• 프린팅코리아
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• v.11 no.12
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• pp.104-107
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• 2012

일진 PMS(주)(대표이사 박경재)는 지난 11월 9일 고모리의 최신 인쇄기술인 H-UV시스템을 탑재한 인쇄기 시연회를 가졌다. 이날 시연회는 고모리 본사 고모리 요시하루 사장, (주)일진PMS 관계자, 인쇄인 등이 참석한 가운데 (주)선명씨앤피와 으뜸프로세스(주)에서 열렸다. H-UV는 최신 건조 시스템으로 앙면인쇄 시연이 채 10분도 걸리지 않았다.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 1998.10a
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• pp.193-196
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• 1998

효율적인 글로벌 생산경영은 각국에 위치한 생산시설을 통제·운영(control)해야 하는 글로벌 기업(다국적기업)에게 중요한 문제가 되고 있다. 각 나라에 위치한 생산시설은 글로벌기업의 생산네트워크를 구성하는데, 효율적인 글로벌 생산경영을 위해서는 이러한 글로벌 생산네트워크가 최적으로 운영되어야 한다. 글로벌기업은 협력·조정 메커니즘(coordination mechanism)을 통하여 이를 달성할 수 있다. 글로벌 협력·조정 메커니즘(global coordination mechanism)이란 글로벌 기업의 본사와 해외자회사 모두의 생산활동에 상호 영향을 미치는 의사결정을 하는데 있어서 서로 협력하고 조정할 수 있도록 해주는 조직적 의사결정지원 시스템의 하나이다. 이는 협력·조정의 영역, 방법, 구조 등 세가지 기본 틀을 살펴봄으로써 이해될 수 있다는 것이 본 논문의 기본 전제이다. 이 논문에서는 한국 글로벌기업의 본사와 해외 자회사간 협력·조정 활동을 분석하여, 해외 자회사의 생산성과를 높이기 위한 효과적인 협력·조정 메커니즘의 결정요소를 파악하고자 한다. 실증분석을 통하여 다음과 같은 가설을 검증한다. (1) 산업의 특성은 협력·조정 메커니즘과 글로벌 생산성과 간의 상호관계에 영향을 미친다. (2) 글로벌기업의 특성(예를 들어, 기업의 글로벌화 정도, 규모)은 협력·조정 메커니즘과 글로벌 생산성과 간의 상호관계에 영향을 미친다. (3) 산업과 기업의 특성을 반영하여 협력·조정 메커니즘의 구성요소 (협력·조정 영역, 방법, 및 구조) 간의 적합성(fit)이 이루어졌을 때 글로벌 생산성과는 가장 높다.

• International Commerce and Information Review
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• v.15 no.4
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• pp.481-508
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• 2013

The purpose of this study is to research the specific ways of successful localization by analyzing the success and failures case for localization through the theoretical background and the strategic models of localization. The strategic models of localization are divided by management aspects such as the localization of production and sourcing, the localization of human resources, the localization of marketing, the localization of R&D, harmonious relationship with the local community and authority transfer between headquarters and local subsidiaries. And the specific measures of the successful localization are proposed within the framework of the strategic models by comparing and analyzing the success and failures case for localization of individual companies operating in Indonesia. The results indicate that there are successful companies which develop a suitable products for the local climate and failed automobile company which is weak for assembly of complete vehicle in terms of localization of production and sourcing. In case of localization of human resources, most companies recognize the importance of this part and endeavor to secure superior human resource through a related education. It is found that most of the companies perform R & D in their native country. In part of a harmonious relationship with the local community, Korean companies should contribute to the community and be friendly with local residents and make a good image of the company focusing on the cultural environment. In aspect of authority transfer between headquarters and local subsidiaries, there is a tendency to be determined by the head office rather than the joint participation. In the future, in order for Korean enterprise to be successful one in Indonesia market, a highly interdependent and complex forms between headquarters and local subsidiaries shall be performed and an active exchange of information and the selection of best talent regardless of nationality shall be promoted.

• 프린팅코리아
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• v.13 no.10
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• pp.93-93
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• 2014

(주)리코코리아(대표이사 사카이 하루히사)와 한국하이델베르그(주)(대표이사 김범식)가 지난 8월 28일 서초동 리코코리아 본사에서 '리코 디지털 인쇄기와 하이델베르그 솔루션의 만남'이란 주제로 공동행사를 개최했다. 인쇄 산업 분야에서 활발한 협력관계를 이루고 있는 하이델베르그와 리코는 이날 행사에서 행사의 제품과 솔루션을 소개하고, 리코의 차세대 디지털 인쇄기인 '리코 프로 C751EX'가 하이델베르그의 '프리넥 워크플로'를 통해 어떻게 오프셋인쇄 품질을 구현하는지 직접 시연을 통해 선보였다.

• Product Safety
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• no.11 s.155
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• pp.46-47
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• 2006

처음 (주)올팩을 방문했을 때의 느낌은 무엇인가 생동감 있게 살아서 움직이고 있다는 것이었다. 기존의 중소기업과는 달리 제품전시장을 본사내에 설치해 방문하는 관계자 및 바이어들에게 회사제품을 직접 눈으로 보고 시연할 수 있도록 유도하고 있었다. (주)올팩의 대표이사인 장곤진 대표 역시 그 느낌과 다르지 않음을 인터뷰의 시작부터 느낄 수 있었다. 장대표가 넘겨준 명함에는 (주)올팩의 회사 경영이념인 ‘푸른환경, 밝은미래, 상호신뢰’라는 문구가 선명하게 적혀있었다. 이것으로 (주)올팩이 지향하는 목표를 한눈에 알 수 있었다. 제품을 제조하고 판매함에 있어서 단순히 매출신장에 목표를 둔 것이 아닌 건강과 친환경적인 제품으로 소비자에게 다가가겠다는 굳은 의지가 보이는 듯 했다.

• Proceedings of the Korean Society of Disaster Information Conference
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• 2022.10a
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• pp.241-242
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• 2022

산업안전보건 관계법령의 강화와 중대재해처벌법의 시행으로 기존의 안전보건기준의 준수 개념에서 안전보건관리체계 구축으로 대한민국의 안전보건 패러다임이 바뀌었지만 안전보건경영시스템에 대한 접근은 인증항목별 구축의 관점에서만 접근이 이루어지고 실질적으로 시스템을 운영하는 사람을 중심으로한 접근은 미약하여 안전보건경영시스템 인증항목을 세부지표로 개발하여 본사와 현장 조직구성원들에게 설문을 통한 성과측정으로 건설관리자들의 안전보건경영시스템에 대한 인식수준을 파악하고자 함.

• Korean Journal of Human Ecology
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• v.21 no.2
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• pp.269-284
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• 2012

The main purpose of this study was to investigate factors affecting performance of casual wear franchise stores including franchiser support and social network between owners/managers. The study included the franchise stores of 55 casual wear brands located in Seoul, Incheon and Gyeonggi-do. In each store, one manager, owner or staff member with management responsibility was asked to fill out a questionnaire. A total of 184 questionnaires were collected with 165 used in the final analysis. The results showed that franchiser support consisted of educational support, marketing support and customer support. Path analysis indicated that only the educational support had a significant influence on the franchiser-franchise relationship, and in turn, the franchiser-franchise relationship positively influenced customer performance. Marketing support did not have a significant influence on the franchiser-franchise relationship, but did demonstrate a direct influence on customer performance. Social networks positively influenced customer performance, and there was significant a correlation between regions and social networks on customer performance. Sales performance was significantly influenced by customer performance.

• International Area Studies Review
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• v.15 no.1
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• pp.425-446
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• 2011

There has been a conventional wisdom that a higher level of autonomy of a foreign subsidiary could lead to a higher level of subsidiary performance. Most MNCs seeking for managing localization efficiently followed this wisdom. But there has been no empirical evidence so far in academic journal that there is a clear positive relationship between subsidiary autonomy and performance. Recently most MNCs are trying to pursue a global strategy for managing foreign sudsidiaries, in which the coordination role of parent company is essential. For the MNCs seeking global strategy the coordination role of the parent and subsidiary autonomy appears to have a trade off relationship. It is uncertain in the situation that the positive relationship between subsidiary autonomy and performance is still effective. Therefore the purpose of the study is to provide an empirical evidence of the the hypothesis that there is a positive relationship between subsidiary autonomy and performance, The study utilized the questionaire survey of Korean subsidiaries of MNCs. The empirical results of the study showed the significant positive relationship between two variables, which is cinsistent to the hypotheses.

• Journal of Distribution Science
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• v.4 no.1
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• pp.141-160
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• 2006

The esthetic center skips over the dimension of simply theoretical knowledge by the specialization, segmentation, and gentrification and the importance of the technical education which introduced into the spot experienceis raising its head. And the esthetic center's importance which copes with the environment changing actively is being cognized. The franchisee system of esthetic shows that while the domestic market is opened, the appearance of foreign famous brand-centered is increasing rapidly. According to this kind of trend, every kind of mediums will not stop the classified ad of franchisee and it will be recognized as the promising sector. Especially, the situation of franchisee is that franchisors and franchisees in the limited relationship and just plan the growth, so the success possibly can be very high. The diffusion of franchisee system and the study about the franchisee are developed on the diverse view points. But still now, the study is just formed from the enterprise's success and the franchisors view point, the study about the franchisees dimension is very small. But it is also very important to exam the decision factors of franchisees success because the franchisors result of franchisee system will come out with franchisee performance totally. In this paper, it will actually proof if the decisive factors that exert influence on the franchisee performance in the franchisee dimension, exert influence on the franchisee performance in substance; and exam what kind of relationship the franchisee performance have with the franchisors and recontract intention. According to this, we can draw out the rest decision factors of improving the franchisee performance, and also show the strategic implication of franchisee efficient marketing.

• Journal of the Korean Society of Food Science and Nutrition
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• v.36 no.4
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• pp.488-498
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• 2007

The purposes of this study were to: a) provide evidences concerning the effects of emotional leadership b) examine the impacts of emotional leadership on employee-related variables, 'job satisfaction', 'organizational commitment', 'organizational performance' and 'turnover intention', and c) identify a conceptual framework underlying emotional leadership. A survey was conducted from August 23 to November 3, 2005 to collect data from mid-level managers in food service company headquarters (N=219). Statistical analyses were completed using SPSS Win (12.0) for descriptive, reliability, factor and correlation analyses and AMOS (5.0) for confirmatory factor analysis and structural equation modeling. The main results of this study were as follows. First, the managers gave the highest point to their leaders in the emotional leadership competence 'organizational awareness : reading the currents, decision networks, and politics at the organizational level' and gave the lowest point in the emotional leadership competence 'influence: wielding effective tactics for persuasion'. Second, the means of job satisfaction was above the midpoint (3 points). Employees' job satisfaction with 'coworkers' was relatively high. However, the extents of satisfaction with 'payroll' 'promotion', and 'work environment' were relatively low. Third, the organizational commitment was above the midpoint (3 points). In the organizational commitment, 'loyalty' factor was higher than 'commitment' factor. Fourth, the means of organizational performance was above the midpoint. The highest organizational performance variable was 'internal efficiency; trying to reduce cost' and the lowest organizational performance variable was 'internal fairness ; equitable treatment and all are treated with respect with no regard to status and grade'. Fifth, most respondents intended on 'thinking of quitting ; towards turnover process'. Sixth, the test of hypothesis using structural equation modeling found that emotional leadership produced p[Isitive effects on job attitude and job performance. Emotional leadership enhanced job satisfaction and organizational commitment, and in turn, employees' attitude positive effects on organizational performance; emotional leadership also had a direct impact on organizational performance