• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.4
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• pp.1699-1708
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• 2013

A Korean Retail Company 'Homeplus' has accomplished great growth in a short period. The main factor behind it, which is Hexagon leadership, is based on the manager's experience and management philosophy. It focuses on leaders and the ability to build basic traits of leaders. The main points are organization managing foundations such as people, work, performance, management, facilitation, training and growth. It also includes specific analysis that are applicable right away on success, failure, efficiency and effectiveness of management. The important factor for hexagon leadership is that it focuses on traits of leaders than the skills. Through training, the members of the organization can internalize the six fundamentals, which create a synergy when performed together. Positive results can be found from 'Viewpoint', which is the evaluation method of the Homeplus.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.9
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• pp.501-507
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• 2018

Owing to the complexity and modernization of weapon systems, the role of the defense industry in producing military supplies has become increasingly important. In previous defense industries, price competitiveness was a key factor in the product choice. On the other hand, as exports of domestic military supplies are expanding rapidly based on superior quality, there is a need to evaluate objectively the efficiency of management in the domestic defense industry. In this study, the efficiency of management was measured using DEA, which is one of the decision methodologies. In addition, the number of employees (QA Employee) and R&D performance were set as input variables to utilize DEA, and the output variables were based on sales and operating profit. Based on the results of the analysis, a future study will measure the efficiency of the management of domestic defense industry to help guide a strategic development plan.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.15 no.3
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• pp.270-276
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• 2005

This study was conducted to examine whether a specific synthetic metalworking fluid (MWF), "A", in use for 10 months without replacement, displayed microbial resistance and to identify the additives associated with the control of microbial growth. Three synthetic MWF products ("A", "B", and "C") were studied every week for two months. Microbial deterioration of the fluids was assessed through evaluation by endotoxin, bacteria and fungi levels in the MWFs. In addition, formaldehyde, boron, ethanolamine, and copper levels were also studied to determine whether they influence microbial growth in water-based MWFs. Throughout the entire study in the sump where MWF "A" was used, bacteria counts were lower than 103 CFU/mL, and endotoxins never exceeded 103 EU/mL. These levels were significantly lower than levels observed in sumps badly deteriorated with microbes. Boron levels in MWF "A" ranged from 91.7 to 129.6 ppm, which was significantly higher than boron levels found in other MWF products. The total level of ethanolamine (EA) in MWF "A" ranged from 35,595 to 57,857 ppm (average 40,903 ppm), which was over ten times higher than that found in other MWFs. Monoethanolamine (MEA), diethanolamine (DEA) and triethanolamine (TEA) concentrations in MWF "A" were also significantly higher than seen in other MWFs. However, although EA and boron might improve anti-microbial performance, their abuse can pose a serious risk to workers who handle MWFs. From an industrial hygiene perspective, our study results stress that the positive synergistic effect of boron and EA in reducing microbial activity in MWF must be balanced with the potentially negative health effects of such additives. Our study also addresses the disadvantage of failing to comprehensively report MWF additives on Material Safety Data Sheets (MSDS). Future research in MWF formulation is needed to find the best level of EA and boron for achieving optimal synergistic anti-microbial effects while minimizing employee health hazards.

• Journal of Internet Computing and Services
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• v.11 no.4
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• pp.143-158
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• 2010

The illegal leakage of enterprise digital confidential information will threaten the enterprise with bankruptcy. Today since most small-and-medium companies have no capability to fight against illegally compromising their critically confidential documents in spite of knowing the leakage of them, strongly safe distribution system of the digital confidential documents should be designed so in secure as to prevent any malicious intent of embezzlement from accessing the critical information. Current DRM-based protection system is not always perfect to protect the digital secrets, even seems to leave the secrets open. Therefore our study has analyzed the illegal leakage paths that hackers attack against and the vulnerability of the current protection systems. As result, we study the group communication based system architecture satisfying the security conditions to make even legitimate working employee keep out of the confidential documents, without performance degradation. The main idea of this architecture is to stay every secrets in encrypted form; to isolate the encrypted documents from the crypto-key; to associate every entity with one activity and to authenticate every entity with DSA-based public key system; multiple authentication method make hackers too busy to get a privilege to access the secrets with too many puzzle pieces. This paper deal with the basic architectural structure for the above issues.

• Health Policy and Management
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• v.18 no.2
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• pp.39-66
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• 2008

This study examines organizational qualities such as vision, mission, teamwork, fairness, and empowerment and their effects on organizational members. As a result of analysis, these qualities are identified to affect member satisfaction, but not to affect job involvement. Member satisfaction affects job satisfaction, and this relationship retains indirect influence through an increase in member satisfaction. Further, improved member satisfaction and job involvement are found to affect organizational commitment. These results are derived from complete enumeration on members of an organization where particular traits such as member position, job classification, and the privity of contract are intermixed. In case where research is conducted on the aforementioned traits separately, different results would be anticipated depending on each trait. The implications of this study are as follows. First, clear-cut organizational vision and mission established by the top management of an organization prevent confusion amongst its members, and thus have the highest level of effect on member satisfaction. Second, teamwork in reference to the. relationship amongst team members of a work group and goal awareness improves member satisfaction. Third, autonomy for job performance and related empowerment improve member satisfaction. Last, fairness in wages and promotion affects member satisfaction. Therefore, internal qualities of an organization perceived by its members have a higher degree of influence over external qualities including compensation and promotion on the members. In addition, these internal qualities indirectly affect job involvement through an increase in member satisfaction, and, in turn, member satisfaction and job involvement affect organizational commitment of the members. In case of member satisfaction, not only does it affect organizational commitment of the members of an organization directly, but also affects organizational commitment indirectly through job involvement. This study is conducted with only one hospital in consideration, and thus its findings may not be generalized for every medical organization. However, this study retains distinct attributes of complete. enumeration, and the precedence of each variable is closely investigated.

• Industry Promotion Research
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• v.1 no.1
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• pp.59-64
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• 2016

This study verified the effect of the experience of job-training on youth employees' wage by analyzing panal data. The study results showed that the objective of job-training(enhancing job performance, ${\beta}=.336$), satisfaction of job-training(${\beta}=.-.256$) and the type of job-training(cyber lecture, ${\beta}=.334$) significantly affected youth employees' wage. Also, age, education, marital status, hour of job-training, objective of job-training and satisfaction of job-training significantly affected the differences between groups. This study provided practical implication to prepare effective job-training policy by confirming the effect of the experience of job-training on youth employees' wage and verifying the effectiveness of job-training.

• Journal of the Korean Crystal Growth and Crystal Technology
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• v.22 no.2
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• pp.105-113
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• 2012

Maintenance training is generally provided to teach employees new knowledge and techniques in order to increase their qualities. It means that the purpose of maintenance training is to increase an employee's knowledge or technique level and to maintain or increase their performance level through continuous training in their field, and the methods, contents and the level of training vary depending on the type of job they perform. Maintenance training is more important for jobs that require continuous technical increases or research, or for professional jobs that continuously require new knowledge and techniques. The purpose of this study is to provide quality service to consumers by responding to the rapidly changing jewelry distribution environment and to quickly and accurately acquire new and advanced jewelry inspection and appraisal techniques, and to contribute to the healthy consumption culture through a general quality increase in the jewelry industry.

• Survey Research
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• v.1 no.1
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• pp.45-71
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• 2000

This paper presents two cases of organizational studies and deals with the issue of the level of analysis in the study of organizational phenomena. The first study focuses on the individual level of analysis and examines the effect of a merit pay system on employee attitudes, In this study data were collected using questionnaires from 195 employees across 18 companies. Analyses were are performed using 195 questionnaires at the individual level of analysis. On the other hand, the second study focuses on the group level of analysis examines the relationship between transformational leadership and group performance. In this study data were collected using questionnaires from 320 employees embeded in 40 groups in an insurance company. The 320 questionnaires were aggregated by groups and analyses were performed based on the aggregated scores at the group level of analysis. The importance of the level of analysis in the study of organizational phenomena was discussed.

• Journal of Digital Convergence
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• v.9 no.3
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• pp.133-144
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• 2011

The purpose of this study are as follows. First, to analyze relative LQ index of the No. of game company, the No. of employee and the amount of revenue. Second, to analyze personal competence, resource competence, performance competence, network competence and environmental competence of regional game contents R&D. The results are as follows. The LQ index results of company are highest in seoul and Kyunggi area' And In case of except of seoul & kyunggi, the competence of R&D which is daekyung, dongnam, chungcheong are in order. In case of 5 game R&D competence, chungchung, seoul & kyunggi, honam region are in order. The core competence of chungchung region are ideal venture ecosystem among inter-supportive R&D research center, ETRI, university and company.

• Journal of Information Technology Applications and Management
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• v.12 no.2
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• pp.79-106
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• 2005

This study, by adopting case study methodology, is focused on examining the present state and analyzing the cause of the digital divide, and suggesting policies for bridging the divide, specifically in view of SMEs. We have taken cases of manufacturing companies, visiting and interviewing 18 SMEs in 10 APEC member economies which show sharp difference in usage of ICT. In order to analyze the digital gap among SMEs, we used 5 variables that are composed of computer hardware, computer software, Internet, readiness of ICT, and performance of ICT adoption, while categorizing the cases into low and high tier based on the national ICT index. From a computer hardware perspective, the high tier (0.66) has almost double the number of PC’s per employee, compared with the low tiers (0.34). This gap can be explained by financial availability of low income and high tariff in the developing economies. In the computer software perspective, the SMEs in the low tier had some restrictive use of computer applications such as financial and accounting management and document management, while those in the high tier enjoyed more diversity in the use of applications such as inventory management, sales management, financial and accounting management, procurement management, CRM, and ERP. In view of the readiness of ICT, the difference in ICT infrastructure and financial status between the low and high tier was far wider than any other variables. As a result of ICT adoption, SMEs benefited in view of learning and growth, internal business processes, customer service, and financial affairs. To effectively bridge the digital divide between the low and high tier, actions such as setting up a secondary market of used computers among cooperating developed and developing countries, developing and diffusing good business applications, and building speedy, low-cost telecommunication infrastructures should be taken.