• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.13 no.2
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• pp.1-13
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• 2018

This study examines the relationship between the organizational general characteristics (industry, size, location, development stage, and company age) and success factors of Korean venture firms using secondary data. Among the industries with the highest sales figures in 2016 are food / fiber / (non) metals, and the smallest category was software development. The sectors with the highest net profit were computer / semiconductor / electronic components, and the smallest category was telecommunication equipment / broadcasting equipment. The industries with the largest sales growth rate are IT / broadcasting services and software development. The industries with the highest net profit margin of sales are energy / medical / precision, and the smallest is telecommunication equipment / broadcasting equipment. In terms of the number of employees, venture firms with more than 100 employees have the largest sales and net profit, with employees between 1 and 9 have the smallest. However, these results are predictable. In general, the number of employees is highly correlated with sales and net profit. Rather, the sales growth rate and the net profit margin of sales may be meaningful. In particular, with employees between 50 ~ 99, the growth rate of sales and the net profit margin of sales were high. In terms of location, Seoul / Incheon / Gyeonggi were the regions with the highest sales and Daejeon / Sejong / Chungcheong / Gangwon were the least regions. Gwangju / Jeolla / Jeju and Seoul / Incheon / Gyeonggi were almost similar in the areas with the largest net profit. However, Daejeon / Sejong / Chungcheong / Gangwon had the lowest net profit. Unusually, the areas with the highest sales growth rate and the highest net profit margin of sales were Gwangju / Jeolla / Jeju, and the smallest areas were Busan / Jeonnam / Ulsan In the relationship between the stage of development and the performance of the company, the sales of maturity and decline stages were the highest and establishing stage was the lowest. Net profit was also the highest in mature stage and the smallest in establishing stage. The sales growth rate shows a typical pattern in the order of establishing stage, early growth stage, high growth stage, maturity stage, and decline stage. In terms of business performance, sales and net profit are the highest with 21 years or more of company age, and the smallest is less than 3 years. In addition, the sales growth rate was the highest in three years or less, and the net profit margin of sales was the highest in 4 to 10 years. This study can present lots of useful implications by suggesting integrated research model and examining the success factors of Korean venture firms and presenting the application methods of secondary data in analyzing the current status of venture industry in Korea.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.7 no.4
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• pp.123-130
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• 2012

The automobile industry has been rapidly developing and the manufacturers in Korea as well as auto makers in other advanced countries are putting every ounce of their energies in securing their competitive edges in technology and in marketing. To that purpose, each company focuses on (i) reducing costs and (ii) improving productivity. We believe that the improved productivity can be capitalized by a set of various factors including improved organization-internal environment and employees' job satisfaction. The present research aims to identify how the internal elements contribute and lead to improved productivity. The present paper is a report of an empirical survey performed to 161 employees working in small and medium-sized firms in the automobile industry. After testing reliability and validity of the collected data, we have performed structural equation analysis using Amos of SPSS and tested a set of research hypotheses and models. The reported results will clarify the factors that influence productivity and job satisfaction and also shed light on the directions for strategic polices to keep up with the ever changing climate of the industry.

• The Journal of the Korea Contents Association
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• v.22 no.4
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• pp.379-402
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• 2022

The purpose of this study was to verify the effectiveness of the employee metacognition and it's positive effect on employee agility. Also it aims to investigate the mechanism through the cascading multi-mediating effect through the role breadth self-efficacy and learning agility in such a relationship. In order to solve the common-method bias, independent and dependent variables were measured with time lag, and the relationship between variables was clearly verified by applying the position and the length of time worked with the supervisor as control variables. In testing the hypothesis, 478 questionnaires collected from whom worked at the company has more than 300 office workers in various industries were analyzed. As the result, firstly metacognition had a significant positive(+) effect on employee agility. Second, role breadth self-efficacy was found to positively mediate the relationship between metacognition and employee agility. Third, learning agility was found to mediate metacognition and employee agility positively(+). Fourth, metacognition serially mediates role breadth self-efficacy and learning agility, and the positive(+) effect on employee agility was verified. In addition, metacognition had a greater effect on member agility when passing through role breadth self-efficacy and learning agility rather than the direct effect on employee agility.

• Journal of the Society of Disaster Information
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• v.19 no.3
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• pp.597-607
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• 2023

Purpose: The Ministry of Employment and Labor has been working hard to ensure the safety of workers due to heavy rain during natural disasters as the responsible ministry in charge of preventing industrial accidents and health problems for workers. Accordingly, the Ministry of Employment and Labor intends to analyze actual cases of responding to heavy rain disasters and suggest ways to improve the response system. Method: An emergency response system implemented to respond to heavy rain disasters with an internal expert group composed of those in charge of disaster work at headquarters, local government offices, and Korea Occupational Safety and Health Agency, and an external expert group composed of professors, consulting representatives, and disaster managers from other ministries. Contents on self-inspection by industry, workplace inspection, use of serious siren, safety management and restoration work guidance were reviewed. Result: First of all, it is necessary to check the regular contact system from time to time, and it is also necessary to prepare and distribute detailed self-checklists for each industry. In addition, it is necessary to check the implementation of self-inspection when inspecting workplaces, and it seems necessary to have measures to increase the readability of information notified through serious disaster sirens. In addition, since safety work is done in the form of a contract, it seems necessary to prepare specific safety guidelines. Conclusion: In order to protect the lives of workers due to seasonal harm and risk factors, unlike the passive coping methods of the past, abnormal weather should not be regarded as an unexpected situation, and it should be actively and preemptively responding beyond the conventional framework.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.18 no.2
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• pp.113-126
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• 2023

In this study, a total of two hypotheses were established and tested to find out how entrepreneurship in manufacturing SMEs affects organizational effectiveness through technological innovation. The key results of this paper are as follows. First, it was confirmed that innovativeness, a component of entrepreneurship, did not affect organizational commitment, but it did affect job satisfaction. On the other hand, it was confirmed that proactiveness and risk-taking did not affect both job satisfaction and organizational commitment. Second, process innovation played a mediating role in the relationship between innovativeness and job satisfaction, proactiveness and job satisfaction, and proactiveness and organizational commitment. However, it was confirmed that product innovation did not play a mediating role at all in the relationship between the components of entrepreneurship and the components of organizational effectiveness. This study provided academic and practical implications by identifying the antecedent factors that affect the organizational effectiveness of manufacturing SMEs. From an academic point of view, previous studies did not differentiate by industry or mainly selected and studied sample subjects from industries such as IT, hotel, service, and tourism. However, this study investigated how entrepreneurship affects organizational effectiveness through technological innovation targeting manufacturing SMEs, and provides the research results. In addition, from a practical point of view, manufacturing SMEs need to make efforts to improve workers' proactiveness, innovativeness, and process innovation capabilities in order to improve workers' job satisfaction and organizational commitment.

• The Journal of the Korea Contents Association
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• v.20 no.10
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• pp.593-614
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• 2020

The purpose of this study is to find out how positive feedback affects job satisfaction and empirically validate, in the process, the mediation effect of intrinsic motivation and the moderating effect of LMX. For this study, data was gathered on 345 out of total 396 members of domestic organizations in various industries, on whom we conducted a survey, and we reviewed the validity of our survey by means of confirmatory factor analysis, performed based on SPSS 25.0 AMOS 25.0, and confirmed correlations, and mediating and moderating roles existing among variables using Process Macro 3.0. As a result, it was verified that organizational members' positive feedback positively affects their intrinsic motivation and job satisfaction. In this study, it is validated that organizational member's intrinsic motivation has a positive influence on job satisfaction and positive mediation effect exists between them. Also, LMX has a positive moderating role for positive feedback and intrinsic motivation, and organizational member's intrinsic motivation revealed that it has a LMX-moderated positive mediation effect on positive feedback and job satisfaction. The implications of these findings are first, positive feedback, an issue these days in corporate organizations, produces intrinsic motivation of organization members and raises their job satisfaction. Furthermore, organizational members' intrinsic motivation is triggered by their leader's positive feedback when they are more in a good relationship. Lastly, given that job satisfaction of organizational members matters for organizational performance and human resource development, we can get a practical implication that we should nurture the capabilities of a leader through various education methods as we must provide an adequate positive feedback as one of the multiple ways that help improving the job satisfaction of organizational members.

• The Korean Journal of Financial Studies
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• v.9 no.1
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• pp.245-268
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• 2003

전통적인 방법에 의한 PER는 단순히 그 지표의 일반적인 높고 낮음에 따라 소위 '저평가 종목'이라는 이름으로 투자자들에게 추천되고 있다. 그러나 이런 방법은 개별기업의 구체적 내용을 정확하고 종합적으로 고려하지 못하고 있다. 본 연구는 전통적인 방법으로 사용되는 PER지표의 문제점을 개선코자 배당평가 모형으로부터 도출한 PER지표의 구성요소들을 독립변수로 활용 회귀분석을 했다. 그리고 이를 근거로 이론 지표를 만든 후, 그 이론 지표를 투자의사결정에 적용하였을 때의 유효성을 검증했다. PER지표를 구성하는 독립변수는 Kisor & Whitbeck(1963), Malkiel & Cragg(1970), A. Damodaran(1996)에 의해 연구된 것을 원용, PER지표의 구성요소들로 기업의 배당성향, 이익 성장을, 그리고 위험변수로서의 베타계수를 선정했다. 투자성과는 포트폴리오 투자가 일반적인 현실을 감안해 가치가중수익률을 사용한 포트폴리오의 투자성과를 측정했고, 표본은 국내 거래소 시장에 1991년부터 2001년까지 계속 상장된 금융업종을 제외한 전종목을 대상으로 했다. 실증분석에 사용된 기간은 1997년부터 2001년까지 5년 동안의 자료이며, 투자성과를 검증하기 위한 검증모형으로 위험 프리미엄 모형을 사용했다. 먼저 동 분석기간 중 전통적인 방법에 의한 PER효과는 나타나지 않았고, 아울러 기업규모 효과도 찾을 수 없었다. 그러나 회귀분석을 통해 구해진 이론 지표를 활용할 경우, 이론 지표에 비해 시장 지표가 과소 평가된 그룹이 과대 평가된 그룹과 비교할 때 투자성과가 더 우수한 것으로 나타났다. 또한 이론 지표를 통해 PER수준이 낮아짐에 따라 투자성과가 더 높아지는 PER효과도 발견됐다. 이와 같이 이론 지표에 의해 나타나는 PER효과는 기업규모 효과와는 독립적인 것으로 보인다. 외환위기 이후 우리시장에 나타난 차별화 장세 속에 아직도 PER효과나 기업규모 효과와 같은 시장이례 현상이 존재하는지는 관심의 대상이 됐다고 본다. 본 연구에 의하면 기업규모 효과와는 별개의 PER효과가 여전히 존재하며, 다만 이 PER 효과는 전통적 의미의 일반적으로 낮은 PER종목이 초과수익률을 내는 것이 아니라, 기업규모가 크더라도 그 기업의 개별특성을 고려했을 때 이와 비교해 상대적으로 PER가 낮은 종목에 투자하면 초과수익을 낼 수 있음을 의미한다.

• Environmental and Resource Economics Review
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• v.12 no.2
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• pp.347-382
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• 2003

The paper presents available options that Korea can adopt in an effort to promote eco-industrial development in a near future. What is missing and the reasons why Korea is behind the other countries in the area are: 1) Lack of holistic view and the integrated approach toward economy and environment in policy implementation, 2) Lack of understanding, among entrepreneurs, of the concept of productivity per input resource, and the fact that not only labor and capital productivity but also the total productivity enhancement is vital for industry's competitive edge; There has been no driving force in the market to develop economies of system integration to turn industrial wastes to valuable input resources, 3) Unsupportive regulatory system regarding the trade of by products, and 4) Lack of financing and incentive mechanism. 5) Lack of information forum. Regulatory reform should be taken for the direction that in effect increase the price of disposal and motivate firms to seek symbiotic relationship with other firms, and facilitate trade by-product between firms. Financing and incentive mechanism should be introduced in order for the industry to find easy access to the opportunities for organizing the network to transform wastes in negative value to the value added resources. Also information network should be established to provide a market for by-product exchange and public education to improve industry's environmental performance.

• Industry Promotion Research
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• v.1 no.1
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• pp.65-70
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• 2016

This study verified the effect of charismatic leadership on motivation to learn and the moderating effect of level of building learning organization in learning organization support project. Survey was conducted for manufacture company participating in learning organization support project. Charismatic Leadership positively affected motivation to learn, specifically vision-related behaviors positively affected task value. At the same time, the moderating effect of level of building learning organization was verified and specifically personal mastery and team learning moderated the effect of charismatic leadership on motivation to learn. This study results provided academic and practical implications for operating successful learning organization of company.

• The Journal of the Korea Contents Association
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• v.19 no.8
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• pp.453-464
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• 2019

This study was to draw some managerial implications by examining the role of content career plateau, an individual's perception that one's own career is stagnated, in the relationship between the members' perception on HR practices and organizational commitment/turnover intention. The result showed that the perception on education/training practices has positive influence on organizational commitment, and a negative effect on turnover intention and career plateau. However, the perception on evaluation/compensation was shown to have no direct impact either on organizational commitment or on turnover intention. In addition, career plateau served as a partial mediator only between the perception on education/training practices and the attitudinal variables. Based on the results, some managerial/practical implications and suggestions for future research on career plateau are discussed.