• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.129-139
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• 2020

The objective of this study is twofold: first, to investigate how organizations encourage factors that have an impact on employees' entrepreneurial behavior from employee's perspectives and experiences; and second, to discover how and why employees behave entrepreneurially within the organization. A case study method is considered as an appropriate approach to scrutinize intrapreneurial behavior because it principally concentrates on an investigation into a contemporary organizational phenomenon and context concerning entrepreneurial activities in-depth within its real situation. In data collection, an Asian multinational retail company was selected. Semi-structured interviews were carried out with 24 executive-level employees who had been working in various departments for more than 5 years. Each in-depth interview lasts for a duration of 40 to 60 minutes. The results reveal several understandings into the combination of individual-level and organizational-level factors that promote the intrapreneurial behavior and activities of the established firm in the context of Thailand. In this regard, six factors have been found as the key determinants that make an impact on innovativeness, proactiveness, and risk-taking behaviour of the employees. Those factors are personal preference, organizational stability, management support, compensation, reward system, teamwork, quality of relationship with colleagues, work autonomy and the quality of relationship with the superiors.

• Educational Technology International
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• v.11 no.1
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• pp.47-68
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• 2010

The purpose of this study was to analyze majors trends and issues of e-Learning curriculum for human resource development in the corporate context. The e-Learning curriculum was chosen as the subject of research consists of 2,710 lectures that were given from 2007 to July 2009 for the recent three years by providing at Ministry of Labor and Korea Research Institute for Vocational Education & Training. In order to investigate trends and issues, it was employed theme analysis which is one of the types of document analysis that approach a qualitative research methodology. As a result of this research, 7 major trends and issues in e-Learning curriculum for HRD in the field of corporate education were drawn; ① Strengthening expertise through learning of job related professional knowledge, ② Cultivation of common & essential knowledge for a job to increase work performance efficiency ③ Organizational management strategy for improving performance, ④ Organizational management and operational strategy for actively responding to environmental changes, ⑤ Leadership as a strategy for cultivating core personnel and field-centered practical leadership. ⑥ Creating a happy workplace through the work-life balance, ⑦ Strengthening global communication skill. Based on these analysis, practicals and theoretical implications of e-Learning professionals and HR researchers for HRD were suggested.

• The Journal of Information Systems
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• v.31 no.1
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• pp.197-218
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• 2022

Purpose This study examines the roles of firm-level smart factory implementation in the relationship between organizational competence and organizational performance in the context of Korean small and medium Enterprises (SMEs). To achieve this goal, this study presents and empirically tests a research model with evaluation data conducted by industrial experts on how organizational competence can be exploited to positively influence organizational performance through smart factory implementation. Design/methodology/approach Organizational competence are based on the research construct developed by Odważny et al.(2018). Research constructs on smart factory are based on the measurement model developed by Korea Technology and Information Promotion Agency for Korea small and medium Enterprises (TIPA) (2020) and organizational performance are based on the performance construct developed by Kwon(2019). To complete the investigation, we collected 31 firm data conducted by industrial experts in Korea from Dec 2018 to Dec 2020. Most of firm was implemented officially by government budget granted for smart factory of Korea SMEs. To test our hypotheses, partial least squares (PLS) method was employed. Findings The findings indicate that organizational competence is antecedent to influence smart factory implementation, while smart factory implementation has significant relationship with organizational performance. This study provides a better understanding of the connection between organizational competence and organizational performance through smart factory implementation. So companies should focus on enhancing organizational competence and implementing smart factory to obtain sustainable competitiveness.

• Journal of the Korean association of regional geographers
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• v.8 no.4
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• pp.529-541
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• 2002

This paper aims to provide a context-specific interpretation on the shifting process of in-house R&D spaces in a large Korean firm in the context of rapidly changing markets and technology. Drawing on the case study of LG Electronics Company, one of the Korea's flagship companies, I examine the causes and mechanisms leading to a shift in domestic R&D spaces and the nature of learning processes between R&D teams and between R&D and other organizational units, particularly manufacturing. It appears that the current reshaping processes of domestic R&D spaces in LGE focus more on the clustering of core R&D laboratories than the geographical integration of conception and execution. However, it should not simply be viewed that such a move would be reduced to the linear model of innovation and organizational learning. Instead, it involves the firm-specific mode of regulating organizational competences. As contextual variables to induce such a firm-specific mode of organizational change, I consider the spatial form of organization, the spatial sources of knowledge and learning, and the powers of relational learning that can be made between distanciated actors and teams.

• 한국경영정보학회:학술대회논문집
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• 2007.11a
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• pp.273-277
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• 2007

Ubiquitous computing environment accelerates the advent of the IT Ecosystem. In the coming generation, a massive number of ubiquitous devices and services are converged into an ultra-large-scale system. In this context, high degrees of complexity and organization change the paradigm of knowledge and its management levels. The objective of this paper is to explore the Knowledge Management Systems in view of demands in ultra-large-scale systems. We introduce motivation for Next-Generation (NG) usage and their upcoming requirements. The possible applications will be discussed, and summary of different techniques are conducted. The tools and techniques that allow KMS to operate as "Vital Success Enabler" to achieve organizational benefits will be examined. Potential future directions for research are highlighted: these include advances in knowledge capture, storage / retrieval and sharing techniques, in particular with the surrounding role of information technology.

• Asia pacific journal of information systems
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• v.14 no.1
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• pp.125-142
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• 2004

Knowledge management has been increasingly recognized as important in business management context. Although knowledge management has been proposed as an enabler to reach competitive advantage, little research has considered applying knowledge to business decision-making activities, which may be the main task of enterprise management. The application of knowledge to decision-making has a more significant impact on organizational performance than mere knowledge management for operational level processing. For this purpose, the present study proposes a decision support loop based on the integration of knowledge by adopting a cognitive modeling approach. The proposed model is then discussed, in the real context of an application case.

• The Korean Journal of Archival Studies
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• no.8
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• pp.3-56
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• 2003

The purpose of the present study lies in understanding the historical context as well as regulatory and administrative restraints of records and archival management system of Korea, with the case of Korean Government Archives and Records Service(GARS). Insights gained from the historical analysis of GARS are expected to provide strategies to develop and reinvent GARS so that the national agency could be the basis of reforming Korean archival system in the future. The present study firstly reviews historical context of 1960s and 1970s, during which GARS was established, as well as its role and hierarchical standing in Korean administrative system. Second, its organizational system is analyzed, focusing on the extent of its specialization and organizational independence. Third, the study proposes to develop strategies to reinvent GARS through reinforcing the public records and archives management act(1999).

• Journal of Distribution Science
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• v.14 no.11
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• pp.19-28
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• 2016

Purpose - The purpose of this study is to investigate if workplace bullying and abusive supervision was a correlation as two kinds of workplace violence arouse internet pornography addiction, which influences employees' organizational commitment and work-family conflict. This study explores if perceived organizational support can be an interpersonal factor moderating the relationship between workplace violence and internet pornography addiction. Research design, data, and methodology - Using a survey method, this study distributed the survey to 319 employees working at Korean companies. This study used a series of multiple regression analyses. Result - In the results, the more job-related bullying or abusive supervision people perceive in the workplace, the stronger their internet pornography addiction are Second, the stronger internet pornography addiction people have, the weaker their organizational commitment and the stronger work-family conflict are. Finally, when people have higher POS in workplace, workplace bullying and abusive supervision have weaker impact on their internet pornography addiction. Conclusions - For research contributions, this study introduces internet pornography addiction in the context of workplace and investigate workplace violence as the antecedents of internet pornography. Second, this study suggests and empirically verify that perceived organizational support is an organizational factor moderating the relationship between workplace violence and internet pornography addiction. Practically, corporate executives need to recognize the appearance of workplace violence by monitoring the phenomena of employees' internet pornography addiction. Future studies need to be investigated for other types of addiction.

• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.1
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• pp.23-34
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• 2022

Purpose - Once individuals in an organization don't comprehend with each other's culture and their interaction context differ, there is a bigger danger of poor communication in the organizations. Therefore, people must have a sufficiently comparable interpretation of data, communicative acts and the office itself. For this reason, the purpose of this study is to investigate the relationship between organizational culture and employee communication. Research design, Data, and methodology - The present researcher used categorization matrix development to review data for content. Additionally, the present researcher coded the data to correspond with the identified categories. The role of the categorization matrix is to ensure that the categories hardly represent the concepts and thus validating the findings of the study. Result - The findings from prior resources shows that the role of organizational culture on employee communication satisfaction is a pertinent issue that must be addressed and analyzed to help organizations make the desired profits and productivity. This study provides five solutions between organizational culture and employee communication satisfaction. Conclusion - This study concludes that every employee performs well where they think they are being appreciated and their efforts are rewarded. On the other hand, different organizations have instilled different organizational cultures to ensure they promote the level of satisfaction of their employees in order to yield them an improved employee performance and overall organizational performance.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.5
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• pp.213-224
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• 2022

In recent years, gamification has been a hot issue due to its positive impact on organizational success. The proper application of game elements in an organizational context is required for gamification implementations. Gamification remains an area of active research for its behavior molding potential. Employee engagement is a critical component in assessing employee behavior and is considered crucial for organizational success. Research questionnaires were completed online between March 2021 and February 2022. Our targeted sample encompassed low and mid-level personnel of Asian and Middle eastern employees working in Hungary. The questionnaire was introduced using google forms. Our sample size consisted of 203 respondents (N = 203). Research results indicated gamification's significance in increasing employees' intrinsic motivation and therefore boosting organizational engagement levels. Gamification improved employees' task performance and the overall quality of work. Organizational culture had a mediating role between gamification and employees' behavior. Organizational culture and employee behavior are in close correlation. Research findings also proved engagements' mediating effect on employees' behavior. The results of the research showed that gamification in human resources has risen in popularity, especially in terms of its impact on employee behavior and performance. The study's findings demonstrated that gamification has a positive impact on organizational performance and collaboration.