• Proceedings of the Korea Database Society Conference
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• 2010.06a
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• pp.99-107
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• 2010

BSC(Balanced Scorecard)는 재무적 성과지표의 한계를 지양하고 고객관점, 내부 프로세스 관점, 학습과 성장 관점, 재무 관점의 다양한 관점에서 성과측정시스템으로 상용 될 수 있을 뿐만 아니라 전략의 해석, 전략적 캐스케이딩(cascading), 전략적 자원분배, 전략적 학습도구를 위한 전략관리시스템으로 또한 의사소통도구로서 사용된다. 분 논문에서는 대학내의 학과들이 각각 개별적인 특성이 존재하고 학과의 제한된 자원과 역량하에서의 효율적인 운영과 이에 대한 조직적인 접근방법이 필요하기 때문에 학과조직에 BSC를 적용하는 방안을 모색하였다. 이러한 학과 BSC는 대학 전체 또는 그 상위조직의 BSC를 위한 토대로 이용될 수 있을 뿐만 아니라 교육에 관련한 다양한 인증 및 평가와 연계할 수 있을 것이다. 또한 본 논문에서는 최소한의 프로그래밍과 이해하기 용이한 수행규칙, 그리고 유연한 개정을 위하여 비즈니스 규칙(Business Rule)으로 이루어지는 BRMS(Business Rule Management System)로 학과 BSC를 설계할 수 있는 방안을 모색하였다.

• Korean Security Journal
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• no.10
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• pp.79-102
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• 2005

This study aims to present implications to the basic directions according to organization's own objectives, roles, physiology and changes, etc for private security being activated. The change in organization can lead to foster the foundation for coping with sharp social environmental changes. The fundamental factors leading organizational changes should include intentional, planned and future-oriented activities. This is because organizational changes can be achieved by organizational learning. Besides, organizational learning is indeed important in terms of improvement in business methods and security services, but it should be also much more examined than in any other organization, since business particularity lies in getting in most sensitive contact with customers on the spot. Therefore, this study aims to propose the developmental directions of organizational learning by positively exploring the basic learning directions according to the influences of organizational learning, focusing the organizational efficientization strategies coping with environmental changes on the organizational learning.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2004.05a
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• pp.67-70
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• 2004

카플란과 노턴에 의해 1992년에 처음 소개된 BSC (Balanced Scorecard)의 '재무', '고객', '내부프로세스' 그리고 '학습과 성장'의 4개 시각 중 '학습과 성장' 시각의 핵심성과지표를 도출하는 것이 본 연구의 목적이다. 기존 연구에서 제시된 평가 지표의 한계점을 제시하고 성과지표 도출의 근원을 조직 행동론에서 제시하고 있는 성과개념과 과정이론에서 밝혀냄으로서 '학습과 성장'시각의 목표인 다른 세 시각의 하부구조 및 동인을 달성하고자 조직 행동이론 관점의 핵심성과지표를 제시하고자 한다. 또한 정보기술이 기업의 장기적인 역랑을 배가시키고 경쟁우위를 확보하기 위한 전략적 수단으로 인식됨에 따라 정보기술의 역할 및 효과성에 대한 측정과 평가가 중요한 이슈로 떠오르고 있기 때문에 '학습과 성장' 시각에서 인적자원의 역랑과의 균형있는 정보기술 역량을 측정하고 평가할 수 있는 지표를 제시하고자 한다. 이는 기업 경영활동의 근간이 되는 구성원과 단위조직, 그리고 정보기술이 기업성과데 미치는 영향을 정확히 파악하고 그 결과를 구성원과 조직의 보상체계로 연결시킬 수 있는 객관적인 잣대로서 작용하게 된다.

• Convergence Security Journal
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• v.13 no.5
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• pp.147-156
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• 2013

This research tried to find out the influence of organization nature on management outcome in security companies. First, in the relation between organization nature and management outcome (inside viewpoint) in security companies, factors of organization culture (t=2.534, p<.05) and job nature (t=6.425, p<.001), in organization nature, were shown to give statistically meaningful positive (+) influence on inside viewpoint, and the relative influence of independent variables measured in terms of beta coefficient was ${\beta}$=.226 for organization culture and ${\beta}$=.576 for job nature. Second, in the relation between organization nature and management outcome (study growth viewpoint) in security companies, factors of organization culture (t=2.070, p<.05) and job nature (t=10.507, p<.001), in organization nature, were shown to give statistically meaningful positive (+) influence on study growth viewpoint, and the relative influence of independent variables measured in terms of beta coefficient was ${\beta}$=.145 for organization culture and ${\beta}$=.741 for job nature. It may be concluded that the nature of security service organization affects organization culture relatively, with the implication that systematic educational practice system and organizational study should be accompanied for achievement of ultimate purpose of the organization. It is also implied that field support will be needed considering the job nature, because organization nature has a causal relationship with the specialty of security service job.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.4
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• pp.79-89
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• 2016

FDI has been considered as a source of competitive advantage by bringing scientific and technological innovation capabilities to domestic firms via organizational learning. Acquiring knowledge and technology by learning accelerates firms to be innovative. In the way of innovation, firms seek for innovation as a whole but innovation can be clarified as two different parts, product and process innovation. Different from product and process innovation, organizational innovation is not directly related to productivity or outcome but it is closely related to product and process innovations. As a kind of firm innovation, organizational innovation may be considered as preceding product and process innovation and it may positively mediate the relationship between in-bound FDI and firms' product and process innovations. In this paper, the relationship between FDI and product and process innovation will be explained by organizational learning and the way of organizational innovation affects to the relationship will be examined.

• Journal of the Korean Geographical Society
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• v.36 no.5
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• pp.539-560
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• 2001

This paper aims to critically review the geographical literature on learning and proximity that stresses the role of the regions and geographical proximity in sustaining competitive advantage, and to conceptualize a relational/organizational perspective on the sources of knowledge and learning in the firm. In the first part of the paper, I argue that the geographical literature lacks the deliberate scrutiny of how learning occurs in the firm and where the sources of knowledge and learning come from. Secondly, I attempt to elaborate the concept of proximity through a relational/organizational perspective. Thirdly, I delve into how learning takes place and is realized in the firm through communities in the firm such as communities of practice, epistemic communities and task-force teams and how such communities in the firm generate knowledge and sustain loaming by drawing on relational/organizational proximity. This paper concludes by claiming that the sources of learning exist in organizational spaces, with complex geographies mobilizing distributed knowledge and competences and combining varied forms of knowledge beyond the simple demarcation of tacit and codified knowledge.

• Journal of the Korea Society of Computer and Information
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• v.16 no.10
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• pp.211-218
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• 2011

Although the disaster management of Korea such as mitigation of disasters, preparedness for them and recovery from them. It should be considered based on the failures of the disaster management and the past experimental knowledge, it is believed that the repetitive occurrence of similar disasters is caused by absence of learning of disaster management organizational. That is, non-learning of the management organs due to experimental errors indicates that the organization themselves are not able to adjust to environment and the same kinds of disasters may happen in the future. Therefore, this study identifies repetitive failures by analysing reasons of the failures in terms of organizational learning in order to prevent from repetition of similar failures, and presents suggestions on the policy of disaster management. For the purposes, it carries both bibliographical analysis and case analysis. this study targets Daegu Subway Fire in 2003.

• Information and Communications Magazine
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• v.25 no.11
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• pp.18-22
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• 2008

기술융합은 연구자간 사회적 상호작용의 결과 일어나는 일종의 기술혁신 현상인데, 융합과정에서 수명주기가 존재한다. 기술능력을 가진 개인이나 조직의 학습${\rightarrow}$기술의 통합 및 혁신 ${\rightarrow}$안정화 과정을 거치는 융합 수명주기를 갖는다. 조직학습(집단학습)은 기술융합의 주요한 성공요소로 작용한다. 이 때문에 기술융합의 성공을 위해서는 프로젝트 리더의 리더십이 중요하다. 기술융합 프로젝트 리더는 개별연구자나 연구그룹이 보유하는 인지맵(cognitive map)을 통합하는 노력이 필요하다. 이를 위해서는 조직 및 개인의 네트워크 구축과 학습역량 강화가 중요하다. 정부는 기술융합 촉진을 위해서 학회, 협회 등 중심연계조직을 육성해야 한다. 그리고 프로젝트 리더의 리더십 함양프로그램을 운영해야 한다. 장기적인 관점에서는 학제간 벽을 뛰어 넘는 대학원 교육의 혁신이 필요하다. 공공부문은 창의적이고 개방적인 연구환경을 조성해야 하겠다.

• Journal of Digital Convergence
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• v.12 no.3
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• pp.105-115
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• 2014

This paper aims to examine the mediating effects of psychological capital on the relationships between learning organization and innovative behavior. 310 sheets of questionnaires were gathered from the organizational members of the companies in 5 cities, including Seoul and Pohang and analysed using structural equation modelling technique. The results show followings: First, the human factor of learning organization has a significant influence to the innovative behavior and the psychological capital. Second, structural factor of learning organization has a significant influence to the psychological capital but does not have a significant influence to the innovative behavior. Third, the mediating effect of psychological capital has a significant partial effect between human factor of learning organization and innovative behavior, and full effect between structural factor of learning organization and innovative behavior. The results of this study implies that some guideline could be used in promoting learning organization and making implementing strategy.

• Journal of the Korean Geographical Society
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• v.37 no.5
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• pp.480-497
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• 2002

This paper is concerned with unveiling the responsiveness of large Korean firms to external shock by examining corporate restructuring in terms of production and organization. Throughout empirical research, I speculate on how corporate restructuring influences and relates to corporate teaming and adaptation. The main findings of this research are as follows. First, the restructuring of business structure was expected to strengthen core competencies and improve profitability and the restructuring of organizational structure to make it possible for responding more quickly to radical changes in its business environment. Second, both downsizing and employment adjustment have assisted the firm with unlearning obsolete practices, preconditions necessary for effectively accomplishing new teaming practices. Third, both the spatial reorganization of production activities and process innovation require and involve learning processes. In conclusion, it claims that corporate restructuring can be seen as a powerful loaming tool, particularly in the context of radical economic change.