• The Journal of Asian Finance, Economics and Business
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• v.7 no.6
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• pp.351-363
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• 2020

The objective of this paper is to explore how board gender diversity affects corporate sustainability performance. Therefore, this paper examines the direct association between board gender diversity with corporate sustainability performance and the mediation effect of enterprise risk management (ERM) on this association. The study employed a cross-sectional survey method. Data were collected from annual reports, websites, and through the questionnaires that were distributed to Chief Financial Officers (CFOs) of all the listed companies of Dhaka Stock Exchange, Bangladesh. The partial least square technique of Structural Equation Modelling (SEM) approach was employed for data analysis. The result did not find support for the direct association between board gender diversity and sustainability performance in Bangladesh context. This implies that contextual factors, such as, male-dominant board, appointment of female directors based on family ties, lack of education and expertise etc. may discount gender diversity direct influence on sustainability performance. However, the study finds strong support for the mediating role of ERM use within the corporate structure. Further analysis of indirect effect suggests that ERM use mediates the relationship of board gender diversity and sustainability performance in full. This implies that in the Bangladesh context effective use of ERM is highly recommended.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.12
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• pp.261-269
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• 2021

This study examines the effect of block diversity on the risk of firms listed on the Korean Stock Exchange between 2010 and 2017. To examine the effect of block diversity on corporate risk, we measure block diversity in terms of a single component, portfolio size, by referring to prior literature. This diversity component accounts for the differences in portfolio size across corporate blocks. In line with existing research on corporate risk, we consider several variables to measure corporate risk: volatility, beta, and idiosyncratic risk. The results show a negative relationship between the size of a block shareholder's portfolio and corporate risk. We also show no difference in the effect of block diversity on the corporate risk between KOSPI and KOSDAQ. This implies that the difference in portfolio size among corporate blocks reduces corporate risk. This may be due to the effect of inter-block monitoring activities in the Korean securities market, which benefits from block diversity. This empirical result supports previous studies that predicted that block diversity would have beneficial influences on firm monitoring in general. This study is significant in that it analyzes the relationship between block diversity and firm risk and provides relevant information to business practitioners and investors.

• Proceedings of the Korea Technology Innovation Society Conference
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• 2017.05a
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• pp.651-685
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• 2017

This study examines how experience diversity of chief technology officer (CTO) drives radical innovation of the firm, and the moderation effect of group attributes of top management team. Using data of 148 firms in U.S. manufacturing industries, this study finds that a CTO's diverse functional experience increases a firm radicalness, and diverse industrial experience also increases the radicalness. This study also examined the moderating effect of top management team (TMT) characteristics such as TMT size, TMT tenure, and gender composition in TMT. The positive relationship of CTO knowledge diversity and firm radicalness is weakened as TMT size or TMT tenure increased while the relationship is strengthened as gender diversity in TMT increased. These results of the analysis of firm-level radicalness provide implications for both academics and practitioners.

• Journal of the Korea Institute of Information and Communication Engineering
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• v.22 no.9
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• pp.1185-1190
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• 2018

As a countermeasure to the increasing workforce diversity worldwide, this study addresses the need for an ICT (information communication technology) based diversity management function and identifies the role of e-HRM (electronic-human resource management), which enables this function. ICT has essential for the survival and growth of a company. And it is strategically crucial to recruit and manage a workforce efficiently that comprises individuals not only with diverse demographic backgrounds in terms of gender, race, and age, but also with diverse personal history in terms of educational background, functional background, and the number of years working at a previous job, because these are directly related to organizational performance. Based on the fact that only the organizations that utilize ICT adequately in managing diversity can gain a competitive advantage, this paper discusses the implications of ICT-based diversity management for organizations and managers.

• Proceedings of the Korea Technology Innovation Society Conference
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• 2017.05a
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• pp.357-391
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• 2017

In this study, we suggest a new perspective on the linkage between alliance portfolio diversity and innovation performance based on a contingency approach. Using a longitudinal data set on alliance portfolios and patents of 182 firms in the U.S. manufacturing industries, we examined that alliance portfolio diversity has a U-shaped relationship with firm-level innovation. Internal value creation capabilities in terms of routine and ability are found to moderate the relationship between alliance portfolio diversity and innovation performance: Organizational search routine strengthens the relationship of alliance portfolio diversity and innovation performance while technological capabilities weaken and flip the relationship.

• The Journal of the Korea Contents Association
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• v.16 no.12
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• pp.591-599
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• 2016

This study has examined and compared the Organizational performance of the Diversity management focusing on Japanese Companies Employing the Elderly and persons with disabilities. To achieve the research objectives, I performed T-test. The total number of the date used in this study is 1,704. The findings from the t-tests are: the Organizational Productivity and Organizational security of companies employing the Elderly and persons with disabilities are better than those of companies managing Gender Diversity or not carrying out at all.

• Korean Management Science Review
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• v.32 no.2
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• pp.111-124
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• 2015

In the management literature, it has been widely accepted among both researchers and practitioners that the level of team creativity is significantly related to the organizational performance. Besides, researchers posited with confidence that team diversity and task difficulty would affect team creativity through team members' activities of exploration and exploitation. However, empirical approaches to proving this belief suffered from lack of real data and proper methods as well. To tackle the research void like this, we propose a multi-agent simulation (MAS) mechanism. By adopting a set of parameters which validity were proven in the related literature, we conducted a series of experiments in the environment of the MAS platform named NetLogo. There sults suggest that managers can differentiate team diversity strategies according to task difficulty. In the case of a difficult task, managers need to increase team diversity so that their teams can maximize team creativity through rigorous exploration and exploitation. It is desirable to maintain an average level of team diversity when performing an easy task.

• Journal of Forest and Environmental Science
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• v.27 no.1
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• pp.17-22
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• 2011

Based upon the vegetation data of woody plants by plot sampling method in the natural deciduous forest of Mt. Jeombong, the study was carried out to examine importance value, rank abundance curve, and species abundance curve, and comparatively evaluate seven different species diversity indices for Shannon-Wiener index, Simpson index, McIntosh index, Log series, Margalef index, Berger-Parker index, and species richness, according to topographic positions. The minimal area which meant only few more species were increased was 3.48 ha in total. The dominant species of valley were Carpinus cordata, Acer pseudo-sieboldianum, Quercus mongolica, Acer mono, and Abies holophylla, and the dominant species of mid-slope were Quercus mongolica, Acer pseudo-sieboldianum, Carpinus cordata, Tilia amurensis, and Fraxinus rhynchophylla. Moreover, the dominant species of ridge were Quercus mongolica, Acer pseudo-sieboldianum, Tilia amurensis, Fraxinus rhynchophylla, and Acer mono. According to rank abundance curve and species abundance curve, species evenness was also low. All of Log series, species richness, Margalef, and Shannon-Wiener index discriminated that valley had the highest diversity, and ridge had the lowest diversity; but, Simpson index, McIntosh index, and Berger-Parker index represented that mid-slope had the highest diversity, and ridge had the lowest diversity. Uniquely, in Berger-Parker index, mid-slope was the higher value than total.

• Journal of the Korean Institute of Landscape Architecture
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• v.18 no.4
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• pp.7-16
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• 1991

This research investigated soil, plants, insects and birds in the Mongchon Earth Fort, establishing the 11 plots, according to planting treatment, in order to present management method for ecological stability of species in the ground covering plots. The results of analysizing the investigated data summarize as follows. 1. In the ground covering plots without upper layer, the density and coverage of middle and low layer in the natural plots were higher than those in the artificial plots. 2. In the ground covering plots without upper layer, the density and coverage of low layer were higher than those in the artificial, while the density and coverage of herb layer in the natural plots were lower. 3. Whether there was upper layer or not, the total species diversity and enenness of the ground covering community in the natural plot without artificial treatment and natural treatment plot were higher than those ground covering. 4. In the ground covering plots with upper layer, the species diversity of ground covering in the plots without artificial treatment is high, while the species diversity in the plots with natural treatment caused the secondary succession is higher than that of the natural plot. 5. In the ground covering plots without upper layer, the species diversity in the plots with artificial management was higher than that of natural plots, while the evenness in the plots with artificial management was lower. 6. In the ground covering plots with upper layer the species diversity of insect in the plot of natural state was higher than that of insect in the plots with artifical treatment. 7. Synthetically, in the area with upper layer the species diversity of the ground covering community in the natural plot was high, while in the area without upper layer, the species diversity of it in the plots with artificial treatment was high. The insect turned up frequently in the plots of high species diversity of the ground covering, so the bird did in the plots of high species diversity of the ground covering and insects.

• Knowledge Management Research
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• v.14 no.2
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• pp.137-154
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• 2013

In an ever-tougher competitive environment caused by globalization, domestic companies are increasingly adopting business strategies aimed at continuously securing competitive advantage by taking advantage of globally-competitive foreign professionals. Despite a persistent rise of such trend, domestic researches regard migrant workers as the socially underprivileged, and delve into the issue of migrant workers from the policy, welfare, and ethical perspectives. With a growing need to deal with migrant professionals from the strategic viewpoint - to acquire professional talent in an era of global competition, it becomes essential to verify the real effectiveness of migrant professionals. Yet, there has been relatively little discussion of it. This study assumes that based on th137e integration-learning perspective on diversity, the greater the number of foreign professionals, the greater the effect on organizational innovative performance. Also could be effective in managing diversity is diversity-friendly HRM which involves eliminating discrimination against migrant professional workers and treating them fairly. Based on the data collected from 72 domestic companies, this study conducted an empirical analysis of the impact of the percentage of foreign professionals in the total workforce on organizational innovative performance and of the moderating role of diversity-friendly HRM. The results show that the proportion of foreign professionals in the entire workforce has had no significant impact on organizational innovative performance, and that the proportion of foreign professionals in the total workforce and diversity-friendly HRM have had a interaction effect on organizational innovative performance. Based on these research results, the study attempted to interpret the significance of the proportion that migrant professionals make up of the total workforce and of diversity-friendly HRM in relation to organizational innovative performance, and their implications for diversity management.