• Journal of Korean Library and Information Science Society
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• v.32 no.1
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• pp.33-51
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• 2001

University libraries need the development of a common Internet-based reference request system in order to prevent duplicated investment and provide interoperability among them. This paper proposes a standard of Internet-based reference recluest system that serves reference request-responses and that provides reference source sites on the world wide web. Using this system, university libraries can cooperate other libraries with reference databases and may perform tasks of reference service efficiently.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 1996.04a
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• pp.699-702
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• 1996

지난 5년 전부터 국내기업에 도입되기 시작한 'Team제'는 지금에 와서는 대다수 기업들에 적용되고 있다. 그러나 이 'Team제'는 'Restructing' 차원에서 일정 부분 조직의 혁신에 기여한 바가 없지 않으나, 일부 기업에서는 'Team제'의 한계점을 인식하고 또 다른 대안을 모색하고 있는 중이다. 'K' 은행의 경우 금융권에서는 거의 최초로 본부조직에 대해 '전면 팀제'를 도입, 실행하는 과정에서 예기치 못했던 한계에 봉착하게 되었는 바, 'K' 은행은 이를 극복하기 위한 하나의 전략적 대안으로 기존에 구축된 'Downsizing System'을 축으로 '소은행장제'를 도입, 조직의 혁신적 'Restructuring'을 추진하고 있다. 본 논문은 기존에 구축된 'downsizing System'과 'Team' 조직이 고객지향적 시장전략에 발맞추어 어떤 형태로 결합되어 활용될수 있는지를 'K' 은행의 사례를 통해 살펴 보려는데 그 목적이 있다.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 1996.10a
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• pp.222-224
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• 1996

급변하는 환경에 대응하기 위하여 최근 우리나라의 기업들은 책임경영제, 팀제, 수평 조직, 권한이양, Client/Server환경 등 다양한 기법들을 도입하고 있는데, 이들 기법들의 공통적인 특징을 한 마디로 표현하면 분권화라 할 수 있을 것이다. 따라서 분권화가 지닌 전체 최적인 아닌 부분 최적, 구성원간의 갈등, 조직 전체적 차원의 의사결정 및 실행의 어려움등과 같은 기본적인 문제들을 해결하기 위해서 이해관계자들간의 집단의사결정의 중요성은 분권화의 추세와 더불어 더욱 증대되고 있다. 본 연구는 S그룹의 산임과장 700여명을 6-7명을 한 조로 하여 총 110개 조를 편성한 후, 조별로 문제를 해결해 가는 과정을 직접 관찰하였다. 관찰결과 110조 중 100조 이상이 거의 동일한 의사결정 과정을 밟아갔으며 그들이 밟아 간 과정은 합리적 의사결정이론에서 제시하는 과정과는 거리가 멀었다.

• Journal of the Korea Safety Management & Science
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• v.14 no.3
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• pp.291-298
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• 2012

의료조직의 팀제는 산업계의 팀과는 다르다. 산업계의 팀 구성원들이 팀원으로서 단일의 지위, 책임, 직무를 가지고 있고, 팀장에 의하여 평가받을 것이다. 그러나 의료조직의 진료팀 구성원들은 일반적으로 팀 구성원과 기능적 부문의 구성원으로서 이중의 지위, 책임과 의무를 유지하고 있다. 그렇기 때문에 진료팀에 있어서는 상호간의 의사소통을 활성화시킬 수 있는 더욱 향상된 노력이 필요하고 다양한 분야의 전문가들을 통합할 수 있는 임파워먼트된 리더십이 필요한 것이다. 실증분석은 대학병원에 소속되어 있는 진료팀 구성원들에 대한 조사를 통하여 수집되었다. 실증분석 결과는 정교하게 설계된 팀 전략이 적용되어야 함을 제시하고 있다. 팀 구성원들은 팀 요인이 확인되어야 하고 리더십과 의사소통에 의하여 검토되어야 하는 개념으로 인식하는 것으로 분석되었다. 즉, 팀 요인은 필요조건이고 팀 요인에 기반한 팀 과정이 팀 성과를 향상시키는 충분조건이라는 것이다.

• Journal of the Korea Society of Computer and Information
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• v.19 no.2
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• pp.201-208
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• 2014

The objective of the present study is to investigate the relationships among the perceptions of performance appraisal politics(POPAP)), employee's attitude to work, and team-based work system characteristics. Using survey data from various occupationally heterogeneous sample of white-collar employees(N=195) from various organizations, the results indicate that when employees perceive performance rating to be manipulated because of rater's personal bias and punishment motive, they reduce organizational commitment. Contrarily, the employees' POPAP with motivational motive increases organizational commitment. And task interdependency has positive effect on employees' POPAP.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.4
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• pp.414-425
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• 2014

Purpose: The purpose of this study was to identify hospital nurses' recognition of the team system and the effectiveness of the team system as an organizational structure. Methods: A self-report questionnaire was used to collect data from 247 general hospital nurses during 4 months in 2013. Analysis was done using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and factor analysis with SPSS 18.0. program Results: There was no significant difference in nurses' recognition of team structure (t=2.06, p=.153) or effect of team structure (t=0.36, p=.549) according to use of team system. In hospitals with a team system, there were positive correlations between recognition of the effect of the team system and age (r=.25, p=.033), and total clinical career (r=.26, p=.012). In hospitals not using a team system, nurses' recognition of team structure as an organizational system (r=.31, p<.001), nurses' recognition of team structure, total (r=.30 p<.001) correlated significantly with the effects of team system. Conclusion: Results of this study provide a retrospection view of the team system in nursing organizational systems. The nursing team system's ultimate goal needs to be confirmed for complementary nursing care. Also, more studies on nurses' perceptions of, and effectiveness of the team system are necessary.

• The Journal of Korean Academic Society of Nursing Education
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• v.18 no.3
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• pp.486-498
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• 2012

Purpose: The purpose of the study was to understand and describe the team manager's experience in relation to the team system in the hospital organization. Methods: In-depth individual interviews for collection of data were conducted from October to November 2011. Participants were chosen purposely among team managers who had worked as team managers under the team manager system in Seoul for more than three years. Content of all interviews was recorded and transcribed according to information collected by interviewers. Data were analyzed using Colaizzi's analysis. Results: Six categories were derived from the analysis: 1) Strengthening of team manager's authority; 2) Sharing of multifaceted leadership role; 3) Demonstrating people-oriented leadership; 4) Complete interpersonal relationship and communication; 5) Self-empowering with web-like plans and practices; and 6) Going through rigorous commitment for team performance. Conclusion: Results of the study demonstrate various positive factors in association with the team system in spite of the short period of time since its introduction in the hospital organization; however, some negative aspects of the team system need to be reevaluated.

• Management & Information Systems Review
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• v.31 no.2
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• pp.199-230
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• 2012

This study introduced trust dimension as a mediating variable and analyzed in order to investigate the empirical mechanism on the process of leader's emotional intelligence which is a emotional factor to produce organizational effectiveness. Based on the empirical analysis, first of all, this study found whether the team leader's emotional intelligence gives an influence on the subordinate's trust in leader. Secondly, this study examined the multidimensionality of trust by selecting subordinate's cognition-based trust and affect-based trust on the team leader as mediating variables between team leaders's emotional intelligence and subordinate's affective commitment, organizational citizenship behavior. I found the theoretical implications based on this study; first, from the view on cognition-based and emotion-based trust, the integrated verification of the process of the trust in leader as a mediating role, second, verification of the relationship between leader's emotional intelligence and trust in leader which was not studied before, third, the methodological try to prevent from the common method bias problem through the evaluation of a team leader on a subordinate's organizational citizenship behavior. This study also suggested the ways to apply those theoretical implications to human resource management.

• Management & Information Systems Review
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• v.31 no.2
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• pp.89-114
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• 2012

The purposes of this research are to examine the effect of humor sense of leader on innovative behavior and to examine the moderating effects of empowerment on the relationship between humor sense of leader and innovative behavior. For these purposes, literature review and survey research were conducted. The 350 questionnaires were sent to the 10 manufactural firms in the Pusan and Kyungsang Nam-Do region for empirical analysis. Total 276 usable responses were collected(effective response rate : 78.86%). The major findings of the empirical research are as follows ; First, generation of humor, use of humor, attitude of humor and evaluation of humor which are composed factors of humor sense of leader have positive influence innovative behavior. Second, composed factors of humor sense of leader have differential influence on innovative behavior by empowerment. In conclusion, humor sense of leader is expected to improve innovative behavior which is individual behavior in an organization. Therefore, managers have to develop innovative behavior by exhibiting humor sense, considering empowerment.

• Management & Information Systems Review
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• v.4
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• pp.409-441
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• 2000

The purpose of this study is to present the problem of the introduction and management and the method of activation of the team organization in college administrative systems through the theoretical study about the team systems and the actual proof study already introduced and operated in colleges and enterprises. The scopes of the subject of theoretical study are the concept of team systems, the type of systems, the strategy of introduction and management, the problem of management and the tactics of activation. The scopes of the theoretical study are the field of systematic structure and that of introduction and management. In order to activate the team organization of college administrative systems, we must study three points such as empowerment, construction of learning team and the method of personal management. For the sake of conducting the team organization efficiently, we must consider four fields. They are as follows: First, considering the continual efforts for reorganization is the most important precondition. Second, the device of supplement related with introduction of systems such as evaluation of merits, promotion and budget must be prepared as soon as possible. Third, in order to introduce the systems, the improvement of systems is needed. Fourth, it must be accompanied by redesigning the whole business process. Especially, in the introduction of team organization, it is important above all to introduce suitable constitution or situation of business. And making a constant effort and preparation for solving problems is essential to successful management of team organization.