• The Journal of Society for e-Business Studies
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• v.4 no.3
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• pp.159-178
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• 1999

As Electronic Commerce is getting larger, the volume of Internet-based commerce by enterprise is also getting larger. This phenomenon applies to Internet EDI, Global Internet Business, and CALS information services. In this paper, a new type of cryptographic key recovery mechanism satisfying requirements of business environment is proposed. It is also applied to enterprise information infrastructure for managing employees' task related to handling official properties of electronic enterprise documents exchange. This technology needs to be complied to information management policy of a certain enterprise environment because behavior of cryptographic key recovery can cause interruption of the employees' privacy. However, the cryptographic key recovery mechanism is able to applied to any kind of information service, the application areas of key recovery technology must be seriously considered as not disturbing user's privacy It will depend on the policy of enterprise information management of a specific company.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.19 no.40
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• pp.119-136
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• 1996

With new competitive environments, innovation is more necessary to survive severe competitions than ever. However, most Small and Medium(SM) businesses are used to be short of professional staffs, money and equipments for performing various innovations(ie., technological or administrative innovation, product development or Process development, and radical or incremental innovation). Many students have suggested that incremental innovation is more adequate than radical innovation in SM business. The purpose of this paper is to find antecedent factors In promote employees' Incremental Innovation Activities(IIA), In analyse moderating effects of ability and attitudes, and to test the difference of IIA-level by ability(or attitudes) and 11 independent factors. Each IIA-level by 5 variables of 11 independent variables-job variety, importance, identity, communication, performance dependency-is found to be significantly different in high-ability group affirmative-attitude group.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.22 no.1
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• pp.65-75
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• 2014

While traditional benefit plan offers the same benefits to employees regardless of their needs, cafeteria benefit plan or flexible benefit plan allows staff to choose from a variety of benefits to formulate a plan that best suits their needs. Cafeteria plan options may include health and accident insurance, cash benefits, tax advantages and/or retirement plan contributions. In this paper, we analyzed conditions and problems of domestic firms' current benefit plans and draw a resolution by introducing cafeteria plan by investigating related previous studies, Specially we focused on A airline which is typical service firm and is regarded as one that benefit plan can be very influential to employees compared to other firms.

• Asia pacific journal of information systems
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• v.25 no.3
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• pp.423-444
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• 2015

Ideation is a process of generating new ideas or solutions using online crowd-sourcing technologies. This process has the potential to change the ways by which government agencies innovate and solve problems. Although increasingly more government agencies are implementing online ideation programs to tap into their employees' ideas and creativity, little is known about the unique challenges and effective practices of such programs. Thus, many government agencies are undergoing trial and error and often reinventing the wheel. This research aims to address this problem. By analyzing a focus group session and four cases of U.S. federal government ideation programs designed for their employees, this research identifies important organizational and technological challenges and effective practices. Furthermore, effective practices are grouped into different phases of ideation process and strategic vs. tactical levels to provide more meaningful and actionable insights. This research is an important step towards building a theoretical foundation for government ideation programs. The implications and limitations of this study are discussed.

• Asian Journal for Public Opinion Research
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• v.4 no.3
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• pp.178-204
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• 2017

In Bangkok, dental clinics are ubiquitous with high competition in many areas. It was quite difficult for new entries to survive in the market. However, there was an interesting dental clinic that opened in the Asoke area and has more than 4,000 patients within 2 years of opening. The number of employees in this dental clinic was only 20. The purpose of the study was to investigating the corporate culture of this dental clinic and how the corporate culture impacted the company performance. The result of this study showed that this dental clinic had "involvement type" corporate culture. This is another example of a case study about corporate culture and corporate characteristics that motivate employees and ultimately helped organizations maximize their performance. The case study might motivate entrepreneurs to set up the proper corporate culture and help the company to be more sustainable.

• Proceedings of the Korean Society for Quality Management Conference
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• 2009.10a
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• pp.370-376
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• 2009

Study of IFI(Integrated Field Innovation) means change of management. This study sill introduces IFI which is a new methodology of change and innovation of workers, and will describe how workers participated in the activities voluntarily. The principle of IFI is that letting employees to find the problems of the sites -anything that makes employees considering as the problem while they are working-and solve those problems through any tools own their own. Workers do not have to waste their time on bounding by unnecessary tools and processes. There are some cases that company "D" has been actually applied the IFI methodology in 2008. By application of IFI methodology to "D" company, which is proved that methodology is good change management program for workers who work in the manufacturing field.

• Korean System Dynamics Review
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• v.17 no.3
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• pp.5-29
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• 2016

The Korean government has constructed the national competency standards (NCS) rapidly since the year 2013. Also, it has pushed 2-year colleges to adopt NCS-based educational programs and public institutions to hire new employees by using NCS. It expects that NCS will deplete the mismatch between the requirements of employers and the abilities of employees. The purpose of this paper is to find correct accelerating policies for universities to adopt NCS-based educational programs. In order to achieve the purpose, primarily the government policies for NCS were analyzed by using causal map. And then, three accelerating policy recommendations for universities to adopt NCS were drawn by using the results of causal map analysis. The three recommendations are as follows. First, the quality of NCS should be kept highly. Secondly, the NCS-based hiring system of public institutions should also be standardized. Finally, the authorities of universities should be guaranted whenever they make educational programs.

• International Journal of Advanced Culture Technology
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• v.9 no.3
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• pp.160-166
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• 2021

Due to rapid environmental-change pharmaceutical industry, sales strategy for sales survival of pharmaceutical company is necessary. In accordance with the rapid development of medicine and advancement of efforts to secure the market, competition among pharmaceutical companies make an effort to achieve their goals. However, due to various negative influence of inside and outside, this field is getting a difficult occupation. Even when securing and training new employees with quite a bit of expense and time, the rate of surviving employees over 1 year is decreasing. For this, the researcher suggested major research result through actual investigation by utilizing survey technique, and a plan to enhance pharmaceutical company salespersons' core competence and raise sales achievement. As the research result, company culture strongly influences salespersons' sales ability. We defined the formation of organizational culture, which influences communication culture where smooth communication is made in the company, also, definite and exact evaluation in promoting work, and trust formation between upper and lower organization, is important, which should be reflected in the company field.

• Safety and Health at Work
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• v.12 no.1
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• pp.28-34
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• 2021

Background: Safety management is required to ensure health and safety of personnel in Norwegian fish farming. However, few studies have addressed the status and practical relevance of this risk-reducing measure. Methods: This article provides new knowledge through interviews with 35 employees at different company levels, addressing perceptions of various safety management activities according to managers and operational personnel. Results: The interviews show that managers and operational personnel at fish farms agree that the quantity of measures aimed to improve safety has increased in recent years. However, some activities are perceived to have higher practical relevance than others. In general, measures that fit well with the practical reality are well received by the employees at the fish farms. Conclusion: Suggested improvements include involving operational personnel in the design of procedures, considering all risk dimensions that may affect occupational health and safety, and challenging the value of specific safety activities based on a detailed knowledge of the distinctive characteristics of work practice in fish farming.

• The Journal of Information Systems
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• v.22 no.2
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• pp.51-83
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• 2013

Personal creativity is critically important for organizations seeking to survive and thrive in today's highly turbulent business environments. Organizations must effectively identify and mobilize the creative resources of their members. When organizational members perceive a work environment that restricts or fails to encourage individual creative expression, a gap may exist between the level of individual creative potential and the actual amount of individual creativity practiced within the organization. In this situation, this paper will examine the impact of role conflict, role ambiguity, creative self-efficacy, and personal initiative on personal creativity. Creative self-efficacy is the subjective belief in one's personal ability to be creative, that is, a personal assessment of one's own creative potential. A strong internal belief in one's ability to successfully engage in creative behaviors is generally considered an important part of the creative process. Personal Initiative refers to behaviors, mainly directed toward work and organizational issues, that are characterized by the following aspects: self-starting, proactive, and persistent in overcoming barriers. Creativity-related creative self-efficacy and personal initiative are critical components to understand motivation that coordinates the relationship between perception and behavior of individual employees. Based on role theory, researchers have focused on role conflict and role ambiguity as the two key ingredients of role stress. Role ambiguity is defined as an evaluation about the lack of salient information needed to perform a role effectively. Role conflict results from two or more sets of incompatible demands involving work-related issues. Employees are usually pursued work-roles more than one in work-focused organization. Too many work-roles and perceived uncertainties at employee's work can be obstacles to personal creativity. In an analysis of results, while role conflict is not negatively related significantly to creative self-efficacy, role ambiguity is negatively related significantly to creative self-efficacy. While role conflict is significantly related to personal creativity, role ambiguity is negatively related significantly to personal creativity. Creative self-efficacy mediates the relationship among role conflict, role ambiguity, and employee creativity. Personal initiative mediates the relationship between creative self-efficacy and employee creativity. This paper shows that creative self-efficacy and personal initiative are the driving force behind personal creativity. Organizations can get some implications of creative-related role conflict and role ambiguity that employees have experienced. As a result, organizations must not only encourage creativity of employees by greater involvement but also encourage their input towards their-focused own works and tasks. And employees should be developed to pace with the organizational needs and development. Management must enable employees to think of new ideas and practices that promotes personal creativity.