• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.4
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• pp.205-218
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• 2022

A social enterprise is an enterprise that pursues a social purpose with financial resources obtained through its own profit-making activities.. In a rapidly changing market environment, it is becoming increasingly difficult for social enterprises to maintain sustainability. Due to the poor and limited resources of social enterprises, the core competency of human resources is the most important point. In order for social enterprises to maintain their sustainability, it is very urgent to create conditions so that workers can stably commit themselves in their work. Therefore, this study tried to increase the sustainability of social enterprises by empirically analyzing the factors that affect job commitment among workers of social enterprises. As factors affecting job commitment, job fit and organizational justice factors were derived. In addition, the moderating effect of emotional leadership was also analyzed in the relationship between them. For this, a questionnaire survey was conducted on employees of social enterprises and 260 valid samples were used for the analysis. The empirical analysis results were as follows. Job knowledge, job skill, job experience, job desire as sub-factors of job fit, and distributive justice, procedural justice, which were sub-factors of organizational justice, had a significant positive (+) effect on job commitment. The impact of influence was in the order of procedural justice, job experience, job desire, distributive justice, job skill, and job knowledge. On the other hand, the significance of interactional justice was not tested. Emotional leadership was analyzed to play a moderating role between job knowledge, job skill, job desire, distributive justice, procedural justice and job commitment. However, moderating effect were not tested between job experience, interactional justice and job commitment. The results of this empirical study expanded the scope of existing job-related studies by empirically analyzing the factors affecting job commitment within the category of social enterprises at the academic level. At the psychological level, job experience was found to be one of the most important factors among various influencing factors. Significant implications necessary for future training for workers and implementation of various systems were presented.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.8 no.3
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• pp.189-204
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• 2013

Today, politics, economy and technique in the world are rapidly changed. To respond to these changes public institutions as well as government and corporate try to change themselves and to adapt these situation and environment. Total payroll costs system which is one of critical methods to adapt changing world began to introduce in 2004 for public services in Korea. After exhibition and enforcement, all education administration in Korea adopted this system in 2013. This study focus on how total payroll costs system can be successfully controled and utilized, and who this system increase organizational effectiveness and efficacy in public services. Organizational members' effort, perspective, attitude and behavior are most important factors for organizational change and new option. Organizational change and adaptation always involve members' change and adaptation, so this study emphasizes on members' perspective and attitude on total payroll costs system. As a result, distribution justice, procedure justice, and receptivity about total payroll costs system are related to organizational performance such as job satisfaction and organizational commitment. This means organizational members' perspective(distribution justice and procedure justice) and attitude(receptivity) are most crucial factors for effectiveness and efficacy of total payroll costs system. Furthermore with distribution justice, procedure justice and receptivity, total payroll costs system would increase members' job satisfaction and organizational commitment. To sum up, members' perspective and attitude are most important factors for change, thus for success of total payroll costs system, we should understand how people are critical, especially their distribution justice, procedure justice, and receptivity; and also how total payroll costs system are valuable system; and how we can control and handle this system.

• The KIPS Transactions:PartA
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• v.14A no.7
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• pp.451-456
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• 2007

In this paper, we regard computer systems as heterogeneous multi-server systems and propose a cumulative fair scheduling scheme that pursues long-term fairness. GPS(generalized processor sharing)-based scheduling algorithms, which are usually employed in single-server systems, distribute available capacity in an instantaneous manner. However, applying them to heterogeneous multi-server systems may cause unfairness, since they may not prevent the accumulation of scheduling delays and the extra capacities are distributed in an instantaneous manner. In our scheme, long-term fairness is pursued by proper distribution of extra capacities while guaranteeing reserved capacities. A reference capacity model to determine the ideal progresses of applications is derived from long-term observations, and the scheduler makes the applications gradually follow the ideal progresses while guaranteeing their reserved capacities. A heuristic scheduling algorithm is proposed and the scheme is examined by simulation.

• Journal of Digital Convergence
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• v.16 no.2
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• pp.117-126
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• 2018

The threat to information security is growing globally. To this, organizations are increasing the weight of adapting and operating the more specialized information security policy and system. Information security requires participation from the employees who execute the security system and policy, and to increase the level of organization's internal security, requires organization's systematic support to improve employees' information security compliance intention. This research finds the mechanism for improving employee's information security compliance intention by applying justice theory and goal setting theory in information security. We use structural equation modeling to verify the research hypothesis, and conducted a survey on the employees of organization with information security policy. In other words, this research performs verification of the research model based hypothesis which claims that security policy goal setting has positive influence on employee's level of security related justice recognition, and claims that justice has positive influence on compliance intention. The object of study is the employees of the organization that adapts information security policy, and 383 valid samples were collected via survey. Structural equation modeling was performed to verify the research hypothesis. The result shows that security policy goal factor (goal difficulty, goal specificity) improves employee's security related justice recognition, and that security related justice (distribution, process, and information justice) has positive influence on compliance intention. The result suggests the strategic approach directions for improving employees' compliance intention on organization's security policy.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.12 no.3
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• pp.107-117
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• 2017

Entrepreneurship is a means of improving national competitiveness that can expand the industry quantitatively and qualitatively based on new technologies and ideas. As a result, we are implementing a nationwide initiative support policy around the world. It leads to actual results and grows into a global company. It also has the advantage of being able to produce potential creative people through support for startups. In order to cultivate talented people suitable for startup in Korea, Venture For Korea, the internship program is being carried out with the aim of strengthening basic capabilities and establishing an exchange with existing companies. The purpose of this study is to verify the effectiveness of the system by using justice theory among the interns of the startup internship. In order to improve the accuracy of the study, the survey was done by a complete enumeration and the results were analyzed through Smart PLS 2.0. As a result of the analysis, the distributive justice and interactional justice among the fairness variables have a positive effect on the expectancy effect, and the expectancy effect has a positive effect on the satisfaction. However, procedural justice did not appear to have an effect on expectancy effects. This is because it's been only two years after the start of the internship program, and it seems to reflect the lack of consensus about the process among the stakeholders (enterprise, pre-entrepreneur, the government) related to the system. The results of this study are meaningful in that it deduces the insufficient part of the startup internship based on the justice theory. In other words, in order to increase the policy effect of the startup internship, it is necessary not only to emphasize only the purpose, but also to establish a policy direction complementing the procedural aspect.

• Proceedings of the Korean Society of Broadcast Engineers Conference
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• 2012.07a
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• pp.368-370
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• 2012

본 논문에서는 이중 홉 무선 네트워크에서 누적분포함수(cumulative distribution function) 기반 중계기 선택 기법을 제안한다. 제안된 기법은 수신 신호대잡음비(signal-to-noise ratio)의 누적분포함수 값에 따라 중계기를 선택한다. 본 논문에서는 제안한 기법의 중계기 공정성에 대한 분석을 통해 제안된 기법이 엄격하게 공정성을 달성할 수 있음을 보인다. 그리고 모의 실험에서는 round-robin 기법과 기회적 중계 기법을 제안된 기법과 총 타임 슬롯에 대한 각 중계기별 타임 슬롯 분배율, 평균 공정성, 불능확률 비교를 통해 제안된 기법이 엄격하게 공정성을 달성하는 것과, 기회적 중계 기법과 거의 동일한 기울기로 불능확률이 떨어지는 것을 확인한다.

• Proceedings of the Korean Society of Precision Engineering Conference
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• 2004.05a
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• pp.232-232
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• 2004

최근 초고속 광통신 시스템이 발달함에 따라, 광통신 시스템 및 초고속 광통신 시스템의 핵심 부품인 평면도파로형 분배기(Splitter) 및 결합기(Coupler), 파장분할 다중화소자(WDM), AWG(Arrayed Wave Guide) 필터와 같은 소자부품 수요가 급격히 늘고 있다. 그러나 이러한 소자를 생산하는 공정은 수공적인 방법에 의존하여 생산성 향상을 위한 자동화에 대한 요구가 시급하다 특히 소자(Devices)와 광섬유(Optical fiber) 사이의 광학적인 정렬(Alignment)과 접속(Attachment) 공정은 부품 성능 및 생산성 향상, 그리고 비용절감을 위한 가장 핵심적인 문제로 대두되고 있다.(중략)

• Science of Emotion and Sensibility
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• v.26 no.2
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• pp.67-84
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• 2023

Gender diversity policies aim to reduce institutional discrimination in a male-dominated society and the underutilization of women in terms of the economy. Extant gender diversity literature has focused on gender diversity policies premised on women being treated as a minority. However, since women-centered occupational groups do exist, women cannot be considered an absolute minority. Therefore, we explored the gender difference in job seekers' reactions to a diversity policy favorable to men. The experiment divided participants into 2 (Gender: Male, Female) × 2 (Diversity: Favorable, Unfavorable), canvassing 329 college students (156 male, 173 female). Participants evaluated the organizational justice and organizational attractiveness of the virtual company by looking at the diversity cues presented in the job posting seeking new employees. As a result, it was confirmed that if the diversity cues presented in the job posting were favorable (vs. unfavorable) to the individual, the organization's distribution justice and procedural justice perceptions were generated differently according to the gender of the job seeker. Moreover, female job seekers perceived distribution justice and procedural justice as higher than male job seekers when they encountered diversity cues that were favorable (vs. unfavorable) to them. In addition, the relationship between diversity cues and organizational attractiveness was mediated by the perception of organizational justice, and this mediating effect was moderated by gender. For women, on the one hand, the mediating effect through the perception of distributive justice and procedural justice was significant in the relationship between diversity cues and organizational attractiveness. On the other hand, the mediating effect alone through the perception of procedural justice was significant for men. Our findings suggest that identical diversity managements are distinguished by individuals' social status or affiliation and may even result in differentiated behaviors.

• Journal of Industrial Convergence
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• v.5 no.1
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• pp.61-85
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• 2007

The purpose of this study is to examine the relationship between justice factors and organization support. The empirical results have indicated that the justice factors affect on the pay satisfaction and organization support have moderate effect on the relationship of justice and pay satisfaction. Implications and limitations are discussed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.7648-7655
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• 2015

Nursing service quality can vary depending on the work attitude and behavior of nurses. Nursing attitude and behavior that can be described as voluntary and proactive organizational citizenship behavior(OCB). OCB affects the work performance of nurses in clinical practice is very important and organizational justice is an important influencing factors of OCB. The purpose of this study was to determine the influential factors of organizational justice on OCB of nurses. The descriptive-correlational method was applied. The study was carried out less than a 500-bed hospital. Participants of the study included 230 nurses working in secondary hospitals. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient and multiple regression with the 18.0 SPSS/Window program. Considering the components of organizational justice, there was a significant positive correlation(r=.172~.540, p=.000) between OCB and distributive, procedural and interactional justice. Also, Total organizational justice explained 29.1% of total OCB with influencing factor (${\beta}$=.540) and was statistically significant(F=93.777, p=.000). The influencing factors to OCB were distributive justice(${\beta}$=.283) and interactional justice(${\beta}$=.249) except procedural justice. The findings suggest that strategies of nursing management are needed to focus on distributive justice for compensation and interactional justice for social relationship in order to induce nurses' organizational citizenship behavior.