• The Journal of Asian Finance, Economics and Business
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• v.8 no.4
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• pp.193-200
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• 2021

This study investigates the impact of managerial ability and managerial incentives on firm performance. In particular, it studies how managerial ability factor can exert significant influence on the profitability and the risk of firms. By doing this, the study can provide several policy implications about how managerial ability can influence firm decisions and its corresponding business policies. Data of the study was collected from the Annual Enterprises Survey (AES), which is conducted by the General Statistics Office of Vietnam (GSO) during the 2009-2013 period. After removing firms with insufficient financial information, our final dataset includes over 50,000 firms in Vietnam. The main result of the study shows that there is a significant and positive relationship between managerial ability and firm leverage. This finding indicates that managerial ability significantly plays an important role in making financial decisions. In addition, our study provides empirical evidence about the causal relationship between managerial compensation and firm risk-taking behavior. Specifically, we find that firm risks are significantly associated with compensation schemes including lower delta and higher vega. In other words, our study implies that the sensitivity of CEO wealth to stock volatility can positively affect both delta and vega or managerial incentives schemes.

• 한국벤처창업학회:학술대회논문집
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• 2022.04a
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• pp.157-161
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• 2022

Building on the DC interaction model between a parent company and its spin-offs, we examine that a dyadic relationship can be differentiated within the functions of space, motivation, and time. We investigate that these three factors encompassing the parent-spin-off DC relationship can be applicable to both linear(i.e., geographic proximity and low spin-off CEO's salary is positive) and nonlinear(i.e., too much frequency of new spin-off creation is as harmful as too little) effects on determining the performance of spin-off firms. The direction of causality is underpinned by social capital, human capital, and compensation-activation theory rather than by the normal consequences of previous empirical research. Further, our results suggest the overlap between DC and entrepreneurship; namely, spin-off firms create, learn, and exploit opportunities through a reconfiguration of parent DC so that DC establishes itself as a key concept in the entrepreneurship domain.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.105-115
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• 2020

The purpose of this study is to investigate the factors influencing the innovation resistance of cloud computing services and to suggest policy alternatives to increase the use of domestic cloud computing services. For this, a survey was conducted on 178 SMEs that introduced cloud computing services with government support. As a result, technostress, CEO informatization leadership and organizational structure concentration had a significant influence on innovation resistance. Therefore, in the future, first, it is necessary to provide user-centered cloud computing services in the direction of reducing technostress. Second, it is necessary to apply cloud computing services through a deeper understanding of the organizational characteristics of each small and medium enterprise. Third, there is a need for advanced security authentication and a compensation system. In order to promote the use of cloud computing services, an environment in which users can safely use should be prepared first.

• Management & Information Systems Review
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• v.29 no.1
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• pp.1-23
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• 2010

This study examines the impacts of outside directors' characteristics and compensation on stock performances of KOSDAQ and NASDAQ IPO firms. The results of this study indicated the following interesting results. First, there is no significant relation between outside directors' age and CARs on KOSDAQ firms. while significant positive relation between outside directors' age and CARs on NASDAQ firms. And the elder age group shows a more positive impact on performances compared with the younger age group. Second, there is no relation between outside directors' academic background and CARs for KOSDAQ firms. But We find a significantly positive one for NASDAQ firms. Third, In Relation to outside directors' careers, their professional or CEO careers group have more positive impact on stock performances than gray directors' careers group. Lastly, there is an insignificant negative relation between the outside directors' compensation and CARs for KOSDAQ firms. while there is a positive relative for NASDAQ firms. In particular, there is a significant positive relative between value of stock options and CARs for NASDAQ firms. from the result, I could find out the stock option for outside' directors have a positive influence on firm value.

• Quality Improvement in Health Care
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• v.5 no.2
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• pp.278-294
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• 1998

This study was planned to provide basic data for activating quality improvement by genera hospital with more than 400 beds across the country, of which 65 coordinators answered. Main results of the study are as follows.. 1. Job satisfaction and organizational commitment by individual characteristics were compared. It was revealed that the sense of self-efficacy was related to job satisfaction positively. But job satisfaction and organizational commitment by locus of control showed no significant difference. 2. In terms of the characteristics of QI activities, the active participation of QI coordinators in QI planning process and smooth communication among hospital staffs were showed positive relationship to job satisfaction significantly. 3. Also support system was proposed as most significant variable related to the job satisfaction and the organizational commitment of QI coordinators. Especially support to QI activities by CEO's, seniors, and other hospital staff was a factor to enhance the job satisfaction and organizational commitment of QI coordinators. 4. In the aspect of organizational culture, culture which were tendency to be recognized high autonomy in their work and organizational identity strongly and to operate reasonable compensation system were related to job satisfaction and organizational commitment positively. The more formalized climate, supportive communication, cooperative teamwork and promoting creative/risk take behavior, it showed the higher organizational commitment. 5. For the aspect of QI job characteristics, QI coordinators' job satisfaction was high when QI office was arranged for independent department which was exclusively in charge of QI activities and their role is exclusively in charge of QI. It can be concluded that organizational support in the aspect of relation and finance and efforts of encouraging their motivation and providing on the job training program are need.

• The Journal of the Korea Contents Association
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• v.21 no.5
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• pp.592-606
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• 2021

This study examines the impact of knowledge management strategies and knowledge management determinants for each type of knowledge management of a company on knowledge activities, and because each company's situation and conditions are different, it is necessary to approach each knowledge management type. The analysis was conducted using the SPSS 18.0 program targeting 81 companies that have introduced knowledge management systems or knowledge management by categorizing them into technology-oriented and combined types. The result is that Initial types are based on changes in organizational structure and active adoption of information technology, and the Organizational knowledge centers use management systems (CEO support, performance compensation system, education and training system) and infrastructure building and information technology to maximize individual knowledge. The Information technology-oriented types rely more on information technology such as infrastructure building and information technology use rather than organizational knowledge. and the Combination type is understood as an educational and training system and decentralized organizational structure for the overall expansion of the organization. Through this study, effective and significant strategies, knowledge management determinants, and knowledge activities for each type were presented.