• Journal of the Korean Society for Library and Information Science
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• v.25
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• pp.343-388
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• 1993

The ability of any organization to innovate itself in a rapid change of environment means the existence of the organization. Innovative activity is achieved in different ways according to the objectives of organization. the characteristics of external environmental factors. and various attributes in organization. In the present study. all the existing approaches to the innovative nature of organization were synthetically compared to each other and evaluated: then. for a more rational approach. a research model was built and suggested by establishing the inclusive variables of the innovative nature of library organization and categorizing the types of such nature. Additionally. an empirical. analytical study on such a model was done. That is. paying regard to the fact that innovation has basically a close relation with the circumstantial factors of organization. synthetic, circumstantial relations were clarified. considering the external environmental factors and internal characteristics of organization. In the study. the innovation of library organization was seen in two parts i.e .. the feasible degree of technical innovation and the feasible degree of administrative innovation. Regarding the types of innovative implementation. according to the feasible degree of innovation, four types such as a stationary type. technic-oriented type, organization-oriented type. and technical-socio systematic type were classified. There were nine independent variables-i.e., the scale of organization. available resources of the organization, formalization, differentiation, specialization. decentralization, recognizant degree of the technical attribute. degree of response to the change of technical environment, and professional activities. There were three subordinate variables - i.e., technical innovation, administrative innovation. and the performance of organization. Through establishment of such variables, the factors which might influence the innovation of library organization were understood, and with the types of the innovative implementation of library organization being classified according to the feasible degree of innovation. the characteristics of library organization were reviewed in the light of each type. Also. the performance of library organization according to the types of the innovative implementation of library organization was analyzed. and the relations between the types of innovative implementation according to circumstantial variables and the performance of library organization were clarified. In order to clarify the adequacy of the research model in the methodology of empirical study, data were collected from 72 university libraries and 38 special libraries. and for a hypothetical test of the research model. an analysis of correlations, a stepwise regression analysis. and One Way ANOVA were utilized. The following are the major results or findings from the study 1) It appeared there is a trend that the bigger the scale of organization and available resources are, the more active the professional activity of the managerial class is, and the higher the recognizant degree of technical environment (recognizant degree of technical attributes and the degree of response t9 the change of technical environment) is, the higher the feasible degree of innovation becomes. 2) It appeared that among the variables influencing the feasible degree of technical innovation, the order from the variable influencing most was first, the recognizant degree of technical innovation: second, the available resources of organization: and third, professional activity. Regarding the variables influencing the feasible degree of administrative innovation from the most influential variable, it appeared they were the available resources of organization, the differentiation of organization. and the degree of response to the change of technical environment. 3) It appeared that the higher the educational level of the managerial class is, the more active the professional activity becomes. It seemed there is a trend that the group of library managers whose experience as a librarian was at the middle level(three years to six years of experience) was more active in research activity than the group of library managers whose experience as a librarian was at a higher level(more than ten years). Also, it appeared there is a trend that the lower the age of library managers is, the higher the recognizant degree of technical attributes becomes. and the group of library managers whose experience as a librarian was at the middle level (three years to six years of experience) recognized more affirmatively the technical aspect than the group of library managers whose experience as a librarian was at a higher level(more than 10 years). Also, it appeared that, when the activity of the professional association and research activity are active, the recognizant degree of technology becomes higher, and as a result. it influences the innovative nature of organization(the feasible degree of technical innovation and the feasible degree of administrative innovation). 4) As a result of the comparison and analysis of the characteristics of library organization according to the types of innovative implementation of library organization. it was indicated there is a trend that the larger the available resources of library organization, the higher the organic nature of organization such as differentiation. decentralization, etc., and the higher the level of the operation of system development, the more the type of the innovative implementation of library organization becomes the technical-socio systematic type which is higher both in the practical degrees of technical innovation and administrative innovation. 5) As a result of the comparison and analysis of the relations between the types of innovative implementation and the performance of organization, it appeared that the order from the highest performance of organization is the technical-socio systematic type, then the technic-oriented type, the organization­oriented type, and finally the stationary type which is lowest in such performance. That is, it demonstrated that, since the performance of library organization is highest in the library of the technical-socio systematic type while it is lowest in the library whose practical degrees in both technical innovation and administrative innovation are low, the performance of library organization differs significantly according to the types of innovative implementation of library organization. The present study has extracted the factors influencing innovation, classified systematically the types of innovative implementation, and inferred the synthetical, circumstantial correlations between the types and the performance of organization, and empirically inspected those factors. However, due to the present study's restrictive matters and the limit of the research design, results from the study should be more prudently interpreted. Also, the present study, as an investigative study of the types of innovative implementation, with few preceding studies, requires more complete hypothetical inference based on the results of the present study. In other words, if more systematical studies are given to understanding the relations, it will devote the suggestion and demonstration of a more useful theory.

• Journal of Distribution Science
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• v.13 no.12
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• pp.113-131
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• 2015

Purpose - In today's era of globalization, the competitive power of enterprises is growing fiercer, calling for organizations to be able to respond flexibly to survive and maintain predominance in competition. In turn, keen competition exists among enterprises for the systematic management of members' knowledge to secure predominance in such competition. Under such circumstances, SMEs must find and utilize positive causes for change that affect organizational performance. The objective of this study is to analyze the structural relationship between four factors known from prior research-a CEO's positive leadership, members' positive life positions, learning organization activities, and job engagement-and organizational performance. Research design, data, and methodology - To achieve this objective, this study established the following four research problems. First, do CEOs' positive leadership, members' positive life positions, learning organization activities, and job engagement affect organizational performance? Second, do CEOs' positive leadership, members' positive life positions, and learning organization activities affect job engagement? Third, do CEOs' positive leadership and members' positive life positions affect learning organization activities? Fourth, does CEOs' positive leadership affect members' positive life positions. Additionally, to achieve the objective of this study, the research model was selected on the basis of a documentary survey of 787 full-time employees at 100 SMEs, which was used to collect related data. Results - The following conclusions were drawn. First, a CEO's positive leadership directly affects members' positive life positions, learning organization activities, and job engagement. Second, positive leadership only indirectly affects organizational performance. That is, positive leadership has an indirect effect on organizational performance given the parameters of members' positive life positions, learning organization activities, and job engagement. Third, members' positive life positions directly affect learning organization activities and job engagement, but indirectly affect organizational performance with learning organization activities and job engagement as parameters. Fourth, learning organization activities directly affect job engagement and organizational performance. Additionally, learning organization activities indirectly affect organizational performance with job engagement as a parameter. Fifth, job engagement directly affects organizational performance. Conclusions - A CEO's positive leadership and members' positive life positions do not directly affect organizational performance but have a positive effect through learning organization activities and job engagement. In particular, CEOs' positive leadership was proven to be the major factor to affect members' positive life positions, learning organization attitudes, and job engagement, and learning organization activities and job engagement were found to be major factors that directly affect organizational performance. Considering these conclusions, the direct effect of a CEO's positive leadership on organizational performance is not statistically significant but seems to affect members' positive life positions, learning organization activities, and job engagement, which ultimately affects organizational performance. In addition, CEOs' positive leadership is an important factor that enhances the factors with the strongest effect on organizational performance-activities of learning organizations and job engagement.

• 한국정보디스플레이학회:학술대회논문집
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• 2006.08a
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• pp.1295-1298
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• 2006

Influences of anti-reflection surface treatment, radius of curvature and ambient illuminance on legibility of reflective-type displays were studied. The results showed that legibility mainly depended on the surface treatment. Better surface treatment also produced less visual fatigue after the letter-search task

• 한국정보디스플레이학회:학술대회논문집
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• 2005.07a
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• pp.817-820
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• 2005

Legibility of electronic paper was evaluated by using the method of letter-search task and subjective visual comfort scaling. The results show that legibility depends on the illumination level, and conventional paper has a higher visual comfort rating than electronic paper although they have the similar performance in the letter-search task.

• Journal of Korean Port Research
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• v.13 no.2
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• pp.233-244
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• 1999

The world views the sea newly for the supplementation of the limited land resources and extension of the national territory especially the sea is changing from the period of the free availability to that of the sea control y the coastal nations in step with the announcement of the marine laws in November 16.1994. Therefore Korea is changing strang fisheries nation the fact is that korea cannot effectively cope with changing fisheries situation and various fisheries difficulties because the fisheries policy system is dispersed to each parts of the government. Therefore I tried to present a theoretical basis by studying in the fisheries administration organization. The vision of Ministry of Maritime Affairs and Fisheries is as follow: a coastal fishery must be able to reproduction change of fishery structure must be able to raising fishery consumption of fishery must be able to improvement live of fishing village must be able to betterment overseas fishing grounds must have to security. The results of this study is as follow: fisheries administration organization must be reform of organization for changing under the all situation fisheries administration organization must be reform of entrepreneurial organization fisheries administration organization must be reform of customer driven organization fisheries administration organization must be reform of competitive organization.

• The Journal of Economics, Marketing and Management
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• v.9 no.4
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• pp.19-30
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• 2021

Purpose: This study aimed to examine how a superior employee's ethical leadership affects members' innovative behaviors, mainly on organization-based self-esteem. It also aimed to verify the mediating effect of organization-based self-esteem in the process that ethical leadership affects members' innovative behavior in distribution-related organizations. Research design, data and methodology: After collecting materials from companies' executives and staff members in distribution-related organizations located in Seoul, South Korea, a research hypothesis was analyzed. Results: A superior employee's ethical leadership affects a positive (+) effect on innovative behaviors of the organization's members and the study confirmed that the relation of this effect was mediated by organization-based self-esteem. It means that the possibility that an organization's members will do innovative behaviors will be increased if a leader conducts ethical leadership. It also means that a leader with ethical leadership enables an organization's members to pay attention all the time and be awake for their work environment. Conclusions: The result of this study discusses how ethical leadership affects innovative behaviors of an organization's members from the perspective of organization-based self-esteem and has a theoretical implication that it has empirically examined it. More importantly, it has a theoretical implication because it verified how this effect was made using organization-based selfesteem and flexible human resource management.

• 한국정보디스플레이학회:학술대회논문집
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• 2005.07a
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• pp.357-360
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• 2005

A novel wide viewing angle flexible liquid crystal display will be demonstrated. The crossed matrix-type micro-cell structure was adopted in this design. The LC domains were divided into four different tilted directions by the combination effect of pixel fringe field and crossed matrix type micro-cell. It can create four domains without rubbing process and form the cell gap without spacer. For flexible color fabrication, a novel inkjet printing technology is adopted. This cost effective wide viewing angle color flexible LCD technology can be a good solution for high performance flexible LCD.

• Knowledge Management Research
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• v.2 no.1
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• pp.25-44
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• 2001

There are two types of organizational knowledge in terms of its creation process: experiential and analytical knowledge. The experiential knowledge is created by repetitive experiences of an individual or team through task execution, while the analytical knowledge is acquired by analyzing accumulated data or information in the organization. The experiential knowledge often remains tacit or implicit in the organization because it is primarily acquired at an individual or team level. Therefore, the issue on the experiential knowledge is to share it actively within the organization. On the other hand, the analytical knowledge is explicit in its nature since it is extracted from data or information. Thus, it is important to guide a systematic creation of the analytical knowledge rather than encourage to share it. The current trend of "knowledge management" mainly focuses on the experiential knowledge - know-how, idea, case, etc - and neglects another important knowledge in the organization. i. e., analytical knowledge. This paper tries to shed a new light on the "knowledge management" arena by introducing rather new perspective in the concept of knowledge. The purpose of this study is to identify the factors affecting the analytical knowledge creation in the organization. We conducted an exploratory case study of three companies with a previously defined research framework and found some critical factors for the analytical knowledge creation. They are "organizational resource", "effectiveness of feedback process", "data source management", and "experimental mind set". Finally, we proposed research model and propositions regarding the analytical knowledge creation in the organization.

• The Bulletin of The Korean Astronomical Society
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• v.44 no.2
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• pp.78.2-78.2
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• 2019

The temperature control of a scientific device is essential because extreme temperature conditions can cause hazard issues for the operation. We developed a software which can interact with the temperature sensor using the GMT SDK(Giant Magellan Telescope Software Development Kit) version 1.6.0. The temperature sensor interacts with the EtherCAT(Ethernet for Control Automation Technology) slave via the hardware adapter, sending and receiving data by a packet. The PDO(Process Data Object) and SDO(Service Data Object), which are the packet interacts with each EtherCAT slave, are defined on the TwinCAT program that enables the real-time control of the devices. The user can receive data from the device via grs(GMT Runtime System) tools and log service. Besides, we programmed the software to print an alert message on the log when the temperature condition changes to certain conditions.

• Nuclear Engineering and Technology
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• v.49 no.1
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• pp.1-5
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• 2017

The heavy water zero power reactor (HWZPR), which is a critical assembly with a maximum power of 100 W, can be used in different lattice pitches. The last change of core configuration was from a lattice pitch of 18-20 cm. Based on regulations, prior to the first operation of the reactor, a new core was simulated with MCNP (Monte Carlo N-Particle)-4C and WIMS (Winfrith Improved Multigroup Scheme)-CITATON codes. To investigate the criticality of this core, the effective multiplication factor ($K_{eff}$) versus heavy water level, and the critical water level were calculated. Then, for safety considerations, the reactivity worth of $D_2O$, the reactivity worth of safety and control rods, and temperature reactivity coefficients for the fuel and the moderator, were calculated. The results show that the relevant criteria in the safety analysis report were satisfied in the new core. Therefore, with the permission of the reactor safety committee, the first criticality operation was conducted, and important physical parameters were measured experimentally. The results were compared with the corresponding values in the original core.