• Proceedings of KOSOMES biannual meeting
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• 2006.05a
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• pp.225-230
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• 2006

On the analysis of the regional organizations of coast guards in USA, Japan and BK, the ideal organization of area coast guard of Korea is proposed. It is composed of three area coast guards in West, South and East sea and special units in order to carry out missions and to response requirements and needs in the maritime fields in object oriented way. The proposed regional organization can be actualized as the model of development by improving the listed tasks.

• The Journal of the Korea Contents Association
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• v.19 no.9
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• pp.388-401
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• 2019

This study analyzes the mediation or moderation effect of the characteristics of perceived organizational support (POS) and relational culture on the ambidextrous organizational performance such as exploration and exploitation. This study empirically verified using the human capital corporate panel 548 data provided by Korea research institute for vocational education & training. The empirical results of the present study are as follows. First, it is shown that formal learning and informal learning provided to the members have a positive effect on ambidextrous organizational performance. In addition, POS showed that full and partial mediation effects of the formal learning and informal learning on ambidextrous organizational performance. Finally, relational culture have an important influence on positively moderating the relationship between informal learning and exploitative performance.

• The Journal of the Convergence on Culture Technology
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• v.9 no.5
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• pp.635-647
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• 2023

In the pursuit of sustained innovation within industries, the consistent emergence of high-growth potential startups is imperative. Despite the government's implementation of diverse investment-based policies aimed at fostering startup initiation, the inherent probability of post-establishment failure for startups remains substantial. This study examines the impact of internal factors on organizational commitment and corporate performance in startups. It emphasizes the significance of learning and networking orientation for commitment across various organizational aspects. Innovativeness affects emotional and normative commitment but not continuance commitment. Financial attributes and global orientation influence continuance commitment, while affective and continuance commitment significantly impact startup performance. Normative cohesion, however, does not significantly affect performance. These findings offer insights for optimizing human resource utilization in startups, benefiting both companies and governments in the evolving startup landscape.

• Journal of Intelligence and Information Systems
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• v.5 no.2
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• pp.99-120
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• 1999

지식경？ 전략과 기업 성과에 대한 기존 연구는 연구방법 및 대상이 제한적이었다. 본 연구는 전략과 성과에 대한 영향분석을 위해 국내 기업을 대상으로 설문을 실시하였다. 지식경영 전략은 (ⅰ) 내부 및 외부 지식원천을 이용하고 사람 및 지식 재사용을 모두 강조하는 적극적 전략, (ⅱ) 내부지식을 위주로 한 사람중심 전략(ⅲ) 외부지식 위주의 재사용중심 전략(ⅳ) 지식원천 활용이 저조하고 확실한 지식경영 중심이 미비한 소극적 전략의 4 유형으로 대별된다. 기업성과는 재무적 요소와 비재무적 요소가 고려되었다. 또한 조직구조, 문화, 기술적 특성의 차이도 파악되었는데, 적극적 전략의 기업이 조직구조, 문화, 그리고 정보기술 측면에서 지식경영에 적합하다는 점이 파악되었다. 내부지식 위주의 사람 중심형 기업은 조직 공동의 문화형성에 많은 노력을 기울이는 반면, 외부지식 중심의 재사용 중심형 기업은 정보기술 인프라 구축에서 우수함이 분석되었다. 본 연구결과는 기업의 지식경영 전략 수립에 실제적 지침을 제공할 것으로 기대된다.

• The Journal of the Convergence on Culture Technology
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• v.10 no.4
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• pp.105-109
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• 2024

This study analyzes the increasingly severe issue of recruiting military officer personnel due to low birth rates and social changes, and seeks to explore recruitment strategies that consider the characteristics of the MZ generation. The military strives to maintain security amidst ongoing military threats from North Korea, but the sharp decline in birth rates significantly impacts conscription resources and personnel recruitment. Additionally, the shift in values among the MZ generation and the cultural gap between them and the military organization make it challenging to attract outstanding talents. The MZ generation values work-life balance, horizontal relationships, and self-fulfillment, finding the authoritative and hierarchical military culture unattractive. Therefore, this study aims to diagnose the problems in military personnel recruitment and propose tailored recruitment strategies reflecting the characteristics of the MZ generation, ultimately exploring sustainable development directions for the future military.

• The Journal of the Korea Contents Association
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• v.9 no.8
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• pp.376-383
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• 2009

Individual values exert strong influence on attitudes, behaviors and lifestyles of a person. Furthermore, Individual values predict personal world views and can predict behavior and behavioral predispositions in the organization. So, individual values influence the organization strongly. And, organizational culture in police is affected by the values of police officers. The aim of this study is to make use of the theory of human values developed by Rokeach as a theoretical framework to evaluate value preferences among police officers in Korea and have a thorough grasp of the point of sameness and difference with two studies. In this study, I analyze data and make a comparative study of values with preceding studies I find that police officers regard personal values as more important than social values. A noticeable finding of this study is the middle ranking of the value of equality among police officers. It's different result with other studies. And, the value of national security is the low ranking among police officers. It's the same result with preceding studies.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.9
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• pp.391-401
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• 2018

This study was conducted to investigate the effects of implementation of the healthcare accreditation system on patient safety, quality of medical care, organization culture and management performance of convalescent hospitals. Ten hospitals were selected at random from among 36 convalescent hospitals in Daegu that had obtained accreditation until September 2015. To accomplish this, hospital staff were surveyed from 15 February to 25 March, 2016 using a questionnaire with 253 objects. We investigated how the healthcare accreditation system has influenced patient safety, service quality, organization culture and performance of hospital management. The change in the treatment support system showed the highest score of 3.93 among quality change and medical service items, while that of personnel source culture showed the highest score of 3.78 points among organization culture items, and that of internal process view, study and growth view showed the highest score of 3.71 among management performance items. Multiple regression analysis revealed that factors positively changing hospital management performance were nurses, employees and managers, basic value systems, organization culture, personnel source culture, open system culture, hierarchical culture, and production oriented culture. The quality of patient safety and medical care was positively influenced by changes in the quality of convalescent hospitals after implementation of the healthcare accreditation system. However, among the four types of organizational culture, the financial perspective was relatively low compared to other perspectives.

• Proceedings of the Korean Institute Of Construction Engineering and Management
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• autumn
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• pp.363-368
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• 2001

Nowadays, the domestic construction markets are more competitive and the construction companies are very difficult to obtain profits. To overcome this situation, some construction companies are looking for value added business areas. To create and enter into the value added business areas, knowledge management to create, share and apply knowledge is important. However, the existing knowledge management has problems because it does not consider organizational culture. Therefore, strategic changes of person and organization are needed to improve the existing knowledge management. In this study, learning organization plan is suggested as a foundation of knowledge management in the construction companies and examined by IIAC(Incheon International Airport Corporation) case.

• Convergence Security Journal
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• v.11 no.5
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• pp.65-76
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• 2011

Purpose of this study is examining closely special guard's Organizational Culture and job stress and relation of Organizational Commitment. This study established to special guards who is working at the capital region (Incheon) airport in 2011, and sample used finally on interpretation analyzed being 203 people, and uses Purposive Sampling Method. Analytical method executed Frequency Analysis, Factor Analysis, Reliability analysis, correlation analysis Multiple Regression Analysis using SPSSWIN ver.18.0. Reliability of questionnaire appeared Cronbach's ${\alpha}$ value more than .671. Conclusion proved in this study is as following. First, special guard's formation culture affects to Job Stress. In other words, stress about compensation career development increases if the development, hierarchically organized is not formed. On the other hand, job special quality, human relations stress decreases if developmental culture is form ed, and if culture is formed developmental, the mutual agreement, role stress decreases. Second, special guard's Organizational Culture affects in Organizational Commitment. That is, if is formed developmental and hierarchically organized, rises the Affective Commitment, Continuance Commitment, Normative Commitment. Third, special guard's job stress affects in Organizational Commitment. That is, if compensation career development is achieved unfairly Affective Commitment, Continuance Commitment is low. On the other hand, if own business is achieved spontaneously pre sent, Affective Commitment, Normative Commitment appears high.

• Korean Public Administration Review
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• v.47 no.1
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• pp.201-237
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• 2013

본 연구는 효율적 인적자원관리의 실행과 유지에 있어서 '일과 삶 균형(WLB: Work-Life Balance)' 정책의 중요성을 이론적·실증적 접근방식으로 규명하고자 하였다. 특히 본 연구에서는 WLB 정책을 유연근무제, 친가족정책, 개인신상지원 프로그램 등 3가지 차원으로 구분하여 제시하였으며, 분석대상을 공공조직과 민간조직으로 구분하여 기존 연구와의 차별화를 도모하였다. 연구모형 개발과 가설검증을 위해 제3차 여성가족패널(KLoWF) 자료를 바탕으로 WLB 정책과 정책 부합성, 직무만족도, 이직의도 간의 관계를 분석하였으며, 설문조사를 통한 양적 분석의 한계를 보완하기 위하여 공공조직 및 민간조직 여성 근로자와의 심층 인터뷰를 통한 질적 분석을 병행하였다. 분석결과, WLB 정책과 조직 효과성 간의 관계에 있어 공공조직과 민간조직 간의 유의미한 차이가 있음을 확인할 수 있었으며 심층 인터뷰를 통해 이러한 결과가 공공조직과 민간조직의 상호 이질적인 조직 문화, 제도, 구조적 특성에 기인하고 각 영역 구성원들의 서로 다른 욕구 및 동기 유발 체계에 의한 것임을 발견할 수 있었다. 이러한 분석결과를 바탕으로 본 연구에서는 각각의 조직 특성에 맞는 수요자 친화형 WLB 정책 구축의 필요성을 제안하고, WLB 정책 시행 측면의 문제점 및 개선방안 등을 제시하였다.