• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.473-483
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• 2021

This study's fundamental purpose is to examine the personality factors of business school faculty members in job satisfaction and job performance. Results show the significant impact of multicultural faculty members' job performance in a diverse environment in the Business schools of Karachi. The data is collected through the multi questionnaires from the various teaching, non-teaching staff, and students of private business schools of Karachi in Pakistan. The data has been tested through the Jamovi-by-medmod, and the regression model is to scrutinize and find the effect dependent variables to mediation. Simultaneously, results are calculated by mediation estimates and path estimates through the medmod technic and regression test from data. It provides a comprehensive insight into various factors such as personality traits, self-efficiency, Psychological diversity climate, self-esteem, and human resource management practices. These are the primary evaluated factors that affect multicultural faculty members' job satisfaction and job performance. However, results show a positive relationship between diversity climate and job performance, which mediates by job satisfaction. Similarly, personality traits show a positive relationship with job performance that mediates by job satisfaction. Correspondingly, self-esteem spectacles are a positive inter-relationship with job performance which is mediated by job satisfaction.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.8 no.4
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• pp.95-109
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• 2013

The practices and processes of HRM (Human Resource Management) for university faculty in Korea depend heavily on assessment of research and teaching rather than the UIC (University-Industry Cooperation) performance. In this regard, HRM of Korean universities is said to be far distant from UIC. Although policy initiatives by the Korean government, notably the MoE (Ministry of Education) have implemented in most universities, the desirable level of UIC could not be achieved yet. Moreover, the very notion of 'university' in Korea is much more to do with 'pure' education and research institution than with 'applied' and 'vocational' purpose. Considering upon HRM practices and organizational culture, for enhancing UIC in Korea, the government's policy should be linked to alter deep-rooted university culture. So the aims of the research are to describe the current state of HRM in Korean and foreign universities; to find out the critical factors of UIC in Korean universities; to analyze the gaps between university research and industrial commercialization based on a conceptual framework, the 'valley of the death'; and to recommend HRM policies fostering UIC for the MoE. For achieving these objectives, we deploy multiple methodologies, namely, in-depth interview, literature survey, and statistical data analysis with regard to UIC. Analyzing the data we have collected, the present research sheds light on all aspects of HRM processes and UICs. And the main policy implication is restricted to the Korean universities, even if we have collected and analyzed foreign universities, notably universities in the USA. The research findings are mainly two folds. Firstly, the HRM practices among Korean universities are very similar due to the legally institutionalized framework and the government's regulations. Secondly, the difficulties of UIC can be explained by notion of the 'valley of death' ways in which both parties of university and industry are looking for different purposes and directions. In order to overcome the gap in the valley of death, the HRM policy is better to be considered as leverage. Finally, the policy recommendations are as follows. Firstly, various kinds of UIC programs are able to enhance the performances of not only UIC, but also education and research outcome. Secondly, fostering organizational climate and culture for UIC, employing various UIC programs, and hiring industry-experienced faculty are all very important for enhancing the high performance of university. We recommend the HRM policies fostering UIC by means of indirect way rather than funding directly for university. The HRM policy of indirect support is more likely to have long-term effectiveness while the government's direct intervention to UIC will have likely short-term effectiveness as the previous policy initiatives have shown. The MEST's policy means of indirect support might vary from financial incentives to the universities practicing HRM for UIC voluntarily, to information disclosure for UIC. The benefits of the present research can be found in suggesting HRM policy for UIC, highlighting the significance of industry-experienced faculty for UIC, and providing statistical analysis and evidences of UIC in Korean universities.

• The Journal of the Korea Contents Association
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• v.13 no.2
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• pp.412-419
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• 2013

Firm's competitive advantage and profitability can be gained over competitors by human resources and human resource management that are characterized by idiosyncrasies or differentiation. Yet, the results of previous studies have been a emerging consensus that the isomorphism and homogeneity of HRM and HR practices among firms regardless of thoese industrial areas, size, organizational settings, etc. are universal. Based on the previous studies of similarities of HRM, the paper theoretically investigates the background and reasons of introducing similar HR practices among firms. The paper shows the dynamism of HR system in Korean firms, adapting a new HR system. Three types of reasons are found, coercive isomorphism, mimetic isomorphism, and normative isomorphism. However, it is also discussed that there is an important gap in the theoretical and empirical research. More empirical research is suggested in order for gaining meaningful results on HR studies.

• Journal of Ecology and Environment
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• v.42 no.4
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• pp.139-149
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• 2018

Background: Ethiopia is among the poorest countries where land degradation caused livelihood problem to its inhabitants. The livelihood of rural communities in Ethiopia is seriously threatened by land degradation. Land is the major natural resource that economic, social, infrastructure, and other human activities are undertaken on. Thus, land resources play an important role in shaping rural livelihoods, and lack of sustainable land management practices leads to land degradation. Thus, this study aimed to analyze interlink between land degradation and livelihood of rural communities in Chilga district, Northwest Ethiopia. It also addresses the factors which influence income diversification for livelihood of households in the study area. Result: The result depicts that the major causes of land degradation are both natural and anthropogenic. Land degradation and livelihood are negatively interlinked with each other. The livelihood of the majority of the population in the study area is dependent on subsistence agriculture both farming and animal husbandry with low diversification. The survey result showed that more than half (69%) of the sample households have farm size of less than 2 ha, nearly one third (31%) have 2.0-2.5 ha, and insignificant number of farmers have more than 2.5 ha. More than 80% of the respondents pointed out that land degradation has impacts both on crop yield and livestock production. Most of the explanatory variables such as gender, age, education level, farmland size, and family size have statistical significant influence (at P < .01 and P < .05 levels) for income diversification of households, while marital status on the other hand is not statistically significant though it has positive relation with income diversification in this study. Conclusions: Our results suggest awareness should be created in the community about the livelihood diversification mechanisms which enabled them to engage in different income-generating activities and comprehensive watershed management should be implemented.

• Knowledge Management Research
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• v.24 no.4
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• pp.219-235
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• 2023

The advancement of digital technology and the impact of COVID-19 have brought about changes in corporate innovation and organizational culture, thereby highlighting the significance of Smart Learning in the field of HRD (Human Resource Development). This trend has led to an increased interest in personalized Smart Learning among employees due to the growth of hybrid work and the widespread adoption of smart work practices. This study aimed to illuminate the relative importance of the factors that constitute Smart Learning from the perspective of HRD practitioners. Through a review of prior literature, Smart Learning hierarchy and factors most fitting to the current context were identified, and their relative importance was determined using the AHP method. Consequently, in the first-tier factors, importance was confirmed in the order of 'Learning Activities', 'Teaching Activities', 'Learning Content', 'Assessment and Evaluations', and 'Learning Time and Space'. At the second-tier encompassing all factors, 'Pedagogical Strategy', 'Learning Results', 'Learning Tasks', 'Learning Goal', and 'Learning Support' emerged within the top five factors. These findings are significant in that they redefine the concept of smart learning and propose an academic framework for future research. Additionally, from a practical perspective, it is anticipated that this study will contribute valuable insights for HRD practitioners, aiding them in focusing on which factors to prioritize for enhancing and advancing Smart Learning initiatives.

• Journal of Digital Convergence
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• v.9 no.6
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• pp.411-419
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• 2011

Recently concept of self-leadership that leads one's own activities toward right direction through self-control or self-management has been being focused on practices as well as academia. This study is to investigate the influence between self-leadership strategies and learning performance at IT classes mediated by attitude of attendance focused on the social science students at an university. This study performed the comparative study to investigate whether differences among Korean(64 samples) and Chinese(31 samples) students is or not Research results can give us right direction of task-taking attitudes in firms or learning attitudes in teaching organization and implications to human resource managers who are in charge of improving learning performance or productivity.

• The Journal of Industrial Distribution & Business
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• v.15 no.5
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• pp.39-46
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• 2024

Purpose: This study seeks to address the following research questions: (1) What are the fundamental principles of sports psychology that can be applied to business leadership? (2) How can these principles enhance business leadership effectiveness? As a result, the study may evaluate the necessity and benefits of incorporating sports psychology principles into business leadership practices. Research design, data and methodology: The data collection process in this study involved a systematic Literature review approach, following the prior literature analysis guidelines by numerous past studies. This methodical approach to selecting articles can be useful in synthesizing existing literature and can be referred to as Literature review and selection. Results: The literature analysis has indicated that there is much support for assumptions underpinning business leadership modules, which can be enhanced by applying sports psychology. This topic discusses the traits of self-positivity and mental toughness, goal perspective and interpersonal relationships within a team, and visualization in a sporting organization that can be implemented in business management to support organizational performance. Conclusions: All in all, it can be concluded that organizations must consider adopting Sports Psychology principles into their Leadership Development Programs. Psychological skills development training that includes mental toughness, goal setting, team cohesion,

• Journal of Digital Convergence
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• v.18 no.11
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• pp.13-18
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• 2020

"Arts and Cultural Education Promotion Act" comes with institutionalization of arts and cultural education in Korea, and tends to mean facilitating occupational professionalism in historical perspectives. In particular, the nature of vocational identity of professional educators in arts and cultural education is the main focus of analysis and debate for human resource development. Accordingly, this study emphasizes the diversity of arts and cultural education practices and reveals that the vocational training of arts and cultural education experts should be based on various curriculum and programs which take an interdisciplinary approach. In this respect, excessive simplification of vocational identity of the experts may exert negative effect on the diversity and excellence of arts and cultural education. To meet the needs of the arts and cultural education, curriculum and training program for university level should be newly developed or revised through an interdisciplinary approach with the job analysis of practicing professionals.

• Korean Journal of Construction Engineering and Management
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• v.18 no.1
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• pp.65-73
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• 2017

Today, the United States, Europe and other advanced organizations are utilizing the concept of competency-based HR management. Recently, many organizations in Korea are also managing workforces by introducing the concept of job competencies in personnel management. However, in spite of the current trend, domestic human resources management methods for construction managers continues to operate by asking about work experience, licensing, education level, etc. This is a seniority system and it functions separately from an assessment of practical job competencies for the business. Moreover, construction management work has been very fragmented in terms of expertise and capacity depending on the type of management work and project progress. Therefore, it is necessary to develop a competencies management system for each business segment to effectively manage job competencies that reflect the the characteristics of a construction manager' s work. As such, the aim of this study is to analyze human resources management methods pertaining to domestic construction managers and present challenges and limitations in current practices. In particular, factors affecting the job competencies of construction managers are analyzed statistically. The results of this study will be used as the basis for future research into development of a construction manager competency management system.

• The Journal of the Korea Contents Association
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• v.13 no.1
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• pp.221-233
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• 2013

This study aims to explore how to cognize and perform case management process to community psychiatric rehabilitation center in Busan area. The case of case manager for 12 people obtained by conducting focus group interviews were in-depth analysis. Many commissioned by a variety of human service organizations in the contract and the client-centric intake has been received. Assessment, rather than a function of mental disabilities center service needs, planning difficulties in securing resource discovery and felt. Intervention phase focuses on direct service and when several agencies responsible for the case management approach. The possession of responsibility was unclear. Mainly monthly facilities within the checking step checks are being made, there was a desire for the realistic-supervision. Completion stage expectations showed a performance evaluation oriented, and individualized case management that can be represented well on the rating scale.