• Industry Promotion Research
• /
• v.5 no.1
• /
• pp.21-33
• /
• 2020

The purpose of this study is to investigate the impact of strategic human resource management perceived by members of SMEs on organizational performance and innovation behavior. In addition, the mediator effect of innovation behavior of organizational members on the relationship between strategic human resource management and organizational performance was verified using the statistical program SPSS 21.0 program. First, the hypothesis 1, strategic human resource management (adoption and compensation, job design, training and career management, participation in decision-making) was adopted by showing positive impact on the positive impact on organizational performance. Second, hypothesis 2, strategic human resource management (recruitment and compensation, job design, training and career management, participation in decision-making) was adopted after demonstrating statistically significant influence on innovation behavior. Third, the innovation behavior perceived by Hypothesis 3 organizational members showed a positive influence on organizational performance. Hypothesis 3 was therefore adopted. Fourth, as a result of verifying the mediating effect of innovation behavior in the relationship between hypothesis 4, strategic human resource management and organizational performance, innovation behavior was analyzed to be partially mediated. In other words, strategic human resource management of organizational members has a direct impact on organizational performance, but it can show a higher positive impact on organizational performance through innovation actions in its performance.

• Korean Business Review
• /
• v.23 no.2
• /
• pp.1-29
• /
• 2010

Traditional human resource management explains human characteristics with motivation, attitude, perception, value, etc., based upon behavioral science approach. And system approach is adopted in analyzing the interaction between people and the environment. However, personnel economics excludes social and psychological variables in the human choice models, and assumes very unrealistic and simple rational decision making process. For environmental variables, personnel economists considers only income and price. Traditional human resource management research model successfully explains the phenomenon for each specific situation, but lacks universality. On the other hand, personnel economics model is strict and analytical, but tends to distort the understanding of the results because of the unrealistic assumptions. These two academic fields may get benefits by introducing the other's research methodologies, theories, and ideas.

• The Journal of the Korea Contents Association
• /
• v.10 no.5
• /
• pp.387-397
• /
• 2010

The purpose of this study tried to reveal how human capitals of deluxe hotels located in Seoul affects corporate trust and organizational citizenship behaviors. In addition, it tries to find out the mediating effect that the trust among coworkers have contributed to human capital and organizational citizenship behaviors. The result of this study shows that Human capital have a great effect on the trust among employees and organizational citizenship behaviors. And it has been outed that the trust between the company and employees is a mediating effect between human capital and organizational citizenship behaviors. The results of this research shows that for competitive advantage under the competitive environment of the hotel industry, in addition to human resource management and organizational management, the management system which emphasizes the importance of human capital and the trust among company members should be built.

• Management & Information Systems Review
• /
• v.33 no.2
• /
• pp.135-153
• /
• 2014

Tendencies such as the increasing spread of market globalization, new technological developments, the reduction of product life cycles and aggressive competition, are generating high levels of environmental changes and uncertainty for organizations of all types. these circumstances require rapid responses through adaptation of organizational attitudes and capabilities, which lead to innovative management approaches and organizational methods. Human resource management researchers have struggled to elaborate the underlying mechanism explaining how human resource systems relate to organizational performance after universalistic perspectives were supported by a majority of studies investigating the positive relationship between human resource management system and firm performance. To fill the void, hypotheses in this study predicted human resource flexibility that would mediate the relationship between human resource management system and firm performance. The research model among the variables in this study was as follows: These theoretical models were tested with a sample of 138 firms in Korea. The analysis of data was undertaken by using AMOS. The Summary of the verification results is follows: Firstly, most of human resource management system and human resource flexibility had positive effects on human resource performance Secondly, most of human resource management system and human resource flexibility had positive effects on firm's financial performance Thirdly, human resource flexibility had mediated the relationship between human resource management system and firm performance The results of the present research may be demonstrated that organizations or managers could achieve a high level of management practices that lead to firm performance by enabling human resource to be flexible through high performance human resource management system.

• The Journal of the Korea Contents Association
• /
• v.8 no.8
• /
• pp.223-234
• /
• 2008

This study aims to understand the relation between the perceived social exchange of employees in service industry, which is focused on food service industry, and the organizational citizenship behavior, and to consider the efficiency of human resources management in service industry. To achieve the purpose of this study, a documentary study and an empirical study based on a structural equation model analysis were carried out. In this study, the social exchange consist of perceived leader support, perceived coworker support, and perceived organization support. Also the organizational citizenship behavior consist of organizational citizenship behavior for individual and organizational citizenship behavior for organization. And then, the relation between the variables was found out. Finally, based upon the results of analysis, this study was suggested for human resources management in service industry.

• Korean Security Journal
• /
• no.61
• /
• pp.181-201
• /
• 2019

The purpose of this study was conducted to examine how human resource flexibility of security workers affects organizational performance and innovation behavior. A total of 350 copies of questionnaires were collected and collected in 340 copies of the security workers. A total of 335 questionnaires, except 5, which were unsatisfactory in the questionnaire or whose answers were missing, were analyzed for frequency, correlation, and multiple regression using the SPSS 19.0 program.The following conclusions were drawn. First, the flexibility of human resources of security workers has a positive effect on organizational performance. Second, human resource flexibility of security workers has a positive effect on innovation behavior. Third, the organizational performance of security workers has a positive effect on innovation behavior. In other words, both human resource flexibility and organizational performance are crucial factors for innovation behavior, and organizational performance plays an important role in innovation behavior. In conclusion, for the development of the security industry, it is necessary to manage human resource flexibility in order to develop and motivate innovation capability through education and continuous training of workers.

• The Journal of the Korea Contents Association
• /
• v.11 no.4
• /
• pp.389-403
• /
• 2011

The objective of this study is to find out how strategic human resource management(SHRM) of a facility security firm affects its organizational culture and behaviors of its members. This study was executed in June 2010 with facility security officers(FSO) in four private security firms by using a judgment sampling technique. A total of 343 FSOs were used in final analysis. Coefficient of reliability(Cronbach's coefficient alpha) of the survey was 0.691. The conclusion was as follows: First, SHRM of facility security firms exert its influence on organizational culture. That is, promotion of education/training, compensation, making avid followers, and career development may facilitate settlement of hierarchical, development-oriented, agreement -based and rationality-oriented culture. Second, SHRM of security firms would affect organizational citizenship behaviors(OCB), i.e., the promotion of education/training, compensation, making avid followers, and career development would tend to enhance consideration for others and altruistic, participatory, conscientious and gentlemanly behaviors. On the other hand, if proper compensation is not made, above-mentioned behaviors would decrease. Third, organizational culture of security firms tends to affect OCB. That is, when hierarchical, development-oriented, agreement-based and rationality-oriented culture is settled, consideration for others, altruistic, participatory, conscientious and gentlemanly behaviors tends to be enhanced.

• 한국IT서비스학회:학술대회논문집
• /
• 2008.11a
• /
• pp.486-489
• /
• 2008

재난방재시스템은 재난에 대하여 예방, 대비, 대응, 복구 단계별 활동을 지원하기 위한 정보시스템이다. 재난방재시스템은 여러 형태의 재난에 대하여 여러 수준의 다양한 정보자원을 이용해야 하고 여러 임무를 맡고 있는 다양한 인적자원과 다양한 물적 자원을 활용하여 준비하고 빠르게 대응해야 한다. 기존의 재난방재시스템은 통합적인 상황분석이 부족하고, 지역재난상황에 따라 표준행동에 의한 자동적 실시간 임무부여와 실시간 보고의 처리, 재난관리자의 경험적 지식을 활용될 수 있는 정보시스템화는 미흡한 실정이다. 본 연구에서는 주로 국방, 경찰, 보안 분야에 적용되어온 정보융합(Information fusion)기술과 비즈니스 룰(BRMS)의 규칙기반 지능형 기술을 활용하여 여러 수준의 다양한 정보를 종합 분석하여 통합적인 상황정보를 제공하고, 표준행동 요령과 지역 재난관리자의 지식을 활용하여 인적자원과 물적 자원에 대한 대응계획을 제시하여 대응조치를 선택할 수 있도록 하며, 현장 상황에 따른 실시간 임무 부여와 상황 보고를 처리할 수 있는 정보융합기반 지능형 재난방재 프레임워크를 제안한다. 본 연구의 프레임워크는 지역단위 재난방재에 적용을 고려하고 있으며 오픈소스 소프트웨어를 같이 활용하는 프로토타입 구현을 계획하고 있다.

• Journal of Korea Society of Industrial Information Systems
• /
• v.19 no.3
• /
• pp.103-114
• /
• 2014

The purpose of this study is to find out the relationship between high involvement Human Resource Management and organizational effectiveness in small company. High involvement Human Resource Management practices include training, incentive, performance appraisal, participation, proposal, communication, job description. This research approached organizational effectiveness using internal process and goal. Internal process approach measured internal organizational health using aggregate organizational commitment, turnover intention, job search. Goal approach measured organizational growth using sales growth rate per employee and net income growth rate per employee. Using the collected data from 267 employees at 27 small-sized firms located in South region in Korea, this research tested and confirmed the construct validity regression analysis at the organizational level. This research came to the conclusions to as follows: First, high-involvement HRM had the positive effect on the organizational commitment. Second, high-involvement HRM had the negative effect on the turnover intention. The findings suggest that high-involvement HRM is a valuable construct to understand internal process approach of organizational effectiveness in small firms.

• Proceedings of the Korean Society of Disaster Information Conference
• /
• 2015.11a
• /
• pp.205-208
• /
• 2015

재난정보시스템은 재난에 대하여 예방, 대비, 대응, 복구 단계별 활동을 지원하기 위한 정보시스템이다. 재난정보시스템은 여러 형태의 재난에 대하여 여러 수준의 다양한 정보자원을 이용해야 하고 여러 임무를 맡고 있는 다양한 인적자원과 다양한 물적 자원을 활용하여 준비하고 빠르게 대응해야 한다. 재난은 지역별로 대응하게 되는데 기존의 시스템은 해당 지역에 대한 정보만을 파악할 수 밖에 없으며, 통합적인 상황 분석이 부족하고, 지역재난상황에 따라 표준행동에 의한 자동적 실시간 임무부여와 실시간 보고의 처리, 재난관리자의 경험적 지식을 활용될 수 있는 정보시스템화는 미흡한 실정이다. 본 연구에서는 지역단위 홍수대응을 위하여 지역별 재난정보시스템이 P2P 분산연결체제로 재난과 유관한 다른 지역의 재난정보를 공유할 수 있고, 국방, 경찰, 보안 분야에 적용되어온 정보융합(Information fusion)기술과 비즈니스 룰(BRMS)의 규칙기반 지능형 기술을 활용하여 여러 수준의 다양한 정보를 종합 분석하여 통합적인 상황정보를 제공하고, 표준행동(SOP) 요령과 지역 재난관리자의 지식을 활용하여 인적 자원과 물적 자원에 대한 대응계획을 제시하여 대응조치를 선택할 수 있도록 하며, 현장 상황에 따른 실시간 임무 부여와 상황 보고를 처리할 수 있는 지능형 지역 홍수대응 재난정보시스템 프레임워크를 제안한다.