• Management & Information Systems Review
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• v.38 no.1
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• pp.225-239
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• 2019

In order for a company to grow through technological innovation, technological innovation capacity to support technological innovation is more important than anything else. In addition, the technology commercialization process can not be ignored in order to lead to the improvement of the business performance. In this context, this study analyzed the impact of firm's technological innovation capacity on business performance and tried to analyze whether technological innovation capacity has a moderating effect on technological innovation capacity. To analyze the purpose of this study, we collect data through questionnaires of small and medium venture companies located in the southeast region of korea. The results of multiple regression analysis based on 132 collected company survey data are summarized as follows. First, Technology innovation capacity has a positive effect on business performance. Specifically, companies with well-equipped R&D capabilities, technology accumulation capabilities, and technology innovation systems showed higher business performance(market competitiveness, business growth potential, and business profitability). Second, technology commercialization capacity has a positive effect on the effect of technological innovation capacity on business performance. This result implies that a company with a good technical commercialization capability increases the positive influence of technological innovation capacity on business performance. The results of this study suggest that it is important to systematically manage the technology commercialization capacity in order to generate business performance through technological innovation.

• (The)Korea Educational Review
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• v.23 no.1
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• pp.5-33
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• 2017

The purpose of this study is to analyze leading teachers' opinions on key competencies and subject competencies presented in the 2015 revised national curriculum and to draw implications for competency-based curriculum development and implementation. The research findings show that leading teachers are generally positive about the introduction of key competencies, subject competencies setting and its feasibility and recognize that the key competencies are highly related to the subject competencies of each subject. However, it is judged that the key competencies and subject competencies are not embodied well in every aspect of the curriculum documents. They also recognize that in the practice of competency education, supporting the development of teachers' ability to conduct student-centered classes in a culture that enables voluntary research efforts of the teacher community can be the biggest issue rather than external support such as development of competency-centered textbooks or consulting and supervision. Finally, we propose the need for support and policy that enable voluntary efforts for interdisciplinary cooperation and strengthening teacher capacity rather than developing competency-centered textbooks; specification of competency education in educational content, pedagogical methods and assessment; reconsideration of subject competencies setting; maintaining the relationship between key competency and items that guide educational goals.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.6
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• pp.115-133
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• 2020

With the rapid changes in the industry paradigm including the 4th industrial revolution, the survival and sustainable growth of SMEs and venture capital companies are facing a more difficult environment. The organizational capabilities help these companies to overcome the difficulties, such as absorption capacity, innovation capacity, adaptation capacity. It require many interconnected functions and capabilities to increase company performance. This study is based on the research about market adaptation capacity (agility, flexibility)'s mediating effect between organizational capacity(absorption capacity, innovation capacity, adaptation capacity) and corporate performance(financial, non-financial performance). According to the results of empirical analysis, First, Absorption capacity have a significant effect on agility. Second, Innovation capacity have a significant effect on flexibility. Third, Innovation capability have a significant effect on corporate performance. Fourth, Flexibility have a significant effect on corporate performance. Fifth, The mediating effect of flexibility between organizational capability and corporate performance was verified. Finally this paper also propose some suggestions on how to increase corporate performance for SMEs.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.241-263
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• 2023

Recently, the aging of SME managers has emerged as a major issue in business succession. The smooth succession of small and medium-sized enterprises (SMEs), which are the industrial base of Korea, is becoming an important issue for enhancing the vitality of the national economy, such as job creation, beyond mere discussion of inheritance. At this point, this study conducted an empirical analysis on the factors affecting corporate succession intention. As independent variables, corporate Capability consisting of employee competency, marketing competency, and digital competency, human factors such as managers, successors, and third-party stakeholders, and institutional factors such as legislation, taxation, and trust were set. In addition, the effect of adjusting the sales scale was verified. To this end, a survey was conducted targeting representatives who are currently running small and medium-sized enterprises (SMEs). The total number of valid questionnaires was 315. Based on this, an empirical analysis was conducted using the hierarchical regression method. The results of the empirical analysis are as follows. First, marketing competency and digital competency, managerial competency and successor competency, taxation and trust had a significant positive (+) effect on corporate succession intention. However, a significant influence relationship between the third stakeholder, employee competency, and corporate succession intention was not tested. Among the factors that have a significant impact, the size of the influence was in the order of taxation, successor competency, executive competency, trust, marketing competency, and digital competency. Second, the size of sales was found to moderate the relationship between the variables that had a significant effect on corporate succession intention, that is, management competency, successor competency, marketing competency, digital competency, taxation and trust, and corporate succession intention. Based on these research results, academic, practical, and institutional implications for smooth business succession are presented.

• Information Systems Review
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• v.20 no.2
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• pp.87-110
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• 2018

This study reviews previous studies about the effects of RFID capabilities on strategic supply chain competence and business performance in the Chinese context. This study introduces a new perspective that measures the degree to which RFID capability levels contribute to business performance. Such an assumption is based on the fact that companies build their own capabilities through RFID capabilities and that these capabilities provide a competitive advantage for enterprises. Data on all sorts of logistics, distribution, and manufacturing companies that introduced RFID system in China were collected for data analysis. This study analyzes the structural equation modeling using Smart-PLS 2.0 program. This study confirms that internal reliability, convergent validity, and discriminant validity are satisfied. The hypothesis test result on the relationship between RFID capacity and strategic supply chain competence and strategic supply chain competence and company results is partially adopted. This study aids in establishing a RFID system construction strategy to enhance supply chain competence by suggesting guidelines for the successful introduction of RFID system through identifying the causal relationship between RFID capacity and strategic supply chain competence. This study also suggests the influence of RFID competency on visibility, agility, flexibility, and collaborations.

• Journal of Venture Innovation
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• v.4 no.1
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• pp.51-65
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• 2021

The HR policy in the public sector was closed and operated mainly on written tests, but in 2006, a new evaluation, promotion and education system based on competence was introduced in the promotion and selection system of civil servants. In particular, the seniority-oriented promotion system was evaluated based on competence by operating an Assessment Center related to promotion. Competency evaluation is known to be the most reliable and valid evaluation method among the evaluation methods used to date and is also known to have high predictive feasibility for performance. In 2001, 19 government standard competency models were designed. In 2006, the competency assessment was implemented with the implementation of the high-ranking civil service team system. In the public sector, the purpose of the competency evaluation is mainly to select third-grade civil servants, assign fourth-grade civil servants, and promotion fifth-grade civil servants. However, competency assessments in the public sector differ in terms of competency assessment objectives, assessment processes and competency assessment programmes compared to those in the private sector. For the purposes of competency assessment, the public sector is for the promotion of candidates, and the private sector focuses on career development and fostering. Therefore, it is not continuously developing capabilities than the private sector and is not used to enhance performance in performing its duties. In relation to evaluation items, the public sector generally operates a system that passes capacity assessment at 2.5 out of 5 for 6 competencies, lacks feedback on what competencies are lacking, and the private sector uses each individual's competency score. Regarding the selection and operation of evaluators, the public sector focuses on fairness in evaluation, and the private sector focuses on usability, which is inconsistent with the aspect of developing capabilities and utilizing human resources in the right place. Therefore, the public sector should also improve measures to identify outstanding people and motivate them through capacity evaluation and change the operation of the capacity evaluation system so that they can grow into better managers through accurate reports and individual feedback

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.1
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• pp.13-28
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• 2022

Korean Government Budget Supports for startups have been spiked and resulted in increasing the number and scaling up Startup Accelerating managers. It have skyrocketed the strong demand for their qualified roles. However, unclear role description and gap between required role and their capability have discouraged startup manager's self-efficacy resulted in declining their full commitment and causing poor role performance. The focus of this research falls on empirical analysis to the effect of startup accelerating manager's capability characteristics on their full commitment and performance to start-up support groups. This research is expected to deliver diverse policy alternatives to build up manager's core competencies to accelerate their self-efficacy leading their full role commitments and finally pushing up policy performance. In addition, this research will found more strong literature review for the following researches in this emerging fields. This research is brought four highlighting results with respect to four research problems. First, it propose proper concept of startup accelerating manager based upon its legal entitlement. Second, it drive required core competencies of manager for successful their accountability. Third, it analyze the unique features of startup accelerating manger's capabilities against business incubation manger. Fourth, it empirically analyze in coming with government startup funding, the effect of self-efficacy including employment status, job environment, etc. on their organizational commitment and job performance. This research reveal the required unique core competencies of manger into founder sourcing ability, project managing ability, startup proving and pivoting ability, consulting ability for successful investment raising. As of this empirical research results, First, manager's ability have positively effect on their job performance, full commitment, and self-efficacy. Second, self-efficacy have a mediating effect on manager's ability, job performance, full commitment. This research derive key policy implication of requiring to build up more accelerating ability, of manager from the basics to advance level by customized and algorithm based traing program. This accelerating ability buildup program will not only surge self-efficacy of manger resulting in making full commitment and better job performance, but also devote to categorizing the unique new feature and position of manger as seed investment and supporter.

• Journal of Practical Engineering Education
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• v.11 no.2
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• pp.195-206
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• 2019

Accelerated technological advances and the convergence of information and communication technologies have led to changes of career concepts from one of lifetime employment to that of lifetime career. Given the importance of continuous career development for workers these days, systematic supports for workers' career development at the national level is necessary. Accordingly, a conceptual model of career competency mobility map (CCMM) has been proposed to support the development of workers' career competencies. The purpose of this study is to identify key issues that we should consider for real implementation by applying to each stage of the CCMM conceptual model as a case study. Based on the procedure presented in the conceptual model, the research process which includes collecting user information, conducting self-diagnosis of NCS-based job competencies, deriving necessary training competency, offering the guidance of training programs and job information were conducted. The results of the case study showed our participants' scores of competencies required further development and ranged from 1.83 to 4.52. Sequentially, a personalized information profile was offered for competency development, including training, certificates, and job information. Participants stated that the diagnosis results and profiles were meaningful and helped to explore further career development. Based on the results, implications are suggested.

• Journal of The Korean Association For Science Education
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• v.38 no.5
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• pp.693-703
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• 2018

One of the important competencies in knowledge and information society is the competency of Knowledge information processing. This is closely related to science education and described as one of the core competencies in the 2015 national curriculum revision. Even with a general agreement of the educational necessity of this competency, its practice in class depends mostly on teachers' will. Therefore, we surveyed science teachers' perceptions and classroom condition about the competency of Knowledge information processing, and we analyzed the questionnaires of 64 middle and high school teachers in Seoul and interviewed three teachers. As a result, all teachers shared the importance of Knowledge information processing competency and explained it in terms of social paradigm and goal of the subject. However, there were not many cases of actual practice in class. The teachers answered that time for Knowledge information processing competency is not enough in class and they also lack of PCK on this competency. About half of the teachers had experiences in teacher training about Knowledge information processing competency but most of their experiences are related to information utilization literacy. The importance of Knowledge information processing competency was very high in three factors (collection, analyzation, and utilization), among which information analysis was the highest. Middle school teachers showed higher scores in most questions even though the differences were not significant, and high school teachers showed higher scores in the importance of information sources at a significant level. In order to cultivate competencies, it is necessary to expand the meaning of science inquiry so as to cover this competency and to consider ways of linking with other subjects and develop methods of teaching and learning.

• Journal of The Korean Association For Science Education
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• v.38 no.5
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• pp.649-665
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• 2018

In this study, we extracted the core competencies of makers through the analysis of critical incident technique and behavioral event interview to explore the nature and attributes of maker education, and then we developed a maker competency model based on these core competencies. As a result, six competency groups and 23 sub-competencies were extracted. In other words, we were able to confirm the existence of integrated thinking competency group consisting of four competencies made up of 'analytic thinking', 'intuitive thinking', 'visual thinking', and 'empirical thinking' and that of collaborative competency group with four competencies of 'sharing', 'communication', 'conflict management', and 'scrupulosity'. In addition, we could also confirm the existence of making mind competency group, which is composed of four competencies namely 'interest in various areas', 'challenge consciousness', 'failure management', and 'pleasure of the making process'. We could also confirm that human-centered competence group consisting of two competencies of 'humanity' and 'user-oriented' and the problem-finding competence group consisting of two competencies of 'observation' and 'recognition of discomfort in daily life'. Lastly, the making practice competency group is composed of seven competencies: 'understanding making tool', 'understanding electricity', 'understanding programming', 'planning', 'hand knowledge', 'information search', and 'direct execution'. We discussed educational implications of these findings.