• The Journal of the Convergence on Culture Technology
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• v.1 no.4
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• pp.27-43
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• 2015

The objective of this study is to find out the construct of intellectual capital in a fashion company. To this end, the mixed research methods that combined qualitative and quantitative approaches were conducted. Qualitative research was first conducted by in-depth interviews with 16 experts working in the fashion industry, and a questionnaire was then given to 121 fashion companies in order to fulfill the quantitative research portion of this study. The findings of this study are as follows: First, the conceptual structure of intellectual capital in a fashion company was revealed. A fashion company's intellectual capital is composed of 'human capital', 'structural capital', and 'relational capital'. Human capital has three components: a chief executive officer (CEO), members, and a human resource management capability. Structural capital has four components: organizational culture, information management capability, merchandising capability, and product innovation capability. Relational capital has three components: customer equity, marketing capability, and relationship management capability. Second, the conceptual structure of intellectual capital was confirmed via quantitative research analysis. All of the components of intellectual capital have internal consistency, convergent validity, construct validity, and discriminant validity.

• Journal of Distribution Science
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• v.13 no.6
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• pp.97-104
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• 2015

Purpose - The distribution of agricultural products is changing due to recent shifts in environmental free trade. Specifically, the competitiveness of domestic agricultural products has weakened as a result of the Korea-China Financial Trade Agreement. Agricultural producers are faced with increasing difficulties and organized production centers are growing in importance daily. To overcome this crisis, agricultural producer organizations are vying for environment-friendly agricultural certifications, Good Agriculture Practices (GAP) and Hazard Analysis and Critical Control Point (HACCP). In particular, as consumer demand for higher safety grows, farmers are increasing their certification rates. Therefore, this certification system is expected to help strengthen the competitiveness of agricultural producer organizations. Research design/data/methodology - Organized production centers are classified by certification. A survey was conducted with 91 organizations using factor analysis and logistic regression analysis for the examination. The factor analysis results are as follows. Raw material procurement, education·specialization, marketing, joint business, organizing ability, business management, effectiveness, certification, and larger organizations were classified as the nine types of factors. These factors affect the organized production centers and are used in the logistic regression analysis. The purpose of such research and analysis is to suggest a direction for future production center policies. Results - The basic statistical results are as follows: analysis of the producer organizations of 91 sites, average number of members per site of 1,624, and average sales of 25,961 million won. Additionally, the average income per farmer is 175 million won, and the pooling system rate is 53.5%. The factor analysis results are as follows. Factor 1 consists of contract cultivation, ongoing shipment, selection subdivision, traceability, and major retailer management. Factor 2 consists of manual cultivation, specialty selection, education program, and R&D. Factor 3 consists of advertising, various dealers, various sales strategies, and a unified sales counter. Factor 4 consists of agricultural materials co-purchase, policy support, co-shipment, and incentives. Factor 5 consists of the co-selection and pooling system. Factor 6 consists of co-branding and operating by the organization's article. Factor 7 consists of the buy-sell ratio and rate of operation of the agriculture promotion center. Factor 8 consists of bargaining power in volume and participation rate of farmer certification. Factor 9 consists of increasing new subscribers. The logistic regression analysis results are as follows. Considering the results by type of certification, the environment-friendly agricultural certification type and the GAP certification type have a (+) influence. GAP and HACCP certification types affecting the education·specialization factor have a (+) influence. Considering the results for each type of certification, the environment-friendly agricultural certification types on the effectiveness factor have (-) influence; the HACCP certification types on the organizing ability and effectiveness factor have a (-) influence. Conclusions - Agricultural producer organizations should develop plans as follows: The organizations need to secure education for agricultural production; increase the pooling system ratio for sustainable organizational development; and, finally, expand the number of agricultural producer organizations.

• The Journal of the Korea Contents Association
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• v.19 no.11
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• pp.325-336
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• 2019

The purpose of this study is to analyze the structural relationship between internal capabilities and job satisfaction using the 7S model and propose measures to improve management performance through internal factors. For this study, seven research hypotheses were set up, and the survey conducted among members of all professions working in general hospitals in small and medium-sized cities in the provinces. From September 20 to October 20, 2016, 385 people were surveyed, and 327 pieces of data (84.9%) used for the study. Multiple regression analyses were performed to verify the effects of internal capabilities on job satisfaction. The analysis results showed that the explanatory power of the research model was suitable by showing 69.1%, and among the 7S factors, the leadership style (β=.392^**), the organizational structure (β=.129^*), the membership (β=.232^**), and the management technique (β=.204^*) showed a positive influence on job satisfaction. That has been confirmed to affect job satisfaction as the standardized factor values increase. Relationships between strategies, systems, and shared values on job satisfaction could not be identified. Significantly observed in the relationship between some internal capacity factors and job satisfaction is that internal capacity can be used as an alternative to an organization's performance improvement measures. Internal capacity can be affected by various environmental variables, such as establishment classification, size, and location. Further implications will also be provided for measuring future internal satisfaction levels separately from internal and external factors.

• Information Systems Review
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• v.4 no.2
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• pp.111-131
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• 2002

Strategic information systems assist organization with the significant opportunity to gain competitive advantage in executing its business plans and realizing its business goals. The universities establish long-range plan of information systems in an effort to provide just-in-time, useful, efficient and effective information services to their members such as professors, students, and staffs when carrying out various organizational activities. The university information systems started from the primitive computer-based application, extended to the administrative and educational e-transformation, even to the virtual university concept. Through an empirical analysis and complementary case examples, the current study carefully chose three Korean universities according to their chronological importance, that have undergone the information systems planning process years from 1995 to 2001. These universities then, were compared in terms of the information technology architecture: the information architecture, infra architecture, and information management architecture. These three areas of system were cross-examined under the consideration of the evolution of information technology architecture, and its impact on the development of university e-transformation. As part of a fulfillment plan to satisfy the needs of customers of current trend, it is evident that the university e-transformation provides a stepladder to highly competitive, first class university in the market, through achieving the educational advancement, research enhancement, and administrative efficiency. The result of the study analysis indicates that, of the three architectures examined, the weakness showed in the information management architecture. Therefore it is crucial for the university staffs, managers and professors to understand the significance of the successful implementation of the information system and its maintenance. Our study certainly will act as a catalyst for the promotion of the future university e-transformation projects.

• Korea Journal of Hospital Management
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• v.15 no.4
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• pp.191-222
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• 2010

Revisioned labour law was confirmed by vote of National Assembly on 1st January 2010. Under revisions labour law the necessity was expressed to reconstruct and change the relationship between labour and management in hospital. This study was described to investigate the operational statement of labour union in general hospital and to investigate how the labour policy would be change and which form would be appear in labour union in hospital. The survey results which was operated targeting labour managers in hospital were as follows ; first, in the possibility of plural labour unions establishment, university hospital labour managers forecasted the possibility as high. but non-university hospital labour managers forecasted the possibility as low. second, even though the plural union labours would be established in hospitals there would be no difficulties in collective bargaining between labour and management. third, the labour union activities would not be shrink even though there would be wage pay prohibition for the full-time union laboures. As the wage pay prohibition acted on the full-time union labours, countermeasures are required as follows; first, there is a possibility that there will be diversity in the form of full-time union labours. It is need to make the criterion of hospital about the limit of full-time labour union members. It is need to make the criterion of labour activities of non-working hour exception. It is need to cope with the diverse demands of labour union which aim to solve the financial burdens. As the plural labour unions are permitted it is need to make countermeasures as follows ; To analyze whether there is a possibility by the establishment of new labour to be plural labour unions. To establish the countermeasures in short-term aspect to make the countermeasures to cope with the establishment of plural labour unions. In long-term aspect to establish labour and management strategies. Henceforth, found on the revisions labour law, it is need to provide in hospitals as follows; first, it is need to prepare labour management policies and substitutes which suitable for plural labour union period. Second, it is need to determine concretely on the related matters of the union labours and to develop the conclusion guidelines which preparing infective criteria. Third, to examine the effects on the hospital organization by organizational forms of labour union which is weak in financial aspect.

• Journal of Convergence for Information Technology
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• v.10 no.11
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• pp.156-167
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• 2020

The purpose of this study is to analyze the influence of the mindset on stress and job performance. For the analysis, a questionnaire is conducted for cabin crew members in K airlines, and a total of 266 copies are used for the final analysis. To verify the hypotheses of the study, frequency analysis, exploratory factor analysis, reliability analysis, confirmatory factor analysis, measurement model analysis, validation of the measuremen model, and structural equation model analysis are used based on the questionnaire. First, it is confirmed that the mindset had a negative (-) effect on the cabin crew's role stress, reward stress and relationship stress. Second, it is found that cabin crew's reward stress have a negative (-) effect on job performance. On the other hand, relationship stress is found to have a positive influence on job performance and there is no significant result in effect with role stress. Third, the mindset showes a significant positive impact relationship on job performance. As a result, it is necessary to introduce a mindset intervention program so that it can be applied in practical work. These research results confirm the positive effects of mindsets and show that they contribute to organizational performance. In addition, it is necessary to prepare a program to change the mindset of airline cabin crew and to be applied in actual work.

• KSCI Review
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• v.1 no.2
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• pp.47-72
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• 1995

지금까지 나타난 많은 리더십 이론이 주로 기독교 문화권인 서구에서 연구된 것을 문화권이 다른 우리나라에 적용하고자 하는 것이 기존의 연구 경향이었다. 오랫동안 전통이 되어 온 우리 특유의 조직 문화 중에서 특히 관료적이고 권위주의적인 조직 문화에 새로운 변화가 일어나고 있는 과도기적인 현시점에서 최근에 나타난 리더십 이론인 B.M.Bass의 변형적 리더십 이론을 모델로 하여 우리 기업에 적절한 리더십 유형을 찾는 것이 일차적 목적이며 여기서 찾아낸 리더십 유형 별로 조직원의 상사 만족도에 미치는 영향을 알아보는 것이 이 연구의 목적이었다. 따라서 이 논문에서 제시한 리더십 유형을 보면 변혁적 리더십 유형에 속하는 것으로 지원적 배려, 카리스마, 과업 동기 자극으로 3분류하였으며 거래적 리더십 유형에 속하는 것으로 상황적 보상, 예외 관리, 소극적 관리로 3분류하여 모두 6유형을제시하고 신뢰성과 타당성을 확인하였다. 실증 연구 결과를 보면 우리나라는 거래적 리더십유형인 상황적보상, 예외 관리, 소극적 관리가 모두 조직원의 상사 만족도에 영향을 미치는것으로 나타나 Bass의 주장과는 다소 상이하다. 그러나 변혁적 리더십 유형인 카리스마, 지원적 배려, 과업 동기 자극에서는 카리스마만이 조직원의 상사 만족도에 영향을 미치고 지원적 배려는 영향력의 정도가 미약하며 과업 동기 자극은 거의 영향을 미치지 못하는 것으로 나타났다. 따라서 리더의 부하 통솔 및 지도 방향에서 아직도 우리나라에서는 거래적 요소가 짙다는 것을 알 수 있었다. 비록 당분간은 리더가 거래적 리더십을 많이 사용하겠지만 기업의 역사가 길어지고 종업원의 교육 훈련의 기회가 많아지면 변혁적 리더십으로 전환되리라 생각된다.가 단층원주상피세포와 단층입방상피가 부위에 따라 다르게 분포하고 있으며, 상피세포 및 결합조직에는 두터운 근육층이 있어 음경의강한 운동성이 감지 되었다. 제주도 내의 서귀포 부근에서는 현재 천연기념물로 지정되어 있는 서귀포층내에서 많은 화석들이 산출되고 있다. 이 시대는 빙하기와 간빙기가 교호하던 시대로서, 분석 결과에 의하면 서귀포층이 쌓일 당시에 우리 나라는 빙하기의 영향을 받았던 것으로 생각된다.is)은 근섬유가 산재된 두꺼운 벽을 가졌으며 상음경보다 굵은 원통형이었다. 내강은 많은 돌출부에 의해 복잡하게 나뉘어 있으며 상피세포는 원주 세포로 이루어져 있었고 섬모는 관찰되지 않았다. 내강 내의 분비물과 세포의 형태로 보아 내강상피세포는 분비기능을 가진 것으로 사료된다.술적 문제가 적절히 해결되는 경우 비활성 가스 제너레이터는 민수용으로는 대형 빌딩, 산림, 유조선 등의 화재에 매우 적절히 사용되어 질 수 있을 뿐 아니라 군사적으로도 군사작전 중 및 공군 기지의 화재 그리고 지하벙커에 설치되어 있는 고급 첨단 군사 장비 등의 화재 뿐 아니라 대간첩작전 등에 효과적으로 활용될 수 있을 것으로 판단된다.가 작으며, 본 연소관에 충전된 RDX/AP계 추진제의 경우 추진제의 습기투과에 의한 추진제 물성 변화는 미미한 것으로 나타났다.의 향상으로, 음성개선에 효과적이라고 사료되었으며, 이 방법이 편측 성대마비 환자의 효과적인 음성개선의 치료방법의 하나로 응용될 수 있으리라 생각된다..7%), 혈액투석, 식도부분절제술 및 위루술·위회장문합술을 시행한 경우가 각 1례(2.9%)씩이었다. 13) 심각한 합병증은 9례(26.5%)에서 보였는데 그중 식도협착증이 6례(17.6%), 급성신부전증 1례(2.

• Management & Information Systems Review
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• v.30 no.4
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• pp.385-414
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• 2011

Fans' role and influence is becoming more extensive in these days' complex and competitive sports market. This research considers fans as internal members of sports team, employee and confirms active and voluntary fan citizenship behavior's effects on team, community, and social exchange among community residents, so that an enterprise can increase accessibility from many-sided perspectives when establishing sports marketing strategy in the future. The concept of fan citizenship behavior is set up considering characteristic of sports industry based on employee's organizational citizenship behavior discussed from the internal marketing and organization theory and preliminary studies about client citizenship behavior mentioned from service industry area. Although the sixteen research hypothesis are not fully supported. The results are summarized as follows. These findings give theoretical and marketing implication to future researcher and marketer. First, fan's positive aspect is confirmed which is different from general consumer by examining fan citizenship behavior's effect on teal value in the sports industry. Second, it was confirmed that the team needs marketing strategies about not only relationship between each individual fan, but also interaction between fans in the future. Third, it was confirmed that direct fan's behavior as well as individual fan's cognitive area have effects on team's and social value.

• Management & Information Systems Review
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• v.35 no.4
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• pp.229-250
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• 2016

This research was conducted to examine the effects of cognitive and emotional empathy amongst employees, and its contribution to the enhancement of the effectiveness of an organization. Further, 'job stress' was used as the moderating value. For this purpose, examination procedures were based on theoretical ground drawn from previous research papers, and an appropriate hypothesis established. Statistical methods were also employed to obtain empirical evidence. This study consisted of four variables. The independent variable is categorised into the factors of cognitive and emotional empathy. Job stress as the moderating value as well as job satisfaction and turnover intention as members of the dependent variable. A survey was carried out targeting employees of numerous firms working in teams, and a total of 324 samples were collected and processed by the software package SPSS 21 for windows as a means to verify the set study model and hypothesis. The results of the study are as follows: The two factor of cognitive and emotional empathy did not present with any significant effects. However, cognitive empathy in relation to job stress was found to inflict negative effects. The study also found the two factors to play a significant role in asserting positive effects on an individual's level of satisfaction on his/her job. While the study further explained that cognitive understanding had the tendency to impose negative effects on the turnover intention, emotional empathy did not demonstrate significant effects. Job related stress negatively effects the level of satisfaction of an individual's given task or a job and positive relation with turnover intention. It was confirmed that job stress had a degree of intermediary role upon other factors such as empathy, job satisfaction and turnover intention. The results of the study purported that empathy can raise the level of an individual's job satisfaction and kerb turnover intention. In order to accomplish depreciated levels of job related stress, it is vital that firms consistently input fervent endeavours to be subserved. It must be able to create an environment wherein employees may enjoy the improved structure of the company to empathies with each other. These transitions would allow firms to achieve maximum efficiency and improvements on the effectiveness of an organization.

• 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.