• 한국정보시스템학회지:정보시스템연구
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• 제20권2호
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• pp.207-228
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• 2011

IT governance is an integral part of enterprise governance and consists of the leadership, organizational structures, and processes that ensure organization's IT decision making for achieving organizational goal. Most firms have failed to resolve the balance in building IT governance. The challenge is to align IT strategy with business strategy in establishing and implementing effective IT governance. The purpose of this study is to find out the relationship between IT governance implementation factors and IS effectiveness, and the moderating effect of strategic alignment of IS strategy with business strategy on IS effectiveness. IT governance implementation factors consist of IT vendor management, IT human resource management, and IT infrastructure. Strategic alignment was measured as the alignment between business strategic orientation and IS strategic orientation that used in the research of Chan et al.(1997). In the relationship between three IT governance implementation factors and IS effectiveness, the results of multiple regression analyses showed that IT human resource management is an important determinant to influence IS effectiveness. The additional analysis using multiple regression showed that strategic alignment of IS strategy with business strategy has moderated the relationship between IT governance implementation factors and IS effectiveness.

• 한국항만경제학회지
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• 제17권1호
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• pp.73-90
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• 2001

Logistics has become a key element in a shipping firm's overall strategy, now that the concept of logistics has expanded into one that is more comprehensive and integrated. furthermore, the global shipping market is the most competitive market in the world. In this environment, shipping firms are using Logistics Information Systems (LIS), which help them to save time and reduce costs. As such, LIS has become a critical part of Korea's attempts to develop Its national logistics system and industry. In this light, this study attempted to empirically determine the critical elements necessary for effective shipping LIS implementation and to then analyze how these elements are related to actual logistics performance within the shipping industry. The research results show that the sample firms considered the following factors to be most Important to an effective LIS: the support of top management; an efficient and well-structured communication channel; a solid strategic implementation plan; and a high level of information analysis internally. Other factors mentioned as being somewhat significant included MIS organization and human resources, MIS discipline and training, software development capabilities, MIS organizational alignment, database management systems information standardization, competitive advantage, financial support and government support The main problems with current shipping LIS include the expensive cost of systems, lack of standardized working processes, and weak organizational structures.

• 보건교육건강증진학회지
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• 제25권4호
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• pp.93-110
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• 2008

Objectives: The study aimed at reviewing the organizational values, structures, and activities of the health promotion foundation model as a recently recommended by the World Health Organization, and exploring adequate suggestions to administer the funds in Korea. Methods: The study materials were collected from web-sites and visiting, the ThaiHealth, VicHealth, Healthway, and Health Promotion Switzerland were reviewed as the representative cases of health promotion foundation model. Results: According to the review, the health promotion foundation established based on relevant legal acts had the comprehensive and professional organizational structure with boards and committees as governing and supporting bodies. The foundations had clearly defined vision, mission, and purpose, and pursuit health promotion purpose, independent and professional decision making process, strategies and priorities to initiate broad health promotion activities, balanced funds distribution to various areas and sectors, and networking and collaborating with partners. Conclusions: Health promotion foundation is a recommendable model to lead more effective and efficient health promotion activities and to collaborate with other sectors or other countries. Expanded usages of health promotion fund into the diverse health promotion settings such as communities, work places and schools and health activities including sponsorships as well as health promotion programs need to be considered.

• International Journal of Computer Science & Network Security
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• 제21권3호
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• pp.141-144
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• 2021

Modern concepts of management of construction production systems require solving the problems of harmonization of the distribution of structural elements on the way to overcoming global destabilization processes. An effective ratio of functional subsystems of production in an environment of mutual influence create sustainable opportunities for production management and contribute to the logical development of the system as a whole in achieving the main goal of harmonious management. The purpose of the study is to develop the concept of effective management of production systems in construction with the harmonious formation of organizational structures. The results of the study allowed to reveal the harmonization approach in improving the interaction of structural elements of production and accelerating their functional sensitivity to changes in the environment. Harmonious production system more effectively adapts to the diversity of interests, goals and actions at all levels of management of different subsystems in any environment.

• STI Policy Review
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• 제3권2호
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• pp.130-151
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• 2012

Fraunhofer was founded in 1949 and grew into Europe's largest application-oriented research organization. Fraunhofer currently employs over 20,000 members in Germany, is internationally networked, and manages an R&D budget of over 1,8 Billion Euros per year. An important step for Fraunhofer to become an integral component of the German innovation system was the introduction of the Fraunhofer Model of financing based on a performance-related system of financial management. The underlying model of the allocation and distribution of public funding to Fraunhofer that is subsequently allotted to specific research groups is one of the success factors of Fraunhofer. Fraunhofer is proud of its decentralized organizational model. Fraunhofer is comprised of 60 Institutes in Germany working in different fields, under one legal framework, and with a strong brand value. Every Fraunhofer Institute is affiliated with a German University and every institute director simultaneously holds a chair at the affiliated university. It is a challenge for the headquarter organization to balance the intended competition of individual Fraunhofer Institutes with complementarity cooperation in science among Fraunhofer-Institutes, especially when coming from different knowledge domains; however, this goal results in a significant advantage. The unique strengths of Fraunhofer offer system solutions in a world with increasingly complex R&D challenges. While growing to become the largest organization on Europe to focus on applied research it is the challenge to remain an agile organization that is flexible in organizational structure. Fraunhofer has reached a well-recognized position in the European innovation landscape. It is often referred to by science and governments as a role model for innovation policy and a key element of the latest successes in the German economy that has recovered quicker from the latest economic crisis than most other western economies. The paper explains Fraunhofer as an organizational paradigm and its underlying management model to elaborate on the challenges of managing a research organization. We wish to show how it is possible to transfer the management model and philosophy of Fraunhofer to innovation systems with different framework conditions and challenges. A universal conclusion may be drawn based on the description of Fraunhofer; however, changes in existing structures and innovation systems cannot be implemented over night.

• 유통과학연구
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• 제13권3호
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• pp.93-100
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• 2015

Purpose - Since the early 1990s, it has been observed that the number and substance of studies on female leadership have been increasing. One of the reasons for this development may be concerned with the increasing number of female labor market participants as well as the greater opportunities for them to take higher positions in various organizations. In addition to this, the transition from mechanistic organizational structures that emphasize authority, control, and efficiency toward organic ones that focus on environmental adaptability, equality, and trust has also encouraged research on female leadership. The research tendency is based on the assumption that male and female leaders tend to exhibit different leadership styles according to their gender differences. Recent research has cast doubt on this assumption, by showing that the sociological gender roles of men and women are independent such that some female leaders show authoritative and control-oriented leadership, which were once considered to be male leadership styles. Research design, data, and methodology - This research attempts to carry out an empirical study on the gender-related leadership styles of female leaders and to examine their effect on group performance in the K business organization. This study also focuses on leader attributes such as trust, and it aims to discover whether these attributes should be regarded as independent or as moderating variables between leadership styles and performance. For these purposes, this study generated four hypotheses based on a review of the literature and it tested them using a survey. Female workers in the sales departments of the K Company, all of whom are women, were asked to provide answers to the presented questionnaires. This study hypothesizes that the type of gender roles played by women leaders will affect the job satisfaction and organizational commitment among the members of the sales group, and that the level of trust that is garnered by women leaders will also affect the types of gender roles that they play as well as employee job satisfaction and organizational commitment. Results - The results of this study show that both androgynous and masculine leadership styles are superior to the feminine leadership style in terms of employee job satisfaction and organizational commitment. However, contrary to our expectations, this study fails to show the superiority of the androgynous leadership style over the masculine leadership style. Moreover, there are no significant differences between these two leadership styles with regard to group performance. Conclusions - This study shows that it is important that different attributes of leaders, such as how trusted they are, be treated as moderating variables between leadership and performance rather than as independent variables. Finally, as this is the first attempt to view the role of the gender in a new perspective, the managerial implications of this study for leadership research, as well as its limitations, are presented. Suggestions for future related research are also proposed.

• 한국언론정보학보
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• 제22권
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• pp.167-210
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• 2003

이 연구는 우리나라 지상파 방송사 조직에 있어서 여성인력의 지위를 지상파 방송사의 공식적, 비공식적 조직 구조의 측면에서 평가해 보고자 하였다. 이를 위해 대외적으로 이용가능한 공식적 통계자료에 근거한 양적 분석 및 1대1 면접, 전화인터뷰, 서면 질의 등을 통한 질적 분석이 병행되었다. 그 결과, 지난 10년간 우리나라 지상파 방송사의 여성 인력의 비중은 전체 인력 중 10% 내외의 미미한 수준에 불과하며, 수직적 직급 사다리의 최하위 직급에 위치하고 있는 것으로 드러났다. 수평적 직무분담 및 직위의 안정성면에서도 여성인력은 남성인력에 비해 상대적으로 불리한 위치에 처해 있고, 조직문화, 비공식적 네트워크, 멘토링 등 비공식적 조직 구조 측면에 있어서도 소외현상이 심각하다는 것을 알 수 있었다. 반면 최근 들어 기자, PD, 아나운서 등 방송사 핵심 인력 신규 채용에 있어서 여성 인력의 뚜렷한 신장세가 관측되고 있음은 고무적인 일로 평가된다.

• 한국노년학
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• 제30권4호
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• pp.1059-1075
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• 2010

노인일자리사업 실무자들의 직무성과는 노인일자리사업의 성과에 영향을 미칠 가능성이 높다. 따라서 노인 일자리사업의 지속적인 양적 성장에 발맞춰 질적인 성과를 제고하기 위해서는 노인일자리사업 담당자들의 업무 역량과 직무성과를 높이기 위한 노력이 필요하다. 이에 본 연구는 노인일자리사업 실무자들의 직무성과에 영향을 미치는 요인을 실무자들의 개인적 특성과 그들이 속해있는 조직구조의 특성을 중심으로 고찰하였다. 이를 위해 서울, 경기, 강원, 인천지역의 노인일자리사업 수행기관의 실무자를 대상으로 구조화된 설문지를 이용하여 설문조사를 실시하였다. 수집된 251부의 자료를 실무자의 개인적 특성과 조직구조에 따른 직무성과 수준에 대한 기초통계 분석 및 회귀분석을 실시하였다. 연구 결과, 개인적 특성에 있어서는 자신감, 노인일자리 사업에 대한 이해, 노인에 대한 인식이, 조직구조 특성에서는 조직의 공식화수준이 노인일자리사업 실무자의 직무성과에 유의한 영향을 미치는 것으로 나타났다. 즉 노인일자리사업 실무자들은 자신감이 높을수록, 노인 일자리사업에 대한 이해가 높을수록, 노인의 일과 사회활동에 대해 긍정적인 인식이 강할수록 그리고 실무자가 속한 조직의 공식화 수준이 높을수록 직무성과가 높은 것으로 나타났다. 이러한 결과는 실무자들을 위한 지속적인 임파워먼트와 사업에 대한 지식과 기술 습득 및 노인에 대한 긍정적인 인식 제고를 위한 전문화된 교육의 필요성을 시사해준다. 아울러 노인일자리 담당 실무자의 직무 및 업무처리과정에 대한 통합적 매뉴얼의 필요성도 시사해주고 있다.

• Asian Journal of Business Environment
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• 제11권1호
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• pp.27-37
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• 2021

Purpose: This article aims to provide a balanced understanding of the structural conditions and social processes involved in the creation and diffusion of innovation. Research design, data and methodology: Drawing on organizational and economic sociology and strategic management literature, this article offers a conceptual framework that highlights the two dimensions of network structures: the vertical dimension focusing on power and legitimacy vs. the horizontal dimension highlighting information value. By organizing the literature on the functions and consequences of network, this paper advances a theoretical perspective in understanding the vast array of empirical studies on innovation involving network analysis. Results: Using the proposed framework, this article explains how the mechanisms of power, legitimacy, and information value work together with social structural factors, thus enriching our understanding of innovation. This study reveals that the information mechanism (horizontal dimension) has been most important in innovation creation and diffusion, and that trust, credibility, and legitimacy are operative in innovation diffusion. Conclusions: This paper contributes to the literature by responding to calls to extend existing frameworks to better account for the dynamics between innovation and network. In addition, this article highlights how conceptualizing innovation within the horizontal-vertical dimensions of network structures, creates new opportunities for future research.

• 국제학술발표논문집
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• The 3th International Conference on Construction Engineering and Project Management
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• pp.380-387
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• 2009

In the past, many state Departments of Transportation (DOTs) in the U.S. managed their highway assets on a "worst first" basis and planned their highway projects in a tactical rather than strategic fashion. Due to increasingly tight highway budgets and recognition of long term benefits of asset management systems, the Federal Highway Administration (FHWA) has strongly pushed and encouraged state DOTs to implement asset management for managing their highway assets and highway projects. Currently, many DOTs have actively implemented and are in the process of applying this asset management concept for their highway infrastructure. However, different DOTs are developing different asset management systems because of their different organizational structures, data management structures, relationship with the legislature, and investment priorities. This study first identifies asset management indicators which are essential to successfully implementing asset management systems for State highway assets. The research team conducted a survey of asset management experts and reviewed the practices and policies of leading DOTs in asset management. Based on these indicators, this study develops an Asset Management Assessment Model (AM²) for different asset management systems. This model can be used by different DOTs to evaluate their current asset management systems and identify their strong areas and also their weak areas to improve in order to fully benefit from the advanced concept of asset management.