• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.10
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• pp.206-213
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• 2018

For sustainable management under uncertainty, organizations should explore factors influencing organizational creativity. This research examined affective commitment as the factor expected to increase organizational creativity. Clarifying the relationship between affective commitment and organizational creativity, we consider training motivation as a moderator. The participants in this empirical study were 472 employees and 64 firms' CEO to confirm hypotheses that training motivation make strengthen the positive relationship between affective commitment and organizational creativity. Results showed that organizational creativity was associated with affective commitment. Moreover, there was a moderating effect of training motivation on the relationship between organizational commitment and organizational creativity. This study attempted to avoid common method bias by using different sources such as CEO's response and employees' response. The implications for future research are discussed, including exploring the mechanism of organizational creativity and practice.

• Journal of Digital Convergence
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• v.15 no.10
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• pp.161-171
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• 2017

In recent years, the authenticity of leaders has become an important issue in leadership research. It is because the sincerity of the leader exerts a great influence on the behavior, attitude and performance of members of the organization. This study examines the effect of authentic leadership on organizational commitment, organizational citizenship behavior and job performance, and empirically analyzes whether the effect varies depending on public organizations and private organizations. The survey administered through a questionnaire was conducted for members of public corporations and private companies in Korea. Of the collected questionnaires, 444 were used in the analysis. Empirical results were verified by factor analysis and regression analysis using SPSS/WIN 23.0 and STATA 14.0. Results show that leadership had a positive effect on organizational commitment, organizational citizenship behavior, and job performance and the effect was significant in both public and private organizations.

• 대학교육
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• s.77
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• pp.67-75
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• 1995

대학 조직에서 자율성은 필수조건이다. 따라서 그것은 대학 조직에 있어서 하나의 이념으로 확보되어야 한다. 대학 조직에서 자율성은 왜 필요한가? 첫째, 교육의 본질이 학생의 자율성을 신장시키는 데 있기 때문이다. 둘째, 대학의 교육기능 자체가 전문성을 필수적으로 요구하기 때문이다. 셋째, 자율성은 대학의 전통적 기능인 연구와 교육의 기능을 창조적으로 수행하는 데 필요할 뿐만 아니라 현대와 같이 복잡한 사회에서 다양성과 창의성이 존중되고 환경과 여건의 변화에 신축성 있게 능동적으로 대응하는 데 필수적인 이념이기 때문이다. 넷째, 국가의 가장 기본법인 헌법에서부터 대학의 자율성이 보장되고 있기 때문이다.

• The Journal of the Korea Contents Association
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• v.22 no.2
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• pp.281-293
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• 2022

The necessity for introducing artificial intelligence(AI) into the public sector to form an intelligent government has been emerging. This study set 'Organizational Agility', 'Exploitation & Exploration Learning', and 'E-government Capability' as independent variables for the introduction of AI in central government. Dependent variables were set on whether AI was adopted in the central government organization 'Bu(mainly conducts policy planning)', and 'Cheong(mainly performs policy execution)'. Logistic regression analysis was performed on each of the two models. As a result, it was derived that ministry Bu adopted AI as organizational agility increased, and ministry Chung adopted AI as e-government capability increased. Particularly, it was identified that the effect of exploitation learning for Cheong organizations offset the influence of AI introduction according to e-government capabilities, while exploratory organizational learning facilitated the AI introduction. This study is meaningful for suggesting a strategy for adopting AI in government.

• Journal of Digital Convergence
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• v.13 no.8
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• pp.191-206
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• 2015

The purpose of this paper is the cultural management activities empirical analysis of the impact of organizational effectiveness, such as organizational citizenship behavior and turnover intention for the era of fusion and convergence. In particular, pay attention to the mediating role of organizational communication, and cultural management activities of the effect of by behavioral dimension of organizational effectiveness by structural model demonstrated the value and importance of cultural management. Cultural management activities showed a significant positive effect on organizational communication and organizational citizenship behavior. Organizational communication appears to have a mediating effect on the relationship between corporate cultural management and organizational effectiveness, especially the cultural management itself not necessarily to reduce turnover intention, to support communication means that can reduce the turnover points when activated.

• The Journal of the Korea Contents Association
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• v.14 no.11
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• pp.915-929
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• 2014

The purpose of this study was to explore organizational justice (distributive, procedural, and interactional justice) as the antecedent of and career satisfaction by conducting an integrative literature review. In addition, this study aimed to identify organizational support for career development (i.e., organizational sponsorship) as the potential mediating variable between organizational justice and career satisfaction. Based on an integrative literature review of previous research, this study proposed the conceptual model on the relationship between organizational justice and career satisfaction along with organizational support for career development. According to the conceptual model, organizational justice can add to the pool of important antecedents of career satisfaction, and organizational support for career development could mediate the relationship between organizational justice and career satisfaction. This study contributed to the human resource development (HRD) field through investigating the relationship between organizational justice and career satisfaction in a career development context in the workplace. Further, this study provided additional theoretical backgrounds to conduct organizational justice related research on diverse factors, such as potential mediating variables, influencing career satisfaction.

• Journal of Cadastre & Land InformatiX
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• v.44 no.2
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• pp.45-58
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• 2014

The purpose of this study is to find out the influence on Organizational Performance of Autonomy in Cadastral Employees. The survey was conducted around the branch Korea Cadastral Survey Corporation. Using SPSS 20.0 and Amos 19.0, Structural Equating model was verified. The results of the analysis and the proposal is as follows. First, autonomy not directly but indirectly affected job satisfaction and organizational commitment. This had a positive impact on job satisfaction and organizational commitment, autonomy existing research. But it was not the organization's performance by increasing the autonomy to higher study. Perhaps it is analyzed the results of the public sector. Second, the relationship between autonomy and organizational performance in leadership had a mediating effect. And increase organizational performance factors, leadership has a very important meaning. Public good is not guaranteed autonomy. Therefore, it is possible to compensate through leadership. Third, cadastral field manager leadership competencies, it is necessary to develop a training program to enhance the organizational commitment and job satisfaction.

• 한국문헌정보학회 학술발표논집
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• 2004.04a
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• pp.7-32
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• 2004

효율성 평가는 그동안 주로 영리를 추구하는 기업들의 주된 관심사였다. 이에 반해 학교, 도서관 및 정부단체 등 비영리조직을 대상으로 한 성과평가는 이들 조직의 존립목적이 특별할 뿐만 아니라 조직활동의 성과인 산출물에 대한 계량화가 어렵다는 이유로 방치되어 왔다. 그러나 최근 들어 비영리조직에 대한 효율성이 이슈로 등장하면서 이러한 기관을 대상으로 한 효율성 측정방법론에 대한 관심이 증대되고 있다. 프랑스의 경우, 공공서비스의 효율성 또는 생산성 측정의 방안으로 가장 널리 이용되고 있는 방법론은 전문가집단에 의한 항목별 평가다. (중략)

• Convergence Security Journal
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• v.15 no.3_1
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• pp.91-97
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• 2015

When we estimate any organization, we can use scientific tool such as organizational effectiveness. It is very difficult to know the level of organizational goal. If you plan how to assess the effectiveness of your organization, It is a complex and difficult problem, because a few social scientist think that there are many point of view of an concept of organizational goals based on the relatively concrete concept of organizational effectiveness. Social scientist Campbell insist that it is impossible to estimate organizational effectiveness accurately. So we should develope the perfect method to measure the organization as a system, the member's self satisfaction, the efficiency of the team. To achieve a good organizational effectiveness, we should study the method of approach about organizational effectiveness. This is theoretical study and show that the concept and method of approach about organizational effectiveness.

• Journal of Internet Computing and Services
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• v.13 no.5
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• pp.65-75
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• 2012

Organizational citizenship behaviors(OCB) are discretionary behaviors of employees, which go beyond that which is required, and are known to be contributing factors of organizational performance. When a supply chain management(SCM) system is implemented, organizational knowledge concerning the global standards, process innovation and key performance indicators(KPI) is also spread out across different, disconnected silos, thus increasing the absorptive and innovative capacity of employees. Therefore, OCB may be an important antecedent to successful operation of supply chain. This paper examines the causal relationships among absorptive capacity of employees, organizational citizenship, SCM performance and intention to innovate in global manufacturing corporations in Korea. Empirical results from 122 survey responses indicate that the organizational citizenship affects the level of SCM performance and absorptive capacity, which, in turn, influences SCM performance. As expected, SCM performance has been found to affect intention to innovate, but absorptive capacity has no impact on intention to innovate. As a conclusion, the academic and practical implications of these findings are discussed.