high, by positive self-talk, respondents usually make an effort to get high academic performance. In case of Indian respondents, students who are in behavior-oriented show higher academic performance. Research results can give us direction of task-taking attitudes in firms or learning attitudes in teaching organizations and implications to human resource managers who are in charge of improving learning performance or productivity.

• Journal of the Korean Geographical Society
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• v.39 no.4
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• pp.495-513
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• 2004

The shape of land surface work as a cradle for various environmental processes and human activities. As spatially distributed process modelings become increasing important in current research communities, a classification system that delineates land surface into characteristic geomorphological units is a pre-requisite for sustainable land use planning and management. Existing classification systems are either morphometric or generic, which have limitations to characterize continuous ecological processes over the landscape. A new classification system was developed to delineate the land surface into different geomorphological units from Digital Elevation Models(DEMs). This model assumes that there are pedo-geomorphological units in which distinct sets of hydrological, pedological, and consequent ecological processes occur. The classification system first divides the whole landsurface into eight soil-landscape units. Possible energy and material nows over the land surface were interpreted using a continuity equation of mass flow along the hillslope, and subsequently implemented in terrain analysis procedures. The developed models were tested at a 12$\textrm{km}^2$ area in Yangpyeong-gun, Kyeongi-do, Korea. The method proposed effectively delineates land surface into distinct pedo-geomorphological units, which identify the geomorphological characteristics over a large area at a low cost. The delineated landscape units mal provide a basic information for natural resource survey and environmental modeling practices.

• Journal of the Korean association of regional geographers
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• v.21 no.4
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• pp.639-648
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• 2015

There is a growing interest in Co-operative education as an important way of university-industry collaborations for improving employment competitiveness, recruiting talented human resource, and promoting university-industry collaborations. In this study, we recognize that the paradigm of professional practice have to be changed from internship to Co-operative education. This paper examines the characteristics of Co-operative education in a regional public university through a case study of Central Washington University(CWU), USA. The results of the study and policy implications are as follows. First, the professional practice program of CWU is centered upon Co-operative education and has a high local and regional connectivity in terms of location of institutions that students work for professional practices. Second, the professional practice program of CWU has a high connectivity between majors and jobs, and is characterized by an active participation of students majoring in humanities, social sciences, arts and education. Third, the qualifications of Co-operative education are strict, but programs of Co-operative education are flexibly operated according to the characteristics of departments and colleges. We emphasize that universities in Korea need to focus upon the employment connectivity, the major connectivity, the local and regional connectivity, Therefore, when attempting to introduce Co-operative education. In addition, the management and governance of Co-operative education should be flexible.

• Educational Technology International
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• v.8 no.1
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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.