• Journal of Distribution Research
• /
• v.16 no.5
• /
• pp.123-140
• /
• 2011

This study analyzed large distributors' trade features with local suppliers and their direct purchase features through the survey and the interview targeting some MDs(Merchandisers) in large retailers responsible for buying fresh foods (agricultural, fishery, livestock and proceeded products). As the result of conducting the survey targeting the large purchase MDs, it was found that when they select local suppliers, they importantly consider the factors of stable products supply, the quality management, the aggressive management attitude, the affordable (cheap) price, and the suggestion of differentiated goods in order. Concerning their direct purchases in local places, their preference toward the direct-purchase traders were higher than that toward vendors and whole markets as their existing major traders. Among the traders for direct purchase, they preferred farm corporations (including agricultural corporations) the most, and followed the National Agricultural Cooperative, and the unit agricultural cooperative in order. Regarding to the trades with suppliers, when they set the trade price, the merchandisers (MDs) of large distributors preferred long-term trades over 2 years, and utilized the factors of market rate(50.9%), production cost(31.2%) and sale price in the same industry(18.0%). For the local distribution organizations to aggressively counteract the changes of distribution environment in the consumption places, it needs some strategies to organize the agricultural production, to expand the production size and to specialize the distribution channels. And the supply system's continuality and stability are required, so it needs to establish the counteract system enabling to supply all year round through the link of production organizations. Additionally, as an effort to intensify the market negotiation ability, it should collect various market information from the consumption places.

• Journal of Distribution Science
• /
• v.13 no.12
• /
• pp.113-131
• /
• 2015

Purpose - In today's era of globalization, the competitive power of enterprises is growing fiercer, calling for organizations to be able to respond flexibly to survive and maintain predominance in competition. In turn, keen competition exists among enterprises for the systematic management of members' knowledge to secure predominance in such competition. Under such circumstances, SMEs must find and utilize positive causes for change that affect organizational performance. The objective of this study is to analyze the structural relationship between four factors known from prior research-a CEO's positive leadership, members' positive life positions, learning organization activities, and job engagement-and organizational performance. Research design, data, and methodology - To achieve this objective, this study established the following four research problems. First, do CEOs' positive leadership, members' positive life positions, learning organization activities, and job engagement affect organizational performance? Second, do CEOs' positive leadership, members' positive life positions, and learning organization activities affect job engagement? Third, do CEOs' positive leadership and members' positive life positions affect learning organization activities? Fourth, does CEOs' positive leadership affect members' positive life positions. Additionally, to achieve the objective of this study, the research model was selected on the basis of a documentary survey of 787 full-time employees at 100 SMEs, which was used to collect related data. Results - The following conclusions were drawn. First, a CEO's positive leadership directly affects members' positive life positions, learning organization activities, and job engagement. Second, positive leadership only indirectly affects organizational performance. That is, positive leadership has an indirect effect on organizational performance given the parameters of members' positive life positions, learning organization activities, and job engagement. Third, members' positive life positions directly affect learning organization activities and job engagement, but indirectly affect organizational performance with learning organization activities and job engagement as parameters. Fourth, learning organization activities directly affect job engagement and organizational performance. Additionally, learning organization activities indirectly affect organizational performance with job engagement as a parameter. Fifth, job engagement directly affects organizational performance. Conclusions - A CEO's positive leadership and members' positive life positions do not directly affect organizational performance but have a positive effect through learning organization activities and job engagement. In particular, CEOs' positive leadership was proven to be the major factor to affect members' positive life positions, learning organization attitudes, and job engagement, and learning organization activities and job engagement were found to be major factors that directly affect organizational performance. Considering these conclusions, the direct effect of a CEO's positive leadership on organizational performance is not statistically significant but seems to affect members' positive life positions, learning organization activities, and job engagement, which ultimately affects organizational performance. In addition, CEOs' positive leadership is an important factor that enhances the factors with the strongest effect on organizational performance-activities of learning organizations and job engagement.

• Journal of Digital Convergence
• /
• v.11 no.10
• /
• pp.331-340
• /
• 2013

The recent economic downturn has created new challenges for today's company workers such as increased job instability; layoffs; the need to maintain dual income households and the associated childcare requirements; and other job stresses. These stresses give rise to serious problems for workers and ultimately to organizations. Companies therefore need to pay attention to solving the problem of stress. These days, many companies seek a solution from EAP. EAP aims to support workers through counseling, consulting and coaching services to help them overcome issues which may adversely affect job satisfaction and performance. EAP was introduced in this country ten years ago. Formerly, many companies viewed stress primarily as a personal issue. But now more companies are in a hurry to adopt EAP as a means for individuals to resolve stress. This study draws on the example of EAP use in LG Hausys. The company has adopted EAP under the CEO's strong support. The company has effectively managed EAP services which include professional counseling and the training of internal counselors. This study derives implications for the further implementation of EAP services.

• Information Systems Review
• /
• v.17 no.3
• /
• pp.39-64
• /
• 2015

As information and information technology become more important in competitive corporate environments, the risk of information security breaches has increased accordingly. Although organizations establish security measures to manage information security risks, members of organizations do not comply with them well, and their information security behavior intention is unclear. Therefore, to understand the information security risk management intention of the members of organizations, the present study developed a research model using Protection Motivation Theory, Supervisory Authority Pressure, and Background factors. This study presents empirical research findings based on the analysis of survey data from 201 members of financial institutions. Perceived Severity, Self-efficacy, and Supervisory Authority Pressure had a positive effect on intention; however, Perceived Vulnerability and Response Efficacy did not affect intention. Security Avoidance Habit, which was considered a background factor, had a negative effect on all parameters, and did not have an effect on intention. Security Awareness Training, another background factor, had a positive effect on information security risk management intention and perceived vulnerability, self-efficacy, response efficacy, and supervisory authority pressure, and had no effect on perceived severity. This study used supervisory authority pressure and background factors in the field of information security, and provided a basis to use supervisory authority pressure in future studies on behavior of organizations and members of an organization. In addition, the use of various background factors presented the groundwork for the expansion of protection motivation theory. Furthermore, practitioners can use the study findings as a foundation for organization's security activities, and to improve regulations.

• Korean Security Journal
• /
• no.57
• /
• pp.111-135
• /
• 2018

Domestic casino companies strongly demand their employees to provide high quality customer services for improving customer's satisfaction and to minimize customer's complain to achieve organizational objective. This seriously influences the job stress, job satisfaction and turnover of employees. However, ongoing management is necessary for job satisfaction and turnover intention of employees because which are related to organizational effectiveness and factors able to maximize the profit. In this study, we examined the influence and causal relationship of job stress from emotional labor of employees on job satisfaction and turnover intention of employees. As a result, job stress had a full mediating effect in the relationship between emotional labor, job satisfaction and turnover intention. It was confirmed that emotional labor of casino employees could cause job stress and further influence job satisfaction and turnover intention. In order to reduce job stress and improve job satisfaction, we propose the improvement of overall human management structure and company environment of casino companies. Emotional education such as emotional regulation ability, empathy, and interpersonal skills should be strengthened to reduce job stress from emotional labor, and the self-esteem program will be helpful to casino employees to maintain the emotional positiveness and maximize their working abilities.

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

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.17 no.3
• /
• pp.165-182
• /
• 2022

This study focused on whether employees' perceived leader's creativity has a significant effect on employees' job satisfaction and innovative behavior. In addition, this study analyzed the mediating effect of positive psychological capital and creative self-efficacy in the relationship between perceived leader creativity and employee satisfaction with the job or innovation behavior, and analyzed the moderated mediating effect of team cohesion. This study conducted confirmatory factor analysis and path analysis for each factor using the measurement tool verification method using the SmartPLS 3.0 structural equation model, and empirically analyzed the research model. As a result, it was found that the creativity of employees' perceived leaders did not directly significantly affect employees' job satisfaction and innovation behavior. However, it was found that positive psychological capital significantly mediated the relationship between perceived leader creativity and job satisfaction or innovative behavior. In addition, positive psychological capital and creative self-efficacy have a complete double-mediation relationship between the employees' perceived leader's creativity and employees' innovative behavior. However, positive psychological capital and creative self-efficacy don't have a double-mediation relationship between the employee's perceived leader's creativity and employees' job satisfaction. Finally, Team cohesion was found to moderate the relationship between perceived leader creativity, positive psychological capital (or creative self-efficacy). However, the research model that the moderated mediating effect of team cohesion on the relationship between leader's creativity, the mediating variables(positive psychological capital and creative self-efficacy), and job satisfaction (or innovative behavior) was significant only for groups with high team cohesiveness. This study examined the needs of the times for the importance of creativity of perceived leaders and analyzed the relationship between factors influencing job satisfaction and innovation behavior of organizational members. The study is meaningful in that it suggested a plan to establish a specific organizational strategy to enhance positive psychological capital and creative self-efficacy.

• Asia pacific journal of information systems
• /
• v.7 no.1
• /
• pp.25-48
• /
• 1997

This study examines whether expenditures in information technology (IT) are associated with increases in the Tobin's q ratios a measure of organizational performance. It uses two groups of sample, Korean and American firms that disclose IT expenditures. For the all-firms group of each country, the association between IT expenditures and Tobin's q ratios is positive and statistically significant. But the association varies among industries. For Korean firms, IT expenditures appear to increase Tobin's q ratios for the machine and equipment manufacturing industry group (SIC3-2). IT expenditure ratio of this group as a percent of total sales is highest among the industry groups. For all service industry groups(SIC4&5), the estimated coefficient of IT expenditures is positive but statistically insignificant. For American firms IT expenditures in most of the manufacturing industry groups appear to increase only a little, if at all, for the Tobin's q ratios. But IT expenditures appear to have a greater impact on Tobin's q ratios for all service industries (SIC4-7). For three service industries tested (transportation and telecommunication- SIC4, financial- SIC6, consulting and other service industry- SIC7), the estimated coefficient of IT expenditures is positive and statistically significant. The evidence from both Korean and American firms suggests that IT expenditures in service industries provide a greater impact on an organizational performance than ones in manufacturing industry. To test whether service industries use a competitive strategy utilizing IT as a core competence, the samples ore divided into two groups, service and manufacturing industry. For Korean firms, both IT and R&D expenditures in manufacturing industry are associated with increases in Tobin's q ratios. But for service industry, the estimated coefficient of only IT expenditure is positive. For American firms, the estimated coefficients of both IT and advertising and R&D (ARD) expenditures in manufacturing industry are positive but the coefficient of only ARD is statistically significant. For service industry, the estimated coefficient of only IT expenditure is positive and statistically significant. The evidence may suggest that manufacturing industry uses both R&D and IT strategies to increase a competitive advantage but uses R&D strategy as a core competence. However, service industry uses IT strategy as a core competence to increase a competitive advatage.

• Information Systems Review
• /
• v.10 no.2
• /
• pp.159-177
• /
• 2008

Since the IMF crisis, the competition among banks in Korea has fiercely intensified. To survive in the severe competition, several leading banks including Industrial Bank of Korea (IBK) have recently developed their own proprietary systems called 'the Next-Generation Systems(NGS).' This case study was to answer several important issues as follows; 1); the reason why a bank make huge investment in the IT infrastructure; 2) the development methodology of the NGS; 3) the new architecture of the NGS; 4) the governance structure of the NGS investment; and 5) the effects of the NGS on the development of new products. To achieve such goals, a systematic tandem interview method and many archival reports from IBK were utilized. The conclusions are summarized as follows: First, the NGS has contributed to the integration and simplification of business processes. Second, new products as demanded in the market can be developed much faster through the NGS. Third, the change management of IT infrastructure is critically important. Fourth, the systems architecture can be different according to the IT governance. Fifth, the alignment of the NGS and business processes is most important to obtain the organizational goals.

• Management & Information Systems Review
• /
• v.33 no.3
• /
• pp.1-19
• /
• 2014

Main research question of this study is based on situational gap between donation motivation and behaviour in non-profit organization. However, researches investigating the gap were limited. Therefore, this study examined components of psychological variables. Specially, we proposed the variables about consumer's impulsive motivation or behavior on impulse literature in donation toward non-profit organization. This study conducted a scale development to measure consumer's charity donation impulse based on non-conscious viewpoint. For the development of measurement tool for charity donation impulse, we conducted two stages of research process. First, the measurement items of charity donation impulse were developed through FGI and in-depth interview on experts. Secondly, the factor analysis was performed, and then some items were eliminated through this analysis. As a result, we found the final scale with 26 items, which were named as evaluation sensitivity charity impulse, reward sensitivity charity impulse, functional impulse, non-planning charity impulse. These results showed that the measurement items developed in this study were confirmed to be useful tools for measuring charity donation impulse.