• The Journal of the Korea Contents Association
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• v.21 no.8
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• pp.150-162
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• 2021

Companies have recently become increasingly interested in corporate entrepreneurship to establish a core employment policy in order to secure and maintain core employees and to foster an innovation-oriented organizational culture. Therefore, The purpose of this study is to empirically analyze the causal relationship between core employment policies and the team leader's the perceived internal process organizational competency and job satisfaction, and to investigate whether corporate entrepreneurship has a moderation effect. Non-financial service industries including ICT companies were subject of the study and human capital corporate panel(HCCP) was utilized. The samples were 367 team leaders from 79 domestic companies. This study also applied Multi-Level Analysis(HLM), which simultaneously analyzes variables at both the individual level and the organizational level in order to improve the accuracy of the study. According to the result of the study analysis, core employment policies have a positive(+) impact on the perceived internal process organizational competency and job satisfaction. In addition, the moderation effect of corporate entrepreneurship was verified during the process when core employment policies influence the two outcome variables. corporate entrepreneurship was found to have a moderation effect that strengthens the influence on job satisfaction, but the moderation effect on the perceived internal process organizational competency was not statistically significant. These results confirm that organizational cultural factors such as corporate entrepreneurship are important influence variables in the process of influencing individual-level variables such as core employment policies. Academically, It suggests that in order to enhance the effectiveness of company strategies in respect of human resource management such as core employment policies, it is important to foster a cultural environment that suits the industry and characteristics of the organization. In addition, it suggested that companies in need of new innovation need to utilize corporate entrepreneurship.

• Digital Contents
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• no.2 s.141
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• pp.101-101
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• 2005

국내 애니메이션 산업의 현실에 대해 냉정하게 평가하고 향후 발전방안을 고민하는 자리가 마련됐다. 정보통신부는 지난달 14일 정보통신부 12층 회의실에서 정보통신부 박재문 지식정보산업팀장과 국내 애니메이션 기업 대표들이 모여‘애니메이션 전문협의회’를 갖고 국내 애니메이션 업계의 애로사항과 개선방안에 대해 심도 있는 논의를 진행했다. 이날 참석한 관계자들은 국내 애니메이션 산업이 위기에 처해 있다는 데 공감하고 향후 정부의 지원 확대 및 저작권의 공론화 등을 추진하기로 뜻 을 모았다.

• The Magazine for Energy Service Companies
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• s.75
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• pp.50-53
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• 2012

최근 ESCO성과보증방식의 정책적인 확산에 따라 에너지절감량 측정 및 검증(M&V)에 대한 중요성이 부각되고 있다. 에너지절감량을 구체적으로 산출하고 측정, 검증하는 과정인 M&V는 정확한 ESCO사업을 수행하기 위한 필수적인 과정이다. 협회는 2012년 2월 20일부터 25일까지 5박 6일간 대만 ESCO협회(TESA)와의 업무협력을 통해 대만의 M&V 전문교육기관에서 21명의 참석자와 함께 '2012 해외 ESCO M&V 교육' 과정을 마치고 돌아왔다. 현장 사진과 (주)에코시안 엄기현 팀장과 김용희 대리의 참관기를 통해 뜨거웠던 교육 현장을 소개한다.

• The Magazine for Energy Service Companies
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• s.63
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• pp.50-53
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• 2010

산업체수요관리, 대전열병합발전 건설, 신재생에너지 보급 업무 등을 담당해 온 에너지관리공단 하원형 부장이 자금운용실 ESCO 팀장으로 자리를 옮겼다. 우리나라 ESCO 사업에 대한 남다른 평가와 비전으로 에너지관리공단의 큰 주축이 될 것을 약속하는 하원형 부장은 인터뷰 내내 ESCO 사업에 대한 남다른 의욕을 표현했다. 녹색성장을 이끌게 될 녹색에너지 ESCO 사업에 새로운 전략을 가진 하원형 부장은 새로운 얼굴로 ESCO 사업의 새로운 청사진을 제시하는 것을 꿈꾼다.

• The Magazine for Energy Service Companies
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• s.37
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• pp.86-89
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• 2005

삼성에버랜드 에너지절감형 '증기재압축시스템' 개발 · 상용화 성공/ 삼천리 산업기술대 열병합 도입 계약 체결/ LS산전 호남화력에 FD Fan 고압 인버터 설치/ (주)하이세스 절전기 '하이세스' 출시/ 현대차 김관중 동력팀장 '움직이면 커지는 엔트로피 이해' 책자 발간/ 산업자원위원회 에너지기본법 통과/ (주)케너텍 전기판매, 민간 사업자 1호 달성/ 일진전기(주) 최진용 대표 '산업포장'/ 포스코 에너지절감으로 원가 경쟁력 향상/ 울산시 삼성석화 등 에너지 절약 우수업체 선정/ 시민사회 '에너지를 생각하는 사람들의 알찬 모임' 화제/ 신재생에너지센터 공기관 대상 신재생에너지의무화 사업 설명회/ 에너지관리공단 열병합발전 설계자 대상 교육 실시

• Journal of the Korea Academia-Industrial cooperation Society
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• v.9 no.3
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• pp.815-821
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• 2008

Performance of corporation results from operation of tangible and intangible assets. Thus, measuring performance need to be taken place in terms of tangible and intangible aspects. However, the research objects, in the measurement of performance, do not guarantee researchers to achieve quantitative results and it is difficult to have objectivity. There are also many different points between a big enterprise and a small-medium size company. These facts require new measurement methods. This study suggests aspects of measurement method as task, attitude, ability and qualification for small-medium size companies. Specially, this study suggest individual measurement method than organizational one. The research system consists of users, team leaders and staffs charge of BSC and the users can access BSC sewer to input, to evaluate and to prove data through their own accounts.

• The Journal of the Korea Contents Association
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• v.8 no.9
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• pp.234-241
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• 2008

The feature of the hotel business as a labor intensive industry and its heavy dependence on man power is relatively bigger than other industries. the important factors influencing the customer`s decision making are tangible facilities and intangible service qualities. however, the changes in economic situation are also seriously influencing them. So hotels are started to find other IT(information technology) systems. BSC which has been recognized as one of barometers to establish management performance is one of them. The purpose of this study was to develop KPI(key performance indicator) by using the BSC(Balanced Scorecard) for evaluating hotel management performance. This thesis presents customer performance, inner process performance, learning and growing performance as non-financial factors and tries to examine the cause and effect in the hotel industry. Hotels have to know nonfinancial performance which has positively relate to financial performance. To introduce BSC system is not to lead increasing income and bettermenting service quality, satisfacting customer needa for hotels, But to lead developing value enhancement to hotel enterprises and present process.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.12
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• pp.6173-6185
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• 2013

This study examined the relationship between the type of organizational culture and organizational commitment, job satisfaction as well as the moderate effects of shared leadership on the relationship among the organizational culture, organizational commitment, and job satisfaction at a world leading steel company 'P'. The results showed that the consensus culture and rational culture positively affect the organizational commitment, and that the developmental culture, consensus culture and rational culture positively affected the job satisfaction. The results also revealed the meaningful moderate effects of the shared leadership on the relationship between the development culture, consensus culture and job satisfaction. The suggestions were made accordingly to propose the directions to improve the organizational performance of the company that is in global competition.

• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.766-777
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• 2016

This study is aimed at suggesting the implications about the utility of team system and importance of leadership through the analysis of what influence of transformational leadership and self leadership has on team performance. This study used the LMX theory & social exchange theory arguing that exchange relation quality forms between organizational members, and situational theory stating that leadership suited for business environment should be displayed as the theoretical background of this research. This study, targeting 9 domestic energy-related public enterprises, proved the research hypotheses through regression analysis under SPSS 20.0 by using the effective data on 880 respondents from 166 teams in total. As a result of the research, a team leader's transformational leadership was found to have a positive influence on team performance, and the behaviour strategy, and cognitive strategy of self leadership were found to significantly modulate the relation between a team leader's transformational leadership and team performance, thus getting to adopt all of the initially-set research hypotheses. The salient point was that the effect was found to be much stronger from the group whose self leadership was low. What this research results imply is that if a team leader in team organization should look to it that team members themselves could be self-motivated by assigning goals, which can be put into practice with concern, to the members of a group whose self leadership is relatively low, team performance could improve more clearly than would otherwise be the case.

• The Journal of the Korea Contents Association
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• v.19 no.5
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• pp.316-330
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• 2019

This study examines the effect of goal orientation (GO) on employee' self-esteem and organizational citizenship behavior (OCB). Also, this paper investigates the mediating effect of employee' self-esteem and the moderating effect of leader's ethical leadership. The results of this study targeted 1,656 employees working at company and public institution were as follows: First, we found that learning goal orientation (LGO) and performance prove goal orientation (PPGO) had a positive impact on employee' self-esteem. But performance avoid goal orientation (PAGO) was not directly related to self-esteem. Second, LGO and PPGO had a positive effect on employee' OCB. But PAGO was not related to OCB. Third, the mediating role of self-esteem in the relationship between GO variables (LGO, PPGO) and OCB was statistically significant. Finally, the interaction term of employee' GO (LGO, PPGO) and leader's ethical leadership was not related to OCB, whereas the positive link between PAGO and OCB was stronger when leader's ethical leadership was high. In particular, this study presented with implications for future research, limitations of this study.