• The Journal of Asian Finance, Economics and Business
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• 제7권12호
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• pp.293-308
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• 2020

This study aims to investigate the direct relationship between ownership structure, earnings manipulation, and organizational performance, and then examine the mediating effect of earnings manipulation in the relationship between ownership structure and organizational performance. This study collected and analyzed secondary data published in financial reports related to all insurance organizations listed in the Jordanian market during the study period (from 2009 until 2018). A panel data analysis was conducted, giving a total of 200 observations. The findings of this study concluded that ownership concentration, foreign ownership, and organization size affect organizational performance proxied by ROA, ROE, and EPS, more specifically, ownership concentration and organization size have a positive effect, whereas foreign ownership has a negative effect. At the same time, board of director ownership, organizational ownership, and CEO compensation did not affect organizational performance. Next, the board of director ownership, ownership concentration, foreign ownership, and CEO compensation affect earnings manipulation separately. In addition, earnings manipulation positively affects organizational performance proxied by ROA, ROE and EPS. This means that the higher the earnings manipulation is, the higher the organizational performance is. Finally, earnings manipulation mediates the relationship between ownership concentration and foreign ownership of ownership structure, and organizational performance.

• 동아시아경상학회지
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• 제5권2호
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• pp.1-11
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• 2017

This study attempts to verify effects of CEO' supports, compensation and educational training and those of individual annual salaries and company's sales on promotion of knowledge management expected to contribute to enhancing construction industry's competitiveness, from the perspective of person-organization fit. For the analysis, a total of 368 effective questionnaires were used to conduct independent sample t-test, regression analysis and hierarchical moderated regression analysis. The findings show that individual annual salaries have a positive relationship with company's performance and company's sales also have positive relationships with both knowledge management activities and company performance, and CEO's supports, compensation and educational training are important factors that can improve knowledge management activities. In addition, the principle that the rich get richer and the poor get poorer is also operated in construction industry, as in other industries. Therefore, members in a company should conduct optimal strategies to enhance the knowledge management activities through selection and concentration, while governmental agencies require the establishment of IT system for it and supports for related cost and consulting of it.

• 경영과정보연구
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• 제35권1호
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• pp.143-154
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• 2016

본 논문에서는 신임 최고경영자가 취임 초기에 우호적인 시장의 평판, 높은 보상 및 계약 연장 등의 개인적 혜택을 목적으로 이익 조정 등을 통한 보고 이익의 과다 계상 행태로 인한 기업의 실질 이익과 보고 이익간에 괴리가 생겨 기업의 가치관련성에 영향을 미칠 것으로 예상하였다. 이러한 가치관련성의 변화를 살펴보기 2004년부터 2014년까지 11년간을 연구기간으로 선정하고 최고경영자 교체기업의 가치관련성을 미교체기업과 비교하고, 신임경영자의 취임 초기의 가치관련성 변화를 재임 후반기와 비교하여 실증분석하였다. 연구방법으로는 Ohlson(1995)의 가치평가식을 이용하여 기업의 순이익 및 순자산 장부가치에 대한 차별적 가치평가계수를 추정하는 방법을 적용하였다. 연구기간동안 14,373 관찰치를 대상으로 하여 최고경영자를 교체한 2.971 관찰치의 상대적 가치관련성의 변화를 분석하였고, 신임경영자의 취임 초기 이익조정 행태가 가치관련성에 미치는 영향을 분석하기 위하여 4,810 관찰치의 가치관련성의 변화를 분석하였다. 실증분석의 주요한 결과를 요약하면 다음과 같다. 첫째, 전체표본에 대한 분석에서 최고경영자를 교체한 기업의 순이익은 가치관련성이 하락하는 반면 순자산 장부가치의 그것은 상승하는 경향이 관찰되었다. 이는 최고경영자의 이익조정으로 순이익 수치와 기업의 실질가치의 변동 간의 괴리가 증폭됨에 따라 순이익의 가치관련성이 저하된 반면, 신임 최고경영자의 'big bath' 등의 보수적인 회계처리로 인하여 순자산장부가치가 실질가치에 보다 접근하는 결과가 나타나 장부가치의 가치관련성은 향상된 것으로 판단된다. 둘째, 신임 최고경영자의 취임 초기에 순이익의 가치관련성은 하락하였으나 순자산 장부가의 가치관련성은 상승한 것으로 나타났다. 이러한 현상도 최고경영자 교체기업의 분석 결과와 같이 신임경영자의 이익조정 등의 행태가 시장에 부정적인 영향을 미쳐 주당순이익의 가치관련성은 감소하였지만, 최고경영자의 취임 초기 보수적인 회계처리로 주당순자산의 가치관련성은 증가한 것으로 보인다. 본 연구는 2004년부터 국내 상장사를 대상으로 최고경영자 취임 초기의 이익조정 행태로 인한 가치관련성을 국내 최초로 분석한 결과를 제공하였다는 점에서 공헌점을 갖는다.

• 대한전자공학회:학술대회논문집
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• 대한전자공학회 2004년도 학술대회지
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• pp.836-841
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• 2004

This paper describes ASIC design for brightness revision control, A LED Pixel Matrix (LPM) design and LPM in natural color LED vision. A designed chip has 256 levels of gradation correspond to each Red, Green, Blue LED pixel respectively, which have received 8bit image data. In order to maintain color uniformity by reducing the original rank error of LED, we adjusted the specific character value 'a' and brightness revision value 'b' to pixel unit, module unit and LED vision respectively by brightness characteristic function with 'Y=aX+b'. In this paper, if designed custom chip and brightness revision control method are applied to manufacturing of natural color LED vision, we can obtain good quality of image. Furthermore, it may decrease the cost for manufacturing LED vision or installing the plants.

• 산업융합연구
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• 제2권2호
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• pp.3-30
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• 2004

This study intends to closely examine an evaluation of effectiveness of the HRM associated with interactions among employees(I), purpose recognition(P), role feedbacks(R), and motivative compensation(M). The following is a summary of the results of this research: From the study of the actual situation of the human resource management by the Korean firms, it appeared that the form of existence of vision systems possessed the form of having been written as documents and co-shared. And, although, in the area of motivation endowment and feedbacks, the level of motivation endowment regarding the comprising member by those in charge of departments and the level of reflection of the company's personnel policies in the execution of work by the departments were ordinary, the level of presenting the opinion of the departments regarding the company's personnel policies was shown to be low. And, the decisive elements of wages and the compensation standard were in the order of performance basis and long service. Also, it was analyzed that the leadership style of the CEO is the most important element that influences human resource management policies. And, it was analyzed that in the evaluation of the human resource management area the roles regarding evaluation and compensation, especially, the mutual interactions of the comprising members, feedbacks, and improvement activities are inadequate. And the managerial implications are discussed.

• 한국경영과학회:학술대회논문집
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• 한국경영과학회 1996년도 추계학술대회발표논문집; 고려대학교, 서울; 26 Oct. 1996
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• pp.78-88
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• 1996

It is important to understand the process of IT diffusion between organizations for meeting effectively IT progress and its changes. The previous studies provide, the process of IT diffusion between organizational members, organizational factors facilitating the assimilation of IT within the organization, and the organizational members' usage of communication channels in the IT adoption process. But they failed to provide comprehensively the diffusion process of IT between organizations. Therefore, an empirical research through a field survey has been performed to examine the diffusion process of RDB with 64 companies to overcome the limits of the previous studies. The purpose of this study is (1) to empirically examine the interaction of companies(prior adopters and potential adopters), (2) to look into the differences of the factors of organizational structure and the periods of RDB adoption process between OAE(Organizations Adopting Earlier) and OAL(Organizations Adopting Later), and the importance of communication channels used in IT planning stage and adoption stage, (3) to inquire into the difference of RDB performance between OAE and OAL. The results of this study indicate that there is no interaction between the prior adopters and the potential adopters. Also, there are great significant differences with regards to variables of CEO's age, CEO's concern on IT, formalization, centralization compensation systems, CIO's attitudes on changes, RDB adoption periods, performance of RDB. In addition, interpersonal channels have been much more used than mass communication channels in both IT planning stage and adoption stage. This study provides good guidelines to the companies and the vendors in shaping the strategies of IT adoption and IT diffusion respectively.

• Asian Journal of Business Environment
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• 제7권2호
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• pp.5-16
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• 2017

Purpose - The purpose of this research study is to make a comparative analysis between corporate governance guidelines 2016 and 2012 and area of further improvement to ensure better governance, accountability and transparency. Research design, data and methodology - This research study is mainly based on the corporate governance guidelines 2016 and 2012 issued by the regulatory authority known as Bangladesh Securities and Exchange Commission (BSEC). Results - This study finds that corporate governance guideline 2012 include some new issues such as criteria and qualification of independent director; some additional statements in the directors' report; mandatory requirement of separation of chairman and CEO; constitution of audit committee; chairman of audit committee; role of audit committee, duties of CEO and CFO on financial statements; and collection of compliance certificate from professional accountant or secretary in compare to corporate governance guidelines 2016. Conclusions - This study suggests that the regulatory authority should include more issues such as tax management and reporting, risk management and reporting; individual and overall performance analysis of the board and independent directors; separate nomination and compensation committee; assessment of true independence of the board and its supporting committees to ensure higher quality of corporate governance and transparency.

• 지식경영연구
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• 제17권3호
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• pp.93-116
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• 2016

Knowledge, as a source of firm's competitive edges, has been drawing attention, while numerous enterprises are investing huge amount of assets to foster the right environments for executing knowledge management (KM). As a practical way of such KM, knowledge management systems (KMS) support the creation, diffusion, and utilization of knowledge, which are the tools for practicing such management style. Recently, the customer centers which make the closest contact with the customers are being concerned about the establishment of KMS. Considering the characteristics of real-time problem solving in customer centers during the consultation with the customers, the importance of KMS is paramount to the centers. This study analyzes major factors influencing the success and utilization of the customer center KMS's reestablishment, as an exploratory case study of the reestablishment of KMS in the customer center of K insurance company. First, the characteristic differences between the customer center's KMS and the traditional KMS are discussed, and the triangulation technique is applied to secure objectivity of this case study's findings. Major results of the case study state that, for the success of KMS and improvement of utilization, the followings should be considered preferentially: excellent system quality (accessibility, user convenience, easy searching, speed/menus); high information quality (accuracy, usefulness, timeliness, task-relevance, diversity, degree of specification); appropriate operation strategy and process for the utilization of system (education, training opportunity, appropriate personnel, speed and procedure of approval, compensation/evaluation); and change management via the support from the CEO's level (concern and participation of CEO, will to propel the project, investment, advertisement, etc.). This study provides practical suggestions with respect to factors which should be more carefully dealt with, since still many customer centers have hard time establishing and operating KMS due to lack of previous studies.

• 경영과정보연구
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• 제23권
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• pp.75-97
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• 2007

In the meantime hospital system of Korea has institutionally performed its errand in stable circumstance, however the system now faces with new environment of change of customer's satisfaction, of regime, deepening of competition, and opening market. Under the rapidly and complicatedly changing circumstance, the hospital system is required to promote getting a dominant position in the competition, enhancing outcome, creating value added, and customer satisfaction in both internally and externally likewise other organizations, as they continuously introduce a knowledge management and originate, accumulate, and put the knowledge to practical use. This organization capacity of knowledge management involves a process of management that requires great change of all organizations and individuals and it is brought up through four steps which are Initiation, Propagation, Integration, and Networking. The main factors of successful knowledge management are intension of the chief executive officer(CEO), organizational culture, appraisal and compensation of work, knowledge controlling system, and organizational structure, and each of these five stage has got different characteristic. To be successful by introducing knowledge management, hospital organization should be based on these premises. Not only CEO or the director of a hospital, but also the constituent members should be fully aware of knowledge, the characteristic of knowledge management, and successful factors of this operation. Should understand step-by-step characteristic of knowledge management, therefore able to analyse a situation of specific hospital and see which step corresponds to that hospital. By analysing, constituents should make up for the weak points and ready to move on to next step. CEO or the director of a hospital should be aware of knowledge management as a strategic factor which is able to get a dominant position in the rapidly changing environment, and also it should be firm in the director's intention to introduce the knowledge management into the hospital. By continuously carrying out education and training constituent members, the director of a hospital should promote their interest and participation in knowledge management, and build an organization culture that ultimately creates, accumulates, shares, and put the knowledge to practical use. The hospital organization needs to systematize an institution of objective compensation that corresponds to objective appraisal of knowledge management outcome. The hospital ought to build knowledge controlling system in stages, in order to take the initiative in rapidly changing environment. By considering the characteristic of hospital system, it is required to change the organizational structure into self-managing team which is a sort of horizontal structure that allows members to make decisions and take the responsibility by themselves. The limitation of this study is experimental study. Positive investigation about successful factors of hospital knowledge management and characteristic of each steps is expected with following study.

• 경영과정보연구
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• 제34권3호
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• pp.179-196
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• 2015

본 연구는 경영자의 회계성과에 근거한 보상의 크기에 따른 유형자산 및 연구개발 투자와 이익조정 사이의 관계에 미치는 영향에 대하여 연구해 보고자 한다. 구체적인 연구 목적은 투자(유형자산 및 연구개발 투자)와 이익조정 사이의 관계에 회계성과에 근거하여 지급되는 경영자 보상의 크기가 미치는 영향을 분석하고, 나아가 기업 특성별(첨단산업, 경영자보유지분율, 부채비율)에 따른 투자와 이익조정 사이의 관계에 회계성과에 근거한 경영자 보상의 크기가 미치는 영향을 분석하는데 있다. 본 연구의 분석결과를 요약하면 다음과 같다. 첫째, 기업 특성별로 연구개발 투자와 이익조정 사이의 관계에 경영자 보상이 미치는 영향이 강화되는지를 분석한 결과 첨단산업 소속여부의 경우에는 연구개발 투자와 이익조정 사이의 관계에 경영자 보상이 미치는 영향이 강화되지 않는 것으로 나타났으나, 경영자 보유 지분율, 부채비율의 경우 연구개발투자와 이익조조정 사이의 관계에 경영자 보상의 영향이 더욱 강력해지는 것으로 분석되었다. 둘째, 기업 특성별로 유형자산 투자와 이익조정 사이의 관계에 경영자 보상이 미치는 영향이 강화되는지를 분석한 결과 유형자산 투자와 이익조정 사이의 관계에 경영자 보상이 미치는 영향이 첨단산업 소속여부에 따라 차이를 보이지 않았으나, 경영자 보유지분율과 부채비율이 높을 경우 유형자산 투자와 이익조정 사이의 관계에 경영자 보상의 영향이 더욱 강력해지는 것으로 분석되었다. 본 연구를 통해 산출된 분석결과는 연구개발 및 유형자산 투자를 해야 하는 기업들에 대해 우리나라 실정에 맞는 경영자 보상 설계가 필요하다는 점에서 이론적 혹은 실무적으로 다양한 함의를 제공할 수 있을 것으로 기대된다.