• Journal of Global Scholars of Marketing Science
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• v.18 no.1
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• pp.115-139
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• 2008

Since financial crisis of IMF resulted in intensive competitiveness and adverse management environment, many hotel industries have responded it with restructuring. Since this restructuring is accompanied by reduction of employees, hence comes the recognition of justice in the procedure of restructuring. When the surviving employees in the restructuring process recognize unfairness in the procedure and practical operations, organization effectiveness can not be maintained due to losing trust of their employers. In this paper I will examine the relationship between validity of restructuring and compensatory programs for layoffs and surviving employees' trust of the employers. Also I will find out the relationship between remaining employees' trust of the employers and their job satisfaction and organization commitment. Through this relationship, we can prepare an alternative to reduce negative effect of restructuring. The hypotheses of this study are proposed as follows: H1: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their trust with a manager of the company is. H2: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their trust with a manager of the company is. H3: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their job satisfaction is. H4: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their job satisfaction is. H5: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their organization commitment is. H6: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their organization commitment is. H7: The higher surviving employees' trust with a manager of the company in restructuring process is, the higher their job satisfaction is. H8: The higher surviving employees' trust with a manager of the company in restructuring process is, the higher their organization commitment is. For the purposes of this study, employees working in luxury hotels located in Seoul were targeted. Self-administered questionnaires were distributed to those who consented with the investigation after explaining the purpose of the survey. A total of 500 questionnaires were distributed and 450 questionnaire were returned to the researcher for analysis. 430 of the returned questionnaires were used for analysis. As for the education for this survey, 250 junior college graduates or under (58.1%), 143 college graduates (33.3%) and 37 graduate school graduates (8.6%). As for the marital status, 315 persons (73.3%) are single and 115 are married (26.7%). As for the monthly income, 49 people (11.48%) are less than 2 million won, 148 (34.4%) are between 2 million and less than 2.5 million won, 153 (35.6%) are between 2.5 million to less than 3 million won, 80 (18.6%) are more than 3 million won. As for the workplace, 293 people (68.1%) work for the F&B department, 73 (17.0%) for rooms department, 41 (9.5%) for operation/ marketing department, 23 (5.3%) for account/ general affair department. As for the period of employment, 85 people (19.8%) are less than 5 years, 150 (34.9%) are between 6 to 9 years, 143 (33.3%) are between 10 to 14 years. and 52 (3.%) are more than 15 years. An exploratory factor analysis was used to survey validity and reliability of calculating tool on perceived values. This study used correlation between individual items and whole items and Cronbach's alpha value of multiple-item scale which is usually used to assess scale and reliability. Reliability of conceptual sub-dimension was assessed by basing on repeated procedure of correlation between individual items and whole items and factor loading. 1. Verification of correlation between validity of restructuring and trust This research showed that procedural and distributive justice of restructuring affects trust positively. The path coefficient between procedural justice of restructuring and trust is 0.719(t=10.135, p=0.000), and thereby the higher procedural justice results in higher trust. The path coefficient between distributive justice of restructuring and trust is 0.160(t=3.291, p=0.001), and thereby the higher distributive justice results in higher trust. Hence H1 and H2 are accepted. 2. Verification of correlation between validity of restructuring and job satisfaction The path coefficient between procedural justice of restructuring and job satisfaction is 0.179(t=2.202, p=0.028), and thereby the higher procedural justice results in higher job satisfaction. The path coefficient between distributive justice of restructuring and job satisfaction is 0.074(t=1.620, p=0.105), and thereby distributive justice of restructuring has no relationship with job satisfaction. Hence H3 is accepted, but H4 is removed. 3. Verification of correlation between validity of restructuring and organization commitment The path coefficient between procedural justice of restructuring and organization commitment is 0.188(t=2.466, p=0.014), and thereby the higher procedural justice results in higher organization commitment. The path coefficient between distributive justice of restructuring and organization commitment is 0.118(t=2.720, p=0.007), and thereby the higher distributive justice results in higher organization commitment. Hence H5 and H6 are accepted. 4. Verification of correlation between trust and job satisfaction The path coefficient between trust and job satisfaction is 0.610(t=6.736, p=0.000), and thereby the correlation has a meaningful result. Since the higher trust of the employer results in higher job satisfaction, H7 is accepted. 5. Verification of correlation between trust and organization commitment The path coefficient between procedural justice of restructuring and job satisfaction is 0.446(t=5.547 p=0.000), and thereby the higher trust of the employer results in higher organization commitment. Hence H8 is accepted. This research aimed to help the employers of hotel industries by analyzing the effects of validity of restructuring on employees' trust, job satisfaction and organization commitment. The research found that employer's validity of restructuring has significant affects on the degree of employee's trust with a manager, thereby reducing the negative effects of restructuring and enhancing organization commitment and job satisfaction. The principal purpose of this research is to confirm the correlation between employees' perceived validity of restructuring and their trust with a manager. Also whether this correlation results in competitive edge of the company is also investigated. It is also pointed out that employees had to participated the procedure of restructuring, sharing the philosophy and reason of restructuring. This participation and furthermore compensatory methods can reduce employees' anxiety of organization operations. Variable of trust appeared to have impact on intermediation effect between perceived variable of validity and job satisfaction, organization commitment, so that increase of trust with a manager plays an crucial role in increasing organization effectiveness. Since this research did not cover whole hotel industries which underwent restructuring, it showed a limit. Unlike previous studies which dealt with validity and trust of superior bosses, this research focussed on employers. Also the organization citizenship which is not considered in this study will be dealt with in the future study.

• Journal of Korea Fair Competition Federation
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• no.26
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• pp.34-45
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• 1997

세계 경제질서의 급속한 변화에 따라 최근에 많은 선진국들이 경쟁법을 개정하거나 앞으로 개정할 움직임을 활발히 전개하고 있다. 특히 이중에서 글로벌 경제의 급속한 진전에 따라 여기에 대응하기 위한 경쟁법의 개정 움직임도 활발하게 이루어지고 있음을 음미해보아야 할 것이다. 미국은 반트러스트법의 개정을 검토하기 위하여 공청회를 개최하고 ''95년 5월 ''새로운 하이테크 글로벌 시장에서의 경쟁정책''이라는 보고서를 발표하였으며, 이에 따라 합병심사에서 효율성을 앞세워 미국 국내기업의 해외 진출을 지원하고 합병을 용이하게 하도록 ''92년에 제정된 합병 가이드라인을 개정하였다. EU의 구주위원회도 기업결합의 글로벌화가 촉진되도록 ''96년 7월 합병규제규칙을 개정하여 업계가 손쉽게 합병을 할 수 있도록 절차에 있어 일원적 처리의 범위를 확대하였으며, 기업의 규제대상이 되는 연간 매상고기준을 인하하고 합병심사의 대상기업이라도 경쟁상 중대한 문제가 발생하지 않는 것으로 판단되면 공동체 시장에서 적합성을 선언할 수 있도록 하고, 경쟁제한법 협정의 적용제외 규정에서 수직적 제한에 대한 경쟁법 적용여부의 결정은 당사자의 시장점유율을 고려해서 적용여부를 결정하는 등 폭넓은 선택이 가능하도록 개정하였다. 이에 따라 EU국가인 독일, 영국, 프랑스 등의 EU회원국들은 EU합병규제규칙 및 EU경쟁법과의 조화가 이루어지도록 자국의 법체계를 정비하고 있다. 이에 따라 독일은 지난 ''97년 7월 31일에 경쟁제한금지법 제정 이후 40년만에 근본적인 개정의 필요에 따라 EU경쟁법과의 조화, 카르텔에서 적용제외 규정을 글로벌 경제구조에 맞도록 과감히 삭제$\cdot$축소하고, 합병규제대상의 매상고기준을 상향(5억$\right$10억마르크)하고 법체계를 명확하고 알기 쉽게 정리하는 개정(안)을 발표한 바 있다. 그리고 영국 무역산업성 장관은 지난 ''97년 8월 7일 영국의 경쟁법개정(안)을 금년 가을까지 성립을 목표로 발표하였는데, 그 주요 내용은 반경쟁적 협정 및 시장지배력 남용에 대한 강력한 억제력과 중대한 남용행위에 제재금을 부과함으로써 경쟁을 통한 소비자의 이익과 선택을 확보하고 산업계의 불필요한 부담을 경감토록 하여 글로벌시장 경쟁에서 혁신과 투자를 자극하도록 유도하였고, 프랑스는 생산업자와 유통업자에 의한 부당염매금지 제도를 도입하고 경쟁제한행위금지 위반시의 벌칙을 강화했다. 일본은 치열한 국제경쟁에 대응하고 경제구조의 개혁과 사업자활동을 보다 촉진하기 위하여 지난 1997년 6월 11일 일본독점금지법을 개정하여 독점금지법에 위배되지 않는 범위에서 지주회사 설립 금지를 해체하고 대규모회사 주식보유총액제한 규제대상을 완화하는 한편 국제계약신고제도를 폐지하였다. 캐나다는 합병신청서 제출기간을 연장하고 통신판매를 직접규제대상으로 경쟁법 개정을 준비하였고, 호주는 거래관행법을 개정하여 연방정부와 주$\cdot$준주 정부간의 경쟁정책의 법적용을 통일하고 거래관행법 적용을 모든 사업에 확대하며, 재판매가격유지행위의 금지대상에 용역(전기통신서비스)도 포함시키고 시장참입을 촉진하는 제도를 신설하였다. 뉴질랜드는 합병이 국내시장에 영향을 주는 경우에는 외국에서의 합병에도 경쟁법을 확대적용하도록 하였다. 위와 같이 세계의 많은 국가에서 경쟁정책에 대한 새로운 동향과 공정거래법에 대한 개정작업이 활발히 이루어지고 있는데, 본고는 미국, EU, 독일, 영국, 프랑스, 일본, 캐나다 및 호주와 뉴질랜드 등 주요선진국에서의 공정거래법 개정 동향에 대한 주요 내용을 소개한 것이다.

• The Journal of Korea Institute of Information, Electronics, and Communication Technology
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• v.16 no.1
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• pp.24-32
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• 2023

The current Private 5G use procedure goes through the step of application examination, use and usage inspection, and can be divided in to application, examination step as a procedure before frequency allocation, and use, usage inspection step as a procedure after frequency allocation. Various types of documents are required to apply for a Private 5G, and due to the document screening process and radio station inspection for using Private 5G frequencies, the procedure for Private 5G applicants to use Private 5G is complicated and takes a considerable amount of time. In this paper, we proposed Frequency Allocation Process for Private 5G using a blockchain platform, which is fast and simplified than the current procedure. Through the use of a blockchain platform and NFT (Non-Fungible Token), reliability and integrity of the data required in the frequency allocation process were secured, and security of frequency usage information was maintained and a reliable Private 5G frequency allocation process was established. Also by applying the RPA system that minimizes human intervention, fairness was secured in the process of allocating Private 5G. Finally, the frequency allocation process of Private 5G based on the Ethereum blockchain was performed though a simulation.

• The Journal of the Korea Contents Association
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• v.9 no.7
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• pp.268-275
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• 2009

Today, in order to cope with the changing security environments and the citizen demand actively and efficiently, the Korean police is attempting a great change inside and outside such as the practical application of decentralized police system. Police's corruption is serious in various statistical data that present from lower part that is show. compares to continuous upright improvement effort and evaluation of the inside of the police system. the citizens recognition against it is evaluated lowly. The difference of recognition on police potential integrity between members of the police organization, the citizen and the external agency points the insufficiency of police improvement, deficiency of effective system and policy, organization culture as causes.

• Proceedings of the Korea Contents Association Conference
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• 2007.11a
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• pp.315-318
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• 2007

Today, in order to cope with the changing security enviornments and the citizen demand actively and efficiently, the Korean police is attemting a great change inside and outside such as the practical application of decentralized police system and investigation structure regulation. Compares to continuous upright improvement effoer and evaluation of the inside of the police system, the citizens recognition against it is evaluated lowly. The difference of recognition on police potential integrity between members of the police organization, the citizen and the external agency points the insufficiency of police improvement, deficiency of effetive system and policy, organization culture as causes.

• Journal of the Korean Wood Science and Technology
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• v.29 no.2
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• pp.91-99
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• 2001

In this study the possibility of classifying wood surface defects by image processing technique was investigated. An algorithm for the classification of wood surface defects, such as knot, check, and bark, on three Korean domestic species, Pinus densiflora, Quercus acutissima, and Carpinus laxiflora was also developed. Filtering was executed to separate dummies from the labels including real defect. Error rates in classifying knots on Pinus densiflora and Quercus acutissima were lower than 1% and error rates. In classifying check and bark in Quercus acutissima and Carpinus laxiflora could be lowered to below 13%.

• The Journal of Korean Institute of Communications and Information Sciences
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• v.22 no.10
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• pp.2272-2281
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• 1997

This paepr proposes a shared medium access control protocol for hgih-speed multimedia services of distributed subscriber home and small-sized business ATM networks. This protocol offers not only global fairness for the whole network at the same time, but also local fairness for different prioritytraffics on each node. Considering that the future B-ISDN service si a mixture of real and non-real time traffic data, this protocol is designed to accommodate the real time service, by controlling the priority of the real and non-real time data. The simulation results show that the proposed protocol has better performance than the other protocols.

• The Journal of the Korea Contents Association
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• v.20 no.2
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• pp.215-225
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• 2020

In selecting a company of A-E service provider for a public construction project, public owners make widely use the evaluation method based on the quantitative criteria to emphasize transparency and fairness instead of putting more weighting on bidders' technical capability. The selection method and process to select technically better company has been in discussion to motivate company to build up their technical capability and better quality of service. This paper examined US laws and regulations related to evaluating and selecting an A-E company for public construction project in terms of principles, process, selection committee, evaluation methods, and contract management and so on. Then deduced several implications for domestic public owner to select the most adequate company for a certain architectural service through fair and efficient way. The major findings are technical capability based selection, emphasizing owner's role and responsibility, consideration of small and mid-sized company, debriefing, and post-service evaluation.

• Korean Business Review
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• v.5
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• pp.185-214
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• 1992

본 (本) 연구(硏究)는 문헌적(文獻的) 고찰(考察)을 통하여 이직에 영향을 미치는 요인을 규명하고 이들 요인이 기업규모(企業規模)에 따라서 이직에 미치는 영향력(影響力)과 영향경로(影響經路)가 어떻게 다른가를 보여주고자 한다. 특히 이직(離職) 결정요인(決定要因)의 선정에 있어서는 선행연구가 주로 조직(組織) 외적요인(外的要因)을 중심으로 이루어진 결과 이직에 대한 설명력이 낮게 나타나고 있음에 비추어 조직(組織) 외적요인(外的要因)과 개인적(個人的) 요인(要因)을 추가함으로써 이직에 대한 설명력을 높이고자 하였다. 이에 따른 구체적인 연구절차는 먼저 문헌연구를 통하여 이직에 영향을 미치는 것으로 나타난 요인들을 추출하였으며, 선정된 변수들을 대상으로 Price&Mueller(1981)의 이직과정(離職過程)모델에 입각하여 기업규모별(企業規模別)로 대중회귀분석(多重回歸分析)과 경로분석(經路分析)을 실시하여 이직결정요인들이 이직에 미치는 직 간접 효과(直 間接 效果)와 경로(經路)를 살펴보았다. 경로분석(經路分析)의 결과는 조직외적요인(組織外的要因)과 개인적요인(個入的要因)인 생계책임(生計責任)과 태도(態度)가 규모에 관계없이 이직의도(離職意圖)에 미치는 효과가 상당히 큰 것으로 나타났으며, 이외에 성, 이직기회(性, 離職 機會), 공정성(公正性) 또한 규모에 관계없이 이직의도에 어느 정도의 영향을 미치는 것으로 나타났다. 다만 승진가능성(昇進可能性)의 경우는 중규모기업이 대 소규모기업에 비하여 효과가 낮은 것으로 분석되었다. 그러나 모델의 설명력은 기존의 연구에서와 같이 여전히 낮은 것으로 나타났다.

• The KIPS Transactions:PartD
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• v.12D no.2 s.98
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• pp.267-274
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• 2005

New game softwares usually have much similarities with old one in the sense of properties and procedures. But nevertheless, the development could be duplicated several times without referencing or reusing of others. In addition, because there is no standardized process about the game engine, the products generated by other software development processes are difficult to understand and to reuse. Therefore, the enterprise developing new game software newly analyze and design although it is same process as the old one. This paper proposes the improved process of the game engine, analysis of structures and relations, classification of the class and the module and their combination methods, implementation of storage, and processor model to apply the component based development method to the game engine.