• Journal of Convergence for Information Technology
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• v.10 no.12
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• pp.91-99
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• 2020

The aim of this study to assess the effect of information security policy awareness, information security involvement, compliance behavioral intention on information security behavior The research method is composed of a cross-sectional design of reward and fairness. This paper focuses on the process of organizational policy on the information security compliance intention in the individual decision-making process. As a result, the reward had a significant effect on compliance behavioral intention, and it was found that influence of the psychological reward-based condition was greater than the material reward-based condition. The fairness had a significant effect on information security policy awareness, information security involvement, information security behavior, and it was found that influence of the equity-based condition was greater than the equality-based condition. The exploration model was verified as a multiple mediation model. In addition, the discussion presented the necessary research direction from the perspective of synergy by the cultural environment of individuals and organizations.

• Journal of the Korean Society for Railway
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• v.16 no.4
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• pp.331-339
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• 2013

This study highlights the theme of human error emerging as a critical issue in the railroad industry, conducting exploratory research on the effects of health, cognition, and safety climates on safety behavior and accidents using an empirical method. The statistical results based on questionnaires received from 204 train drivers indicate that psychological fatigue, cognitive failure, and internal locus of control as individual variables and CEO philosophy and behavior of immediate boss as organizational variables have significant relationships with safety behavior, while cognitive failure, CEO philosophy, behavior of immediate boss, and education were found to be significant variables with respect to accidents. Furthermore, unsafe behavior such as mistakes and violations showed negative effects on near misses and responsibility accidents, respectively. Based on these results, effective alternatives and countermeasures needed to mitigate human error were posited.

• Journal of Digital Convergence
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• v.14 no.5
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• pp.247-262
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• 2016

The importance of coaching leadership has been highlighted to enhance creativity and competence of human resources in convergence environment. This paper was validated through a structural relationships model, the impact of coaching leadership on behavioral dimensions of organizational effectiveness by focusing on mediating role of job characteristics. Coaching leadership activities showed a significant positive effect on job characteristics and turnover intentions. Job characteristics appear to have a mediating effect on the relationship between coaching leadership and organizational effectiveness, especially the coaching leadership itself not necessarily to improve organizational citizenship behavior, can increase organizational citizenship behavior when formed into a positive awareness of the job characteristics of organizational members.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.13 no.2
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• pp.51-61
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• 2018

As Korean society becomes more matured, more people consider trust valuable, as a social capital. Researchers introduced trust literatures focusing on public policy, sociology than business. In this paper, it is empirically analyzed how Organizational Justice, Shared Values, Organizational Trust, 3 dimensions of social capital explained by Nahapiet & Ghoshall, together with Job Satisfaction and Innovative Behavior, as a proxy of performance at the organizational level. The results of this study are as below. Firstly Organizational Justice, consisted of 4 sub-variables of Distributional Justice, Procedural Justice, Interpersonal Justice and Informational Justice, classified by Colquitt, affects Job Satisfaction positively. Secondly Shared Values, consisted of 2 sub-variables of CEO's Core Value and Organizational Culture, availing Competing Value Model of Cameron & Quinn, affect Job Satisfaction positively. Thirdly Job Satisfaction, consisted of 2 sub-variables of economical satisfaction and self-efficacy, affects Innovative Behavior positively. Lastly Organizational Trust has mediating effect on the relationship between Job Satisfaction and Innovative Behavior. However, while the direct effect of Job Satisfaction on Innovative Behavior shows 69%, the indirect effect of Organizational Trust on Innovative Behavior shows 31%, which may not be ignorable. Furthermore in case of smaller organization with less than 30 members, the indirect effect of Organizational Trust shows 64%, comparing to 36% of direct effect of Job Satisfaction. This study was able to confirm that organizations need to maintain Organizational Trust as much as they strive to increase Job Satisfaction through securing Organizational Justice and Shared Values in order to effectively increase Innovative Behavior. For small organizations with less than 30 members, they can never achieve Innovative Behavior without Organizational Trust. Conclusively it is acknowledged that Organizational Trust is the most important prior condition for innovation and long-term survival of SME ventures.

• Journal of Korean Library and Information Science Society
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• v.52 no.1
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• pp.129-154
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• 2021

The purpose of this descriptive correlational study was to explore the effect of knowledge of evidence-based practice (K-EBP) and organizational culture on the innovation behavior of university librarians in South Korea. The structured survey questionnaire consisted of four sections and 60 items. The four sections were concerned with K-EBP, organizational culture, innovation behavior, and EBP-related activities and demographic. The respondents were librarians working in 101 university libraries in South Korea. The results of this study were as follows. First, K-EBP indicated that the respondents had excellent practical skills, but their ability to appraise critically, apply knowledge and to conduct research was weak. Second, the questionnaire scores for K-EBP were significantly positively correlated with those for organizational culture and innovation behavior. Higher K-EBP scores corresponded to higher scores for relation-, innovation-, and task-oriented organizational culture. Third, K-EBP outcomes differed significantly by age group, education level, employment type, job title/seniority, reading of academic journal articles, and attendance at conferences. Organizational culture differed significantly with age. Innovation differed significantly with both age and conference attendance. Fourth, in the hierarchical multiple regression analysis, factors predicting K-EBP scores were education level and reading academic journals. Fifth, the multiple regression analysis identifying factors predicting innovation revealed statistically significant regression coefficients for overall K-EBP and for innovation- and hierarchy-oriented organizational culture. The regression coefficient for perception of a hierarchy-oriented organizational culture was negative. To promote innovation behavior of librarians, we need to foster an innovative organizational culture characterized by communication and cooperation, and improve the ability of librarians to engage in EBP. Educational programs that promote librarian engagement in research-related activities are needed.

• Proceedings of the Korea Contents Association Conference
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• 2011.05a
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• pp.325-326
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• 2011

인체의 질량분포, 부피, 무게중심 등은 운동역학적 변인들을 분석하기위한 중요한 파라미터로 활용된다. 본 연구는 이러한 파라미터, 즉 인체분절계수를 추정하기 위한 분석도구의 개발에 관한 연구이다. 분석은 CT촬영을 통해 얻어진 2차원 의료영상데이터에 대해, 영상정보를 읽어 watershed 알고리즘을 통해 체성분에 따라 지방조직, 뼈조직, 근육조직에 따른 영역경계를 반 자동으로 구분할 수 있다. 분절계수의 추정은 최종적으로 확보한 영상에 대해, 분절경계면을 구분하여 이에 따른 질량, 부피 및 무게중심에 대한 비율을 계산하고 결과는 CSV 타입으로 저장한다. 개발된 분석도구는 연구목적에 따라 다양하게 분절화가 가능할 뿐만 아니라 영상데이터의 확보를 통해 인체분절계수 데이터베이스의 확장 구축에 기여할 수 있다.

• Proceedings of the Korean Society for Information Management Conference
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• 2018.08a
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• pp.21-24
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• 2018

본 연구는 대학도서관 사서가 지각하는 근거기반실무 지식의 정도와 영향요인을 식별하고자 하는 연구이다. 근거기반실무 지식에 유의한 차이가 나타난 변인은 연령, 교육 정도, 고용 유형, 직위, 학술지 읽기, 학술대회 참여이었다. 근거기반실무 지식에 영향을 미치는 요인은 교육 정도, 학술지 읽기로 나타났다. 본 연구는 대학도서관 사서의 근거기반실무 지식은 대학도서관과 사서직의 지속적 발전과 혁신의 촉진 요인이기 때문에 근거기반실무 역량을 향상시킬 수 있도록 연구 관련 활동을 지원하는 조직단위, 도서관계, 학계 차원의 지원과 정책이 필요하다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.9
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• pp.167-176
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• 2017

The purpose of this study was to examine the effect of subordinates' emotional labor on job burnout and job engagement, and verify whether job crafting moderates the relationships between emotional labor and job related attitudes. A total of 301 employees working at various companies in Korea participated in an on-line survey and the data were examined by statistical analysis. The results showed that surface acting positively affected job burnout. It was found that deep acting positively affected job engagement, while negatively affecting job burnout. The results also demonstrated that job crafting moderated the relationship between surface acting and job engagement. It is suggested that employees' proactive behaviors designed to relieve the stress of work can mitigate the negative effect of emotional behavior. On the basis of the results, the implications and future research directions were discussed.

• Journal of the Korean Society for information Management
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• v.19 no.2
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• pp.109-130
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• 2002

This paper is mainly concerned with the matter of how organizational knowledge is represented in terms of usability by letting the members of the organization evaluate knowledge items in the problem solving situations. Organizational knowledge can be represented in the form of a visualized dynamic knowledge map since the organizational members experience constant changes in goals, kinds of problems, and the importance of alternatives to solve the given problems. The dynamic map suggested in this study is goal oriented in the sense that it represents the relationship between knowledge items across domains as well as within a domain.

• Korean Journal of Culture and Social Issue
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• v.17 no.1
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• pp.19-49
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• 2011

In this study, multilateral conceptualizations of underemployment were measured in terms of wages, social status, skill utilization and permanence of the job, and then the effects of antecedents on underemployment and the effects of underemployment on organizational adaptation were examined. Data obtained by a longitudinally designed survey at intervals of 18 months with the reemployed(N = 153) after job loss were used. The underemployment measures include 1) the ratio of wage change 2) the ratio of status change 3) the ratio of education 4) the occurrence of change from the permanent job to temporary job, 5) overqualification - growth opportunity, 6) overqualification - mismatch. The first four measures are social-economic and objective measures and the last two measures are psychological and self-reported ones. Demographic variables(sex, age, education level, and period of unemployed), circumstantial variables(economic hardship, number of dependents), and psychological variables(job-seeking self-efficacy, depression/anxiety, latent function) are included in antecedents. In the effects of antecedents on underemployment, age increases the level of underemployment in the aspects of wage and job status. Economic hardship increases the possibility of underemployment in the aspects of education and number of dependents increases the possibility of underemployment in the aspects of job status. Job seeking self-efficacy decreases the possibility of underemployment in the overqualification - no growth. Retention of latent function during the period of unemployment lowers the possibility of underemployment in the overqualification - no growth. The level of depression and anxiety during the period of unemployment raises the possibility of underemployment in terms of education and in the overqualification - mismatch. In the effects of underemployment on organizational adaptation, the higher the level of underemployment in the aspect of education is, the lower the level of person-organization fit, emotional commitment, and job satisfaction are. And the transition from permanent job to temporary job makes emotional commitment and job satisfaction lower. No growth and mismatch exerted a significant influence on organizational adaptation generally.