• The Journal of Industrial Distribution & Business
• /
• v.11 no.4
• /
• pp.19-30
• /
• 2020

Purpose: The purpose of this study examines the mediating effect of clan leadership in the relationship between hierarchy culture and organizational commitment. Most previous research focused on the relationship between organizational culture and organizational performance or organizational culture and job satisfaction. There are few empirical studies that focus on organizational commitment data because it is difficult to collect in many cases of export-driven small and medium sized enterprises. However, this research measures affective commitment, continuance commitment, and normative commitment differently than previous research, which is mostly focused on the hierarchy culture, clan leadership, and organizational commitment measurements. Research design, data, methodology: Conceptual research model is based on the studies of Cameron and Quinn (2011), and Gungor and Sahin (2018). The model is designed with three constructs such as hierarchy culture, organizational commitment, and clan leadership. The monitor culture and coordinator culture are as proxy for the hierarchy culture. The affective commitment, continuance commitment, and normative commitment are as proxy for the organizational commitment. And also the facilitator leadership and mentor leadership are as proxy for the clan leadership. Based on three hundred cases such as export-driven small and medium sized enterprises (SMEs), this study verify the hypothesis. Hypothesis was analyzed with the structural equation modeling. Results: In case of export-driven small and medium sized enterprises (SMEs), clan leadership acts as a mediator in the relationship between hierarchy culture and organizational commitment. In case of export-driven small and medium sized enterprises (SMEs) with high organizational commitment, clan leadership acts as a mediator in the relationship between hierarchy culture and organizational commitment. In case of export-driven small and medium sized enterprises (SMEs) with low organizational commitment, clan leadership did not act as a mediator in the relationship between hierarchy culture and organizational commitment. Conclusions: By controlling for the mediating effect of clan culture, this study have improved the academic contributions as well as policy and practical implications through empirical study of clan leadership that affect organizational commitment in the fields of hierarchy culture. In addition, this study means that the mediating effects on the variables of clan leadership were examined.

• The Journal of Asian Finance, Economics and Business
• /
• v.8 no.1
• /
• pp.803-811
• /
• 2021

A family business is a company where most of its capital and the management position is owned by family members (clan). The leader plays an important role in defining an organization, thus influencing the organization's success. A leader who has a leadership style based on family (clan) relation has the facilitator's role when conflict appears within the organization. This research aims to find the impact of the democratic leadership model on a family business that adopts the clan cultural organization. The independent variable of this research is the democratic leadership model. Meanwhile, the dependent variable is the clan culture within the organization. This research uses a quantitative method with a descriptive and causality type of research. This research population is PT Global Avionika Indonesia staff, where the data was acquired by distributing questionnaires using a saturated sampling technique. The finding in this research shows a positive and significant impact of the democratic leadership model on the clan culture within the organization PT Global Avionika. The determination test also points out that democratic leadership models affect 19.8 percent of the clan culture within the organization, and the rest of 80.2 percent were affected by other factors that were not covered in this research.

• The Journal of the Convergence on Culture Technology
• /
• v.6 no.2
• /
• pp.271-280
• /
• 2020

Purpose : The purpose of this study examines the mediating effect of women leader's characteristics in the relationship between clan culture and market culture of global companies. In addition, this study attempts to analysis the mediating effect of women leader's position and carrier in the relationship among facilitator, mentor, producer, and director leadership using partial mediation and completed mediation model. Research design, data, methodology : Conceptual research model is designed with three constructs such as clan culture, woemn leader's characteristics, and market culture. Based on five hundred cases with leadership styles and organizational culture of global companies, this study examine the mediating effect of women leader's characteristics in the relationship between clan culture and market culture using structured equation modeling. Results : Facilitator leadership have a significantly positive influence on women leader's position and carrier. Mentor leadership have a significantly positive influence on women leader's carrier while they are not correlated with mentor leadership and women leader's position. Women leader's position and carrier have a significantly positive influence on director leadership while women leader's position and carrier not have a positive influence on procucer leadership. Also facilitator and mentor leadership have a significantly positive on producer and director leadership. Conclusions : By controlling for the mediating effect of women leader's characteristics, this study have improved the academic contributions as well as policy and practical implications through empirical study of clan culture that affect market culture in the filds of leadership style and organizational. In addition, this study means that the mediating effects on the variables of women leader's position and carrier were examined.

• The Journal of Industrial Distribution & Business
• /
• v.8 no.5
• /
• pp.65-75
• /
• 2017

Purpose - The purpose of this study is to verify a role of organizational culture as antecedents to influence psychological empowerment of organizational members, focusing on service workers of casino companies. Therefore, this study sought to examine the question of each clan, adhocracy, market, and hierarchy culture that the workers perceive to influence their psychological empowerment. Thus, the current study examined the relationship between organizational culture and the psychological empowerment by empirical analysis. Research design, data, and methodology - This study chose four domestic casino companies that are run only for foreigners. Using an offline survey, it analyzed the questionnaire data of the 249 surveys collected from employees working in the sales and service sectors. Independent variables were four types of organizational culture: clan, adhocracy, market, and hierarchy. Dependent variables were four subcategories of psychological empowerment: meaning, competence, self-determination, and impact. As research methods, the study applied descriptive statistics, factor analysis, reliability analysis, correlation analysis, and multiple regression analysis, using SPSS 21.0 statistical program. Results - Among the organizational culture types, the clan and adhocracy cultures, which emphasize flexibility and autonomy, were relatively more important for the psychological empowerment of workers than the hierarchy and market cultures. Clan culture was the most important factor in terms of meaning and competence, and adhocracy culture was the most important factor in self-determination and impact. However, the hierarchy and market cultures that pursue control and stability were also cultural types that positively affected psychological empowerment of the workers. Hierarchy culture showed positive effects on meaning, competence, and impact except self-determination, and market culture had positive effect only on competency. Conclusions - The study found that organizational culture is an important predictor of psychological empowerment of the employees in casino companies and that important organizational culture types may be different for each sub-factor of psychological empowerment. It suggests that casino companies have to try to recognize and secure diverse organizational culture in order to activate psychological empowerment of their employees because they can provide quality service for customers. Therefore, it is necessary to create a harmonious and balanced culture between promoting flexible and autonomous organizational atmosphere, and stably controlling and operating the organization.

• Journal of the Korean Society of Food Culture
• /
• v.31 no.4
• /
• pp.325-338
• /
• 2016

The objective of this study was to review Dasik's recipe of Jong-Ga in the Gyeongbuk area. Main methods of this study were literature review and in-depth interview. To study the historical transition of traditional Dasik, analysis of 11 cooking books from the 1400's to 1800's was carried out. Jong-Ga was made using Dasik and main ingredients were Songhwa, Kka and Kong Dasik. Special Dasik was in nine of Jong-Ga (Ipjae's head family of Pungyang Jo's clan, Sojea head family Gwangju No's clan, Sawoodang head family Uiseong Kim's clan, Heobaekdang's head family of Bukye Hong's clan, Taechon's head family of Gyeseong Go's clan, Gwiam's head family of Gwangju Lee's clan, Songdang's head family of Milyang Park's clan, Haeweol's head family of Pyeonghae Hwang's clan, Galyam's head family of Jaeryoung Lee's clan) and Dasik are Gamphi dasik, Heukimja dasik, Baksulgi dasik, Tibap dasik, Daechu dasik, Yukpo dasik, Misutgaru dasik, Dotori dasik and Omija Dasik. It was used as a ritual food and reception food for guests. These recipes are good examples of functional and modern of Korean food. In the future, Dasik as well as discovery of ingredients in other foods of Jong-Ga are needed

• Journal of Digital Convergence
• /
• v.18 no.6
• /
• pp.133-141
• /
• 2020

Currently, companies are focusing on how they make their members have change-oriented organizational citizen behavior in the era of fierce competition due to the 4th industrial revolution. Therefore, this study verified how the flexible culture of adhocracy-clan plays a role in positive psychological capital and change-oriented organizational citizen behavior. A survey was conducted for employees in companies located in Daejeon-si, Sejong-si, Chungcheongnam-do, and Chungcheongbuk-do, and 394 valid questionnaires were used for analysis. The concrete analysis results are obtained from the study as follows. First, among the flexible cultures of adhocracy-clan, the innovation culture was found to have a significant effect on change-oriented organizational citizenship behavior while relationship culture was found to not directly affect change-oriented organizational citizenship behavior. Second, the flexible cultures of adhocracy-clan, the innovation culture was found to have a significant effect on the positive psychological capital. Third, the positive psychological capital was found to have a significant effect on the change-oriented organizational citizenship behavior. Fourth, the positive psychological capital was found to play a mediating role in the relation between the recognition of flexible cultures of adhocracy-clan and the change-oriented organizational citizenship behavior. Therefore, it can be said to find out the fact that the change-oriented organizational citizen behavior can appear under the fierce competition as nowadays only when the organization should establish the organization culture of innovation-relation or the members are in the positive psychological state. We expect that the future study on the type of subculture and new organizational citizen behavior will be made in the manner of classifying the unit of organizational culture into a headquarter or team for measurement.

• Journal of Korean Academy of Nursing
• /
• v.33 no.4
• /
• pp.495-502
• /
• 2003

Purpose. This ethnography is aimed at describing the care-giving practices of the nuclear family and relatives of the elderly within a clan village in relation to their socio-cultural context. Four basic notions of the study came from Leininger's culture care theory and the nurse-client negotiation model of Anderson. In order to understand the cultural system of caring, the following questions were explored: What caring behaviors are performed for the elderly person in a clan and how do these behavior relate to the various components of that particular culture\ulcorner Method. Data for this study was gathered through twenty-one fieldwork expeditions between September 1994 and December 2002 using interviews and participant observation of 7 families drown from two extended families. Data was analyzed using the techniques of taxonomy, value, and proxemics analysis. Findings. The socio-cultural context of caring for elderly people, their caring values, and four categories of caring were explored. Values of caring and every day life in the clan were hierarchical, reciprocal, and collective. The four categories of caring were: being with, empowering, keeping territory, and enhancing spirituality. Conclusions. The results of this study can be used to understand culture-specific care and to provide culturally congruent care for the elderly in a clinical setting.

• Proceedings of the Korea Contents Association Conference
• /
• 2009.05a
• /
• pp.1036-1040
• /
• 2009

Totem culture is a basic culture in all countries. A totem is any supposed entity that watches over or assists a group of people,such as a family,clan,or tribe.(Merriam-Webster Online Dictionary and Webster's New World College Dictionary, Fourth Edition).Totems support larger groups than an individual person. In kinship and descent,if the apical ancestor of a clan is nonhuman,it is called a totem. Normally this belief is accompanied by a totemic myth. And for the ages past,many totems for family. clan and tribe merged in one or two which comes to be a totem culture. We can know many things from the totem of our Ancestors.

• The Journal of Asian Finance, Economics and Business
• /
• v.9 no.8
• /
• pp.135-144
• /
• 2022

Organizational culture has been recognized as a determinant of corporate Effectiveness. Cultural components could affect corporate Effectiveness to different extents. However, it seems that none of the previous studies have evaluated and compared these influential extents of cultural components. The current research applies analytic hierarchy processes to assess and rate the significance extents that, cultural components play in resulting in corporate Effectiveness. Then, the current work utilizes regression analyses to re-evaluate the significance extents for the robustness of analytic hierarchy processes. The findings indicate that clan culture is the most vital component in explaining corporate Effectiveness. In contrast, adhocracy culture is the least important component in affecting corporate Effectiveness. Market culture is a cultural component that is ranked the second in determining corporate Effectiveness, and next is hierarchy culture which is the third. The findings are in support of the positive influences of clan, market, and adhocracy cultures on corporate Effectiveness; whereas it found the negative impact of hierarchy culture on corporate Effectiveness.

• Journal of the Korean Society of Food Culture
• /
• v.36 no.1
• /
• pp.1-27
• /
• 2021

Eumsikjeoljo (integrity with food) originally came from the Andong district, where the Goseong Yi clan inherited a cookbook from their ancestor Lee Jeong-Rong (1798~1871). The cookbook was written in an antiquated style and is estimated to have been written around the year 1865. Details of the era and authorship are seldom available for the extant ancient cookbooks. The authors of these books and the period during which these books were precisely written were studied through the Eumsikjeoljo which is a repository of 46 cooking disciplines. Of these 10 deal with the practice of traditional Korean crispy snack making, 4 with rice cake making, 3 of the yeonbyeong kind, 19 examples of Korean side dish making, 6 recipes of the kimchi variety, 2 examples of paste-based recipes, and 2 instances of instructions on how to make vinegar-based extracts. Also, in Eumsikjeoljo, there are descriptions of 29 different ways to brew rice wine. Of these, Danyang wine among the Leehwa wines and 13 others account for over 44% of the content. Leeyang wine and Sogok wine are represented by 10 different varieties and constitute around 34% of the entries. Samyang wine and Baek-il wine, along with 6 others, constitute 21% of the entries. The secret recipes of the Goseong Yi clan in the Andong district were recorded so that they could be transferred to the descendants of the clan. An inspection of the recipes and wine brewing techniques recorded in Eumsikjeoljo provides a clearer picture of the mid-1800s Andong noble family's traditional food habits and simultaneously sheds light on the late Joseon dynasty's food culture.