• Proceedings of the Korea Society for Industrial Systems Conference
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• 2002.11a
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• pp.178-198
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• 2002

1980년대 초기 미 국방성에서는 소프트웨어 개발업체의 소프트웨어 개발능력에 대한 판단 착오로 금전적, 시간적, 성능상의 많은 어려움을 겪어왔다. 따라서 미 국방성은 카네기 멜론 대학의 SEI(Software Engineering Institute)를 통하여 소프트웨어 개발능력을 측정하고, 조직의 소프트웨어 프로세스 성숙수준을 결정하기 위한 CMM(Capability Maturity Model)을 개발하였다. 그러나 CMM에 기반을 둔 소프트웨어 프로세스 평가 방법은 외부 전문가를 이용하여 평가하므로, 시간과 비용이 많이 소모되는 방법이다. 따라서 많은 기업에서 이러한 평가를 수행하는데 어려움을 느끼고 있다. 특히, 중ㆍ소규모의 조직에서 사용하기에는, CMM의 평가방법은 너무 복잡하고 추상적이다. 소규모 기업의 경우에 3년여에 걸친 프로세스 향상노력으로 많은 성과가 이루어 졌음에도 불구하고 CMM의 평가방법을 이용한 결과는 1 단계 수준을 벗어나지 못하였다는 사례들이 많이 발표되고 있다 이러한 결과들은 CMM의 평가 방법은 중소 규모 조직에는 적절치 않다는 것을 입증한다. 따라서 중소 규모 기업이나 조직의 소프트웨어 프로세스의 성숙도 평가와 개선을 위한 모델들을 개발하기 위한 노력이 전 세계적으로 광범위하게 펼쳐지고 있다. 본 연구에서는 최근의 모델인 CMMI(Capability Maturity Model Integration)의 소프트웨어 프로세스 영역 분류에 의거해서, 우리나라의 소프트41어의 개발과 취득에 관련된 조직들이 각 프로세스 영역을 얼마나 중요하게 평가하는지, 그리고 해당 영역에서의 기준, 절차 그리고 방법을 문서화시키는 것을 얼마나 중요하게 평가하는지를 조사하였다. 한국의 소프트웨어 개발 관행은 CMM이나 ISO 15504 등에서 바람직한 것으로 제시하고 있는 국제 표준과는 많이 다르며, 나아가서는, 예를 들어, 미국의 일반적인 관행과도 많이 다를 수 있다. 따라서 미국이나 유럽의 대규모 소프트웨어 조직을 위해서 개발된 CMM이나 ISO 15504 등은 우리나라의 중소 규모 소프트웨어 조직에는 특히 부적절할 수 있다 본 연구에서는 우리나라 소프트웨어 조직의 종류, 조직의 규모, 그리고 프로젝트 수행 규모에 따라서 각 소프트웨어 프로세스 영역의 중요도가 어떻게 다른지, 그리고 해당 소프트웨어 프로세스 영역의 기준, 절차 그리고 방법을 문서화시킬 필요성이 어떻게 변하는가를 조사하였다. 본 연구 결과는 우리나라의 소프트웨어 조직들이 프로세스 개선을 위해서 무엇을 정말로 필요로 하는지를 밝힘으로써, 한국 소프트웨어 산업의 현실적인 특수성을 고려한 소프트웨어 프로세스 평가와 개선 모델의 개발을 위한 기초적인 자료를 제공할 것으로 예상된다. 또한, 본 연구 결과는, 우리나라 소프트웨어 조직들이 실제로 무엇을 필요로 하는지를 밝힘으로써, 우리나라의 소프트웨어 산업을 육성하기 위한 실효성 있는 정책 입안을 위한 기초 자료를 제공할 것으로 예상된다.

• The Journal of the Korea Contents Association
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• v.12 no.10
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• pp.439-452
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• 2012

The purpose of this study is to identify the best structural model among CEO's entrepreneurship(innovation proactiveness and risk-taking) in small and medium enterprises, group goal orientation(learning and performance goal orientation) and collective efficacy of employees. The result of verifying the best structural model is as follows. First. it indicated that innovation proactiveness of CEO's entrepreneurship positively affected group learning goal orientation and group performance goal orientation of employees while it did not affect risk-taking. Second, it indicated that group learning goal orientation and group performance goal orientation of employees positively affected collective efficacy. Third, it indicated that CEO's innovation proactiveness positively affected collective efficacy through group goal orientation of employees(learning and performance goal orientation). In this study, we targed 162 CEOs and 486 employees in small and medium enterprises located in Seoul, Gyeonggi and Jeju and applied the reponses of employees to 162 enterprises by using the average value measured in three divisions of each enterprise. We conducted a survey as a study method and conducted covariance structure analysis to verify the study model. Implications of the research are as below. First, we provided academic discussions by expanding the study category of goal orientation with an individual level into a group level. Second, we expanded the study category with individual goal orientation and collective efficacy into group goal orientation. Third, we suggested the possibility of another mechanism's effect between entrepreneurship and collective efficacy.

• Journal of the Korean Society of Marine Environment & Safety
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• v.26 no.7
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• pp.787-797
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• 2020

The marine officer plays a pivotal role in the shipping organization as a professional who performs a complex and diverse function. On the sea, unlike land duty, the possibility of turnover increases due to characteristics such as living in isolated spaces, continuous shift work during a set sailing period, high intensity work tension, stress, and social isolation. In this study, the impact of the organization's civic actions on the intention of turnover as a mediator of organizational immersion was divided into three groups of large companies, small and medium-sized enterprises, and public enterprises to check the differences between each category in a structural manner. Analysis showed that there were statistically significant differences between the groups in loyalty and turnover intention when the sub-factors of organizational commitment and organizational citizen behavior of the marine officer, and the size of turnover intention were included. Organization citizen behavior did not directly affect turnover intention, but when indirect effects were included, there was an effect through loyalty, and relationship-oriented organizational citizen behavior negatively affected turnover intention through loyalty. Excluding public enterprises, the non-standardization path coefficients were -0.229±0.117 and -0.319±0.068, respectively, showing a statistically significant effect in large companies and SMEs. These results indicate that in order to lower the employee turnover intention in large corporations and small and medium-sized shipping companies, it is necessary to consider not only organizational citizen behavior but also measures to increase organizational commitment.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.7 no.1
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• pp.57-66
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• 2012

This paper analyzes the relationships between knowledge-centered culture, learning process, and knowledge/learning outcomes. Knowledge management researches have emphasized the important role of a knowledge-centered culture in venture business. After a literature review, research model is developed and the research hypothesis is made. And then, the hypothesis is tested using regression analysis with data collected from venture firms. The results of the empirical study show that cooperative learning does not strengthen the knowledge outcomes on the autonomy and organizational climate of knowledge-centered culture.

• Journal of Digital Convergence
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• v.16 no.11
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• pp.81-87
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• 2018

Transactional leadership(TL) is to provide constructive feedback to organizational employee's commitment and to engender a positive impact on individuals and organizations. In this respect, this study is to investigate police's TL could positively influence organizational commitment, and is there a mediated effect in this impact empirically. This study based on the analysis on a random sample of police who has worked in Seongnam, Kwangjoo, and Hanam cities. The findings are the follows. (1) Police's TL has a positive effect on followership. (2) Police's TL has a positive effect on employees' commitment highly. (3) Police's followership has a positive effect on employees' commitment highly. (4) Followership has a partial mediated effect to relationship between Police's TL and employees' commitment. In these results, transactional leadership and followership are to verify a critical factor to improve police's organizational commitment.

• 한국IT서비스학회:학술대회논문집
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• 2006.05a
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• pp.489-496
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• 2006

e-비즈니스 시스템 도입시 성공요인에 대한 많은 연구가 진행되어 왔다. 기존의 많은 연구에서 시스템 도입이전, 개발단계 혹은 도입초기의 핵심성공요인에 대한 제안은 많으나 시스템의 도입이후 사용 연한 즉 시스템 연령(system age)이 증가하는 과정에서 단계별 성공요인에 대한 연구는 많지 않은 실정이다. 본 연구는 e-비즈니스 시스템의 핵심성공요인이 시스템 연령의 증가에 따라 달라질 수 있다는 가정 하에 시스템 연령별 성공요인의 변화를 탐색하고자 하였다. 연구를 위한 표현으로 48개 기업을 대상으로 315명의 설문응답 결과를 분석하였다. 대상기업은 e-비즈니스시스템(ERP, SCM, CRM)을 사용 중인 기업으로 하였으며, 시스템 사용자와 개발자를 중심으로 조사를 실시하였다. 시스템 연령 구분은 시스템 도입 후 사용기간이 1년 미만(1기), 1-2년 미만(2기), 2-4년 미만(3기), 4년 이상(4기)으로 구분하여 분석하였다. 분석결과 시스템 연령별 조직의 성과에 유의한 영향을 미치는 요인의 종류가 달라지는 것을 확인하였다. 본 연구의 결과는 기업들이 시스템 도입이후 운영과정에서 시스템 성과를 극대화 하기 위해 역량을 집중해야할 분야가 무엇인지에 대한 시사점을 줄 수 있을 것이다.

• Journal of the Mineralogical Society of Korea
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• v.8 no.1
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• pp.29-36
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• 1995

연옥은 구성광물의 조직, 결합양상 및 화학조성 등에 의해 일반적인 투각섬석과 구분되며, 색, 경도 및 인성 등에 의해 등급과 가치가 달라진다. 본 연구에서는 춘천산 연옥을 대상으로 연옥의 물리적 특성(조직, 경도 및 인성) 등의 연구가 수행되었다. 춘천산 연옥은 구성광물인 투각섬석의 조직, 입도 및 공생광물(불순물)의 특성에 따라 세 가지 유형(유형 I, 유형 II, 유형 III)으로 구분된다. 유형 I은 치밀한 극미립의 초미정질(<5$\mu\textrm{m}$) 투감섬석의 치밀한 집합체로서 구성되며, 유형 II와 유형 III은 미정질(10~30$\mu\textrm{m}$) 및 세립 (>50$\mu\textrm{m}$)의 투각섬석 집합체로서 투휘석, 활석, 녹니석 및 사문석 등이 미량으로 함유된다.연옥을 구성하는 세 유형의 투각섬석의 화학조성은 Fe, Al 성분이 유형 III에서 가장 높은 함량(1.07~1.88wt.% FeO, 1.3~2.59wt.% Al2O3)을 나타내며, 유형 II(0.22~0.37wt.% FeO, 0.66~0.77wt.% Al2O3), 유형 I (0.20~0.24wt.% FeO, 0.05~0.12wt.% Al2O3)의 순으로 감소함을 보이고, SiO2 성분은 유형 I (59.13~59.67 wt.%), 유형 II(58.02~59.40wt.%), 유형 III (57.34~58.63 wt.%)순으로 함량이 낮아짐을 알 수 있다.연옥의 미경도(VHN=311~659)와 파괴인성치(2.38$\times$105~5.62$\times$105 dyne.cm-3/2)는 유형 I, 유형 II, 유형 III의 순으로 낮아진다. 이러한 결과는 조직 및 집합구조의 특성과 밀접한 관계를 갖고 있음을 반영한다.

• Journal of the Korean Society of Food Science and Nutrition
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• v.44 no.9
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• pp.1356-1363
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• 2015

The purpose of this study was to investigate the quality characteristics of instant rice noodles made from rice flour with different harvest times rice processed products. The physicochemical characteristics of three different types of rice flour were investigated, including common rice flour (CRF, harvested in 2012), stored rice flour (SRF, harvested in 2008) and CSRF (CRF mixed with SRF). Instant rice noodles were manufactured with the three types of rice flour, and their quality and sensory characteristics were investigated. The water-binding capacity of rice flour was highest in CSRF. Regarding setback on RVA pasting viscosity, SRF and CSRF showed higher values than CRF. Water absorption after cooking of instant rice noodles was highest in common rice noodles (CON). The volume after cooking of instant rice noodles increased in rice noodles with stored rice flour (SRN). Turbidity of rice noodles using CSRF (CSRN) was higher value than that of CON. In texture properties, CON displayed the highest hardness, adhesiveness, springiness, and chewiness. In the sensory evaluation, overall acceptability values of CON were significantly higher than those of other rice noodles (SRN and CSRN). It was concluded that rice noodles with stored rice flour have increased turbidity with reduced texture and overall preference. This study suggests that addition of CRF may result in significantly increased overall quality of instant rice noodles prepared by SRF.

• Management & Information Systems Review
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• v.33 no.5
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• pp.35-54
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• 2014

This study recognizes the limitation of previous literature regarding ethical leadership, organizational citizenship behavior, and workplace spirituality and develops the research model and hypothetical relationships. The purpose of this study is to investigate the effects of ethical leadership on organizational citizenship and workplace spirituality and test the mediation effect of workplace spirituality on the relationship between ethical leadership and organizational citizenship behavior. The suggested hypothetical relationships were tested with primary data from a sample 367 employees of social enterprises. The main findings of this study are as follows: First, it is found that transparency, contribution, integrity and which are composed factors of ethical leadership have positive influence on organizational citizenship behavior. Second, transparency, contribution, integrity and which are composed factors of ethical leadership have positive influence on workplace spirituality. Third, workplace spirituality have positive influence on organizational citizenship behavior. Fourth, workplace spirituality mediated the relationship of ethical leadership and organizational citizenship behavior. Thus, the hypothesis on the mediating role of workplace spirituality was supported. This study contributes to the understanding of organizational citizenship behavior research by developing an theoretical model, incorporating the role of ethical leadership and workplace spirituality. In conclusion, this study suggests that in the organization developing organizational citizenship behavior, ethical leadership of leader and improving workplace spirituality of employees need to be considered to adopt.

• The Journal of the Convergence on Culture Technology
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• v.10 no.4
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• pp.133-144
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• 2024

The purpose of this study is to enhance the competitiveness of jewelry distribution company by analyzing the effect of workers' motivations on workers' job engagement and workers' job engagement on job satisfaction and organizational commitment.A survey was conducted from October 2023 to November 2023 for workers of jewelry distribution company in Korea. Factor analysis and Regression analysis were performed on the collected 242 questionnaires using the SPSSWIN ver. 18.0 program. As a result of the analysis of this study, first, the intrinsic (enjoyment, challenge, achievement) and extrinsic motives (recognition, rewards, promotion) of jewelry distribution company worker had a positive effect on job engagement (absorption, dedication, vitality). Second, the job engagement of worker had a positive effect on job satisfaction. Third, the job engagement of worker had a positive effect on organizational commitment.