• Knowledge Management Research
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• v.24 no.4
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• pp.177-193
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• 2023

This study explores the role of organizational culture, job characteristics, and work values and orientation in shaping the competitiveness of a multinational company (MNC) based in Korea. The purpose of the study was to examine the impact of these variables on the competitiveness attributes of the organizational culture profile through MR-QAP analysis. Data were collected from 161 employees in 15 different teams at a Korean automotive company headquartered in Seoul. The results of the study revealed the impact of network characteristics associated with competitive organizational culture on competitiveness. 'found to have a negative effect on competitiveness. Among the organizational culture profiles, social responsibility, supportiveness, innovation, and performance orientation have a significant positive effect on competitive organizational culture, while emphasis on rewards and stability have no significant effect. These findings provide practical implications for understanding the complex dynamics of organizational culture and promoting strategic approaches to enhance organizational competitiveness.

• Korean Business Review
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• v.19 no.2
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• pp.23-46
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• 2006

In modern economic societies, individuals are governed by organizations and they managed their daily lives in one way or another. through such organizations. All activities of the organizations are carried out by the job performance of individuals. Job is a very important factor for both individuals and organizations. The study is the explore. the effect of job characteristics and organizational characteristics on the job satisfaction in the small- and medium- sized firms in Namdong und Banwool Area. Job characteristics and organizational justice were hypothesized to be positively related to job satisfaction. To examine the influence of job characteristics and organizational justice on job satisfactions, data were collected from 320 employees of the small- and medium- sized manufacturing companies in Namdong und Banwool Area. This research took independent variables as the core job characteristics of the job characteristic theory such as skill variety, job stagnation, job importance, autonomy, feed back, and organizational justice as distributive and procedural justice. As a result, I can make the following suggestions. First, The Results show that job characteristics and organizational justice were significant and important predictors of job satisfaction. Secondarily, to raise the job desire of organizational members, job must be designed in such a way that the members can highly recognize their job characteristics.

• Management & Information Systems Review
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• v.35 no.4
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• pp.185-211
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• 2016

This study examined the impact of learning organization activities on burnout and the moderating effect of supervisor trust in a learning organization. The results of the study shows that among the activities of a learning organization, independent variables in this study, promoting inquiry and dialogue as well as encouraging collaboration and team learning affect burnout. In other words, the dedication of an organization to creating a culture in which various learning approaches are experimented through questioning and giving feedback as well as collaborative learning that can reinforce the effective use of team resources have an impact on reducing emotional exhaustion, which is considered to be at the core of burnout. Plus, these factors reduce impersonalization, which is activated to prevent further emotional exhaustion by dealing with customers, colleagues and jobs in a cold, negative and perfunctory way. In this study, the dimensions of promoting inquiry and dialogue as well as encouraging collaboration and team learning were found to reduce the decline in personal sense of achievement of an employee with a negative assessment of himself or herself derived from a lack of achievement in his or her job. Supervisor trust (integrity, benevolence and ability) had a moderating effect on the relationship between strategic learning leadership and impersonalization/emotional exhaustion. This suggests that the trust of supervisor helps mediate and moderate the emotional exhaustion and impersonalization of organizational members by encouraging leaders to drive change and take the organization to a new direction. The study has provided implications that communication plays an important role in reducing burnout in the learning context such as positive, appreciative inquiry and feedback analysis to identify strength, and that supervisor trust is critical in order to ensure strategic learning leadership exerts greater influence on the organization.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.12
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• pp.5578-5587
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• 2011

The purpose of this study is to confirm how keeping a educational diary in which no feedback is given in the teaching practice in kindergartens affects a teacher efficacy and the educational belief of preschool teachers-to-be as well as the organizational health of kindergartens to practice according to the way teachers feel. With this aim, the study aimed at 34 seniors at the Department of Early Childhood Education in the four-year college in Chungnam. The study conducted this experiment using the nonequivalent control group pretest-posttest design, and carried out a $x^2$ analysis and a t-test according to the data. Concerning the research results, first, keeping a educational diary of teaching practice affirmatively affected a teacher efficacy. Second, it did not significantly affect a teacher's educational belief. Third, it did not significantly affect the organizational health of the kindergarten to practice according to the ways teachers-to-be feel. This study is meaningful in that keeping a reflective journal in which feedback by a guidance teacher for practice becomes the basic proposition may be replaced with the keeping of a diary of practice at the level of practicality. This means that a teacher's sense of efficacy may improve simply by keeping a educational diary of teaching practice without feedback by a guidance teacher.

• Journal of Korea Technology Innovation Society
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• v.21 no.3
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• pp.969-991
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• 2018

The aim of this study lies on verifying the mediation effect of organizational justice in the relationship between R&D personnel's job characteristics and organizational performance within their Government-sponsored research institute. For this, a survey was conducted on 362 R&D personnel members from 25 state-sponsored research institutes under National Research Council of Science & Technology, and then, a multiple regression analysis was used to seek any possible relationship. As a result, job characteristics such as autonomy and feedback were found to have positive (+) influence on organizational commitment. In addition, the result of the mediation effect of organizational justice indicated that the impact was made only by autonomy. This study finds its significance in the fact that it revealed the relationship between job characteristics and job satisfaction among R&D personnel in state-sponsored research institutes who have rarely been the source of objectives in related studies, and that it revealed organizational justice mediated the relationship.

• The Journal of the Korea Contents Association
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• v.14 no.1
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• pp.444-454
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• 2014

The purpose of this study is compares organizational culture and job characteristic and job continuance will of private security searches its investigate relation. This study had selected private security company members from Seoul of 2011 for population. Using purposive sampling method, 280 samples were drawn and were used for the final analysis. Using SPSS WIN 18.0, frequency analysis, factor analysis, reliability analysis, multiple regression analysis were performed. Cronbach's ${\alpha}$ value which shows the reliability of the survey came out to be over .665. The conclusion is following : First, organizational culture of private security service affects in job characteristic. As a work period is long, the job importance and feedback appear high. As development mutual agreement culture is formed, the job importance, autonomy is high. As reasonable culture is formed, the job importance, autonomy, feedback are high. As a hierarchical culture is formed, the job importance, feedback rises, and on the other hand, autonomy decreases. Second, organization culture affects in job continuance will to private security guard. Job expectation is high in man group. As age is high, crisis sense decreases. As attainments in scholarship is high, job satisfaction, shrinkage, alternative expectation increase. As there are much monthly income, job satisfaction, shrinkage, job expectation, alternative expectation, crisis sense become increase. As development mutual agreement culture is formed, job satisfaction, malicious insincerity, job expectation, alternative expectation, crisis sense are high. As reasonable culture is formed, job expectation increases, and on the other hand, malicious insincerity decreases. As a hierarchical culture is formed, job satisfaction, malicious insincerity, job expectation, crisis sense appear high. Third, private security guard job characteristic affects in job continuance will. As attainments in scholarship is high, job satisfaction, job expectation, alternative expectation increase. As a work period is long, job satisfaction, job expectation, alternative expectation, crisis sense appear decreases. As there are much monthly income, job satisfaction, job expectation, alternative expectation, crisis sense increase. Job satisfaction, job expectation increases as recognize the job importance high. Job satisfaction, shrinkage, malicious insincerity, job expectation, alternative expectation increase as recognize autonomy high. If feedback is proceeded well, malicious insincerity decreases.

• 한국디지털정책학회:학술대회논문집
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• 2006.06a
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• pp.131-137
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• 2006

소방조직의 업무효율성과 이를 위한 직원 개개인의 업무수행능력의 검증과 확보라는 관점에서 업무에 있어서 요구되는 지식과 지침을 피드백 시켜 구성원에게 전달하고 적합한 방법을 통해 측정 및 평가함으로서 전문성의 고도화가 가능하게 된다. 본 연구는 이러한 관점에서 이미 실시하고 있는 소방관 전문자격 인증제도를 검토하여 우리나라의 적용 가능성을 검토함을 본 연구의 목적으로 한다.

• Proceedings of the Korean Society for Agricultural Machinery Conference
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• 2002.07a
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• pp.327-332
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• 2002

식물조직배양용 바이오리액터내 배양액의 pH, DO 농도를 on-line으로 계측하고 제어하기 위한 시스템을 개발하여 시스템의 성능시험과 경시간격별 배양액의 농도변화를 계측하였으며, 주요 연구결과는 다음과 같다. 가. 복수의 바이오리액터내 배양액의 pH, DO 농도를 전극을 이용하여 on-line으로 계측하며, 농도의 계측값과 목표값을 비교하여 피드백으로 제어할 수 있는 시스템을 개발하였다. 나. 배양액의 농도변화를 계측한 결과 pH는 배양초기 5.0에서 배양이 경과됨에 따라 서서히 떨어져 2개월 후에는 3.8까지 떨어지는 것으로 나타났다. 다. 배양액의 성분중 배양초기에는 암모니아태 질소의 흡수가 질산태 질소보다 많이 이루어져 구근으로부터 H+이온을 유출시킴으로 pH의 값이 떨어지는 것으로 나타났다. 라 오염이 발생한 리액터내의 배양액 성분은 pH의 값이 3이하로 떨어졌으며, 이로부터 배양액의 오염경보를 할 수 있는 것으로 나타났다.

• Proceedings of the Korea Association of Information Systems Conference
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• 1997.10a
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• pp.165-181
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• 1997

경영환경과 조직의 분사화의 정도가 증가함에 따라서 의사결정지원시스템 (Decision Support System)에 있어서도 분산화 된 시스템의 요구가 증가되고 있다. 이러한 관점에서 본 연구는 분산화 된 환경인 네트웍을 기반으로 하는 의사결정지원시스템을 대상 으로 사용자간의 정보공유와 사용자의 참여의 효과적인 관리를 위한 기능적 설계를 제시한 다. 정보의 공유는 의사결정지원시스템과 그룹의사결정지원시스템을 차별화 하는 가장 큰 특징이다. 이러한 정보의 공유는 과업을 수행하는 그룹단위(WorkGroup)로 이루어지는 것이 바람직하며, 그룹의 구성원들간의 의사소통과 정보를 저장하는 자료저장소(Data Warehouse)와 서버(Server)의 구축, 보다 사용하기 쉬운 그래픽 사용자 인터페이스 (Graphic User Interface)를 포함하는 전자우편(Electronic Mail), 의사결정에 참여한 사용자 에게 의사결정결과에 대한 구체적인 피드백(Feedback)을 제공할 수 있는 시스템의 구축과 같은 방법을 통해서 보다 효과적인 관리가 이루어질 수 있게 된다. 사용자의 관리는 의사결 정지원시스템이 효과를 결정하는데 중요한 요소의 하나로써 보다 많은 참여는 그륩시너지효 과(Group Synergy Effect)를 가능하게 한다. 또한 완전한 익명성(Anonymity)의 확보는 기존 의 물리적인 제한을 가진 의사결정실 GDSS의 불완전한 익명성을 충분히 대체할 수 있을 것이다. 의사결정과정의 지원에 있어서도 사용자에게 회의의 기록을 자동적으로 제공하는 것과 병행하여 회의 중에 자신이 기록해야 할 사항을 추가적으로 기록할 수 있는 모듈 (Module)을 제공하는 것이 보다 효과적일 것이다. 물론 이러한 모듈은 앞서 언급한 정보의 공유의 관점에서 본다면 참여자 자신의 피드백에 도움을 주며, 또한 유사한 수준의 다른 참 여자에게 있어서 문제에 대한 인식을 다른 사용자와의 비교를 통하여 일정수준으로 동질화 시킬 수 있게 된다.

• Proceedings of the Korea Inteligent Information System Society Conference
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• 2007.11a
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• pp.367-378
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• 2007

기업이나 단체는 고객과의 관계형성 강화와 충성도를 높이기 위해 온라인 커뮤니티를 조직 차원에서 활성화하고 있고, 개인들은 사회 연결망(social network) 강화를 위해 개인의 관심사${\cdot}$가치${\cdot}$흥미${\cdot}$문화 등에 따라 특정 온라인 커뮤니티 사이트를 통해서 다양한 정보 획득과 구성들 간의 관계를 형성해 가고 있다. 이러한 추세에 힘입어 온라인 커뮤니티 사용자들은 상호작용성을 높이기 위해 아바타를 커뮤니케이션의 전달매체로 활용하는 경향이 있다. 본 연구는 아바타가 웹사이트 간 신뢰전이에 어떻게 영향을 미치고, 아바타 유무와 아바타 유형에 따라 신뢰전이가 어떤 차이가 나는지를 실증분석을 통해 검증하였다. 첫째, SERI와 SERI 포럼 사이트간에 신뢰전이가 부분적으로 발생하고 있으며, SERI 포럼 내에서는 변수들간의 모든 가설이 모두 유의하게 검증되었다. 둘째, 아바타 유형에 따라 SERI와 SERI 포럼 사이트간에 신뢰전이가 발생하는데 차이가 나타났다. 셋째, 모(母) 사이트의 신뢰는 자(子) 사이트의 품질요인과 포럼활동 만족도에 직${\cdot}$간접적으로 일부분 영향을 미쳤다. 다만, 중개자 신뢰는 시스템신뢰에는 유의한 영향을 주지 못하며, 피드백 메커니즘은 정보 품질과 시스템품질에 유희한 영향을 주지 못한다.