• The Korean Journal of Financial Studies
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• v.3 no.2
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• pp.187-201
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• 1996

IPO주의 단기성과에 대한 연구는 많이 진전이 되었다. 그러나 장기성과에 대한 연구는 아직 미진한 상태이다. IPO주가 단기적으로는 초과수익을 실현한다는데 대하서는 거의 합일점을 찾은 듯하다. 한국 시장의 경우도, IPO주의 장기성과에 대하서는 3편 정도에 그치고 있다. 본 연구는 IPO주의 장기성과와 대주주의 지분변과의 관련성을 검증하는데 초점을 두었다. 실증 결과로는, 기업은 공개시점을 대체로 그 기업의 기업가치의 최대점으로 잡아 공개를 결정한다는 것과 공개후 5개월이란 시점에서 누족초과수익이 가장 정점을 이루며, 21개월 후에 안정을 찾는데는 경향을 알아내었다. 또한 대주주의 지분을 많이 처분하는 기업의 장기성과가 떨어짐을, 그리고 공개후 시간이 지날수록 장기성과가 떨어짐을 조심스럽게 추론할 수가 있었다.

• Korean Journal of Culture and Social Issue
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• v.20 no.3
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• pp.235-262
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• 2014

The purpose of this study was to examine the effect of individual tendency of individualismcollectivism and the type of incentive system on pay satisfaction. Data were collected from 243 workers employed in a variety of organizations and a hierarchical regression and MANOVA was conducted to test hypothesis. The results of regression indicated that the interaction between the type of incentive and tendency of collectivism has positive influence on pay satisfaction. In addition, the results of MANOVA indicated that the interaction between individual tendency of individualismcollectivism and the type of incentive system has significant effect on pay satisfaction Specifically, the tendency of individualism has positive influence on the pay satisfaction under the individual incentive condition. However, the tendency of collectivism has negative influence on the pay satisfaction partially under the individual incentive condition. In addition, the tendency of collectivism has positive influence on the pay satisfaction under the group incentive condition. These results suggest that careful consideration in the organization need to decide for the use of individual incentive system, when we regard the Korean culture as high tendency of collectivism. In other words, individual incentive system may could not provide pay satisfaction to the employees who have high level collectivism. However, to generalize these results, more studies were examined in the future.

• Industry Promotion Research
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• v.1 no.1
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• pp.159-166
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• 2016

The purpose of this study is to present and identify the relationship for the effects of performance-based human resource practices on the organizational effectiveness with focusing on small and medium-sized enterprises around Shandong province of China. The performance-based human resource practice factors include selective employment system, education training system, evaluation system, compensation system and the career promotion ladder opportunity system. As a result, among ten hypotheses, six hypotheses turned out to be the meaningful approaches. In addition there exist some human factors that interfere with the fairness of the evaluation due to the regional and personal factors, assessment system difference among firms. Finally the compensation system and organizational investment for increasing or decreasing will critically affect the enthusiasm of the staff members of firms, and the less invested for thema, the greater the likelihood of their turnovers.

• Journal of Digital Convergence
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• v.16 no.3
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• pp.211-224
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• 2018

The purpose of this study is to examine the factors of performance - based HR system that Korean ICT firms use and to analyze the effect of performance - based HR system on organizational culture. To do this, we conducted literature surveys and set up research models and hypotheses that performance - based personnel systems will affect organizational culture. We also added the moderating effect of LMX on the relationship between these variables. For the empirical analysis, a questionnaire survey was conducted for ICT companies member in Daegu and Kyungbuk area. Multiple regression analysis and hierarchical regression analysis were conducted to test hypotheses. As a result, performance - based personnel system has a significant effect on organizational culture. In particular, we found that LMX has a moderating effect on hierarchical culture and collective culture. These results will contribute to enhance competitiveness and to create new core competencies of ICT firms.

• Journal of Distribution Research
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• v.10 no.3
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• pp.37-58
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• 2005

This study develops and tests a model of benevolence of an importer towards a foreign exporter. The model posits that an importer's benevolence increases business performance of the relationship. The model also posits that the importer's allocentrism, international orientation, and nationalism affect the relationship between benevolence and performance. The survey results with a sample of importers support most of the hypotheses, except for the moderating effect of nationalism Managerial implications are discussed.

• Journal of Gifted/Talented Education
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• v.14 no.2
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• pp.19-47
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• 2004

본 연구의 목적은 구성주의 유아과학프로그램을 만 5세의 유아에게 일정기간 동안 경험하게 한 다음 그러한 경험이 유아의 창의성과 문제해결력에 긍정적인 효과가 있는지 알아보고자 함이다. 이를 위해 만 5세 유아 39명을 대상으로 구성주의 유아과학프로그램이 창이성과 문제해결력에 효과가 있는지 알아 본 결과 본 구성주의 유아과학프로그램을 경험한 유아들은 일반 유아교육기관의 과학프로그램을 경험한 유아들보다 창의성, 과학적 문제해결력이 향상되었으며 성별에 따른 차이 없이 모두 창의성과 문제해결력이 향상되었다. 이상의 연구 결과를 종합해 볼 때, 구성주의 유아과학 프로그램은 유아의 창의성과 문제해결력을 신장시키기 위해 보다 적절하다고 할 수 있다.

• Land and Housing Review
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• v.7 no.3
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• pp.137-145
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• 2016

This study aims to empirically verify the positive impacts of PB(performance-based) HRM on the organizational effectiveness in a public corporation. The independent variables are 'PB staffing', 'PB appraisal', 'PB compensation'. The dependent variables are 'JS(job satisfaction)', 'OC(organizational commitment)'. The results are as follows. 'PB staffing' shows positive impact on both 'JS' and 'OC', but 'PB compensation' doesn't show positive impact on both 'JS' and 'OC'. Also, it is found that both 'PB appraisal' and 'PB compensation' do not show positive impact on 'OC'. 'PB appraisal' shows positive impact on 'JS', though. From the empirical analysis, the positive effects of the PB-HRM on the organizational effectiveness are partially verified. It is thought that these mixed results are originated from the particular situation in which the surveyed corporation is placed. After the merger of the corporation in 2009, even though it has introduced various PB-HRM systems, it has been through a harsh time such as wage freeze and return as measures of business normalization. This organizational situation may influence the verification of effectiveness of the normal PB-HRM.

• 한국사회정책
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• v.24 no.1
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• pp.239-275
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• 2017

The purpose of this study is to explore what social workers experience and how they experience the needs of Meritocracy in the social welfare organization in the neoliberalism.. Therefore, in-depth interviews were conducted with 18 social workers, and I analyzed Colaizzi(1978) in a phenomenological method through collected research materials. As a result, the analysis is integrated in a total of four essential themes. According to the research results, the meritocracy - oriented phenomenon in the social welfare organization was 'paradox of Meritocracy'. Participants were buried in creating "nominal performance without any effectiveness" based on effectiveness and efficiency. Clients were instrumentalized in performance; moreover, they lost contact points with the field. Above all, there was "a reorganization of practices" that contradicted the original values of practice, in which the quality deterioration of service and the connection between organizations were weakened. In addition, the implementation of accountability of social welfare organization, which was intended by Meritocracy, has become a criterion for external evaluation, and the challenge of uncertain result has left a "rigid accountability without discretion." While participants were devoted to making a nominal performance, they failed to be guaranteed by the distinct characteristics of social welfare group. They experienced lost pride of the practitioner in the reality which contained the value of social welfare. However, in spite of this paradox of Meritocracy, participants demonstrated flexibility in order to preserve the original value and reached "a compromise with reality in the identity conflict." Based on the results of the research, I presented the discussion and policy directions.

• Journal of Gifted/Talented Education
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• v.23 no.6
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• pp.965-979
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• 2013

In this paper, we explore how the concepts of fatigue society and self exploitation are related with the gifted and gifted education. Gifted students' burnout are the result of an excess of positivity. The violence of positivity stems from over-producing, over-achieving or over-communicating. Especially, this paper tries to warn gifted students' maladaptive perfectionism, high expectations of themselves and their surroundings, high task commitment, and excessive self criticism could make the gifted the high risk group who burnout themselves in this fatigue society. In addition, it is discussed how the gifted students' suicides are closely related to the issues of fatigue society and self exploitation structurally. Most importantly, we examine that why and how the concept of fatigue society results in ultimate decline of creativity. Finally, we discuss some ways to overcome this over-achieving fatigue society and their implications in the aspects of gifted students' creative lives and products.

• Asia Marketing Journal
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• v.4 no.1
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• pp.25-54
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• 2002

본 연구는 개인주의-집단주의 문화 개념을 도입하여, 타인의 의견이나 집단규범이 내포된 합의정보와 제품의 속성이 나타난 속성정보가 불일치한 상황에 접했을 때 개인의 문화지향성에 따라 정보의 수용과정에 차이가 있는지를 탐구하였다. 본 연구는 접근성-진단성 프레임웍에 근거하여 정보의 수용과정 모델을 개발하고 이를 중국 및 한국의 개별소비자차원에서 검증하였다. 본 연구의 실증분석 결과, 소비자의 개인주의-집단주의 성향에 따라 불일치 정보의 수용과정이 다르게 나타났다. 집단주의 성향의 소비자들은 합의정보의 합의성 지각수준을 높게 지각할수록 합의정보의 집단자아 접근성과 집단동조 진단성 수준이 증가하여 집단의견수용의도가 높아지는 것으로 밝혀졌으며, 속성정보의 속성성 지각수준을 높게 지각할수록 속성정보의 개인자아 접근성과 개인화가치 진단성이 증가하여 개인의견반영의도가 높아지는 것으로 나타났다. 한편, 개인주의성향의 소비자들은 속성정보의 속성성 수준을 높게 지각할수록 개인화가치 진단성 수준이 높아져 개인의견반영의도가 높아지며, 합의정보의 합의성 수준을 높게 지각할수록 집단자아 접근성 수준이 높아져 집단의견수용의도가 높아지는 것으로 나타났다.