• Korean Institute of Interior Design Journal
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• no.4
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• pp.53-60
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• 1995

Recently, much attention is paid on the office design be-cause the real world of work has undergone substantial changes, in both spatial and temporal aspects, due to the in-troduction of data processing technologies and new types of production. Today's renewed objectives of office are to define new physical space for work, to deal with economic and organizational changes. In the period of information, the purpose of an office is to improve the productivity for employers employees the comfort and vitality. Today's intellecture resources are necessary for the development in the modern business. The Hypid office, as an alternative in order to correspond the rapid changes, is proposed to give the space for satisfy-ing the basic desires of a human being-eating, resting and working. Accompanying with flexibility and comfortability, this office should include the space for personal purpose and the space for social purpose. Applying the concept of comfort like at home leads to re-lease a worker's stress from the society of information. The future office which is to enhance the quality of culture by in-tegrating indivisual, domestic and social life should commu-nicate efficiency, movement, energy, transformation.

• Journal of Korea Society of Industrial Information Systems
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• v.11 no.5
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• pp.132-140
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• 2006

Implementing ERP system is inherently a very complex task that involves ongoing training employees to use the new system. However, the traditional methods of ERP training and education have presented many problems. A new form of training, e-learning, has emerged. E-learning enables trainees to sign on classes without restrictions of time, distance, and classroom availability. We suggested several usage strategies and e-learning combined model for ERP related organizational change management.

• Korean Institute of Interior Design Journal
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• no.30
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• pp.42-50
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• 2002

This research deals with a new concept regarding creative enlargement in order for useful space composition. Architecture, through interior design case analysis has given birth to a new concept and inspiration altering interior designer's perspectives on the future environment. Focusing exclusively on those offices that express in design terms a commitment to such concepts as team-Working, just-in-time Working, virtual and mobile working and those using the newest technological tools and the latest space-planning concepts available. Emphasis is placed on how an office environment can be designed to encourage group working, the sharing of knowledge, a spirit of community within larger organizations, and non-territorial working-employees that work where and how they want supported by cordless technologies.

• Management & Information Systems Review
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• v.7
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• pp.381-400
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• 2001

Our country has been encountered with severe economic depression since IMF loan(1997). Korean economic system should be reformed according to the globalization and the world industrial trends based on adavanced technologies and skills. Todays the venture business should be considered to be the alternative of recovering Korean economy and increasing highly estimated values. Generally speaking, the venture business is defined as a new business with high risk-high return with new technical entrepreneurship. This treatise suggests the activating alternatives of the venture business in Korea. These alternatives are suggested as follows. First, several measures to incruit excellent technicians are suggested. These measures includes incruitment of parttime technicians, application of cooperative program of education training unemployees, the stock option system, a stock-sharing plan for the employees, etc. Second, in the financial aspect, activation of the foundation investment company, activation of the COSDAQ market, strengthening of technology security are suggested. Third, in the technical development aspect, amplification of inauguration assistant center, construction of technology accumulative network, etc. These measures will contribute to the development of Korean economy and the welfare of Korean people.

• Journal of The Korea Institute of Healthcare Architecture
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• v.14 no.4
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• pp.47-54
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• 2008

Preconstruction process in a lean project delivery system was studied in one large healthcare project working for a general contractor. Researchers joined a new lean delivery project for approximately six weeks and participated in preconstruction process including design coordination, management coordination, and target costing while concurrently interviewing other project participants and employees, recording activity in meetings, and otherwise observing the process. The preconstruction process in lean project delivery system, called integrated project design, showed many benefits such as brining expertise of downstream players (i.e., mechanical and electrical contractors) into the design phase. However, lack of leadership and lack of design-integrator blocked the successful application of a new concept of design process.

• Journal of Digital Convergence
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• v.16 no.8
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• pp.181-192
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• 2018

In the current economic situation of China, the leadership style and organizational commitment of employees has become an important topic. The purpose of this study is to explore the relationships among leadership style, employee empowerment and organizational commitment. And help leaders to understand which leadership style is more important and suitable for them, and to increase employees sense of identify of the organization and giving them more power so that they can work more effectively. To serve this purpose, this study conducted an extensive survey of IT companies in ShenZhen, China, and 403 valid data was collected. The research model was analyzed using SPSS and AMOS. According to the result, leadership style has a profound influence on organizational commitment. And leadership style can also impact on empowerment. Employees' empowerment also significantly influence the organization commitment, and exist a mediating effect between the leadership style of organizational commitment. The results of this study provided a new reference and a more suitable leadership style for Chinese IT enterprises that transactional leadership is more effective than transformational leadership, and it is more effective to encourage employees with rewards.

• The Journal of Industrial Distribution & Business
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• v.9 no.10
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• pp.39-50
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• 2018

Purpose - This study is to propose discriminative management strategies to long-term care facilities based on the empirical analysis after reviewing the effects of social support, perceived by long-term care facility employees, to service orientation. Research design, data, and Methodology - The research model designed social support, job stress, organizational commitment, and service orientation. The survey collected data from 453 customers in a long-term care facility in jeju. The SPSS 18.0 package was used for analysis. Results - First, social support for long-term care facility employees has a negative(-) effect to job stress. Test results, social support factors except appraisal support had a negative impact on job stress. Second, social support has a positive(+) effect to organizational commitment. Test results, informational support, tangible support and appraisal support had significant effects on organizational commitment. However, emotional support had a positive impact on affective commitment and normative commitment. Third, social support has a positive(+) effect to service orientation. Test results had a positive impact. Fourth, job stress has a negative(-) effect to organizational commitment. In the test results, employee's continuance commitment and normative commitment had significant negative effects in job stress. However, affective commitment had no significant impact. Fifth, job stress has a negative(-) effect to service orientation. Test results showed a negative impact. Conclusions - The study implies the following. First, that there should be a change in the social perception of long-term care facilities. 'Long-Term Care Insurance for The Elderly' was enacted to emphasize this responsibility for the elderly problems as a new system. Enactment of this Act was expected to improve the quality of life of the people by stabilizing the elderly life and reducing the burden of families. Therefore, long-term care facility system should be as efficient as possible for making plans for systematic and organizational support. Second, the efforts of facility managers to minimize job stress of employees is necessary. Accordingly, performing spontaneous work is required for a comfortable working environment and management. Third, the systematic education and training to employees for service oriented behavior of the facility will be required in the long term.

• Korean Journal of Human Ecology
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• v.18 no.5
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• pp.1135-1145
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• 2009

This study was conducted to investigate the situation of internal facilities and sanitary management of elementary, middle, and high school foodservice in Chonbuk area. Self administered questionnaires were collected from 252 nutrition teachers and school dietitians. Statistical data analysis was completed using a SPSS 11.5 program. The results are summarized as follows: Approximately 99.2% of the subjects were women and those who were married accounted for 76.6%. Those in their 30s to 40s accounted for over 87%, those with more than 11 years experience accounted for 56.8%, and those 69.0% were regular nutrition teachers. Among the 280 school foodservice systems, 51.6% of the schools were located in urban areas and 48.0% in rural areas. About 68% of the schools prepared meals the conventional way and 32.3% prepared them the commissary way. The number of employees accounted for in the schools was 37.7% with 1 to 3 employees, 27.8% with 4 to 6 employees, and 25.4% with 7 to 9 employees. About 54% of schools have an expectance of school meal service for more than 11 years. However 67.5% of their facilities had not been remodeled since the implementation of the foodservice. As a result of the conditions of the school foodservice facilities, there were significant differences between elementary and middle & high schools; preparation room (p<0.01), toilet (p<0.01), and boiler room (p<0.01). About 62% of the nutrition teachers responded that they were dissatisfied with the situation of the facilities (e.g. size and materials of the kitchen, heating and cooling systems). The washing and disinfection methods in elementary, middle and high schools were very different, because they had no sanitizers and disinfectant guidelines. Therefore the governmental regulating agencies must review and approve of the plans prior to new construction or extensive remodeling of the school foodservice facilities. In addition, we suggest that it is necessary to provide practical sanitizers and disinfectant guidelines and other useful education.

• The Journal of the Korea Contents Association
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• v.20 no.3
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• pp.400-423
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• 2020

In the era of the fourth industrial revolution, IT workers' use of creativity has become more important than workers' in other fields in that they should apply new digital technologies to their companies for organizational innovation. In this regard, this study is to verify the effect of managerial coaching behavior on the creativity of employees in the IT field and identify the mediating effect of unlearning and the moderating effect of creative self-efficacy. A survey was conducted on IT workers in Seoul and the metropolitan area and a total of 439 copies of the questionnaire survey were used for confirmatory factor analysis on SPSS 25.0 and AMOS 25.0 and for mediating and moderating effect analysis on SPSS Process Macro 3.0. The results suggested that managerial coaching behavior has a positive effect on the creativity and unlearning ability of employees. They also showed that unlearning has a significant effect on one's creativity, mediating the relationship between managerial coaching behavior and the creativity of employees. Also, they identified that creative self-efficacy moderates the relationship between managerial coaching behavior and unlearning. This study has theoretical and practical significance in that it makes a timely contribution to expand the research area for coaching effect and identifies the influential mechanism behind managerial coaching by verifying the direct effects of managerial coaching behavior on the creativity of the IT sector workers and finding indirect influential factors.

• Journal of Distribution Science
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• v.13 no.1
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• pp.35-46
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• 2015

Purpose - This paper attempted to investigate the relationships among the perception of job insecurity and organizational effectiveness, and it examines these relationships while considering the moderating effect of trust in the manager and self-efficacy. Job insecurity is an independent variable, organizational effectiveness aspects (job satisfaction, organizational commitment, and turnover intention) are dependent variables, and trust and self-efficacy are moderators. Research design, data, and methodology - Regression analysis was used to verify the effects. The measurement items were already deemed as reliable and valid in the previous study, but for this purpose, some modifications were made. To examine the model, this study relied on the samples chosen from Korean employees in the six franchise business firms. The survey was conducted on 288 workers. Each question is based on a 5-point Likert type scale. The data were analyzed using SPSS 18.0. Results - The results of the study are summarized as follows. First, job insecurity has an influence on organizational effectiveness aspects (negatively on job satisfaction, negatively on organizational commitment, and positively on turnover intention). Second, analyzing the moderating effect of trust, trust in manager is mediated between job insecurity and organizational effectiveness aspects (on organizational commitment and on turnover intention). However, employees' trust in manager had no significant moderating effect on the job insecurity-job satisfaction relationship. Third, self-efficacy is mediated between job insecurity and organizational effectiveness aspects (on job satisfaction, on organizational commitment, and on turnover intention). Conclusions - First, it is necessary to be aware of the seriousness of employees' job insecurity in franchise firms, which have played a pivotal role in national economic growth, and to create a detailed plan for reducing insecurity and actively implementing it. To this end, the franchise companies should implement efficiency efforts such as obtaining an appropriate capacity of equipped personnel and a training program. Second, there are moderating effects of self-efficacy and trust in the relationship between job insecurity and organizational effectiveness. Depending on business conditions, stability and instability can only be experienced in the organizations of franchise companies. This can give rise to instability in employment. Therefore, it is necessary to develop and utilize a system that can be minimized with a change in the new awareness of employment instability. After all, a good leader (manager) must accumulate personal trust and build up a core competence that is necessary to become competent in the field himself. Even if you lack the material resources to improve performance, if the leader with the core competencies (e.g., technical/management /organization/marketing/design) can gain the trust of the supervisor, you can get a good organizational performance. Therefore, you should foster a healthy organizational culture through education such as leadership training and employee training to be built on trust between the leaders and the employees. In addition, you need to focus on HRD&M training in order to increase the self-efficacy of the supervisor.