• The Journal of Asian Finance, Economics and Business
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• v.7 no.1
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• pp.153-158
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• 2020

The study aims to identify the factors affecting employee loyalty in the case of small and medium enterprises (SMEs) in Tra Vinh province, Viet Nam and to find out critical factors affecting the loyalty of employees in SMEs. This is implemented with the method of collecting primary data of 320 employees working at SMEs in 5 districts including: Cau Ngang, Tra Cu, Chau Thanh, Cang Long, Tieu Can) and Tra Vinh City, Viet Nam. Using the multivariate regression method, the researchers have found 6 factors affecting employee loyalty: colleagues, leaders, job characteristics, remuneration policies, organizational culture, and working environment. Particularly, learning opportunities may not be not statistically significant for employees' loyalty towards small and medium-sized enterprises in Tra Vinh province. From the above research results, the authors have proposed implicational piolicies such as: focusing on colleague relationships, improving leadership of business owners, attaching importance to appropriate work arrangement, having appropriate remuneration policies for laborers, building effective organizational culture and working environment to improve employee loyalty at SMEs. From the above policy implications, helping business owners realize the aspirations of workers in small and medium-sized enterprises more closely in the future, in order to sustainably develop the business system in Vietnam.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.15 no.3
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• pp.63-69
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• 2007

Culture is that the system of shared beliefs, values, customs, behaviors, and artifacts that the members of society use to cope with their world and with one another, and that are transmitted from generation to generation through learning. Members of an organization are affected by culture. And dissensions in an organization give negative effects to behavior of the members, especially to satisfaction from organization. This study is on the dissension management by considering of cultural characteristics of pilots. Cultural characteristics of pilots were surveyed and analyzed with the V5M94(values survey module94) which was developed by Hofstede. As results, the cultural indexes of the pilots were different from the national means. The indexes presented that korean pilots' cultural characteristics are low POI, high IDV, low MAS and low UAI as North European cultural characteristics. For managing the pilots group, make expansion of opportunity to take part in decision making, release or share of informations are required. And motivations, delegation, free from unnecessary interventions, understanding and forgiveness rather than disciplinary punishment, thoughtful considerations could be effectiveness. And for developing more effective management methods, management strategies of north european airlines should be studied.

• Management & Information Systems Review
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• v.35 no.4
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• pp.185-211
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• 2016

This study examined the impact of learning organization activities on burnout and the moderating effect of supervisor trust in a learning organization. The results of the study shows that among the activities of a learning organization, independent variables in this study, promoting inquiry and dialogue as well as encouraging collaboration and team learning affect burnout. In other words, the dedication of an organization to creating a culture in which various learning approaches are experimented through questioning and giving feedback as well as collaborative learning that can reinforce the effective use of team resources have an impact on reducing emotional exhaustion, which is considered to be at the core of burnout. Plus, these factors reduce impersonalization, which is activated to prevent further emotional exhaustion by dealing with customers, colleagues and jobs in a cold, negative and perfunctory way. In this study, the dimensions of promoting inquiry and dialogue as well as encouraging collaboration and team learning were found to reduce the decline in personal sense of achievement of an employee with a negative assessment of himself or herself derived from a lack of achievement in his or her job. Supervisor trust (integrity, benevolence and ability) had a moderating effect on the relationship between strategic learning leadership and impersonalization/emotional exhaustion. This suggests that the trust of supervisor helps mediate and moderate the emotional exhaustion and impersonalization of organizational members by encouraging leaders to drive change and take the organization to a new direction. The study has provided implications that communication plays an important role in reducing burnout in the learning context such as positive, appreciative inquiry and feedback analysis to identify strength, and that supervisor trust is critical in order to ensure strategic learning leadership exerts greater influence on the organization.

• Industry Promotion Research
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• v.4 no.1
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• pp.57-66
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• 2019

The extant research literature is scant in telling us how organizations actually implement lifelong learning practices and policies. Hence, the purpose of this paper is to describe how lifelong learning is grounded in practice. We do this by introducing a new conceptual framework that was developed on the basis of interviews with a number of leading edge corporations from Canada, the USA, India and Korea. At the heart of our model, and any effective lifelong learning system, is a performance management system. The performance management system allows for an ongoing interaction between managers and employees whereby challenging performance and learning goals are set, and concrete plans are made to achieve them. Those plans involve three types of learning activities. First, employees may be encouraged to engage in formal learning. This could be provided in-house, or the employee may take a leave of absence and return to school. Second, managers may deploy their subordinates to different departments or teams, so that they can take part in new work-based learning opportunities. Finally, employees may be encouraged to learn on their own time. By this we mean learning after organizational hours through firm-sponsored 5 programs, such as e-learning courses. Fueled by the performance management system, we posit that these three learning outlets lead to effective lifelong learning in organizations.

• Proceedings of the Korean System Dynamics Society
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• 2002.02a
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• pp.19-40
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• 2002

The intent of this study is to develop system dynamics model for assessment of organizational and human factors in nuclear power plant which can contribute to secure the nuclear safety. Previous studies are classified into two major approaches. One is engineering approach such as ergonomics and probability safety assessment(PSA). The other is social science approach such like sociology, organization theory and psychology. Both have contributed to find organization and human factors and to present guideline to lessen human error in NPP. But, since these methodologies assume that relationship among factors is independent they don't explain the interactions among factors or variables in NPP. To overcome these limits, we have developed system dynamics model which can show cause and effect among factors and quantify organizational and human factors. The model we developed is composed of 16 functions of job process in nuclear power, and shows interactions among various factors which affects employees' productivity and job quality. Handling variables such like degree of leadership, adjustment of number of employee, and workload in each department, users can simulate various situations in nuclear power plant in the organization side. Through simulation, user can get insight to improve safety in plants and to find managerial tools in the organization and human side. Analyzing pattern of variables, users can get knowledge of their organization structure, and understand stands of other departments or employees. Ultimately they can build learning organization to secure optimal safety in nuclear power plant.

• The Journal of Information Systems
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• v.20 no.4
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• pp.49-72
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• 2011

Business Process Change(BPC) is regarded as a salient factor to improve an organizations' efficiency in the current fast-changing business environment. Despite the tremendous popularity and great potential, the field of BPC adoption is littered with remarkable failures. Consequently, there have been many studies that have tried to identify the environmental factors that lead to successful BPC. However, most of them have not considered the effect of the interaction between the environmental factors on BPC success. According to Klempa(1995), the fit between environmental factors of a company may have the impact on its BPC success. Under this background, this paper empirically examines the effects of the fit between the type of BPC and the organization's culture on the success of BPC. Organization's cultures, organizational learning, as well as knowledge sharing are the dominant causes that have impact on the innovation characters of organization. Whether an organization has safety-oriented homogeneous culture or it has the change-oriented heterogeneous culture may have impact on its implementation of BPC. Also the implementation of BPC may be affected by whether the organization adopts the improvement project which accompanies only small changes or it adopts the innovation project which leads to critical changes. Thus, we analyzed the effect of the fit between the organization's culture and its BPC type on BPC success by using the survey data collected from the companies that have adopted BPC. The findings presented in this paper show that the organization having heterogeneous culture practicing innovation project and the organization having homogeneous culture practicing the improvement project resulted in the excellent BPC success.

• Safety and Health at Work
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• v.9 no.3
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• pp.265-276
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• 2018

Background: Resilience engineering is a paradigm for safety management that focuses on coping with complexity to achieve success, even considering several conflicting goals. Modern sociotechnical systems have to be resilient to comply with the variability of everyday activities, the tight-coupled and under-specified nature of work, and the nonlinear interactions among agents. At organizational level, resilience can be described as a combination of four cornerstones: monitoring, responding, learning, and anticipating. Methods: Starting from these four categories, this article aims at defining a semiquantitative analytic framework to measure organizational resilience in complex sociotechnical systems, combining the resilience analysis grid and the analytic hierarchy process. Results: This article presents an approach for defining resilience abilities of an organization, creating a structured domain-dependent framework to define a resilience profile at different levels of abstraction, and identifying weaknesses and strengths of the system and potential actions to increase system's adaptive capacity. An illustrative example in an anesthesia department clarifies the outcomes of the approach. Conclusion: The outcome of the resilience analysis grid, i.e., a weighed set of probing questions, can be used in different domains, as a support tool in a wider Safety-II oriented managerial action to bring safety management into the core business of the organization.

• Journal of Digital Convergence
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• v.16 no.11
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• pp.221-230
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• 2018

Most of researchers and business futurists agree that traditional organizational designs are inadequate for coping with today's turbulent and increasingly networked world. Executives in small firms find that their organizations must tap into an extended network of partners to achieve the scale and power needed to succeed in industries dominated by large, global firms. As they attempt to build lean yet agile businesses, these executives are finding that they no longer rely on gut instinct alone. Neither can they simply copy organizational model that worked in the past. They must understand how organizational design choices influence operational efficiency and flexibility and, even more important, how to best align the organization with the environment and the strategy chosen to quickly and effectively sense and respond to opportunities and threats This research examines the capabilities required to build businesses that can survive and prosper in today's fast-faced and uncertain environment. The insights presented in this research have emerged from over 30 years of work with hundreds of executives and entrepreneurs as they struggled to build businesses that could cope with the demands of a rapidly changing, networked global economy. The insights from this research suggest that IT is an important enabler for developing the best capabilities required for success.

• Journal of the Korean Society for information Management
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• v.34 no.1
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• pp.111-134
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• 2017

This study aims to identify factors to the effectiveness of librarians' continuing education, which is regarded as learning transfer, and to examine the relationship between the effectiveness and the factors identified. Learning transfer is defined as an intention to apply the lessons learned in the education to the learner's practice. For this purpose, a questionnaire survey was conducted to investigate continuing education experiences of university librarians. Findings indicate that characteristics of individual librarians, educational program, and organizational environment have to be taken into consideration to manage librarians' continuing education effectively. Therefore, it is suggested that the university library as an organization should control pre- and post-activities of continuing librarians' education at the library in order to maximize the learning transfer as the effectiveness of the education. Suggestions are developed with factors to the learning transfer to improve the effectiveness.

• The Journal of Society for e-Business Studies
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• v.12 no.4
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• pp.185-209
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• 2007

The development of information technologies has contributed on-line training as one of important education methods. On-line training in firms, which is similar to e-learning or virtual education, provides trainees with more education opportunities in diverse ways. It has developed a range of innovative services with a one-stop solution of education within the electronic sector. Also under the on-line training environment, trainees can undertake customized training packages at anytime and any places. Moreover, information technology allows both the trainers and other trainees to be decoupled in any of the elements of tune, place, and space. Two research questions are investigated : what are the determinants affecting the on-line training effectiveness and how those variables affect the two aspects of training effectiveness: learning performance and transfer performance. Based on the previous literature conducted on the traditional training environment, the determinants of training effectiveness are derived. Eight hypotheses are developed based on literature reviews and tested by questionnaires survey data. The collected data have been analyzed by LISREL. It is found that the relationship between individual, organizational and on-line site design variables and training effectiveness (learning and transfer) are significant. The contribution and limitations of this research are also discussed with future studies.