• Management & Information Systems Review
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• v.35 no.2
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• pp.185-203
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• 2016

This study set up a study model through a previous study and aims to determine the control effect by organizational support in the effect relationship between consulting performance which is an independent variable and organizational performance which is a dependent variable. To do that, the hypothesis was verified by using statistical programs such as SPSS 20.0 and AMOS 20.0 which can be statistically useful with 511 copies except for the copies which cannot be utilized, over 4 weeks from February $25^{th}$ to March $24^{th}$, 2015, focusing companies located in Seoul, Gyeonggi, Incheon. The hypothesis testing result of the study model set by this study shows that firstly, this study has contributed to establishing an additional theory in the research between consulting performance and organizational performance while it has not been enough for consulting performance and organizational performance in previous studies. Second, although the moderating variable of organizational support in the effect relationship between consulting performance and organizational performance didn't show a partial positive (+) role in the hypothesis testing, more detailed analysis in the survey process and the variety on questionnaire configuration were provided in the variable selection. Third, as consulting performance shows a positive effect on organizational performance, a higher consulting performance gives a direct impact on organizational performance so that a realistic action plan on internalizing and enhancing consulting execution result into organizational performance is aggressively required.

• Journal of Digital Convergence
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• v.15 no.5
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• pp.161-172
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• 2017

The purpose of this research is to take a look at what are research autonomy's factors of the government-supported research institutes with a new angle and how these factors influence on organizational effectiveness at the same time. ultimately, this research will suggest what government should guarantee and support researcher of the government-supported research institutes. In the groundwork, this research divides the level of research autonomy individual and organizational level, and divides the type of research autonomy intrinsic and extrinsic autonomy and also organizational commitment, and measure job satisfaction for organizational effectiveness. consequently, intrinsic autonomy which is associated with 'selection of research project', 'freely and lively traffic in ideas', 'choice of research methodology', 'utilization of research's result' is much more important than extrinsic autonomy for researchers to improve organizational effectiveness.

• Journal of Digital Convergence
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• v.9 no.3
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• pp.145-163
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• 2011

This study aims to mediating effects of trust on the relationships between R&D organizational culture and organizational- performance. Additionally, This study is to examine the impact of R&D organizational culture to organizational performance. The findings are as follows : First, R&D organizational culture had a significant positive effects on the organizational performance. Second, the mediating effects of trust had a significant effects on all relationships. The means that attaining trust contribute to member's attitude and organization performance, therefore supervisor should make efforts to maintain and enhance trust in organization.

• The Journal of the Korea Contents Association
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• v.16 no.12
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• pp.667-676
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• 2016

The purpose of study was to determine the differences in organizational culture between social enterprises and commercial enterprises and assess the impact on organizational performance in Korea. Main results are as follows. First, Social enterprises employ a lot of low-imcome women and the elderly worker. Second, rational culture is high in profit businesses, but cultural group is high in social enterprises. In commercial enterprise, productivity and efficiency, planning and goal setting, assessing goals and looking for the evaluation of the performance are important. and in social enterprise, affinity and participation, employees individual development and group morale and cohesion, emphasis on mutual cooperation and trust are important. In addition, both social performance and economic performance, social enterprises are higher than in commercial enterprises. Social enterprises are operating transparently based on workers participation and understanding is expected that economic performance is also highly recognized. Third, social performance is higher development and group culture are higher in commercial enterprises, and development, group and hierarchy culture are higher in social enterprises. Economic performance is higher reasonal culture is lower in commercial enterprises, and group culture is higher in social enterprises. Therefore, the social enterprise workers are recognizing social and economic performance are higher than commercial enterprise workers. In short, social enterprises is making discriminatory organizational culture, and this is contributing to achieving organizational performance.

• Proceedings of the Korean Society for Information Management Conference
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• 1998.08a
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• pp.151-154
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• 1998

21C를 맞이하여 도서관의 환경은 점점 더 변화되어가고 있고, 기존의 자료의 보존이나 처리기능에서 이용자중심으로의 역할변화가 뚜렷해지고 있다. 이용자중심의 도서관이 되기 위해서는 전통적인 조직구조보다는 보다 유연하고 개방적인 조직구조로의 전환이 필요하며, 이러한 상황에 효율적으로 대처하기 위한 조직유형의 한 방법으로 팀조직의 도입을 제안하고자 한다. 따라서 본 연구에서는 팀조직의 개념과 유형 및 특성, 그리고 최근에 외국도서관에서 실제로 적용되고 있는 팀조직의 유형에 대하여 고찰해보고, 이와 함께 도서관조직에 팀조직의 효율적인 활용가능성과 응용성에 대하여 분석하고자 한다.

• Journal of Industrial Convergence
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• v.22 no.6
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• pp.73-80
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• 2024

In this study, the impact of entrepreneurial orientation subfactors on organizational performance in the health and social welfare services industry was examined. Accordingly, responses from 272 organizations in this industry that participated in the corporate section of the 2022 Entrepreneurship Panel Survey conducted by the Korea Entrepreneurship Foundation were used. A regression analysis was performed on the data using the SPSS 25.0 program. According to the analysis, the entrepreneurial orientation subfactors of autonomy, proactiveness, innovativeness, and competitive pursuit had positive impacts on organizational performance. Risk-taking, on the other hand, had no effect on organizational performance. Based on these findings, building an entrepreneurial-oriented organizational culture and strengthening compensation to promote an entrepreneurial orientation are recommended.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.577-584
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• 2020

This study examined the effects of management consultant competency (ability, professionalism) and consulting service quality (reliability, assurance) on organizational creativity and innovation. The research target was companies with experience in consulting, and sample data from 62 surveyed companies (80 persons) were analyzed using SPSS 25.0 and Smart PLS 2.0 based on statistics to perform frequency analysis, reliability, and feasibility analysis. The summary of the research results is as follows. First, it has been verified that consultant competency (ability, professionalism) and consulting service quality (reliability, assurance) had positive impacts. Second, service reliability and assurance, which are components of consulting service quality, significantly affected consulting performance (organizational creativity, innovation). Taken together, management consulting has a positive effect on creativity and innovation in an organization and ultimately contributes to improvement of the business performance of the company, depending on the competency of the consultant and quality of the services provided. Based on the results of this study, we intend to improve the quality of SME consulting by providing theoretical and practical implications as well as contribute to the growth of SMEs requiring innovation in the era of the 4th Industrial Revolution.

• Journal of the Korea Convergence Society
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• v.11 no.7
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• pp.231-238
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• 2020

In the case of ICT-enabled organizational changes such as Smart Work, appropriate change management is required. To achieve work-life balance, organizational change management should be conducted from both a structural and a cultural perspective. This study looked at organizational factors that affect Smart Work facilitation through a case study with the view of ICT-enabled change management. From November to December 2019, eight Smart Workers of Company A were interviewed and analyzed for organizational support. The results show that structural support such as institutionalization, ICT infrastructure office environment improvement, Smart Work center as well as cultural support such as enhancing autonomy, communicating style of managers, trusting organizational climate are required. The findings suggest balanced organizational support to provide cultural support along with structural support for activating Smart Work operations. In the future, it is necessary to demonstrate the causality between structural/cultural support factors and outcome factors.

• Journal of Digital Convergence
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• v.13 no.6
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• pp.113-124
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• 2015

Convergence-based Smart Work in Korea started from 2010 with a purpose to improve work-life balance. Up to now the previous research on Smart Work has been studied in the context of the pre-adoption or the adoption stage, and shows some limitations not finding out the effort to manage change, the issues occurred in the process of adopting Smart Work, and the performance after adopting Smart Work. The period after adoption is when users continue to use ICT and intended objectives can be accomplished. Therefore, this study investigated the process that the organizations adopting Smart Work have overcome spatial and temporal constraints and the performance that they have achieved after adopting it. Though the framework integrating time-geography theory with technology acceptance stage, this research interviewed four managers of three organizations being responsible for adopting and operating Smart Work and provided its adopting process and performance of each organization.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.8
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• pp.539-547
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• 2019

Even though current firms achieve organizational innovation with diverse workforce, previous studies on the relationship between workforce diversity and firm innovation revealed mixed results. To explain these inconsistent findings, this study examines the contradictory aspects of diversity, and divides innovative performance as exploitative and exploratory innovation. In particular, the main focus of this study is age diversity and firm innovation, since most Korean firms suffer from inter-generational conflicts. In addition, this study explores the moderating role of cohesive and innovative culture as the strong norms within the organization. The HCCP data was used to test these hypotheses. As predicted, age diversity negatively influences exploitative innovation, and positively affects exploratory innovation. However, the moderating role of cohesive culture was not statistically significant. Conversely, innovative culture strengthens the positive relationship between them.