• International Commerce and Information Review
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• v.18 no.4
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• pp.31-54
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• 2016

This study explores the factors that determine the quality of private information and how the subsequent consumption behavior is driven. The aim of the study is to discuss how the firms' collection of private information should be conducted and which factors are crucial to raising firm performances. The empirical test conducted with a sample of 331 online consumers suggest that credibility and skepticism were strongly influenced by website reputation and massive information collection, accordingly. Then, the established credibility and skepticism determined the quality of the provided information, ultimately influencing the subsequent consumption behaviors, which are revisit intention and switching intention. Especially, the falsity of provided information was a strong driver of the consumption behavior, highlighting the importance of the quality of provided information on firm performances.

• Journal of Digital Convergence
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• v.10 no.1
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• pp.241-251
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• 2012

Despite the increasing importance that companies currently place on employee wellness, few studies have explored the impact of wellness on individual and team performance in the workplace. Drawing on the broaden-and-build theory, we hypothesize that wellness intention, wellness leadership, and wellness climate influence the performance of both individuals and teams. We tested our hypotheses using data collected from 495 employees of 81 teams in 11 Korean companies. Our analysis indicates that wellness leadership and wellness climate are meaningful interventions between perceived wellness and performance. Wellness intention did not impact perceived wellness. However, the interaction between wellness intention and wellness leadership impacted perceived wellness. Wellness climate negatively moderated the relationship between perceived wellness and performance.

• Journal of Digital Convergence
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• v.17 no.3
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• pp.169-180
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• 2019

The purpose of this study is to verify the effect of perceived agile culture(empowerment, continuous learning, personal communication Intensification) on job performance(task, contextual, adaptive) and to explore the moderating effect of individual capability(knowledge, skill). For the empirical analysis, data were collected from convenient sample of 219 employees working at enterprise in China. The analysis of validity and reliability of variables and regression analysis were performed using SPSS 21. The results of this research as followed: firstly, the positive perceived agile culture and job performance were statistically supported. Secondly, the individual capability played as a partial moderator on the relationship between the perceived agile culture and the job performance. The factors that constitute the perceived agile culture can present the research directions for the transformation into the agile organization.

• Proceedings of the KAIS Fall Conference
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• 2009.05a
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• pp.79-82
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• 2009

본 연구에서는 연구 윤리 강화가 연구자들의 활동에 어떠한 영향을 미치는지 연구하였다. 또한 연구 결과의 개인성과 반영이 연구 활동을 활성화시키는지 분석하였다. 연구 결과는 연구 윤리 강화와 연구 결과의 개인성과 반영이 모두 연구 활동에 영향을 미치는 것으로 나타났다. 그리고 연구 윤리 규정이 강화되는 시점에서 연구자의 연구 성향을 분석하는 것은 매우 중요하다. 본 연구를 위해 152명의 교수에게 설문하였고, SPSS 12.0을 통해 상관분석 및 회귀분석을 실시하였다.

• The Korean Journal of Applied Statistics
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• v.24 no.2
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• pp.411-424
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• 2011

The studies of congruence in organizational research have explored the concepts such as person-job fit person-organization fit, or person-environment fit. The relevant studies dealt with the fit level as an important influencing factor on the performance. In particular, researchers have agreed that employees can be motivated by the high level fit of person-organization. However, few research developing an alternative methodological approach has been done. For the purpose mentioned above the statistics like D, |D| or $D^2$ and the Q values such as Q(the correlation between two sets of interval measures) or $Q_r$(the correlation between two rankings) have been conventionally adopted in spite of numerous methodological problems. In general, these traditional indices such as difference scores, or Q values, are nondirectional and add an extra weight to differences of lager magnitude. Therefore, Edwards (1993) introduced the polynomial regression and the response surface analysis to overcome flaws with conventional approaches. However, the method-ological approaches did not reflect the profile characteristics of person-organizational value fit and wouldn't be a proper solution for the fit level of person-organization value maximizing performance. Hence, this paper investigates alternative methodological approaches, the multivariate polynomial regression and the multiple response surface analysis, to avoid the problems issued from conventional ways.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.897-908
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• 2022

The purpose of this study is to prove the hypothesis that the learning transfer climate, such as individual learning self-efficacy and corporate innovative knowledge transfer, will play a mediating role in the relationship between design competency strengthening education and individual performance considering the designer's characteristics. This is meaningful in expanding the meaning of design education and training by quantitatively analyzing the learning transfer climate that affects learning self-efficacy and organizational culture according to the characteristics of designers, unlike existing studies that simply investigate the satisfaction of education. Specifically, this study set up seven hypotheses, and as a result, it was found that design capacity building education for designers, learning self-efficacy, and learning transfer climate of companies had a significant effect on individual performance.

• Electronics and Telecommunications Trends
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• v.9 no.4
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• pp.139-146
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• 1994

통신의 개인화 실현에 가장 중요하고도 기본적인 요구 조건은 통신 주체의 이동성을 확보하는 것이다. 이러한 이동성은 단말의 이동성과 개인의 이동성이라는 두가지 서로 다른 성격의 이동성이 모두 보장될 때 완전하게 된다. 차세대 개인 통신에 대한 연구는 ITU-T/R의 UPT와 FPLMTS에 의하여 대표된다. UPT는 이용자에게 개인의 이동성을 제공해 주는 서비스인데 비하여, FPLMTS는 무선 단말의 이동성을 제공하는 시스템이다. 이들은 모두 차세대 개인 통신의 기본적인 기능인 이동성을 제공하지만 서로 독립적이며, 상호 보완적인 개념들이다. 본 고에서는 차세대 개인 통신에 대한 개념과 연구 동향을 분석, 소개하였다. 특히 ITU-T/R에서 표준화 노력을 경주하고 있는 UPT, FPLMTS를 단말의 이동성과 개인의 이동성 측면에서 소개하고 그들간의 상호 관계를 분석하였다.

• Proceedings of the KAIS Fall Conference
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• 2010.05b
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• pp.716-719
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• 2010

본 연구에서는 소규모 외식산업 창업자의 개인특성, 기업가정신, 경영성과간의 관계를 실증적으로 살펴보고 프랜차이즈 가맹점 창업자와 비가맹점 창업자와의 비교를 통한 차이점및 유의성을 알아보고져한다. 기업가정신이 외식산업을 혁신적으로 경영할뿐 아니라 기업의 경영성과도 증대시킨다는 연구결과들은 많이 보고 되어지고 있다. 따라서 본 연구는 창업자의 개인특성과 기업과정신과의 관계를 살펴보고 아울러 소규모 외식창업에서도 기업가정신이 경영성과에 유의한 영향을 미치는지를 확인하고 프랜차이즈 가맹창업과 비가맹창업에 비교를 통하여 창업형태에 따른 기업가정신이 경영성과에 미치는 영향을 살펴보고져 한다.

• 한국벤처창업학회:학술대회논문집
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• 2021.04a
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• pp.161-164
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• 2021

생명보험산업 중 MDRT이라는 조직은 보험설계사 중에서 뛰어난 실적을 올린 사람 중 클레임이나 사회적으로 문제점이 없는 사람들이 가입하는 모임으로 보험업계에 설계사들은 MDRT 조직의 회원을 목표로 갖고 있는 경우가 많다. 목표는 인간 행동원인을 설명하는 가장 기본적인 동기변인으로 알려져 있으며 성취와 직접적 관련이 있다. 목표에 대한 성취는 개인적 목표와 일치할 때만 행동을 활성화 시킨다. 관련 연구들은 목표와 관련된 많은 연구들은 장기적인 관점에서 미래목표를 설정하고 달성 정도를 점검을 통해서 미래목표가 현재와 미래 간의 관계를 설정하도록 도와준다고 하였다(Miller & Brickman, 2004). 이는 보험업계에서 MDRT의 의미가 크다고 할 수 있다. 따라서 보험산업 환경이 급격하게 변화하고 있는 과정에서 보험설계사에게 요구되는 역량은 개인의 노력만으로는 제한적일 수 있으며, 조직의 지원이 실질적인 성과에 영향력을 미칠 수 있다. 그러므로 본 연구는 보헙업에서 개인역량과 조직의 지원이 성과에 미치는 영향력을 분석하며, 더불어 목표지향성은 성과에 미치는 영향력을 조절할 것으로 판단된다.

• Journal of vocational education research
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• v.37 no.1
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• pp.31-53
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• 2018

Uncertainty of career environment driven by globalization and shift of employment context drives heavy competition of labor market and anxiety of employment for individuals. New career paradigm based on this environmental change puts emphasis on subjective career success from individual's viewpoint as important career outcome and individual's proactive career development efforts. In addition to this, importance of person-environment fit and person-job fit is growing in relationship between career planning and career success. Based on this perspective, this study aims to identify whether person-environment fit and person-job fit mediate the relationship between career development and subjective career success. Data analysis of questionnaire from 220 employees showed that both fits mediate the relationship. This result implies that individual's proactive career planning is critical to career success and this strengthens one's satisfaction to organization and job. To organization, strategies need to be developed to design career development of employees' based on their career needs and organizational intervention such as job-rotation system.