• Korean Journal of Labor Studies
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• v.24 no.2
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• pp.409-441
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• 2018

This study is a case study about the Valero Energy Corporation, the largest American independent refinery company, examining the characteristics of human resource management as a union avoidance strategy. The main research questions here are whether union substitution strategy differs clearly from union suppression strategy in the context of Valero Energy. Since the establishment in 1980, the Valero had maintained non-union tradition. The typical examples of human resource management in the non-unionized American companies are easily found in the Valero, such as strong CEO leadership, manpower policy emphasizing corporate culture and teamwork, direct communication between company and individual employees, no lay-off policy and no outsourcing policy of HRM, salary level around average of industry and best level of fringe benefits in the industry, non-union tradition and well-functioned alternative dispute resolution system and so on. Until now, based on tremendous growth and profitability, the company have applied union substitution method adopted by good companies as concrete method of union avoidance strategy instead of union suppression method that marginal enterprise prefers.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.4
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• pp.133-145
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• 2015

This study investigates the relationships between the characteristics of the succession process and organizational performance as well as the moderating roles of strategic HRM practices in these relationships. Data was collected from 256 successors and HR managers(128 for each) in South Korean family businesses where the succession process either had been completed or was currently underway around time of data collected and analyzed. Our results indicate that the provision of successor training is positively related to organizational performance, while the clarity of the incumbent's role after succession, communication of the decision regarding succession, and the incumbent's propensity to step aside are not significantly related to organizational performance. Further, our results confirm (a) the moderating effects of strategic staffing practices between communication of the decision regarding succession and organizational performance, and (b) the moderating effects of strategic staffing practices between the incumbent's propensity to step aside and organizational performance. The theoretical and practical implications of these findings are discussed.

• Journal of the Korean Society for Library and Information Science
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• v.36 no.1
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• pp.233-258
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• 2002

Utilizing volunteers is one of the essential strategies to enhance and diversify the library service. especially in public libraries which have limited human resources. The purpose of this study is to explore a guideline which can be applied to recruit and manage volunteers in public libraries. To prepare a guideline. library volunteerism in foreign countries was discussed through the literature and the internet, and an empirical survey was conducted to analyze the volunteer management condition in 422 public libraries. Based on these surveys, a guideline composed of eight steps was recommended. This guideline can help libraries recruit, train, retain, and supervise volunteers in effective manner.

• Economic and Environmental Geology
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• v.49 no.3
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• pp.201-212
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• 2016

Due to growing problems securing stable mineral and energy resources with international political and economic changes, China has dedicated itself to strategies and policies to enhance its stable mineral and energy resources security. China has established a rare earth elements(REE) industry policy after the abolition of the REE exports quota system. China's six large REE companies have also been integrated into REE mining, smelting and refining companies. Efforts have been increased to enhance China's energy security through unconventional oil and gas exploration and development investment, as well as effort in R&D. The country will focus on technology development and exploration to promote commercial production of unconventional oil and gas based on countries with shale gas. China is making long-term contracts and joint ventures to ensure the acquisition of reliable mineral and energy resources from abroad. Government of China has proposed a range of initiatives, such as the integration of resources development strategies and environmental development strategies, internationalization of resource management, supply diversification and advancement, strengthening industry linking strategy, grouping and diversification strategy.

• Proceedings of the CALSEC Conference
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• 2003.09a
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• pp.161-166
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• 2003

□ 연구배경 및 목적 -국방 군소 통합 정보체계 구축의 필요성 ： 군수 자원 및 정보의 통합적 활용 전략 -국방전산운영환경 변화의 국방군수시스템 적용 필요성 ： 전산자원의 통합 관리(중략)

• Venture DIGEST
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• s.95
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• pp.12-17
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• 2006

세계화와 더불어 규제의 강화, 경쟁의 심화 등 조직을 둘러싼 환경이 급변함에 따라 체계적인 지식관리를 통한 조직의 경쟁력 강화와 혁신을 추구하는 사례가 늘어나고 있다. 지식 자원의 가치를 극대화하기 위한 지식관리시스템(KMS)이 기업 경영의 핵심요소로 자리 잡아가고 있는 것이다.

• Journal of Science and Technology Studies
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• v.6 no.1 s.11
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• pp.53-88
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• 2006

This study has the purpose to make a conceptual model which can explain the relationship between the research performance, and the fitness of environmental property and the technology development strategy. The environmental property consists of the competitiveness, the complexity of environment, and the market growth. The technology development strategy consists of the innovativeness of technology, the upgrade of product, and the usage of the out resource. And the ability to manage knowledge resource is a very important variable which can modulate the fitness of environmental property and the technology development strategy.

• Korean Journal of Construction Engineering and Management
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• v.10 no.4
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• pp.151-164
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• 2009

Strategic alliances developed as formalized inter-organizational relationships are core vehicles to share information, resources and knowledge. The structural characteristics of strategic network constructed by strategic alliances have been important agenda in strategic management discipline. This paper has two folds in analysing the strategic network formulated by project level alliances in Korean construction industry. First, we investigate the strategic network using the tools and methods of social network analysis, such as centrality, cohesion, structural equivalence, and power law. Second, the performance of firms within networks are analysed longitudinally with panel data analysis. We have found that the strategic networks in this industry has scale-free characteristics, where the degree distribution fits the power law, and the vertically equivalent structure is clear. We also present that the performance of firms are continuously affected by the degree centrality of firms in this network for the last 10 years.

• 한국벤처창업학회:학술대회논문집
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• 2022.11a
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• pp.227-236
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• 2022

벤처기업 CEO의 본질적 역량과 역할은 조직의 자원을 얼마나 효율적으로 운영하는가에 따라 관리자로서 조직성과에 큰 영향을 미친다. 이러한 중요성에도 불구하고 CEO 역량 수준이 조직이 내재하는 자원에 미치는 영향에 대한 이론적 고찰과 CEO의 역량 수준과 조직성과 간의 관계가 조직 구성원의 역량에 따라서 어떻게 달라지는가에 관한 실증연구는 매우 부족한 실정이다. 기존 선행연구의 한계점을 보완하기 위해 본 연구에서는 자원기반이론(resource-based view of the firm)을 바탕으로 프로스포츠 산업에서의 조직 구성원의 역량에 따른 관리자의 감독역할에 대해 실증적으로 분석하였다. 구체적으로, 본 연구에서는 기존의 스포츠 기업가정신(sport entrepreneurship) 연구 분야의 이론을 경영전략의 자원기반관점과 융합하여 벤처기업 CEO와 프로스포츠 감독의 역할이 조직구조와 성과 메커니즘의 측면에서 매우 흡사하며 조직의 자원을 효율적으로 운영하고 성과를 도출하는 측면에서 모두 기업가(entrepreneur)적 특성을 반드시 내재해야 한다고 본다. 이러한 맥락에서 프로스포츠팀에서의 관리자로서의 감독 역량과 조직성과 간의 관계에서 조직의 자원 효율성의 매개효과와 조직 구성원 역량에 대한 조절효과를 설명하고자 한다. 미국프로농구(NBA) 30개 구단과 한국프로농구(KBL) 10개 구단의 9개 시즌(2013~2014시즌 - 2021~2022시즌)의 감독과 팀 데이터를 실증분석에 있어 프로세스 매크로 58 모형을 적용하여 본 연구의 가설을 검증하였다. 실증분석 결과, 미국프로농구과 한국프로농구 데이터 모두에서 (1) 프로농구팀의 자원 효율성은 감독의 역량과 승률 간의 정(+)의 관계를 매개하고, (2) 조직 구성원의 역량은 농구팀의 자원 효율성을 통한 감독 역량이 승률에 미치는 간접효과를 조절(p<.05) 하는 것으로 나타났다. 본 연구는 비교적 객관적으로 조직의 성과측정이 가능한 프로스포츠 데이터를 활용하여 프로스포츠 산업에서 벤처기업의 CEO와 유사한 기업가적 역할을 수반해야 하는 감독 및 조직 구성원의 역량이 조직의 성과에 미치는 영향을 실증분석하는 한편 스포츠 애널리틱스(sport analytics) 분야와 경영학 연구를 융합하였다는 의의가 있다.

• Journal of Korean Library and Information Science Society
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• v.47 no.2
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• pp.359-386
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• 2016

The purpose of this study is to investigate factors influencing individual job satisfaction and organizational commitment for maximizing organizational performance. And it aims not only for analyzing direct effects of organizational human resource management system on organizational achievement, but also for ones of high commitment system with empowerment, organizational justice, organizational culture, turnover intention and so on. Also, instead of measuring the achievement of organizational and individual level respectively, this study shows the integrated model of correlation between organizational human resource management and individual achievement.