• The Journal of the Korea Contents Association
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• v.11 no.3
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• pp.389-402
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• 2011

Previous research on the management of health care organization has heavily focused on health care quality and operational efficiency, whereas this research deals with flexibility, an important strategic priority in the field of operations management. Particularly, this research analyzes the effects that internal and external resources of volume and product flexibilities have on the organization's financial performance. Survey data from various types of sampled domestic hospitals have been collected using the developed questionnaire and analyzed with a regression model. The results show that volume flexibility based on internal resources has not only main effects but also interaction effects with internal and external resources of product flexibility. However, volume flexibility based on external resources is not shown to have any effect on performance. The explanation and managerial implications from the results are discussed.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.165-171
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• 2022

The purpose of this study is to verify the effect of human resource flexibility on organizational commitment and to verify the mediating effect of self-efficacy in the relationship between human resource flexibility and organizational commitment. In order to achieve this research purpose, a survey was conducted on employees working in the service industry in China, and the results of the analysis are as follows. First, it was found that technological flexibility, behavioral flexibility, and relationship flexibility, which are sub-factors of human resource flexibility, all had a significant positive effect on organizational commitment. Second, as a result of verifying the mediating effect of self-efficacy in the relationship between human resource flexibility and organizational commitment, it was verified that self-efficacy has a partial mediating effect in the relationship between technological flexibility, behavioral flexibility, relationship flexibility, and organizational commitment. Finally, the implications of this study were presented and the future research direction was discussed.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.185-202
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• 2023

The COVID-19 pandemic catalyzed major changes in our work environment, underscoring the critical role of workplace flexibility. While a wealth of research exists on specific flexible work strategies and schedules, a broader understanding of workplace flexibility has been somewhat overlooked. This study aimed to bridge this gap by examining the correlation between workplace flexibility and organizational commitment. Our sample consisted of 300 employees from foreign businesses in the ICT(information and communications technology) service sector and the manufacturing industry, along with those from the top 50 leading Korean enterprises. We bifurcated workplace flexibility into two distinct categories for this study: quantitative and qualitative. Our results revealed that within the quantitative category, the flexibility of continuity of work and flexible place significantly enhanced organizational commitment. Interestingly, the flexibility of work schedules didn't have a marked impact on commitment levels. On the qualitative side, job autonomy and teamwork emerged as significant drivers of organizational commitment. It's worth noting that qualitative aspects of workplace flexibility had a more pronounced effect on organizational commitment than the quantitative elements. These findings highlight the necessity of approaching workplace flexibility from a comprehensive perspective, embracing both its quantitative and qualitative dimensions. For businesses aiming to maximize the benefits of flexibility, it's essential to cultivate a culture of open communication, champion collaboration, and prioritize job autonomy and teamwork. Establishing a work environment that actively supports feedback-oriented communication stands as a key component in this endeavor.

• Journal of Convergence for Information Technology
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• v.10 no.10
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• pp.236-245
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• 2020

The purpose of this study was to determine the associations among emotional burnout, resilience, job embeddedness, and organizational commitment, provide basic data for an effective dental care delivery system and manpower management, and promote organizational commitment in clinical dental hygienists. For data collection, convenience sampling was performed among dental hygienists working in Daejeon and Chungcheong and Jeolla Provinces from November 11 to December 30, 2019, and a self-administered questionnaire was used. Organizational commitment was positively correlated with resilience and job embeddedness and was negatively correlated with emotional burnout; emotional burnout was negatively correlated with resilience and job embeddedness; and resilience was positively correlated with job embeddedness. The factor most significantly affecting organizational commitment was emotional burnout, followed by resilience and job embeddedness. It is therefore necessary to give another consideration to a customized intervention strategy, which involves emotional burnout, resilience, and job embeddedness, in exploring a program that helps clinical dental hygienists maintain and manage organizational commitment efficiently.

• Management & Information Systems Review
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• v.33 no.2
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• pp.135-153
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• 2014

Tendencies such as the increasing spread of market globalization, new technological developments, the reduction of product life cycles and aggressive competition, are generating high levels of environmental changes and uncertainty for organizations of all types. these circumstances require rapid responses through adaptation of organizational attitudes and capabilities, which lead to innovative management approaches and organizational methods. Human resource management researchers have struggled to elaborate the underlying mechanism explaining how human resource systems relate to organizational performance after universalistic perspectives were supported by a majority of studies investigating the positive relationship between human resource management system and firm performance. To fill the void, hypotheses in this study predicted human resource flexibility that would mediate the relationship between human resource management system and firm performance. The research model among the variables in this study was as follows: These theoretical models were tested with a sample of 138 firms in Korea. The analysis of data was undertaken by using AMOS. The Summary of the verification results is follows: Firstly, most of human resource management system and human resource flexibility had positive effects on human resource performance Secondly, most of human resource management system and human resource flexibility had positive effects on firm's financial performance Thirdly, human resource flexibility had mediated the relationship between human resource management system and firm performance The results of the present research may be demonstrated that organizations or managers could achieve a high level of management practices that lead to firm performance by enabling human resource to be flexible through high performance human resource management system.

• 한국벤처창업학회:학술대회논문집
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• 2020.06a
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• pp.141-147
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• 2020

최근 중소기업연구원 연구자료에 의하면 우리나라 중소벤처기업의 혁신 수준은 OECD 최하위 수준이며, 네트워크 기반의 협력체계가 필요하다고 발표하였다. 또한, 최근의 혁신 행동 관련 연구를 살펴보면 내적 혁신 행동에 대한 연구는 많으나, 외부 네트워크 혁신 행동과 연동한 연구는 미진하였다. 따라서 본 연구의 목적은 CEO 변혁적 리더십이 조직 공정성을 기반으로 내적 외적 혁신 행동을 실행함에 있어서 유연적 조직 문화의 조절 효과가 사업성과에 미치는 영향에 대해서 알아보고자 한다. 이론적 고찰을 통해 중소벤처기업 성과모형, CEO 변혁적 리더십, 내적 혁신 행동, 외적 혁신 행동, 조직 공정성, 유연적 조직문화, 사업성과에 대해서 알아보았다. Chrisman 등(1998)의 중소벤처기업 성과모형은 ①기업가(entrepreneur), ②산업구조(industry structure), ③사업전략(business strategy), ④자원(resources), ⑤조직구조(organization structure, processes and systems) 등 5가지를 제시하였다. 본 연구에서는 Chrisman 등(1998)의 벤처기업 성과모형 NVP = f(E, IS, BS, R, OS)을 적용하여 연구 모형을 설계하고 실증 검증하였다. 향후 중소벤처기업 성과모형으로서 직원들의 미래전망과 자부심 향상에 본 연구가 시사점을 제공할 뿐만 아니라 중소벤처기업 경쟁력 강화를 위한 기업 혁신 행동 컨설팅 연구에도 기여할 수 있을 것으로 판단된다.

• Journal of Digital Convergence
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• v.10 no.11
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• pp.165-174
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• 2012

This study analyzes the effects of group characteristics of smart work users on intention for smart work activation(i.e., time flexibility, space flexibility, resource flexibility and ICT infrastructure). Also, this study analyzes the effects of different types of smart work depending on occupational groups, firm size and gender in local manufacturing companies. The results show that ICT infrastructure had the most significance in the early stage of smart work. On the contrary to the previous studies which focused more on time flexibility and space flexibility, this study exemplified that the resource flexibility demonstrated relatively higher significance than time flexibility and space flexibility. The results suggest the possibility of successful smart work by recognizing the change in organizational culture, specifically in face to face evaluation and vertical organizational culture to performance-based and horizontal organizational culture.

• Knowledge Management Research
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• v.22 no.1
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• pp.85-103
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• 2021

While there is a rapid transition to smart work due to COVID-19, not many studies have measured the changes in organizational culture after firm-wide institutionalization of smart work. Through a questionnaire and a series of stakeholder interviews, this study examined how and to what extent employees' perception of organizational culture changed after the introduction of smart work in a large leisure service company H in South Korea. The working culture of the organization is measured as the changes in the organizational members' perception on seven dimensions: strategic innovativeness, organizational flexibility, fair human resource management, rational decision making processes, organizational vitality, trustful collaboration, proactive leadership. The results demonstrated that, after the introduction of smart work, the organizational members' perception on strategic innovativeness, organizational flexibility, organizational vitality, trustful collaboration have declined significantly while the changes in fair human resource management, rational decision making processes, and proactive leadership are insignificant. Though found to be insignificant, follow up interviews revealed that participants think that the role of management leadership is very critical for the smart work systems to be institutionalized successfully. While the smart work may have different effects depending upon industry or organizational characteristics, this study present a case for changes in organizational culture after institutionalizing smart work. Implications are discussed with further research issues at the end.

• Proceedings of the Korean Information Science Society Conference
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• 2005.07a
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• pp.13-15
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• 2005

현 그리드 정보검색 시스템은 그리드 환경에 구축이 되어 있지만, 그리드 컴퓨팅의 특징 중 하나인 가상조직을 이용한 자원 관리가 결여되어 있다. 이로 인해, 제공하는 서비스 중 한부분에서만 과부하가 발생을 하여도 시스템 전체에 영향을 미치게 된다. 이러한 문제에 대해 본 논문에서는 그리드라는 분산처리 환경에 정보검색 시스템을 구축하여 보다 안전하고, 유연한 확장성을 갖는 정보검색 서비스를 제공하려 한다. 대표적인 그리드 미들웨어인 글로버스 툴킷(Globus Toolkit)의 가상 조직(VO: Virtual Organization)을 이용하여 정보검색 시스템을 구성해 보고, 가상조직이 갖는 이점인 유연성을 그리드 정보검색에 적용하여, 유연한 그리드 정보 검색 시스템을 제안한다. 그리고 그리드 정보검색 가상 조직 관리 서비스(GIR-VOMS)를 구현하여 시스템 성능을 높여 줄수 있는지 알아본다.

• Korean Security Journal
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• no.61
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• pp.181-201
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• 2019

The purpose of this study was conducted to examine how human resource flexibility of security workers affects organizational performance and innovation behavior. A total of 350 copies of questionnaires were collected and collected in 340 copies of the security workers. A total of 335 questionnaires, except 5, which were unsatisfactory in the questionnaire or whose answers were missing, were analyzed for frequency, correlation, and multiple regression using the SPSS 19.0 program.The following conclusions were drawn. First, the flexibility of human resources of security workers has a positive effect on organizational performance. Second, human resource flexibility of security workers has a positive effect on innovation behavior. Third, the organizational performance of security workers has a positive effect on innovation behavior. In other words, both human resource flexibility and organizational performance are crucial factors for innovation behavior, and organizational performance plays an important role in innovation behavior. In conclusion, for the development of the security industry, it is necessary to manage human resource flexibility in order to develop and motivate innovation capability through education and continuous training of workers.