• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.19 no.4
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• pp.215-229
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• 2024

The purpose of this study was to explore various factors that affect the organizational commitment of health teachers' behavioral characteristics and explain the causal relationship between each factor. As an exploratory study, the subjects were about 500 people working as health teachers. A survey was conducted, and 190 responses were collected. Descriptive statistics were analyzed using SPSS, and the measurement model and hypotheses were tested using structural equation modeling. As a result of the analysis, the behavioral characteristics of health teachers were found to have a positive effect on their self-efficacy, and the behavioral characteristics and self-efficacy were found to have a positive effect on emotional commitment. In addition, health teachers' self-efficacy has a positive effect on emotional commitment, which means that rather than their behavioral characteristics having a direct effect on emotional commitment, their behavioral characteristics indirectly affect emotional commitment through a mediator called self-efficacy. It shows that it has an impact. In particular, it was confirmed that the school nurse's level of awareness of the importance of the task affected self-efficacy and emotional commitment. The implication of this study is that it explained the phenomenon of transfer of their behavioral characteristics to organizational commitment by empirically revealing that the competency, or behavioral characteristics, of health teachers are a factor affecting organizational commitment through self-efficacy. The goal is to empirically demonstrate that awareness of task importance, a job characteristic, affects self-efficacy and organizational commitment. The results of the study are expected to be able to suggest directions for capacity building and operation of health teachers.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.2
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• pp.201-219
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• 2014

The Republic of Korea in the real economy to a knowledge economy, and a center of creativity and imagination in the creative economy is changing the paradigm. As the core of creating economic, creative industries with the technology and information play an important role in the industry individuals. In order to solve the problem of the polarization of the economy and high youth unemployment rate of Korea, to recognize the role of the creative industries, as objection part, dimensions pan-national and one creative companies in industries of Mobile Apps various policies that support has been promoted. Support these policies to be able to contribute to the establishment of the success of mobile apps one-person creating company, we performed this study targeting one-person company that creates mobile apps area, we conducted a demonstration study of success factors, and thus more effective and efficient in an attempt to seek out support measures. In this study, we derive a research 4 hypothesis about the success factors of one creative enterprise through literature discussion, a study was made on the basis of empirical data of one-person company that creates mobile apps. The results of the analysis, first, if the development rate of the mobile application technology is fast and a new competition associated product is appeared, it was possible to find a tendency to be higher at the performance quantitative companies. Second, if the founder is a founding for the benefit and rewarding work and come to terms with the risk, it was possible to discover tends to be higher achievement quantitative. Third, if one-person company select a target market with capture intensively, it was possible to find a tendency for higher qualitative results. Fourth, it could be found that the reliability of the contact frequency of the network related performance business environment these characteristics enterprise management strategy and act as a significant modulatory effect. Provision of information relating to management and entrepreneurship education to be one creative enterprise is required, these results suggest that there is a provision continuing need for the opportunity to be able to meet and network and reliable variety have. In this study, to take advantage to promote the elimination measures that can increase the likelihood of success of the company of institutions to support one company that creates knowledge-based, such as in the field of mobile application.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.18 no.2
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• pp.35-52
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• 2023

Recently, as the non-face-to-face environment has developed due to COVID-19 and environmental pollution, the importance of online digital healthcare is increasing, and venture start-ups and activities such as health care, telemedicine, and digital treatments are also actively underway. This study conducted the impact on the acceptability of digital healthcare smartwatches with an integrated approach of the expanded integrated technology acceptance model (UTAUT2) and the behavioral inference model (BRT). The most advanced integrated technology acceptance model for innovative technology acceptance research was used to identify major factors such as utility expectations, social effects, convenience, price barriers, lack of alternatives, and behavioral intentions. For the study, about 410 responses from ordinary people in their teens to 60s across the country were collected, and based on this, the hypothesis was verified using structural equations after testing reliability and validity of the data. SPSS 23 and AMOS 23 were used for research analysis. Studies have shown that personal innovation has a significant impact on the reasons for acceptance (use value, social impact, convenience of use), attitude, and non-use (price barriers, lack of alternatives, and barriers to use). These results are the same as the results of previous studies that confirmed the influence of the main value of innovative ICT on user acceptance intention. In addition, the reason for acceptance had a significant effect on attitude, but the effect of the reason for non-acceptance was not significant. It can be analyzed that consumers are interested in new ICT products and new services, but purchase them more carefully and selectively. This study has evolved from the acceptance analysis of general-purpose consumer innovation technology to the acceptance analysis of consumer value in smartwatch digital healthcare, which is a new and important area in the future. Industrially, it can contribute to the product's purchase and marketing. It is hoped that this study will contribute to increasing research in the digital healthcare sector, which will play an important role in our lives in the future, and that it will develop into in-depth factors that are more suitable for consumer value through integrated approach models and integrated analysis of consumer acceptance and non-acceptance.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.16 no.5
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• pp.143-158
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• 2021

The purpose of this study is to suggest a direction for enhancing the mutual trust level between employees and managers by examining the effect of job satisfaction of electric power companies's employees and performance-oriented remuneration paid to them on awareness level of organizational justice and a trust in manager. Based on a significant positive relationship between employee's job satisfaction and trust in a manager, a significant positive relationship between employee's job satisfaction and perception of organizational justice, and a positive relationship between organizational justice and trust in manager, it was possible to confirm the mediating role of organizational justice between job satisfaction and a trust in manager. In addition, although performance-oriented remuneration did not have a significant effect on trust in manager directly, it was found to have a significant negative effect on distributive justice and procedural justice, but for interactional justice did not appear to have a significant influence. Because the autonomy of the labor budget is quite limited due to the government's total regulation on the size of the labor budget for public enterprises and due to the government's evaluation of management of public enterprises, it can be explained as having a negative effect on the perception of organizational justice. In addition, since the partial mediating effect of distributive justice and interactional justice was confirmed in the relationship between job satisfaction and trust in manager, the mediating effect of procedural justice was insignificant, it was confirmed that the need to establish and operate an internal HR management system based on smooth communication that employees can satisfy and accept can have a significant impact on trust in manager. On the other hand, because the negative complete mediating effect of distributive justice and procedural justice between performance-oriented remuneration and trust in manager was significantly confirmed, It is showing that employees' negative perceptions of performance distribution procedures and distribution results had a negative effect on trust in manager. The results of this study suggest that employees will perceive the organization as fair, and trust the manager who is the decision maker, when they are fully rewarded for their performance, with job satisfaction, a fair evaluation of their efforts, even if there are various factors that can influence managers to be trusted by their employees.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.3
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• pp.201-214
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• 2022

This study theoretically and empirically examined whether organizational communication mediates the effect of organizational learning culture perceived by members in the organization on task performance and contextual performance. Organizational learning culture is defined as a culture that is good at creating, acquiring, transferring, and modifying behavior to reflect new knowledge and insights. The hypothesis of this study is that the perceived organizational learning culture can increase performance through organizational communication between members. In particular, we measured communication within the organization into three types: upward, horizontal, and downward. These communications were set as mediating variables. In empirical studies, independent variables were perceived organizational learning culture, mediation variables were upward, horizontal and downward communication, and dependent variables were task performance and contextual performance. Hypothesis 1 is that the organizational learning culture will have a positive effect on employees' tasks and contextual performance. Hypothesis 2 is about the mediating effect of communication on the relationship between Hypothesis 1. In the empirical study, after verifying the validity and reliability of the research variables, correlation analysis and hypothesis verification were conducted. Hypothesis 1 was verified through regression analysis, and all detailed hypotheses were supported. To verify Hypothesis 2, we conducted a bootstrap test using process macro to separate the total, direct, and indirect effects and examine the significance of the indirect effects. As a result, Hypothesis 2 was partially supported. Downward communication mediated organizational learning culture and task and contextual performance, and horizontal communication mediated organizational learning culture and contextual performance. The mediating effect of upward communication was not significant. The results of this study contributed to the suggestion of implications, research limitations, and research directions. Organizational learning culture is the direction and intention of the organization to achieve its goals through the learning and growth of its members. By strengthening internal motivation, organizational members can take voluntary desirable actions that help groups and organizations as well as essential tasks given. since this relationship appears as a medium of downward communication, organizations can strengthen the relationship between organizational learning culture and performance through leadership education.

• Proceedings of the KAIS Fall Conference
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• 2009.12a
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• pp.566-570
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• 2009

본 논문은 고용서비스 기관의 서비스 품질과 사용기업의 관리능력이 파견직 근로자의 조직만족과 사용 기업의 업무성과 개선에 대해 미치는 영향을 실증분석 하였다. 이를 위하여 본 논문은 서울, 경기지역 근로자 파견기업. 사용기업, 파견직 근로자를 설문조사를 실시하여, 근로자 파견기업 81부, 사용기업 83부, 파견직 근로자 79부 중 응답에 문제없는 파견직 근로자 79를 분석 사용하였다. 수집된 설문자료는 빈도 분석, 요인분석, 신뢰도분석, 위계적 회귀분석 등에 의해 분석되었다. 본 논문의 독립변수는 파견기업의 서비스 품질이며, 통제변수는 사용기업에 대한 만족도, 파견기업에 대한 만족도, 성별, 연령, 학력, 직위, 근무경력으로 구분하였다, 또한 중속변수는 업무성과의 개선, 직무만족이다. 분석결과는 첫째, 파견직에 대한 인식이 긍정적일수록 업무성과가 개선된다. 둘째 파견회사의 전문성이 클수록, 서비스능력이 좋을수록 업무성과가 개선된다. 사용기업의 적극성(관리능력)이 클수록 업무성과가 개선되는 것으로 나타났다.

• The Journal of the Korea Contents Association
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• v.10 no.8
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• pp.341-348
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• 2010

The aim of this article is suggesting the training system of social enterpriser through the discussion about the promoting of social enterprise to meet the demands of the times. The part of discussion about the promoting of social enterprise addresses the social background, a fundamental concept, directivity, the present condition of social enterprise and the current social enterpriser's training program. The part of proposal about the training system of social enterpriser gives two areas that support social enterprise's establishment and conversion with supply a basic knowledge of social enterprise and deal with expert knowledge and management strategy making preparations as a social enterpriser. These suggestions introduced in the training system should go ahead in phases through the government aids.

• Proceedings of the KAIS Fall Conference
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• 2010.11b
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• pp.651-654
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• 2010

본 연구는 국내사업체 수에서 87.9% 이상을 차지하고 있는 소상공인들의 창업과 경영애로 분야에서 가장 시너지효과가 크다고 보여지는 소상공인 조직화부분에 대하여 실증적 연구를 실시하였다. 본연구은 소상공인 조직화를 위하여 소상공인 조직화를 프랜차이즈, 공동브랜드, 업종별 협회, 시 군 구에 등록된 상인회로 구분하였다. 소상공인들의 내적인 면에서 경영전략 선정에 있어서 어떠한 가치관을 가지는 지에 대하여 국내 최초로 군집분석에 의한 실증적인 분석을 시도하였다. 연구결과 소상공인의 인구통계적인 유형에서 성별, 학력, 연령, 업종별로 유의한 조직화 인지와 조직화 효과 그리고 최종적인 경영성과에 차이가 있음을 밝혀냈다. 또한 소상공인들이 경영전략 가치관에 대하여 군집분석을 실시한 결과 가격경쟁지향과 마케팅경쟁지향, 무개념 경영등 3가지 유형의 프로파일을 도출할 수 있었다. 이러한 소상공인 조직화에 대한 프로파일 도출과 조직화 인식도에 따른 경영 성공과 실패의 상호관계에 대한 연구 결과가 의미하는 바는, 향후 정부에서는 소상공인에 대하여 시설 개선과 현대화 사업 추진 못지않게 조직화 개발과 같은 조직관리에 대한 경영현대화 사업에 더욱 많은 노력을 경주하여야 하는 필요성을 밝혀 주었다.

• Korean Architects
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• s.645
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• pp.24-35
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• 2023

중국의 황금기를 이끈 당 태종 23년의 정치 토론 기록인 '정관정요'에는 '창업은 쉬우나 수성은 어렵다'는 구절이 나온다. 이는 원래 국가를 세우고 다스리는 법도에 관한 이야기지만, 기업에도 같은 원리가 적용된다. 시장의 수많은 경쟁자를 제치고 고객의 선택을 받기 위해서는 목표 고객의 니즈를 잘 만족시킬 수 있는 서비스를 제공하고 그것을 목표 고객의 마음속에 효과적으로 포지셔닝해야 한다. 게다가 시장에서 계속 경쟁력을 유지하기 위해서는 차별화한 포지션을 유지하는 마케팅 전략이 필요하다. 중·소규모 건축사사무소의 경쟁력은 무엇이고, 과연 어떻게 운영을 해나가야 할까. 지난 12월 13일, '소규모 건축사사무소 운영자로서의 건축사'를 주제로 건축사 회관 국제회의실에서 좌담회가 열렸다. 홍성용 편집국장(건축사사무소 NCS lab)을 사회로 남기봉 건축사(남기봉 건축사사무소), 박우린 건축사(쿠쿠루쿠쿠 건축사사무소), 이관용 건축사(주.오픈스케일 건축사사무소), 이영재 건축사(주.건축사사무소 이인집단)가 참석한 가운데 올해 어려울 것으로 예상되는 기업환경에 대응하는 각자의 건축사사무소 경영전략에 대해 이야기를 나누는 자리가 마련됐다. 이날 중·소규모 건축사사무소의 제반 경영환경과 올해 어떠한 대비가 필요한지를 주제로, ▲비즈니스 마인드, 사업적 인식을 갖춘 건축사사무소 운영 방향 설정 ▲자기 어필, 흐름에 따른 전략적 마케팅의 필요성과 방법 등 올해 불확실한 경영환경을 맞아 사무소를 어떻게 운영할지에 대한 고민과 이야기를 나눴다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.18 no.3
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• pp.157-172
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• 2023

The recent Fourth Industrial Revolution is accelerating changes due to digital transformation. According to this trend, the existing start-up paradigm is changing, and new business models based on new technologies and creative ideas are emerging. In addition, the diversity of mentoring relationships and environments such as online mentoring, reverse mentoring, group mentoring, and multiple mentoring is also increasing. However, most mentors in their 50s and 60s, who are mainly active in the start-up field, have been able to help mentees a lot based on their own experience and expertise, but they are having difficulty responding to the changing environment due to a lack of understanding and experience of new technologies and environments. To cope with these changes well, mentors must constantly study, acquire and apply the latest technologies to improve their understanding of new technologies and the environment. In addition, it is necessary to have an understanding and respect for the diversity of mentoring relationships and environments, and to maximize the effectiveness of mentoring by actively utilizing them. Therefore, mentors should recognize that they directly affect the growth and development of mentees, constantly acquire new knowledge and skills to maintain and develop expertise, and actively deliver their knowledge and experiences to mentees. Therefore, in this study, was tried to empirically analyze the relationship between mentoring's influence on mentor's job satisfaction through mentor's personal learning and self-efficacy. The results of the empirical analysis were as follows. Among the functions of mentoring, career function and role modeling were found to have a positive effect on both personal learning and self-efficacy, which are parameters, and job satisfaction, which is a dependent variable. On the other hand, psychological and social functions have a positive effect on personal learning, but they do not have an effect on self-efficacy and job satisfaction. In addition, as a result of analyzing the mediating effect, all mediating effects were confirmed for career functions, and only the mediating effect of self-efficacy was confirmed for role modeling. Through this study, mentoring is an important factor in promoting job satisfaction, personal learning and self-efficacy, and this study can be said to be academically and practically meaningful in that it confirmed personal learning and self-efficacy as factors that increase mentor's job satisfaction, and the focus of mentoring research was shifted from mentee to mentor to study the impact of mentoring on mentors.