• Journal of Korea Society of Digital Industry and Information Management
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• v.9 no.3
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• pp.195-209
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• 2013

Purpose of this study is to empirically consider relation between QM activity factor and management result. For this, following 6 major variables of QM activity were established as independent variable; CEO's leadership, communication, process control, standardization, full participation and education/training while satisfaction of members and improvement of quality were established as dependent variable. And, a model was set up and hypothesis verification was conducted on the basis of data collected through questionnaires. The results are summarized as follows; First, QM factors which influenced satisfaction of members in management result were CEO's leadership, communication, process control, full participation and education/training but 'standardization' factor was not statistically significant. Second, QM factors which influenced improvement of quality in management result were CEO's leadership, communication, standardization, full participation and education/training but 'process control' factor was not statistically significant. Third, among main factors of QM activity, the factor which preferentially influenced satisfaction of members was 'full participation' factor while the factor which preferentially influenced improvement of quality was 'standardization' factor. According to such results, it is required to seek a statistical method regarding QM activity with focus on the factor of 'full participation' and 'standardization' among other things for the purpose of satisfaction of members as well as improvement of quality. It is believed that implication of this study can be useful information to realize management result considering main factors of QM activity and that it also can be basic reference data to seek a statistical method for satisfaction of members and improvement of quality by grasping core factors having influence over QM activity.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.10
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• pp.206-213
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• 2018

For sustainable management under uncertainty, organizations should explore factors influencing organizational creativity. This research examined affective commitment as the factor expected to increase organizational creativity. Clarifying the relationship between affective commitment and organizational creativity, we consider training motivation as a moderator. The participants in this empirical study were 472 employees and 64 firms' CEO to confirm hypotheses that training motivation make strengthen the positive relationship between affective commitment and organizational creativity. Results showed that organizational creativity was associated with affective commitment. Moreover, there was a moderating effect of training motivation on the relationship between organizational commitment and organizational creativity. This study attempted to avoid common method bias by using different sources such as CEO's response and employees' response. The implications for future research are discussed, including exploring the mechanism of organizational creativity and practice.

• Journal of Korean Society for Quality Management
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• v.30 no.3
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• pp.120-138
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• 2002

In order to carry out TQM and 6 Sigma management, it is the key elements to make clear a goal and a mission. Above all, we can succeed In achieving a dramatic change and a great outcome only when we make clear the method, incentives, organization and plans under the clear objective. In order to secure the competitiveness against the external challenge, it is essential to keep the several crucial factors such as CEO's will, the systematic process to measure and manage, monitoring to satisfy customer's needs and an aggressive development of TQM activity to encourage the endeavour of the relentless enhancement, and also a positive effort Is to be made for evaluating all quality culture like training experts internally by an outstanding training program under CEO's firm leadership. This study is carried out to understand that which features and factors of success can exist in a company culture if a company accepts a theoretical basis and concept, the general of TQM and 6 Sigma which are one of a management strategy, and carries out TQM and 6 Sigma for achieving improvement of quality and customer's satisfaction.

• East Asian Journal of Business Economics (EAJBE)
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• v.5 no.2
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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.

• The Journal of the Korea Contents Association
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• v.12 no.4
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• pp.407-416
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• 2012

The primary purpose of this paper is to identify the development of education and training for the human resource development in the view of technology management. For this purpose, a research is developed based on the relevant literature reviews and empirical studies. Data have been collected from 110 firms in Daejeon city and tested by the frequency analysis and various statistical methods. The results of this empirical studies are summarized as follows. We classified in company competitive power as innovators, leading chasers and late chasers. The innovators, leading chasers and late chasers demanded the management of technology. They also demanded the middle manager, the CEO and R&D researchers as a important position in this demanding of the management of technology and its human resources of the market and technologies. Department of marketing and the executives and staff members find it important. We departmentalized the management of technology with the Daejeon region's strategic industries. Information technology(IT) industries thought that the middle manager, CEO and R&D department were important. Bio-industries thought that the CEO and the middle manager and R&D department were important. The high-tech parts materials industries thought that the middle manager, R&D department and marketing department considered as important.

• Korea Journal of Hospital Management
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• v.22 no.4
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• pp.74-86
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• 2017

Purposes: This study was performed to understand the recognition about accreditation motives, support within the hospital and accreditation survey process for the hospitals that participated in the accreditation program and to find out whether these factors are related to hospital management performances, so that the study can suggest plans for activation and development of the accreditation program. Methodology: This study was performed targeting 98 hospitals answered th the survey among 189 acute care hospitals that acquired accreditation from December 2010 to February 2014. For data analysis, frequency analysis, ${\chi}^2$-test, reliability analysis, ANOVA, Kruskal-Wallis H test and multiple regression analysis with SPSS 21.0 were used. Findings: The hospitals that had staff in charge of patient safety had bigger hospital culture change than those that didn't have(p<.05). In addition, the hospital culture change was bigger as internal motives were bigger, and as CEO's will was bigger(p<.05). Meanwhile, as maintenance rate of internal management after accreditation was higher, and as CEO's will was bigger, process improvement level was higher(p<.05). The quality improvement and patient satisfaction level were higher as CEO's will was bigger, and as suitability of survey process was recognized to be high(p<.05). As a result of analyzing the factors that affect hospital management performances with hospital culture change, process improvement and quality improvement combined, as internal management maintenance rate was higher, as CEO's will was bigger, and as suitability of survey process was higher, performances were higher(p<.05). Practical Implications: Hospitals need to reinforce internal motives to improve internal competences such as the whole system maintenance opportunity and staff training. In addition, the will of hospital director is most important, and if there is hospital director's interest in quality improvement and improvement intention definitely, employees voluntarily participate in and cooperate with the accreditation program, so that prompt medical service provision and high quality of medical services can be guaranteed, leading to hospitals' management performances.

• Journal of the Korea Safety Management & Science
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• v.18 no.3
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• pp.91-97
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• 2016

Currently many geriatric hospitals have been built in Korea because younger people don't want to care their parents and have been decreasing for labor. However, the increasing geriatric hospitals make the increasing fire safety accidents. Therefore, this study is conducted by survey and face-to-face talk for analyzing fire safety problem of twelve among 15 geriatric hospitals in the north of Chung-Buk area. The result of this study is that infection and fall accident are higher than others and fire safety implement rate of safety rule followed by CEO is 71%. Monthly safety training rate is 49% and initial fire safety training not conducted is 33%. Yearly outside fire safety training rate is 97% but workers who know how to use fire evacuation facility are 61%. Furthermore, safety instruction rate of fire safety manager is much higher than supervisor's safety instruction. The cause of accident is facility (33%). In conclusion, the institution and rule improvement need for decreasing infection and falling, increasing implement level of fire safety rule and fire safety training, participation rate of supervisor for fire safety, quality of fire safety training, and investment of fire safety facility.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.5
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• pp.2769-2777
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• 2014

This research herein aims to assist maximizing performance of introduced systems by managing the acceptance factor of uTradeHub that is easily overlooked in the system installation process by trading companies aiming to install uTradeHub system in future by conducting the two following things: i) grasping factors affecting system usefulness and user satisfaction derived from uTradeHub acceptance factor, and ii) analyzing the effect relationship of system usefulness on user satisfaction at an inspection level of system usefulness and user satisfaction, since the uTradeHub system introduced for mid- and small-sized trading companies in export and import works in mid-2008. Proof analysis was conducted by using SPSS 19.0 statistic package on data of 112 effective responses collected through questionnaire surveys, whose results are as follows. First, the uTradeHub acceptance factors having a significant effect on system usefulness are relative advantage, easy of use, task adaptedness, support of CEO, maturity of IT infrastructures, and degree of education/training. Second, the uTradeHub acceptance factors having an effect on user satisfaction are relative advantages, task adaptedness, support of CEO, maturity of IT infrastructures, and degree of education/training. Third, system usefulness showed a significant effect on user satisfaction.

• Journal of the Korea Society of Computer and Information
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• v.23 no.7
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• pp.27-37
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• 2018

Enterprises that don't adapt to the changes can be weeded out, because IT sector is one of the most rapid rate of changes in business. The optimized job education and training are an essential part for the enterprises to handle the advanced and developed technologies, so the needs for the positive investments to the education and training about their employees and transformational leadership have been increased. This study verified how the transformational leadership of representatives in the IT enterprises affects the satisfaction of their ordering agencies as well as the transfer of education and training can be the intermediary role to them. From the results of the statistical analysis about questionnaire survey of 251 IT enterprises, dispatched their employees to public institutions in Ulsan, several significant outcomes are founded as follows. First, the transformational leadership of representative in the IT enterprises influenced the transfer of education and training positively. Second, the transfer of education and training positively affected the satisfaction of ordering agencies. Third, the satisfaction of ordering agencies are also affected from the transformational leadership. Finally, the some roles was influenced by the charisma of transformational leadership, and also, completely, the inspirational motivation and the intellectual stimulation of transformational leadership was affected by the intermediary roles to the satisfaction of ordering agencies. Based on the results of this study, representatives in the IT enterprises can be expected by the positive company results from improving the satisfaction of ordering agencies through the transformational leadership, which allow active investment in education and training about their employees and construction of pragmatic system through the education and training results for the organization, superiors and colleague.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.4
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• pp.2093-2103
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• 2014

The purpose of this study is to investigate how the vendor suitability factor affects ERP introduction factors of domestic small and middle businesses and internal performance. When domestic firms introduce an ERP package, they mostly use the package already developed by ERP firms. Therefore, this study tried to analyze that the suitability factor of an ERP package supplier serves as a moderating role for ERP internal performance. The study result showed that the vendor suitability factor played a moderating role for ERP introduction factors and internal performance. In other words, the vendor suitability factor served a moderating role for four factors -CEO support, education/training, users' IT capability, and business standardization /formulation- and internal performance. But, it was analyzed that the vendor suitability factor didn't serve as a moderating role for IT infrastructure and internal performance.